Intermediate Human Resources Coaching: Theoretical Analysis of the Employment Relationship

Examination requirements and key points

Examination requirements:

Through the study of this lecture, candidates will understand the characteristics of the employment relationship and master the advantages of long-term employment relationships. Shortcomings and management measures, and grasp the psychological factors affecting the employment relationship. Candidates must master the concepts and effects of psychological contract, social perception, attribution, motivation and distributive justice and procedural justice, as well as their impact on human resource strategies.

Examination points:

1. Characteristics of the employment relationship

1. Three types of factors that contribute to an effective employment relationship: adaptability; investment in the employment relationship; restraint of self-interest

2. Factors that enhance trust

3. Three factors affecting the employment relationship

4. Two factors that affect the efficiency of jurisdiction: information advantage; reputation basis

5. Three measures to promote long-term employment relationship

2. Psychological analysis of the quality of employment relationship

1. The concept and function of psychological contract

2. Definition of social perception

3. Several effects of social perception

4. Definition of attribution

5. Three factors affecting attribution behavior

6. The impact of attribution on employee behavior

7. The concepts of endogenous motivation and exogenous motivation

8. The application of endogenous motivation and exogenous motivation in human resource strategies

9. The concepts of distributive justice and procedural justice

Section 1 Characteristics of the employment relationship

1. Obtaining an effective employment relationship

The foundation of human resource management is the organization employment relationship.

The creation of an employment relationship is an economic act. But the factors that affect this economic behavior are not just the exchange of economic benefits, but also other factors (such as balance of rights, reputation, etc.)

(1) Characteristics of the employment relationship

1 . Employment is an open transaction

2. The way in which the employment relationship is determined is subject to laws, contracts, management and traditions.

3. The employment relationship is restricted by market competition. (As time goes by and the employment relationship becomes more detailed, the restrictive effect gradually decreases)

4. Other factors restrict: the good consciousness of both parties to the employment, the restraint of self-conscience, the legal power of both parties to the employment, employment The influence of both parties on the other party's earnings and the reputation of the organization

5. The efficiency of the employment relationship directly depends on three types of factors: the adaptability of the employment relationship to the environment; investment in the employment relationship; and the restraint of self-interest.

6. The efficiency of the employment relationship is affected by the form of jurisdiction.

1. The creation of an employment relationship is a ().

A. Legal act b. Government action c. political behavior d. Economic Behavior

Answer: D

2. Investment in the employment relationship refers to ( ).

A. Both employers and employees sacrifice short-term self-interest for the common interests, thereby promoting the efficiency of the employment relationship

B. The employment relationship can adapt to changes in the environment

C. Employers and employees can and often take certain actions to improve the ability of both parties to work effectively, thereby improving the efficiency of the employment relationship

D. Employers and employees firmly believe that both parties can share the same benefits obtained through the employment relationship

Answer: C

3. Regarding the characteristics of the employment relationship in an organization, which statement is correct ( ).

A. Employment is an open trade

B. The determination of the employment relationship is subject to laws, contracts, customs and traditions

C. Employment is a unilateral legal act

D. The employment relationship is subject to market competition conditions

Answer: ABD

(2) Factors that contribute to an effective employment relationship

Basis: Trust between the organization and employees (Consciousness and moral restraint of the organization and employees; legal protection; clear contract provisions)

Limitations of using legal contracts:

1. Legal protection and contract provisions will increase the number of parties to the transaction The cost

2. Legal and contractual protections will affect the adaptability of the employment relationship

3. Legal and contractual protections will damage the consciousness of the organization and employees to a certain extent

4． ( ) means that employment relationships that can adapt to changes in the environment are more efficient.

A. Restraint of self-interest B. Investment in the employment relationship

C. Adaptability D. Reliability

Answer: C

5. The first condition for obtaining a valid employment relationship is ( ).

A. Perfect legal system B. ***Ethical standards to be observed

C. Trust between employer and employee D. Restraint of self-interest

Answer: C

6. The factors on which the efficiency of the employment relationship directly depends are ( ).

A. The adaptability of the employment relationship to the environment B. Investment in the employment relationship

C. Characteristics of the labor market D. Restraint of self-interest

Answer: ABD

(3) Factors affecting the employment relationship

1. Consciousness and moral restraint

2. The ability to influence the benefits of both parties to the employment

3. The reputation of the organization (or employer)

7. When an employee resigns and the employment relationship is terminated, the employer will bear huge costs ().

A. Putting the employer into a staff shortage situation B. Breaking the equilibrium of the employment relationship

C. Destroy the smooth communication within the organization D. Take away a large number of the employer’s customers

Answer: ACD

(4) Factors affecting the efficiency of jurisdictional forms

Classification of employment relationship jurisdictional forms: single level; power sharing form; employees have decision-making power; three parties share decision-making power

Determinants of obtaining an efficient form of governance: information advantage, reputation basis

8. Which of the following statements about the organization's employment relationship is incorrect ( )

A. Maintaining or changing the status of the organization's existing employment relationship is one of the main purposes of the organization's human resources policies and measures

B. The economic analysis of human resource strategy is not just a simple analysis of direct economic factors

C. The organization's employment relationship is one of the starting points of strategic human resource management

D. The creation of the employment relationship is an economic behavior, and the factors that affect this economic behavior are only the exchange of economic benefits

Answer: D

9. The form of jurisdiction over an employment relationship in which the employer holds the overwhelming majority of decision-making power is ( ).

A. Power-sharing form of jurisdiction B. Single-level jurisdiction form

C. A form of jurisdiction in which employees have decision-making authority D. Form of three-party sharing of decision-making power

Answer: B

10. Employers and employees collectively share the right to make decisions about the employment relationship ( ).

A. Power-sharing form of jurisdiction B. Single-level jurisdiction form

C. A form of jurisdiction in which employees have decision-making authority D. Form of three-party sharing of decision-making power

Answer: A

11. There are ( ) types of jurisdiction over the employment relationship of an organization.

A. 2B. Three C. Four D. Six

Answer: C

12. In different jurisdictional forms of employment relationships, the generation process and distribution of reputation bases are ().

A. different b. Same

C. Relevant D. Opposite

Answer: A

13. In most cases, the determination of the governing form of the employment relationship depends on the following factors ( ).

A． Employee status B, traditional C. law d. Efficiency

Answer: BCD

2. Long-term employment

(1) Advantages of long-term employment relationship

1. Direct benefits to the organization

(1) Share recruitment costs

(2) Share training costs

(3) Promote matching efficiency between personnel and jobs

< p> (4) Improve the efficiency of performance evaluation and motivation

(5) Enhance employees’ sense of loyalty to colleagues and the organization

2. Direct benefits to employees

(1) Reduce the possibility of employee unemployment

(2) Help maintain the physical and mental health of employees.

(3) Helps maintain social relationships among employees

(2) Disadvantages

1. Difficulty adapting to changes in labor demand.

2. It is not conducive to controlling employee behavior

3. Long-term relationship between employees may encourage or even intensify conflicts between employees

(3) How to manage long-term employment relationships

1. Measures to achieve long-term employment relationships:

(1) Provide employees with wages above market levels

(2) Utilize the influence of organizational culture

(3) Obtain long-term employment relationships through the internal labor market

2. Changes in employees’ attitudes towards long-term employment

People regard the organization as Loyalty is treated separately from intention to leave. People are increasingly inclined to use specific occupations to define their social status, showing a career-centered employment culture.

14. The advantages of a long-term employment relationship are that it can bring ( ) to employees and employers.

A． Indirect benefits b. Direct benefits C. Long-term returns D. Short-term income

Answer: B

15. The direct benefits brought to employees by maintaining a long-term employment relationship include ( ).

A. Amortize recruitment costs B. Amortized training costs

C. Maintain social relationships among employees D. Reduce the possibility of employees losing their jobs

Answer: CD

16. Which of the following statements about the characteristics of the employment relationship is incorrect ( )

A. The way in which the employment relationship is determined is affected by law, contract, practice and tradition

B. The employment relationship Restricted by market competition, as time goes by and the employment relationship becomes more detailed, the restrictive effect of market competition on the employment relationship gradually increases

C. The efficiency of the employment relationship is affected by the form of jurisdiction< /p>

D. Employment is a closed transaction

Answer: BD

17. In order to achieve long-term employment, employers can adopt some human resources measures, which mainly include ().

A. Provide employees with wages above market levels

B. Leverage the influence of organizational culture.

C. Continuously give employees salary increases

D. Obtain long-term employment relationships through the internal labor market

Answer: ABD

18. Maintain long-term employment relationships. Direct benefits that can be brought to employers include ( ).

A. Improve the effectiveness of performance evaluation and motivation B. Enhance employees' sense of loyalty to colleagues and employers

C. Amortized training costs D. Reduce the possibility of employee unemployment

Answer: ABC

1. Psychological Contract

The quality of the employment relationship increasingly depends on the psychological contract between the employer and the employer. reached, rather than the economic contract therein.

2. Social perception and attribution

(1) Definition of social perception

Social perception is also called social cognition and interpersonal perception, which refers to the Perception of human objects in context.

The process of social perception is based on the perception of past experiences and distractions related to clues. Social perception must also rely on the perceiver's thinking activities, including information processing, reasoning, classification and induction to a certain extent.

(2) Scope of social perception

1. Cognition of other people’s expressions

2. Cognition of other people’s personalities

3. Cognition of the relationship between people

4. Cognition of the causes of behavior

(3) Factors affecting social perception

1. Perceiver

2. Object of perception

3. Perception situation

(4) Common social perception effects in organizations

The effect of social perception refers to some special reaction effects of people on social perception objects such as people during the process of social perception due to the effects of social psychological laws.

1. Social stereotypes

2. First impression

3. Moon halo effect

4. Projection

(5) Attribution: refers to the process by which people analyze the behavior of others or themselves, point out the nature of their behavior or infer the causes of their behavior, that is, explain and speculate on the causes of other people's or their own behavior.

? Intrinsic attribution: caused by free will control

? Extrinsic attribution: driven by external forces.

Three judgment factors: uniqueness; homogeneity; consistency

(6) The impact of attribution on employees

Employees refer to employees in Willingness to actively and spontaneously invest in work.

Employees’ attribution of work has an important impact on the formation of

19. The following incorrect statement about social perception is ().

A. Social perception refers to the perception of human objects in social situations

B. Social perception refers to the perception of objects as objects in social situations

C. Social perception is also called social cognition

D. Social perception is also called interpersonal perception

Answer: B

20. There are many factors that affect social perception, and these factors can be summarized into three aspects ( ).

A. Perceiver; act of perception; object of perception B. Perceptual behavior; perceptual object; perceptual situation

C. Perceiver; perceived object; perceived situation D. Perceptual object; perceptual behavior; perceptual situation

Answer: C

21. Regarding the first impression in the social perception effect, the incorrect statement is ().

A． The first impression has a special fixation effect

B. The first impression refers to the impression left on others during the initial contact

C. The first impression does not affect subsequent views of the corresponding individual

D. Once the first impression is formed, it is difficult to fade

Answer: C

22. The sentence "Those who work hard will govern others, and those who work hard will govern others" reflects () in the social perception effect.

A. Social stereotypes B. Halo effect C. First impression D. Projection

Answer: A

23. The results of the halo effect and projection are the same, that is, they are both ( ).

A. Objectively reflects the perceived object B. Exaggerating the facts

C. narrow the facts D. Distorted the facts

Answer: D

24. The theory about attribution holds that if the decline in productivity is regarded as a new measure for employees to passively resist management, this is behavioral ().

A． Internal attribution b. Conditional attribution C. External attribution D. Situational attribution

Answer: A

25. The correct statement about the scope of human social perception is ().

A. Awareness of other people’s personalities B. Cognition of relationships between people

C. Awareness of the reasons for other people’s behavior D. Awareness of other people’s interests

Answer: ABC

26. Among the effects of social perception, the moon halo effect is also known as ( ).

A. Star effect b. Halo effect C. Halo effect D. First impression

Answer: BC

27. In social perception effects. The advantages of stereotypes are ( ).

A. Reflects the *** nature B. It is helpful to quickly grasp the overall profile of a person

C. Flexible D. Guaranteed to work for everyone in the same category.

Answer: AB

28. Among the social perception effects, the disadvantages of stereotypes are ().

A. Does not reflect sex B. Rigid and inflexible

C. Obliterate people's personality D. It is not conducive to quickly grasping the general profile of a person

Answer: BC

29. When a perceiver gets to know a person, he or she may be attracted by the person's outstanding characteristics, to the point of neglecting the person's other characteristics and qualities. This belongs to the () social perception effect.

A． Moon halo effect B. Halo effect C. Halo effect D. First impression

Answer: ABC

30. When people attribute behavior, they often make judgments based on three factors ( ).

A． Uniqueness b. ***Homosexual C． SimilarityD. Consistency

Answer: ABD

Case analysis:

The managers of a certain automobile factory conducted statistics and comparative analysis on the productivity of the factory in recent years. It is found that productivity is lower in summer than in other seasons. Factory director Liu believes that this is due to employees passively resisting the management's new measures. Deputy factory director Li believes that this is due to high temperatures in summer and unprotected production conditions. .

Complete the following questions based on the above materials:

31. The above is the attribution in the psychological analysis of human resources strategic management. When people attribute behavior, they often make judgments based on the following factors ( ).

A. Uniqueness b. Universality c. ***Homosexual D. Initiative

Answer: ABC

32. Liu’s attribution belongs to ( ).

A． Internal attribution b. External attribution C. Personal attribution D. Situational attribution

Answer: AC

33. Li’s attribution belongs to ( ).

A. Internal attribution b. Personal attribution c. External attribution D. Situational attribution

Answer: CD

3. Endogenous motivation and exogenous motivation

(1) Concept

Internal Exogenous motivation: refers to people who are interested in the activity itself and do activities for the sake of the activity

Exogenous motivation: refers to the discomfort caused by the activity itself but by external stimuli or causes that are not intrinsically related to the activity motivation.

(2) Application

On the one hand, organizations stimulate employees’ motivation through various external incentives

On the other hand, organizations strive to promote employees’ sense of accomplishment , motivating people to focus on their work.

34. ( ) is a behavior that a person completes in order to obtain material or social rewards or avoid punishment.

A． Intrinsic motivation b. Physiological motivation C. Exogenous motivation D. Spiritual motivation

Answer: C

35. ( ) means that people do a certain behavior because of the behavior itself, because this behavior can bring a sense of accomplishment.

A. Intrinsic motivation b. Physiological motivation C. Exogenous motivation D. Spiritual motivation

Answer: A

36. ( ) employees pay more attention to the rewards brought by their work, such as wages, bonuses, etc.

A. Intrinsic motivation b. Exogenous motivation C. Physiological motivation D. Spiritual motivation

Answer: B

37. ( ) can make employees put in extra effort, be innovative at work and be willing to take risks.

A. Exogenous motivation b. Intrinsic motivation C. Physiological motivation D. Spiritual motivation

Answer: B

38. Regarding endogenous motivation and exogenous motivation, which of the following statements is correct ( ).

A. Endogenous motivation is also called internal motivation

B. Exogenous motivation is also called external motivation

C. When a person works hard to become an advanced worker, this is endogenous motivation

D. A person works hard because he is interested in a certain job. This is exogenous motivation

Answer: AB

4. Distributive justice and procedural justice

(1) Distributive justice: Do people believe that results or rewards can be distributed in a fair and equal manner

Standard; equality, distribution according to the needs of families, voluntary organizations and education systems, simple justice

(2) Procedural justice

The perception of procedural justice is related to the perception of distributive justice.

39. ( ) refers to whether the results or rewards can be distributed in a fair and equal manner.

A． Reward justice b. Distributive justice c. Equality of rewards D. Equality of distribution

Answer: B

40. Regarding distributive justice, the following aspects should be paid attention to when formulating the organization's human resource strategy ( ).

A． People's perception of distributive justice is a complex issue

B. Distributive justice is not simply a function of the objective treatment people receive

C. People's perception of distributive justice is not easily affected

D. People's perception of distributive justice is susceptible

Answer: ABD