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Please write a response to the two student post below post. This is a apart of a lesson discussion. The initial instructions for the assignment is attached as well as my initial post to the discussion. You have to write responses to the other students responses to the initial instruction questions. At least 100 words each. All reading materials will also be attached. Please cite work if you use any for the responses. You are not to criticize or critique the work but rather agree or disagree and give farther insight on the topic. DO NOT USE ANY OUTSIDE SOURCES Response posts should add something meaningful to the discussion, rather than simply agreeing or disagreeing with the student. Well-reasoned posts use course content and/or experience to supplement responses. Thao’s Post Does the problem seem to be due to motivation or ability? Case 13.1 – When confronted about her ability to meet deadlines, Getta Grant explained that she had to tackle all the responsibilities of producing and submitting proposals by herself (Worth, 2016, p. 377). The problem seems to be due to her ability to achieve all the tasks on her own. Case 13.2 – The problem seems to revolve around motivation. Sue Social mentioned that she did not like working on administrative tasks so she avoided doing those tasks and preferred to talk to clients. Case 13.3 – While Bill showed motivation to cultivate relationships with prospects, he was demonstrating the lack of ability to secure actual gifts for the university. If the poor performance is due to motivation, what theories might explain it? How can the manager address the problem? Case 13.1 – According to Herzberg’s theory, recognition and the work itself could be factors that influence motivation (Worth, 2016, p. 363). In Getta Grant’s case, she felt that she was lacking recognition for all the hard work she had put into the proposal process (Worth, 2016, p. 378). She was also probably overwhelmed by the work itself because she was managing all aspects of the proposal process. These factors combined might be chipping away at Getta’s motivation. The manager could address the problem by providing Getta with additional staff to help her with the process. Case 13.2 – Sue Social was definitely affected by the responsibility and the work itself factors in Herzberg’s theory (Worth, 2016, p. 363). She did not enjoy her work and was not motivated to do what she was hired to do. The manager could address this motivation problem by reexamining her position and determining if her social skills could be useful in a new or revised role. Case 13.3 – In Bill’s case, the factor that might influence his motivation is his relationships with his supervisors. On the one hand, the dean expressed that his focus on cultivating relationships was what he was hired to do. On the other hand, the associate vice president was more concerned about the actual closing of gifts. Bill continued not closing gifts because he thought he was meeting his objectives with the dean’s feedback. Both the dean and the associate vice president should establish clear goals so Bill could understand exactly what he would need to achieve (Worth, 2016, p. 367). If the poor performance is due to ability, is it a resource problem, a training problem, or an aptitude problem? Case 13.1 – Since Getta Grant had to complete all the tasks of the proposal process, it is a resource problem that management should address to help alleviate some of the pressures. Case 13.2 – In Sue Social’s case, it is an aptitude problem. Management could consider addressing this issue by providing some appropriate training that would help Sue see the connection between administrative tasks and cultivating relationships with clients. Case 13.3 – Bill could benefit from additional training that would give him strategies to actually secure gifts for the institution. What new approaches or strategies might the manager consi

der to address the ability problem, including the options of resupply, retrain, refit, reassign, or release? Case 13.1 – Management could help Getta Grant by resupplying her with additional resources or support to take over smaller tasks of the process. This would help Getta Grant and give her more time to work on the crucial pieces like writing the proposal. Case 13.2 – Management might consider refitting or reassigning Sue Social with a position that would allow her to socialize with clients. As the case mentioned, she possessed excellent communication skills so it could help the organization for Sue to be in a role where she could help with cultivating relationships (Worth, 2016, p. 378). Case 13.3 – In Bill’s case, he would benefit from a retrain. Management could provide Bill with training on how to close gifts. Charmis Post- 13.1 Greta’s problem seems to be due to motivation. She feels that she has been working hard and her director has been saying that her proposals have been good but was warned that in her coming review she would not be receiving her usual positive evaluation (Worth, 2016). After hearing this news, she had missed work and the director has seen almost no additional work from her. It would seem that she does not feel she is getting the recognition for her work that she deserves. 2 Sue’s problem seems to be ability. She is able to socialize with guests and attend social events for donors but when it comes to actually doing tasks such as entering data and handling other administrative tasks, she leaves work undone (Worth, 2016). 13.3 Bill’s problem seems to be ability. While he is out there meeting with prospects and creating a great relationship with them, he is not able to close out on gifts from prospects. With Greta’s problem, a theory that could explain it is Herzberg’s theory. She may feel that she is not getting the recognition she feels she deserves. The work itself may cause some motivation issues since she feels that she works hard and has to do everything in regard to the proposals even go as far as take them to the UPS store. The manager could address some of the problems by minimizing or eliminating factors that cause dissatisfaction (Worth, 2016). She could also help provide a better working condition for Greta as it seems Greta feels that she does everything herself. For Sue, it seems to be an aptitude or training problem. She seems to be able to communicate well but doing the administrative part of the task seems to give her trouble. She mentions that she finds it hard to focus. This could be due to not fully understanding how to do the task; if so, some additional help or education could be implemented to address this. As for Bill, it could be a training problem as he thought that he was doing a good job and was taken by surprise that there were concerns with his performance. Even the Dean thinks Bill’s job is building relationships with people and thinks he is doing a great job, so it is unlikely to be an aptitude problem. It seems that he may not have been made aware of the concrete goals of his position. For Sue, she could be reassigned to a position that would leverage her communication skills. As for Bill, he could be retrained. He seems to believe that he is doing a good job but has not been able to close a gift. He needs to be retrained so he knows what is expected from him in this job. It would also cover any potential weak spots in prior training that may be contributing to his lack of closing. As mentioned, he thought he was doing a great job and if he thinks creating relationships with prospects is what his main task is he might not be putting as much effort into closing gifts.
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