New Semester Started Get 50% OFF Study Help! --h --m --s Claim Now

Question Answers

Textbooks

Find textbooks, questions and answers

Oops, something went wrong!

Change your search query and then try again

Result Not Found

Books FREE
Study Help
Tutors
AI Study Planner NEW
Sell Books

Search
Sign In
Register

study help
business
managing human resources

Managing Human Resources 9th Edition Luis Gomez-Mejia, David Balkin, Kenneth Carson - Solutions

Create a spreadsheet, either electronically or on paper, that includes the revenue and cost criteria discussed in this case. Include in the matrix a comparison of training a technical skill (such as a production technique) and training a soft skill (such as interpersonal communication). Use the
Using the evaluation framework presented in Figure 8.5, which level would the challenge training attempt to improve?
Join your teammates and consider the training to help employees challenge unethical behavior.a. How can the effectiveness of this training be maximized?b. Do your team members agree that this ethics training is a good idea? Why or why not?c. Share your assessments with the rest of the class.
As a team, identify some examples of unethical behavior that college students might engage in. For each of these examples, determine whether challenges from other students would be effective or too risky and give some reasons why this is so.
Do you think students can benefit from training focused on challenging unethical behavior? Why or why not? Share your team’s assessment with the rest of the class.
Generate examples of unethical behavior (either in a university or workplace setting).a. What behaviors reflect intimidation or bullying?b. How can these behavioral examples be used in training to help challenge those examples of unethical behavior?
How could you measure the training needs for each of the three areas of country, job, and worker characteristics?
Do you think that the three categories of potential training needs (country, job, and worker) should receive the same or different weights? That is, should a deficit in a job competency be viewed as more critical than a deficit in a cultural competency?
If time or budget were limited, what areas of training would be the top priority?
How do you think the effectiveness of training for expatriate positions should be measured?
Training for repatriation is also an important consideration. How do you think the effectiveness of training for repatriates should be measured?
As a team, consider training for repatriation.a. Do your team members agree that training for repatriates should be offered?b. How could you know whether the training is effective?c. Share your team’s judgment of repatriation training and how its effectiveness could be assessed.
Decide for yourself or have your instructor assign your team to focus on either expatriates or repatriates. As a team, consider the three sources of possible training needs: country, job, and worker characteristics.a. How would you assess training needs in each of these areas, for either
The effectiveness of training is an important consideration, and the effectiveness of training for expatriates is no exception. Consider the four levels of measuring training effectiveness (Level 1: reaction; Level 2: learning; Level 3: behaviors; Level 4: financial return on the investment).a. How
How much responsibility does a company have for managing its employees' careers? Can a company take too much responsibility for employee career development? In what ways might this be harmful to employees?
Explain the career-related factors to keep in mind when making the employee’s first assignments.
As a manager, what could you do to offer career development for your workers? Do you think it would be worth it? Why or why not?
What would you suggest about the use of social media as a career development tool? Is it a good option? How could it be better used in career development?
People have different comfort zones and aspirations that can affect their careers. How does the career anchor system (see Manager’s Notebook, “Anchor Yourself,”) take these individual differences into account? Do you think if people are guided by their “anchors” that they will be happier
Describe the concept of career anchors. Why are they important in career development?
Distinguish between career development and advancement. Describe at least two steps that can be taken to improve development and two that can be taken to improve advancement.
Can being too focused on career enhancement have negative effects? Describe. Can a careerist orientation also have positive effects? Describe.
As a team, consider how the SWOT analysis might be streamlined for use by individuals. For example, develop a list of strengths that people could use to rate themselves. What key skills would your team list? Could this same list be used to assess weaknesses? Similarly, generate a list of possible
As a team, apply the SWOT framework to an individual’s career. Identify strengths, weaknesses, opportunities, and threats for a fictitious colleague (thus avoiding the possible discomfort of asking a volunteer to discuss his or her weaknesses). Given the analysis, generate an action plan. Share
Ask peers and acquaintances about their career plans. Do most people have a career plan that they can state succinctly? Also ask how they arrived at their career plans. Consider the responses. Do you think people came up with their action plans based on a careful SWOT analysis? If not, might there
Competencies are important to career success, but so, too, are career anchors. These two factors are analogous to ability and motivation being predictors of performance (see Chapter 5). Construct a parallel equation using competencies and anchors as predictors of career success. How is this simple
In some work environments, career aspirations are ignored and immediate performance is the focus. Do you think this lack of attention to career anchors is an ethical issue? Explain why or why not.
A key issue in career development has to do with the competencies associated with different career paths. Strengths and weaknesses on various competencies can be assessed and then a plan for development can be put into place. Another key issue is the career anchor that employees bring with them. A
As a team, select a member to share career anchors and plans. As a class, assess whether there is a high degree of fit with career anchors. What is the consensus of the class regarding the importance of this fit?
Use the Manager’s Notebook “Anchor Yourself” to assess your top career anchor(s). What type of career do you think you want to pursue? Does it match with your anchor? Do you think the degree of match is an important consideration? Why or why not?
How do you think mentors and mentees should be matched? Should they be assigned or allowed to choose each other?
As a team, consider the mentoring activity from the mentee perspective. Place yourselves in the position of someone who does not feel like part of the organization, has hit a plateau, or may be in another country and not have a deep understanding of the organization. What would you be looking for
With your team, identify mentor selection criteria for mentors whose primary purpose would be to share organizational knowledge with international employees who need to develop this knowledge base. What characteristics should employees have in order to serve in this mentor role? Identify selection
Do you think mentoring is effective for developing a more unified organization? Ask peers, family members, and friends whether they have had a mentor in their career. Was the relationship helpful? Why or why not?
According to a 2010 study by economists Angus Deaton and Nobel Prize–winning psychologist Daniel Kahneman, “high income doesn’t bring you happiness, he further a person’s household income falls below $75,000, the unhappier he or she is. But no matter how much more than $75,000 people make,
In a recent article by professors Hannah Riley Bowless from Harvard and Linda Babcock from Carnegie Mellon, the authors argue that “policy makers, academics, and media reports suggest that women could shrink the gender pay gap by negotiating more effectively for higher compensation. Yet women
According to a recent report by the Society for Human Resource Management, “many job evaluation methods are subjective. Evaluators’ decisions about which jobs are worth more can be personal and emotional. If the evaluation team knows the job incumbents, they may consider employees’ personal
Some people believe that the recent trend toward giving employees nonmonetary rewards is simply a way to save money by using a cheaper method to retain, attract, and motivate employees. Do you agree? Do you think this is fair? Explain.
Some people argue that is it is wrong for CEOs to earn multimillion-dollar salaries while some of their employees are earning the minimum wage or even being laid off. Some suggest that a firm’s top earner should earn no more than 20 times what the lowest-ranked employee earns. What do you think?
Do you think employers nationwide should be banned from asking applicants about their compensation history? Do you think the introduction of such a law at the federal level would serve to reduce disparity in pay between men and women? Explain.
Some states, such as Oregon, require that if a company violates the “compensation history ban law,” employees (mostly women) have to be reimbursed for any pay gaps that might be the result of asking compensation history questions. Do you agree? How would you go about enforcing this mandate?
Do you think that one way to comply with the “compensation history ban law” would be to provide all candidates with a salary range for the job in question and see if they are still willing to continue the conversation? Would this tend to reduce the pay gap between men and women?
You are appointed to a committee of the HR department in corporate headquarters whose task is to develop recommendations on how to set pay levels when new offers are extended to prospective recruits. The company has branches in 20 states, some of which have a “compensation history ban law” and
Examine the “compensation history ban law” in various states and cities that have enacted this legislation. What is common across these jurisdictions? What are some unique aspects of this legislation that distinguish the laws passed by various states and cities?
Do you think that companies provide these types of family-oriented rewards for altruistic reasons? Do you see this as a trend? Explain.
Do you think employees who take advantage of these forms of family assistance support truly value these services more than they would an equivalent amount in take-home pay?
If you had a choice of working for a firm that offers you a higher wage but little in the way of family support services versus a firm that offers you a lower wage but better family support services, which one would you pick and why? Explain.
Form teams of five. Each team is to develop a proposal for a medium-size company in the retail, hospitality, transportation, or manufacturing sectors to provide family-support rewards to employees. Team members should consider some of the rewards discussed in the case opening and decide in favor of
Role-play a human resources manager trying to convince the company CEO and two of his executives (role-played by three students) that introducing some of the rewards discussed in the case opening is good for the firm. The CEO and the two executives should ask probing questions of the HR manager
Based on the data collected by the faculty council, name three compensation problems that exist at Mountain States University.
A group of six faculty members has come to see the dean to express dissatisfaction with pay compression (reduced pay differentials between lower and higher ranks) at the college. All six represent current faculty; two are assistant professors, two are associate professors, and two are full
One student will role-play a department chair who has just hired a full professor from another institution at a much higher salary than a full professor who has spent 20 years at the university. Another student will role-play the 20-year veteran who will go to the department chair for explanations.
Interview a number of professors or instructors of your choice and ask them if pay compression is a problem. If so, ask them to give you reasons as to why this happens, the consequences, and suggestions for resolving the problem. Analyze their answers and provide your own recommendations based on
Based on what you’ve read about Antle, do you agree with the problems identified by the committee? If not, what alternative set of problems or issues do you see?
Peter Merton has set up a committee composed of the HR director, two general managers, two senior employees, and one external HR consultant. The committee, com- posed of six students each, will provide recommendations to Merton (played by the instructor) as to what the company should do next to
Students will assume various roles (HR director, general manager, senior employee, and external HR consultant) and each will represent his or her perspective depending on the assigned role. Role-play should last approximately 15 minutes, to be followed by an open class discussion. Roles include
Some companies have introduced “business literacy” programs on the assumption that pay-for-performance programs will only work if employees are aware of what brings money into the firm. Most employees are totally unaware of their company’s financial situation. Companies like PepsiCo, Sears,
An insurance company compensates its work teams by awarding an annual bonus based on three factors: productivity, customer satisfaction, and quality of work. In one of its teams, four members came up with a way to speed up claims payments that, in turn, boosted customer satisfaction and
In 2002, Ford announced some of the details concerning the firing of former CEO Jacques A. Nasser, which followed a $5.4 billion loss during his last year in the job (Mullaney & Darnell, 2002). In addition to an annual pension for life of nearly $1 million (he is only 53 years old) and
How much consideration should the organization give to the psychological health of its employees when designing a pay-for-performance system?
Some critics of pay-for-performance programs warn that incentive pay may promote unethical behaviors among employees. Do you agree? Why or why not? What system would you put in place, if any, to prevent this from happening? Explain.
Do you think it is ethical for a company to give its CEO and its other top executive’s multimillion-dollar pay packages that are not closely tied to the company's performance?
Based on your experiences working in a group task (for instance, completing a course project), what major problems have you observed when the team is rewarded as a group (for instance, a grade for the entire team based on the quality of a completed class project)? What can be done to mitigate the
Some companies offer “healthy living incentives” based on measurable criteria of current and future health (such as fat mass body index, blood pressure, and cholesterol). Do you believe that most employees value these incentives over cash? Do you think these incentives are capable of changing
John Mackey, CEO of Whole Foods, keeps his pay low to keep staff morale high and donates half of his pay to charity. Most of his pay is based on Whole Foods’ performance. Mackey has blogged that stratospheric CEO pay is bad for business because it creates employee dissatisfaction, reduces
Outline a set of features that you would put in place if you were asked to design a pay-for-performance system. Based on the materials learned in this chapter, explain why you have suggested each of the specific features.
In recent years most companies have relied heavily on the use of stock-based compensation programs to reward senior executives. What are the advantages and disadvantages of using these incentive programs for executives? A smaller portion of firms have also introduced employee stock ownership plans
A group of scholars has argued that use of extrinsic rewards tends to reduce intrinsic motivation. Why do the scholars reach that conclusion? Do you agree? Explain.
The class is divided into teams of five. Some teams are asked to defend the view that most financial incentives should be targeted for key contributors. The other teams are asked to defend the contrarian view; that is, that devoting most compensation resources to the welfare of all employees is a
The class is divided into teams of five. Let’s assume a firm with 5,000 employees has a pool of 50 million dollars annually to allocate either to bonuses for individual contributors or to support activities that enhance the welfare of all employees (such as day care or paid sick leave). Each team
Research the success (or failure) of pay-for-performance systems for individual employees. Based on your research, would you recommend that these systems be expanded, limited, or eliminated altogether? Justify your recommendations.
What do you think accounts for the recent shortening of the pay-for-performance cycle? Do you see this as a positive trend? Explain.
What are some of the challenges of managing a pay-for-performance system as described here? Explain.
Do you think a short pay-for-performance cycle would work for some jobs better than others? If so, for which kinds of jobs is it more appropriate? Provide examples and explain.
The class is divided into groups of three to five members. Each team will provide a set of recommendations as to how pay-for-performance systems can be made more “agile,” whereby employees are evaluated frequently and rewarded accordingly. Team may also develop an example based on the
Take a look at some of the more recent HR literature on pay for performance, let’s say in the past three years. What are some of the major themes that you find? Why do you think those themes are becoming popular? Do you agree or disagree with most of that literature? Explain.
Do you agree with the proposal being made by the consulting firm? Why or why not? Explain.
As a small firm owner, do you think it is a good idea to distribute profit gains the board among all employees or would you rather distribute the profit gains based on individual contributions? Explain.
Divide the class into groups of three to five students. One set of teams will defend the proposition that incentives can be beneficial to a firm by reinforcing desired behaviors. Another set of teams will defend the position that in most cases incentives promote a “let’s beat the game”
In a Midwestern state prone to frequent and severe snowstorms, the head of the Department of Transportation (DOT) has introduced a proposal to provide an incentive to snowplow operators linked to the number of miles shown on the odometer during each shift. The incentive plan, scheduled on a trial
Many have blamed the Wall Street debacle of 2008–2012, which the Wall Street Journal has referred to as the “worst crisis since 1930s,” on the inappropriate use of pay incentives for top executives of large financial giants. According to this view, these executives earned huge bonuses if
Most large employers provide some sort of retirement fund for their employees. Do you think that companies are ethically bound to offer this benefit? Does the financial condition or size of the firm (good or poor) make any difference to your analysis?
Paid time off (PTO) policies pool vacation, sick leave, personal days, and floating holidays into a bank of days that employees can have for personal use. Normally, the use of one of these days requires notification of the supervisor in advance. However, PTO can also be used for unplanned reasons,
One way for companies to lower their workers' compensation costs is to move from a state with a high workers' compensation tax rate to one with a lower rate. Is this a legitimate reason for moving a business? What other ethical issues should employers think about when trying to decrease workers'
Cost containment is an important issue in employee benefit programs? Provide at least three employee benefits where cost containment is a high priority and explain how it works for each benefit.
Do you expect that Walmart’s new policy that extends paid parental leave to all full-time employees will have a positive effect on its ability to attract and retain employees in its retail stores and warehouses across the nation? Explain the reasons for your answer.
Will women benefit more than men from Walmart’s paid parental leave policy? What evidence would lead you to believe that women are likely to receive greater benefits from a paid parental leave policy?
For many years Walmart focused exclusively on providing “everyday low prices” to customers so they could save money on the merchandise and food they bought at Walmart stores. In order to provide the low everyday prices, Walmart would establish low hourly wages and minimal benefits to its
This experiential exercise consists of a thought experiment that asks you to think how you would respond if placed in the following situation. You and your spouse are high school graduates and have both been working for Walmart as full- time hourly employees in the same store for three years in a
With a group of four or five students, discuss the legal implications of penalizing employees for not adopting healthy habits within wellness programs, as explained in the case. For example, can overweight employees seek protection under the ADA for being discriminated against by an employer that
Suppose you worked at a company that implemented a new wellness policy that required that you take health screenings each year for weight, cholesterol, tobacco use, and other health indicators. According to the wellness policy, if you do not achieve a high enough wellness score you will be required
According to Fidelity, one of the largest financial services firms, the average 401(k) fund lost 31 percent of its value between 2007 and 2009 in the aftermath of the financial crisis. People who were close to retirement realized that?they would need to work for several additional years to have
This exercise is designed to raise your awareness about 401(k) retirement plans. Assume that the company you work for has a 401(k) retirement benefit—most companies do have these plans. Answer the following questions concerning 401(k) retirement benefits:a. Will you enroll in the 401(k) plan as
Some companies attempt to restrict the behavior of employees while they are off the job. The most common restriction is a prohibition against smoking. Less common, is a prohibition against public drinking. Is it ethical for a company to try to control its employees' behavior while they are not on
Bob Allenby's company handbook states that employees will be fired only if they violate the company's listed reasons for termination. Bob is fired, yet his conduct did not match any of the reasons outlined in the handbook. He has decided to file a lawsuit against his company for wrongful dismissal.
Why do employees not take suggestion systems seriously in some companies? What can management do to improve the credibility of its employee suggestion system?
Academic cheating on exams occurs at a high frequency at many universities and yet most students are not willing to inform on cheating students and use university feedback channels designed to let the university administration be aware of the parties who are cheating. With a group of four or five
In this experiential exercise, think about how you would react to the following situation. During the first few months of your first professional job since graduating from the university, you discover that your supervisor is a difficult person and treats you badly. Here are some examples:(1) At
Costco has higher compensation expenses than Walmart as described in the case. What do you consider to be the rationale that Costco uses that justifies its policy of being a leader in pay and benefits in the retail industry?
Costco’s “good jobs strategy” allows it to have very high rates of employee retention in its stores compared with the retail industry average, which is much lower. Can you think of other factors besides better pay and benefits that influence Costco employees’ decisions to remain at their

Showing 5000 - 5100 of 5174

First
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52

Step by Step Answers

Services

Sitemap
Fun
Definitions
Become Tutor
Used Textbooks
Study Help Categories
Recent Questions
Expert Questions
Campus Wear
Sell Your Books

Company Info

Security
Copyrights
Privacy Policy
Terms & Conditions
SolutionInn Fee
Scholarship
Online Quiz
Give Feedback, Get Rewards

Get In Touch

About Us
Contact Us
Career
Jobs
FAQ
Student Discount
Campus Ambassador

Secure Payment

Download Our App

© 2026 SolutionInn. All Rights Reserved