Goal-related performance recognition could be framed more thoughtfully to diminish the effects of social comparisons, they add. For example, instead of rewarding one employee for "outselling 30 peers," a manager can cite the outperformer's "outstanding sales and customer service." Ultimately, managers might favor team rewards over individual recognition to encourage performance, they
The company has found that about half of the time, the interviewers disagree in their ratings such that some members of the panel give the candidate a high rating, while others give the same candidate a low rating. What is the best way to describe the situation? A. The interview that Organization B is using is not content valid. B.
Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why? Unstructured Interviews Disadvantages • Standard approach is absent variances by candidate/interviewer • Formal scoring may be lacking impacts the ability compare candidates effectively • Interviewer approach and questions may be irrelevant to competencies.
Disadvantage: * Technical evaluation after price negotiation causes an unfair price competition during auction between high quality suppliers and low quality suppliers. Suppliers with low quality may have lower cost structure comparing to high quality suppliers. Without setting the quality standard before the auction, it is likely that the auction winner may not be able to meet Casturn’s technical evaluation. * The cross-function time at step 5 have veto power. Even though this practice reduces the chance of making a bad re-sourcing decision, it wastes lots of time and energy from CMC and engineer team, and may discourage nominated supplier.
Perceived organizational openness will mediate the relationship between trust and employee involvement (Thomas, Zolin & Hartman 2009)Trust will mediate the relationships among quality of information and enough information and perceived organizational openness (Thomas, Zolin & Hartman 2009). Finally, after all analysis was complete it was determined that the relationship between communication and trust is too complex. Measuring the quality and the quantity of information was shown to be inaccurate and ineffective, when considering all members of the organization. As it relates to the relationships evaluated in the organization, relationships with coworkers and supervisors, it is quality, not quantity, of information that best builds trust. To further research and study this relationship much more research must be
One of my main takeaways from this topic is that money isn’t the best motivator. According to Mayo’s Hawthorne effect, employees feel more motivated when their efforts are recognized, and this can be achieved through bonuses for example. However, this can increase individualism as employees will focus on outperforming their peers. Intrinsic motivation helps create loyal employees who are more satisfied on a personal level. An example of this could be social security benefits.
Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups. However open recruiting is a perfect method for sales associates as these position are usually filled with a higher level of diversity. The targets for Tanglewood recruitment should be directly matched with candidates with similar knowledge and experience.
The company’s investment into the employee will also act as a motivator for the employee. This will in turn lead to greater overall performance. Hire Yourself or Outsource It is our opinion that outsourcing is not the route the company should pursue. This could be a costly option. Another possible disadvantage is the recruiter has no idea or feel for the company and its culture.
In the textbook, Alexander and Hartman cite statistics from a 2010 Harris Poll which found that “7 in 10 Americans say women often do not receive the same pay as men for doing exactly the same job” (Alexander and Hartman, 2014, p. 345). A valid claim under the EPA requires that an employee prove that the employer pays men more than women for doing the same job. An employer may
Business Leadership & Management Competencies Professor Dardo 14 February 2011 “In Praise of Followers” versus “What Every Leader Needs to Know About Followers” The importance of the leader-follower relationship in organizations is discussed in both Robert E. Kelley’s “In Praise of Followers” and Barbara Kellerman’s “What Every Leader Needs to Know About Followers.” There are slight differences between the main points in these two articles, however. In Kelley’s article, he discusses what constitutes an “exemplary follower” and elaborates on the five categories into which followers can be placed. On the other hand, Kellerman has a different perception of followers and categorizes them in a slightly different manner. Kellerman discusses the “level of engagement” of the follower and explains that this factor is vital when trying to measure the relationship of the leader and follower. The leader-follower relationship is important in practically every setting because one role cannot exist without the other.