The question is: Please respond to THREE of the FIVE prompts below. Be sure to identify which prompts you are responding to.Prompt 1What goals would be most likely to improve your learning and performance in an organizational behavior class?Prompt 2Identify two reasons why a formal goal-setting program might be dysfunctional for an organization.Prompt 3What steps can an organization take to increase the motivational force for high levels of performance?Prompt 4Discuss the relative merits of individual and group incentive programs.Prompt 5Describe the benefits and drawbacks of several of the new approaches to reward systems. Which ones do you feel would be most effective in work organizations?Below is a picture of someone's response to this question, I need to respond to their response to this question. For example, "I agree with you because ....."

Prompt 2 The textbook provided many strengths to a goal-setting program, but also stated that there are several negative impacts that could be dysfunctional for an organization. For example, setting goals in one specific area can lead organizations to pay little attention to other areas (Black, Bright, 2019). To avoid this, a company should have goals that are set for major tasks. Secondly, some employees can set goals that are easily achievable, that way it makes them look better when they accomplish them. (Black, Bright, 2019). These are just two of many potential ways goal setting can be dysfunctional for an organization, but the text provided more negative impacts, such as using them in unethical ways, and creating individual goals for teams, causing them to be counterproductive. (Black, Bright, 2019) Prompt 3 Motivation is a crucial component that will determine if a person will perform a task well (Black, Bright, 2019). There are several personal values or goals that motivate people to perform certain tasks. Chapter 7 asks the question, what work conditions foster motivation? To increase the motivational force for high levels of performance, an employer should provide good direction for employees. Managers have a responsibility to display healthy leadership and also provide good direction to clarify roles so employees know what they are expected to do. The more employees understand their role in an organization, the more they feel like they have a purpose (Black, Bight, 2019). Once employees understand their purpose, they can execute their role at a higher level of performance. Prompt 4 Individual incentive programs focus on rewarding the sole person based on their performance. The text provided some examples for these kinds of individual incentives, such as "merit-based compensation, piece-rate incentive programs, bonus systems, and commissions" (Black, Bright, 2019). Offering these types of rewards to the individual does help their performance levels, but they also have their downsides, some being; competition between employees, employees can simply maximize their units of output while sacrificing quality, etc. Due to these downsides, more organizations have begun to use the group incentive programs. These kinds of incentive programs give some of the reward on group performance (Black, Bright, 2019). This causes there to be more cooperation between employees and the company itself because there is not an "every man for themselves" view, but rather everyone working together towards a common goal. Source: Source: From Stewart Black, J., & Bright, D. S. (2019). Organizational Behavior, OpenStax. https://openstax.org/books/organizational-behavior/pages/1-introduction (Chapters 7 & 8) 412 words