chapter 11 and 12 mgt

What is the significance of the thresholds set by algorithms as discussed in the case study? The threshold is arbitrarily set by the algorithms all the choices the threshold influences whether an applicant is recommended to employers calculaations of the threshold is opaque to the outside world there are no measurable differences in emploees jus about and below the threshold

ALL

According to Cook which are HR practices and decisions that have incorporated data analytics? Revealing employee characteristics relating to retention rates Forecasting turnover rates Aligning pay with performance all of the choices Predicting retirement beyond old indicators of age and tenure

All the hoices

Psychological safety is when Employees feel threatened discussing errors and reeiving feedback employees feel safe taking interpersonal risks in their organizations Employees are confident and competetnt in their abilities employees take accountability for their actions employees feel they are constantly competing with others for recognition

Employees are confident and competetnt in their abilities

In the interview how does cook suggest Hr should link data back to organizational objectives? Implement analytics without additional input from other departments develop a strategy based on transactional outcomes use analytics to deliver services at the lowest possbile cost Engage leadership in the design and assessment of performance Keep the technology and capability siloed in HR

Engage leadership in the design and assessment of performance

What does the analysis of the UPWORK case study suggest about why the gap in likelihood of hiring between recommended and not recommended disappeard after the interview stage? Employers became less selective Algorithms were less effective Employers became more selective applicants skills and competencies improved Interpersonal Biases played a role for in person interactions

Interpersonal Biases played a role for in person interactions

What does "the rating game" suggest about the impact of ratings on the emotial labor of employees? Lead to coerced friendliness and subservience allow employees to express dissatisfaction encourage employees to be more authentic empower employees to advocate for their rights promote a laid back working environment

Lead to coerced friendliness and subservience

What does the upwork case study suggest about the difference in job performance between recommended and not recommended applicants around the threshold of .5 algorithm score Recommended applicants perform better not recommended applicants perform better recommeneded applicants have higher hourly rates none of the choices no significant difference between the two

No significant difference between the two

What issues arise if decisions are entirely left to algorithms in the judicial system? Reproduced racial inequalitites Enhanced fairness ethical decision making high efficiency improved human judgement

Reproduced racial inequalitites

In the context of culture and norms what is the limitation of relying solely on written rules and policies? Rules and policies cannot foresee all situations rules and policies do not represent organizational priorities as much as culture rules and policies can anticipate irregular situations rules arnd policies hinder the incluence of culture and norms rules and policies are too flexible for unpredictable situations

Rules and policies cannot foresee all situations

What does the "garbage in, garbage out" refer to in terms of algorithms in data processing and computation? Human input is unnecessary in algorithms algorithms are inherently Biased The quality of input training data influences the output algorithmic predictions cannot be accurate all of the choices

The quality of input training data influences the output

Which answer below is not a leader ship practice to manage and change the organizational culture? Using detailed multifaceted rules to foster the organiztional culture managing culture through reward system managing culture through socialization and training selecting people for culture fit Actively advertise desired culture in recruitment postings A

Using detailed multifaceted rules to foster the organiztional culture

What is organizational culture? A system of formal rules and regulations an explicit set of written policies a system of shared values and norms a guidebook for organizational processes a set of procedures that tell you what to do in a given situations

a system of shared values and norms

A strong culture is based on employees high levels of _______ and _____ about values and norms Disagreeement; intensity disagreement; carity uniformity; apathy agreement; intensity consensus; ambiguity

agreement; intensity

Strong culture can enhance performance by Reinforcing employee commitment to the organization all of the choices rallying employees around a set of unified goals Shaping and guiding employees behaviors appealing to employees higher ideas

all of the choices

All of the following characterizes social control EXCEPT Positive means of ensuring conformity applying sanctions to deviant behavior maintaining organizational and societal norms altering our behaviors to adhere to others expectations encouraging individual autonomy

encouraging individual autonomy

What radical proposal is a potential solution to the power dynamics created by the rating systems? Implement stricter regulations surrounding retings give employees the ability to transfer their repuation between platforms allow only managers to provide ratings abolish rating systems completely educate customers the implicatins of ratings

give employees the ability to transfer their repuation between platforms

Which statement regarding an overly defined culture is CORRECT? It encourages employees to challenge norms it promotes responsiveness to dynamic factors it supports an innovative work environment it fosters smooth assimilation during mergers it enhances rigidity to organizational change

it enhances rigidity to organizational change

Whats a potential pitfall of using scheins framework in analyzing and understanding organizational culture discussed in the lecture? Underestimating the role of basic underlying assumptions overlooking the importance of espoused values recognizing the evolving nature of culture misinterpreting the implications of artifacts for values and basic assumptions accounting for external factors on organizational culture

misinterpreting the implications of artifacts for values and basic assumptions

What is a key difference between national and organizational culture? none of the choices National culture is conditional while organizational culture is unconditional national culture hanges rapidly while organizational culture changes slowly individuals are partly involved with national culture while they are totally immersed in organizational culture national culture is largely based on values while organizational culture is largely based on tangible practices

national culture is largely based on values while organizational culture is largely based on tangible practices

What are the 3 criteria elements needed to use culture as a leadership tool in organizations? Recruitment, nnovative, strong strategically relevant, homogenous, strong wisdom, formal direction, collaborative strong, innovative, execution strategivally relevant, strong, innovative

strategivally relevant, strong, innovative