Organizational Behaviour 1st Edition Mitchell J. Neubert, Bruno Dyck, Mary Waller, Thomas Medcof - Solutions

Discover comprehensive support for "Organizational Behaviour 1st Edition" by Mitchell J. Neubert, Bruno Dyck, Mary Waller, and Thomas Medcof with our expertly crafted solutions. Access an online answers key and solutions PDF to tackle challenging textbook questions. Benefit from our detailed solution manual, offering solved problems and step-by-step answers to enhance your understanding. Our test bank and chapter solutions are designed to assist both students and instructors alike. Explore our instructor manual for additional insights and enjoy the convenience of free download options for seamless learning.

What should be the most important factors in choosing a selection method?Explain your answers.
What selection methods are most valid?
Should employers test employees for drugs? Why or why not?
Are integrity tests fair and accurate? Explain your answer.
In your class, your professor will probably ask you to take the Employee Personality Inventory in your workbook. After you do, consider whether or not you want your job performance to be judged based on the results of such a test. Would you say that this test would fairly predict your ability to
Does it accurately portray how you would fit into an organization’s culture or how you would get along with others? If it doesn’t accurately portray you, would you then say such a test is unethical?
Should the tests be better regulated? Are companies right in using them in their selection process?Do you see any other ethical concerns related to using personality tests?
Is there a fairer and more ethical way for companies to determine if applicants will fit into the organizational culture and get along with others?
Do you agree with New London’s reasoning about being “too bright”?
Do you agree with the judge’s decision that it was not discriminatory to not hire people who are highly intelligent? Why or why not?
How would you have determined the cognitive ability requirements for this job?
What do you think is the most important purpose for performance appraisal?Why?
What problems might result from using a 360-degree feedback system?
The chapter mentioned a variety of ways to measure performance. Which one do you think is the best? Why?
What do you think is the best way to communicate performance appraisal results to employees?
Is the employment-at-will doctrine a good idea? Why or why not?
What are other ethical dilemmas in the at-will doctrine?
Which argument do you agree with: that of critics of the doctrine or supporters?
Are there other limitations that should be imposed on the doctrine, other than those outlined in your textbook, that would make the doctrine more ethical, and therefore, fairer?
Do you agree that having different laws for public and private sector employees (at will versus for just cause) is fair?
How could the store have better handled the termination? Should the three employees have been fired?
What could Kohl’s have done to have prevented the situation in the first place?
What could the employees have done differently?
In what type of situations is training most useful? Least useful?
What motivates employees to learn during training sessions?
What would be the best training technique for teaching computer skills? What would be the best technique for customer service skills?
Do all new employees model the behavior of more experienced employees? Why or why not?
Why would measures of employees’ attitudes about a training program and measures of actual learning be different?
What are some of the other ethical concerns of using roleplays to teach skills?
Do you think organizations should implement policies on the type of strategies trainers can use when conducting training?
Should role-plays be a mandatory part of training?
If you were in charge of training, how would you develop a training program that would reduce the number of transaction errors?
How would you evaluate the success of your training program?
Are some employees “destined” to always be dissatisfied with their job? Why or why not?
What do most employees value and need in a job?
Is it possible to treat all employees equitably? Why or why not?
What is the best way to improve employee attendance?
Which measure of job satisfaction is best? Why?
On the basis of what you learned in this chapter, what interventions would you make to reduce management turnover?
How would these interventions be different if you were trying to reduce nonmanagerial turnover?
Why do people hate to communicate bad news?
When is email an inappropriate method of communication?
What is the best way to stop a rumor?
Which is most important: nonverbal cues, paralanguage, or the actual words chosen to communicate? Why?
Can people be taught to be effective listeners? Explain your answer.
How can you use the knowledge of why people join groups to increase group effectiveness?
When are interacting groups better than nominal groups or individuals?
Why does the presence of others cause increased performance in some situations and decreased performance in others?
When can a group be too cohesive?
How do we build effective teams?
How are mediation and arbitration different?
Why are some people more affected by stress than others?
What job characteristics are most likely to result in high levels of stress?
Why should organizations be concerned about employee stress?
How much attention should organizations pay to noise and temperature?
Do stress management techniques actually work? Why or why not?
Why does workplace violence occur?
Do you have a favourite seat in the classroom or lunch cafeteria or at your family dinner table?
What might your seating patterns say about you and your friends and family?
Predict what would happen if you were to sit in a different position than you normally do. Try it out and see if your prediction was right.
Do you know students or others who have worked and lived in a foreign country for an extended period of time? What were some challenges and joys for them when they were communicating overseas?
Do you have a friend or classmate from another country or culture? What lessons have you learned about cross-cultural communication from interacting with his or her?
What can people do to improve cross-cultural communication within organizations?
Think about experiences you have had in the workplace or in the classroom when you received or provided bad news.Was the news communicated face-to-face, by telephone, or electronically?
In what situations would you find the in-person approach to be the most appropriate, and when would you prefer another method?
What relevant advantages and disadvantages did you consider?
Without giving specific examples, how many times have you sent an impulsive message that you regretted later?
Do you think the frequency with which you do so has a negative influence on your job or the classroom?
What suggestions do you have for employers (and classroom instructors) regarding this issue?
In our shrinking global village, international job postings are becoming increasingly commonplace. Sending people to work abroad is a way for knowledge to travel both ways across borders and cultures. Do you agree that people going overseas should expect to learn more than they will teach?
Do you think the emphas is on feedforward commun ication is more important in cross-cultural settings than it is when communicating with people who share a common culture and language? Explain.
What do you think should be selection criteria used by organizations that place teachers abroad? What are the key personality traits they should be looking for?
What is the difference between treating contextual features as"noise" that hampers the communication process versus thinking of them as "diversity" that enhances the communication process?
Think of a time when you experienced "collective decoding"that is, when your own understanding of a message was enhanced because you were interpreting it with others. Was the sender of the message part of the process of decoding it? Do you think the message you understood after this process was
Explain the difference between rich and lean communication media. Which criteria should be used to select a medium for a given message?
Which role was easier to play: that of active listener or the person sending the message?
How did you feel when the person listening to you showed understanding or misunderstood you?
What did your classmate's feedback help you to learn about how to communicate better in the future?
What cou Id you do to become a better I istener?
How did the presence of the empty chair influence discussion?
How did the practice of deliberately hearing the stakeholder's voice change the group's views or your views on the topics being discussed?
Consider a time when you were highly motivated to do a job or achieve a goal. Why were you so motivated?
Think about a time when you were not motivated. Why were you not motivated? What changes, if made, would have motivated you more?
Do you think others would have experienced similar levels of motivation in these two situations? Why or why not?
Consider a time when you were working with or for someone to achieve a goal. What kind of help or information did you need to succeed?
How did (or would) a lack of access to these resources impact your motivation?
What would you have changed in the situation, if anything, in order to be more motivated to attain the goal?
Is your motivation as a student more intrinsic or extrinsic?
Think about your current or most recent job. Is/was your motivation there primarily extrinsic or intrinsic?
Can you think of something you used to do for the sheer fun ofit (intrinsic motivator) that you later started to get paid for(extrinsic motivator)? How did the addition of pay affect your motivation? What would happen to your motivation if you were no longer paid for that behaviour?
What possible drawbacks are there to relying on the extrinsic motivator of pay in organizations?
The careful reader wi ll note that the word " motivation" is not used once in this case, and yet the case is fu ndamental ly l i nked to motivation in the workplace. Use the previously discussed theories to exp lain how Heather Reisman motivates others at I nd igo.
Is conventional motivation theory or sustainable motivation theory used at I nd igo? How?
Would you be motivated to work for Heather Reisman? Why or why not?
Maslow's hierarchy of needs theory is a wel l-known theory What about it do you th ink fits with your motivational experiences? What about it does not?
Goal setti ng is a wel l-establ ished means to i mprove performance. What is your experience with goa l setti ng? When did it work or not work wel I for you?
Discuss why two people with simi lar abil ities m ight have very different expecta ncies for perform ing at a h igh level. What could you do as a manager to i ncrease workers' expectancies?
What was your reaction to the quote by David Bri nkley?
Do you th ink it appl ies to businesses or organ izations?
Did you fi nd it d ifficu lt to develop SMART2 goa ls? Expla in.

Showing 900 - 1000 of 1721

First
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
Last

Organizational Behaviour 1st Edition Mitchell J. Neubert, Bruno Dyck, Mary Waller, Thomas Medcof - Solutions

Step by Step Answers