Question

Following are several actions managers commonly take when confronted with turnover. Which of these actions are not supported by evidence? Check all that apply.

1. When talking with job applicants, discuss only the best parts of the job.
2. Let employees select the classes they think would help them the most on the job.
3. Provide leadership training to all new supervisors and managers.
4. Separate employees so that they don’t talk about the people who have left the company.
5. When Helena says in the video that she has to make decisions as though she’s 25 because otherwise she’ll be "way too conservative and we’ll be dead in the water," she is describing a way of countering _________ . a. the escalation of commitment b. the status quo bias c.initial impressions d. risk propensity
6. Helena needs to decide whether she can afford to make her bikinis in two additional colors that are trending for the coming season. She knows exactly how much credit she has with suppliers but not exactly how many swimsuits will sell. This is a ____(programmed, nonprogrammed) decision. If Helena bases her decision partly on past sales data and partly on her intuition from years in the fashion industry, the____(political. classical, administrative) model would best describe her decision-making process.

Answer 1

Discussing only the best parts of the job and separating employees to avoid talking about those who left are actions that are not supported by evidence when managers deal with turnover.

Step-by-step explanation:

The actions that are not supported by evidence when managers are confronted with turnover are:

1. When talking with job applicants, discuss only the best parts of the job. This is not supported by evidence because it may result in false expectations and later lead to dissatisfaction for the new employees.
2. Separate employees so that they don’t talk about the people who have left the company. This is not supported by evidence because open communication and transparency are important for employee morale and engagement.