Insegnamento a.a. 2009-2010

8338 - ORGANIZZAZIONE D'IMPRESA / ORGANIZATION


M-LS - M - IM-LS - IM

Dipartimento di Management / Department of Management


Per la lingua del corso verificare le informazioni sulle classi/
For the instruction language of the course see class group/s below
Vai alle classi/Go to class group/s: 1 - 2 - 3 - 4 - 5 - 6
M-LS (6 cfu - I sem. - CC) - M (6 cfu - I sem. - OB)
Docente responsabile dell'insegnamento/Course Director:
GIUSEPPE SODA

Classi: 1 (I sem.) - 2 (I sem.) - 3 (I sem.) - 4 (I sem.) - 5 (I sem.)
Docenti responsabili delle classi:
Classe 1: VINCENZO PERRONE, Classe 2: GIUSEPPE SODA, Classe 3: ROSSELLA CAPPETTA, Classe 4: FABRIZIO CASTELLUCCI, Classe 5: EUGENIA GIOVANNA CACCIATORI


Classe/i impartita/e in lingua italiana

Obiettivi formativi del corso

Il corso di organizzazione d'impresa ha l'obiettivo di costruire una piattaforma di conoscenze attraverso cui poter riconoscere, analizzare e risolvere un problema organizzativo generale cosi' come aspetti piu' specifici. Questa piattaforma e' articolata su una complessa varieta' di conoscenze, in particolare: la progettazione delle strutture e dei meccanismi organizzativi, il governo dei processi di trasformazione, crescita e crisi, la creazione di condizioni strutturali di efficienza.


Programma sintetico del corso

  • Le basi organizzative del vantaggio competitivo
  • Organizzazione e Stakeholders
  • Sfide di design organizzativo
  • Progettare l'organizzazione d'impresa
  • Progettare i confini dell'impresa e i network interorganizzativi
  • Governare cultura ed etica dell'organizzazione
  • Governare la relazione tra strategia e organizzazione
  • Nascita, crescita, sviluppo e declino organizzativo
  • Organizzare per l'innovazione e il cambiamento

Descrizione dettagliata delle modalità d'esame

Per i frequentanti

Prova scritta finale: 70%.

Progetto di gruppo articolato su un assignment di gruppo: 30%
Un (1) punto addizionale sul voto finale per gli studenti che frequentano le sessioni dedicate al tool Aris.

Per i non frequentanti
Esame scritto suilibri di testo:

  • G.Jones Organizzazione: teoria, progettazione, cambiamento, Edizione italiana a cura di G.Soda, Egea 2007 (tutti i capitoli, compresi i casi).
  • L’organizzazione Strategica, a cura di G.Soda Egea 2009.

Testi d'esame

Pewr i frequentanti

  • G.Jones, Organizzazione: teoria, progettazione, cambiamento, Edizione italiana a cura di G.Soda, Egea 2007.
  • Dispensa L’organizzazione Strategica, a cura di G.Soda, Egea 2009

Altro materiale didattico complementare e di approfondimento distribuito attraverso la piattaforma elettronica Learning Space.

Per i non frequentanti

  • G.Jones Organizzazione: teoria, progettazione, cambiamento, Edizione italiana a cura diG.Soda, Egea 2007 (tutti i capitoli compresi i casi).
  • L’organizzazione Strategica, a cura di G.Soda,Egea 2009.
Testi d'esame & Articoli on line (verifica disponibilità in Biblioteca) / Exam textbooks & Online Articles (check availability at the Library)
Modificato il 26/03/2009 15:51
IM-LS (6 cfu - I sem. - CC) - IM (6 cfu - I sem. - OB)
Docente responsabile dell'insegnamento/Course Director:
JAMES CHRISTOPHER HAYTON

Classes: 6 (I sem.)
Instructors:
Class 6: JAMES CHRISTOPHER HAYTON


Class group/s taught in English

Course Objectives

 The specific objectives of this course are:

  • To be able to differentiate among the human resource activities occurring at:
    • the strategic/organizational level of the firm;
    • the administrative or personnel department level;
    • the workplace/operational level.
  • To increase your knowledge of:
    • external influences on HRM: national and cultural differences, laws and the economy;
    • organizational influences on HRM:business strategies and organizational culture;
    • evaluating and setting HRM objectives in an international context;
    • hiring and firing employees using recruitment, selection and separation activities;
    • developing employees through performance assessment, training and development;
    • compensating employees through equitable pay and benefits;
  • To improve your skills in:
    • analysis and diagnosis of HRM challenges;
    • critical thinking and analysis;
    • written and oral communication;
    • working with others.

Course Content Summary

  • Strategic Human Resource Management
  • Environmental and International influences on HRM
  • Staffing 1: Recruitment
  • Staffing 2: Selection
  • Performance Management
  • Compensation systems 1: Pay structure decisions
  • Compensation systems 2: Incentive pay decisions
  • High performance work systems
  • Training and development
  • Human resource systems measurement (HR Metrics)

Detailed Description of Assessment Methods

Attending students

  • Group assignment, written report30%
  • Group presentation10%
  • Decision making exercise5%
  • Final exam (written)55%

Non attending students

  • Exam (written)

Textbooks

Readings

  1. Chapter 1-5 in Baron & Kreps Strategic Human Resources: Frameworks for general managers, John Wiley & Sons, pp.16-37.
  2. Noe et al. (2006). Human Resource Management: Gaining a competitive advantage, McGraw-Hill
  3. Pfeffer, J. (1995). Producing sustainable competitive advantage through the effective management of people. Academy of Management Executive, 9 (1), 55-72
  4. Rucci, A.J., Kirn, S.P., & Quinn, R.T. (1998). The employee-customer-profit chain at Sears. HBR OnPoint Article (PN 3537).
  5. Galbraith, J. (1972). Organization design: An information processing view. Interfaces 4 (3)
  6. Galbraith, J. (1982) Designing the innovative organization. Organizational Dynamics
  7. P. Allaire The CEO as Organizational Architect: An Interview with Xerox's Paul Allaire, Harvard Business Review Article 92501, 1992
  8. Gulati, R. (2007) Silo Busting. Harvard Business Review.
  9. Rousseau (1995) The psychological contract: violations and modifications. Reprinted in The Organizational Behavior Reader, edited by Osland, Turner, Kolb & Rubin. Prentice Hall, pp. 40-48.
  10. Rousseau (2004). Psychological contracts in the workplace: Understanding the ties that motivate. Academy of Management Executive 18 (1), 120-127.
  11. Abrams et al. (2003). Nurturing interpersonal trust in knowledge-sharing networks. Academy of Management Executive, 17 (4), 64-77.

12.DeNisi, A. & Kluger, A.N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14 (1), 129-139.

  1. Rosen, C. & Quarrey, M. (1987). How well is employee ownership working? Harvard Business Review, Sept-Oct., 4-7.

14.Robert L. Heneman, Erin E. Coyne. Implementing Total Rewards Strategies. SHRM Foundation

15.Martocchio Strategic Compensation Management, Prentice Hall.

16.Elaine D. Pulakos. Performance Management A roadmap for developing, implementing and evaluating performance management systems. SHRM Foundation.

17.Mohrman (2003). Designing work for knowledge-based competition. Chapter 4, in Managing knowledge for sustained competitive advantage: Designing strategies for effective human resource management, Jackson, Hitt, DeNisi (eds.) Joseey Bass, pp.94-123.

  1. Cascio & Aguinis (2005) Applied psychology in human resource management, 6th edition, Chapter 11, Recruitment, pp. 259-276. Prentice Hall.
  2. Cascio & Aguinis (2005) Applied psychology in human resource management, 6th edition, Chapter 12, Initial screening, pp. 277-307. Prentice Hall.
  3. Behling (1998) Employee selection: will intelligence and conscientiousness do the job? Academy of Management Executive, 12 (1), pp. 77-86.
  4. Excerpts from: Martocchio Strategic Compensation Management, Prentice Hall.
    1. Chapter 7: Building internally consistent compensation systems, pp. 201-202, 230-239.
    2. Chapter 8: Building market competitive compensation systems, pp. 267-269.
    3. Chapter 9: Building pay structures that recognize individual contributions, pp.281-289; 310-315

Case studies (only attending students)

1.N. Nohria, J. Gladstone Appex Corp., HBS 491082, (1991)

2.M.D. Burton, J.L. Bradach, N. Atkins Score! Educational Centers (A), HBS 9-499-056, (1999).

3.PPG: Developing a self-directed workforce. HBS 9-693-020 (1992)

4.M.D. Burton, J.L. Bradach, N. Atkins Score! Educational Centers (B), HBS 9-499-056, (1999).

5.Hi-tech staffing challenge

6.Portman Hotel, HBS 489104

7.Visionary Design Systems: Are Incentives Enough? HBS 9-495-011

 

Testi d'esame & Articoli on line (verifica disponibilità in Biblioteca) / Exam textbooks & Online Articles (check availability at the Library)
Last change 26/03/2009 15:51