0.2 questions of the 2010 exam

Question 1

Strategic Relevance of HRM

What are some examples of strategic considerations related to HRM practices?

(6)

Answer 1

1. Job analysis and design
   should tie to the organization’s strategy
2. Recruitment and selection
   based on the strategy being pursued
3. Training and development
   to acquire strategy-related skills
4. Performance management
   to ensure employee activities align with objectives
5. Pay, incentives and benefits
   to attract/retain talent for competitive advantage
6. Labor relations approach
   can affect potential for gaining competitive advantage

Question 2

Goal-Oriented Leadership

Why is goal-oriented leadership useful for motivation, satisfaction and performance? (2)

Answer 2

Goals help link motivation, satisfaction & performance to achieve company goals.

• Goals provide clear expectations, allow participation in goal-setting, and ..
• enable objective feedback - reducing arbitrariness and increasing productivity.

Question 3

Performance-Related Pay

Advantages and disadvantages of individual/group/company performance as basis for pay? (3)

Answer 3

Individual:

• Easy to define goals but
• hard to assess interdependent work. Can cause inequalities.

Group:

• Suitable for interdependent tasks but
• non-performers get rewarded.

Company:

• Aligns all employees but
• limited individual influence on overall performance.

Question 4

Football Coaches as Leaders

Is modeling leadership after football coaches justified? (4)

Answer 4

Yes,

• football coaches face diversity,
• must direct heterogeneous teams,
• enable creativity/innovation,
• ensure smooth cooperation,

.. use versatile leadership styles situationally - similar to effective organizational leadership.

Question 5

Managing Diversity

As a manager, how would you handle demographic and psychological diversity effectively?

(~6)

Answer 5

1. Adapt individual attitudes
   to align with company policy
2. Select and train
   for intercultural management
3. Promote self-regulating,
   virtual teams
4. Ensure shared goals,
   group rules,
   participatory leadership
5. Use expert teams,
   constructive conflict,
   moderation
6. Involve HRM in strategy
   formulation for people issues