1. The kinds of needs that people bring to fulfill successfully in their job are:
a. Self-actualization needs: opportunities for advancement, autonomy, growth, creativity
b. Esteem needs: recognition, approval, high status, increased responsibilities
c. Belongingness needs: work groups, clients, coworkers, supervisors
d. Safety needs: safe work, fringe benefits, job security
e. Physiological needs: heat, air, base salary
2. No, this does not seem like a good motivational technique. By cutting off wages and freezing their bonuses, employees will not fell motivated to work, or even to keen on working for that same company.
3. A leader has a big role in an organization to motivate others in the work force. At the same time employees must motivate/encourage their co-workers to do the best they can so they can be rewarded later on for their achievements.
4. When hygiene factors are poor, work is dissatisfying. But they do not cause people to become highly satisfied and motivated in their work.
5. If I were the owner of a small firm I would implement the bonus program as a mean of motivating employees. Most employees seem to react better to bonuses rather than other things. E.g.: Christmas bonus, perfect assistance/ on time bonuses, among others. I would also implement pay for knowledge and performance.
6. Features like rewarding their employees as a consequence of a good behavior and motivations on the individuals’ mental expectation and their abilities to perform tasks and receive desired awards make them seem like carrot-and-stick methods for motivation.
7. Leaders should have a basic understanding of the equity theory because it proposes that people are motivated to seek social equity in the rewards they receive for their performance. So, if people perceive their rewards as equal to what others receive for similar contributions, they will believe... [continues]
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