Strategic Organizational Behavior and Human Capital

Organizational Behavior

Study of how individuals behave in organizations.

Human Relations Movement

Focus on human factors in workplace productivity.

Hawthorne Studies

Research showing management care boosts productivity.

Theory X

Autocratic management style; assumes workers dislike work.

Theory Y

Assumes work is natural; promotes self-direction.

Human Capital

Skills and knowledge individuals bring to an organization.

Social Capital

Value derived from relationships and networks.

Competitive Advantage

Unique resources that provide superior market position.

Value in Human Capital

Contributes to lowering costs and unique offerings.

Rareness in Human Capital

Unique skills that are not widely available.

Imitation of Human Capital

Difficult to replicate individual skills and talents.

Substitutability of Human Capital

Hard to replace unique human contributions.

Individual Human Capital

Personal attributes like skills and motivation.

Shared Visions

Common goals that unite team members.

Trust in Social Capital

Foundation for effective collaboration and engagement.

Team Effectiveness

Ability of a group to achieve goals collaboratively.

Functional Conflict

Disagreements that enhance group performance.

Dysfunctional Conflict

Disagreements that hinder group performance.

Organizational Citizenship

Voluntary behaviors that contribute to organizational effectiveness.

SWOT Analysis

Framework for assessing strengths, weaknesses, opportunities, threats.

Strategy Formulation

Process of defining vision, mission, and goals.

Strategic Plan

Long-term plan outlining organizational strategies and objectives.

Internal Analysis

Assessment of organizational strengths and weaknesses.

External Analysis

Evaluation of opportunities and threats in the environment.

Annual Operating Plan

Outlines short-term strategies for one year.

Human Resource Plan

Details HR capabilities for short and long-term goals.

Galbraith's Star Model

Framework focusing on five organizational elements.

Corporate Social Responsibility

Integrating ethical practices into strategic planning.

Economic Responsibility

Profit-making aligned with international business expectations.

Ethics

Behavioral standards guiding right and wrong actions.

Ethical Dilemmas

Situations requiring a choice between conflicting ethical principles.

Ill Conceived Goals

Poorly defined objectives leading to unethical behavior.

Motivated Blindness

Ignoring unethical actions due to personal interests.

Indirect Blindness

Overlooking unethical behavior by third parties.

Slippery Slopes

Gradual acceptance of unethical behavior over time.

Overvaluing Outcomes

Justifying unethical actions based on positive results.

Ethical Climate

Organizational environment influencing ethical behavior.

Total Rewards

Comprehensive benefits affecting employee work experience.

Intrinsic Motivation

Motivation driven by internal job-related factors.

Extrinsic Motivation

Motivation influenced by external rewards.

Fundamental Equation of Performance

P = A x M x O; Performance formula.

Maslow's Hierarchy of Needs

Theory categorizing human needs from basic to advanced.

Alderfer's ERG Theory

Three needs: Existence, Relatedness, Growth; non-hierarchical.

McClelland's Need Theory

Motivation based on achievement, affiliation, and power needs.

Job Enlargement

Increasing responsibility horizontally within a job.

Job Enrichment

Enhancing job quality through diverse tasks.

Job Rotation

Exposure to various job roles for motivation.

Job Crafting

Employees customize their job roles for satisfaction.

Job Simplification

Making complex jobs easier to enhance motivation.

Job Characteristics Model

Links job traits to psychological states and outcomes.

Equity Theory

Perception of fairness in compensation affects motivation.

Compensation

Monetary rewards reinforcing performance and retention.

Benchmarking

Comparing compensation practices against industry standards.

Pay Levels

Different grades affecting employee compensation structure.

Banding

System allowing growth within pay grades.

Merit Pay

Links performance ratings to annual pay increases.

Merit Increase Grid

Combines performance rating with pay range position.

Incentive Pay

Variable compensation based on employee performance.

Commission

Payment linked to performance targets or sales.

Bonus Structure

Rewards based on organizational performance metrics.

Deferred Compensation

Retirement savings from annual pay portions.

Employee Stock Ownership Plans

Tax-advantaged stock grants to employees.

Stock Options

Right to purchase stock at a set price.

Vesting Period

Time before stock options can be exercised.

Profit Sharing

Payments based on organizational performance metrics.

Skill-based Pay

Increases pay for achieving specific skills.

Exempt Employees

Not entitled to overtime pay under FLSA.

Non-Exempt Employees

Entitled to overtime pay under FLSA.

Piecework Rates

Set pay per unit produced regardless of quantity.

Differential Piecework Rates

Higher pay per piece above target production.

Standard Hour Plan

Full pay for work completed ahead of schedule.

Gainsharing

Productivity gains shared among employees.

Restricted Shares

Actual shares granted after vesting period.

Balanced Score Card

Combines various compensation types for performance.

Organizational Success Elements

Focus on individual, team, and organization performance.

Equal Employment Opportunity

Everyone should have equal access to employment.

Equal Employment Opportunity Commission

Investigates claims of employment discrimination.

Protected Class

Groups protected by anti-discrimination laws.

Bona Fide Occupational Qualification

Legitimate job requirement necessary for position.

Affirmative Action

Policies to promote equal opportunity for minorities.

Executive Order 11246

Mandates affirmative action for government contractors.

Equal Pay Act of 1963

Prohibits gender-based wage discrimination.

Title VII of the Civil Rights Act

Prohibits discrimination based on race, color, religion.

Age Discrimination in Employment Act

Protects individuals 40 years or older from discrimination.

Americans with Disabilities Act

Prohibits disability discrimination; requires reasonable accommodation.

Pregnancy Discrimination Act

Prohibits discrimination based on pregnancy status.

Worker Adjustment and Retraining Notification Act

Requires advance notice for mass layoffs.

Disparate Treatment

Intentional discrimination against an individual.

Disparate Impact

Adverse effect of policies on protected groups.

4/5ths Rule

Employment offers must be within 80% of majority.

Negligent Hiring

Hiring without proper background checks or diligence.

Negligent Retention

Keeping an employee despite known dangerous behavior.

Sexual Harassment

Unwelcome sexual advances affecting employment conditions.

Quid pro Quo

Sexual favors exchanged for job benefits.

Hostile Work Environment

Unwelcome conduct creating an offensive workplace.

Occupational Safety and Health Act

Regulates workplace safety standards.

Occupational Safety and Health Administration

Enforces safety standards through inspections.

National Institute for Occupational Safety and Health

Establishes safety standards and guidelines.

Fraudulent Recruitment

Misrepresentation of job roles to candidates.

Termination at Will

Employment can be ended without cause.