The Difference Between Affirmative Action And Managing Diversity Is Illustrated In The Table Below; Essay

Given this scenario, a negative reinforcement technique that I could employ is intentional nagging. I could use nagging by often reminding the employee to be punctual. When the employee starts reporting early the nagging will stop.
Using punishment, I could make the employee leave work late to compensate for the hours lost by him/her coming late to work.
A “family-friendly program” is likely to increase the employee commitment to the organization. Such a program is likely to create the affective commitment to the organization’s employees in that employees will have a strong attachment to the organization emotionally given that such a program is likely to align the organization’s values to the employee’s personal goals and values.
For a sales person, I would look for an employee with the extroversion trait. This is because such an employee is sociable, talkative, and assertive and can express himself emotionally. This is a trait that you want to have in a sales person due to the nature of the job and if you desire to increase the sales. I think this one trait can enable the employee reach out to the desired customer base. Another personal trait that I could look for in the employee could be conscientiousness. This is because such a person is achievement-oriented, which is really important in the sales.
Maslow hierarchy of needs theory classifies the human needs to five levels of the lower –order needs of higher order needs. The needs are psychological, safety, social, esteem, and self-actualization needs. According to Maslow, people are motivated by the unmet needs. Once a particular level of needs has been met, they stop being a motivator. Adhering to this theory a manager can create a staff motivation policy of motivating each employee through role definition, compensation plans, company activities etc.