I/O

Question 0

Industrial era

Answer 0

• few contingencies and more-predictable markets
• rote work- limited creativity
• hierarchical organizations- focus on authority
• theory x management

Question 1

Organization

Answer 1

Seen as a process rather then a group of people (Rousseau 1997),

Question 2

Theory x mangements

Answer 2

Distrusting towards peoples. Basically lazy assumption about people. Low interested towards working. Pushed or force people to work hard.

Question 3

Theory y management

Answer 3

Orientation towards people accepting, promotes betterment of human resources. Assume that people need to achieve and be responsible. Interest in working high. People work hard when appropriately trained and recognized.

Question 4

Knowledge era

Answer 4

• Many contingencies, high uncertainty, unstable markets
• heuristic job tasks, knowledge work
• flat, organic organizations-focus on teamwork and communication
• theory y management

Question 5

20th century work place industrial era

Answer 5

• seniority, lifetime job security at one company
• strong company loyalty and identity
• organization manage career
• low emphasis on ski development
• constant hours (40 per week), steady compensation/ benefits

Question 6

21th century workplace

Answer 6

• constant job hopping to learn new skills/experiences
• limited company loyalty due to short-term agreement-identity based on marketable skills
• self-managed careers
• emphasis on on-the-job training
• variable hours (?? Per week per job) and compensation/benefits

Question 7

Globalization

Answer 7

• companies are becoming increasingly multinational and diverse, which means working with a very different set of people.
• adds a multicultural twist to all considerations of well-being
• as we invest in these markets and watch/ help them grow, we will see increasingly pronounced difference between the countries and cultural
• this means retaining flexible notions of good work and well-being, and recognizing how these constructs differ in other cultures.

Question 8

Job description

Answer 8

Tasks, methods, tools, deliverables

Question 9

Job specification

Answer 9

What kind of characteristics do you need to do the job?

Question 10

Job evaluation

Answer 10

What is this job worth to the company? ( what is a reasonable compensation package?)

Question 11

Performance criteria

Answer 11

How do you measure success on the job?

Question 12

How do we figure out what the job entails?

Answer 12

Observe those who do it, try the job for a day or two, assess existing data about the job, surveys, interviews, have people keep job diary

Question 13

Recruitment

Answer 13

—where/how to recruit
•job boards, campus fairs, referrals, walk-Ins,faculty
–what attracts/keeps talented applicants? •salary, benefits, fit, prestige ,growth
–how do we get a diverse applicant pool •eeo

Question 14

What makes a good candidate

Answer 14

•fit, potential for growth, skills

Question 15

Method for evaluating candidate

Answer 15

• Resume, skill test, personality test, interviews (of various type),recommendation, mostly not effective
• background checks, credit checks, social media checks, some of these are not legal
• eeo

Question 16

Hiring

Answer 16

Hiring is random, unfair,could accidentally be discriminatory,(cyoa is a norm)
•no certain way to predict fit or job success
•plenty of unqualified people get hired and vice versa

Question 17

Test fallacies

Answer 17

• Personality test are based on popular successful personality but other personality types could be successful.-
• intelligence test, don’t actually measure intelligence and often have a demographic bias
• can’t test creativity
• case-based interviews have expected answers and check points to fit a certain solution