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OBHR 401 > OBHR 401 DAY 4 > Flashcards

OBHR 401 DAY 4 Flashcards

1
Q

What is organizational work look like in cost minimization?

A

Jobs are narrowly defined

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2
Q

What is organizational work look like in high commitment

A

Jobs broadly defined

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3
Q

Employee relation + cost minimization

A

Little participation, no formal grievance mechanism

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4
Q

Employee relation + High commitment

A

High employee participation, dispute resolution, share information.

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5
Q

Staffing/ Supervision + cost minimization

A

Low skill, intense monitoring

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6
Q

Staffing/Supervision + high commitment

A

skilled workers + self-managed

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7
Q

Training + cost minimization

A

limited training

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8
Q

Training + high commitment

A

extensive general training

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9
Q

Compensation + cost minimization

A

limited benefits, relatively low wages, incentive based

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10
Q

Compensation + high commitment

A
  • more extensive benefits, high wages, salaried + stock ownership
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11
Q

What is differentiation?

A

Uniqueness perceived by customer + industry-wide focus

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12
Q

What is overall-cost leadership?

A

Low cost-position + industry wide

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13
Q

Focused differentiation

A

uniqueness + particular segment

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14
Q

focused cost leadership

A

low-cost position + particular segment

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15
Q

What are the dominant approaches?

A

Cost leadership + cost minimization

High commitment + Differentiation

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16
Q

What is employee security?

A

gurantee employee jobs

17
Q

Selectivity in hiring?

A

carefully choose your people that feel like they ft and are qualified enough

18
Q

High wages

A

helps recruiting and motivating employees

19
Q

pay for performance

A

consider the group performance over individual plans

20
Q

wage compression

A

too much variance in pay creates compeition

21
Q

employee ownership

A

allows for a long term horizon if employees’ interests match with organization

22
Q

information sharing

A

disclose information as you do to stockholders

23
Q

training/skill development

A

investing in your employees

24
Q

promotion from within

A

reinforcing things that you do

25
Q

long term perspective

A

competing with people takes time to work

26
Q

What is human capital?

A

the knowledge and the expertise that individuals in a firm posses

27
Q

Social capital

A

the social networks that a firm has. Norms and behaviours

28
Q

What is variety?

A

choosing from different HRM models that fit with your organization

29
Q

What is fit?

A

HRM models with business strategy

30
Q

Equifinality?

A

getting to the same outcome but in different ways

31
Q

Scalability?

A

scaling up or down depending on needs

32
Q

Dimension of Employment (Basis of Attachment)

A

Why do I work here?

Compensation
Qualities of Work
Work Group

33
Q

Dimensions of Employment: Criterion for Selection

A

What’s the basis for hiring?

Skills
Exceptional talent/potential
Fit with team/ organization

34
Q

Dimensions of Employment: means of control and coordination

A

how do people get their work done

Direct monitoring
peer and or cultural control
professional standards
formal processes (bureaucracy)

35
Q

What is Star HRM?

A

We recruit top talent, pay them high wages, and give them the autonomy they need

Attachment is: Work
Selection: Potential + exceptional talent
Control: Professional Standard

high market capitalization

36
Q

What is Engineering HRM Model?

A

We are very committed, skunk works mentality with the binding energy

Attachment: Work
Selection: Skills
Control: Peer and Cultural

Most disorganized that’s why people switch to bureaucracy from this model. HR plays a less important role

37
Q

What is commitment HRM?

A

Build a company that people stay till they retire

Attachment: workgroup bond
selection: fit
control: peer and cultural

Most likely to go public, High stability, significant growth potential

38
Q

What is Bureaucracy HRM?

A

Focus on how things get done and not how you do them

Attachment: work
Selection: Skills
Control: Formal processes

39
Q

What is Autocracy HRM>

A

You work for me and you get paid by me

Attachment: compensation
Selection: Skills
Control: Direct monitoring

(most likely to fail in silicon valley)

OBHR 401 (6 decks)

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