Staffing Organizations 9th edition Herbert G Heneman III, Timothy A Judge, John Kammeyer Mueller - Solutions

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Evaluate critically the main approaches to leadership theory
Understand the changing role of the leader
Understand the assumptions underlying motivation theories and their relevance to leadership and coaching
Identify the emerging and alternative approaches to leadership and the value of self-leadership
Evaluate the concepts of positive psychological capital and authentic leadership
Understand the complex relationship between leadership and culture
Set up a class debate titled ‘In the end, when you want to motivate people, all that matters is money –everyone has a price!’ Have one team argue for the previous statement and one team against. Both groups should use current motivation research and theory to state their claims.
Is it realistic to assume that the concept of positive psychology can be applied in the business world? Why or why not?
What do you think the moral of the story is?
Would we still call it effective leadership or even authentic leadership if Clif Bar had gone bankrupt instead of increasing in revenues?
How did Gary use the concept of balanced processing and self-awareness when all experts were saying one thing yet he chose a different direction?
In this case, Gary was transparent about his intentions with his partner. What are the political and power-related circumstances that make it easy or difficult to be transparent at the upper levels of organizational leadership?
In an age of rational decision-making, how do authentic leaders stay true to themselves when the‘numbers’ or evidence presented by respected advisors suggest a different choice?
Describe the origins and meaning of human resource management
Understand the key concepts in human resource management and how they affect organizational practice and performance
Describe the ‘hard’ and ‘soft’ approaches to human resource practices and policies
Understand the main methods and approaches to recruitment, selection, retention, and development used in human resource management
Evaluate the human resource function and its role in shaping organizational behaviour
Appreciate the role of government in influencing human resources policy
With your peers discuss critically the following statements:a ‘Maternity leave makes it too easy for women to opt for getting pregnant at the expense of the organization.’b ‘Should women and men have equal pay? Why and under what conditions would inequity in pay be justified?’c ‘Does
Divide into two teams; team 1 will follow the scientific management model of HRM and team 2 will follow the human relations model. Assume you are the co-owner of a mediumsized company that deals in the production and export of electrical components for plasma HDT TV sets. You have a staff of 25,
Debate: Unions are a waste of time and money! Choose two teams of three, plus one moderator and one timekeeper, with the rest of the class to act as the audience and judges. Organize a debate between two groups with one group for the affirmative (unions are a waste of time) and one group for the
Describe the HR approach used by MHS and Cisco.
How was compassion embedded within MHS and Cisco?
What might be the result, in terms of positive psychological capital, of the HR approaches used in this case?
What “rule of thumb” or guidelines would you recommend for deciding whether statistical differences reflect discrimination occurring through the staffing system?
How should we evaluate the initiatives?
Should we proceed?Wally’s Wonder Wash (WWW) is a full- service, high- tech, and high- touch carwash company owned solely by Wally Wheelspoke. Located in a midwestem city of 200,000 people (with another 100,000 in suburbs and more rural townsthroughout the county), WWW currently has four
What do we need to decide?
How might we attack the problem?
Do we think turnover is a problem?
If retention is a serious problem for HCLC, what are the main ways we might attack it?
Discuss some potential problems with downsizing as an organization's first response to a need to cut labor costs.
Are there any lurking legal problems?
What are the costs of this turnover; might there be any benefits?
What additional data should we try to gather to learn more about our managerial turnover?
Is the loss of 30 managers out of 120 in one year cause for concern?
What would you recommend that Dexter do differently in the future to improve his evaluation of the staffing process?
What are possible reasons for the fact that the three sources differ in their relative effectiveness?
What is the relative effectiveness of the three sources in terms of yield ratios, cycle times, and retention rates?
What are examples of staffing tasks and activities that cannot or should not be simply delegated to a staffing information system for their conduct?
Determine the yield ratios (offer receivers/applicants, new hires/applicants), time lapse or cycle times (days-to-offer, days-to-start), and retention rates associated with each recruitment source.
What changes would you make in the HVP program, and why?
What issues and problems will the HVP plan create for HR? For the hiring manager?
How will current associates react to the HVP program, and why?
Will the HVP program likely reduce turnover? Why or why not?
Will the HVP program likely increase the job offer acceptance rate? Why or why not?
If you were an applicant, would the HVP program be attractive to you? Why or why not? If you were going to be an offer receiver, which of the three plans would you choose and why?
Draft a proposed job offer letter to Jane, incorporating your recommendations in points 1 and 2 above, as well as other desired features that should be part of a job offer letter.
Recommend other inducements beyond salary, health insurance, vacation and hours schedule that might be addressed in the job offer and why.
An organization has a staffing strategy in which it over-hires by 10% the number of employees it will actually need in any job category in order to ensure it meets its hiring needs. It reasons that some of the new hires will renege on the accepted offer, and that the organization can renege on some
Recommend whether Jane should receive a best shot, market-matching or lowball offer? Why?
Although the data provided in the exhibit reveals that all selection measures were given to all 11 candidates, would you advise “Come as You Are” to use a sequence for future selection decisions? In other words, should all measures be given to all candidates at once? Explain why or why not.
Using the decision making process from the previous question, who would you select into the training program? Explain your decisions.
How would you go about the process of making decisions about who to select for the openings? In other words, without providing your decisions for the individual candidates, describe how you would weigh the various selection information in order to reach a decision.
What limitations are inherent in the estimates you have made?
If the number of applicants increases dramatically (more applications are coming in than Randy expected), how would your answers to questions 1 and 2 change?
If Randy can only use one method, which should he use?
Is clinical prediction the fairest way to combine assessment information about job applicants, or are the other methods (unit weighting, rational weighting, multiple regression) more fair? Why?
What parts of this information seem most important for choice of selection measures? How does each piece of information fit with the “choice of assessment method” discussion?
Citrus Hill considered expanding their operations into the Caribbean and Latin America One of Mandy's concerns is how to staff such positions. If Citrus Hill does expand its operations to different cultures, how should Many go about staffing such positions? Be specific.
Construct a scenario in which you think Mandy should continue her business relationship with SSI. On the other hand, if Mandy decides on an alternative assessment process, what would that process be? How would she evaluate whether that process was effective?
How might CSD, and Bioglass more generally, make better promotion decisions in the future? Be specific.
What is the likely cause of CSD’s problems?
For each finalist, you are to decide whether or not you would be willing to hire the person and why.
In the past, BSS has used the following initial assessment methods: application blank, interviews with Stanley and other BSS managers, and a follow-up with the applicant's former employer. Beyond changes to its background testing program, would you suggest any other alterations to BSS's initial
How can BSS know that its background testing programs are effective?
Is there any information BSS should avoid obtaining for legal or EEO reasons?
What sort of background testing should BSS conduct on its applicants?
One employee has raised questions regarding whether the performance ratings themselves are biased. This employee has not made a formal legal complaint against Yellow Blaze yet, but the organization wants to evaluate whether there is reason for concern. Based on the calculations you made regarding
Would you recommend YellowBlaze now actually use the PS for making promotion decisions? Why or why not?
What are the limitations of the study? Do you think that the conclusions you would reach based on this sample of individuals who were promoted to store manager would generalize to the population of all salespeople who are being evaluated for promotion potential? Do you think the method of rating
With a cut score of 7 on the PS, would its use lead to adverse impact against women? Minorities? If there is adverse impact, does the validity evidence justify the use of the PS anyway?
Using the same example as in question four, how would you go about investigating the content validity of the test?
Is the PS assessment a valid predictor of performance as a store manager? Would you recommend the PS be used in the future to select sales people for promotion to store manager?
Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related
What limitations in the above study should be kept in mind when interpreting the results and deciding whether or not to use the clerical test and work sample?
How do you interpret the validity results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting new job applicants?
How do you interpret the reliability results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting job applicants?
Outline of a process that will yield a set of thorough, current job descriptions.
Is it wrong to pad one’s résumé with information that, while not an outright lie, is an enhancement? For example, would it be wrong to term one’s job “maintenance coordinator” when in fact one simply emptied garbage cans?
A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. Describe the three steps to follow in establishing a selection plan.
In what ways are the following three initial assessment methods similar and in what ways are they different: Application blanks, biographical information, and reference and background checks?
Do you think employers have a right to check into applicants’ backgrounds? Even if there is no suspicion of misbehavior? Even if the job poses no security or sensitive risks? Even if the background check includes driving offenses and credit histories?
Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others?
Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why?
How can organizations avoid legal difficulties in the use of pre-employment inquiries in initial selection decisions?
Describe the similarities and differences between personality tests and integrity tests. When are each warranted in selection?
Do you think it’s ethical for employers to select applicants on the basis of questions such as, “Dislike loud music” and “Enjoy wild flights of fantasy,” even if the scales that such items measure have been shown to predict job performance? Explain.
How would you advise an organization considering adopting a cognitive ability test in selection.
Cognitive ability tests are one of the best predictors of job performance, yet they have substantial adverse impact against minorities. Do you think it’s fair to use such tests? Why or why not?
Describe the structured interview, noting characteristics that improve upon the shortcomings of unstructured interviews.
What are the most common discretionary and contingent assessment methods? What are the similarities and differences between the use of these two methods?
What is the best way to collect and use drug-testing data in selection decisions?
Describe how organizations should apply the general principles of the Uniform Guidelines on Employee Selection Procedures to practical selection decisions.
Explain how internal selection decisions differ from external selection decisions.
Given that seniority is not a particularly valid predictor of job performance, do you think it’s unethical for a company to use it as a basis for promotion? Why or why not?
What are the differences between peer ratings, peer nominations, and peer rankings?
Vincent and Peter are both sales associates, and are up for promotion to sales manager. In the last five years, on a 1=poor to 5 = excellent scale, Vincent’s average performance rating was 4.7 and Peter’s was 4.2. In an assessment center that was meant to simulate the job of sales manager, on a
Explain the theory behind assessment centers.

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Staffing Organizations 9th edition Herbert G Heneman III, Timothy A Judge, John Kammeyer Mueller - Solutions

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