Based on personality factors, should Simone has a high score in conscientiousness and a high score in agreeableness on the big 5 personality test, she is likely to be "<u>Hardworking and helpful."</u>
This is because a person with a high score in conscientiousness implies that such a person is goal-driven and can delay gratification for success. Such a person is also considered disciplined.
Also, a person that scores high in agreeableness has a high tendency to accept people for who they are, cooperative and helpful to people in their task.
Hence, in this case, it is concluded that the correct answer is "<u>Hardworking and helpful."</u>
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Answer:
According to Knapp's (1938-) Model of Relational Development, Barbie and Ken are stuck at the <em>Stagnation stage.</em>
Explanation:
On the Stagnation stage <u>individuals see that their relationships are not developing anywhere and feel stuck in them</u>. As Barbie and Ken do not move past seating on the porch and talking about weather.
The other characteristic is not talking a lot. Each individual feels that he or she knows about what the other person is going to say. While stagnation stage is frustrating, people often <u>stay in it for prolonged periods of time</u> in order to avoid pain from ending the relationship altogether.
Answer:
The answer is B, Kim has an external locus of control
Explanation:
in personality psychology, it is identified that people who attribute their success or failure to external circumstance or influence have an external locus of control.
Referring back to the question, at every point, Kim was blaming external influence for his circumstance so we can rightly say he has an external locus of control.
Herbert Hoover was branded as the Great Humanitarian before he became a president. This was the act that channeled money and food to aid Russia which was suffering famine. This act saved the lives of millions of people. The answer to this problem then is <span>A.)</span>
The correct answer is A. Working conditions
Explanation:
Frederick Herzberg's two-factor theory claims that one of the two main factors causing dissatisfaction in employees is hygiene factors. These factors are related to general working conditions, payments, and benefits, status, among others that depend mainly on the employer and the policies of the company. Moreover, hygiene factors differ from motivators (the second factor in the theory) because motivators are related to recognition, promotion, and similar that depend on the employers but also the performance of employees.
According to this, the factor that would be considered a hygiene factor is "working conditions" because this factor includes elements such as an old or inadequate building that depend mainly on the employer, which is a characteristic of hygiene factors. Also, other factors such as promotion, training or recognition are part of motivators rather than hygiene.
