ELECTIVE 2 Study Guide - Final Guide: Trait Theory, Human Resource Management, Personality Test

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FINAL EXAMINATION
ELECTIVE 4 STRATEGIC HUMAN RESOURCE
MANAGEMENT
1. Sometimes it can be hard to evaluate how motivated your people are,
especially if leaders are not in daily or even weekly contact with all of their
subordinates. It can also be hard to put a finger on the true level of motivation
within your organization, as people’s outlook changes day by day.
True or False, Why or Why not? How to measure employee motivation?
(25 PTS)
- True. Here are the six indicators we use to assess workplace motivation.
Fits are the days spent working from home. Of course, you'll need
historical data to see changes in trends. Increases in the number of days
worked from home could suggest problems with team spirit, individual
employee relationships, or simply the workplace or workspace. Second
is the number of absences. An increase in absences is another symptom
of a deteriorating workplace culture. It's also a good idea to modify the
amount of absences to seasonal trends in order to figure out how to
remedy the problem. Third indicator is the number of days that are
shorter. You should be concerned employees work less hours than their
job contract stipulates and it will show a decreasing trend as well.
Fourth indicator is carelessness. When you're motivated, you're more
likely to pay attention to the smallest details and give just the best
results. However, the inverse is also true, and great care must be used
while evaluating employees' carelessness. They will be aware of this on
a regular basis, allowing for company-wide study and comparison to
address the low ratings. Fifth is unsociable conduct. People are less
motivated to perform at their best in a bad work environment, even if
there is a clear vision and long-term goals to guide them. Unfortunately,
one person's antisocial behavior can have a huge, out-of-proportion
effect on the environment. As a result, unsocial behavior should be
monitored by team leaders and peers when it isn't a harmless
personality trait. An employee who has a negative impact on the
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environment at one place may transform into a good resource at a
different department or area. The last indicator is unwillingness to take
responsibility or accept new projects. Highly motivated employees
jump into new assignments and take personal care that projects are
delivered and customers serviced excellently. There can be many
reasons why individuals avoid responsibility (such as a lack of
experience or training), but avoiding responsibilities or new roles often
indicates that an employee already has one foot outside the job.
2. Critically evaluate the following statement:
“Since most strategic decisions are event-driven rather than programmed they
are unplanned. Accordingly, they should be seen in terms of preferences,
choices, and matches rather than exercises in applied logic”. (15 PTS)
- It means that it is up to HR practitioners in their strategic role to solve
these problems by learning what the business is trying to accomplish
and what drives it, comprehending how HR practices affect the
business, and gaining access to strategic business decision-making by
demonstrating their credibility as an integral part of the management of
the organization. Strategic decisions aim to make the few key decisions
with the most conceptual understanding possible. Rather than solving
problems, it aims to uncover the constants in a situation and work
through what is strategic and generic. As a result, they want to
understand why the decision was made and what the underlying facts
are that it must address. They are more concerned with impact than with
skill. They also prefer to be practical rather than smart. Strategic
decisions are distinct from other types of judgments because they are
large-scale, resource-intensive, long-term, and fraught with
uncertainty. They are uncommon and usually have no precedent to
follow; they are big, resource expensive, and necessitate a high level of
commitment from all parties involved. It also established the criterion
by which subsequent decisions and acts will be judged.
3. It is incredibly difficult to gauge how a candidate will behave in a future
position based on their resume and interview alone. Of course, past employer
references help in providing an insight into how a candidate has behaved in a
previous position, but they won’t show you the whole truth. (30 PTS)
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Document Summary

Management: sometimes it can be hard to evaluate how motivated your people are, especially if leaders are not in daily or even weekly contact with all of their subordinates. It can also be hard to put a finger on the true level of motivation within your organization, as people"s outlook changes day by day. Here are the six indicators we use to assess workplace motivation. Fits are the days spent working from home. Of course, you"ll need historical data to see changes in trends. Increases in the number of days worked from home could suggest problems with team spirit, individual employee relationships, or simply the workplace or workspace. An increase in absences is another symptom of a deteriorating workplace culture. It"s also a good idea to modify the amount of absences to seasonal trends in order to figure out how to remedy the problem. Third indicator is the number of days that are shorter.

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