HM 365 Study Guide - Final Guide: Transformational Leadership, Job Satisfaction, Educational Equity
7 Jun 2018
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HM 365 Final Study Guide:
Exam #1 Material:
1. What is the resource based view of organizations? What are the two attributes
that make resources valuable?
a. Resource based view of organizations describes what exactly makes
resources valuable -- that is what makes them capable of creating long-
term profit for the firms
b. More valuable when it is rare and inimitable
2. What is the rule of ⅛? Explain how the ⅛ estimate is derived.
a. People are complex; the world is complex
b. ½ of organizations see a connection between OB and company success
c. ½ make multiple changes
d. ½ persists over time
e. ½ * ½ * ½ = ⅛
3. What is task performance? What is routine, adaptive, and creative task
performance?
a. Task performance = primary / core job responsibilities
b. Routine task performance = well-known responses to demands that occur
in a normal, routine, or otherwise predictable way
i. Ex: employees tend to behave in more or less habitual or
programmed ways
c. Adaptive task performance = involves employees responding to task
demands that are novel, unusual, or at least unpredictable
d. Creative task performance = the degree to which individuals develop ideas
or physical outcomes that are both novel and useful
4. What are objective measures of performance? What are challenges of evaluating
employees based on objective measures?
a. Numbers you can measure, for example financial performance, sales, etc.
b. Should be used clearly when available
c. Two challenges exist
i. Individuals may manipulate the numbers
ii. Numbers are not wholly under individual control
5. What is citizenship behavior? What is helping, courtesy, sportsmanship, voice,
civic virtue, and boosterism?
a. Citizenship behavior are employee behaviors that may or may not be
rewarded that contribute to the organization by improving the overall
quality of the setting in which the work takes place
b. Individual
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i. Helping → assisting coworkers for example helping someone with a
heavy workload, showing new employee the ropes
ii. Courtesy → keeping coworkers informed about matters that are
relevant to them
iii. Sportsmanship → maintaining a good attitude with co-workers, even
in tough situations
c. Organizational
i. Voice → speaking up and offering constructive suggestions for
change
ii. Civic virtue → participating, being involved in company’s operations,
attending voluntary meetings
iii. Boosterism → representing the organization in a positive way in
public, when away from the office, and away from work. Boosting
the rep
6. What is counterproductive behavior? What is property deviance, production
deviance, political deviance, and personal aggression?
a. Counterproductive behavior is employee behaviors that intentionally
hinder organizational goal accomplishment.
b. Property deviance → harm the organization's assets and possessions
c. Production deviance → reducing the efficiency of work output, wasting
resources, substance abuse
d. Political deviance → behaviors that intentionally disadvantage other
individuals rather than the larger organization, gossiping, incivility (being
rude, impolite)
e. Personal aggression → hostile verbal and physical actions directed
towards other employees
Personality and Ability
1. Name and describe the big 5. For which job is each dimension important?
a. CANOE
i. Conscientiousness
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1. Dependable, organized, reliable
2. Strongest predictor
ii. Agreeableness
1. Warm, kind, cooperative, easy to work with
2. Service jobs, managers want easy people to manage
iii. Neuroticism
1. Nervous, moody, emotional
2. Number 2, matters most in regards to jobs with high stress
iv. Openness to experience
1. Curious, imaginative, creative
2. Does not matter much except in creative jobs / jobs that
require new situation or experience
v. Extraversion
1. Talkative, social, passionate
2. Important in leadership and sales
2. To what extent is personality a function of nature vs. nurture?
a. Both are important, nature weighs a little more though
b. Extraversion → more determined by nature
c. Agreeableness → more determined by nurture
3. To what extent does personality remain stable over time?
a. Extraversion remains relatively stable over a person’s life
b. Openness remains relatively stable after a sharp increase from the
teenage years to college
c. Conscientiousness and agreeableness increase as people get older
d. Neuroticism decreases as people get older
4. Name and describe the four Myers-Briggs Type Indicator
a. Extraversion vs. introversion
i. Extraversion → being energized by people and social interactions
ii. Introversion → being energized by private time and reflection
b. Sensing vs. Intuition
i. Sensing → preferring clear and concrete facts and data
ii. Intuition → preferring hunches and speculations based on theory /
etc
c. Thinking vs. Feeling
d. Judging vs. Perceiving
5. RIASEC model
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Document Summary
What are challenges of evaluating employees based on objective measures: numbers you can measure, for example financial performance, sales, etc, should be used clearly when available, two challenges exist. Personality and ability: name and describe the big 5. Introversion being energized by private time and reflection: sensing vs. intuition, sensing preferring clear and concrete facts and data. Intuition preferring hunches and speculations based on theory / etc: thinking vs. What are the pros and cons of each approach: scientific management approach. What are the four quadrants: graph that measures what we spend our time on, shows that we spend more time not urgent / not important, four quadrants, urgent, not urgent. Intrinsic benefits: common referents, same job, same company, different job, same company, same job, different company, educational equity, age, underpayment, motivates, but in a bad way, normally slack more in your contextual performance, overpayment.
