5 I's of Internationalization

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Questions and Answers

What does the term 'informalization' refer to in the context of organizational management?

The desire for work-life balance

An emphasis on individual career goals

The use of digital tools in the workplace

A reduction in hierarchical levels (correct)

What is meant by 'organizational citizen behavior'?

Engaging only in assigned tasks

Taking on additional responsibilities beyond one’s job description (correct)

Developing personal hobbies outside of work

Focusing exclusively on work-life balance

Which of the following is NOT a component of what employees want from their workplace?

Fun at work

High performance metrics (correct)

Social support from superiors

Employee development opportunities

What does 'intensification' indicate about modern employees?

They seek a balance between personal life and career goals. Signup and view all the answers

Which concept describes the value of a job in terms of skills development and future employability?

Learning value Signup and view all the answers

What is a common method of boundary management that involves fixed routines?

Segmentation Signup and view all the answers

Which trait is NOT explicitly desired by employers from individual employees?

Ability to lead teams effectively Signup and view all the answers

What has replaced the concept of a 'lifetime job' in modern employment?

Lifelong learning Signup and view all the answers

What is the primary concern that managers have when considering employee development opportunities?

Employees leaving for competitors Signup and view all the answers

What does the mutual gains proposition in HRM suggest?

What is good for one party is also good for the other. Signup and view all the answers

Which of the following challenges does critical HR studies highlight?

Job stress and employee insecurity Signup and view all the answers

What does reverse mentoring entail?

Younger and older employees share knowledge with each other. Signup and view all the answers

What does absenteeism categorized as 'gray' refer to?

An employee who is present but not working effectively. Signup and view all the answers

How does Organizational Citizenship Behavior (OCB) relate to employability?

Engaging in OCB helps increase one's employability. Signup and view all the answers

What is implied by the concept of organizational behavior (OB)?

It examines how individuals and groups act in organizations. Signup and view all the answers

What critical perspective is often ignored in mainstream HRM literature?

Employee dissatisfaction and marginalization. Signup and view all the answers

Which age operationalization measures how long an individual has been in an organization or profession?

Organizational age Signup and view all the answers

What is a potential downside of high-performance organizations highlighted in HRM research?

Employee burnout and stress Signup and view all the answers

Which form of age classification focuses on the mental and physical health of an individual?

Functional or performance-based age Signup and view all the answers

What concept challenges the assumption that employee and employer interests are always aligned?

Dissensus orientation in HRM Signup and view all the answers

What do mainstream HR assumptions wrongly suggest regarding labor market trends?

Deregulation and union abolition are required for success. Signup and view all the answers

What is the primary focus of SHRM compared to OB and MHRM?

Organizational level and multiple HR practices Signup and view all the answers

What do job demands in Karasek's job-demand-job control model refer to?

The emotional and physical stress requirements of a job Signup and view all the answers

How does organizational health psychology primarily differ from HRM and OB disciplines?

It emphasizes employee well-being and potential job strain. Signup and view all the answers

What type of job is characterized by high demands and low decision latitude?

High strain jobs like air traffic controllers Signup and view all the answers

In the context of employee attitudes, what is uniquely emphasized by OB and MHRM?

The desires and expectations of individual employees Signup and view all the answers

What distinguishes organizational health psychology from traditional HRM practices?

It is not concerned with performance indicators. Signup and view all the answers

Which of the following represents a job type with low demands and high decision latitude according to Karasek's model?

Salespersons Signup and view all the answers

Which HR practice specifically falls under the category of single practices?

Training and development Signup and view all the answers

How is the relationship between job demands and employee satisfaction characterized?

Higher job demands decrease employee satisfaction. Signup and view all the answers

What is a predicted outcome of having high job decision latitude?

Development of new behavior patterns. Signup and view all the answers

What is the role of social support from supervisors in relation to job demands?

It acts as a key moderator for job demands and stress. Signup and view all the answers

Which psychological contract type involves minimal effort from both employer and employee?

Quasi-spot contract. Signup and view all the answers

What does the job demands-resources model predict about job demands?

Job demands positively affect exhaustion. Signup and view all the answers

What characterizes balanced approaches on the individual employee level?

Balancing job resources and demands. Signup and view all the answers

Which of the following reflects the strategic balance model?

Achieving average financial and societal performance. Signup and view all the answers

In terms of employee desires, what does 'vitality' refer to?

Emotional, mental, and physical well-being. Signup and view all the answers

What is the consequence of an exclusive focus on either financial or societal performance?

It is detrimental to long-term survival of the organization. Signup and view all the answers

How do job resources generally interact with employee disengagement?

They negatively affect employee disengagement. Signup and view all the answers

Study Notes

The 5 I's of Internationalization

Internationalization, Individualization, Informalization, Informatization and Intensification are five key trends shaping the modern workplace
Internationalization: Globalization is increasing, with businesses operating across borders.
Individualization: Focus shifting to personal fulfillment and finding meaning in work.
Informalization: Flatter organizational structures with less hierarchy, impacting management roles.
Informatization: Digital advancements are transforming the way we work.
Intensification: Employees are increasingly network-oriented, seeking to balance career goals with personal life.

Employer Expectations

Employers seek employees who can adapt and change (chameleon), possess high intelligence (Einstein), and work with speed and endurance (athlete).
The "survival of the fittest" workplace demands high performance, happiness, health, and productivity.
Employers often place high demands on employees, leading to concerns about employee well-being and burnout.
Organizational Citizenship Behavior (OCB) refers to employees going above and beyond their job descriptions.
The "utility value" of a job refers to its importance to a department, while "learning value" refers to its potential for skill development.

Employee Expectations

Employees seek elements like fun at work, social support, work-life balance, development opportunities, a positive group atmosphere, and employment security.
Social support mechanisms for employees include instrumental, emotional, informational, and knowledge-based support.
Work-life balance is about managing boundaries between work and personal life.

The Management/Employability Paradox

Managers hesitate to invest in employee development due to the fear of losing employees to competitors.
Research indicates that investing in employee development increases employee commitment and reduces turnover.

The Mutual Gains Proposition

Shared interests between employers and employees are at the core of the Mutual Gains Proposition.
A growing body of evidence suggests potential downsides of HRM, such as the impact of high-performance work systems on employee health.

The Mainstream HRM Perspective

Mainstream HRM focuses on a consensus view, emphasizing shared interests and a harmonious employer-employee relationship.
It assumes neutrality in science and research, focusing on general trends without considering historical context.

The Dissensus Orientation in HRM

This perspective highlights tensions between employer and employee interests.
It examines critical issues including:
- The challenges faced by managers in implementing HRM changes.
- The impact of labor market deregulation and union decline on organizations.
- Gender inequality in promotion, career development, and leadership positions.
- Economic exploitation of workers.
- Political repression of marginalized groups within organizations.
- Ethical concerns about concepts like flexibility, commitment, empowerment, and employability.
- The marginalization of older workers.

Critical HR Studies

Critical HR studies focus on the negative aspects of organizational innovations and HR practices.
They examine issues like work intensification, job stress, employee insecurity, and discrimination.

Reverse Mentoring

Reverse mentoring involves knowledge sharing between older and younger employees.
Older employees share their experience, while younger employees contribute new knowledge and skills.

Different Age Operationalizations

Chronological age refers to a person's calendar age.
Organizational age measures time spent in a specific organization or profession.
Functional or performance-based age considers mental and physical health.
Life-span age considers personal factors like family responsibilities.
Psychosocial or subjective age reflects an individual's future work prospects.

Absenteeism

Categories of absenteeism include:
- White: Genuine illness.
- Black: Faking illness.
- Gray: Present at work but unproductive.

Organizational Behavior

Organizational Behavior (OB) focuses on how individuals and groups behave within organizations.
Mainstream OB research examines the outcomes of individual-level HR practices.
Organizational Citizenship Behavior (OCB) refers to behaviors beyond job descriptions.
OCB can contribute to employability by showcasing additional skills and roles.

HRM & OB Research Typology

Wright & Boswell categorize HRM & OB research by level of analysis (individual vs. organizational) and number of HR practices (single vs. multiple).

Individual Focus in HRM

Organizational Health Psychology focuses on employee well-being and potential negative impacts of work on employees.

Job Demands-Job Control Model

Karasek's model (1979) defines:
- Job demands: stress sources requiring effort (emotional or physical, low vs. high).
- Job decision latitude: employee control and autonomy (low vs. high).
Job types:
- Passive: low demands, low latitude (e.g., bus drivers).
- Low strain: low demands, high latitude (e.g., taxi drivers).
- High strain: high demands, low latitude (e.g., air traffic controllers).
- Active: high demands, high latitude (e.g., professors).
Strain increases with high demands and low decision latitude.
Active jobs lead to new behavior patterns, while passive jobs lead to decline in activity.
Social support from supervisors moderates the relationship between job demands and stress.

High-Performance Work Practices (HPWP)

HPWP are positively related to job demands and stress.
Assumption: Employee satisfaction leads to productivity. This creates a gap between employee and employer interests.
Alternative: Coalition approach or balanced approach where employer and employee interests align.

Balanced Approaches in HRM

Job demands vs. job resources: focus on both aspects for employee well-being.
Exhaustion vs. engagement/disengagement: understand the interplay of emotional states.
In-role vs. extra-role performance: consider employee contributions beyond core duties.

Psychological Contract Types (Tsui, 1997)

Mutual investment: both parties invest in the relationship.
Quasi-spot contract: purely economic relationship, minimal effort from both sides.
Underinvestment: employees invest heavily, employer does not.
Overinvestment: high employee opportunities and pay, but costs are not factored in.

Job Demands-Resources Model of Burnout (Bakker et al., 2004)

Job demands positively affect exhaustion.
Job resources negatively affect disengagement.
Job demands and job resources are negatively associated.
Exhaustion and disengagement are negatively associated.
Exhaustion negatively affects extra-role performance.

Balanced Approaches at the Organizational Level

Strategic balance model: achieving both financial and societal performance for long-term success.
Paauwe's model: considering both economic and moral values in organizational practices.
Agility: organizational adaptability to external changes.
Vitality: employee emotional, mental, and physical well-being.

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Description

Explore the 5 I's of Internationalization that are reshaping the modern workplace. This quiz covers the impact of globalization, personal fulfillment in work, changing organizational structures, digital advancements, and the need for balance between career and personal life. Test your understanding of these important trends and employer expectations.