how have you Demonstrated initiative and self-direction in real life. Demonstration includes recognizing the importance of proactive, independent decision making identifying workplace needs completing tasks with minimal direct supervision applying solutions.
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how have you Demonstrated initiative and self-direction in real life.
Demonstration includes
- recognizing the importance of proactive, independent decision making
- identifying workplace needs
- completing tasks with minimal direct supervision
- applying solutions.
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- Research on job characteristics indicates that a) the task being performed does not impact job satisfaction. b) people with a low variety of skills are generally more satisfied with their job. c) people who have a high growth need tend to expect their jobs to help them build new skills. d) people usually prefer to work independently with a minimum of feedback.Does your organization have a D&I statement? How does it support equity and ensure a positive workplace culture?When proposing that your organization investigate flexible scheduling and other flexible workplace options, the CEO replies that she has no interest in “getting involved in that type of chaotic workplace.” She went on to cite Yahoo and Best Buy as examples of companies that went downhill after they allowed employees to telecommute. “Our culture and high productivity are too valuable in this competitive environment. I won't risk losing that.” Is there a way to create a flexible workplace, yet preserve an innovative and high-performing culture? Explain the risks and rewards as you see them.
- Identify and explain three solutions on how Newbridge should go about reducing the turnover in the production department. Ensure your explanation provides information about how employee engagement can be improved.Discuss one of the major challenges, highlighting its importance in the 21st-century workplace and how it affects the behavior of people within organizationsw hat strategies can be used to prevent recurring conflicts in the workplace?
- 1. Appropriate mentoring and coaching processes to ensure that individuals and teams are able to implement and support the organization’s continuous improvement processesThe concept of work-life balance has become increasingly relevant in today's fast- paced and interconnected world. As individuals navigate the demands of their professional responsibilities and personal lives, achieving a harmonious balance has become a key consideration for overall well-being. Striking the right equilibrium between work and personal commitments is not only crucial for maintaining mental and physical health but also for sustaining long-term career satisfaction. Organizations, recognizing the importance of employee well-being, are incorporating flexible work arrangements, remote work options, and wellness programs to support a healthier work-life balance. This shift highlights a changing perspective on productivity, emphasizing the value of a balanced lifestyle in fostering happier and more engaged individuals in both their personal and professional pursuits. Question: How can organizations effectively promote and support a culture of work-life balance to enhance…Employee behavior encompasses a spectrum of actions and attitudes that significantly impact the workplace dynamic. From punctuality and professionalism to teamwork and communication skills, individual behaviors collectively shape the organizational culture. Employers often establish codes of conduct and ethical guidelines to guide employee behavior, fostering an atmosphere of respect and integrity. Recognition and reward systems are also employed to reinforce positive behavior and motivate employees to consistently contribute to the organization's goals. Effectively managing employee behavior involves addressing issues promptly, providing constructive feedback, and creating an inclusive and supportive work environment. Question: How can organizations strike a balance between promoting a positive work culture through encouraging individuality and maintaining a cohesive environment where employees align with the company's values and goals?
- 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 comparisonA 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?Desire and Diligence By Dr. Michael Wittmer This piece continues the series of worldview articles written by Dr. Michael Wittmer that you’ve read throughout the program. In this section, we take a look at what it means to work. As you read, first consider what role work should take in your life. Examine what priority you currently place on work. Next, as you reflect on the four tips for a disciplined life, consider how these would apply to you personally. Are there any changes that you may need to make in how you currently deal with the various elements of work?