People with high achievement orientation tend to value assertiveness, competitiveness,
and materialism.
Post-decisional justification gives people an excessively optimistic evaluation of their
decisions, until they receive very clear and undeniable information to the contrary.
According to four-drive theory, the drive to acquire, bond, and learn are proactive.
Evaluation apprehension is most common in meetings attended by people with different
levels of status or expertise.
Feedback to employees is most effective when it is frequent, credible, and general.