Skylab and Nasa Decision Making

Only available on StudyMode
  • Topic: International Space Station, Skylab, Motivation
  • Pages : 3 (945 words )
  • Download(s) : 85
  • Published : October 11, 2008
Open Document
Text Preview
Imagine that you are soaring through space, marveling in its’ beauty and glory. You realize man’s insignificance as you peer out the tiny porthole looking at the milky radiance as you cruise silently through the “phosphorescent sea”. You are pulled from your gaze by the sound of your onboard printer working away, and then reality hits you. It is your daily 6 foot long list of tasks that NASA has sent you after they finished their daily gripe session about being overworked, understaffed, and underpaid. NASA sure knew how to treat the three Skylab crews. Team 1, led by Conrad, seemed to really exhibit E-to-P and P-to-O expectancies. Conrad sold the crew and NASA on the team giving up their scheduled day off to catch up on experiments and assigned tasks. They believed their effort would increase performance and this increased performance level would result in the desired outcome (which is?). The crew’s ability to fix the solar panels and install the thermal parasol made them “instant heroes” and had a very high outcome valence – the crew was very proud of this successful outcome. The second team’s makeup served to really help productivity. Bean and Lousma were very interested in quantitative and comparative data; they, especially Bean, really wanted to know how they were doing in comparison to the first team. This perception that their increased efforts would yield better performance and that this performance would in turn yield better outcomes are concrete examples of their E-to-P and P-to-O expectancies, respectively. That’s not to say that Garriot’s perceptions and values didn’t follow the same motivational theory as he was just as interested in real and measurable data as his crewmates. Even though all three crewmembers had similar technical backgrounds, Garriot was able to look at things differently and really got the other guys excited to participate in what normally would be mundane tasks for them. He was able to naturally increase their outcome...
tracking img