Organizational Culture and Employment Termination
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Which of the following is NOT a benefit of a healthy organizational culture?

  • Increased employee turnover (correct)
  • Performance orientation
  • Mutual trust
  • Strong motivation

    • A friendly tone of the meeting is a signal of a positive company's performance climate.

    True

    What role does HR play in culture change within an organization?

    HR defines, explains, evaluates, chooses an approach, and establishes a plan of action.

    Healthy organizational culture contributes to __________ communication among employees.

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

    Match the following aspects of organizational culture with their descriptions:

    <p>Performance orientation = Focus on achieving results Mutual trust = Building relationships based on confidence Team spirit = Working collaboratively towards common goals Open communication = Encouraging dialogue and feedback</p> Signup and view all the answers

    What is required for the termination of employment by agreement?

    <p>A written agreement</p> Signup and view all the answers

    A notice of termination can be provided without stating a reason.

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

    What is the notice period for termination of employment in 2024?

    <p>2 months starting from the beginning of the next month</p> Signup and view all the answers

    An employee may be dismissed for persistent breaches if they have received a written _____ of the possibility of dismissal.

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

    Which of the following is NOT a valid reason for termination of employment?

    <p>If the employee does not get along with colleagues</p> Signup and view all the answers

    The notice period for termination in 2025 starts immediately from the day it is provided.

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

    Match the types of termination with their descriptions:

    <p>By agreement = Termination ends on the agreed date and must be in writing By notice = Must include a reason and is subject to specified notice periods Immediate termination = Occurs for serious breaches without prior warning Unsatisfactory performance = Requires prior written request to remedy the issue</p> Signup and view all the answers

    List one reason an employer can terminate an employee's contract due to health issues.

    <p>If the employee has lost long-term capacity to work according to a medical opinion</p> Signup and view all the answers

    Which of the following is considered a type of verbal symbol?

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

    Heroes in an organizational culture are those who fail to demonstrate typical organizational values.

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

    What is a key question to ask when analyzing organizational culture?

    <p>Does the current culture fit the organizational strategy?</p> Signup and view all the answers

    What is the minimum wage in 2025 in the Czech Republic?

    <p>20,800 CZK/month</p> Signup and view all the answers

    The average wage of women in the Czech Republic is higher than that of men.

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

    Symbolic actions and _______ are two categories of artifacts in organizational culture.

    <p>symbolic artifacts of material nature</p> Signup and view all the answers

    Match the following elements of organizational culture with their functions:

    <p>Vision = Guides the organization's goals Rituals = Reinforced cultural practices Status symbols = Indicates hierarchy Communication focus = Facilitates information flow</p> Signup and view all the answers

    What is the median gross monthly wage in the 2nd quarter of 2024?

    <p>38,529 CZK</p> Signup and view all the answers

    Which of the following factors is NOT considered when analyzing organizational culture?

    <p>Financial performance</p> Signup and view all the answers

    The guaranteed wage should not fall below the level laid down by government regulation as the least permissible in certain ______.

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

    Which function does performance appraisal NOT serve?

    <p>Income tax calculation</p> Signup and view all the answers

    Creating and changing an organizational culture is an instantaneous process.

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

    What are employees' observed behaviors often used to illustrate?

    <p>The organization's true values</p> Signup and view all the answers

    Match the following types of performance appraisal with their descriptions:

    <p>Informal = Focuses on immediate job performance and is not documented Formal = Periodic, standardised, and documented performance review</p> Signup and view all the answers

    Formal appraisals are conducted on an ad-hoc basis.

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

    The average gross monthly wage in the Zlin region in the 2nd quarter of 2024 is ______ CZK.

    <p>40,898</p> Signup and view all the answers

    What is the maximum duration for a fixed-term employment relationship between the same parties?

    <p>3 years</p> Signup and view all the answers

    A probationary period for ordinary staff can be extended beyond 3 months.

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

    What is the maximum amount of hours allowed in a work performance agreement per calendar year?

    <p>300 hours</p> Signup and view all the answers

    The employee may be required to enter into an agreement to protect the employer's ___ and knowledge.

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

    Match the following types of agreements with their descriptions:

    <p>Work Performance Agreement = Maximum of 300 hours per year Activity Performance Agreement = Maximum of 20 hours per week Managerial Probationary Period = Cannot exceed 6 months Ordinary Staff Probationary Period = Cannot exceed 3 months</p> Signup and view all the answers

    What happens if an employee breaches the obligation outlined in their agreement?

    <p>They will be required to pay a contractual penalty</p> Signup and view all the answers

    A self-employed person working exclusively for one employer is considered under an illegal schwarz system.

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

    According to Maslow's hierarchy of needs, what need category involves opportunities for social interaction?

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

    Is the amount of wage included in the employment contract?

    <p>No</p> Signup and view all the answers

    Aldfer's ERG theory includes categories of physiological needs, recognition needs, and growth needs.

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

    What are the two types of factors identified in Herzberg's theory of needs?

    <p>Satisfactors and Dissatisfactors</p> Signup and view all the answers

    Maslow's hierarchy of needs proposes that self-actualization becomes apparent once __________ needs are satisfied.

    <p>lower-order</p> Signup and view all the answers

    Match the theories with their main focus:

    <p>Maslow's Hierarchy = Levels of needs hierarchy Alderfer's ERG Theory = Three basic categories of needs McClelland's Theory = Levels of needs in relation to work Vroom's Expectation Theory = Relation between performance and outcomes</p> Signup and view all the answers

    In McClelland's theory of needs, which need corresponds to establishing friendly and compassionate relationships?

    <p>Need for alliance</p> Signup and view all the answers

    In Herzberg's theory, hygiene factors can enhance motivation when present.

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

    What is the primary focus of Vroom's Expectation Theory?

    <p>The relationship between performance and the perceived outcomes</p> Signup and view all the answers

    Study Notes

    Human Resource Management (HRM)

    • HRM combines human resource economy (HRE) and human resource development (HRD)
    • HRE focuses on optimal use of employee abilities, comprising optional work organisation, systems, and reward systems/incentives.
    • HRD focuses on optimal conditions for employee professional development, including forecasting and planning personnel needs, staff recruitment and deployment, professional development, shaping careers, creating suitable working conditions, promoting worker lifestyles, and cultivating relationships with the public.

    Goal of HRM

    • Achieving a competitive level of labour productivity.
    • Managing HRM costs for staff performance.

    Development of HRM Views

    • Administrative (technocratic): (until early 1960s, still prevalent)
      • Man is a factor of production.
      • HR work is a service focused on administrative procedures for employment, information, and employee activity; personnel work has a passive role in management.
    • Social-liberal (socially-oriented): (since the second half of the 1960s)
      • People are socially-determined factors of production.
      • Personnel work plays an active role in managing the workforce and its protection and development.

    HRM Tools

    • Work organisation (workers know what to do and can do it)
    • Skills development (workers know how to do what they are supposed to do)
    • Motivation (workers must want to do their job)
    • HRM practices (administrative and analytical activities consulting to managers and employees)

    Personnel Management Subjects

    • Personnel manager & staff are responsible for substantive, organisational, and methodological support of all personnel and social processes in the company.

    HRM Functions

    • Updating personnel and social policy
    • Elaboration of HR & social development plans
    • Management and coordination for task implementation

    Key HRM Areas

    • Job design encompasses:
      • Determining the purpose of job positions
      • Tasks, activities, standards
      • Necessary competencies
    • Approaches to job creation:
      • Mechanistic (simple, standardized tasks)
      • Motivational (complex, varied tasks)
    • Job enlargement (adding tasks to increase variety)
    • Job rotation (temporarily transferring workers to different tasks)
    • Job sharing (two or more workers sharing a full-time job)
    • Group work/teams
    • Job description structure (job title, department, occupation, direct supervisor)
    • Workplace equipment requirements
    • Qualification requirements (education, experience, other)
    • Work organisation (working arrangements)
    • Control and evaluation of work
    • Work environment (spatial conditions, lighting, microclimate, noise)
    • Occupational hazards
    • Working mode (distribution of working days)

    HRM Tools Continued

    • Work organisation and workflow - dividing work into tasks, handling workflow and environment.
    • Job description (details of tasks to perform, responsibilities, qualifications needed)

    Human Resource Management: Methods

    • Job Design: identifying and defining tasks in jobs.
    • Job enrichment: enhancing job content, responsibilities, and skills
    • Job enlargement: broadening the scope of tasks in a job
    • Job rotation: changing workers between jobs
    • Job sharing: two or more employees sharing a single job

    HRM -Lecture 2

    • Work organization: the division of a process into tasks and assigning them.
    • Aim: efficiency, quality, low costs, short lead times, high flexibility.

    HRM -Lecture 3

    • Steps of providing HR: determining required characteristics, job description, attracting employees.
    • Intra-company labour market (use internal resources)
    • External labour market (advertising, recruitment agencies, etc.)

    HRM - Lecture 4

    • Formal vs. informal appraisals
    • Appraisals' purpose (recognition, motivational, educational, social climate influence)

    HRM -Lecture 5

    • Motivation: internal drive, causing behaviour.
    • Factors influencing motivation: values, goals, knowledge, needs, and the context of the job.
    • Signals of high motivation: consistent performance, and willingness to take responsibility.
    • Examples of stimulating factors: remuneration, quality of work, relationships and support.

    HRM -Lecture 6

    • Elements of Compensation: basic wage components, variable wage components, employee benefits, intangible rewards.
    • Wage forms: per-month, per-hour, and piece rate or service related earnings, wages related to work results
    • Supplementary wage forms

    HRM - Lecture 7

    • Performance appraisal goals (performance recognition, support development, and good social climate).
    • Performance appraisal forms (formal, informal, self-assessment)
    • Key activities (define expectations, measure how performance meets expectations, recognise competencies)

    HRM - Lecture 8

    • Cause of worker leaving organization: own request, dismissal, objective reasons.
    • Termination of employment procedure (contractual agreement, notice period)

    HRM - Lecture 9

    • Organisational structures and cultures
    • Healthy organizational cultures; traits & benefits.
    • Organizational structure and the methods used to form a healthy organizational culture.

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    HR Exam PDF

    Description

    Test your knowledge on the benefits of a healthy organizational culture and the processes surrounding employment termination. This quiz covers various aspects such as HR roles, notice periods, and valid reasons for termination. Dive in to assess your understanding of these key workforce concepts.

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