Term
| What does SHRM stand for? |
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Definition
| Strategic Human Resource Management |
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Term
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Definition
Strength
Weakness
Opportunity
Threat |
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Term
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Definition
Political
Economic
Social
Technological |
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Term
| What is HRM? (Human Resource Management) |
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Definition
| The policies, practices, and systems that influence the behavior, attitudes, values, and performance of people who work for the organization |
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Term
| What are the different types of organizations? |
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Definition
| Public Sector, Non-Profit (Voluntary), Professional (Commercial) |
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Term
| What are the different ways to look at sport organizations? Organizations as ... |
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Definition
Machines
Organisms
Brains
Cultures
Political Systems
Instruments of Domination |
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Term
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Definition
Attract the best people, motivate them, and keep them
Put people in the best roles to lead to success |
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Term
| What are the influencing factors of HRM? |
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Definition
Type of Organization
Organizational Structure
External Environment |
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Term
| What are Public Sector Organizations? |
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Definition
| Universities, Government funded, sport and rec |
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Term
| What are Non-Profit Organizations? |
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Definition
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Term
| What are Professional or Commercial Organizations? |
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Definition
Pro Sports Teams or Leagues
Manufacturing
Retail
Health and Fitness |
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Term
| What are the characteristics of an organization as machines? |
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Definition
Draws from scientific management
Seen as inter-related parts
Each part performs certain function to accomplish given task |
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Term
| What are the characteristics of an organization as organisms? |
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Definition
Vary in form, size, etc
Dependent upon environment for survival
Life Cycle vs Population Ecology |
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Term
| What are the characteristics of an organization as brains? |
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Definition
Able to monitor themselves and environment for change accordingly
Engage in self-monitoring and self management |
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Term
| What are the characteristics of an organization as cultures? |
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Definition
| Emphasis on shared values, shared meaning, symbols, leadership, and competing cultures |
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Term
| What are the characteristics of an organization as political systems? |
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Definition
Collection of individuals and groups loosely coupled together in order to satisfy their own needs and ambitions
Interested in power plays and conflicts |
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Term
| What are the characteristics of an organization as instruments of domination? |
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Definition
| Constructed in a way that benefit the interests of a privileged few at the expense of the masses |
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Term
| Review Harvard Model of HRM |
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Definition
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Term
| What are the four propositions of the Harvard Model of HRM? |
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Definition
1. If human resources can be integrated into strategic plan and all things cohere, the company is more likely to be successful
2. Organization and Job related commitment will lead to high employee satisfaction
3. Flexible organizations continue high utilization of human resources
4. Evolving policies result in high performance |
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Term
| What are Porters 5 Forces? |
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Definition
1. Overall Industry Rival
2. Barriers to Entry
3. Buyer Power
4. Supplier Power
5. Threat of Substitutes |
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Term
| What are the six steps of strategic management process? |
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Definition
1. Clarification of corporate mission, goals, and values (mission statement)
2. Analysis of organizations competitive environment (SWOT)
3. Selection of Strategies to build upon strengths and correct weakness
4. Analysis of organizations internal operating (SWOT)
5. Strategy implementation
6. Strategy evaluation with feedback and implementation phase |
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Term
| Define resource based view |
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Definition
| The theory that the source of an organizations competitive advantage lies in its internal resources |
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Term
| What are the aspects of a resource based view? |
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Definition
1. resource is valuable
2. resource is rare
3. resources are not substitutable
4. demands are imperfectly imitable |
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Term
| What are the three critical questions of SHRM? |
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Definition
1. Where will we compete?
2. How will we compete?
3. With what will we compete? |
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Term
| What does the 'good approach' strategy believe? |
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Definition
| Well-executed investment strategy in people will always pay dividends irrespective of industry |
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Term
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Definition
| organizations characteristics that give it an advantage over others in the industry |
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Term
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Definition
| characteristics that place a firm at a disadvantage relative to others |
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Term
| Define Opportunity (SWOT) |
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Definition
| external elements that improve organizational performance |
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Term
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Definition
| external elements that may hinder organizational performance |
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Term
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Definition
| government regulations and legal issues; both formal and informal rules which organization must operate under |
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Term
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Definition
| affect purchasing power of potential customers and firm's cost of capital |
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Term
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Definition
| includes demographic and cultural aspects of external environment |
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Term
| Define Technological (PEST) |
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Definition
| technological factors that lower barriers to entry, reduce minimum efficient production levels, and influencing outsourcing decisions |
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Term
| What are advantages to SHRM? |
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Definition
1. strategy is not always top-down but could also be emergent
2. execution of strategy and potential issues associated with it are no longer ignored |
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Term
| What is the 'good practice' approach? |
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Definition
1. selective recruitment
2. developing decentralized organization with self-managed teams
3. provide employment security
4. provide high rewards based on performance
5. extensive training
6. sharing information
7. reducing status differentials in the workplace |
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Term
| What is the 'contingency' approach? |
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Definition
1. HR practices should be closely integrated with organizational strategy and different behaviors may be required to enact different competitive strategies
2. identify behaviors required by staff to achieve the organization's goal and ensuring these are consistent with the overall business activities of the sports organization |
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Term
| What is the 'configurational' approach? |
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Definition
1. use of 'bundles' of HR practices which can be mixed and matched
2. groups of HRM practices can create a synergistic focus for organisation effort
3. Key HR practices are: selective hiring, performance based rewards, sophisticated training, performance management systems |
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Term
| What are the purposes of HR planning? |
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Definition
1. allows organization to ensure there are people to meet its strategies and goals
2. helps with cost reduction
3. ensures individuals are using their skills and knowledge in the best way possible for the organization
4. capitalizes on talent in a diverse workforce |
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Term
| What are the goals of staffing? |
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Definition
1. Technical - hiring person with skills for job
2. Citizenship - employee behavior consistent with organizational norms |
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Term
| What are the two types of organizational fit? |
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Definition
1. Person Job Fit
2. Person Organization Fit |
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Term
| What are the steps of job recruitment and selection? |
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Definition
1. Need for replacement/New job
2. Job analysis/specification
3. Decision on Internal vs External Process
4. Internal: determine recruitment method
External: use external contractor
5. Internal: Screen candidates
6. Selection Methods
7. Offer to Candidate |
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Term
| What are the types of selection methods? |
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Definition
1. Assessment Centre
2. Cognitive Ability Test
3. Aptitude Test
4. Work Sample Test
5. Behaviorally Based Interview
6. Standard Interview
7. Personality Inventories |
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Term
| What are the different types of recruiting? |
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Definition
1. Newspapers, Internet, Trade Publications
2. Campus Recruiting
3. Current Employees
4. Recruiting Volunteers |
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Term
| Review Table about Lawful and Unlawful items when hiring |
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Definition
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Term
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Definition
1. Assessment Centre
2. Cognitive Ability Test
3. Aptitude Test
4. Work Sample Test
5. Behaviorally Based Interview
6. Standard Interview
7. Personality Inventories |
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Term
| What are the final steps of the recruitment and selection process? |
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Definition
1. Check candidate references
2. Check qualifications
3. Rank candidates by preference
4. Deem candidates 'employable' or 'not employable'
5. Make offers |
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Term
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Definition
1. Final stages of recruitment and selection
2. Introduce newcomers to company expectations
3. Assist new staff and volunteers in adjusting to new job |
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Term
| What are the types of newcomers? |
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Definition
1. Neophytes
2. Workplace Veterans
3. Organizational Veterans |
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Term
| What are the 6 strategies for orientation? |
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Definition
1. Collective vs Individual
2. Formal vs Informal
3. Sequential vs Random
4. Fixed vs Variable
5. Serial vs Disjuntive
6. Investiture vs Divestiture |
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Term
| What are the 3 type of Orientation Practices? |
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Definition
1. Job Preview
2. Mentoring
3. Others (Formal orientation sessions, Job shadowing) |
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Term
| What is collective vs individual orientation? |
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Definition
Collective - Group
Individual - Individual |
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Term
| What is formal vs informal orientation? |
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Definition
Formal - Planned Approach
Informal - Impromptu |
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Term
| What is sequential vs random orientation? |
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Definition
Sequential - Step by Step
Random - No specific stage |
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Term
| What is fixed vs variable orientation? |
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Definition
Fixed - Set Time Frame
Variable - No Absolute End |
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Term
| What is serial vs disjuntive orientation? |
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Definition
Serial - Members inform Members
Disjuntive - No Member Interaction |
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Term
| What is investiture vs divestiture orientation? |
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Definition
Investiture - Positive and unique attributes that will benefit the organization
Divestiture - 'Negative Social Feedback' |
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Term
| What is organizational culture concerned with? |
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Definition
1. The with values, beliefs, and basic assumptions
2. Shared understandings and taken-for-granted meanings
3. Individuals base the construction of their organization group or subgroup |
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Term
| What are the components of organizational culture? |
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Definition
1. Behavior - observable action
2. Values and Beliefs - represent the way we ought to behave
3. Assumptions - deeply engrained values and beliefs whose truths we never question |
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Term
| What is organizational culture? |
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Definition
| A pattern of basic assumptions; invented, discovered, or developed by a given group as it learns to cope with problems of external adaption and internal integration that has worked well enough to be considered valid, and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems |
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Term
| What are the values representing an organizational culture? |
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Definition
1. Member Identity - people wearing UC stuff
2. Group Emphasis - team emphasis (team vs individual)
3. People Focus - worried about employees and the tasks they perform
4. Unit Integration - how many people are integrated from different departments
5. Control - who has the control?
6. Risk Tolerance - how much risk company allows individuals to have, more risk = more creativity
7. Reward Criteria - what do you find important?
8. Conflict Tolerance - how much conflict is allowed between organizational members?
9. Means-end orientation - do we look at steps OR do we look at goal?
10. Open-system focus - closed vs open; care only about us vs care about everything |
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Term
| Define organizational culture |
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Definition
| Set of values, beliefs, and standards for acceptable behavior that its members share |
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Term
| What are the manifestations of culture? |
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Definition
1. Stories or Myths
2. Symbols or Slogans
3. Language
4. Ceremonies or Rites
5. Physical Setting (Physical Structure, Physical Stimuli, Symbolic Artifacts) |
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Term
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Definition
1. members agree about importance of certain values and employ them in their daily routine
2. people behave as expected
3. potential for group think (group thinks the same way) |
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Term
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Definition
1. members do not share same values and beliefs
2. members question and challenge beliefs
3. characterized by change or brevity |
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Term
| Who are the people in an organizational culture? |
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Definition
1. Founders
2. Managers
3. Employees |
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Term
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Definition
1. part of the strategic plan
2. separate HR plan |
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Term
| What is the goal of an HR plan? |
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Definition
| to provide a map of actions to achieve goals of the organization, along with strategies, and measures to address issues within the organization |
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Term
| What is the purpose of HR planning? |
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Definition
1. allows an organization to ensure there are people to meet its strategy and goals
2. helps with cost reduction
3. ensures individuals are using their skills and knowledge in the best way possible for the organization
4. capitalizes on talent in a diverse workforce |
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Term
| What is the Macro-level examination in the internal analysis phase of an HR plan? |
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Definition
| Takes into account the organization’s structure, core, values, culture, norms, and expectations |
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Term
| What is the Micro-level examination in the internal analysis phase of an HR plan? |
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Definition
| Assess the number of employees or volunteers, their skills & abilities, qualifications, demographics, pay, leave entitlements, and performance appraisals |
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Term
| What format does the external analysis phase use? SWOT or PEST? |
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Definition
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Term
| What does Demand Forecasting do or include? |
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Definition
1. Direct Managerial Input
2. Best Guess
3. Historical Ratios
4. Other Statistical Methods
5. Scenario Analysis
6. Scenario Planning |
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Term
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Definition
| the systematic analysis of the tasks and responsibilities of a given job, along with the skills, knowledge, and experience needed to perform the job |
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Term
| Why is job analysis important? |
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Definition
1. Recruitment and Selection Process
2. Produces job descriptions and specifications
3. Helps with performance appraisals
4. Basis for wages and salary
5. Legal requirements for elements of the job |
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Term
| What are job descriptions? |
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Definition
| outline the duties and responsibilities of a particular position |
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Term
| What are job specifications? |
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Definition
| outlines MINIMUM qualifications required to perform certain job |
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Term
| What determines job specifications? |
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Definition
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Term
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Definition
| process of outlining the way work is performed and required tasks, using job analysis and contextual information by locating the job within the work group |
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Term
| What are the four basic approaches to job design? |
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Definition
1. Motivational
2. Mechanistic
3. Biological
4. Perceptual-motor |
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Term
| What is the motivational approach? |
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Definition
| focuses on psychological needs of employees and how fulfillment of these needs can lead to higher job satisfaction |
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Term
| What is the mechanistic approach? |
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Definition
| idea that there is one best way to do a job, and by analyzing movements of employees, one can design the most effective way to perform a job |
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Term
| What is the biological approach? |
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Definition
| focuses on design of the job and physical environment and tries to match the physiological capabilities and limitations of people |
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Term
| What is the perceptual-motor approach? |
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Definition
| focuses on human mental capabilities and limitations |
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Term
| What is the psychological contract? |
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Definition
1. unwritten expectations of the employee-management relationship
2. managed expectations |
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Term
| What is organizational justice? |
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Definition
1. perception of fairness in all decisions and practices
2. reflection of organization's social and moral obligations to fairness |
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Term
| What are the three types of organizational justice? |
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Definition
1. Distributive
2. Procedural
3. Interactional |
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Term
| What are the three principles of distributing resources? |
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Definition
1. Equity
2. Equality
3. Need |
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Term
| What is distributive justice concerned with? |
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Definition
1. outcome of the decision
2. focuses on outcomes individuals or groups receive relative to other individuals or groups |
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Term
| What is equity? (distributive justice) |
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Definition
| someone brings in the most, so they deserve the most |
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Term
| What is equality? (distributive justice) |
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Definition
| being fair about allocating resources |
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Term
| What is need? (distributive justice) |
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Definition
| who needs the resource the most? |
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Term
| What is procedural justice? |
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Definition
| Extent to which the procedures and guidelines that the organization used in decision making is seen as fair/unfair |
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Term
| What is procedural justice influenced by? |
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Definition
1. voice
2. organizational structure |
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Term
| What are the 6 underlying rules of procedural justice? |
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Definition
1. Consistency
2. Bias Suppression
3. Accuracy
4. Representativeness
5. Ethically
6. Correctability |
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Term
| What is interactional justice? |
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Definition
| Type and manner of the explanations for the distribution of outcomes and the procedures thereof |
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Term
| What are the four rules of interaction in interactional justice? |
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Definition
1. explanation
2. respect
3. warmth
4. concern |
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Term
| What stage does each type of justice apply to? |
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Definition
Procedural - Process Stage
Distributive - Decision Stage
Interactional - Communication Stage |
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Term
| What is employee involvement? |
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Definition
The principle of engaging staff in the
organization through various processes
and mechanisms |
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Term
| What are the categories of employee involvement? |
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Definition
1. Communicative Involvement
2. Task Involvement
3. Financial Involvement
4. Managerial Actions and Style of Leadership |
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Term
|
Definition
1. Form of organizationally based problem-solving that attempts to achieve organizational goals by influencing the action of others
2. Process of influencing other to understand and agree on what needs to be done and how to do it, and the process of facilitating individuals and collective efforts to accomplish shared objectives |
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Term
| What are the three significant elements of leadership? |
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Definition
1. Behavioral Process
2. Interpersonal in Nature
3. Aimed at influencing and motivating members toward group or organizational goals |
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Term
| What are the 3 leadership styles? |
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Definition
1. Autocratic
2. Laissez-Faire
3. Democratic |
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Term
| Who is an example of an autocratic leader? |
|
Definition
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|
Term
| Who is an example of a Laissez-Faire leader? |
|
Definition
|
|
Term
| Who is an example of a Democratic leader? |
|
Definition
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Term
| Describe an autocratic leader |
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Definition
1. Do it my way
2. Specific system and you either buy in or get out
3. demanding
4. intimidating
5. powerful |
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Term
| Describe a democratic leader |
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Definition
| Take others opinions into mind and allow them to be a participant in decision making process |
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Term
| Describe a Laissez-Faire leader |
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Definition
1. Let people decide whats going to happen
2. “Here’s what we need to do, I’ll let you guys figure out how to get there”
3. Don't do much, don't interject, just let things happen |
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Term
| What are the full range of leadership styles? |
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Definition
1. Transactional
2. Nontransactional
3. Transformational
4. Visionary |
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Term
| What are the transactional style characteristics? |
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Definition
1. contingent reward
2. management by exception
3. passive management by exception |
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Term
| What are the nontransactional style characteristics? |
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Definition
1. passive and avoid all forms of leadership
2. neither monitor nor correct followers |
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Term
| What are the four I's of transformational leadership? |
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Definition
1. Individualized Consideration
2. Intellectual Stimulation
3. Inspirational Motivation
4. Idealized Influence |
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Term
| Define Individualized Consideration (transformational leadership) |
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Definition
| different styles for different people, depending on how they react |
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Term
| Define Intellectual Stimulation (transformational leadership) |
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Definition
| challenging the individuals to achieve goals |
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Term
| Define Inspirational Motivation (transformational leadership) |
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Definition
| the things people say and do to motivate you to do your job |
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Term
| Define Idealized Influence (transformational leadership) |
|
Definition
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|
Term
| Transformational leaders are described as: |
|
Definition
1. trustworthy
2. encouraging
3. risk taking
4. considerate |
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Term
| Visionary leadership is defined by what four types of management? |
|
Definition
1. Management of Attention
2. Management of Meaning
3. Management of Trust
4. Management of Self |
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Term
| What is management of attention? (visionary leadership) |
|
Definition
| make sure people are listening |
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Term
| What is management of trust? (visionary leadership) |
|
Definition
| trust in employees and hope they trust in you as a leader |
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Term
| What is management of self? (visionary leadership) |
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Definition
| Do as I say, lead by example |
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Term
| What is management of meaning? (visionary leadership) |
|
Definition
| make sure people don't misinterpret |
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Term
| What are the three categories of the theories of leadership? |
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Definition
1. Trait Approach
2. Behavioral Approach
3. Situational Approach |
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Term
| What is the great man theory and which approach is it? |
|
Definition
1. leaders are great men who were born to lead
2. trait approach |
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Term
| What are the four types of situational approaches? |
|
Definition
1. Contingency model of leadership
2. McClelland’s Model of Managerial Motivation
3. Path-Goal Theory
4. Social Identity Theory |
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Term
| What is the Contingency Model of leadership? |
|
Definition
| A leader’s style is relatively stable, the environment in which the individual leads either fits or does do not |
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Term
| What is the Path-Goal Theory? |
|
Definition
1. Increasing the rewards, resources, and opportunities while reducing the road blocks for people to achieve their goals
2. I control your resources and we have a path, I give and take to stay on the path |
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Term
| What is the Social Identity Theory? |
|
Definition
1. basis for leadership is group prototypicality
2. Rich Rod failed at Michigan because he wasn't a Michigan Man |
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Term
| What theory of situational leadership is the most important? |
|
Definition
|
|
Term
| Review Multidimensional Model of Leadership |
|
Definition
|
|
Term
| What are the characteristics of Level 5 Leadership? |
|
Definition
1. Almost completely lack an ego
2. Personal humility
3. Professional resolve; fierce determination
4. Staffing considerations
5. Build for the future |
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|
Term
| What are the types of leadership powers? |
|
Definition
1. Legitimate Power
2. Reward Power
3. Coercive Power
4. Expert Power
5. Referent Power |
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|
Term
| What is Legitimate Power? |
|
Definition
|
|
Term
|
Definition
|
|
Term
|
Definition
|
|
Term
|
Definition
| know so much about material, that you are an expert, which gives you power |
|
|
Term
|
Definition
| Not always head coach or AD, it’s the individual that people respect the most and want their opinion |
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