Exam 17: Building a New Venture Team and Planning for the Next Generation

Mini-Case 17-4: Plumbers Don't Want Recognition "If I ever went out to those guys and asked them if they wanted a little more recognition, they would laugh me out of the shop. People work for money." Norm Schultz had been a plumber himself for 18 years before he saved enough money to open a small plumbing contractor business. The men who worked for Norm knew what was expected of them - a fair day's work for a fair day's pay. "You don't need to tell a person that he or she is doing a good job; the person is either doing the work or not working for me!" Norm's son-in-law was taking a management course at a local college. When Norm asked him what he was learning in class, he told him the management of people. Norm was very emphatic about managing the plumbers who worked for him. "Tell an employee what you expect from the beginning. Watch to see if they perform the job properly. Treat your people fairly and never cheat them." Norm went on to tell his son-in-law that this was the way good managers did things. "Recognition won't put bread on the table." -The type of job design that breaks work down into its simplest form and standardizes tasks is known as ________.

Companies desiring to improve their recruitment efforts are finding that the Internet offers tremendous reach at a relatively low cost and is very effective.

Luisa, the director of human resources, is discussing the duties and responsibilities of a new position and its working conditions with Delmar, the supervisor of the position. Luisa and Delmar are discussing a ________.

Every new employee a business owner hires determines the heights to which the company can climb or the depths to which it will plunge.

Questions like "What are you deeply passionate about?", "What can you be the best in the world at?" and "What drives your economic engine?" are important to define your ________, according to the work of Jim Collins.

Mini-Case 17-4: Plumbers Don't Want Recognition "If I ever went out to those guys and asked them if they wanted a little more recognition, they would laugh me out of the shop. People work for money." Norm Schultz had been a plumber himself for 18 years before he saved enough money to open a small plumbing contractor business. The men who worked for Norm knew what was expected of them - a fair day's work for a fair day's pay. "You don't need to tell a person that he or she is doing a good job; the person is either doing the work or not working for me!" Norm's son-in-law was taking a management course at a local college. When Norm asked him what he was learning in class, he told him the management of people. Norm was very emphatic about managing the plumbers who worked for him. "Tell an employee what you expect from the beginning. Watch to see if they perform the job properly. Treat your people fairly and never cheat them." Norm went on to tell his son-in-law that this was the way good managers did things. "Recognition won't put bread on the table." -The classic auto assembly line is based on which job design principle?

The job specification outlines the duties and responsibilities of a job and its working conditions, while the job description outlines the characteristics (skills, education, experience)a person needs to fill a job.

List at least ten of the seventeen behaviors that effective leaders exhibit.

A ________ is the process by which a company determines the duties and the nature of the jobs to be filled and the skills and experience required of the people who are to fill them.

The most effective job interviews are unplanned, unstructured interactions between the small business owner and the job applicant.

Which of the following is not a recommended guideline for developing questions to ask candidates in job interviews?

A ________ interview involves offbeat questions to determine how job candidates think and reason, allowing the interviewer to assess their capacity for creativity.

In job enrichment, ________ is the degree to which a job allows a worker to complete a whole or identifiable piece of work.

Information gathered during a job analysis provides the foundation for creating job descriptions and job specifications.

Discuss the three options that entrepreneurs may consider when they sell their business to insiders.

A job analysis describes the process by which a firm determines the duties and nature of the jobs to be filled and the skills and experience required of the people who are to fill them.

Growth requires changes in a company's management style, organizational strategy, and methods of operations.

The intent of a situational interview is to make the interviewee as uncomfortable as possible without violating legal or ethical standards.

Explain the differences among job simplification, job enlargement, job rotation, and job enrichment. Why should small business owners utilize these concepts?

The Dictionary of Occupational Titles, a listing of more than 20,000 job titles and descriptions, is a useful tool for getting a small business owner started when writing job descriptions.