The HR framework (Advanced) Flashcards
What is the SDT model an acronym of in management context
self determination theory
The sdt framework does not assume an inherent basic need to be active, curious and playful
False, it is their core assumption. This is the so called internal motivation which according to the sdt is the primary and most basic motivation in contrast to external punishment and reward
Name the three subsets of intrinsic motivation få that according to CET, cognitive evaluation theory
Competence, relatedness and autonomy
According to CET material rewards for performance increases intrinsic motivation
False, it decreases it. Unrelated rewards such as a monthly salary also has no effect
What external factors increase intrinsic motivation according to CET
Moderately challenging tasks and praise
What is amotivation in the sdt model
A lack of internal or external motivation
Name some types of extrinsic motivation in the sdt model
External regulation, introjected regulation, identified regulation and integrated regulation
What are external regulators
Contingencies of rewards and punishment, explicitly controlled motivation
What is introjected regulation in the sdt model
Encourage self worth based on performance, moderately controlled, f.ex if you internalize the rules you might work even when the boss does not look but feel it is not volentary
What is identified regulation in the sdt framework
Stretching the importance of goals, values and regulations, leads to moderately autonomous motivation, nurses might not want to wash the patient but understand that it needs to be done
What is integrated regulations in the sdt model
Sharing coherent goals, values and co-create regulations, leads to highly autonomous motivation
Name some examples of an intrinsically motivated worker
F.ex a Plummer who really loves Mario
According to the sdt framework most workers are not intrinsically motivated to do their task, this means they have no autonomy
Yes and no, most are not purely motivated by intrinsic interest but they can feel autonomy if the extrinsic regulations lean more towards integrated regulation
Controlled motivation includes no autonomy
False, but the autonomy is verry small, you can chose to take a punishment if the task is not worth it
How may you materially reward good performance to induce further motivation according to tue sdt model
Do it on a team level to nurture team spirit and the need for relatedness, According to the sdt individual grades, individual talent development and bonuses are not effective ways to motivate prople
Why is controlled motivation less effective according to the sdt framework
Becouse it does not nurture the human need for autonomy and competence if everything you do is controlled by others
What are the assumptions of Nonaka and Takeuchis model for the creation of organizational knowledge
That investing in the knowledge of workers will lead to a sustainable competitive advantage and that the profits will increase if the knowledge is spread in the entire organization and not hoarded at the top or among divisions
What is explicit knowledge in Nonaka and Takeuchis model
Knowledge that can be formulated in words
What is tacit knowledge in Nonaka and Takeuchis model
Practical knowledge that cannot be written done like walking
What types of knowledge is there in Nonaka and Takeuchis model
Tacit and explicit
Explain the four stages of knowledge transfer in Nonaka and Takeuchis model
Socialization shares tacit knowledge through shared experience, externalization turns tacit knowledge into explicit by documentation and explanation, combination turns it into more explicit knowledge through addition and re-contextualization and finally internalization turns it into tacit again when you use it, this knowledge can the be further shared through socialization in a spiral
Name the four stages of knowledge transfer in Nonaka and Takeuchis model
Socialization, Externalization, combination and internalization
What is structural capital
Support functions and techno structures
What questions are good to ask before joining a team
Am I willing to listen and adapt, do I dare to talk and take a prominent role, what are the competences if group members and what are our common goals
What are Tuckmans phases for the development of a high performance team
Forming, storming, norming and performing
What characterizes the forming phase of the development of a high performance team
Dependency phase where people dont know each other and are casius. Many suggestions and few decisions
What characterizes the storming phase of the development of a high performance team
People take higher risks and relationships are formed. Power struggles ensue and conflicts start as people have different performance
What characterizes the norming phase of the development of a high performance team
Consensus increases, methods are developed. Friendships become deep and there is confidence in the group but the group is still ineffective because of too much fun and groupthink. Only 38% of time is spent in actual work
What characterizes the performing phase of the development of a high performance team
Everything relations is established and people just work well together devoting 75% of the time to the work, differences lead to a more positive outcome than previous conflict
Effective team members spend 50% of discussion time on inquiry about others opinion and 50% of time advocating their own
Yes, they balance self focus and other focus to achieve high connectivity
What is agile development
Less planning ahead and more horizontal coordination (a lot of meetings everyday) much inline with principles of HR
What is the difference between management and leadership
Managers control while leaders are followed, managers administrate systems while leaders achieve change
What is the difference between transactional leadership and transformational leadership
Transactional leadership assumes a need for control (theory X) while transformative assumes that people want to develop (theory Y)
What characterizes an indifferent leadership style in the managerial grid
No care for employees or production, just want to stay out of trouble
What characterizes an accommodating leadership style in the managerial grid
Care about employees but not production
What characterizes an dictatorial leadership style in the managerial grid
Care about production but not employees, common in crisis
What characterizes a status quo leadership style in the managerial grid
Balance employee needs and production goals, considerable risk of failure in both
What characterizes an ideal leadership style in the managerial grid
Highly care about production and the well being of employees resulting in them placing them where they shine the best, also called team leadership
The what are the assumptions of the situational leadership model
That different leadership styles are suited for different circumstances
How should a leader act if employees exhibit low competence according to the situational leadership model
Simply tell/direct in clear detail, authoritative leadership is appropriate
How should a leader act if employees exhibit low motivation according to the situational leadership model
Sell and coach, lower the authority and instead just support
How should a leader act if employees exhibit low motivation but high competence according to the situational leadership model
Design encourage intrinsic motivation and avoid vertical coordination
How should a leader act if employees exhibit high motivation and competence according to the situational leadership model
Simply delegate the task to autonomous teams, adhocracy
How should leadership styles develop with time
Directing leads to coaching which leads to participation and lastly delegating
What is the greatest virtue according to the HR framework
Honesty
What are the strengths and weaknesses of the HR framework
Complements the structural framework where it is weak (understanding humans). Weakness are that it naively believes in the willingness of employees to work; conceals power imbalances somehow; it is unclear if it is not successful companies that motivate employees and not vice versa
What is the difference between HR in practice and the HR framework
HR departments operate more according to the structural framework in reality by f.ex by quantitative evaluation systems and rewards. So called soft HR is more close to the theory
