1. In your current (or previous) organizational role, are you motivated by lower or higher-order needs and motivators or hygiene factors? Discuss and explain which specific needs and Herzberg factors seem to be most important to you? Also use the theories presented in Figure 5.2 and Table 5.2 (see uploaded documents) to explain your primary needs and motivators.
2. Reflect on the complex factors that go into job satisfaction and performance (pages 126-130 (see uploaded documents)) and integrate the following considerations into your answer.
a. Has job satisfaction generally led to higher performance? Or, has higher performance led to job satisfaction? Has this varied by situation?
b. To the extent that job satisfaction has led to the greater performance, what has been the most important source(s) of that satisfaction? Have the most important areas been the Social environment, money, health benefits, physical environment, facilities, job location, or perks? Explain your reasoning.
3. In your organization, what inequity affects people the most? Which textbook method seems to be used to resolve that inequity? What ways are people finding to change inputs and outputs or do they leave the organization? Alternatively, are the people just living with the inequity and still meeting organizational goals? Explain.
NOTE: Remember that equity compares an individual’s specific effort-reward ratio against other organizational members or people with comparable skills, location, job conditions, etc. Even when there is wage (or other) dissatisfaction, the perception of inequity is less well-founded when the groups are not comparable in the most important ways. If you stretch the limits of comparability far enough, you can easily find examples that will make you feel both lucky and cheated, and many people make that choice based on personality factors like positive vs. negative affect.