This document provides information and instructions for students taking MGT 312, including assignment details and due dates. It announces practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and socialization. Students are instructed to complete assignments in Connect and notes that grades will be manually transferred to the course site. The document also provides links to additional class resources and materials.
The document provides information about various MGT 312 assignments for weeks 1 through 5 from the course website www.mgt312rank.com. It includes practice knowledge checks, assignments on topics like team dynamics and organizational culture, and links to additional course materials. Students are instructed to complete assignments in Connect and grades will be transferred manually by the instructor.
FOR MORE CLASSES VISIT
www.mgt312rank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments
This document provides information about assignments for an organizational behavior course (MGT 312). It includes practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and career development. Students are instructed to complete assignments in Connect and grades will be transferred to the course site manually by the instructor. The document provides due dates and notes that students have unlimited attempts for practice assignments.
This document provides information about assignments for MGT 312, including practice knowledge checks and assignments related to self-assessment, perceptions, motivation, and performance management. It discusses using a 3-step problem solving approach and organizing framework to motivate employees of Arrow Furniture. It also provides an example of coaching to improve time management and explains why coaching is important for managers.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete assignments and knowledge checks in Connect and grades will be transferred to the course site manually by the instructor. The document also provides information on accessing course materials through Connect.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete knowledge checks and assignments in the Connect platform by the given due dates, though instructors may manually transfer grades later. The document also provides context and instructions for applying concepts about perceptions, motivation, performance management, and coaching to a case study about a furniture company facing challenges.
For more course tutorials visit
www.tutorialrank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will
The document provides information about various MGT 312 assignments for weeks 1 through 5 from the course website www.mgt312rank.com. It includes practice knowledge checks, assignments on topics like team dynamics and organizational culture, and links to additional course materials. Students are instructed to complete assignments in Connect and grades will be transferred manually by the instructor.
FOR MORE CLASSES VISIT
www.mgt312rank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments
This document provides information about assignments for an organizational behavior course (MGT 312). It includes practice knowledge checks and assignments related to topics like teams, motivation, perceptions, and career development. Students are instructed to complete assignments in Connect and grades will be transferred to the course site manually by the instructor. The document provides due dates and notes that students have unlimited attempts for practice assignments.
This document provides information about assignments for MGT 312, including practice knowledge checks and assignments related to self-assessment, perceptions, motivation, and performance management. It discusses using a 3-step problem solving approach and organizing framework to motivate employees of Arrow Furniture. It also provides an example of coaching to improve time management and explains why coaching is important for managers.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete assignments and knowledge checks in Connect and grades will be transferred to the course site manually by the instructor. The document also provides information on accessing course materials through Connect.
This document provides information and instructions for students enrolled in MGT 312 regarding weekly assignments, practice knowledge checks, and other course materials. It outlines topics like informal groups, the three Cs of effective teams, distributive negotiation, types of trust, and group norms. Students are instructed to complete knowledge checks and assignments in the Connect platform by the given due dates, though instructors may manually transfer grades later. The document also provides context and instructions for applying concepts about perceptions, motivation, performance management, and coaching to a case study about a furniture company facing challenges.
For more course tutorials visit
www.tutorialrank.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded. These assignments have earlier due dates, so plan accordingly. Grades must be transferred manually to eCampus by your instructor. Don’t panic, this might happen after your due date.
For more classes visit
www.snaptutorial.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts
FOR MORE CLASSES VISIT
www.mgt312mentor.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded.
MGT 312 MENTOR Become Exceptional--mgt312mentor.comannebronte8
This document provides information and instructions for students taking MGT 312, including assignments, practice knowledge checks, and links to additional course materials. It outlines weekly assignments and notes that grades must be transferred manually and may be posted after the due date. It also provides information on completing assignments in Connect and mentions that some assignments have unlimited attempts while others only have one attempt.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Mgmt 591 entire course leadership and organization behavior kellerlaynepettus
This document provides an overview and purchasing information for an entire online course titled "MGMT 591 Entire Course Leadership and Organization Behavior Keller" from DeVry University. The course materials include several case studies, assignments, and assessments covering topics like building coalitions, resolving group project issues, leadership styles, organizational culture analysis, and leading organizational change. It provides summaries and instructions for several of the assignments, including analyzing a nonprofit and school partnership case study, addressing a "forgotten group member," and assessing differences between a company's preferred and ideal cultures.
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Setting goals is challenging as the goals must be wise and consider the organization's capabilities and market conditions. Goals should motivate employees and encourage sound decision making rather than risky behaviors. While SMART goals are useful for measurement, the fundamental question is whether the goal itself makes sense. Cascading goals from the organizational to individual levels is a start, but effective communication is also needed to ensure employees understand and can work towards the organization's overall strategy.
Website consultancy financial statement analysis a website consulIRESH3
The document contains two sample financial models - one for a website consultancy and one for a neighborhood cafe. The models project revenue and expenses over 12 months to determine profitability. Key assumptions are listed, such as the website consultancy charging 2-3x production costs and taking 3 months per project. The models illustrate how adjusting factors like new contracts or customer numbers impact cash flow and profits. Entrepreneurs use such models to plan their businesses.
CPS Project 2 Final (Formatted Draft 1)Kyle Weitzel
This document discusses a motivation analysis conducted for Coffee Waves, a local coffee shop, to help them retain high quality employees. Surveys of Coffee Waves employees found that while feedback was good, rewards were lacking. Specifically, employees felt rewards were not worth the effort, that favorites were played, and promotions were infrequent. The analysis concluded that Coffee Waves needs to better link intrinsic and extrinsic motivation by creating job descriptions, conducting evaluations, and providing meaningful rewards beyond praise to improve employee retention.
Chan Kee Tong introduced a new centralized procurement system but received few replies from purchasing managers. There were three main causes: lack of communication, lack of analytical skills, and poor teamwork. To address this, Chan should [1] discuss the current situation and create an improvement plan, [2] build a virtual team culture with the purchasing managers, and [3] discuss the new system and get feedback to complete arrangements before implementation. Developing effective communication and teamwork is critical to success.
Effective learners in action learning sets reviewMhmd Aljeemaz
The purpose of this study is to explore the article of learners in action effectiveness. And find out the problem on the context, besides I should go through the main issues and implications that affecting the practice, then connect the relationship between the organizational strategy with the problems and solutions of the article which we should understand the consequences for not taking these actions.
- Gerald and Jasmine Mortimer own an accounting firm that has been growing but their new employees lack motivation. Clients are threatening to leave due to poor performance and feedback.
- 10% of employees have increased their sick leave in the last year. The employees also cannot work efficiently in teams.
- To address these issues, the document recommends reimplementing benefits to motivate employees. It also suggests hiring human resources staff, team building activities, and rewarding high performing teams. This will improve motivation and performance while reducing sick leave.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
OL 215 Final Project One Milestone Two Guidelines and Rubric.docxcherishwinsland
OL 215 Final Project One Milestone Two Guidelines and Rubric
For this assignment, due in Module Three, you will submit a one- to two-page document that will provide a profile of your chosen successful company. This
milestone will serve as a rough draft and must cover the six critical elements described in Part II of Prompt I. You are expected to provide a minimum of two to
three sentences for each of the six critical elements: mission and vision, strategic management plan, organizational culture, decision making, principle of ethics,
and human resources. Instructor feedback should be applied to your Final Project One submission.
Specifically, the following critical elements must be addressed:
I. Profile of a Successful Company
a. Explain how the company has communicated its mission and vision within the organization. In other words, explain how the company
demonstrates the importance of the mission and vision to employees and other stakeholders.
b. Identify the role that management played in helping this company execute its strategic management plan. Justify your response. You could
consider including a specific example of a time when this management plan led the company to success.
c. Describe how management has helped to positively influence the organizational culture within this company. You could consider using some
specific examples, actions, or strategies that show how management has positively influenced organizational culture.
d. Explain management’s pivotal role in the decision-making process within this company. Be sure to include specific decisions made by
management based on principles of ethics. You could discuss specific decision-making models used by the company that may have helped the
company be successful.
e. Evaluate how the use of the functions of management within this company has adhered to the principles of ethics. You could consider how
using the functions of management while adhering to the principles of ethics may have impacted the employees of the company.
f. Explain how this company strategically uses human resources to develop its personnel. You could consider how this use of human resources has
enhanced the company’s business processes.
Guidelines for Submission: Final Project One Milestone Two must be one to two pages in length with double spacing, 12-point Times New Roman font, one-inch
margins, and citations in APA style.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Mission and Vision Explains how the company has
communicated its mission and
vision within the organization
Explains how the company has
communicated its mission and
vision within the organization but
details are either inaccurate or
cursory
Does not explain how the com.
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
For more course tutorials visit
www.newtonhelp.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded. These assignments have earlier due dates, so plan accordingly. Grades must be transferred manually to eCampus by your instructor. Don’t panic, this might happen after your due date.
For more classes visit
www.snaptutorial.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts
FOR MORE CLASSES VISIT
www.mgt312mentor.com
MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice assignments. The highest scored attempt will be recorded.
MGT 312 MENTOR Become Exceptional--mgt312mentor.comannebronte8
This document provides information and instructions for students taking MGT 312, including assignments, practice knowledge checks, and links to additional course materials. It outlines weekly assignments and notes that grades must be transferred manually and may be posted after the due date. It also provides information on completing assignments in Connect and mentions that some assignments have unlimited attempts while others only have one attempt.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Mgmt 591 entire course leadership and organization behavior kellerlaynepettus
This document provides an overview and purchasing information for an entire online course titled "MGMT 591 Entire Course Leadership and Organization Behavior Keller" from DeVry University. The course materials include several case studies, assignments, and assessments covering topics like building coalitions, resolving group project issues, leadership styles, organizational culture analysis, and leading organizational change. It provides summaries and instructions for several of the assignments, including analyzing a nonprofit and school partnership case study, addressing a "forgotten group member," and assessing differences between a company's preferred and ideal cultures.
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Setting goals is challenging as the goals must be wise and consider the organization's capabilities and market conditions. Goals should motivate employees and encourage sound decision making rather than risky behaviors. While SMART goals are useful for measurement, the fundamental question is whether the goal itself makes sense. Cascading goals from the organizational to individual levels is a start, but effective communication is also needed to ensure employees understand and can work towards the organization's overall strategy.
Website consultancy financial statement analysis a website consulIRESH3
The document contains two sample financial models - one for a website consultancy and one for a neighborhood cafe. The models project revenue and expenses over 12 months to determine profitability. Key assumptions are listed, such as the website consultancy charging 2-3x production costs and taking 3 months per project. The models illustrate how adjusting factors like new contracts or customer numbers impact cash flow and profits. Entrepreneurs use such models to plan their businesses.
CPS Project 2 Final (Formatted Draft 1)Kyle Weitzel
This document discusses a motivation analysis conducted for Coffee Waves, a local coffee shop, to help them retain high quality employees. Surveys of Coffee Waves employees found that while feedback was good, rewards were lacking. Specifically, employees felt rewards were not worth the effort, that favorites were played, and promotions were infrequent. The analysis concluded that Coffee Waves needs to better link intrinsic and extrinsic motivation by creating job descriptions, conducting evaluations, and providing meaningful rewards beyond praise to improve employee retention.
Chan Kee Tong introduced a new centralized procurement system but received few replies from purchasing managers. There were three main causes: lack of communication, lack of analytical skills, and poor teamwork. To address this, Chan should [1] discuss the current situation and create an improvement plan, [2] build a virtual team culture with the purchasing managers, and [3] discuss the new system and get feedback to complete arrangements before implementation. Developing effective communication and teamwork is critical to success.
Effective learners in action learning sets reviewMhmd Aljeemaz
The purpose of this study is to explore the article of learners in action effectiveness. And find out the problem on the context, besides I should go through the main issues and implications that affecting the practice, then connect the relationship between the organizational strategy with the problems and solutions of the article which we should understand the consequences for not taking these actions.
- Gerald and Jasmine Mortimer own an accounting firm that has been growing but their new employees lack motivation. Clients are threatening to leave due to poor performance and feedback.
- 10% of employees have increased their sick leave in the last year. The employees also cannot work efficiently in teams.
- To address these issues, the document recommends reimplementing benefits to motivate employees. It also suggests hiring human resources staff, team building activities, and rewarding high performing teams. This will improve motivation and performance while reducing sick leave.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
OL 215 Final Project One Milestone Two Guidelines and Rubric.docxcherishwinsland
OL 215 Final Project One Milestone Two Guidelines and Rubric
For this assignment, due in Module Three, you will submit a one- to two-page document that will provide a profile of your chosen successful company. This
milestone will serve as a rough draft and must cover the six critical elements described in Part II of Prompt I. You are expected to provide a minimum of two to
three sentences for each of the six critical elements: mission and vision, strategic management plan, organizational culture, decision making, principle of ethics,
and human resources. Instructor feedback should be applied to your Final Project One submission.
Specifically, the following critical elements must be addressed:
I. Profile of a Successful Company
a. Explain how the company has communicated its mission and vision within the organization. In other words, explain how the company
demonstrates the importance of the mission and vision to employees and other stakeholders.
b. Identify the role that management played in helping this company execute its strategic management plan. Justify your response. You could
consider including a specific example of a time when this management plan led the company to success.
c. Describe how management has helped to positively influence the organizational culture within this company. You could consider using some
specific examples, actions, or strategies that show how management has positively influenced organizational culture.
d. Explain management’s pivotal role in the decision-making process within this company. Be sure to include specific decisions made by
management based on principles of ethics. You could discuss specific decision-making models used by the company that may have helped the
company be successful.
e. Evaluate how the use of the functions of management within this company has adhered to the principles of ethics. You could consider how
using the functions of management while adhering to the principles of ethics may have impacted the employees of the company.
f. Explain how this company strategically uses human resources to develop its personnel. You could consider how this use of human resources has
enhanced the company’s business processes.
Guidelines for Submission: Final Project One Milestone Two must be one to two pages in length with double spacing, 12-point Times New Roman font, one-inch
margins, and citations in APA style.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (75%) Not Evident (0%) Value
Mission and Vision Explains how the company has
communicated its mission and
vision within the organization
Explains how the company has
communicated its mission and
vision within the organization but
details are either inaccurate or
cursory
Does not explain how the com.
How do you set expectations for your self and the team your are supervising so as to achieve organizational goals.
Take a few minutes and learn how this can be done
How to Create Mentoring Programs That Work | Webinar 11.25.15BizLibrary
So, you think a mentoring program might be a good idea? Or maybe you’ve started one, but it’s lost its steam? Most organizations don’t think of mentoring as a formal strategy. Here’s a question to consider, how much does it cost to lose a professional employee? According to Fortune Magazine it costs $50k to $100k and key leaders cost even more! Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
This document provides examples of responses to common interview questions. It begins by outlining typical interview questions such as telling about yourself, why you want to work for the company, why you should be hired, and discussing strengths and weaknesses. It then provides the STAR method for structuring accomplishment statements to answer behavioral questions and lists common behavioral question categories. Examples are given demonstrating how to use the STAR method and C-A-R method to structure responses. The document concludes by noting that questions about age are illegal and outlines ways to respond to illegal questions respectfully.
Much of our ideas about motivating others are inconsistent with what science says. This presentation describes three commonly used methods to motivate. Only one is under the control of all pharmacists and pharmacy personnel.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Part 1 Post a ResponseLeadership is the ability to influence ot.docxdanhaley45372
Part 1: Post a Response
Leadership is the ability to influence others to achieve organizational goals. Organizations spend billions of dollars each year to improve the leadership skills of its employees. Leadership skills are needed within organizations to execute the vision, mission and strategic goals of the organization.
Visit the mind tools website and complete the short Leadership Skills exercise (https://www.mindtools.com/pages/article/newLDR_50.htm). After you explore your strengths and areas for growth, address the following items in your response:
- What are your strengths?
- Where do you have opportunities to grow your leadership skills?
- Based on your assessment results, propose three things you can do to improve your leadership skills.
**Please try to give the score and example look at 2 Post as below for use references**
Part 2: Respond to a Peer
Read a post by one of your peers and respond, making sure to extend the conversation by asking questions, offering rich ideas, or sharing personal connections.
Post 1
• What are your strengths?
I scored an 83 on my assessment. I scored a perfect score in the following areas emotional intelligence, motivating people to deliver the vision, being a good role model and providing support and stimulation. I was surprised because I feel like I need additional training as it relates to helping others.
• Where do you have opportunities to grow your leadership skills?
I scored very low on managing performance effectively. Self-confidence, a positive attitude and outlook, and providing a compelling vision of the future were 9 out of 10. By viewing my strengths and areas of improvement, it seems that I do not have an issue with supporting others. However, I need to strengthen the areas that directly involve myself or selling my ideas.
• Based on your assessment results, propose three things you can do to improve your leadership skills.
I reviewed the questions that were associated with areas for opportunity. Based on the questions, I should not doubt myself, do not let my feelings throw me off my game, learn to handle change, and learn to enforce expectations.
1. I will have to improve my self-confidence which is going to take time. This can be achieved by improving myself through constantly learning and taking leadership classes.
2. I believe when there are changes, I do not handle it well which cause my feelings to escalate. I will have to learn how to make change a part of my life to accept it and to realize change is not always bad. I also need to understand that change is not personal. By understanding these things, I can learn how to control my emotions. Vice versa by control my emotions, I will be able to effectively accept change.
3. Enforcing expectations is going to be hard for me because I want to give people chances although I know it could have negative effects. Therefore, improvement is simple. I will have to understand that expectati.
This document outlines planning for an IT team, including objectives, responsibilities, outcomes, and strategies. It discusses:
1. The overall team objectives are to identify new goods/services, develop commercial strategies, and maintain a competitive edge.
2. Responsibilities include keeping work logs, maintaining equipment, processing documentation, installing video/audio conferencing, and performing backups.
3. Outcomes aim to control disruption, centralize data analytics, and maintain high security. The document also discusses communication, issues/challenges, feedback, and learning opportunities.
More then a good story case application 1 answerRazveer Jahan
Case Application
More Than a Good Story
1. Jake and Rocket a cartoon guy and his cartoon dog, can be found on most of the apparel and other branded products sold by the Life is Good Company. With his perky beret (or other appropriate head gear), Jake has that contended look of being able to enjoy life as it is and finding reasons to be happy right now, and Rocket? Well he is just happy to be along for the ride. And what a ride it’s been for the two! They’ve been part of the company growth to over $100 million in revenues. Company co-founders and brothers, Bert and John Jacobs have a personal and Business philosophy much like Jake; simplicity, humor and humility. However both understand that even this philosophy they need to be good managers throughout the organization in order to stay successful.
2. Bert and John designed their first tee shirts in 1989 and sold them door-to-door in college dorms along the East Coast and in Boston where they’d set up shop using an old card table in locations on one way streets so they could pick up and move quickly if they needed to. They used this simple approach because like many young entrepreneurs, they couldn’t afford required business licenses. Although they met a lot of wonderful people and heard a lot of good stories during those early years, sales weren’t that great. As the company legend goes, the brothers “lived on peanut butter and jelly, slept in their beat-up van, and showered when they could.” During one of their sales trip parties, Bert and John asked some friends for advice on an assortment of images and slogans they had put together. Those friends (some of whom now work for the company) liked the “Life is Good” slogan and drawing of Jake that had been sketched by the John. So Bert and John printed up to 48 Jake shits for a local street fair in Cambridge, Massachusetts. By noon 48 shirts were gone, something that had never happened! The brothers were smart enough to recognize that they might be on to something. And, as the old saying goes…..the rest is history! Since that momentous day in 1994, they’ve sold nearly 20 million Life is Good shirts featuring Jake and Rocket. Bert attributes their success to his belief that the “ the ‘Life is Good’ message, coupled with the carefree image of Jake,
was simple enough to swallow, light enough to be mistaken for preachy, and profound enough to matter.” He goes on to say that, “Note that we don’t say ‘Life is great!’ We say life is
good, period. These simple words, People connect with it instantly.”
3. Another important facet of Life is good is their commitment to good causes. And those aren’t just “words” to Bert and John; they act on their words. They are passionately involved with Project Joy, which is a nonprofit organization that fosters the development of at risk children through the art of play. Bert says their partnership with Project Joy aligns with Life is good’s philosophy. The financial
The document discusses management concepts like coordination, planning, staffing, and controlling through examples of different companies. It provides case studies that highlight characteristics of management such as being goal-oriented, multidimensional, and dynamic. It also identifies lines from the cases that demonstrate concepts like ensuring coordination across departments, evaluating employees' efficiency during staffing, and checking performance against targets during controlling.
Standardization, formalization, and delegation are used to provide clarity to implementation processes. Decision support systems (DSS) help organizations with decision-making. Based on creating positive change, Joe should be hired as his reference said he can get others to get things done better than anyone. Perceptions are an unconscious aspect of an organization's culture. A three-tier quality and innovation approach focused on benchmark, strategic monitor, progress monitor translates a performance development vision into reality.
Standardization, formalization, and delegation are used to provide clarity to implementation processes. Decision support systems (DSS) help organizations with decision-making. Based on creating positive change, Joe should be hired as his reference said he can get others to get things done better than anyone. Perceptions are an unconscious aspect of an organization's culture. A three-tier quality and innovation approach focused on benchmark, strategic monitor, progress monitor translates a performance development vision into reality.
Standardization, formalization, and delegation are used to provide clarity to implementation processes. Decision support systems (DSS) help organizations with decision-making. Based on creating positive change, Joe should be hired as his reference said he can get others to get things done better than anyone. Perceptions are an unconscious aspect of an organization's culture. A three-tier quality and innovation approach focused on benchmark, strategic monitor, progress monitor translates a performance development vision into reality.
Standardization, formalization, and delegation are used to provide clarity to implementation processes. Decision support systems (DSS) help organizations with decision-making. Based on creating positive change, Joe should be hired as his reference said he can get others to get things done better than anyone. Perceptions are an unconscious aspect of an organization's culture. A three-tier quality and innovation approach focused on benchmark, strategic monitor, progress monitor translates a performance development vision into reality.
Mu0011 management and organisational developmentsmumbahelp
This document provides information about an assignment for a Master of Business Administration course. It includes 6 questions related to organizational development topics like importance of organizational development, organizational change strategies, ethical dilemmas, human process interventions, goal setting, and characteristics of a learning organization. Students are instructed to answer all 6 questions within 6-8 pages by the given deadline. They are also provided with contact details to get fully solved assignments.
Katrice Bottoms
Grand Canyon University- LDR- 612
2/21/2018
Self-Reflection Log
During your coaching and mentoring experience, you are required to complete a self-reflection log of your experiences and obstacles. This log will be a helpful component to evaluating and modifying the overall coaching/mentoring experience. Please respond to each response with a minimum of 100 words.
Topic 1:
1. Describe how you will use your personal qualities to contribute to your coaching or mentoring abilities. Some of my personal qualities I will contribute to coaching or mentoring my mentee are communication, approachability, compassion, fairness, ability to listen. These qualities will help me and my mentee establish a relationship where my mentee will be able to approach me with any situation or problem she might have knowing I will not judge her but assist her in any way I can in helping her achieve her goals. The desire to succeed can be overwhelming for a senior in high school; dealing with peer pressure; and the feeling of leaving to go off to college.
2. How do these qualities serve as a value to your mentee? These qualities will serve as a value to my mentee as she progress through her senior year and hopefully she will see my qualities and adapt them as her own and utilize them throughout her life. As I communicate with my mentee I will be clear of the things that was taught to me from my mentor. I will make my mentee feel comfortable approaching me for advice and consultation. I want my mentee to feel comfortable approaching me with any situation, being open with your mentor brings value to your mentee mentor relationship.
3. How do you establish trust with your family? With your friends? With your coworkers? Is this an important factor to establish in the mentor/mentee relationship? Trust is a funny word it takes a lot for me to trust my family, associates, and co-workers. I work with a certain level of trust in each situation, with my family you need to be loyal to me in order for me to trust you, I do not have any friends, I have associates to establish trust with me through this bunch it is not reachable. With my co –workers trust is gained through me in an ethical way at work. For example, if a co-worker sees another co-worker violating a safety rule and do not report it, to me I cannot trust that co-worker.
Topic 2:
1. What personal qualities do you prefer in those individuals you seek to coach or mentor? Are there different qualities more suitable for coaching than mentoring or the vice-versa?
The personal qualities I prefer in my mentee is commitment my mentee needs to be a full partner in the mentoring or coaching process; flexibility in a mentee and mentor relationship it takes time to develop so there needs to be two way communication, I will need my mentee to listen and consider new options; openness I will need my mentee to know he/she can discuss their needs and objectives. My mentee will also need to list ...
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MGT 312 STUDY Redefined Education--mgt312study.com
1. MGT 312 Assignment Practice Week 4 Knowledge Check
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MGT 312 Week 4 Practice: Week 4 Knowledge Check
Complete “Week 4 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded. These
assignments have earlier due dates, so plan accordingly. Grades must be
transferred manually to eCampus by your instructor. Don’t panic, this
might happen after your due date.
A group that gets together because of a common interest is an informal
group.
True or False
The 3 Cs of effective teams include charters and strategies, composition,
and conscientiousness.
2. True or False
A distributive negotiation usually involves a single issue in which one
person gains at the expense of another.
True or False
Trust of disclosure is _____ trust.
Multiple Choice
communication
competency
contractual
3. organizational
expertise
A _____ is a set of expected behaviors for members of the group as a
whole.
Multiple Choice
group norm
task role
group role
group competency
maintenance role
==============================================
4. MGT 312 Assignment Week 1 Apply To Tell or Not to Tell?
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MGT 312 Week 1 Apply To Tell or Not to Tell?
Review the Week 1 Knowledge Check to prepare for this assignment.
Complete the “To Tell or Not to Tell Assignment” in Connect®.
Note: You have only 1 attempt available to complete this assignment.
Grades must be transferred manually to eCampus by your instructor.
Don’t worry, this might happen after your due date.
Materials
Learn: Connect® Access
5. ==============================================
MGT 312 Assignment Week 1 Practice Knowledge Check
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MGT 312 Week 1 PracticeKnowledge Check
Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded.
These assignments have earlier due dates, so plan accordingly.
Grades must be transferred manually to eCampus by your instructor.
Don’t worry, this might happen after your due date.
Materials
Learn: Connect® Access
6. ==============================================
MGT 312 Assignment Week 2 Apply Self-Assessment Reflection
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MGT 312 Week 2 Apply Self-Assessment Reflection
Review your results from the Week 1 and Week 2 Self-Assessments:
Self-Assessment: Assessing My Perspective on Ethics
Self-Assessment: What is My Big Five Personality Profile?
Self-Assessment: Assessing an Organization’s Diversity Climate
Consider how the information you’ve gathered can be used to solve a
problem, work on a team, and function within a business environment.
Determine how you can use your findings to get along with co-workers
that may have different assessment results.
7. Evaluate how you would handle stressful situations, manage change, and
stay motivated.
Complete “Apply: Self-Assessment Reflection” in Connect®. Do not
exceed 175 words.
Note: You have only 1 attempt available to complete this assignment.
Grades must be transferred manually to eCampus by your instructor.
Don’t worry, this might happen after your due date.
==============================================
MGT 312 Assignment Week 2 Practice Knowledge Check
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MGT 312 Week 2 Practice Knowledge Check
Complete “Practice: Week 2 Knowledge Check” in Connect® by Day 5
8. Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded. These
assignments have earlier due dates, so plan accordingly. Grades must be
transferred manually to eCampus by your instructor. Don’t worry, this
might happen after your due date.
Materials
Learn: Connect® Access
The potential to learn and use spoken and written languages is known as
linguistic intelligence.
True or False
The internal dimensions of diversity
Multiple Choice
include personality.
9. include race and gender.
are viewed as changeable.
include external differences.
are not apparent to others.
Intelligence cannot be modified or altered.
True or False
Prejudice is one of the most common barriers to implementing
successful diversity programs.
True or False
10. A person who ___________ is relatively unconstrained by situational
forces and effects environmental change.
Multiple Choice
is emotionally intelligent
has an internal locus of control
has a proactive personality
is an introvert
is emotionally stable
==============================================
11. MGT 312 Assignment Week 3 Apply Perceptions, Motivation,
and Performance Management Practices
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MGT 312 Week 3 Apply: Perceptions, Motivation, and Performance
Management Practices
Review the Week 3 Knowledge Check to prepare for this assignment.
Complete “Apply: Perceptions, Motivation, and Performance
Management Practices” in Connect®.
Note: You have only 1 attempt available to complete this assignment.
Grades must be transferred manually to eCampus by your instructor.
Don’t worry, this might happen after your due date.
Arrow Furniture is a family-owned and operated manufacturer of high-
end furniture located in North Carolina. The furniture industry has
suffered from foreign competition over recent years. Nationwide, there
have been massive layoffs and several large companies have closed.
12. Arrow’s workers are feeling these pressures and have begun displaying
counterproductive behaviors. The HR manager recently told Mary
Baker, the family member serving as CEO, that employees are
threatening to unionize if they don’t get higher pay and more job
security. Mary is upset by this comment because the family has
supported employees with decent salaries and health benefits. Higher
wages are the last thing the company needs if they are to remain
competitive.
The Baker family wants to turn things around. They know they will have
to be more competitive price-wise. This might be achieved by finding
cheaper suppliers, lowering employee labor costs, or increasing
productivity. That said, the Baker’s strongly believe that it is important
to “take care of their people,” many of whom are lifelong employees.
A global car manufacturer is going to open a new facility in the
community. It is likely the company will offer higher salaries and better
benefits than offered by Arrow Furniture. The firm is known to offer
such benefits in an attempt to reduce the need for a union. Jobs at this
plant will be more technically advanced than those at Arrow and the
company is offering job training to those who are interested.
The Bakers are aware that the nature of work at Arrow results in
moderate levels of hygiene factors and low motivators.
Using the 3-Step Problem-Solving Approach and the Organizing
Framework, what should the Bakers do to motivate their employees and
get support for the company’s future plans?
13. Review the following conversation:
Marcy: Dana, can I talk to you for a couple of minutes? We’ve been
roommates for two years and I think I have a time management problem.
I just don’t get enough done in a day. What do you think?
Dana: Tell me more. How did you decide that you have a problem?
Marcy: I never get everything done on my to-do list. The more I get
done, the more I end up adding to the list.
Dana: What would solving the problem look like to you?
Marcy: Well, I’d get everything done on my list.
Dana: Is that realistic?
Marcy: It’s not, but what else am I going to do?
14. Dana: What else can you do that will help? Can you work with an
advisor? Use a scheduling program?
This is an example of coaching. Describe the process of coaching and
explain why is it important for managers to be effective coaches.
==============================================
MGT 312 Assignment Week 3 Practice Knowledge Check
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MGT 312 Week 3 Practice: Week 3 Knowledge Check
Complete “Practice: Week 3 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded. These
assignments have earlier due dates, so plan accordingly. Grades must be
15. transferred manually to eCampus by your instructor. Don’t worry, this
might happen after your due date.
Foundations of Motivation—Hot Topic
This video case provides valuable insights into Hot Topic, a music and
clothing retailer. The company has made Fortune’s 100 Best Companies
to Work For list, and interviews with the CEO and other employees
explain why. Hot Topic has a unique organizational culture with an
accompanying and similarly unique performance management and
motivation program. Opting for an open, no-walls corporate office, CEO
Betsy McLaughlin hopes to foster communication, motivation, and
increased performance by removing many of the barriers to cooperation
and creativity found in many corporations today. This case will allow
you to see how Hot Topic employees are motivated and some of the
incentives the company uses in their performance management system.
Click play to start the video and answer the questions that appear below.
NOTE—You must answer every question. After all questions are
answered, you can review and change your answers before submitting.
16. Hot Topic CEO Betsy McLaughlin, describes a clear and consistent
message communicated to and possessed by employees—passion! She
then says that the company translates this passion into positive customer
experiences, the overarching goal of the company. Based on the fact that
a “passion for the concept” is so important to the culture of Hot Topic,
which of the following statements is most likely an accurate statement?
Multiple Choice
Pay for performance would be a good way to motivate the employees of
Hot Topic.
Behavioral goals, as opposed to specific objective goals, would be
commonly used in the performance management system at Hot Topic.
Performance management is likely not a high priority for Hot Topic.
17. Financial performance measures are the most likely method of
evaluating employee performance.
Performance evaluations at Hot Topic likely are biased by leniency.
Which of the following best describes the motivation generated by the
Concert Reimbursement program?
Multiple Choice
Meaningfulness
19. Which aspect of intrinsic motivation is illustrated by Betsy McLaughlin
in the video?
Multiple Choice
Choice
Inspiration
Achievement
Meaningfulness
Non-financial
20. Based on the description of Torrid, which of the following statements
would most likely be accurate concerning the employees working with
the customers in this store?
Multiple Choice
They are motivated primarily by financial extrinsic rewards.
The goals they set are primarily task oriented in nature.
They derive great motivation from nonfinancial extrinsic rewards.
Managers would only rarely need to use reinforcement or punishment
with them.
They are intrinsically motivated through meaningfulness of their jobs.
21. ==============================================
MGT 312 Assignment Week 4 Apply Team Dynamics
Assignment
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MGT 312 Week 4 Apply: Team Dynamics Assignment
Review Ch. 8, 10, and 12 of Organizational Behavior in Connect®.
Scenario:
You have worked at your current employer for five years. Recently your
company merged with a much larger Boston Accounting Firm to
improve efficiencies, increase revenues, cut costs and adopt best practice
in the industry. After the merger, you find yourself on a team of four
other individuals that you have never met. Each individual is from a
different department: Auditing, Tax, Corporate Governance, Legal and
Insurance. The purpose of your team is to downsize your department in
terms of employees.
22. Create a 10-slide restructuring and downsizing plan presentation with
speaker notes that can be used in each department.
Answer the following questions in your plan:
Why is the change needed?
What will change?
Who will be affected?
How will they be affected?
How will potential conflict be managed?
How will trust be strengthened or repaired?
How will power be shared in the organization after the
restructuring/downsizing?
What tactics will be used to achieve a successful
restructuring/downsizing transition? What tactics will be avoided?
What are the benefits of the planned changes?
What is the timeframe of implementation?
How will changes be communicated to the employees?
Cite a minimum of one outside reference.
Format your assignment according to APA guidelines.
23. Submit your assignment.
Note: Grades are awarded based upon individual contributions to the
Learning Team assignment. Each Learning Team member receives a
grade based upon his/her contributions to the team assignment. Not all
students may receive the same grade for the team assignment.
==============================================
MGT 312 Assignment Week 5 Practice Knowledge Check
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MGT 312 Week 5 Practice: Week 5 Knowledge Check
Complete “Practice: Week 5 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded. These
assignments have earlier due dates, so plan accordingly. Grades must be
24. transferred manually to eCampus by your instructor. Don’t worry, this
might happen after your due date.
The career functions of the mentoring process that enhance career
development include
In the encounter phase of organizational socialization,
If there is a lack of information or inaccurate information about the
change, management should adopt an education and communication
approach to managing resistance to change.
Organizational culture is not statistically related to any measures of
organizational effectiveness.
25. Which of the following is not one of the career functions of mentoring?
In Kotter’s step of creating the guiding coalition, managers
The participation and involvement approach to overcoming resistance to
change should be used when
_________ is a stress reduction technique that is expensive because it
requires a trained psychologist or counselor.
A(n) _______ culture encourages being adaptable, creative, and fast to
respond to changes in the marketplace.
26. _______ are specific behaviors used to deal with a stressful situation.
What cultural types represent competing values?
A clan culture has an internal focus and values stability and control.
Artifacts include an organization’s acronyms, manner of dress, and
myths and stories told about the organization.
27. There are three types of change: upward, downward, and lateral.
Which type(s) of organizational culture has (have) been shown by
research to be most strongly related to subjective innovation?
Organizational climate is defined as the set of shared, taken-for-granted,
implicit assumptions that a group holds and that determines how it
perceives, thinks about, and reacts to its various
Mission statements represent the reason that an organization exists
The two dimensions of the competing values framework are
28. The two general functions of mentoring are internal and external.
According to research, organizational commitment is lower in market
cultures than in clan cultures.
Which of the following is not an underlying assumption of Lewin’s
model?
Meditation is an approach to stress reduction that involves redirecting
thoughts away from self, following a structured procedure
29. Secondary appraisals are perceptions of how you are able to deal or cope
with a given demand.
Which of the following mechanisms for changing organizational culture
addresses all three levels of culture?
External forces for change include demographic changes in the
organization’s workforce.
ABC Company states, “We put the smiles on kids’ faces.” This is its
The complete absence of stress is death.
30. The four phases of mentoring are initiation, cultivation, socialization,
and definition.
The socialization tactic that ranges from a newcomer being socialized
over time with the help of an experienced member, to the newcomer not
being provided with a role model, is
In the change and acquisition phase of organizational socialization, the
newcomer’s values, skills, and attitudes start to shift as the new recruit
discovers what the organization is truly like.
When implementing cultural change through the use of organizational
activities, processes, or outcomes, a leader is operating at the level of
espoused values.
31. One of the important functions of organizational culture is to facilitate
collective commitment.
Resistance to change is caused solely by irrational and stubborn
recipients of change.
Which of the following is not a characteristic of a change agent that
would cause resistance to change?
An example of social and political pressures for change is
A ________ outlines an organization’s long-term direction and the
actions necessary to achieve the planned results.
The first step of Kotter’s change model is to establish a sense of
urgency.
The levels of organizational culture are
32. In Lewin’s model, refreezing creates the motivation to change.
________ change is the most complex, costly, and uncertain of changes.
==============================================
MGT 312 Entire Course
FOR MORE CLASSES VISIT
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MGT 312 Week 1 Organizational Behavior in the Workplace
MGT 312 Week 2 Diversity and Personality at Work
MGT 312 Week 2 Big Five Personality Types
MGT 312 Week 3 Team Assignment Organizational Climate (Google)
MGT 312 Week 3 Using Strengths to Increase Motivation
MGT 312 Week 4 Team Assignment Five Bases of Power
MGT 312 Week 4 Individual Assignment Working in Groups and Team
s
MGT 312 Week 5 CAREER CONNECTION Socialization and Mentori
ng
MGT 312 Week 5 Organizational Development and Human Resources
33. ==============================================
MGT 312 Final Guide 1
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1
The interdisciplinary field dedicated to understanding and managing pe
ople at work is called:
Management dynamics
Management theory
Organizational dynamics
Organizational behavior
2
The distinction between flexible and fixed individual differences:
Is that managers have little or no impact on flexible differences
Is that managers should hire people based on their attitudes and emotio
ns
Is that managers have little or no impact on fixed differences
Has no practical value for managers
3
Regarding using personality testing as part of the hiring process, experts
have concluded that:
The typical personality test is not a valid predictor of job performance
Only the Big Five should be used as predictors of job performance
34. The effects of personality on job performance are so large it cannot be i
gnored by managers
There are many valid instruments available to managers to test for perso
nality types
4
In Ajzen’s theory of planned behavior, ___________ is (are) the key link
between _________.
Intentions; attidtudes and planned behavior
Norms; intentions and planned behavior
Intentions; norms and attitudes
Attitudes; intentions and planned behavior
5
According to the Ajzen model, the strongest predictor of an employee’s b
ehavior is (are):
The employee's intentions
The employee's attitudes
Social norms
The employee's values
6
The steps in the process of stereotype formation and maintenance in ord
er are:
Expectations, categorization, inferences, maintenance.
Categorization, inferences, expectations, maintenance.
Inferences, categorization, expectations, maintenance.
Categorization, expectations, inferences, maintenance.
7
Janelle, one of Abdul’s employees, has performed poorly on many aspec
ts of her job since she was hired four months ago. This is likely to be attr
ibuted to:
External causes
35. Fundamental bias
Internal causes
Self-serving bias
8
The potential to understand and regulate oneself is known as:
Naturalist intelligence
Intrapersonal intelligence
Kinesthetic intelligence
Interpersonal intelligence
9
Self-enhancement and self-transcendence are:
Personal attitudes
Endpoints of one of the dimensions of values
Workplace attitudes
Cognitions
10
Organizations with adhocracy cultures are described as:
Externally focused and valuing stability and control
Internally focused and valuing stability and control
Externally focused and valuing flexibility
Internally focused and valuing flexibility
11
Which of the following is the least fixed of a person’s individual differen
ces?
Cognitive abilities
Attitudes
Emotions
Intelligence
12
36. Camilla, a manager, notes that while Wilhelm’s written reports are very
thorough and accurate, his oral presentations are not effective. Camilla
is looking at:
Explicit factors
Implicit factors
Distinctiveness
Consistency
13
Stimulation is in the ____________ part of Schwartz’s model.
Conservation
Openness to change
Self-enhancement
Self-transcendence
14
The contingency approach suggests that:
A manager needs to learn a set of hard-and-fast rules.
There is one best way to manage.
OB theories apply to all situations.
The best answer depends on the situation.
15
Research shows that, in general:
Social capital increases group conflict.
Social capital decreases work group integration.
Social capital decreases organizational performance.
Social capital can improve operations.
16
The corporate staff in the accounting department at ABC Corporation w
ent on 12-
hour days during the holiday season, just like the regular retail employe
es do during that season. This is an example of a(n) _________ change.
37. Product
Radically innovative
Adaptive
Innovative
17
The extent to which an individual identifies with an organization and co
mmits to its goals is called:
Organizational satisfaction
Organizational commitment
Job involvement
Perceived organizational support
18
Joyce finds that the members of the project team to which she has been a
ssigned in her management class are all athletes on the college’s footbal
l and basketball teams. She immediately considers dropping the class be
cause she thinks her experience with that team will be negative. Joyce is
likely to be reacting to a:
Self-serving bias
===========================================
===
MGT 312 Final Guide 2
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38. 1 in the ________ of group development, group members try to get to kn
ow each other and establish common understanding.
2
Organizational ________ is the study of the many factors that have an i
mpact on how people and groups act, think, feel, and respond to work an
d organizations, and how organizations respond to their environments.
3
The highest level a group can possibly perform at is known as ________
.
4
In ________, managers establish the rules and reporting relationships t
hat allow people to achieve organizational goals.
5
When situational pressures are ________, personality is not a good pred
ictor of on-the-job performance.
6 A manager notices his task force's ideas are a little stale. He attributes
this to the fact that the group is homogeneous. He should ________.
7
The extent to which a leader actually does help a group or organization
to achieve its goals is best described as ________.
8
39. Which of the following statements best explains why work attitude has lit
tle relationship to job performance?
9
Transactional leaders motivate followers by ________.
10
The management of organizational politics most often falls to ________.
11
What statement best describes how situational factors may affect work m
ood?
12
The ________ of a worker's attitude reflects his thoughts about how to a
ct on the job.
13
A business owner accepts the importance of the ________ theory. Conse
quently he has structured his company to fit the factors that affect it the
most in an effort to eliminate as much uncertainty as possible.
14
Two managers have conflicting views of how to best handle a recent incr
ease in funds. They have many meetings and each manager must argue
his position. After several weeks, a decision is made that results in an ef
ficient and effective use of the new resources. This example best shows t
hat ________.
40. 15
The ________ describes the different types of relationships that may dev
elop between a leader and a follower.
16
On her work team, Michelle develops detailed tasks lists and work flow c
harts to help her team members understand the steps involved in each pr
oject. She also maintains the project calendar and receives periodic upd
ates from each team member to ensure that projects are progressing on
schedule. Which role does Michelle most likely fill on her team?
17
Managers engage in ________ to increase their power and pursue goals
that favor their individual and group interests.
19
A wealthy heiress decides to take a job as a social worker. She is receivi
ng a lot of news coverage because of her decision, and while she doesn't
like the media attention, she is happy that the news reporters are seeing
her as the selfless person she wants to be. Her work behavior is best des
cribed as ________.
20
Organizational behavior is examined at three main levels: ________ .
21
A ________ is a systematic tendency to use, ignore, or interpret informa
tion about a target in a particular way that results in inaccurate percepti
ons.
41. 22
When the business environment is ________, an organization is most lik
ely to decentralize authority and empower its employees to make operati
ng decisions.
23
Which element of work motivation answers the question "how hard does
a person work to perform a chosen behavior"?
24
The study of organizational behavior provides a set of ________ that ar
e useful for understanding the behavior that occurs within organizations
.
25
The ________ function of management allows managers to diagnose ho
w well they have performed.
26
Employees who have intrinsic work values will be motivated by _______
_.
27
Teams differ from groups in that teams ________.
28
In assessing intentions, cooperativeness is the degree to which
29
42. In which work situation will personality most likely play a role in job per
formance?
30
________ is the pattern of relatively enduring ways that a person feels, t
hinks, and behaves.
===========================================
===
MGT 312 Week 1 Organizational Behavior in the Workplace
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Organizational Behavior in the Workplace
Complete the matrix below with 3 to 5 job skills found in the workplace t
hat could lead to improved job performance.
Write a 350- to 700-
word summary of what you have learned about Organizational Behavior
from your current readings. Include the following in your summary:
· Explain the connection between organizational behavior and your se
lected job skills from the matrix.
· Discuss how these job skills can lead to improved job performance.
· Explain how Organizational Behavior can aid you in decision-
making and problem-solving.
· Predict the consequences of unethical behavior in the workplace.
43. ===========================================
===
MGT 312 Week 2 Big Five Personality Types
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Complete the “What Is My Big Five Personality Profile?” self-
assessment.
Write a 700- to 1,050-word paper in which you address the following:
· Do you agree with the results of your assessment?
· Based on the results of your assessment, what do you see as your stre
ngths and weaknesses?
· How might your personality type influence your job performance?
Format your paper consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
===========================================
===
MGT 312 Week 2 Diversity and Personality at Work
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You are assigned to work on a team in the workplace with a person who
44. has a different personality type than you. Connect with your team memb
ers who have a different personality than you.
Write a 350- to 700-word paper in which includes the following:
· A description of each team member’s personality type
· A description of the advantages of working with those with differing
personality types
· A discussion of the disadvantages of working with those with differin
g personality types
· Examples of ways organizations can manage a diverse group of empl
oyees.
Cite 1 to 3 business sources not including the text that support the team’
s ideas regarding personality.
Format the paper consistent with APA guidelines.
Click the Assignment Files tab to submit the assignment.
===========================================
===
MGT 312 Week 3 Team Assignment Organizational Climate
(Google)
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Locate a list of the 100 best companies to work for by using a search eng
ine.
Research companies from that list to ensure sufficient information is ava
ilable to review the Organizational Behavior environment of that compa
ny. Look for the following key words: amplifying effect, pro-
social behaviors, positive deviance, conscious capitalism.
Select one of the companies as a team.
45. Write a 350- to 700-
word analysis of the team’s chosen organization and its climate regardi
ng organizational behavior. Include the following in your review:
· Does this organization encourage positive Organizational Behavior?
· If yes, how do they demonstrate this?
· If not, what type of Organizational Behavior do they seem to encoura
ge?
Peer Review: The teams will share their findings with at least one other t
eam in class. The teams will critically analyze the review to see if the oth
er team provided adequate evidence to support their claims regarding th
e organizational climate of the chosen organization.
Incorporate the feedback from the peer review in the conclusion of the p
aper.
Format the paper consistent with APA guidelines.
Click the Assignment Files tab to submit the assignment.
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MGT 312 Week 3 Using Strengths to Increase Motivation
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Complete the “What is My Level of PsyCap” self-assessment.
Write a 1050- to 1400-word paper in which you include the following:
· Explain why you agree or disagree with your results.
· Develop strategies to advance your career using your strengths.
· How can you use goal-
setting to increase motivation and improve job performance?
· How might your engagement as an employee and job satisfaction infl
uence job performance?
46. · Discuss at least 5 of the following motivational theories and explain
how these can aid in job performance.
· Extrinsic motivation
· Intrinsic motivation
· McGregor’s Theory X and Theory Y
· Maslow’s Needs Hierarchy
· Acquired needs theory
· Self-determination theory
· Herzberg’s theory of motivation
· Equity theory
· Expectancy theory
Format your paper consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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MGT 312 Week 4 Individual Assignment Working in Groups
and Teams
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Complete the “Evaluate Team Member Effectiveness” self-assessment.
Write a 700- to 1,050-word paper in which you address the following:
· Do you agree with your results?
· Based on your self-
assessment, what do you see as your strengths and weaknesses regard
ing working on a team?
· Have you ever engaged in social loafing while on a team? Why or w
hy not?
47. · How does working effectively on a team give you an advantage in the
workplace?
· How do groups normally develop?
· How does the effectiveness of the team members influence the group’
s development process?
Format your paper consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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MGT 312 Week 4 Team Assignment Five Bases of Power
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Create a 5- to 8-
slide Microsoft® PowerPoint® presentation in which you examine the fi
ve bases of power. Include the following:
· A description of each
· An example of each as used in the workplace
· An evaluation of which are the most and least desirable
· Ways to increase positive power bases
Click the Assignment Files tab to submit the assignment.
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MGT 312 Week 5 Apply Best Buy Case Study
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MGT 312 Week 5 Apply: Best Buy Case Study
Review the Week 5 Knowledge Check to prepare for this assignment.
Complete the “Best Buy Case Study” in Connect®.
Note: You have only 1 attempt available to complete this assignment.
Grades must be transferred manually to eCampus by your instructor.
Don’t worry, this might happen after your due date.
This problem-solving application profiles electronics retailer Best Buy.
The entrance of Amazon and Walmart into the online resale marketplace
gashed Best Buy’s instore sales. When you couple that with inefficient
processes and procedures at the organization, and scandals with senior
leadership, the organization really was in dire straits. Organizations such
as Circuit City, CompUSA and RadioShack could not survive their
problems, could Best Buy? In came new CEO Hubert Joly and CFO
Sharon McCollam. They are now in the middle of the many challenges
Best Buy is facing and need to find solutions to these major problems.
49. Some of Best Buy’s internal issues could best be addressed by ______
Multiple Choice
changing customer preferences
internal competition
demographic changes
participation/suggestions by employees
50. mergers and acquisitions
If Best Buy chose to compete by introducing online sales direct to the
consumer, this would be an example of ______ change
Multiple Choice
innovating
adaptive
radically innovative
Product
51. Process
Which type of analytical framework could help Best Buy develop a
strategic plan?
Multiple Choice
competing values analysis
SWOT analysis
systems analysis
force field analysis
52. organizational development analysis
Best Buy might use all of the methods of change listed below. Which of
these includes inputs, strategic plans, target elements of change, and
outputs?
Multiple Choice
organizational structure plan
social factors method
organizational arrangement
three-stage model of planned change
53. systems model of change
When other tactics will not work or are too expensive, the best approach
to overcoming resistance to change is
Multiple Choice
facilitation and support
manipulation and co-optation
explicit and implicit coercion
participation and involvement
54. education and commitment
The majority of problems Best Buy is facing have been brought about by
______ forces.
external
The change brought about by online competition from Amazon and
Walmart are examples of _____
Fill in the blank
Best Buy’s new CEO and CFO will need to function as catalysts in
helping the organization to deal with old problems in new ways. They
would then be known as
Fill in the blank
55. Recommend a solution to the problem outlined above in no more than
175- words
Essay
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MGT 312 Week 5 CAREER CONNECTION Socialization and
Mentoring
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CAREER CONNECTION: This assignment builds socialization skills a
nd establishes the importance of mentoring to aid in career advancemen
t.
The team has been invited to present at a conference before top executiv
es of Fortune 500 companies. The topic the team is presenting on is “Ho
w Can Socialization and Mentoring Be Used For Career Advancement?
”
Create a 10- to 15-
slide Microsoft® PowerPoint® presentation in which you address the fo
llowing as they relate to the topic:
· How can socialization and mentoring be used to advance a career?
· How can socialization and mentoring help minimize resistance to ch
ange using the contingency approach?
· How can socialization and mentoring help people embrace these cha
nges as a part of career advancement?
56. · Include Feldman’s three-
phase model of socialization and the six socialization tactics as part of
the discussion.
Cite a minimum of 3 peer-reviewed sources other than your textbook.
Format the references according to APA guidelines and include as a ref
erence slide at the end of the presentation.
Click the Assignment Files tab to submit your assignment.
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MGT 312 Week 5 Organizational Development and Human
Resources
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Write a 175- to 350-
word short paper that explains how Human Resource functions relate to
organizational development.
Click the Assignment Files tab to submit the assignment.
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MGT 312 Week 5 Practice Knowledge Check
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57. MGT 312 Week 5 Practice Knowledge Check
Complete “Practice: Week 5 Knowledge Check” in Connect® by Day 5.
Note: You have unlimited attempts available to complete practice
assignments. The highest scored attempt will be recorded. These
assignments have earlier due dates, so plan accordingly. Grades must be
transferred manually to eCampus by your instructor. Don’t worry, this
might happen after your due date.
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