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resource management for individuals
Human Resource Management Functions, Applications, And Skill Development 3rd Edition Robert N Lussier, John R Hendon - Solutions
13-2 Identify and summarize the major components of OASDI and the Medicare program. PAGE 468
13-1 Discuss the strategic value of benefits programs, why these programs continue to grow, and considerations that need to be taken into account in providing benefits. PAGE 464
6. Although Jenkins refused his bonuses in 2012 and 2013, as the CEO, he would have a comprehensive compensation package. What other incentives might Jenkins be entitled to beyond his annual bonus?
5. Given your answer to question 4, develop a preliminary appraisal system for product cross-selling. How might this system be different if the incentive plan included group and organizational incentives?
4. Develop a preliminary individual performance-based incentive plan that you think best suits cross-selling. Why?
3. What other forms of individual incentive pay might Barclays have utilized? Which one of these plans might have saved the jobs lost to fund the bonus bank?
2. Individual performance-based bonuses and commissions are one form of incentive pay. Might group and/or organizational incentive pay systems have achieved similar results for Barclays?
1. The British government took the position that saving 10,000 jobs and deferring employee incentive pay was more important than immediate extrinsic reinforcement of sales force performance. How do the notions of entitlement and social loafing possibly explain the government’s position?
12-8 Briefly discuss the question of whether incentives improve performance and some options available for incentivizing employees other than knowledge workers. PAGE 453
12-7 Discuss the issue of executive compensation and how the major provisions of the Dodd-Frank Act affect the issue. PAGE 449
12-6 Identify the guidelines for creating motivational incentive systems. PAGE 445
12-5 Discuss the major reasons why incentive plans fail and the challenges involved. PAGE 443
12-4 Briefly discuss options for group-based incentives. PAGE 439
12-3 Briefly discuss options for individual incentives. PAGE 431
12-2 Identify the advantages and disadvantages of both individual and group incentives. PAGE 427
12-1 Discuss the major reasons why companies use incentive pay. PAGE 425
6. Why would the firm implement an HR policy that it knew would negatively affect its highest-paid employees? Did it perhaps have a hidden agenda?
5. If you were CVS’s CEO, knowing that you have to reduce costs and balance employee wages, what other measures would you take besides freezing raises for the highest-paid employees?
4. In light of the red-line policy, what was CVS’s philosophy toward employee performance, compensation, and longevity?
3. In terms of expectancy and equity theories, describe how the red-line policy will affect the motivation of employees.
2. Define the rate range of CVS employees. How would you change the pay structure to encourage performance, especially for red-lined employees?
1. Describe the pay structure and compensation system for a CVS store employee. How might this pay structure be different from that of the CEO of the firm?
11-8 Briefly discuss the issues of independent contractors versus employees and the problem of the gender–wage gap. PAGE 413
11-7 Briefly describe the concept of a pay structure, including broadbanding and delayering. PAGE 411
11-6 Briefly describe the concepts of job structure, pay levels, product market competition, and labor market competition. PAGE 407
11-5 Identify the three types of job evaluation and discuss whether they are more objective or subjective in form. PAGE 405
11-4 Briefly describe the concept of comparable worth and highlight the other legal issues in compensation. PAGE 404
11-3 Discuss the three major provisions of the FLSA and the penalties for misclassification of employees. PAGE 398
11-2 Identify the seven basic issues that make up the organization’s compensation strategy. PAGE 393
11-1 Identify the components of a compensation system and describe how expectancy and equity theories apply to compensation. PAGE 388
5. What rights do economic strikers and unfair labor practice strikers have to reinstatement?
4. What is the difference between economic strikes and unfair labor practice strikes?
3. What elements should be proven to show that Roberts was “constructively discharged”?
2. What factors would the NLRB most likely consider in its investigation of whether or not Roberts’s termination was a constructive discharge?
1. What are the differences between “constructive discharge” and “wrongful discharge”?
10-8 Discuss recent NLRB rulings dealing with the employer/employee relationship and briefly discuss the issue of union avoidance and suppression. PAGE 375
10-7 Describe the negotiation process. Briefly explain the processes of mediation and arbitration and the major difference between the two. PAGE 371
10-6 Identify the five conflict management styles. How is each described in terms of win or lose?PAGE 366
10-5 Briefly discuss what management can do to limit union organizing efforts. PAGE 365
10-4 Briefly discuss the union certification process, the NO TIPS rules for labor elections, and the concept of collective bargaining. PAGE 361
10-3 Identify the major labor laws in the United States and the other legal issues in labor relations.PAGE 353
10-2 Discuss the primary reason why measuring job satisfaction is so difficult, identify the best tool for getting employees to tell the truth about their level of satisfaction, and list the major determinants of job satisfaction. PAGE 350
10-1 Discuss the value of trust and communication in organizations. How do the message-sending and the message-receiving processes help improve trust? PAGE 344
5. When considering disciplinary action for an employee’s off-duty misconduct, what difference would it make if an employee is or is not represented by a labor union?
4. When conducting an investigation of an employee’s off-duty misconduct, what are important factors for the investigator to consider before recommending disciplinary action?
3. What rights does the city management have in this case?
2. Which particular employee rights discussed in the chapter may be asserted by the employee and his labor union representative in this case?
1. May an employer take disciplinary action (including discharge) against an employee for illegal off-duty misconduct?
9-6 Discuss the process of providing corrective feedback and identify the problems created by modern social media at work. PAGE 333
9-5 Briefly discuss the stages of the change process, and how we can overcome our own and others’resistance to change. PAGE 329
9-4 Identify the factors that positive leadership takes into account to be successful. PAGE 323
9-3 Briefly describe the coaching, counseling, and progressive discipline processes and how they are used. PAGE 311
9-2 Identify the rights that management has in modern organizations. PAGE 307
9-1 Identify the commonly accepted individual rights in the workplace. PAGE 304
6. What are the advantages and disadvantages of having performance reviews like OLR that involve only one-way communication, rather than MBO?
5. Amazon is a high-technology firm. How might it use electronic performance monitoring to supplement the OLR process?
4. Given your answer to the above question, what appraisal system do you think would best meet Amazon’s objectives of retaining the best employees while taking corrective action with the bottom 10%?
3. Given the differing appraisal systems described in this chapter, which appraisal systems most closely resemble OLR?
2. How might rater bias, stereotyping, and traits appraisal impact the accuracy of OLR?Could this be corrected? If so, how?
1. Do you think OLRs increase employee motivation? If not, why would Amazon conduct such performance appraisals?
8-8 Review the methods to improve employee engagement through performance management and the issue of electronic performance management. PAGE 292
8-7 Briefly discuss the differences between evaluative performance reviews and developmental performance reviews. PAGE 290
8-6 Identify some of the common problems, and how to avoid the problems, with performance appraisals. PAGE 286
8-5 Identify and briefly discuss available options for the rater/evaluator. PAGE 281
8-4 Briefly discuss the commonly used performance measurement methods and forms. PAGE 276
8-3 Identify and briefly discuss the options for what to evaluate in a performance appraisal. PAGE 272
8-2 List and briefly discuss the purposes of performance appraisals. PAGE 269
8-1 Discuss the difference between performance management and performance appraisals. PAGE 263
6. Assume that Google is ultimately successful and receives more female applicants, whom it then hires. What suggestions do you have for managing this new talent pool?
5. How might the concepts of self-efficacy and reinforcement theory help us better understand schoolgirls’ relative lack of interest in computer science?
4. Explain how Google’s “Made With Code” has become an integral part of its career planning.
3. Explain how Google’s particular situation demonstrates the relationship between employee recruitment and employee development, given the above discussion.
2. Some might argue that Google’s “Made With Code” program has redefined the concept of employee development. Agree or disagree and provide an explanation supporting your position.
1. What is a needs assessment, and how might Google use this tool to increase the presence of women in its workforce?
7-7 Describe the concepts of gamification, digital learning, and micro-learning, and the reasons that they have become more critical in today’s organizations. PAGE 254
7-6 Discuss the term career and the three common methods of employee development. PAGE 247
7-5 Briefly discuss the Four-Level Evaluation Method for assessing training programs and the three common ways we measure training success. PAGE 243
7-4 Discuss each of the major training delivery types. PAGE 239
7-3 Identify the three common learning theories and how they are used to create the four methods for shaping behavior. PAGE 233
7-2 Briefly discuss the steps in the training and development process and the common challenges to the process. PAGE 229
7-1 Discuss the major difference between training and development and identify the common situations where training may be needed. PAGE 226
6. Agree or disagree with this statement based upon this case: “Not hiring the right person is still better than hiring the wrong person.”
5. From what you have read, what are the criteria of selection employed by Facebook?Are they valid and reliable? How might this explain why Acton was not hired?
4. Psychological testing did not seem to be part of Facebook’s selection process. How might it use this testing, which tests might it use, and where in the process might it use them?
3. Facebook gives a battery of tests to the applicant along several steps of the selection process. What are those tests, what are they testing for, and how might Facebook ensure the validity and reliability of those tests?
2. If you were the recruiter responsible for the preliminary screening of applicants to Facebook, how would you prepare for the interview?
1. The hiring process at Facebook consists of three steps. What are those three steps, and which type of written tests are applicable for each?
6-9 Briefly discuss the main limits on selection testing and the problems associated with immigration processes. PAGE 214
6-8 Identify the common problems employers encounter during the selection process. PAGE 213
6-7 Discuss the use of the various background checks as tests for employment. PAGE 208
6-6 Discuss selection interviewing, including the three primary types of interviews and the five steps in the model for conducting them. PAGE 203
6-5 Briefly discuss the testing and legal considerations in the selection process. PAGE 195
6-4 Briefly discuss the use of applications and résumés as selection tools. PAGE 192
6-3 Discuss the major points in the Uniform Guidelines on Employee Selection Procedures(UGESP). PAGE 190
6-2 Identify the three main types of “fit” in the selection process and why they are important.PAGE 189
6-1 Describe the steps in the selection process and why it is so important to the organization. PAGE 186
6. What are the differing methods for evaluating the success of a recruitment program and what methods are described in the case?
5. What are the challenges and constraints in recruiting construction workers?
4. What methods external recruitment methods are discussed in the case?
3. Social Media recruiting is one of the methods recommended by Charles Kimmel of Kimmel and Associates to reach the millennials (high school and college students).What are the issues involved in using social media and how can they be overcome?
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