Human Resource Management 12th edition Wayne Dean Mondy, Judy Bandy Mondy - Solutions

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To what extent did you consider the qualifications of the candidates in taking your position? Did they have to be equally qualified? What if Jones had an interview score that was 10 points higher than Harrison?
What would be the advantages and disadvantages of using the existing LG compensation package in India? How might it differ from a more typical Indian package? What additional information would O’Dell need to make this decision?
To what extent did you take into consideration the great disparity in the number of male and female dispatchers? What conditions are necessary for an organization to show preferential treatment based on a protected class characteristic?
Given the actual wording in Section 703J of Title VII (see Figure 33, page 42), which seems to explicitly prohibit preferential treatment, how can an organization show preference to women as in this case? Doesn’t position B seem more compatible with Section 703J?
What position do you support? (A or B). What is the basis for your answer (e.g., a court decision, the language of Title VII, EEOC Guidelines)?
In both cases, what if the plaintiffs were contingent or leased employees? Would the city and county still be liable for Title VII violations?
For both cases: Could (or should) the organizations institute a no-dating policy that would explicitly prohibit dating between supervisors and subordinates? Is such a policy legal?
Do Nixon and Whitman have legitimate discrimination claims?
Do the alleged charges brought against Putnam County constitute a violation of Title VII? Is the County liable? Explain your answer. What changes, if any, should the County make to their sexual harassment policy?
Does the alleged sexual harassment in Bowman constitute a violation of Title VII? Explain your answer. If you are not ready to take a definitive position, explain what information you require.
Can “disparate impact” theory be used in cases involving subjective selection processes like interviews? What Supreme court case supports your position?
Gordon Howe, a white male, scored 48 on the WPT and was interviewed but not hired. Does Mr. Howe have a possible Title VII lawsuit? Could whites who were interviewed but not hired file a Title VII class-action lawsuit?
How does culture affect the role of pay as a motivating force for workers? Would this issue be raised differently in the United States?
If disparate impact is evident, what step should the defendant take next? Provide specific recommendations.
What does the term “manifest imbalance” mean to you? Is there “manifest imbalance” in this case?
If you decide for Ms. Taxman, what do you propose as the remedy? If Ms. Taxman had been awarded the job, would Ms. Williams have redress through Title VII? Explain your answer, citing applicable case law.
What is the most important Supreme Court case that justifies your position?
Should Universities be allowed to take race into consideration in admission decisions in order to foster a more diverse student body? Explain you answer.
Was Mr. Garcia a victim of sex discrimination? Explain your answer in some detail based on your understanding of BFOQs.
Was Ms. Cameron a victim of sex discrimination?
In principle, do you see these cases as the same in terms of your interpretation of legal BFOQs, business necessity, “essence of the business,” or “job relatedness?”
What if, in doing a background check on Ms. Cameron, it is discovered that Ms. Cameron had quit a previous employer complaining that she had developed carpal tunnel syndrome. Could management use this information and reject Ms. Cameron on this basis?
Carlyle is partial to the use of The ability to fill store manager positions and the vacancy time is to some extent a function of geographical area. Carlyle is not sure the standard annual salary that Comptech pays the store manager is competitive. How could she proceed with a study of salary for
Among the major activities of HRM (see Figure 1-3), what domain usually drives other HR domains when significant organizational change is necessary?
What hypotheses or proposals do you have so far regarding CompTech’s strategic position? What do you regard as the critical strengths and weaknesses based on the data you have?
What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches or methods would you use? (You can propose particular statistical analysis, particular job analysis
Why are results or outcomes requested with CIT? What could be done with these data?
How could the critical incidents be used to prepare professors for teaching assignments?
Explain how your job description could be used to evaluate your performance or to develop methods for hiring people for the position? Do you think having a highly detailed job description is actually counterproductive for certain jobs? Explain your answer.
How often should a position description be updated? Explain your response.
When preparing the job description, why is it important to list the critical customers for the products or services and the major tasks and duties of the job? Are there tasks that could be excluded with little or no effect on critical customers?
Could you use this job analysis to determine essential functions on the job? How could this be done?
Based on Carl’s comments regarding the probability of Anna’s MS worsening, could Dave require Anna to submit to and share genetic testing results as a condition of employment? Could Carl use such information?
Can expense or cost be a variable when considering “reasonable accommodation”?
What is "unique" about VNB and how could the uniqueness give the bank a competitive advantage?
What critical terms related to the ADA must be considered in evaluating the legal implications of Dave’s decision? How do they apply in this case?
Under the ADA, what is a qualified individual with a disability? If Anna filed lawsuit, who would have the burden of proving that Anna was (or was not) a qualified employee with a disability? Is it Anna or the Bank?
Does Anna have a case here? What are the critical variables?
Do you see any potential EEO issues that should be considered at CompTech? Explain your answer with as much detail as possible.
Is there any history of chronic illness or disease in your family?
Do you consider yourself handicapped in any way?
Are you a homosexual?
How old are you? So, when did you graduate from Tech?
We're looking for someone who can relate effectively with college students; you're 52?
What are your religious beliefs?
What steps would you take to determine the legality of your actions?
Would you be willing to work on Yom Kippur?
Would you mind if I checked your credit rating score?
Tenneco is also considering an interviewing process as the final hurdle for selecting trainees. What is your view of this option? If interviews are to be conducted, are there any recommendations for the interview ?
Could Tenneco convert the raw score on the Wonderlic to a percentile based on the ethnicity of the test taker? How might such a policy affect adverse impact?
What if you conducted a PAQ analysis that indicated that the Wonderlic was a valid test for this job? Do you believe that this result establishes the legality of the Wonderlic? Given that the Wonderlic consultant recommended a particular passing score, is Tenneco on safe legal ground if
Given your response to question 1, what are the policy options for this situation? What policy do you recommend that Tenneco adopt for the use of the Wonderlic? Defend your response by considering the job situation, the need for further research, legal and social implications, and alternative
Is there evidence of adverse impact against minorities if the Wonderlic Personnel Test is used as the sole basis for entry into the training? Explain your answer.
Given all of the data presented in the case, what is your chronological HR action plan for COMPTECH, INC?
Would you mind completing this medical questionnaire?
How would you use gap analysis for dealing with immediate HR issues and for HR planning?
Did this exercise give you a better understanding of the relationship between HRM related activities and customer satisfaction? Explain your answer.
What type, or types, of HR planning analysis do you propose for the data presented in Table 5.4.1? How do you propose to assess the internal trends in employee movement? Indicate what positions will require more training/retention efforts and which will require greater recruitment/selection efforts.
What are the major SWOTs at COMPTECH? Use information from the chapter to determine the internal issues that will need attention. Review recent business trends in the retail computer sales sector and in the labor market in general (both domestic and foreign) to help you complete the environmental
Ms. Richter wants your opinion of the salaries levels she has set.
Ms. Richter is also concerned about diversity. What recruitment methods should be implemented to help increase diversity in the organization?
What challenges face the recruiting team because of the focus on females and minorities?
When planning the recruiting strategy, what other HR systems must the team consider?
What recruiting strategy has the highest probability of paying off for the team?
What sources of candidates should the team consider?
How might the short-term and long-term recruiting strategies differ?
What information must the team gather before it can formulate a recruiting strategy?
How did you feel about receiving feedback on your group performance? To what extent did you find the feedback helpful? How might that process be improved?
Identify the SWOT at Permalco as related to recruiting production leaders.
What additional studies or data are necessary given the data presented in Exhibit 5.1.1? (Ms. Saline is very interested in potential legal issues).
Recommend at least three HR planning/recruitment/selection strategies designed to do any of the following: (1) improve customer satisfaction, (2) increase the efficiency of the customer service function, (Ms. Saline encourages you to be as creative in your thinking as possible), and (3) increase
Describe some good and bad experiences you have had with HRM as a job candidate or as an employee. How could the bad experiences have been avoided?
Would an organization’s HRM practices influence your decision to apply for a job or accept a job offer? Why or why not?
How would you prioritize what workers can do, what they should do, and what they will do in terms of their importance to the employer? Why did you rank them as you did?
If you worked in a small organization, how would you convince the CEO to invest more in HRM?
Which aspects of HRM do you feel are most important for the employee, supervisor, and HRM professional to be responsible for? Why?
1. What companies do you think make the best use of HRM in creating a competitive advantage? Why? 2. What companies do you think could do a better job leveraging HRM to enhance their performance? Why?
1. Which aspects of HRM discussed in this chapter are illustrated in these videos? Explain your answer. 2. How could a company’s investment in HRM help or undermine both its success and the execution of its business strategy? Explain your answer. 3. How else might you answer the question of
What type of culture do you find most desirable as a potential employee? What HRM clues can you identify that might let you know the degree to which a prospective employer has this type of culture?
How can HRM support a performance culture? How could HRM undermine a performance culture?
Why do you think some employees act unethically? How could you use HRM to help address these causes and encourage more ethical behavior?
Do you consider ethics or social responsibility in evaluating prospective employers? What do you look for?
What type of business strategy do you think is most compatible with a high-performance work system? Why?
If your company was about to be acquired by another, how would you want to be treated by HRM? What are some of the biggest mistakes you feel HRM could make during the acquisition process?
What type of business strategy do you think would be a poor fit with a high-performance work system? Why?
1. Imagine that you just joined the leadership team of a large financial services company that wants to improve its financial performance. The rest of the leadership team wants to reduce the company’s workforce through outsourcing or selling some business units and then hiring back some of the
1. Describe the type of culture you would like to create in your company. 2. How would you use HRM to reinforce this culture? 3. What would be the biggest threats to establishing your intended culture, and how could you overcome them?
1. What are the ethical issues involved in using peer feedback solicited for developmental purposes for determining pay raises as well? 2. If your coworkers gave you constructive feedback to help you improve, and then the feedback negatively affects your pay raise, would you think that was fair?
How would you determine that there is a particular group that needs legal protection in employment relationships? What criteria would you use to evaluate whether a particular group needs protection?
What would you do if an employer asked you an interview question that you knew was illegal?
What human bias to equal employment opportunity do you feel is the most difficult to overcome? How can organizations best address this bias?
1. How is diversity a competitive advantage for American Express? 2. How do flexible work options support both diversity and innovation at the company? 3. How can American Express use HRM to further enhance its diversity goals?
1. What type of harassment is Emily experiencing? Explain your answer. 2. What would you do if you overheard this type of comments between two subordinates? 3. As a CEO, how could you decrease this type of behavior in your organization? Explain your answer.
Why do you think organizations might skip workforce planning? How would you overcome these obstacles if you were a manager who understood the value of doing it?
How would you forecast labor demand for a retail store in a local shopping mall? What sources would you use and why?
How would you forecast labor supply for a retail store in a local shopping mall? What sources would you use and why?
If you forecasted a shortage of workers for a retail store in a local shopping mall, what type of action plan would you suggest? How can that type of store find more workers?
Do you think it is important for employees to be familiar with their employer’s organizational chart? Why or why not?
When would you suggest that an organization engage in workflow analysis?
If you wanted to enhance the engagement and motivation of your workforce, what organizational structure characteristics would you use? How much formalization, centralization, division of labor, span of control, and hierarchy would you recommend?

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