512427
Description
Mind Map by shannaebrydon, updated more than 1 year ago
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Created by shannaebrydon
almost 11 years ago
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MOST IMPORTANT FOR EXAM
- LECTURE 1: HRMT
- The productive use of people in order to achieve
org's strategic goals and satisfy the individual
needs of employees
- Mission Statement
- HPWS= refers to the group of separate but
interconnected HR practice that are aimed to
enhance peer and org performance through
increasing capabilities, motivation and behaviours.
- The productive use of people in order to achieve
org's strategic goals and satisfy the individual
needs of employees
- LECTURE 2: Performance - effectiveness and productivity
- Campbells 8 models
- Job specific task proficiency, Demonstrating effort, maintaining
discipline all in dclarative, Facilitating performance, Non job
specific task proficiency, in procedual knowledge and skill and
lastly supervision and leadership, communicative T P and Mgmt /
admin in Mptivation
- Job specific task proficiency, Demonstrating effort, maintaining
discipline all in dclarative, Facilitating performance, Non job
specific task proficiency, in procedual knowledge and skill and
lastly supervision and leadership, communicative T P and Mgmt /
admin in Mptivation
- Borman's and motowildo's task and contextual model
- OCB
- ALtruism
- General compliance
- ALtruism
- Proactive behaviours
- 8 PT's
- Taxonomy: P, A, P
- RESEARCH MODEL COMPARED TO 5 PT's
- RESEARCH MODEL COMPARED TO 5 PT's
- Emotional labour
- Deep analysis
- S Analysis
- Deep analysis
- Campbells 8 models
- LECTURE3: STRESS AND WELL BEING
- JOB SATISFACTION
- FACET SATISFACTION
- FACET SATISFACTION
- DEMAND CONTROL MODEL
- Low, Active, Passive, High
- Low, Active, Passive, High
- CONSEQUENCES
- Psychological
- Behavioural
- Physiological
- Psychological
- Managaing
- EUSTRESS
- JOB SATISFACTION
- MOST IMPORTANT TRAINING: Training?
- What?
- Training is a planned effort by an organisation to
facilitate employees’ learning, retention, and
transfer of job-related behaviours (Riggio, 2003)
- Training is a planned effort by an organisation to
facilitate employees’ learning, retention, and
transfer of job-related behaviours (Riggio, 2003)
- VROOMS
- Expectancy Perceived relationship between effort and performance.
Instrumentality Perceived relationship between performance & attainment of
a certain outcome. Valence Strength and direction of person’s preference for
particular outcome
- Trainees will expend effort if they believe that effort will lead to improved performance and valued outcomes
- Ensure trainees are confident that their effort will be effective (e.g., early successes) Ensure that
performance is consistently linked with rewards Tailor rewards to individual preferences
- Ensure trainees are confident that their effort will be effective (e.g., early successes) Ensure that
performance is consistently linked with rewards Tailor rewards to individual preferences
- Trainees will expend effort if they believe that effort will lead to improved performance and valued outcomes
- Expectancy Perceived relationship between effort and performance.
Instrumentality Perceived relationship between performance & attainment of
a certain outcome. Valence Strength and direction of person’s preference for
particular outcome
- Goal Setting Theory
- 4 Goal orientation Dimensions
- Mastery-approach Extent to which an
individual seeks to master the task
Mastery-avoid Extent to which an individual
seeks to avoid the loss of task mastery
Performance-approach Extent to which an
individual seeks to demonstrate
competence Performance-avoid Extent to
which an individual seeks to avoid the
demonstration of incompetence
- Mastery-approach Extent to which an
individual seeks to master the task
Mastery-avoid Extent to which an individual
seeks to avoid the loss of task mastery
Performance-approach Extent to which an
individual seeks to demonstrate
competence Performance-avoid Extent to
which an individual seeks to avoid the
demonstration of incompetence
- Goals
influence:
Direction
Intensity
Persistence
Strategies
- Difficult, specific
goals Goal
acceptance Goal
commitment
Feedback
- 4 Goal orientation Dimensions
- Benefits
- Self Efficacy: “Beliefs in one’s capabilities to
mobilise the motivation, cognitive resources,
and courses of action needed to meet given
situational demands.”
- What?
- LECTURE 4: WORK DESIGN
- WHAT: Job Design “…Is
concerned with choices made
about the nature and content of
peoples’ jobs, and how these
choices affect individual and
organisational outcomes such as
employee well-being and
productivity”
- JOB CHARACTERISTICS MODEL
- Core JC
- Critical psychological states
- Outcomes
- Outcomes
- Skill Variety, task
significance and
identity,
autonomy and
feedback
- Critical psychological states
- Core JC
- W/L balance
- Child care at work
- Clarifying work and home boundaries
- Child care at work
- WHAT: Job Design “…Is
concerned with choices made
about the nature and content of
peoples’ jobs, and how these
choices affect individual and
organisational outcomes such as
employee well-being and
productivity”
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