Summaries Book Contemporary Management Gareth R Jones Jennifer M George [PDF]

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Summaries: book "Contemporary Management", Gareth R. Jones; Jennifer M. George Introduction to International Business Administration (Vrije Universiteit Amsterdam)



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Chapter 1 Managers and Managing What is management? Management is the planning, organizing, leading and controlling of human and other resources to achieve organizational goals efficiently and effectively. Efficiency is a measure of how well resources are used to achieve a goal. Effectiveness is a measure of the appropiateness of the the goals an organization is pursuing and the degree to which the organization achieves those goals. Organizations are collections of people who work together and coordinate their actions to achieve a wide variety of goals or desired future outcomes. Organizational perfomance is a measure of how efficiently and effectively a manager uses resources to achieve goals. Why is management important? – Managers decide how to use valuable resources and that is why they directly impact the well-being of a society and the people in it. – Studying management helps people to deal with their coworkers, bosses and how to solve conflicts between them, achieve team goals and thus increase performance. – Managing is a job that pays well and provides an interesting and satifsying career. What are the tasks of a manager? The four principal tasks are: 1. Planning: identifying and selecting appropiate goals by • deciding which goals the organization will pursue • deciding what strategies to adopt to attain those goals • deciding how to allocate organizational resources to pursue the strategies that attain those goals. A strategy is a cluster of decisions about what goals to pursue, what actions to take, and how to use resources to achieve goals. 2. Organizing: structuring working relationships in a way that allows organizational members to work together to achieve goals. Organizational structure is a formal system of tasks and reporting relationships that coordinates and motivates organizational member so they work together to achieve goals. 3. Leading: managers articulate a clear organizational vision for the members to accomplish. They energize and enable employees so everyone understand the part they play in achieving organizational goals. – Leadership involves managers using their power, influence and communication skills to coordinate people. – Leadership revolves around encouraging all employees – Highly motivated and committed workface. 4. Controlling is about evaluating how well an organization is achieving its goals and taking action to maintain or improve perfomance. Effective management means performing these four principal tasks succesfully. Henry Mintzberg identified 10 kinds of specific roles that capture the dynamic nature of managerial work based on the responsibility (decisional, personal, informational) A department is a group of people who work together and posses similar skills or use the same knowledge tools, or techniques to perform their job. Levels of management – First-line managers (supervisors) are responsible for the daily supervision of nonmanagerial employees – Midde managers supervise first-line managers and is responsible for finding the best way to organize human and other resources to acieve organizationa goals.



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– Top managers establish organizational goals, decide how departments should interact, and monitors the performance of middle managers. They are responsible for all departemnts (crossdepartmental responsibility) The chief executive officer (CEO) is a company's most senior and important manager. The chief operating officer (COO) takes over the current CEO when he/she retires or becomes the chair of the board. The top management team of company is a group composed of the CEO, COO, the president adn the heads of the most important departments, and is most responsible for achieving goals. Managerial skills (3 types of skills) 1. Conceptual skills: the ability to analyze and diagnose a situation and to distinguish between cause and effect 2. Technical skills: the job-specific knowledge and techniques required to perform and organizational role. 3. Human skills: the ability to understand, alter, lead and control the behavior of other individuals and groups. Core competency is the specific set of departmental skills, knowledge and experience that allows one organization to outperform another. Information technology (IT). Restrucutring involves simplifying shrinking, or downsizing an organization's operation to lower operating costs. This results in eliminating the jobs of large numbers of managers and nonmanagerial employees. Outsourcing is contracting with another company (usually abroad) to have it perform an activity the organization previously performed itself. Outsourcing is part of the worldwide economic system in which nations focus on those things they do best. Challenges for Management in a Global Environment Global organization are organizations that operate and compete in more than one counrty to identify better ways to use their resources and improve their performance. There is global competition when a new company enters the market. The firms must respond with a new focus on providing good and services and selling products at competitive prices. Four major challenges for managers these days: 1. Builing a competitive advantage – the ability of one organization to outperform other organizations becuase it produces desired goods or services more efficiently and effectively than they do. Innovation is the process of creating new or improved goods and services or developing better ways to produce or provide them. 2. Maintaining ethical standards: pressure in an organization can cause that the managers behave unethically, and even illegally, when dealing in and outside the organization. The managers put their own interest first, hurting others in the process. Derivatives are financial tools that allow a firm to make predicitions on the future movements of a wide variety of items. 3. Utlizing new information systems and technologies: increased global coordination helps improve qualitiy and increase the pace of innovation. 4. Practicing global crisis management: natural causes/human causes. Crisis management involves making important choices. – create teams – establish the organization chain of command and reporting relationships – recruit and select the right leaders – develop bargaining and negotiating strategies



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Chapter 2 The evolution of Management Thought Scientific Management Theory (1890-1945) The introduction of steampower and the development of sophisticated machinery adn equipment changed how goods were produced. Small scale craft production → large scale mechanized manufacturing. Adam Smith saw by studying the effects of the industrial revolution that the workers which performed a few of the tasks had much greater performance that the worked which performed all tasks. Job specialization is the process by which a division of labor occurs as different workers specialize in different tasks over time. Scientific Management is the systematic study of relationships between people and tasks for the purpose of redesigning the work process to increase efficiency. Frederick W. Taylor developed four principles to increase efficiency in the workplace; 1. Measure the ways different workers go about performing their tasks and experiment with ways of improving how tasks are performed 2. Codify the new methods of performing tasks into written rules and standard operating procedures 3. Carefully select workers who posses skills and abilities that match the needs of the task, and train them to perform the tasks according to the estabilished rules of procedures 4. Establish a fair or acceptable level of performance for a task and then develop a pay system that rewards performance above the acceptable level He standardized and simplified the jobs, so the efficiency could be increased throughout an organization. The Gilbreths aims: 1. Analyze every individual action necessary to perform a particular task and break it into each of its component actions 2. Find better ways to perform each component action 3. Reorganize each of the component actions so that the action as a whole could be performed more efficiently. Administrative Management Theory (1892-1982) This is the study of how to create an organization structure and control system that leads to high efficiency and effectiveness. Organizational structure is the system of task and authority relationships that controls how employees use recources to achieve organizational goals. The Theory of Bureaucracy by Max Weber Bureaucracy is a formal system of organization and administration designed to ensure efficiency and effectiveness. The 5 principles of bureaucracy; – System of written rules and standard operating procedures that specify how employees should behave – Clearly specified hierarchy of authority – Selection and evaluation system that rewards employees fairly and equitably – Clearly specified system of task and role relationships Authority is the power to hold people accountable for their actions and to make decisions concerning the use of resources. Rules are formal written constructions that specify actions to be taken under different circumstances to achieve specific goals. Standard Operating Procedures (SOPs) are specific sets of written instructions about how to perform a certain aspect of a task – an explanation how to perform a rule. Norms are unwritten, informal codes of conduct that prescribe how people should act in particular situations.



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Fayol's Principles of Maangement by Henry Fayol 1. Division of labor – increase efficiency by reduce borredom 2. Authority and responsibility – informal authority, right to give orders 3. Unity of command – an employee should receive orders from one superior 4. Line of authority – the length of the chain of command should be limited 5. Centralization – authority should not concentrated at the top of the chain of command 6. Unity of direction – single plan of action to guide managers and workers 7. Equity – all members should be threated with justice and respect 8. Order – the arrangement of positions should maximize efficiency and provide employees with satisfying career oppurtunities 9. Initiave – managers should allow employees to be innovative and creative 10. Discipline – create a workforce that was reliabe and hardworking to achieve goals 11. Remuneration of personnel – rewarding employees should be equitable 12. Stability of tenure of personnel – long term employees develope skills that can improve organizational efficiency 13. Subordination of individiuel interest to the common interest – employees affect on the whole organzition 14. Esprit de corps – encourage the development of shared feeling of comradeship (kameraadschap), enthusiasm, or devotion to a common cause → organizational culutre Behavioral Management Theory The study of how managers should behave to motivate employees and encourage them to perform at high levels and be committed to the achievement of organizational goals.Mary Parker Follett involved employees in job analysis and thought managers should allow them to participate in the job development process. She was concerned that Taylor ignored the human side of the organization. Cross-functioning: members of different departments working together in crossdepartemental teams accomplish projects. Benefits of the cross functional team make-up: multiple sources of information and perspectives; higher speed of implementation; higher quality of the implementation. Negatives: lower speed of development and lower group cohesiveness The Hawthorne Studies and Human Relations Investigation on how characteristics of the work setting affect worker fatigue and performance. Hawthorne effect is the finding that a managers' behavior or leadership approach can affect workers level of performance. Human relations movement is a management approach that advocates the idea that supervisors should receive behavioral training to manage subordinates in ways that elicit their cooperation and increase their productivity. Informal organization: the system of behavioral rules and norms that emerge in a group. The study of the factor that effect on how individuals and groups respond to and act in organization is called organizational behavior. Theory X (negative) – Average employee is lazy, dislikes work, tries to do as little as possible – Managers should closely supervise to ensure employees work hard – Managers should create strict rules and a well-defined system of rewards and punisment Theory Y (positive) – Employees aren't inherently lazy. Given the chanche, they will do what is good for the organization – Managers should create a work setting that provides opportunities to exercise initiative and selfdirection – Managers should decentralize authority to employees and make sure they have the resources to achieve organizational goals. No control, but support and advice Management Science Theory is an approach to management that uses rigorous quantitative



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techniques to help managers make maximum use of organizational resources. – Quantitative management: IT offers managers new and improved ways of handling information so they can make more accurate assessments and better decisions (lineair programming) – Operations management: techniques to analyze production system to increase efficiency – Total quality management (TQM): analyzing input, conversion and output activities – Management information systems: information about events in and outside the organization Organizational Environment Theory: the set of forces and conditions that operate beyond an oganization's boundaries but affect a manager's ability to acquire and utilize resources. The Open-Systems View by Daniel Katz A system that takes in resources from its external environment and converts them into goods and services that are then sent back to that environment for purchase by customers. Input stage contains; raw materials, money and capital, human resources. Conversion stage contains; machinery, computers and human skills. Output stage: Goods & Services. Sales of output allow organization to obtain new supplies of inputs. Closed system is a system that is selfcontained and thus not affected by changes occurring its external environment. Entropy is the tendency of a closed system to lose its ability to control itself and thus to dissable and disintegrate. Performance gains that result when individuals and departments coordinate their action, is called synergy. Contingency Theory by Tom Burns. Contingency means a future event or circumstance that is possible but cannot be predicted with certainty. The idea that organizational structures and control systems managers choose are contingent on characteristics of the external environment in which the organization operates. Characteristics of the environment determine the design of an organization's structure and control system. – Mechanic structure (theory X): centralized authority, vertical communication flows, control through strict rules and procedures. Organizations in stable environment, example Mc Donalds. – Organic structure (theory Y): changing environment-decentralized, horizontal communication, cross-departemental cooperation, example Google.



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Chapter 3 The manager as a person Personality traits are particular tendencies to feel, think and act in certain ways that can be used to describe the personality of every individual. The big five personality traits: – Extraversion is the tendency to experience positive emotions and moods and to feel good about oneself and the rest of the world. High on extraversion; sociable, affectionate, outgoing and friendly (extraverts) ↔ low; less inclined toward social interactions (introverts) – Negative affectivity is the tendency to experience negative emotions and moods, to feel distressed, and to be critical of oneself and others. High: angry, dissatisfied, complain a lot. – Agreeableness is the tendency to get along well with other people. High: likeable, caring – Consientiousness is the tendency to be careful scrupulous (puncture) and persevering. – Openness to experience is the tendency to be original, have broad interest, be opens to a wide range of stimilu, be daring and fake risks. Innovative ↔ Conservative Other personality traits that affect managerial behavior – Locus of control: people differ in their views about how much control they have over what happens to and around them. – Internal: the responsibility for their own fate. Their actions and behaviors effect important outcomes such as promotion. – External: outside forces are responsible for what happens. Managers need an internal locus of control, they are responsible for the organization. – Self-esteem is the degree to which individuals feel good about themselves and their capabilities – Needs for achievement: desire to perform challenging tasks well affiliation: concerned about establishing and maintaining relations power: desires to control or influence others Values describe what managers are trying to achieve through work and how they think they should behave. → terminal value: a lifelong goal or objective that an individual seeks to achieve (often leads to formation of norms). Examples; freedom, true friendship. They signify what an organization and its employees are trying to accomplish. → instrumental value: a mode of conduct that an individual seeks to follow (honest, polite) Value system is the terminal and instrumental values that are guiding principles in an individual's life. They guide how the organization and its members achieve organizational goals. An attitude is an collection of feeling and beliefs. Job satisfaction is the collection of feelings and beliefs. Job satisfaction is the collection of feelings and beliefs that managers have about their current jobs. It's desirable for managers to be satisfied with their job, because; 1. Satisfied managers are more likely to go to the extra mile for their organization or perform organizational citizenship behaviors (OCB); behaviors that are not required of organizational members but that contribute to and are necessary for organizational efficiency, effectiveness and competitive advantage. 2. Satisfied managers are less likely to quit. Organizational commitment is the collection of feelings and beliefs that managers have about their organization as a whole. A mood is a feeling or state of mind, positive: excited, enthusiastic ↔ negative: distressed, nervous. Emotions are intense, relatively short-lived feelings. Emotional intelligence is the ability to understand and manage one's own moods and emotions and other people. It can help managers to understand how they are feeling and why, and they are more able to effectively manage their feeling it also helps to perform their important role. Organizational culture is the shared set of beliefs, expectations, values, norms and work routines that influence how individual groups and tams interact with one another and cooperate to achieve



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organizational goals. The attraction-selection-attrition (ASA) framework is a model that explains how personality may influence organizational culture. When founders hire employees for their new ventures, they tend to be attracted to and choose employees whose personalities are similar to their own. Organizational culture is maintained and transmitted to organizational members through; – the values of the founder: the organization's founder and his values have a huge impact on the values, norms and standard of behavior within an organization – the proces of socialization: organizational socialization is the process by which newcomers learn an organization's values and norms and acquire the work behaviors necessary to perform job effectifely. – ceremonies and rites: formal events that recognize incident of importance to the organization as a whole and to specific employees. 1. rites of passage – how the individuals enter, advance within, and leave the organization. This learns and internalizes norms and values, ex. office parties 2. rites of integration build and reinforce common bonds among organizational members, ex. annual award 3. rites of enhancement motivate commitment to norms and values, ex. presentation of annual award – stories and language: stories about organizational heroes or the characteristics slang or jargon (organization specific words or phrases).



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Chapter 4 Ethics and Social Respnsibility Ethical dilemma is the quandary (confusion) people find themselves in when they have to decide if they should act in a way that might help other person even though doing so might go against their own sel-interest. Moral scruples are thoughts and feelings that tell a person what is right or wrong part of a person's ethics. Ethics are the inner guiding moral principles, values and beliefs that people use to analyze or interpret situation and then decide what is the right way to behave. The people and groups affected by how a company its managers behave are called stakeholders. These people and groups supply a company with its productive resources and so have a claim on and stake in the company. Types of company stakeholders: 1. Stockholders have a claim on a company, because when they buy stocks or shares they become its owners. They are interested in how a company operates because they want to maximize the return on their investments. 2. Managers are responsible for using a company's financial, captial and human resources to increase its performance and thus its stockprice 3. Ethics and nonprofit organzions have to face many issues, like fair compensation. By introducing new rules and regulations to monitor and oversee how nonprofits spend their funds, experts hope this will result in much more value being created from the funds. 4. Employees expect to receive rewards consistent with their performance One principal way that a company can act ethically toward employees is by creating an occupational structure that fairly and equitably rewards employees for their contribution. – Supplies and distributors. Every company is in a network of relationships with other companies – Customers are often regarded as the most critical stakeholder group because if a company can't attract them to buy its products, it can't stay in business. Many laws protect customers from companies that attempt to provide dangerous or shoddy products – Community, society and nation. Community refers to the physical location (city), through salaries a company contributes to the economy of its town a organzation affects the community. Managers can use four ethical rules of principles to analyze the effects of their business decisions on stakeholders. These rules are useful guidelines that help managers decide on the appropriate way to behave in situations where it is necessary to balance a company's self-interest and the interests of its stakeholders. – Utilitarian rule is an ethical decision that produces the greatest good for the greaters number of people (ex. outsourcing) – Moral rights rule is an ethical decision that best maintains and protects the fundamental or inalienable rights and privileges of the people affected by it. (ex. harm the safety or health) – Justice rule is an ethical decision that distributes benefits and harms among people and groups in a fair, equitable, or impartial way (same salary for people who are similar in their level) – Practical rule is an ethical decision that a managers has no reluctance about communicating to people outside the comapny because the typical person in a society would think it is acceptable. Why should managers behave ethically? The relentless pusuit of self interest can lead to a collective disaster when one or more people start to profit from being unethical, because this encourages other people to act in the same way. With as result 'tragedy of the commons'. Trust is the willingness of one person or group to have faith or confidence in the goodwill of another person, even though this puts them at risk. – Ethical bevior → increases efficiency and effectiveness of production and trade → increases company performance → increases national standard of living well-beind an prosperity Reputation is the esteem of high repute that individuals or organizations gain when they behave



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ethically. There are four main determinants of differences in ethics between people, employees, companies and countries 1. Societal ethics are standards that govern how members of a society should deal with one another in matters involving issues such as fairness, justice. People in a particular country may automatically behave ethically, because they have internalized certain values, beliefs and norms. 2. Occupational ethics are standards that govern how mombers of a profession, trade or craft should conduct themselves when performing work-related activies (medical ethics → how doctor should treat) 3. Individual ethics are personal standards and values that determine how people view their responsibilities to other people and groups and thus how they should act in situations when their own self interests are at sake 4. Organizational ethics are the guiding practices and beliefs through which a company and its managers view their responsibility toward their stakeholders. A company's stance (attitude) on social responsibility is the way a company's mangers and employees view their duty or obligation to make decisions that protect, enhance, and promote the welfare and well-being of stakeholders and society as a whole (spending money in trainings) There are four approaches to social responsibility (low → high) – Obstructionist approach in which companies and their managers choose not to behave in a socially responsible way and instead behave unethically and illegally (tabaco companies hide evidence that smoking causes cancer) – Defensive approach in which companies and their managers behave ethically to the degree that they say within the law and strictly abide by legal requirements (managers selling stocks in advance) – Accomodative approach in which companies and their managers behave legally and ethically and try to balance the interest of different stakeholders as the need arises (BMW) – Proactive approach in which companies and their managers actively embrace socially responsible behavior, going out of their way to learn about the needs of different stakeholder groups and using organizational resources to promote the interest of all stakeholders (recycling) Why be socially responsible? It helps a company build a good reputation, the quality of life as a whole increases and it determines society values and norms and the ethics of its citizens. Employees naturally look to those in authority to provide leaderships. Ethics ombudsperson is a manager responsible for communicating and teaching ethical standards to all employees and monitoring their conformity to those standards.



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Chapter 5 Managing Diverse Employess in a Mulitucultural Environment The increasing diversity of the workforce and the environment Diversity is differences among people in age, gender, race, ethinicity, religion, sexual orientation, socioeconomic background, and other charactestiscs. – Diverse people must receive equal opportunities and be treated fairly and justly – Effectively managing diversity can improve organizational effectiveness (gain competitive advantage) with better goods and services. The variety of points of views can improve managerial decision making – Diverse individuals continue to experience unfair treatment in the workplace A firm must not only understand the laws of the nations they enther but also how the laws of the firm's home nation apply. The goal of most firms will be to maximize the potential of all people. Clearly managers need to ensure that all employees are treated fairly, regardless of their physical appearance. Managers and the effective management of diversity Managers can promote the effective management of diversity, but also derail such efforts. When managers commit to diversity, their commitment legitimizes the diversity management efforts of others. Women and other minorities often start out at a slight disadvantage. Slight differences in treatment based on irrelevant distinctions can cause major disparities in important outcomes. Distributive justice a moral principle calling for fair distribution of pay, promotions, and other organizational resources based on meaningful contributions that individuals have made and not personal characteristiscs over which they have no control (ex. same salary for men and women). Procedural justice a moral principle calling for the use of fair procedures to determine how to distribute outcomes to organizational member (ex. who to promote). This is based on the performance, take into account any environmental obstacles and ignore irrelavant personal characteristiscs. These are necessary not only to ensure conduct but also to avoid costly lawsuits. Besides the increasingly diverse workforce, also the customers are becoming diverser. Another way that effective management of diversity can improve profitability is by increasing retention of valued employees. Perception Perception is the process through which people select, organize, and interpret what the see, hear, touch, smell, and taste to give meaning and order to the world around them. Bad decisions concerning diversity include; not hiring qualified people, failing to promote topperforming subordinates, promoting poorly performing managers Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, event, or a situation. Schemas tend to be reinforced and strenghtened over time because the information attended to is seen as confirming the schemas. Gender schemas are a person's preconceived beliefs or ideas about the nature of men and women and their traits, attitudes, behaviors, and preferences.Throught inaccurate perceptions diverse organizational members are treated unfairly. Stereotype is a simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people. Inaccurate perceptions leading to unfair treatment of diverse members of an organization also can be due to biases. Biases are systematic tendencies to use information about others in ways that result in inaccurate perceptions. These are divided in different effects; – Silimar-to-me effect; the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different. – Social status effect; the tendency to perceive individuals with high social statut more positively than we perceive those with low social status.



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– The salience effect; the tendency to focus attention on individuals who are conspiciously different from us. The salient individuals are more often the object of attention than are other members of a workgroup. Overt discrimination is knowingly and willingly denying diverse individuals access to oppurtunities and outcomes in an organization. How to manage diversity effectively? 1. Secure top management commitment Managers need to develop the correct ethical values and performance- or business-oriented attitudes that allow them to make appropiate use of their recources. 2. Strive to increase the accuracy of perceptions Managers should consciously attempt to be open to other points of view and perceptives, seek them out, and encourage their subordinates to do the same. 3. Increase diversity awareness If all members of an organization make an effort to interat with people they ordinarly would not, mutual understandig is likely to be enhanced. 4. Increase diversity skills Improving how managers and their subordinates interact with each other and improving their ability to work with different kinds of people. 5. Encourage flexibility Managers and their subordinates must learn how to be open to different approaches and ways of doing things. 6. Pay close attention to how employees are evaluated It is desirable to rely on objective perfomance indicators. 7. Consider the numbers This can tell managers important information about potential problems and ways to rectify them. 8. Empower employees to challenge discriminatory behaviors, actions and remarks Top managers can create a organizational culture with zero tolerance on discrimination. 9. Reward empoloyees for effectively managing diversity 10. Provide training utilizing a multipronged, ongoing approach Using films, forum, roleplays or other approaches to help organizational members developing the skills they need to work effectively with a variety of people. 11. Encourage mentoring of diverse employees Mentoring is a process by which an experienced member of an organization (the mentor) provides advice and guidance to a less experienced member (the protogé) and helps the less experienced member learn how to advance in the organization and in his or her career. The mentor can help the protege build his or her confidence and feel comfortable engaging in unfamiliar work behaviors. Sexual Harassment – Quid pro quo sexual harassment: asking for or forcing an employee to perform sexual favors in exchange for receiving some reward of avoiding negative consequences. – Hostile work environment sexual harassment: telling lewd jokes, displaying pornography, making sexually oriented remarks about someone's personal appearance, and other sexrelated actions that make the work environment unpleasant. Managers can deal with this problem, by: 1. Develop and clearly communicate a sexual harassment policy endorsed by top management 2. Use a fair complaint procedure to investigate charges of sexual harassment 3. When it has been determined that sexuals harassment has taken place, take corrective actions as soon as possible 4. Provide sexual harassment education and training to all organizational members, including managers



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Chapter 6 Managing in the Global Environment What is the global environment? A global organization is an organization that operates and competes in more than one country. Operating in the global environment is uncertain and unpredictable because it is complex and changes constantly. The global environment is a set of forces and conditions in the world outside an organization's boundary that affect how it operates and shape its behavior. Opportunities: lowercost components, sell more products, new production technology. Threats: rise of new global competitors, global economic recession. The following forces are influencing the organization; – Task environment; the set of forces and conditions that originate with suppliers, distributors, customers, and competitors and affect and organization's ability to obtain inputs and dispose of its outputs because they influence managers daily. These have a significant impact on short-term decision making – General environment; the wide-ranging global economic, technological, sociocultural, demographic, political, and legal forces that affects an organization an its task environment.] The task environment Suppliers are the individuals and organizations that provide an organization with the input recources it needs to produce goods and services (ex. Microsoft for Acer). Global outsourcing is the purchase or production of inputs or final product from overseas suppliers to lower costs and improve product quality or design. Distributors are organizations that help other organizations sell their good or services to customers (DHL for dotcom companies). Price fixing (=collaborating to keep prices high) is a possible effect of becoming a powerful distributors. Costumers are the individuals and groups that buy the goods and services an organization produces (individuals, companies and government) Competitors are organizations that produce goods and services that are similar to a particular organization's goods and services. (Acer, HP, Toshiba). A high level of rivalry typically results in price competition, and falling prices reduce customer revenues and profits. Potential competitors are organizations that presently are not in a task environment but could enter if they so choose. (amazon.com for retail furniture) Barriers to entry are factors that make it difficult and costly for a company to enter a particular task environment or industry. The higher the barriers to entry, the fewer the competitors in an organization's task environment and thus the lower the threat of competition. • Economies of scale: the cost advantages associated with large operations (manufacturing products in very large quantities) • Brand loyalty: customers' preferences for the products of organizations currently existing in the task environment (Apple & Google) Intense rivalry among competitors creates a task environment that is highly threating and makes it increasingly difficult for managers to gain access to the resources an organization needs to make goods and services. Low rivalry results in a task environment where competitive pressures are more moderate and managers have greater opportunities to acquire the resources they need to make their organizations effective. The general environemt Economic forces affect the general health and well-being of a country or world region (interest rates, inflation, unemployment, and economic growth). Technical forces are the outcomes of changes in technology (=the combination of skills and equipment that managers use in designing, producing, and distributing goods and services, for example machines and computers). Sociocultural forces are pressures emanating (uitgaan) from the social structure of a country or



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society or from the national culture, for example diversity. Social structure is the traditional system of relationships established between people and groups in a society (caste system in India/social classes in France). National culture is the set of values that a society considers important and the norms of behavior that are approved or sanctioned in that society. (individuals in USA/Japan). Demographic forces are outcomes of changes in, or changing attitudes toward, the characteristics of a population, such as age, gender, ethnic origin and social clasess (aging process in organizations) Political and legal forces are outcomes of changes in laws and regulations, such as increased environmental protection. The changing global environment As a result of falling trade barriers, managers view the global environment as open (companies are free to buy goods and services from whichever companies and countries they choose). Globalization is the set of specific and general forces that work together to integrate and connect economic, political, and social systems across countries, cultures, or geographical regions so that nations become increasingly inderdependent and similar. One outcome of globalization is that the world is becoming a 'global village'; products, services, or people can become well known throughout the world. The path of globalization is shaped by the ebb and flow of capital; valuable wealthgenerating assets or recources that people move through companies. The four principal forms of capital that flow between countries are: 1. Human capital: the flow of people around the world through immigration, migration, and emigration 2. Finacial capital: the flow of money capital across world markets though overseas investments, credit, lending and aid(help) 3. Resource capital: the flow of natural resources, such as metals, food products. 4. Political capital: the flow of power and influence around the world, for example by using force of arms of diplomacy. A tariff is a tax that a government imposes on goods imported into one country from another. The aim of a tariff is to protect domestic industries and jobs from overseas competition by raising the price of these products from abroad. The free-trade doctorine predicts that if each county agrees to specialize in the production of the goods and services that it can product most effictiently, this will make the best use of global capital resources and will result in lower prices. This will make the best use of global resources. The lowering of barriers to trade and investment and the decline of distance and culture barriers has created enormous oppurtunities for companies to expand the market for their goods and services through export and investments in overseas countries. The growth of regional trade agreements presents opportunities and threats for managers and their organizations. The role of national culture Values are beliefs about what a society considers to be good, right, desirable of beautiful (freedom). Norms are unwritten, informal codes of conduct that prescribe how people should act in particular situations and considered important by most members of a group or organization.There are two types; 1. Mores; norms that are considered to be central to the functioning of society and to social life (prohibition against murder, theft) 2. Folkways; the routine social conventions of everyday lif (dressing appropiately) Hofstede developed five dimensions along which national countries cultures can be placed. • Individualism vs collectivism. Individualism is a worldview that values individual freedom and self-expression and adherence



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(attachment) to the principle that people shoud be judged by their individual achievements rather than by their social background (ex. personal succes) Collectivism is a worldview that values subordination of the individual to the goals of the group and adherence to the principle that people should be judged by their contribution to the group. • Power distance is the degree to which societies accept the idea that inequalities in the power and well-being of their citizens are due to differenes in individuals' physical and intellectual capabilities and heritage. High power distance – societies in which inequalities are allowed to persist or grow over time. The gap between rich and poor grows (Panama) Low power disance – large inequalities between citizens are not allowed to develop by using taxes this problem can be solved (The Netherlands) • Achievement vs nurturing orientation Achievement orientation is a worldview that values assertiveness, performance, success and competition. Nurturing orientation is a worldview that values the quality of life, warm personal friendships, and services and care for the weak. • Uncertainty avoidance is the degree to which societies are willing to tolerate uncertainty and risks. Low on uncertainty avoidance are societies which are easygoing, value diversity (USA) High on uncertainty avoidance are more rigid and skeptical about different people (France) • Long-term vs short term orientation Long-term orientation is a worldview that values thrift (saving) and persistence in achieving goals (Hong Kong) Short-term orientation is a worldview that values personal stability or happiness and living for the present (USA). There citizens tend to spend more and save less.



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Chapter 7 Decision Making, Leaning, Creativity, and Entrepeneurship Decision making: the process by which managers respond to opportunities and threats by analyzing options and making determinations about specific organizational goals and courses of action → Programmed decision – routine, virtually automatic decision making that follows established making rules or guidelines → Nonprogrammed - nonroutine decision making that occurs in response to unusual, decision making unpredictable opportunities and threats During making decisions, managers may rely on intuition or make a reasoned judgment. Intuition: feelings, beliefs and hunches that come readily to mind, require little effort and information gathering, and result in on-the-sport decisions Reasoned judgment: a decision that takes time and effort to make and results from careful information gathering, generation of alternatives and evaluation of alternatives Classical decision-making model: a prescriptive approach to decision making based on the assumption making model that the decision maker can identify and evaluate all possible alternatives and their consequences and rationally choose the most appropriate course of action Optimum decision: the most appropriate decision in light of what managers believe to be the most desirable future consequences for the organization Administrative model: an approach to decision making that explains why decision making is inherently uncertain and risky and why managers usually make satisfactory rather than optimum decisions The administrative model is based on 3 important concepts: 1. Bounded rationality: cognitive limitations that constrain one’s ability to interpret, process and act on information 2. Incomplete information (because of risk and uncertainty, ambiguity and time constraints) Risk is the degree of probability that the possible outcomes of a particular course of action will occur. Uncertainty → unpredictability. Ambiguous inform: information that can be interpreted in multiple and often conflicting ways 3. Satisficing: searching for and choosing an acceptable, or satisfactory, response to problems and opportunities, rather than trying to make the best decision There are 6 steps that a manager should consciously follow to make a good decision: 1. Recognize the need for a decision 2. Generate alternatives 3. Assess alternatives 4. Choose among alternatives 5. Implement the chosen alternative 6. Learn from feedback 3. Asses alternatives. Managers use 4 criteria to evaluate the + and - of alternative course of action: 1. Legality: a possible course of action must be legal and will not violate any domestic and international laws or government regulations 2. Ethicalness: a possible course of action must be ethical and will not unnecessarily harm any stakeholder group 3. Economic feasibility: the alternative must be economically feasible 4. Practicality: managers must have the capabilities and resources to implement the alternative, and they must be sure that the alternative will not threaten the attainment of other organizational goals



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BLZ 228&229 Groupthink is a pattern of faulty and biased decision making that occurs in groups whose members strive for agreement among themselves at the expense of accurately assessing information relevant to a decision. A technique known to counteract groupthink is devil’s advocacy (critical analysis of a preferred alternative, made in response to challenges raised by a group member who, playing the role of devil’s advocacy, defends unpopular or opposing alternatives for the sake of argument). Dialectical inquiry contains critical analysis of two preferred alternatives in order to find an even better alternative for the organization to adopt. Another way to improve group decision making is to promote diversity in decision-making groups. Organizational learning is the process through which managers seek to improve employees’ learning desire and ability to understand and manage the organization and its task environment Learning organization is an organization in which managers try to maximize the ability of individuals and groups to think and behave creatively and thus maximize the potential for organizational learning to take place. Creativity: a decision maker’s ability to discover original and novel ideas that lead to feasible alternative courses of action Innovation = the implementation of creative ideas in an organization Five principles for creating a learning organization: 1. Top managers must allow every person in the organization to develop a sense of personal mastery (empower employees and let them experiment and create and explore what they want). 2. Organizations need to encourage employees to develop and use complex mental models to deepen their understanding of what is involved in a particular activity (ways of thinking that challenge them to find new or better ways of performing a task) 3. Managers must promote group creativity. Team learning is more important than individual learning in increasing organizational learning 4. Managers must emphasize the importance of building a shared vision (a common model that all organizational members use to frame problems or opportunities) 5. Managers must encourage systems thinking To encourage creativity at the group level, organizations can make use of group problemsolving techniques that promote creative ideas and innovative solutions. – Brainstorming is a group problem-solving technique in which managers meet face-to-face to generate and debate a wide variety of alternatives from which to make a decision. Production blocking: a loss of productivity in brainstorming sessions due to the unstructured nature of brainstorming – Nominal group technique (brainstorming first for their own, discuss their ideas in the group and then rank the alternatives) – Delphi technique (a decision-making technique in which group members do not meet face-toface but respond in writing to questions posed by the group leader)



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Entrepreneur is an individual who notices opportunities and decides how to mobilize the resources necessary to produce new and improved goods and services. → Social entrepreneur: an individual who pursues initiatives and opportunities and mobilizes resources to address social problems and needs in order to improve society and well-being through creative solutions → Intrapreneur: a managers, scientist or researcher who works inside an organization and notices opportunities to develop new or improves products and better ways to make them. Personality characteristics of entrepreneurs: – High on the personality trait of openness to experience – Internal locus of control – High level of self-esteem – Feel competent and capable of handling most situations – High need for achievement – Strong desire to perform challenging tasks – High personal standards of excellence Entrepreneurship contains the mobilization of resources to take advantage of an opportunity to provide customers with new or improved goods or services Organizations can promote organizational learning and intrapreneurship by: 1. Encourage individuals to assume the role of product champion (a manager who takes “ownership” of a project and provides the leadership and vision that take a product from the idea stage to the final customer 2. Using skunkworks and new venture divisions. Skunkworks is a group of intrapreneurs who are deliberately separated from the normal operation of an organization to encourage them to devote all their attention to developing new products 3. Link performance to rewards



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Chapter 8 The manager as a Planner and Strategist A mission statement is a broad declaration of an organization's overriding purpose, what it is seeking to achieve from its activities. Planning Planning is about trying to forecast and predict the future in order to be able to anticpate future oppurtinities and threats. Three steps in planning: determining the organization's mission and goals, formulating strategy, implementing strategy (by allocating organizational resources) – Planning is necessary to give the organization a sense of direction and purpose. – Planning is a useful way of getting managers to participate in decision making about the appropiate goals and strategies for an organization – A plan helps coordinate managers of the different functions and divisions of an organization to ensure that they all pull in the same direction adn work to achieve its desired future outcomes – A plan can be used as a device for controlling managers within an organization Levels and types of planning Corporate-level plan contains top management's (CEO, corporate office) decision concering the organization's mission and goals, overall strategy, and structure. Corporate-level strategy specifies in which industries and national markets an organization intends to compete and why. Business-level plan (managers of all divisions) details the long-term divisional goals that will allow the division to meet corporate goals and the division's business-level strategy and structure necessary to achieve divisional goals. Business-level strategy outlines the specific methods a division, business unit, or organization will use to compete effectively. Functional-level plan states the goals that the manager each function will pursue. Functional-level strategy is al plan of action that managers of individual functions (such as manufacturing or marketing) can follow to imporve the ability of each function to perform its task-specific activities. Plans differ in their time horizons, the periods of time over which they are intended to apply or endure. Long term plans (5 years of more), intermediate-term (one and five years), short-term (one year or a less). Effective plans have 4 qualities; unity, continuity, accuracy, and flexibility. Scenario planning (contingency planning) is the generation of multiple forecasts of future conditions followed by an analysis of how to respond effectively to each of these conditions. Strategic leadership is the ability of the CEO and top managers to convey a compelling vision of what they want the organization to achieve to their subordinates. Strategy formulation is the development of a set of corporate, business, and functional strategies that allow an organization to accomplish its mission and achieve it goals. SWOT analysis is a planning exercise in which managers identify internal organization Strengths, Weaknesses and external Opportunities and Threats. Based on a SWOT analysis maangers select the best strategies. Hypercompetition applies to industries that are characterized by permanent, ongoing, intense competition brought about by advancing technology or changing customer tastes. By differentiating the product or lowering the costs mangers increase the value of a product. Four kinds of strategies. 1. low-cost strategy 2. differentation strategy focuses on distinguishing an organization's products from the products of competitors



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3. Focused low-cost strategy is serving only one segment of the overall market and trying to be the lowest-cost organization. 4. Focused differentiation strategy is serving only one segment of the overall market and trying to be the most differentiated organization. (ex. Customers in northern Europe/children) Concentration on a single industry is reinvesting a company's profits to strengthen its competitve position in its current industry. (Apple → ipad, ipod, iphone) Vertical integration is exanding a company's operations either backward into an industry that produces input for its product or forward into an industry that uses, distributes, or sells its products. Diversification is expanding a company's business operations into a new industry in order to produce new kinds of valuable goods or services. Related diversification is entering a new business or industry to create a competitive advantage in one or more of an organization's existing divisions or businesses. Synergy is obtained when the value created by two divisions cooperating is greater than the value that would be created if they worked indepently. To pursue related diversification successfully, mangers search for new businesses where they can use the existing skills and resources in their departments and divisions to create synergies, add value to new products and businesses, and improve their competitive position. Unrelated diversifaction is entering a new industry or buying a company in a new industry that is not related in any way to an organization's current businesses. International Expansion Global strategy contains selling the same standardized product and using the same basic marketing approach in each national market. Multidomestic strategy contains customizing products and marketing strategies to specific national conditions. Choosing a way to expand internationally – importing: selling products at home that are made abroad – exporting: marking products at home and selling them abroad – licensing (manufacturing companies): allowing a foreign organization to take charge of manufacturing and distributing a product in its county or world in return for a negotiated fee. – franchising (serving organizations): selling to a foreign organization the rights to use a brand name and operating know-how in return for a lump-sum payment and a share of its profit. – strategic alliance: an agreement in which managers share their organization's resources and know-how with a foreign company, and the two organizations share the rewards and risks of starting a new venture. – joint venture: a strategic alliance among two or more companies that agree to jointly establish and share the ownership of a new business – wholly owned foreign subsidary: production operations established in a foreign country independent of any local direct involvement. Strategy implementation requires that managers allocate responsibilities to appropiate individuals or groups; draft detailed action plan that specify how a strategy is to be implemented; establish a timetable for implemtation that includes precise, measurable goals linked to the attainment of the action plan; allocate appropriate resources to the responsible individuals or groups; and hold individuals or groups accountable for the attainment of goals.



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Chapter 9 Value Chain Management: Functional strategies for competitive advantage A company's value chain is the coordinated series or sequence of functional activities necessary to transform inputs such as new product concepts, raw materials, component parts, or professional skills into the finished goods or services customers value and want to buy. Functional activities and the value chain: – Product development function is the engineering and research activities involved in innovating a product. – Marketing function is to persuade customers that the product meets their needs and convince them to buy it. – Materials management function controls the movement of physical materials from the procurement of inputs through production and to distribution and delivery to the customer. – Production function is responsible for creating, assembling, or providing a good or service. – Sales function plays a crucial role in locating customers and then informing and persuading them to buy the company's products. – Customer service function is to provide after-sales service and support – Feed back loop. Value chain managemt is the development of a set of functional-level strategies that support a company's business-level strategy and strengthen it competitive advantage. Customer Relationship Management (CRM) is a technique that uses IT, database, to develop an ongoing relationship with customers to maximize the value an organization can deliver to them over time. Improving Quality Total Quality Management (TQM) focuses on improving the quality of an organization's products and services. One TQM technique called Six Sigma is a technique used to improve quality by systematically improve how value chain activities are performed and then using statistical methods to measure the improvement. Inventory is the stock of raw materials, input and component parts that an organization has on hand at a particular time. Just-in-time (JIT) inventory system is a system in which parts or supplies arrive at an organization when they are needed, not before. JIT inventory systems have major impllications for efficiency. Great cost saving can result from increasing inventory turnover and reducing holding costs. In difference with TQM the Six Sigma technique doesn't emphasizes top-down organizationwide employee involvement, but creates teams of expert change agents. Improving Efficiency Facilities layout is the strategy of designing the machine-worker interface to increase operating system efficiency. There are three ways of arranging workstations; 1. Product layout – machines are organized so that each operation needed to manufacture a product is performed at workstations arranged in a fixed order.(mass production; cars) 2. Process layout – each workstation is relatively self-contained, and a product goes to whichever workstation is needed to perform the next operation to complete the product. (customized products; furniture). 3. Fixed-position layout – the product stays in a fixed position, it's component parts are produced in remote workstations and brought to the production area for final assembly (montage), example jet airlines Flexible manufacturing is the set of techniques that attempt to reduce the costs associated with the product collection process or the way services are delivered to customers. Flexible manufacturing aims to reduce the costs associated with the product assembly process or the way services are



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delivered to customers. Process reengineering involves the fundamental rethinking and radical redesign of business processes to achieve dramatic improvement in critical measure of performance such as cost, quality, service and speed. Improving innovation 1. Quantum product innovation – the development of new, often radically different, kinds of goods and services because of fundamental shifts in technology brought about by pioneering (research) discoveries. 2. Incremental product innovation – the gradual (slow) improvement and refinement of existing products that occurs over time as existing technologies are perfected. Product development is the management of the value chain activities involved in bringing new or improved goods and services to the market. Stage 1: New product ideas are written up as brief proposals, which are submitted to a cross-functional team of managers who evaluate each proposal. Stage 2: Draft a detailed product development plan – a plan that specifies all of the relevant information that managers need in order to decide whether to proceed with a full-blown product development effort. Stage 3: Sign a contract book – a written agreement that details product development factors such as responsibilities, resource commitmens, budgets, timelines. – Involve both customers and suppliers – Establish a stage-gate development funnel: a planning model that forces managers to choose among competing projects so organizational resources are not spread thinly over too many projects. – Establish cross-functional teams. Coremembers are the members of a team who bear primary responsibility for the success of a project and who stay with a project from inception to completion.



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Chapter 10: Managing Organizational Structure and Culture Organizational architecture is the organizational structure, control systems, culture, and human resource management systems that together determine how efficiently and effectively organizational resources are used. Organizational design is the process by which managers make specific organizing choises that result in a particular kind of organizational structure. Job design is the process by which managers decide how to divide tasks into specific jobs. Job simplification is the process of reducing the number of tasks that each worker performs. Factors affecting the organizational structure; – Organizational environment – Strategy – Technology – Human resources Job enlargement: increasing the number of different tasks in a given job by changing the division of labor. Job enrichment: increasing the degree of responsibility a worker have over his or her job. By providing skill variety, task identity, task signifance organizational members experience meaningfulness of work. By providing autonomy (the degree to which a job gives an employee the freedom and discretion needed to schedule different tasks and decide how to carry them out) organizational members experience responsibility for work outcomes. By providing feedback organizational members gain knowledge of the results of their works. This causes high motivation, performance, high satisfaction. Grouping jobs into functions and divisions Functional structure is an organizational structure composed of all the departments that an organization requires to produce its goods and services. Security, R&D, production etc. Divisional structure is an organizational structure composed of seperate business units within which are the functions that work together to produce a specific product for a specif customer. Each division is a collection of functions (group of people, working together, who possess similar skills or use the same kind of knowledge, tools or techniques to perform their jobs) or deparments that work together to produce the product. When managers organize divisions according to the type of good or service they provide, they adopt a product stucture. When managers organize divisions acooring to the area of the country or world they operate in, the adopt a geographical structure. And when manangers organize divisions according to the type of customer they focus on, they adopt a market structure. Matrix structure – an organizational structure that simultaneously groups people and rescources by function and by product. Product team structure – an organizational structure in which employees are permanently assigned to a cross-functional team and report only to the product team manager or to one of his direct subordinates. Cross-functional team is a group of managers brought together from different depertments to perform organizational tasks. Span of control is the number of subordinates who report directly to a manager.



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Integrating and coordinating mechanism Integrating mechanisms – organizing tools that managers can use to increase communication and coordination among functions and divisions. – Liaison roles (Marketing manager and R&D manager meet to brainstorm new product ideas) – Task forces: a committee of managers from various functions or divisions who meet to solve a specific, mutual problem (ad hoc committee) – Cross-functional teams – Integating roles (a role whose only function is to increase coordination and intergration among functions or divisions to achieve perfomance gains from synergies). A new computer company whose culture is based on values of excellence and innovation may try to attain this high standard by encouraging workers to adopt norms about being creative, taking risks and working hard. Sources of an Organization's Culture: – Characteristics of organizational members – Organizational ethics – The employment relationship – Organizational structure Adaptive cultures are those whose values and norms help an organization to build momentum and to grow and change as needed to achieve its goals and be effective. Intert cultures are those whose values and norms fail to motivate or inspire employees.



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Chapter 11 Organizational Control and Change The four building blocks of competitive advantage; efficiency, quality, responsiveness to customers and innovation. Control systems are formal target-setting, monitoring, evaluation, and feedback systems that provide managers with information about how well the organization's strategy and structure are working. It has to be flexible, accurate and it has to provide information in a timely manner. There are 3 types of control; 1. Feedforward control – control that allows managers to anticipate problems before they arise (at the input stage) 2. Concurrent control – control that gives managers immediate feedback on how efficiently inputs are being transformed into outputs so managers can correct problems as they arise (conversion stage) 3. Feedback control – control that gives managers information about customers' reactions to good and services so corrective action can be taken if necessary. (output stage) The control process Step 1: Establish the standards of performance, goals, or targets against which performance is to be evaluated. Step 2: Measure actual perfomance Step 3: Compare actual performance against chosen standards of performance Step 4: Evaluate the result and initiate corrective action if the standard is not being achieved Forms of output control – Objective financial measures. ROI measures how well resources are used to generate profits. Operating margin is how much percentage profit a company is earning on sales. Current/Quick ratio's measures if there are resources available to meet claims of short-term creditors. – Challenging goals and performance standards. The best goals (stretch goals) are specific, difficult goals (goals that challenge and stretch managers' ability but are not out of reach and do not require an impossibly high expenditure of managerial time and energy) – Appropiate operating budget. Operating budget is a budget that states how managers intend to use organizational rescources to achieve organizational goals. Forms of behavior control – Direct supervision by managers who actively monitor and observe the behavior of their subordinates, teach subordinates the behaviors that are (in)appropiate and intervene to take corrective action as needed – Management by objectives (MBO) is a goal-setting process in which a manager and each of his subordinates negotiate specific goals and objectives for the subordinate to achieve and then periodically evaluate the extent to which the subordintate is achieving those goals. Step 1: Specific goals and objectives are established at each level of the organization Step 2: Managers and their subordinates together determine the subordinates' goals Step 3: Managers and their subordinates periodically review the subordinates progress toward meeting goals. – Bureaucratic control is control of behavior by means of a extensive system of rules and standard operating procedures. When employees follow the rules their behavior is standardized. Clan of control is the control practiced on individuals and groups in an organization by shared values, norms, standards of behavior, and expectations.



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Organizational change is the movement of an organization away from its present state and toward some preferred future state to increase its efficiency and effectiveness. Need to improve operations – mangers must balance the need for an organization to improve the way it currently operates and the need for it to change in response to new, unanticipated events – need to respond to new events. Force-field theory: a wide variety of forces arise from the way an organization operates that make organizations resistent to change. Evolutionary change is gradual (slow), incremental, and narrowly focused. It's a constant attempt to improve, adapt, and adjust strategy and structure incrementally to accommodate changes taking place in the environment. Revolutionary change is rapid, dramatic and broadly focused. Four steps in the organizational change process 1. Asses the need for change by recognizing that there a problem is and identiying the source of the problem 2. Decide on the change to make by deciding what the organization's ideal future state would be and identifying obstacles to change 3. Implement the change by deciding whether the change will occur from the top down or from the bottom up and introducing and managing change. Top down change is a fast revolutionary approach to change in which top managers identify what needs to be changed and then move quickly to implement the changes throughout the organization. Bottom-up change is a gradual or evolutionary approach to change in which managers at all levels work together to develop a detailed plan for change. 4. Evaluate the change by comparing prechance performance with postchange performance and using benchmarking. Benchmarking is the process of comparing one company's perfomance on specific dimensions with the performancing of other, high-performing organizations.



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Chapter 12 Human Resource Management Human resource management (HRM) includes all the activities managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals. Strategic human resource management is the process by which managers design the components of an HRM system to be consistent with each other, with other elements of organizational architecture, and with the organization's strategy and goals. So the development of an HRM system that enhances competitive advantage. Components of a Human Resource Management system – Recruitment and selection: attract and hire new employees who have the abilities, skills, and experiences that will help an organization achieve its goals. – Training and development: ensure that organizational members develop the skills and abilities that will enable them to perform their jobs effectively in the present and future. – Performance appraisal and feedback: performance appraisal (functioneringsgesprek) can give managers information they need to make good human resources desicions, feedback from performance appraisal serves a developmental purpose for organizational members. – Pay and benefits: Pay is linked to performance and benefits are important outcomes that employees receive by virtue of their membership in an organization. – Labor relations complement their company's structure and conrol managers. Human resource planning – determine recruitment and selection needs – job analysis Human resourse planning are the activities that managers engage in to forecast their current and future needs for human resources. Recruitement includes all the activities managers engage in to develop a pool of qualified candidates for open positions. Selection is the process by which managers determine the relative qualifications of job applicants and their potential for performing well in a particular job. Job analysis is the process of identifying the tasks, duties and responsibilities that make up a job and the knowledge, skills, and abilities needed to perform the job. Recruiting and selection – External recruiting – Internatl recruiting (promtion or lateral moves; a job change that entails no major changes in responsibility or authority levels) – Honesty in recruiting. Realistic job preview RJP; advantages / disadvantages of the job Selection tools: background information CV, interviews, paper-and-pencil tests, pshysical ability test, performance test, references, the importance of reliability and validity. Reliability is the degree to which a tool or test measures the same thing each time it is used. Validity is the degree to which a tool or test measures what it purports to measure Training and development Training focuses primarily on teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers. Develpment is building the knowledge and skills of organizational members so they are prepared to take on new responsibilities and challenges. Before creating training programs, managers should perform a needs assessment (an assessment of which employees need training or development and what type of skills or knowledge they need to acquire). Performance appraisal and feedback Performance appraisal is the evaluation of employees' job performance and contributions to their organizations. Performance feedback is the process through which managers share performance



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appraisal information with subordinates, give subordinates an opportunity to reflect on their own performance, and develop plans for the future. Types of performance appraisal: trait appraisals (personal), behavior appraisals (actual actions and behaviors), results appraisals, objective (numerical) and subjective appraisals (perception of traits, behaviors, or results) Formal appraisals are conducted at a set time during the year and based on performance dimensions and measures that were specified in advance. Informal appraisals are unscheduled appraisal of ongoing progress and areas for improvement. Paystructure is the arrangement of jobs into categories reflecting their relative importance to the organization and its goals, levels of skill required, and other characteristics. Cafeteria-style benefit plan is a plan from which employees can choose the benefits they want. Labor relations are the activities managers engage in to ensure that they have effective working relationships with the labor unions that represent their employees' interests. Collective bargaining is negotiation between labor unions and managers to resolve conflicts and differences.



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Chapter 13 Motivation and Performance Motivation may be defined as psychological forces that determine the direction of a person's behavior in organization, a person's level of effort, and a person's level of persistence. Intrinsically motived behavior – behavior that is performed for its own sake. Extrinsically motived behavior – behavior that is performed to acquire material or social rewards or to avoid punishment. Prosocially motivated behavior – behavior that is performed to benefit or help others. Expectancy theory is the theory that motivation will be high when workers believe that high levels of effort lead to high performance and this leads to the attainment of desired outcomes. Effort (an important input) → performance → outcomes Expectancy is a perception about the exent to which effort results in a certain level of performance. Instrumentality is a perception about the exent to which performance results in the attainment of outcomes. Valence is how desirable each of the outcomes available from a job or organization is to a person (pay). Need theory is a theory of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satifsy those needs. – Maslow's hierarchy of needs: an arrangement of five basic needs that motivate behavior. Physiological needs – Safety needs – Belongingness needs – Esteem needs – Self-actualization needs – Alderfer's ERG Theory: the theory that 3 universal needs (existence, relatedness, growth) constitute a hierarchy of needs and motivate behavior. – Herzberg's motivator-hygiene theory: a need theory that distinguishes between motivator needs (relate to the nature of the work itself) and hygiene (related to the physical an psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high. – McClelland's needs for achievement, affiliation, and power. Equity theory is a theory of motivation that focuses on people's perceptions of the fairness of their work outcomes relative to their work inputs. Equity is the justice, impartiality and fairness to which all organizational members are entitled (outcomes/inputs). Inequity is lack of fairness. Underpayment inequity = when a person's own outcome-income ratio is less than that of a referent. Goal-setting theory is a theory that focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects. Learning theories are theories that focus on increasing employee motivation and performance by linking the outcomes that employees receive to the performance of desired behaviors and the attainment of goals. – Operating conditioning theory: the theory that people learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences. By four tools: positive reinforcement, negative refinforcement (removing undesired outcomes when people perform organizationally functional behaviors), extinction (limit the performance of dysfunctional behaviors by elimating whatever is reinforcing them) and punishment. Organizational behavior modification (OB MOD) is the systematic application of operant conditioning techniques to promote the performance of organizationally functional behaviors and discourage the performance of dysfunctional behaviors. – Social learning theory is a theory that takes into account how learning and motivation are



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influenced by people's thoughts and beliefs and their observations of other people's behavior. Vicarious learning: learning that occurs when the learner becomes motivated to perform a behavior by watching another person performing it an being reinforced for doing so. Self-reinforcement: any desired or attractive outcome or reward that person gives himself for good performance. Self-efficacy: a person's belief about his or her ability to perform a behavior successfully. Merit pay plan is a compensation plan basing pay on performance. Employee stock option is a financial instrument that entitles the bearer to buy shares of an organization's stock at a certain price during a certain period or under certain conditions.



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Chapter 14 Leadership Leadership is the process by which a person exerts influence over other people and inspires, motivates, and directs their activities to help achieve group or organizational goals. A servant leader is a leader who has a strong desire to serve and work for the benefit of others. Sources of managerial power: 1. Legitimate power (conforming to the rules): the authority that a manager has by virtue (high moral standards) of his or her position in an organization’s hierarchy. 2. Reward power: the ability of a manager to give or withhold tangible and intangible rewards 3. Coercive power (compulsory): the ability of a manager to punish others 4. Expert power: power that is based on knowledge, skills, and expertise that a leader possesses. 5. Referent power: power that comes from subordinates and coworkers respect, admiration and loyalty. Empowerment is the process of giving employees at all levels the authority to make decision. Trait model: Focused on identifying the personal characteristics that cause effective leadership. Behavior model: 2 basic kinds of leader behaviors: consideration and initiating structure. Consideration: Behavior indicating that a manager trusts, respects, and cares about subordinates. Initiating structure: Behavior that managers engage in to ensure that work gets done, subordinates perform their jobs acceptably, and the organization is efficient and effective. Fiedler’s contingency model: (effectiviteit van leiderschap afhankelijk is van (in termen van Fiedler "contingent is met") kenmerken van de leider en van de situatie waarin de leider optreedt.) Leader style: - Relationship-oriented leaders: Leaders whose primary concern is to develop good relationships with their subordinates and to be liked by them. - Task-oriented leaders: Leaders whose primary concern is to ensure that subordinates perform at a high level. Situational characteristics: - Leader-member relations: The extent to which followers like, trust, and are loyal to their leader, a determinant of how favorable a situation is for leading. Task structure: The extent to which the work to be performed is clear-cut so that a leader’s subordinates know what needs to be accomplished and how to go about doing it; a determinant of how favorable a situation is for leading. - Position power: The amount of legitimate, reward, and coercive power that a leader has by virtue of his/her position in an organization; a determinant of how favorable a situation is for leading. Path-goal theory: A contingency model of leadership proposing that leaders can motivate subordinates by identifying their desired outcomes, rewarding them for high performance and the attainment of work goals with these desired outcomes, and clarifying for them the paths leading to the attainment of work goals. Path-goal theory identifies 4 kinds of leadership behaviors: 1. Directive behaviors; 2. Supportive behaviors; 3. Participative behaviors; 4. Achievement-oriented behaviors. Leadership substitute model suggest that leadership is sometimes unnecessary because substitutes for leadership are present. Leadership substitute: A characteristic of a subordinate or of a situation or context that acts in place of the influence of a leader and makes leadership unnecessary. Transformational leadership: Leadership that (1) makes subordinates aware of the



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importance of their jobs and performance to the organization and (2) aware of their own needs for personal growth and (3) that motivates subordinates to work for the good of the organization. Charismatic leader: An enthusiastic, self-confident leader who is able to clearly communicate his or her vision of how good things could be. Intellectual stimulation: Behavior a leader engages in to make followers be aware of problems and view these problems in new ways, consistent with the leader’s vision. Developmental consideration: Behavior a leader engages in to support and encourage followers and help them develop and grow on the job. Transactional leadership: Leadership that motivates subordinates by rewarding them for high performance and reprimanding them for low performance.



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Chapter 15 Effective groups and teams Differences between groups and teams: the intensity of the team members which work together and the presence of a specific, overriding team goal or objective. Formal groups: a group that managers establish to achieve organizational goals. Informal groups: a group of organizational members form to help achieve their own goals and meet their own needs. Synergy means that people working in a group can produce more or higher-quality outputs than individuals. Research and developments teams are teams whose members have the expertise and experience needed to develop product. Command group is a group composed of subordinates who report to the same supervisor (also called department or unit). Self-managed work teams are teams in which member are empowered and supervise their own activities and monitor the quality of the goods and services they provide. Virtual teams are teams whose members rarely or never meet face-to-face but interact by using various forms of information technology. Task interdependence: the degree to which the work performed by one member of a group influences the work performed by other members. - Pooled: when group members make separate and independent contributions to group performance. - Sequential: when group members must perform specific tasks in a predetermined order - Reciprocal: when the work performed by each group member is fully dependent on the work performed by other groups members. Group role is a set of behaviors and tasks that a member of a group is expected to perform because of his or her position in the group. Role making: taking the initiative to modify an assigned role by assuming additional responsibilities. Group development: 1. Forming: get to know each other and create common understanding 2. Storming: group members experience conflicts and disagreements 3. Norming: group member arrive at a consensus about their goals 4. Performing: the real work of the group gets accomplished 5. Adjourning: the group is dispersed. Group norms are shared guidelines or rules for behavior that most group members follow, which need to contribute to group performance and the attainment of group goals. Deviance is the fact or state of departing from usual or accepted standards, especially in social or sexual behavior. Group cohesiveness is the degree to which members are attracted to or loyal to their group. Consequences of group cohesiveness: level of participation within a group increases, just like the level of conformity to group norms and emphasis on group goal accomplishment. Social loafing is the tendency of individuals to put forth less effort when they work in groups than when they work alone. Reduce social loafing by making individual contribution, emphasizing the valuable contributions and keeping group size at an appropriate level.



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Chapter 16 Promoting Effective Communication Communication is the sharing of information between two or more individuals or groups to reach a common understanding. The communication process: Sender  message  encoding (translating a message into understandable symbols or language)  medium  decoding by receiver (interpreting and trying to make sense of a message)  receiver  message etc. Different kinds of communication, face-to-face, video conferences, emails. Information richness is the amount of information a communication medium can carry and the extent to which the medium enables the sender and receiver to reach a common understanding. Management by wandering around is a face-to-face communication technique in which a manager walks around a work area and talks informally with employees about issues and concerns. Information overload is the potential for important information to be ignored or overlooked while tangential information receives attention. A grapevine is an informal communication network along which unofficial information follows. Intranet is a companywide system of computer network in which manager use technology to share information within their own companies. Groupware is computer software that enables members of groups and teams to share information with one another to improve their communication and performance. Collaboration software is groupware that promotes and facilitates collaborative, highly interdependent interactions and provides an electronic meeting site for communication among team members. For a manager it is important to avoid filtering (withholding part of a message because of the mistaken belief that the receiver does not need or will not want the information) and information distortion (changes in the meaning of a message as the message passes through a series of senders and receivers). Other important things they have to take into account are to send clear and complete messages, select appropriate medium and their way of communication (pay attention, good listener) Chapter 17 Managing conflict, politics, and negotiation Types of conflict: - Interpersonal conflict: between individual members of an organization, because of differences in their goals. - Intragroup conflict: conflict within a group, team or department. - Intergroup conflict: conflict between groups, teams or departments. - Interorganizational conflict: conflict between organizations Sources of conflicts: - Different goals and time horizons - Overlapping authority - Task interdependences - Different evaluation or reward systems - Scarce resources - Status inconsistencies



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