Organizational Culture
The classic research finding that suggested group norms shaped employee behavior more powerfully than monetary rewards or physical work environments.
What are group norms?
Identify some sources from which talent acquisition specialists can recruit good candidates
Internal, internet, advertising, other organizations, colleges, referrals, direct applicants, professional associations
One of the ways to increase resilience, which involves managing one's time and setting limits on work commitments.
What is setting boundaries and working on your life balance?
This is what the acronym "SMART" Goals stands for and how it can be beneficial for goal setting.
What is specific, measurable, achievable, relevant, and time-bound. These types of goals provide clarity and focus, helping you identify actionable steps and track progress, which increases the likelihood of success.
Adams' Equity Theory has its intellectual roots in this social psychology concept where psychological discomfort leads to dissonance reduction activities.
What is cognitive dissonance theory?
In the context of "Building Culture from the Middle Out," this is where managers connect the "big-C" to the "small-c" and make culture come alive.
What are closer relationships within their teams?
A common organizational challenge in staffing where managers attempt to lure talent away from other departments or hoard internal talent.
What are "Raiding" and "hoarding"?
In the applied model of employee engagement, the three behavioral outcomes that are measured or tracked.
What are Serve, Stay, and Say?
The main difference in focus between a Developmental Review and a Performance Review.
What is that Developmental Reviews often focus more on the "how" (behaviors), while Performance Reviews focus more on the "what" (results)?
The two necessary qualities of goals, in addition to being achievable, for them to be effective in driving motivation and performance.
What are difficult and ambitious?
A measure of organizational culture, from the O'Reilly model, that addresses whether the organization emphasizes growth or maintaining the status quo.
What is Stability?
The collection of tools, processes, etc. used by an organization to make selection decisions, both internal and external.
What is selection strategy? (Bonus points if you give an example of a good selection strategy)
DAILY DOUBLE: Identify the six stages of innovation in organizations
1) Creating the Climate 2) Idea Generation 3) Developing and Exploring Ideas 4) Evaluating Options and Decision Making 5) Making It Happen; Implementing Innovation 6) Measuring Success; Monitoring Innovation
One of the guidelines for giving constructive feedback that instructs the giver to take personal responsibility for the message.
What is Accept ownership of the feedback (or Use "I" statements)?
In Equity Theory, the ratio of what one puts into the job (time, effort) and what one gets out of the job (compensation, recognition).
What is the Outcomes/Inputs Ratio?
The cultural dimension identified by both Hofstede and GLOBE that measures the extent to which power is distributed equally or not.
What is power distance?
Describe the steps of the generic selection/staffing process
1) Create Position Description, 2) Develop Initial Slate of Candidates 3) Refine short list of candidates 4) Coordinate/Schedule interviews 5) Conduct Interviews/ Tests 6) Conduct Calibration Meeting 7) Deliver Offer or Provide Feedback
Identify the major difference between Job Satisfaction and Employee Engagement regarding turnover metrics.
What is that Engagement is more strongly (negatively) correlated with turnover than satisfaction is?
Identify the steps of the performance management cycle and the ongoing activities that keep the cycle going.
Setting accountabilities -> Quarterly review -> Performance review -> Rewards.
Ongoing activities: Training and development, informal feedback, developmental discussion
In Expectancy Theory, the three elements that are multiplied together to determine an individual's motivation level.
What are Expectancy, Instrumentality, and Valence?
Identify some specific methods of influencing or changing organizational culture from the slides?
Slogans, formal statements (MVV), design of physical space, criteria for rewards and recognition, stories, structure and systems, leader behavior, activities, trackable metrics
Describe some common reasons that organizations might lose great candidates.
Organization moves too slow, underdeveloped brand, underwhelmed candidate, poorly conducted "sell" to candidate, candidate and org unable to agree on terms, geographic or non-work related issues, etc.
Describe some ways employees can manage their employment brand.
Ensure employees know the elevator pitch, focus on retention, promote storytelling, encourage brand ambassadors, coordinate and optimize social media use, make your brand feel real, keep your employees happy
Employees above average effect,
Differentiating between good, bad, and average employees
Following up on performance feedback
Getting verbal and behavioral commitment from senior leadership
Holding people accountable
Having this seen as something that’s NOT bureaucratic “process”
Describe the differences in organizational justice between distributive, procedural, and interactional justice.
Distributive Justice: The perceived fairness of how resources and rewards are distributed (decision itself).
Procedural Justice: The perceived fairness of the processes and procedures used to make allocation decisions.
Interactional Justice: The extent to which people feel fairly treated when procedures are implemented.