.Do you agree or disagree that individual differences affect how people respond
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Question
.Do you agree or disagree that individual differences affect how people respond to their jobs? Use examples of what you have seen as individual differences that have demonstrated people responding or reacting differently in their jobs.
Identify the five types of reinforcement (i.e. positive,negative,extinction,and punishment) that you receive most often. On what schedule do you receive each of them? According to Kerry Goyette (Stop Trying to Motivate Your Employees), we are all motivated by pleasure and pain. Although each individual can be motivated by either pleasure or pain, there is one of these aspects that will highly motivational to each person. Which of these aspects is highly motivational to you and why?
Explanation / Answer
Yes, I strongly agree. Individual differences certainly affect how people respond to their jobs. In the current situation where the emotional quotient is given higher importance than intelligent quotient, one is expected to work along with the team and not as individuals. Even in roles where one plays as an individual contributor, he/she is expected to work with rest of the people which forms a team. Hence teamwork plays a critical role in the success of the team, process and the organization as a whole.
The example that I would like to cite in an organizational situation:
A 10 member team who are involved in making matchsticks. Each team member has a target of completing 1000 sticks every day. When 9 of them are contributing 1000 and one team member doing just 100 and not really getting involved due to various different reasons and assume that the remaining 9 would cover up for him as the team is proficient in doing 1100 per person every day. This is called Free Rider effect. Another performer lowering his proficiency by seeing the first person is called the Sucker Effect. We experienced this in my intern program that I took after my college days. We dealt with that person by providing the chain of feedback from rest of the team members and also from the team leader. Since these were not quite successful, the team leader had to follow a Progressive Discipline model and that action was quite successful at the third stage which is described below.
Actions to encourage Mutual Accountability:
Our team leader took the approach of progressive discipline which is a process which is one of the proven industry standard models that modifies the expected behavior from the employee. It also protects the system from wrongful termination lawsuits. It allows you to ensure that any employee who is laid off due to poor performance was given fair chances as per the organizational policy before the extreme step was taken against the employee. This 5 step model covers the following for progressive discipline. They are the Oral warning, written warning, final written warning, termination review & termination. This employee was given the right feedback and at the third stage, he realized his mistake and started performing without doing social loafing.
In this example, the motivation to the individual had a combination of pleasure and pain. Predominantly the pain of others feeling irritated about the individual's poor contribution in the success of the team. To me, pleasure motivates 80% of the time when being given positive feedback about the good job I've done. Pain also motivates to aim and ensure next time the wrong done is taken care which is about 20% of the times.
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