Joe knows from past experience that he has some flexibility

Joe knows from past experience that he has some flexibility in his workforce. Therefore, as long as the total capacity needed does not exceed the total available, the master schedule should be feasible. He also knows that he can increase his capacity total an additional 2.5 percent through extra overtime and still be within his budget. Given this new information, what recommendations do you have for Joe? What weeks are likely to be problems, and how should he use the capacity in those weeks? How important to NIMCO is it to have a flexible workforce? Assessment 2 CRP

Solution

Only theory can be explained at here

Self-efficacy beliefs are an important aspect of human motivation and behavior as well as influence the actions that can affect one\'s life. Regarding self-efficacy, Bandura (1995) explains that it \"refers to beliefs in one\'s capabilities to organize and execute the courses of action required to manage prospective situations\" (p. 2). More simply, self-efficacy is what an individual believes he or she can accomplish using his or her skills under certain circumstances (Snyder & Lopez, 2007). Self-efficacy has been thought to be a task-specific version of self-esteem (Lunenburg, 2011). The basic principle behind Self-Efficacy Theory is that individuals are more likely to engage in activities for which they have high self-efficacy and less likely to engage in those they do not (Van der Bijl & Shortridge-Baggett, 2002). According to Gecas (2004), people behave in the way that executes their initial beliefs; thus, self-efficacy functions as a self-fulfilling prophecy. For example, Employee A has high ability and a great deal of experience in creating graphs, but does not have confidence that he can create a high quality graph for an important conference. Employee B has only average ability and only a small amount of experience in creating graphs, yet has great confidence that she can work hard to create a high quality graph for the same conference. Because of Employee A\'s low self-efficacy for graph creation, he lacks the motivation to create one for the conference and tells his supervisor he cannot complete the task. Employee B, due to her high self-efficacy, is highly motivated, works overtime to learn how to create a high quality graph, presents it during the conference, and earns a promotion. Self-efficacy has influence over people\'s ability to learn, their motivation and their performance, as people will often attempt to learn and perform only those task for which they believe they will be successful (Lunenburg,