Discussion questions:
Why are some teams very efficient and effective while others struggle to achieve even low levels of performance?
APA format should be used.
Use 12-point Times New Roman font, double spaced, and one inch margins.
Use 12-point Times New Roman font, double spaced, and one inch margins.
Your grade will be based on your response to the question posed by the
instructor. Acceptable responses will provide a specific answer to the question posed that uses
the course material, from the corresponding chapter(s), to respond in a way that demonstrates
your mastery of the material covered. An acceptable example is provided below:
A job design must incorporate elements that will motivate employees to perform well on the
job and ultimately produce inputs effectively and efficiently. One major difference between
scientific management and the job characteristics model (JCM) is that the former’s key goal is
to maximize performance through money. Conversely, JCM is more focused on increasing
performance through intrinsic motivation (George & Jones, 2012). When employees are
intrinsically motivated, they contribute inputs to their jobs because they enjoy the work
itself. Scientific management restricts skill variety, while JCM advocates it. Scientific
management also breaks up work into small tasks for employees to perform. JCM encourages
employees to take the work as a whole and complete it. Scientific management can become
repetitive and boring, which may lead to a lack of motivation to perform a job. JCM challenges
employees and gives them autonomy to decide how their work should be handled.
Similar to JCM, job enlargement and enrichment focus on promoting intrinsic motivation. Job
enlargement increases the number of tasks an employee performs, while enrichment allows
employees to gain more control over their work. JCM goes a step further by providing different
elements such as skills variety, task identity, task significance, autonomy, and feedback that
affects intrinsic motivation. JCM uses these intangible items to make individuals feel
good about the work they do. For example, feedback can have a positive impact on intrinsic
motivation. When a customer praises a waiter for providing great service.
Discussion Board Grading Rubric
Criteria/Points Per
Discussion Board Exemplary / 100% Proficient / 80% Limited / 70% Unsatisfacto
/ 60%
instructor. Acceptable responses will provide a specific answer to the question posed that uses
the course material, from the corresponding chapter(s), to respond in a way that demonstrates
your mastery of the material covered. An acceptable example is provided below:
A job design must incorporate elements that will motivate employees to perform well on the
job and ultimately produce inputs effectively and efficiently. One major difference between
scientific management and the job characteristics model (JCM) is that the former’s key goal is
to maximize performance through money. Conversely, JCM is more focused on increasing
performance through intrinsic motivation (George & Jones, 2012). When employees are
intrinsically motivated, they contribute inputs to their jobs because they enjoy the work
itself. Scientific management restricts skill variety, while JCM advocates it. Scientific
management also breaks up work into small tasks for employees to perform. JCM encourages
employees to take the work as a whole and complete it. Scientific management can become
repetitive and boring, which may lead to a lack of motivation to perform a job. JCM challenges
employees and gives them autonomy to decide how their work should be handled.
Similar to JCM, job enlargement and enrichment focus on promoting intrinsic motivation. Job
enlargement increases the number of tasks an employee performs, while enrichment allows
employees to gain more control over their work. JCM goes a step further by providing different
elements such as skills variety, task identity, task significance, autonomy, and feedback that
affects intrinsic motivation. JCM uses these intangible items to make individuals feel
good about the work they do. For example, feedback can have a positive impact on intrinsic
motivation. When a customer praises a waiter for providing great service.
Discussion Board Grading Rubric
Criteria/Points Per
Discussion Board Exemplary / 100% Proficient / 80% Limited / 70% Unsatisfacto
/ 60%
Description
Discussion postings
display an excellent
understanding of the
required readings and
underlying concepts
including correct use of
terminology.
Discussion postings
display an understanding
of the required readings
and underlying concepts
including correct use of
terminology.
Discussion
postings repeat
and summarize
basic, correct
information.
Discussion p
show little o
evidence tha
readings we
completed o
understood.
Postings are
personal opi
feelings, or w
supporting
statements f
Discussion postings
display an excellent
understanding of the
required readings and
underlying concepts
including correct use of
terminology.
Discussion postings
display an understanding
of the required readings
and underlying concepts
including correct use of
terminology.
Discussion
postings repeat
and summarize
basic, correct
information.
Discussion p
show little o
evidence tha
readings we
completed o
understood.
Postings are
personal opi
feelings, or w
supporting
statements f
Book McGraw-Hill Education Connect® access for
Organizational Behavior, 8e, Colquitt, 8