Human Resource Management and Development

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Questions and Answers

What is the primary focus of HRD?

Recruitment and compensation

Labor relations and legalities

Performance appraisal and feedback

Inducing behavioral change and providing growth opportunities (correct)

Which generation values clarity in work, such as structure, rules, and guidelines?

Zoomers

Gen X and Zoomers

Boomers and Gen X (correct)

Millennials and Gen Z

What is the main difference between HRM and HRD?

HRM is administrative, while HRD is strategic

HRM is proactive, while HRD is reactive

HRM is routine, while HRD is ongoing (correct)

HRM is focused on the entire organization, while HRD is focused on individuals

What is the primary focus of I/O Psychology?

Application of psychological theories in the workplace Signup and view all the answers

Which generation places an emphasis on skills development and good interpersonal relations?

Zoomers Signup and view all the answers

What do Millennials, Zoomers, and Gen X have in common?

They all prefer flexible working options Signup and view all the answers

What is the primary purpose of motivation in the workplace?

To determine if an employee can do their job properly Signup and view all the answers

Which personality characteristic is positively associated with salary and goal-setting behavior?

Emotional stability Signup and view all the answers

What is the term for the phenomenon where others' expectations improve one's behavior and performance?

Pygmalion effect Signup and view all the answers

Which type of motivation is driven by task enjoyment and a feeling of success?

Intrinsic motivation Signup and view all the answers

According to McClelland's Needs Theory, which need is motivated by jobs that can influence others?

Power Signup and view all the answers

What is the primary purpose of Realistic Job Preview (RJP)?

To provide a realistic view of the job Signup and view all the answers

According to Maslow's Hierarchy of Needs, which level is associated with self-fulfillment?

Self-actualization Signup and view all the answers

Which theory suggests that a job has motivational potential if it has task significance?

Job Characteristics Theory Signup and view all the answers

What are the two factors that are simultaneously present in Herzberg's Two-Factor Theory?

Hygiene and motivators Signup and view all the answers

What is the primary goal of setting SMART goals in the workplace?

To increase employee motivation and performance Signup and view all the answers

What is the purpose of giving feedback in the workplace?

To increase employee motivation and performance Signup and view all the answers

What is the Premack principle used for in the workplace?

To make workers perform low-probability behaviors by giving them high-probability behaviors Signup and view all the answers

What is the main difference between individual-based rewards and group-based rewards?

Individual-based rewards reduce social loafing, while group-based rewards encourage social loafing Signup and view all the answers

What is the formula for the Expectancy Theory of Motivation?

Motivation = Expectancy x (Instrumentality x Valence) Signup and view all the answers

What is the purpose of punishment in the workplace?

To reduce undesirable work behaviors Signup and view all the answers

What is the concept of performance punishment also known as?

Quiet promotion Signup and view all the answers

Study Notes

Human Resource Management (HRM)

HRM involves processes to manage human talents to achieve organizational goals
Encompasses recruitment, compensation and benefits, labor relations, and other legalities

Human Resource Development (HRD)

Involves activities to induce behavioral change and provide growth opportunities to human talents
Includes training and development, performance appraisal and feedback, career planning, and change management
Focuses on the entire organization and culture, and is a proactive function

Key differences between HRM and HRD

HRM is a more reactive function, focused on hiring new employees, salary increases, and labor disputes
HRD is a more proactive function, focused on employee upskilling, succession planning, and coaching

Generational differences in the workplace

Boomers and Gen X value clarity in work, with an emphasis on structure, rules, and guidelines
Millennials and Gen Z/Zoomers value monetary rewards, career development, and work variety and challenges more than Boomers and Gen X
Zoomers emphasize skills development and good interpersonal relations more than Gen X
Workers from different generations value the same things at work, but in different priority orders
Flexible working options are preferred by Millennials, Zoomers, and Gen X

Work Behaviors Indicating Motivation

High-performance level is a key indicator of motivation
Exemplary attendance is a strong signal of motivation
Organizational Citizenship Behavior (OCB) such as volunteering and helping others indicates motivation
Self-development initiative, including participating in training, accepting feedback, and seeking growth opportunities, shows motivation

Motivation Theories

Work motivation is an internal or external force that encourages action
Korman's Consistency Theory (1970, 1976) suggests a positive relationship between self-esteem and work performance
McClelland's Needs Theory (1961) proposes three needs: Achievement, Affiliation, and Power

Job Characteristics and Motivation

Job Characteristics Theory (Hackman and Oldham, 1976) suggests that a job with Skill Variety, Task Identification, and Task Significance has motivational potential

Human Needs Theories

Maslow's Hierarchy of Needs (1970) suggests that people have different needs, including Self-actualization, Esteem, Belongingness, Safety, and Physiological needs
ERG Theory (Alderfer, 1972) proposes three levels: Existence, Relatedness, and Growth

Two-Factor Theory

Herzberg's Two-Factor Theory (1966) suggests that two factors are present simultaneously: Hygiene (job-related elements) and Motivators (job elements concerned with duties performed)

Goal Setting and Feedback

Goal setting can increase work motivation
SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) are more effective with feedback
Feedback can increase motivation and performance

Self-Regulation Theory

Employees are motivated by monitoring their own progress

Rewards and Motivation

Premack Principle: make workers perform low-probability behaviors by giving them high-probability behaviors
Forms of rewards: Financial, Non-monetary, and Social recognition
Individual-based rewards reduce social loafing but increase competition
Group-based rewards encourage social loafing

Expectancy Theory of Motivation

Motivation = Expectancy (Instrumentality x Valence)
Expectancy: efforts will attain high-level performance
Instrumentality: behavior results in particular consequence
Valence: rewards must be something the employee values

Rewards vs Punishment

Punishment reduces undesirable work behaviors
Helps in teaching new methods to break rules
Performance punishment (quiet promotion) rewards high-performing employees with more work with no additional compensation

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Description

This quiz covers the fundamentals of Human Resource Management (HRM) and Human Resource Development (HRD), including recruitment, training, performance appraisal, and change management.