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Flight 001

Brad is motivated at Flight 001 according to the goal-setting theory of motivation. He is committed to the company's goals and feels organizational support, which drives his effort and performance. Emily sees motivating employees as giving them a personal connection to the company and each other. She creates an open-door policy that makes employees feel appreciated and that their work matters. While individual rewards are not the focus, performance management at Flight 001 provides feedback, recognizes employees' contributions, and tries to leverage their strengths.

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BOB MARLOW
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174 views1 page

Flight 001

Brad is motivated at Flight 001 according to the goal-setting theory of motivation. He is committed to the company's goals and feels organizational support, which drives his effort and performance. Emily sees motivating employees as giving them a personal connection to the company and each other. She creates an open-door policy that makes employees feel appreciated and that their work matters. While individual rewards are not the focus, performance management at Flight 001 provides feedback, recognizes employees' contributions, and tries to leverage their strengths.

Uploaded by

BOB MARLOW
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Marasigan, Jon Karl I.

1. Can you describe Brad's motivation in terms of the goal-setting theory of motivation?
2. How does Emily see her job from the standpoint of motivating Flight 001 employees?
What motivates her?
3. What are the roles of performance management and individual rewards in a start-up
company like Flight 001?
1. In terms of the goal-setting theory, the company is keen on having organizational
support while the staff have that goal commitment which would influence and
heavily lead to satisfaction. They have the aspects of effort and performance
which are supported by goal commitment and organizational support. These
employees feel like their work matters and plays a part in the grand scheme of
things because of how well they treat their employees. This then enables and
motivates them to exert and put in the effort because they feel that they are
relevant.
2. Based on how they said it, they find people motivated to work and maintain that
high level of passion is because employees feel that they have a personal
connection with other people, even at the corporate level of the company. It is
because the staff can easily give a call to one of the owners themselves to ask
anything from them. Every single person is an “open door” for them which is why
they feel that personal connection and loyalty.
3. Rewards are not really heavily focused on the video but in terms of Performance
Management, they have been really patient with people to learn to be better. They
really appreciate the effort that a person tries but not to the point where it appears
that they become tolerant to poor work ethics. They recognize the contribution
you are giving out even if you aren’t getting it right. The company makes an
effort to show that you are appreciated and that an employee has a voice in what
is going on. They are definitely given a proper evaluation with the feedback
they’ve given. They do mostly pay attention to an individual’s natural strengths
and they do try to use them as much as possible in the store.

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