Sahar is the HR Manager. She likes Lamees so she overlooked (ignored) her when writing her evaluation report. This is an example of: a-Information overload b- Ethical dilemma c-Transparency d-Selective perception​

Clif Bar & Company understands that employees cannot be satisfied (only dissatisfied) on maintenance (extrinsic) factors such as salary and fringe benefits. Rather, motivators (extrinsic) factors such as meaningful work, job enrichment, and growth potential through job responsibility, autonomy, and development keep employees highly satisfied. It is more than just a job, rather, employees feel a deeper sense of meaning can be derived from the opportunity to have a positive influence on both the company and the community while building a sustainable work-life balance. Founder and CEO Gary Erickson’s vision is “If I want to keep employees passionate and engaged, I’ve got to let them go, to make sure they have time to live their lives, have adventures in the world, and come back refreshed.” 1. Does Vroom’s expectancy theory support Clif Bar & Company’s policies? Why or why not?   2. Are Clif Bar & Company’s methods sustainable, long-term motivators for its employees? Be sure to…

What is a communication or behavioral style that tends to be unclear for customer service managers?

Positivism employs techniques such as deep interviews and participant observation. Group of answer choices True False

3. Which one of the following is a performance appraisal approach that consists of a series of vertical scales, one for each important dimension O A. Trait scale O B. Behaviour checklist method O C. Management by objectives OD. Behaviourally anchored rating scale Mark for review (Will be highlighted on the review page) >

d iscuss the potential consequences of neglecting employee appreciation in the workplace.

Please answer with full explaination and tell me why other options are incorrect

Explain all options

Choose the letter of the most appropriate answer. 1. Which of the following evaluation methods requires a manager to rank their employees in groups defined by human resources?  A. Forced distribution B. Critical incident  C. Checklist D. Essay evaluation    2. Evaluation of an employee’s work to get compensation and promotion. A. Performance Appraisal B. Proficiencies  C. Talent Management D. Leadership Development   3. Lists of tasks, responsibilities, and qualifications of a job.  A. Incentives B. To recruit  C. Job description D. Headcount   4. A ______ is a method by which the job performance of an employee is documented and evaluated. These are a part of career development and consist of regular reviews of employee performance within organizations.  A.Perfect Review B. Performance Appraisal C. Employees Report D. Employee Verification   5. A ______ is assigning employees to another job with similar level of responsibility and in most cases, without a change in pay.  A. Layoff B.…

Situational judgement tests have the following benefits EXCEPT: a. b. C. d. They can measure both intended and actual work behavior. They have less adverse impact than general ability tests. They measure job knowledge. They have higher face validity than psychometric tests.