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C202 Managing Human Capital > Chapter 2 The Role of Human Resource Management in Business > Flashcards

Chapter 2 The Role of Human Resource Management in Business Flashcards

1
Q

Organizational culture

A

the norms, values, and assumptions of organizational members

reinforced by things such as logos, ceremonies, dress codes, and even office decorations and furniture placement

“the way we see and do things around here”

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2
Q

What can be reinforced or undermined by its fit with the organization’s business strategy?

a. values
b. approach
c. culture
d. strategy

A

culture

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3
Q

high-performance work systems (HPWS)

A

enable high performance through employees

also called high-involvement or high-commitment

Structure so that individuals at the lowest level in the organization not only perform work but also are responsible for improving work methods and procedures, solving problems on the job, and coordinating their work with that of others

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4
Q

Ethics

A

the standards of moral behavior that define socially accepted behaviors that are right as opposed to wrong

honesty, tolerance, and responsibility

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5
Q

utilitarian standard

A

the ethical action best balances good over harm by doing the most good or doing the least harm (cutting pay rather than laying people off)

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6
Q

right standard

A

the ethical action is the one that best respects and protects the moral rights of everyone affected by the action

the right to privacy, to be told the truth, or to be safe

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7
Q

the fairness standard

A

the ethical action treats all people equally, or at least fairly, based on some defensible standard

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8
Q

common good standard

A

the ethical action shows respect and compassion for everyone, especially the most vulnerable

not employing child labor

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9
Q

virtue standard

A

the ethical action is consistent with certain ideal virtues including civility, compassion, and benevolence

quickly recalling a product that you know is defective

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10
Q

What ethical action is associated with balancing the most good and the least harm

a. rights standard
b. common good standard
c. fairness standard
d. utilitarian standard

A

utilitarian standard

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11
Q

Which ethical action is the one that best respects and projects the moral rights of everyone affected by the actions?

a. fairness standard
b. rights standard
c. utilitarian standard
d. common good standard

A

the rights standard

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12
Q

Which ethical action treats all people equally - or at least fairly - based on some defensible standard?

A

fairness standard

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13
Q

What are the five types of ethical standards

A

utilitarian, rights, fairness, common good, and virtue

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14
Q

What are the three types of systematic errors organizations can make?

A

omission errors, remission errors, and commission errors

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15
Q

omission errors

A

a lack of written rules

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16
Q

remission errors

A

pressure to make unethical choices

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17
Q

commission errors

A

a failure to follow sound, established operational and ethical practices

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18
Q

common ethical issues

A

privacy issues, staffing (nepotism), layoffs and downsizing, rewards, safety, performance appraisal, labor practices

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19
Q

codes of conduct

A

specify expected and prohibited actions in the workplace and gives example of appropriate behavior

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20
Q

code of ethics

A

a decision-making guide that describes the highest values to which an organization aspires

specifies the company’s ethical rules regarding what employees should and should not do

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21
Q

Six basic elements to a complete ethics and compliance program

A
  1. written standards for ethical conduct
  2. ethics training
  3. providing a way for seeking ethics-related advice or information
  4. providing a mechanism for anonymously reporting misconduct
  5. disciplining employees who violate the law or the standards of the organization
  6. evaluating ethical behavior as part of an employee’s regular performance appraisals
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22
Q

corporate social responsibility

A

when businesses show concern for the common good and value human dignity

community involvement, charity, how you treat your employees

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23
Q

stakeholder perspective

A

considers the interest and opinions of all people, groups, organizations, or systems that affect or could be affected the organization’s actions supports social responsibility

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24
Q

Common changes managed by HRM

A
  1. New production process
  2. Opening a new location
  3. Rolling out a new benefits program
  4. Implementing a new human resources information system (HRIS) or upgrading the current HRIS system
  5. Expanding international operations
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25
Q

What should employees change in order to support an organizational change effort?

A

behaviors and goals

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26
Q

Which of the following is a first step of a change initiative?

A

Identify key goals

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27
Q

One of the most important factors in successfully creating organizational change is the creation of a culture of _____?

A

trust

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28
Q

Five dimensions that tend to distinguish cultures across countries

A
  1. power distance
  2. individualism
  3. masculinity
  4. uncertainty avoidance
  5. long-term orientation
29
Q

power distance

A

the amount of inequality that exists and that is accepted among people with and without power

high power distance is associated with more hierarchical companies that have large gaps in authority and compensation

low power distance is reflected in flatter organizations in which employees and supervisors are considered and treated more equally

30
Q

individualism

A

the strength of the ties people have with others in their community

higher individualism is reflected in greater valuation of people’s time and need for freedom with an emphasis on individual and extrinsic rewards

lower individualism is reflected in placing a high value on harmony rather than honesty with an emphasis on intrinsic and collective rewards

31
Q

masculinity

A

how much a society values and exhibits traditional male and female roles
highly masculine culture men are expected to be assertive and be the sole provider for the family

higher masculinity is reflected in a distinction between men’s and woman’s work

lower masculinity is reflected in equal employment opportunity often supported with legislation

32
Q

uncertainty avoidance

A

the degree of anxiety felt in uncertain or unfamiliar situations

higher uncertainty avoidance is associated with a need for structure and very formal and rule-driven business conduct

lower uncertainty avoidance is associated with an informal business culture, greater acceptance of risk, and more concern with long-term performance than with daily events

33
Q

long-term orientation

A

a focus on long-term planning, delivering on social obligations, and avoiding losing face

longer-term orientation is reflected in a strong work ethic and placing high value on education and training

shorter-term orientation is characterized by higher individualism, creativity and equality

34
Q

What sometimes attracts companies to acquire other companies?

a. diversity
b. culture and diversity
c. culture
d. talent and skills

A

d. talent and skills

35
Q

HRM metrics

A

measurements which can identify where the HRM system can be improved and help the HRM best meet the needs of the organization and its stakeholders

36
Q

absence rate

A

number of employee absences/(average number of employees during the period x the number of workdays)

37
Q

cost per hire

A

recruitment costs/(cost of compensation + benefits)

38
Q

customer service ratings

A

average customer ratings of employee customer services performance

39
Q

engagement

A

level of employee satisfaction or engagement with the company

40
Q

health care cost per employee

A

total cost of employee health care/number of covered employees

41
Q

innovation

A

percent of sales coming from products introduced in the last five years

42
Q

job offer acceptance rate

A

number of job offers accepted/number of job offers extended

43
Q

percent of performance goals met or exceeded

A

number of individual or group performance goals met or exceeded/total number of performance goals

44
Q

profit per employee

A

profit/total number of employees

45
Q

Return on investment ROI

A

[{value of a program or intervention’s benefits - total cost)/total cost] x 100

46
Q

revenue per employee

A

revenue/total number of employees

47
Q

tenure

A

average years of service at the organization

48
Q

time to fill

A

days to fill a position

49
Q

turnover rate

A

number of employees leaving/average number of employees during the same period

50
Q

workers’ compensation cost per employee

A

total annual worker’s compensation cost/average number of employees

51
Q

What should companies review before making decisions tied to business goals?

a. vacancy
b. revenue
c. rates
d. metrics

A

d. metrics

52
Q

What are the four broad types of organizational culture?

a. administrative, bureaucratic, consensual, directional
b. entrepreneurial, bureaucratic, consensual, directorial
c. entrepreneurial, bureaucratic, consensual, competitive
d. administrative, bureaucratic, consensual, competitive

A

c. entrepreneurial, bureaucratic, consensual, competitive

53
Q

entrepreneurial organizational culture

A

emphasizes creativity, innovation, and risk taking

54
Q

bureaucratic organizational culture

A

emphasizes formal structures and the correct implementation of organizational procedures, norms, and rules; associated with consistency and high ethical standards

55
Q

consensual organizational culture

A

loyalty and tradition, and encourages employees to stays with the organization for a long time; promotion is generally from within

56
Q

competitive organizational culture

A

competitive advantage and market superiority; produce a large amount of stress

57
Q

people - oriented culture

A

investing in your employees, good pay, training them well, customer oriented employees

58
Q

Rolling out a new benefits program is one of the most common_______managed by HRM

a. concepts
b. strategies
c. changes
d. theories

A

c. changes

59
Q

Which ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc?

a. fairness standard
b. virtue standard
c. utilitarian standard
d. rights standard

A

b. virtue standard

60
Q

Which ethical action shows respect and compassion for all others, especially the most vulnerable?

a. common good standard
b. utilitarian standard
c. rights standard
d. fairness standard

A

a. common good standard

61
Q

The standards of moral behavior that define socially acceptable behaviors as right or wrong are known as ______

a. ethics
b. policy
c. strategies
d. laws

A

a. ethics

62
Q

A(n) ________culture that stifles innovation and risk taking is thought to have contributed to Noikia’s declining market share

a. performance
b. bureaucratic
c. competitive
d. entrepreneurial

A

b. bureaucratic

63
Q

Starbucks is a good example of a(n)_______ culture.

a. entrepreneurial-oriented
b. people-oriented
c. competitive- oriented
d. consensually-oriented

A

b. people-oriented

64
Q

Restaurants that schedule their highest performing servers during the busiest shifts are focused on ________ culture

a. competitive
b. consensual
c. entrepreneurial
d. performance

A

d. performance

65
Q

Sports teams like the New York Yankees and Pittsburg Steelers consistently excel because of their strong _______ culture

a. entrepreneurial
b. competitive
c. performance
d. consensual

A

c. performance

66
Q

performance culture

A

focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results

67
Q

_______ is the glue that keeps employees committed to the organization and focused on making the efforts to change successful

a. ethics
b. trust
c. performance
d. diversity

A

b. trust

68
Q

Effective _______ planning is essential to the success of a merger or acquisition.

a. succession
b. performance
c. diversity
d. talent

A

d. talent

C202 Managing Human Capital (6 decks)

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