Lauren Delgado: I chose the goal-setting theory because this employee needs to maintain focus and would benefit from the foundations of the goal-setting theory in that setting her own goals may improve the lack of focus that she experiences at this time. This and regular check-ins could assist in maintaining this focus.

Pauline Hernandez: I chose a combination of the self-efficacy theory and goal-setting theory because this employee is already self-motivated. She needs to be instilled with the confidence that would come from me setting goals that are higher than her peers because she has the capability to perform at that level. This is the essence of the self-efficacy theory and the goal-setting theory working in unison. I am showing the confidence in her, and in turn, she will gain confidence in herself through the completion of goals and the out-performance of other employees.

Kimberly Martinez: I chose the goal-setting theory for this employee because she needs to motivate herself in order to perform. She already has the confidence that she can perform the job at a high level. This, coupled with a serious conversation as to the reason why she is apathetic to her current work situation, will reveal additional motivating factors that can be used to encourage through the goal-setting theory. Setting goals for herself that are challenging will help to motivate her to perform at her highest level, also attaching those goals to something tangible that she desires, will further the motivation of those goals and increase her