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Punishment & Motivation

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Need help discussing these questions:

1. How may your group incorporate the principles of Edwin Locke and Gary Lathamâ??s goal theory into your weekly goals?

2. Is punishment an effective motivator? Why or why not? What would be an example of effective punishment for your group?

3. How does personality play a role in goal setting and motivation?

4. Do intrinsic or extrinsic rewards motivate you more?

5. How do logistics affect your presentation? List some logistical factors that may affect your choice of presentation aid and explain how to adjust for each factor.

6. What type of presentation is most effective for virtual groups? How may you be comprehensive in your approach?

7. Is there anything else you wish you would have learned about teams and management of teams?

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Solution Summary

Evaluation of whether punishment motivates or not.

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1) Consider the principles: SMART goals (Specific, Measurable, Attainable, Relevant, Time-Oriented). Talk about how your group can set tasks that are very specific, measureable by the members of the group, possible to be completed but not too easy, appropriate to the rationale of the group, and during a specific time-frame. For example: Students will complete single-step equations correctly 80% of the time by Friday. The goal is specific, measureable (by percentage), attainable (a B- average), relevant (to the course), and time-oriented (due date). Divide the tasks of the group assignment by person, do it fairly, and have deadlines. That would be a SMART goal.

2) Generally, in an adult-situation, punishment is not an effective motivator. People tend to do things because of an intrisic desire or extrinsic reward instead of because of what happens if something bad were to occur. If the teacher would grade each member of the group by a peer-evaluated rubric, I suppose that would be an effective punishment. However, if a person in your group is not motivated to help, and the rest of you ...

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