Star Employees 2nd half Class 17 10 17 Sang Hoon Han PhD Candidate CPA Department of Management and Human Resources Fisher College of Business The Ohio State University Agenda Types of star performers Star performers influence Management practices for star employees Three Types of Star Performers Low task contribution High task contribution High status Status stars Universal stars Low status Nonstars Performance stars For your exam you need to distinguish different types of stars Test your knowledge True or false A Status stars can be categorized into several types and they make indirect contributions in different ways O B Affiliation based status has close connections with an elite C Status stars usually create direct value through their exceptional individual or institution O task performance X D Former universal stars can be considered status stars O E In some cases status stars can function as network agents O Test your knowledge True or false A Universal stars have high status and contribute substantially to organizational performance O B Performance stars generally have as high a status as universal C Performance stars may have a high potential for future high D Performance stars contribute to organizational performance even with their low status O E Universal stars usually have a lower status than performance stars X status O stars X Star Performers Influence Star performers may overshadow non star coworkers Star Performers Influence Being too dependent on star performers may cause organizational myopia e g lack of nonstar development Star Performers Influence Star performers tend to have star egos and may not always collaborate with others Star Performers Influence Star performers may feel entitled and show self interested behavior to maintain high status Star Performers Influence Negative outcomes of status difference between star and non star employees e g envy Star Performers Influence Star performers may not fit with culture Carly Fiorina First female CEO to lead a Fortune Top 20 company HP Known for her dynamic personality and bold vision for change However HP had a long standing culture of consensus based decision making and engineering driven innovation Star Performers Influence Organizations may not provide sufficient opportunities for star performers to shine Eager to hire them but not utilize them Examples Government officials hired from industry Star Performers Influence Overpay compared to actual contribution financial perspective in addition to work structure with coworkers Call 2021 Star Performers Influence Star performers may be overused Star Performers Influence Summary Can be positive Proven to perform well High return on investment Can be negative Overreliance Difficult to control Excessive influence Risk Stars turnover decreased performance Nonstars deprived of opportunities Star Performers Influence Overemphasis on individual success When organizations rely heavily on star performers they may prioritize individual achievements over the collective success of the team or company Resistance to change Star performers often achieve their status through specific skills expertise or methods that have proven successful in the past As a result organizations may become overly reliant on these approaches making them resistant to change or innovation even when new strategies or ideas could potentially lead to better results Star Performers Influence Limited perspective When companies place too much emphasis on the insights and opinions of star performers they may inadvertently stifle the diversity of thought and perspective that comes from engaging a broader range of team members This can lead to groupthink and a narrow focus on certain strategies or solutions which may not be the most effective or innovative in the long run Star Performers Influence Inadequate talent development Overdependence on star performers can cause organizations to neglect the development of other employees limiting their potential for growth and advancement This may result in a lack of depth in the talent pool making it difficult for the company to adapt and respond effectively to changing market conditions or competitive pressures Moderators Political skill Cullen et al 2018 o Ex Star A Kept undermined belittled nonstars Star B Kept supporting nonstars Task interdependence Tjosvold 1986 Number and proportion of stars Taylor et al 2020 Star vs nonstar task assignment Stars assignment Seed vs single unit Kehoe et al 2018 How to Manage Star Performers What can organizations do with these moderators Political skill Cullen et al 2018 Task interdependence Tjosvold 1986 Number and proportion of stars Taylor et al 2020 Star vs nonstar task assignment Stars assignment Seed vs single unit Kehoe et al 2018 How to Manage Star Performers Think about the common HRM practices we know how should we design those practices to better manage star performers Can we use AMO model A staffing and training M performance appraisal and compensation O collaboration participation empowerment How to Manage Star Performers Ability enhancing practices Focus on skill demand fit Are stars really needed Internal cultivation vs buying hiring stars Focus on culture fit Which star to select Provide more challenges by offering development and training opportunities If hired use them How to Manage Star Performers Motivation enhancing practices Let stars know that you know they re valuable Understand star performers needs Recognize their contributions timely and appropriately Financial rewards is important but not everything Give respect and create a positive climate How to Manage Star Performers Opportunity enhancing practices Empower star employees to do what they are good at Cultivate a team climate Knowledge sharing Collaboration Team success Mentoring Test your knowledge True or false A Star employees task performance does not provoke envy of nonstar employees X B Overdependence on star performers can cause organizations to neglect the development of other i e nonstar employees O C Star performers self interested behavior can hinder their collaboration with nonstar employees O Questions Exam 2 Review SLDS Complete exam arrangement by Wed 23rd 3pm Students who requested SLDS Exam Accommodations please complete your exam arrangement by Wed 23rd by 3pm I can upload the individualized exams only to those who completed their exam arrangements Wed 23rd by 3pm is the last point until which I can upload those individualized
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