Week 4: H 5, 4

Question 1

Agility

Answer 1

Is the organizational capability to adapt easily to changes in its external environment.

Question 2

Balanced approaches

Answer 2

‘Balanced Approaches’ in HRM take into account employers’ and employees’ interests on individual employee and organizational levels of analysis.

Question 3

Burnout

Answer 3

represents a person’s condition in which the individual is complextely exhausted, lacks the energy to work, is extremely demotivated, is cynical towards the organization and colleagues and perceives personal incompetence in job performance.

Question 4

Consensus nature of mainstream HRM

Answer 4

builds on the core assumption ‘what is good for the employer is also good for the employee and vice versa’.

Question 5

Critical HR studies

Answer 5

focus on the negative effects of organizational innovations and HR renewal in terms of work intensification, job stress, perceived employee insecurity and discrimination.

Question 6

Dissensus orientation in HRM

Answer 6

highlights the downside of people management practices in an organization.

Question 7

Job decision latitude

Answer 7

refers to job control or descretion, and represents individual employees’ leeway or room to manoeuvre in their jobs

Question 8

Job Demands

Answer 8

measures stress sources (stressors) and refers to an internal state of an individual.

Question 9

Job Stress

Answer 9

Is a condition or feeling experiences when a person perceives that demands exceed the personal and social resources the individual is able to mobilize.

Question 10

Organizational Behaviour (OB)

Answer 10

focuses on how people, individuals and groupps act in organizations.

Question 11

Organizational Health Psychology

Answer 11

mainly focuses on what workers can handle given the working conditions; for exampe, in terms of job demands and stress.

Question 12

Vitality

Answer 12

is the emotional, the mental and physical well-being of employees.

Question 13

Human Capital Management (HCM)

Answer 13

is a new school of thought that was developrf in the 1990s and focuses on HR measurement and the determination of human, social and organizational capital in an organization.

Question 14

Human Capital Valuation (HCV) or human resource (HR) metrics

Answer 14

is closely related to HCM, with a strong emphasis on the quantification and statistics of HRM.

Question 15

Human resource accounting (HRA)

Answer 15

is a school of thought developed in the 1970s focused on the measurement and rating of employees in an organization.

Question 16

The human resource (HR) Scorecard

Answer 16

Is a framework for mapping all assets that are directly linked to the employment relationship in an organization reflecting human, social and organizational capital.