Management Test 3

internal recruiting

(promote from within) policies. Internal recruiting is less costly, generates higher employee commitment, and offers career advancement.

In the selection process

employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics. The most frequently used selection devices are the application form, interview, employment test, and assessment center.

External recruiting

gains newcomers from advertising, state employment services, online recruiting services, private employment agencies, job fairs, and employee referrals.

A realistic job preview (RJP)

gives applicants all pertinent and realistic information, positive and negative, about the job and the organization. RJPs enhance employee satisfaction and reduce turnover, because they facilitate matching individuals, jobs, and organizations.

Acquihiring-

has become common in the tech world. Established companies such as Facebook, buy early-stage start-ups, often shutting them down, simply to acquire their engineering talent.

Promotion from Within

helps companies retain valuable employees. This provides challenging assignments, prescribes new responsibilities, and helps employees grow by expanding and developing their abilities.

A written job description

is a clear and concise summary of the specific tasks, duties, and responsibilities of a job.

Performance appraisal

is observing and assessing employee performance, recording the assessment, and providing feedback to the employee.

Machiavellianism

is the tendency to direct much of one's behavior toward the acquisition of power and the manipulation of others for personal gain. Research shows that high Machs are predisposed to being pragmatic, capable of lying to achieve personal goals, more likely to win in win-lose situations, and more likely to persuade than to be persuaded.

Self serving bias-

is the tendency to overestimate the contribution of internal factors to one's successes and the contribution of external factors to one's failures.

a. Fundamental attribution error

is the tendency to underestimate the influence of external factors on another's behavior and to overestimate the influence of internal factors.

Stereotyping

occurs when a rater places an employee into a class or category based on one or a few traits or characteristics.

Discrimination

occurs when some applicants are hired or promoted based on criteria that are not job relevant. When discrimination is found, remedies include back pay and affirmative action.

A job specification

outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job

An idea incubator

provides a safe harbor where ideas from employees throughout the company can be developed without interference from company bureaucracy or politics.

Compensation

refers to all monetary payments and all goods or commodities used in lieu of money to reward employees

Halo effect

refers to giving an employee the same rating on all dimensions of the job even if performance is good on some dimensions and not good on others.

Disruptive innovation

refers to innovations in products, services, or processes that radically change an industry's rules of the game for producers and consumers. DVDs all but wiped out the videotape industry, and now streaming video is threatening the same fate for DVDs. Digital cameras appear to be eliminating the photographic film industry.

Human resource management

refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals.

Human capital

refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees

Affirmative action

requires an employer to take positive steps to guarantee equal employment opportunities for people within protected groups

Structured interviews

use a set of standardized questions that are asked of every applicant so comparisons can easily be made. These may include biographical interviews, which ask about the person's previous life and work experiences; behavioral interviews, which ask people to describe how they have performed a certain task or handled a particular problem; and situational interviews, which require people to describe how they might handle a hypothetical situation.

bottom up approach

which means encouraging new flow of ideas from lower levels and making sure they get heard and acted upon by top executives.

Different assessments and goals

Employees who will be affected by innovation may assess the proposed change differently than an idea champion or new venture team. Critics voice legitimate disagreements over the proposed benefits of a change.

Lack of understanding and trust

Employees often do not understand the intended purpose of a change or distrust management's intentions for the change. If previous working relationships with an idea champion have been negative, resistance may occur.

Self interest

Employees typically resist a change they believe will take away something of value. A proposed change in job design, structure or technology may lead to a perceived loss of power, prestige, pay, or company benefits. The fear of personal loss is perhaps the biggest obstacle to organizational change.

on the job training (OJT)

The most common method of training is in which an experienced employee "adopts" a new employee to teach him or her how to perform job duties.

Uncertainty

Uncertainty is the lack information about future events. Uncertainty represents a fear of the unknown, as employees do not know how a change will affect them. Uncertainty is especially threatening for employees who have a low tolerance for change and fear the unusual.

Nondirective interviews

allow the applicant a great deal of freedom in determining the course of the conversation, with the interviewer taking care not to influence the person's remarks.

Rightsizing

also called downsizing, refers to intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation.

Attributions

are judgments about what caused a person's behavior—something about the person or something about the situation. An internal attribution says characteristics of the person led to the behavior. An external attribution says something about the situation caused the person's behavior.

Contingent workers

are people who work for an organization, but not on a permanent or full-time basis. This may include temporary placements, contracted professionals, leased employees, or part-time workers.

Social learning

basically means learning informally from others by using social media tools, including mobile technologies, social networking, wikis and blogs, virtual games, and so forth. The majority of organizational learning occurs through informal rather than formal channels, so managers are supporting the use of social media technology for learning in day-to-day work. These tools allow people to share information, access knowledge, find resources, and collaborate in a natural way

Western firms are using reverse innovation. Rather than innovating in affluent countries and transferring products to emerging markets, companies are now creating innovative low

cost products for emerging markets and then quickly and inexpensively repackaging them for sale in developed countries.

Type A behavior

is a behavior pattern characterized by extreme competitiveness, impatience, aggressiveness, and devotion to work.

Job satisfaction

is a positive attitude to one's job. People experience this attitude when their work matches their needs and interests and they like their co-workers. Job satisfaction also occurs when working conditions and rewards are satisfactory and when people have positive relationships with supervisors.

The 360 degree feedback-

is a process that uses multiple raters, including self-rating, as a way to increase self-awareness of strengths and weaknesses and guide employee development. Members of the appraisal group may include supervisors, co-workers, and customers to provide appraisal of the employee from a variety of perspectives.

Job analysis

is a systematic process of gathering and interpreting information about the essential duties, tasks, responsibilities, and context of a job.

A skunkworks

is a variation of a new-venture team in which a separate small, informal, highly autonomous, and often secretive group focuses on breakthrough ideas for the business.

An employment test

is a written or computer-based test designed to measure particular attributes such as intelligence, aptitude, ability, or personality.

An internship

is an arrangement whereby an intern, usually a high school or college student, exchanges free or low-cost labor for the opportunity to explore whether a particular career is appealing

A corporate university

is an in-house training and education facility that offers broad-based learning opportunities for employees—and frequently for customers, suppliers, and strategic partners as well—throughout their careers.

The glass ceiling

is an invisible barrier that exists for women and minorities that limits their upward mobility in organizations. They can look up through the ceiling and see top management, but prevailing attitudes and stereotypes are invisible obstacles to their own advancement. This barrier also impedes the career progress of minorities

Diversity

is defined as all the ways in which employees differ. Many companies once defined diversity in terms of race, age, gender, lifestyle, and disability. Today, companies are embracing a more inclusive definition of diversity that recognizes a spectrum of differences that influence how employees approach work, interact with each other, derive satisfaction from their work, and define who they are as people in the workplace.

Organizational change

is defined as the adoption of a new idea or behavior by an organization.

The behaviorally anchored rating scale (BARS)

is developed from critical incidents pertaining to job performance and is designed to help raters avoid performance evaluation errors. Each job performance scale is anchored with specific behavioral statements that describe varying degrees of performance.

An employer brand

is similar to a product brand except that rather than promoting a specific product, its aim is to make the organization seem like a highly desirable place to work.

Ethnocentrism

is the belief that one's own group and subculture are inherently superior to other groups and cultures, thus making it difficult to value diversity.

Authoritarianism

is the belief that power and status differences should exist within the organization. If a manager and his or her employees differ in their degree of authoritarianism, the manager may have difficulty managing effectively. The trend toward empowerment and shifts in expectations among younger employees for more equitable relationships has caused a decline in authoritarianism.

Perception

is the cognitive process people use to make sense out of the environment by selecting, organizing, and interpreting information from the environment. Because of individual differences in attitudes, personality, values, interests, and so forth, people often "see" the same thing in different ways.

Inclusion

is the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated. Inclusion creates a strong sense of belonging where all people can have their voices heard and appreciated.

Human resource planning

is the forecasting of human resource needs and the projected matching of individuals with expected job vacancies.

Creativity

is the generation of novel ideas that might meet perceived needs or respond to opportunities for the organization.

Stereotyping

is the tendency to assign an individual to a group or broad category and then attribute generalizations about the group to the individual.

Job based pay-

links compensation to the specific tasks that an employee performs.

Recruiting

sometimes referred to as talent acquisition, is defined as activities or practices that define the characteristics of applicants to whom selection procedures are

Skill based pay-

systems encourage employees to develop skills and competencies, making them more valuable to the organization and more employable if they leave.