Exam 1

Question 1

HR

Answer 1

Policies, practices, and systems that influence employees behavior attitudes and performance

Question 2

Organizational behavior

Answer 2

Understanding explaining and improving the attitudes and behaviors of individuals and groups in organizations

Question 3

What study HR/OB together

Answer 3

Both are about maximizing balue of human capital. OB studies micro level processes that explain why hr works. Hr is the operationalization of ob

Question 4

Implement HR and OB to

Answer 4

Motivate, increase productivity, reduce turnover, align human capital with strategy

Question 5

Resposibilites of HR

Answer 5

Design of work, recuritment, training, performance management, compensation and benefits, labor relations, personnel policies, info systems, legal, business strategy

Question 6

2010-2020 projections

Answer 6

Labor force increase but less thatln previous, median age will be highest ever, immigration increase, race and ethnicity grow, service sector most growth

Question 7

Two primary outcomes of OB

Answer 7

Job performance and organizational commitment

Question 8

Organizational structure: centralization

Answer 8

Degree to which decision making authority resides at the top of the organizational chart

Question 9

Organizational structure: departmentalization

Answer 9

Degree to which work units are based on functional or work flow similarity

Question 10

Organizational stucture: work specialization

Answer 10

Degree to which tasks are divided into separate jobs

Question 11

Organizational structure formalization

Answer 11

Degree to which rules and procedures are used to standardize behavior and decisions

Question 12

Workflow analysis

Answer 12

A way of understanding the inputs and tasks necessary to produce an output of predefined quality and quantity

Question 13

Components of work flow

Answer 13

Raw inputs, equipment, human resources, activity, outputs

Question 14

Job analysis

Answer 14

The process of getting detailed information about a job in order to match job requirements with the right people

Question 15

Job description

Answer 15

Task, duties, and responsiblilities. What needs to be done

Question 16

Job soecifications

Answer 16

Knowledge, skills abilits and other characteristics. Who is able to do it

Question 17

Mechanistic

Answer 17

One best way. Task specialization and repetition

Question 18

Motivational

Answer 18

Focus on attitudes and meaningfulness

Question 19

Biological

Answer 19

Worker friendlyness and safety

Question 20

Perceptual motor

Answer 20

Reduce the mental strain on employees

Question 21

Improve job characteristics by

Answer 21

Job rotation, job enlargement, job enrichment, job crafting

Question 22

Job satisfaction

Answer 22

A pleasurable emotional state resulting from the appraisal of ones job or job experiences

Question 23

Job satisfaction leads to

Answer 23

Better performace, OCBs, increases commitment

Question 24

Strong correlation with job satisfaction

Answer 24

Supervision, coworker, work itself

Question 25

Moderate correlation with job satisfaction

Answer 25

Pay, promotion

Question 26

Five facets of overall job satisfaction to value percept theory

Answer 26

Pay, promotion, supervision, coworker, work itself

Question 27

Example job pay satisfaction

Answer 27

NuStar Energy

Question 28

Example job promition

Answer 28

Nordstrom

Question 29

Example job supervision

Answer 29

General mills

Question 30

Example job coworker

Answer 30

Perkins COIE

Question 31

Example job work itself

Answer 31

Dreamworks

Question 32

Track employee satisfaction

Answer 32

Focus groups, interviews, and attitude surveys

Question 33

Good selection measures

Answer 33

Reliable, valid, generalizable, utlity, legal

Question 34

Reliability

Answer 34

The consistency of a performance measure. Free from random error

Question 35

Validity

Answer 35

How accurately the measure predicts an aspect. Measures what it is supposed to

Question 36

Generalizability

Answer 36

The measure is valid across multiple context

Question 37

Utility

Answer 37

The degree to which a selection method enhances the effectiveness of an organiztion

Question 38

Legal

Answer 38

Selection methods have to conform to current laws and legal precedents

Question 39

Big five personaility model

Answer 39

Openness to experience, conscientiousness, extroversion, agreeableness, neuroticism

Question 40

Section methods

Answer 40

Resumes and references, interviews, ability testing

Question 41

Drawbacks of work samples

Answer 41

Generalizability is low, expensive, attract male applicants

Question 42

Work sample

Answer 42

Attemps to simulate the job in hiring process

Question 43

Three main components of proformance management

Answer 43

Specification, apprasial, feedback

Question 44

Three main goals of performance management

Answer 44

Strategic, administrative, and developmental

Question 45

Step one in performance management

Answer 45

Define performave outcomes

Question 46

Step two in performance management

Answer 46

Develope employee actions

Question 47

Step three in performance management

Answer 47

Provide performance support

Question 48

Step four in performance management

Answer 48

Evaluate performance

Question 49

Step 5 in performance management

Answer 49

Identify improvements

Question 50

Step 6 in performance management

Answer 50

Provide consequences

Question 51

Three components to job performance

Answer 51

Task performance, OCBs, counterproductive work behavior

Question 52

Four characteristics of a good performance measure

Answer 52

Reliability, validity, spcificity, strategic congruence

Question 53

Pro comparitice approach

Answer 53

Easy to develop and use, eliminates hard decisions

Question 54

Cons of comparitive approach

Answer 54

Not always accurate reflection of talent, no feedback, low performance still good enough

Question 55

Comparitive approach

Answer 55

Ranking, forced distribution

Question 56

The attribute approach

Answer 56

Graphic rating scale

Question 57

Pros of attribute approach

Answer 57

Easy to develop, generalizable, good skill set

Question 58

Cons to attribute approach

Answer 58

Subjective, hard to link to strategy, validity to performance hard to capture

Question 59

Behavioral approach

Answer 59

Behavioral anchored rating sclae

Question 60

Pros of behavioral approach

Answer 60

In depth analysis, includes ways to improve, low subjectivity

Question 61

Cons to behavioral approach

Answer 61

Difficult to develop, assumes one best way to complete work

Question 62

Common rater errors

Answer 62

Similar to me, contrast, leniency, stricness, central tendency, halo, horns

Question 63

Five factors to consider in poor performance

Answer 63

Input, employee charactieristics, feedback, performance standard/goals, consequences