Job performance encompasses which of the following behaviors? a. task performance b. organizational citizenship behaviors c. counterproductive work behaviors d. withdrawal behaviors e. All of the above
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Job performance encompasses which of the following behaviors?
task performance
organizational citizenship behaviors
counterproductive work behaviors
withdrawal behaviors
All of the above
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- A peon asked Mr. Andrew to see the supervisor before leaving. When Andrew met, supervisor was distraught, start yelling straight away, and complained about Mr. Andrew’s behavior that includes: constantly leaving the office early, wasting working hours by gossiping, intentionally staying longer in smoking areas and toilets, and verbal abuse of lower staff. 2a): The above acts represent what kind of behavior Mr. Andrew is practicing? Name it and define. 2b): Explain how such workplace norms influence other colleague’s commitment and motivation to work?29- The concept of work ethics is about application of moral and ethical standards a. to different work situations b. to family situations c. to none of the options d. to non-work type situationAs 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…
- Shanda has a team meeting each week to check in with her employees and review the unit's procedures and processes. By giving her employees a say in how the unit operates, Shanda increases employee satisfaction through ______. A) motivational enrichment B) Theory X C) goal-setting theory D) positive reinforcement E) participative managementLarry is the marketing manager at Blue Concepts, a management consulting firm. His calendar is filled with meetings with heads of the companies, interviewing new employees, giving interviews to business magazines, attending presentations and seminars in different countries, and the like. Larry feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Larry's job?What is the difference between the content and process theories of motivation? a. The main difference is that content theories address what people think while process address how they think b. Content theories address the organizational culture and process theory, how the organization’s human resources can be manipulated to achieve the organization’s goals c. Content theory attempts to explain specific things, which motivate people in different situations. Process theory attempts to identify relationships among variables which make up motivation d. There is no difference both explain individual needs and focus on behaviour
- You have just joined a company that hardly offers any benefits to staff such as bonuses or medical aid.Employees are also discouraged by lack of growth and adverse working conditions. As the new HRmanager, draw from Nike’s example and from your knowledge of motivation and draft a detailedmotivational strategy that will motivate the staff and promote staff retention.Which of the following statements is true of the Hawthorne Studies? a) They demonstrated that financial incentives weren't necessarily the most important motivator for workers. b) They demonstrated that workers were mostly extensions of machines. c) They demonstrated that the workplace was relatively simple. d) They demonstrated that financial incentives were the most important motivator for workers.Do traditional workplaces reward long hours instead of efficient hours? Wouldn't it make more sense to have a workplace in which people can do whatever they want, whenever they want, as long as the work gets done?" Well, that's the approach Best Buy is taking. And this radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey for the company. In 2002, then CEO Brad Anderson introduced a carefully crafted program called ROWE Results-Only Work Environment. ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking a flexible work program in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and Thompson said, "We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants were being viewed as not…
- Do traditional workplaces reward long hours instead of efficient hours? Wouldn't it make more sense to have a workplace in which people can do whatever they want, whenever they want, as long as the work gets done?" Well, that's the approach Best Buy is taking. And this radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey for the company. In 2002, then CEO Brad Anderson introduced a carefully crafted program called ROWE Results-Only Work Environment. ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking a flexible work program in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and Thompson said, "We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants were being viewed as not…a) The Employee of the Month, generally selected by management, is the recognition of an individual by the organization for their outstanding contribution as an employee. The recognition is usually accompanied by a gift, gift certificate and/or a certificate or thank you note. Often the name of the awarded employee is engraved on a plaque in the companylobby. Employee of the Month is a cherished form of recognition.What theories would explain this?b) Low-paid service workers represent a motivational problem for many companies. They earn lower pay, poorer pension provision, and fewer opportunities for progression. Consider these poorly-trained and unmotivated service workers in government agencies.How can these workers be motivated to reduce boredom and increase their vigilance? Elaborate in detailTo motivate and lead employees to reach a 20% higher market share next year, management of a firm decided to give some monetary incentives to employees. Name of the management function: Reason:
