HRM and organizational behavior: the best textbooks summarized

HRM and Organizational Behavior: the best textbooks summarized

Summaries and study assistance with HRM and Organizational Behavior

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Table of Content

  • Applied Psychology in Human Resource Management by Cascio and Aguinis
  • Campus Handboek Human Resource Management: Back to Basics van Lievens
  • Essentials of Organizational Behavior by Robbins and Judge
  • Gesprekken in organisaties van van der Molen en Gramsbergen-Hoogland
  • Human Resource Management: Gaining a Competitive Advantage van Noe
  • Introduction to Human Resource Management by Banfield and Kay
  • Organizational Change by Senior and Swailes
  • Organisational Behaviour by Buelens, Sinding and Waldstrom
  • Personnel Economics In Practice by Gibbs and Lazear

For available summaries, bulletpoints, practice exams and glossaries with HRM and Organizational Behavior, see the supporting content of this study guide

About HRM and Organizational Behavior

  • Human Resource Management (HRM) is the practice of recruiting, hiring, training, and managing an organization's employees to optimize their performance and ensure compliance with labor laws. Organizational Behavior studies how individuals and groups interact within an organization, examining the impact of these interactions on productivity, motivation, and overall workplace culture.

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Summary with the 4th edition of Organisational Behaviour by Buelens, Sinding and Waldstrom

Summary with the 4th edition of Organisational Behaviour by Buelens, Sinding and Waldstrom

Organisational Behaviour - Buelens, Sinding & Waldstrom - 4th edition 2011 - Summary

Chapter 1: Organisational behaviour in the past

Organisational behaviour observes the interactions and habits of people and organisations. It tries to improve the organisations effectiveness.

Pfeffer found evidence that ‘people-centred practices’ are strongly associated with higher profits and significantly lower employee turnover. Seven people-centred practices in successful companies:

  1. Job security: eliminate fear of losing a job

  2. Careful hiring: emphasis on good fit with company culture

  3. Power to the people: decentralisation and self-managed teams

  4. Generous pay for performance

  5. Lots of training

  6. Less emphasis on status: to build a ‘we’ feeling

  7. Trust-building: through the sharing of critical information

History

Classic social theoryMarx, Durheim, Weber
Rational-system viewTaylor, Fayol, Barnard, Simon
Human relations viewMayo,
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