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business
managing human resources
Loose Leaf For Managing Human Resources 12th Edition Wayne Cascio - Solutions
Why is it in the best interests of management and labor to work together? Or is it?AppendixLO1
In terms of the "attract-retain-motivate" philosophy, how do benefits affect employee behavior?AppendixLO1
The new world of employee benefits is best described as "sharing costs, sharing risks." Discuss the impact of that philosophy on the broad areas of health care and pensions.AppendixLO1
What should a company do over the short and long term to maximize the use and value of its benefits choices to employees?AppendixLO1
What is the best way to develop pay systems that are understandable, workable, and acceptable to employees at all levels?AppendixLO1
What economic and legal factors should we consider in establishing pay levels for different jobs?AppendixLO1
How can we tie compensation strategy to general business strategy?AppendixLO1
Should OSHA's enforcement activities be expanded? Why or why not?AppendixLO1
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? 10-10.In performance reviews, why is it more important to focus on the future than to dwell on the past?AppendixLO1
Should discussions of employee job performance be separated from salary considerations?AppendixLO1
How can we overcome employee defensiveness in performance- feedback interviews?AppendixLO1
How is performance appraisal for teams different from performance appraisal for individuals?AppendixLO1
The chief counsel for a large corporation comes to you for advice. She wants to know what makes a firm's review system legally vulnerable. What would you tell her?AppendixLO1
Working in small groups, develop a performance-management system for a cashier in a neighborhood grocery with little technology but lots of personal touch.AppendixLO1
You have been asked to design a rater-training program. What types of elements will be specific to managers, specific to employees, and common to both?AppendixLO1
What is the difference between performance management and performance appraisal?AppendixLO1
What would an effective performance-management system look like?AppendixLO1
How can we tie incentives to individual, team, or organizationwide performance?AppendixLO1
In implementing a pay-for-performance system, what key traps must we avoid to make the system work as planned?AppendixLO1
In view of the considerable sums of money that are spent each year on employee benefits, what is the best way to communicate this information to employees?AppendixLO1
What cost-effective benefits options are available to a small business? LO AppendixLO1
What are some of the key trends in benefits offered and strategies to pay for them?AppendixLO1
What options are available to help a business control the rapid escalation of health-care costs?AppendixLO1
What strategic considerations should guide the design of benefits programs?AppendixLO1
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? 11-10.How do tight versus loose labor market conditions affect wage rates?AppendixLO1
In your view, what might cause an incentive plan to fail?AppendixLO1
If you were thinking of offering an employee stock-ownership plan, what key factors would you consider?AppendixLO1
Distinguish profit-sharing from gain-sharing.AppendixLO1
What cautions would you advise in interpreting data from pay surveys? 115. In your opinion, why are more firms tying executive incentives to long-term (3 years or more) company performance?AppendixLO1
Discuss the advantages and disadvantages of competency- or skill- based pay systems.AppendixLO1
What can companies do to ensure internal, external, and individual equity for all employees?AppendixLO1
What steps can a company take to align its compensation system with its general business strategy?AppendixLO1
What would an effective performance-management process look like?AppendixLO1
How have global flows of information and knowledge changed the ways we live and work?AppendixLO1
What people-related business issues must managers be concerned about?AppendixLO1
Which features will characterize the competitive business environment in the foreseeable future, and how might we respond to them?AppendixLO1
What people-related problems are likely to arise as a result of changes in the forms of organizations? How can we avoid these problems?AppendixLO1
What are the HR implications of our firm’s business strategy?AppendixLO1
What are the HRM implications of employing nonstandard workers in the “gig” economy?AppendixLO1
How will demographic changes and increasing diversity in the workplace affect the ways that organizations manage their people?AppendixLO1
Considering everything we have discussed in this chapter, describe management styles and practices that will be effective for your country’s businesses in the next decade.AppendixLO1
What difficulties do you see in shifting from a hierarchical, departmentalized organization to a leaner, flatter one in which power is shared between workers and managers?AppendixLO1
How can effective HRM contribute to improvements in productivity and quality of work life?AppendixLO1
How can effective HRM contribute to sustainability?AppendixLO1
If you could only work on three of the nine key HR competencies, what would they be, and why did you choose those three?AppendixLO1
The pace of developments in new technologies is becoming faster than the abilities of workers to adjust to them. What recommendations would you make to high-level policymakers in organizations and government to address this issue?AppendixLO1
It has often been said that people don’t leave bad companies; they leave bad bosses. What can managers do to enhance employee retention?AppendixLO1
How does the effective management of people provide a competitive advantage to organizations?AppendixLO1
How is technology changing work and organizations?AppendixLO1
How does HR technology affect the management of people?AppendixLO1
How can managers leverage HR technology to maximize efficiency and effectiveness?AppendixLO1
What key considerations should guide the selection of a vendor for an organization's human resource information system?AppendixLO1
What challenges will managers confront when implementing HR technology?AppendixLO1
Describe how technology has changed the ways that you live and work.AppendixLO1
Always-on technology, such as e-mail and smartphones, has promises as well as perils. Discuss alternative strategies for avoiding overwork and burnout.AppendixLO1
If an organization decides to use biometrics for security reasons, what can it do to protect personal privacy?AppendixLO1
Technology alone is not sufficient to ensure a successful implementation of an HRIS. What else is necessary?AppendixLO1
Identify three types of security procedures that can help to minimize the risk of security breaches.AppendixLO1
What are some examples of HR risks?AppendixLO1
What are the advantages and disadvantages of on-premise versus SaaS HRIS?AppendixLO1
How might HRIS affect employees, managers, and HR team members?AppendixLO1
You have been charged with choosing an HRIS. What key factors will you consider?AppendixLO1
Recommend three strategies for protecting employees' personal information.AppendixLO1
How can HR measures improve talent-related decisions in organizations?AppendixLO1
If I want to know how much money employee turnover is costing us each year, what factors should I consider?AppendixLO1
How do employees' attitudes relate to their engagement at work, customer satisfaction, and employee retention?AppendixLO1
What's the business case for work-life programs?AppendixLO1
What are the key elements of the LAMP model? What does each contribute?AppendixLO1
Given the positive financial returns from high-performance work practices, why don't more firms implement them?AppendixLO1
Why is management interested in the financial effects of employee attitudes?AppendixLO1
Discuss three controllable and three uncontrollable costs associated with absenteeism.AppendixLO1
Why should efforts to reduce turnover focus only on controllable costs?AppendixLO1
In making the business case for work-life programs, what points would you emphasize?AppendixLO1
What might be some examples of jobs or business models where increasing (or decreasing) turnover makes sound business sense?AppendixLO1
How would you answer the question "Is employee turnover good or bad for an organization?"AppendixLO1
If you wanted to quantify the financial effects of collaboration and sharing knowledge in a hospital, how might you proceed?AppendixLO1
As a recruiter, your boss says to you, "Don't worry about not filling that open position. We're saving money." Under what circumstances might it be more costly not to fill an open position?AppendixLO1
Why don't more fathers take paternity leave, even when their employers offer it?AppendixLO1
How are employment practices affected by the civil rights laws and Supreme Court interpretations of those laws?AppendixLO1
What should be the components of an effective policy to prevent sexual harassment?AppendixLO1
What obligations does the Family and Medical Leave Act impose on employers?AppendixLO1
What rights does it grant to employees? When a company is in the process of downsizing, AppendixLO1
what strategies can it use to avoid complaints of age discrimination?AppendixLO1
What should senior management do to ensure that job applicants or employees with disabilities receive "reasonable accommodation"?AppendixLO1
If you were asked to advise a private employer (with no government contracts) of its equal employment opportunity responsibilities, what would you say?AppendixLO1
As a manager, what steps can you take to deal with the organizational impact of the Family and Medical Leave Act?AppendixLO1
Prepare a brief outline of an organizational policy on sexual harassment. Be sure to include complaint, investigation, and enforcement procedures.AppendixLO1
What steps would you take as a manager to ensure fair treatment for older employees?AppendixLO1
Collect two policies on EEO, sexual harassment, or family and medical leave from two different employers in your area. How are they similar (or different)? Which aspects of the policies support the appropriate law?AppendixLO1
To comply with the provisions of the Pregnant Workers Fairness Act, what types of reasonable accommodations might an employer make for a pregnant employee?AppendixLO1
What are some of the key differences between adverse-impact discrimination and disparate-treatment discrimination?AppendixLO1
Your boss, the chief HR officer, asks for advice on how to avoid charges of age discrimination when conducting a layoff. What would you recommend?AppendixLO1
How might an employer ensure that the term overqualified applicant is not just a code for too old?AppendixLO1
You are the CEO of a midsize manufacturing company. You want to be sure that all your supervisors understand the concept of retaliation and that your company is not accused of it. What actions might you take?AppendixLO1
How are employment practices affected by the civil rights laws and Supreme Court interpretations of those laws?AppendixLO1
What should be the components of an effective policy to prevent sexual harassment?AppendixLO1
What obligations does the Family and Medical Leave Act impose on employers?AppendixLO1
What rights does it grant to employees? When a company is in the process of downsizing, AppendixLO1
what strategies can it use to avoid complaints of age discrimination?AppendixLO1
What should senior management do to ensure that job applicants or employees with disabilities receive "reasonable accommodation"?AppendixLO1
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