Other things equal, the supply of labor will be higher to a job that Oa, is less prestigious. b.provides little on-the-job training. c. is more difficult to perform. e. offers fewer nonmonetary rewards. saving Solution Option D. Provides a climate-controlled work environment. Explanation: When everything else is constant, a job providing a more favorable attribute (like climate controlled work environment) will be preferred by laborers than other jobs..

1. Please be detailed.
1. What would the negative impact of having a low EI manager or boss or co-worker be in the
workplace? What signs would you look forin yourselfto determine whether or not you have a
high or low EI? Discuss at least 2 ...If you or a co-worker or boss have a low EI, what are some
steps that might be taken toimprove the situation?
2. “Stereotyping involves assigning a group’s perceived attributes to individuals known or
believed to be members of that group. Consequently, everyone identified with the stereotyped
group is assumed to possess these characteristics.” Be sure to read and consider that definition
carefully (don’t rely on your own pre-conceived definition of stereotyping! Give an example that
illustrates howstereotypingcould lead a manager to make acritical mistake.
3.Psychological harassmentis one of the fastest growing sources of workplace stress.Choose
ONE of these phenomena, explain what it is, and discuss in some detail what an organization
might do to prevent or at least minimize instances of these behaviors in the workplace.
4. What is the difference between surface level diversity and deep-level diversity, and why is it
important for managers to recognize BOTH in the workplace?
5. Briefly discuss what you would consider the most important “value add” or “learning” that
you have experienced, and why?
Solution
Q1) The negative impact of having a low EI manager or boss or co-worker be in the workplace is
that they fail to understand and ignore the feelings of others and express whatever he/she thinks
is correct.
The signs to determine the level of EI include apathy to the feelings of others, holding same
expectations as you with others, understanding that the others are creating a negative impression
on me etc.
Below are the ways the EI can be improved -
1. Getting feedback from people on the behavior and actions
2. Listen to the issues and ideas of others and analyze the same before accepting or rejecting.
Q2) Below is how stereotyping could lead a manager to make a critical mistake -
1. Stereotype is the most common opinion about a culture or group based on historical references
that are in the news. Hence, they will not provide a clear viewpoint on the individuals.
2. Stereotypes usually carry viewpoints that oversimplify an individual's personality and
character based on his/her culture or origin thus resulting in hurting the individual who might be
quite different from the stereotype.

2. 3. It becomes difficult to change the opinion about an individual if viewed through stereotype.
Q3) Psychological harassment at workplace is the stress/pressure that a superior puts on his
subordinates to get the work done beyond the individual's capacity, failure of which the manager
would threaten to take punitive actions or give bad performance ratings.
This can be reduced by sharing the work, helping the employees understand by providing the
required training, motivating the employees towards completing the deliverables, providing a
stress-free workplace, socializing with the employees etc.
Q4) Surface level diversity refers to the diversity based on known factors like gender, age,
cultural background etc. while deep level diversity is the diversity based on underlying attirbutes
like attitudes of individuals, personality, beliefs, expertise etc.
It is important for managers to recognize both in the workplace to build a diverse talent based on
both known and hidden factors to ensure diverse ideas are encouraged at work.
Q5) The most important value addition that I have experienced includes -
Management development programs aimed at developing managerial skills in the individuals
who are transitioning from core functional/technical experts to managers. The program provided
an indepth understanding on various managerial issues faced on a regular basis by managers and
how they can be overcome by explaining through case studies etc.