QUESTIONS FOR DISCUSSION
1. Describe at least three ways that factors in the external environment influence employee behavior. If you were an HRD professional involved with
an action team that was charged with evaluating the likely success of a proposed downsizing of your organization, what factors would you want to
consider in making this recommendation? That is, based on what you know
of HRD to this point, how can HRD professionals impact the likely success
or failure of this action?
2. Select a familiar problem that you have encountered in the workplace.
Use the model of employee behavior presented in this chapter to seek to
explain why this problem exists. Be specific.
3. Suppose that you are the recruitment manager for a medium-sized bank.
One of your best recruiters appears to be unmotivated lately. The number of
recruits the recruiter brings in is normally above the average for effective
performance but has fallen below the standard for the past two weeks. What
might expectancy theory suggest is causing the drop in the employee’s performance? What might equity theory suggest? Based on your knowledge of
the equity and expectancy theories, develop two recommendations for
helping to improve the recruiter’s performance.
4. Suppose you are the HRD manager for a large electric/utility company. The
quarterly report shows a 25 percent decrease in participation in management
development programs over the same quarter last year. The number of
managers employed by the company has not changed, and the company’s
profits have remained stable. You already hold these programs in desirable
locations off-site (conference centers) and participating in these programs
counts toward the employees’ annual performance evaluation. Using your
knowledge of motivation theory, suggest three possible reasons that could explain why participation rates are down. If, after investigation, those reasons
turned out to be the true causes, what might you be able to do to improve
participation rates?
5. Compare and contrast the need-based and cognitive-based approaches to
understanding motivation.
6. The HRD manager for a chicken processing plant has come to you for
advice. Even though all employees in the plant recently completed a safety
training program, the accident rate has not improved. In particular, the
manager has found that employees are not wearing safety gear (goggles,
shoes with nonskid soles, etc.) consistently and are not following safety
procedures. Using your knowledge of attitudes and supervisory expectations,
develop two possible reasons to explain the employees’ behavior. If your
hypotheses are true, how could the HRD manager improve the situation?
7. Why do people with low self-efficacy perform more poorly in training
programs than those with high self-efficacy? What might be done to address
problems with low self-efficacy?
8. Briefly describe three ways that coworkers can affect an employee’s behavior
at work.
9. Recall a time at work or school when you found it difficult to motivate
yourself to complete a required task (like start a report or study for an
examination). Using two different motivation theories, explain why this lack
of motivation may have occurred.
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