SHRM Module 3 Flashcards
What are the goals of organizational development
Productivity (effectiveness and efficiency)
People’s satisfaction with the quality of their work
The ability of the organization to revitalize and develop itself over time.
Organization processes and outputs.
What is org. Culture?
Shared attitudes and perceptions in an organization.
Made up of corporate values and behaviors as well as environmental and organizational realities that influence the organization. It binds members together and influences how they think about themselves, their fellow employees, and their work.
Org culture fulfills what 4 purposes
Gives members identity
Collective commitment
Promotes system stability
Shapes behavior by helping members make sense of their surroundings
What is HRs role in OD?
Change agent
Evaluation
OD intervention strategies ; 3 stages
- Diagnose environment
- Develop an action plan
- Evaluate result
Two categories of OD
Change process theory and
Implementation
Change process theory explained
Explains the dynamics in which change takes place
Three stages of change process
Unfreezing, moving and re freezing
Social psychologists Kurt Lewin
Explain each of the 3 stages in change process as per Kurt Lewin
Unfreezing: getting people to accept change will occur.
Moving: getting people to accept the new desired state
Re freezing: when the new ideal becomes a regular part of the organization.
Implementation theory
Design and implementation of a specific OD intervention targeted at managing the change process.
OD strategy categories
Interpersonal, technological, structural
Describe each of the 3 categories of OD implementation
Interpersonal-work relationships between employees, directed at improving interpersonal, intrapersonal, inter group, and intragroup relations.
Technological: process intervention such as activities in job design, job simplification, and specialization, grouping jobs into departments by function or product and analyzing work flow and human factors to achieve coordination and communication among departments.
Structural strategies: look at how the structure is helping or hindering the organization. Span of control and reporting relationships.
Several other nerve nations in OD, name a few common types:
- Team building
2.Flexible work and staffing arrangements
3 diversity programs
4 quality initiatives- TQM
What is TQM?
Total Quality Management:
A strategic integrated management system for achieving customer satisfaction that involves all managers and employees and uses quantitative methods to continuously improve an organizational process.
TQM Philosophies: can you describe the 3 gurus in TQM for quality consulting business.
Edward Deming: took 14 point for managing productivity and quality to Japan.
Joseph Juan: quality as “fitness to use”…emphasizes the reliability of a product or service for its users. The Juran Triology: incorporates quality planning,quality control and quality improvements.
Philip Crosby: 14 point and added 4 absolutes: 1. Definition of quality, 2. A prevention system ( rather than appraisal of quality), a performance standard ( zero defects), and the measurement of quality ( the cost of nonconformance).
Organizational development is what process?
Enhances the effectiveness of an organization and the well- being
Delphi technique
Quality tool that analyzes process. Classic example of flow chart that is a diagram of the steps involved in a process.
A control chart
Illustration of variations from normal in a situation over time. The control chart has upper and lower control limits drawn on either side of a process range, which allows users to see if the process is out of range.
Cause and effect diagram
Ishikawa diagram and fishbone diagram uses a visual to map out a list of factors that are thought to affect a problem or a desired outcome. To understand employee turn over or manager might use to understand process failure.
Scatter diagram
Depicts possible relationships between two variables. Ex. Look at relationship between education and income. They may be expected to rise along an imaginary diagonal line
Histogram
A graphic representation of the distribution of a single type of measurement. The data is represented by a series of rectangles of varying heights and usually touching. Answers how many occurrences are there in each class of measurement.
Check sheet
Simple visual tool used to collect and analyze data. Employees make a check mark to keep track of the number of calls, problems, sales etc.
Pareto chart
Pareto principle that 80 percent of problems come from 20 percent of the cause. Read more examples.
Offers users to focus on the problems that offer the greatest potential for improvement. Check sheets are often used for the initial data collection.
Theory of contracts (TOC)
A systems management philosophy that is intended to help organizations continually achieve their goals. Theory is every organization faces constraints otherwise we would be capable of infinite throughput. Constraints come from the procedures and resources.
Fairuse
Copy risns allons use in circm
Fairuse
1) purpose 2) nature 3) %uses 4) amount 5) market value
Aptitude
Ability to learn
Public domain
1) copy right expirness 2) US gov jnomon 5 servs 1st puvein or 120 from creations 3) 70 years 4) published before 1978 5) notice of copyright. Between 1978-1989 5 notice and 5 reasonable effort to affix notice 5y
Public domain
After a period of time enter public domain. Life of Authnon & Rogers annomoses - a5 ueors from st pre b
Commissers work exception 1,2
1) fit into ten catetories Listen in copy right act (test, test guest contribtion per decae) 2 agree signed work commissions
2nd work for hire exception
Certain specially ordered or commissioner works created by a consultant or free-lances
Considered a work for hire owners by business who comissioned if d j net 1) 2)
Work-made for hire exception
Employer own copyright for works created by employee
The work - made - for hire exceptions include
Work created by employees or works specially ordered or commissioned
Copy right violation
violation to photo copy
customize distribute publicity perform or display copyght owners work
Ownership of copyright
Creator owns unless the work is a h work made for hire
Copy right excessive rights Act 1976
1) rights to authorize owns to respondses 2) the right to authorize owners to distribute copies of a copywriters work 3) The right to authorize owners to prepare design works 4) authors displaces
Copy Act 1976
Copy right is granted automatically when an original work is first “fixed” in a tongible medium
Competency for hr profession
1) Hr expertice 2) relationship mgmt 3) consultation 4) communication 5) diversity & inclusion 6) etnical practice 7) critical valuation 8) business acumen 9) Leadership & navigation
Face - saving and tact
high con-texts / important need balanced to communicate fully and frankly
Meaning from speakers facial expression
high context
high contex
non-verbal communicate important expressions
communication less clear
High context
high context
Close connection behavior not explut
low context
A much higher value placed on words
low context
shared background is not assumed
low context
communication is direct structued and specific
high context culture
societies or groups where people have close connections over a lone period of time cultural behaviors are not made explicit most members know what to do
strategically aligning HRD
- support organizational and startegic goals
- develop programs in alignment
- important HR activity is to link HRD activity to organizational goals
LOs?
Learning Objectives
Low context culture
where people tend to have many connections but of shorter duration or for a reason cultural behaviors and beliefs may need to be spelled out explicitly
Peter Senge’s 5 disciplines
- System thinking, 2. mental models, 3 personal mastery, 4. team learning, 5. Shared vision
Peter Senge’s did what for HRD?
5th discipline where he developed a notion of learning organization. 5 disciplines that interface and support one another
Measuring results
OBJ. Measures, Goals acheived appraisals (Org OBJ-goals appraisals
measuring behavior
performance tests, critical incidents, 360, simulation, observation
measuring learning
parts, ideas, concepts, theories, tests, pre-post measures
measuring reaction
surveys interviews immediately after
results
effective ckg goals
beunion
hr changes behavior on job
2 learnis
how perhaps leaneos changes know
- reaction
how particpant feel about the tminis
evaluation methods
kirkfortnicks 4 levels
addie
individ assess
taskassn
reguin w/employee known run improve
KSA reens future
organizing assession
smart
specific measureable attainable realistic timely
Addie model
sustmatic and complete procento determine learning needs
development
long term focus
masiow’s hierarchy of needs
5 human needs 1) presical 2) safety security 3) belonging & love 4) esteem 5) sertacore fullfill one’s position
Indivability to learn instead direct and sustain behavior over to me
motivation
Kinestutic hearnes
tach 6 hands on fresional hand first for long periods
awaiting learners
hearing verbal lecture discussion talking things through & listening
visual learners
seeing body language facial expression sit at front display spronser products detailies nfes
adult leaning principle
need for knowledge resumes listen to others opinions real world hm learning can be applness goals and expec debate and challenge of ideas
andragogy 5 assum
1) self concept 2) experience 3) openness 4 orentation to learn 5 motion
Pedagogy
study of education of children
andragogy
han adults learn
deming
14 point program possucion and quality in Japan 1950 poor products = monagram
DMAIC
define measure analyze improve control
dmaic dmadv
six sigmc uses 2 improve processes
od theory
change process implentation
fishbone
cause & effect diagram
