Compensation 11th edition George Milkovich, Jerry Newman, Barry Gerhart - Solutions

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How should the manager evaluate the effectiveness of outplacement service?
Why do recently retired people need to be prepared for the differences between work and retirement?
Certainly not all Gen Xers, baby boomers, or Generation Ys want the same things from a career. What generation are you in, and what do you want in terms of a career?
What defines career success to you?
Why are some people satisfied with what is identified as a midcareer plateau while others at the same point experience career burnout?
Should organizations be concerned about dual-career issues such as career conflict, relocation, and differences in salary? Why?
Have you made a career choice? What is it, and do you have the skills and personality for the particular career? How did you determine this?
John Holland proposes that career choice is an expression of personality and that what one derives from career depends on the congruence between his or her personality and the job. Which personality type best describes you? Does this personality type match well with the career you will pursue?
Women and minorities often face what is called a glass ceiling. Why would some individuals hinder or block the advancement of people up the management ladder?
1. What are the advantages and potential liabilities of hiring two-career couples, beyond those noted in the case?2. Many of the services for dual-career couples and parent employees are provided by large corporations that have far greater financial resources than smaller companies. Identify and
What is a labor union? Define the term labor relations.
Identify and describe the key labor organizations that helped establish labor relations in the United States.
Explain the impact of the Railway Labor Act and the Wagner Act on the growth of trade unions.
The union structure in the United States consists of four levels. Identify and describe each.
What conditions in the workplace are most likely to trigger a union organizing campaign? Describe the representation campaign from authorization cards through certification of the union. How can unions be decertified?
What is collective bargaining? What major functions does this process perform in organizations?
What is a bargaining unit? How does the NLRB determine if it is appropriate?
Describe the current trends in union membership and union organizing.
Can employers require applicants/employees to sign mandatory arbitration agreements as a condition of employment?
Can violence in the workplace be totally eliminated? Why?
What are the limitations of applying the hot stove rule to all employees?
How serious a problem is the substance abusing employee at work? How should the substance abusing employee be handled?
Discuss the legal implications of conducting drug tests on employees. Are impairment tests treated differently by the law than drug tests?
Why is employment-at-will treated differently in various states?
How serious is the problem of an employee who violates criminal laws? How should the employee be dealt with?
Describe the key elements in the discipline process.
What actions can an organization initiate to better control employee theft and fraud?
A good safety management program requires several steps. What are they? Write a short management training program which would get this message across.
Should whether a person smokes or not be used in hiring decisions? How about whether the person qualifies for promotion? Explain.
Why should organizations be concerned about the consequences of occupational stress? What steps should be taken to educate employees on this issue?
What legal requirements must an organization meet regarding health and safety?
You have been named safety director of your company. Outline the steps you would follow in developing an effective safety management program.
Assume you are in charge of safety for a retail store in the mall. What steps can you take to decrease the risk of a violent act being committed at your store?
Explain how the quality of an organization’s indoor environment can relate to the number of sick days its employees take.
Develop a working definition of ergonomics as it applies to sitting in a classroom lecture room or studying for an exam. How would you go about making those situations less stressful?
How do differing perspectives affect our views of compensation?
What is your definition of compensation? Which meaning of compensation seems most appropriate from an employee’s view: return, reward, or entitlement? Compare your ideas with someone with more experience, someone from another country, someone from another field of study.
What is the “network of returns” that your college offers your instructor? What returns do you believe make a difference in teaching effectiveness? What “returns” would you change or add to increase the teaching effectiveness?
What are the four policy issues in the pay model? What purposes do the objectives in the pay model serve?
List all the forms of pay you receive from work. Compare your list to someone else’s list. Explain any differences.
Answer the three questions in the Caveat Emptor—Be An Informed Consumer section for any study or business article that tells you how to pay people.(1) Is the research useful?(2) Does the study separate correlation from causation?(3) Are there alternative explanations?
1. Thinking back to our discussion in the chapter section, Caveat Emptor—Be An Informed Consumer, evaluate whether the replacement of highly paid workers with lower-paid workers did or did not cause Circuit City to perform so poorly. How confident are you in your evaluation? Why?2. Do you believe
Select a familiar company or analyze the approach your college uses to pay teaching assistants or faculty. Infer its compensation strategy using the five dimensions (objectives, alignment, competitiveness, employee considerations, and management). How does your company or school compare to
Contrast the essential differences between the best-fit and best-practices perspectives.
Reread Exhibit 2.7. Discuss how those values might be reflected in a compensation system. Are these values consistent with “Let the market decide”?
Three tests for any source of competitive advantage are align, differentiate, and add value. Discuss whether these tests are difficult to pass. Can compensation really be a source of competitive advantage?
Set up a debate over the following proposition: Nonfinancial returns (great place to work, opportunities to learn, job security, and flexible work schedules) are more important (i.e., best practice) than pay.
Why is internal alignment an important policy in a strategic perspective of compensation?
Discuss the factors that influence internal pay structures. Based on your own experience, which ones do you think are the most important? Why?
Internal structures are part of the incentives offered in organizations. Look into any organization: your college, workplace, or the grocery store where you shop. Describe the flow of work. How is the job structure aligned with the organization’s business, the work flow, and its objectives? How
What is the “just-wage” doctrine? Can you think of any present-day applications?
A typical structure within colleges is instructor, assistant professor, associate professor, full professor. Is this egalitarian or hierarchical? What added information would you need to decide? What behaviors by the faculty do you believe the structure influences? Is it aligned? Difficult to copy?
1. Describe the orchestra’s pay structure in terms of levels, differentials, and job- or person-based approach.2. Discuss what factors may explain the structure. Why does violinist I receive more than the oboist and trombonist? Why does the principal trumpet player earn more than the principal
Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions?
What does job analysis have to do with internal alignment?
Describe the major decisions involved in job analysis.
What is the critical advantage of quantitative approaches over conventional approaches to job analysis?
How would you decide whether to use job-based or person-based structures?
Why do many managers say that job analysis is a colossal waste of their time and the time of their employees? Are they right?
1. Does the day diary include sufficient information?2. Identify the specific information in the article that you found useful.3. What additional information do you require? How would that information help you?
How does job evaluation translate internal alignment policies (loosely coupled versus tight fitting) into practice? What does(a) Organization strategy and objectives,(b) Flow of work,(c) Fairness, and(d) Motivating people’s behaviors toward organization objectives have to do with job evaluation?
Why are there different approaches to job evaluation? Think of several employers in your area (the college, hospital, retailer 7-Eleven, etc.). What approach would you expect them to use? Why?
What are the advantages and disadvantages of using more than one job evaluation plan in any single organization?
Why bother with job evaluation? Why not simply market-price? How can job evaluation link internal alignment and external market pressures?
Consider your college or school. What are the compensable factors required for your college to evaluate jobs? How would you go about identifying these factors? Should the school’s educational mission be reflected in your factors? Or are the more generic factors used in the Hay plan okay? Discuss.
You are the manager of 10 people in a large organization. All of them become very suspicious and upset when they receive a memo from the HR department saying their jobs are going to be evaluated. How do you try to reassure them?
1. Divide into teams of four to six each. Each team should evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure by title and job letter. A broad hint: Recall from our discussion of Whole Foods’ business and pay strategy that
What are the pros and cons of having employees involved in compensation decisions? What forms can employee involvement take?
Why does the process used in the design of the internal pay structure matter? Distinguish between the process used to design and administer a person-based and a job-based approach.
If you were managing employee compensation, how would you recommend that your company evaluate the usefulness of its job evaluation or person-based plans?
Based on the research on job evaluation, what are the sources of possible gender bias in skill-/competency-based plans?
How can a manager ensure that job evaluation or skill-/competency-based plans support a customer-centered strategy?
1. Think about the research evidence discussed in the book. Would you expect the Sullivan & Cromwell associates to feel their pay structure is fair? What comparisons would they likely make? What work behaviors would you expect Sullivan & Cromwell’s pay structure to motivate? Explain.2.
Distinguish policies on external competitiveness from policies on internal alignment. Why is external competitiveness so important?
What does marginal revenue product have to do with pay?
What pay level does the efficiency wage predicts? Does the theory accurately predict organization behavior? Why or why not?
What is a relevant market? What difference does it make when determining people’s pay?
Can you think of any companies that follow a lag and/or lead policy? Why do they believe it pays to pay differently? Can you think of any companies that follow performance driven and/or work/life balance policies?
1. To what extent is the renewed job growth in the automobile industry in the United States due to the use of two-tier wages?2. To the degree job growth (and increased car sales that come from more competitive labor costs) is based on two tier-wage structures, how sustainable is this approach?
Which competitive pay policy would you recommend to an employer? Why? Does it depend on circumstances faced by the employer? Which ones?
How would you design a survey for setting pay for welders? How would you design a survey for setting pay for financial managers? Do the issues differ? Will the techniques used and the data collected differ? Why or why not?
What factors determine the relevant market for a survey? Why is the definition of the relevant market so important?
What do surveys have to do with pay discrimination?
Contrast pay ranges and grades with bands. Why would you use either? Does their use assist or hinder the achievement of internal alignment? External competitiveness?
1. What is Google’s pay level? How do you define and measure its pay level?2. Does your answer to the above question depend on what point in time it is answered? For example, what was Google’s pay level the day before it repriced employee stock options? What was Google’s pay level the day
1. Which jobs are paid more or less? Is this what you would have expected? Why or why not? What factors could explain the differences in the salaries?2. Do the jobs have different bonuses as a percentage of their base salaries? What could explain these differences?3. Do the data include the value
A father decides to put his two sons to work landscaping. The business involves going to a customer€™s home and providing landscaping services (cut grass, edge sidewalk, pull weeds in flower beds, prune bushes and trees, rake leaves). Rather than paying a flat wage, the father decides to
Father Michael’s Wraps’ (pitas, wraps, flat breads) is experiencing turnover in the range of 100 percent. Most of this occurs in the first 18 months of employment. How would you determine if this turnover rate is high? How would you justify to your boss that lower turnover is strategically
Restco Products makes pillows and blankets specifically for passengers on airliners. For the past 15 years, profits in the airline industry have been hugely variable, partially because of labor unrest, gas prices, 9/11, and so on. Restco has been tinkering with other kinds of “nap”
Companies focus heavily on cost-saving strategies to be competitive today. Identify both monetary and nonmonetary ways of cost saving that would be relevant to a compensation person's job.
You supervise in a company that is a low payer relative to competitors. What things do you have control over to increase the likelihood that workers will feel fairly treated?
1. What appear to be the problems at this Burger Boy?2. How many of these problems could be explained by compensation issues?3. How many other problems could be lessened with diligent use of rewards other than pay?4. Are hours of work a reward? What might explain why I was happy to be working 20
As VP of HR at Pilsner Roofing, the eleventh largest roofing company in the world, you are experiencing turnover problems with the employees who actually install roofs (roofers) General Manager Roy Cranston has asked you to fix the problem. While your primary emphasis might be on having a
How is an earnings-at-risk plan different from an ordinary gain-sharing or profit sharing plan? How might earnings-at-risk plans affect attraction and retention of employees? How does the 2008–2010 recession affect the viability of earnings at risk plans?
You own Falzer’s Tool Coating Company, a high-tech firm specializing in the coating of cutting tools (e.g., drill bits, cutting blades) to provide longer life before resharpening is needed. You are concerned that the competition continues to develop new coating methods and new applications of
Why do the new accounting standards make stock options less popular?
When might you use a group incentive plan rather than an individual plan?
How would you design a pay-performance system that uses powerful incentives to motivate behavior, yet keep the behavior from veering into unethical?
We talked in depth about four ways to improve performance ratings. Pick one that you think shows the most promise and defend your position.
You own a nonunion company with 93 nonexempt employees. All of these employees pack books into boxes for shipment to customers throughout the United States. Because of wide differences in performance, you have decided to try performance appraisal, something never done before. Until now, you have

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Compensation 11th edition George Milkovich, Jerry Newman, Barry Gerhart - Solutions

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