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Motivation
I recently discovered that a female employee was being paid more than I even though we were both hired at the same time. The reason (as I discerned it) was that they had to pay her more because she was needed for a project that required at least one female on the team. However, I was doing most of the work and getting paid less than her. This made me angry, and as I remember it, made her feel guilty. She knew that I was more qualified but that did not matter to the employer, instead I was informed that I should just live with it. Reacting to this situation was a classic response according to the equity theory. I felt less like doing the work, and more apt to take a more casual approach to the project itself. My performance was still okay, but could have been much more exemplary than what it was.
Part
There have been a number of events that qualify for the expectancy theory regarding the workplace and my role...
One, in particular, comes to mind that involved a time when I overheard a situation concerning my employment. At the time, a regional manager was conversing with the manager to whom I reported. They were discussing compensation and benefits, who should get raises and who should not. The regional manager did not know me or my work, I had only recently been hired. His comment was that I should be kept at the low end of the scale, as I recall it; 'he will not be around long enough to make a mark'. I listened further to discover why the regional manager felt that way, his reasoning was that I was far too 'rough around the edges' to interact with wealthy individuals in a comfortable manner, therefore, my employment would be short-lived.
Further conversation led me to understand that they were going to reward the most productive newcomer with a trip to exotic Bermuda. My role was to develop clientele that would use the…
Discovering Psychology For many years psychologist have tried to piece apart how humans learn, evolve, and develop identities. Many theories have been observed and explained, but none can ever be perfect. For as long as the human mind has been a subject of study, psychologists who study it will always be asking certain questions, such as: do humans learn through observation or through experience? Which carries more weight, experiences in the
D.). A need also frequently serves to answer the question motivational psychologists regularly ask as they explore motives that impel the person people to do what he/she does: "What drives people to do the things they do?" Basic concepts of motive include: A motive depicts a person's internal state arousing and directing his/her behavior to meet a precise goal and/or objective. A deficit, a lack of something, contributes to a motive. Motives vary
The design of this study will be conducted in a fashion that is different from the typical survey design. This study will be examine the effects of each pay scenario independently from the others. Employees will self-assign themselves to a group based on their answer to a particular question in the survey, which is worded in such a way that they will have the perception that they are voting on
Women in Prison Major Legal Issues Concerning Female Inmates Problems in corrections: Dealing with the unique needs of women in the prison system The number of female prison inmates in America and internationally is growing. Although men still outnumber women in the prison population, the rates of female incarceration, once considered relatively nominal, have skyrocketed. "In the U.S., where the prison and jail population reached two million in the year 2000, women's incarceration is
For example, an employee should be categorized on his or her ability to move up the corporate ladder, and the timing of such a move. If Coach wishes to enter India in 2011, then, the company would know which among the firm's managers is able to move into one of the new roles today, and which might be able to move into such roles in the future. The second policy
The prescriptions include wisdom, honesty, and courage, as well as human dignity, integrity, respect, health, and independence. Part 3: Formulate possible evidence-based practices and an action plan that could work towards achieving improvement outcomes. Provide insight into the diagnostic processes (e.g., root cause analysis) used to determine the primary causes of the problem. Consider both qualitative (cause-effect diagram, barrier analysis), and quantitative (theory testing or drill down analysis) methods. Analyze the cost-effectiveness