Human recourse
management (HRM)
Anna Alexandrovna Chub
Professor of Psychology
and human capital department
e-mail: AACHub@[Link]
Module 2. HRM Practices &
Organizational behavior
1. The main HRM methods.
2. Individual differences.
3. Settings and Attitudes.
4. Motivation & manipulation.
5. Employee loyalty, satisfaction &
commitment.
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Students’ comments
summary for Module 2
HRM METHODS
PSYCHOLOGICAL TYPES
MANIPULATIONS, NLP-TECHNICS & PROTECTION
STRESS-MANAGEMENT TECHNICS
EMOTIONAL INTELLIGENCE
WHAT FACTORS INFLUENCE EMPLOYEE MOTIVATION THROUGH
RENUMERATION
NO TIME-MANAGEMENT
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Question 1. The main HRM methods
HRM
methods
Social &
Economic Administrative
psychological
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HRM methods
Social and
Administrative Economic
Psychological
• Organizational impact • Material incentives Psychological (for managing
• Administrative impacts (rewards & sanctions) individuals)
• Material liability • Perk & Benefits • Intangible incentives
• Discipline liability • Allowance • Perquisite
• Administrative liability • Economic standards • Psychological
• Insurance characteristics
• Lending consideration
• Participation in profits and
capital Social (for managing groups &
• Pensions teams)
• Intangible incentives
• Role division
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Administrative methods
of HRM
Methods Examples
Organizational impact Staff list, articles of organization, job descriptions,
work schedule, workplace organization,
organizational structure
Administrative impacts Orders, ordinance, instructions, resolution, work
coordination, work supervising
Material liability Damage compensation, deprivation of bonus
Discipline liability Comment, reprimand, demotion, dismissing
Administrative liability Warning, financial penalty/fine, correctional work,
administrative detention
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[Link]
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Question 2.
"A person is characterized not only by what they do, but also by
how they do it."
Friedrich Engels
"Our personality is the garden, and our will is its gardener."
William Shakespeare
"What matters is the quality of the individual, the absolute figure,
and whether it is a plus or minus is irrelevant. The sign can be
changed. Every big man is a treasure. And a good enemy, if you
win him over to your side, can make a good friend."
Boris Akunin
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Personality is…
(from lat. Persona: mask of an actor; role of an actor; figuratively
– face, personality, individual, character)
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Theories of personality in
an organization
1. Theory of types
2. Theory of traits
3. Psychodynamic and psychoanalytic theories
4. Behaviorism
5. Humanism
6. Social learning theory
7. Situationalism
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Psychological types classification
▪ Extrovert – (E) - Introvert (I)
▪ Touch (S) - Intuitive (N)
▪ Thinking (T) - Feeling (F)
▪ Judging (J) - Perceiving (P)
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Psychological types classification
by W. Marston
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Psychological types classification
by W. Marston
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self-
conscio- Self-
usness respect
self-
efficacy
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Personality characteristics
associated with
organizational behavior
Extroversion-introversion
Propensity to cooperate
Conscientiousness
Emotional stability
Trainability
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Question 3. Settings and Attitudes
Setting
Is a unconscious
psychological state, an
internal quality of the
subject based on its
predisposition to a
certain activity in a
certain situation.
Attitude
Is a certain state of
consciousness based on
previous experience that
regulates a person's
behavior. 17
Needs
Settings
and
Attitudes
Situation
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Setting’s functions
Stabilization
Conservation of energy
Accessories
Protection
Cognitive
Axiological
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Models of individual human
behavior in the organization
▪ Assertive ▪ Motivated
▪ Aggressive ▪ Deviant
▪ Delinquent ▪ Сoping
▪ Conflictual ▪ Opportunistic
▪ Manipulative ▪ Economic
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Methods for changing
settings
1. Setting real goals
2. Strengthening the relationship between reward and results
3. The establishment of attractive targets
4. Active listening
5. Paying attention to employees ' feelings
6. Providing feedback
7. Demonstrating a positive assessment of work effort and
desired behavior
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Question 4. Motivation & manipulation
“The only way to get real satisfaction from work is to do it perfectly,
knowing this. And the only way to do your job perfectly is to love it.
If you haven't found your favorite thing yet, keep looking”.
Steve Jobs
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Motivation is…
a set of processes that encourage, guide
and support human behavior in achieving
a goal.
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Why do we need to study an
employee’s motivation?
Selectivity Intensity of Duration of
of behavior behavior the event
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Types of motivation
Labour
Communications
Role behavior in a group
Career growth
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Theories of Motivation
Need-Based Theories Process-Based Theories
1. Maslow’s 1. Theory of goal
hierarchy of settings by Locke
needs and Latham
2. Adam’s Equity
2. ERG theory by
Theory
Clayton Alderfer
3. Vroom’s
3. McClelland’s Expectancy
Theory of Needs Theory
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Equity Theory
Equity is determined by comparing one’s input-outcome
ratio with the input-outcome ratio of a referent. When the
two ratios are equal, equity exists.
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Vroom’s Expectancy Theory
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Manipulation is…
a type of social, psychological impact and
social-psychological phenomenon that
represents the desire to change the perception
or behavior of other people using hidden,
deceptive or violent tactics.
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Emotional Linguistic
▪ Fear ▪ Truisms
▪ Desire for profit ▪ Hypotheses
▪ Family value ▪ Questions
▪ Pity ▪ False choice
▪ Self-development
▪ Sexuality/femininity/masculinity
▪ Striving for stability
▪ Guilt
▪ Sense of morality and duty
▪ Adventurism
▪ Sympathy
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Counter manipulation techniques
Avoiding sources of exposure
Distrust, critical thinking
Laugh, mockery, ridicule
Sham/false misunderstanding
Self-confidence & fearlessness
Having enough time to think
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Question 5. Employee
loyalty, satisfaction &
commitment
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Vocabulary
Trustworthiness is an employee's adherence to
generally accepted standards in the organization,
performing work properly to achieve common goals
Loyalty is a positive attitude of the employee to the
management, organization policy and team
Engagement is an individual's desire to work hard and
putting an effort beyond what is expected of an ordinary
employee
Satisfaction is a positive emotional state associated
with evaluating your work as providing important
personal, organizational, and social needs
Commitment is the degree of psychological
identification with the organization where the employee
works 36
[Link] of external attributes
[Link] of behavior
[Link] of ability
[Link] of belief
[Link] of identity
Factors of engagement
Personal
Organizational
Social
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Thank you for your
attention!
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