MGMT 3860 - EXAM 2 QUESTIONS AND VERIFIED
ANSWERS 100% GUARANTEED PASS
Strategy formulation
answers the basic question, "How will we compete
Strategy analysis
defines the crucial elements for the strategy's success
In strategy implementation
firms take the necessary actions to implement their strategies
How firms compete with each other and how they attain and sustain competitive
advantage is known as
strategic management
SMART objectives
Specific, Measurable, Appropriate, Realistic, Timely
Business strategy
provides an overall direction and focus for the organization as a whole, including for
each functional area of the business
High-performance work practices include
Pushing responsibility down to employees operating in flatter organizations.
Increased emphasis on line managers as HR managers. Instilling learning as a priority.
Decentralizing decision making to autonomous units and employees. Linking
performance measures for employees to financial performance indicators.
questions to ask in managing people to work efficiently?
,Who specifies the content of each job?
Who decides how many jobs are necessary?
How are the interrelationships among jobs determined and communicated?
Has anyone looked at the number, design, and content of jobs from the perspective of
the entire organization?
What are the minimum qualifications for each job?
What should training programs stress?
How should performance on each job be measured?
How much is each job worth?
Scientific management one best way
The dominant approach to job design in the industrial society of the 20th century
Frederick W. Taylor was its prophet
Taylor believed that once the best way to perform work was identified, workers should
be selected on the basis of their ability to do the job, trained in the standard way to
perform the job, and offered monetary incentives to motivate them to do their best
This approach to designing work is fully consistent with a cost-leadership business
strategy
Job description
is an overall written summary of task requirements
Job specification
is an overall written summary of worker requirements
Job analysis
, are not legally required under the ADA, but professional practice suggests they be done
for three reasons
Americans with Disabilities Act of 1990
Applicants must be able to understand what the functions of a job are before they can
respond to the question "Can you perform the essential functions of the job for which
you are applying?"
Existing job analyses may need to be updated to reflect additional dimensions of jobs
A written job description may result in some candidates self-selecting out
Competency models
attempt to identify variables related to overall organizational fit and identify personality
characteristics consistent with the organization's vision and mission (e.g., drive for
results, persistence, etc.)
Methods of Job Analysis
Job Performance, observation, interview, critical incidents, and structured questionaires
strategic workforce planning
An effort to anticipate future business and environmental demands on an organization,
and to provide qualified people to fulfill that business and satisfy those demands
Activities that Comprise an SWP system
A talent inventory, A workforce forecast
Action plans, and Control and evaluation.
Forecasting external workforce supply
ANSWERS 100% GUARANTEED PASS
Strategy formulation
answers the basic question, "How will we compete
Strategy analysis
defines the crucial elements for the strategy's success
In strategy implementation
firms take the necessary actions to implement their strategies
How firms compete with each other and how they attain and sustain competitive
advantage is known as
strategic management
SMART objectives
Specific, Measurable, Appropriate, Realistic, Timely
Business strategy
provides an overall direction and focus for the organization as a whole, including for
each functional area of the business
High-performance work practices include
Pushing responsibility down to employees operating in flatter organizations.
Increased emphasis on line managers as HR managers. Instilling learning as a priority.
Decentralizing decision making to autonomous units and employees. Linking
performance measures for employees to financial performance indicators.
questions to ask in managing people to work efficiently?
,Who specifies the content of each job?
Who decides how many jobs are necessary?
How are the interrelationships among jobs determined and communicated?
Has anyone looked at the number, design, and content of jobs from the perspective of
the entire organization?
What are the minimum qualifications for each job?
What should training programs stress?
How should performance on each job be measured?
How much is each job worth?
Scientific management one best way
The dominant approach to job design in the industrial society of the 20th century
Frederick W. Taylor was its prophet
Taylor believed that once the best way to perform work was identified, workers should
be selected on the basis of their ability to do the job, trained in the standard way to
perform the job, and offered monetary incentives to motivate them to do their best
This approach to designing work is fully consistent with a cost-leadership business
strategy
Job description
is an overall written summary of task requirements
Job specification
is an overall written summary of worker requirements
Job analysis
, are not legally required under the ADA, but professional practice suggests they be done
for three reasons
Americans with Disabilities Act of 1990
Applicants must be able to understand what the functions of a job are before they can
respond to the question "Can you perform the essential functions of the job for which
you are applying?"
Existing job analyses may need to be updated to reflect additional dimensions of jobs
A written job description may result in some candidates self-selecting out
Competency models
attempt to identify variables related to overall organizational fit and identify personality
characteristics consistent with the organization's vision and mission (e.g., drive for
results, persistence, etc.)
Methods of Job Analysis
Job Performance, observation, interview, critical incidents, and structured questionaires
strategic workforce planning
An effort to anticipate future business and environmental demands on an organization,
and to provide qualified people to fulfill that business and satisfy those demands
Activities that Comprise an SWP system
A talent inventory, A workforce forecast
Action plans, and Control and evaluation.
Forecasting external workforce supply
