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【简答题】

The attitude of some top management used to be "The machine belongs to the company; the worker is made for the machine; or, the worker belongs to the company and exists to satisfy its needs." Entertaining such a perspective today would border on lunacy (精神错乱), although managers can be found who act as though they still prescribe to it. The fact is that no employee works primarily to satisfy the needs of any organization. He labors first and foremost to meet his concern for the welfare of the firm. Additionally, the leader soon learns to accept his people as he finds them rather than as he would like them to be. Even if he is unhappy with their performance, he knows that the only possible starting point, for improvement, is where they are and as they are at a given time. Five facts are at the heart of any mutual perception process. First, initial impressions tend to be lasting as well as erroneous, it is necessary not only that the manage-leader perceive his people accurately but that he make it easy for them to see him as he is without sham or flimflam (欺诈). Second, a person perceives what he looks for and very little else. This means that the manager should emphasize the positive in sizing up his people. If he is aware of their limitations, he is also conscious of the fact that he will not make much progress with them by focusing on deficiencies. Far too much time is wasted in most organizations on attempts to eradicate defects. It would be wiser to concentrate on capitalizing on assets and building strengths. Third, needs govern perceptions. At the outset of any relationship, there is bound to be some uncertainty on both sides. If he is an unframed picture to his subordinates, the manager realizes that they are not sure just how to go about relating to him. His responsibility is to be authentic in his dealings with them and open to interaction with them. Authenticity and openness in dealing with his subordinates ’’will help them satisfy their need to know where they stand, how they should relate to him, what kind of person he is, and how he intends to manage. Then they will get a true picture of him and how he operates without wasting time second-guessing and playing s with him. The fourth fact is that attitudes govern perceptions. A positive, supportive attitude is readily sensed by employees, who, even if they are school-dull, are generally life-bright. Finally, perceptions are really transactions between the people involved. As the leader must allow his people opportunities to interact with him, so he must also interact with them. In this way, both will make the getting-to-know-you process efficient and rapid. To make much progress with them, how should a manager evaluate his subordinates

题目标签:精神错乱欺诈
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举一反三

【单选题】投保人或被保险人的欺诈,纵火行为等都属于()

A.
道德风险因素
B.
心理风险因素
C.
名义风险因素
D.
社会风险因素

【单选题】患者以昏睡和精神错乱为主要表现时处于

A.
肝性脑病前驱期
B.
肝性脑病昏迷前期
C.
肝性脑病昏睡期
D.
肝性脑病昏迷前
E.
亚临床肝性脑病

【单选题】以下哪项不属于投保人、被保险人或者受益人的保险欺诈。

A.
老李不慎滑倒,在滑倒住院之后才投保
B.
小小伙同医生假造病历,提高治疗费用
C.
老王在周日为自己买了一份人身保险,可在周一早上爬山时不慎跌倒
D.
老赵的儿子在老赵去世后,谎称老赵意外身故

【单选题】欺诈不如实告知导致的法律后果是()?

A.
合同有效但不赔付
B.
合同自始至终无效且不退费
C.
不赔付但应退还保费
D.
合同有效且部分赔付

【多选题】服务员欺诈行为表现()

A.
随意夸大商品的功能或性能
B.
谎称全国最低价
C.
产品售后不履行承诺
D.
为客户介绍商品不准确,以致客户买错商品

【单选题】下列哪种标价行为构成价格欺诈行为?()

A.
不标明价格的
B.
不按照规定的内容和方式明码标价的
C.
销售处理商品时,不标示处理品和处理品价格的
D.
在标价之外加价出售商品或者收取未标明的费用
相关题目:
【单选题】投保人或被保险人的欺诈,纵火行为等都属于()
A.
道德风险因素
B.
心理风险因素
C.
名义风险因素
D.
社会风险因素
【单选题】患者以昏睡和精神错乱为主要表现时处于
A.
肝性脑病前驱期
B.
肝性脑病昏迷前期
C.
肝性脑病昏睡期
D.
肝性脑病昏迷前
E.
亚临床肝性脑病
【单选题】以下哪项不属于投保人、被保险人或者受益人的保险欺诈。
A.
老李不慎滑倒,在滑倒住院之后才投保
B.
小小伙同医生假造病历,提高治疗费用
C.
老王在周日为自己买了一份人身保险,可在周一早上爬山时不慎跌倒
D.
老赵的儿子在老赵去世后,谎称老赵意外身故
【单选题】欺诈不如实告知导致的法律后果是()?
A.
合同有效但不赔付
B.
合同自始至终无效且不退费
C.
不赔付但应退还保费
D.
合同有效且部分赔付
【多选题】服务员欺诈行为表现()
A.
随意夸大商品的功能或性能
B.
谎称全国最低价
C.
产品售后不履行承诺
D.
为客户介绍商品不准确,以致客户买错商品
【单选题】下列哪种标价行为构成价格欺诈行为?()
A.
不标明价格的
B.
不按照规定的内容和方式明码标价的
C.
销售处理商品时,不标示处理品和处理品价格的
D.
在标价之外加价出售商品或者收取未标明的费用