These are the vital components of expectancy theory except for which one? A. Performance-effort expectancy B. Value of Outcome C. Effort-performance expectancy D. Performance-outcome expectancy E. None of the above
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These are the vital components of expectancy theory except for which one?
A. Performance-effort expectancy
B. Value of Outcome
C. Effort-performance expectancy
D. Performance-outcome expectancy
E. None of the above
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- Instrumentality is defined as Multiple Choice O O a cognitive grouping or cluster of outcomes that are viewed as having critical psychological or physiological consequences. a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes. the value of a work goal or purpose, relative to a person's unique individual ideals and passions.Suppose you are working as a manager supervising the frontline employees. You want these production employees at your company to be more motivated to complete their assignments more efficiently. They are confident that they can perform their jobs more efficiently and the rewards you give employees (pay checks, paid time off, etc.) are valued by these people. a. Please identify the one element of Expectancy Theory that requires improvement and give your analyses. b. Identify three possible actions that would increase employee motivation through the identified element in the first question.Consider a hypothetical study that suggests that job satisfaction predicts the extent to which employees perform well on the job. A follow-up investigation supports the mechanism underlying this relationship: satisfied employees show up to work more energized, which in turn goes on to influence their performance. In the space below, match the variables in the study with the corresponding name. Moderator variable a. Energy at work b. job performance c. job satisfaction d. This type of variable is not mentioned in this example Dependent variable a. Energy at work b. job performance c. job satisfaction d. This type of variable is not mentioned in this example
- Here is a summary of the hard evidence about employee retention. Use the facts it contains to answer the question that follows. ▼ RESEARCH STUDY Employee retention is a popular topic for both managers and researchers. Here are some facts about employee turnover: • Employees who get realistic information about the job (both positives and negatives) stay with the company longer than those who don't. • Employees who are offered training and development opportunities are less likely to leave than employees who do not receive these opportunities. • Giving employees a say in how they do their work (autonomy) increases their satisfaction with the job. • Employees with abusive supervisors have a greater intention to quit than employees without abusive supervisors. Following are several actions managers commonly take when confronted with turnover. Which of these actions are not supported by evidence? Check all that apply. Separate employees so that they don't talk about the people who have left…. Joe runs the Service Department at a car dealership. The overall dealership has profit of $10 million on sales of $100 million and costs of $90 million. Joe’ s division contributed $9 million in sales and $7 million in costs. If the Service Department is evaluated as a profit center, what dollar amount is most relevant to Joe's compensation? Group of answer choices $2 million. $7 million. $9 million. $10 million. $100 million.Question 8 is the element of Expectancy Theory that could be phrased as the question, "What's the probability that, if I do a good job, that there will be some kind of outcome in it for me?"
- why is Kirkpatrick level of evaluation out dated? Why is they calling it "old and simple," but some of its core concepts are applicable (Kirkpatrick's Four Level Evaluation Model, 2018). Proper training evaluation can help us in planning our next training, adjusting training activities, changing some of the core concepts, and ultimately do better in the future. What is kirkpatrick level of evaluation.why is Kirkpatrick level of evaluation out dated? Why is they calling it "old and simple," but some of its core concepts are applicable (Kirkpatrick's Four Level Evaluation Model, 2018). Proper training evaluation can help us in planning our next training, adjusting training activities, changing some of the core concepts, and ultimately do better in the future.Survey of employee satisfaction is an example of a balanced scorecard measure of the:a. Internal perspectiveb. Customer perspectivec. Learning and growth perspectived. Financial perspective
- For each of the following risks, A. state the appropriate method you would use to respond to the risk. The three methods to choose from are: Avoid the risk or Mitigate the risk or Accept the risk. Do not repeat your choice. Each choice only applies to one risk.B. Motivate your selection; C. Provide one example of the action you take to try to resolve itWhich of the following statements is an example of how an outcome objective might be written for a human services program? Why? 1. To prevent the reoccurrence of a child abuse or neglect in 25 families 2. There will be no more child abuse or neglect in the state 3. Residents of our town will be able to report child abuse when they see it 4. The school dropout rate will drop to 0%Q1. Define the following terms briefly; a) Profession: b) Work: c) Career: Q2. Based on your definitions of the terms above, explain your future profession, work and career with examples. Q3. Define the terms “ability” and “interest” and write at least 3 of your abilities and at least 3 of your interest.