1. How would you describe a person you know who has strong intrinsic and extrins
ID: 1712881 • Letter: 1
Question
1. How would you describe a person you know who has strong intrinsic and extrinsic work values? 2. Why might two employees with the same job develop different attitudes toward it? 3. On what kinds of jobs might the moods that employees experience be particularly important for understanding why they behave as they do? 4. Why are attitudes less long lasting than values, and why are moods more transitory than attitudes? 5. What specic standards might people use to determine their satisfaction with different facets of their jobs? 6. Why is job satisfaction not strongly related to job performance? 7. Should managers always try to reduce absenteeism and turnover as much as possible? Why or why not? 8. In what kinds of organizations might organizational citizenship behaviors be especially important? 9. What specic things can an organization do to raise levels of affective commitment? 10. In what kinds of organizations might affective commitment be especially important?
Explanation / Answer
1. How would you describe a person you know who has strong intrinsic and extrinsic work values?
Ans: Many people that I know that are unsatisfied with their career and what direction their work might take are prime examples of individuals usually extrinsically involved in their work. My mom for example is the complete opposite; she absolutely loves her job for not only the extrinsic work value (money), but also the intrinsic work value (the work itself). Each and every day she loves going to work for the fact that it makes her happy and gives her enjoyment.
3. On what kinds of jobs might the moods that employees experience be particularly important for understanding why they behave as they do?
Ans: Such jobs as a waitress, flight attendants, cheerleaders, and even secretaries require a happy go lucky mood that shows your customers or observers that you are completely and fully engaged. If in any of these jobs you are angry, depressed, or irritated it will reflect negatively on the company, which in result might cause you to lose your job. There are certain emotions that deem appropriate for different jobs and being able to distinguish which ones are correct for your job is key in prospering inside the organization.
5. What specific standards might people use to determine their satisfaction with different facets of their jobs?
Ans: Job satisfaction can be determined by a lot of different factors, but figuring out which factors mean the most to you and your organization will help determine your success. Such standards like; work situation, personality, values, and solid influence. I know for me every time I into an interview one of the questions I ask is "what are the companies core value?" By asking this I can accurately figured out whether or not we have something in common. If not, then we probably weren't the correct fit anyway. Being able to distinguish what truly makes you happy while at work is key when career hunting.
7. Should managers always try to reduce absenteeism and turnover as much as possible? Why or why not?
Ans: I believe that it is very important for any organization to reduce both absenteeism and turnover as much as possible. Having employees report late presents a negative image for the company as whole, but also it's management. If employees are consistently showing up late there's a good chance it has a strong correlation to their job satisfaction.
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