Give FIVE [5] differences of Favoritism and Nepotism at the workplace. Is there any good of Favoritism and Nepotism in the organization?
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Give FIVE [5] differences of Favoritism and Nepotism at the workplace. Is there any good of Favoritism and Nepotism in the organization?
Give FIVE [5] answers for Yes or FIVE [5] answer for No must be justified.
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- Within an organization, democratic decision making tends to lead to Group of answer choices more political behavior. greater scarcity of resources. increased expectations of success. less job commitment.What are ways a company can distinguish between whistle-blowers or just a disgruntled employee who doesn't like new programs or technologies?Living standards are higher in some countries in comparison to other countries because of Group of answer choices differences in minimum wage laws. differences in unemployment compensation. differences in productivity. differences in labor supply.
- An organization has a staffing strategy in which it hires 10% more employees than it needs in any job category to ensure its hiring needs are met. Leaders in the organization reason that some of the new hires will renege on the accepted offer and that the organization can renege on some of its offers, if needed, in order to end up with the right number of new hires. Evaluate this strategy from an ethical perspective. Explain.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?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
- 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?In Situational Leadership, what is follower readiness? Multiple Choice A follower’s skills to accomplish a task A follower’s enthusiasm to accomplish a task A follower’s willingness to accomplish a task A follower’s availability to accomplish a taskHow could someone with a college degree and a health care license be seen by others as not being a professional? What is the difference between nonprofessional and unprofessional? What does this statement mean: “Professionalism is a state of mind, a way of being, knowing, and doing that sets you apart from others”?
- How is the increasing work-family conflict changing the skill requirements for managerial jobs in the U.S.?compensatory approach to hiring is used when: predictors are assumed to be independent decisions are based on gut feelings there are multiple hurdles involved in the selection process performing well on one predictor can compensate for performing poorly