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human resources management
Human Resources Management In Canada 13th Canadian Edition Gary Dessler, Nita Chhinzer - Solutions
Depression has been described as a “clear and present danger” to business, as it manifests itself in alcoholism, absenteeism, injury, physical illness, and lost productivity. Estimates suggest that an employee with depression who goes untreated costs the company twice what treatment costs per
If LearnInMotion.com happened to receive a visit from the Ministry of Labour, what specific areas do you feel they would be ordered to change and why? LO.1
As owners of LearnInMotion.com, do Jennifer and Pierre have specific responsibilities for ensuring their employees’ health and safety is maintained and for having a health and safety policy in place which is subsequently enforced? LO.1
What unsafe conditions and acts were described in this case? LO.1
Could this accident have been prevented? If yes, how?If no, why not? LO.1
Who is responsible for this accident? LO.1
What does Ramona have to do to ensure a smooth return to work for the injured worker after the accident? LO.1
Consult in the development of a change management strategy considering the goals, resources required, and forces of resistance to achieve the organization’s plan. LO.1
Adhere to ethical standards for human resources professionals by modelling appropriate behaviour to balance the interests of all stakeholders. LO.1
Demonstrate the value of employee engagement using appropriate measures to encourage productivity, continuous improvement and innovation, and to enhance attraction and retention. LO.1
Partner with appropriate leadership to communicate with employees, the union, and organizational stakeholders on organizational challenges and developments to create understanding and enhance affiliation with the organization. LO.1
Some of your past research has focused on the causes of turnover. Based on this research, what can managers do to improve employee retention? LO.1
What is the profile of employee engagement that is the most beneficial to employee health? LO.1
Your research considers the emotional, moral, and instrumental nature of employee engagement. Are these equally important to employee performance? LO.1
Direct disregard of the boss’ authority; refusal to obey the boss’ reasonable instructions—particularly in front of others. LO.1
Deliberate defiance of clearly stated company policies, rules, regulations, and procedures. LO.1
Public criticism of the boss; contradicting or arguing with him or her. LO.1
Contemptuous display of disrespect—making insolent comments and portraying these feelings in terms of the employee’s attitude on the job. LO.1
Disregard for the chain of command, shown by going around the immediate supervisor or manager with a complaint, suggestion, or political manoeuvre. LO.1
Participation in (or leadership of) an effort to undermine and remove the boss from power. LO.1
How does CareerBuilder of Canada foster employee engagement within their three-pillar approach? LO.1
How do you ensure that employee expectations are communicated effectively and clearly? LO.1
As a part of a large multinational organization, what are some of the challenges you face in regards to employees expressing their voice to management? LO.1
Plan the interview. Carefully schedule the meeting on a day early in the week, and try to avoid Fridays, pre-holidays, and vacation times. Have the employee agreement, human resources file, and release announcement (internal and external)prepared in advance. Be available at a time after the
Get to the point. As soon as the employee arrives, give the person a moment to get comfortable and then inform him or her of the decision. LO.1
Describe the situation briefly. In three or four sentences, explain why the person is being let go. For instance, “Production in your area is down 4 percent, and we are continuing to have quality problems. We have talked about these problems several times in the past three months, and the
Turnover can be voluntary (employee initiated) or involuntary (employer initiated). HR considerations in managing turnover include making sure that there is enough talent to complete production demands as well as minimizing turnover costs to the organization. LO.1
A fair and just disciplinary process is based on three prerequisites: rules and regulations, a system of progressive penalties, and an appeals process. LO.1
Employees who are dismissed without just cause must be provided with reasonable notice. This means paying them for several weeks or months in addition to the legally required notice period on termination.If the employee does not believe that the period of notice is reasonable, he or she may file a
Employee engagement is a positive, fulfilling, work-related state of mind characterized by vigour, dedication, and absorption. Organizational factors such as senior leadership, opportunities for learning and development, and company image and reputation are the primary influencers of
Techniques for ensuring effective employee communication include suggestion programs, employee opinion surveys, and communication from management. LO.1
The six steps in the termination interview are to plan the interview carefully, get to the point, describe the situation, listen until the person has expressed his or her feelings, discuss the severance package, and identify the next step. LO.1
Explain why organizations today are concerned with voluntary turnover. LO.1
Describe the issues of reasonable notice in layoffs and how it relates to employee perspectives of fairness or intent to file wrongful dismissal lawsuits. LO.1
Explain how fairness in employee termination can be ensured, particularly the prerequisites to progressive discipline guidelines. LO.1
What are the various steps in the termination interview? LO.1
Define employee engagement and discuss at least three methods for managing it. LO.1
Discuss the options presented as alternatives to layoffs.Which of these would appeal to you, your family members, and friends? Why? What challenges do these alternatives pose to organizations? LO.1
Working individually or in groups, obtain copies of the student handbook for your college or university and determine to what extent there is a formal process through which students can air grievances.Would you expect the process to be effective? Why or why not? Based on contact with students who
While branding a company as a desirable employer is important, sometimes the actions of one employee can have a major impact on the employer brand.For example, in July 2011, a disgruntled Whole Foods employee anonymously released his resignation letter online . . . and the letter went viral. The
What is a progressive discipline policy, and should LearnInMotion.com put one in place, formally and in writing within their human resources policy manual? LO.1
If LearnInMotion.com puts a progressive disciplinary policy in place and these two employees choose to eat at their desks again, would this constitute “just cause”termination? LO.1
If LearnInMotion.com chooses to terminate these two employees right now, would they face any legal ramifications? LO.1
Assume you are Roger. Specifically, what should you do now? LO.1
How should you do it? LO.1
Is this a just cause termination? LO.1
Provide effective leadership for human resources, with due recognition of the roles and responsibilities of the governing body and the organization’s leadership and their relationships with other stakeholders, to implement the business plan and manage risk. LO.1
Promote a collaborative work environment between the employer, the union(where it exists), employees, and other representative groups through clear and open communication to achieve a respectful, productive, and engaged workforce. LO.1
Recommend labour and employee relations strategies based on risks, costs, and opportunities in order to achieve business objectives. LO.1
Negotiate as a means to resolve labour issues consistent with the law, economic and societal trends, and established objectives and strategies to achieve agreement. LO.1
Type of worker eligible for membership. All the early trade unions in Canada were craft unions—associations of persons performing a certain type of skill or trade (for example, carpenters or bricklayers). Examples in today’s workforce include the British Columbia Teachers’ Federation and the
Geographical scope. Labour unions with head offices in other countries (most often the United States) that charter branches in both Canada and one or more countries are known as international unions. Labour unions that charter branches in Canada only and have their head office in this country are
Given the volume and forecast for contingent workers in Canada, how can these groups be organized and gain a collective voice? LO.1
The new generation of workers(Gen-Y) has unique needs and perspectives when compared to previous generations. How can unions address these differences? LO.1
What are the challenges that Unifor faces today and in the near future? LO.1
Initial organizational meeting. The union organizer then schedules an initial meeting with the individuals who first expressed an interest in unionization and co- workers who subsequently express their support. The aim is to identify employees who would be willing to help the organizer direct the
Formation of an in-house organizing committee. This committee comprises a group of employees who are dedicated to the goal of unionization and who are willing to assist the union organizer. LO.1
The organizing campaign. Members of the in-house committee then contact employees, present the case for unionization, and encourage as many employees as possible to sign an authorization card, indicating their willingness to be represented by the union in collective bargaining with the employer.
The outcome. There are a number of possible outcomes to a unionization campaign, including rejection by the majority of eligible employees. For a union to become the bargaining unit for a group of employees, it must be certified by a labour relations board (LRB) or receive official recognition from
What is game theory? LO.1
In your research, you describe contests as very complicated games. Can you describe some of the factors that lead to the complexity, of contests, competitions, or negotiations? LO.1
How can one improve their negotiation skills based on game theory? LO.1
Canada’s labour laws provide a common set of rules for fair negotiations and ensure the protection of public interest by preventing the impact of labour disputes from inconveniencing the public. Tripartite labour relations boards across the country administer labour relations laws. These laws try
There are five steps in the LR process: (i) employees’decision to seek collective representation, (ii) the union organizing campaign, (iii) official recognition of the union, (iv) negotiation of a collective agreement, and (v) day-to-day contract administration. LO.1
The union organizing process involves five steps, which typically include (i) employee/union contact,(ii) an initial organizational meeting, (iii) the formation of an in-house organizing committee,(iv) an organizing campaign, and (v) the outcome—certification, recognition, or rejection. LO.1
There are three basic ways in which a union can obtain recognition as a bargaining unit for a group of workers: voluntary recognition, the regular certification process, and a pre-hearing vote. LO.1
The three steps in the collective bargaining process are preparation for negotiations, face-to-face negotiations, and obtaining approval for the proposed contract. Two possible additional steps are third-party assistance if talks break down and a strike/lockout or interest arbitration if the
Typical steps in a grievance procedure involve presenting a written grievance to the worker’s immediate supervisor, then to an HR/LR specialist, then to senior management, and finally to an arbitrator for final and binding rights arbitration. LO.1
Cite three examples of unfair labour practices on the part of management and three on the part of unions. LO.1
Explain three of the challenges facing the union movement in Canada today. LO.1
Describe five signs to which managers should be alert to detect an organizing campaign. LO.1
Explain the bargaining zone and draw a diagram to illustrate this concept. LO.1
Explain the six common forms of union security clause. LO.1
Explain how arbitration differs from conciliation and mediation and differentiate between interest arbitration and rights arbitration. LO.1
As the LR specialist, what steps would you take to prepare the firm and management team if you believed that a strike was a possible outcome of the upcoming negotiations? LO.1
As the HR manager, how would you handle a situation in which a supervisor has knowingly violated the collective agreement when scheduling overtime? LO.1
Working with two or three classmates, devise a management counter-campaign to a unionization attempt, ensuring that all recommended courses of action are legal. LO.1
Research past issues of Canadian HR publications and find at least two labour arbitration awards, one that finds in favour of the organization and the other that finds in favour of the union. Prepare a brief presentation on what you find fair/unfair in these settlements.Be prepared to discuss why
Does LearnInMotion.com run the potential risk of becoming unionized through its reactive managerial policy by one instead of both owners? LO.1
What are the primary reasons why people unionize? LO.1
Should a union wish to organize LearnInMotion.com employees, what are the five steps in the labour relations process a union must go through? LO.1
Develop an understanding of the application of governance principles and methods by keeping current with leading practices to contribute to and implement approves strategy. LO.1
Candidate identification, assessment, and selection. In addition to the required technical and business skills, key traits to consider for global assignments include cultural sensitivity, interpersonal skills, and flexibility. LO.1
Cost projections. The average cost of sending an employee and his or her family on an overseas assignment is reportedly between three and five times the employee’s pre-departure salary; as a result, quantifying total costs for a global assignment and deciding whether to use an expatriate or a
Assignment letters. The assignee’s specific job requirements and remuneration, vacation, home leave, and repatriation arrangements will have to be documented and formally communicated in an assignment letter.18 LO.1
Compensation, benefits, and tax programs. There are many ways in which to compensate employees who are transferred abroad, given the vast differences in living expenses around the world. Some common approaches to international pay include home-based pay plus a supplement and destination-based pay.
Relocation assistance. The assignee will probably have to be assisted with such matters as maintenance of a home and automobiles, shipment and storage of household goods, and so forth. The average cost of a permanent international relocation for a Canadian employee is between $50 000 and $100
Family support. Cultural orientation, educational assistance, and emergency provisions are just some of the matters to be addressed before the family is moved abroad. LO.1
Success or failure of managers in foreign investment locations is critical to success or failure of the project.Based on your research, what influences a manager’s willingness to work in foreign locations? LO.1
What is the “hassle” factor and how can it be used by organizations? LO.1
As the economy continues to globalize, do you predict convergence or divergence of hassle factor scores over time? LO.1
Writing repatriation agreements. Many firms use repatriation agreements, which guarantee in writing that the international assignee will not be kept abroad longer than some period (such as five years) and that on return he or she will be given a mutually acceptable job. LO.1
Assigning a sponsor. The employee should be assigned a sponsor/mentor (such as a senior manager at the parent firm’s home office). This person’s role is to look after the expatriate while he or she is away. This includes keeping the person apprised of significant company events and changes back
Providing career counselling. Provide formal career counselling sessions to ensure that the repatriate’s job assignments on return will meet his or her needs. LO.1
Keeping communication open. Keep the expatriate “plugged in” to home-office business affairs through management meetings around the world and frequent home leave combined with meetings at headquarters. Only 18 percent of companies in a Watson Wyatt global survey had a global communication plan
Offering financial support. Many firms pay real estate and legal fees and help the expatriate to rent or in some other way to maintain his or her residence so that the repatriate and his or her family can actually return “home.” LO.1
Developing reorientation programs. Provide the repatriate and his or her family with a reorientation program to facilitate the adjustment back into the home culture. LO.1
Building in return trips. Expatriates can benefit from more frequent trips to the home country to ensure that they keep in touch with home-country norms and changes during their international assignment. LO.1
What is Medtronic of Canada’s approach to diversity management? LO.1
Why is diversity management important at the organizational level? LO.1
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