The Motivational Theories
There are questions for each chapter in the PDF that needs to be answered. All questions needs to be answered separately and needs to be labelled. Such as,
“DQ1: Answer here”
“Chapter 17 Answers;
1-Chapter 7 and 10: Reading: John Ratliff of Appletree Answers, a company that provides call center and receptionist services for other busi- nesses, was able to expand his company from a one-man operation to a thriving business with 650 employees at more than 20 locations. Appletree supports clients ranging from sole proprietors to Fortune 500 companies in every industry imaginable. Early in its growth, however, Appletree suffered the same high turnover rate that is common in the call center industry. Ratliff decided to restructure the business to focus on employee satisfaction and wellness. First, he developed a new set of company principles that encouraged staffers to “think like a customer” and “take care of each other.” In order to accommodate his largely Generation Y employees, Ratliff instituted flexible schedules and arranged for addi- tional training programs. Ratliff also encourages employees to submit ideas regarding the company’s projects. A desk- top app called Idea Flash lets staffers send their suggestions to executives, further enriching the job experience. In his quest to turn his company around, Ratliff dis- covered that some of his employees struggled with prob- lems such as serious illnesses, financial hardships, and even homelessness. To combat these crises, he created the Dream On program to provide personalized motivation hat doesn’t come in a standard paycheck. Similar to the Make a Wish Foundation, Dream On strives to help make selected employees’ “dreams” come true, whether it is a trip to Disney World for a sick child or a luxury honeymoon for a loyal worker. Working in this newly fulfilling environment had a pro- found effect on Appletree’s staff. No longer just seat-fillers, their personal commitment to the company became an inte- gral part of its goals and culture. Because of all this positive reinforcement, Appletree staffers are not only more willing to stay at their jobs, but they also perform their tasks with more energy and effort. John Ratliff’s unique approach gives his company a leg up on the industry while still caring deeply for his employees. That’s known as a “win–win. Q:Why is employee turnover very costly for companies? Q:How did John Ratliff increase employee motivation by understanding and adapting the motivational theories discussed in the chapter? Which theory do you think is most appropriate? Q:How did the Dream On program motivate workers and help build stability within the organization? Chapter 13: Define marketing, and apply the marketing concept to both for-profit and nonprofit organizations. Describe the four Ps of marketing. Summarize the marketing research process. Show how marketers use environmental scanning to learn about the changing marketing environment. Explain how marketers apply the tools of market segmentation, relationship marketing, and the study of consumer behavior. Compare the business-to-business market and the consumer market. Chapter 14: Describe a total product offer. Identify the various kinds of consumer and industrial goods. Summarize the functions of packaging. Contrast brand, brand name, and trademark, and show the value of brand equity. Explain the steps in the new-product development process. Describe the product life cycle. Identify various pricing objectives and strategies. Discussion Questions: DQ1:What changes are occurring in your community business environment? How should you change your marketing strategy to help sustain and grow these businesses? DQ2:What is brand equity and how could it be used to help market the businesses in your community? …
Other than that it should be pretty easy and simple.