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113 Cards in this Set
- Front
- Back
Training versus education
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Training: allows the employee to learn a specific skill and it benefits the employer
Education: allows the employee to learn multiple skills and it benefits the employee |
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Four purposes for training
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1. Increases workplace literacy
2. New-employee orientation 3. Continuing education and career development 4. Retirement planning |
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On Boarding/ On Dash Boarding
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Helping new members become productive members of an organization
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Most important thing about training
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It transfers into job performance
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What is needed for a successful simulation of the job?
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High fidelity
(It's a good representation) |
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Massed practice training
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more, quicker info in a shorter period of time
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Distributed training
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Information given over a longer period of time
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Assessment of Training Needs (3)
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McGehee and Thayer.
Organizational Needs Task Needs Person Needs |
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Organizational Needs Analysis
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-Based on goals. Goals of the organization and goals of the employees.
1. Questioning 2. Uncovering 3. Achieving |
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Task Needs Analysis
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-Find the KSAOs of the employee.
1. Knowledge 2. Skills 3. Abilities 4. Other Behaviors |
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Person Needs Analysis
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-Assessment of which employee should be trained and how much training each employee should receive.
1. Ask yourself questions -Do they really need training? -If so, who needs it more? -Will they benefit from this? -Those that do need it, how much of it do they need? 2. Study the employees behaviors and actions 3. Then choose the right ones |
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Whole versus Part training
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Whole: A single skill is learning completely
Part: Multiple skills are learned at once |
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Active Practice
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Where the individuals learn the skills through participating in the task that is being learned
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Training at the job site and advantages
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Training at the location where the tasks will be performed.
Advantages: Realism, transfer of training, less time lost from work Disadvantages: More distractions, not paying full attention to the work |
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Off the job site training and advantages
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Training anywhere aside from the location where the tasks will be performed
Advantages: more methods can be used, no disruption of operation Disadvantages: More managerial/supervisory training, costs more money |
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Training at the job site: 5 specific
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1. Job instruction
2. Vestibule 3. Job rotation 4. Apprenticeship 5. Mentoring |
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1. Job instruction
2. Vestibule 3. Job rotation 4. Apprenticeship 5. Mentoring |
1. Tell, show, do and review
2. Adjacent to the work area with same equipment and tools 3. Cycling through a number of jobs or positions 4. Lengthy training with supervised on-the-job work and classroom instruction 5. More experienced worker helps the less experienced worker develop job and career related skills |
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Off the job site training: specifics
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1. Lectures: You can cover a lot of information to a lot of people. Can get people involved by letting them ask questions.
2. Role Playing: practicing new ways of interacting 3. Behavior modeling: watching someone else do an action and then try to repeat it |
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Behavior training
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Did your training transfer back to the job? Did your behavior change as a result of the training?
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Donald Kirkpatrick
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Four levels:
1. Evaluate reaction 2. Evaluate learning 3. Evaluate behavior 4. Evaluate results Fifth level was recently added... ROI. Return on Investment |
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Four training criteria
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1. Reaction: Was it taught well
2. Learning: Establish whether the learning occurred or not 3. Behavior: Did their behavior actually change 4. Results: Do we have less injuries/accidents, etc. |
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ROI
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Return on Investment
-important for training because you're spending a lot of money on this process |
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Motivation
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-The processes that account for an individual’s intensity(how hard a person tries), direction(working toward a beneficial goal), and persistence(how long a person tries) of effort toward attaining a goal.
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Hierarchy of Needs
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Maslow
Five needs... 1. physiological 2. safety 3. social 4. esteem 5. self-actualization |
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Self-actualization
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The drive to become what one is capable of becoming
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Theory X and Theory Y
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Douglas McGregor. Determined how a supervisor looks at their subordinates.
Theory X: assumes that employees dislike work, lack ambition and must be directed and coerced to perform. Theory Y: Assumes employees like work, seek responsibility and are capable of making decisions. |
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Two-Factor Theory
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Frederick Herzberg. Factors that determine job dis/satisfaction.
-Intrinsic factors -Extrinsic factors |
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Intrinsic factors
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aka... motivation, content.
-Content of the job itself, nature of the work itself -Achievement -Recognition -Advancement -Growth When these factors are not present, the workers will feel neutral about a job. If they are present, it can lead to high motivation and extreme job satisfaction |
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Extrinsic factors
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aka... hygiene, context
-Supervision -Salary -Security -Status -Relationship with supervisor -Work conditions If these factors are present, the best it can do is lead to a neutral feeling about the job. If they are not present, it can lead to job dissatisfaction. |
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ERG Theory
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Clayton Alderfer. Determined that there are three groups of core needs.
1. Existence (basic material requirements) 2. Relatedness (desire for relationships) 3. Growth (desire for personal development) Existence must be filled before relatedness before growth |
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Theory of Needs
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David McClelland. Certain people have a higher level of need for achievement.
-Experiment with throwing rings on the post. Kids standing in the middle had the highest need. 1. Need for Achievement (success) 2. Need for Power (control) 3. Need for Affiliation (relationships) |
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Reinforcement Theory
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Assumption that behavior is function of its consequences. Good way to motivate kids.
-rewards -candy -popsicles |
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Job Design Theory
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Hackman and Oldham. Theory about the work itself... ways to make the job more meaningful.
Five job characteristics and their relationship to personal and work outcomes. 1. skill variety 2. task identity 3. task significance 4. autonomy 5. feedback |
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When these five characteristics are present, these three psychological states are present as well...
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1. knowledge of results
2. meaningfulness of work 3. personal feelings of responsibility for results Increases in these states result in increased motivation, performance, and job satisfaction |
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Skill Variety
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Degree to which a job requires a variety of different activities
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Task identity
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The degree to which the job requires completion of a whole and identifiable piece of work.
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Task significance
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The degree to which the job has a substantial impact on the lives or work of other people.
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Autonomy
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How much you work on your own. Do you have freedom and discretion to the individual in schedules and procedures for working?
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Feedback
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Do you obtain direct and clear information about the effectiveness of your performance?
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Types of Employee Involvement Programs
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1. Participative Management
2. Representative Participation 3. Work Councils 4. Board Representatives 5. Quality Circles 6. Employee Stock Ownership Plans |
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Work Councils
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Groups of nominated or elected employees who must be consulted when management makes decisions involving personnel.
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The Quality Movement
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Mid 80s ish. Edwards Deming. He said, "If you want to improve the system, improve the process."
Japanese made cars with a fish tail diagram. There was an inspection at the end of every process. Continuous improvement. |
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Quality Circles
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Groups of employees discuss quality problems, causes, solutions and take action
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ESOPs
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Employee Stock Ownership Plans
-Benefit plan in which employees get company stock as part of their benefits. -If the company does better, then you get more money. In turn making you want to have more involvement in the company's well-being and this increases job satisfaction. |
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Variable-Pay Programs
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A part of your pay is based on a measurement of either individual or team performance.
1. Piece-rate 2. Profit-sharing 3. Gain sharing |
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Past payment plan versus Future payment plan
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Salary versus Variable Pay
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Piece rate pay
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Basically commission. Paid a fixed sum for each unit of production completed.
-Advantage: If the market is doing well, then you are going to make a lot of money. -Disadvantage: If the market isn't doing well, then you are going to be little to no money. |
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Profit Sharing
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Distribute pay based on company profitability at the time. If the company does well, then you do well. If the company does badly then you do badly.
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Gain sharing
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Incentive plan. Primarily used in federal government. You get paid based on the improvements in group performance from one time period to another.
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Skill-based pay plans
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Pay is based on how many skills an employee has or how many jobs they can do. Example: Home Depot and the number of isles that you are proficient in.
-Advantages: Flexibility, performance improvement because you're being paid more, room for advancement -Disadvantages: Employee may max out and they can't make any more without getting promoted, some skills may become obsolete, paying for the skill as opposed to the level of performance for that particular skill |
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Flexible benefits
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The employee tailors their benefit plan to their personal needs. They choose from a menu.
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Defined Benefit versus Defined Contribution
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They are giving a certain dollar amount to specifically stated benefits versus they will pay you a certain dollar amount and it is your responsibility to manage your retirement account
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Alternative Work Schedule
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Four days a week for ten hours each day.
-Advantage: Shorter week, leads to satisfaction and motivation -Disadvantage: Longer hours, may affect other aspects of life, may need to work on Fridays for extraneous reasons. -Doesn't necessarily increase productivity. |
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Flex/Flexi Time
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More popular than Alternative Work Week. Flexible schedule with core hours that you must be at work, the rest is up to your schedule.
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Telecommuting
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Must be disciplined.
-Advantage: You're at home. -Disadvantage: You're at home. Can be good because you save money on commuting, you may be able to take care of other responsibilities, but it may be bad because you must have discipline and you may be very distracted. Also, you are not networking with people which is very important. |
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Pension
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Company pays you a certain percentage of your salary every year for the rest of your life
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Job satisfaction
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Being happy within your job
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JDI
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Job Descriptive Index
Most widely used measure of job satisfaction. Measures: 1. Pay 2. Benefits 3. Co-workers 4. Supervisors 5. Work itself |
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Job satisfaction and age
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This is represented by an inverted U shape. Young people are very satisfied, you become less satisfied in your 40s and then you come back up in your 50s and before retirement.
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Are men or women (normally) more satisfied at work?
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Men
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Shrinkage
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Employee theft
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Trait Theory
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Trait is an enduring characteristic. Experiments took important leaders of the time and named their personal traits to see if there was a correlation between traits and good leadership skills.
-There correlation was weak. There are no traits that correlate with being a good leader |
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Behavioral Theory
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Tried to correlate leadership with certain behaviors that leaders engaged in. (Ohio State Studies)
-Two domains of behaviors that led to good leaders 1. Initiating Structure 2. Consideration |
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Initiating Structure
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Leaders are task oriented and don't care much about the people.
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Consideration
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Leaders are people oriented and are not overly concerned with getting the job done.
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Contingency Theory
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Fiedler. He looked at Initiating Structure and Consideration and gave people certain styles. He figured out that certain situations work better with certain types of leaders.
A mixture of Trait and Behavioral Theory |
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Transformational Theory
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Bass: Defined leaders in two ways.
-Transactional: Gets things done. Leads through transaction. You do this for me and I'll return the favor. -Transformational: Lead others to exceptional performance because the followers identify with the values and attitudes of the leader. Lead by example. |
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Which makes for a better leader? Transactional or Transformational
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Transformational
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Leadership Level 2
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-Operates out of self interest
-Uses others for personal gain -Must win -Feedback bounces right off of them |
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Leadership Level 3
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-Very sensitive to how other people view them
-Defined by their relationships -Wants to hear how you feel about them. Needs personal reinforcement. -Can't take the blame for anything. Always blame others. |
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Leadership Level 4
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-You define yourself and your values. Your values define you.
-Proactive not reactive -Concerned with goals and standards -Always want to make sure that they are contributing to the organization's goals |
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Leadership Level 5
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-Learns deeply from successes and failures
-Leads from values but open to change -Understand that in order to become more wise, they must soak in information from other people/sources -Become more open-minded |
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Ethics is derived from...
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the Greek word Ethos which means character
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Do "right vs wrong" or "right vs right" decisions define who we are and our character?
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Right versus right decisions
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Ethical Models of Decision Making (4)
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1. Utilitarianism
2. Rights and Duties 3. Justice 4. Care |
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Utilitarianism
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Always want the greatest good for the greatest number of people
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Rights and Duties
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Always wants to maintain the fundamental rights of all human beings
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Justice
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Always wants a decision to be fair and impartial
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Care
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Always wants to tend to personal relationships. The Golden Rule
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Four Kinds of Decision Making
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1. Minority
2. Majority 3. Unanimous 4. Consensus |
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Do groups or individuals make more effective decisions?
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Groups
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Which is the most efficient way?
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Minority
-probably not a very important decision |
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Majority
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However the majority feels is where the decision will lie.
Example: voting |
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Which type of decision is made when people are looking to save time and finish a meeting? They sometimes overlook other options.
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Unanimous
-Some of the most disastrous decisions -Bad way to decide on public policy -Almost impossible if its an important decision |
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Consensus
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Come up with a conclusion based on different people's opinions.
Everybody may not agree with the decision but everybody should walk out understanding it. |
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Which type of decision making should use a facilitator?
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Consensus
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Candor
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When dealing with a crisis, tell the public what you know. No more and no less. Don't speculate and don't blame.
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Should you handle the victims earlier in the crisis management process or later in the process?
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Earlier. First or second thing to deal with.
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Four Column Exercise
-different columns? |
You have a complaint...
1. I am committed to the value or importance of... 2. What do I do that works against my commitment? 3. What else may you also be committed to that is competing with number 1? 4. What is your assumption about this situation? If you tried to fix the problem, "blank" would happen. |
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Beneath a complaint is...
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a strong commitment to something.
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Tall Structure versus Flat Structure.
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-Centralized vs decentralized decisions
-Lower vs higher job satisfaction -Highly structured vs loose flowing structure -Past way to organize vs future way -Communication must flow through upper management vs communication flowing through whole organization and teams |
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Who has lost their jobs in organizations over the past 15 years?
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Middle management. They've become obsolete.
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Specialization
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Jobs being broken down into steps and each step is completed by a separate individual
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Span of Control
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The number of employees that a supervisor can efficiently and effectively manage.
Narrow Span: watch over fewer people, more attention on those people |
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Has the span of control increased or decreased (wider or narrower) in the past 15 years?
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It has become wider because we've gotten rid of middle management so there are fewer supervisors for a larger amount of workers
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Authority
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Power given to a person to do something (fire, hire, train, reward, etc.)
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Responsibility
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Obligation to achieve a certain goal
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Responsibility should equal...
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authority!
If you have the responsibility to reach a certain goal but you don't have the authority to control the necessary components, it makes for a difficult job |
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Centralized vs decentralized decision making
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Centralized: Decisions made at the top of an organization and directed to the bottom
Decentralized: people closest to the operation/problem will make the decision |
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Departmentalization
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Grouping departments based on:
1. functions (Functional) 2. product or service (Product) 3. target customer or client (Customer) 4. geographic territory (geographic) 5. the process used to turn inputs into outputs (process) |
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Functional Departmentalization
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Group activities by functions performed
-Advantage: Pooling expertise -Disadvantage: Bad communication in organization |
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Product Departmentalization
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Organize departments by which product they are producing/selling.
-Advantages: Keeps everybody focused on the product |
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Organizational development versus organizational change
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Old term versus new term
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Three Phases of Planned Change
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Kurt Lewin.
1. Unfreezing 2. Change 3. Refreezing |
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Unfreezing
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Help people accept that change is needed because the existing situation is not adequate.
Change the mindset of a person to make them open to change. -Example: Fraternity hazing. Break them down, make them vulnerable enough to where they must listen to your ideals. |
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Change
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Inserting the organization's ideas, way of living and way of doing things.
Mold and shape your attitudes to match those of the organization. Example: Once the boys are vulnerable, insert the new ideas and way of living. |
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Refreezing
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Reinforces the new way of working so that the new ways of behaving become stabilized.
For example: When you recruit others to you fraternity. |
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Steps in the planned change process
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1. Recognize the need for change
2. Diagnose and plan change 3. Manage the transition 4. Measure results and maintain change |
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Force-field analysis
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Analyzing the forces that drive the change and forces that restrain it.
-Driving forces -Restraining forces |
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Surveys is an example of...
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an organizational change initiative.
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Do men or women care more about work-life balance?
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Women
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Does Karl like to put a "neutral" choice on a survey?
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No
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Importance of doing more than one survey
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If you do multiple surveys over specific periods of time then you have results to compare to each other. In turn, you can measure the improvement of the organization in certain problem areas.
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