Week 1: H 1, 2, 3

Question 1

Angelo-Saxion or Angelo-American Model

Answer 1

Is an approach in IR and HRM that is typical for the USA, which mainly focusses on the added value of people management to shareholder value.

Question 2

Balanced approach

Answer 2

Blends the insight from an economic perspective with the insights from an institutional perspective in order to create a balanced and sustainable position within the organization.

Question 3

Competitive advantage

Answer 3

Is the relative stronger position of an organization in comparison to other organizations in the (geographical) region or in the same branch of industry.

Question 4

HRM

Answer 4

involves management decisions related to policies and practices that together shape the employment relationship and are aimed at achieving individual, organizational and societal goals.

Question 5

IHRM

Answer 5

International HRM
Is the sub-field of HRM aimed at studying the shaping of employment relationship in an international context, with special attention to HRM for expatriates, HRM in large MNC’s and HRM in international govermental organizations (IGOs).

Question 6

Micro HRM (MHRM)

Answer 6

is the sub-field of HRM aimed at studying the shaping of the employment relationship at the individual employee level.

Question 7

Organizational change

Answer 7

Represents the process between two different situations that affect an organization and it’s HRM.

Question 8

Rhineland model

Answer 8

Is an approach used in IR and HRM that is typical for m`ny western European countries that acknowledges multiple stakeholders (belanghebbenden) affecting the employment relationship in organziations.

Question 9

Stakeholders

Answer 9

Are all relevent groups inside and outside an organization that affect strategic decision making and strategic HRM within an organization.

Question 10

Strategic HRM (SHRM)

Answer 10

Is a dub-field of HRM aimed at studying the shapeing of employment relationship taking into account the internal and external organization context.

> Is focused on the alignment or fit between the strategy of an organization and the HR strategy of that organization.

Question 11

Best-fit proposition

Answer 11

States that specific HR practices are not universally applicable and successful when used, but can be succesful in case of a fit between HRM and the context.

Question 12

Best-practice proposition

Answer 12

States that specific HR practices are universally applicable and successful when used.

Question 13

Business strategy

Answer 13

is the system of organization’s important choices; a system that could be well integrated around common concerns or which might have various links and foul-ups.

Question 14

Configuration

Answer 14

is the cultural administrative heritage of an organization.

Question 15

Context

Answer 15

represents the internal and external organizational environment.

Question 16

Environmental fit

Answer 16

Is the alignment between the HR strategy and the institutional environment of an organization

Question 17

HR strategy

Answer 17

is an organization’s intention to achieve certain goals through planned alignment (fit) between the organization and it’s environment.

> Is one of the functional silos of the business strategy specifically aimed at achieving organizational goals through optimal HRM.

Question 18

Institutional mechanisms

Answer 18

are mechanisms that stem from legislation (coercive), professional norms (normative) and imitation as a result of uncertainty or fashion (mimetic).

Question 19

Internal or horizontal fir

Answer 19

is the alignment between individual HR practices.

Question 20

Organizational fit

Answer 20

is the alignment between HRM and other organizational systems and the configuration.

Question 21

Population environment

Answer 21

represents the external context of an organization that is directly linked to the population or organizational field.

Question 22

Population or organizational field

Answer 22

is a community of organizations that partakes of a common meaning system and whose participants interact more frequently or fatefully with one another than with actors in the field.

Question 23

Strategic choice

Answer 23

Is the degree of leeway organizations have in strategic decision making given the organizational context.

Question 24

Strategic or vertical fit

Answer 24

Is the alignment between the business strategy and the HR strategy

Question 25

HR outcomes

Answer 25

are the results of people management in terms of employee attitudes, behaviours and cognitive aspects.

Question 26

HR practices

Answer 26

are personnel interventions or actions that contribute to shaping the employment relationship in an organization

Question 27

Performance

Answer 27

is the final outcome of business actions

Question 28

Sustained competitive adventagee

Answer 28

is long-term organizational success reflected in continuously outperforming competitors as a result of unique resources and qualities

Question 29

Ultimate business goals (UBGs)

Answer 29

are organizational targets for relevant stakeholders at (1) creating and maintaining viability (levensvatbaarheid) with adequate returns and (2) creating sustained competitive advantage.