Which two Big Five personality factors best predict proactive task performance? Selected answer will be automatically saved. For keyboard navigation, press up/down arrow keys to select an answer. a extraversion (assertiveness) and openness to experience. b conscientiousness and extraversion (assertiveness) c agreeableness and openness to experience d extraversion (assertiveness) and agreeableness.
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- From the Perceptions on Retention provided below kindly provide and develop potential questions Recognition and Appreciation: Public employees are likely to want regular acknowledgement and gratitude for their efforts in the public sector since this fosters a sense of worth and job satisfaction, which aids in long-term retention. Opportunities for Skill Enhancement and Growth: Perceptions about the availability of possibilities for skill development and career growth within the public sector may influence decisions to stay or look for other work alternatives. Work-Life Balance and Wellbeing: Public servants may value overall welfare and prioritise a healthy work-life balance, good working conditions, and supportive management as vital considerations for long-term retention.How do you apply in 100 words?The Myers Briggs Type Indicator (MBTI) assessment is designed to help people identify and gain some understanding around how they take in information and make decisions, the patterns of perception and judgment, as seen in normal, healthy behavior (Myers Briggs 2023). This assessment outlines how certain aspects of a person’s behavior and personality can dictate how they will react to different situations whether in a personal or professional setting. Personality refers to the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics (McShane et al., 2022). In essence, it is the bundle of characteristics that make us similar to or different from other people. We estimate an individual’s personality by what he or she says and does, and we infer the person’s internal states-including thoughts and emotions-from these observable behaviors (McShane et al.,…How to reply to this in 100 words? For this week's discussion, we have been asked to review and discuss the Myers-Briggs Type Indicator (MBTI). This is an extension of the Jungian personality theory, which identifies personality traits that help identify performance measures that make it easier to promote and use employees in a way that will ensure their success (McShane & Von Glinow, 2022). However, there are particular areas in business where this can be used, as it is not a bulletproof evaluation tool, and, per the text, it could be a better tool for performance evaluation and pre-employment. (Coe, 1992). So, how does this apply to the question of the week, and how can we use it in daily business to increase the success of the employee and the business overall? The MBTI tool could promote middle managers to the executive level. Executive-level managers are good leaders with strong communication skills and personality traits that set them apart from the pack (Men, 2015). We…
- Tarun is feeling frustrated with his job. But when his Boss asked him as how is he feeling about his job, Tarun replied with a big smile, “I am feeling great.” This is a case of: a. Emotional dissonance b. Cognitive dissonance c. Self-serving bias d. Fundamental attribution errorEgoism makes the job search relatively difficult, as it encourages an individual to find a job that will make them most happy. Group of answer choices True FalseChoosing to buy the most affordable AND stylish jeans you can find in only one trip to the mall, even when you know they may be cheaper next week, is an example of: A. Modus Ponens B. Modus Tollens C. Satisficing D. Abductive Reasoning
- Week 7: Interactive activity (Case Analysis (Sorry, You're Too Smart Have you ever been turned down for a job because you ?"were "overqualified Although this may sound like a compliment, it can be disappointing when you are job hunting. Consider applicants who are turned down for jobs because they are "too smart." This could be determined by pre- employment testing or the interviewer may assume applicants' cognitive ability based on education level, GPA, or certifications. You don't often hear someone say that an applicant is "too emotionally intelligent" or "too physically coordinated." So why does it matter if you are ?overqualified in cognitive ability Employers may argue that cognitively overqualified employees will not perform well in their jobs. The lack of challenge they feel in the job tasks could make them bored and unmotivated and then lead to low performance. In fact, research shows that cognitively overqualified employees perform just as well as other employees, but not…Some research studies (Ilies & Judge, 2003; Saari & Judge, 2004) report that genetics play a very important part in whether an employee has a high level of job satisfaction. Their work suggests that the attitudes, personality, and values that a person brings to the workplace are better predictors of whether the employee will be satisfied than any of the external factors a company or manager might provide the employee. In fact, their studies indicate that a person with high satisfaction will generally report being highly satisfied, no matter the situation within the company. Similarly, a person who reports low satisfaction will consistently report low satisfaction, no matter what the company may do to increase the employee's satisfaction. If these studies are correct, then there would seem to be some rationality in only hiring applicants with positive personalities. In this assignment, you will develop a ten item survey that will be given to all applicants at your company. The…Self-monitoring is a personality trait that describes individuals' beliefs about the cause of or control over situations and events. O True O False
- How to respond to this in 100 words? Organizational commitment is one of the most prominent things that drive successful organizations; more definitively, affective organizational commitment is the attitude or overall job satisfaction of an organization's employees (McShane & Von Glinow, 2022). As a manager, this is the type of organization we all want, as they are generally happy and want to come to work, unlike the employee found in a continuance commitment employee (McShane & Von Glinow, 2022). Although there are many power sources, the ones that lead to the assurance of affective power for this post, we will use referent power as an example. In my experience, this is used to gain the backing of employees through the belief in leadership and willingness to follow their leadership to the ends of the earth due to their interpersonal communication skills that allow for loyalty and commitment to the idea that they will never leave employees behind (Toscano, 2015).…What did the Milgram experiment on conformity to authority reveal to researchers? Group of answer choices Participants conformed because they were afraid of experiencing pain (shocks) themselves. The researcher/experimenter’s gender and attractiveness was important in obtaining group compliance. The researcher/experimenter’s directiveness and legitimacy was important in obtaining group compliance. Participants conformed because they were being financially rewarded.Modern employees require more conformity and creativity. Select one: O True O False