Paper. 6 pages double space. Due ASAP Please answer the following questions. Each answer should be at least 3 pages double-spaced, 12-point Times New Roman, 1-inch margins. Please make sure to label each of your responses with the question that you are answering.

QUESTION 1 Imagine that you work at a marketing firm as a supervisor. One of your employees, Jeff, is a receptionist, and has not been performing well at work. He often shows up late, is slow to answer the phones, and you feel as though he does not greet clients and customers with the right level of enthusiasm. Please answer the following questions. (a) How could you motivate Jeff to do better at his job? Using at least two theories of motivation, describe how you could create a plan to help Jeff improve his job performance. Please be specific on how you would use these motivation theories. (b) In addition to developing a performance improvement plan for Jeff, you also think that it might be helpful to redesign his job in order to increase his job satisfaction. Using Job Characteristics Theory, in what ways could you change Jeff’s job in order to increase his job satisfaction? Please use at least two of the five job characteristics. Again, please be specific and give examples. (c) After getting to know Jeff better, you realize that he is conscientious and introverted. Based on these personality characteristics, do you believe he would have good person-organization fit in his role as a receptionist? Why or why not? (d) Given that you have devoted a lot of time and energy into Jeff’s performance improvement plan, you are aware that you have to be careful about certain perceptual biases that you might have towards Jeff and the performance improvement plan. Provide at least one type of perceptual bias that you could be susceptible to in this scenario, and explain why it would apply. (e) After about four months into the performance improvement plan, Jeff confides in you that he is feeling stress as a result of the increased work expectations. Would you advise problem- or emotion-focused coping for Jeff, and what specific coping techniques would you recommend? QUESTION 2 Emma was an employee at a consulting firm based in Boston, but had recently been looking for a new consulting job. She recently received an offer from another local firm, GoConsult. Emma was in the process of negotiating her compensation package. One thing that was important to Emma was getting as much vacation time as possible. During her negotiation, Emma initially asked whether it was possible to have 5 weeks of paid vacation. While she asked for 5 weeks, she was willing to accept as low as 3 weeks. If GoConsult wasn’t able to offer Emma at least 3 weeks of vacation, Emma planned to stay at her current job. GoConsult didn’t know what amount of vacation Emma was willing to accept, but saw that she was willing to negotiate the vacation amount. GoConsult countered Emma’s proposal by saying that new consultants typically only receive 2 weeks of paid vacation. However, the recruiter who was negotiating with Emma had been authorized to offer up to 3.5 weeks of paid vacation. Emma did not know this yet. (a) What was the zone of possible agreement and what was Emma’s BATNA? (b) While the vacation negotiation was distributive, if you were advising Emma or GoConsult, how could they have made the overall job negotiation more integrative? Please be specific with examples in your answer. (c) According to media richness theory, what type of channel/medium should Emma or GoConsult use while they are negotiating? Why? (d) Should organizations such as GoConsult take into account equity theory when negotiating compensation (such as salary and vacation time) with new hires? Why or why not? Explain your reasoning. (e) There are certain biases that can affect the outcomes of negotiations. What bias(es) could play a role in the negotiation between Emma and GoConsult? Provide at least one type of perceptual bias that you could be susceptible to in this scenario, and explain why it would apply.