Management, Loose-Leaf Version
13th Edition
ISBN: 9781305969308
Author: Richard L. Daft
Publisher: South-Western College Pub
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Question
Chapter 1, Problem 15EE
Summary Introduction
To rate:
The situation: "Talking about ideas or concepts can get me really enthusiastic or excited."
Introduction:
In this situation, there is a need to explain the behaviour or outlook of mine towards talking about ideas or concepts and if I get me really enthusiastic or excited about them.
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Working Hard at Being Fair
City Mortgage is a medium-size mortgage company that employs about 25 people. Jenny Hernandez, who has been with the company for 10 years, is the production manager who oversees its day-to-day operations.
Reporting to Jenny are loan originators (salespeople), closing officers, mortgage underwriters, and processing and shipping personnel. Jenny is proud of the company and feels as if she has contributed substantially to its steady growth and expansion.
The climate at City Mortgage is very positive. People like to come to work because the office environment is comfortable. They respect each other at the company and show tolerance for those who are different from themselves.
Whereas at many mortgage companies it is common for resentments to build between people who earn different incomes, this is not the case at City Mortgage.
Jenny’s leadership has been instrumental in shaping the success of City Mortgage. Her philosophy stresses listening to employees and then…
If a manager views employees as being creative and seeking responsibility, what management concept best describes this thinking?
1-Job enrichment
2-Equity theory
3-Theory Y
4-Expectancy theory
understanding of the power of "yet" is that it's a tactic to keep people out of a fixed mindset and more in a growth mindset. This is important as individuals and organizations are never truly complete and can always find room for improvement. Don't get me wrong I feel like it's important to have confidence and be prideful in the skills that one has developed but it's just as important to not become complacent as we all are "work in progress" no matter how high or perfect some may view their selves.
Some ways to exercise the concept of the power of "yet" in the workplace would be by, considering talking about ways to get better more than focusing on how good things have been going. Another way from the article that stood out to me was when leaders want to check in, instead of asking straight up how's so and so going, they can ask if they're ready to review the task. This helps by not putting people on the spot but it shows that you have intentions of going over the task when they're…
Chapter 1 Solutions
Management, Loose-Leaf Version
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Ch. 1 - Prob. 8DQCh. 1 - Prob. 9DQCh. 1 - Prob. 10DQCh. 1 - Prob. 1EECh. 1 - Prob. 2EECh. 1 - Prob. 3EECh. 1 - Prob. 4EECh. 1 - Prob. 5EECh. 1 - Prob. 6EECh. 1 - Prob. 7EECh. 1 - Prob. 8EECh. 1 - Prob. 9EECh. 1 - Prob. 10EECh. 1 - Prob. 11EECh. 1 - Prob. 12EECh. 1 - Prob. 13EECh. 1 - Prob. 14EECh. 1 - Prob. 15EECh. 1 - Prob. 16EECh. 1 - Prob. 17EECh. 1 - Prob. 18EECh. 1 - Prob. 1SGBCh. 1 - Prob. 1EDCh. 1 - Prob. 2EDCh. 1 - Prob. 3EDCh. 1 - Prob. 1CFCACh. 1 - Prob. 2CFCACh. 1 - Prob. 3CFCA
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Similar questions
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- Please answer these questions: 1. According to Harvard ManageMentor: Leading People, which of the following is a myth about leading people? a. Leadership is about people. b. Good leaders admit mistakes. c. Good leaders use technology and innovation. d. Leadership depends on personality. 2.According to Harvard ManageMentor: Leading People, an affiliative leadership style is best: a. When the team needs a new vision or dramatic new direction. b. When there is a team conflict, trust has been broken, or the team needs to be motivated. c. To build consensus and get people's buy-in. d. To motivate people who want to change or improve professionally. 3. According to Harvard ManageMentor: Difficult Interactions, if a relationship is the source of conflict, then it is a: a. Disagreement based on personalities and work styles. b. Disagreement over what has to be done. c. Disagreement over how to do something. d. Disagreement over who is in charge. 4. According to…arrow_forwardExpectancy theory is difficult to apply, but it doesprovide several useful guidelines for managers.One such outcome that managers must realize isthat _________a. everyone expects the same things.b. employees expect to be financially rewardedfor hard work.c. employees work for a variety of reasons.d. most employees tend to be unreasonable intheir expectations.e. managers need to use the authoritarian styleto get tasks accomplished.arrow_forwardAccording to the research in our text book, 26% of new managers feel they are unprepared to transition into management roles 58% of new managers don’t receive any training to help them make the transition 50% of first-time managers fail in that transition It seems moving to a management position isn’t easy as these statistics indicate. What could organizations do to make the transition into a management role easier? If you have found yourself making the transition from peer to manager, you know how difficult it can be. If you have not had that opportunity, you likely will at some point in your career. The below video gives some great practical advice on how to navigate this professional transition.arrow_forward
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Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
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ISBN:9781305969308
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