A study by the Conference Board of Canada detailed the skills that are important for contributing in a workplace that values creativity and problem-solving abilities. Which of the following outlines two of those skills? asking questions and being willing to experiment being willing to experiment and being accountable asking questions and being adaptable being accountable and adaptable
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A study by the Conference Board of Canada detailed the skills that are important for contributing in a workplace that values creativity and problem-solving abilities. Which of the following outlines two of those skills?
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asking questions and being willing to experiment
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being willing to experiment and being accountable
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asking questions and being adaptable
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being accountable and adaptable
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- Work-life balance is a critical aspect of employee well-being, and effective management plays a pivotal role in promoting this balance. Managers need to be mindful of workload distribution, set realistic expectations, and encourage employees to take breaks to avoid burnout. Acknowledging the importance of work-life balance contributes to higher job satisfaction, increased productivity, and better employee retention. Additionally, fostering a culture that values and respects personal time can enhance overall morale and contribute to a positive workplace atmosphere. Question: How can managers actively support and promote work-life balance among their team members, and what strategie's can be implemented to create a healthy balance between professional responsibilities and personal well-being?Focus on the reasons for ranking of some jobs higher than others on the level of emotional labor. Describe the following in detail based on upon the chart and your personal experiences as it relates to emotional labor: The extent to which the job has required display rules. Emotional labor is higher where the job requires the job incumbent to display emotions while interacting with customers, suppliers, and others. The frequency and length of interaction with other people. Emotional labor is higher where employees must display emotions frequent and for long periods of time. The intensity of emotions required during this interaction. Emotional labor is higher where the job incumbent must display more extreme emotions. The extent to which the display rules create emotional dissonance. Emotional labor is higher where incumbents must display emotions that are dissimilar or contrary to their true emotions at the time of the emotional display.Porter, Bingham, Simmonds (2008) write, coaching tends to focus on skills and performance and involves giving feedback to the learner. A coach needs the ability to help others to learn, to know what good performance looks like and to give constructive feedback in a way that is acceptable to the individual they are developing.Source: Christine Porter, (2008), Exploring Human Resource Management. London: McGrawHill.1. Explain three (3) benefits of constructive feedback to the learner.
- Access your organisation’s code of conduct and identify five rules or standards which apply to mutual respect and trust in the workplace. Specify four ways in which leaders may establish respect and trust in the workplace. Give two examples of risks associated with introduction of the customer reward program. Identify three possible ways of addressing the risks associated with innovative opportunity in relation to the Super Sushi restaurant.When proposing that your organization investigate flexible scheduling and other flexible workplace options, the CEO replies that she has no interest in “getting involved in that type of chaotic workplace.” She went on to cite Yahoo and Best Buy as examples of companies that went downhill after they allowed employees to telecommute. “Our culture and high productivity are too valuable in this competitive environment. I won't risk losing that.” Is there a way to create a flexible workplace, yet preserve an innovative and high-performing culture? Explain the risks and rewards as you see them.You are a Reflective/Reflexive learning team that is responsible to bring positive changes which highlight the importance of Reflective/Reflexive Practice to young people now entering the workplace. Prepare a short documentary or interactive session of not more than 10-15 minutes long using a selected model/theory from the list below as the basis to develop the knowledge, skills and competencies required to be effective and successful workers in today's society. As a student of FOUN1501, use the skills and competencies of a Reflective/Reflexive Practitioner acquired thus far and the following guidelines to assist you in this process. (a) The presentation should include a selected model/theory, rationale for choosing the same, implications for learners of reflective practice, and its effectiveness and relevance to young people entering the workforce in today’s society. please to give credit to sources used throughout. Students should refer to the American Psychological Association (APA)…
- job satisfaction can be defined as psychological state of how an individual feels towards work , in other words it is peoples feelings and attitudes about variety of intrinsic elements towards jobs and the organizations they perform their jobs in in consideration the above statement evaluate the general elements to job satisfaction in an organizationDraft up a very long and detailed "workshop" or a lecture that can be provided to a team in a workplace/organization on the broad topic of building trust or a more narrow topic under the "umbrella" of building trust (perhaps one of the elements of the BRAVING inventory....). Be sure to reference at least two peer-reviewed scholarly articles (or other appropriate academic resources) in your paper. Submit a four-page paper in length. Be sure to list the objective(s) of the training and the intended audience (can be natural or fictional but realistic), and cite your sources. Feel free to be creative and make it meaningful for the military industry, goals, etc.Max Weber (Bureaucratic Organizations) believed that organizations would be efficient and effective when: Group of answer choices a/ individual desires and goals are emphasized more than achieving organizational goals. b/ positions are organized in a hierarchy of authority. c/ workers do not get equal treatment. d/ managers are not subjected to rules and procedures that will ensure predictable behavior. The time and motion studies of Lillian and Frank Gilbreth have resulted in systematic work improvements: Group of answer choices a/ limited to manufacturing plants such as steel mills. b/ but have not addressed methods for accommodating persons with disabilities. c/ across multiple industries including the military. hospitals, and commercial offices.
- Indicate your preferred training approach for each of the following positions. Explain your choices: a. Office Secretary b. Call Center Agent c. Service crew in a Quick Service Restaurant Choices are: • classroom instruction • computer based training • on-the-job training • simulations • behavior modeling • experiential program • team trainings • action learningAs a consultant for Amazon warehouse workers and using citations and references, the three strategies are• Strategy one: Improve Employee Recognition and Rewarding Strategy two: Foster a Positive and Supportive Workplace Strategy three: Invest & Develop Employees Research-Based Rationale: Expectancy Theory: When employees believe their efforts will lead to performance, they are motivated (Vroom, 1964). Job Demands Theory: High job demands can cause strain until adequate job resources are available (Bakker & Demerouti, 2007) Goal Setting Theory: Locke and Latham's goal-setting theory emphasizes the benefits of setting challenging and specific goals (Locke & Latham, 2002). Therefore, based on the above utilize performance and Training Initiatives. Performance Initiatives: Describe suggested performance initiatives based on best practices for successful organizational consultation. description of proposed performance initiatives is supported with specific and relevant…“Job Satisfaction” Job satisfaction is a positive feeling about a job. This is a subjective phenomenon; still there are lots discrete factors that play an important role in job satisfaction. Read the below mentioned situation and answer the questions accordingly. Mr. Usman has recently joined a car manufacturing company as a sales representative. He is talented, proactive, punctual, hardworking and always able to meets the sales targets. Unfortunately, his supervisor Mr. Bilal has personal grievances with him. He always tries to let him down by finding and forwarding even small errors to the higher management. On contrary, the other employees of the same department are praised and rewarded promptly. This situation affected Mr. Usman deeply when few subordinates got the promotions. As a result, he loses his interest in the job that result in excessive absenteeism and low efficiency. Looking at the case of Mr. Usman: QUESTION NO# 1 Q.1: Write down all possible factors that could…