3. How will you foster organizational commitment? Be sure to distinguish between the three types of organizational commitment and whether is one more important than the other?
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3. How will you foster organizational commitment? Be sure to distinguish between the three types of organizational commitment and whether is one more important than the other?
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- During this week’s reading, you will be exposed to the Job Characteristics Model, which focuses on skill variety, task identity, task significance, autonomy, and feedback. Using the job characteristics model as a guide, discuss how a manager/supervisor can enrich or enlarge subordinates’ jobs. Also, discuss how the 360-degree performance appraisals/feedback process can be leveraged to improve employees’ performance. Additionally, how does the 360-degree help the manager to develop SMART goals for each employee?* What would you do? You are a Manager in a Fortune 500 Company with more than 15 employees. A new employee… “Jim,” is starting work in your department. Jim has Multiple Sclerosis (MS), a disease that affects motor and sensory functions of the human body causing loss of vision, loss of muscle control and other serious problems with the central nervous system. While Jim’s symptoms are intermittent, there is a strong likelihood that they will worsen over time. Accordingly, although Jim can perform the essential functions of the job, he requires disability accommodations to address the MS condition. As a Manager for the Company: How would you approach and address Jim’s accommodation needs?Clearwater Electronics has a strong organizational culture that is demonstrated by high employee engagement. HR has played a vital role in perpetuating that culture, starting with recruiting applicants who share the company’s beliefs, understand the organizational strategy, and work hard. However, knowing that the only constant is change, the HR department continually monitors employees’ engagement and behaviors. Why is assessing employees’ views of the company important in maintaining a strong company culture? If employees are positive about what the company stands for, they will be more positive, more productive, and more open to change. Knowing what employees’ views are on a continual basis allows the company to identify those who do not fit into the culture. Assessing what employees talk about helps identify potential problems, which can then be addressed before they get serious. What employees think is often how the company is perceived from the outside as…
- How to respond to this in 100 words?Across the world, organizations are completing their goals and objectives through the various functions performed by their employees (Sencherey et al., 2022). Plant Manager, Henry Simms, recognizes the importance of the role all employees played in the success of a major project and deems rewarding them necessary. This is a noble gesture but should be approached with a few considerations in mind. One consideration is rewarding all employees alike implies ignoring factors such as seniority, job responsibilities, and employment status. It will be vital to clearly communicate how the reward was determined and how it will be distributed. Henry must also consider if a collective bargaining agreement is in place. This is a contractual agreement between an employer and a labor union that governs wages, hours, and working conditions for employees (Tyrkus & Schwartz, 2022). If this reward is not within the guidelines of the agreement, negotiation with the…write a comprehensive summary (400-500 words) to discuss the following questions: What types of skills or attributes do you think managers need to be successful in their jobs? How should managers develop these skills?1. You are a member of the IS support group for your organization. The manager of sales is very tech savvy and a rapid adopter of new technology. Today, she texted you that she would like to upgrade from 4G phones to 5G phones for the 45 members of the sales organization as soon as possible. Would it be wiser to wait until the new 5G technology has been more fully developed? Why or why not? How do you respond to this manager?
- 4. Planning is the capacity to direct and motivate the members of work groups toward the accomplishment of organizational goals. (True/ False)Influencing Interaction 8. Let’s assume that you have completed a project successfully. How would you maximize the chances that your manager will make an internal attribution? How would you increase the chances of an external attribution when you fail in a task?This activity is important because, as a manager, you should know the importance of managing employee stress. Companies may help employees reduce stressful demands with programs such as job sharing or sabbaticals. Others may provide resources such as training interventions or wellness programs. The goal of this exercise is to demonstrate your knowledge about stress and coping by reading a case and answering questions. A stressed employee who goes for a walk on a nature trail in the middle of the workday is using what type of coping mechanism? Capital One teaches employees how to use virtual meeting software when they are working from home, an example of what type of corporate stress management.
- SWOT refers to Strength, Weakness, Opportunities, Threats, . Strength--What you do well or what are you good at; For example, like good team manager; strong communication skills; good inter-personal skills, good project manager, Pro-active Weaknesses could be something that you need improvement on; and what a person should avoid. For example, doing too many things at same time; high on anger when things are not occurring the way you want those to occur; getting panicked, if something is going out of hands; unable to keep your composure etc. Opportunities--What options are available in front of you to grasp For example, to enhance your skills while you are working; cross train your resources; taking full advantage of the resources available to you; support from your family members, co-workers etc. Threats--All the risks that you may or may not have foreseen and whether you are ready for them or not For example, health problems, financial crisis, personal losses; increase in competition…Confused on how to answer Juanita Maxwell devotes a lot of time and energy to getting to know her employees. She always greets them personally and carefully listens to their responses to questions period she even remembers incidental facts like pet names and favorite days of the week that she picks up when making small talk. Juanita believes that these kinds of details help her match her employees to projects that bring out their best skill set and internal motivations. She knows, for example, that her office manager, Marcy, is a true morning person, so Juanita schedules their meetings as early as possible to maximize their effectiveness. Juanita has a new employee on the sales team, Sandra, who is difficult to read. When Sandra first started at Trumbell and Son, she was very quiet, bordering on introverted. Juanita certainly chalked some of it to Sandra being new, and many of the other office workers having been colleagues for over five years. At the company picnic months later,…Microsoft Identify the conditions that foster individual, team, and organizational effectiveness and the disruptive forces that can derail them. Analyze and evaluate evidence related to managing people and develop evidence-based solutions to people management problems. Identify a “real world” event or problem that deals with some of the course concepts or theories that were covered in class. Briefly describe the event or situation Discuss how applying course concepts or theories might be useful (i.e., did the person suffer from not understanding a fundamental organizational behavior theory? Is a company succeeding because of an insightful application of a specific organizational behavior topic? Did using a technique we cover in class help you to achieve a goal or solve a personal problem?). Engage in thoughtful reflection by discussing the implications of the situation you describe for the future (i.e., What do you think the person should be doing next? What should the company be…