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I encourage you to take another look at the online response tips on the "Class Discussions" page to try out a new strategy for responding to peers.

To make your posts easier to read:

Ensure you post in effective sentences and separate paragraphs, rather than one dense block of text.

Edit and proof before posting.

You will find it very helpful to have gone through the Organizational Behavior chapter, PowerPoint, and videos on motivating the workforce before writing and posting your initial post.

By Thursday

Choose a couple of the below TED Talks to watch $($or watch all of them and then choose two to discuss$)$ on ways that people are motivated.

INITIAL POST

$1.$ Respond to two of the Ted Talk videos, comparing and contrasting the ideas presented.

$2.$ Do any of the ideas resonate with you personally? Explain.

$3.$ In your experience, what do you think works and doesnt work as motivators for employees. Challenge yourself to be creative in selecting motivating techniques that would work for the employer you $\text{'}$re currently at$,$ a business you want to open, or a previous job you've had. Provide a connection to the chapter and one or both of the videos.

TED TALKS

The Surprising Ingredient that Makes Businesses Work Better by Marco Alver

What is it about unfairness? Whether it's not being invited to a friend's wedding or getting penalized for bad luck or an honest mistake, unfairness often makes us so upset that we can't think straight. And it's not just a personal issue $--$ it's also bad for business, says Marco Alver. He explains how his company works to create a culture of fairness $--$ and how tapping into our innate sense of what's right and wrong makes for happier employees and better results.

What Makes Us Feel Good about Our Work by Dan Ariely

What motivates us to work? Contrary to conventional wisdom, it isn't just money. But it's not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. Behavioral economist Dan Ariely presents two eye$-$opening experiments that reveal our unexpected and nuanced attitudes toward meaning in our work.

The Puzzle of Motivation by Dan Pink

Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think. Listen for illuminating stories $--$ and maybe, a way forward.

Forget the Pecking Order at Work by Margaret Heffernan

Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. And yet, this isn't what drives the most high$-$achieving teams. Business leader Margaret Heffernan observes that it is social cohesion built every coffee break, every time one team member asks another for help that leads over time to great results. It's a radical rethink of what drives us to do our best work, and what it means to be a leader. Because as Heffernan points out: "Companies don't have ideas. Only people do$.$