Chapter 6 Employee Selection 1. If an organization did not hire a person who was described as low in predicted success and low in job performance, that situation would be called which of the following? A. the goal of selection B. a miss C. a hit D. a successful selection system 2. Which of the following refers to the use of selection tests to measure applicant KSAOs against competencies for the job? A. employment equity compliance B. person–job fit C. person–organization fit D. indirect expense 3.
The following proposal will contain a SWOT analysis of the company’s strengths and weaknesses, opportunities and threats, A-Team’s strategic planning recommendations, financial analysis, competitive analysis, and examination of the current market, along with the conclusion. SWOT Analysis After investigating CanGo’s operating procedures, A-Team had identified various internal and external factors of strengths and weaknesses through a SWOT assessment. The factors are illustrated in the chart below. Internal Factors | Strengths | Weaknesses | Management | Dedicated staff and recognized as a successful start-up company. | Lacks mission and vision statements, strategic planning, effective management and having no long-term goals | Personnel | Highly motivated and dedicated personnel.
If a manager in a particular post, but no corresponding powers, so he is unable to carry out management work. Responsibility is a basic requirement for managers, while managers are delegated authority should be the fate of the respective organizations or bodies bear responsibility for the organization or the members of the group bears a corresponding obligation. Powers and responsibilities should be synchronized growth and decline, the greater the power, the more severe liability. In comparison, the nature of the responsibility, authority is only a means to make the responsibility, the responsibility is the real symbol of the managers is more than power. No matter what type of organization managers, regardless of what he was in management levels, all managers need to have some management skills, such as Technical skills, design skills, personal skills.
1. The control process assumes that ________. A. employees require clear directions from management B. employees are underqualified and require training C. specific goals for performance were already created during the planning process D. employee monitoring costs are part and parcel of doing business The correct answer is: C. Because the control process measures actual performance against standards, these standards should already be in place when the control process begins. If standards are not created during the planning process, the control process will not have a goal against which to measure actual performance. 2.
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.
------------------------------------------------- It is important to firstly define what the difference is between management and leadership. The biggest difference between managers and leaders is the way they motivate people to follow them. Managers have a position given to them by the company. Their subordinates work for them to complete tasks and in turn manage situations as they occur. Leaders on the other hand do not have subordinates when they are leading.
The fiedler contingency theory describes a theory of leadership and management. The theory explains the hierarchy of leadership that is applicable to organization and companies. The theory is based on the idea that there is always a least preferred co-worker based on their personality trait and behaviour at work. A contingency leadership style can lead to more effective and precise leadership. Contingency theories are a class of behavioural theory that contend that there is no one best way of leading and that a leadership style that is effective in some situation may not be successful in other.
Discuss. * With reference to the relevant leadership theory, evaluate the accuracy of the claim that: “There is no one best way of leading subordinates - it all depends upon the situation faced by the manager”. * Critically discuss the following proposition: “because different content theories of motivation embrace different psychological universalisms about human needs, they are inherently inferior to process theories of motivation wherein the emphasis is upon socially variable perceptions, expectations and desired outcomes”. * What is organizational culture and why should it matter to managers? * Describe and critically evaluate the key differences between process theories of motivation and content theories of motivation?
As a result, for adequate workplace motivation, it is important that lead ship understands which needs are active for individual employee motivation. In this regard, Abraham Maslow's model indicates that basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. The basic need which Shank’s old boss failed to meet is the need for self-actualization. This is the highest level of Maslow’s hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential.
Normally when a company sends out the “help wanted” signs, they offer a brief description of what the job entitles. It is your responsibility to research exactly what the company needs. Read the job description to learn what your duties would be. Learn what skills are needed for this job and whether you have them or not. Preparation is the key.