MGT 291 Mid-Term
Max Weber/Bureaucracy Entire organization
Administrative Principles" Division of labor Clear chain of command Lots of rules and regulations Centralized decision making
Neuroticism...
(high Neuroticism)- tendency to feel insecure Tends to have stress, burnout Negatively related to job satisfaction
Managing diversity-- business results
-Diversity fosters creativity and innovation -Diversity awareness enables hiring, training, and engaging the best talent, helping maximize organizational performance -Diverse work teams make better decisions than homogenous teams -Acquiring and managing diversity is more ethical.
Recruiting
-Internal candidates -External Sources Employee referrals Private employment agencies/headhunters State employment offices College relationships Advertising and job postings Unique recruiting sources-
Does personality matter in job performance?
-Strong situations: Clearly defined procedures Assembly line/making fries at McDonalds Personality generally less important -Weak situations: More flexible in how work is performed Walmart greeter/ Professor Personality more relevant
Affirmative Action...
-intentionally seeking and hiring qualified employees from racial, sexual, and ethnic groups that are underrepresented in the organization -Various executive orders, especially Executive Order 11246 signed by President Lydon Johnson, requires federal contractors to develop affirmative action plans and engage in affirmative action in hiring veterans and the diabled
Affirmative Action Plan
1). Utilization Analysis 2). Goals & Time Tables 3). Action Plan
External Locus of Control...
A belief that performance is due to circumstances beyond one's control (chance, fate, other people's behavior)
There is _____________________________ between self efficiency and job performance...
A significant positive correlation
Paul, the VP of human resources for widget company, is developing widgets diversity management program. Which of the following activities would be considered an appropriate element of the diversity management program...
All of the above (-diversity training programs for managers -programs that ensure employees have mentors -ensuring that recruiting sources provide a diverse pipeline of job candidates -programs like. flextime that promote a work/family balance)
Which of the following is true regarding employees which have an internal locus of control...
All of the above (-internals have higher salaries than externals -internals have higher greater job satisfaction than externals -internals have greater job motivation than externals)
Which of the following statements is accurate regarding diversity...
All of the above are true (diversity fosters creativity and innovation acquiring and managing diversity is an ethical and legal necessity)
Typical Employee Selection Tools
Applications/Resumes Employment Tests Interviews Assessments centers/simulations
"ASA"
Attraction Selection Attrition
Which of the Big 5 personality dimensions has the strongest correlation with job performance...
Conscientiousness
Diversity
Definition- the variety of observable and unobservable similarities and difference among people
Potential solutions for lessening impact of bias
Educate about stereotypes Establish clear criteria Scrutinize need for criteria
What word or phrase is most closely associated with the work of Frederick Taylor at Bethlehem steel in the early 1900s...
Efficiency
Social Competencies
Empathy Social Skills (relationship management)
Disparate Impact
Form of discrimination in which: -A condition in which employment practices are seemingly neutral yet disproportionately excluded a protected group from employment opportunities -"Four-fifths Rule" -Rule of thumb finds evidence of discrimination if an organizations hiring rate for a minority group is less than four-fifths hiring rate for the majority group
Maria gets frustarted in dealing with people from different cultures, she states, "everybody should communicate clearly in words what is on their mind or should just write it down so there is no confusion and misunderstanding", Maria can best be described as being from which of these cultures...
High context
Power Distance
High power distance- unequal power are accepted readily comply with authority Low Power Distance- expect equality in power
Uncertainty Avoidance
High uncertainty avoidance: reject deviant ideas; prefer structure rules and procedures to regulate workplace behaviors; avoid uncertainty in careers Low uncertainty avoidance: tolerate different and unfamiliar ideas; not afraid to face the unknown.
The cultural dimension of power distance focuses on...
How much inequality in power is expected and accepted
Hofstede's Cultural Dimensions
Individualism vs collectivism Power Distance Uncertainty Avoidance Masculinity vs. femininity Short Term vs. Long Term Orientation
Individualism vs collectivism
Individualism: see themselves as individuals, priority is given to individuals goals and interests Collectivism: see themselves as part of social group; priority is given to foals and interest of social groups; preferential treatment to in group members
The united states cultural dimensions...
Individualist Low power distance Low uncertainty avoidance Moderately masculine Short term
4 Pillars of Change
Leadership support Engage employees as partners Link diversity to business goals Integrate diversity with management practices
Short Term vs. Long Term Orientation
Long term: focus on the future; value thrift & persistence; anticipate long-term payoff for their Loyalty. Short-term: focus on here and now; commitment too thers are seen as flexible as circumstances change.
Masculinity vs. femininity
Masculinity: materialism, value achievement, material success, assertiveness, competitiveness de-emphasis on caring for others; Gender inequality. Femininity: concern for the welfare of others. Values interpersonal relationships, cooperation, and subjective indicator of life quality; Gender equality.
A culture high in uncertainty avoidance would...
Minimize the possibility of uncertain situation by using strict laws and rules
Mcgregor (1960s) Theory X:
People are lazy Need to be micromanaged Avoid work Prefer direction
Which of these is a Theory Y assumption about peoples work...
People want to work if the conditions are right
Mcgregor (1960s) Theory Y:
People will work if conditions are right Capable of self direction People have creativity/imagination Accept responsibility
Project GLOBE-- Cultural dimensions
Power distance= same as hofstede Uncertainty avoidance= same as hofstede Societal collectivism= same In group collection= loyalty to small and informal groups Gender egalitarianism= femininity Assertiveness- masculinity Future oriented= long term orientation Performance orientation= individuals should be rewarded and respected for performance (vs. tenure, knowledge, family background, etc.) Human orientation= femininity
High-context cultures
Primary meaning derived from nonverbal situational cues; read beyond words ;negotiations slow; establish trust first; value personal relations
Low-context cultures
Primary meaning derived from written or spoken words;negotiation efficient; get down to business first; value expertise and performance
1990 Americans with Disabilities Act
Prohibits discirmination against qualified employees with physical or mental disabilities; requires reasonable accommodation be provided so they can perform duties
1967 Age and discrimination in Employment Act
Prohibits discrimination against employees older than 40
1964 Civil RIghts Act, Title VII
Prohibits discrimination in all employment practices basis of color, race, religion, national origin and sex
Extraversion
Reflects a persons level of comfort with relationships Social, outgoing, assertive Attracted to jobs in sales Correlated to leadership emergence
Openness
Reflects rigidity beliefs and range of interests (High): intellectual curiosity, creative Correlation to innovation and ability to adjust to organizational change Related to entrepreneurial success Some correlation to leadership effectiveness
1963 Equal Pay Act
Requires men and women be paid equally for performing equal work
Frederick Taylor-Efficiency
Select best person for job Find one best way for the job Divide responsibilities between managers and workers Provide a plum ($) to ensure work gets done correctly
Personal Competencies
Self Awareness Self Motivation Self Regulation
Self-Efficacy
Strong correlation between self efficacy and performance Sources of self-efficacy: Prior experience Persuasion from others Behaviour models Assessment of physical/emotional state
Type of diversity-
Surface-level: can be seen directly (race, gender) Deep-level: can't be seen directly (experiences, skills, attitudes)
Which statement is not true according to schneiders attraction-selection-attrition (ASA) framework...
The ASA framework facilitates the ability of an organizational change
Emotional Intelligence
The ability to perceive and express emotions to understand and use them and to manage emotions in oneself and others
Which of the following is currently true about the workforce in the United States?
The workforce is aging
Demographic Trends:
The workforce is aging Proportion of minorities in the workforce is increasing Talent shortages are increasing Minorities encountering a 'glass ceiling'
Workforce planning
Understand business strategy Forecast availability & need for employees Labor demand a). Internal tools such as trend analyses b). External tools such as economic forecasts Labor supply a). Internal tools- replacement charts/models b). External tools such as bureau of labor statistics (BLS)
Internal Locus of Control...
a belief that individuals are incontrol of their lives
The big 5 personality dimensions...
agreeableness, conscientiousness, Neuroticism, Extraversion,Openness
Stereotypes:
beliefs about groups and individuals based on the idea that all group members are the same
Which of the following is not a component of Gulemans emotional intelligence framework...
cognitive ability
What practice enables all employees to perform up tot their maximum potential through organizational leadership creating an inclusive environment with fair organizational policies...
equal employment opportunity
In considering various approaches to managing diversity, which of the following is not a critical element of a successful diversity management program...
detailed plans to meet pre-set quotas for the percentage of workers in the organization who are minorities and women
A key outcome of the hawthorne studies at western electric was...
employess have complex social needs that must be understood in order to manage them effectively
Which of the following is found in Max Webers theory of bureaucracy...
empowerment
Which of the following is not considered a surface level dimension of diversity...
gender age religion race all of the above represent surface level dimensions of diversity
People who tend to view their performance as the product of their circumstances beyond their control are best described as...
having an external locus of control
Perceived threat of loss
impeding diversity efforts to thwart a perceived threat to one's own career opportunities
which statement is true regarding cultural perceptions of time
in mono-chronic cultures, there is an emphasis on schedules, deadlines, and promotions
Prejudice
outright bigotry or intolerance for other groups
"Like me" bias
people prefer to associate with others they perceive to be similar to themselves
Jacques a french national is the ceo of french global empire a firm with significant operations in japan and the united states. Jacques recently announced that all employees of the company, no matter which part of the world they may be in, must learn french and communicate in French only. This represents an example of...
power distance
Title VII of the civil rights act of 1964 prohibits discrimination based on...
race
In the video assigned for this class Dr. Shelley correl of stanford stated that...
stereotypes often shift the criteria used to make employment decisions
Conscientiousness...
strongest link to performance success Extent to which a person can be counted on to get things done Dependable, responsible Strong predictor of job performance in general Some correlation to leadership effectiveness
Ethnocentrism
the belief that one's own language, country, and culture are superior to all others
According to our class discussion, which of the following is not a correct description of the United States culture in terms of Hosfsteeds cultural dimensions...
the us culture tends to be long term oriented
According to Jeffrey Pfeffer in the article you read regarding managing people during the pandemic...
this is a good time to encourage employees to think outside of the box to find creative ways to improve work processes
Jacks job at Ford motor company requires him to work on an assembly lines, attaching tires to cars. The job is repetitive and highly regulated without much flexibility for how jack should perform his job tasks. Which of the following is an accurate statement about the situation...
this is a weak situation and therefore an understatement of jack personality will not be very helpful in predicting his work behavior
Cultural perception of time Polychronic time: time is flexible; flexibility in scheduled starting time; arriving late for social party is the norm.
time is flexible; flexibility in scheduled starting time; arriving late for social party is the norm.
Cultural perception of time Monochronic time
time is limited; precisely segmented;emphasize on schedule, deadline, and Promptness
which of the following is considered a cost of turnover
training costs, added recruitment costs, lost productivity
Unequal Access to Organizational Networks
women and minorities are often excluded from organizational networks, which can be important to job performance and career opportunities
