in 1978 and proposed that profit was less important than fairness in the relationship. According to Hatfield (2011) “According to Equity theory, people feel most comfortable when they are getting exactly what they deserve from their relationships—no more and certainly no less” Exchange Theory is more concerned with under-benefit as a disadvantage but Equity Theory places a greater emphasis on both under-benefit and over-benefit. Under-benefits are likely to provoke a sense of anger and resentment and over-benefits are likely to provoke a sense of guilt. The Equity model suggests that a person would be driven to restore the equity within an unbalanced relationship by either reducing their input or increasing their outputs and it is the inability to reach balance that can lead to the breaking of the relationship. Investment theory focusses on the extent to which commitment is determined by investment in a relationship rather than solely satisfaction or reward.
Value and cost of information. Competent marketing researchers show concern for estimating the value of information against its cost. Value/cost evaluation helps the marketing research department determine which research projects to conduct, which research designs to use, and whether to gather more information after the initial results are in. Research costs are typically easy to quantify, while the value is harder to anticipate. The value depends on the reliability and validity of the research findings and management's willingness to accept and act on its findings.
A firm’s value depends on the positive net income generated in the past. True False A firm’s value depends on the firm’s ability to generate positive cash flows now and in the future True False When determining the value of a firm, which of the following statements is true? • Inversters are risk neutral. Other things equal they prefer to pay more stocks that are less risky and have uncertain cash flows • Investers love risk. Other things equal they prefer to pay more for stocks that are more risky and have uncertain cash flows.
She is more than capable of showing emotions, but she can be brought down due to the feelings of others. It is easy to see that some individuals are more motivated than others. “The self-efficacy theory developed by Albert Bandura holds that an individual’s belief that he or she is capable of performing a task is a complement to the goal-setting theory as it incorporates goals into the process. Higher efficacy is related to greater confidence, greater persistence in the face of difficulties, and responding to negative feedback with working harder, not shutting down” (2011). Tara is not very engaged when working and does not enjoy talking out issues with co-workers and managers however, she is capable of managing her attitude in the work-place, very detail oriented, and comfortable with her work.
One of my main takeaways from this topic is that money isn’t the best motivator. According to Mayo’s Hawthorne effect, employees feel more motivated when their efforts are recognized, and this can be achieved through bonuses for example. However, this can increase individualism as employees will focus on outperforming their peers. Intrinsic motivation helps create loyal employees who are more satisfied on a personal level. An example of this could be social security benefits.
The researcher conducting this study believes that employees are more productive when they have higher levels of self-esteem. To what extent does the data in Figure 1 support the researcher’s belief? Explain. The data in Figure 1 supports the researcher's belief, that employees are more productive when they have higher levels of self-esteem. It does so, by showing that the higher the employee's self-esteem the more profit is made for the company which can also show that employees are more productive.
The real goal is to increase staff motivation. There are pros and cons of zero-based budgeting. A pro is that ZBB improves the service area as well develops cost-effective approaches. Another pro is it controls the power approach by challenging reasoning for shares. Financial provisions and deliberations are significant and purposeful.
Company G has prided itself on cultivating relationships with it's suppliers built on honesty, confidence, and allegiance in order to facilitate profits for both parties. However, as popularity may grow for the product so too may the market and suppliers might consider increasing costs, in which case a fixed contract would be discussed. Threat from Substitutes – If the Little Wonder does prosper their may be threats from substitutes from larger companies that are able to produce a similar product on an increased scale thereby reducing it's price and making it difficult for Company G to compete. SWOT Analysis A SWOT analysis has been done for Company G and the outcome is clearly positive. The details of that evaluation: STRENGTHS Dedication from management, employees, and suppliers 1.
Second, “social roles come with the own set of expectations and contingencies that promote a reward structure that calls for becoming more socially dominant, agreeable, conscientious, and less neurotic” ( Roberts, 2004) . This when an adult realizes when to choose his or her fights. He or she is more confident and probably has realized that life changes constantly and it is very hard to control. A third and finally principle states “that the dominant pattern of role investments seen in quasi-universal tasks of social living, such as developing a career and career identity, helps explain the normative patterns of personality change that result from role investments” ( Roberts, 2004). Becoming a parent can be an example of this.
Advantages of using compromise include faster issue resolution, so therefore may be more practical when time is a factor. It can also be used to provide a temporary solution while parties still look for a win-win solution to the conflict. It also enables the levels of tension and stress to be lowered therefore making it a better working environment for the time being. There are also disadvantages which include requiring close monitoring of the situation to ensure that agreements are met, it doesn’t help build trust in the staff team in the long run and could also result in a situation where both parties are not satisfied with the outcome derived and so you could be back to the beginning with trying to solve the original