Equity theory generalist>specialists, get to take out clients resentment Equity theory (pp.

. 160-162): Employees compare the inputs they invest in a job and the outcomes they receive from the job to the inputs and the outcomes of other workers Talk about how people will put in less work.

Skill Variety in lower levels (job enrichment in lower levels. New system has more task identity and task significance Less Automonomy because not getting full client Feedback has gotten worse, because more on soft skills versus hard skills John Oates complaining about specialization, so give him more important job. Decreases futures/options leads to more autonomy Task Performance Organizational Citizenship Behaviour Counterproductive Work Behaviour OCB-less likely under new system,

Counterproductive work behavior more likely from Oates if he not strong. How about extraverts? They are good performers, especially in managerial and sales jobs Callahan-Extravert John Oates Introvert Pay can be a powerful source of motivation when it is tied to job performance Professional and managerial jobs: Merit pay Benefits? Limited (i.e., a missed opportunity) Potential Problems? Low discrimination Small increases Pay secrecy Elimantes problem of underestimating bosss pay and oversemating peer and subordinates

Quantitivate metrics increase chance of decreasing discirmination Have a public system oin pay Acknowledge when help is occurring(OCB) Hiearchy of needs. Callahan and Winston Emotioanlly intelligent-p.150 1) 2) 3) 4) Perceving emotions accurately in oneself and others Using emotions to facilate thinking Understaning emotions, emotional language, and the signals coveyed by emotions Manaaging emotions as to attain specific goals.

Oates has self actualization needs, Callahan has need Growth needs in ERG for both Callahan and Oates.(153)

Need for power for Calhan. Make a chart on 157. Proximal and Distal Goals Goals-Specific Challenging, commitment and feedback. We should give Callahn clear goal. Merit Pay: Problems: Low discrimination small increases, Profit sharing using pay to give teamwork. Breadth has decreased(task variety), the depth has also decreases. Job scope has all decreased.(192). Make feedback more direct(198) Oates 3 issues Compensation Specialization- would make him do things he dint want.