Research indicates that people perform better when they are committed to achieving particular goals
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Q.9. Research indicates that people perform better when they are committed to achieving particular goals. Managers using goal-setting theory can improve employee performance by:
- coaching employees to “do their best”
- providing constructive feedback as a two-way conversation
- “telling it like it is” or calling out poor performance
- focusing on the individual rather than metrics
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- It is no secret that Wall Street firms compete aggressively to lure their clients. Having more high-end clients translates into fees and revenues that turn into profits. A survey of 150 high-end clients asked what lured them to their respective Wall Street firm. The following table shows the results. High-End Client Response Perk Received Pay a Kick-Back Lucrative Golf Outings Lavish Dinners Free Private Jet Use Prime Seats at Sports Events Other No Perk Received Client Response 9 25 28 22 30 15 21 Copy Data Step 3 of 3: What proportion of clients did not receive a perk at all? Round your answer to two decimal places if necessary.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.1.You supervise two-dozen sales representatives covering every region of the country from your office at company headquarters. Describe a feedback strategy that might improve the performance of these employees with respect to increasing sales to new clients.
- (J) Hiring a woman as CEO the General Manager of the golf club will necessarily lead to: male customers playing elsewhere.improved diversity.increased profits.improving the workplace atmosphere.reducing the payroll.Q1 “Developing a coaching mindset is a process of adopting some particular ways of thinking “ Justify your answer.Question 1: Do employees have to be emotional or rational in decision making or both? Explain in your own wordsQuestion 2: Is there an automatic connection between emotion, cognition, and action? Explain your answer
- QUESTION 1 is the Need-based motivation theory which recognizes the role of individual differences. A. Maslow's Hierarchy of Needs B. McClelland's Acquired Needs Theory C. Alderfer's ERG Theory D. Herzberg's Dual Structure Theory E. None of above QUESTION 2 The relationship between stress and job performance is: A. Positively linear: the higher the stress, the higher the job performance. B. Negatively linear: the higher the stress, the lower the job performance. C. Curvilinear: when stress is low, the relationship is negative; when stress is very high, the relationship becomes positive. O D. Curvilinear: when stress is low, the relationship is positive; when stress is very high, the relationship becomes negative. E. None: There is no relationship between stress and job performance. QUESTION 3 According to the General Adaptation Syndrome, the three stages of the stress process are: A. Alarm - Ressistance - Exhaustion B. Eustress - Distress - Burnout C. Stressor - Stress - Strain D.Input…According to the Expectancy theory, which of the following methods can be used by a manager to increase valence? Question 22Answer a. Base the reward system on giving fair rewards b. Ensure a transparent process of rewarding employees c. Coerce employees more to get work done d. Ensure employees possess the right skills-set for the job.PS Compensation a. How are individuals paid at a manufacturing & distribution company? b. What compensation methods are used at a manufacturing & distribution company? c. What methods can a manufacturing & distribution company use to motivation their sales team? and What rewards are given?
- V. examine the essential elements that constitute effective problem-solving skills in managerial roles..p erformance appraisals may lead to unfair evaluations in which employees are judged not by their accomplishments but by their likability. Unreliable raters can introduce a number of biases that skew appraisal results toward preferred characteristics or ones that reflect the rater's preferences. So, evaluate FIVE common problems in performance appraisal .Q.1. Unlike her co – workers, Jay was motivated by challenge, personal satisfaction, and by doing interesting work; most of his co – workers were just in it for the money. Jay was motivated by:(a) intrinsic motivators(b) safety motivators(c) social motivators(d) extrinsic motivators.