1. A person's sense of how performance at a particular level leads to the achievement of outcomes is the second major idea in expectancy theory. Unless people think that good performance will lead to (or be essential for achieving) results such as salary, safety, interesting job assignments, bonuses, and a sense of achievement, employees are motivated to perform at a very high level. Do you agree or disagree? If so, why?

2. Leaders who are high on emotional intelligence are more likely to understand all the emotions surrounding creative endeavors, to be able to awaken and support the creative pursuits of their followers, and to provide the kind of support that enables creativity to flourish in organizations. As a result, do you think the emotionally intelligent are the higher performers in the workplace?

3. Executives, stakeholders, or non-managers sometimes develop groups, because they feel that groups can assist them to achieve their own performance goals or meet special needs (for example, the need for social interaction). What kind of group would you like to help you find success within the organization (cross-functional; command; ad hoc committee; virtual or informal) and Why?