Chapter 1 - October 21 & 26, 2021 environment affect work activity (Increasing
Organization productivity by changing work environment)
- Any recognizable system or structure that exists 21st Century Global Society
to help or maintain people’s ability to achieve - Globalization, Technology and Emerging/New
something Jobs
- People working together in a coordinated and
structured fashion to achieve one or more goals. Industrial/Organizational Trends
- Characterized by formality, ranked position, - Globalization (+ and - Implications)
large size, long-duration (Sociology) - Information Technology
- Emerging Employment Relations
Organizational Behavior - Employability, Contingent Work, Company
- Is the study of human behavior in the workplace Life Cycle
- Is the study of what people think, feel and do in - Workplace Values & Ethics (CSR)
and around organizations - Changing Workforce (Diversity)
- An interdisciplinary field that includes
sociology, psychology, communication, and Workforce Diversity
management
History of Organizations
- The Greeks (Plato - Leadership & Aristotle -
Persuasive Communication)
- The Chinese (Confucius - Ethics of Practice)
- “A superior man is one who is free from our
fear and anxieties”
- “Our greatest glory is not in never falling,
but in rising every time we fall”
History of Organization Psychology
- 1776 - Adam Smith’s contribution is the division
of labor near the first industrial revolution
- 1800s
- Max Weber’s contribution is rationalizing Challenges to Managing Organizational Behavior
organization and charismatic leadership 1. Increasing globalization of organizations’
- Frederick Winslow Taylor’s known as the operating territory
father of scientific management and talked 2. Increasing diversity of organizational workforces
about motivation and reward system (His 3. Continuing technological innovation with its
book, Principle of Scientific Management) companion need for skill enhancement
- 1920s - Elton Mayo’s studies are landmark in 4. Continuing demand for higher levels of moral &
organizational psychology ethical behavior at work
- First World War
- 1863-1912 - Hugo Munsterberg is the father Human Resource Planning
of industrial psychology & introduces - The process of systematically reviewing human
testing for military men if they are fit. Wrote resource skills
“Psychology and Industrial Efficiency” - Available when and where they are needed - can
- 1928 - IHRB (Institute for Human Rights then be accomplished
and Business) - Needs of employees - HR involves matching the internal and external
- 1924-1935 - Hawthorne Studies (Elton supply of people with job openings anticipated in
Mayo) focus on how workplace the organization over a specified period of time.
(Always ready for different circumstances)
, Dichotomy of Task
Forecasting
- It is a systematic process of predicting demand
and supply
- Seeks to secure the necessary number and
quality of employees for a business to achieve
strategic goals
- Demand and supply forecasting techniques use
sales or production projections for the coming
year as well as quantitative and qualitative
assessments
- Types of Forecasting
● Regression Analysis -- Forecast is based on
the relationship between sales volume and
employee size
● Work Study Techniques - Can be used
when it is possible to apply work
measurement to calculate length of
operations and the amount of labor required
● Delphi Technique - Named after the
ancient Greek Oracle at the city of Delphi,
the Delphi technique is a method of
forecasting personnel needs. It solicits
estimates of personnel needs from a group
of experts, usually managers
● Zero Base Forecasting - This method uses The Art of Choosing
the organization’s current level of Engagement Decision Quality Satisfaction - More
employment as the starting point for Bad - Less Good
determining future staffing needs 1. Cut - Less is more
● Bottom-up Approach - Each successive 2. Concretize - Make it vivid
level of the organization, starting with the 3. Categorize - More categories, fewer choices
lowest, forecasts its employees requirements 4. Condition - Engagement of people.
in order to, ultimately, provide an aggregate
forecast of employment needs Chapter 2 - November 4, 2021
Organizational Structure- The formal arrangement of
jobs within an organization
Purpose of Organizing
● Divides work to be done into departments
● Assign tasks and responsibilities associated with
individual jobs
● Coordinates diverse organizational tasks
● Clusters jobs into units
● Establishes relationships among individuals,
group, and departments
● Establishes formal lines of authority
● Allocates and deploys organization resources
, 1. Telecommuting - Employees work at home or in
Organizational Design - A process involving other locations geographically separate from
decisions about six key elements: their company’s main location
1. Work Specialization (What a specific person 2. *Job Sharing- An alternative work pattern in
can do) which there is more than one person occupying a
2. Departmentalization (Categorizing people into single job
different departments) 3. *Flextime - An alternative work pattern that
● Functional - Grouping Jobs by functions enables employees to set their own daily work
performed (i.e. Sales, Administration etc.) schedules
● Product - Grouping jobs by product line 4. *Virtual Office - A mobile platform of
(Specific product jobs can’t do another computer, telecommunication, information
product jobs work) technology & services
● Geographical - Grouping jobs on the basis
of territory or geography (Different branches Recruitment - The process of finding and hiring the
like Fast Food chains) best-qualified candidate (from within or outside of an
● Process - Grouping jobs on the basis of organization) for a job opening, in a timely and cost
product of customer flow (i.e. SSS, LTO) effective manner. The recruitment process includes
● Customer - Grouping jobs by type of analyzing the requirements of a job, attracting
customer and needs employees to that job, screening and selecting
3. Chain of Command (Who to report to and vice applicants, hiring, and integrating the new employee
versa) to the organization
4. Span of Control (Who is responsible for
specific roles, accountability) Selection - The process of interviewing and
5. Centralization (Single HR across all evaluating candidates for a specific job and selecting
departments) and Decentralization (Different an individual for employment based on certain
HR for different departments) criteria. Employee selection can range from a very
6. Formalization (Identifying formal relationships) simple process to a very complicated process
depending on the firm hiring and the position. Certain
Job Design - Maintaining employees interest employment laws such as anti-discrimination laws
must be obeyed during employee selection.
Traditional Approaches to Job Design
1. Scientific Management - Only a specific job, a Tips to address recruitment challenges
structured way, if changed it will affect a 1. Think S.M.A.R.T. (Specific, Measurable,
department or the company. Attainable, Relevant, Time-bound)
2. Job Characteristics Theory - Person job fit, 2. Practice targeted recruitment (Finding the right
simply find the right person for the job recruits)
3. Job Enrichment - Add on similar tasks, 3. Clarify your expectations (Knowing what the
considered as a specialist, being given candidates are signing up for)
benefits/recognition or increased salary. 4. Establish and adhere to high standards of
4. Job Enlargement / Job Rotation - As long as it excellence
is clear that your job will eventually increase.
Able to see different tasks of different 7 Recruiting competencies for 21st Century Recruiter
departments, can be a learning opportunity. 1. Market intelligence (Knowing who to contact)
2. Talent Assessment (Objective Assessment)
Design of Work - Care of the employee and what is 3. Networker (How many will you be able to reach)
expected of them to deliver (Reporting for Duty) 4. The Art of Selling (Know how to sell your
company to good candidates)
5. Sourcing
6. Marketing
Organization productivity by changing work environment)
- Any recognizable system or structure that exists 21st Century Global Society
to help or maintain people’s ability to achieve - Globalization, Technology and Emerging/New
something Jobs
- People working together in a coordinated and
structured fashion to achieve one or more goals. Industrial/Organizational Trends
- Characterized by formality, ranked position, - Globalization (+ and - Implications)
large size, long-duration (Sociology) - Information Technology
- Emerging Employment Relations
Organizational Behavior - Employability, Contingent Work, Company
- Is the study of human behavior in the workplace Life Cycle
- Is the study of what people think, feel and do in - Workplace Values & Ethics (CSR)
and around organizations - Changing Workforce (Diversity)
- An interdisciplinary field that includes
sociology, psychology, communication, and Workforce Diversity
management
History of Organizations
- The Greeks (Plato - Leadership & Aristotle -
Persuasive Communication)
- The Chinese (Confucius - Ethics of Practice)
- “A superior man is one who is free from our
fear and anxieties”
- “Our greatest glory is not in never falling,
but in rising every time we fall”
History of Organization Psychology
- 1776 - Adam Smith’s contribution is the division
of labor near the first industrial revolution
- 1800s
- Max Weber’s contribution is rationalizing Challenges to Managing Organizational Behavior
organization and charismatic leadership 1. Increasing globalization of organizations’
- Frederick Winslow Taylor’s known as the operating territory
father of scientific management and talked 2. Increasing diversity of organizational workforces
about motivation and reward system (His 3. Continuing technological innovation with its
book, Principle of Scientific Management) companion need for skill enhancement
- 1920s - Elton Mayo’s studies are landmark in 4. Continuing demand for higher levels of moral &
organizational psychology ethical behavior at work
- First World War
- 1863-1912 - Hugo Munsterberg is the father Human Resource Planning
of industrial psychology & introduces - The process of systematically reviewing human
testing for military men if they are fit. Wrote resource skills
“Psychology and Industrial Efficiency” - Available when and where they are needed - can
- 1928 - IHRB (Institute for Human Rights then be accomplished
and Business) - Needs of employees - HR involves matching the internal and external
- 1924-1935 - Hawthorne Studies (Elton supply of people with job openings anticipated in
Mayo) focus on how workplace the organization over a specified period of time.
(Always ready for different circumstances)
, Dichotomy of Task
Forecasting
- It is a systematic process of predicting demand
and supply
- Seeks to secure the necessary number and
quality of employees for a business to achieve
strategic goals
- Demand and supply forecasting techniques use
sales or production projections for the coming
year as well as quantitative and qualitative
assessments
- Types of Forecasting
● Regression Analysis -- Forecast is based on
the relationship between sales volume and
employee size
● Work Study Techniques - Can be used
when it is possible to apply work
measurement to calculate length of
operations and the amount of labor required
● Delphi Technique - Named after the
ancient Greek Oracle at the city of Delphi,
the Delphi technique is a method of
forecasting personnel needs. It solicits
estimates of personnel needs from a group
of experts, usually managers
● Zero Base Forecasting - This method uses The Art of Choosing
the organization’s current level of Engagement Decision Quality Satisfaction - More
employment as the starting point for Bad - Less Good
determining future staffing needs 1. Cut - Less is more
● Bottom-up Approach - Each successive 2. Concretize - Make it vivid
level of the organization, starting with the 3. Categorize - More categories, fewer choices
lowest, forecasts its employees requirements 4. Condition - Engagement of people.
in order to, ultimately, provide an aggregate
forecast of employment needs Chapter 2 - November 4, 2021
Organizational Structure- The formal arrangement of
jobs within an organization
Purpose of Organizing
● Divides work to be done into departments
● Assign tasks and responsibilities associated with
individual jobs
● Coordinates diverse organizational tasks
● Clusters jobs into units
● Establishes relationships among individuals,
group, and departments
● Establishes formal lines of authority
● Allocates and deploys organization resources
, 1. Telecommuting - Employees work at home or in
Organizational Design - A process involving other locations geographically separate from
decisions about six key elements: their company’s main location
1. Work Specialization (What a specific person 2. *Job Sharing- An alternative work pattern in
can do) which there is more than one person occupying a
2. Departmentalization (Categorizing people into single job
different departments) 3. *Flextime - An alternative work pattern that
● Functional - Grouping Jobs by functions enables employees to set their own daily work
performed (i.e. Sales, Administration etc.) schedules
● Product - Grouping jobs by product line 4. *Virtual Office - A mobile platform of
(Specific product jobs can’t do another computer, telecommunication, information
product jobs work) technology & services
● Geographical - Grouping jobs on the basis
of territory or geography (Different branches Recruitment - The process of finding and hiring the
like Fast Food chains) best-qualified candidate (from within or outside of an
● Process - Grouping jobs on the basis of organization) for a job opening, in a timely and cost
product of customer flow (i.e. SSS, LTO) effective manner. The recruitment process includes
● Customer - Grouping jobs by type of analyzing the requirements of a job, attracting
customer and needs employees to that job, screening and selecting
3. Chain of Command (Who to report to and vice applicants, hiring, and integrating the new employee
versa) to the organization
4. Span of Control (Who is responsible for
specific roles, accountability) Selection - The process of interviewing and
5. Centralization (Single HR across all evaluating candidates for a specific job and selecting
departments) and Decentralization (Different an individual for employment based on certain
HR for different departments) criteria. Employee selection can range from a very
6. Formalization (Identifying formal relationships) simple process to a very complicated process
depending on the firm hiring and the position. Certain
Job Design - Maintaining employees interest employment laws such as anti-discrimination laws
must be obeyed during employee selection.
Traditional Approaches to Job Design
1. Scientific Management - Only a specific job, a Tips to address recruitment challenges
structured way, if changed it will affect a 1. Think S.M.A.R.T. (Specific, Measurable,
department or the company. Attainable, Relevant, Time-bound)
2. Job Characteristics Theory - Person job fit, 2. Practice targeted recruitment (Finding the right
simply find the right person for the job recruits)
3. Job Enrichment - Add on similar tasks, 3. Clarify your expectations (Knowing what the
considered as a specialist, being given candidates are signing up for)
benefits/recognition or increased salary. 4. Establish and adhere to high standards of
4. Job Enlargement / Job Rotation - As long as it excellence
is clear that your job will eventually increase.
Able to see different tasks of different 7 Recruiting competencies for 21st Century Recruiter
departments, can be a learning opportunity. 1. Market intelligence (Knowing who to contact)
2. Talent Assessment (Objective Assessment)
Design of Work - Care of the employee and what is 3. Networker (How many will you be able to reach)
expected of them to deliver (Reporting for Duty) 4. The Art of Selling (Know how to sell your
company to good candidates)
5. Sourcing
6. Marketing
