A person’s cognitive and physical abilities alone seldom explain his or her job performance. As one consultant put it, most people are hired based on qualifications, but are fired because of attitude, motivation, and temperament” Justify it by explaining most relevant two tests
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A person’s cognitive and physical abilities alone seldom explain his or her job performance. As one consultant put it, most people are hired based on qualifications, but are fired because of attitude, motivation, and temperament” Justify it by explaining most relevant two tests
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- Your company is considering implementing a 360° appraisal system where up to 10 people in theorganization provide feedback on every employee as part of the annual performance appraisal process.This feedback will come from subordinates, peers, and senior managers as well as individuals in otherdepartments. You have been asked to prepare a memo to the director of human resources about thepositive and negative effects this could have on the motivation of employees. Note that not all of theemployees are on a bonus plan that will be impacted by this feedback.In Chapter 3 the text highlights six determinants of job satisfaction. Beginning in 2021, a phenomena called the Great Resignation started to impact industries across the nation. What fueled this? And, is there any relationship between job satisfaction and the Great Resignation?What would an ideal employee for your coffee shop be like? What knowledge, skills, abilities, and other characteristics would the person have? Write a job description with the job title, key responsibilities, and qualifications for the position. Make sure to include both technical skills and so-called soft skills (like communication, teamwork, etc.) in your qualifications list.
- Why would an employer prize professionalism and integrity over technical job skills?what are some effective strategies for developing the potential of high-potential employees, and how can organizations ensure that these strategies are aligned with their overall business goals?Effective recruitment and selection are the pre- conditions for achieving higher employees performance and ultimately achieving the organization's objectives. Discuss the validity of this statement
- What are the two critical uses of job analysis when applied to compensation? When conducting a job analysis, what is an advantage of conventional methods such as questionnaires and interviews?Are employees more likely to favor defined contribution plans over defined benefit plans? What about employers? Explain your answer.When applying for a job, what is the personal "point of difference", and why would this make you stand out versus other job candidates?
- Some research studies (Ilies & Judge, 2003; Saari & Judge, 2004) report that genetics play a very important part in whether an employee has a high level of job satisfaction. Their work suggests that the attitudes, personality, and values that a person brings to the workplace are better predictors of whether the employee will be satisfied than any of the external factors a company or manager might provide the employee. In fact, their studies indicate that a person with high satisfaction will generally report being highly satisfied, no matter the situation within the company. Similarly, a person who reports low satisfaction will consistently report low satisfaction, no matter what the company may do to increase the employee's satisfaction. If these studies are correct, then there would seem to be some rationality in only hiring applicants with positive personalities. In this assignment, you will develop a ten item survey that will be given to all applicants at your company. The…In modern times it is possible that an employee could have a number of different jobs in a short amount of time. Do you think this frequent job changing could skew results for this type of “ideal” employee selection? Do you think potential candidates can use these screening mechanisms to their advantage by making themselves seem like perfect candidates when in fact they are not? What personality traits may not seem like a good fit based on an initial screening but in fact would make a good employee? Do you feel that work and dedication could overcome a person-job mismatch?Even the most sophisticated recruitment and staffing practices can still result in hiring employees who is simply not capable of an acceptable performance, explain why.