HR Management & Organizational Behavior 2
Fachhochschule Nordwestschweiz
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Summary Organizational Behavior 2 - Power & Politics
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---4augustus 20252023/2024
- This document explains the four bases of power—legitimate, coercive, reward, and personal—and how power can be exercised at individual, group, and societal levels. Power abuse, such as sexual harassment, requires clear organizational policies and managerial responsibility. Organizational politics arise from limited resources, unclear roles, and differing goals, and can involve strategic, relational, or destructive behaviors. Individual and organizational factors influence political behavior,...
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Summary HR 2 - Compensation & Downsizing
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---14augustus 20252023/2024
- This document covers: focusing on diversity, workforce flexibility, change, compensation, and downsizing. It explains how diversity and individual characteristics affect performance and the importance of managing discrimination. Workforce flexibility and change management help organizations adapt, using models like Lewin’s and Kotter’s. Compensation includes pay structures, incentives, and benefits, while downsizing addresses layoffs, offboarding, and retention strategies to maintain morale ...
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Summary Organizational Behavior 2 - Change
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---7augustus 20252023/2024
- This document describes organizational change, including its scope, levels, and driving forces. It presents frameworks for managing change, such as Lewin’s Three-Step Model, Kotter’s Eight Steps, and Schein’s Three Levels of Culture, and explains tools like Management by Objectives. The document also covers resistance to change and strategies for overcoming it through communication, participation, and support.
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Summary HR 2 - Workflex
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---8augustus 20252023/2024
- This document describes workforce flexibility, including the modulators of flexible work, legal regulations, and strategic HR practices. It explains the different dimensions of flexibility—temporal, spatial, numerical, functional, and financial—and outlines the benefits for both employers and employees. The document also covers blended workforces, flexible work policies, barriers and challenges, and the role of HR in designing, implementing, and monitoring flexible work arrangements.
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Summary Organizational Behavior 2 - Diversity
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---4augustus 20252023/2024
- This document describes workplace diversity, including how individual characteristics such as age, gender, ethnicity, abilities, religion, sexual orientation, and cultural identity influence employee performance. It covers discrimination, stereotyping, and stereotype threat, as well as surface-level and deep-level diversity. The document also explains ability differences, diversity management strategies, and the implementation of effective diversity programs to attract, develop, and retain diver...
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Summary HR 2 - Training & Development
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---9augustus 20252023/2024
- This document describes training and development (T&D) as a continuous effort to improve employee skills, competencies, and organizational performance. It covers the T&D process, including needs assessment, program objectives, training methods (classroom, e-learning, on-the-job, team training), delivery systems, implementation, and evaluation. The document also explains career planning, management development, mentoring, coaching, reverse mentoring, organizational development, and the concept of...
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Summary Organizational Behavior 2 - Cultures
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---7augustus 20252023/2024
- This document describes organizational culture, including different perspectives (objectifying, subjectifying, and integrative) and its functions for employees and the organization, such as integration, coordination, motivation, and identity. It explains the classic OCAI model (hierarchy, adhocracy, market, and clan cultures), the integrative approach with visible artifacts, espoused values, and underlying assumptions, and the roles of values, norms, and attitudes. The document also covers subcu...
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Summary Organizational Behavior 2 - Leadership
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---4augustus 20252023/2024
- This document describes leadership concepts, including contingency approaches where leadership adapts to the situation, trait approaches focusing on natural qualities, and behavioral approaches emphasizing observable actions. It covers leadership styles (directive, supportive, participative, achievement-oriented, laissez-faire), transactional and transformational leadership, and the role of charisma in motivating and inspiring employees. The document highlights the importance of trust, including...
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