Resource Management For Individuals And Families 5th Edition Elizabeth Goldsmith - Solutions

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6. Create an id language file that defines the EMT’s political–ecological system simulator as an IntIDs model by including influence diagram words for all of the above ID models in this id language file.
5. Construct a stochastic and dynamic model of the at-risk species identified in step 1 and express this model in the id language.
4. Use social science theory to assign hypothesis values to group ID parameters.Place these values in group ID hypothesis parameter files.
3. Construct stochastic decision-making models of each group identified in step 2 and express each of these models in the id language.
2. Identify political groups in ecosystem-hosting countries that directly or indirectly affect the ecosystem.78 MANAGING A POLITICAL–ECOLOGICAL SYSTEM
1. Identify an ecosystem with one or more at-risk species of plants or animals.
3. Find the best set of ecosystem state values that can be reached by any change in group beliefs. Do this by iterating the following two steps. First, make a small change to qd as given in the example of this chapter in the direction of increased ecosystem health. Second, rerun id’s MPEMP
2. Repeat Exercise 1 but under the restriction that the belief systems of the president and the rural residents cannot be changed.
1. Using id, find the MPEMP in the East African cheetah EMT under the restriction that the belief systems of the rural residents cannot be changed.
4. Analyze (the differences between hypothesis and consistent parameter values).
3. Maximize (the agreement function).
2. Initialize (the values in β).
1. Specify (the values for βH).
It is often difficult to secure funding for nonprofit administrative expenses.How could an HR leader best position their ideas so that the implementation of technology becomes attractive to the CEO and/or to funders?
Some researchers suggest that external social media platforms (e.g., Twitter, LinkedIn) can be used to develop relationships with job candidates and, similarly, that internal social media platforms can be used to develop relationships between supervisors and supervisees. How could this be
There are many different ways technology can be used in human resource management. Do some stand out to you as more important than others?Why?
The Center for Association Leadership, ASAE, offers diversity and inclusion resources at: www.asaecenter.org/resources/topics/diversity-and-inclusion.
The Independent Sector has recently a launched an online portal featuring curated content on diversity, equity and inclusion (DEI), including resources to support effective DEI practice: www.independentsector.org/focus_areas/diversity?s=dei%20
What concrete HRM practices might be developed to enhance an embedded diversity consciousness in your organization? That is, what can you do, beyond the routine diversity and inclusion practices, to develop the recognition of difference as a value threaded throughout the organization’s work?
Do you think the way these concepts are defined impacts how well your organization advances its mission? Why or Why not?
How are diversity and inclusion defined within the context of your organization?
How would careers change for Millennials and future generations in terms of the types, quantity, and quality of work?
What can Baby Boomers and Millennials learn from each other? How can employers facilitate knowledge transfer across the different generations?
How do older generations (e.g., the Silent Generation and Baby Boomers)view the younger generations (e.g., Millennials) and vice versa? What are some of the stereotypes each generation has for each other?
What are some of the ways in which nonprofits can make themselves more attractive as employers to Millennials?
Do you think a multi-generational workforce breeds competition or cooperation? Why? How can managers foster a culture of cooperation and learning?
As a member of your generation, what attracts you to a specific job? What would make you want to build a career with that organization?
What do you think the biggest challenge is for nonprofits managing a multigenerational workforce?
You are an HR manager at a medium-sized INGO with offices in 14 countries. Your organization employs mostly national staff, but some senior management roles in each country office are currently filled by international staff. Design a system for staff well-being, considering the varying needs of
Consider the practical and ethical issues facing HR managers when designing a reward system for an organization with offices in multiple countries.Design a compensation system for a small office in Krong Bavet, in eastern Cambodia near the Vietnam border. They have hired: (1) a single 60-yearold
Explain the processes of professionalization and localization within the NGO sector.
Define the key actors working within the international aid sector, e.g.international and national, long-term contract, short-term consultant, and intern/volunteer. How clear are these different categorizations and what are the areas of overlap between different categories? Given that these
What types of knowledge are necessary for international aid work? How would you engage in staff selection to ensure you had all the necessary skills for a particular project?
What are the differences between a community-based organization(CBO), a non-governmental organization (NGO), and an international nongovernmental organization (INGO)? How would staffing look similar or different across these organizations?
If an organization incorporates volunteers, can it be argued that they are exploiting people?
When should an organization not incorporate a volunteer labor force?
What benefits do organizations receive from professionalizing their volunteer management strategies?
How do labor union policies impact decisions about interchangeability?
How do economic considerations about labor inputs, volunteers, and paid workers overlap with decisions and challenges related to nonprofit human resource management?
Why might nonprofit organizations interchange paid staff and volunteers?
What are the benefits and challenges of working with a mixed labor force?
How can nonprofit organizations ensure that employees perceive performance management systems in general and performance appraisals in particular as beneficial and valuable tools and not just as another requirement dictated by HR?
Given that nonprofit employees are predominantly motivated intrinsically, what would be good incentives in your opinion?
Have you had experiences with performance appraisals? How would you evaluate these?
McLagan's model (Figure 13.1) suggests HR has many interrelated parts.What theory(ies) support the idea that T&D is interdependent? What are some examples where T&D can be made most effective through integration with other parts of Hr and/or the organization?
What was the last training you attended as part of work? In what ways was it effective? In what ways could it have been improved?
What are some of the challenges to training and employee development in the nonprofit sector? What are some ways organizations can deal with those challenges?
What does your learning style suggest about the types of training/learning methods you should use? How is your style different from your classmates?
To gain a better understanding of your learning style go online to www.personal.psu.edu/bxb11/LSI/LSI.htm
What skills would be most useful to you in recognizing important contingencies in the workplace or among volunteers so that you would know when to tighten, or loosen, administration of the volunteer program?
As a normal way of doing business (the “default option”) on an everyday basis, how should the volunteer administrator go about doing his or her job?
What are the contingencies that you think would impact the volunteer administrator’s job?
In a recent management team meeting, a manager explained that employee engagement is the latest buzz word that is not supported by research. You offered to present a summary of the research on employee engagement at the next meeting. In bullet form, outline the key points and the research you will
Employee engagement impacts individual and organizational outcomes.Discuss some of the specific ways engagement could impact employee, volunteer, and organizational outcomes in nonprofit organizations.
To be engaged involves the use of the physical, cognitive, and emotional energy in the performance of an individual’s work role. Drawing on your experience, describe examples of when you showed you were engaged or disengaged.
Jane has told you that she is satisfied with her job. However, she is not sure whether she is truly engaged. She wants you to explain the difference between the two concepts.
You have been hired as a consultant to a small nonprofit organization. The board of directors has invited you to explain why the organization should be concerned about employee engagement. What are the major points you will highlight in your presentation?
Do you believe the above contract issues are interrelated? Do you believe that employees should have some influence on them? Explain your reasoning with specific examples or data.
Assume you are a member of the collective bargaining team for a healthcare union. What would be the contract terms/language you would seek to place in the contract for the following issues?i staffing levels ii quality of patient care iii workload distribution
How can unions, other nonprofits, individuals, and the community benefit from social justice unionism?
Explain what you think about the need for social justice unionism. What are the issues that are most important to you?
Explain why you think or do not think professional employees should belong to a union. Provide specific examples.
Identify and explain the two issues that are most important to you and why.
Go to the DPE website and look under public policy. What are the issues that the DPE is concerned about?
How does budget size influence compensation?
How should nonprofit organizations adjust pay during a recession or a period of economic stress?
What are some ways that nonprofit organizations can be creative with their compensation strategies, especially when they have limited resources?
Why should nonprofits consider aligning pay with performance? What are some of the positives and negatives of this?
For those of you currently employed in the nonprofit sector, locate a salary survey and see where your position falls in relation to that salary survey.What do the results tell you about what compensation principles are held by your organization?
The chapter discussed barriers to implementing talent management strategies within nonprofit organizations. What are they and how can nonprofits overcome these barriers?
What talent management resource(s) would be the most appealing to emerging leaders or established leaders and why?
If you were an executive director of a nonprofit organization, which talent management model would you choose to implement and why?
hours for her safe return. The other executives in the organization call a meeting to develop a plan on how best to resolve the situation for both the CEO and the organization.Vignette 3: Veronica, the distribution management supervisor for the food bank, just called in sick after years without an
What aspects of the nonprofit sector would make these situations challenging?Vignette 1: Your nonprofit organization serves vast rural areas of Nevada. In order to build bridges with decision-makers and other stakeholders in the rural areas of the state, senior management often travels together to
Examining the vignettes below (modified from Rothwell, 2015, pp. 3–4), how would you address these succession problems?
What roles might the Board of Trustees play in the recruitment and selection of nonprofit staff?
In what ways would recruiting and selecting volunteers differ from the recruitment and selection of paid staff members at nonprofits?
Think back to when you (or a friend/family member) were recruited and selected to a nonprofit organization. To what extent did the organization follow the best practices reviewed in the chapter? What other best practices did the organization use?
Debate whether values-based HRM is achievable, given the constraints that NPOs are operating under. How might the NPO shift its HRM to develop and implement a values-based HRM?
Discuss why the NPO might want to pursue administrative HRM. In which scenarios might strategic HRM or motivational HRM be more appropriate?
What is the NPO’s strategic orientation? Address the ways in which nonprofit managers can ensure the organization’s HRM is aligned with its strategy.
Termination of an employee is also often litigated. Have you ever been fired from a job or do you know of someone fired from a job? If so, in what ways was the termination handled well (in a legally defensible way) and in what ways was it handled poorly?
Issues of sexual harassment and discrimination are some of the most often litigated issues for employers. What are some actions your employer or volunteer organization has taken to avoid these issues? If they have not, what actions do you suggest they take?
Reflect on your own experience as a worker or job candidate. Have you seen instances where legal guidelines presented in this chapter have been violated? If so, what, if any, negative events or changes occurred?
While the nonprofit sector as a whole is viewed as increasingly diverse, the backgrounds of many nonprofit CEOs are considerably less so. In what ways can leadership in the nonprofit sector become more diversified?
In lieu of monetary compensation, what are some ways that nonprofit organizations can attract and retain employees? How might these differ by industry or occupation?
Given the knowledge that nonprofit sector salaries are often lower than government or private sector counterparts, what could be considered as additional motivating factors for employment in the nonprofit sector?
What would a nonprofit workplace look like if the HR office thought workers were motivated by “mission, not money”?
Think about a time when you preferred to take a certain role in the workplace(at a meeting, on a team, etc.). Do you know why you chose the role? How could social psychology explain your choice?
How many “stakeholders” can you identify who care about nonprofit accountability and performance?
What examples of “philanthropic particularism” can you find in your community? In addition to those discussed in this chapter, what are the possible implications for HR management?
Is it a misplaced assumption that nonprofit services are less “professional”than those in other sectors?
How many professions can you identify that are exclusive to one sector?
What is an example of determination in this chapter? Why is determination an important personality trait in times of constrained resources?
What does conservation of resources theory mean?
How can individuals and families cope with information and innovation overloads?
What does the science fiction writer William Gibson mean when he says, “the future is already here—it’s just unevenly distributed”? Explain your answer and give an example.
What attributes or characteristics do visionary leaders have?
Why do you think more people turn first to friends and relatives for financial advice, and then to professional financial advisers such as bankers, lawyers, and accountants?
Why do nearly 70 percent of retirees take Social Security before age 65? What are the pros and cons of this decision?

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