The answer to this question is psychodynamic....
That statement is false
Asking the right questions actually would be beneficial for job applicants because it indicates that they are paying attention and interested.
Put it mind the questions shall not be those that already stated by the interviewer. They should be the one that <em>indirectly</em> shows your expertise (such as using common terms for workers on their field or asking specific situations that not commonly known by the public regarding the job field)
Answer:
d. cooperativeness dimension and the assertiveness dimension.
Explanation:
According to a different source, these are the options that come with this question:
a. cooperativeness dimension and the competitiveness dimension.
b. assertiveness dimension and the competitiveness dimension.
c. competitiveness dimension and the aggressiveness dimension.
d. cooperativeness dimension and the assertiveness dimension.
e. None of the above.
The Dual Concern Model is a model for negotiation that can be helpful in helping a person discover his own way of dealing with conflict. This model assumes that a person's preferred way of dealing with conflict can be discovered based on two dimensions: assertiveness and cooperativeness. Assertiveness refers to the degree to which someone is happy with the choices he has made. Cooperativeness refers to the degree to which someone wants to satisfy the needs and preferences of the other party.
Answer:
True
Explanation:
Research are simply designed and carried out in other to answer questions, therefore designing ar compiling research parameters would need to be tailored with the type of questions the researcher wants to find answers to. Research design may be in the form of surveys may be in the form of a questioneer., online or face to face interview of respondents carried out in other to obtain information from their interviewee. Surveys and other research designs are subjected to further scrutiny and testing to show relationship between measured variables. Thus, surveys and other research designs such as correlational study are mainly used to establish relationship or variation between variables.
Behaviorally anchored rating scales when we must keep in mind that these specify behaviorally anchored rating scales.
Behavior-based rating scales (BARS) are systems for measuring employee performance. Measure them according to defined behavioral patterns. It provides both qualitative and quantitative data to the evaluation process. BARS includes a combination of quantified ratings, incidents, and narratives.
Using behavior-based rating scales to measure employee performance usually makes it easier to know exactly what individual employees need to do to improve their performance. Bars are usually displayed vertically with scale points ranging from 5 to 9.
Learn more about behavior at
brainly.com/question/1741474
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