Motivation - 175 word min.
dluptozu2
5.pdf
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 1/6
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 2/6
1. Award: 0.00 points
Self-Assessment 5.2: Measuring Perceived Interpersonal Treatment
Research shows that perceptions of fair treatment are important in understanding the satisfaction, morale, and performance of employees. These perceptions can be about your own personal situation (“My boss did not rate my performance high enough”) or they might be about the organization more generally (“The way my organization determines who gets bonuses favors the marketing department”). This self- assessment is about the organization in general, although if you think you have been treated unfairly it is more likely you will think that the organization treats others employees unfairly as well.
Read each statement in the survey and select the rating that reflects the extent to which you agree or disagree with each statement, with 1 representing “Strongly Disagree” and 5 representing “Strongly Agree.” There are no right or wrong answers. After completing the self- assessment, read the feedback that explains how to understand your score and interpret your results.
You must respond to all statements in order to receive full credit for this self-assessment activity.
38 - 50 pts. Feedback: You might have a high view of the fairness of your organization.
Interpreting the Result
If your score is in the low range, you do not think your organization treats employees fairly as a general rule. If your score is in the moderate range, you are generally neutral about whether the organization treats employees fairly or not. If your score is in the high range, you think the organization treats employees fairly as a rule.
Equity theory states that persons who think they have been, or are being, treated unfairly will adjust their behavior as a result. Research shows that employees who think their organization is fair have higher levels of job satisfaction. In contrast, employees who think their organization is unfair tend to be more likely to leave the organization and to reduce the level of their commitment to their work. Employees who rate their organization as unfair are also more likely to report that they have experienced sexual harassment.
Action Steps
Feedback:
Feedback is calculated by sum
Feedback score:
Score : 41 pts.
Range-based feedback:
St
ro ng
ly Di
sa gr
ee
Di sa
gr ee
Ne ut
ra l
Ag re
e
St ro
ng ly
Ag re
e
* 1. Employees are praised for good work.
* 2. Supervisors do not yell at employees.
* 3. Employees are trusted.
* 4. Employees’ complaints are dealt with effectively.
* 5. Employees are treated with respect.
* 6. Employees’ questions and problems are responded to quickly.
* 7. Employees are treated fairly.
* 8. Employees’ hard work is appreciated.
* 9. Employees’ suggestions are used.
* 10. Employees are told the truth.
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 3/6
If you think you are being treated unfairly, there are several steps you might take. First, you might talk to your supervisor and make it clear that you do not agree with a decision that has been made. Your supervisor cannot take any action to correct an injustice if she doesn’t know you are unhappy. Second, you can take advantage of dispute resolution processes that are available in your organization. Typically, these processes are overseen by the human resources department. Third, you can seek alternative employment. For example, if you don’t think you are being paid fairly, the best way to demonstrate this is to find a similar job in a different organization that pays better. Fourth, you can think about re-framing your perceptions. If you focus on different aspects of your work, you may find that things that you see as inequities are balanced out by other things that you really like and value.
There is one thing you should not do in reaction to perceptions of unfairness. You should not let bitterness and other negative feelings control you. Plenty of research shows that negative attitudes such as these can do both physical and psychological damage to you. You should control what you can while avoiding the tendency to dwell on things outside your control. Negative emotions and thinking won’t change the situation for the better.
Finally, a particular word about sexual harassment or other forms of illegal discrimination. If you think you are the victim of this type of treatment, then you should take your concern to the human resource department. You are protected by law from anyone in the organization taking action against you because you have made a harassment or discrimination complaint. Organizations are required to take such complaints seriously and to have a thorough investigation. In addition, you may decide to seek the advice of a lawyer who is familiar with Equal Opportunity Law, particularly if you do not think the organization is treating you fairly.
Survey Caveat
Remember that your score on this assessment, while it is helpful for understanding, should not be over-interpreted. You are not necessarily in the best position to respond to these items. Certainly, your perspective is legitimate and valuable, but you should also recognize that other people, some of who have more experience and knowledge of the organization, may have different views. Surveys such as this are almost always best when they represent the compilation of the assessment of many people, all of whom have their own views of the organization. You might want to check your perceptions of the organization with other people. The discussions that result may be very helpful to you in understanding how your organization works.
Source: Adapted in part from M A Donovan, F Drasgow, and L J Munson, “The Perceptions of Fair Interpersonal Treatment Scale Development and Validation of a Measure of Interpersonal Treatment in the Workplace,” Journal of Applied Psychology, October 1998, pp. 683–92.
References
Self-Assessment Difficulty: 2 Medium
Self-Assessment 5.2: Measuring Perceived Interpersonal Treatment
Research shows that perceptions of fair treatment are important in understanding the satisfaction, morale, and performance of employees. These perceptions can be about your own personal situation (“My boss did not rate my performance high enough”) or they might be about the organization more generally (“The way my organization determines who gets bonuses favors the marketing department”). This self- assessment is about the organization in general, although if you think you have been treated unfairly it is more likely you will think that the organization treats others employees unfairly as well.
Read each statement in the survey and select the rating that reflects the extent to which you agree or disagree with each statement, with 1 representing “Strongly Disagree” and 5 representing “Strongly Agree.” There are no right or wrong answers. After completing the self- assessment, read the feedback that explains how to understand your score and interpret your results.
You must respond to all statements in order to receive full credit for this self-assessment activity.
This question accepts all answers.
St ro
ng ly
Di sa
gr ee
| 1
pt s.
Di sa
gr ee
| 2
pt s.
Ne ut
ra l
| 3 pt
s.
Ag re
e | 4
pt s.
St ro
ng ly
Ag re
e | 5
pt s.
* 1. Employees are praised for good work. (1wt.)
* 2 Supervisors do not yell at employees (1wt )
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 4/6
Range-based feedback:
10 - 22 pts.
23 - 37 pts.
2. Supervisors do not yell at employees. (1wt.)
* 3. Employees are trusted. (1wt.)
* 4. Employees’ complaints are dealt with effectively. (1wt.)
* 5. Employees are treated with respect. (1wt.)
* 6. Employees’ questions and problems are responded to quickly. (1wt.)
* 7. Employees are treated fairly. (1wt.)
* 8. Employees’ hard work is appreciated. (1wt.)
* 9. Employees’ suggestions are used. (1wt.)
* 10. Employees are told the truth. (1wt.)
FEEDBACK:
You might have a low view of the fairness of your organization.
Interpreting the Result
If your score is in the low range, you do not think your organization treats employees fairly as a general rule. If your score is in the moderate range, you are generally neutral about whether the organization treats employees fairly or not. If your score is in the high range, you think the organization treats employees fairly as a rule.
Equity theory states that persons who think they have been, or are being, treated unfairly will adjust their behavior as a result. Research shows that employees who think their organization is fair have higher levels of job satisfaction. In contrast, employees who think their organization is unfair tend to be more likely to leave the organization and to reduce the level of their commitment to their work. Employees who rate their organization as unfair are also more likely to report that they have experienced sexual harassment.
Action Steps
If you think you are being treated unfairly, there are several steps you might take. First, you might talk to your supervisor and make it clear that you do not agree with a decision that has been made. Your supervisor cannot take any action to correct an injustice if she doesn’t know you are unhappy. Second, you can take advantage of dispute resolution processes that are available in your organization. Typically, these processes are overseen by the human resources department. Third, you can seek alternative employment. For example, if you don’t think you are being paid fairly, the best way to demonstrate this is to find a similar job in a different organization that pays better. Fourth, you can think about re-framing your perceptions. If you focus on different aspects of your work, you may find that things that you see as inequities are balanced out by other things that you really like and value.
There is one thing you should not do in reaction to perceptions of unfairness. You should not let bitterness and other negative feelings control you. Plenty of research shows that negative attitudes such as these can do both physical and psychological damage to you. You should control what you can while avoiding the tendency to dwell on things outside your control. Negative emotions and thinking won’t change the situation for the better.
Finally, a particular word about sexual harassment or other forms of illegal discrimination. If you think you are the victim of this type of treatment, then you should take your concern to the human resource department. You are protected by law from anyone in the organization taking action against you because you have made a harassment or discrimination complaint. Organizations are required to take such complaints seriously and to have a thorough investigation. In addition, you may decide to seek the advice of a lawyer who is familiar with Equal Opportunity Law, particularly if you do not think the organization is treating you fairly.
Survey Caveat
Remember that your score on this assessment, while it is helpful for understanding, should not be over-interpreted. You are not necessarily in the best position to respond to these items. Certainly, your perspective is legitimate and valuable, but you should also recognize that other people, some of who have more experience and knowledge of the organization, may have different views. Surveys such as this are almost always best when they represent the compilation of the assessment of many people, all of whom have their own views of the organization. You might want to check your perceptions of the organization with other people. The discussions that result may be very helpful to you in understanding how your organization works.
FEEDBACK:
You might have a neutral view of the fairness of your organization.
Interpreting the Result
If your score is in the low range, you do not think your organization treats employees fairly as a general rule. If your score is in the moderate range, you are generally neutral about whether the organization treats employees fairly or not. If your score is in the high range, you think the organization treats employees fairly as
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 5/6
38 - 50 pts.
y g g , y g p y y a rule.
Equity theory states that persons who think they have been, or are being, treated unfairly will adjust their behavior as a result. Research shows that employees who think their organization is fair have higher levels of job satisfaction. In contrast, employees who think their organization is unfair tend to be more likely to leave the organization and to reduce the level of their commitment to their work. Employees who rate their organization as unfair are also more likely to report that they have experienced sexual harassment.
Action Steps
If you think you are being treated unfairly, there are several steps you might take. First, you might talk to your supervisor and make it clear that you do not agree with a decision that has been made. Your supervisor cannot take any action to correct an injustice if she doesn’t know you are unhappy. Second, you can take advantage of dispute resolution processes that are available in your organization. Typically, these processes are overseen by the human resources department. Third, you can seek alternative employment. For example, if you don’t think you are being paid fairly, the best way to demonstrate this is to find a similar job in a different organization that pays better. Fourth, you can think about re-framing your perceptions. If you focus on different aspects of your work, you may find that things that you see as inequities are balanced out by other things that you really like and value.
There is one thing you should not do in reaction to perceptions of unfairness. You should not let bitterness and other negative feelings control you. Plenty of research shows that negative attitudes such as these can do both physical and psychological damage to you. You should control what you can while avoiding the tendency to dwell on things outside your control. Negative emotions and thinking won’t change the situation for the better.
Finally, a particular word about sexual harassment or other forms of illegal discrimination. If you think you are the victim of this type of treatment, then you should take your concern to the human resource department. You are protected by law from anyone in the organization taking action against you because you have made a harassment or discrimination complaint. Organizations are required to take such complaints seriously and to have a thorough investigation. In addition, you may decide to seek the advice of a lawyer who is familiar with Equal Opportunity Law, particularly if you do not think the organization is treating you fairly.
Survey Caveat
Remember that your score on this assessment, while it is helpful for understanding, should not be over-interpreted. You are not necessarily in the best position to respond to these items. Certainly, your perspective is legitimate and valuable, but you should also recognize that other people, some of who have more experience and knowledge of the organization, may have different views. Surveys such as this are almost always best when they represent the compilation of the assessment of many people, all of whom have their own views of the organization. You might want to check your perceptions of the organization with other people. The discussions that result may be very helpful to you in understanding how your organization works.
FEEDBACK:
You might have a high view of the fairness of your organization.
Interpreting the Result
If your score is in the low range, you do not think your organization treats employees fairly as a general rule. If your score is in the moderate range, you are generally neutral about whether the organization treats employees fairly or not. If your score is in the high range, you think the organization treats employees fairly as a rule.
Equity theory states that persons who think they have been, or are being, treated unfairly will adjust their behavior as a result. Research shows that employees who think their organization is fair have higher levels of job satisfaction. In contrast, employees who think their organization is unfair tend to be more likely to leave the organization and to reduce the level of their commitment to their work. Employees who rate their organization as unfair are also more likely to report that they have experienced sexual harassment.
Action Steps
If you think you are being treated unfairly, there are several steps you might take. First, you might talk to your supervisor and make it clear that you do not agree with a decision that has been made. Your supervisor cannot take any action to correct an injustice if she doesn’t know you are unhappy. Second, you can take advantage of dispute resolution processes that are available in your organization. Typically, these processes are overseen by the human resources department. Third, you can seek alternative employment. For example, if you don’t think you are being paid fairly, the best way to demonstrate this is to find a similar job in a different organization that pays better. Fourth, you can think about re-framing your perceptions. If you focus on different aspects of your work, you may find that things that you see as inequities are balanced out by other things that you really like and value.
There is one thing you should not do in reaction to perceptions of unfairness. You should not let bitterness and other negative feelings control you. Plenty of research shows that negative attitudes such as these can do both physical and psychological damage to you. You should control what you can while avoiding the tendency to dwell on things outside your control. Negative emotions and thinking won’t change the situation for the better.
Finally, a particular word about sexual harassment or other forms of illegal discrimination. If you think you are the victim of this type of treatment, then you should take your concern to the human resource department. You are protected by law from anyone in the organization taking action against you because you have made a harassment or discrimination complaint. Organizations are required to take such complaints seriously and to have a thorough investigation. In addition, you may decide to seek the advice of a lawyer who is familiar with Equal Opportunity Law, particularly if you do not think the organization is treating you fairly.
Survey Caveat
11/26/2020 Assignment Print View
https://ezto.mheducation.com/hm.tpx?todo=c15SinglePrintView&singleQuestionNo=1.&postSubmissionView=13252706370748193&wid=1325271488… 6/6
Source: Adapted in part from M A Donovan, F Drasgow, and L J Munson, “The Perceptions of Fair Interpersonal Treatment Scale Development and Validation of a Measure of Interpersonal Treatment in the Workplace,” Journal of Applied Psychology, October 1998, pp. 683–92.
Survey Caveat
Remember that your score on this assessment, while it is helpful for understanding, should not be over-interpreted. You are not necessarily in the best position to respond to these items. Certainly, your perspective is legitimate and valuable, but you should also recognize that other people, some of who have more experience and knowledge of the organization, may have different views. Surveys such as this are almost always best when they represent the compilation of the assessment of many people, all of whom have their own views of the organization. You might want to check your perceptions of the organization with other people. The discussions that result may be very helpful to you in understanding how your organization works.
