Replying to At the library rn studying for my human resource final

Types of interviews





Structured - Two types of structured Interviews

This is an interview where the interviewer has a set of questions to ask the potential employee.

Situational - job applicants are asked what they would do in a hypothetical work-related situation. For example, applicants for a supervisory role might be asked, “What would you do if you had an employee whose performance suddenly decreased? How would you handle the situation?” This approach might be more appropriate when job applicants have little work experience.
Behavioral - applicants are asked how they handled a work-related situation in the past. As we noted in our opening case, Google is a leader in the selection space, and behavioral interviews are part of its selection procedures.15 For the supervisor position, applicants might be asked, “What have you done when you had an employee whose performance suddenly decreased? How did you handle the situation?”





Unstructured



A type of interview where the interviewer has no real set of questions. Usually turns out to be a conversation between the two, although this type of interview has fallen out of popularity between most businesses. You can still find these kinds of interviews being used in low skill jobs or by small businesses.




Intrinsic vs Extrinsic motivation


Intrinsic



Intrinsic motivation comes from within an individual. It involves engaging in an activity because the person finds it inherently rewarding, interesting, or enjoyable.
Examples: Personal satisfaction, a sense of accomplishment, curiosity, love for the task, and the joy of learning are all examples of intrinsic motivations.
Characteristics: Intrinsic motivation is often associated with a genuine interest in the activity itself. People driven by intrinsic motivation typically exhibit higher levels of creativity, persistence, and satisfaction.



Extrinsic



Extrinsic motivation, on the other hand, involves engaging in an activity or pursuing a goal because of external factors or rewards. The motivation comes from outside the individual.
Examples: Money, grades, praise, recognition, promotions, or avoiding punishment are examples of extrinsic motivations. These are external incentives that drive behavior.
Characteristics: Extrinsic motivation can be effective in influencing behavior, but it may not foster long-term commitment or passion for the task. People may be motivated by external rewards, but their engagement may decrease once those rewards are removed.