Chapter I Transactional Leader And Justice Flashcards
Which old values still have credit in continuity, diversity, predictability & in the first phase of people management cycle. (Recruitment & selection staff)
Clarity, continuity and predictability
Bureaucratic leader = capturing, structuring, controlling internal process. No popular.
Procedural & distributive justice
what are the competencies of the transaction leader ?
Managing distractions, expectation management , job analysis and conduction reliable selection such as STAAR conversations.
What is STAAR conversation ?
What are the 4 conditions to be able to speak of a good critical incident ?
What is the own-eye principle ?
Situation : context
Task : mission / responsabilité
Action : qu’avez vous fait
Résultat : résultat
Réflexion / review : appris ? Que feriez vous différemment
Structured interview technique : reliable prediction procedures, assessment centres, appraisal conversations etc
Through the eye of the employee.
Builds on the critical incident method to arrive at a specific behavioural focused description of competences.
1) specific
2) observable behaviour
3) reflects work context
4) provide insight into the consequences of the behaviour
No interpretation of the behaviour.
Attention whisper message.
Draw conclusion based on behaviour you thought employees had stated.
Why is Diversity the first Challenge ?
1️⃣ Diversity : socio-économique trend. Culture-norms-values-beliefs
Gender : girls higher results but gender stereotypes. Unconscious selection standards prioritise men.
Average gender gap 32% worldwide.
Iceland 85% / Norway 83% / Sweden & Finland 82% filled gender gap.
Debate : quota for women in management positions.
ICT / IA / higher responsibility = men
Healthcare = women
Glass ceiling for women (no hierarchy evolution)
Close it Fourth Industrial Revolution.
Gender, age, culture, ethnicity, religion, nationality, socio-économique status, education.
Why will human skill be needed soon and which competences
Bcs of technological changes. Human skills : Creativity empathy ingenuity.
James Damore at Google case
Unconscious distorted biases.
+ statistics = companies w/ racial & ethnic diversity are 30% getting better results.
Easy to be confortable w/ people like us.
Why is the Emergence Of internal Process model the second challenge ? And what does it refer to ?
Weber & Fayol influence w internal model process.
Pursue stability & continuity.
Improving process for predictability (responsibility, measurements, documentation..)
Routine = stability
Top-down hierarchy + bureaucracy, regulations, structures etc. Measures and procedures.
Leader = technically competent : designing, monitoring.
Focus on efficiency ex macdonalization of society
Efficiency / calculability / predictability / control
Red tape struggle (block action) public orga / large companies
What are the features of bureaucracy according to Weber ?
Division labour / define responsibility / clear view on task
Authority occurs hierarchical
Staff members objectively selected / promoted based on technical skills
Administrative decisions recorded in reports and kept in files
Standard rules and procedures applied to everyone.
How does the transactional leader motivate people ?
You need to walk your talk : consistency and clear communication = employee perform better.
Bill gates : clear expectations / little role ambiguity and conflict for employees.
Reward or punishment system : quota or contingent rewards (proportional employee performance)
Mechanisms of justice : rational reasoning
Ultimatum game (10€)
Economically rational reasoning : 1€ = better than 0
Students : 3-5 not rational but smart. Refuse one for justice.
Is wage important for performance
A lot of money doesn’t make you necessarily happier.
People want meaning. 90% ppl willing to earn less if they have meaning.
Us = 23% income.
Feel treated fairly = impact.
Justice = feel good + visible to anyone.
What are the three kind of justice how to define them ?
Procédural : the way in which a decision is made. Decision-Making process. Recruitment/ disagreements
Consistency- bias-feee- accuracy- correctability- ethics- open to stakeholder input.
Distributive : final decision. Outcome. Rewards, promotions, opportunities, wages compared to others..
Adam’s equity theory : not absolute value but compared w/ others.
Input (h/work, expertise..) VS output (valuation, flexible..)
Interactional : leader’s attitude. Communication, information, explanation.
Interpersonal = how you treat people (politeness, respect..)
Informational = explanation.
How did justice influence the workplace
Leads to hard results.
Distributive / procedural = job satisfaction, commitment & job performance.
Interactional = how employees are satisfied w/ their leader.
Fair process effect = distributive justice unpopular decision can be accepted if procedural justice fair.
What are the main skills of transactional leaders w/ HR practices
Managing distractions,
reliable job analysis and selection methods, clear expectation & STARR conversations = HR
Do we need to work hard to be successful ?
Insufficient recovery = less resilience.
If sacrifice your sleep, spend more h working w/ less productivity.
Internal / external recovery = necessary
Body overworked = waste mental & physical strength to restore balance.
Too much time in performance zone = need more time in recovery zone.
Available / online = prevent from flow (flow / absorption = 500% + productive).
Cognitive break every 90mn
What is the Pareto principle and what does it mean in this context ?
80% of added value lies in 20% of tasks.
What is the TRAF system ?
Toss : Throwing away = better to delete inflo no relevant to you
Refer : transferring = msg can be passed on by ppl
Act : taking actions (collect hot items you have to deal w/. To do list
File : storing = store doc in relevant folders
What is the OABC method (email-voice mail)
Opening : positive way introduce yourself
Agenda : frame the subject of your message
Body : business msg in correct and simple terms
Closing : clear msg what you want, warm tone.
What is job analysis and why is it important for
Organise work. Systematically gathering info about job objectives and how jobs are linked.
Objectif of crucial stakeholders.
Tasks & competencies.
Effectiveness & efficiency, team level.
What is job description / by who is it designed ?
Clearing way rapid business cycle, eco realty and IT changes.
Organisational structure changement / less hierarchy or network related max 3y
It = more automation / robotisation
Markets = more demanding = more dvlp pressured
Job description could be detrimental to team-based work & difficult to take on responsibility.
Work context : contribution team and objective and strategy. Selection.
Draft job description : relevant for a reasonable time. Outdated once finished (joke). Clarity for leader and employee.
Can avoid role ambiguity and conflict.
No describing task but competencies
HR département no leaders
What is job analysis
Critical incident method = gather information. Distill which behaviors / competences for good performance.
Interview critical stakeholders to idd observable behaviors / impact on achieving vision, obj or strat implementation of ur team.
Incidents then = desired competencies. Qualitative research methods = list incidents conceptually linked.
Dvlp of performance evaluation system and trainings.
STARR conv
Database for information job description. EX O-Net Us
What is the work design questionnaire ? Which characteristics best predict job satisfaction ?
Eighteen job characteristics divided into :
1️⃣ task characteristics : autonomy, task variety, meaning, job idd & feedback
2️⃣ knowledge characteristics : complexity, information processing (data or info), troubleshooting (unique ideas or solutions), skill variation & specialization
3️⃣ social characteristics : social support, interdependence, interaction outside the orga, feedback from others
4️⃣ characteristics of the work context : ergonomics, physical requirement, working conditions (safe & clean) , use of tools (variety complexity IT)
Autonomy (plan work / decisions / do it ) social support (seek advice & help)
🚨 perception = subjective
What is job crafting - modeling ? Why is it used to ?
Job description not necessarily top-down on employees.
Physical & cognitive changes employees can make. Allow to regulate and change if they can fit better.
What is the job demands-resources model ?
Jobs characteristics :
Demand = cost energy, workload & conflict
Job resource = aspect to deal with job demand. (Feedback, social support, connection, competence, autonomy etc). Limite negative effect of job demand on health & emotional exhaustion.
Also personal resources = great to counter negative effect. (Optimism, self-confidence)
