Question: This assignment has 2 parts, answer each separately with a minimum of 350 words each. Include references from: Thomas, K. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement Edition. 2nd.
Part 1: In Chapter 12 of your textbook (See attachment), the author discusses how positive leaders do the following: inspire, hand off, coach, keep score, and cheer. Provide examples of either how you have witnessed these methods being used within your organization or examples of how these methods could be implemented within your place of work.
In Chapter 12, the author also states how an aspect of positive leadership is providing evidence that boosts intrinsic rewards. The author then provides several ways leaders can provide credible evidence with their employees. With this in mind, think of a current or past management situation that concerned you. Frame that situation in a way that focuses on meaningfulness, choice, competence and progress.
The author of your text also states that credibility is an important part of leadership. Employees often watch and listen to a leader's message for consistency between his/her words and actions. How credible do you believe you come across to your employees or coworkers? How do you think you could improve?
Part 2: This part will be similar to the project you did in Unit 4, however this time you will be charting your initial impressions of your team members' sense of meaningfulness, choice, competence and progress. By doing this, it will help you develop strategies for engaging all your team members. Make sure to refer to Chapter 13 ( see attached) for guidance to complete this assignment.
If you are not currently leading a team, think about the last team you lead and answer the following questions:
1. How high is your team's sense of meaningfulness with respect to a common, shared purpose? Make sure to refer to Figure 12 on page 145.
2. How high does your team's sense of choice appear to be? Make sure to refer to Figure 13 on page 145
3. How high does your team's sense of competence appear to be? Make sure to refer to Figure 14 on page 148.
4. How high does your team's sense of progress seem to be? Make sure to refer to Figure 15 on page 149.
5. What patterns do you see in the way you charted your team's intrinsic rewards?
6. How can you make sure your ratings are accurate?
7. If your ratings are not accurate, what priorities should you set for building the four intrinsic rewards?
Information related to above question is enclosed below:
Attachment:- Chapters.rar