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One task is to hire for a middle-management position in your marketing and website development department. The pay is lower than comparable levels of the same position in the business environment, but the salary is not bad. The nonprofit tends to recruit outsiders for upper-level positions, which are easily filled by applicants with the credentials and motivation to make a name for themselves. Even though volunteers are applauded for their work more than employees, most employees are dedicated and generally exhibit pleasant dispositions. The offices are neat, tidy, and comfortable with a well-lit parking lot and a bustling atmosphere. The organization does a poor job of using worker's skills, assigning tasks regardless of ability. Upper management has a tendency to micromanage, which hinders output at times. There are three applicants interested in the middle- management position. The first is a recent college graduate who likes his current job and current supervisor but would like to add this job to his rsum. The second applicant worked, until recently, as a middle manager in the fast-food industry but is currently desperate for a job, any job. The final applicant is currently in upper management in the business sector but wishes to work her preretirement years at a slower pace and the organization is a personal interest of hers. Now answer the following questions: 1. For the first task of hiring for a middle management position, which specific values will the position satisfy for each applicant? (30 points, 10 for each candidate) 2. Also, for the first task, predict which applicant will find the most satisfaction, and stay the longest in the position if hired? Support your prediction. (5 points)