MGT 320 Study Guide for Exam 1 FALL 2013 EXAM STRUCTURE (Closed-Book Exam‚ No Notes) – 120 POINTS QUESTIONS (MULTIPLE-CHOICE‚ TRUE-FALSE‚ SHORT ANSWER) KINICKI-FUGATE BOOK (Chapters 1-4) Kinicki-Fugate- Chapter 1: Needed: People-Centered Managers and Workplaces 1. What are the seven people-centered practices according to Jeffrey Pfeffer (Stanford University)? (p. 4) 1. Job Security 2. Careful Hiring 3. Power to The People 4. Exceptional pay for performance 5. Lots of Training
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Orientation Louis (1980) “a process by which an individual comes to appreciate the values‚ abilities‚ expected behaviours and social knowledge essential for assuming an organisational role and for participating as an organisational member”. Orgs believe it will be helpful with productivity and turnover (Wesson and Gogus‚ 2005) Help newcomer to adjust by introducing: People Roles Organisation Klein and Weaver (2000) Compared attenders (55) and non-attenders (61) of University staff
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explained that he was extremely busy and was not sure if he could fulfill the contract. Cyril flew into a rage and immediately hired someone else who painted the house‚ but at a higher price. Cyril then sued the painter‚ claiming that there was an anticipatory repudiation of the contract by the painter. With regard to the automobile purchase contract‚ after signing the contract‚ the neighbor decided that she did not wish to sell her car and refused to complete the transaction. Cyril attempted to purchase
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Anticipatory Grieving Anticipatory Grieving A. 1. Describe the problem. A 66-year old Mexican-American man came to the ER on 4-6-2014‚ for shortness of breath and respiratory distress. Patient also has a history of alcohol abuse‚ cirrhosis‚ kidney and gallbladder stones‚ and renal failure. Patient had family coming to visit and was 10 minutes from the hospital. They were informed the moment they walked into the hospital that the patient was not doing very well. Doctors had to take drastic measures
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Dawn N. Noguerra MBA 6247 Human Capital Management PO Box 1214 Inglewood‚ CA 90308 Telephone: (323) 243-4366 Email: justsyd2001@yahoo.com Instructor: Dr. Tidwell Abstract I have chosen one workforce development practice (organizational socialization) and one workforce management practice (retention and turnover). In this paper I will discuss both practices and how they relate to my current organization or how they can be implemented into my current organization to make the business flow efficiently
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15%) Date of Submission: 4th November 2009 Socialization can be defined from a dictionary as “ a continuing process whereby an individual person acquires a personal identity and learns the norms‚ values‚ behavior and social skills appropriate to his or her social position”. Socialization is a continuous life process‚ but is in general divided into two very distinct groups: primary socialization and secondary socialization. But has socialization changed over the years? If so‚ what has been the
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others inculcate and prepare these infants and adults to function in social life. This process of acquiring culture and social well-being referred to as socialization is thus the means by which social and cultural continuity are attained. Generally‚ socialization is into two categories primary and secondary socializations. Primary socialization typically begins at birth and moves forward until the beginning of the school years. Facilitated mostly by the family and to a certain degree various forms
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(Clarkson‚ Miller and Cross‚ Business Law Text and Cases‚ page 324). Before either party to a contract has a duty to perform‚ one of the parties may refuse to carry out his or her contractual obligations which is called anticipatory repudiation of the contract. When an anticipatory repudiation occurs‚ it is treated as a material breach of the contract‚ and the non-breaching party is permitted to bring an action for damages immediately‚ even though the scheduled time for performance under the contract
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Leadership & Organizational Behavior Chapter 14 Summary Organizational Culture Organizational culture consists of the values and assumptions shared within an organization. It defines what is important and unimportant in the company and‚ consequently‚ directs everyone in the organization toward the “right way” of doing things. Elements of Organizational Culture In the context of organizational culture‚ values are discussed as shared values‚ which are values that people within the organization
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Contemporary World Issues. Denver: Auaria Books‚ 2006. Di Stefano‚ Mavneski. Culture in International Mangement: Mapping the Impact. IMD International. Aug. 2004 www.02imd.ch/news/research/perspectives/index Downes‚ Lilli. "Personality‚ Self‚ and Socialization." Polk Community College. 8 May 2008 http://www.polk.edu/INSTRUCT/ALSS/Lilli/syg2000/content/Lectures/Lecture%20Socialization.html Gazzaniga‚ Michael. "The riddle of Japan." National Review 04 March 1988 http://findarticles.com/p/articles/mi_m1282/is_n4_v40/ai_6406285
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