Study Guide: Final Exam
231 Cards in this Set
| Front | Back |
|---|---|
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____ forces are at odds with _____ forces in implementing change.
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Driving, restraining
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(Agreeable&extrovert/not agreeable&introverted) people negotiate better
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Not agreeable & introverted
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(Distributive/integrative) bargaining is friendlier and geared towards long-term relationships
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integrative
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Accomodating is (assertive/unassertive) and (cooperative/uncooperative).
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unassertive, cooperative
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Action-research (uses/does not use) a change agent.
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uses
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After two organizations merge, conflicts arise because of differing organizational cultures. This exemplifies organizational culture as a ______
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barrier to acquisition/merger
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Are training needs similar across cultures?
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nope - for example, high uncertainty avoidance cultures tend to be more safe, resulting in less need for safety training
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As simple structures grow, their inefficiency makes them transform into ______
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bureaucracy
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Avoiding is (assertive/unassertive) and (cooperative/uncooperative).
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unassertive, uncooperative
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Behavioral structured interviews specifically do what?
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They ask interviewees how they would behave in certain situations.
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Clearly, a positive culture has a myriad of benefits. Are there any disadvantages?
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if the culture is too strong, it becomes coercive which leads to dissatisfaction from members who resist conformity
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Collaborating is (assertive/unassertive) and (cooperative/uncooperative).
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assertive, cooperative
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Collectivist societies are more ______ while individualistis are more ______ during negotiations.
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avoiding and compromising; open and direct
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A company that allows an employee into the culture "when he/she is ready" has a (fixed/variable) metamorphosis period.
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variable
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A company where the decision making is at low-level management is
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decentralized
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A company where the decision making is at top-level management is
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centralized
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Compromise is (good/bad) in integrative bargaining. Why?
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bad. both parties must creatively work towards a win-win outcome
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A conflict (must/sometimes/never) involve(s) more than one individual.
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must
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Culture (does/does not) affect negotations
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does
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Define conflict management.
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techniques for de-escalating conflicts
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Define institutionalization and its impact on an organization
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it's when an organization's culture is valued more than the organization's produced goods/services. This creates a larger focus on culture maintenance which impedes innovation
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Define negotiation
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how two parties allocate scarce resources
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Define organizational culture
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Shared values and meanings held by members that distinguishes the organization
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Define process conflict
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conflict over how work should be done
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Define resistance point
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the least one can receive in a negotiation in lieu of declining the negotiation altogether
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Define socialization in the context of sustaining an organizational culture.
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helping new employees adapt to the organization's culture
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Define target point
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one's ideal outcome in a negotiation
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Describe a boundaryless organization
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They're organic and organized around core processes (product development/sales). They use multidiscipline teams to manage processes and communicate through networked computers.
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Describe the encounter phase of socialization.
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it's when a new employee compares his/her expectations of what the organization is like with what the organization is in reality.
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Describe the five steps of action research.
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diagnosis - figure out what's wrong, analysis - figure out primary concerns/possible actions using the diagnosis, feedback - share findings with employees and come up with actions to take, action - physically carrying out the proposed plan, evaluation - compare results with initial condit…
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Describe the managed view of conflict
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Conflict ultimately will affect relationships, so managers must focus on developing resolution strategies and facilitate open discussions
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Describe the shift in performance appraisal that has taken place over the last century.
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Appraisals now come from individuals other than the manager and the appraisee is now an active participant instead of a mere recepient. It is given without a periodic time period, depending on the purpose (newcomes get more, oldtimers get less). It is now a negotiation of reality rather t…
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Describe the shift in rewards that has taken place over the last century.
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The biggest change is that it has become more open while it has been secretive in the past. More people are involved rather than the traditional top-down approach. Business success is playing a larger role in supplementing individual merit (gainsharing for instance). It is skill-based rat…
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Describe the shift in selection process that has taken place over the last century.
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Applicants themselves play a much larger role in deciding whether or not to take the job. Interviews and open exchanges of information is more valued than tests, and the ability to learn/work in a team and the need for involvement/challenge is has higher value than the ability to do the j…
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Describe the shift in training & development that has taken place over the last century.
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Training is now more focused on broader skills rather than specific job-oriented skills. It is ongoing and intense instead of a one-time thing and it's to facilitate change and develop employees more so than to enable people to perform a task. Many new methods have been developed such as …
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Describe the shift in union-management relations that has taken place over the last century.
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The nature of the relationship has become more collaborative than adversarial. Cooperative alliances have formed in supplement to collective bargaining and the balance of power is symmetrical rather than asymmetrical. Mediations, arbitrations, and compromises play a larger role than strik…
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Describe what providing protective mechanisms for ethical behavior means.
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it's letting employees discuss ethics without fear of reprimand
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Do high power cultures place more emphasis on corporation prestige/reputation?
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Yep
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Do moods affect negotiations? Why or why not?
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Yep, because an angry boss is a more powerful boss in a negotiation
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Drug tests and medical evaluations are a part of the ______ stage of the employee selection process.
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contingent selection
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During what phase of the negotiation process does the gruntwork of giving, taking, and working out a solution take place in?
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bargaining and problem solving phase
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Entrepreneurs prefer ____ structure.
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simple
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The environment and how positive or negative people feel in an organization is called
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Organizational climate
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Expand BATNA and explain its usage
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Best alternative to negotated agreement - it's what the alternative would be if the negotiation fails. Anything higher than the BATNA is fair game
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Explain economic, political, and technological factors as an environmental source of stress.
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Economic factors are how the economy in general is performing, political factors are the nation's political stability, and technological changes are new innovations that could make some jobs obsolete
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Figuring out who, where, when, and determining what happens if an impasse occurs is a part of the ____ phase of the negotiation process
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Definition of ground rules
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Getting everyone to do a survey and grouping the results into "families" based on manager subunits in order to find out what issues are there/what changes need to be made is called
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Survey feedback
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Give an example of ethical training.
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seminars/workshops/other programs to promote ethical behavior
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Give at least 4 examples of third party negotiators.
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mediators, arbitrators, conciliators, consultants
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Give at least four types of evaluation methods.
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written essay, critical incident, graphic rating scales, behaviorally anchored rating scales, forced comparisons
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Give five functions of organizational culture
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allows for a distinction between organizations, creates a sense of identity, allows for commitment beyond individual self interest, enhances stability, and is a sense-making/controlling tool that shapes attitudes and behaviors
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Give five organizational structure designs
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Simple structure, matrix structure, bureaucracy, virtual organization, boundaryless organization
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Give four cons of organizational culture
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Institutionalization, barriers to change, barriers to diversity, barriers to acquisitions/merges
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Give four types of written tests
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Intelligence, personality, integrity, interest
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Give in detail the process of forming organizational culture.
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The values of founders are transmitted over time through a selection criteria that hires people would would fit into the culture. They are then socialized under the influence of top level management to create organizational culture.
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Give the 7 aspects that determine organizational culture (Hint: Isotope/AISATOP)
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Attention to detail, innovation/risk taking, stability, agressiveness, team orientation, outcome orientation, people orientation
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Give the steps in the action-learning cycle
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Taking action/implementing change ; collecting relevant information ; diagnose progress ; modify how change is implemented
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Give two pros and cons of boundaryless structures.
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They are highly business focused and flexible which reduces control/coordination costs, but they're difficult to implement, require new skillsets/methods, and new information technology.
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Give two pros and cons of matrix structures.
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They can coordinate across multiple products and efficiently use specialists, but there are power struggles/confusion and more stress.
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Giving every member of an organization a copy of a detailed code of ethics uses the ______ method of creating an ethical organizational culture.
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Communicate ethical expectations
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High performing organizations have ten qualities. List em' out.
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Flat organizational structure, self-managed teams, open/distributed information, strong and egalitarian culture, employee empowerment in decision-making, continuous learning, culture driven recruitment/selection, visionary leadership, performance and skill-based rewards, plenty of workfor…
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How are champions affected across cultures?
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Champions change their behavior to reflect their culture's values
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How can you improve your chances of successfully engaging in distributive bargaining?
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Impose a deadline, and use the anchoring bias to your advantage
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How do you create a learning organization?
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Change strategies to reflect commitment to innovation & improvement, change the organizational structure by flattening/cross-functional teams/etc, reshape the organizational culture
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How do you evaluate someone based on critical incidents?
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Using specific instances of behaviors that were efficient/inefficient to provide feedback and evaluation
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How do you evaluate the effectiveness of a training?
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Student satisfaction, amount learned, application of training to job, financial return on training investment
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How does an individual manage stress?
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Physical exercise, relaxation techniques, social support networks
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How does an organization help employees manage stress?
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Selection & placement of individuals who respond well to stress, training people to increase efficacy/reduce stress, setting goals to motivate employees more, redesigning jobs so they're more interesting and autonomous, increasing employee involvement in decision making, organizational co…
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How does stress change across cultures?
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Different cultures have different sources of stress to varying degrees of intensity.
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How does top level management contribute to the sustenance of an organization's culture?
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They establish norms that filter down to influence the organization's culture
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How jobs in a company are formally grouped, divided, and coordinated is called
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Organizational structure
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How standardized a job is in an organization is called
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Formalization
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How wide or lean a company structure is referred to as its
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span of control
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How would human resources contribute to an innovative culture?
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By promoting training of employees, giving high job security (so people don't fear getting fired from making a mistake) which leads to idea champions.
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In negotiations, what is the idea of the fixed pie?
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it is how an advantage for one correlates to a disadvantage for the other, hence the negotiation is like splitting a pie
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In the five steps of conflict process, describe how personal variables are a potential for incompatability
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An inherent dislike for someone else, or someone's emotions/mood is a potential cause of conflict.
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In the five steps of conflict process, what are the three aspects of potential opportunities/incompatability?
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Communication, structure, personal variables
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In the five steps of conflict process, what is the behavior step?
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It's when the conflict is visible, and how people behave
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In the five steps of conflict process, what is the structural aspect of potential oppositions/compatability?
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the innate potential for conflict due to the nature of the organizational structure - accounting's role of budgeting conflicts with marketing's need for more spending
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Instead of having one dude build a car, we have 100 of them work on it at once, each working on only once part. This is called
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work specialization
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Is education a universal qualitification across all nations?
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yep
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Is the recruitment/selection process different or similar across nations and cultures?
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Different
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Is work-life conflict an issue important enough for corporations to devote time and resources to?
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yep
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The issue with today's management is that it seeks to solve problems rather than emphasize employee's positives. This organizational development strategy seeks to fulfil a dreamed vision of the company's future in a positive manner
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Appreciative inquiry
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Just like how the army has a formal level hierarchy, companies do too. This is called the
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Chain of command
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A manager who rewards more than punishes will frequently engage in what act?
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Praise
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Manipulation and cooptation is a way of attaining change. What does this involve?
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Spreading false rumors to get change to happen. cooptation is getting the leader of the resistance to change to endorse the change.
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The matrix structure combines what two departmentalization methods?
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Product and function
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Matrix structures are (organic/mechanistic)
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Organic
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Mechanistic structures have ____ formalization and are (centralized/decentralized)
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High, centralized
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Mechanistic vs organic - contrast.
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Mechanistic structures are highly formalized and centralized while organic structures have low formalization and are decentralized.
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Mediators are effective up to (high, moderate, low) levels of conflict
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moderate
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Members of Royco feel united under the organizational culture because they have their own unique jargon. This method of spreading organizational culture is called ____
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language
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The military has a (formal/informal) and (individual/collectivist) approach to metamorphosing employees in the socialization phase.
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formal and collectivist
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Most firms today know what their issues are and how to address these issues. What's holding them back?
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People simply don't want to change their habits and various other organizational factors hold back change
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The most standardized management structure is the
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bureaucracy
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Name and describe the four steps to appreciative inquiry
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discovery - find organization's strengths, dreaming - speculate on company future based on discovery phase, design - find a common vision for the company's future, destiny - figure out how to fulfill that dream.
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Name the six aspects of organizational structure (hint SF DC WC)
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span of control, formalization, departmentalization, chain of command, work specialization, centralization
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Not picking someone multiple levels up the chain of command as evaluator, and instead picking someone who would understand the employee being evaluated is ____
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evaluating selectively
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On the conflict intensity behavior continuum where the bottom is minor disagreements, functional conflict rests on the (bottom/middle/top) of the continuum
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bottom
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Organic structures have ____ formalization and are (centralized/decentralized)
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low, decentralized
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An organization's employees chant every week to reinforce organizational culture. This is a _____.
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ritual
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An organizational culture that does not support the organization's effectiveness is a barrier to _____
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change
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Organizational development (uses/does not use) a change agent.
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uses
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Organizational development is
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a collection of change methods that seeks to improve organizational effectiveness and employee well-being
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The paradox of encouraging diversity while encouraging homogenous company culture is a ______
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barrier to diversity/drawback of organizational culture
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Process consultation is
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getting an outside consultant to jointly make a decision on what needs to be addressed
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Rating someone's behaviors on a continuum is the _____ evaluation method.
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behaviorally anchored rating scale
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Rating someone's productivity, quality of work, depth of knowledge, etc, on a continuum is the _________ evaluation method.
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graphic rating scales
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Resistance to change comes from individual and organizational sources. What are some individual sources?
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force of habit, security, economic factors, fear of the unknown, selective information processing
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Resistance to change comes from individual and organizational sources. What are some organizational sources?
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structural inertia (built in organizational mechanisms), group inertia, limited focus of change, threat to expertise, threat to established power relationships
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Self-managed teams are hard to measure individually. How would you measure the performance of an individual on a team?
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base from observations on behavior
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Simple structures are (organic/mechanistic)
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organic
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The smallest management structure is the
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simple structure
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Spirituality leads to humanistic work practices. What does this mean?
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flexible work schedues, group/organization-based rewards, less pay/status differences, worker rights and empowerment, job security
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Strategy is a factor that determines organizational structure - give some examples of what this means
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innovation vs imitation, degree of cost minimization
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Stressors (are/are not) additive.
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are
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A strong culture is _____ and _____.
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intensely held and widely shared
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The structure that breaks the unity of command rule that combines function and product departmentalization is called the
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matrix structure
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A tactic to overcome change is to build support and commitment in employeees. How is this achieved?
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Counseling, therapy, short paid leaves.
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Techniques of de-escalation of conflict are called
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conflict management
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There are three essential aspects of an organization that promotes innovation. What are they?
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structural variables, culture, human resources
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This organizational structure places heavy emphasis on negotiation and collaboration in order to succeed.
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matrix structure - in order to mitigate power struggles
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The traditional view of conflict believes that
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conflict is always bad and dysfunctional
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Unit of command is broken by what organizational structure?
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matrix structure
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Unity of command states that
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each worker should have one and only one supervisor
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Using due process to improve the evaluation process is basically
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letting the employee being evaluated what was expected, presenting evidence that backs up the evaluation, giving a final decision
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Virtual organizations are (organic/mechanistic)
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Organic
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Wellness program seek to
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Help individuals improve personally, ie fix smoking/alcohol practices
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What are demands and resources?
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Demands are responsibilities, pressures, ambiguities while resources are the tools available to meet those demands
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What are four organizational development interventions? Explain them.
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Human processing - team building/conflict resolution, technostructural - job enrichment/employee empowerment/organizational design, human resources - gainsharing, career development, strategic intervention - organizational transformation, strategic alliances
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What are four types of change, and classify them as reactive/anticipatory; incremental/revolutionary
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Adaptation(Reactive/Incr), re-creation (reactive/Revolu), fine-tuning (anticip/Incr), transformational (anticip/revolu)
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What are four ways that organizational culture is spread?
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Stories, rituals, material symbols, language
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What are six methodologies of organizational development? (SPAITS)
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Sensitivity training, survey feedback, process consultation, team building, intergroup development, appreciative inquiry
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What are some behavioral symptoms of stress?
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Reduced productivity, turnover, absenteeinsm, eating/smoking habit changes
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What are some factors that cause change?
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The changing nature of the workforce, technological changes, economic shocks, changes to the competition, social trends, world politics
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What are some individual differences on the impact of stress? Explain why.
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Perception - people see sources of stress differently, experience - veterans learn to cope with stress better, social support - relationships with colleages, personalities - type A and workaholics are especially prone to stress
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What are some issues that prevent organizational development's application worldwide?
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Cultural/national differences, political change and ethics control
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What are some negative repercussions of conflict?
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Creates stress and diminishes trust, cohesion, and respect within the group
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What are some of the intricate models or methods used for implementing change?
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Lewin's three-step model, Kotter's eight-step plan for implementing change, action-research, organizational development
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What are some personal factors that cause stress?
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familiy issues, financial issues
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What are some qualities of an idea champion?
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high in confidence, energy, risk-taking
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What are some self design strategies?
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understand that there are many stakeholders with conflicting interests. innovation must be based on the company rather than using other company's methods. learn by doing/tolerate mistakes. continuous push for change and improvement. all this needs to finally be a part of the organization'…
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What are some tactics used to overcome change?
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education and communication, participation, building support and commitment, developing positive relationships, implementing change fairly, manipulation and cooptation, selecting people who accept change, coercion
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What are the 5 types of departmentalization methods?
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function, product, geography, process, customer
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What are the differences between functional and dysfunctional conflict?
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Functional supports the goals of the group and improves performance while dysfunctional lowers performance.
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What are the five common focuses of training?
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basic literacy skills, technical skills, interpersonal skills, problem solving skills, ethic
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What are the five conflict handling intentions? (hint: AACCC)
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competing, collaborative, avoiding, accomodating, compromising
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What are the five principals of creating an ethical organizational culture?
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visible role model, communicate ethical expectations, reward ethical behavior/punish unethical behavior, provide protective mechanisms, ethical training
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What are the five steps of the conflict process?
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Potential opposition or compatability, cognition and personalization, intentions, behavior, outcomes
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What are the five steps of the negotiation process?
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Preparation and planning, definition of ground rules, clarification and justification, bargaining and problem solving, closure and implementation
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What are the five variables of metamorphosis?
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formals vs informal, individual vs collective, fixed vs variable, investiture vs divestiture, serial vs random
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What are the four factors that determine organizational structure?
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Strategy, size, technology, environment
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What are the steps to strategic change?
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felt need -> vision -> action learning process
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What are the three phases of the employee selection process?
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initial selection, substantive selection, contingent selection
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What are the three stages of socialization?
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prearrival, encounter, metamorphosis
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What are the three steps to Lewin's three-step model?
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unfreezing, movement, refreezing
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What are the three types of conflicts?
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Task, relationship, process
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What are the three views of conflict?
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Traditionalist, managed, interactionist
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What are the three ways to sustain an organization's culture?
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selection, behavior of top management, socialization
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What are the tradeoffs of work specialization?
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Increased productivity for worker boredom/dissatisfaction
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What are the two dimensions of the intentions step of the conflict process?
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cooperativeness and assertiveness
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What are the two types of bargaining methods?
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Distributive and integrative
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What are the two types of conflicts under the cognition and personalization step of the conflict process?
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perceived and felt conflict
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What are the values of organizational development?
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respect for people, trust and support, power equalization, confrontation, participation
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What are three aspects of environmental factors that contribute to stress?
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economic, political, and technological factors.
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What are three demands from organizations that cause stress? Explain them.
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task demands - job design/working conditions/etc, role demands - expectations that may be hard to meet, interpersonal demands - the lack of social support or negative co-worker/supervisor behavior
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What are three elements of a background check
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letters of recommendations, credit history, criminal record
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What are three elements of organizational culture?
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values, beliefs, norms
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written tests, performance simulation tests, interviews
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written tests, performance simulation tests, interviews
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What are three positive effects of functional conflict?
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increased creativity, performance, interest, and curiosity
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What are three sources of stress?
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environmental factors, organizational factors, personal factors.
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What are three types of symptoms resulting from stress?
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physiological symptoms, psychological symptoms, behavioral symptoms.
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What are three ways of creating a positive culture?
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build on employee strengths, promote personal growth, reward more than punish
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What are three ways of improving evaluations?
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multiple evaluators, evaluate selectively, due process
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What are two personality types that are especially prone to stress?
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Type A and workaholics
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What are two pros and cons of bureaucracies?
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efficient and low in labor costs, but inflexible/rule bound and has coordination problems
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What are two pros and two cons of simple structures?
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they are inefficient and wholly dependent on the decisions of the owner, but they are cheap and flexible
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What distinguishes integrative bargaining from distributive bargaining?
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Integrative bargaining has much more collaboration/information sharing, and is geared for a long term relationship whereas distributive bargaining always has a loser
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What do arbitrators do?
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they dictate an agreement to a negotiation
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What do conciliators do?
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They pass messages between two parties
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What do evaluators look at to make their decision?
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individual task outcome, behaviors, traits
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What do mediators do, and how do they do it?
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they facilitate negotiations by being neutral and providing reasoning/persuation
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What do third party negotiation consultants do?
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They facilitate, encourage problem solving and improve relations
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What do you do during the planning and preparation phase of the negotiation process?
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Understand the goals and background of both your and the other party.
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What does continuous cycling of the action-learning cycle create?
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improved performance over time
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selecting/hiring individuals who are likely to fit into the culture
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selecting/hiring individuals who are likely to fit into the culture
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What does USC's center for effective organization do?
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action research with organizations to make improvements and generate new knowledge.
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What does workplace spirituality lead to?
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strong sense of purpose, trust and respect, humanistic work, tolerance of employee expression
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What happens during the initial selection stage of the employee selection process?
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application forms and background checks
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What is 360 degree evaluation?
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Evaluation based on evaluations from everyone - boss, peer, client, etc.
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What is a change agent?
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Someone who sees a future for the organization and is motivated to invent and implement this vision.
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What is a con of using an arbitrator as a 3rd party negotiator?
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the issue may resurface later since people may feel angry or wronged
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What is a learning organization?
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An organization with the capability to continuously adapt and change.
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What is a sabbatical?
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volutary extended leave
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What is an idea champion?
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An idea champion is someone who enthusiastically promotes an idea.
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What is the advanced version of Lewin's three-step model?
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Kotter's eight-step plan for implementing changes
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What is the clarification and justification step of the negotiation process?
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It's when parties explain, justify, bolster, and amplify their original demands
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What is the difference between manipulation, cooptation, and coercion as a means of overcoming barriers to change?
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manipulation is using false rumors, cooptation is getting resistance leaders to agree, and coercion is using real threats to get change (difference is that if agreement is not reached, then the threats will be implemented)
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What is the final step of the conflict process, and what are the two parts of it?
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outcomes - functional and dysfunctional outcomes
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What is the organizational behavior definition of stress?
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Stress is basically the result of an important opportunity/demand that has an uncertain outcome (like a test)
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What is the serial vs random variable of the metamorphosis phase of socialization?
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it's whether role models are provided or withheld
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What is the third step of the conflict process? Describe it.
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intentions - it's how people plan on acting/handling the conflict
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What is the traditional change method and what are its drawbacks?
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it is a management initiated/controlled process focused on problem solving and expert analyzing/designing solutions and managers implementing the solution. It has conflicts between the expert and the managers, employees don't buy into the solutions, it's too rigid/not adaptive, has limite…
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What is the type of evaluation method that is relative, and compares employees?
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forced comparisons
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What third party negotiator is best for improving long-term relations?
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consultant
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What three behaviors are used to evaluate performance?
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task performance, citizenship, counterproductivity
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What three issues does a learning organization solve?
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fragmentation which is specialization separating a company into warring factions, competition which undermines collaboration, reactiveness seeks to solve problems instead of creating new ideas.
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What type of off the job training method is gaining popularity today?
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online training
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What type of organizational structure is ideal for innovation?
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an organic structure with low centralization/hierarchical power difference, low formalization. Long management tenures and abundant resources also contribute to an innovative environment
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What types of projects does the USC Center for Effective Organization do?
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strategic change, designing high-performing organizations, teambased organizations, new rewards/selection processes, organizational learning
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What would a culture that promotes innovation look like?
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It would encourage experimentation and reward success and failure
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What's the difference between challenge and hindrance stressors?
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challenge stressors come from workload/pressure to finish a task/time constraints while hindrance stressors are external forces that prevent you from achieving a goal, ie red tape, politics, role ambiguity.
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What's the difference between culture and formalization?
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formalization is a standard enforced by managers while culture is socially enforced
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What's the difference between dominant and subculture?
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The dominant culture is the majority's core values while subcultures share the majority's core values while having their own group-specific culture
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What's the difference between group order ranking and individual ranking?
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Individual assigns each employee a rank while group order ranking ranks groups of employees
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What's the difference between incremental and revolutionary change?
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Revolutionary change affects the company's fundamentals while incremental change does not.
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What's the difference between intergroup development and team building?
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team building is a high-interaction group activity used to build trust/openess in a group while intergroup development seeks to allow various departments to understand each other and move past stereotypes.
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What's the difference between investiture and divestiture?
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investiture values employee's prearrival values and allow him/her to keep some of these values while divestiture focuses on changing a new employee to fit a specific role
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What's the difference between perceived and felt conflict?
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Perceived conflict is understanding that there is a conflict but not reacting while felt conflict is a physical/emotional response to conflict
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What's the difference between reactive and anticipatory change?
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anticipatory change anticipates a change that needs to take place in the future while reactive change happens to address an issue that is occurring
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What's the difference between single and double loop learning?
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single loop learning applies past routines to fix issues while double loop seeks to modify objectives/routines to correct errors.
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closure and implementation; formalize an agreement via contract, handshake, etc.
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closure and implementation; formalize an agreement via contract, handshake, etc.
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Where can change take place in an organization?
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structure, work design, culture, information systems, human resources
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Where does company culture usually originate from?
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The founder(s)
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Whether or not a company has a corporate jet/lush or barren offices spreads organizational culture. These are examples of ______
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material symbols
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Who does the evaluating?
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traditionally the supervisor, but in recent times due to self-managed teams, peer review is becoming more common. Furthermore, 360 degree evaluations are becoming more popular
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Why do managers dislike giving negative feedback, and how can you help alleviate this issue?
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people naturally don't like giving negative feedback, employees become defensive, employees evaluate themselves higher than their supervisor. Training managers on constructive feedback would improve the process
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Why would a company use performance evaluations? Give at least four reasons.
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helps make human resource decisions, pinpoints employee skill strengths/weaknesses, provides feedback, is a basis for reward allocation
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Work samples and assessment centers are a types of ______ tests.
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performance-simulation
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Workplace spirituality recognizes that
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people have an inner desire to meaningful work and purpose
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Study Guide: Final Exam