$1)$What needs do you bring with you to your job, or to some group or team that you are a member of$?$ To what extent are these needs higher$-$level or lower$-$level? To what degree are these needs satisfied? What effects does this have on your job attitudes and behavior?

$2)$ If you currently experience need satisfaction at work $($or in some other group$/$team setting$),$ what is it about your organization$/$group$/$team that makes this possible? If you dont, what is missing on the job or from the group or team, and what might be done to improve the situation? What political or other barriers to change exist in your organization$/$group$/$team that would make this kind of change difficult?

$3)$ Think about the expectancy approach to motivation. Identify one or two significant decisions you have made about your career, your choice of college major, selection of a school to apply for admission to$,$ or other important aspects of your life, where the model seems to reflect the decision process you actually went through at the time $($even if you didn't realize this explicitly at the time$).$ Did these decisions turn out to be good ones? If yes, why? If no$,$ why not? Does the expectancy approach to understanding the decision making process from a motivational perspective "ring true" to you? Why, or why not?

$4)$ Describe an instance in which you experienced equity in the allocation of tangible or intangible rewards at work, or in some other setting $($the concept applies virtually anywhere$).$ Think about a time when you experienced inequity. What were your emotional reactions to the equity? To the inequity? What were your behavioral responses? When you were feeling inequity, to what extent do you think the person$($s$)$ who evaluated your performance misperceived the actual value of your contributions to the company $($or group, team, etc.$),$ and$/$or the contributions of others? How do you account for this misperception?