1. ORGANIZATIONAL BEHAVIOR S T E P H E N P. R O B B I N S E L E V E N T H E D I T I O N W W W. P R E N H A L L. C O M / R O B B I N S © 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook LECTURE NO. 25 Human Resource Policies and Practices Part I

2.  Conflict-Intensity Continuum ( © 2005 Prentice Hall Inc. All rights reserved.17–2 SUMMARY OF LECTURE 24

3. SUMMARY OF THE LECTURE NO. 23 CON’T..D  Conflict Management Techniques ct Resolution Techniques Problem solving Superordinate goals Expansion of resources Avoidance Smoothing Compromise Authoritative command Altering the human variable Altering the structural variables,Communication Bringing in outsiders Restructuring the organization Appointing a devil’s advocate © 2005 Prentice Hall Inc. All rights reserved.17–3

4. Summary Con’t..d  Dysfunctional Outcomes from Conflict –Development of discontent –Reduced group effectiveness –Retarded communication –Reduced group cohesiveness –Infighting among group members overcomes group goals  Negotiation ( A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them. © 2005 Prentice Hall Inc. All rights reserved.17–4

5. Summary con’t..d  Stage V: Outcomes  Functional Outcomes from Conflict –Increased group performance –Improved quality of decisions –Stimulation of creativity and innovation –Encouragement of interest and curiosity –Provision of a medium for problem-solving –Creation of an environment for self-evaluation and change  Creating Functional Conflict –Reward dissent and punish conflict avoiders. © 2005 Prentice Hall Inc. All rights reserved.17–5

6. Summary Con’t..d  The Negotiation Process © 2005 Prentice Hall Inc. All rights reserved.17–6

7. ORGANIZATIONAL BEHAVIOR S T E P H E N P. R O B B I N S E L E V E N T H E D I T I O N W W W. P R E N H A L L. C O M / R O B B I N S © 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook LECTURE NO. 25 Part I Human Resource Policies and Practices

8. © 2005 Prentice Hall Inc. All rights reserved.17–8 Selection Devices  Interviews –Are the most frequently used selection tool. –Carry a great deal of weight in the selection process. –Can be biased toward those who “interview well.” –Should be structured to ensure against distortion due to interviewers’ biases. –Are better for assessing applied mental skills, conscientiousness, interpersonal skills, and person- organization fit of the applicant.

9. © 2005 Prentice Hall Inc. All rights reserved.17–9 Selection Devices (cont’d)  Written Tests –Renewed employer interest in testing applicants for: Intelligence: trainable to do the job? Aptitude: could do job? Ability: can do the job? Interest (attitude): would/will do the job? Integrity: trust to do the job? –Tests must show a valid connection to job-related performance requirements.

10. © 2005 Prentice Hall Inc. All rights reserved.17–10 Selection Devices (cont’d)  Performance-Simulation Tests –Based on job-related performance requirements –Yield validities (correlation with job performance) superior to written aptitude and personality tests. Work Sample Tests Creating a miniature replica of a job to evaluate the performance abilities of job candidates. Assessment Centers A set of performance-simulation tests designed to evaluate a candidate’s managerial potential.

11. © 2005 Prentice Hall Inc. All rights reserved.17–11 What About Ethics Training?  Argument against ethics training –Personal values and value systems are fixed at an early age.  Arguments for ethics training –Values can be learned and changed after early childhood. –Training helps employees recognize ethical dilemmas and become aware of ethical issues related to their actions. –Training reaffirms the organization’s expectation that members will act ethically.

12. © 2005 Prentice Hall Inc. All rights reserved.17–12 Training Methods Individual and Group Training Methods Formal Training Informal Training On-the-Job Training Off-the-Job Training E-trainingE-training

13. © 2005 Prentice Hall Inc. All rights reserved.17–13 Individualizing Formal Training to Fit the Employee’s Learning Style Participation and Experiential Exercises ReadingsReadingsLecturesLectures Visual Aids Learning Styles

14. © 2005 Prentice Hall Inc. All rights reserved.17–14 Career Development Responsibilities  Organization –Clearly communicate organization’s goals and future strategies. –Create growth opportunities. –Offer financial assistance. –Provide time for employees to learn.  Employees –Know yourself. –Manage your reputation. –Build and maintain network contacts. –Keep current. –Balance your generalist and specialist competencies. –Document your achievement. –Keep your options open.

15. © 2005 Prentice Hall Inc. All rights reserved.17–15 Performance Evaluation  Purposes of Performance Evaluation –Making general human resource decisions. Promotions, transfers, and terminations –Identifying training and development needs. Employee skills and competencies –Validating selection and development programs. Employee performance compared to selection evaluation and anticipated performance results of participation in training. –Providing feedback to employees. The organization’s view of their current performance –Supplying the basis for rewards allocation decisions. Merit pay increases and other rewards

16. © 2005 Prentice Hall Inc. All rights reserved.17–16 Performance Evaluation (cont’d)  Performance Evaluation and Motivation –If employees are to be motivated to perform, then: Performance objectives must be clear. Performance criteria must be related to the job. Performance must be accurately evaluated. Performance must be properly rewarded.

17. © 2005 Prentice Hall Inc. All rights reserved.17–17 Performance Evaluation (cont’d)  What Do We Evaluate? TraitsTraits Individual Task Outcomes BehaviorsBehaviors Performance Evaluation

18. © 2005 Prentice Hall Inc. All rights reserved.17–18 Performance Evaluation (cont’d)  Who Should Do the Evaluating? Immediate Supervisor Peers Self-Evaluation Immediate Subordinates