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Self-fulfilling prophecy occurs when our expectations about another person causes that person to act in a way that is consistent with those expectations. When the boss /coach believes in others, individuals can achieve increased levels of performance. In other words, the boss/coach can influence reality. Ste ps include: a) Form a positive expectation about the individual’s future behavior and performance and increase individual self-efficacy by displaying confidence in his/her skills and ability. b) Develop a learning orientation i.e. appreciate the value of the individual’s learning, not just completing tasks. c) Apply leadership behaviors including skill development, emotional support, feedback, challenging goals, etc. as appropriate to the situation.

This question raises the fundamental dilemma that stereotyping is both a necessary and a troublesome activity in the perceptual process. On the one hand, the manager is correct that stereotyping helps us to fill in missing information, such as the non-observable characteristics of a person that only become apparent after a long time. Also, stereotyping helps us to organize information more efficiently by placing people into predetermined categories. Although most stereotypes have some truth to them, there is also plenty of error and distortion which could lead to employment discrimination. It is unlikely that someone perfectly fits the stereotype category, so we tend to assign traits that are untrue. Stereotyping makes it difficult for people to alter their beliefs about a person regarding traits that conflict with the stereotype.

This case occurred at a small industrial services business in the United Kingdom (see: A. Levy, “Teenage office worker sacked for moaning on Facebook about her 'totally boring' job,” Daily Mail, 26 February 2009). However, there are several similar cases involving Facebook, blogs, and other social media, where employees write negative comments about their employer. For example, this incident parallels two earlier cases in which (a) a Starbucks employee was fired for complaining about his boss’s decision on a work issue and (b) an employee who worked in marketing for government in northern Canada was fired for posting artistic photos of garbage in the snow. To some people, the case of the teenage Facebook complainer is a clear case of an employee who should be dismissed because she lacks sufficient commitment to and appreciation of the job. The company owner later explained to medi a : “We were looking for a long-term relationship with Miss Swann as we do with all our staf f .

Motivation . There are several facts that suggest that the poor paperwork is due to lack of motivation. First, officers come into this profession because they want to work with the public and catch criminals, not sit in an office filling out reports. Thus, the paperwork task does not fulfill their needs for personal growth. Second, social rewards (praise, recognition) result from the outside activities, not paperwork. Third, financial rewards do not encourage people to do paperwork. Promotions are based on seniority, so they motivate officers to stay with the force, not to complete paperwork. Competitions did not work, either. Ability . It isn’t certain that officers are able to complete the paperwork task well enough. They don’t seem to receive any training in this area. Role Perceptions . The captain seems to have emphasized the importance of paperwork to the officers, and they probably have learned that some cases have been lost due to poor reports. Thus, it is reasonable to con

Values congruence is defined as how similar a person’s values hierarchy is to the values hierarchy of the other in comparison. The textbook explains that values congruence comes in different forms, such as individual with organization and organization with society. This question asks about values congruence between the organization and a professional group (accountants, lawyers, engineers, teachers etc.). For example, an engineer working for an auto manufacturer may be asked to design a gas tank that minimizes cost beyond established minimum engineering standards. In this case values incongruence may occur because the engineer’s profession dictates that public safety be paramount in all design considerations. Hence, values congruence is relevant when it comes to situations involving decision-making affecting both parties’ interest. Students may also discuss the ways to go about this kind of conflicting situations.

This sweeping statement is false. In other words, not all decisions are having equal right/wrong or good/bad dimensions. We are saying there is a threshold which defines ethical concern, and it is a function of moral intensity and moral sensitivity. For a decision to have an ethical dimension, i t has to have some moral intensity associated with it. Moral intensity is a characteristic of the situation. It refers to the degree to which an issue demands the application of ethical principles. “Who should be laid off?” would have high moral intensity. On the other hand, a decision to take an umbrella to work because it might rain has no moral intensity. This is because morally intense issues involve others in the society who may think the decision is good or evil, or the issue quickly affects people. Moral sensitivity refers to a characteristic of the decision maker, not the situation. Faced with the same issue, two decision makers may be more or less moral sensitive, depending on emp

There are a number of issues that student might -- and should -- raise in response to this question. Effectively, the question is asking for the actions that can be logically deduced by knowing that an employees’ personality is greatly determined by their born tendencies. First, the strong effect of heredity suggests that applicant selection is an important way to improve job performance and employee well-being (by ensuring their work matches their personality). Although we might try to change an employees style of behavior, their inherent style is strongly determined already. This is why many companies refer to “hire for attitude, train for skill” A second implication is that training for some types of behavior (fun-oriented, detailed, talkative, etc.) might be less successful than employer assume. It would be better to transfer people into jobs that more closely match their personality. This understanding also lea d to more objective understandin g of poor performing employe

The MARS model of individual behavior states that behavior is a function of motivation, ability, role perceptions, and situational factors. With respect to absenteeism, employees may be away from assigned work because they don’t want to attend work due to lacking a meaningful work life or being pushed away by workplace conditions (motivation), they are not clear about their expected duties and responsibilities (role perceptions), lacking the necessary abilities to cope with work (ability), and/or environmental conditions that prevent them from attending work (situational factors). In this incident, situational factors may explain mostly why female employees are absent. Specifically, family responsibilities interfere with their work attendance. However, some absenteeism among men and women may be due to sick leave policies. It is known that generous sick leave benefits reduce attendance motivation. Whatever the reasons given, the way to reduce the unwanted conditions can be traced

These questions are open to speculation and debate. The arguments should be founded on the understanding of the stakeholder perspective which define stakeholders as any entity who affects or is affected by the organization’s objectives and actions e.g.  employees , shareholders, suppliers, unions, government, etc. Hence, the answer can be constructed by providing valid needs as perceived by different stakeholders. Many will suggest that CSR has become more important because of global warming, loss of habitat, and other highly visible indicators of problems. In addition, a few might argue that increasing wealth allows society to raise the bar on companies by demanding that they contribute more to society. Still others might suggest that globalization has brought developed world companies closer to people in poverty and countries in need of better health standards. Students may state that corporate scandals have raised CSR as a priority. Other reasons include the preference of sta

This question relates to the importance of organizational learning perspective in achieving organizational effectiveness. Meanwhile, the question emphasizes the critical understanding that organizational effectiveness is a function of an overall holistic system view of the effective and efficient interplay of all three elements of software (the knowledge and processes), hardware (the structures and the people) and the harmonious relationship between the organization and its environment. Focusing on any one component at the expense of the rest would definitely result in incomplete picture of an effective organization. Some executives still view land and capital as a company’s most valuable assets . They give lip service to the idea that “People are our most value assets” but still don’t understand that land and capital have little value without people . For instance, this mining company would not have found land with ore deposits unless it had the knowledge to find those minera