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communication research

Questions and Answers of Communication Research

Discuss methods of assessment, such as cost-benefit analysis, utility analysis, and auditing techniques.
Outline five aspects of HRM that can be evaluated using the SC model for measuring effectiveness: compliance with laws and regulations, client satisfaction, culture management to influence employee
Understand the importance of measuring the effectiveness of HRM activities through workforce analytics.
2. What are the advantages and disadvantages of the decision that you made?
1. If you were Dawn, what decision would you make and why?
3. Martyn Hart, Chair of the National Outsourcing Association, has stated, "One of the most notable aspects of outsourcing is that people rarely like to talk about success stories. The truth is,
2. Canadians have experienced several strikes over outsourcing. Identify them and focus on a recent strike. Analyze the media reports, and consult the employer and union websites to determine the
1. We buy the cheap T-shirts and television sets and also worry about all the jobs losses in Canada. The outsourcing of jobs to other countries ( offshoring) results in positive and negative
Specify the fee that the provider believes to be reasonable compensation for its services.
Describe the economic model that is proposed for the operation.
Explain how these challenges will be met and present a proposed timetable for meeting them.
Identify the challenges that the provider expects to encounter while improving the operation.
Describe actual situations in which the provider is currently providing the services that are proposed for this operation.
Explain how the provider is uniquely qualified to accomplish the measurable objectives that are described in the request.
2. Describe the HR implications under a full in tegration scenario (Kaiser)and a han ds-off acquisition scenario (Creemore Springs).
1. Using HR Planning Notebook 12.2, what do you think were the reasons for the acquisitions in both cases?
3. One of the urgent issues facing executives immediately after the merger is announced is the retention of key employees. How would you define or describe a key employee?What methods would you use
2. Describe the effects that a merger may have on employees. What can management do to lessen the more negative effects of a merger? What can employees do to protect themselves when they start to
1. What are the reasons that a company would acquire another company? Search the business press for a recent acquisition, and rank the reasons for the acquisition as explained by the analysts and/ or
4. To overcome cultural challenges, celebrate small wins, acknowledge value in past practices, and measure progress at regular intervals.
3. Use acculturation strategies such as cross-functional seminars and graduation ceremonies (to let go of the "old"), and provide cultural mentors to strengthen integration.
2. Identify similarities and differences, and discuss these. Create a new employee value proposition from the strengths of each culture.
1. Conduct a cultural audit of each organization, through qual itative research (e.g., interviews, focus groups)or through quantitative surveys.
4. When sending your employees into remote and dangerous geographic regions, should all employees (i.e., both home- and host-country employees) get the same employment support and workplace safety
3. What can companies operating in industries such as the mining or oil business do to protect their international assignees? What should be the role of the HRM function?
2. Did Reinhart do the right thing to get involved in the way described and help his employee? What were Reinhart's alternatives and options?
1. Was it the right decision in the first place for Terramundo to operate in a region well known for being controlled by FARC guerrillas, and in which kidnapping was a very common way to fund FARC
3. Ask an employer for an interview with one of the company's expatriates who has recently returned home or arrange for a phone interview with an expatriate currently on an international assignment.
2. Despite its widely illustrated importance for preparing expatriates and their families for international assignments, little is done for immigrant families arriving in Canada through their own
1. The global business environment has been hit by a number of regional events, such as terrorism and Ebola, that have had profound implications for the global and local strategies of MN Cs. Select a
4. This chapter introduces four major areas of focus for international workforce planning.Discuss how planners might deal with each of these issues prior to finalizing a decision to operate in a
3. In this chapter we have discussed different forms of industrial relations. However, some countries where Canadian manufacturers outsource much work, such as Bangladesh, have no unions. Discuss the
2. This chapter describes three stages that companies go through as they seek to expand internationally. Describe these stages, their corresponding strategies, and the HR implications of each
1. Discuss with your family and/or friends all the reasons that might motivate you to accept an international assignment, and the reasons that would cause you to reject one. Compare your lists to
Understand the impact of globalization and internationalization on HR planning.
Understand the relationship between different approaches of SIHRM and corporate business strategy options.
Identify key characteristics of strategic international HRM (SIHRM).
Identify key challenges influencing human resources (HR) practices and processes within an international context.
3. A recent newspaper editorial suggested that the town contract out the collection of garbage. What are the advantages/ disadvantages of contracting out services that had been provided by government?
2. Design a strategy to restructure the Department of Public Works. Be sure to provide support for the decisions/recommendations you propose.
1. Outline the issues that Kathleen should consider prior to designing a restructuring strategy.
3. Meet with an HRM professional or a senior management official whose organization has gone through a downsizing. Ask the individual to describe the downsizing strategy employed by his or her
2. Interview three employees who are survivors of a downsizing. Ask them to discuss how the downsizing was conducted and its effects on them personally and on the. .organ1zat1on.
1. Discuss the following statement: "Artificial intelligence (AI) will have a major change on the jobs of the future and employers that want to survive and prosper will need to engage in
4. What is the "psychological contract"? Why has it changed over the past 25 years?NEL When considering the next 10 years, what changes to the psychological contract do you envision?
3. "It is a lot harder downsizing unionized employees." Do you agree with this statement?Discuss some of the challenges associated with downsizing in a union.environment.
2. Discuss the effect of the "Amazon Effect" on the workplace of the future.
1. What can managers embarking on an organizational downsizing do to minimize the impact of the process on the "survivors" of downsizing?
Performing follow-up evaluation and assessment of the downsizing efforts.Although this step is critical, it is often ignored in many organizations.
Implementing the decision. Implementation includes elements such as the communication of the termination decision, the timing of the decision, security issues, severance payments, outplacement
Designing current and future work plans. This issue represents a key challenge for the organization and is frequently neglected.
Determining the legal consequences. For example, organizations often ignore or are unaware of legal requirements when downsizing the workforce. Some areas of law to consider include the law of
Determining how the reduction will be carried out. For example, to what extent will the organization use attrition, early retirement or voluntary severance programs, and layoffs or termination? The
Determining who will be let go. For example, will the decision be made on the basis of seniority, performance, or potential?
Determining how many people will lose their jobs.
Develop an awareness of the importance of HRM in managing the downsizing process.
Comprehend the concept of the "psychological contract."
Understand what downsizing strategies are effective in enhancing organizational performance.
Know the ethical issues and consequences of downsizing.
Recognize the need to address concerns of both the victims and survivors of downsizing.
Be familiar with issues relating to artificial intelligence and job loss.
Appreciate the importance of defining "downsizing" and understand why organizations may decide to downsize.
1. Would you recommend that Tiger Boots take a planned approach, emergent approach, or blended approach to this change effort? If you think the company should take a blended approach, what portions
4. A friend of yours has just returned from a vacation and brought you a gift of a very special and valuable kind of tea. Unfortunately, you know nothing about this specific tea. Using action
3. Think of an organization that you know well or admire. Can you state that organization's purpose? Rather than focusing on organizational goals, try to think of a purpose as something bigger than
2. Emergent change relies on a widely shared purpose or set of values. Think of an organization that you know well, and develop a list of three or four values or aspects of that purpose. Compare your
1. Conduct a force-field analysis of a change from an in-class course delivery format to an online course delivery format for this course. What is your change question?What are the main driving and
3. What are some of the benefits of shared mental models within organizations? Are there any drawbacks to widely shared mental models within firms?
2. Can emergent change be intentional? How can emergent change be used to bring about a specific end result?
1. What are the main reasons that planned approaches to change might fail?
7. Develop strategies to stabilize the driving and restraining forces into a new state of quasi-equilibrium.How do we make this the new status quo?
6. Implement the strategies developed in step 5. As restraining forces are reduced in strength and number and driving forces are amplified and increased in number, behaviours should begin to shift
5. Develop strategies to reduce the strength of the restraining forces and strategies to amplify the driving forces.
4. Examine the valence of each of these forces. Which forces are the strongest and which are the weakest?Which of these forces can be controlled or are susceptible to behavioural intervention?
3. Identify the forces that are supporting or driving toward increasing team coherence as well as the forces that are restraining or preventing increased team coherence. Techniques that access a wide
2. Describe the desired future state. The future condition should ultimately be described in a sentence or a few sentences, such as "increase team effectiveness and communication within one year."
1. Describe the current state (i.e., the status quo), and why it must be changed. Ultimately this will lead to a statement of the current condition such as "team coherence is at an all-time low."
Discuss how the principles of a learning organization are important to both planned and emergent change.
Understand the principles of a learning organization.
Understand how emergent change occurs.
Define and discuss the process of planned change.
Discuss the steps of a generic change project.
Discuss the role of change as part of organizational planning.
Understand the importance of organizational change.
1. Strategic workforce planning is one example of how the HR function might be improved by information technology. In this case we see that software assists with the ERCB being able to meet the needs
2. You have been asked to create a list of HR metrics for use in an HR dashboard.Describe the process you would use to determine what measures to include. You do not need to list the measures; just
1. You are the head of HR at major clothing retailer. At the latest strategy meeting, the head of marketing has proposed that company profits can be increased by 75 percent if customers can be
3. Big data include structured and unstructured types of data. Unstructured data can include information from photo or video files, email etc. Structured data can be anything that can be easily coded
2. Databases used for HR management and planning contain a wide variety of personal and sensitive data that require the organization to set security, privacy, and usage policies. What legislative and
1. In Canada, air traffic control is managed by NAY Canada, which has an international reputation for the management of air traffic controllers. If you were a manager, what data would you find useful
Would it be more efficient to integrate our different legacy systems into a single database?
Which requests for information is the human resources department unable to respond to?
Are we maintaining too much redundant information?
Are we managing our human capital as a strategic asset?
Will we be able to keep up with company growth?
Are we being responsive to current business priorities?
Are we able to ensure an adequate follow-up of health and safety incidents?
Is the current human resources management system obsolete?
Are there too many data security risks involved with manual processing?
Is the human resources department spending too much time on manual processing?

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