Answer:
C. Employees value the rewards or incentives that are being offered
Explanation:
Let's see the different options for answer...
<u>A. Performance measures are to be linked to the individual's goals</u>
No. Even if the performance measures should be linked to the individual's goals, just the mere existence of such KPI is not sufficient to motivate employees. There has to be some performance reward attached to it.
<u>B. Employees are given very broad performance goals</u>
No. To get a good performance and motivate employees, they must be given clear goals and objectives.
<u>C. Employees value the rewards or incentives that are being offered</u>
Yes. Even if you have good performance measurements, with realistic goals, the employees won't be motivated to reach those goals if the reward doesn't worth the effort.
<u>D. Employees are given limited resources to meet their goals</u>
No. They won't be motivated if they don't think they have the means to achieve those goals.
In the scenario above, the technology that Abdul used is an
example of voice mail communication. This method is employed by having voice
messages to be stored in an electronic manner in which is intended to be
retrieved by those recipients who are going to contact the person using this
method.
<span> </span>
Answer:
Organization create alienation
Explanation:
We are informed about how Max Weber argued that formal organizations were efficient, but he cautioned that they can have harmful effects on people.
In this case, As he saw it, the danger is Organization create alienation.Organization create alienation do occur in an organization where the workers/Employees of the organization and the organization herself have different views. This when employees is with aims/expectations concerning the organization, but in this scenario the organization has something different such as centralization of authority.
Whenever there is alienation in particular workplace, people become meaningless and powerless.
Answer:
The correct answer is letter "C": Identify major scope creep.
Explanation:
Scope creep in project management refers to those uncontrolled changes in the scope of a plan. This can be caused when the scope of the project is not defined or controlled correctly. It may cause schedule variances so it is important to deal with it during the first steps of monitoring a critical project.
