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zubka84 [21]
3 years ago
14

Managers need to be aware of exit and neglect behaviors in response to dissatisfaction because they impose a negative influence

on the organization and its employees. These behaviors are initiated and felt by the employee rather than imposed by management. In addition to these​ behaviors, which are generally perceived to have a negative​ effect, voice and loyalty are also possible responses.​ Again, these are behaviors initiated by the employee. With this​ information, what can a HR Director do to maximize the possibility the dissatisfied employees will respond with voice or loyalty or​ both, rather than an exit or neglect​ response?
A. Incorporate appropriate​ selection, orientation, and training for management personnel to ensure that they observe the corporate culture of inclusivity and involvement that encourages the desired organizational citizenship behavior.

B. All the tactics listed in this question could be very successful in eliciting a positive voice or loyalty response in the event they become dissatisfied in the workplace.

C. Incorporate appropriate orientation and training for incoming employees so they feel comfortable offering suggestions for improvement.

D. Actively monitor employee opinion and attitude on a regular basis to keep a finger on the pulse of the workforce.

E. Incorporate this knowledge into the recruitment and selection process to choose employees inclined to respond in a favorable way. In other​ words, this is about selecting employees who are a good match.
Business
1 answer:
muminat3 years ago
7 0

Answer:

The correct answer is letter "B": All the tactics listed in this question could be very successful in eliciting a positive voice or loyalty response in the event they become dissatisfied in the workplace.

Explanation:

Human Resources (HR) Directors must promote the training to new and existing employees because in that way they help workers to develop their professional skills and increase their efficiency which is likely to increase the productivity of the firm. The HR department must keep track of the performance of the trained employees to find out what their evolution is and check possible improvement spots. Besides, the HR department must make sure the organization is culturally diverse enough to ensure the firm is befitting from the experience or workers from different cultures.

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<h2>Grants are typically needs-based while scholarships are typically merit-based. </h2>

Explanation:

Option 1:

This is invalid because grands are usually need based and scholarships are usually merit-based.

Option 2:

This is the right answer.

Grants are often given considering the family background in terms of financial situation.

Merit-based are often based on GPA that the student secure

Option 3:

This stands invalid because you need not write any essay.

Option 4:

This is also invalid because both Federal and state governments offer both Grants and merit-based scholarships.

5 0
3 years ago
If a firm sells on terms of 2/10 net 30 days, and its DSO is 28 days, then the fact that the 28-day DSO is less than the 30-day
GalinKa [24]

Answer:

a) true

Explanation:

2/10 net 30 means that if the costumer pays within 10 days, he will be offered 2% discount, otherwise the amount is due in 30 days in full.

DSO means average number of days the company takes to receive payment from customers of credit sales.

Since the DSO of a firm given is 28 days, which is lower than the 30 days credit period normally offered by the company, therefore it may indicate that the firm's credit department is operating effectively.

Hence, answer is a) true

7 0
3 years ago
Rubio recently invested $20,000 (tax basis) in purchasing a limited partnership interest. His at-risk amount is $15,000. In addi
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Answer:

Please see attachment .

Explanation:

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3 years ago
Parker Pharmaceuticals is a corporation that employs over 400 workers. As the firm continues to grow, the need for discipline am
Virty [35]

Answer:

The following best supports a decision to use the progressive disciplinary action approach:

B) Parker wants an informal procedure for disciplining employees.

Explanation:

A disciplinary procedure is the way your employer deals with discipline when they believe that your conduct or performance is not up to the expected standard. Disciplinary procedures may involve something as simple as an informal chat, and escalate to involve letters, meetings and appeals

Informal disciplinary actions include: oral or written admonishments; letters of counseling, caution, instruction or warning, as well as letters of requirement.

These are the steps of progressive discipline actions:

Step 1: Verbal Counseling(s) A verbal counseling is generally the first step of progressive discipline.  

Step 2: Written Warning(s) A written warning is generally the second step of progressive discipline.

Step 3: Performance Improvement Plan (PIP).

Step 4: Termination of Employment.

In most cases, it is far better for the employer to resolve issues informally wherever possible. Depending on what the issue is, it may be appropriate to have an informal chat or verbal warning with someone rather than going through the process of issuing a formal warning.

The purpose of an informal meeting is to discuss issues which would not have an appropriate place in a formal meeting. They may be designed to make one of the participants feel more at ease and more free to speak their mind than they would in a more formal setting.

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