The very best managers seem to share four key behaviors that help to trigger the 12 worker beliefs that underlie a profitable, productive workplace. Identify the four behaviors.
What will be an ideal response?
1. Select for talent: The best managers identify talents that are needed for a particular position and then find people who fit the role. This means looking beyond a person's knowledge and skills to size up whether a job really "fits" him or her. To do that, one must take into account the broad range of factors-situational, contextual, strategic, and environmental-that may affect that person's performance.
2. Define the right outcomes: Managers who do this best establish very clear objectives; they make sure that employees have the resources to do their jobs well; and then they allow employees to pave their own paths. The best managers don't define the steps for their employees or legislate style.
3. Focus on strengths: Rather than identifying workers' weaknesses and attempting to fix them, where the gains will be short-lived, the best managers focus on strengths. They identify and reinforce strengths, and then figure out where workers' strengths will serve the company best.
4. Find the right fit: The best managers continually encourage their employees to look in the mirror and assess themselves in order to find the kind of work that will bring out their best talents.
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A. market segmentation. B. market positioning. C. marketing. D. market share analysis. E. marketing research.
The Robinson-Patman Act was passed in 1936 and
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A) Tasks. B) Managers. C) Money. D) Resources.
The fundamental purpose of a variable annuity is to
A) provide funding flexibility to the purchaser. B) provide a hedge against inflation. C) fund the purchase of cash value life insurance. D) guarantee a fixed-dollar benefit throughout retirement.