Chapter 11

Question 1

high-performance work systems

Answer 1

• right combination of people, technology, and organizational structure to make full use of resources and opportunities

Question 2

elements of a high-performance work system

Answer 2

• organizational structure
• task design
• people (selection, training, development)
• reward systems
• information systems

Question 3

organizational strucutre

Answer 3

• the way the org. groups people into useful divisions/departments
• top management makes the most decisions about structure

Question 4

task design

Answer 4

determines how the details of the orgs activities will be grouped

Question 5

right people

Answer 5

• key element of high-performance work systems
• well suited to and well prepared for their jobs

Question 6

information systems

Answer 6

• managers make decisions about the types of information to gather and the sources of info
• they also decide who has access
• internet

Question 7

employee experience

Answer 7

the set of perceptions that employees have about their experiences at work in response to their interactions with the organization

Question 8

employee empowerment

Answer 8

turning over responsibility and authority to employees to make decisions regarding all aspects of development/service

Question 9

teamwork

Answer 9

work given to groups of employees with various skills who interact to assemble a product

Question 10

virtual teams

Answer 10

teams that rely on communications technology to keep in touch and coordinate activities

Question 11

learning organization

Answer 11

org where the culture values and supports lifelong learning by enabling all employees to continually share and acquire knowledge

Question 12

continuous learning

Answer 12

the ongoing effort of gathering and using knowledge

Question 13

components of a learning organization

Answer 13

• knowledge is shared
• systemic thinking is widespread
• the organization has a learning culture ( managers encourage flexibility and experimentation)
• employees are valued

Question 14

job satisfaction

Answer 14

• related to a person’s values; everyone’s are different
• is based on perception

Question 15

employees are engaged when they

Answer 15

• speak positively about the org
• have an intense desire to be a member of the org.
• exert extra effort and are dedicated to doing the very best job

Question 16

brand alignment

Answer 16

process of ensuring that HR policies, practices, and programs support/are congruent with an orgs. culture and reputation

Question 17

ethics

Answer 17

• ethical behavior results from values held by the organization’s leaders and systems

Question 18

job descriptive index (JDI)

Answer 18

• measures job satisfaction
• emphasizes specific aspects of satisfaction - pay, work, supervision, co-workers, promotions

Question 19

exit interview

Answer 19

meeting of the departing employee with a supervisor to discuss reason for leaving

Question 20

stay interview

Answer 20

meeting with an employee to explore their thoughts/feelings bout the job and to uncover any issues

Question 21

how to make the performance management system support organizational goals:

Answer 21

• define and measure performance in precise terms
• link performance measures to meeting customer needs
• measure and adjust for the effect of situational constraints

Question 22

employee turnover

Answer 22

involuntary turnover: often with employees who prefer to stay, terminating

voluntary turnover: often when the org wants to keep the employee, employee leaving to go back to school, travel etc

Question 23

job withdrawal

Answer 23

• circumstances cause the employee to become dissatisfied with the job
• includes behaviour change, physical job withdrawal, psychological withdrawal

Question 24

if the organization does not have a specific employment contract, the employer or employee may end the employment relationship with an:

Answer 24

employment-at-will doctrine

Question 25

outcome fairness

Answer 25

• consistent outcomes
• knowledge of outcomes
• outcomes in proportion to behaviours

Question 26

procedural justice

Answer 26

-consistent procedures
- avoidance of bias
- accurate info
- way. to correct mistakes
- representation of all interests
- ethical standards

Question 27

interactional justice

Answer 27

• explanation of decision
• respectful treatment
• consideration
• empathy

Question 28

progressive discipline

Answer 28

• begins with a verbal warning
• ends with termination

Question 29

disciplinary problems include:

Answer 29

• excessive absenteeism
• unsafe work practices
• poor quantity/quality of work
• harassment of co-workers/customers
• theft or misuse of company property

Question 30

HRM audit

Answer 30

• formal review of the outcomes of HRM functions based on identifying key HRM functions and the measures and metrics associated with organizational performance

Question 31

using equipment and information processing to perform activities that had been performed by people and facilitating electronic communication between people

Answer 31

automation and collaboration

Question 32

transaction processing

Answer 32

• computations and calculations used to review and document HRM decisions and practices
• documenting relocation, training expenses, and enrolments in courses/benefit plans

Question 33

decision support systems

Answer 33

• helps solve problems including “what if” features to determine how outcomes change when assumptions or data changes

Question 34

expert systems

Answer 34

• computer systems that incorporate the decision rules used by people who are considered to have expertise in a certain area

Question 35

cloud computing

Answer 35

involves using a network of remote servers hosted on the Internet to store/manage/process data

Question 36

HR professionals need 4 basic competencies

Answer 36

1. business competence
2. professional-technological knowledge
3. management of change processes
4. integration competence