BCOR 370 1st EditionExam # 2 StudyGuide Social Responsibility● Taking actions, beyond economic and legal responsibilities that are beneficial to society at largeLevels of Social Responsibility● Economic responsibility-"Run an efficient and effective business" (Milton Friedman)● Legal responsibility-"Play by the rules"● Ethical rules-"Do what is right"● Discretionary responsibility- " Go beyond the call of duty" (Andrew Carnegie)Mighty Ford Bronco II● Design flaw- top heavy● Rolled over the most out of any vehicle in history● Redesigned into Ford ExplorerChildren being backed over● Cars have huge blind spots in the rear● Almost half of car deaths of children (49%)● Refer to p. 125Organizational Structure Organizing● The process of structuring both human and physical resources to accomplish organizational objectivesOrganizational Structure● The framework of jobs and departments that directs the behavior of individuals and groups toward achieving the organizations objectivesBasic organization concepts ● Work specialization- subdivision of tasks into individual jobs● Departmentalization- basis for grouping jobs togetherChain of command● Authority, responsibility, and delegationSpan of control● Centralization versus decentralizationMechanistic versus organic organizations ● Mechanistic ○ Rigid hierarchical○ Fixed duties○ Many rules○ Formalized communication channels○ Centralized division authority○ Taller structures● Organic○ Collaboration (both vertical and horizontal)○ Adaptable duties○ Few rules○ Informal communication○ Decentralized decision authority○ Flatter structuresStructures● Functional structure ● Product structure● Geographic structure● Matrix structure Eastman chemical company's pizza chart● Big pepperoni's are teams● External supportThe rings of Saturn● GM uses this● Also known as Saturn's organizational structure● Bull’s eye is the operational level● Outer ring is top managementCulture● Live● ActiveOrganizational culture ● System of shared meaning ● Distinguishes the organization● Characteristics that the organization valuesLearning about culture● Dress● Stories● Rituals● Language● SymbolsThe change process● Unfreezing----> changing-----> refreezingResistance to change● Fear of loss● Fear of the unknown● Belief that change is not goodHuman resource managementWalt Disney World● 100 job vacancies per day● 20,000 job vacancies annually● 50,000 employees the largest single site employerThe Walt Disney World approach to HR management● "Cast members" are the company's most valuable resource. Every effort must be made to attract, train, and retain effective cast members● People are the key to "Disney Magic"Planning and recruitment● HR planning: Disney knows precisely how many employees they will need to hire● Recruitment: college programs, web site, "audition" and "casting calls"Selection ● Phone screen, casting center, application and film● Conditions of employment: compensation, scheduling, transportation, appearance● InterviewOrientation and training● Every new employee attends day-and-a-half "transitions" class ● Training itself is a performance● Stories help teach the Disney culture○ "Aggressively friendly" empowered to make guests happyRewards● Applause-o-Grams, golden hangers, thumbs-up, partners in excellence● Employees can record how they want to be rewarded: time off, movie ticketsHuman resource management (HRM)● The management function concerned with getting, training, motivating, and keeping competent employees. The practices and policies necessary to get the right peopleLegal aspects of HRMWhy should HRM be important to you?● You want to have a successful career● You want to be a successful manager● You want to hire the right people● You want your people to be satisfied● You might effectively evaluate the performance of your people● You don't want to be suedLegal aspects of HRM (p. 278)● Can we discriminate in hiring, compensating and promoting people?○ Yes!!● We cannot UNFAIRLY discriminate; that is make employment decisions based on factors that are not job relatedMajor laws related to HRM● Title VII civil rights Act of 1964-EEO● Equal Pay Act of 1963-comparable worth● ADA of 1990Does Abilene Christian University practice unfair discrimination?● Bona Fide Occupational Qualification (BFOQ)● Business necessityEmployment Planning● Getting the right number of the right people in the right places● HR InventoryJob analysis- the process of analyzing the job● Job description- written description of what the job entails● Job specification- reflect what skills, abilities (qualifications) are required for the jobTalent Acquisition● Recruitment- the process of locating, identifying, and attracting capable applicants○ Sources of recruitment■ Internal■ ExternalSelection● Selection is the process of identifying the most appropriate individual for the job. A mutual decision making process○ Ex. Gone with the Wind, 1983 NFL Draf● Selection Tools○ Application form○ interview○ testingTraining and Development● Orientation- an effort to help employees fit smoothly into an organization● On the job training● Off the job trainingPerformance Management and Compensation● Performance management- the process of observing, evaluating, and providing feedbackon an employee’s performance○ Should involve both formal and informal appraisals● Compensation and pay structures internal and external equityWorkforce maintenance● Discipline, demotions, separations● Promotions and