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human resource management
Human Resource Management linking strategy to practice 2nd Edition Greg L. Stewart, Kenneth G. Brown - Solutions
What additional compensation elements would you add to the Best Buy compensation package?
Do you think the compensation system at Collegiate Promotions is effective?
Why would a sales representative try to sell at the top of the price range?Why at the bottom of the price range? Do you predict that most sales are made at the top or bottom of the range of possible prices?
How does the lack of geographically protected sales areas affect salespersons’ behavior?
How committed do you think the independent contractors are to Collegiate Promotions?What are some positive features of the independent contractor status for the organization? What might be some positive features for the independent representatives?Would you expect sales representatives to
Why have U.S. labor unions and businesses adopted an adversarial approach to labor relations? Why might it be difficult for many to accept and pursue a cooperative relationship?
Why do unions pose problems for organizations pursuing Free Agent HR strategies?
How did the existence of very poor labor relations encourage the partnership?
What competitive strategy do you think is most appropriate for Energy Co.? How do unions fit with this strategy?
How does a cooperative relationship with labor unions influence worker autonomy?
What makes the position of teaching assistant different from many jobs frequently represented by unions?
How is horizontal alignment different from vertical alignment?
What might happen if an organization combines a merit-based performance appraisal system with compensation practices that limit differences in employee pay?
Within the Loyal Soldier HR strategy, how does the approach of parity-based performance appraisal support the work-design goal of standardization?
What difficulties might an organization face when it attempts to change its human resource practices?
What are some specific HR practices that could be used to support a global expansion strategy?
How do selection, retention, and training practices work together at the Portman Ritz-Carlton?
Which of the HR strategies do you think the Portman Ritz-Carlton is pursuing?
How well do the company’s human resources practices align with one another?
What specific aspects of compensation are most appropriate for an organization with a Loyal Soldier HR strategy? What characteristics are most closely aligned with a Free Agent HR strategy?
How does equity theory explain the UAW’s reactions to the proposed compensation plan? How does equity theory explain Delphi leadership’s defense of the compensation proposal?
What type of competitive strategy does the proposed compensation plan best fit? How would the proposal affect pay structure within Delphi?
Why would an organization such as Marriott choose to pay wages that are higher than the wages paid by competitors?
What long-term changes should Malik suggest for this organization, if it appears that this employee is not the only one with these complaints?
What should Malik do tomorrow with regard to this employee?
Which of these factors could be addressed with improvements in the way the organization handles development as described in this chapter?
What might be the factors that are causing this employee’s dissatisfaction?
What other human resource policies and programs would support the development programs you intend to offer?
What development programs could be put in place to address these challenges?
What challenges to employee recruiting, retention, and career management will your company face in Switzerland?
Would you be interested in working in another country for an extended period of time?
In multisource assessments, the ratings assigned by supervisors, peers, and employees do not always agree with one another. Why do you think that is the case? What should be done to help the person being rated to reconcile the differences?
What are different types of developmental work experiences.
What are the strengths and weakness associated with the following training methods: presentation, discovery, simulation, and behavior modeling? How can each method be made more effective?
What is transfer enhancement and why is it helpful for employees?
Describe the various ways in which NMH is delivering training and other related learning opportunities to its employees.
What benefits did NMH gain by developing the Academy and its associated schools?
If the NMH School of Nuclear Medicine cost the organization $200,000, what was the return on investment for this particular Academy program?
Outline the key decisions made from the beginning to the end of this case. Who made each of those decisions, and why?
Describe the ideal process for handling the concern about declining sales, ignoring for now the pressure from management.
What arguments could be made to convince management that working with an outdated needs assessment is not wise?
What types of development efforts are most appropriate for companies with an internal labor orientation? an external labor orientation?
What impact should differentiation versus cost strategies have on employee development?
What are the various types of developmental relationships.
How are learning and organizational objectives used in the training design and development process?
What are the key differences between the proactive and reactive needs assessment approaches?
Why do organizations following an internal labor orientation generally offer more training than organizations with an external labor orientation?
What kinds of training contents are most important for organizations using cost strategies? differentiation strategies?
What problems with contamination and deficiency could occur with the forced distribution ratings?
How do you think supervisors will react to the proposed change?
Which clerical workers do you think will most strongly oppose the change?
Do you predict that the forced distribution will increase customer satisfaction? Why or why not?
Do you think the new system is really more objective?
Why do we treat people we think have high ability differently than people we think have low ability?
How might County General work with other hospitals to reduce nurse turnover?
What strengths do you see in the new system? What weaknesses do you see in the process?
How do you think employees might react to a change from a parity system to a merit system? How about a change from a merit system to a parity system
Have you ever observed an employee with high task performance but low citizenship performance?
What are typical sources of contamination and deficiency in objective measures of job performance?
What factors might explain differences between co-worker and supervisor ratings?
Why do you think the organization requires documentation for certain ratings?
What programs do you suggest County General might implement to decrease nurse turnover?
Turnover is high at almost every facility where nurses are employed. What aspects of nursing make turnover for nurses higher than for many other jobs?
Why might someone argue that it is a good thing for managers to feel such negative emotions?
What are some ways that managers might cope with negative emotions when they are forced to lay off employees?
As a manager, what would you say to a person whom you were firing?
Some people who have been layoff victims look back on the experience as one of the best things in their lives. Why might a victim say such a thing several years after the layoff?
Why do you think organizations that lay off workers frequently fail to improve their long term performance?
Do you think the university you attend makes a concerted effort to dismiss low-performing workers? How does the university’s approach to dismissing low performers affect overall services for students?
Do you think a fast-food restaurant such as Arby’s would benefit from reducing turnover of cooks and cashiers? What could the company reasonably do to encourage employees to stay? What problems might occur if employees stayed for longer periods of time?
How can SAS compete with other software firms when its employees appear to work less than the employees at competing firms?
What selection methods would you recommend for Stringtown? Why?
Should Stringtown hire based on achievement or potential?
Should String town focus on job fit or organization fit?
Which of the overall HR strategies would be best for Stringtown Iron Works
Why do you think these selection methods are valid?
Why does Outback Steakhouse order the selection methods such that applicants first complete an application, then complete tests, and then participate in an interview?
How important is organization fit for Outback Steakhouse?
What are the methods for combining scores from different selection methods?
How do the employee selection methods at Outback Steakhouse help achieve competitive advantage?
Which selection methods are best for organizations with the various employee selection strategies?
Why do people sometimes react negatively to certain selection methods?
What is the difference between fairness and legality?
What factors affect the utility of selection methods?
What characteristics of MITRE make it particularly attractive to older workers?
Why is the referral program at MITRE so successful? What are some elements of success that could be copied by other organizations? What success factors do you think would be hard to duplicate elsewhere?
What aspects of the recruiting process increase the likelihood that territory managers will leave once they have been hired?
Should Friendly Financial use other methods to recruit territory managers? Which methods?
Is the recruiting process at Friendly Financial efficient? What are some things that might be done to reduce recruiting costs?
How do the concepts of long- and short-term talent and generalist and specialist talent fit with overall HR strategy?
For what type of HR strategy is organization fit most important? When is job fit most needed? What type of organization should base hiring on achievement? What type should hire based on potential?
What is reliability? How is it estimated?
What is validity? How is it estimated?
What overall HR strategy do you think MITRE is pursuing? Is its recruiting focus broad or targeted? Does it primarily use internal or external sources?
What are some recruiting sources and practices that might be seen as effective in terms of quantity but not in terms of quality?
Which companies do a good job of recruiting students from your college or university?
For what positions might a company want to recruit through private employment agencies? Why are the services of a private agency worth their high cost for these positions?
What features increase the attractiveness of company websites?
Why are employee referrals a good recruiting source? What might keep you from referring friends and acquaintances for a position at an organization where you work?
What are some primary differences between new workforce entrants, unemployed workers, and currently employed workers? How can organizations best recruit these different types of job seekers?
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