Name: Arif Hossen

Course: MGT-500

Chapter-9

Answer-1

I would need open flow communication with Kitty because maintaining clear professional objectives,
project focus, and control over increasing workplace issues can all be achieved with open
communication between managers and staff.

Answer-2

Kitty and I would meet before beginning the project to go over what needs to be done for this particular
project. I would then suggest setting up a meeting for two weeks from now. In two weeks, you can
inquire about any problems or issues Kitty may be having and voice any fears to PJ. With this schedule, I
can monitor the situation and provide assistance as needed, but I can also take a more positive
approach and let Kitty take care of the majority, if not all, of the issues.

Answer-3

When assessing a person's readiness for performance, the management must consider their aptitude
and willingness. Aptitude can be determined by looking at past performance. You can determine a
person's level of willingness by watching how they behave in a particular circumstance. We can get a
decent idea of where to start with any further development of a person by looking at how prepared they
are to perform.

Answer-4

Managers can devise incentives to maintain the new behavior. The two most common types of
reinforcement regimens are continuous reinforcement and intermittent reinforcement. Continuous
reinforcement is the practice of rewarding someone over time for exhibiting the desired new behavior.
Due to inconsistent reinforcement, not every desirable activity is consistently rewarded.

Chapter-10

Answer-1

The important points on her current performance:

 The Reason of unethical

 About her distracted
 Recent issues
 Personal Problems

Her current behavior is therefore incredibly strange and unexpected when compared to her usual
behavior and performance.
Answer-2

I would rather start the conversation by inquiring about her interest in and readiness for the position
and also start the conversation according to S3 leadership. There could be a number of reasons for the
decline in performance readiness.

Answer-3

I will evaluate how she acts and performs at work to determine how effective my leadership style is. She
is more attentive, focused, and complying with company standards, so I don't need to alter my
leadership style for her because this suggests that my strategy worked. I should work harder to maintain
her high level of performance, though.

Answer-4

I would frequently follow up with Sally through good communication in order to determine whether or
not I needed to take any disciplinary action. In addition, I'll consider the opinions of the company's other
department heads regarding her performance.