Leadership & Management
Pre-master Business Administration
UvA
Block 2
Grade 7,5
,Lecture 1 Introduction & Managing People 3
Seminar 1 – Managing People 9
Lecture 2 Managing decision-making and creativity 11
Seminar 2 – Managing decision-making and creativity 19
Lecture 3 – Managing ethically and diversity management 21
Seminar 3 Managing ethically and diversity management 29
Lecture 4 – Leading people 32
Seminar 4 Leading people 44
Lecture 5 – Managing power, hierarchy and conflict 47
Seminar 5 – Managing power, hierarchy and conflict 54
Lecture 6 – Managing Motivation 57
Seminar 6 – Managing Motivation 68
2
,Lecture 1 Introduction & Managing People
- Leadership and Management = combination of Organizational Behavior (OB) & Human Resource
Management (HRM)
o OB = the impact that individuals, groups, and structures have on behavior in organizations.
o HRM = managers’ activities to attract and keep employees and ensure that they perform at high level
and in line with organizational goals
o Main focus: people in organizations
Week 1: Managing people: HR-systems and behavioral interviewing
Why L&M?
- In order to construct high-performing organizations, we need the right people, to lead and be led in the right
way, so that employees stay motivated, cooperate and perform well (collectively).
- The L&M course aims to provide some insights into how to do this!
- Individuals often think that they know everything about people and management
- Whereas they wouldn’t dream of calling themselves an expert on astrophysics or engineering, they often think
of themselves as experts on human behavior.
- Lots of pre-conceptions exist, and they are often inaccurate.
Learning Objectives
- Develop an understanding of how leadership and management can be used by organizations to gain
competitive advantage.
- Describe important theories and empirical findings related to the leadership and management of individuals
and teams
- Understand employees’ reactions and other outcomes of leadership and management
- Apply theories, and use the knowledge gained from empirical findings for practical issues and problems
Week 1: Managing people: HR systems
- If we want to enhance an organization’s competitive advantage – that is efficiency, quality, innovativeness,
and responsiveness to customers
- Then we need to know how to manage people and how to develop organizational systems that facilitate these
outcomes
Human resources are vital
- Successful companies often place a strong emphasis on recruiting and developing happy employees that will
go the extra mile for their organization’s customers.
- E.g. Zappos – cool blue film “our employees are our greatest assets”
How do you manage your employees?
What do HR systems look like
The HR system has 5 major components
1. Recruitment and selection
2. Training and development
3. Performance appraisal and feedback
4. Pay and benefits
5. Labor relations
Each component of an HRM system influences the others, and all five must fit
together.
1. Recruitment and selection
Used to attract and hire new employees who have the abilities, skills, and
experiences that will help an organization achieve its goals.
2. Training and development
Ensures that organizational members develop the skills and abilities that will enable them to perform their jobs
effectively in the present and the future.
3. Performance and appraisal and feedback
Provides managers with the information they need to make good HR decisions about how to train, motivate,
and reward organizational members
4. Pay and benefits
High performing organizational members can be given incentives (pay increases, bonuses, recognition etc.) to
reward their membership in the firm.
5. Labor relations
3
, Steps that managers take to develop and maintain good working relationships with the labor unions that
represent employees’ interests.
It is important that they align with each other and with the organization’s goals.
Recruitment & Selection
- It all starts with..
o Finding the right people for the right job
- Recruitment:
o The activities managers engage in to develop a pool of qualified candidates for open positions
- Selection:
o Determining the suitability of candidates and choosing the right person from the candidate pool.
è But how do you do this?
- Before R&S managers need to engage in 2 activities.
1. Human Resource Planning
o Activities that managers engage in to forecast their
current and future needs for human resources
o Forecast of demand and supply
2. Job Analysis
o Job description: identifying the tasks, duties and responsibilities that make up a job.
o Job specification: identifying the knowledge, skills, and abilities needed to perform the job and fit the
organization.
o Method: Observing/describing what current workers do
Applying for a job yourself?
You can use this to your own advantage when you apply for a job. For example by catering your background, skills &
motives to align with those of the organization/job you are applying for.
- If possible get extra information from an insider
- We will discuss this in depth in the upcoming seminar.
4
Pre-master Business Administration
UvA
Block 2
Grade 7,5
,Lecture 1 Introduction & Managing People 3
Seminar 1 – Managing People 9
Lecture 2 Managing decision-making and creativity 11
Seminar 2 – Managing decision-making and creativity 19
Lecture 3 – Managing ethically and diversity management 21
Seminar 3 Managing ethically and diversity management 29
Lecture 4 – Leading people 32
Seminar 4 Leading people 44
Lecture 5 – Managing power, hierarchy and conflict 47
Seminar 5 – Managing power, hierarchy and conflict 54
Lecture 6 – Managing Motivation 57
Seminar 6 – Managing Motivation 68
2
,Lecture 1 Introduction & Managing People
- Leadership and Management = combination of Organizational Behavior (OB) & Human Resource
Management (HRM)
o OB = the impact that individuals, groups, and structures have on behavior in organizations.
o HRM = managers’ activities to attract and keep employees and ensure that they perform at high level
and in line with organizational goals
o Main focus: people in organizations
Week 1: Managing people: HR-systems and behavioral interviewing
Why L&M?
- In order to construct high-performing organizations, we need the right people, to lead and be led in the right
way, so that employees stay motivated, cooperate and perform well (collectively).
- The L&M course aims to provide some insights into how to do this!
- Individuals often think that they know everything about people and management
- Whereas they wouldn’t dream of calling themselves an expert on astrophysics or engineering, they often think
of themselves as experts on human behavior.
- Lots of pre-conceptions exist, and they are often inaccurate.
Learning Objectives
- Develop an understanding of how leadership and management can be used by organizations to gain
competitive advantage.
- Describe important theories and empirical findings related to the leadership and management of individuals
and teams
- Understand employees’ reactions and other outcomes of leadership and management
- Apply theories, and use the knowledge gained from empirical findings for practical issues and problems
Week 1: Managing people: HR systems
- If we want to enhance an organization’s competitive advantage – that is efficiency, quality, innovativeness,
and responsiveness to customers
- Then we need to know how to manage people and how to develop organizational systems that facilitate these
outcomes
Human resources are vital
- Successful companies often place a strong emphasis on recruiting and developing happy employees that will
go the extra mile for their organization’s customers.
- E.g. Zappos – cool blue film “our employees are our greatest assets”
How do you manage your employees?
What do HR systems look like
The HR system has 5 major components
1. Recruitment and selection
2. Training and development
3. Performance appraisal and feedback
4. Pay and benefits
5. Labor relations
Each component of an HRM system influences the others, and all five must fit
together.
1. Recruitment and selection
Used to attract and hire new employees who have the abilities, skills, and
experiences that will help an organization achieve its goals.
2. Training and development
Ensures that organizational members develop the skills and abilities that will enable them to perform their jobs
effectively in the present and the future.
3. Performance and appraisal and feedback
Provides managers with the information they need to make good HR decisions about how to train, motivate,
and reward organizational members
4. Pay and benefits
High performing organizational members can be given incentives (pay increases, bonuses, recognition etc.) to
reward their membership in the firm.
5. Labor relations
3
, Steps that managers take to develop and maintain good working relationships with the labor unions that
represent employees’ interests.
It is important that they align with each other and with the organization’s goals.
Recruitment & Selection
- It all starts with..
o Finding the right people for the right job
- Recruitment:
o The activities managers engage in to develop a pool of qualified candidates for open positions
- Selection:
o Determining the suitability of candidates and choosing the right person from the candidate pool.
è But how do you do this?
- Before R&S managers need to engage in 2 activities.
1. Human Resource Planning
o Activities that managers engage in to forecast their
current and future needs for human resources
o Forecast of demand and supply
2. Job Analysis
o Job description: identifying the tasks, duties and responsibilities that make up a job.
o Job specification: identifying the knowledge, skills, and abilities needed to perform the job and fit the
organization.
o Method: Observing/describing what current workers do
Applying for a job yourself?
You can use this to your own advantage when you apply for a job. For example by catering your background, skills &
motives to align with those of the organization/job you are applying for.
- If possible get extra information from an insider
- We will discuss this in depth in the upcoming seminar.
4
