4.2 Assignment: Motivation, Satisfaction, and Performance Getting Started In this assignment, you will develop a template discussing Daniel Pink’s theories of motivations about what motivates, satisfies, and increases the performance of followers. Many of the organizations appearing in Fortune magazine’s "The 100 Best Companies to Work For" also do well when compared to the S&P 500 Index. The best leaders may be those who can motivate workers to perform at a higher level while maintaining an equally high level of employee engagement and job satisfaction (Hughes, Ginnett, & Curphy, 2019, p. 340). Upon successful completion of this assignment, you will be able to: Create an ethical strategy and standard for communication during change. Identify team dysfunctions and develop appropriate interventions to drive enhanced organizational performance. Differentiate appropriate interventions for organizational challenges. Resources Textbook: Leadership: Enhancing the Lessons of Experience Article: Five Questions About Motivation with Daniel Pink Video: Daniel Pink - Motivation File: Pink Analysis Template Background Information Many companies state something to the effect of, “Our people are our most important resource.” Yet disengaged employees are costly to an organization in terms of both productivity and morale. Productivity loss due to disengaged employees is estimated to be 34% of each disengaged employee’s annual salary.   According to Gallup, disengaged employees have 37% higher absenteeism, 18% lower productivity, and 15% lower profitability. When that translates into dollars, that is $3,400 for every $10,000 they make. Motivational theorists over the years have developed numerous theories that fit into five major motivational approaches, each hoping to provide managers with the basis for strategies to improve employee motivation. By understanding where employees place on the motivational continuum, managers and leaders can develop change and communication strategies to address individual motivational needs for each of their employees For more insight into addressing disengaged employees, read " How Much are Your Disengaged Employees Costing You? " Instructions Review the rubric to make sure you understand the criteria for earning your grade. Read Chapter 9 of our textbook, including all Profiles and Highlights for added perspective on the chapter’s content. Read the article " Five Question about Motivation With Daniel Pink ". Watch the video Daniel Pink - Motivation for an additional perspective on Daniel Pink’s theories of motivation. Complete the Pink Analysis Template . Analyze either your current job or the job of one of your direct reports for each of Pink’s three categories (Autonomy, Mastery, and Meaning).  For each of Pink’s three categories, list the current state of the job. Then describe what the job would look like in the desired state.  For each fundamental need, list two action steps that can .

1. 4.2 Assignment: Motivation, Satisfaction, and Performance
Getting Started
In this assignment, you will develop a template discussing
Daniel Pink’s theories of motivations about what motivates,
satisfies, and increases the performance of followers. Many of
the organizations appearing in Fortune magazine’s "The 100
Best Companies to Work For" also do well when compared to
the S&P 500 Index. The best leaders may be those who can
motivate workers to perform at a higher level while maintaining
an equally high level of employee engagement and job
satisfaction (Hughes, Ginnett, & Curphy, 2019, p. 340).
Upon successful completion of this assignment, you will be able
to:
Create an ethical strategy and standard for communication
during change.
Identify team dysfunctions and develop appropriate
interventions to drive enhanced organizational performance.
Differentiate appropriate interventions for organizational
challenges.
Resources

2. Textbook:
Leadership: Enhancing the Lessons of Experience
Article: Five Questions About Motivation with Daniel Pink
Video:
Daniel Pink - Motivation
File: Pink Analysis Template
Background Information
Many companies state something to the effect of, “Our people
are our most important resource.” Yet disengaged employees are
costly to an organization in terms of both productivity and
morale. Productivity loss due to disengaged employees is
estimated to be 34% of each disengaged employee’s annual
salary.
According to Gallup, disengaged employees have 37% higher
absenteeism, 18% lower productivity, and 15% lower
profitability. When that translates into dollars, that is $3,400 for
every $10,000 they make. Motivational theorists over the years
have developed numerous theories that fit into five major
motivational approaches, each hoping to provide managers with
the basis for strategies to improve employee motivation. By
understanding where employees place on the motivational
continuum, managers and leaders can develop change and
communication strategies to address individual motivational
needs for each of their employees
For more insight into addressing disengaged employees, read "
How Much are Your Disengaged Employees Costing You?
"

3. Instructions
Review the rubric to make sure you understand the criteria for
earning your grade.
Read Chapter 9 of our textbook, including all Profiles and
Highlights for added perspective on the chapter’s content.
Read the article "
Five Question about Motivation With Daniel Pink
".
Watch the video
Daniel Pink - Motivation
for an additional perspective on Daniel Pink’s theories of
motivation.
Complete the
Pink Analysis Template
. Analyze either your current job or the job of one of your direct
reports for each of Pink’s three categories (Autonomy, Mastery,
and Meaning).
For each of Pink’s three categories, list the current state of the
job.
Then describe what the job would look like in the desired state.
For each fundamental need, list two action steps that can be
taken to close the gap between the current state and the desired
state.
Your template should be 400–500 words in length. Use proper

4. spelling, grammar, and APA style for any sources cited. For
questions on APA style, go to
OCLS APA Writing Styles Guides
.
When you have completed your assignment, save a copy for
yourself and submit a copy to your instructor by the end of the
workshop.
https://youtu.be/wZySf0NQUP0
https://www.atlassian.com/blog/productivity/5-questions-about-
motivation-with-daniel-pink
===============================================
=======================
4.3 Assignment: Groups and Teams
Getting Started
In this assignment, you will explore the leader’s role and
responsibilities in developing effective group work and
teamwork. You will learn about the nature of groups, group
roles and norms, and how to achieve group cohesion. You will
also become familiar with the theories underlying effective
teamwork in organizations, including the ever-increasing use of
virtual teams in a diverse and geographically dispersed
organizational environment.
This assignment uses a minicase, “Integrating Teams at
Hernandez and Associates,” to apply what you have learned in a

5. real-world situation.
Upon successful completion of this assignment, you will be able
to:
Identify team dysfunctions and develop appropriate
interventions to drive enhanced organizational performance.
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience
Background Information
In the introductory comments to Chapter 11, “Groups, Teams,
and Their Leadership,” the authors of the
Leadership: Enhancing the Lessons of Experience
text write:
Certainly, leaders need to understand some things about
themselves. Their skills, abilities, values, motives, and desires
are important considerations in determining their leadership
style and preferences. Leaders also need to understand, as much
as possible, the same characteristics of their followers. But if
you could know characteristics of both yourself and each of
your followers, that would still not be enough. This is because
groups and teams are different than solely the skills, abilities,
values, and motives of those who compose them. Groups and
teams have their own special characteristics. (Hughes, Ginnett,

6. & Curphy, 2019, p. 424)
This assignment incorporates what you learn in Chapter 11 of
the Hughes, Ginnett, and Curphy’s (2019) text and applies those
lessons to a case study.
Instructions
Review the rubric to make sure you understand the criteria for
earning your grade.
Read Chapter 11 of our textbook, including all Profiles and
Highlights for added perspective on the chapter’s content.
Read the minicase at the end of Chapter 11, “Integrating Teams
at Hernandez and Associates.”
Write a paper in response to the two questions listed below,
with a minimum of six citations from the assigned reading (not
the case) in Hughes, Ginnett, and Curphy (2019). (Note: It is
not necessary to do any outside research beyond the information
in the minicase and the assigned reading.)
Make certain that you utilize the Team Leadership Model
(TLM) to respond to Question (a)(i) below.
Provide a detailed explanation for your evaluation that
demonstrates clear, insightful critical thinking.
Like many leaders, Marco has a team in place and does not have
the luxury of building a new team to adapt to the changing
business environment his firm now faces. Use the TLM to help
Marco diagnose the problems faced by the firm and identify

7. leverage points for change.
Consider the major functions of the TLM—input, process, and
output. Where do most of the firm’s challenges fall?
What are the team’s goals for outputs?
Identify potential resources and tools from the content in
Chapter 11 of
Leadership: Enhancing the Lessons of Experience
that Marco and his team could use in assessing term
performance and developing a strategy to change the way they
conduct business at Hernandez & Associates.
Your paper should be 500–600 words in length. Use proper
spelling, grammar, and APA style in your paper and for any
sources cited. For questions on APA style, go to
OCLS APA Writing Styles Guides
.
When you have completed your assignment, save a copy for
yourself and submit a copy to your instructor by the end of the
workshop.
===============================================
========================
4.4 Discussion: Groups and Teams Rocket Model

8. Getting Started
In this discussion, you will learn the tools to both develop a
high-performance team and diagnose team dysfunction. You
will learn about each stage of Curphy’s Rocket Model, a
simplified model of team effectiveness that is both prescriptive
and diagnostic. You will learn about each of the eight
components of the Rocket Model and their connection to each of
the other Rocket Model elements.
This will be a two-part discussion over two weeks in which you
will describe a dysfunctional team situation and analyze which
Rocket Model component did not function properly. Your
response posts, which will follow in the workshop for next
week, will be a review and analysis of dysfunctional team
situations described by your classmates.
Upon successful completion of this discussion, you will be able
to:
Integrate the concepts of Curphy’s Rocket Model in the
development of high-performance teams.
Resources
Textbook:
Leadership: Enhancing the Lessons of Experience

9. Background Information
In describing the Rocket Model in Chapter 12, “Skills for
Developing Others,” the authors of the
Leadership: Enhancing the Lessons of Experience
text write, "Building a team can be analogous to building a
rocket. Just as rockets operate in different environments...so
must teams clearly define the context in which they operate"
(Hughes, Ginnett, & Curphy, 2019, p. 482). Curphy’s Rocket
Model identifies in sequential order the components of team
building which are necessary to insure a high performing team.
This discussion incorporates what you learn in Chapter 12 of
Hughes, Ginnett, and Curphy’s text and applies those lessons to
a discussion forum post on dysfunctional teams.
Instructions
Review the rubric to make sure you understand the criteria for
earning your grade.
Read Chapter 12 of our textbook, specifically focusing on the
Rocket Model in the section titled "Building High-Performance
Teams: The Rocket Model," including Figures 12.2, 12.3, and
12.4.
Navigate to the discussion below and discuss the following:
Describe a current or past personal or professional team
situation that is or was dysfunctional.
After reviewing the model and reading the description of the

10. eight components of the Rocket Model, identify the Rocket
Model component which most likely contributed to the
dysfunction. Provide a detailed explanation for your choice that
demonstrates clear, insightful critical thinking.
Identify actions that can be or could have been taken to increase
the probability of team success. Provide a detailed explanation
for your post which demonstrates clear, insightful critical
thinking.
Your response to each question above should be one paragraph
in length and cite one academic source.
Your initial post response should be 200–300 words in length
and is due by the end of the workshop.
Note: Although this activity is designated with 0 points for now,
this initial posting is required to earn the full 40 points in
Workshop 5.4.
===============================================
========================
4.2 Assignment: Skills Development Case
Getting Started

11. Understanding the relationship between fixed and variable costs
is essential in predicting profitability at varying levels of
production and sales. Performing cost-volume-profit analysis is
the way accountants analyze this relationship. Part of this
process is determining the contribution margin of a particular
product.
Upon successful completion of this assignment, you will be able
to:
Explain activity-based costing and how it differs from a
traditional costing system.
Assign costs to cost pools using a first-stage allocation.
Compute activity rates for cost pools.
Explain why organizations budget and the processes they use to
create budgets.
Resources
Textbook:
Managerial Accounting
Article: Virtuous Leaders & Organizations
Instructions

12. Review the rubric to make sure you understand the criteria for
earning your grade.
Read the Skills Development Case S5-2, "Analyzing Cost
Behavior and the Impact on Profit," at the end of Chapter 5 in
the textbook.
Complete the Skills Development Case S5-2. Submit a one-page
document with your response to Case S5-2. Please incorporate
the "
Virtuous Leaders & Organizations
" article perspective into your response.