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Gina Robinson, Inc. (GRI)GRI management has decided to reinvent the culture of the organization. Previously, the company tried to make jobs more appealing by adding more responsibilities to each job description. However, this did not work. Next, the company decided to add flextime. It believed that this would make employees more dedicated.GRI then introduced even more work options for employees. For example, management decided to group all full-time employees into teams to allow employees with different backgrounds to learn from each other. Many different kinds of teams were allowed, as long as the group members did not interact via the Internet or any other electronic means. The managers reasoned that team members must work face to face to learn from and truly engage with each other.Once these teams were formed, GRI management noticed that the quality of employees’ work was much improved. The managers also observed that people felt much more comfortable with and tolerant of each other. Refer to Gina Robinson, Inc. If GRI management were to allow employees to work at home for a portion of the work week, which of these practices would they be introducing?

The more complex and uncertain a company’s environment, the more likely it is that the company will

Wanda Zarky is paid a specific amount of money for work during a set calendar period, regardless of the actual number of hours worked. This money is called

Virtual teams are unassigned teams of friends within an organization.

Dana is assigned to create a training program for newly hired mortgage loan officers. She has the ____ to complete this assignment.

A government-funded group of scientists is assigned to discover new knowledge and scientific advances. These scientists are not required to consider the potential use of this knowledge. This group is conducting

The responsibility for monitoring schedules to ensure that the work flows according to schedule is called follow-up.

Corporate culture has little real influence on the performance of a firm.

Garrett EnterpriseGarrett Enterprise is a well-known company that has been around for many years. However, Mr. Smith, its CEO, has noticed recently that the company is not performing up to par. He has been watching the employees closely. Mr. Smith saw that his workers do only what is required and that no one seems to go above and beyond what is necessary.He thinks this is odd because Garrett Enterprise used to have dedicated employees who felt a real sense of ownership toward the company. Now it seems that the employees need to be watched all the time just to make sure they are doing the minimum required. The company has always tried to help its employees through various measures, but recently these measures have been unsuccessful.Mr. Smith also observed that the employees were not engaging with each other. They all seemed to be at ease with each other, but there was very little interaction. When Mr. Smith asked his top managers to study the situation more closely, they reported that the employees were neither dissatisfied nor motivated.Mr. Smith decided that things needed to change. He decided that the managers would reward only very good behaviors and punish anything that was considered bad behavior. While this may not be the best option, Mr. Smith believes that it may work for the near future. Refer to Garrett Enterprise. When the employees felt a sense of ownership, they must have been feeling more

​Marek, a manager for a computer assembly department, has toured the assembly floor where employees are performing specialized tasks and noticed that employees seem to be bored and dissatisfied with their work. To promote satisfaction and retain employees’ interest in their jobs, Marek may do any of the following except