Changing Organizations

Question 1

What are the 3 perspectives on HRM (Martin-Alcazar, 2008)

Answer 1

Configurational HRM ➔ A combination of HRM practices
Contingent HRM ➔ Looks at which moderators influence relationships
Contextual HRM ➔ Seeing context as more than just a moderator

Question 2

Which types of isomorphism are there?

Answer 2

Isomorphism ➔ organizations seeking approval in order to gain legitimacy

Coercive isomorphism ➔ imposed by a more powerful authority (e.g. government)
Normative isomorphism ➔ adopting ‘appropriate patterns’ to seem professional
Mimetic isomorphism ➔ copying patterns in order to decrease risk and uncertainty

Question 3

What are the external factors that influence HRM according to Boselie’s six component model (2014)?

Answer 3

The external general market context: looks at the macro economic situation such as the labour market
The external population: looks at an organization’s competitors, suppliers and customers

The external general institutional context: looks at governmental laws and regulations
The external population institutional context: looks at the influence collective bargaining and trade unions have on organizations

Question 4

What does the core process of Boselie’s six component model (2014) look like?

Answer 4

Configuration ➔ intended HR ➔ actual HR ➔ employee perception ➔ HR outcomes ➔ critical HR goals ➔ ultimate business goals

Configuration: looks at history, culture, technology etc.
Critical HR goals: cost effective, flexibility, legitimacy etc.
Ultimate business goals: build a competitive advantage

Question 5

What does the contextually based HR theory (Paauwe, 2004) consider?

Answer 5

Considers the product/market/tech (PMT) and the social/legal/cultural (SLC) environment

Heritage ➔ room to maneuver ➔ HR strategies ➔ HR outcomes ➔ performance

The room to maneuver looks at where there is room to make changes and decisions based on the most influential stakeholders (dominant coalition)

Question 6

What are the two differences between Boselie (2014) and Paauwe (2004)?

Answer 6

1: Boselie makes a distinction between the market and institutional environment
2: Paauwe includes the importance of strategic choice

Question 7

Explain Lepak & Snell’s (1999) employment modes model

Answer 7

Strategic value: the potential to improve the org’s efficiency and effectiveness
Uniqueness: the degree of rare, specialized and firm specific fit

➔ Partnership: collaborative based and externally employed
➔ Contract work: compliance based and externally employed
➔ Job-based: productivity based and internally employed
➔ Knowledge based: Commitment based and internally employed

Question 8

What is the Resource Based View?

Answer 8

It sees internal resources as key to creating a sustainable advantage with resources (tangible and intangible) that are:

➔ Valuable
➔ Rare
➔ Inimitable
➔ Not substitutable

Question 9

What are the three stakeholder markets?

Answer 9

➔ Capital market: shareholders and suppliers of capital (banks)
➔ Product market: customers, suppliers, unions and local communities
➔ Organization: the employees and managers

Question 10

What are the three types of firm performance outcomes according to Dyers & Reeves (1995)?

Answer 10

➔ Financial outcomes: ROI and share price
➔ Organizational outcomes: labour productivity, innovation
➔ HR outcomes: turnover and well-being

Question 11

What do high performance work systems (HPWS) consist of?

Answer 11

➜ Staffing 
1. Extensiveness of staffing
➜ Compensation
2. Group-based performance pay
3. Pay level
➜ Flexible job assignment
4. Job rotation
➜ Teamwork
5. Self-directed teams
➜ Training 
6. Formal training
➜ Communication 
7. Involvement in company decisions