Answer Below Questions
Answer the 3 questions below and reply to each student.
Student Reply must be over 200 words.
Make sure all student replies you start it with Hello (Student Name),
Please upload each question in different word documents.
Question 1:
Action-to-Results Connections essentially follows the “you get out of it what you put into it” cliché. Consider Example 3 on Page 56 of your text involving Tom the salesperson. There is a disparity between the number he perceives and the actual number of cold calls that result in sales.
- Explain why Tom’s perception of effectiveness varies so greatly from his manager’s grasp of reality.
Propose how you think Tom might react if his manager told him to stop conducting cold calls as a form of generating sales. Assume the role of his manager and justify your situation in a manner that keeps Tom motivated to sell pharmaceutical products.
Student Reply 1: Nancy Resmini
Action-to-Results Connections essentially follows the “you get out of it what you put into it” cliché. Consider Example 3 on Page 56 of your text involving Tom the salesperson. There is a disparity between the number he perceives and the actual number of cold calls that result in sales.
Tom’s perception of effectiveness varies so greatly from his manager’s grasp of reality: Tom feels that if he just shows up at offices, the physicians will make the time to talk with him and possibly be persuaded to purchase pharmaceutical supplies from him. His boss knows that when a sales person just shows up at a doctor’s office, they could be very busy and not have the time for them. If fact, sometimes it may upset the physician to the point of rescheduling his next appointments with them. Also, Tom needs to remember that his boss was in his shoes before and knows the sales position; that is how he became a manager.
Tom might react if his manager told him to stop conducting cold calls as a form of generating sales. Assume the role of his manager and justify your situation in a manner that keeps Tom motivated to sell pharmaceutical products: As Tom’s boss, I would bring him into the office and proceed like this: I would have Tom come in and have a seat. I would share my story of when I was a sales representative for our company and how my boss took me under his wings and showed me the best ways to raise my sales each month. I explained to Tom that I have looked over his quarterly reports for the last year and I noticed since he started just dropping in at physician’s offices, his sales and profits have dropped over 27.63%. I also told him that I reviewed the years prior and noticed that when he had appointments on the books and met with the physicians his sales and profits were up over 48.00%. I explained to him that I was going to get him back on track and set some new goals for him and see if we could increase his sales and profit 100%. I told him he was one of the best sales representatives we have, and I want to see him expand his sales area and bring in more clients. I told him we were going to set some new goals and expectation time lines to get things moving for him in a more positive way. Tom and I discussed the do’s and don’ts in making sales; one of those was to stop cold calls and get more appointments set up for him to be able to land new accounts and make more profits. Tom became very excited about the direction we were going with his position. Tom and I talked more about the direction and wrote out our plan for his new success. We decided we would get started right away and meet with each other every week in the beginning to see how things were going and if we needed to tweak and areas. After a couple of months, we would meet once a month and then as needed. This new direction gave Tom the confidence he needed and morale boost to get him energized to forget about the cold sales and work on his new direction for adding more sales area to his region. Tom and I agreed on this new journey and went on to finish our day.
References:
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Retrieved from https://www.vitalsource.com/
Student Reply 2: Diana Squire
Tom’s effort is essential in business, but his main problem is the strategy that he employs in cold calls with the physician. He manages his time poorly, and hence his effort comes to the point of frustrations due to the poor/decreasing actual sales. The frustrations become severe on the addition of his effort given the fact that his manager views him as lazy and incompetent to produce enough sales. In case the manager him to stop conducting cold calls due to the poor results, Tom’s frustration will be even worse, and eventually, he will be less motivated with the job (Pritchard & Ashwood, 2008). It’s, therefore, the role of the manager to use appropriate managerial and administrative skills to motivate or advice Tom on the correct strategy to be more fruitful.
Given the fact that Tom is already aware of the effort and capabilities this business requires, I as his manager would encourage him to learn more about proper time management. I would treat him in a manner that he feels like a member of the business and promise him an increase in payment for more sales to motivate him. I would encourage Tom to be close to his workmates/co-workers and learn about the correct strategy to obtain more sales and discourage him from cold calls but have time to make appointments with the physicians beforehand (Pritchard & Ashwood, 2008). Group discussions with other workers will help him identify the poor strategies, eliminate them and exercise the fruitful strategy, which will, in turn, motivate him to have the correct perception and produce more sales. I believe this will motivate him to sell the pharmaceutical products since he has all the other determinants such as capabilities, resources, and authority but lacks the correct strategy
Pritchard, R., & Ashwood, E. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Routledge.
Question 2:
Refer to Table 7.1 in Chapter 7 of your text. Notice how the objective measurements in the first column connect with subjective evaluations of success in the second column. But, who is to decide the value of the subjective evaluations on the right? Do you agree with Richard Florida’s assertion: “Young people today see flexibility and creativity as key to professional status. A generation ago no one but an art student would have thought such a thing”? Why might this perception be changing in today’s world, and how do you think this will positively or negatively affect the practical productivity of our workforce?
Respond to at least two of your classmates’ posts.
Student Reply 3: Donna Swiderski
Refer to Table 7.1 in Chapter 7 of your text. Notice how the objective measurements in the first column connect with subjective evaluations of success in the second column. But, who is to decide the value of the subjective evaluations on the right?
The person performing the “evaluations include feedback a person gets from the work itself, the management information system, other units in the organization, customers, family, and a person’s own evaluation of his or her results” (Pritchard & Ashwood 2008, p.70). Comparing the results to the standard or minimum requirement based on performance and who has performed the evaluation.
Do you agree with Richard Florida’s assertion: “Young people today see flexibility and creativity as key to professional status. A generation ago no one but an art student would have thought such a thing”?
I do agree with the assertion that flexibility and creativity are becoming key to a professional status. I am of the opinion that the younger generation brings more flexibility with their extended knowledge of IT systems and all social media exchanges. The older generation no doubt bring the wealth of experience and the younger generation bring technology ability, thais can be a good blend in organizations if used and molded correctly.
Why might this perception be changing in today’s world, and how do you think this will positively or negatively affect the practical productivity of our workforce?
I believe it is a positive effect on the practical productivity of our workforce today. The changing perception is bringing work from home days, flextime and remote access from almost anywhere. This was not available years ago as the corporate mentality has a butts in seats mentality as it pertains to staff. This is a significant change I see happening in my office as well.
Reference
ritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Retrieved from https://www.vitalsource.com/
Student Reply 4: Megan McKinney
Who is to decide the value of the subjective evaluations on the right?
Where is a distinction between measures and evaluations; measures are indices of output, while evaluations are formed by deciding how good or bad the result is (Pritchard & Ashwood, 2008). The person deciding the value of the subjective evaluation is the person who creates the goal or expectation. It is also important to know what results are valued. In order to consider the evaluation as positive, the expectation should be clear between both the leader and the associate.
Do you agree with Richard Florida’s assertion: “Young people today see flexibility and creativity as key to professional status. A generation ago no one but an art student would have thought such a thing?”
I do agree that flexibility and creativity are the keys to professional status. Associates who are free to provide their feedback in how to accomplish business goals more productively, are generally more motivated. Work is not meant to be robotic or thought of as a chore. In order to have a more fulfilling career, you have to feel as though you contributed more than the minimum effort. Setting yourself up to be successful includes being open and flexible toward change. If people think that certain results are important, they will think by doing them, it will lead to positive evaluations (Pritchard & Ashwood, 2008). The motivation toward being more creative and flexible will be higher if it is thought of as a core competency that measures success.
Why might this perception be changing in today’s world, and how do you think this will positively or negatively affect the practical productivity of our workforce?
Society and technology change so frequently people need to be open to change to keep up. Having the flexibility to learn as things evolve is a key quality to have in a professional environment. Being creative is equally as important because it allows for an open mind to give and receive new ideas. Having a sense of creativity can also motivate professionals to think outside the box and come up with new, innovative ways to do their work. I think it will positively affect productivity because it allows for associates to be more engaged and invested in their professions. By providing people with a voice in how work can be completed more efficiently, you are motivating them to be an active part of the team.
Reference
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Retrieved from https://www.vitalsource.com/ (Links to an external site.)Links to an external site.
Question 3:
Read the Mitchell article on the emotional responses to performance appraisal feedback.
Assume you are a manager at your current place of employment or at a former employer. In a one- to two-page paper (not including title and reference pages), describe the potential emotional outcomes of your appraisal using Figure 1 on the fourth page (numbered Page 85) of the article.
In addition, considering that each employee might respond differently to your appraisal, explain how you would address each emotion to benefit both the employee and your organization.
You need to use at least one scholarly source in addition to the textbook and your paper needs to be formatted using APA style as outlined in the Ashford Writing Center. The conclusions found on pages 22 and 23 of the article (numbered Pages 103 and 104) provide guidance on the effects each emotion may have on the organization.
Carefully review the Grading Rubric (Links to an external site.)Links to an external site. for the criteria that will be used to evaluate your assignment.
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