7 Human Resources Flashcards
Culture - characteristic
Learned: not inherited or biological
Shared: within groups / society
Trans-generational: commutative and passed down
Symbolic: use one thing to represent another
Patterned: structure, action-reaction
Adaptive: humans change
each culture have own values (US freedom, independence, individualism)
Business arrangement in South Africa
- Arrange meeting before discussing over the phone
- Make appointments as far in advance as possible
- maintain eve contract, shake hands, provide business card
- maintain win-win situation
- keep presentations short
Hofstede said
culture is more often a source of conflict that of synergy
Hofstede
- Power of distance
- Individualism vs. collectivism
- Masculinity vs. femininity
- Uncertainty avoidance
- Long term orientation
power of distance
how the less powerful member of institutions and organization within a country expect & accept that power is distributed unequally
(hierarchy, salary range, status symbols)
Individualism vs Collectivism
individualist societies: everyone looks out for himself
Collectivist societies: pople integrated into strong, cohesive groups
Masculinity vs. femininity
Masculine societies: social gender roles are distinct (men focus on material success; women on quality of life)
Feminine societies: social gender roles overlap (both quality of life)
Uncertainty avoidance
how member of a culture feel threatened by uncertain or unknown situation
necessity of rules, time orientation, precision
Long term orientation
short term orientation: small saving, expect quick results,
long term orientation: being sparing with resources, large savings, patience toward slow results
drawback of Hofstede Model
- averages of a country don’t relate to individuals
- there are always exceptions
- data has been collected through questionnaires which have limitation
- limited because they asked only IBM
- data update: how mucho does culture change over time
why is diversity management important
interaction between people are key
costumers base is more diverse
understanding between people ease process
globalization of business: doing business with people from around the world
changing labour market
type of diversity
age gender cultural sexual orientation education work background physical and psychological disabilities political view
Challenge of diversity
synergy challenge:
more and more group based work
diversity can create positiva and negative conflict
-can facilitate creative problem solving
-can close down communication
-can derail group processes
Group leaders must minimize destructive conflict & maximize diversity of input
strategies for managing diversity
- articulate & clear diversity mission, set objectives and hold managers accountable
- spread a wide net in recruited to find the most diverse possible pool of qualified candidates
- identify promising women and minorities and provide them with mentors and other kinds of support
- set up diversity councils to monitors the company’s goal and progress toward them
- programs for managing diversity, training for managers or / and all employees
Human Resource Management - key process in organizations
HR planning, recruitment, selection, retaining, organizational and work design, training and development, performance review, labor relations
external influence of HRM
dynamic environment
management through
labour unions
law and regulation
importance of HRM (advantage)
can establish an organization’s sustainable competitive advantage
require fundamental change in how managers thing about employees
structure of HR department
Employment: promotes staffing activities, recruits new employees, but does not make hiring decision
Training & development: helps workers adapt to change
Compensation / benefits: pays employees & administers their benefits package
Employees relations: ensures open communication within the company
Legislation of HRM
governments influences HRM through law and regulations
law and regulation are not the same in the world
Legislation of HRM - 4 primary areas
Human right legislation: protect form discrimination
employment standard: basic or minimum, conditions
Health and safety
labour relation: relationships between union and employer
employee planning
process by which management ensures it has the right number and kind of people in the right places at the right time
