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human resource management

Questions and Answers of Human Resource Management

Describe leadership trait theory.
What are your views on trait leadership theory? Recall a supervisor you have or had; which of Ghiselli's six traits does the person have? Which traits does the person lack?
List and describe four behavioral leadership theories.
List and describe four contingency leadership theories.
What are your views on Contingency Leadership Theory? Do you agree with Fiedler's recommendation to change the situation rather than the leader's style?
Explain four situational supervisory styles.
What are your views on the Leadership Continuum? Recall a supervisor you have or had; which of the seven style does the supervisor use?
Identify three characteristics that substitute for management.
What are your views on Normative Leadership Theory? Recall a supervisor you have or had; which of the five styles does the supervisor use?
Briefly describe the five dimensions of trust.
Which of the four supervisory styles would you like your boss to use with you? Why would you prefer this particular style?
Which leadership theory/model do you prefer? Why?
Do you agree that characteristics of subordinates, task, and the organization can substitute for leadership directive and support? Explain your answer.
Give an example of each of the three levels of trust you experienced on the job.
What is your strongest and weakest dimension of trust at work? How will you improve your trustworthiness, or what tips will you implement?
Describe how your present/past boss used feedback. How could his or her feedback skills be improved?
1. Personality is a relatively stable set of traits that aids in explaining and predicting individual behavior. What are some of Mark Cuban's traits that can explain his behavior during Maverick
Explain the benefits of understanding and identifying personality profiles.
Select a present or past boss and describe how his or her personality profile affected behavior, human relations, and performance.
Describe your stress personality type.
What was your stress personality type score and letter? Should you work at changing your personality type? Explain why or why not? Will you change?
List causes of stress, and be more effective at controlling stress.
Following the controlling stress plan1. Identify your major stressor,2. Determine its cause and consequences, and3. Develop a plan to eliminate or decrease the stress. Identify each step in your
Describe the four learning styles and know which is your preferred learning style.
Of the five ways to eliminate or decrease stress, which do you do best; which needs the most improvement and why? What will you do, if anything, to improve in this area?
Describe six biases influencing perception.
What is your preferred learning style? Are the characteristics of the style a good description of you? Explain. Are you flexible in changing styles?
Explain the importance of first impressions and how to project a positive image.
Think about the person you work/worked with whom you enjoy/enjoyed working with the most. Identify that person’s learning style. Is it the same as yours? What is it that you enjoy about the person?
Think about the person you work/worked with whom you dislike/disliked working with the most. Identify that person’s learning style. Is it the same as yours? What is it that you dislike about the
Give an example of when others made a positive and negative first impression on you. Explain the causes (appearance, nonverbal communications, behavior) of their success or failure.
Which area of projecting a positive image (appearance, nonverbal communications, behavior) is your strongest and weakest? Explain your answers. What will you do to project a positive image in the
Describe your attitude about college in general, and the specific college you are attending.
1. What seems to be Muhtar Kent’s attitude toward Coca Cola’s local communities, its brands and its people?2. Using Theory X, Theory Y, describe Mr. Kent’s Management Attitude.3. What
Define attitudes and explain how they affect behavior, human relations, and performance.
Give two examples of when your attitudes affected your performance. One should be a positive, and the other a negative affect. Be sure to fully explain how the attitude affected performance.
Describe how to change your attitudes.
Give an example of when you lived up to or down to someone else's expectations of your performance- the Pygmalion effect. It could be a parent, teacher, coach, or boss's expectations. Be specific.
List seven job satisfaction determinants.
Determine whether you have a positive self-concept and how it affects your behavior, human relations, and performance.
What will you do to improve your job attitude? Be specific.
Understand how your manager's and your own expectations affect your performance.
Has job or school satisfaction affected your absenteeism? Explain.
Demonstrate how to develop a more positive self-concept.
Recall a specific job you have or had. Measure yours job satisfaction for the job by rating each of the 6 determinants of job satisfaction using the Minnesota Satisfaction Questionnaire scale from
Identify your personal values.
Has job or school satisfaction affected your performance? Explain your answer. For example, do you work as hard and produce as much for classes or jobs that you are satisfied with, as you do for ones
Describe your self-concept.
Give an example of when you lived up to or down to your own expectations (self-efficacy leading to self-fulfilling prophecy).
Which of the four general guidelines to building a positive self-concept need the least and most work? Explain your answer.
What is your attitude toward your personal values total in the eight areas of Self-Assessment Exercise 3-3? Do you plan to work at changing any of your values? Why or why not?
Give an organizational example of behavior at each of the three levels of moral development.
Prepare a brief outline of an organizational policy on sexual harassment. Be sure to include complaint, investigation, and enforcement procedures.
How might social media help in recruiting passive job applicants, those not actively looking for a job?
1. Your boss is not happy with the performance of the cross-functional teams that are working on an enterprisewide risk-analysis project. She asks you to suggest some possible reasons why the teams
What might be some advantages and some disadvantages of cafeteria-style benefits?
Your company has just learned that it is the target of a union-organizing campaign. How will you advise managers about what they can and cannot say to employees?
Melissa chooses to accept international assignments her entire career. Over time, it is not clear where her “home” is. How might a local-plus approach to compensation help smooth her
What are some differences between local and cosmopolitan perspectives?
Describe the balance-sheet approach to international compensation.
Why is it so difficult to compare industrial relations systems in different countries?
In the course of your job, you learn that someone is “cooking the books.” Discuss the steps you would take to resolve the issue.
Discuss the similarities and differences among employee voice, interactional justice, and informational justice. Can you give an example of each one?
What might explain the finding that across cultures, employee-voice systems are associated with judgments of fairness?
How does the imposition of employee discipline for poor performance (or conversely, the failure to discipline) serve as a signal to other employees?
Develop a policy to inform employees of your organization’s BYOD approach to electronic devices.
Identify three preventive steps that an employer might take to avoid incidents of workplace violence.
Your company wants to encourage more employees to participate in work site wellness programs. Would you recommend rewards for participating or punishments for not participating?
When is it more cost-effective to “buy” rather than to “make” competent employees?
Discuss the kinds of employee information that managers might find to be particularly useful in a talent inventory.
Why is it important that job design include all of the following kinds of characteristics: task, physical, knowledge, social, and contextual?
Why is it important to have up-to-date job descriptions?
What are some advantages of having a common set of leadership attributes for all managers to strive for? Are there any downsides to this approach?
From your own perspective, what is the main appeal of social media in recruitment?
1. You have just been named manager of recruiting at your firm. The senior executive team asks you to develop a “scorecard” that will enable it to assess the costs and benefits of recruitment
Why is organizational culture particularly important in internal recruitment?
Your boss asks you to develop an employee-referral program for new hires. What might such a program look like?
You have been assigned to manage the recruitment visit of a prospective new hire for your 12-person organization. Develop a checklist of do’s and don’ts to help ensure a successful visit.
As jobs become more team oriented, assessment centers will be used more often for nonmanagement jobs. Do you agree or disagree?
Of the Big Five personality characteristics, what might explain why conscientiousness is the most valid predictor across many types of jobs?
Your boss asks you to review the current application form that your organization is using. How will you decide which questions to keep, change, or delete?
Why is emotional intelligence particularly important in service jobs?
Choose a job you know well. Develop three job-relevant situational interview questions (“What would you do if . . .” or “Tell me about a time when . . .”) to use with applicants for that job.
1. Based on material presented in the chapter, critique Alibaba’s on-boarding and training program for young leaders.2. What principles of learning has Alibaba built into its program?3. Senior
Why do organizations so frequently overlook the on-boarding of new employees?
Given the growth of the “on-demand,” or “gig,” economy, we can no longer assume that “workers” in an organization are all employees. What are the implications of that for training and
Companies with the best training practices seem to share several characteristics in common. What are they?
Some companies don’t want to offer training to employees because they fear that the employees will then leave. How might a firm use training as a strategy to retain employees?
Why is it critical first to identify what employees need to learn before deciding on a method to use in training them?
What can organizations do to enhance positive transfer from training to on-the-job application?
It’s one thing to get rid of numerical ratings, but managers still have to decide whom to promote, perhaps whom to let go, the relative sizes of pay raises, and bonuses. Will the new systems help
Are there features of current performance-management systems that are worth keeping?
What types of safeguards might you suggest to ensure fairness, transparency, and accountability in performance-management systems?
Google’s Project Oxygen found that technical skill is the least important characteristic of a good boss. What kinds of other skills are more important?
In performance reviews, why is it more important to focus on the future than to dwell on the past?
In your opinion, why are more firms tying executive incentives to long-term (3 years or more) company performance?
Distinguish profit-sharing from gain-sharing.
In setting pay policy, a firm can lead, match, or lag the market rate of pay for various jobs. When might it choose each of these strategies?
How do voluntary benefits programs allow smaller companies to offer a wider array of benefits than they otherwise would be able to?
How do tight versus loose labor market conditions affect wage rates?

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