1. What are the implications of assuming that a performance problem is due to lack of motivation, as opposed to lack of ability? How different would a manager's reactions be to an employee lacking motivation as opposed to ability? 2. If an employee is intrinsically motivated to perform a task, is it a good idea to introduce external rewards for performance? Why or why not? 3. Many managers assume that if an employee is not performing well, the reason must be a lack of motivation. Do you think this reasoning is accurate? What is the problem with the assumption. 4. Which motivation theory have you found to be most useful in explaining why people behave in a certain way? Why? 5. Your manager tells you that the best way of ensuring fairness in reward distribution is to keep the pay a secret. How would you respond to this assertion? 6. When distributing bonuses or pay, how would you ensure perceptions of fairness? 7. What are the differences between procedural, interactional, and distributive justice? List ways in which you could increase each of these justice perceptions? 8. Using examples, explain the concepts of expectancy, instrumentality, and valence. 9. Some practitioners and researchers consider OB Mod unethical because it may be viewed as a way of manipulation. What would be your reaction to such a criticism? 10. What is the connection between a company's reward system and the level of ethical behaviors? 11. Which of the motivation theories do you think would be more applicable to many different cultures?