Kinicki 3e: Organizational Behavior: A Practical, Problem-Solving Approach - 1260075079 ISEEIT! VIDEOS (Assignable in Connect) | Chapter | Video Title | Video Link | Running Time | Video Notes | Concept(s) | | 3 | Core Self-Evaluations | Play Now | 2:33 | Core self-evaluations represent individuals’ fundamental evaluations about themselves, their own abilities and their own control. People who have high core self-evaluations will think positively of themselves, are confident in their own abilities, and tend to have a positive influence on their organization’s drive to take risks, are innovative and seek new opportunities. | self-evaluations impacting performance | | 5 | Expectancy Theory | Play Now | 3:37 | Motivating your employees is one of the most vital managerial activities. An organization with motivated employees means a highly engaged, committed, and productive workforce. The Expectancy Theory of Motivation explains the thought processes people go through as they decide on a current course of behavior. Understanding how the Expectancy Theory of Motivation works will enable managers to keep their employees invested in their jobs and the success of their organization. | Expectancy Theory of Motivation | | 5 | Job Characteristics Model | Play Now | 4:02 | The Job Characteristics Model of motivation provides managers with a framework on how to design jobs that will motivate their employees. The focus of this model is building jobs that create intrinsic motivation or rather jobs that offer internal reward such as satisfaction, enjoyment, and a sense of accomplishment. | job characteristics model of motivation | | 6 | Contingent Consequences | Play Now | 3:00 | When it comes to motivating employees, managers oftentimes try and bring about a certain target behavior by offering specific consequences to employees. This concept is also known as reinforcement theory, and is widely used in today's workplace. This theory includes providing employees with certain positive and negative consequences in order to spur desired behavior. | consequences | | 9 | Communication | Play Now | 3:17 | Within organizations, information is transferred both verbally and through written forms. This process of sending and receiving information (i.e., communication) is described, along with factors that interfere with communication. | communication | | 11 | Ethical Decision-Making Tree | Play Now | 3:43 | In today’s day and age ethics should be a universal consideration for many different types of workplace dilemmas. You may be surprised at how many decisions are made on a daily basis that involve some sort of ethical component. In order to better understand how ethical decision making works, you can utilize an ethical decision-making tree, which branches based on questions affiliated with a particular challenge. | evidence-based decision making | | 11 | Model of Intuition | Play Now | 3:32 | Managers often make decisions based on intuition; that is, what their “gut” tells them is correct. The various components of intuition, including and explicit knowledge—are discussed. | intuition and nonrational models of decision making | | 11 | Decision-Making Heuristics | Play Now | 4:40 | When making decisions, people frequently rely on cognitive shortcuts to facilitate the process. Accordingly, eight common types of decision-making biases are reviewed. | decision making | | 13 | Integrated Model of Leadership | Play Now | 3:16 | The Integrated Model of Leadership can be used to understand four types of leadership behaviors and their effectiveness. The different factors that have been shown to contribute to leader behaviors are also discussed. | types of leadership | | 14 | Mentoring | Play Now | 3:32 | Mentors are one of the most valuable resources an employee can have. Mentors provide constructive guidance that is essential to navigating one’s career. Mentors come in all shapes and sizes. It is important to understand the different types of developmental networks and how this influences what you gain from different type of mentor relationships. | developmental networks and mentoring | | 14 | Socialization Tactics | Play Now | 4:29 | When done properly, organizational socialization leads to the integration of the new employee into the larger collective, the organization. Understanding how organizational socialization works enables managers to facilitate the process of turning new employees into effective organizational members. | organizational socialization | | 15 | Innovation | Play Now | 4:59 | Innovation is the key lever behind a firm’s success. Product and process innovations enable firms to better meet their customers’ needs through the creation of new and useful products and services. As a result, innovation enhances the firm’s ability to reach new customers, enter new markets, and outperform their rivals. | innovation | | 16 | Stress | Play Now | 2:18 | Stress is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively. Stress is the feeling of tension and pressure: the source of stress is called a stressor. Stress has both physical and emotional components, and it is important to understand how stress impacts the workplace and the worker. | stress | | 16 | Systems of Change | Play Now | 4:26 | Organizations rise and fall on their ability to prosper in an ever changing business environment. Organizations go through changes, whether it is miniscule or extensive, every day. This module outlines what a manager needs to know about the change process from a system’s viewpoint. It highlights the role of inputs, strategic plans, target elements of change and outputs in implementing change. | change in an organization |
MANAGER'S HOT SEAT VIDEOS (Assignable in Connect) | Chapter | Video Title | Video Link | Running Time | Video Notes | Concept(s) | | 3 | Individual Differences: Too Much Personality, Too Little Performance | Play Now | 9:06 | Whether you are outgoing or introverted, active or passive, your combination of traits constitute your personality. More formally, personality consists of the stable psychological traits and behavioral attributes that give a person his or her identity. In this scenario, two teammates aren’t getting the job done, and their boss is fed up. While the teammates have starkly different personalities, they share one thing in common: a lack of performance. | Personality; Self-evaluations | | 5 | Clearing Motivation for Takeoff | Play Now | 5:52 | SkyBlue, a popular airline, is introducing a new incentive plan that rewards employees for hitting certain marks on mishandled baggage and on-time departures. An airline supervisor is introducing this incentive plan to his team and is being met with resistance and skepticism. | motivation | | 6 | Performance Management: F is for Feedback | Play Now | 9:48 | A-Plus Government Solutions is a government contractor that handles Department of Defense contracts. Christopher has been assigned to work on the client site on behalf of A-Plus and is up for his one-year performance evaluation with his boss, Heidi. Heidi believes Christopher is doing an excellent job from her point of view, but she keeps receiving complaints from the general he works with onsite. Heidi and Christopher are now meeting to discuss his performance. | SMART goals; evaluating performance | | 8 | Diagnosis: Dysfunction | Play Now | 7:16 | White Flint General Hospital has seen a surge in delays admitting patients due to a lack of space. A team of hospital employees has been assembled to address the issue and recommend changes to the hospital board. The team is meeting for the first time and things do not go so well. | Groups and teams | | 8 | Virtual Workplace: Virtual Disruption | Play Now | 11:10 | Omega Technology has many virtual teams spanning across the country. James leads a four-person software development team that has been struggling as of late. Deliverables have not been met, and the work quality that has been submitted has been sub-par. James has called a meeting to discuss the issues facing the team, with the hopes that it can get back on track. | Teams; virtual teams | | 11 | Decision Making: A Hurricane of a Choice | Play Now | 8:34 | A hurricane is approaching a major city and local officials need to decide whether or not to order an evacuation. The Director of Emergency Services, mayor, police chief, and a meteorologist are meeting to quickly discuss a course of action that may have life-threatening consequences. | Decision making | | 12 | Power and Influence: Riding the Policy Wave | Play Now | 8:23 | It’s November and the holiday rush is upon a mid-size retail surf store named Ollie’s. The store manager is having a meeting with some of his staff, who are disgruntled about two new policies that have been put in place. First, employees who are clocking out of their shift need to wait for a manager to check them before leaving the premises. Second, employees cannot take any leave during the holiday rush between Thanksgiving and Christmas Eve. | Power and influence | | 14 | Organizational Culture: Churning Out a New Culture | Play Now | 9:05 | Churnout is a successful online retailer that was forced to oust its previous CEO because he instigated poor workplace behavior. The new CEO is adamant that change is needed, and fast. However, she is facing resistance from a senior leader in the company based on the way she wants to go about changing Churnout’s organizational culture. Senior leadership is meeting to discuss how to move forward and there is a lot of tension in the room. | Organizational culture | | 15 | Organizational Structure: Merging Corporate Differences | Play Now | 7:29 | Two major banks have merged to create First National Bank, but the merger has hit some bumps. Each bank had a different organizational structure and processes for everyday transactions before merging. Senior management is now meeting to discuss what structure should be used at the new bank, and major disagreements have shown themselves. | Matrix structure | | 16 | Change: Innovation in Aisle 9 | Play Now | 10:42 | Bergman’s Supermarket is holding an executive session to discuss potentially converting its stores to complete automation. The company is one of the leading supermarkets in the country with hundreds of thousands of employees and is led by a third-general Bergman. Investors are pressuring the company to start investing in innovative processes to stay competitive. One executive just wrapped up a presentation to the group and there are differences in opinion in the board room on how to move forward. | change |
ADDITIONAL VIDEOS (Assignable in Connect) | Chapter | Video Title | Video Link | Running Time | Video Notes | Concept(s) | | 5 | Motivation (Equity Theory) | Play Now | 3:15 | Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships. The key elements in equity theory are inputs, outputs (rewards), and comparisons. | Motivation; equity theory | | 13 | Leadership (Contingency Theory) | Play Now | 4:10 | Contingency theories propose that the effectiveness of a particular style of leader behavior depends on the situation. Initiating-structure leadership is leader behavior that organizes and defines what group members should be doing to maximize output. Consideration is leader behavior that creates mutual respect or trust and prioritizes group members’ needs and desires. | Leadership; contingency theory |
Noe 9e: Fundamentals of Human Resource Management - 1264131143 The 9th edition of Fundamentals of Human Resource Management provides an extensive video program for instructors. Below is an overview of the videos we offer that you can incorporate in your course, as well as accompanying resources you can use to help enhance your lecture. Be sure to scroll down the page to view all content. VIDEO CASES (Assignable in Connect) Chapter | Video Title | Video Link | Run Time | Description | Concept | 2 | People Operations at Google | Play Now | 07:29 | HRM is playing an important role in helping organizations gain and maintain advantages over their competitors by becoming high-performance work systems. These are organizations that have the best possible fit between their social system (people and how they interact) and their technical system (processes and equipment). | high-performance work system | 8 | AllState Embraces Employee Development | Play Now | 09:07 | With more than 30,000 employees supporting its services, Allstate sells personal and casualty insurance to consumers around the country. Several years ago, the company created an employee value proposition—Good Work, Good Life, Good Hands—that guides its efforts in employee development. | employee development and career management | 16 | Communicating with Other Cultures | Play Now | 08:52 | Whatever their level of global participation, organizations that operate in more than one country must recognize that countries (and their cultures) are not identical and may differ on many levels. For a business project to be successful, managers must understand that work processes, project deadlines, and communications may be impacted by cultural factors. | international human resource management |
CHRO CONVERSATIONS (Assignable in Connect) Chapter | Video Title | Video Link | Run Time | Description | Concept | 1 | Tracy Keogh, HP, Inc. | Play Now | 05:50 | Overall responsibilities of Human Resources include the need to create an environment that allows employees to thrive and be creative. HR must monitor the external environment and react to changes to ensure the company is remaining competitive. In order to accomplish these goals, HR employees must have certain competencies and practice certain work behaviors. | challenges facing human resources today, integrating human resource planning and strategic planning, the role of human resource managers | 2 | Ellyn Shook, Accenture | Play Now | 08:56 | Whether you are an employee in the Human Resources department or in an operational area of a company or small business, you will somehow be affected by ongoing changes in the workplace environment. Employees who are given opportunities to grow and develop due to changes in their fields contribute more readily to the ongoing success of companies. | how technology influences human resource management, employee training, diversity management | 4 | Scott Weisberg, Former CHRO, Wendy’s | Play Now | 09:45 | Human Resources oversees and initiates the process of determining the need to revise or modify jobs due to many strategic factors. Once a need has been identified, managers throughout the operations of a company must work in tandem with HR to incorporate necessary job changes while considering the impacts to all work systems. | the role of human resource managers, challenges facing human resources today, how technology influences human resource management, properties of employee selection | 5 | Heidi Capozzi, Boeing | Play Now | 08:30 | The culture of a company can impact how workers perform. It can also determine whether employees grow and develop in their skill sets. HR professionals can monitor and change cultural elements to attract and then encourage employees to develop professionally. | the relationship between HRP and organizational planning, recruitment strategy, employee training, recruiting a diverse workforce | 6 | Jim Duffy, Executive VP and CHRO, CIT Group | Play Now | 12:05 | Managers must be able to determine the best fit of knowledge, skills, and abilities for each job position within an organization. This begins with a clear understanding of what is needed within the company and then recruiting, selecting, and placing the best qualified individual in the position. | properties of employee selection | 7 | Mirian Graddick-Weir, Executive VP of HR, Merck (Part 1) | Play Now | 06:29 | Managers must be able to develop and implement training policies and practices in your organization to support an environment and culture of diversity and inclusion. These activities are led by management and impact the effectiveness of the organization’s goals. | managing diversity | 8 | SVP of HR Susan Peters, GE | Play Now | 06:48 | Constant technological changes can have great impacts on companies like GE who produce products that help the world implement new and exciting ways to live and explore. Human Resources practices can match the demands of a technologically focused company like GE in terms of career development. Setting expectations, utilizing unique team approaches, and providing adequate challenges in work assignments are all part of the approaches used by this company. | how technology influences human resource management, current trends in career development, steps in the career development process | 9 | Vice Chairman of Global Wealth and Investment Management John Thiel, Merrill Lynch and SVP and Human Resources Executive Benjamin Gilman, Bank of America/Merrill Lynch U.S. Wealth Management | Play Now | 11:16 | Creating and maintaining a high performing business organization involves making sure leaders in all areas of a company cooperate and form effective partnerships. At Merrill Lynch, this is no exception. Certain behaviors displayed by leaders in both HR and operational areas are essential in order to promote an effective workplace environment where employees achieve their goals and remain engaged. | the role of the HRM executive, high-performance work systems | 10 | Executive VP of HR Mirian Graddick-Weir, Merck (Part Two) | Play Now | 06:58 | Many companies are revisiting how they provide employees with feedback about their performance. At the Merck Company, those revisions were made slowly and with input from many stakeholders. Merck implemented innovative methods to ensure employees receive meaningful feedback about their contributions. Many companies are moving to systems where feedback is continuous as opposed to periodic. Rating categories are also changing and may be more inclusive of input from numerous company sources beyond the supervisor. | criteria for effective performance management systems, performance rating systems, approaches to performance management, sources of performance information | 11 | Jerrold Williams, Daymon Worldwide | Play Now | 10:08 | Turnover of employees is costly for all companies. Daymon Worldwide utilizes retention philosophies that encourages employees to be sure they have made the right employment decision as well as ensuring they are always getting honest and frank feedback about their performance. While it cannot be avoided and in many cases is healthy, companies can implement certain practices to better ensure retention of good employees and help those who are struggling to have better outcomes. | voluntary and involuntary turnover, managing retention | 12 | Tim Hourigan, Executive VP of HR, Home Depot | Play Now | 12:29 | HR managers must understand the impact of strategic business decisions on both the employees and the ultimate performance of the organization. Ensuring the HR strategies are in alignment with the business strategy is essential to success. | techniques in implementing strategy | 13 | SVP of HR Tim Richmond, AbbVie | Play Now | 04:52 | People will work harder if they know their results are noticed and rewarded appropriately. At AbbVie, the Human Resources area places special emphasis on rewarding employees based on levels of contributions. AbbVie utilizes talent philosophies that differentiate rewards based on employee results. These rewards go well beyond salary and include opportunities for career growth and development. | integrating human resource planning and strategic planning, define career development and its objectives, steps in designing effective incentive plans, recruitment strategy | 14 | CEO Robert Andrews, Health Transformation Alliance (HTA) | Play Now | 14:54 | The amount of money paid to health care providers each year in the United States is trillions of dollars. And most of those dollars are paid by companies as health insurance benefits to employees. Health Transformation Alliance (HTA) is attempting to control those costs through applying competitive pressures to health care providers to offer quality care at the most economical prices. | cost containment strategies regarding employee benefits | 16 | Christine M. Pambianchi, SVP of HR, Corning | Play Now | 08:51 | Managers must be able to evaluate the needs of the global workplace from recruitment, selection, and training to compensation management. They must identify and adapt to the key issues impacting the success of their global organization. | diversity management, factors related to pay structure decisions, challenges facing human resources today, international training and development, staffing issues for global workers |
MANAGER'S HOT SEAT (Assignable in Connect) Chapter | Video Title | Video Link | Run Time | Video Notes | Concept | 6 | Diversity in Hiring | Play Now | 07:15 | Human resource management consists of the key activities managers perform to plan for, attract, develop, and retain an effective workforce. One of these key activities is recruiting and selection. Recruiting and selecting involves the process of locating and attracting qualified applicants for jobs open in the organization. It is very important to attract the right people to fill the needs of the organization. | recruiting | 10 | Performance Management—F is for Feedback | Play Now | 09:48 | A-Plus Government Solutions is a government contractor that handles Department of Defense contracts. Christopher has been assigned to work on the client site on behalf of A-Plus and is up for his one-year performance evaluation with his boss, Heidi. Heidi believes Christopher is doing an excellent job from her point of view, but she keeps receiving complaints from the general he works with onsite. Heidi and Christopher are now meeting to discuss his performance. | HR management; performance management | 10 | Listening Skills - Providing Feedback to Employees | Play Now | 08:42 | Communication is the transfer of information and understanding from one person to another. As a manager, it is important to be a good speaker as well as a good listener. Managers with effective listening skills concentrate on the content of the message by asking questions and summarizing the remarks, listening for ideas, and resisting distractions. | communication, performance feedback | 12 | Negotiation - Communicating Executive Pay | Play Now | 08:55 | Conflict occurs within and outside of organizations. Organizational conflict is the discord that arises when the goals, interests, or values of different individuals or groups are incompatible and those individuals or groups block or thwart one another's attempts to achieve their objectives. | conflict, negotiation | 13 | Clearing Motivation for Takeoff | Play Now | 05:52 | SkyBlue, a popular airline, is introducing a new incentive plan that rewards employees for hitting certain marks on mishandled baggage and on-time departures. An airline supervisor is introducing this incentive plan to his team and is being met with resistance and skepticism. | motivation |
iSeeIt!/Animated Videos (Assignable in Connect) Chapter | Video Title | Video Link | Run Time | Description | Concept | 12 | Motivation (Equity Theory) | Play Now | 03:15 | Equity theory says that employees determine feelings of equity by comparing their own outcome-input ratio to the outcome-input ratio of some other person. The key elements in equity theory are inputs, outputs, and comparisons. | Equity theory | 13 | Balanced Scorecard | Play Now | 03:51 | The cornerstone of a firm's success lies in its ability to implement its strategy. This mini-lecture on the Balance Score Card introduces a key managerial tool for aligning a company's business activities to its mission and strategy. | Control; Balance Score Card | 16 | Globalization | Play Now | 03:44 | There are five values that have cross-cultural significance: individualism, collectivism, power distance, uncertainty avoidance, and achievement-nurturing orientation. | Cultural values |
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