LHRD 3071 Gibbons

Midterm: spring 25

David Hume quote/phrase

“Reason is, and ought only to be the slave of the passions and can never pretend to any other office than to serve and obey them.”

Elliott Jaques

Observing operations and various methods affecting production and employee relations. Wrote “The Changing Culture of a Factory” (1951)

René Descartes quote/phrase

cogito, ergo sum which translates to I think, therefore I am.

Leonard (Len) Nadler quote/phrase

term “Human Resource Development”

Malcom Knowles

known for understanding andragogy (art and science of helping adults learn)

Jonathan Haidt

NYU Professor of Ethical Leadership uses a metaphor of a rider and an elephant to describe the mind's control over behavior and thought processes. He demonstrated that judgments are based on intuition and emotion rather than reasoning.

Edward Deci

Professor of Psychology and Gowen Professor in the Social Sciences at the University of Rochester. He is the director of its human motivation program.

Richard Ryan

Professor at the Institute for Positive Psychology and Education at the Australian Catholic University, Researcher, and earned a Ph.D from the University of Rochester. BA came from the University of Connecticut.

Richard Swanson

Separated HRM from HRD, Co-authored “Foundations of Human Resource Development”

Elwood (Ed) Holton

known for work in training transfer, motivation to learn, and evaluation of HRD programs, Co-authored “Foundations of Human Resource Development”

Ethos

Credibility of the source, authority of the speaker, and appeal to character. (Similarity, Trustworthiness, Authority, and Reputation)

Pathos

Emotion, Most powerful persuasion.

Logos

Logic to support a claim. (stats, facts, examples, and reason)

competing

This style of conflict management deals with knowing one way will work due to past experiences, but might not have high enough power, so having to stick up for yourself in order to get your point across. Begin “fighting” with other ideas.

collaborating

A time-consuming strategy that aims at finding a solution that fully satisfies all parties' concerns and generally requires a high degree of trust among the individuals involved.

compromising

This conflict management style concludes that both parties keep some of their wants but have to say bye to some as well. Everyone wins and loses. This can be a lazy solution and be a quick fix, but it's not necessarily going to last.

avoiding

This style of conflict management is characterized as submissive, non-supportive, unassertive, and uncooperative, where individuals do not pursue their own concerns or the concerns of others. It can be used to delay addressing issues until a more appropriate time. Tips for using this strategy include setting time limits and establishing goals for the “time-out” period.

accommodating

This conflict resolution strategy involves being supportive and cooperative, often neglecting one’s own concerns to satisfy others, especially when the issue is not highly significant.

self-determination theory

theory that individuals are driven by a need to grow and achieve fulfillment through 3 psychological needs. Autonomy, competence, and relatedness.

expectancy theory

Individual motivation to perform a particular task is determined by 3 key factors; expectancy, instrumentality, and valence.

equity theory

Equity equals workers’ perceptions of the fairness of outcomes they receive on the job. They compare job inputs (time/expertise) and outcomes (pay/recogition)

High Equity sensitivity

more outcome-oriented and want more that others for the same level of input

intrinsic motivation

Behavior is driven by motivation. Taking a job that fits values, playing a sport that you enjoy, want to challenge themselves.

extrinsic motivation

Behavior is driven by external rewards (money, fame, grades, & praise) want to work at a firm that has a more prominent name (Gordon) rather a small one. Also rather get paid more.

top employee motivations (fill in the blank)

Job challenge, Accomplishing something worthwhile, Learning new things, Personal development, and Autonomy

UFHRD (University Forum for Human Resource Development)

Based on scholars, founded in 1999, Wanting to create a collaborative platform to advance research and HRD practices. (Uk/Europe)

AHRD

research, founded on May 7, 1993, a hub for encouraging systematic study of Human Resource Development theories

SHRM (Society for Human Resource Management)

originated in 1989, based on research, the Largest professional association for HR in the world.

ATD (Association for Talent Development)

originated in 1943, was formed during WWII when there was an urgent need to train many employees quickly.

Max Lacado

said, "Conflict is Inevitable, but Combat is Optional."

David Hume

argued that the foundations of human morals lie with sentiment, not reason

Len Nadler

George Washington University

Wayne Pace

created AHRD

Elliott Jaques quote/phrase

term organizational culture

Year “The Changing Culture of a Factory” was written

1951

was American Society for Personnel Administration and rebranded into…

SHRM

80 chapters in the US

ATD

550 chapters across the US

SHRM

700 members worldwide

AHRD

HRD defined (know word for word)

A process for developing and unleashing human experience through organizational development and personnel training and development for the purpose of improving performance.

Low Equity Sensitivity

Pay more attention to their inputs and are less sensitive to equity issues

Expectancy

belief that effort leads to desired performance level

Instrumentailty

Belief that a given performance level will lead to a specific outcome

Valence

Value placed on the future outcomes

Creators of the Self Determination theory

Edward Deci and Richard Ryan

autonomy

People feel the need to control their own behaviors and goals. Taking action and seeing real results makes people feel self-determined.

Competence

feel the need to master the skills and the task. Only have to focus on one area. for example, if they are really good at writing songs, then they will continue to write songs and feel complete. They will not try to be good at everything.

Relatedness

The desire to establish meaningful and connected relationships with others.

MBTI

Katharine Cook Briggs and Isabel Briggs Myers (not trained researched or psychologists)

groupthink

When people try to make irrational or non-optimal decisions, supported by the urge to follow rules. Can be fueled by a particular agenda. Can come to a final conclusion in order to have coherence and harmony.

David Hume years

1711-1776

David Hume published work

An Enquiry Concerning the Principles of Morals

Ad Hominem

rejects or criticizes someone’s POV based on the personal characteristics, background, and other features irrelevant to the argument at issue.

which logical fallacy is this an example of? : oe roots for Alabama football, clearly he can not be a police chief of Baton Rouge.

Ad hominem

Strawman Argument

mischaracterizing the opponent's position for the sake of deceiving others.

Which logical fallacy is this an example of? : parents telling their child they can not have dessert until they finish their dinner, and the child says “you only love me when I eat”

Strawman Argument

appeal of ignorance

There is no proof of anything except that you dot’t know something. Does not claim to knowledge.

Which Logical fallacy is this an example of? : “We have no evidence that the Illuminati ever existed, which means they must have been so clever that they erased all evidence.”

Appeal to ignorance