Comments

Barb,

Know that I appreciate your detailed and well developed posting as it also got our discussion started.  I would like to offer the following as a food for thought.  Establishing the roadmap for diagnostic framework guides mutual engagement which identifies key variables that an organization may have a performance impact (Spector, 2013). By understanding how the organization works, employees can identify the current and future of the organization by engagement (Spector, 2013). Positive things can happen when employees are given the opportunity to speak-up (Hofmann and Sumanth, 2015).

Motivation is the heart of the process to goal setting (Meyer, Becker, and Vanderberghe, 2004). As the emerging force, employees will be induced to take action. Once that force has been awakened, direction, form, intensity, and duration will be implicit. This allows for employees to be motivated to accomplish goals by working hard.

I agree that employees who are committed will provide valuable key results for the organization. Their voice will be heard and positive reaction and motivation will be an outcome to affect their daily work lives.

References:

Hofman, D. and Sumanth, J. (2015). Get Your Employees to Make Better Suggestions. Retrieved from https://hbr.org/2015/03/get-your-employees-to-make-better-suggestions

Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: a conceptual analysis and integrative model. Journal of applied psychology, 89(6), 991.

Hi tutor – Please respond to above professor’s comments with half or one page reply with references, thanks.