Questions and Answers
Where do we put the role of the change agent in the model by Dave Ulrich?
Where do we put the role of the strategic partner in the model by Dave Ulrich?
Where do we put the role of employee champion in the model by Dave Ulrich?
Where do we put the role of administrative expert in the model by Dave Ulrich?
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The editor of a women's magazine is using which approach to HRM by altering her plan to choose yoga instead of office dogs?
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When we assume that a cleaning lady will do her job correctly without control, which perspective are we thinking from?
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What perspective on HRM is the delivery agency using by prioritizing delivery efficiency despite employee complaints?
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Which of the following combinations is not a logical match?
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Which theory should you use to defend Carlos Brito's quote about AB Inbev being the coldest organization in the world?
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What concept may be driving your HR director's decision to block Facebook access on the work floor?
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Which situation has nothing to do with equity theory?
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What type would Ann be if she helps avoid project failure by doing someone else's work?
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What is the link between the psychological contract and the model by Vroom?
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Which form of recruitment just became a lot more realistic with a skills inventory?
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Which advice would have the smallest impact on a qualified applicant's intention to apply?
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Study Notes
HR Roles in Dave Ulrich's Model
- Change agent role: Positioned at the side of strategic focus and processes.
- Strategic partner role: Located at the side of strategic focus and people.
- Employee champion role: Found at the side of operational focus and people.
- Administrative expert role: Situated at the side of operational focus and processes.
HRM Approaches in Decision Making
- Editor's role change: Utilizes the instrumentality approach to HRM by adapting content based on journalists' preferences for yoga over dogs.
Theories of Motivation and Behavior
- Assumption about the cleaning lady's work ethic: Viewed from the perspective of stewardship theory, where intrinsic motivation is expected from the agent.
Delivery Agency's Efficiency Conflict
- Delivery agency's refusal to change its system: Represents the organizational-economic perspective on HRM, prioritizing efficiency over employee satisfaction.
Logical Match Combinations
- Contracts with a definite term and numerical flexibility: This combination is logical.
- Generalists and numerical flexibility: This combination is not a logical match as generalists are not specifically flexible in numerical terms.
Corporate Culture and Theories
- Carlos Brito's "coldest organization" comment: Best defended using corporate anorexia theory, highlighting an overly lean corporate culture detrimental to employee well-being.
HR Policies and Work-Life Balance
- HR director blocking Facebook access: Likely driven by the concept of work-life separation, emphasizing distinct boundaries between work and personal life.
Understanding Equity Theory
- Situations unrelated to equity theory: Granting leave to An to care for her child as a response to past similar circumstances does not leverage equity theory principles.
Employee Types in Projects
- Ann's intervention in project work: Identified as a benevolent type, stepping in to contribute when a colleague is unfocused, reflecting selflessness.
Psychological Contract and Vroom's Model
- Link between psychological contract and Vroom's model: Expectancy is the connection, emphasizing the relationship between effort and expected outcomes.
Recruitment Strategies
- Skills inventory impact on recruitment: Realistic option becomes active internal recruitment, facilitating the identification of qualified candidates.
Applicant Behavior in Recruitment Process
- Least impactful advice for applicants: "Give as few examples as you can" is the least likely to influence the intention to apply compared to other strategies.
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Description
Test your understanding of the roles within Dave Ulrich's model, which focuses on strategic and operational aspects in the context of human resource management. This quiz will challenge you to assess the placement of change agents and strategic partners accurately.
