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Types of Diversity
surface-level and deep-level
What are aspects of surface level diversity?
age, race, gender, ethnicity, sexual orientation, etc.
What are aspects of deep-level diversity?
Values, personality, work preferences, etc.
Equity
strive to provide access to same opportunities for all workers, recognizing that some people are afforded privileges and advantages while others are confronted with barriers
Inclusion
creates an environment in which all people feel valued, welcomed, and included
Disparate Impact
Occurs when employment practices have a discriminatory effect on a legally protected group of people
Disparate Treatment
Intentional and represents employment practices intended to have a discriminatory effect on a legally protected group of people
Social Categorization
Process through which people make sense of others by constructing social categories, or groups sharing similar characteristics
Social categorization can lead to…
ingroups and outgroups
What is the most important aspect of power?
That it is a function of dependence (a person can only have power over you if they control something you desire or need)
What is the differentiating factor between power and leadership?
Power doesn’t require goal compatibility, but leadership does require some.
Coercive Power
fear of negative results from failing to comply or acting in a way that would anger the power-holder
Reward Power
People obey because it brings benefits, so giving rewards that people want gives power
Legitimate Power
Hierarchical/structural position. Includes acceptance of authority of a position by members of the group
Expert Power
power as a result of a person’s expertise, special skills, or knowledge
Referent Power
Admiration-based identification with someone who has desirable traits or resources, stemming from a desire to be like them
Functional Conflict
Supports the goals of the group and improves its performance
Dysfunctional (Destructive) Conflict
Conflicts that hinder group performance
Example of dysfunctional conflict
Refusal to communicate effectively and collaborate with team members
Strategies for Downsizing
investment in core competencies, communication with employees, participation of employees, assistance (severance, benefits, job search assistance)
Work Specialization
Division of labor into separate activities (increasing efficiency and productivity through specialization and repetition of work)
Departmentalization
Grouping jobs together so common tasks can be coordinated by… function, type of product or service, geography, process, type of customer
Span of Control
How many individuals can a manager efficiently direct and effectively manage.
Formalization
Degree to which jobs within the organization are standardized
High Formalization
Minimum amount of judgement over what you do (accountants, banks, McDonalds)
Low Formalization
Employees have more freedom to exercise judgement in their work (creative jobs)
Simple Structure
Manger is the owner
Matrix Structure
Dual reporting relationships (individuals report to their function and product departmentalization)
Benefits of Simple Structure
simple, fast, flexible, inexpensive to maintain, clear accountability
Challenges of Simple Structure
difficult to maintain in larger organizations, risky, depends on one person
Benefit of Matrix Structure
Specialization
Challenges of Matrix Structure
may have different goals and feedback, can create conflict
How do employees learn culture?
Stories, rituals, symbols, language
Stories
anchor the present in past and legitimizing current practices
Rituals
repetitive sequences of activities that express and reinforce the key values of organization – what goals are most important and/or which people are important versus which are expendable
Symbols
physical objects, artifacts that symbolize values, beliefs, assumptions inherent in organization’s culture
Difference between organizational culture and job satisfaction
Job satisfaction is evaluative, organizational culture is descriptive
A company has a strong culture when…
Core values are intensely held and widely shared
Developing positive cultures through…
ethics, sustainability, innovation and culture
Culture creation occurs in three ways…
Founders hire employees who think and feel the way they do, employees are indoctrinated and socialized into founders’ way of thinking, founders’ own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions
Goal of Initial Selection
use for preliminary “rough cuts” to decide whether an applicant meets basic qualifications (application forms, background checks)
Goal of Substantive Selection
determine the most qualified applicants from among those who meet basic qualifications (written tests, performance tests, interviews)
Goal of Contingent Selection
make final check before making offer to applicants (drug tests, medical exams)
Structured Interview
Everyone is asked the same questions listed on a protocol – answers are compared to a rubric developed ahead of time (may lose opportunity for follow-up questions)
Semi-structured Interview
Everyone is asked the same questions listed on protocol and compared to a rubric, but also some flexibility for person-specific questions
Unstructured Interview
little or no preplanned questions – criteria undetermined ahead of time
Closed-ended Interview Questions
Appropriate for dealing with fixed aspects of job (licensing, degree, etc)
Open-ended Interview Questions
Determining candidates abilities and motivation
Hypothetical/Situational Interview Questions
What would you do in a certain situation
Past Behavioral Interview Questions
Asks about specific example of something they did
Probing Interview Questions
Not planned, seeking clarification or more details
In an interview you are asked… Do you have an RN license? What type of question is this?
Closed-ended
In an interview you are asked…Why do you want to work in HR at our organization? What type of question is this?
Open-ended
In an interview you are asked…What would you do if you saw someone stealing in the store? What type of question is this?
Hypothetical/Situational
In an interview you are asked…Tell me about a time when you had to manage multiple priorities. What type of question is this?
Past-Behavioral
In an interview you are asked…When you say “we” what was your specific role? What type of question is this?
Probing
What does STAR stand for when answering interview questions?
Situation Task Action Result
Evaluate the effectiveness of training through
Reactions, learning, behavior, and results
Reaction Evaluations
How individuals respond to the training process
Learning Evaluations
Gained knowledge, learned new skills, and/or changed attitudes
Behavior Evaluations
Trainee’s changed on-the-job behaviors
Results Evaluation
Improved individual behavioral changes affecting organizational results
what are the two types of stressors?
Challenge and Hindrance
Challenge Stressors
job-related demands or conditions that are manageable and challenging
example of challenge stressors
workload, time pressure, responsibilities
Hindrance Stressors
job demands that are threatening and unmanageable
example of hindrance stressors
Organization politics, role ambiguity, role conflict, job insecurity
Sleep deprivation has substantial impact on memory and cognitive task performance, but also…
task performance, attendance, safety behavior, counterproductive work behaviors
Improve work-life conflict by implementing
time-based strategies, information-based strategies, money-based strategies, direct services, and culture change strategies
Contingent Checks prevent
negligent hiring
True/False: Deep-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes
False
True/False: Implicit bias is prejudice that may be hidden outside one's conscious awareness
True
An organization that is striving to provide access to the same opportunities for all workers, recognizing that some people are afforded privileges and advantages while others are confronted with barriers and obstacles is focused on ________
Diversity
Equity
Legitimacy
Inclusion
Equity
Creating an environment in which all people feel valued, welcome, and included refers to ______
Equity
Inclusion
Common in-group identity
Diversity Management
Inclusion
True/False: Disparate impact occurs when employment practices have an unintentional discriminatory effect on a legally protected group of people
True
Power is a function of ______
Goal Congruence
importance
Substiutability
Dependence
Dependence
Parker works at a consulting company. Everyone considers him to be excellent at his job, and they depend heavily on his knowledge. Parker often teaches new hires how to be more efficient in their work. He is called on to solve problems, and even the CEO asks him for his opinion because of his experience and skill. Parker’s specialized knowledge depicts his _______
reward power
coercive power
expert power
legitimate power
Expert power
True/False: Dysfunctional conflict is important for the sustainability of a business because it leads to challenging of norms and perceptions, leading to improved performance and innovation.
True
An organization creates departmentalization by separating engineering, accounting, manufacturing, HR, and purchasing into departments. The company is departmentalized on the basis of ______
Target customer
product
function
geography
Function
Having a high degree of formalization is important when
you need consistent results
the consistency of result does not matter
you need employees to be empowered
the empowerment of employees does not matter
You need consistent results
Colin is a new employee at Generac, but after a week he already knows that the founder of the corporation started the business in his garage with only $4,000 and one client. This information was most likely transmitted to Colin by way of ________
Rituals at orientation
Corporate chants
Stories
Material Symbols
Stories
True/False: Organizational culture is evaluative whereas job satisfaction is descriptive
False
True/False: The goal of substantive selection is to determine the most qualified applicants from among those who meet basic qualifications.
True
During your interview you are asked a series of questions including “can you give us an overview of your resume?”. What type of interview did you likely have?
Structured
Semi-structured
Work sampling
Personality based interview
Semi-structured
Under what conditions would it be best to ask an interview candidate a hypothetical question?
when you want to obtain additional information
when you want to understand fixed aspects of a job
when you want to understand what motivates a candidate
when you want to understand what a candidate would do in an area they don’t have experience
When you want to understand what a candidate would do in an area they don’t have experience
True/False: Most people respond to stressors in similar ways.
False
True/False: If an employee is already experiencing stress from one source, the employee's level of stress will not change if the employee experiences another source of stress.
False