Management Test 2
How does the article on women entrepreneurs relate to Maslow's model?
"Most Common Reason Women Start Their Own Business" Using Maslow as a guide, what are the motivators of... → American Women: work-life balance? -Belongingness (social) → Chinese Women: control own future? -Safety → French and Mexican Women: pride in themselves? -Self-actualization
What model does COSTCO follow and what is the evidence for this?
Classic stakeholder approach: customers and employees come first; " If you treat your consumers and employees with respect, good things are going to happen"
Participants in "hackathons" first hear pitches from clinicians and then a keynote address. The next step in the process is:
To pose problems of interest for 60 sec and then, as a group, propose solutions for sixty seconds
What does the research say about how other factors might be related to job satisfaction beyond the Oldham and Hackman model?
Effects of employee satisfaction: -strong positive correlation with Job Performance -modest relation with OCBs but more related to conceptions of fair outcomes, treatment and procedures -strong positive correlation with Customer satisfaction -moderate to weak negative correlation with Absenteeism -negative correlation with turnover rate -strong negative correlation with workplace deviance Genetic Predisposition: -We're dissatisfied because we are genetically programmed to be -Research evidence: study of twins reared apart, 30% variability in satisfaction accounted by genetics -Recommendation: hire applicants w/ "good job satisfaction genes" Affective Disposition: -Inverse relationship between Negative Affectivity (tendency to experience negative emotions) and job satisfaction National Prepercussions for Job Satisfaction: -If expectations are unrealistically high, they could be basis of disappointment and low life satisfaction.
Can emotional intelligence be learned? If so, what approach is recommended? (Article).
Emotional intelligence CAN be learned. From the article→ to enhance emotional intelligence, orgs must refocus their training to include the limbic system. They must help peoplebreak old behavioral habits and establish new ones. This requires an individualized approach.
Which of the following was not discussed as a "stakeholder" in the text, but could be identified as such?
Environment
Why is stereotyping an issue in the management of diversity? How did our duck/rabbit exercise relate to stereotyping?
Evidence that diverse individuals experience unfair treatment in workplace due to biases, stereotypes, and overt discrimination. Differences in treatment can accumulate and result in major disparities over time and managers have an ethical and business obligation to prevent any disparities in treatment. Efficiency is limited with stereotypes. -Duck/rabbit exercise: stereotypes or mindsets affect what we see, context affects how read into something. Discrimination based on stereotyping.
In your first job out of college, what type of power will you pose from a supervisor's point of view?
Expert Power
What values were in conflict in the Siena/Francis homeless shelter case?
Integrity of the mission: prevent alcohol abuse (beer company wanted to sponsor the event) Duty to care for those you work to help
What is the distinction between intrinsic and extrinsic motivation?
Intrinsically motivated behavior: behavior that is performed for its own sake. Motivation occurs while engaging in the behavior. Extrinsically motivated behavior: behavior that is performed to acquire material or social rewards or to avoid punishment. Source of motivation is consequence of this behavior.
What is the exact definition of the EEO Title VII? What claims are most common?
Prohibits discrimination in any employment decision on the basis of race, color, religion, gender, or national origin. Most common: race-34K, gender-30K
One of the recommendations for virtual teamwork is to ensure that 15% of team members are...these members have connection outside the team that allow them to help get work done
boundary spanners
____ and ______ influence team members' emotions in a "top down" fashion.
emotional norms leaders
What are the implications for your own work of the studies in the "Liking Work Really Matters" article?
interest matters when it comes to our own studies, and we tend to perform better only when we enjoy what we are doing, as measured with less mental exhaustion in the article. we also increase their interest in doing something when they perform it socially with other people.
How does a no-tipping policy impact job satisfaction attitudes? What are the pros and cons of such a policy?
-Less pressure on customers to pay staff/more stable income for workers -Pros: Servers may bring home a relatively bigger amount even on slow days and less variability of income due to tips, easy accounting for customers and business, easier for restaurateurs to make up difference between server base pay and minimum wage -Cons: tips promote good service and hospitality, high-end restaurants doing well off tips, a higher base pay may not be enough for restaurant workers
What motivators are used to decrease absenteeism in the "Being There" article?
-Manufacturing Environment: points given for being late/leaving early and missing shifts and monetary incentive for no points accumulated. Losing out on attendance rewards and not eligible for job transfers or raises with four or more points. -Maximum bonus that declines by number of sick-leave incidents in year. -giveaways for perfect attendance -When you have problem of absenteeism, you need to seek input about what makes employees proud to work at the organization and then layer on the programs and rewards.
What are the differences between motivators and hygiene factors? Why is this distinction important?
-Motivator needs: (related to intrinsic motivation) outcomes such as interesting work, autonomy, responsibility, being able to grow and develop on the job, and a sense of accomplishment and achievement. Satisfying factors fit in well with Oldman and Hackman model and self-actualization. -Hygiene Needs: (related to extrinsic motivation) satisfied by outcomes such as pleasant and comfortable working conditions, pay, job security, good relationships with coworkers, and effective supervision. When hygiene needs are not met, workers are dissatisfied and when hygiene needs are not met, workers are not dissatisfied. Satisfying hygiene needs does not result in high levels of motivation or job satisfaction-motivator needs must be met for this. -Herzberg's motivator-hygiene theory: a need theory that distinguishes between motivator needs (related to nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and purposes that motivator needs must be met for motivation and job satisfaction to be high.
What are the main take-aways about motivation from the "Paying for Grades" video?
-Prizes might interfere with learning for learning's sake. -Problems: staying up late in anticipation and money was taken by parents. -Teachers are paid to motivate. Why not let them do their jobs. - Kills intrinsic motivation
What are the conclusions about worker job satisfaction from the article "U. S. Workers Can't Get..."
-The decline in satisfaction since 1987 suggests a steady erosion of trust and loyalty between employers and employee, i.e. due to disappearing benefits
What are the five components of emotional intelligence, what are the hallmarks of each, and can they be learned? (article and lecture)
1. Self awareness: having a deep understanding of one's emotions, strengths, weaknesses, needs, and drives. Understanding the effects of these things effects on others can produce a realistic self-assessment 2. Self-regulation/management: ability to control or redirect disruptive impulses and moods; propensity to pursue goals with energy and persistence; Hallmarks: a. trustworthiness b. comfort with ambiguity c. openness to change 3. Motivation: passion to work for reasons that go beyond money or status; propensity to pursue goals with energy and persistence; Hallmarks: a. strong drive to achieve b. optimism, even in the face of failure c. Organizational commitment 4. Empathy/social awareness: ability to understand the emotional makeup of others, skill in treating people according to their emotional reactions; Hallmarks: a. expertise in building and retaining talent b. cross-cultural sensitivity c. service to clients and customers 5. Social skill/relationship managment: proficiency in making relationships and building networks; ability to find common ground and build rapport; Hallmarks: a. effectivess in leading change b. persuasiveness c. expertise in building and leading teams
Why is diversity important to business?
-Cost: less turnover; more productivity if diverse employees are engaged -Talent Acquisition: better PR; more able to attract best talent and sell product if have good reputation -Marketing: better insight to market to diverse populations -Creativity: different perspectives -Problem-Solving: wider range of perspectives; devil's advocate; avoid groupthink -Flexibility: more fluid; can react for environmental changes -Avoid litigation Globalization
What are the conclusions about motivation in the article "What Really Motivates People is..."
-Finding meaning in work and being able to see progress as motivators. Managers play role in the quality and quantity of employee's everyday work and need to be conscious of their behavior by acknowledging the performance of subordinates as well.
What are some of the general shifts in youth attitudes towards life, work?
-Largest gaps in job satisfaction since 80's: -job security, health coverage, and sick leave policy. -Compared to 1987, workers were happier with the physical environment and quality of workplace equipment.
What are the components of a compensation system?
10 % incentives 40% benefits (health care, stock options) 50% salary
In dozens of experiments, the research shows that people tend to prefer teams of ______ members.
4 or at most 5
What government agencies would Milton Friedman support (film)?
Department of Defense, Department of Treasury
What is disparate treatment and adverse impact and how do you establish a case for both?
Disparate Impact: unintentional Discrimination. -An education or job requirement disproportionately impacts a group in your workforce. Or, your workforce does not reflect the local labor market (Credit checks, criminal background checks, high school diploma). - Proportion of employees in the company does not match the qualified pool. VS. Disparate Treatment: intentional Discrimination Plaintiff (one discriminated against) must establish a prima facie case. To establish a case: Must be member of a protected class, you applied and are qualified for job, you were rejected from job, employer continued to hire a non-protected class member Adverse Impact: Unwanted/unanticipated result of taking particular action. Such as providing disadvantages for certain individuals due to certain actions in a company: hiring etc
What is the definition of diversity and what is the purpose of diversity programs?
Diversity: differences among people in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background and capabilities/disabilities Diversity programs: NOT a legal requirement, but serve the purpose to integrate and reatin the best talent in the company; they fulfill the need to respect all diverse qualities, and avoid letting stereotypes affect decisions
What is the HR planning process and what are the goals of outsourcing?
HR Planning Process: includes all the activities managers engage in to forecast their current and future human resource needs. → Demand forecasts: estimate the qualifications and numbers of employees an organization will need given its goals and strategies. → Supply forecasts: estimate the availability and qualifications of current employees now and in the future, as well as the supply of qualified workers in the external labor market Outsourcing: the use of outside suppliers and manufacturers to produce goods and services. Reasons for outsourcing: FLEXIBILITY AND COST. Disadvantages: managers lose some control over the quality of goods and services; individuals performing outsourced work may have less knowledge of organizational practices, procedures and goals and less commitment to an org than regular employees, unions resist outsourcing because it has the potential eliminate jobs ·
What is the purpose of a job analysis and what are the components of a job analysis (tasks, KSOAs)?
Job analysis: the process of identifying the tasks, duties and responsibilities that make up a job (the job description) and the knowledge of skills and abilities needed to perform the job (job specifications). Must be done for each job in an organization. (pg. 395) Components of job analysis (KSOAs): Knowledge: understandning of a body ofknowledge, both factual and procedural Skill: competency in performing a specific task; usually expressed in numerical terms Ability: general, physical, or mental trait that an individual possesses that enables them to perform a function. Useful for learning new skills. Other: personality, interests, attitudes and certifications
What are the business defenses used to counter a claim of discrimination?
Job relatedness, Bona fide occupational qualification, Seniority, Business necessity
According to Fielder, which aspect of the model is fixed?
Leadership style
What diversity issues are associated with race, gender, age, and disability?
Managing diversity means establishing a heterogeneous workforce (including white men) to perform to its potential by integrating and retaining valuable, diverse, employees. Defining diversity: traits you are born with and traits you adopt. NOT a legal requirement.
What are the specifics of the stakeholder model?
Managing for stakeholders: creating as much value as possible for stakeholders without resorting to tradeoffs Can directly benefit or be harmed by the company's actions; ethics of a company and its managers are important to them Type of stakeholder: stockholder→ want to ensure managers are behaving ethically and not risking investors capital by engaging in action that could hurt the company's reputation; want to maximize return on investment, often ignores ethics
Why is it important to identify your values? What are the universal values?
One must identify values to be able to make ethical decisions that reflect your overall views; not knowing your values may lead you to make bad decisions because you have no boundary Universal values: honesty, respect, responsibility, fairness and compassion
What is the major take-away from the Daniel Pink incentives video?
Pay as motivator: Pay people enough to take issue of money off the table 3 factors lead to better performance and personal satisfaction: Autonomy, Mastery and Purpose (not just profit-maximization) -Self direction is better for engagement
On what basis should you evaluate selection system instruments?
Reliability validity applicant reactions adverse impact cost of the predictor
What are smart goals and smarter goals? (slides, not covered in class)
SMART Goals: Specific-describes outcome of achieving goal; Measurable-establish concrete criteria for measuring goal outcome; Attainable; Relevant: to key responsibilities; Time-bound
What are the different types of selection system instruments?
Selection system instruments: application form integrity test work sample structured interview background check
Your team in our class is a...
Self- managing team
engage the best and brightest and retain them, they think you care more about them than yourself. Not about making you look good- make them successful (Don Knauss of Clorox)
Servant Leader
What are the specifics of the shareholder model?
Social responsibility of business to increase profits businesses cannot have responsibilities; only people have responsibilities values of the free market: checks gov't power, facilitates innovation, preserves freedom, protection from coercion, protection from discrimination
What are the sources of an organization's code of ethics?
Societal ethics: the values and standards embodied in a society's laws, customs, practices, norms and values Professional ethics: the values and standards that groups of managers and workers use to decide how to behave apporpriately Individual ethics: personal values and standards that result from the influence of family, peers, upbringing and involvement in significant social institutions.
What was the outcome of the Siena/Francis Homeless Shelter case? What rule was used?
The organization declined the alcohol sponsorship using moral rights and practical rule to solve the ethical dilemma. In the end, a third party sponsor funded the event
What is strategic human resource management?
The process by which managers design the components of an HRM system to be consistent with each other, with other elements of organizational architecture, and with the organization's strategy and goals. Objective is to develop an HR system that enhances an organization's efficiency, quality, innovation, and responsiveness to customers-4 building blocks of competitive advantage.
What is expectancy theory? Why is it difficult to validate the effectiveness of this theory?
The theory that motivation will be high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes. High motivation results from high levels of expectancy, instrumentality, and valence. Effort (input): Expectancy- person's perception about the extent to which his or her effort will result in a certain level of performance→Performance: Instrumentality- a person's perception about the extent to which performance at a certain level will result in the attainment of outcomes→ Outcomes: Valence-how desirable each of the outcomes available from a job or organization is to a person
What are the rules/tools for making ethical decisions? What are the limits of these rules?'
Utilitarian Rule: decison that produces the gretest good for the greatest number of people. ethical math problem. Net balance of good versus bad Moral Rights Rule: Decision that best maintains and protects the fundamental or inaliable rights and privileges of the people affected by it. Duty, reputation. Justice Rule: decision that distributes benefits and harms among people and groups in a fair, equitable, or impartial way. Practical Rule: decision that a manager has no hesitation about communicating to people outside the company because the typical person would think it is acceptable
What is the difference between ethics and values?
Values: basic beliefs→ qualities of behavior; thoughts and characteristics that are regarded as being intrinsically good, having desirable results and worthy of emulation by others Ethics: actions consistent with beliefes → your personal beliefs about what is right or wrong, good or bad, especially in actions that affect others
From the text, what are the benefits of ethical business actions?
When trust exists, stakeholders are likely to signal their good intentions by cooperating and providing information that makes it easier to exchange and price goods/services Over time when trust develops between stakeholders, they can work together more effieciently and effectively, raising company performance without wasting collective resources
Why is Chipotle a success? What motivations does it encourage in managers?
chipotle favors human skills over rules, robots and timers. chipotle promotes managers from within, and people are rewarded based on their ability to make other people around them better
According to Oldham and Hackman's model, what are the sources of job satisfaction?
o Core Characteristics • Skill Variety, Test Identity, Task significance • Autonomy • Feed Back from your job o Critical Psychological States • Meaningfulness • Responsibility • Knowledge of Results
What is employment at will?
Either party- the employer or the employee- could terminate a work arrangement at any time for any non-discriminatory reason→ does not apply to contract or union employees -Legal Limitations: public policy limitations; wrongful discharge; implied contract
How does equity theory operate at work? What employment practice does it impact directly?
Equity Theory: Theory of motivation that focuses on people's perceptions of their work outcomes relative to their work inputs. Equity theory complements expectancy and need theories by focusing on how people perceive relationship between the outcomes they receive from their jobs and organizations and the inputs they contribute. Equity: outcomes/inputs of a person=outcomes/inputs of referent (such as another person or group of people perceived to be similar to oneself) Underpayment Inequity: Outcomes/Inputs<Outcomes/Inputs of referent Overpayment Inequity: Outcomes/Inputs> Outcomes/Inputs of referent → Both underpayment and overpayment inequity create tension that motivates people to restore equity and when people experience underpayment inequity, they may be motivated to lower their inputs by reducing their working hours, putting forth less effort on the job, or being absent; or they may be motivated to increase their outcomes by asking for a raise or promotion. With overpayment inequity, people may try to restore equity by changing their perceptions of their own or their referent's inputs or outcomes. Inequity: undermining trust and sense of fairness. Pay Policy: Internal and external pay equity.
At what organizational level is emotional intelligence clearly important (article).
From the article→ emotional intelligence plays an increasingly important role at the highest levels of the company, where differences and technical skills are of negligible importance. The higher the rank of a star performer, the more emotional intelligence capabilities show as the reason for effectiveness.
Virtual teams seem to excel at... mainly because they make decisions based on..
Generating ideas and solving problems Merit
What is goal setting theory? What are its strengths, weaknesses, and how can you use it in your own life?
Goal-setting theory focuses on motivating workers to contribute their inputs to their jobs and organizations; in this way it is similar to expectancy theory and equity theory. It takes it further by considering how managers can ensure that organizational members focus their inputs in direction of high performance and achievement of organizational goals. Goals target and energize employee behavior→ encourage team and cross-team collaboration, can produce intrinsic motivation Goals that are clear and specific produce greater motivational properties- quantifiable and measurable properties Difficult but attainable goals produce more motivation Employees are more likely to be committed to goals when they help set the goals through (1) choice of goals and (2) voice in developing goals- they require less supervision and so motivation is sustained longer Employees who receive frequent feedback on their progress towards goal attainment are motivated longer → knowledge of results can produce learning which can be a source of intrinsic motivation Types of goals: Routine: work goals; Problem Solving; Innovative goals; Personal-Development (training)
Why is emotional intelligence important to you?
Having emotional intelligence can serve well when dealing with situations. It can tell you when or when not to say something, and can help you help others with tough situations
What are the sources of power? Which are most effective?
Legitimate Power: authority that a manager has by virtue of his or her position in an organizational hierarchy i.e. police has power to arrest Reward Power: ability of a manager to give or withhold tangible and intangible rewards Coercive Power: ability of a manager to punish others Expert Power: power that is based on special knowledge, skills, and expertise that a leader possess i.e. going to college Referent Power: power that comes from subordinates' and coworkers' respect, admiration, and loyalty → Personal sources of power are more effective than formal: -Expert and referent power are positively related to satisfaction, commitment, and performance -Reward and legitimate power are unrelated to those outcomes -Coercive power is negatively related to employee satisfaction and commitment
Why is job satisfaction an important attitude to measure? What are the general trends in job satisfaction?
Managers satisfied with their jobs: (1) Are likely to perform Organizational Citizenship Behaviors (OCBs): behaviors not required of organizational members but that contribute to and are necessary for organizational efficiency, effectiveness, and competitive advantage. (2) Satisfied managers may be less likely to quit and such a turnover would hurt the organization. Trends: All time low for survey with 45% of workers satisfied with their jobs in 2009 compared to 61.1% in 1987 and sources of job satisfaction include: uninteresting work, lack of job security, incomes that have not kept pace with inflation, and having to spend more on health insurance. Workers under 25 were most dissatisfied with their jobs. Growing source of dissatisfaction for lower- and middle-level managers and non-managerial employees is threat of unemployment and increased workloads from organizational downsizings and layoff.
· What are some key takeaways from the Economist article on the appearance of leaders?
Most are tall, fit, and dominant. Stereotypes play a role when people choose their leader.
What conclusions can be drawn from the chart showing the root causes of misconduct? · What is an ethical dilemma? How do you solve an ethical dilemma?
Nearly 3 out of 4 employees reported that they have observed misconduct in the prior 12-month perod Nearly half reported that what they observed was 'serious' misconduct that would cause "a significant loss of public trust if discovered" Many businesses are acting unethically towards the employees and each other to do whatever it takes to meet business targets by bending the rules Ethical dilemma: a situation concerning right or wrong in which values you hold are in conflict; having to choose between two different courses of action, knowing that whichever course you select will harm one person or group even while it may benefit another Solving an ethical problem: Know your own values be guided by your values spot the red flags decide what is right take action to do the right thing
· Describe the major needs theories in detail. How do they explain motivation? How can a manager use these approaches to improve performance?
Need Theories: Theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs. Needs theory complements expectancy theory by exploring which outcomes motivate people to perform at a high level. Needs theories suggest that to motivate a person to contribute valuable inputs to a job and perform at a high level, a manager must determine what needs the person is trying to satisfy at work and ensure that the person receives outcomes that help satisfy those needs when the person performs at a high level and helps the organization achieve its goals. Maslow's Hierarchy of Needs: An arrangement of 5 basic needs that motivate behavior. Maslow proposed that the lowest level of unmet needs is the prime motivator and that only one level of needs is motivational at a time. From highest to lowest needs → Self- actualization needs: needs to realize one's full potential as a human being. Ex how managers can help people satisfy those needs at work: by giving people the opportunity to use their skills and abilities to the fullest extent possible. → Esteem needs: needs to feel good about oneself and one's capabilities, to be respected by others, and to receive recognition and appreciation. Ex: By granting promotions and recognizing accomplishments. → Belongingness Needs: needs for social interaction, friendship, affection, and love. Ex: by promoting good interpersonal relations and organizing social functions such as company picnics and holiday parties. → Safety needs: needs for security, stability, and a safe environment. Ex: py providing job security, adequate medical benefits, and safe working conditions → Physiological needs: Basic needs for things such as food, water, and shelter that must be met in order for a person to survive. Ex: py providing a level of pay that enables a person to buy food and clothing and have adequate housing. Herzberg's motivator-hygiene theory: Explained in prior question McClelland's Needs for Achievement, Affiliation, and Power: explained in prior question
What is McClelland's Needs theory? What type of job would you recommend for each type?
Need for Achievement: extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. Characteristic of people who like to work alone. Need for Affiliation: extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other. Characteristic of people who work on teams. Need for Power: extent to which an individual desires to control or influence others. Suitable for working in team and leading team. → High needs for achievement and for power are assets for first-line and middle managers and a high needs for power is especially important for upper managers. → High need for affiliation may not always be desirable in managers and other leaders because it might lead them to try too hard to be liked by others rather than doing all they can to ensure that performance is as high as it can and should be.
What types of question can you expect in an interview?
Open-ended: expand on job-relevant skills; good ice breaker, applicant can give a sample pitch Ex: "What brought you into this line of work?" Situational: "What if"--applicants describe what they would do in a hypothetical job scenario (that requires job related (KSAO) Behavioral: based on the notion that past behavior predicts future behavior; interviewers look for problem, action and result (PAR)--MADE UP OF PRE-SET CRITERIA
How does Google use data analytics to fine-tune its human resources practices? What are some examples of these practices?
People operations--HR Department: monitors a slew of data about how employees respond to benefits and can determine if they are cost effective to the company Data tracking program helps the department gain emprical certainty about every aspect of Google's workers lives such as size of lunch tabels and length of lunch lines This all contributes to satisfying their employees in order to increase overall productivity for the company
What is motivation, exactly?
Psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort, and a person's level of persistence.
What does the Pygmalion effect predict and what actions should a manager/leader take to benefit from the Pygmalion effect?
Pygmalion Effect: Expectations effect performance (Ex: school kids) - Leader's higher performance expectations positively impacts follower performance - Communicate goals - Reinforce belief in ability to achieve goals - Celebrate achievement of goals - Hold and believe in high expectations
What are the components of HRM?
Recruitment and selection: used to attract and hire new employees who have the abilities, skills, and experiences that will help an org achieve its goals. Training and development: ensures that org members develop the skills and abilities that will enable them to perform their jobs effectively in the present and the future. Performance Appraisal and Feedback: provides managers with the info they need to make good human resources decisions about how to train, motivate and reward organizational members. Feedback from performance appraisal serves a developmental purpose for members of an org. Pay and benefits: By rewarding high performing organizational members with raises, bonuses and recognition, managers increase the likelihood that an organization's most valued human resources will be motivated to continue their high levels of contribution to the org. Labor Relations: steps that managers take to develop and maintain good working relationships with the labor unions that may represent their employees' interests Bottom line: managers must ensure that all five of these components fit together and complement their company's structure and control systems. Each of the five components of HRM influence the others.
What is a recruitment system? What recruiting methods are most relevant for college undergraduates?
Recruitment system: activities that managers engage in to develop a pool of candidates for open positions. Internal recruitment: when managers turn to existing employees to fill open positions. Employees recruited internally are either seeking lateral moves (job changes that entail no major changes in responsibility or authority levels) or promotions.(pg.398) Advantages: applicants are already familiar with the organization, managers know the candidates, can help boost employee morale and motivation, less time-consuming and expensive than external recruiting External recruitment: when managers look outside of the organization for people who have not worked for the organization previously. Advantages: having access to a potentially large application pool, attract people who have the skills, knowledge, and abilities that an org needs to achieve goals Disadvantages: high costs, lack of knowledge about the inner workings of the organization, uncertainty as to how well recruits can perform Most relevant to college undergrads: external
What is a selection system? How does it "funnel" candidates? What selection system instruments are most effective and why?
Selection system: managers develop pool of applicants for open positions through the recruitment process. If more than one applicant, managers must further determine which applicants are likely to outperform others. Managers use tools such as background information, interviews, paper-and-pencil tests, physical ability tests, performance tests, and references Screening Goal is to narrow pool Uses quick and cost effective tools (resumes, application forms) More intensive screening: Goal: sort candidates by desirability (more extensive, work samples, tests) Final screening Goal: final check on candidates (final interviews, background and reference checks
What are the power and influence tactics? Which power/influence tactics are most effective?
Social Influence Traits: Rational Persuasion: using logical arguments and facts to persuade another that a desired result will occur Inspirational Appeal: Arousing enthusiasm by appealing to one's values and beliefs Personal Appeal: appealing to feelings of loyalty and friendship before making a request Ingratiation: getting someone to do what you want by putting that person in a good mood or getting him or her to like you Consultation: Asking for participation in decision making or planning a change Exchange: Promising some benefits in exchange for complying with a request Legitimating: Pointing out one's authority to make a request or verifying that it is consistent with prevailing organizational policies and practices Coalition Building: Persuading by seeking the assistance of others or by noting the support of others Pressure: Seeking compliance by using demands, threats, or intimidation → Rational persuasion, inspirational appeals and consultation are most effective → Pressure is least effective → Using more than one compatible tactic at the same time or sequentially increases the chance of success. "Softer" tactics work better than "harder" tactics.
What are three theories of leadership discussed in class and in the text? What do they say about leadership behavior and how useful are these theories in predicting leadership behavior?
Trait Theories: All in genes, not good at predicting leader success (predict emergence, not effectiveness) Behavioral Theories: People can be trained to be leaders, still not good at predicting leadership Contingency Theory ( Fiedler): Task oriented leaders successful in very unfavorable or favorable situations, Relationship oriented leaders are successful in moderate situations. *Leaders cannot change orientation, but have to match themselves with the correct situation.
What is Netflix's HR philosophy? What policies reflect this philosophy?
Think like business people and innovators. Leading-edge HR, getting rid of performance appraisals and letting people be independent. Compensation plan-hygiene factor-get it right and then don't mess with it.
During the recession, Costco faced declines in same store sales. Most companies elected to protect shareholders by cutting wages. Costco responds by:
increasing wages by $1.50 over the years.
What are the key findings about women in leadership positions? For example, do women tend to stay with a company a long period of time? What jobs do they typically hold as they ascend the career ladder? (article)
over 70 percent of the 24 CEOs spent more than ten years at the company they now run, becoming long-term insiders before becoming CEO. attending Ivy league school: NOT a prerequisite Early stints in consulting and banking also HARDLY seem to be a prerequisite
What type of leader is Don Knauss?
servant leader: developing people and making people successful and putting employees before himself
What do the various motivation theories predict about pay? Which is more motivating, merit pay or bonuses?
→ Expectancy theory: Instrumentality, the association between performance and outcomes such as pay, must be high for motivation to be high. In addition, pay is an outcome that has a high valence for many people. → Need theories: People should be able to satisfy their needs by performing at a high level; pay can be used to satisfy several different kinds of needs. → Equity Theory: Outcomes such as pay should be distributed in proportion to inputs (including performance levels) → Goal-setting Theory: Outcomes such as pay should be linked to the attainment of goals → Learning Theories: The distribution of outcomes such as pay should be contingent on the performance of organizationally functional behaviors. As of these theories suggest, to promote high motivation, managers should base the distribution of pay to organizational members on performance levels so that high performers receive more pay than low performers. Bonuses tend to have more motivational impact for at least three reasons. Salary levels are based on performance levels, cost of living, etc which means an increase of say 5% may seem small in comparison to ones total salary Current salary increase may be affected by other factors Organizations rarely reduce salaries, salary levels tend to carry less than performance levels do. Bonuses give more flexibility in distributing outcomes, amount of bonus can be directly/exclusively based on performance.
What is the difference between transactional/transformational and charismatic leadership? · What are the main differences between management and leadership? Can you be a manager and a leader at the same time?
→ Manager: plans, organizes, and coordinates → Leader: inspires and motivates -Manager administers; the leader innovates -Manager has a short-range view; the leader a long range view -Manager accepts the status quo; the leader challenges it. -A manager's personal leadership style-that is, the specific ways in which a manager chooses to influence other people- shapes how that manager approaches planning, organizing, and controlling (the other principal tasks of managing).
