The self-fulfilling prophecy tends to be stronger when employees are new to the job
than when employees have worked in that job for a few years.
Job status-based rewards potentially motivate employees to compete with each other.
The rational choice decision paradigm recommends choosing the alternative with a
moderate subjective expected utility.
A simple structure is one of the best structures in which to accommodate organizational
growth and diversification.
A way to increase an employee’s E-to-P expectancy regarding a specific task is to
increase the person’s self-confidence through counseling and coaching.
Self-leadership suggests that goals should be set by the employee’s supervisor with or
without the employee’s involvement.
Organizational countercultures further strengthen the organization’s dominant culture.