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In winkelwagenThe HR value chain represents the goal-setting and strategic decision-making of a firm and consists of 4 values, which?
Competitive advantage
Critical succes factors
Employee attitudes and behaviours
HR practices
input text value
The resource-based view (RBV) of the firm is a dominant theory about strategic management. It changed the outside-in approach to the inside-out approach. The sustainable competitive advantage is determined by internal sources that are:
Valuable
Rare
Inimitable
Non-substitutable
input text value
The resource-based view (RBV) of the firm is a dominant theory about strategic management. It changed the outside-in approach to the inside-out approach. Internal sources can be:
Financial
Physical
Organizational
Human Resources
input text value
The VRIO framework represents the sustained competitive advantage that is determined by internal resources of the RBV. What is the function?
You can see that without any structural support by the organization, these resource qualities are not likely to result in long-term succes
input text value
What are the three reasons a resource can be difficult to imitate?
Path dependency
Causal ambiguity
Social complexity
input text value
What is path dependency?
The ability of an organization to obtain a resource is dependent on unique historical conditions and history
input text value
What is causal ambiguity
The link between resources possessed by an organization and it's sustained competitive advantage is causally ambigious
input text value
What is social complexity?
The resource generating an organization's advantage is socially complex and difficult to understand
input text value
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Oefenvragen makenChapters 3 and 4 based on the Athena Summary. Year 2023/2024. Including lectures.
45 oefenvragen
English
23-10-2023
Universiteit / Radboud Universiteit Nijmegen / Business Administration
The HR value chain represents the goal-setting and strategic decision-making of a firm and consists of 4 values, which?
Competitive advantageThe resource-based view (RBV) of the firm is a dominant theory about strategic management. It changed the outside-in approach to the inside-out approach. The sustainable competitive advantage is determined by internal sources that are:
ValuableThe resource-based view (RBV) of the firm is a dominant theory about strategic management. It changed the outside-in approach to the inside-out approach. Internal sources can be:
FinancialThe VRIO framework represents the sustained competitive advantage that is determined by internal resources of the RBV. What is the function?
You can see that without any structural support by the organization, these resource qualities are not likely to result in long-term succesWhat are the three reasons a resource can be difficult to imitate?
Path dependencyWhat is path dependency?
The ability of an organization to obtain a resource is dependent on unique historical conditions and historyWhat is causal ambiguity
The link between resources possessed by an organization and it's sustained competitive advantage is causally ambigiousWhat is social complexity?
The resource generating an organization's advantage is socially complex and difficult to understandUltimate Business Goals (UBGs) are linked by Boxall & Purcell too competitive advantage by to two things, which?
Critical HR goals (labor productivity) and critical non-HR goals (market share) are linked by Boxall & Purcell to?
The critical HR goals in the basic framework of Boxall & Purcell focus on three desired types and levels of outcome, which?
What are the three flexibilities of organizational flexibility?
Social legitimacy and employment citizenship can out itself on macro and micro level. What influence has it on micro level?
Social legitimacy and employment citizenship can out itself on macro and micro level. What influence has it on macro level?
What HR goals have a natural tension?
Boxall & Purcell's critical goals can be linked to HR outcomes, the result of people management in terms of employee attitudes, behaviours and cognitive aspect. Which two outcomes?
What are distal outcomes? (Ex. market values)
What are proximal outcomes? (Ex. employee satisfaction)
The defenition of an organization is: a group of people who decided to co-operate to achieve a common goal. An organization is the people. The employees are the assets, they are the ones adding value to your organization. They cannot be seen as costs, and they are the core capital.
Professional organization is an organization with 2 additional goals, which?
What is the modern replacement for head work and for handwork?
An organization continuity needs people to be employable. What are the 5 factors why?
What leads to career succes, higher productivity, innovation, flexibility, less illness etc.?
What are the 4 compontents of the Balanced Score Card (BSC)?
What was the main drive for Human Resource Accounting (HRA) in the 70's and 80's?
Early HR scorecards used by Yeung and Berman (1997), Becker et al. (2001) and Philips et al. (2001) were focused on?
Next generation HR scorecards used by Paauwe (2004) and Huselid et al. (2005) were focused on?
Yeung and Berman's scorecard (1997) was about?
Becker et al.'s scorecard (2001) was about measuring the?
Philips et al.'s scorecard (2001) emphasizes?
Paauwe's scorecard (2004) was based on which 4 logics?
Huselid et al.'s scorecard (2005) is based on which 4 key dimensions?
Intellectual capital is defined by Starovic and Marr (2003) in terms of?
The added value of HRM can be measured by 3 capitals due to Wright (2001), which?
What are the different types of groups within an organization?
What are different perspectives for measuring HR input in questionnaires?
Three kinds of outcomes should be balanced. Which outcomes and for who are they important?
Are HR outcomes proximal or distal outcomes?
How can you restore unbalanced organizations when there is high employee interest and low employer interest due to Paauwe?
How can you restore unbalanced organizations when there is low employee interest and high employer interest due to Paauwe?
What are popular HR-related outcomes?
What are popular organizational outcomes?
What are popular financial outcomes
Why would you measure the added value of HR?
What are examples of hard HR outcomes?
What are examples of soft HR outcomes?
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