Lecture 1
OB
General info
Dilemma game in week 4: write a reflection paper on it by Monday 19 November (12pm
afternoon).
Exam: 6 December (18:30-21:30), open questions
OB & health care: dynamic, demanding and challenging
- Costs are rising
- The Netherlands spends a significant amount of money on health care
- We need to have effective organisations, individuals and teams which provide more
effective health care with same means
- Still has to be high quality and safety of care
- Well-being of providers also needs to stay good
- What makes people perform well in their job?
What is OB and HRM?
- Organizational behavior: a field of study that investigates the impact that individuals,
groups and structure have on behavior within organisations, for the purpose of
applying such knowledge toward improving an organisation’s effectiveness
- How different structures and team influence behavior, through different layers
- Gathering this knowledge is one step, but using it to create and improve
organizational knowledge is the next step and the core
- Different layers:
Human Resource Management
- Closes related to OB
- Translation of OB, why it is important but also how you can steer people and their
behavior
- Human: relationship employer and employee
1
, - Resource: human capital, employees as resources to achieve organisational success
through knowledge, skills and competencies
- Management: activities to let employees act is a desired way in order to achieve
organisational success
- HRM: the management of work and people towards desired ends
- HRM involves management decisions related to policies and practices that together
shape the employment relationship and are aimed at achieving individual,
organisational and societal goals.
Strategic HRM (SHRM)
- Strategic human resource management is defined as the pattern of planned human
resource deployments and activities intended to enable an organization to achieve
its goals
- An organization will perform better with a strategic HRM
- HR: putting right people in the right roles.
Evolution of HRM
- Not seeing people as costs, but as a human being
- Not just control, but commitment
- Focus on shared responsibility.
Major developments in HRM
- Managing:
o Talent
o Work-life balance
o Change and cultural transformation
- Becoming a learning organization
- Improving leadership development
2
OB
General info
Dilemma game in week 4: write a reflection paper on it by Monday 19 November (12pm
afternoon).
Exam: 6 December (18:30-21:30), open questions
OB & health care: dynamic, demanding and challenging
- Costs are rising
- The Netherlands spends a significant amount of money on health care
- We need to have effective organisations, individuals and teams which provide more
effective health care with same means
- Still has to be high quality and safety of care
- Well-being of providers also needs to stay good
- What makes people perform well in their job?
What is OB and HRM?
- Organizational behavior: a field of study that investigates the impact that individuals,
groups and structure have on behavior within organisations, for the purpose of
applying such knowledge toward improving an organisation’s effectiveness
- How different structures and team influence behavior, through different layers
- Gathering this knowledge is one step, but using it to create and improve
organizational knowledge is the next step and the core
- Different layers:
Human Resource Management
- Closes related to OB
- Translation of OB, why it is important but also how you can steer people and their
behavior
- Human: relationship employer and employee
1
, - Resource: human capital, employees as resources to achieve organisational success
through knowledge, skills and competencies
- Management: activities to let employees act is a desired way in order to achieve
organisational success
- HRM: the management of work and people towards desired ends
- HRM involves management decisions related to policies and practices that together
shape the employment relationship and are aimed at achieving individual,
organisational and societal goals.
Strategic HRM (SHRM)
- Strategic human resource management is defined as the pattern of planned human
resource deployments and activities intended to enable an organization to achieve
its goals
- An organization will perform better with a strategic HRM
- HR: putting right people in the right roles.
Evolution of HRM
- Not seeing people as costs, but as a human being
- Not just control, but commitment
- Focus on shared responsibility.
Major developments in HRM
- Managing:
o Talent
o Work-life balance
o Change and cultural transformation
- Becoming a learning organization
- Improving leadership development
2
