GB 370 test number 3
how long do people watch your ad?
3 seconds
reinforcement theory assumes that...
Behavior that results in rewarding consequences is likely to be repeated. Behavior that results in punishing consequences is less likely to be repeated.
reciprocal interdependence example
OLE MISS REGISTRAR-the worst
max weber designed an organizational model that...
Eliminates the power a large corporation has over its employees in terms of the limitations of job specialization It separates managers and workers into different groups through a logical, rational, and efficient organization design that's based on a legitimate and formal system of authority
goal acceptance
the extent to which persons accept a goal as their own.
Halo effect
the tendency to view someone as positive overall, even if they don't have good ratings for every measure
Pay for Performance method
ties pay directly to an individual's performance in meeting specific business goals or objectives that were set by managers along with the employees themselves; employees are held accountable for how much they're paid
reasons for delegation:
to enable the manager to get more work done by utilizing the skills and talents of subordinates to foster development of subordinates by having them participate in decision making and prob solving.
Governance
to what extent does our company have the right structures, communications systems, and policies to create a high-performing organization?
need-based theories of motivation
try to answer the question, ""What factors in the workplace motivate people?"
Four key sequential elements of the Workforce Scorecard
Workforce mind, Workforce competencies, Leadership and workforce behaviors, Workforce success
insight (creative process)
a spontaneous breakthrough in which the creative person achieves a new understanding of some problem or situation; when patterns of thought coalesce into a new understanding.
Savings Incentive Match Plan for Employees (SIMPLE)
one of the most attractive options for small-business owners
Health Insurance
one of the most desired benefits. Can be expensive for small businesses to offer, so many states have offered incentives to those who give their employees coverage
goal setting theory
one of the most influential theories of motivation Theory's Assumptions: Behavior is a result of conscious goals and intentions. Setting goals influences behavior in organizations.
rationale for departmentalization
organizational growth exceeds the order manager's capacity to personally supervise all of the orgs additional managers are employed and assigned specific employees to supervise
probs of matrix
power struggles decision authority creates a lot of overhead direct hierarchy and matrix probs
authority
power that has been legitimized by the org
delegation
process by which managers assign a portion of their total workload to others.
coordination
process of linking the activities of the various departments of the org
J n J historically has been a firm that...
promotes from within (southwest, hotel industry) **ppl get REALLY upset when this starts to change
Internal Recruiting
promotion from within; considering current employees as candidates for openings
equity theory
states that employees are demotivated when they view reward distribution as unfair; in addition to distributive justice, research identified two other types of fairness (procedural and interactional), which also affect worker reactions and motivation
building a branding strategy
step one- set yourself apart from competition step two- know your target customer. think about what they might like. step 3- develop a personality. show your customers everyday what you're all about.
delegation as company policy (decentralization)
systematically delegating power and authority throughout the org to middle and lower-level managers
expectancy theory
tates that motivation depends on (1) how much we want something and (2) how likely we are to get it; according to the theory, individuals ask themselves three questions: 1) will my effort lead to high performance? 2) will my performance lead to outcomes? 3) do I find the outcomes desirable?
Development
teaching managers and professionals the skills need for both present and future jobs
Training
teaching operational or technical employees how to do the job for which they were hired
Compensation and Benefits
the compensation/salary and other monetary and non-monetary benefits passed on by a firm to its employees
job specialization (division of labor)
the degree to which the overall task of the org is broken down and divided into smaller component parts
goal committment
the extent to which an individual is personally interested in reaching a goal.
big 5 personality traits
agreeableness, conscientiousness, negative emotionality, extroversion, and openness
organizational committment
an attitude that reflects an individual's identification with and attachment to an organization.
Human Capital
refers to a set of skills that individuals have acquired on the job, through training and experience, which increase a person's value in the marketplace; "the collective sum of the attributes, life experience, knowledge, inventiveness, energy and enthusiasm that its people choose to invest in their work."
problems in delegation (subordinate)
reluctant to accept delegation for fear of failure perceives no rewards for accepting additional responsibility prefers to avoid any risk and responsibility
Family and Medical Leave Act of 1993 (FMLA)
requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies.
task demands
Quick decisions Critical decisions Incomplete information for decisions
Difficulty in rating:
Rating against labels like excellent and poor is difficult at times even tricky as the scale does not exemplify the ideal behaviours required for a achieving a rating.
Perception biases
Recency effect, halo effect, and stereo-typing
marketing strategy step 5
Set Your Marketing Budget, or the percentage of projected gross sales that will go to your annual marketing budget. This could look different when you are first starting your business, so adjust this on a yearly basis Go back and adjust your tactics if you have exceeded your budget. The amount you will spend on marketing varies on your industry and amount of competition.
Labor Unions
an organized association of workers, often in a trade or profession, that is intended to represent the collective interests of workers in negotiations with employers over wages, hours, benefits and working conditions
A matrix is now called...
cross cuts
CRM software consolidates...
customer information and documents into a single CRM database so business users can more easily access and manage it. The other main functions of this software include recording various customer interactions (over email, phone calls, social media or other channels, depending on system capabilities), automating various workflow processes such as tasks, calendars and alerts, and giving managers the ability to track performance and productivity based on information logged within the system
pooled
everyone is doing the same thing but we don't know how to measure productivity.
Exempt employees
salaried professional, executive, and administrative employees
matrix organization
functional and product level structure 2 bosses-evaluations at the end of the yr are a prob. bridges the gap between functional and product-based organization; a set of product groups or temporary departments that are superimposed across the functional departments; created in response to give particular attention to specific products or projects
stereotypes
generalizations based on a group characteristic; may be positive, negative, or neutral; can potentially be discriminatory and result in self-fulfilling prophecies
CRM systems can also...
give customer-facing staff detailed information on customers' personal information, purchase history, buying preferences and concerns
participation
giving employees a voice in making decisions about their work.
false consensus error
when individuals overestimate how similar they are to other people An example of this error is when individuals assume that whatever quirks they have are shared by a larger number of people than in reality; they believe that a behavior is common and normal, so they may repeat the behavior more freely. Under some circumstances, this may lead to a high level of unethical or even illegal behaviors within organizations
sequential interdependence
when the output of one unit becomes the input of another unit in sequential fashion Car companies example: the engineers design, the manufacturers create, the marketers spread awareness, the distributors make it so that people have the opportunity to buy, and the sellers sell. If one of those departments fails in their responsibility, all fail.
pooled interdependence
when units operate with little interaction, output is simply pooled at the organizational level University faculty example: If one professor isn't teaching a subject to the extent to which he/she is expected, the rest of the faculty has a shared experience in how it affects the learning ability of the student.
the need for coordination
where departments and work groups are interdependent...greater the interdependence the greater the need for coordination.
Frederick taylor (scientific managemtn)
viewed workers as interchangeable tools of production, and assumed: Managers know more than workers. Economic gain (money) is the primary motivation for performance. Work is inherently unpleasant
preparation (creative process)
when formal education and training is used to "get up to speed." Past experiences on the job provide additional knowledge and ideas in this stage of the creative process
marketing plan focuses on...
winning and keeping customers; communication is the key component of marketing (saying "hello" to your customers and following up by checking in with them) The medium and the message of the communication can only be perfected through trial and error
elements to include in direct mail
1) Brochures - for most, especially service companies, a brochure is the building block of all marketing materials. It can convey your legitimacy and your professionalism, making you look as established as a rival. 2) Postcards - can beat all other direct-marketing formats when it comes to generating sales leads. It is much less costly to prepare and mail, as well as simple for your customer to read. 3) Newsletters - a good way to get the word out about your business with the primary goal of keeping customers informed about what your company is doing (Note: some companies have changed to e-newsletters via email.) Enactment - make the reader take action, whether it's picking up the phone, coming to your store, or mailing back a reply card
factors influencing the span of management
1) competence of supervisor and subordinates- the greater the competence the wider the potential span 2) physical dispersion of subordinates: greater the dispersion, the narrower the potential span 3) extent of non-supervisory work in manager's job (the more non-supervisory work, the narrower the potential span) 4) degree of required interaction: (the less required interaction, the wider the potential span) 5) extent of standardized procedures (the more procedures, the wider the potential span)j 6) similarity of tasks being supervised: the more similar the tasks, the wider the potential span 7) frequency of new probs: the higher the frequency, the narrower the potential span 8) preferences of supervisors and subordinates
advantages of functional departmentalization
1) each deptarment can be staffed by functional area experts 2) supervision is facilitated in that managers only need to be familiar with a narrow set of skills 3) coordination inside each department is easier Skills can be developed in depth and employees can progress as skills are developed. top management can easily direct and control various departments' activities
Advantages of Bureaucratic model
1) efficiency in function 2) prevention of favoritism 3) recognition of and requirement for expertise
What are employers not allowed to ask potential employees?
Age, race, color, gender, religion, sexual orientation, health/disabilities, marital status, children, pregnancy, arrest history
weaknesses of maslow's theory
All levels of need are not always present. Ordering or importance of needs is not always the same. Cultural differences can impact the ordering and salience of needs. Thus, it is incomplete in understanding all the nuanced elements surrounding work motivation
factors influencing span of control:
At levels where work is standardized, span of control can be broad. The appropriate span gradually narrows at higher levels of the organization because work becomes less standardized and managers need more face-to-face communication. The trend is to expand the span of control by reducing the number of middle managers and hiring more educated and talented lower level employees. The appropriate span of control gradually narrows at higher levels of the organization Competence of supervisor and subordinates; the greater the competence, the wider the potential span Physical dispersion of subordinates; the greater the dispersion, the narrower the potential span Extent of nonsupervisory work in manager's job; the more nonsupervisory work, the narrower the potential span Degree of required interaction; the less required interaction, the wider the potential span Extent of standardized procedures; the more procedures, the wider the potential span Similarity of tasks being supervised; the more similar the tasks, the wider the potential span Frequency of new problems; the higher the frequency, the narrower the potential span Preferences of supervisors and subordinates
five fundamentals of successful ads
Attract attention. Appeal to the reader's self-interest or announce news. Communicate your company's unique advantage Prove your advantage Motivate readers to take actions
examples of valence
Attractive outcomes have positive valences and unattractive outcomes have negative valences. Outcomes to which an individual is indifferent have zero valences. For motivated behavior to occur, both effort-to-performance expectancy and performance-to-outcome expectancy probabilities (the sum of the valences) must be greater than zero.
Marketing strategy step 1
Begin with a Situation (SWOT) Analysis, which is just a snapshot of your company's current situation It should defines your market, product or services, then the benefits you provide that are different from your competition. Be able to describe your target market, give a succinct overview of your company's strengths, weaknesses, opportunities, and threats, and know how to position your product.
incentive reward systems
Concept: employee pay is based on employee output. Assumes that: Performance is under control of individual worker. Employee works at a single task continuously. Pay is tightly tied to performance (i.e., pay varies with output).
Overtime wage
Employees paid less than $913 a week are entitled to work overtime, but this number will change every three years
different kinds of stressors
Environmental stressors - noise, heat, inadequate ventilation Interpersonal stressors - organizational politics, conflicts with coworkers Organizational stressors - pressure to avoid making mistakes, worrying about the security of the job
example of psychological contract
Example: Amazon developed something called the Camperforce to help them during the busy holiday seasons; this camperforce is made up of mostly older people in their retirement who (during the housing crisis) sold their homes and bought RVs so they could enjoy their retirement by travelling around the country. These contingent/temporary Amazon employees don't have a close relationship with the management at Amazon. The psychological contract between these people and Amazon is that, Amazon pays them money to work very hard for only a few weeks of the year.
MBTI measures:
Extraversion (E) versus Introversion (I) Sensing (S) versus Intuition (N) Thinking (T) versus Feeling (F) Judging (J) versus Perceiving (P)
types of rewards
Extrinsic rewards are outcomes set and awarded by external parties (e.g., pay and promotions). Intrinsic rewards are outcomes internal to the individual (e.g., self-esteem and feelings of accomplishment).
social media/internet advertising
Facebook and Google make up 60% of all online advertising With internet advertising comes internet analytics (Google AdWords/Analytics), which is vitally important for measuring whether or not your methods are effective Paid advertising through the internet (Facebook/YouTube) is difficult: people swipe through newsfeeds all day and will click to skip an ad before a YouTube video; if a viewer watches a Facebook video ad for more than three seconds before swiping down their timeline, the company is charged money for that (same for clicking to skip a YouTube ad)
Labor Relations
HRM's process of dealing with employees when they are represented by a union
effects of organizational rewards:
Higher-level performance-based rewards motivate employees to work harder. Rewards help align employee self-interest with organizational goals. Rewards foster increased retention and citizenship.
Why Unions Have Declined
Increased standards of living made union membership less important. Unionized manufacturing industries have declined. Globalization of business has caused many unionized jobs to be lost overseas. Service professions have not unionized at a pace to replace union manufacturing jobs in the north & west
following up with the customer
Let your customers know what you are doing for them. Write prior customers personal, handwritten notes frequently. Keep it personal. Remember special occasions.
Marketing strategy step 3
List Your Marketing Goals, or what you want your marketing plan to achieve Write down a short list of goals, making them measurable enough to know when you have achieved them.
microtargeting
Microtargeting - radio or cable TV is a good idea if you only need to reach a small geographic area. You can choose a channel specific to your market. For target prospects beyond your local area, you can try national cable networks, negotiating a spot schedule on programs targeted to your audience. You can also consider national radio campaigns or internet radio.
ERG theory assumes that...
Multiple needs can be operative at one time (there is no absolute hierarchy of needs). If a need is unsatisfied, a person will regress to a lower-level need and pursue that need (frustration-regression).
Interviewing
Narrow down your applicants to ten candidates or so, and start by preparing a list of basic interview questions in advance.
placement of print ads
Newspaper - you can get your ad in quickly, but they usually only have a shelf life of 24 hours. Newspaper advertising is typically regional, so you may not be reaching your target audience entirely (if at all) Magazines - you can target special interest groups and they have a longer shelf life. For any type of print advertising, contact the publication first and ask for a media kit, detailing the sizes of ads, demographic information of readers, and the format in which you have to deliver your ad.
when companies hire employees, they look for two types of fit:
Person-organization fit - the degree to which a person's personality, values, goals, and other characteristics match those of the organization Person-job fit - the degree to which a person's knowledge, skills, abilities, and other characteristics match the job's demands HR refers to these attributes as KSAOs (knowledge, skills, attitudes, and other characteristics)
expectancy theory assumes that...
Personal and environmental forces determine behavior People make decisions about their behavior in organizations. People have different types of needs, desires, and goals. People choose among alternatives of behaviors in selecting one that that leads to a desired outcome.
needs in the workforce
Physiological needs - can be satisfied through a paycheck, so people can buy food and pay their rent Safety needs - can also be satisfied with a paycheck and through good benefits like health insurance and retirement plans Social/belongingness needs - may be satisfied by having a friendly environment, providing a workplace conducive to collaboration and communication with others Esteem needs - can be satisfied through paychecks and benefits so people feel good about themselves. Self-actualization - may be satisfied by providing development and growth opportunities on or off the job, as well as by assigning interesting and challenging work
conditions necessary for empowerment
Power spread to lower organizational levels Commitment to empowering workers Systematic and patient efforts to empower workers Increased commitment to training
Purposes of compensation
Provide means to maintain a reasonable standard of living. Provide a tangible measure of the value of the individual to the organization.
benefits of publicity vs advertising
Publicity is more cost-effective than advertising (you just have to get the media's attention) It has greater longevity than advertising It often reaches a wider audience. It has greater credibility than advertising (customers aren't viewing it as you just selling something, they're seeing your company's relevance in the news)
job role demands
Role ambiguity Role conflict
physical demands
Temperature extremes Poorly designed offices Threats to health
general adaptation syndrome (GAS)
The general cycle of the stress process: Stage 1 - Alarm Stage 2 - Resistance Stage 3 - Exhaustion
The strategic importance of HRM
The strategic importance of HRM
Electronic human resource management
Uses web-based technologies to help HR professionals and executives to manage the workforce, monitor changes, and gather the information needed in decision making; reduces the manual work performance by HR employees by digitizing/automating information such as
empowerment techniques
Using work teams - collections of employees empowered to plan, organize, direct, and control their work cDecentralization -changing the overall method of organizing the firm
Common compensation methods for large companies
Wage-Level compensation Pay for Performance method
publicity methods
Writing news releases to alert the media and public about certain news happening within your company, whether it be a new product launch or something else; just be sure whatever you're publishing is actually newsworthy Talking to the media directly by pitching news stories to individual reporters/journalists Planning special events spread awareness of your brand and what it stands for
understanding your unique selling proposition (USP)
You have to sell yourself on your product first. The key to effective selling when there are many people selling around you is a "unique selling proposition," to help you pinpoint what is unique about your business. A company may focus on one particular "peg" that can drive strategy in other areas.
your business plan should include...
a branding strategy for how you'll apply your brand strategically throughout the company One or two important elements of your product or service, describe your company's purpose, and define your target customer.
characteristics of bureaucratic model (max weber)
a division of labor with each position filled by an expert a consistent set of rules ensuring uniformity in task performance a hierarchy of performance that creates a chain of command impersonal management; with the appropriate social distance between superiors and subordinates employment and advancement based on technical expertise, and employees protected from arbitrary dismissal
Validation/Performance Appraisal
a formal assessment of how well workers do their jobs; the process of assessing your new employees' performances, and whether or not your predictions match up with the reality of their job
Balanced Scorecard
a framework designed to translate an organization's vision and mission statements and overall business strategy into specific, quantifiable goals and objectives and to monitor the organization's performance in terms of achieving these goals
chain of command:
a hierarchy of positions with responsibilities and accountabilities Has uniform principles of job placement, promotion/advancement, and transfer based on technical expertise and employees protected from arbitrary demand Involves impersonal management with appropriate social distance between superiors and subordinates Has a salary structure based on position within the hierarchical system
Job Specification
a list of the knowledge, skills, abilities, and other credentials a potential employee will be required to have in order to do the job
Job Description
a listing of the job's duties and working conditions, and the tools, materials, and equipment necessary to perform the job
bureaucratic model (max weber)
a logical, rational, and efficient organization design based on a legitimate and formal system of authority labor recruitment based on merit
aldefer's ERG theory:
a modification of Maslow's hierarchy of needs; proposed that basic human needs may be grouped under three overlapping categories: Existence - corresponds to Maslow's physiological and safety needs Relatedness - corresponds to social needs (belongingness and esteem by others) Growth - refers to Maslow's esteem and self-actualization needs
employees in the matrix belong to their departments and the project team...
a multiple command structure in which an employee reports to both department and project manager.
incubation (creative process)
a period of less intense conscious concentration during which the knowledge and ideas acquired during preparation mature and develop. Incubation is helped by pauses in rational thought.
stress
a person's response to a strong stimulus
The Meyers-Briggs Trait Indicator (MBTI)
a popular questionnaire that some organizations use to assess personality types; basically measures how an individual is perceived by others (perspective-taking) Is a useful method for determining communication styles and interaction preferences. Has questionable validity and reliability, because it is not insightful and can vary for an individual from day to day
High-Performance Work Systems (HPWS)
a set of management practices that attempt to create an environment within an organization where the employee has greater involvement and responsibility; all about determining what jobs a company needs done, designing the jobs, identifying and attracting the type of employee needed to fill the job, and then evaluating employee performance and compensating them appropriately so that they stay with the company.
Job Analysis
a systematic analysis of jobs within an organization
Individual Retirement Account
a tax-qualified retirement savings plan for anyone who works and/or the person's spouse
boundary less organization
a term coined by Jack Welch during his tenure as CEO of GE; refers to an organization that eliminates traditional barriers between departments as well as barriers between the organization and the external environment; comes in two forms: Modular organization - all nonessential functions are outsourced (Toyota, for example) Strategic Alliances - similar to a joint venture; two or more companies find an area of collaboration and combine their efforts to create a partnership that is beneficial for both parties (Starbucks, for example)
learning organization
actively seeks to acquire knowledge and change behavior as a result of the newly acquired knowledge; in learning organizations, experimenting, learning new things, and reflecting on new knowledge are the norms; learning from experience (benchmarking)—either their own or a competitor's
Labor Management Relations Act of 1947 (Taft-Hartley Act)
amended NLRA to limit the power of unions and increase management's rights during organizing campaigns. Also allows the U.S. president to prevent or end a strike that endangers national security
Civil Rights Act of 1991
amended the original Civil Rights Act of 1964, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits.
job satisfaction/dissatisfaction
an attitude that reflects the extent to which an individual is gratified or fulfilled by his or her work; is influenced by personal, group, and organizational factors. High levels of job satisfaction do not necessarily lead to high job performance.
Temporary Workers
an increasing trend is to use more temporary workers without the risk that the organization may have to eliminate their jobs
valence
an index of how much an individual values a particular outcome (reward); the attractiveness of the outcome to the individual.
equity
an individual's belief that the treatment the individual receives is fair relative to the treatment received by others.
Just Cause employment
an organization should be able to fire only people who are poor performers or who violate rules
Tall organizations
are more expensive because of the number of managers involved foster more communication problems because of the number of people through whom information must pass.
porter-lawler extension of expectancy theory
assumes that if performance results in equitable and fair rewards, people will be more satisfied, and that high performance can lead to rewards and high satisfaction.
merit rewards systems
base a meaningful portion of individual compensation on merit (the relative value of an individual's contributions to the organization); employees who make greater contributions are given higher pay than those who make lesser contributions.
affective component of attitudinal behavior
based on an individual's feelings about a situation; deals with feelings or emotions that are brought to the surface about something, such as fear or hate. Using our above example, someone might have the attitude that they hate teenagers because they are lazy or that they love all babies because they are cute
limitations of job specialization
boredom and dissatisfaction with mundane tasks anticipated benefits do not always occur no one has the knowledge or insight in how to improve the overall function of the work Getting different jobs in the future becomes difficult because you've been performing one single task throughout your entire past job; your abilities are not diversified
Behaviorally-anchored rating scale (BARS)
brings the benefits of both qualitative and quantitative data to the employee appraisal process; compares an individual's performance against specific examples of behaviour that are anchored to numerical ratings
cold calling/follow-up calling
calling prospective customers on the phone Can take multiple attempts before a sale is made (the average is seven contacts, impressions, or follow-ups you have to make before making a sale)
authoritarianism
characterized by belief in absolute obedience or submission to one's own authority, as well as the administration of that belief through the oppression of one's subordinates; usually applies to individuals who are known or viewed as having an authoritative, strict, or oppressive personality towards subordinates
Machiavellianism
characterized by manipulativeness, a duplicitous interpersonal style, a cynical disregard for morality, and a focus on self-interest and personal gain Individuals with high levels of this personality type are directed at gaining power and controlling the behavior of others.
goal specificity
clarity and precision of the goal. Goals vary in their ability to be stated specifically
Retirement plans
companies that offer this benefit report increased employee retention
Rating
compares employee to a fixed standard
Ranking
compares employees to each other
The War for Talent
competition among organizations to attract and retain the most able employees; retaining star employees is critical for many organizations because usually those workers account for the vast majority of workplace outcomes
attitudes/behaviors
complexes of beliefs and feelings that people have about specific ideas, situations, or other people
organizing
deciding how to best group organizational activities and resources In operations management, organizing is essential to ensure that a business is on the right track and is performing according to strategic plans Organizing allows for objectives to be communicated clearly to an organization's owners, management, and employees Unorganized operations will directly affect a business' sales and thus the business' operators
disadvantages of functional departmentalization
decision making becomes slow and bureaucratic employees narrow their focus to their department and lose sight of broader goals and issues accountability and performance are difficult to monitor Example: Volkswagen's emission-cheating software; it happened because the CEO gave them an ultimatum and required for them to reduce emissions by so-and-so percent or else they'll get fired, which narrowed their focus and they ended up cheating out of desperation. Because of departmentalization, this engineering group was separated into an extraordinarily-specialized unit over which only a few people had supervision over, thus they were pushed too far to maintain a standard that was placed on them, rather than seeing the Volkswagen company as a whole. Lack of communication among departments. Employees identify with the department and not with the corporation as a whole. Response to external change is slow. People may not be trained to take different managerial responsibilities rather they tend to become narrow specialists . People in the same department tend to think alike - i.e. groupthink.
Wage-Level compensation
depending on an employee's level on the organization's "corporate ladder", there is a banded amount (with a minimum salary and maximum salary, decided by HR) from which the employer decides how much the "level" of employee should be paid This ensures that employees are being treated fairly and are happily being paid relatively equally to their peers
job design
do the responsibilities in a way that you understand what they're doing- The determination of an individual's work-related responsibilities
Equal Employment Opportunity (Title VII of the Civil Rights Act of 1964)
eliminates discrimination in employment based on race, color, age, sex, national origin, religion, or mental or physical disability; enforced by a federal agency known as the Equal Employment Opportunity Commission
human relations approach
emphasizes the value of employees to the organization and the role of social processes in workplace, and assumes: Employees want to feel useful and important. Employees have strong social needs, more important than money. Maintaining the appearance of employee participation is important. Employee contributions are important and valuable to the employee and the organization. Employees want to and are able to make genuine contributions. Management's job is to encourage participation and create a work environment that motivates employees.
matrix design disadvantages
employees are uncertain about reporting relationships managers may view design as an anarchy where they have unlimited freedom dynamics of group behavior may lead to slower decision-making, one person domination, compromise decisions, or a loss of focus. more time may be required for coordinating task-related activities
empowerment
enabling workers to set their work goals, make decisions, and solve problems within their sphere of influence.
Matrix Design Advantages
enhances organizational flexibility creates high motivation and increased organizational commitment for team members gives team members opportunity to learn new skills provides an efficient way for the org to use its human resources uses team members as bridges to their departments for the team useful as a vehicle for decentralization
goal difficulty
extent to which a goal is challenging and requires effort. People work harder to achieve more difficult goals. Goals should be difficult but attainable.
factors in the choice of centralization: org's centralization choice
external environment's complexity and uncertainty history of the org nature (cost and risk) of decisions to be made
Dual-Career Families
firms are increasingly having to make accommodations for dual-career partners by: Delaying Transfers, offering employment to spouses, and providing flexible hours
how to uncover the USP
focus on what makes your product stand out amongst the competition Put yourself in your customer's shoes, and ask, "How does this benefit me?" Know what motivates your customers' behavior and buying decisions. Look to cosmetics and liquor companies as examples of industries that know the value of psychologically oriented promotion. Uncover why customers buy the competitors' products. "Shop" your competition since you don't have many customers yet.
reward systems
formal and informal mechanisms by which employee performance is defined, evaluated, and rewarded.
centralization disadvantages
greater demands on the judgment capabilities of CEOs and other high-level managers; can lead to inefficiencies in decision making Caterpillar Example: in the '80s, all pricing decisions had to be made from corporate headquarters, so sales representatives abroad often had to wait for HQ to acquire accurate/timely information about the subsidiary markets to make an effective decision; this put them at a competitive disadvantage
centralization advantages
greater vision focus, faster execution, reduced conflict, greater control and accountability
product departmentalization
grouping activities around products or product groups
environmental factors
having the resources, information, and support one needs to perform well
ability
having the skills and knowledge required to perform the job; sometimes the key determinant of effectiveness.
perceptions
how we make sense of our environment in response to environmental stimuli; affected by our values, needs, and emotions; making inferences that go beyond the objective information available to us; perceptions are based on biases that affect human perception of objects, self, and others.
intentional/behavioral component of attitudinal behavior
how you expect to react in a future situation; centers on individuals acting a certain way towards something 'We better keep those lazy teenagers out of the library,' or 'I cannot wait to kiss that baby'
sequential
i do x, you do y, and consumer is happy. (normal division)
adam smith discovered
importance of a market and market economy (specialization realized you could make a lot more pins with more workers) If each employee does the 18 or so different tasks that it takes to make a nail, then each employee can make about 20 nails per day (batch process method) invisible hand However, if each employee is delegated a specific task in a chain of operations/assembly line model, then the number of nails ultimately produced is increased exponentially (job specialization/continuous process method)
Benefits
indirect and non-cash compensation paid to an employee
alternative to departmentalization
is to have business level groups with a product focus
Sexual Harassment
it has yet to be legally defined what qualifies as sexual harassment in the workplace; though many marriages are as a result of meeting a spouse in the workplace, it is a VERY touchy subject and can result in a lot of complexities for employers
division of labor
it refers to the practice of splitting a job into discrete tasks and assigning/delegating each task to a specific worker For example, at Toyota factories, no worker makes an entire car from start to finish. Instead, some workers specialize in painting, others in frame assembly, while other workers install seats or dashboards. There are hundreds of specific tasks involved in manufacturing a car, and each task is assigned to an individual worker.
whats the problem with an assembly line model? (factory/labor model)
it's SO boring no one on the line gets info on how to improve the function of the line ***toyota avoids lines so everyone is up to date on what's going on
branding is more than just a logo or advertising
it's your company's foundation creates value clarifies your message it's a promise
Firing people
just remember that firing someone is not a solution to a problem; it is moreso a statement of the fact that there is an issue with your processes, whether it be in the recruiting, interviewing, selecting, training, validating, or evaluation stages
bringing your brand strategy together
keep ads brand focused be consistent shed the deadweight
What did smith realize about corporations?
large corp is better than small corp thought managers would take profits for themselves thinks rich ppl should pay more taxes than poor ppl PROGRESSIVE philosopher
flat organizations
lead to higher levels of employee morale and productivity. create more administrative responsibility for the relatively few managers create more supervisory responsibility for managers due to wider spans of control can respond readily to customer demands because lower-level employees have authority and responsibility for making decisions and managers can be spared some day to day tasks Disney Example with Bob Iger: Before Iger came to oversee the operations of Disney's movie production and the implementation of merchandising, and park implementation, etc, Disney's management was split between two men with very different perspectives - together they created very structured movie plots where essentially every movie had the same story line and no one was able to express any creativity, and eventually the animation studio was closed. When Bob Iger realized that Pixar was excelling in the creativity role, he jumped on licensing with Pixar and allowed them to avoid the structuralization they experienced prior. He "flattened" Disney's role in creating movies by merging with Pixar and eliminating the tall structuralism that Disney had prior to his leadership.
management hierarcy:
make all of the people work under the management of one person, and make that person responsible for the degree of integration between departments and the delegation of tasks to lower-level management
structural coordination techniques
management hierarchy rules and procedures managerial liaison roles (make someone sit somewhere) task forces integrating departments electronic coordination
disadvantages: product departmentalization
managers may focus on their product to the exclusion of the rest of the org administrative costs may increase due to each department having its own functional-area experts.
sales presentations
mostly occur as a result of cold-calling, when the customer trusts you enough to meet in person to hear a legitimate sales pitch Remember, you're selling your personality here, so you need to create and maintain rapport, emphasize the need for and importance of your product, and do it all in a confident manner You should practice speaking clearly and emphatically with friendliness and approachability, while also controlling your body language
disadvantages of bureaucratic model
organizational inflexibility and rigidity neglect of social and human processes belief in "one best way" to design organizations
organizational change
organizations evolve in response to changes in the environment and in response to the way decision makers interpret these changes Individuals resist change because change disrupts habits, conflicts with certain personality types, causes a fear of failure, can have potentially negative effects, can result in a potential for loss of power, and, when done too frequently, can exhaust employees Planning and executing change effectively:
what's one good thing about bureaucracy?
organized, rules based. consistent experience every time.
organization design concepts
orgs are not designed and then left intact orgs are in a continuous state of change designs for larger orgs are extremely complex and have many nuances and variations
Age Discrimination in Employment Act of 1967
outlaws discrimination against persons older than 40 years of age
nature of individual differences
personal attributes that vary from one person to another—physical, psychological, or emotional. The impact of individual differences can vary greatly with organizational circumstances and contents; different people feel differently about their work
Workforce Scorecard
provides a framework specific to Human Resources; identifies and measures the behaviors, skills, mind-sets, and results required for the workforce to contribute to the company's success; forms a bridge between the organization's key goals and the best practices for its HRM
values
refers to the stable life goals held by individuals; they can indicate the types of industries and jobs that individuals find interesting; below are some popular "values" that people might have and the jobs that might pair the best with these values People are also more likely to remain in a job or career that satisfies their values.
self-esteem
reflects a person's overall subjective emotional evaluation of his or her own worth; an influential predictor of certain outcomes, such as academic achievement, happiness, satisfaction in marriage and relationships, and criminal behaviour
Problems in delegation: (manager)
reluctant to delegate disorganization prevents planning work in advance subordinate's success threatens superior's advancement lack of trust in the subordinate to do well
Equal Pay Act of 1963
requires men and women to be paid the same amount for doing the same jobs; exceptions are permitted for seniority and merit pay
specialized investment ...
requires some level of decision making
Occupational Safety and Health Act of 1970 (OSHA)
requires that employers provide a place of employment that is free from hazards that may cause death or serious physical harm, and obey the safety and health standards established by Occupational Safety and Health Administration (OSHA)
National Labor Relations Act of 1935 (Wagner Act, NRLA)
set up procedures for employees to vote whether to have a union; if the vote is for a union, management is required to bargain collectively with the union.
Fair Labor Standards Act of 1938 (FLSA)
sets a minimum wage and requires overtime pay for work in excess of 40 hours per week for non-exempt employees.
Employee Retirement Income Security Act of 1974 (ERISA)
sets standards for pension plan management and provides federal insurance if pension plans go bankrupt
job specialization is the core function of the...
sharing economy or "gig" economy (über and amazon) elance.com...paying someone from romania to create your website OTHER PPL think u should work w/ holistic picture (apple)
specialized work facilitates...
specialized investment
Pregnancy Discrimination Act
specifically outlaws discrimination on the basis of pregnancy
delegation as company policy (centralization)
systematically retaining power and authority in the hands of higher-level managers
Affirmative Action
the act of intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in an organization
self-efficacy
the confidence in one's own ability to achieve intended results; by determining the beliefs a person holds regarding his or her power to affect situations, it strongly influences both the power a person actually has to face challenges competently and the choices a person is most likely to make
cognitive dissonance
the conflict individuals experience among their own attitudes; occurs when the affective and cognitive components of the individual's attitude are in conflict with intended behavior.
span of control
the degree to which an owner/manager is able to control/supervise a number of employees conducting a number of tasks; has to do with the intensity of communication between managers and subordinates as well as the incentives involved in completing the tasks
centralization
the degree to which decision-making authority is concentrated at higher levels in an organization; In centralized companies, many important decisions are made at higher levels of the hierarchy, whereas in decentralized companies, decisions are made and problems are solved at lower levels of the organization; a balance is needed between the two
locus of control
the degree to which people believe that they have control over the outcome of events in their lives, as opposed to external forces beyond their control; it can be either internal or external
formalization
the extent to which an organization's policies, procedures, job descriptions, and rules are written and explicitly articulated
emotional intelligence EQ
the extent to which people are self-aware, can manage their emotions, can motivate themselves, express empathy for others, and possess social skills EQ is important for both managers and employees to have, because without these traits/abilities, they're unable to perceive how others are feeling which limits the ability to create and build relationships with one another
National Labor Relations Board (NLRB)
the federal agency empowered to enforce provisions of the NLRA.
motivation
the intention of achieving a goal, leading to goal-directed behavior; part of the "Leading" aspect of the POLC framework
Compensation
the money given by the organization directly to its employees in exchange for their work, including wages (hourly), salaries (set rate), and bonuses/incentives (a form of variable pay; a one-time cash payment, often awarded for exceptional performance)
McClelland's achievement, power, and affiliation needs theory
the most highly supported theory of needs; separated human need into three categories: need for achievement, need for affiliation, need for power
customer relationship management (CRM)
the practices, strategies and technologies that companies use to manage and analyze customer interactions and data throughout the customer lifecycle, with the goal of improving business relationships with customers, assisting in customer retention and driving sales growth It is designed to compile information on customers across different channels -- or points of contact between the customer and the company -- which could include the company's website, telephone, live chat, direct mail, marketing materials and social media.
Recruiting/Staffing
the process of attracting qualified persons to apply for jobs that are open.
External Recruiting
the process of finding qualified workers through advertising ("now hiring" signs), campus interviews, using employment agencies or executive search firms, finding them on LinkedIn, being referred by current employees, and also simple walk-ins
departmentalization
the process of grouping jobs according to some logical arrangement **With departmentalization, the specialization of labor feeds on itself because people with the same type of job are grouped together which allows them to ask each other questions and in turn become a tighter unit within the company
Full-time Equivalents (FTEs)
the ratio of the total number of paid hours during a period (part time, full time) by the number of working hours in that period Mondays through Fridays
personality traits
the relatively stable set of psychological and behavioral attributes that distinguish individuals
reinforcement theory
the role of rewards as they cause behavior to change or remain the same over time.
organizational structure
the set of building blocks that can be used to configure an organization consists of centralization, formalization, hierarchical levels, and departmentalization In some cases, an employee may have multiple bosses; the problem with this is that multiple bosses can delegate conflicting jobs to a single employee which creates stress and inefficiencies in his/her work. Many large companies intentionally implement an organizational structure that avoids this multi-management problem. To avoid these multi-manager issues, we have something called job design
Human Resource Management (HRM)
the set of organizational activities directed at attracting, developing, and maintaining an effective workforce; the responsibilities of a human resource manager fall into three major areas: staffing, the legalities of employee compensation and benefits, and defining/designing work; it plays a huge role in the Control aspect of the POLC framework
Simplified Employee Pension (SEP) Plan
the simplest type of retirement plan available; a glorified IRA allowing you to contribute a set percentage up to a maximum amount each year.
Grievance Procedure
the step-wise means by which a labor contract is enforced
organizational design:
the structural elements and the relationship among the elements used to manage the org. a means to implement strategies and plans to achieve organizational goals in POLC network
Labor Relations
the study of how employers and employees work together to create a fair workplace, or the process of dealing with employees when they are represented by a union.
visual perception
the subconscious decisions we make that go beyond the physical information available to us May lead to inaccurate inferences about the people and objects around us
direct mail
the tangible mail that is delivered to your mailbox; advertising can come in the form of brochures, postcards, newsletters, catalogs, sales letters, etc It lets you communicate one-on-one with your target audience; you can control who receives your message, when, and what is in the envelope
risk propensity
the tendency of a person to take big risks
selective perception
the tendency to pay selective attention to parts of the environment while ignoring other parts; this can be a driving factor in the act of stereotyping because individuals may ignore characteristics that differ from the generalization
false effacement/modesty bias
the tendency to underestimate performance and capabilities and see events in a way that portrays them in a more negative light; the extreme opposite of self-enhancement bias Individuals with low self-esteem are more prone to making this error.
Recency effect
the tendency to weight what the employee appears to have done in the last weeks or months, rather than looking at the entire period evaluation is supposed to be based on
Employment-at-Will
the traditional view of the workplace in which an employer can fire an employee for any or no reason
psychological contract
the unspoken, informal understanding that an employee will contribute certain things to the organization (e.g., work ability and a willing attitude) and will receive certain things in return (e.g., reasonable pay and benefits; the overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return The contract represents the loyalty of the employee to their employer, which often incorporates whether the employees feel like their salary is worth the work they're doing or whether the employer feels as though the employee is doing the work that's worthy of the money they're paying them
self perception
the way individuals view themselves Self-enhancement bias - individuals tend to overestimate performance and capabilities and see themselves in a more positive light than do others People who have a narcissistic personality are particularly subject to this bias, but many others also have this bias to varying degrees.
herzberg's two factor theory
theorized that aspects of the work environment that satisfy employees (motivation factors) are very different from aspects that dissatisfy them (hygiene factors)
maslow's hierarchy of needs
theorized that human beings have needs that are hierarchically ranked He said that there are some needs that are basic to all human beings, and in their absence, other needs are not considered. As we satisfy these basic needs, we start looking to satisfy higher-order needs. Once a lower-level need is satisfied, it no longer serves as a motivator.
matrix design is useful when:
there is strong environmental pressure there are large amounts of info to be processed there is pressure for shared resources Competition is stiff, the life cycle of new ideas is short, and where the emphasis is on new product development, creativity, special projects, rapid communication, and interdepartmental teamwork
processed-based theories of motivation
these are different from the need-based theories in that they study how motivation occurs instead of what causes it; these approaches to motivation focus on the search for behavioral options and alternatives, the choice of behavioral options to satisfy needs, and the rewards and evaluation of satisfaction after goals are attained.
Alcohol and Drug Dependencies
this depends on whether or not a person has been diagnosed with a chemical dependency/disability; if they have, they must be attending treatment regularly (if they do not seek treatment, they can be fired)
Non-exempt employees
those who are entitled to minimum wage, overtime pay, and other protections.
Learning and leadership
to what extent can our company respond to uncertainty and learn and adapt to change quickly?
Competence
to what extent does our company have the required knowledge, skills, and abilities to implement its strategy?
Consequence
to what extent does our company have the right measures, rewards, and incentives in place to align people's efforts with the company strategy?
Matrix Design
two overlapping bases of departmentalization-a set of product groups or temporary departments are superimposed across the functional departments.
cognitive component of attitudinal behavior
typically based on prior experience; represents our thoughts, beliefs and ideas about something They usually come to light in the form of generalities or stereotypes, such as 'all teenagers are lazy,' or 'all babies are cute.'
reciprocal interdependence
when activities flow both ways between units Limited University courses offered example: In the business school, there's always a problem with not having enough course sections for all the students to take what they want, when then want to. This could be due to a lack of faculty, a lack of systemization, a discrepancy in advising, etc. Without a system to integrate these things, when one person tries to solve a problem for him/herself, it affects others involved. When one part of the system is broken, everyone starts looking bad.
Radio and TV advertising
with the right information, TV and radio advertising may deliver more customers than any other type of ad campaign Through research, you should have a clear understanding of your target audience and what they watch or listen to. TV and Radio advertising budgets will vary depending on your choice of network that you advertise on in order to reach your target audience; it can be rather affordable or VERY expensive
benefits of job specialization:
workers can become proficient at a task transfer time between tasks is decreased specialized equipment can be more easily developed employee replacement becomes easier
AIDS in the workplace
you CAN legally fire someone for being gay, but employers try to avoid this at all costs so they don't have to deal with the negative publicity they may receive as a result
advantages: product departmentalization
1) all activities associated with one product are integrated and coordinated 2) speed and effectiveness of decision making are enhanced 3) performance of individual products or product groups can be assessed **clean, can be moved around quickly
disadvantages of formalization
: reduced innovativeness, reduced motivation and job satisfaction; slower pace of decision making
advantages of formalization
: reduces ambiguity and provides direction; consistency of employee behavior (thanks to handbooks/procedure guidelines)
Objective Measures of Performance
Can be actual output (units produced), scrap rate, dollar volume of sales, claims processed
The legal environment of HRM
Depending on the number of employees a company has, and whether these employees are full-time (usually 32 to 40 hours per week) or part-time (commonly less than 30 hours per week), some of these laws may or may not apply. These laws can also be based on FTEs.
Marketing strategy step 2
Describe Your Target Audience, which is a simple profile of your prospective customer You can describe them in terms of demographics - age, sex, family composition, geographic location, etc. The more narrowly you define your target audience, the less money you waste on ads and PR that are targeted towards unqualified leads.
marketing strategy step 4
Develop Marketing Communication Strategies and Tactics you'll use to reach the prospects. Detail the tactics you will use to reach these prospects and accomplish goals using all stages of the sales cycle. Identify your ideal marketing mix and which type of media your target audience turns to for information. The Marketing Mix - the set of actions, or tactics, that a company uses to promote its brand or product in the market. Typical marketing mix - Price, Product, Promotion, and Placement, but has extended to Packaging, Positioning, People and even Politics as vital mix elements, also
interpersonal demands
Group pressures Leadership styles Conflicting personalities
essential's of a company's website
It doesn't have to be fancy but nowadays, it is essential that it is smartphone-friendly It should identify information like your company's address and contact information Due to the popularity of social media structure, it may be a good idea to incorporate some kind of newsfeed-like feature to keep customers updated on your company/brand's innovations
equity theory assumptions
People are motivated to seek social equity in the rewards they receive for performance. Individuals view the value of rewards (outcomes) and inputs of effort as ratios and make subjective comparisons of themselves to other people.
to be effective in direct mail:
To be effective, start by getting your name on as many mailing lists as possible You'll need a mailing list for all types of direct/electronic mail. Capture important information from anyone who buys or shows interest in your product, called your "house list." Once you develop an idea of what you want to include in your direct mail package, test it out and continue to test your enclosures by adding or eliminating one element at a time.
verification (creative process)
determines the validity or truthfulness of the insight.
The American Disabilities Act (ADA) of 1990
made it illegal for employers with 15 or more employees to refuse to hire qualified individuals with disabilities if "reasonable accommodations" enables them to fulfill the job responsibilities
print advertising
the print ad is the basic unit of advertising; knowing the principles of print ads will help you get results in any other advertising media you choose. Print ads have launched many successful products. Most print ads are poorly conceived, and therefore perform badly; they require a strong motivating message.
Collective Bargaining
the process of agreeing on a satisfactory labor contract between management and labor
