Week 4
To motivate me to achieve my goals at work, the strategy I would adopt is to set goals that inspire me. When setting my own goals, I would ensure that they have the capacity of motivating me, while ensuring that I would realize value by achieving them. I would ensure that I have interest in the goals while at the same time relevant to the broader picture of the organization to ensure that I put in work to ensure that I realize them. When it comes to the people that I have worked with, I would ensure to institute an action plan to ensure that they have the motivation of realizing organizational goals. As opposed to just focusing on the outcome, the action plan would outline the various steps that individuals within the organization would be required to follow in order to realize the ultimate goals of the company. In this sense, of the study areas listed, I would focus on the goal-setting theory first (Podmoroff, 2016) . I selected the study area because setting goals provides the employees with a means of comprehending anticipations leading them to accept the goals. The concept would take precedence since employees are incapable of working efficiently when they do not have knowledge concerning the organizational goals that they need to pursue.
Week 5
The time that I experienced challenges for my group at my workplace was the storming stage. During this phase, we had different kinds of individuals while they started showing distinct forms of personalities. Here, it became challenging for most of the people to understand each other’s personalities while it was not possible to understand the other parties’ interests or things that attracted them in the workplace. These differing personalities led to emergence of conflicts in the workplace, which were not possible to address since most people had differing viewpoints on how to handle the issues. From what I know concerning the five stages of group and team development, I would have helped the group through the state by making it aware of the existence of conflicts in the group and the need for handling them before they worsen. I would have ensured that the team members gained understanding of the personality of each and introduce them to the ideal ways of handling conflicts when they emerged. (Egolf, 2013) From there, I would institute ground rules that would govern the members on what they needed to do in the event of a conflict while at the same time requiring them to appreciate each member’s contributions in order to create stability among them.
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Week 6
In my job, I have made an irrational choice, which affected the performance of the organization significantly. I made the decision through satisficing. I followed the first available option while failing to undertake much research. During this time, I was serving as a sales manager a small business that was experiencing low sales. My first act was to embark on intensive advertising without determining whether the market was ready for the product that the business offered. The aftereffects were that the products failed to sell while the enterprise incurred huge losses due to costs of the intensive advertising. From that time, I realized that I should have undertaken additional research before investing much funds on products that were unpopular in the market. Regarding the four steps of rational decision-making, they would have assisted me in making a more successful decision. I would have ensured to research for market opportunities for the product, devise an alternative action plan if the products failed, determine whether the substitute plan would succeed, and implement the decision only when sure that the product would sell (Gigerenzer, 2015) . Following the approach would have assisted in ensuring that the business succeeded in selling its products and realized profitability.
References
Egolf, D. B. (2013). Forming storming norming performing: successful communication in groups and teams. Bloomington, IN: iUniverse.
Gigerenzer, G. (2015). Simply rational: decision making in the real world. oxford: Oxford University Press.
Podmoroff, D. (2016). 365 ways to motivate and reward your employees every day: with little or no money. Starke, FL: Atlantic Publishing Company.
