Performance problems checklist AreaQuestionYesNo Expectations Are the employee’s performance expectations clear and accurate? Are performance expectations realistic? Is employee clear about his/her level of autonomy? Is employee aware of performance consequences?

Performance problems checklist AreaQuestionYesNo FeedbackDoes employee know when s/he has performed correctly or incorrectly? Is there a delay between performance and feedback? Is the feedback diagnostic so the incumbent can correct the problem? Is the feedback ambiguous or unclear?

Performance problems checklist AreaQuestionYesNo Consequences Is positive performance punishing? Is nonperformance rewarding? Does performance matter?

Performance problems checklist AreaQuestionYesNo Support Are working conditions reasonable? Is clerical support available? Is there unnecessary “red tape”? Are tools available/properly working? Is poor coworker performance affecting the employee? Is manager’s style and level of support adequate?

Motivation Theories Needs-Satisfaction Theory David McClelland’s Learned Needs (trainable): Need for Achievement (nAch) Need for Power Need for Affiliation Idea of Person-Job-Organization “FIT”

McClelland’s Needs-Satisfaction Theory 1. It is important for me to accomplish many things in life It is important for me to have many friends I like to be better than others I like to have the upper hand in a relationship I feel hurt when people don’t like me I always try to get an A in every class Failure greatly upsets me Family is very important to me I enjoy being in charge of other people I hate to be alone I resent being told what to do Awards are important to me Not true  True nAchnAffnPow