Research on job characteristics indicates that

Organizations wishing to increase worker motivation should pay particular attention to     a)  workplace efficiency.   b)  job design.   c)  pay equity.   d)  growth opportunities.

Does your organization have a D&I statement? How does it support equity and ensure a positive workplace culture?

What are some examples of being unappreciated at a job, and some examples of positive perks a company or organization might offer to their employees?

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

2. It’s your final semester in college and you’re going through several interviews with recruiters on campus. Among the opportunities that you are interviewing for is an entry-level position as a data analyst with a large accounting firm. You have been told during the initial interview that the firm uses a personality assessment as part of their selection process. You feel that this job requires someone who is very high in introversion since it involves a lot of individual work involving analysis of data on the one hand, but that in potential future roles on an audit team, one would need a high level of extroversion dealing with colleagues on the team and with clients. You have a high level of technical ability and can concentrate on tasks for long periods and also feel that you are sociable, but perhaps not as much as some other students in other disciplines. The opportunity is terrific, it is a great stepping-stone to career advancement, and your faculty adviser is very supportive.…

I need help answering the following questions Imagining receiving a promotion and going to interview candidates to replace you in your previous role. What are 3 experience-based situational interview questions you might ask each candidate? What would you expect to learn about the candidate from his or her response to each question?

The Nine-Box Matrix evaluates employees on what two dimensions? Group of answer choices Task and extra-role performance Current performance and future potential Promotabililty and likeability Current and past performance Absolute and comparison

Just a short response. How can having well-thought-out job analysis and job descriptions help give clarity to who is right for the roles?

Do you think career development can adversely affect organizational performance in that the process sometimes convinces the involved parties to change jobs?