Suppose you are HR manager of software house. What behavioral predictions might you make if you knew that an employee had (a) An external locus of control (b) A low match score (c) low self-esteem (d) High self-monitoring tendencies?
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Suppose you are HR manager of software house. What behavioral predictions might you make if you knew that an employee had
(a) An external locus of control
(b) A low match score
(c) low self-esteem
(d) High self-monitoring tendencies?
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- Can personality test be utilized to Predict Employee Performance? Much research has proven this. Nevertheless, which of the Big Five personality traits can assist the manager to find the best forecast of an applicants prospective productivity and make better hiring is highly dependent on the individual role.magine you are a manager with an employee. Conduct an interview with your employee to learn more about their perspectives, attitudes, attributions, personality, trait/state affect, feedback orientation,strengths, intellectual arrogance, learning style, values, work style preferences, motivations, feelings of meaningfulness in their work, etc. Come up with some behavioral and/or situational interview questions: based off above.Make this a 150 word paragraph. What are some recent performance management trends? Millenial and Gen Z’s push – Management to be a more driven process. Younger generations demanded timely feedback. More data usage – data as an objective measure of performance. Prevalence of self-evaluation – Self-evaluation has become more popular in many organizations.
- If we believe that it is inappropriate to evaluate an employee on a subjective characteristic as "attitude", how then should we address employee behavior when it comes to performance feedback that seems to occur because of an attitude problem? Should we retain this type of employee? What barriers would we run into with this employee when it comes to staff development?Make this a 150 words paragraph. What are some recent performance management trends? Millenial and Gen Z’s push – Management to be a more driven process. Younger generations demanded timely feedback. More data usage – data as objective measure of performance. Prevalence of self-evaluation – Self-evaluation has become more popular in many organizations.Angela tells Ralph that Bob has received more high-stakes claims than her recently. this is related to which component of the job characteristics theory? A. autonomy B meaningfulness of work C knowledge of results D feedback E responsibility for outcomes
- The board of directors of a public company asked their management to focus on employee retention. This is related to which of these? a. Motivating the employees to stay in the organization b. Negotiating matching compensation to employees c. Finding people to fill the open positions d. Deciding how many people to hire3. You're a manager at a car dealership in Santa Monica. Your employees are supposed to work (i.e., stay in the office) until 6pm on weekdays, but you notice that most of them leave work at 4:30pm in order to go to the beach and enjoy themselves. If your goal is to have a workplace where every employee works until 6pm, describe how you would achieve this goal using: a. Positive reinforcement b. Negative punishment c. Negative reinforcement d. Positive punishment (NOTE: Your responses for 3a, 3b, 3c, and 3d can be one sentence each)One of the primary criticisms of Herzberg's two-factor approach is that: 1. the method he used to gather the data drove the results 2. there are not enough categories of needs 3. people engage in a frustration-progression process 4. he claims that there are three classes of job performance
- As 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…The component of the job characteristics model that helps to identify which employees will respond better to enriched jobs is: Select one: a. skill variety b. task identity c. autonomy d. growth need strength1. If an experienced secretary discovered that she made less money than a newly hired janitor, how do you think she would react? What inputs and outcomes might she evaluate to make this comparison?