Bob Hanson emphasizes that sending MBSC employees to seminars on a regular basis is highly motivating. It’s possible that for some employees, having to attend seminars is a burden. However, for an employee like Marco, who was excited when he found out he could major in strength and conditioning in college, having the opportunity to further their professional development is a major source of satisfaction and it motivates him to work hard for MBSC. Professional development is described in different ways by different theories of motivation.

1) If Bob and Mike were analyzing how they motivate their employees in terms of two-factor theory, which of the following would be true?

A) Learning at seminars could meet an employee’s need for growth, and if the employee were not allowed to attend seminars, then he or she might desire greater participation at work or more pay.

B) Attending seminars could meet an employee’s need for self-actualization, but this would be motivating only if pay, job security, inclusion, and recognition needs were also met.

C) Employees with a high need for achievement would find the opportunity to learn advanced skills at seminars very motivating, while those with a high need for affiliation or power would be less motivated by seminars.

D) The recognition and autonomy offered by attending seminars would result in satisfaction, but employees might also be dissatisfied if pay were poor or their ideas were not valued.

In the video, Mike Boyle says he has read that meeting with employees regularly is important to motivation. Despite the fact that he and Bob hold weekly staff meetings with their employees, Mike believes they should meet more often. He knows that employee meetings should have a purpose, and he asks you for advice.

2) To make sure meetings are motivational for employees, what should be discussed? Check all that apply.

A) How the organization can support the employee’s performance

B) What punishments will be administered for various undesired behaviors

C) How the employee feels the organization’s performance could be improved

D) Feedback on the employee’s performance