MGT 315 Exam 1 (MSU)

Policies, practices, and systems that influence employee attitudes and performance

Human Resource Management

The study of individuals and groups in organizations and how their attitudes and behaviors affect organization performance

Organizational Behavior

What is the range of correlations?

-1 to 1

the closer to 1, the stronger the correlation

The degree to which a measure is free of random error.

Reliability

Give 4 examples of how random error can come into the selection process?

Interviews, tests, surveys, references.

What is the single, strongest correlate of job performance?

Cognitive Ability

What is the correlation between cognitive ability and job performance?

.50 (goes up with the more complicated job)

What is the second biggest predictor of job performance following cognitive ability?

Conscientiousness

Process by which managers ensure that employees' activities are congruent with organizational goals.

Performance Management

Discretionary "extra mile" behaviors that fall outside an employee's job description and promote the effective functioning of the organization

Organizational Citizenship Behavior

What are the 5 requirements for a results oriented performance evaluation goals

SMART (Specific, Measureable, Attainable, Relevant, Timely)

Why do we study HR and Organizational behavior together?

how do we motivate employees to achieve organizational goals

What are some ways that HR departments can move

towards becoming seen as strategic partners in

organizations?

HR speaks the same language as the rest of the company

What are some of the responsibilities of the

different HR departments?

Recruitment and compensation

What are some of the highlights on the 2010-2020 employment projections?

Total employment will rise by 20 million

the median age of labor force is increasing

What are some of the different types of

organizational structures?

Functional (departmentalized)

Geographical (US, Asia, Europe)

Product (tv, automotive)

Consumers (wholesaler, retail)

What is workflow analysis

a way of understanding the inputs and tasks necessary to produce an output of quality and quantity

raw inputs, equipment, HR -> activity -> output

Job analysis

getting the info about the job to match the right people to it

Job description

tasks, duties, responsibilities of job

Job specification

who is about to do it

Job design

process of defining the way work will be performed and tasks that will be in a job

4 major approaches to job design

Mechanistic- specialization and repetition

Motivational- attitudes and meaningfulness

Biological- safety

Perceptual motor- reduced mental strain

5 Job Characteristics Theory

Variety

Identity- making a Harley yourself

Significance- meaningfulness of work

Autonomy- responsibility for your work

Feedback

Ways that organizations can improve job characteristics

Job rotation- variety

Job enlargement- more important tasks

Job enrichment- increase autonomy

Job crafting- altering tasks that make their work more significant

Outcomes of job satisfaction

better performance

more commitment

more og citizenship

5 facets of good selection measure

RVGUL

Reliable

Valid

General

Useful

Legal

Meta-analysis

research study that combines results of other studies related to a particular topic

Uses a lot of data and studies

Different selection methods

interviews

resumes and references

background checks, drug tests

The Big 5 personality model

OCEAN

Openness

Conscientious (self-aware)

Extroversion

Agreeableness- emotional IQ

Neuroticitism- emotional stability

What are some ways to increase the utility of a selection measure?

Behavioral questions are better predictors

Work samples in selection process

case interview

drawbacks- not low/low generalizable

competitive environments attract more males

expensive and time consuming

Spartan financial case "fit"

Pros and cons

What should they do differently?

Inherent gut feelings, very subjective

pros- easy&fast, hiring people that you get along with

cons- subjective, groupthink, no diversity

Instead: HR and business leaders interviewing at once

Person-organization fit

Person-job fit

do you fit in well with the company/employees

do you fit the actual current job

don't always go hand in hand!

3 main components of performance management systems?

SAF

Specification- what you need to do to be successful

Appraisal- did you meet the specifications

Feedback- letting you know if you met the expectations

3 general purposes of performance management systems

strategic- goal/mission

administrative- need to measure in order to manage

developmental- help people live up to their potential

What are the 3 components of job performance

task performance

organizational citizenship behaviors- going above and beyond

counterproductive work behavior- withdrawal

4 characteristics of a good performance management measure

Reliable- consistent, free of random error

Valid- relevant, not much contamination or deficiency

Specific

Strategically congruent- does it reinforce what's important to the company

Comparative approach

comparing people against each other

Attribute approach

graphic rating scale to determine how much of a certain skill or characteristic an employee demonstrates in the work place

Pros- easy but subjective, hard to link to strategy

Behavioral approach

looks at actual behavior an employee must exhibit to be successful BARS (very specific, less subjective than attribute, but can be difficult to obtain and assumes one bestway)

Result approach

specific outcomes

ex: did you meet your sale of $20k this month

good because very specific but bad because focused on only that one aspect

Rater Errors

similar to me- rated better and visa versa

strictness/leinancy bias

halo bias- if someone does one thing well, they must do everything better

horns- if someone does one thing poorly, they will do everything poorly

central tendency- rater gives middle or average ratings to all employees despite performance