Reference no: EM133194760

PS542 Unit 6 Reading Material:

In this unit, you will learn about four primary topics in workplace motivation research and practice: (1) Personality traits as predictors of motivation, (2) affective and emotional dimensions, (3) emotional intelligence as an important personality component affecting workplace motivation, and (4) tools for the assessment of employee engagement and workplace motivation.

Latham (2011), Chapter 7: "Personality Traits: Distal Predictors of Motivation," and Chapter 11: "Affect/Emotion: The Employee Has Feelings Too"

The first chapter takes you through the personality traits approach in motivational research, and the second chapter highlights the importance of the affective and emotional dimensions in employee motivation leading to a psychological contract of performance and work in organizations.

Mayer, J. D., & Salovey, P. (1995). Emotional intelligence and the construction and regulation of feelings. Applied and Preventive Psychology, 4, 197-208.

This journal article highlights the important personality dimension of emotional intelligence in which employees who are self-aware and self-regulating of their affects and emotions will contribute positively to their own and other's motivation in the workplace.

Macey, Schneider, Barbera, & Young (2009), Chapter 4: "Phase I of Creating and Executing an Engagement Campaign: Diagnostics and the Engagement Survey"

In this chapter, you will learn about the use of surveys to obtain assessment and diagnostic information to plan interventions for employee motivation.

1. Think about your workplace or a hypothetical workplace. Briefly describe your target population, and describe how you would apply the emotional intelligence approach as a tool to enhance employee motivation. Provide a clear rationale as to why you believe this method would be most appropriate to the other personality-trait approaches for workplace motivation. Evaluate the strengths and challenges of the Emotional Intelligence approach for motivation in the workplace.

2. Next, think about a hypothetical employee survey, describe your target population and select an appropriate data-gathering methodology. Describe how you would use the Engagement Survey as a tool for your hypothetical study. Provide a diagnosis of the motivating conditions in your study. In addition, briefly describe how your method of data-gathering design is reliable and valid for your study. Do you feel that this would be a good method to use for your hypothetical research study about workplace motivation? Why or why not?