HRM Practices: Employee Retention & Labor Unions

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Questions and Answers

Which of the following is an example of how organizations ensure the retention of competent and high-performing employees?

  • Implementing performance-based compensation and bonuses. (correct)
  • Conducting monthly Q&A sessions with leadership.
  • Providing flexible job assignments and diverse experiences.
  • Increasing employee access to external trainings.

Employee involvement in decision-making and increased access to information are strategies to identify and select competent employees.

False (B)

What is the primary goal of labor unions?

To protect workers' interests through collective bargaining

Organizational programs that enhance the status of members of protected groups are known as ______.

<p>affirmative action</p> Signup and view all the answers

Match the following HRM activities with their primary purpose:

<p>Flexible job assignments = Diverse experience Open communication = Employee involvement Performance-based compensation = Employee retention Staffing based on person-job fit = Competent employees</p> Signup and view all the answers

Which external factor has had a lasting impact on HRM practices, leading to an increase in temporary and contract positions?

<p>The economy, specifically the Great Recession. (D)</p> Signup and view all the answers

In unionized organizations, what dictates many HRM decisions?

<p>Collective bargaining agreements. (A)</p> Signup and view all the answers

What is the main function of Work councils?

<p>Linking employees with management. (C)</p> Signup and view all the answers

Which type of orientation primarily focuses on integrating a new employee into their specific team and clarifying their role within that team's objectives?

<p>Work Unit Orientation (C)</p> Signup and view all the answers

Organization orientation primarily focuses on the employee's specific team goals and their role within that team.

<p>False (B)</p> Signup and view all the answers

What is a key advantage of using the critical incident method in performance appraisals?

<p>Provides rich, behaviorally-based examples</p> Signup and view all the answers

A performance management system establishes performance ______ used to evaluate employee performance.

<p>standards</p> Signup and view all the answers

Match the following training methods with their descriptions:

<p>Job Rotation = Employees work in different jobs within a specific area to gain exposure to various tasks. Mentoring and Coaching = Employees receive guidance from experienced workers for information, support, and encouragement. E-learning = Internet-based learning where employees engage in multimedia simulations or interactive modules. Experiential exercises = Employees engage in role-playing, simulations, or other interactive training methods.</p> Signup and view all the answers

Which traditional training method involves an employee learning tasks by performing them after an initial introduction?

<p>On-the-Job Training (D)</p> Signup and view all the answers

A disadvantage of the critical incident method is that it provides quantifiable data for performance comparison.

<p>False (B)</p> Signup and view all the answers

Which of the following training methods allows employees to access learning materials through their smartphones or tablets?

<p>Mobile Learning (B)</p> Signup and view all the answers

Which performance appraisal method allows for direct comparison among employees but may present difficulties with large teams?

<p>Multiperson Comparison (B)</p> Signup and view all the answers

A Graphic Rating Scale provides in-depth information on an employee's specific job behaviors.

<p>False (B)</p> Signup and view all the answers

What is a primary disadvantage of using BARS (Behaviorally Anchored Rating Scale) for performance appraisal?

<p>Time-consuming development</p> Signup and view all the answers

In a skill-based pay system, employees are rewarded based on their ______ skills.

<p>demonstrated</p> Signup and view all the answers

Match the following performance appraisal methods with their primary advantage:

<p>Graphic Rating Scale = Provides quantitative data and is not time-consuming BARS (Behaviorally Anchored Rating Scale) = Focuses on specific and measurable job behaviors MBO (Management by Objectives) = Focuses on goals and is results-oriented 360-Degree Appraisal = Provides thorough feedback</p> Signup and view all the answers

Which appraisal is described as the planned elimination of jobs in an organization

<p>downsizing (D)</p> Signup and view all the answers

Which type of pay system is compensation contingent on performance?

<p>variable pay (A)</p> Signup and view all the answers

Implementing Management by Objectives (MBO) is not Time-consuming process.

<p>False (B)</p> Signup and view all the answers

What conditions make effective communication and controlled conflict most relevant to group performance?

<p>When tasks are complex and highly interdependent. (D)</p> Signup and view all the answers

In work teams, accountability primarily rests with individual members rather than the team as a whole.

<p>False (B)</p> Signup and view all the answers

What is a primary limitation of problem-solving teams as described in the text?

<p>lack of authority to implement solutions</p> Signup and view all the answers

Unlike work groups, work teams can be quickly assembled, deployed, refocused and ________.

<p>disbanded</p> Signup and view all the answers

Which characteristic primarily distinguishes work teams from work groups?

<p>Work teams engage in collaborative problem-solving. (D)</p> Signup and view all the answers

Simple tasks benefit more from group discussion than complex tasks.

<p>False (B)</p> Signup and view all the answers

In the context of group dynamics, what is indicated about the potential impact of process conflict?

<p>It will be productive, provided it is minimal. (C)</p> Signup and view all the answers

Match the team type with its description:

<p>Work Team = Shares leadership roles. Work Group = Work is delegated to individual group members. Problem-Solving Team = Members share ideas for work process improvements.</p> Signup and view all the answers

Which leadership style is characterized by a leader who dictates work methods and limits employee participation?

<p>Autocratic (B)</p> Signup and view all the answers

According to the Ohio State Studies, a leader who is high in initiating structure focuses on mutual trust and respect.

<p>False (B)</p> Signup and view all the answers

What is the primary focus of employee-oriented leadership, as identified in the University of Michigan studies?

<p>interpersonal relationships</p> Signup and view all the answers

According to the University of Iowa studies, a leader exhibiting a ________ style allows the group to make decisions with full freedom.

<p>laissez-faire</p> Signup and view all the answers

Match the leadership behavior with its description:

<p>Initiating Structure = Defining roles and organizing work to achieve goals Consideration = Showing mutual trust, respect, and concern for group members' well-being Democratic Style = Involving employees in decision-making and using feedback for coaching Production-Oriented = Emphasizing the task aspects of the job</p> Signup and view all the answers

Which of the following best describes 'leadership'?

<p>A process of influencing a group to achieve goals. (A)</p> Signup and view all the answers

Behavioral leadership theories focus on identifying the traits that differentiate effective leaders from ineffective leaders.

<p>False (B)</p> Signup and view all the answers

What leadership style from the Iowa Leadership studies showed indications of good quantity and quality of work?

<p>Democratic (C)</p> Signup and view all the answers

According to the path-goal theory, what is the primary role of a leader?

<p>To assist followers in achieving their goals by providing direction and support. (C)</p> Signup and view all the answers

According to House's path-goal theory, leaders are limited to a single, unchangeable leadership style.

<p>False (B)</p> Signup and view all the answers

List the four leadership behaviors in path-goal theory.

<p>Directive, supportive, participative, and achievement-oriented</p> Signup and view all the answers

A leader who sets challenging goals and expects followers to perform at their highest level is exhibiting the ______ leadership style.

<p>achievement oriented</p> Signup and view all the answers

Which of the following is NOT typically associated with charismatic leadership?

<p>Strict adherence to established norms and procedures. (D)</p> Signup and view all the answers

Visionary leadership focuses solely on maintaining the current state and avoiding change.

<p>False (B)</p> Signup and view all the answers

Describe the core characteristic of authentic leaders.

<p>Knowing who they are, what they believe in, and acting on those values openly and candidly</p> Signup and view all the answers

Flashcards

Work Unit Orientation

Focuses on work unit goals and how the employee's job contributes.

Organization Orientation

Informs employees about company goals, history, policies, and rules.

On-the-job Training

Learning by doing tasks after an introduction.

Job Rotation

Working in different jobs within a specific area.

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Mentoring and Coaching

Guidance from experienced workers.

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Experiential Exercises

Interactive training methods like role-playing and simulations.

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E-learning

Internet-based interactive training.

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Critical Incident

Focuses on behaviors that distinguish effective/ineffective performance.

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Flexible Job Assignments

Job assignments that involve rotation between different departments to provide diverse experiences.

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Open Communication (Q&A)

Regular opportunities for employees to ask leadership questions about company decisions.

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Performance-Based Compensation

Compensation based on performance, such as commission or bonuses.

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Person-Job and Person-Organization Fit

Staffing decisions based on matching individual skills and personality to the job and company culture.

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Extensive Employee Involvement

Providing employees with more authority and influence over decisions that affect their work.

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Labor Union

An organization that represents workers to protect their interests through collective bargaining.

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Affirmative Action

Organizational programs designed to improve opportunities for members of protected groups.

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Work Councils

Groups of employees elected to consult with management on personnel decisions.

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Graphic Rating Scale

Rates employees on performance factors using an incremental scale.

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BARS (Behaviorally Anchored Rating Scale)

Uses a rating scale with examples of actual job behaviors for evaluation.

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Multiperson Comparison

Rates employees by comparing them directly to others in their work group.

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MBO (Management by Objectives)

Evaluates employees based on their achievement of specific goals.

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360-Degree Appraisal

Gathers feedback from supervisors, employees, and coworkers.

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Skill-Based Pay

Rewards employees based on the job skills they can demonstrate

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Variable Pay

Compensation that is contingent on individual or organizational performance.

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Downsizing (Layoffs)

Planned elimination of jobs in an organization, often due to economic factors.

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Productive Process Conflict

For process conflict to be productive, it must be kept to a minimum level.

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Simple Tasks

Routine and standardized tasks.

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Complex Tasks

Novel or non-routine tasks.

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High Task Interdependence

Tasks require a lot of interaction between group members to complete.

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Work Teams

Leadership is shared, and accountability is to both self and the team.

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Work Groups

One leader is clearly in charge, and accountability is only to oneself.

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Problem-Solving Teams

Teams from the same area that improve work activities or solve specific problems.

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Suggestion-Based Teams

Members offer improvement suggestions but usually lack the authority to implement them.

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Writing Skills

Communicating effectively in writing, tailored to the audience.

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Reading Skills

Understanding written sentences and paragraphs in work documents.

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Leader

Someone who influences others and has managerial authority.

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Leadership

The process of influencing a group to achieve goals.

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Behavioral Theories

Leadership theories focused on identifying specific behaviors of effective leaders.

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Autocratic Style

Leader dictates, makes unilateral decisions, limits employee input.

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Democratic Style

Leader involves employees in decisions & uses feedback for coaching.

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Employee Oriented

Focuses on interpersonal relationships and employee well-being.

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Path-Goal Theory

A leader's role to help followers achieve goals by providing direction and support, aligning individual goals with organizational objectives.

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Directive Leader

A leader who informs subordinates of expectations, schedules work, and provides specific guidance.

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Supportive Leader

A leader who shows concern for followers’ needs and is friendly, creating a supportive environment.

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Participative Leader

A leader who consults with team members and incorporates their suggestions into decisions.

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Achievement-Oriented Leader

A leader sets challenging goals and expects followers to perform at their highest level.

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Charismatic Leader

A leader who inspires and influences others through personality and actions.

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Visionary Leadership

The capability to create and articulate a realistic, credible, and attractive future vision.

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Authentic Leadership

Leaders who are self-aware, believe in their values, and act openly and honestly.

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Study Notes

Human Resource Management (HRM) Importance and Process

  • HRM serves as a major competitive advantage for organizations globally
  • HRM is integral to organizational strategies
  • HRM significantly impacts organizational performance
  • Improving work practices can boost market value by up to 30%

High-Performance Work Practices

  • These practices enhance both individual and organizational performance
  • They relate directly to employees and focus on:
    • Improving employees’ knowledge via training programs
    • Increasing employee motivation and productivity, but not at the expense of wasted time
    • Reducing loafing to improve workplace performance
    • Enhancing retention of high-quality employees while providing career growth plans

Types of HRM Practices

  • Includes:
    • Self-managed teams that decide on project timelines and work methods with minimal supervision
    • Decentralized decision making to promote autonomy
    • Training programs to develop employee knowledge, skills, and abilities
    • Flexible job assignments
    • Promoting open communication through regular Q&A sessions
    • Compensation based on performance
    • Staffing decisions aligning individuals
    • Allowing employees more control over decisions
    • Increasing employee access to information
    • Person job and person organization fit

Activities to Ensure Competent and High-Performing Employees

  • Competent employees are identified and selected
  • Involves providing employees with up-to-date knowledge and skills
  • Ensuring the organization retains those competent and performing employees

External Factors Affecting the HRM Process

  • The economy, notably the impact of events like the Great Recession, influences all HRM processes
  • The influence includes direct factors like labor unions, governmental laws/regulations, and demographic trends
  • The global economic downturn has changed HR practices
  • There's a rise in temporary or contract positions instead of full-time jobs with benefits

Labor Unions

  • They protect workers' interests through collective bargaining
  • HRM decisions get dictated by collective bargaining agreements in unionized organizations
  • These agreements define recruitment sources, criteria for hiring/promotions/layoffs, training eligibility, and disciplinary practices

Laws, Regulations, and Global HRM

  • Organizational programs promote the status of members of protected groups
  • Work councils involve nominated or elected employees who must be consulted when management makes decisions

Human Resource Planning

  • It helps ensure the right number and types of skilled people are available when and where needed

Human Resources Planning - Two Steps

  • First is Assessing current human resources
  • Second is Meeting future HR needs

Job Analysis and Descriptions

  • Job analysis defines jobs and needed behaviors
  • Job descriptions describe a job
  • Job specifications define the minimum qualifications

Recruitment and Decruitment

  • Recruitment involves finding and attracting qualified candidates
  • Decruitment reduces the workforce

Selection

  • Managers must select candidates carefully to avoid costly hiring mistakes
  • Relies on Screening job applicants to find the best-qualified candidates

Validity and Reliability in Selection

  • Valid selection devices show a proven relationship
  • Reliable selection devices measure consistently

Realistic Job Previews (RJP)

  • RJP increase employee job satisfaction
  • RJP reduces turnover
  • RJP previews both the positives and negatives

Orientation

  • It introduces new hires to the job and company.
  • There are two types
    • Work unit orientation
    • Organizational orientation

Work Unit Orientation

  • It clarifies the unit's goals and how the employee's job fits in and introduces new coworkers

Organization Orientation

  • Should include:
    • Goals
    • History
    • Philosophy
    • Procedures
    • Rules

Employee Training Approaches

  • Includes:
    • On-the-job
    • Job rotation
    • Mentoring and coaching

Online Training

  • Internet-based learning using multimedia
  • Includes mobile applications

Employee Performance Management

  • Establishes standards for evaluation

Performance Appraisal Methods

  • Methods include:
    • Critical incident
    • Graphic rating scale
    • Behaviorally anchored rating scale (BARS) -Multiperson comparison
    • Management by objectives (MBO) -360-degree appraisal

Compensation

  • Includes:
    • Skill-based pay
    • Variable pay

Managing Downsizing

  • Downsizing is planned job elimination
  • Occurs due to economic recession
  • Or a Declining market share

Work Settings

  • Work settings includes:
    • Sexual Harassment: unwanted actions affecting individual performance
    • Creating and Managing Teams: Groups Interact and achieve specific goals.

Formal and Informal Groups

  • Formal Groups
    • assigned tasks
  • Informal Groups
    • naturally around friendships.

###Stages of Group Development

  • Forming: join the group
    • Begins,Defining group's purpose+structure+leadership

###Stoming

  • Intragroup Conflict
  • control group+ what needs doing.

###Norming

  • Relationships Develop cohesion
  • The sense of group identity+ camaraderie.

###Performang

  • group structure+accepted by members
  • energies from +working ongroup's tasks

###Adjourning

  • Disands
  • Group: wrapping-up action + task performance.

###Group Structure

  • Role is pattern expected=given position"social unit.
  • generally either =work done =keep group members happy.
  • Norms:" standards + accepted.

###Conformity

  • maintain group's positive image
  • Pressure to confirm

###Group Processes

  • Conflict Management : Perceived incompatible.
  • Traditional view= bad conflict
  • Human relations: Natural/inevitable.
    • Functional
    • Dysfunctional

Types Of Conflict

  • Task: content Goals

  • Relationship: Interpersonal

Levels of Process of Conflict

  • Low =Dysfunctional

  • minimal = Productive

###Group Tasks

  • complex + Interdependences
  • performance/satisfaction model

###Effective Communication -Transfer + Understanding

  • Interpersonal=people,orgazational = patterns.

###Communication function

  • controlling; task,Performance,
  • Improvement Express emotion/feelings
    • info: data :Effectively

###communication Process Element

  • Message: Process communication
  • Medium : Element transfer
  • Reciever: One person other

###Formal Vs Informal

  • communications : within arrangement
  • assign task Vs: Organizational Structure

###Town Hall Meetings

  • Informs + Directive
  • Manager to Employees

###Lateral Communication

  • Employees =same orgazational.

###24/7 Environment

  • StayConnected round the clock
  • improv monitor individual
  • IT: faster + collaboration.

###Leadership

  • Influence others +acheive goal -Leaders=influence behaviors

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