A production manager is concerned about the low output levels of his employees. The articles that hehas read on job performance frequently mention four variables as being important to job performance:(1) skills required for the job, (2) rewards, (3) motivation, and (4) satisfaction. In several of the articles itwas also indicated that only if the rewards were (attractive) to the recipients did motivation, satisfaction,and job performance increase, not otherwise. Given this situation:1. Define the problem.

Performance evaluation is a method to evaluate the performance of the employees according to the…

Answered: A production manager is concerned about…

Purchasing and Supply Chain Management

6th Edition

ISBN:9781285869681

Author:Robert M. Monczka, Robert B. Handfield, Larry C. Giunipero, James L. Patterson

Publisher:Robert M. Monczka, Robert B. Handfield, Larry C. Giunipero, James L. Patterson

Chapter12: Purchasing And Supply Chain Analysis: Tools And Techniques

Section: Chapter Questions

Problem 7DQ

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Similar questions

Mr. Ali is a fresh graduate and he is employed at ABC Company. He is a fresh graduate and it’s his first professional job. The job pays him pretty well but he is still unhappy with job. Develop an account of the current thinking about the relationship between job performance and job satisfaction. Examine what could be the possible reasons behind Mr. Ali being unhappy with his job? If Ali’s supervisor believes that ‘happy employees are productive employees’, what kind of problems might he encounter? Be sure to emphasize the role of rewards in your answer.
Managers have numerous alternatives for boosting the comparability and understanding of performance analysis outcomes.In order to grasp and examine the interests of all of their stakeholders, how may the balanced scorecard help managers?
The productivity per worker has steadily declined in recent years in a manufacturing company. Low motivation among the workers was the main reason for the declined in productivity and it was revealed through an online survey. Following the outcome of the survey and thorough study and planning by the management, they applied Maslow's hierarchy of needs models to identify and satisfy the needs of workers at various levels. Explain the rewards systems below in relation to the motivation of employees with 1 example for each reward. i) Extrinsic rewards ii) Intrinsic rewards
Mr. Faizan is a fresh graduate and he is employed at ABC Company. He is a fresh graduate and it’s his first professional job. The job pays him pretty well but he is still unhappy with job. Develop an account of the current thinking about the relationship between job performance and job satisfaction. Examine what could be the possible reasons behind Mr. Faizan being unhappy with his job? If Faizan’s supervisor believes that ‘happy employees are productive employees’, what kind of problems might he encounter? Be sure to emphasize the role of rewards in your answer.
You will play as a finance officer in a company. You are going to create 3 different salaryschemes for the new employees. The salary scheme should show a yearly increase of salary for 5 years to motivate workers to work hard. Make some conditions/ responsibilities for every salary scheme thatyou will make.
There are various choices available to managers who want to improve the comparability and understanding of the findings of performance analysis.How can the balanced scorecard help managers understand and analyze the interests of all their stakeholders?
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Which of the following is recommended to firms that want to earn employee commitment? A) document the psychological contract B) explain the importance of efficiency programs C) establish a career planning and development process D) promise lifetime employment E) offer seniority bonuses
There are various alternatives available to managers for improving the comparability and understanding of performance analysis outcomes. How may the balanced scorecard help managers understand and analyze the interests of all of their stakeholders?
In a career-oriented appraisal, a manager matches an employee's strengths and weaknesses with a feasible career path and developmental needs, but the employee is not rated for actual job performance.
Imagine you are the HR manager at a company. You need to hire three (3) new people. One employee will work at the front desk as a customer service assistant, and the other two (2) will work on the production line. Give at least five (5) places you would recruit for each position and explain why each place would be a viable option. Write a one (1) page paper in which you: Select at least five (5) places you would recruit for a customer service assistant and at least five (5) places you would recruit for production line workers. Explain why each place you selected would be a viable option for recruiting employees. Format your assignment according to the following formatting requirements: 1. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides. 2. Include a cover page containing the title of the assignment, your name, your professor’s name, the course…
“We know from the text that the ultimate criterion is theoretical, whereas the actual criterion is our best attempt at capturing the ultimate criterion. What are some implications of having little overlap (relevance) between an ultimate criterion and an actual criterion? What would this mean for an organization that is trying to assess the performance of its employees?”

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