Answer:
A. upper-echelons theory
Explanation:
Upper echelons theory postulates that too executives of a company view situations in a highly personalised way that is as a result of their experiences, values, and personalities.
The CEO of Mabel emphasized making affordable, low-maintenance vehicles that could be bought by low-income households.
This decision was as a result of his childhood experience where his parents had difficulty providing money to support the family.
He empathized with low income households, and wanted to provide goods that will help them
Answer:
The correct answer is strategic business unit.
Explanation:
Strategic business unit refers to the set of activities carried out by a company for which a common and different strategy can be established from the rest of the company's activities. This strategy is autonomous from the rest, but it is not entirely independent since all the strategies of the different strategic business units are linked within the company's global plans.
Answer: they dont file complaints
Explanation:
Answer:
Arbitration
Explanation:
Arbitration is a type of dispute resolution method. In arbitration, two or more conflicting parties engage an independent third party who listens and considers the evidence presented by all parties before making a decision. The arbitration process is conducted by a single arbitrator or a tribunal of three arbitrators.
An arbitrator is required to be experienced in the arbitration process. His or her role is similar to that of a judge. An arbitrator may have legal experience or be knowledgeable in the matters causing the dispute. The decisions of an arbitrator are enforceable in a court of law. The arbitration process is much faster and cheaper compared to the court process.
Answer:
Firstly i will discuss General electric philosophy. So, what happens is sometimes when you don't put pressure on managers then they become lethargic and slow. For this matter they needs reminder to stay on tip of their game. But at the same time its demotivating too.
Secondly, in Valero energy they believe in psychological safety, to make their employees feel secure and safe. It has great impact on employee performance.
Actually, company's performance is not measured by profit and loss alone. It also measures by other factors like employee safety, employee motivation, impact of policies on employees and bringing positive addition to the life of employee.
General electric is high performing company in terms of profit and revenue. They follow negative reinforcement philosophy.
Both concepts eargs the employees to perform better. But one approach is better i.e to make them feel secure and make them believe that company cares for their career, future and well being. That actually motivates the employee. In return employees works wonders for that company.
In latest HR practices, many professionals are shifting from General electric philosophy to Valero energy philosophy. Because it increases productivity of employee by positive reinforcement. Which actually is better.
