BADM 3103 Midterm Notes

Question 1

Why human capital matters?

Answer 1

-organizations succeed or fail based on how they manage people
-the world of work is evolving rapidly (tech disruption, remote work, global labor)
-human capital professionals and leaders must adapt to stay competitive
-higher productivity: skilled people = better performance
-innovation and adaptation: drives progress and competitiveness
-economic growth: investments in education and health = long-term wealth

Question 2

What is human capital?

Answer 2

-key concept in economics and organizational strategy
-collection of intangible economic assets that enhances productivity (KSA, experience, health, creativity, adaptability)
-investments in education, training, and health increase productivity and economic value
-business function or department that manages people

Question 3

Key components of human capital

Answer 3

cognitive abilities: problem-solving, adapting to tech

health: physical and mental well-being

skills and experience: education, training, on-the-job, learning

personal attributes: creativity, motivation, communication skills

Question 4

Deployment of human capital

Answer 4

-how we deploy human capital is mostly latent-needs the right conditions
-labor markets largely determine our values
-opportunities activate KSAs
-through these opportunities, we earn compensation in return for our human capital contribution

Question 5

How is human capital an asset

Answer 5

like a stock, it builds over a lifetime

stage 1: early life -> personal attributes and intrinsic values shaped by upbringing
stage 2: education-> formal learning and skill acquisition
stage 3: work experience -> applied knowledge, professional growth

accumulation happens over time: attitudes, experiences, skills

context matters: family/social environment, quality of education, work environment

Question 6

Employment Relationship

Answer 6

contract based on mutually agreed upon, voluntarily made exchange of promises between two (or more) parties in exchange for compensation

legal and contractual connection between an employer and an employee

Question 7

Employee relations

Answer 7

social: communication, collaboration, conflict resolution
cultural: building true, inclusion, and positive workplace values

Question 8

At-will employment

Answer 8

in most states, an employer or employee can end the relationship at any time, for any legal reason

(Montana is an exception, in dc it is a default but not absolute; some exceptions: existence of an employment contract, participation in union activity, filing a complaint for wrongful activity)

Question 9

Equal Employment Opportunity (EEO)

Answer 9

laws come from government, organizations operationalize EEO principles internally through policies and employee relations practices

Question 10

Organizational behavior

Answer 10

the study of individual and group behavior within organizational settings

multilevel: individual, group, and organizational systems

connects to psychology, sociology, management, and economics (hybrid)

Question 11

Why does OB matter?

Answer 11

helps managers understand and influence human behavior
-drives better communication, leadership, and performance
-foundation for careers in consulting, HR, and management

Question 12

Why does OB matter for human capital

Answer 12

1. organizations succeed or fail based on how they manage people
2. world of work is evolving rapidly
3. human capital professional and leaders must adapt to stay competitive

OB explains how human capital is used, shaped, and developed

organizations that leverage OB outperform those that don’t

Question 13

Hard skill, soft skills, analytical skills

Answer 13

hard: technical skills, what you know how to do

soft: people skills, interpersonal abilities, how you work with others

analytical: the bridge that uses both technical and interpersonal insight to make decisions

Question 14

Soft skills

Answer 14

interpersonal abilities that enable effective communication, interaction, and relationship building aka human skills

allows for improved relationships, enhanced productivity, effective leadership, problem solving, and organizational success

Question 15

hard skills

Answer 15

technical, job-specific abilities that are learned through formal education, training, or practice

they are concrete, tangible and measurable, often listed on resumes, easter to teach and quantify than soft skills

Question 16

Analytical skills in organizational behavior

Answer 16

ability to examine and interpret information systematically, helps in understanding complex workplace issues, spotting patterns, and creating evidence-based solutions

key components: problem solving, critical thinking, data analysis, research, logical reasoning, communication, and creativity

Question 17

Resource-based view

Answer 17

organizations gain sustainable competitive advantage by leveraging resources that are: valuable, rare, inimitable, non-substitutable

Question 18

Personality

Answer 18

stable patterns of behavior, thought, emotion

Question 19

Diversity

Answer 19

presence of difference within a given setting (demographic, experiential, cognitive)

Question 20

neurodivergence

Answer 20

variations in how people’s brains function, learn, and process information

ex. autism, ADHD, dyslexia

Question 21

challenges neurodivergent employees face

Answer 21

overlooked for promotions, bias/misunderstanding, bullying/exclusion, performance misjudgments, mental health strain