Ch. 16: High-Performance Work Systems

Concept and brief description:

High-performance work systems is the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals. To function as a high performance work system, each of these elements must fit well with the others in a smoothly functionally whole.

Emotional hook (provocative question/ claim/real-life problem):

I think "The Office" is a perfect example of the opposite of a high-performance work team. Stanley does cross word puzzles all day, Michael doesn't like technology and new ways of doing things, and the rest of the staff just works till 5 and doesn't really care about the growth of the company.

Key points to elicit in discussion:

A high performance work system is not easy to create or maintain. You need to have your organization set up in a way where technology (machines) work efficiently and employees are productive. However, people are needed to make sure everything is running correctly. In addition, every organization is different and may do things differently in order to achieve a high performance works system.

Facilitative questions:

What is needed to create a high-performance work system?

Ch. 15: Factors Affecting HRM in International Markets

Concept and brief description:

There are four main factors that affect human resources in the international market. They are: culture, education, economic systems, and political-legal systems. Organizations that operate in more than one country must recognize that the countries are not identical and differ in terms of many factors.

Emotional hook (provocative question/ claim/real-life problem):

I am currently taking a Japanese language class and I am amazed at the difference in culture between America and Japan. Our teacher teaches us different things about Japan and the differences between Japan and America. Businesses need to be aware of the differences they are facing so they can adapt in order to operate efficiently.

Key points to elicit in discussion:

Culture is by far the most important influence on international HRM. Countries also differ in the degree to which their labor markets include people with education and skills of value to employers. In addition, a country's economic system influences HRM practices in a number of ways. Also, a country's political-legal system STRONGLY impact HRM.

Facilitative questions:

What problems could occur with a company going international?

Class Today

I really liked our interactive Union game today. It really helped me to visualize how unions and company management interact. Nothing was really accomplished and everyone felt about the same. The union wanted to be hear and management didn't want to loose money. I think unions had their place years ago.

Ch. 14: Unions

Concept and brief description:

Unions are organizations formed for the purpose of representing their members' interests and resolving conflicts with employers. Unions are usually formed when employees feel their needs and interests do not receive enough consideration from management.

Emotional hook (provocative question/ claim/real-life problem):

When I think of a union I think of an episode of "The Office". Michael realizes that he is not getting paid what he should and him and Derril, a warehouse worker get all worked up about it. Michael goes down to the warehouse and starts talking with all the warehouse workers and the warehouse decides that they are going to form a union. A union is formed right in from of Michael's eyes, the manager. It's so hilarious!

Key points to elicit in discussion:

Unions do have a role and place because there will always be some conflict between employees. However, they can have a negative affect on a company, depending on what they are formed for and what employees intend to do within the union. However, unions can be a great system through which conflicts can be resolved between employees and employers.

Facilitative questions:

Have you ever been a part of a union? What was your experience?
What is your feelings about unions?

Class Today

Today in class we finished discussing chapter 12 and then got in our groups and talked about our chapter 13 topics. Our group discussed optional benefit programs and how they can be a great way for companies to attract people and to motivate employees. Employees that are given more than the minimum from a company feel cared about and that they are respected.

Class Today

Today in our groups we discussed chapter 12. My topic was on Sales commissions. There are a lot of companies that are using commissions now to motivate employees and provide more of an incentive. However, sales commissions can be risky if your wages are 100% commissions. If the economy is at a low and people aren't buying much then you could be in trouble.

Ch. 13: Optional Benefit Programs

Concept and brief description:

Other types of benefits such as various kinds of insurance, retirement plans, and paid leave are optional benefit plans that a company can offer. The most widely offered benefits are paid leave, life and medical insurance, and retirement plans. Additional benefits, or optional benefits, can be a great way to compete in the market to recruit more applicants for positions.

Emotional hook (provocative question/ claim/real-life problem):

My husband just recently got a new job which has wonderful benefits. Our last job did not have any benefits and as a family it created problems and concerns. Being with the present company is a great benefit to us and strengthens our loyalty to the company. A company that not only does the minimum but goes above the normal criteria to take care of its employees creates a stronger work force, more dedicated to the company.

Key points to elicit in discussion:

There are several optional benefit programs: from flexible spending accounts to early retirement. Small gestures, additional benefits, a company makes allows a greater competitive advantage for recruiting and more devoted employees. A company that takes care of its employees has a lower turn over rate and therefore less costs, providing more profit and greater productivity.

Facilitative questions:

In your opinion, how do you feel additional/optional benefits affect a company and its employees?

Ch. 12: Sales Commissions

Concept and brief description:

Sales commissions is a form of incentive pay calculated as a percentage of sales. Salespeople can earn a commission in addition to a base salary or earn only commissions. The nature of salespeople's compensation affects the kinds of people who will want to take and keep sales jobs. Sales commission jobs can be risky for employees but also motivating and beneficial to both the company and employee.

Emotional hook (provocative question/ claim/real-life problem):

I have worked in several positions relating to sales commissions. I wish I could say that I have had a positive experience in these positions, but I cannot. It seemed that the incentive of being able to earn commissions was not motivating to employees. It was very apparent to the employees that managers earned raises and extra bonuses based on sales. The manager would push sales to intensely, not motivating employees and causing bad morale.

Key points to elicit in discussion:

Commissions can be very beneficial to a company and its employees if implemented in a good way. Managers and employees need to work together and really care about the product they are selling in order to really grow. There are different types of commissions that a company can implement. An employee's earnings can be based solely on commissions or an employee can have a base salary plus commissions. Each company will differ but all around sales commissions can be a great way to increase productivity and profit.

Facilitative questions:

Have you ever had a job that provided sales commissions? What was your experience? Negative or positive?

Class This Week

Well, I wasn't in class this week due to being very very sick. I was in the hospital for about 4 days and in bed the other 3. I hope class was good and that I can stay caught up. I am trying to study for the test that I need to take, but have a hard time focusing. We will see what happens next week. :)

Ch. 11: Labor Markets

Concept and brief description:

Labor markets are related to economic influences on pay. Organizations must compete to obtain human resources in labor markets. There are several influences for labor markets, including competitors and cost of living. A company being able to provide strong compensation is more likely to have more applicants for positions in the company.

Emotional hook (provocative question/ claim/real-life problem):

Right now the economny is not strong and companies do not need to offer high compensation rates. There are not many jobs available and those that are will be taken/filled for a very low rate. Most likely the job you have now is being paid atleast 20 percent less than a few years ago. However, you are probably lucky that you even have a job.

Key points to elicit in discussion:

Labor markets are difficult on both ends. The employer needs to be able to compete in the market in order to draw applicants to the company. However, the company has budgets and can only provide so much for a position. If a company cannot financially provide a high compensation for a position than that position will be hard to fill. On the other hand, those looking for a position look at higher paid positions. A person needs a reasonable pay in order to provide for their family and survive. It can be a grueling cycle.

Facilitative questions:

What job is currently in strong demand in the labor market? What does this mean in response to pay rates for those positions?

Class Today

Today we talked about job satisfaction and how important job satisfaction really is. It is important to the employee and the employer. A company should take time to make sure that the employees are feeling some sense of satisfaction in their work. An employee that has some satisfaction is more likely to stay with a company and be more motivated. And as employees stay with the company, the company does not increase costs associated with turnover costs.

Ch. 10: Job Satisfaction

Concept and brief description:

Job satisfaction is the pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. Different employees have different views of which values are important, so the same circumstances can produce different levels of job satisfaction.

Emotional hook (provocative question/ claim/real-life problem):

Have you ever been in a job where you did not feel satisfied? What was your reaction or outlook on your work? I have been in a job where I have felt little or no job satisfaction which led to me not really liking my work. I didn't want to go to work and didn't put my heart into my work. I didn't give the company all I had and therefore the company lost.

Key points to elicit in discussion:

Job satisfaction is very important for both the employee and the employer. As an employee feels satisfied they also feel motivated and rejuvinated, therefore increasing individual productivity. A company should take time to make sure employees are satisfied in their work which can greatly strenghthen the company as a whole.

Facilitative questions:

What makes you feel satisfied at work?

Class Today

We talked about performance reviews today and how they CAN be effective if used the right way. I have had several jobs where my performance reviews were completely ineffective and basically worthless. However, performance reviews can greatly impact a company and strengthen everyone. A company would be wise to take time to really have effective reviews with their employees, strengthening their employees and the company.

Ch. 9: Dysfunctional Managers

Concept and brief description:

A dysfunctional manager is a manager who may engage in some behaviors that make him or her ineffective or even "toxic"-someone who stifles good ideas and drives away employees. These dysfunctional behaviors include insensitivity to others, inability to be a team player, arrogance, poor conflict management skills, inability to meet business objectives, and inability to adapt to change.

Emotional hook (provocative question/ claim/real-life problem):

I dealt with a dysfunctional manager in my last job and she created various problems for the company. She wouldn't listen to anyone and really did drive away employees. The turnover rate for the company was extremely high and cost the company a lot of money. I actually left the company because of her, not the company. It is a great company but is being hindered by the manager.

Key points to elicit in discussion:

Managers make a big difference in a company. If a company has a manager that is negative and hard towards the other employees, the employees do not respect the manager and therefore does not feel motivated or dedicated to the company. A person could have a lot of strong skills but may not be the best fit for a management position. A manager needs a lot of conceptual and human skills. A company needs to make sure they have the right person for a management position.

Facilitative questions:

Have you ever worked for a dysfunctional manager? How was it? How long did you stay with the company?

Class Today

We talked about methods of training in class today and I think that the best methods of training are hands on training. If an employee is sitting in a classroom all day, being talked at, they are not gaining or retaining anything. Training should be extensive and hands on, so the new employees are really learning what they will be doing on a daily basis. It like with children, you don't just tell kids what to do you have to show them how to do it. :)

Ch. 8: Sources of Performance Information

Concept and brief description:

Sources of performance information are ways that a company can get feedback or information about an employees performance. There are several methods to finding out about an employees performance. The most used source of performance information is the employees manager. Other ways include through customers, self evaluations, and peer and subordinate reviews.

Emotional hook (provocative question/ claim/real-life problem):

I worked for a company that had the employees review and measure their own performance. This allowed the employee to see how they had grown personally and provided the employees with more freedom. However, some employees didn't feel the reviews and evaluations were very important since the manager was not doing them. Certain employees would fill out evaluations and throw them aside, accomplishing nothing. There needs to be balance.

Key points to elicit in discussion:

There are several ways to get performance information on employees. I think that customers are a great means of obtaining information because the customer has observed the employee directly. Who would know better than a customer who has been helped by the employee. A company should take into consideration the importance of outside sources for providing meaningful information.

Facilitative questions:

Do you think it would be difficult to evaluate yourself? Why?

Ch. 7: Apprenticeship

Concept and brief description:

Apprenticeship is a work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training. The apprentice assists the certified trades-person at the work site. It is a great training method because it is hands on learning and you get extensive practice. In addition, you have an opportunity to earn an income while learning a trade.

Emotional hook (provocative question/ claim/real-life problem):

In Japan apprenticeship is really the only way of training. A person decides what they want to do and then they spend years being trained by a certified trades-person. They are an apprentice until the certified trades-person dies. Then the apprentice takes over, having had extensive on the job training and continues the business. The person stays in the job pretty much their entire life. Jobs are more of an art and a lifestyle.

Key points to elicit in discussion:

I think apprenticeship is an amazing way to train employees. The best way for a person to learn is to do hands on training. Anyone can sit in a classroom and spit back what they are told, but you are able to see what a person is really capable of once they are actually doing something. Apprenticeship is a better way of training for a company, especially work such as plumbing, carpentry, and electrical work. You want employees who know what they are doing and hands on work is the best way to teach them.

Facilitative questions:

How would you feel if after just a few days of classroom training you were asked to go fix a major electrical problem?

Class Today

We started out talking about strategies companies can use to address a shortage or surplus of labor. It is hard to imagine the economy being in a labor shortage. Right now there are SO many people looking for work that it is hard to imagine the reverse. Also, there are many methods that companies can use to address the labor surplus but they can have negative affects. Overtime can be good but after time employees get majorly burnout. Downsizing and demotion cause negative morale and employees loose loyalty to the company. A company needs to take action, but needs to be aware how it will affect the employees, and therefore, the company.

Ch. 6: Employment Testing

Concept and brief description:

Employment testing consists of different tests a company can perform in order to find a suitable person for a position. Tests can be a great way to find out a potential employees abilities. They provide a lot of information that is crucial in deciding what will be best for a company. Tests are needed in order to find the best person for a job.

Emotional hook (provocative question/ claim/real-life problem):

You are interviewing for a new position. The interview process has been quite grueling. You are tired and so are the other applicants. A lot of people are applying for one position and you are really wondering if you stand a chance. However, later in the week you get a phone can informing you that you have been selected for the position. All of the tests you underwent were tiring but make you feel very good considering you beat out at least ten other applicants.

Key points to elicit in discussion:

Employment testing is really interesting. First, it is interesting how many tests companies can and do use in the hiring process. I realize that companies want to find the very best person for a job, but sometimes it feels like you are being interrogated. Second, it is sad to me how many tests are needed just to find out if a person would be considered safe. You have to test for drugs, illegal activities, citizenship, and so forth. Lastly, it is really annoying that there are so many ways a company can discriminate while trying to hire new employees. It seems the company has to spend more time focusing on making sure they don't discriminate than on the actual potential employee.

Facilitative questions:

What was the most intense interview you have ever had? What tests did you have to take? What did the interview consist of?

Class Today

We talked about autonomy for a few minutes in class today and it is a point I feel strongly about. An organization or company needs to make sure that they are giving their employees a sense of freedom. Employees are people, mature adults, who can really add to and improve a company. A company that constrains or restrict it's employees is really only hurting themselves. Step back, give your employees a degree of decision making ability and you will be surprised what will happen.