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human resources management
Human Resources Management In Canada 12th Canadian Edition Gary Dessler, Nita Chhinzer, Nina D. Cole - Solutions
Working in groups, brainstorm ways in which a company that previously provided generous incentive pay and bonuses might provide less costly incentives to encourage employee commitment and productivity in recessionary times when company revenues are falling. Create a communications plan to announce
Express Automotive, an automobile megadealership with more than 600 employees that represents 22 brands, has just received a very discouraging set of survey results. It seems its customer satisfaction scores have fallen for the iunth straight quarter. Customer con1plaints included the following:•
Employee recognition plans are growing in popularity. There has been some debate in research literature suggesting that once incentives are provided, they are viewed as entitlen1ents by employees and therefore become non-removable.Assun1e that you are working for your local university or college in
Working individually or in groups, develop an incentive plan for each of the following positions:web designer, hotel manager, and used-car salesperson. What factors had to be taken into consideration?
Recognition can take n1any forms. Prepare a list of some forms of recognition that would be particularly motivational for Generation Y employees and explain why you have chosen them.
Think of organizations that have been in the news in the last few years because of scandals. Which of these involved incentives? What were the problen1s and how could they have been avoided?
Do you think that it is a good idea to award en1ployees with merit r aises? Why or why not? If not, what approach would you take to incentive com pens a ti on?4 . ln th.is chapter, we listed a nu1nber of reasons that experts give .for not instituting a payfor-performance plan in a vacuum (such
Is it ethical for companies to offer incentive bonuses only to top n1anagers? Why or why not? What are the pros and cons of making such bonuses available to all einployees who meet performance criteria?
A major consulting firm recently launched a new"project n1anagers' incentive" plan. Basically, senior n1anagers in the con1pany were told to award $5000 raises (not bonuses) to about 40 percent of the p roject n1anagers in their team based on how good of a job they did in 1nanaging people on their
Why are recognition plans useful for motivating high performers? Identify the possible reasons why the top forms of recognition shov.rn in Figure 12.4 are the most frequently used.
Explain five .reasons why incentive plans fail.
When and why should a salesperson be paid a salary? A commission? Salary and commission combined?
Explain how stock options work. What are some of the reasons that stock options have been criticized in recent years?
Describe the three basic issues to be considered when awarding short-term management bonuses.
Describe why it is important to consider en1ployee life stage when developing incentive plans.
ANALYZE the emerging emphasis on employee recognition.
EXPLAIN under what conditions it is best to use an incentive plan.
COMPARE the three types of organization-wide incentive plans.
EXPLAIN why money is somewhat less important as an incentive for professional employees than it is for other employees.
ANALYZE the main advantages and disadvantages of salary plans and commission plans for salespeople.
EXPLAIN how to use short-term and long-term incentives for managers and executives.
DISCUSS how piecework and team or group incentive plans are used.
Why would you suggest that Blackenship pursue your suggested alternative?Joe Blackenship was trying to figure out what to do about a problem salary situation that he had in his plant. Blackenship recently took over as president of Acme Manufacturing. The founder, Bill George, had been president for
How do you think the company got into a situation like this in the first place?Joe Blackenship was trying to figure out what to do about a problem salary situation that he had in his plant. Blackenship recently took over as president of Acme Manufacturing. The founder, Bill George, had been
What would you do if you were Blackenship?Joe Blackenship was trying to figure out what to do about a problem salary situation that he had in his plant. Blackenship recently took over as president of Acme Manufacturing. The founder, Bill George, had been president for 35 years. The company is
Using the three stages of establishing pay rates, provide recommendations to Learn ln Motion in regard to job evaluation, wage/salary surveys, and how to combine the first two steps to detern1ine pay rates for Learn ln Motion's jobs.LearnlnMotion.com does not have a formal wage structure, nor does
What are some basic considerations in determining pay rates that Learn ln Motion n1ust be aware of?LearnlnMotion.com does not have a formal wage structure, nor does it have rate ranges or use compensable factors. Jennifer and Pierre base wage rates almost exclusively on those prevailing in the
Describe the total rewards n1odel and its five components and whether it would benefit LearnlnMotion.LearnlnMotion.com does not have a formal wage structure, nor does it have rate ranges or use compensable factors. Jennifer and Pierre base wage rates almost exclusively on those prevailing in the
You are the HR manager at a large construction firm headquartered in Edmonton. Most of the company's administrative staff are also in Edmonton. You have regional and local site offices across the country. Draft a men10 to employees about your company's new payfor-knowledge and skills policy. Make
You have been asked by the owner of your medium-sized import and export company(200+ people) to develop a way to standardize pay ranges for different jobs in the company.He says he is tired of e1nployees complaining about the pay they get compared to others and is concerned that if he does nothing
Obtain information on the pay grades and rate ranges for each pay grade at your college or university. Do they appear to be broadbands? If not, propose specific broadbands that could be implemented.
Working individually or in groups, conduct salary surveys for the positions of entry-level accountant and entry-level che1nical engineer.What sources did you use, and what conclusions did you reach? If you were the HR manager for a local engineering firm, what would you recommend that each job be
Why do you think there is such a discrepancy between the pay rates of executives and employees? Is this fair? Why or why not?
What are some of the potential reasons that gender-based pay discrimination is so hard to eradicate?
Do you agree with paying people for competencies and skills that they are rarely required to use on the job?
It was recently reported in the news that the base pay for Canadian bank CEOs range in the millions of dollars, and the pay for the governor of the Bank of Canada is less than half of that of the lowest paid bank CEO. How do you accou11t for this difference? Should anything be done about this? Why
Why do con1panies pay for con1pensation surveys where job matching may be difficult rather than conducting their own surveys?
Do you think that transactional or relational rewards have more impact on overall organizational performance?
Explain what pay equity legislation is intended to accomplish, what action is required by the legislation to accomplish it, and how effective the legislation has been in accomplishing its objectives.
Explain what is meant by the market-pricing approach in evaluating professional jobs.
Explain the term "competencies" and explain the differences among core, functional, and behavioural competencies.
What are the pros and cons of the following methods of job evaluation: ranking, classification, factor comparison, point method?
Identify and briefly describe the three stages in establishing pay rates.
Describe what is meant by the term"benchn1ark job."
What are the five components of total rewards?
DEFINE pay equity and EXPLAIN its importance today.
DESCRIBE the five basic elements of compensation for managers.
DISCUSS competency-based pay.
EXPLAIN in detail each of the three stages in establishing pay rates.
EXPLAIN the strategic importance of total rewards.
Discuss the rating errors that Brenda must be aware of and how these can be avoided.Brenda Jackson, a newly hired human resources manager, has been on the job for approximately six months and is in the process of trying to create a new performance appraisal system for her employer, Starbrite
Discuss and suggest the type of appraisal n1ethods that Brenda should recon1mend the company use.Brenda Jackson, a newly hired human resources manager, has been on the job for approximately six months and is in the process of trying to create a new performance appraisal system for her employer,
Discuss the performance managen1ent process highlighted in the chapter and how it will aid Brenda in creating this ne~r performance appraisal system for her employer.Brenda Jackson, a newly hired human resources manager, has been on the job for approximately six months and is in the process of
What guidelines would you recommend to Pierre and Jennifer for developing an effective appraisal system?Jennifer and Pierre disagree over the importance of having perfor1nance appraisals. Pierre says it's quite clear whether any particular LearnlnMotion.com en1ployee is doing his or her job. It's
What perforn1ance appra.isaJ problems \IVill Learnb1Motion encounter if they continue on the course of not using formalized performance appraisals?Jennifer and Pierre disagree over the importance of having perfor1nance appraisals. Pierre says it's quite clear whether any particular
Working in groups, using the NOC job description for cafeteria staff at a local university or college and the example of a performance rating form in Figure 10.2, develop a graphic rating Chapter 10 Performance Management 291 scale with behavioural incidents for a job of a chef within the
Working individually or in groups, develop, over a \lveek, a set of critical incidents covering the classroom performance of one of your instructors. Categorize the critical incidents to identify then1es within activities that are viewed positively and negatively. Expand on this identification by
Working individually or in groups, develop a graphic rating scale for a retail sales associate and a fast-food restaurant manager.
Explain ho\v to handle a defensive employee in a formal appraisal discussion.
What are the four key actions in conducting a formal appraisal discussion?
How nlight a supervisor deal with an extremely defensive yet productive member of his or her tea1n in the event of having to deliver the"in1provement portion" of the employee's performance appraisal? What techniques would the supervisor need to use to inaxi1nize the efficacy of the appraisal and
Discuss how employees might respond to the proposed implen1entation of electronic performance management systems, such as call monitoring, and so on. How nlight an organization deal with employees' reactions?
How might a supervisor handle a situation in which negative appraisals in the past have caused an employee to undervalue his or her performance?
Do you agree with the use of forced distribution methods to rate employees? Why or why not?
Son1e HR professionals avoid using BARS given that it is so time-consun1ing to develop. How could the development steps be streamlined?
Given the difficulty with providing traditional perfor1nance standards for jobs that are quite flexible, what sort of "standards" could be developed for these flexible jobs?
How can the problen1 of inconsistency between managers who are rating workers be solved or at least din1inished? Make two or more suggestions.
Assun1e you are presenting to an upper-year group of business students and one student asks the question, "Which perforn1ance appraisal system is the best?" How would you respond to that question?
Discuss the pros and cons of using different potential raters to appraise a person's performance.
Explain how to ensure that the performance appraisal process is carried out ethically and without violating human rights laws.
Describe the five steps in the performance appraisal process.
DISCUSS the future of performance management.
DESCRIBE the three types of appraisal interviews.
DISCUSS 360-degree appraisal from multiple sources.
DISCUSS the major problems inhibiting effective performance appraisals.
DESCRIBE five performance appraisal methods and the pros and cons of each.
EXPLAIN the five steps in the performance management process.
Is there anything Frank and Wilma should have done differently in your opinion?If so, what?Frank and Wilma Rogers live in the Toronto area.Frank is a product engineer in the automotive industry and Wiln1a is a professor for a local con1ffiunity college. Wilma has been working on her doctorate for
If Wiln1a wishes to stay in her new job, how could her employer assist her with this dilemma?Frank and Wilma Rogers live in the Toronto area.Frank is a product engineer in the automotive industry and Wiln1a is a professor for a local con1ffiunity college. Wilma has been working on her doctorate for
According to Edgar Scl1ein, what career anchors are driving Wilma's and Frank's careers at this point?Frank and Wilma Rogers live in the Toronto area.Frank is a product engineer in the automotive industry and Wiln1a is a professor for a local con1ffiunity college. Wilma has been working on her
What management developn1ent techniques should be developed?In the second year of operation of LearnlnMotion.con1, Jennifer was involved in a serious car accident and spent two months in the hospital and another four months in .rehabilitation before she was able to return to work. During this
If they decide to promote from within, how should promotions or transfers be handled?In the second year of operation of LearnlnMotion.con1, Jennifer was involved in a serious car accident and spent two months in the hospital and another four months in .rehabilitation before she was able to return
If Jennifer and Pierre decide to use succession planning, \
Would the process of career and development planning assist Pierre and Jennifer?In the second year of operation of LearnlnMotion.con1, Jennifer was involved in a serious car accident and spent two months in the hospital and another four months in .rehabilitation before she was able to return to
Using both the Strategic HR box and the Workforce Diversity box in this chapter, compare and contrast the approaches that firms are taking with respect to career development for younger and older workers. Based on your comparison, develop a career development policy statement for a financial
Review all positions you have ever held. Below each position, identify core knowledge, skills, and abilities that you learned in each position.Next, identify a career you would like to be actively engaged in over the next three years.Under the future career, outline core knowledge, skills, and
Find a person who is web-challenged (perhaps a family friend or one of your professors who is having trouble setting up a website or getting full use of the email system). Offer to reverse mentor him or her on using the web for a short time (a few weeks) in return for some career mentoring for you.
Review the website of a provider of management development seminars, such as the Canadian Institute of Management. Obtain copies of recent listings of seminar offerings. At what levels of managen1ent are the sen1inar offerings aimed?What seem to be the most popular types of developn1ent programs?
Discuss the six competencies in the Competency Matrix Model used at the Ban££ Centre. Do you think that any one of these is more in1portant than the others? Why or why not?If you were asked to list them in order of importance, what order would you put them in and why?
What steps could a company take to reduce political behaviour in the succession planning process?
How do you think employees are going to respond to the new focus on career planning, given the en1phasis in recent years on " being in charge of your own career "?
Would you tell high-potential employees that they are on the " fast track" ? How might this knowledge affect their behaviour? How n1ight the behaviour of e1nployees who are disappointed at not being included in management developm.ent activities be affected?
Do you think developn1ental job rotation is a good method to use for developing management trainees? Why or why not?
Explain the three n1ajor on-the-job n1anagement development techniques.
Explain the four important decisions to be made in establishing a pron1otion policy.
Explain three different ways in which managers can assist in the career development of their employees.
What is a career anchor? For each of the five career anchors, explain why you think each is important today?
What are the six n1ain types of occupational orientation?
Briefly describe each of the five aspects of the new approach to career development.
Describe why career planning and development has beco1ne more strategically important. Give a brief outline of what organizations are doing to take a more strategic approach in this area.
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