QUESTION 1is the Need-based motivation theory which recognizes the role of individual differences.A. Maslow's Hierarchy of NeedsB. McClelland's Acquired Needs TheoryC. Alderfer's ERG TheoryD. Herzberg's Dual Structure TheoryE. None of aboveQUESTION 2The relationship between stress and job performance is:A. Positively linear: the higher the stress, the higher the job performance.B. Negatively linear: the higher the stress, the lower the job performance.C. Curvilinear: when stress is low, the relationship is negative; when stress is very high, the relationship becomes positive.O D. Curvilinear: when stress is low, the relationship is positive; when stress is very high, the relationship becomes negative.E. None: There is no relationship between stress and job performance.QUESTION 3According to the General Adaptation Syndrome, the three stages of the stress process are:A. Alarm - Ressistance - ExhaustionB. Eustress - Distress - BurnoutC. Stressor - Stress - StrainD.Input - Process - OutputQUESTION 4The following factors are precursors of Groupthink, EXCEPT:O A. Group ConflictB. Leader's PreferenceOC. Group CohesivenessO D. Insulation from Experts

Motivation - is based on a perplexing phenomenon. A few hypotheses endeavor to make sense of how…

Answered: QUESTION 1 is the Need-based motivation…

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

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If we believe that it is inappropriate to evaluate an employee on a subjective characteristic as "attitude", how then should we address employee behavior when it comes to performance feedback that seems to occur because of an attitude problem? Should we retain this type of employee? What barriers would we run into with this employee when it comes to staff development?
10. Which psychological state has research identified as the most important for employee attitudes and behaviors? a) knowledge of results b) responsibility c) motivation d) meaningfulness
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?
In the context of the motivation/hygiene theory, which of the following is considered a motivator? A) Interpersonal relationships B) Supervision C Recognition D Working conditions 4 OF 10 QUESTIONS REM Question 10 25 Doin
What is “360-degree feedback”? What advantages might it have over more traditional performance appraisal systems that use only downward feedback? What are some of the potential problems that could occur in using a 360-degree feedback system?
what are some effective strategies for developing the potential of high-potential employees, and how can organizations ensure that these strategies are aligned with their overall business 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 comparison
11. According to the formula for the motivating potential score of a job, the most important elements in deciding motivation potential are a) skill variety and autonomy. b) task significance and task identity. c) autonomy and feedback. d) skill variety and feedback.
Imagine you are a manager hiring a new employee. Pick four biases (from the following: ease of recall, retrievability, insensitivity to base rates, insensitivity to sample size, misconception of chance, regression to the mean, confirmation trap, anchoring, overprecision, overplacement, overestimation, curse of knowledge/hindsight) and explain how they are likely to influence you at any stage of the hiring process (e.g. looking at resumes, in-person interview). What steps should you take to avoid these biases? Make sure to also define the biases in your own words and mention what heuristic they fall under.
9. Employee motivation is influenced by: a. The degree to which an individual seeks achievement, affiliation, or power. b. The expectancy of rewards and the value placed upon them. c. The desire to receive equitable treatment at work. All of the above. d.
What is meant by motivational conflict, and what relevance does it have for marketing managers? Describe how motivational conflict might arise in purchasing, patronizing, or giving to, the following: a) Greenpeace b) Chevy Volt c) Walmart d) e) Taco Bell restaurant f) ADT home security system. Red Bull energy drink Which version of the multi-attribute attitude model and which attributes would you use to assess student attitudes toward the following? Justify your answer. a) Student health system b) Target store c) Hybrid automobile d) Cats as pets e) Energy drinks
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

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