SHRM - HR Competencies things I keep missing
Notes Quantitative data consists of objective measurements that can be verified and used in statistical analysis—for example, the number of employees in an organization, the number of female employees in the organization, or the average number of hires each quarter. Qualitative data involves a subjective evaluation of actions, feelings, or behaviors. Measurements can be made by a third-party observer (e.g., an audit of HR's compliance with compensation laws that rates performance as excellent, acceptable, or poor). They can also be self-assessments, such as employee evaluations of satisfaction with job conditions on regularly administered employee surveys. The data can be assigned numerical values, but these values don't carry significance. Qualitative data can include observations of steps in a process or of traits that are present in people who are rated as successful in a job. It may be assessments of value or significance.
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Notes When the standard deviation in a dataset is low, the data curve is high and narrow, with data points tightly grouped around a center value. For example, HR has surveyed the frequency of salary levels and finds that the SD is very low across the organization. That suggests consistency in following headquarters guidelines on pay levels. When the standard deviation is high, the data curve is flatter and longer and is more spread out. There are more "outliers" in the dataset—measures that are significantly greater than the central value. If HR's survey shows a high standard deviation, there is less consistency in applying pay levels. HR may want to investigate this further. It may simply be a matter of widely different experience levels or, in an organization with multiple geographic sites, widely different pay standards, costs of living, or costs of labor.
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Notes: Cognitive, including thinking, learning, and strategizing. Motivational, including effectiveness, confidence, persistence, value congruence, and the level of attraction toward a new culture. Behavioral, including an individual's range of possible actions and responses to intercultural encounters.
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Notes: Focus Group Tools: Mind mapping and affinity diagramming. Mind mapping begins the discussion with core ideas. The group members add related ideas and indicate logical connections, eventually grouping similar ideas. This can be done on paper or a whiteboard or with sticky notes. Affinity diagramming is a way of sorting a large amount of data that has already been collected. The group categorizes and subcategorizes data until relationships are clearly drawn. Nominal group technique (NGT). This technique proceeds through rounds in which participants each suggest ideas. The rounds continue until no further ideas are proposed. Then the group discusses the items, eliminates redundancies and items considered irrelevant, and agrees on the importance of the remaining items. NGT can be practiced with idea generation by individuals, subgroups, or the entire group. Similarly the initial sorting of ideas can be done in subgroups before returning to the main group to reach consensus. Delphi technique. This technique progressively collects information from a group on a preselected issue. The first respondent proposes information, the next respondent adds something different, and so on, until a list can be compiled. The respondents are anonymous. In the second round, the researcher circulates the list and asks each respondent in turn to refine previous ideas, to comment on each idea's strengths and weaknesses for addressing the issue, and to identify new ideas. This technique is designed to facilitate group involvement, problem solving, and individual thinking while avoiding "group think," where participants can be influenced by what others say.
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Notes: Global tasks from a strategic perspective, HR must be able to balance the priorities of headquarters and subsidiaries. They must understand and appreciate their disparate businesses and identify critical success factors related to talent, which will vary considerably from Malaysian plant workers to European hospitality employees to highly trained scientists in a competitive talent environment. How should they distribute their resources?
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Notes: Global tasks from a tactical perspective, the group must find a way to focus their separate disciplines and professional backgrounds to develop programs that can deliver measurable success and that can work in different cultural and sociopolitical contexts. Because of the globalization of trade and the mobility of workforces across borders, these HR professionals are increasingly involved in issues like visas, different taxation and pension schemes, workforce quotas, and different workforce relations laws and practices.
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Notes: Ben Eubanks' five steps to evidence based decision making are the following: Ask: When faced with a problem, translate the situation into a question that can then be answered through information gathering. Acquire: Gather information from varied sources. Appraise: Determine whether the evidence gathered is relevant, valid, reliable, accurate, complete, and unbiased. Aggregate: Combine and organize the data to prepare it for analysis. Determine the priority to be given to different types of information. Apply: See the logical connections within the data and with the issue. Assess: Monitor the solution that has been implemented and objectively measure the extent to which the objectives have been attained.
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For an HR balanced scorecard to be truly effective, it must be what five things Hints: 1. Contain acc...tability and meas.....e re...ts. 2. Be va...d 3. Contain only those meas.... that are most imp.....t to the obj....ve and the organ......n's strat...c plan 4. Focus on re...ts 5. Be car...lly plan...ed and exec....d
1. Contain accountability and measurable results 2. Be valid. The measurement system must contain understandable measures, metrics, and targets that are aligned to the objective and can be supported with solid data 3. Contain only those measures that are most important to the objective and the organization's strategic plan. 4. Focus on results 5. Be carefully planned and executed.
Data-sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn. Affinity diagramming Nominal Group Technique Delphi diagramming
Affinity diagramming The tool is commonly used within project management and allows large numbers of ideas stemming from brainstorming[2] to be sorted into groups, based on their natural relationships, for review and analysis.[3] It is also frequently used in contextual inquiry as a way to organize notes and insights from field interviews. It can also be used for organizing other freeform comments, such as open-ended survey responses, support call logs, or other qualitative data
Marketing and IT are collaborating on a new system that will allow customer service representatives to access and change customer accounts directly (for example, to create sales credits). Which action should HR take to create value for this effort? Performing quality control testing before release Creating of project charter for the team Facilitating process training for all users Identifying at what points users need account access
The most logical contribution for HR is to provide appropriate training in the use of the new system. HR could also advise on data privacy issues. Technical issues, such as testing or design, are best left to those who are most familiar with the process. The project charter should be created by the project leader, who, in this case, will probably be from IT or marketing.
Which leadership theory has five types of managers: Country Club Managers, Impoverished Managers, Authoritarian Managers, Middle of the Road Managers, Team Leaders Blake-Mouton Theory Hersey-Blanchard Theory Fiedler's Contingency Theory
Blake-Mouton Theory Leadership involves managing: Tasks (work that must be done to attain goals). Employees (relationships based on social and emotional needs). This theory also has five types of managers, only one of which (team leader) is considered a leader.
The authoritarian manager is characterized in which leadership theory? Hersey-Blanchard theory Blake-Mouton theory Path-goal theory Fielder's contingency theory (page 58)
Blake-Mouton theory
How is the Hershey-Blanchard Situational Leadership theory similar to the Blake-Mouton theory? Both theories involve tasks and relationships Both theories have five types of managers Both theories expect the team members to evolve to meet the manager's needs
Both theories involve tasks and relationships
An HR data analyst uses internal and external data and translates it into meaningful information to support an operations decision to relocate a distribution center to another state. What term best describes the data analyst's activity? Delphi technique Business intelligence Regression analysis Root cause analysis
Business intelligence allows analysts to retrieve timely, accurate, and complete data and transform that into accurate, actionable information to support decision making.
How does a balanced scorecard for HR serve as a way of focusing human resource staff on activities that will support the company's goals? (PG 40) +By linking clearly defined department objectives and performance to the company's strategic business goals. +By examining HR's policies, practices, and procedures and strategies using a systematic and comprehensive evaluation to establish whether HR's activities work towards HR's goals +By developing action plans and fostering a climate of continuous improvement
By linking clearly defined department objectives and performance to the company's strategic business goals. Other answers: HR Audit: Examines HR's policies, practices, and procedures and strategies using a systematic and comprehensive evaluation to establish whether HR's activities work towards HR's goals Two Steps In The Audit Process: By developing action plans and fostering a climate of continuous improvement
What are the advantages and disadvantages to a centralized HR structure? Advantages: Provides mo..e con...ol and cons.....cy across org.........n Centralized HR Structure Centralized HR Structure Disadvantages: Can inh...t flex......y and resp......ness, can decrease eff.....e comm........n. Centralized HR Structure Centralized HR Structure
Centralized HR Structure Centralized HR Structure Advantages: Provides more control and consistency across organization Centralized HR Structure Centralized HR Structure Disadvantages: Can inhibit flexibility and responsiveness , can decrease effective communication Centralized HR Structure Centralized HR Structure
Daniel Goleman, in "Leadership That Gets Results," describes six approaches to leadership. Which of the six is described as "The leader focuses on developing team members' skills, believing that success comes from aligning the organization's goals with employees' personal and professional goals"? Authoritative Democratic Coaching
Coaching Effective when leaders are highly skilled in strategic management, communication, and motivation and when they can manage their time to include coaching as a primary activity. Team members must also be receptive to coaching. Ineffective when employees resist changing their performance.
Daniel Goleman, in "Leadership That Gets Results," describes six approaches to leadership. Which of the six is described as "The leader imposes a vision or solution on the team and demands that the team follow this directive". Coercive Authoritative Affiliative
Coercive
What are the five elements of the COSO control framework (Committee of Sponsoring Organizations of the Treadway Commission) which is an acronym used to refer to a model used for testing and evaluating internal control and processes? Control ................nt Risk a.......nt and man.....t Control act.....es Out.......g Monit....g
Control environment Risk assessment and management Control activities Outsourcing Monitoring
Under the Blake-Mouton theory, this kind of manager is low task, high relationship, and creates a secure atmosphere and trusts individuals to accomplish goals, avoids punitive actions so as not to jeopardize relationships: Country club, Impoverished, Authoritarian, Middle of the road, and Team leaders. (page 58)
Country club
Daniel Goleman, in "Leadership That Gets Results," describes six approaches to leadership. Which of the six is described as "The leader invites followers to collaborate and commits to acting by consensus"? Coaching Democratic Pacesetting
Democratic Effective when the leader does not have a clear vision or anticipates strong resistance to a change. Team members must be competent; leaders must have strong communication skills. Ineffective when time is short, since building consensus takes time and multiple meetings.
Ways organizations groups jobs to coordinate work. Departmentalization Functional structure Geographic structure
Departmentalization refers to the way an organization groups its job and aligns effort. Four commonly seen such structures are functional, product, geographic, and matrix. Functional structure is when departments are defined by the the services they contribute, such as marketing and sales, accounting, operations, etc.
Under Vroom's theory of expectancy, which reward might actually create job dissatisfaction rather than job satisfaction? Employee D gives Employee E a small cash reward for getting done early even though Employee E wasn't expecting a reward. Employee C, a trainer, is asked to come to a design team party. Employee A can go to a training event, but only if Employee B succeeds in getting all of her people certified. Employee B is rewarded if all of her team members pass a certification exam.
Employee A can go to a training event, but only if Employee B succeeds in getting all of her people certified. This situation is related to Vroom's theory of expectancy. Rather than motivating, linking rewards to things outside a person's sphere of influence can be a source of dissatisfaction and viewed as arbitrary or unfair. Employee A's reward is linked to the success or failure of an activity over which he has no control-the certification of Employee B's team. If Employee B's goal of getting all her team members certified is achievable, then the reward will encourage extra effort. As long as Employee C is not compelled to attend a social event that she does not want to attend, that could appeal to her desire to be part of the group. Employee E's reward will certainly not create dissatisfaction and may motivate if it is aligns to his motivational factors.
What are some advantages and disadvantages to a geographic structure? Advantages: Proximity to c.....er, adap... to local prac....s, quic..r resp...e time, cross-fun.....al com.......ion. Geographic Structure Geographic Structure Disadvantages: Fewer econ....s of scale, issues with con......cy across re...ns (eg: practices, values, st.....ic foc..s Geographic Structure Geographic Structure
Geographic Structure Geographic Structure Advantages: Proximity to customer, adaptability to local practices, quick response time, cross-functional communication Geographic Structure Geographic Structure Disadvantages: Fewer economies of scale, issues with consistency across regions (eg: practices, values, strategic focus) Geographic Structure Geographic Structure
Which leadership theory has leaders supplying the appropriate behavior as team members grow: Telling, Selling, Participating, Delegating. Blake-Mouton Theory Hersey-Blanchard Theory Fiedler's Contingency Theory
Hersey-Blanchard Situational Leadership Leaders adapt their behaviors to meet the evolving needs of team members. Like Blake-Mouton, the behaviors involve tasks and relationships. As team members grow in skill and experience, leaders supply the appropriate behavior: Telling when the employee is not yet motivated or competent. Selling when the increasingly competent employee still needs focus and motivation ("why are we doing this"). Participating when competent workers can be included in problem solving and coached on higher skills. Delegating when very competent team members can benefit from greater levels of autonomy and self-direction.
In which ways do Herzberg's motivational hygiene theory and Maslow's basic needs theory differ? Herzberg's intrinsic factors include job security, pay, and conditions, while Maslow's include include employee engagement and job satisfaction. Herzberg's theory focuses on only job related needs, while Maslow's theory includes basic survival needs Herzberg's external factors include challenging work, meaningful impact of work, and recognition, while Maslow's include pleasant coworkers and advancement opportunities. Herzberg's theory is based in extrinsic factors, while Maslow's theory is based on intrinsic factors. (page 77)
Herzberg's theory focuses on only job related needs, while Maslow's theory includes basic survival needs In Herzberg's theory, behavior is driven by intrinsic factors (such as challenging work, meaningful impact of work, and recognition) end extrinsic factors (such as job security, pay, and conditions) Maslow's theory describes motivation in five basic categories of need, physiological, safety and security, belonging and love, esteem, and self actualizations.
Which culture is more likely to prefer a verbal agreement or handshake to a detailed contract? Universalist Ascriptive Particularist Outer-directed
In a particularist culture, a strong handshake agreement may be sufficient, and requiring a written agreement may be perceived as an insult. This may be contrasted with a universalist culture, which focuses on rules and the existence of one right way.
Which action best illustrates HR's strategic role in an organizational change initiative? Dealing with resistance to organizational change Monitoring and ensuring compliance with change Instituting radical changes in the organization Influencing and affecting management's view of organizational change
In its strategic role, HR influences management's view of the organizational change, helping management identify and deal with organizational change issues before any action is taken. Once senior management institutes the changes, however, HR plays a secondary role in dealing with possible resistance and monitoring compliance.
What does the Self-determination theory have in common with McClelland's theory? Individuals are motivated by the need for power/authority and the need for ownership/tenure Individuals are motivated by needs such as competence/achievement, and relatedness/affiliation Individuals are motivated by cash/salary and their next promotion/advancement (page 77)
Individuals are motivated by needs such as competence/achievement, and relatedness/affiliation
Written statements of the minimum qualifications for the job incumbent. Job Specifications Job Competencies Job Relations
Job Specifications (page 80, 335) Specification examples: High school diploma, exposure to union environment
Use of information from past and present to judge future conditions Demand analysis Judgmental forecasts Statistical forecasts
Judgmental forecasts (Staffing) Demand analysis considers the model organization of the future and its human capital needs. Once the supply model is developed, data can be compared to the demand analysis projections and gaps can be identified, including numbers of employees and gaps in skills Statistical forecasts fall into two categories, regression analysis (simple linear or multiple linear), and simulations judgmental forecasts
Use of information from past and present to predict future conditions. Relies on human experience to predict future business needs.: Judgmental forecasts Delphi technique nominal group technique.
Judgmental forecasts:
John French and Bertram Raven identified five ways in which leaders can create power. Which kind of power is created formally—through a title or position in the hierarchy that is associated with the rights of leadership? Legitimate Expert Referent
Legitimate Can save time in decision making and focus team on the organization's goals. May be insufficient if leader is not also competent and effective at leading.
Which motivation theory proposes that 5 needs must be satisfied in sequence? Maslow's Five basic categories of needs Herzberg's Five basic categories of needs McClelland's Five basic categories of needs
Maslow's Five basic categories of needs Physiological (basic needs related to survival) Safety and security Belonging and love (the need to belong, to be accepted) Esteem (both self-esteem and admiration of others) Self-actualization (the need to fill one's potential)
An HR team has mined the ERP database for data related to implementation of the performance management system. What step must they complete before proceeding to analysis of the data? Aggregation Acquisition Assessment Application
Once the data has been acquired or collected, it must be aggregated (combined) and organized in a way that supports the goals of the analysis.
The COSO framework divides internal control objectives into What three categories? Op......ions R......ing C........e
Operations objectives, such as performance goals and securing the organization's assets against fraud, focus on the effectiveness and efficiency of your business operations. Reporting objectives, including both internal and external financial reporting as well as non-financial reporting, relate to transparency, timeliness and reliability of the organization's reporting habits. Compliance objectives are internal control goals based around adhering to laws and regulations that the organization must comply with.
An analyst predicts a total number of voluntary and involuntary separations over the next year and gives the report a statistical rating of P50. What does this mean? Half of the forecasts will be above the reported number and half will be below. The analyst is not very confident in the number's accuracy. The simulation was repeated 50 times to test its accuracy. The sample size was half of the total workforce size at the time of analysis.
P50 indicates that an estimate lies in the middle of a range: half are higher and half lower.
What is the first step in evidence-based decision making (EBDM)? Looking for logical connections among the gathered data Verifying the value of the activity to the organization Identifying good, reliable sources of data Phrasing the problem in the form of a question to be answered
Phrasing the problem in the form of a question to be answered. The first step in EBDM is to ask the question that will guide the subsequent search for relevant data. What problem are we trying to solve?
In Maslow's Motivation theory, in what order do his five basic categories need to be met? Physiological (basic needs for survival), safety and security, belonging and love, esteem (both self esteem and admiration of others), self-actualization (the need to fill one's potential). Physiological (basic needs for survival), safety and security, esteem (both self esteem and admiration of others), self-actualization (the need to fill one's potential), belonging and love Physiological (basic needs for survival), safety and security, self-actualization (the need to fill one's potential), esteem (both self esteem and admiration of others), belonging and love
Physiological (basic needs for survival), safety and security, self-actualization (the need to fill one's potential), esteem (both self esteem and admiration of others), belonging and love
John French and Bertram Raven identified five ways in which leaders can create power. Which kind of power is created when the leader can offer followers something they value in exchange for their commitment (e.g., promotions, compensation)? Expert Referent Reward
Reward Can appeal to team members' individual motivators. Is useful only when leader has access to and can extend to team members meaningful rewards.
An HR team member is working on a critical activity that must be done in a very precise sequence with no room for innovation. Because the task is important, the HR manager monitors the team member's performance very closely. The performance is routinely satisfactory and often exemplary. The manager notes that the team member seems to have low morale and a bad attitude. According to Herzberg's motivation-hygiene theory, what can the manager do to reduce job dissatisfaction? Stop supervising the team member so closely. Give the team member the chance to take paid training related to the work. Help the team member follow the process but be creative in other ways. Recognize the team member's efforts in the next team meeting
Stop supervising the team member so closely. According to Herzberg, job dissatisfaction is influenced by hygiene factors, which include pay, job security, work conditions, work relationships, and supervisor style. If the supervisor's hands-on style is affecting the team member's job dissatisfaction, backing off might reduce it. Providing recognition, training, and creativity would increase motivation and thus increase job satisfaction but would not reduce dissatisfaction.
Describe Douglas McGregor's Theory X/Theory Y:
Theory X and Theory Y are theories of human work motivation and management created by Douglas McGregor. Motivation is seen as absolutely irrelevant (Theory X) or absolutely critical (Theory Y) in the workplace. Theory X leaders micromanage and coerce team members because they believe people do not like to work and must be strictly controlled and forced to work. Theory Y leaders believe that employees dislike rigid controls and inherently want to accomplish something. Therefore leaders apply a more participative style that empowers employees. Theory Y is considered more appropriate in today's knowledge-driven workplaces.
How is Porter's "Five Forces" framework used in developing strategies? Bonus question: what are the five forces? To identify internal strengths and weaknesses To determine the cost-effectiveness of strategic initiatives To understand competitive factors that influence the strategy To assess the strength of various competitors
To understand competitive factors that influence the strategy. Porter's "Five Forces" framework helps strategists understand the competitive forces at work in their industries so that they can assess the strengths and weaknesses of their own competitive position. The Five Forces are: Threat of new entrants Threat of substitutes Bargaining power of customers Bargaining power of suppliers Competitive rivalry
An HR manager is careful never to promise a staff member a reward that he may not be able to deliver. What motivation theory does this reflect? Goal setting Vroom Herzberg Maslow
Vroom's theory proposes that employees are most motivated when they believe that successfully performing their assignments will result in promised rewards.
What are the advantages and disadvantages of a dedicated structure? Promotes st...gic al...ment between head.......s and un..s dedicated structure dedicated structure dedicated structure dedicated structure dedicated structure dedicated structure
dedicated structure dedicated structure Advantages: Promotes strategic alignment between headquarters and units dedicated structure dedicated structure Disadvantages: isolation of dedicated HR units and loss of shared knowledge and experience, may lead to duplications and inefficiencies. dedicated structure dedicated structure
Under the Blake Mouton theory, which set describes the Middle-of-the-road manager? low task, high relationship Low task, low relationship, high task, low relationship midpoint on both task and relationship high task, high relationship (pg 58)
midpoint on both task and relationship
A balanced scorecard also uses these two indicators: Hint: L
Lagging and Leading
Notes: a culture's explicit characteristics (such as language, dress, or manner), a culture's implicit characteristics (such as world views and cognitive habits), Norms and values. Less immediately obvious are a culture's shared and stated sense of acceptable behaviors—what is right and wrong. These may be a country's rules and regulations or a company's mission statement and code of conduct. Basic assumptions. These are the culture's core beliefs about how the world is and ought to be. They may be unspoken, and members may not even be consciously aware of them. Terms such as "success," "freedom," or "doing good" may carry very different meanings for each culture
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Notes: Variance analysis identifies the degree of difference between planned and actual performance. The term is usually applied to analysis against objective baselines, such as schedules and budgets. Once identified, different analytical tools, such as those described below, can be applied to understand the variance. Ratio analysis compares the relative size of two variables and yields a percentage. Net profit margin, for example, is a ratio that compares net revenue with costs. Many commonly used HR metrics are ratios, such as the turnover rate (comparing the number of terminations or resignations in a time period with the average number of employees in that period). While a variance report provides a picture of one point in time, a trend analysis examines data from different points in time to determine if a variance is an isolated event or if it is part of a longer trend. By establishing the direction and degree of change over time, the trend analysis can also be used to forecast future conditions, such as the ability of an initiative to meet its objectives. Regression analysis refers to a statistical method used to determine whether a relationship exists between variables and the strength of the relationship. Data points can be plotted on a diagram called a scattergram. The shape of the line formed by the data suggests if there is a likely correlation, whether that correlation is positive or negative, and how strong or weak the correlation is. Analyses can use multiple variables. A regression analysis might help determine the most significant indicators of success in a given job, testing variables such as recruitment source, education, job experience, personality type, and so on against job performance ratings. Root-cause analysis starts with a result and then works backward. Each cause is queried to identify a preceding cause—conditions or actions that might have led to this effect. This questioning may proceed backward in rounds until the fundamental or root cause is identified—the point at which no further causes can be identified. Causes can be further queried until fundamental issues are identified. For the purpose of evaluation, a scenario/what-if analysis can be used to test the possible effects of altering the details of a situation to see how the outcomes will vary under different conditions.
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What is the COSO framework (Committee of Sponsoring Organizations of the Treadway Commission)?
A model designed to evaluate the internal controls and processes of an organization.
In McClelland's theory, people are motivated by three basic desires. What are they? Challenging Work, Meaningful Impact of Work, Recognition Autonomy, Purpose, Self-actualization Achievement, Affiliation, Power
Achievement (accomplishment) Affiliation (feeling part of a group) Power (influence or control over others) Employees have all three needs but the needs' relative importance may vary among individuals. Effective leaders identify and appeal to each employee's primary motivators. For example: Give an achievement-oriented employee an assignment that will require and call attention to the employee's abilities. Incorporate socialization events or opportunities into team schedules for affiliation-oriented employees. Delegate to power-oriented employees tasks that they can control and direct, perhaps ones with high visibility in the organization.
What are the five types of leadership under the Blake-Mounton theory?
Authoritarian, Impoverished, Team, Country Club, Coercive, Middle-of-the-Road
Which is the most appropriate use of online analytical processing? Calculating a company's use of leave to determine the effective value of its leave policy over the past five years Calculating the employee promotion rate to determine a leadership training program's success over the past five years Using predictive analytics to determine how successful new candidates will be in their first five years on the job Calculating the employee turnover rate to determine employee satisfaction with company culture
Calculating a company's use of leave to determine the effective value of its leave policy over the past five years The number of data points and the period of time will identify trends in the use of leave. Other factors could influence how successful new candidates will be and the employee promotion rate. There aren't enough data points to suggest the use of online analytical processing when measuring the employee turnover rate.
What are the four perspectives of the balanced scorecard? (Pg 40) Fin.......al, Cust.....rs (including other functions and employees), Int......l B........ss Proc.......s, Lear.......g and Gro..th.
Financial, Customers (including other functions and employees), Internal Business Processes, Learning and Growth.
In Fielder's Contingency Theory of leadership, in which leaders make a situation more favorable (i.e. more likely to produce positive outcomes), when does situation favorableness occur? Positive task conflict, group creativity, invisible leader Agile team members, collaborative processes, individual accountability Leader-member relations, clarity in tasks and roles, empowered leader Ambitious goals, clear direction form leader, emergent leader
Leader-member relations, clarity in tasks and roles, empowered leader (pg 59)
Which best describes how management differs from leadership? Management maintains order, while leadership produces and manages change. Management aligns people to the vision, while leadership establishes a structure. Management energizes people, while leadership organizes people to solve problems .Management establishes the vision, while leadership establishes detailed steps and timetables.
Management maintains order, while leadership produces and manages change.
What are the advantages and disadvantages to a shared services structure? Advantages: Offers exp...ise ef....ntly, reducing load of tr....ional activity in favor of val..e-creat..g activity. Shared Services Structure Shared Services Structure Disadvantages: Risks unde...e of services when their ex.....ce is not wi...y known. Shared Services Structure Shared Services Structure Shared Services Structure Shared Services Structure
Shared Services Structure Shared Services Structure Advantages: Offers expertise efficiently, reducing load of transactional activity in favor of value-creating activity. Shared Services Structure Shared Services Structure Disadvantages: Risks underuse of services when their existence is not widely known Shared Services Structure Shared Services Structure
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees. Shared services HR model Dedicated HR model Centralized HR model.
Shared services HR model
Under the Blake-Mounton theory, There are five types of managers, only one of which is considered a leader. Which one is it? Country club, Impoverished, Authoritarian, Middle of the road, and Team leaders. (page 58)
Team leaders. (high task, high relationship) lead by positive example, foster a team environment, and encourage individual and team development.
In Fielder's Contingency Theory of leadership, which one of these is not something that is done to change unfavorable situations? Improving relations between the leader and the team (e.g. by building trust) Changing aspects of the task (e.g. breaking a project down into more manageable pieces, providing more resources for the team. Increasing or decreasing the leader's exercise of power (e.g. to increase team involvement in and ownership of ideas, to decrease harmful conflict or resistance to change) Telling the employees what to do when they are not yet motivated or competent.
Telling the employees what to do when they are not yet motivated or competent.
Give examples of each of the four layers of diversity: Personality: ...................................................... Internal dimensions: ........................................ External dimensions: ......................................... Organizational dimensions: ..................................
The four layers include: Personality like introverted or extroverted; Internal Dimension like race age and gender; External Dimensions such as Income, parental status, work experience and educational background; and Organizational Dimensions like: work content/field, union affiliation, management status and seniority
Which leadership theory does the following describe: Leaders possess certain innate characteristics that followers do not possess (and probably cannot acquire), such as physical characteristics (e.g., strength, stamina) and personality traits (e.g., decisiveness, integrity). Sometimes referred to as the "Great Man" theory. Blake-Mouton Theory Trait Theory Fiedler's Contingency Theory
Trait Theory It equates these characteristics and leadership but without evidence. It may discourage leader development by implying that the ability to lead cannot be acquired with study and practice.
Name three kinds of statistical forecasts Hint: T R R
Trend analysis looks at historical data for one factor of the business, often sales volume, and applies the staffing level from a previous period to suggest a forecast level. Ratio analysis sets a level of staffing based on a relationship between workers and a business factor. A sales department that assigns 20 accounts to each salesperson would, for instance, add an additional worker for each 20 new accounts forecast Regression analysis follows similar principles to ratio analysis using more sophisticated statistical calculations.
A manager delegates work to team members by clearly explaining the desired result and any necessary processes to follow. The manager explains the consequences of failure, but then allows team members to self-manage. What motivational theory does this manager likely follow? Maslow's needs hierarchy Herzberg's motivation-hygiene theory Theory X Theory Y
Under Theory Y, work is as natural as rest or play, and normal people can learn to seek responsibility and become problem solvers. Managers who believe this empower employees and use leadership and influence to get them committed to project goals without resorting to coercion.
What are the three phases of Kurt Lewin's model of change?
Unfreezing, Moving, Refreezing
An important negotiating tactic described by Fisher and Ury is defining your "BATNA". Define BATNA
best alternative to a negotiated agreement. Knowing your possible alternatives if negotiation fails helps establish a more accurate value and create proposals you can live with. Effective negotiators also try to perform a BATNA analysis for the other side so they can anticipate reactions.
What are the advantages and disadvantages to a decentralized HR structure? Advantages: Allows for more di...ct con...ct be....n HR and other funct...s and facil.....s commu.........s and respo........ss decentralized HR structure decentralized HR structure Disadvantages: Lack of cons......y among HR pol..ies and stand...s decentralized HR structure decentralized HR structure
decentralized HR structure decentralized HR structur Advantages: Allows for more direct contact between HR and other functions and facilitates communications and responsiveness decentralized HR structure decentralized HR structur Disadvantages: Lack of consistency among HR policies and standards decentralized HR structure decentralized HR structur
What are the advantages and disadvantages to a matrix structure? Advantages: Combination of cross-d.......ary capab....... and p....tives, availability of best g....l tal..t, flex.... and ag..e matrix structure matrix structure matrix structure matrix structure Disadvantages: Complex re....ing structures, potential for con....s between funct.... over re......s, potential cul....l conf....s on teams. matrix structure matrix structure matrix structure matrix structure
matrix structure matrix structure matrix structure Combination of cross-diciplinary capabilities and perspectives, availability of best global talent, flexible and agile. matrix structure matrix structure matrix structure Complex reporting structures, potential for conflicts between functions and projects over resources, potential cultural conflicts on teams. matrix structure matrix structure matrix structure
