Which of the following is most likely to occur when a new employee's high expectations and enthusiasm confront the reality of a boring job? A) impasse B) halo effect C) reality shock D) disparate rejection E) cognitive dissonance
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- According to the Office of Personnel Management, which of the following is NOT a critical step in a job analysis? survey all current job incumbents to quantify their perceptions of what leads to success on the job Prepare a list of tasks and competencies required to perform the job Have SMEs rate the importance of each task identify which competencies are critical and which are desirable Which of the following would never appear on a well-prepared job specification? height and weight restrictions personality characteristics essential for performance educational background required for the job all of these might appear on a well-written job specificationWhich of the following terms refers to having employees temporarily work in different jobs so that they develop a better appreciation of their occupational strengths and weaknesses? A) job sharing B) career cycle C) role reversal D) job enrichment E) job enlargement“The Systematic Approach to Training (SAT) is a methodology for managing training programs. It is an orderly; logical approach to determining what people must know and do at a particular job or in a specific profession” (Dhawan, 2018, p.1). This approach is focusing on core objectives and “end in mind” to ensure that employees can master the main takeaways upon completion of the training in order to function properly. Pros to systematic training: “Organized Approach Clarity and Responsibility Recognizing the Student’s Abilities Hands-On Design” (Katchi, 2015, para.8). Some of the cons of systematic approaches are lack of adaptability, flexibility within the process, being able to change the structure on a moment’s notice or exercise innovative approaches to training. Please provide examples of systematic or any other training methods that are currently in place within your organization and analyze its pros and cons.
- Performance Management is a planned process of which the primary elements are Question 18Answer a. Agreement b. Measurement c. Feedback d. Positive reinforcement and dialogue e. All of the aboveWhich of the following does not influence the meaning of work for employees? a. The degree of human interaction on the job. b. The degree of physical exertion required on the job. c. The degree of environmental unpleasantness associated with the job. d. The degree of subordination required for the job.Research on job characteristics indicates that a) the task being performed does not impact job satisfaction. b) people with a low variety of skills are generally more satisfied with their job. c) people who have a high growth need tend to expect their jobs to help them build new skills. d) people usually prefer to work independently with a minimum of feedback.
- Which of the following is a defining feature of on-the-job coaching? a. Job swapping with superiors b. External trainers c. In-house facilitation d. Study of another culture and society e. Lunch-time training sessionsExplain the steps in handling an employee who is normally a good performing employee but whose daily performance has declined. Meaning: - exactly how you would confront the employee-what steps you would take in addressing the problem with the individual employee.40 As one of the user-centred success factors, the usefulness measures the user’s subjective perception or impression that using a specific technology facilitates tasks or enhances performance. Select one: a. False b. True
- Theory X and theory Y developed by McGregor discuss the differences between different types of employees. Select one alternative: False True16 - Which of the following statements is not among the most common measures of employee performance? a) Quality of the output B) keep working NS) Currentity of the output D) Amount of output TO) retirement statusWhich is not a requisite in determining the employer-employee relationship? Group of answer choices Control as to the means and methods employed Selection and engagement Power to hire Control as to the result of work Power to Dismiss