HRM & OB 1: Part 1/2
HRM & OB 1, FHNW 2020
HRM & OB 1, FHNW 2020
Set of flashcards Details
| Flashcards | 85 |
|---|---|
| Students | 96 |
| Language | English |
| Category | Marketing |
| Level | University |
| Created / Updated | 19.06.2020 / 15.06.2025 |
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What are the 7 steps of Management by Objectives?
Inspire, motivate and expect high performance outcomes from others based on firmly held core values.
Emphasizes effective team building & implementation of a common purpose or goal among team members.
The degree to which managers involve others in making and implementing decisions.
Participative Leadership includes two primary leadership dimensions:
- nonparticipative
- autocratic
(both reverse scored)
Team-Oriented Leadership includes five primary leaderhsip dimensions:
- collaborative team orientation
- team integrator
- diplomatic
- malevolent (reverse scored)
- administratively competent.
Charismatic/Value-Based Leadership includes six primary leadership dimensions:
- visionary
- inspirational
- self-sacrifice
- integrity
- decisive
- performance oriented
What are the five performance evaluation tests we looked at?
- Mixed-Standard Scale
- Graphic Rating Scale
- Behaviorally Anchored Rating Scale (BARS)
- Behavior Observation Scale (BOS)
- Five-Point Competency Rating Scale
What are the five categories in the BIG FIVE Personality Model?
- Extraversion
- Agreeableness
- Conscientiousness
- Emotional Stability
- Openness to Experience
What are S.M.A.R.T. goals?
- Specific
- Measurable
- Attainable
- Relevant
- Timely
The three determining factors in Attribution Theory are:
- Distinctiveness
- Consensus
- Consistency
A critical concern for a successful pay-for-performance system is the perceived fairness of the pay decision.
Job evaluation is a non-systematic, qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.
The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.
The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculation the total points assigned to it.
Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors, not just evaluate past performance.
Performance appraisal programs can be used for many purposes, including layoff decisions, retention and termination of employess.
Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.
A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is:
Job enlargement: Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker.
Job description: Document that provides information regarding the essential tasks, duties, and responsibilities of a job.
The critical job tasks identified by the critical incident approach to job analysis include those important duties and job responsibilities performed by the jobholder that lead to job success.
The realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facts.
Selection is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings.
Skill inventories are an important tool for succession planning.
Elements in an effective HR planning process must include all of the following except:
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