Using the six-step model for creating a motivational work environment (see Table 6.2 from the chapter), design a specific plan for managing a new relationship (e.g., a new subordinate) or a new phase of an old relationship (e.g., friend, family member, or a subordinate about to begin work on a new project). Write down specific directions for yourself for implementing each of the six steps. Discuss your plan with this individual and ask for suggestions for improvement. Make sure your perceptions of the key aspects of the plan are consistent with his or hers. Implement your plan for a period of time and then report on the consequences. Based on this experience, identify changes that would be appropriate in similar situations.

Table 6.2 Six Elements of an Integrative Motivation Program MOTIVATION PERFORMANCE 1. Establish moderately difficult goals that are understood and accepted. Ask: "Do subordinates understand and accept my performance expectations?" 2. Remove personal and organizational obstacles to performance. Ask: "Do subordinates feel it is possible to achieve this goal or expectation?" PERFORMANCE OUTCOMES 3. Use rewards and discipline appropriately to extinguish unacceptable behavior and encourage exceptional performance Ask: "Do subordinates feel that being a high performer is more rewarding than being a low or average performer?" OUTCOMESSATISFACTION 4. Provide salient internal and external incentives. Ask: "Do subordinates feel the rewards used to encourage high performance are worth the effort?" 5. Distribute rewards equitably. Ask: "Do subordinates feel that work-related benefits are distributed fairly?" 6. Provide timely rewards and specific, accurate, and honest feedback on performance. Ask: "Are we getting the most out of our rewards by administering them on a timely basis as part of the feedback process?" Ask: "Do subordinates know where they stand in terms of current performance and long-term opportunities