Passion Occupation Overload

Job Crafting = Redefining your job to incorporate your motives, strengths, and passions Established task elements = Defined primarily by managers, objective, bureaucratic, and quasi-static Time Management = Skills that may not help you if certain factors relate to your workplace or boss Work Coordination = Includes following up on things, searching for information and communicating about work

Established = Defined primarily by managers, objective, bureaucratic, and quasi-static Emergent = Defined by multiple sources, including the employee, subjective, personal, and dynamic

Time structure = Driven by HR, explicit, formal systematic, e.g. business hours, holidays, deadlines Time norms = Driven by organisational behaviour, implicit, intangible, social, e.g. punctuality, email responsiveness, work hours expectation

<p>Redefining your job to incorporate your motives, strengths, and passions = Job Crafting Skills that may not help you if certain factors relate to your workplace or boss = Time Management Includes following up on things, searching for information and communicating about work = Work Coordination Defined primarily by managers, objective, bureaucratic, and quasi-static = Established task elements</p> Signup and view all the answers

<p>Job Crafting = Process in which managers and employees change the boundaries of their jobs Investment of time and energy = Concept implying that jobs require significant time and effort Jobs are malleable = Idea that jobs are not fixed and can be reshaped ROI = Return gained from the investment of time and energy in jobs</p> Signup and view all the answers

<p>Skilled work = 30% Strategic work = 8% Work about work = 62%</p> Signup and view all the answers

<p>Task variety = Different types of tasks involved in a job Autonomy = Freedom and independence in making decisions Feedback = Information about how well one is doing in his efforts to reach a goal Significance = The degree to which the job has a substantial impact on the lives or work of other people</p> Signup and view all the answers

<p>Work design = Process of defining how work will be performed and what tasks will be required in a given job Job = A set of task elements grouped together under one job title and designed to be performed by a single individual Job Characteristics Model = Model that focuses on task variety, autonomy, feedback, significance and identity to enhance motivation, satisfaction, performance and presenteeism</p> Signup and view all the answers

<p>Job Crafting = Redefining your job to incorporate your motives, strengths, and passions Vocational Awe = The belief that doing more with less is a badge of honor in passion occupations Time Structures = Systems used to manage time, such as performance appraisal and reward systems Time Norms = Informal rules about how to do things right and wrong about time at work</p> Signup and view all the answers

<p>Tasks = Changing the boundaries of your job by taking on more or fewer tasks, expanding or diminishing their scope, or changing how they are performed Relationships = Changing the nature or extent of your interactions with other people Perceptions = Changing how you think about the purpose of certain aspects of your job or reframing the job as a whole</p> Signup and view all the answers

<p>Focus = Deploying an individual or organizational strength that will create value for others Trust = Building trust with others, typically your supervisor Direction = Directing your job-crafting efforts toward the people who are most likely to accommodate you</p> Signup and view all the answers

<p>Workplace Context = Determines if an individual can manage time well Formal Systems = Affect employees’ time management effectiveness Time Structures = Reward individuals for working long hours Time Norms = Set informal rules about time usage at work</p> Signup and view all the answers

<p>Lack of evidence = There's not enough good evidence Misleading information = People are trying to mislead you Ignoring evidence = Practitioners and their advisers routinely ignore evidence Side effects = The side effects outweighs the cure</p> Signup and view all the answers

<p>High disparity in pay = Leads to lower productivity, inequity, skepticism, decreased employee engagement, reduced collaboration, damage to morale and mistrust in leadership Obsolete knowledge = Leads to imperfect imitation Dogma and belief = Impacts decisions and resists dis-confirmation Hype and marketing = Influences what information reaches the practitioner</p> Signup and view all the answers

<p>Incremental investments = On top of Workday and Greenhouse Empowering frontline managers = Decisions typically carried out by HR will come from data Changing HR team's perception = From ugly duckling to as technologically advanced as other departments Integrating new people management system = And getting people to use it</p> Signup and view all the answers

<p>Survey fatigue = Overexposure to surveys leading to decreased engagement Sensitive data = Needs to be stored in compliance with regulations Resistant to change = Difficulty in adopting data driven people management Unethical or improper use of data = Longer orientation, teach to test</p> Signup and view all the answers

<p>People Analytics = Requires not just software and technical skills, but also culture change Worker Productivity Score = A method of tracking that may be seen as demoralizing and humiliating Evidence-Based Management = A practice where decisions are made based on the best logic and evidence Casual Benchmarking = Copying other high performers without understanding why their strategies work</p> Signup and view all the answers

<p>Analytics should inform decisions = Not automate them Human resources was becoming = More of an analytics business Management is a craft that can be = Learned only through practice and experience Evidence-based practice changes power dynamics, = Replacing formal authority, reputation and intuition with data</p> Signup and view all the answers

<p>Can be 'demoralizing,' 'humiliating' and 'toxic' = Worker Productivity Score May trade off some technical precision = People Analytics Uncritical emulation without understanding why it works = Casual Benchmarking Driven by dogma and belief = Management</p> Signup and view all the answers

<p>Ask for evidence of efficacy = Every time a change is proposed Treat the organisation as an unfinished prototype = Use the company's own data and experience Embrace the attitude of wisdom = Appreciate how much you do not know Will it make a difference = Evidence-based practice changes power dynamics</p> Signup and view all the answers

<p>Leadership in time management = Creating time structures and norms, implementing performance management and reward systems People analytics = Provides a rich, ongoing source of relevant high-quality evidence Bullshit in management = Speech intended to persuade without regard for truth, functional and goal-oriented Evidence-based Management = Making decisions through the conscientious, explicit and judicious use of the best available evidence from multiple sources</p> Signup and view all the answers

<p>Asking better questions = Involves considering population, predictor, preferred outcome, possible alternative hypotheses, and relevant context Acquiring evidence = Involves scientific research, professional experience and judgement, organisational data, stakeholder concerns Applying = The act of implementing the gathered and appraised evidence Assessing = Evaluating the outcome after the evidence has been applied</p> Signup and view all the answers

<p>Use of technology = Allows for flexible hours and telecommuting Performance management systems = Promotes good time management Situational interviews = Screens out candidates whose attitudes about time do not match those of the organization Avoidance of endless committees = Prevents studying issues endlessly without taking actions</p> Signup and view all the answers

<p>Organisational data = Internal data that could be analysed Stakeholders concerns = Opinions of employees, customers, and other relevant stakeholders Ethics in people analytics = Ensuring responsible and fair use of data Questions that matter = Queries that help make better decisions and design better programs</p> Signup and view all the answers

<p>Workday = HR information system Greenhouse = Applicant tracking system for recruitment Data Analytics = Rethinking how data was collected, analyzed, interpreted, and presented HR Management = Empowering managers to manage better</p> Signup and view all the answers

<p>Managers = Define, live, and develop the company’s leadership HR = Empower managers to manage better Employees = Manage up and take responsibility for solving problems directly with their managers Data Analytics Team = Rethink how data was collected, analyzed, interpreted, and presented</p> Signup and view all the answers

<p>Compensation = Decisions based on unit's needs supported by real-time market rates Bonuses = Decisions based on correlations between performance and bonuses Employee benefit use = Tracked through analytics to prevent abuse Performance evaluation = Done via peer evaluation of work habits, cognitive abilities and interpersonal skills</p> Signup and view all the answers

<p>Manager's load = Training on HR Reliance on manager to performance manage = Empowering managers to manage better Compensation policies = Likely to cause friction HR management = Responsibility of managers</p> Signup and view all the answers

<p>Defining, living, and developing the company’s leadership = Managers Hiring, evaluating, rewarding, and disciplining employees = Managers Solving problems directly with their managers = Employees Establishing, monitoring, and enforcing HR policy = HR</p> Signup and view all the answers

<p>New entrants = Attracting and retaining top talent Regulatory changes = Staying nimble to stay competitive Competitors = Staying nimble to stay competitive New technology = Attracting and retaining top talent</p> Signup and view all the answers

<p>Performing skilled work</p> Signup and view all the answers

<p>Task variety and autonomy</p> Signup and view all the answers

<p>Employees craft their jobs</p> Signup and view all the answers

<p>Defined primarily by managers</p> Signup and view all the answers

<p>Subjective and tied to the particular employee</p> Signup and view all the answers

<p>Individual differences</p> Signup and view all the answers

<p>Performative work with zero value</p> Signup and view all the answers

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

<p>To increase job satisfaction</p> Signup and view all the answers

<p>It can be stressful if you take on too much</p> Signup and view all the answers

<p>Performance appraisal and reward systems</p> Signup and view all the answers

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

<p>Recruiting and managing payroll</p> Signup and view all the answers

<p>To empower managers to manage better</p> Signup and view all the answers

<p>Based on unit's needs</p> Signup and view all the answers

<p>There is not enough good evidence available</p> Signup and view all the answers

<p>Survey fatigue</p> Signup and view all the answers

<p>Resistance to change</p> Signup and view all the answers

<p>Reduction in employee benefit abuse</p> Signup and view all the answers

<p>Gathering a range of evidence</p> Signup and view all the answers

<p>Lying involves concealment and deception, while bullshitting is speech intended to persuade without regard for truth</p> Signup and view all the answers

<p>To increase the likelihood of a favorable outcome</p> Signup and view all the answers

<p>It is the most fundamental resource for organizations</p> Signup and view all the answers

<p>Focus on automating decisions</p> Signup and view all the answers

<p>They are ineffective at capturing offline activity</p> Signup and view all the answers

<p>Hazardous impact on organizational health</p> Signup and view all the answers

<p>All-or-nothing adoption of practices</p> Signup and view all the answers

<p>Time management</p> Signup and view all the answers

<p>Task variety, autonomy, feedback, significance, and identity</p> Signup and view all the answers

<p>Managers and employees</p> Signup and view all the answers

<p>Changing the nature of interactions with others</p> Signup and view all the answers

<p>Increased job satisfaction</p> Signup and view all the answers

<p>Increased stress levels</p> Signup and view all the answers

<p>Time structures</p> Signup and view all the answers

<p>Asking better questions</p> Signup and view all the answers

<p>They do not consider individual differences</p> Signup and view all the answers

<p>To increase job satisfaction</p> Signup and view all the answers

<p>To improve decision-making</p> Signup and view all the answers

<p>Increased job satisfaction</p> Signup and view all the answers

<p>Defined primarily by managers, objective, bureaucratic, and quasi-static</p> Signup and view all the answers

<p>Time norms can influence performance evaluations</p> Signup and view all the answers

<p>More than half</p> Signup and view all the answers

<p>HR should define and develop the company's leadership</p> Signup and view all the answers

<p>Resistance from managers and the HR department</p> Signup and view all the answers

<p>Real-time market rates on compensation</p> Signup and view all the answers

<p>To attract and retain top talent</p> Signup and view all the answers

<p>There is not enough good evidence</p> Signup and view all the answers

<p>Attracting and retaining top talent through compensation policies</p> Signup and view all the answers

<p>Unethical or improper use of data</p> Signup and view all the answers

<p>Reduced collaboration</p> Signup and view all the answers

<p>They are unable to track remote employees</p> Signup and view all the answers

<p>It can result in biased decision-making</p> Signup and view all the answers

<p>Replacing formal authority with data</p> Signup and view all the answers

<p>The difficulty in finding the best logic and evidence</p> Signup and view all the answers