The Labor Relations Process 10th edition William Holley, Kenneth Jennings, Roger Wolters - Solutions

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1. How does training relate to the firm's system of financial rewards? 2. To what extent is there a rigid formal organizational environment at Metropolitan Bakery? To what extent is that good or bad? 3. Will and the firm seem to be appreciative of each other. What does Will's performance say
Describe some of the key regulatory agencies as well as the employment laws that they administer and enforce.
Some people feel there are simply too many laws and regulations governing how companies may manage their employees. These people believe everyone would be better off if we let the free market work without so much government interference. Other people believe that employees are not sufficiently
Suppose a coworker harassed you. Would you prefer to resolve it using mediation, arbitration or the court system? Would your answer change if the harasser were your boss? Why, or why not?
Review Exhibit 3.8 which lists affinity groups at Microsoft. If you were a Microsoft employee, would you join one of these groups? If yes, which one? If no, why not?
1. In your opinion, does Larry Norvell face an ethical challenge? Or can he simply handle this situation as a business decision and focus on the bottom line? Explain. 2. If you were Larry Norvell, how would you prepare for your meeting with the United Way board to discuss the issue of whether to
1. Andrea Herran is an HR consultant. Can such a person help a firm in an industry in which the consultant has never had any experience? 2. How can time management help improve satisfaction for both management and the employee? 3. Andrea pointed to the need to determine whether the skills of
Review Chapter 2 which describes several aspects of the external and organizational environments. Which aspects of the external environment are more likely to stimulate change in the next 10 years? Do you think these changes will be incremental or radical? Explain.
Now consider the HR implications of the changes you identified when you answered question 1: Which HR policies and practices are most likely to be affected by these changes (e.g., recruitment, training, performance management, etc.)? Describe the consequences you think are the most likely.
Deutsche Bank relies heavily on employee surveys to create its HR metrics. What are some advantages and disadvantages of employee surveys as a method for assessing progress toward HR objectives? For each HR objective shown in Exhibit 3.10, describe one HR metric of actual employee behavior that
Is it inevitable that employees will respond to change with feelings of fear? If you believe the answer is yes, state the implications of this for managing strategic change. If you believe the answer is no, describe what managers can do to minimize such feelings during change.
A thorough approach to planning for change can take a great deal of time. When time is short, which steps in the planning process can be eliminated the most readily. What are the potential risks of skipping these steps? Explain your logic.
Throughout your career you will often be expected to lead and facilitate radical change initiatives. What can you personally do now to become better prepared to be an effective change leader and facilitator?
1. Which of the HR objectives facing Mr. Brush are the most important to the success of the business? Prioritize them and justify your list. 2. Consider this list of objectives in Question 1 from the perspective of employees. How would you, as an employee, prioritize the list? What are the
1. Gold + Williams operates a factory in an area where many have beliefs that would be contrary to the values of its leaders. In order to promote diversity and harmony within its workforce, should it seek to employ only those who share the firm's values? Should it seek to change the values of
Describe how job analysis and competency modeling can be useful during times of radical change (e.g., introduction of new technologies, organizational redesign, mergers).
What does it mean to say that job analysis serves as a foundation for an organization's integrated HRM system?
What are the advantages and disadvantages of standardized and customized approaches to job analysis and competency modeling?
The courts have recognized task-based job analysis as useful for preventing unfair discrimination. Some HR professionals worry that competency-based approaches are more susceptible to stereotyping and bias. From an employee's perspective, would you prefer to have a job description and performance
1. Based on what you know about high-tech companies, what are some likely strategic objectives for HITEK? Given these, what should be the objectives of HITEK's HR department? Do you think these are the objectives that guide the behaviors of Isabel Rains? Explain. 2. Jobs change frequently at HITEK.
1. How is the organization's very existence dependent on change and job analysis? 2. In what way does Zappos enable employees to become involved in changes in their jobs and schedules? 3. How does Zappos benefit by keeping employees aware of change in their work and even participating in the change
How can blogs and Web casts enable companies to improve the effectiveness of their recruiting activities? What are the possible difficulties that can arise from reliance on these new technologies for recruiting?
Describe the recruiting and retention implications that might follow from a strategic business objective of offering low-cost products to a broad consumer market. Compare these implications to those that might follow from a strategic objective of offering innovative business services to owners of
What information should be contained in a realistic job preview by a firm seeking to attract the best college graduates? Does your answer depend on the type of industry? On the geographic location of the job? On whether the job involves an overseas assignment?
Do you think firms such as Colgate-Palmolive, American Express, and General Mills should address the glass ceiling problem by explicitly stating on their Web site that they want to fill a specific percentage of managerial positions with females? Why or why not?
Assume that the projected global shortage of labor is likely to occur. What are the implications for recruitment and retention at firms such as Deloitte Touche Tohmatsu and SAS Institute? Be specific.
1. Why is Jim sensitive to DSI's recruitment efforts? 2. What are some potential problems for the current class of engineers recruited at DSI? 3. How could the use of contingent workers help DSI? 4. Evaluate Jim's alternatives for reducing DSI's labor surplus. What do you recommend? Why?
1. The text refers to balancing its need to control the costs of recruiting with the need for a given sized workforce. How does Texas Instruments balance those two needs? 2. What are some of the firm's low cost or no cost sources of recruits? 3. Why would Texas Instruments find the use of
Explain why P&G considers employee selection to be an important strategic practice. Then describe the selection methods used by P &G.
A frequent diagnosis of an observed performance problem in an organization is "This person was a selection mistake". What are the short- and long-term consequences of so-called selection mistakes? If possible, describe your own experiences with a selection mistake.
Describe how selection practices are related to other HR activities.
Given all the weaknesses identified with unstructured interviews, why do they remain so popular? What can employers do to improve job interviews?
What are the costs and benefits to employers of being responsive to the applicant's perspective throughout the selection process? Are the concerns of applicants who are eventually accepted different from those of applicants who are eventually rejected? Explain.
How does the unethical behavior of job applicants affect an organization? Describe the consequences of unethical job applicants for each member of the HR Triad.
Some people feel that the government should not be involved in regulating selection practices. To what extent do you think legal regulations affecting selection practices hinder or facilitate running an effective company?
1. Before changing the selection process for hiring patient escorts, you want to talk to current escorts to get their views about the problems reported by patients. The patient escorts will probably not think they are the causes of the problems. Other than a poor selection process, what are some
1. If you were a nurse and were applying for a position at this hospital, based on what you saw in the video, do you think you would be treated in a fair and honest manner as you go through the application process? Do you think that having the staff participate along with managers makes the process
What is the role of training and development in learning organizations? Do you think a pharmaceutical company could effectively manage knowledge without having well-developed training and development activities?
An auto dealer has hired you to help improve the performance of its sales and service staff. Your first task is to conduct a needs analysis for the organization. Describe what you will do. Then, provide examples of possible training and development activities that could be used to influence the
Consider the various training and development formats described in this chapter. Which three do you think would be most effective for maintaining the skills of IT engineers? Which three do you think would be the least effective? Explain your rationale.
Imagine that your organization, a publishing company, has decided to hire an external vendor to provide diversity training. You want to begin by having the vendor conduct the training for just a small portion of the employees so that you can study and assess the training's effectiveness. Describe
Discuss the strategic role of training and development activities in companies with international operations and markets?
1. Where does Horace start? What programs does he put in place to deal with the needs of corporate culture, knowledge, skills, leadership, and team orientation? 2. How does he go about developing the programs that he needs to put in place? Does he do it by himself? Can he buy off-the-shelf
1. The hospital provides training to nurses who have just graduated from nursing school. If the school is reputable and if the student has done well in that school, why should training be necessary? 2. The Director of Education and Research stated that the mission of LaJolla involved three things:
What are the advantages and disadvantages of Frito Lay's approach to performance measurement?
Why is job analysis essential for the development of appropriate performance measures?
Under what conditions do you think an HPWS is likely to not be beneficial?
What are the advantages and disadvantages of 360-degree appraisals?
How can poorly-designed performance measures contribute to poor employee performance? Can well-designed measures contribute to improving performance? Explain.
Assume you are supervising employees who fall into one of three categories: a. Effective performers who have lots of potential for advancement. b. Effective performers who are happy to stay where they are and who lack motivation or ability (or both) for advancement. c. Ineffective
Explain how the differing attributions of employees and their supervisors can create conflicts or disagreements in performance appraisal and feedback discussions.
1. Will you use one set of performance dimensions for everyone, or will people in different jobs be evaluated on different dimensions? Explain your logic. 2. How will you determine the specific content of the 360- degree appraisal form? 3. For members of the nine production teams, who will provide
1. Metropolitan Bakery rewards good performance through feedback. How effective does that appear to be? 2. How is feedback related to raises? Would you like that system if you were an employee? Does the fact that this is a small business (in which you would know the owners) make a difference? 3.
Explain how an organization's approach to total compensation can help it be effective or prevent it from being effective.
How and why do the objectives of total compensation vary across companies?
What are the elements of total compensation? Which ones are most important to you personally?
Describe the purpose of job evaluation. What are the advantages and disadvantages of using the job ranking method? What are the advantages and disadvantages of using a customized job evaluation point system?
List the possible negative consequences that organizations are likely to experience if employees do not understand their total compensation.
1. Based on those who were in the case study, the employees are paid better than others in the industry but what is the real motivation for many of the employees? 2. One thing that tends to create an upper limit on how much compensation can be provided to employees is the need to keep costs down so
Describe the strategic importance of performance-based pay.
From the perspective of employees, what are the major disadvantages of the four major forms of performance-based pay (recognition, merit, incentives, and earnings-at-risk)?
Debate the following assertion: If selection and placement decisions are made effectively, performance differences among employees should be relatively small; therefore, performance-based pay isn't needed and may even be disruptive.
What does it mean to put earnings at-risk? List the potential costs and benefits of placing a substantial percentage of pay at risk for all employees in the following types of organizations: a hospital, a restaurant, a brokerage firm, and a fashion design house.
Describe the challenges associated with using team incentives. Do you think these challenges differ for team bonuses versus team recognition awards? Explain your opinion.
Do you think performance-based pay is more likely to cause employees to behave unethically compared to paying a straight salary or wage? Why, or why not?
Do you think the global convergence of broad-based variable pay programs will continue? Explain your thinking.
1. It was stressed that executives at Bright Horizons do not earn as much they could in other industries. Do you think that the company is likely to get the best possible talent if that is really true? 2. In covering the various forms of compensation available, Dan Henry referred to the "cultural
Imagine you are the benefits and services manager for a medium-sized U.S. firm that offers consulting services. Describe how you could use benefits and services to improve your organization's productivity.
Do you think more companies should establish wellness programs? Why or why not?
As employers strive to offer benefits and services to an increasingly diverse workforce, they sometimes encounter backlash from employees who resent their policies. For example, some employees may not approve of spending on childcare facilities, given that the facilities benefit some employees and
List the advantages and disadvantages of providing a broad range of benefits and services and then letting employees choose a few that fits their needs. Compare this approach to simply providing standardized, "bare-bones" benefits and services. Which approach would you recommend? Why?
1. Will the incentive plan to reduce absenteeism succeed? Explain your opinion. 2. How much absenteeism is really under the employee's control? 3. Why didn't the paid absence plan work? 4. What plan would you suggest to USA Motors?
Describe the legal responsibility of employers for providing safe workplaces. Do you think employers should invest more than is legally required in workplace safety, health and well-being? Why or why not?
Describe the responsibilities employees have for improving workplace safety, health and well-being.
Explain how each of the following HR practices can be used to maintain safe and healthy workplaces: job analysis, selection, training, performance measurement, and incentives.
Wellness programs often target illnesses and diseases that are not caused by aspects of the workplace itself. Do you think it is appropriate for employers to intervene to improve their employees' personal health and wellness? Explain.
What are the benefits to employers and employees of drug testing? What are the costs? Under what circumstances would the benefits outweigh the costs?
1. Can Steve really change the behavior of the operators? 2. How can Steve succeed in getting the operators to say, "Thank you for using MTC"? Should he involve the union in his attempts to do so? 3. Is computer monitoring the answer? 4. Should the operators really decide on the change?
Describe how a strike by the Teamsters against UPS affects that company's various stakeholders. Would the current political landscape make a difference? Explain.
Union membership has been declining in the U.S. private sector for many years. What do you think are the major reasons for this? Why isn't this true for the public sector?
Despite the fact that union membership is relatively low, many people believe the fear of unionization ensures that employers treat employees well. Do you agree or disagree with this view? Why?
Describe the actions that an employer may take when a union attempts to organize the workforce. What employer actions are prohibited?
Distinguish mediation from arbitration. How does rights arbitration differ from interest arbitration? What is final-offer arbitration?
1. What are the strengths and weaknesses of each strategy? 2. What strategies could be employed to get new bargaining units? 3. What other types of services could the union offer to its members? 4. What would be your final recommendation? Justify your response.
The text outlines three basic assumptions underlying the labor relations process in the United States. To what extent do you agree or disagree with these assumptions? Does your response differ any depending on whether you think about the question from the perspective of an employer or an employee?
Discuss your opinion regarding whether unions are still relevant and necessary in today's work environment. What other means might be used to ensure ''employee voice'' in the workplace?
Can an individual be both pro-union and pro-employer, or does being pro-union mean one has to be anti-employer? Can an individual be anti-union and still legitimately claim to support pro-employee views?
Discuss the similarities and differences between the Knights of Labor (KOL) and the Industrial Workers of the World?
Use the four criteria mentioned in the introduction of this chapter for evaluating the strength of a labor organization, and discuss why the AFL survived and the IWW faded into obscurity as labor organizations?
Explain how the Haymarket Riot, Homestead strike, and Pullman strike helped as well as hurt the AFL?
Discuss some employer tactics used to prevent or minimize union growth prior to the passage of the NLRA in 1935. Which, if any, of these tactics would be lawful today?
Discuss some key similarities and differences between AFL and the CIO?
If labor laws discussed in this chapter were repealed and labor organizations made illegal, how might this affect the terms and conditions of employment for employees? Discuss.
How were the yellow-dog contracts and labor injunctions used to limit activities of union organizers or slow union growth?
What was the intent or purpose of Congress in passing a) the 1932 Norris-La Guardia Act; b) the 1935 National Labor Relations (Wagner) Act; and c) the 1947 Labor Management Relations (Taft-Hartley) Act?
Why is there still a separate labor relations law for the railway and airline industries?
Compare the steps companies may take to implement a positive human resources management program with principles of effective management.
Compare the requirements for union democracy to any student organization with which you are familiar?
What suggestions can you offer to emphasize common goals of companies and unions as opposed to conflicting goals?
Assess the strategic plans of the AFL-CIO and CTW, and determine whether these plans provide direction for growth?

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