theories/practices

Question 1

Dan Pink 3 key motivators

Answer 1

Dan Pink 3 key motivators
1) Autonomy - self directed with high degree of freedom to decide direction, methods and circumstances of our work

2) Mastery - people like to do things well and to get better at doing things they value, so opportunities to grow are important, intrinsically motivating
3) Purpose: people like to feel their works has meaning and value and will choose to invest in themselves in activities they consider worthwhile

Question 2

Trompenaars and Hampden-Turner

- 3 levels of org culture

Answer 2

Level 1: Surface: visible artefacts and products (office layout and furnishings)

level 2: deeper: norms and values, norms are the shared and accepted sense in an organisation of what is right or wrong, values are the basis on which something is seen as good or bad

Level 3: deepest, basic assumptions that all people are equal, they are seldom articulated but underpin many of the norms and values of some societies

Question 3

MBTI type theory - 4 pairs of preferences people show

Answer 3

Myers-Briggs Type Indicator

1) Extrovert - Introvert (E-I)
2) Sensing - iNtuting (S-N)
3) Thinking - Feeling (T-F)
4) Judging - perceiving (J-P)

Question 4

Lewins 3 stage model

Answer 4

unfreezing, change, refreezing

Question 5

Beckhard & Harris change formule

Answer 5

Beckhard & Harris change formule
areas to focus on to increase
motivation is the objective of the ‘change formula

Question 6

Tuckmans 5 stages of team development

Answer 6

1. Forming e.g. high dependence on direction, questions, unclear roles
2. Storming e.g. uncertainty, challenge assumptions, difference of opinion
3. Norming e.g. working together, consensus, purpose clear
4. Performing e.g. unity, shared vision, mutual support, autonomy
5. Adjourning (or mourning) e.g. completion, achievement, sense of loss

Question 7

Mayfields stakeholder radar

Answer 7

Vital; Necessary; Good to have; Courtesy to inform