The human problems encountered in the implementation of new work procedures are most likely owing to: O A lack of specific skills among the department's employees. O The classic problems of resistance to change. O Employee protectiveness of their own areas of involvement. O Lack of individual motivation among employees.
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- The president of a small manufacturing firm comes to you with a problem: The company is spending a lot of money training new employees, but 75 percent of them quit after working less than a year. Worse, they take jobs at the company’s biggest competitor. Answer the following questions relevant to this situation based on what we have studied in Human Behavior so far. 2a) Drawing on research and theory on job satisfaction, what would you suspect is the cause(s) of the turnover? What advice can you offer about how to eliminate the problem(s)? (Apply as many OB concepts as possible that you think can support the first part of this question) Part 2b) Suppose you find out that the greatest levels of dissatisfaction exist among employees belonging to minority groups. What would you recommend doing to eliminate the prejudice that may be responsible for the turnover?Why do you think workplace stress seems to be a recurring problem in the workplace? Do you think it is a trend to continue? Explain the reasons for your answer. Do you think it is the responsibility of HR and organizations to help employees manage stress? Why or Why not?As a manager, how would you handle an employee who was rude to a customer?What things other than supervisor modeling can organizations do to keep employees safe?Are there things that organizations do that make employees less safe?How might heavy workloads increase the impact of other stressors?
- As a manager, how can you tell that an employee is experiencing job satisfaction? How can you tell that employees are highly committed to the organization? If a worker is not satisfied, what can a manager do to improve satisfaction? What can a manager do to improve organizational commitment and engagement?Motivating your employees is one of the most vital managerial activities. An organization with motivated employees means a highly engaged, committed and productive workforce. As a manager, you must be able to influence and guide the behaviour of your employees. The purpose of this interactive activity is to demonstrate your understanding of the concepts learned lessons by responding to discussion questions. • Which of the outcomes in are most appealing to you? Are you more attracted to extrinsic outcomes or intrinsic outcomes? .Which one of these are the benefits of motivating employees? a. Improving cooperation and coordination among teams b. All the options are correct c. Encouraging people to work better d. Enabling employees to work together with others
- How should the company’s supervisors behave differently to get their subordinates to experience less stress on the job, or at least, get them to react less negatively? support your claims/arguments with key research findings on managing stress in the workplace.A people-focused organization stems from Theory Y, which is a view of the organization that considers employees to be capable, creative, responsible, and motivated to work and learn. In contrast, Theory X suggests that workers are resistant and unwilling and need to be monitored and controlled in order to achieve anything. A part of self-awareness includes gaining a better understanding of what type of organizational work environment one prefers. Answer the following questions in your response Would you like working for a company that follows a people-focused, Theory Y view, of its employees? Why or why not?What about Theory X? Why or why not?What types of managers/companies have you worked for in the past, Theory X or Theory Y?True or False? Theory Y attitudes presume that workers want to help achieve organizational goals. True False
- According to the Evolution of Management video, soldiering among steel mill workers existed for three reasons including: Group of answer choices a/ workers wanted their suggestions on how to improve their jobs adopted. b/ workers thought they could work themselves out of a job. c/ managers tended to micromanage the workers. Frank and Lillian Gilbreth (Scientific Management) pioneered time and motion studies in order to: Group of answer choices a/ monitor whether workers are cooperating with each other and their supervisors to achieve high levels of productivity. b/ emphasize efficiency and identify the one best way to do work. c/ increase productivity by involving the employees in planning and improving upon their work efforts. d/ identify workers who are stealing money from cash registers or customers.Apple Identify the conditions that foster individual, team, and organizational effectiveness and the disruptive forces that can derail them. Analyze and evaluate evidence related to managing people and develop evidence-based solutions to people management problems. Identify a “real world” event or problem that deals with some of the course concepts or theories that were covered in class. Briefly describe the event or situation Discuss how applying course concepts or theories might be useful (i.e., did the person suffer from not understanding a fundamental organizational behavior theory? Is a company succeeding because of an insightful application of a specific organizational behavior topic? Did using a technique we cover in class help you to achieve a goal or solve a personal problem?). Engage in thoughtful reflection by discussing the implications of the situation you describe for the future (i.e., What do you think the person should be doing next? What should the company be…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.