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organizational behavior science
Organizational Behavior A Practical Problem Solving Approach 1st Edition Angelo Kinicki, Mel Fugate - Solutions
What is the cause of these inhibitors?
What questions reflect your greatest inhibitors? (Select the three items with the lowest scores.)
Assume at work you’re promoted to supervise a group of employees; would it bother you if some workers in the group wore headphones and listened to music? Explain.
What’s your opinion about workers who want to listen to music at work?
Assume you’re on a team project with other students; would it bother you if other team members wore headphones and listened to music? Explain.
What’s your opinion about students who want to listen to music while studying?
If you are going to listen to music while working, what artists or types of music would be most suitable for you?
If you do this for two different dimensions of your life (e.g., school and work), then to what do you attribute these differences?
What is your reaction to the results?
Think of ways you can create and experience each of these at either school, work, or home.
Did anybody else benefit? If so, how?
What were the benefits to you?
Now think of a time when you experienced each. What were the circumstances?
Choose three emotions, other than love, from Table 7.2.
What is the likely future of organizational reward plans?Which of today’s compensation trends will probably thrive, and which are probably passing fads?
How can managers improve the incentive effect of the rewards most frequently mentioned in class?
Which team had the most productive brainstorming session? (The instructor may request each team to read its brainstormed list of potential rewards and top 10 list to the class.)
How did your personal top 10 list compare with your group’s top 10 list? If there is a serious mismatch, how would it affect your motivation? (To promote discussion, the instructor may have several volunteers read their personal top 10 lists to the class.)
What concepts or theories discussed in this chapter are most relevant for solving the key problem in this case?
Do you need to consider any processes? Which ones?
What environmental characteristics are most important to consider?
What person factors are most relevant?
Based on considering the above two questions, what is the most important problem in this case?
Which of these outcomes are not being achieved in the case?
Use the Integrative Framework for Understanding and Applying OB (see Figure 6.5) to help identify the outcomes that are important in this case.
How can I use various forms of reinforcement and consequences to improve performance?
Assume you are job hunting. How can you determine whether a given company provides the three rewards you value most?
What are your three most valued from the list?
Do your personal top five most-valued items contain more intrinsic or extrinsic rewards?
Which rewards in the list are extrinsic? Intrinsic?
What would Vroom’s expectancy theory suggest you should do?
Were your perceptions accurate? Why or why not?
Given your score, think of how you can improve your receptiveness for feedback.
Describe a specific way your desire for feedback (i.e., your score) helps (or hurts)you in college? At work?
How does your score help explain your reaction to that feedback?
Think of a recent instance where you were given feedback by somebody.
Assume you are a manager at Zappos; what would be the pros and cons given this system for you?
What disadvantages are possible?
What are the advantages to Zappos’s approach to feedback?
Set a grade goal for the next exam in one of your courses. Apply the Table 6.2 recommendations to enhance your commitment and increase your chances of success.
Using a SMART goal you created from the previous TAAP box, apply the recommendations from Table 6.2 to increase your commitment to that goal.
Refine it further still by assuring that it begins with “to ______,” and pay particular attention to how it will be measured.
Make it “SMART” by being sure that it is: specific, measureable, attainable, results oriented, and time bound.
How effective do you think they would be where you work or have worked? Or if so far your job has been being a student, how effective would Monaghan’s performance management practices be for you as a student? Explain.
What do you think are the pros and cons of Monaghan’s performance management practices?
Do you think the practices that were so successful at Domino’s Pizza will work at Gyrene Burgers? Why or why not?
What are the most difficult aspects of trying to apply expectancy theory? Explain.
Do you think that the final set of ideas you summarized in Part 2 could reasonably be implemented? Explain why or why not.
Did you find it valuable to share ideas in the group?
To what extent did your group members arrive at different ideas for steps 1–3 in Part
What concepts or theories discussed in this chapter are most relevant for solving the key problem in this case?
Do you need to consider any processes? Which ones?
What environmental characteristics are most important to consider?
What person factors are most relevant?
Based on considering the above two questions, what is the most important problem in this case?
Which of these outcomes are not being achieved in the case?
Use the Integrative Framework for Understanding and Applying OB (Figure 5.9) to help identify the outcomes that are important in this case.
What are the similarities and differences among top-down approaches, bottom-up approaches, and“idiosyncratic deals” in job design?
Assume you are applying for a job after graduation and you want to create an i-deal. What do your results suggest that you should discuss with your potential employer?
What are the roadblocks to implementing the ideas identified in the above two steps?
Using Table 5.2, identify two additional job crafting ideas.
Use results from your assessment to identify three job crafting ideas you might use to increase your intrinsic motivation.
Do you think the average employee can affect all of the suggestions measured in the survey? Explain.
Were you happy in the job under consideration?
If you managed a business, how would you feel about this option for your employees?
What would be your ideal job swap?
What are the pros and cons of job swaps?
Identify how you will assess your progress in completing the tasks or activities in your action plan.
Create a short action plan by listing four or five tasks or activities that are needed to help you achieve your goal. Identify actions that go beyond just reading.
Set a goal for performance on the next exam in this class by filling in the following statement. “I want to increase the score on my next exam by ___% over the score on my previous exam.” If you have not had an exam yet, pick a percentage grade you would like to achieve on your first exam.
How might you use the above steps to motivate yourself in the future?
What does expectancy theory suggest that you could have done to improve your chances of successfully completing the project? Provide specific suggestions.
Considering the above two answers, what was your level of motivation? Was it high enough to achieve your performance goals?
What were the chances that you would receive outcomes/rewards that you valued had you successfully completed the project? Use a 1–5 scale from (1) Very Low to(5) Very High.
Considering this project, what would you estimate was your expectancy for successfully completing the project? Use a 1–5 scale from (1) Very Low to (5) Very High.
Does the level of fairness correlate to your work attitudes such as job satisfaction and organizational commitment?
Given that flourishing is related to satisfying higher-order needs, what can you do to increase your level of satisfaction for higher-level needs?
Which ones are most important for your success in school? How about in terms of your current/last/most-desired job?
Which ones have your highest levels of need satisfaction?
Are any of the needs affecting your level of flourishing (flourishing is discussed in Chapter 7)? Should you make any changes in your need states?
Which of the three needs is/are helping you to achieve your goals?
Which of the three needs is dominant? Are you surprised by this result?
What is the potential impact of a manager’s lack of response to Scenarios 1 and 3? Explain.
Which scenario generated the most emotion and disagreement? Explain why this occurred.
What was the recommended response for each scenario?
How do I tend to interpret employee performance?
How can I use knowledge of stereotypes to make better decisions and manage more effectively?
How does the perception process affect the quality of my decisions and interpersonal relationships?
Consider the person with whom you have the most difficulty working. Which dimensions of diversity may contribute to this bad relationship? What can you do to improve the relationship?
Which diversity dimensions have the greatest influence with respect to the quality of your interpersonal relationships?
Based on these scores, what advice would you give to the person in charge of human resources at the company you evaluated?
What were the three highest- and lowest-rated survey items? What does this tell you about your employer?
Based on your results, what can you do to improve your satisfaction associated with working with older employees?
What is your level of satisfaction working with older employees?
What is your attitude about working with older employees? Are you surprised by the results?
What else would you recommend as a solution to cure the skills gap?
How valuable do you see each of the specific efforts to reduce the skills gap identified above?
Are you hopeful that the United States can regain its dominance in human capital?
Based on this attribution, what should you say or do to ensure that this type of behavior does not happen again?
Use Kelley’s model to identify whether the unexpected behavior was due to internal or external causes.
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