The HR framework (Basic)

Question 1

What is the background to the development of the HR framework

Answer 1

The value of skilled specialized labor became more difficult to replace, increased unionization, economic and social unease during the great depression as firms became more and more distrusted and compounding evidence that satisfied workers performed better

Question 2

What is the Hawthorne effect

Answer 2

That positive attention from researchers increased the performance of workers regardless of the circumstances

Question 3

What are the basic assumptions of the HR framework

Answer 3

Organizations should satisfy human needs, the needs of organizations and people must coincide and humans are complex biological, social and psychological beings

Question 4

How does the HR frameworks assumptions contradict the ones of the structural framework

Answer 4

It assumes that a hierarchical dehumanizing structure will lead to decreased moral and thus decreased efficiency and it also believe that a salary in insufficient to motivate people and that they also need friendship and fulfillment

Question 5

Explain Herzberg’s two factor theory of motivation

Answer 5

It divides the human needs int hygene factors (food, health, salary, lack of abuse, security, shelter and so on) that is a must for satisfaction and motivators (self-actualization, self esteem, social approval) that makes employees put in extra effort.

Question 6

Do Halzbergs hygiene factors concern the employees internal or external environment

Answer 6

The external environment, things that afflict them such as a rude boss or terrible ergonomics

Question 7

Halzbergs hygiene motivator factors concerns the employees external environment

Answer 7

False, it is about internal feelings of approval and belonging

Question 8

If workers don’t complain but don’t seam to commit to their work should you raise their wages according to Halzberg

Answer 8

No, instead improve their motivator factors and compliment them or give the a promotion

Question 9

Why might companies not empower their employees more if it raises productivity

Answer 9

Some employees don’t want to be too committed, decentralization increases conflicts especially when the policy-change are poorly communicated, internal communication is not necessary for some tasks.

Question 10

What are leaders theories in use and theories in action

Answer 10

The fact that people for one reason or another have a disonance between what they say and belive about themselves (theory aspoused theory) and how they affect others (theory in use)

Question 11

What is the difference between single and double loop learning

Answer 11

Single loop learning tries to protect and reinforce ideas already formed while double loop learning tries to challenge preconceived notions

Question 12

What is model 1 and 2 communication

Answer 12

Model 1 is more vertical, it is characterized by speaking down and giving orders. Model two is more horizontal, exploratory and equal

Question 13

What are the assumption of managers following McGregors theory X

Answer 13

That people are lazy and needs hard punishments and soft rewards to be productive. This theory is often self fulfilling as people resist control and become numb to rewards for reward thus signal that more control is needed. They view employees as recipients of commands

Question 14

What are the assumption of managers following McGregors theory Y

Answer 14

That people will aspire to grow and live up to influence and responsibility, this is often also self fufilling according to the HR framework. They view employees as their own actors

Question 15

What are the five trainable trait of emotional intelligence EQ

Answer 15

self awareness, self regulation, social skills, empathy and motivation

Question 16

How should work be organized according to the job characteristics model

Answer 16

Employees should feel their work is meaningful, that it is their responsibility and that see how it contributes. To acomplish this work variety, self identification with the task and a clear conveyance of the tasks significance is essential as well as autonomy and feedback.

Question 17

How does the HR framework create an efficient organization in contrast to the structural framework

Answer 17

The structural frameweork creates efficiency through coordination and economies of scale while the HR framework creates efficiency through increased commitment of employees

Question 18

What is the difference between Hanssons customer driven strategy and competence driven strategy

Answer 18

They are oposites where the customer driven looks outside in from the consumers point of view and states what should be done to serve them while the competence driven looks inside out and sees what can be done with the means available. The relationship driven strategy lies in the middle and takes from both

Question 19

Describe the molding competence strategy

Answer 19

Customer driven views on business development and views employees as recipients of commands. Appropriate for cost leadership. Extensive training to get the right people at the right place creates less flexibility however

Question 20

Describe the matching competence strategy

Answer 20

Employees as actors and a customer driven strategy. Match employees ambition and specialty with their organization position. Popular in high knowledge industries. Risk creating a strong culture with stagnating effects

Question 21

Describe the challenging competence strategy

Answer 21

Competence driven and sees employees as actors. Popular in industries where the whole buusiness idea lies in the sills of the employees. Highly flexible and innovative but risks ignoring the market. It is also often expensive and might create burnout through constant personal development

Question 22

Describe the buying competence strategy

Answer 22

Competence driven and sees employees as Recipients of commands. They hire or outsource labor for specific tasks. Flexible and cheap potential but often not as relationship contracts become elaborate between businesses