Chapter 15: Leadership and Human Resource Management

Question 1

What do the swedish employment protection act mean (LAS)?

Answer 1

The Employment Protection Act (LAS) in Sweden covers:

• Types of Employment: Includes probationary and permanent contracts.
• Termination: Specifies rules for notice periods and grounds for dismissal.

Question 2

What do the swedish Work Environment Act mean (Arbetsmiljölagen)?

Answer 2

The Work Environment Act (Arbetsmiljölagen) in Sweden focuses on:

Accident Prevention: Aims to prevent accidents and health issues at work.

Work Environment: Ensures a safe and healthy working environment.

Question 3

What do the swedish employment (co-determination in the workplace) Act mean?

Answer 3

The Co-Determination Act (Medbestämmandelagen, MBL) in Sweden covers:

Negotiation Rights: Ensures employee representation in workplace decisions.

Right to Information: Guarantees access to relevant information for employees.

Collective Agreements: Facilitates the negotiation and implementation of collective agreements between employers and trade unions.

Question 4

What do the swedish discrimination act mean?

Answer 4

The Discrimination Act (Diskrimineringslagen) in Sweden aims to:

Counter Discrimination: Prevent and address discrimination in various areas, including employment, education, and public services.

Promote Equal Rights: Ensure equal opportunities and treatment for all individuals, regardless of characteristics such as gender, ethnicity, age, disability, or sexual orientation.

Question 5

What is a collective agreement?

Answer 5

A collective agreement is a contract between an employer and a trade union representing employees. It may include provisions on aspects such as:

Salary: Determining wage levels and payment terms.
Working Hours: Setting rules for work schedules and overtime.
Pension Conditions: Outlining retirement benefits and contributions.

It establishes the terms and conditions of employment for covered workers.

Question 6

Name a few requirements that are imposed on the employer when hiring an employee.

Answer 6

Employer obligations include:

Paying Employer Contributions: Covering social security contributions and other mandatory fees.

Withholding Income Tax: Deducting and remitting the employee’s preliminary income tax to the authorities.

Providing Statutory Vacation: Ensuring employees receive their legally entitled vacation time.

Compliance with Work Environment and Safety Laws: Adhering to regulations related to workplace safety and health.

Question 7

What does a permanent position mean? How can such a position be terminated?

Answer 7

A permanent employment contract (tillsvidareanställning) provides strong job protection for the employee. It can only be terminated through a formal dismissal or termination, which must be substantiated by valid reasons or through a disciplinary dismissal.

Question 8

What does time-limited position mean? Give examples of different kinds of time-limited positions.

Answer 8

A time limited contract may include probationary periods, which can last up to 6 months. If the probationary employee is not to be retained, they must be informed before the end of the probation period.

Other examples of fixed-term contracts include temporary positions, internships, summer jobs, and seasonal work, each governed by specific legislation.

Question 9

Describe some rights and obligations that follow with an employment:
- for the employee
- for the employer

Answer 9

Employer Rights and Responsibilities:

Rights: To direct and allocate work, and to receive information in accordance with the MBL (Co-Determination Act).

Responsibilities: Must not discriminate employees based on attributes such as gender. The employer owns all work-related output, including products and innovations.

Employee Rights and Responsibilities:

Rights: To receive salary, five weeks of vacation, sick leave, and leave of absence.

Responsibilities: Must not compete with the employer.

Question 10

Describe the employer´s responsibility for the physical as well as the psychosocial work environment according to the law.

Answer 10

Employers are legally responsible for their employees’ work environment and are required to conduct systematic work environment management as an integral part of daily operations.
This includes:

Physical: Addressing issues like noise, ergonomics, and vibrations.

Psychological: Ensuring well-being and providing opportunities for recovery.

Question 11

What does a safety officer do in a company?

Answer 11

A safety officer is present in workplaces with at least 5 employees. Their role is to inspect the work environment, report any deficiencies, and they also have the right to enforce a work stoppage if necessary.

Question 12

Describe some possible reasons why absence due to sickness has increased in Sweden since the 1990s.

Answer 12

rising efficiency demands, inadequate work organization, lack of administrative support, unclear job structures, stress, and rapid changes due to new IT systems.

Question 13

Describe what the Swedish discrimination Act stipulates when it comes to:
1. equal treatment at work
2. a diversity-oriented workplace
3. gender equality at work
4. gender equality from a quantitative and qualitative perspective

Answer 13

1. Equal treatment at work: Prohibits discrimination based on gender, ethnicity, religion, disability, sexual orientation, or age, ensuring fair treatment for all employees.
2. Diversity-oriented workplace: Encourages creating a work environment that values and promotes diversity among employees.
3. Gender equality at work: Mandates equal opportunities and treatment for all genders in the workplace, including equal pay and career advancement.
4. Gender equality from a quantitative and qualitative perspective:

Quantitative: Aims for balanced gender representation in various roles and levels within the organization.

Qualitative: Focuses on addressing and improving working conditions and norms that affect different genders, ensuring equal opportunities and support.

Question 14

What is severance payment?

Answer 14

Severance pay is a financial compensation given to an employee upon termination. The company and the employee often negotiate the terms of this compensation.

Question 15

What is strategic talent management?

Answer 15

Strategic talent management ensures that a company has the necessary skills by recruiting the right new personnel and by upskilling current employees

Question 16

What was the result from the Hawthorne studies at Western Electric´s production plant?

Answer 16

The Hawthorne studies revealed that employees worked better and more efficiently when they felt cared about, despite the study initially focusing on the effects of different lighting levels.

Question 17

What is alienation?

Answer 17

Alienation refers to a feeling of estrangement and meaninglessness related to work

Question 18

Describe Maslow´s hierarchy of needs. Give two examples of each level of the hierarchy.

Answer 18

Maslow’s hierarchy of needs is a model that suggests human actions are driven by the fulfillment of certain needs, arranged from the most basic to the highest level:

1. Physiological Needs – Basic necessities like food, water, and sleep.
2. Safety Needs – Protection from harm, security, and a safe environment.
3. Social Needs – Belonging to a group, receiving validation, and experiencing love.
4. Esteem Needs – Self-respect and respect from others, including status and recognition.
5. Self-Actualization – Personal growth and realizing one’s full potential.

Question 19

Describe Herzberg´s two-factor theory. Give 3 examples of each factor.

Answer 19

Herzberg’s Two-Factor Theory builds on Maslow’s hierarchy by distinguishing between factors that contribute to job satisfaction and those that prevent dissatisfaction:

Hygiene Factors: These are necessary to prevent dissatisfaction but do not necessarily motivate employees. They include salary, working conditions, and company policies.

Motivation Factors: These drive job satisfaction and motivation. They involve aspects like interesting work, professional recognition, and opportunities for personal growth.

Question 20

Describe and exemplify the demand-control model.

Answer 20

The Demand-Control Model illustrates how an individual’s ability to handle job demands relates to their level of control. It highlights that:

High Demands with High Control: Individuals can manage high demands effectively if they have the autonomy to plan and execute their work.

High Demands with Low Control: High demands combined with limited control can lead to stress and burnout.

The model emphasizes the importance of balancing job demands with the individual’s ability to control their work environment to maintain well-being and performance.

Question 21

Explain: job extension.

Answer 21

• expanding an employee’s tasks to include a variety of duties within the same job area.

-leading to greater job satisfaction and a better understanding of the overall role

Question 22

Explain: job enrichment

Answer 22

involves deepening the tasks an employee performs, giving them greater responsibility for planning and executing their work. This approach enhances job satisfaction by increasing autonomy and reducing the need for close supervision.

Question 23

Explain: job rotation

Answer 23

involves switching between different tasks over time, reducing monotony but potentially causing boredom if not managed well.

Question 24

explain: team organization

Answer 24

tasks are designs to be performed in teams, enhancing social connections and collaboration.

Question 25

explain: self-governing groups and groups managed by objectives

Answer 25

expand responsibility by allowing teams to plan and manage their work based on operational goals, increasing engagement, responsibility, and mutual support.

Question 26

What is the difference between formal and informal working groups?

Answer 26

A formal work group is created by the organization to fulfill a specific function or achieve a particular goal, while an informal group forms spontaneously among individuals who voluntarily come together.

Question 27

What is group thinking and what are the risks with group thinking?

Answer 27

Groupthink occurs when a group of employees or developers is so cohesive and convinced that their idea is excellent that they fail to notice warning signs or objections from outsiders.

Question 28

Describe and exemplify the FIRO-model.

Answer 28

The FIRO model (Fundamental Interpersonal Relations Orientation) is a group dynamics model where an individual first seeks to belong to the group, then searches for their role within the group, and finally achieves a sense of cohesion with the group.

Question 29

Explain the difference between a formal and an informal leader.

Answer 29

A formal leader is someone with an official leadership role, such as a manager, who has authority and mandates from both superiors and subordinates. An informal leader, on the other hand, is a group member who influences the group’s dynamics and others’ thinking, often without any official title or authority.

Question 30

Describe the following one-dimensional leadership styles:
- authoritarian leadership style
- democratic leadership style
- laissez-faire leadership style

Answer 30

Authoritarian Style: The leader makes decisions unilaterally and gives direct orders for execution.

Democratic Style: The leader involves employees in planning and discussions, encouraging participation and input in decision-making.

Laissez-faire Style: The leader takes a passive role, exerting minimal control and allowing employees significant freedom in their work.

Question 31

Describe the following multidimensional leadership styles:
- managerial grid
- situational leadership model

Answer 31

Managerial Grid: Identifies two independent variables: the leader’s concern for people and their concern for production. This is visualized in a coordinate system to determine leadership style based on these two axes.

Situational Leadership Model: Allows leaders to adapt their behavior according to the current situation, adjusting their style based on the needs of their team and the task at hand.

Question 32

Describe the HR department´s role in a company´s operations.

Answer 32

• specializes in employment-related issues such as legal matters, salaries, and recruitment.
• contacted when problems cannot be resolved within the individual departments of the company.