HR management chapitre 11

Question 1

Does mobilization help employees?

Answer 1

YES! It will help them be more effective in their job and make them happier to work.

Question 2

What is the mobilization role of company management?

Answer 2

It consists of formulating a stimulating vision and inspiring values that will form the basis of the effort devoted to mobilizing all the employees.

Question 3

What is the main responsibility of human resources professionals in mobilization?

Answer 3

It consists of proposing inspiring human resources, policies, and practices. It will find solutions given constraints in the work environment, the nature of the jobs, and the skills of the employees.

Question 4

What is the main responsibility of the manager in mobilization?

Answer 4

A manager has a significant impact on the mobilization of his employee. He demonstrates a motivational leadership style. They apply the resources management practices put in place by the HR department. He tries his best to put the employees’ efforts into the organization’s priorities and values.

Question 5

What is the responsibility of the employees in mobilization?

Answer 5

A mobilized employee will be able to imitate their manager and then set an example for other employees. In that process, mobilization will spread through the entire company.

Question 6

What is mobilization?

Answer 6

A set of behaviors, mainly discretionary, that benefit the organization and are adopted by a critical mass of employees within the organization.

Question 7

What are the main elements of mobilization?

Answer 7

• It needs to benefit the organization (it needs to profit everyone).
• It needs to represent the organization’s citizenship behavior (because it goes beyond the requirements of the employment contract.)
• The actions of mobilization need to be discretionary (IT IS NOT AN OBLIGATION).
• Mobilization is a question of numbers (critical mass concept).

Question 8

What are the 2 main aspects of compliance with employment contracts?

Answer 8

• Performance of prescribed duties. (basic requirements)
• Professional and ethical behaviors. (ethical or professional integrity)

Question 9

What are the 2 main aspects of individual motivation?

Answer 9

• Dedication to the job (employees want to work more and they devote more time to the job)
• Competency development. (It tells that an employee wants to acquire new knowledge and improve their skills.)

Question 10

What is the definition of individual motivation?

Answer 10

The energy that encourages employees to go beyond the expectations of the employment contract, as shown by the effort they put into both their work and their professional development.

Question 11

What are the 3 sectors that aim for collective mobilization?

Answer 11

• Compliance with the employment contract
• Individual motivation
• individual mobilization

Question 12

Is a high motivation lead directly to strong mobilization?

Answer 12

NO. A motivated person is not necessarily a good mobilization agent.

Question 13

Give a few examples of individual mobilization.

Answer 13

Assistance to others, interpersonal facilitation, coordination with others, sportsmanship, continuous improvement, participation in internal civic life, organizational loyalty, and customer focus.

Question 14

What is a mobilizing environment?

Answer 14

It is a healthy, stimulating work environment where employees feel trusted, supported, recognized and early treated, are empowered, and committed to the organization.

Question 15

How, as a manager, can you mobilize your employees?

Answer 15

First, you need to create a mobilizing environment that will help people to mobilize easily.

Question 16

When is mobilization possible?

Answer 16

• When employees have confidence in their managers and the organization’s upper management.
• When employees feel supported and recognized.
• When employees are treated fairly.
• When employees are empowered.

Question 17

What is the role of trust in a manager-employee relationship?

Answer 17

Trust will help create a climate of mobilization. A trusted employee is an employee that will be more satisfied, more productive, and more energetic. Trust is the opposite of excessive control.

Question 18

Can you describe the reciprocity concept in mobilization?

Answer 18

As a manager, you give trust, support and recognition, fairness, and empowerment.
As a result, the employees’ reactions are commitment, pride, and enthusiasm.

Question 19

What is the role of support and recognition?

Answer 19

It shows the employees that their superior is concerned about them and that their company values them. Recognition is associated with the notion of positive feedback. The support of an employee will give him more value in the long run.

Question 20

How can recognition be shown to employees?

Answer 20

• Thank employees who collaborate with others.
• Congratulate employees who make major contributions, which are too often ignored.
• Give public recognition to the work of certain employees.
• Encourage employees to persevere in difficult situations.

Question 21

What are the 3 concepts of justice in HRM?

Answer 21

• Distributive fairness.
• Procedural fairness.
• Interactional fairness.

Question 22

Give the definition of distributive fairness. What does it mean?

Answer 22

Distributive fairness is an assessment employees make about their contribution to the company, compared to what they receive from it. This concept will distribute concessions (give help or attention to an employee; give organizational rewards.) it can be translated as promotions, performance bonuses, salary increases, etc.

Question 23

Give the definition of procedural fairness. What does it mean?

Answer 23

Procedural fairness is an assessment employees make about how organizational rules are respected and how they are applied in decisions concerning them. Basically, they are the rules that govern the decision you make as a manager. As a manager, you need to be impartial and fair. You need to apply the rules with consistency and with neutrality.

Question 24

Give the definition of interactional fairness. What does it mean?

Answer 24

Interactional fairness is an assessment employees make about the quality of interpersonal treatment and the credibility of explanations offered by their superiors regarding management decisions. It is how the employees evaluate the relationship quality with their superior. As a manager, you must tell the truth and not hide things from your employees. Employees want to be treated with empathy and respect. If you make an unfavorable decision about an employee, you need to tell them why you refused and not hide your decision.

Question 25

What is empowerment?

Answer 25

Empowerment is a perception by employees that they are in control of their work, and that what they accomplish can influence their team’s or their organization’s results. It is based on the trust that you have with your employees. They need to feel “in charge”.

Question 26

What are the 4 organizational levers for mobilization?

Answer 26

• Managerial leadership.
• Organizational mission, vision, and values.
• HRM policies and practices.
• Organization of work.

Question 27

What are the 3 types of leaders among managers?

Answer 27

• The motivator.
• The mobilizer.
• The demotivator.

Question 28

Describe the motivating leader.

Answer 28

He establishes relationships of a contractual nature based on individual interests. He rewards those who meet the requirements and punish those who fail. He rewards people based on their performance. He has a lack of mobilization with his team.

Question 29

Describe the mobilizing leader.

Answer 29

The mobilizing leader is a true source of inspiration and a model for his employees. He suggests goals that inspire optimism and enthusiasm. He also acts fairly with his team. He is attentive, empathetic, and respectful, and he is a good listener. He creates a climate of trust and mobilization.

Question 30

Describe the demotivating leader.

Answer 30

He is the one that no employee wants as his supervisor. He is fundamentally punitive and reprimands employees for their first mistake. He is more interested in surveillance than support. He will take away all the mobilization of a team.

Question 31

Describe the 3 leadership style in the context of management situations.

Answer 31

• Motivating leader: come up with solutions to employees’ problems, or conflicts.
• Mobilizing leader: engage to search for solutions with the employee.
• Demotivating leader: will intervene only when a problem persists or gets worse.

Question 32

Describe the 3 leadership style in the context of change.

Answer 32

• Mobilizing leaders: they invite employees to suggest improvements and encourage creativity in their work.
• Motivating leaders: they ask their employees to increase their efforts.
• Demotivating leaders: they value stability and routine above all.

Question 33

What is the second lever that managers have for mobilization?

Answer 33

It relates to the company’s vision, mission, and values. All mobilized employees will share the same vision, mission, and values. This cohesion will help the employees and it will differ from only their tasks and goals.

Question 34

What is information transmission in HRM?

Answer 34

employees need to have access to information about their organization. It can be messages from the president or even a newsletter.

Question 35

What is information sharing in HRM?

Answer 35

It is complementary to information transmission. It gives employees a way to respond to their questions and take their suggestions. It is valuable for employees and it will create a climate of trust in the long run. It is really important to keep your employees up to date.

Question 36

Describe the last lever for mobilization.

Answer 36

It is about the practice related to the organization of work. Mainly, employees need to have a certain diversity in their job. they also need to be empowered. They need to have group work and cooperation.

Question 37

In the long run, what does a manager need to apply to the work environment?

Answer 37

It needs to be more participatory, interesting, and flexible. For that, you will need to consult your employees to find ways of accomplishing their work effectively. You will also need to delegate certain responsibilities and even consider using teamwork to solve specific problems.