Socio-economic systems GPCM

Nomothetic Approach to Personality

• Personality is viewed as static and genetically determined.
• Nomothetic personality is fixed and static, defined by nature, not environment.
• Personality can be measured using tools like the MBTI.
• Personality is seen as measurable traits that fit a static model.

Impact of Rewards on Motivation

• Unexpected rewards boost intrinsic motivation by reinforcing enjoyment.
• Expected rewards can decrease intrinsic motivation.

MBTI (Myers-Briggs Type Indicator)

• The MBTI model defines four personality indices, not three.
• These indices include:
  • Introvert vs. Extrovert (energy source)
  • Sensing vs. Intuition (data collection)
  • Perceiving vs. Judging (action)
  • Feeling vs. Thinking (decision making)

Interview Validity

• Unstructured interviews have lower predictive validity than personality tests.
• Personality tests are more consistent in assessing traits.

Halo/Horns Effect

• Halo or Horns effect biases objectivity in selection, stemming from overall candidate impressions.
• The halo effect occurs when a positive impression leads the interviewer to overlook weaknesses.
• The horns effect occurs when a negative impression leads to an overall negative judgment from a small mistake.

Nomothetic Approach and Workplace Influence

• The nomothetic approach posits that personality is fixed and not influenced by the workplace.
• Personality is measurable.
• Environment does not change the personality of those working in an institution.

Big Data and Unconscious Bias

• Big data reduces unconscious bias, promoting impersonal fairness.

Selection Method Validity

• Assessment for development provides the highest predictive validity.

Intrinsic vs. Extrinsic Motivation

• Good working conditions are categorized as external, not intrinsic, motivators.
• Intrinsic motivation is internal, differing from external factors like salary

Behaviorist Theories vs Maslow's Hierarchy

• Behaviorist theories of motivation focus on external stimuli like rewards and punishments.
• Maslow's hierarchy is a humanistic motivation theory based on internal needs progressing to self-actualization.

Content Theories on Motivation

• Content theories identify specific needs that motivate people.
• Maslow's Hierarchy of Needs is an example, outlining needs from basic physiological to self-actualization.

Goal Setting Theory

• Goal setting may encourage unethical behavior driven by an intense focus on achieving specific goals at any cost.
• This may result in cutting corners or misrepresenting achievements.

Psychological Theories on Motivation

• Psychological theories do not fully explain all work motivations.
• External factors like finances, social pressure, culture, societal expectations, or practical needs also play significant roles.

Banking Education

• The banking education concept argues traditional education treats students as passive recipients, which is criticism on cognitive learning theory.
• Cognitive learning theory emphasizes active student roles in constructing knowledge..
• Freire viewed learning should be dialogical, interactive, and critical.

Double-Loop Learning

• Double-loop learning questions underlying assumptions to create fundamental shifts by adjusting frameworks.
• Incremental improvements focus on small changes within an existing system.

Tacit Knowledge Transfer

• Tacit knowledge transfer is called Socialization, where personal and experiential knowledge is transferred through interaction.
• A mentor can transfer there expertise to a mentee

DEI Approaches & Market Motivation

• The access and legitimacy paradigm constitutes a market-based motivation in DEI approaches.

Glass Ceiling

• The "glass ceiling" metaphor describes invisible barriers preventing groups from advancing to higher organizational levels despite qualifications.

Naive Approach to Change

• The naive approach views change as simple and controllable.
• It stands in contrast to change being viewed as constant and ongoing.

Lewin's Change Model

• "Unfreezing" constitutes the initial stage in Lewin's organizational change model.
• This stage focuses on creating awareness and readiness for change by challenging the current state.

Iceberg Metaphor

• The iceberg metaphor can describe and analyze culture
• This can also show how much of culture is hidden beneath the surface like belied and norms

Schein's Cultural Levels

• Edgar Schein says humour and jargon are not examples of basic assumptions, but artifacts.
• Basic assumptions are the lowest level of the iceberg

Cultural Importance in Business

• Cultural factors becoming important for managers began with the success of Japanese companies in the 1980s.
• Japanese firms emphasized teamwork and loyalty, improving cross-cultural management

Has Paradigm

• The HAS paradigm can make organizations more successful by manipulating different variables
• Which can therefore be used as an instrument to make organizations more successful by managers

Power Culture

• A power culture has a strong hierarchy.

Handy on Organizational Culture

• Handy says organization culture depends of the culture of the stakeholders not the environment

Machine Bureaucracy

• A machine bureaucracy involves role culture.
• It is characterized by defined roles, standardization, and efficiency.

IS Paradigm

• The IS paradigm is not rational management theory
• It has roots in anthropology.

Schein's Basic Assumptions

• Schein says basic assumptions are not easily studied because they are connected to the underlying beliefs

Taylorism vs Elton Mayo

• Elton Mayo did not found Taylorism.
• Elton Mayo studied social beings influenced by peer norms, therefore organisations should be spaces full of people

Elements of Fordism and Taylorism

• Work achieves a defined goal in an efficient, cost-effective manner.
• Work is scientifically designed with precise measurement and calculation
• Work is divided into simple, repetitive tasks creating high volumes.
• Work tasks are performed in a sequence to complete the process
• Waste is designed out of the work process

Hawthorne study management

• The Hawthorne studies changed management views by addressing people as social beings.
• Workers should be treated socially rather than as machines in the factory

Hawthorne early experiments

• The Hawthorne studies first experimented by changing light and temperature to show productivity

Harmony of Interest

• The idea that "There is a harmony of interest between workers and managers" comes from the Hawthorne studies not Tailor

Hawthorne Study Results

• The results of the Hawthorne studies are unreliable.
• The selected population was inconsistent

The "Social Person"

• The claim that Mayo discovered the "social person" is contested.
• Some critics argue that the concept of the social person was not new

Mayo's Contribution

• Mayo’s contribution is not known as industrial democracy
• Mayo’s work improved worker satisfaction through better leadership

Groups vs Teams

• Groups are a collection of individuals who may or may not have a common goal
• Teams are a group of individuals who are independent

Defining work norms

• Group norms are agreed on by the all stakeholder
• Group norms are normally managed bu the members

Conformity in Teamwork

• Conformity is a normal thing in teamwork so that individual can feel a part of a group

Diverse Group Dynamics

• A diverse group is less likely to be affected by group thinking. They are more open to challenge

Neo-Fordism

• Neo-Fordism doesn't have a slight division of labor
• Neo Fordism has a strict horizontal division

Third Industrial Revolution

• The 3 industrial revolution is characterized by flexibility and automation

Definition of McDonaldization

• In McDonaldization there 4 features
• This is efficiency, Calculability, Predictability and Control

Value Engineering

• value engineering is paying extra for everything for the best experience
• For example paying more on a flight for a better experience

monopsony

• monopsony refers to one buyer/ lot of sellers
• Monopoly refers to one seller / lots of buyer

Gig economy

• The gig economy refers to temporary work
• The workers do not get the control

Click workers

• Clickworkers are someone who choose to perform a task in the cloud
• But they don't have any job security

Weber's Theory on power

• Power is the ability to get someone to do what you want
• They can also exist via structure or individually

Webber and legal rational authority

• The French used this terminology and it can go from government to business

Externalization of Costs

• current production system depends on the externalization of the costs
• Leaving others to bear the consequence

Automated divisions

• A slight horizontal task division has the advantage that the tasks can be easily automated = F
• Strict horizontals are what makes the automation easier

Taylor And Standerisation

• Taylor’s ideas about rational work design gained permanent ground during the World wars
• This gave standardization throughout industry

The factory line

• factory line was a production and consumption
• Was really efficient and allowed an easy and a larger buy

Fords pay raise

• Fords pay raise was a controversy
• Stimulating the buying behavior

Karl Marx's developements

• Marx developed in the first world revolution

Markism

• Markism is a conflict theory
• Economic division and lead to inequality

Enclosure acts

• The legal rights to lands assigned individuals rather than large areas of people

Division of labor

• Division of labor is an example from human to huma for advantage

Theory of organization

• There it's supposed to be a best organizational layout

pest model

• Pest model is suppose to be used from internal
• Looks at the companies environments political, economy, social, and technological

Post Bureaucratic organization

• Post bureaucratic or it can organizational breaks the unity of command
• All of it is with some of the management the unity of management

Amazon piece rate

• Control Amazon warehouse because of piece rate
• Control over space and output with the measurements

obsolete

• Designed for the dump with a planned and an intentional waste
• Force them to change with a new tech

vertical division

• Vertical division is the hierarchy within an organization
• It is also the line with who you need to talk to

ideal bureaucracy

• Weber's idea of bureaucracy isn't really an example
• Should all function in a well rational way

span of control

• employees of indirect supervisor

Rules and procedure

• The rules of procedure that out of an individual with the manager

Légal rational authority

• Legal authority is a conceptualization with the power of the relational
• Introduce Weber's ideal of the Legal relational

###Weber and gentral theory

• Introduce Weber's he is one of the general management

Mintzberg machine

• Mind machine the structure
• Characterised by horizontal differentiation and a structured division

Fayol and universal charachtor

• Universal character management
• Could supply all type of organisation

Double adsword

• Rad tape and bureaucracy is a double edge
• A long procedure

Substantive reorganisation

• Not the most technique reorganization way
• With the value and the social context

Organisation

• rational for an organisation
• Base of the personnel and relations

Mindzberg on Google

• flexibilty , innovative and decentralization
• Employees are powered by project