BMGT364 Final Study Guide Ireland Teams Teamwork Session 13 Defining a Team o Work interdependently joint effort team identity Factors that influence team effectiveness Hackman s model o Inputs team design context processes task related outputs Team design task design team composition norms Organizational context rewards training resources Why Teams o Integrate knowledge skills o Cope with complexity multiple perspectives o Foster motivation commitment o Synergy whole is greater than sum of parts Mac Team Video o Competing with IBM made them better new task force was unencumbered by Apple s bureaucracy self policing o Leadership is getting a consensus of common vision o Clear goal competent members strong leadership French Soccer Team no trust time helps increase trust o Lack of Trust leads to Concealing weakness Grudges Ireland Don t help others Why do dream teams fail o Competing agendas too many all stars lack of trust Conflict o Person Based Hurts Team Rooted in anger personality clashes o Issue Based Helps Team Depersonalized focused on merits of ideas creativity Task Related Processes o Groupthink want to conform unanimity fail to evaluate o Abilene paradox people are afraid to have dissenting opinions agree privately as to the steps required people have personal interest at heart from lack of communication o Information sharing team members bring different opinions Shared Information all vs Unique Information some Become Real Team Miracle o Forming Storming Norming Performing o Hate coach instead of each other bonding Army Case Study o Varsity loses because it s the 8 best don t work together o Coach should ve stepped in earlier and let them air differences Human Resources Session 14 Sustained Competitive Advantage Workforce 2 Ireland o Resource that is Valuable Unique Difficult to Imitate Strategic Human Resource Management SHRM pattern of planned HR activities to help company reach goals o Knowledge Skills Abilities Other Characteristics KSAOs o Practices and Policies an organization uses to manage people Jack Welch GE o Get right people in right jobs clear distinction between levels of performance o GE Key Success Factors Talent is a core strategic resource HR professionals are respected HR Management Process Integrated management development system o Attract qualified employees Recruitment Selection o Developing qualified employees Training Performance Appraisal o Keeping qualified employees Compensation Employee Separation Legislation o Equal Pay Act of 1963 o Title VII of the Civil Rights Act o Age Discrimination in Employment Act of 1967 3 Ireland o Pregnancy Discrimination Act of 1978 o Americans with Disabilities Act of 1990 o Civil Rights Act of 1991 o Family and Medical Leave Act of 1993 o Uniformed Services Employment and Reemployment Rights Act of 1994 Terms o Disparate treatment intentional discrimination o Adverse Impact substantially different rate of selection in hiring or promotion based on race sex etc o 4 5 rule pray she doesn t ask this really confusing o Abercrombie Fitch Case not a diverse enough workforce Not always clear distinction whether employers can hire for look Chinese restaurants FUBU Job Analysis o Getting information about jobs building block of everything that personnel o Purpose of JA means to many ends Generates 2 types of info Job Descriptions List of task duties and responsibilities observable does actions Job Specifications Knowledge Skills Abilities and Other Characteristics KSAOs o Strategic Importance of Job Analysis Restructuring merger redundant jobs Recruitment job specific KSAOs Training Career Development match skills with tasks Performance Appraisal distinguish effective behaviors 4 Ireland Recruiting Internal vs External o No clear difference between two methods o Advantages of using multiple sources Increased diversity larger applicant pools Reduced turnover rates o Leverage Employee Referrals best source o Look inside before hiring outside of company o Predictors for assessing applicants overseas references Reference Checks and Background Verification Formal education job experience interviews personality assessment o Negligent hiring companies have legal duty to not hire unfit employees Companies can hire private investigator as long as its job related With references less is more and safer Radio Shack CEO fired Employers can be sued by former employees if they provide false info Interviews o Unstructured are not reliable or valid inconsistent ratings o Errors Overweight negative information ask questions where there is a right answer ask non job related questions Cognitive Ability tests BEST for all types of jobs o Business Related Wonderlic o Logic Puzzles focused on steps to answer not answer itself 5 Personality Inventories assess unique blend of personal characteristics that define someone s pattern of interaction with the environment Pepsi 5 Dimensions Ireland o Openness to experience o Conscientiousness o Extraversion o Agreeableness o Neuroticism emotional stability Regardless Do NOT use Meyers Briggs type tests Integrity Tests o Clear Purpose overt ever think about stealing o General purpose covert focus on more than theft vandalism sabotage o Lie Detector Tests banned since 1988 handwritten on the same path Assessment Centers o Participate in simulations that are like real world many raters o Written or interpersonal o Biodata use past performance and life to determine future performance Google GLAT Google Lab Aptitude Test looking for well rounded o No Best Predictor depends on criteria and how success is judged Administration consistency of implementation and scoring total cost etc Validity correlation between predictor score and job performance Legality potential for discrimination Applicant reactions applicants find it fair unfair Relevant 6 Ireland Reliability consistency of scores over time Winning Ways Reading Jack Welch o Must hire right people HR is very important Make sure great leadership team is built BUILD TRUST Forced Ranking Age Related Discrimination Reading o Bell curve 10 80 10 top 10 get big bonuses Old people generally rank worse than younger people Leads to mistrust nondisclosure of information Container Store Reading o Invest considerable time and money in their employees 240 hrs of training Encourage them to hire the customers if they re good Annual comprehensive performance review direct guidelines on how to move up in pay scale One great employee can outperform 3 good ones Human
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