Portland based motivation project paper and presentation

Goal Setting and Extrinsic Motivation :

Increasing Extrinsic Motivation for 24 Hour Fitness

Mohammed Alshaikh

Liu-Qin Yang

Abstract

The 24-Hour Fitness is a physical fitness company. The study focused on interviewing three employees at the Hollywood location, whereby they were all allocated service duties . Evidently, all employees, previously had the intrinsic motivation to deliver on company’s mission, but they lost the motivation along the way. Such could be attributed to lack of respect from the top-level management, feeling unappreciated, and poorly remunerated. According to them, the responsibilities at the company are sometimes not covered by the job description as earlier indicated when they joined the company . Also, the overtime work does not accompany sufficient monetary gain.

For this study, cognitive evaluation theory (CET) is chosen to help employees at the company become more intrinsically motivated have the urge to enthusiastically work again . Also, goal setting theory will be used to help the organization have measurable and achievable goals, as opposed to the current wide-scope goals set by management. By keeping the employees motivated and excited about work, it is believed that employees will become more productive.

According to Deci (1975), cognitive evaluation theory was developed from the research on dynamic and multifaceted variable such as the external events, for instance rewards and choices, as well as people enjoyment – popularly known as intrinsic motivation. As compared to operant theory, which postulates that reinforcement contingencies with regard to environment control behavior. As such, it is speculated that the theory was introduced before any satisfying activities were identified, which bear non-separable results. As Deci argues, people are known to have intrinsic motivation, which can be represented as engagement within behaviors that bear an element of curiosity, exploring new dimensions, and wanting to face tougher challenges.

Therefore, intrinsic motivation is a manifestation of an inherent tendency to grow, and according to Staub, (2013) it is evident in infants’ readiness to explore its environment through play and behavior. In operational terms, an IM activity is undertaken for the purpose of satisfying own self; the behavior is innate and equally satisfying. Also, according to Murayama et al. (2010) the attributional aspect of the activity, behaviors od such type have an innate unproven locus of causality because people tend to believe that their behaviors as a result of perceived self-believe as opposed to action of external control .

Introduction

As a physical wellness facility, the 24-Hour Fitness offers a wide array of fitness services such as group classes and a pool, as well as exercise equipment. As one of the many fitness services across the country, the Hollywood location was chosen to represent other similar establishments, and a maximum of three employees with a specific focus on the sales representative with a working experience of three years at the company ; membership counselor with a four-year working experience at the company; and kid’s club attendant with a working experience of two years at the company. All the selected participants are convinced that they have dedicated their efforts for the company, but they feel some motivational impediments for the period they have worked for the company.

It is important to state the meaning of the pleasure at this time, as this is the opposite approach of hedonic of fitness which is the IM’s central point (Bajari & Benkard, 2005). In SDT, IM doesn’t include explicit enjoyment pursuit and activeness proceeding engagement of activity which means enjoyment seekers are not conclude as those people who are naturally motivated. But, we describe enjoyment as the outcome of full engagement in a particular activity. Hedonic approach differs with this opinion, as the later emphasizes on the significance of looking for satisfaction immediately from the pursuit of individual and it is similar with approach of carpe diem in life (Qingpu, 2002). Activities of hedonic approach can be enjoyable but does not relate to satisfying individual basic psychological needs, hence the feelings generated from those pursuits are expected to be short term and superficial. In addition, (Bajari & Benkard, 2005). outlined that involvement of daily in activities of hedonic approach such as drinking alcohol, overeating didn’t add up to being healthy. Instead, IM generated enjoyment most likely to be long term and relevant to individual, and it is beneficial to the growth of individual as well as eudemonia (Qingpu, 2002). Clarification of the interest meaning as used in the hedonic and CET approach is beneficial to all individual. In the hedonic approach, activities of hedonic aid interest of individual or benefits of individual; in CET, interest involves feelings of being attracted to an activity. Therefore, approach of hedonic interest signifies extrinsic motivation form, which involves an activity being done to get distinguishable result (Bajari & Benkard, 2005).

Problem Diagnosis

Problem Diagnosis

Workers feeling not being acknowledged for their efforts is the main upcoming motivational problem. Most workers want to be recognized when they do task outside their job description. The rate of turnover is very high because they lack extrinsic motivation. Many employees leave the jobs and the few remaining workers have to work extra hard to fill the gap of the employees missing. Financial incentives are not given to these hardworking employees who remain in their positions nor promoted when their managers don’t recognize hard work of workers. Due to lack of extrinsic motivation or intrinsic motivation, employees leave the organization.

According to the second respondent “ The aspect that motivates me at the job is the growth that I receive from getting to meet new clients every day and also motivating them to reach out to their training goals. I also get motivated when I am part of the success of the company and the rewards that come from that.” (Appendix XX)

Outcome convergence outlined at the end of this part signifies a very important step in external effects’ understanding motivation of people processes. This reviewed study in this part concentrates on events themselves majorly, the surveillance‘s absence or presence as well as the structure of reward, for instance, and the study of motivation of people on average impacts and in relation to variables. However, as outlined by theory of cognitive evaluation, the effects of motivational processes’ event are evaluated, and not by the event on objective characteristics but by individual’s meaning of psychology. The descriptors of individual’s skills with respect to behavior are perceived competence and causality of perceived locus and not environmental property. These shows the reality organization of a person.

Thus, regardless of whether an occasion will be deciphered as informative, controlling, or otherwise amotivating is an issue of the general remarkable quality of these perspectives to the perceiver, and is influenced by their sensitivities, foundation, plans, just as by the real setup of the event. The third respondent posit that, “This means that I am doing my job right and this gets quite bigger when the kids appreciate the work I do and this motivates me to work even harder to ensure that the programs that we have here is suited to their unique needs. The gratification I get gives me the motivation that I can make it and that I can perform better.” This means that natural occasions are affordances that are utilized by the perceiver in the interior development of motivationally pertinent information sources. At the point when we center our analysis is at the degree of the beneficiary's understanding, three significant implications have demonstrated to be experimentally helpful.

Also, the second respondent posits that “ My goals is to create a community-like organization where people feel free to share the inherent values and goals.” The respondent proposes that the relational setting inside which an occasion is experienced could be a significant determinative factor in the impact of the occasion on the perceiver. Secondly, it proposes that personal differential in the perceiver of an occasion may assume a significant factor in deciding how the event is experienced. Furthermore, it considers the likelihood that the events that start and direct a few behaviors might be, to a great extent or entirely, inside an individual and hence generally free of situational occasions. This has prompted an investigation of the relationship of different sorts of inward regulatory occasions to self-determination “To be sincere, I pride myself as a capable sales representative for the company and especially when we can achieve the best sales targets, and when our clients enjoy our services. It makes me happy and makes me wish to enjoy that “winning streak” though it is hard in business.” We will currently talk about every one of these three subjects thus.

Theory

The 24 Hour Fitness interview has helped us increase an understanding that some workers there started their positions with positive goals of finding out about the organization and the field of general wellbeing. In contrast, due to lack of motivation and great support from supervisors , workers lost interest and see their occupations as monotonous task instead of a chance to learn. All through our interview we found out that the Goal Setting and Cognitive Evaluation hypotheses were pertinent to what the workers were stating about their positions. According to Gagné et al (2018), the Cognitive Evaluation hypothesis comprises of two principle extrinsic motivators, that is informational and controlling. Cognitive Evaluation theory consists of three parts: Suggestion one outlines that events from external influence an individual are intrinsic motivation of individual when they impact the apparent locus of causality for that conduct . Secondly, it explains events that advance more significant perceived skills that increases natural motivation. Finally, it expresses that event that deals with behavioral regulatory which have three unique perspectives with various significances (Gagné et al., 2018),

Likewise, we focused on Goal Setting Theory since one of the primary issues at 24 Hour Fitness isn't accomplishing acknowledgment for work. It would be useful if every worker had a particular rundown of objectives that the group together could progress in the direction of . Troublesome and explicit objectives help to improve representative execution by empowering diligence and procedure. Supervisors and higher management level could likewise be urged to give more rewards to their workers and have frequent meetings to talk about advancement and accomplishments towards these objectives. Cognitive Evaluation Theory has been suggested as a suitable hypothetical system for clarifying the impeding impacts of execution unexpected compensations on behaviors which are intrinsic motivators (Lunenburg, 2011).

The scholars of cognitive motivation and reinforcement like Lunenburg (2011) and Gagné et al., (2018) have insisted on the significance of a linkage between wanted reactions and the receipt of esteemed results, irrespective of the source, as a means of promoting motivation of individual. This position’s challenges, however, have as of late overwhelmed the persuasive writing. according to Gagné et al., (2018), Cognitive Evaluation Theory (CET) suggests that under specific conditions, the reward system execution unforeseen prize frameworks may detrimentally affect inherently roused conduct . "Characteristically roused practices are those practices that are propelled by the basic requirement for ability and self-determination (Gagné et al., 2018)

Deci additionally recommends that money related prizes dependent upon task execution are bound to initiate the controlling part of the prize which, by changing the locus of causality from inward to outside, prompts a decrease in characteristic inspiration. This is less inclined to happen, he accepts, for fiscal results that are not directed on an exhibition unexpected premise. Further he proposes that associations should pay to draw in and guarantee the cooperation of individuals in authoritative exercises, however that they ought to depend upon such systems as occupation advancement and participative administration to rouse execution by representatives. These methods should prompt improved sentiments of ability and self-assurance without a going with move from an inward to an outer conviction about the locus of causality (Deci, 1975).

Evidence

According to Gagné et al. (2018) they tried to experiment on CET by CET by controlling capability data and payment contingency. But, their outcomes were not steady of the hypothesis. However, the trial controls didn't altogether impact the procedures expected by CET, that is, individual skills and locus of causality, making the hypothesis negative. Moreover, the reward possibility control didn't impact the intrinsic motivation level. All things considered, this was because of a lacking plan wherein all subjects in a "high" reward condition were given $2.00 toward the finish of four preliminaries and all subjects in a "low" reward condition were likewise remunerated with $2.00 toward the finish of four preliminaries, the main contrast being that these subjects were given no regularizing information through which they could think about their presentation and accordingly, probably, evaluate the possibility among execution and pay.

Solutions

The Cognitive Evaluation hypothesis is applied by proposing a progressively organized administration framework in which every head of department is answerable for an employees group and assigning each supervisor their job description (Gagné et al., 2018) The main component of Cognitive Evaluation hypothesis is feedback and we propose that supervisors to meet with their workers to assess how they have been doing with their activities and task. Also, managers are encouraged to build up a progressively sympathetic relationship with their workers as they study the attitudes and objectives of that employee. Since workers at 24 Hour Fitness are feeling an absence of acknowledgment we could frame a type of announcement board in the lounge where uncommon workers could be perceived for their work during that specific month. Individuals could leave notes to one another or namelessly to coordinate the representative's consideration towards specific activities or mentalities that you saw consistently. It would be useful if there were more rewards and disciplines so the organization overall could concentrate more on operant molding. The administrators and levels of leadership when all is said in done could impart a feeling of self-viability in the workers and urge them to achieve their goals (Gagné et al., 2018)

Summary

The 24 Hour Fitness employees requires greater support, feedback and acknowledgment to feel that their work is beneficial. Utilizing the Goal Setting and Cognitive Evaluation hypothesis, we feel that inspiration could be expanded characteristically and execution generally could improve. The reasons for this paper are to look at the irregularity findings of Deci and to introduce an investigation that was intended to test the psychological assessment hypothesis of motivational task in both an exhausting and a fascinating undertaking setting. When Deci is right, an individual would hope to locate that a no contingent-pay plan would bring about a more significant level of execution for a fascinating assignment, while an unexpected compensation plan would bring about a more elevated level of execution for an exhausting errand, since Deci (1975) proposes that impression of a worker of explicit parts of his undertaking will decide how decidedly he reacts to the task, both typically and emotionally. Also, ibid suggested that the four angles as being significant determinants of inborn inspiration are assortment offered by the assignment, self-rule of the task, task identity, and task feedback .

References

Bajari, P., & Benkard, C. L. (2005). Demand estimation with heterogeneous consumers and unobserved product characteristics: A hedonic approach. Journal of political economy, 113(6), 1239-1276.

Deci, E. L. (1975) .The effects of contingent and noncontingent rewards and controls on intrinsic motivation. Organizational Behavior and Human Performance, 8, 219-222.

Gagné, M., Deci, E. L., & Ryan, R. M. (2018). Self-determination theory applied to work motivation and organizational behavior.

Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 489-521.

Lunenburg, F. C. (2011). Goal-setting theory of motivation. International journal of management, business, and administration, 15(1), 1-6.

Murayama, K., Matsumoto, M., Izuma, K., & Matsumoto, K. (2010). Neural basis of the undermining effect of monetary reward on intrinsic motivation. Proceedings of the National Academy of Sciences, 107(49), 20911-20916.

Qingpu, N. (2002). The application of Cognitive Approach to CET [J]. Foreign Language World, 3.

Staub, E. (2013). Positive social behavior and morality: Social and personal influences. Elsevier.

Appendix A

Interview 1: Sales Representative

0:00

Welcome to 24 Hour Fitness. My name is Bill Asper. It is a beautiful morning of the month of February, 2020. Mark is here with some questions to ask. So let us get started

0:12 All right, could you tell me about your primary responsibilities here at 24 Hour Fitness?

Okay. My primary responsibilities include giving sales presentations to our potential and

Ensuring that the business meets its sales targets. Also, there are other roles that I may be called upon to perform apart from what I assigned to do.

0:31 And what makes you enjoy your job?

0:38

Working with people I honestly enjoy because it is something I have experienced over years as sales representative. So I can say that it the people generally that make me happy at work. Also, I like enjoy interacting with new clients and when then the company meets its sale targets. It brightens up my day.

1:07: And what makes you less likely to enjoy your job?

Thank for the question. I can honestly say that given the current tight financial situation, in wish I could work for more hours so as to earn more money for the overtime. I understand that it may not be viable for the company to shoulder that financial burden, but yeah, I would like to probably earn more on top of my gross salary although it may come with other disadvantages as well such as having little time for my family

1:52: What motivates you to do well in your job?

To be sincere, I pride myself as a capable sales representative for the company and especially when we can achieve the best sales targets, and when our clients enjoy our services. It makes me happy and makes me wish to enjoy that “winning streak” though it is hard in business.

2:25: what motivates you? Is it the struggle to do better every day or to avoid making mistakes at any cost?

I would say the struggle to do better each day.

Kindly expound on that?

Yes, I will expound on that. In most cases people, especially in business avoid risks. Also, there is that push to succeed and generate profits for the company, which may result in financial reward or simply a recognition by your superiors. But for me personally, I like taking risks, and trying out new things. So in general, I am motivated to explore new ideas, and see if it will turn out to be advantageous to me and the company.

3:19 how does your personal goals align with that your organization’s mission?

According to me, my goals, I can say, reflect the company’s mission. The culture in the company I work for enables it employees to fulfill their career goals as well as balancing those for the company. So in general, I agree that personal goals are important, but it is more fulfilling when they align with those of the company.

4:28 Is there anything in particular that would dramatically affect your level of commitment to your job either positive or negative? in your own opinion, what can you say May positively or otherwise impact your level of commitment to your job?

Perhaps there are things that may kill the morale for work such as low wages coupled with an excess workload that does not match the salary. Also, respect is important in every aspect of life, so when your superiors show little respect to those below them, I am sure the level of commitment drops. On the flipside, there are things that makes me want to put more effort to the company. For instance, recognition by the top level management and a pay rise of course.

5:57 and how do you view current job challenges? Do they prevent you from getting boredom while pushing you to grow?

Perhaps challenges exist in every job but it thinks unlike routine tasks, difficult situation motivates me to work even harder and ensure that I solve the problem at hand, which I think provided for an opportunity to grow, as well as prevent boredom.

6:28 do you think in your department there is adequate feedback mechanisms as well as a clear way evaluating you job performance?

I am impressed that the company have an excellent feedback mechanism. My manager will do everything to ensure that feedback from the clients reaches my desk on time, which I think is the best way to go. As for job evaluation, the department has fair of appreciating and correcting its team which I believe the right step in the right direction.

7:18 how comfortable are raising issues whenever you feel there are some in the company?

Actually I feel that I have a moral responsibility to voice out concerns whenever I notice one. There is nothing wrong saying it even I feel it may offend some people, but what it may come back haunting the company, and me included? I strongly feel that it is my responsibility to point out the problems whenever I spot them. Luckily our company does not reprimand anyone who raise genuine issues.

8:45 what was your worst day at work?

I remember this day we had a stuff meeting, and the company in bad shape. Sales were meager, and customer service pathetic. The room was so tense I felt like I wanted to walk out but I did not. All the gloomy faces were not the best scene at all.

8:30 what comes to your mind when you encounter such situations?

Nothing a morale killer, and self-hate.

9:07 what is the most memorably positive day at work?

I had this client who came up to me and thanked me for the excellent service at the company. Surprisingly, I thought I did not deserve the credit but I felt good that I contributed to the excellent customer service.

9:40 who do you feel when you hear such positive feedback from your clients?

Extremely happy. Perhaps it kick-starts a positive mood at work especially when you know have done your part. Everything becomes easy on my part because I will develop a framework for repeating the success.

10:05 thank you very much for your time.

Appendix B.

Interview 2: Membership counselor

0:00 what are your primary responsibilities?

As a membership counselor, I am responsible for guiding the clients of the company regarding their membership at the club. I guide them on how they can become members and pretty much how they can make the most out of their membership herein.

1:03 what aspects of the job do you enjoy the most?

I enjoy guiding the new members when starting their membership. I also enjoy the satisfaction and gratification that comes from seeing that the members I introduced are satisfied about the services they are receiving.

1:59 what do you enjoy the least about your job?

I least enjoy the leadership and governance mode of the organization. In essence, I do not enjoy the fact that the supervisors are not quite friendly to the employees. I like freedom in my work and consequentially enjoy being free and creative at work.

2:35 what aspect of the job motivates you?

The aspect that motivates me at the job is the growth that I receive from getting to meet new clients every day and also motivating them to reach out to their training goals. I also get motivated when I am part of the success of the company and the rewards that come from that.

3:40 are you more driven by fear of failure or the challenge of trying new things?

I am more driven by failure. It is almost blatant that I have to achieve the goals of the center and if I am not able to achieve them, it means that I am not able to reach out to their goals. I scares me when I am not able to reach out to the goals set before me by the supervisors of the fitness center.

4:20 Does your personal goals align with the mission of the organization?

My goals is to create a community-like organization where people feel free to share the inherent values and goals. Through the leadership portrayed by the organization, it is quite evident that the organization is more inclined towards profit making rather than the satisfaction of all the customer. For this reason, it do not think that my goals do align with those of the organization in most of the times.

5:50 is there anything that would positively or negatively affect your commitment to the organization?

I think there are things that would positively affect my commitment and there are also those that would negatively affect my commitment to the organization. First close supervision is likely to affect my commitment to the organization. As mentioned earlier, I like a free environment that allows me to be creative about my job. When I am able to work with the clients unbridled, it means that I can tailor-make the work I do in such a way that I am able to work flexibly towards certain goals and objectives. When there is close supervision and an authoritarian leadership, it makes me feel used and not part of the businesses’ initiative to fulfil the customer needs. So, this is likely to affect my commitment to the organization.

6:30 does your work come with growth opportunity and present sufficient challenges for growth?

My work does come with little growth opportunity. This is because of the fact that the supervisors of the organization do not allow me specific activities such as job rotation and enrichment, all of which are important in the growth of my career. There are sufficient challenges for growth. For example, receiving new clients every day allows me to get different experiences and unique perspectives towards the job every day.

7:20 Do they come with the opportunity for growth?

The challenges such as having to deal with different customer issues definitely come with the opportunities for growth. This is because of the fact that it puts me in the perspective to know what each client needs according to their unique needs. Typically, being able to study the perspective of the client to me is key in getting deeper into the needs of each customer.

8:55 do feel like you are given enough support and constructive feedback?

Currently, I feel like I am not given enough support allowing me to reach towards specific goals and objectives that are in line with my personal and career goals. I feel like I do not get enough feedback that I could use to streamline my job so that I can deliver quality work to the customers out there.

9:45 would you feel comfortable voicing an opinion about others?

I am comfortable voicing a positive opinion about others. However, i would have to be very cautious when voicing a negative opinion about others. When it comes to my fellow employees, I am quite comfortable voicing my opinion to them. However, I am not quite comfortable voicing my opinion to the management of the firm.

10:25 what goes wrong with voicing an opinion and what emotions does it come with?

I have once tried voicing an opinion to a superior of the firm. However, it came with a negative repercussion. This is because of the fact that it turned out to be a brawl between me and them. The supervisor instead, advised me to focus on my work rather than concentrating on criticizing their work. I was definitely devastated to the core. I felt like resigning my job at the organization.

Thank you very much.

Appendix C

Interview 3: Kids club attendant.

0:01: What are your primary responsibilities?

I work with the parents of kids to ensure that their children have the best possible experience at the club. I also take part in the design of the children fitness and fun programs. This needs an assessment of the needs and interests of the children so that we can come up with activities and programs that thrill them and beneficial to their health.

0:50 what aspects of the job do you enjoy the most?

I enjoy being part of the fun of the kids. The enjoyment comes from getting to know that the service we provide perfectly suits their needs and expectations. I also enjoy knowing that the children are having fun and they are always coming back for more. This means that I have done my jog perfectly and it indicates that there is likely to be a few complaints.

1:30 what do you enjoy the least about your job?

What I enjoy the least about my job is the regular appraisals and criticism done right after the appraisal of my job. This always sends me dejected and it makes me feel like the supervisors as well as other leaders do not appreciate my efforts to ensure that the children are happy and their expectation are met. Bottom-line is that these appraisals make me feel unappreciated.

2:20 what aspect of the job motivates you?

I get motivated whenever I see the kids enjoying the service we provide. This means that I am doing my job right and this gets quite bigger when the kids appreciate the work I do and this motivates me to work even harder to ensure that the programs that we have here is suited to their unique needs. The gratification I get gives me the motivation that I can make it and that I can perform better.

3:00 are you more driven by fear of failure or the challenge of trying new things?

I am more driven by fear of failure, if I failed to meet the set organizational goals, it would be detrimental to my ability to do my job and reach out to the goals set before me by the supervisor and other leaders. However, I am driven to achieve higher goals on behalf of the organization when I receive some more positive feedback from both the supervisor and the customers. When I get involved in the decision making process, I also get to feel like I am part of the organization at large.

3:45 Does your personal goals align with the mission of the organization?

My personal goals of providing the customer with an exemplary experience definitely aligns with those of the organization. For this reason, I would like to out across the fact that I sometime, my goals do not align with those of the organization. For example, some of the goals are set to ensure profitability rather than fostering interpersonal relationships.

4:25 is there anything that would positively or negatively affect your commitment to the organization?

Allowing me to be part of the decision making process at the organization is likely to positively impact my commitment to the organization. However, destructive criticism and close supervision is also likely to negatively affect my commitment to the organization. If criticism grew intense and I lack the moral support from the supervisors, I would like to give up working at the organization. Such happenings would be detrimental to my working relationship at the firm.

5:00 does your work come with growth opportunity and present sufficient challenges for growth?

My work comes with very little opportunity for growth. It does not come with features allowing me to get enriched with skills. Besides that, the handy appraisals that are done regularly are quite detrimental to my working environment. This is because of the fact that most often, the supervisors’ criticism is negative and destructive.

5:50 Do they come with the opportunity for growth?

There is an opportunity for growth when I work with different kids. These kids have different needs and perspectives of the service. Being able to study them and tailor-make the service according to their unique needs is what will definitely endow me with the unique perspective of knowing how to serve different customer needs.

6:30 do feel like you are given enough support and constructive feedback?

I do not feel like I am given enough support. This is because the supervisors are not quite supportive and this reduces the motivation to work. The negative criticism from the supervisors is quite detrimental to my ability to reach out to my work goals and objectives. For this reason, I do not feel as if I am given enough support allowing me to reach out to my personal and work-related goals.

7:40 would you feel comfortable voicing an opinion about others?

I would not feel quite comfortable voicing my opinion about others. This is mainly because of the fact that it is not everybody that would take the opinion positively. Besides that, the environment of the organization is not designed such that people can voice their opinions about the work environment whenever they like.

8:20 what goes wrong with voicing an opinion and what emotions does it come with?

When the other party, especially when they are my supervisors take the opinion negatively, it can become detrimental to my ability to collaborate with them. As a matter of fact, it might become quite toxic to the work environment. The consequence is a work environment that does not foster individual as well as group well-being.

�I don’t see a reference section in this paper, make sure to reference and cite the empirical and theoretical evidence on a separate references page

�Should also include Portland State University

�Agreed.

Just your name (as the author) and the affiliation

�The abstract should be one page in length and has different formatting than the other pages. Please reference APA format, and also look at both the sample papers posted on D2L for reference

�Agreed with Shalene here: the abstract is like an executive summary, with 1-2 sentences to describe each main section of your paper.

Your paper includes general introduction, problem diagnosis, theory and evidence, solutions, and a short conclusions section (if you have space)

See the paper rubric on D2L

�Sentence does not flow, what is allocated service duties? Were they all working in customer service positions? Be more specific

�Sentence needs revising, do you mean all employees wanted to uphold the company’s mission? Make more clear

�Make a little clearer about what you mean here

�Try rephrasing this sentence

�Make sure to use full wording for this and only abbreviate if you’ve shown above the full wording with abbreviation

�Revise sentence to be more specific/clear

�Make sure you are using APA formatting throughout the paper. This includes the title at the beginning of the paper

�Consider revising to be more clear by what you mean by this

�I would suggest revising, something similar to this, but please use your own sentence and be more clear, “While the participants have been working for this company, they have felt some motivational barriers”

�Please revise to be more clear

�This can be described in the first section of your paper (overall introduction) to justify why it is important for the organization to get some recommendation from your project.

�This appendix should include the original interview script of this particular interviewee.

All quotes need to have a cite of certain appendix, per APA format

�Please cite the empirical study you found and describe it a bit more in terms of its relevance and applicability to your project context (specifically the problem of low extrinsic motivation—if that is the main focus of your project)

�“Perceived autonomy” instead?

Cognitive evaluation theory needs to be cited whenever you describe the theory or applying the tenets/propositions of the theory, per APA

�I thought the workers were not receiving support from their supervisor’s? Revise to make sure you are staying consistent

�Please rephrase to make sure you are staying consistent, and please cite the reference

�I’m not sure goal setting theory would help individuals work get acknowledged, look back on the theories in class and the transcripts again to make sure you have good reason to apply the theory

�Are you trying to relate goal setting theory directly to the managers and supervisors?

�Try rephrasing, and make sure CET would be a good fit for this organization, try looking back at your rationale and transcripts

�I’m having a hard time following some of these proposed solutions and connections to theory and evidence, try looking back on the transcripts you collected, and then look at some of the materials from class to see if you can make the flow smoother with regards to theory, evidence, and proposed solutions

�Did you talk about compensation plans in your transcripts? How does this relate back to the solutions and motivational barriers you are proposing exist within the organization?