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resource management for individuals

Questions and Answers of Resource Management For Individuals

=+5. What are some of the ways in which ethics are being promoted in organizations?
=+how can a balance be achieved?
=+4. According to Indian scriptures, what are the four purusharthas, and
=+3. What is the source of internal conflict at the workplace, so far as success and individual values are concerned?
=+2. What is the relationship between human nature and the values of human life?
=+1. For an employee in an organization, what is value congruence?
=+5. At which points do you think transparency is helping or hindering the motivation and performance of employees?
=+4. If you were the head of HR, what would be your recommendations for changing the processes?
=+. In what way is leadership responsibility demonstrated in this case study?
=+2. Which anomalies can you identify in the process that are detrimental to effective R&R?
=+1. Do you think the performance management and Reward and Recognition (R&R) processes are effective at Good Luck Technologies?
=+3. Why are many people apparently unmotivated to adopt socially responsible behavior?
=+2. Why is the process seemingly so costly, given that it is considered a positive goal?
=+1. How is prosocial work capable of activating the motivation for socially responsible action?
=+3. Explain with an illustration that why do R&R frame work fails?
=+2. Give an example of factors influencing transparency at enterprise, managerial and systemic level.
=+1. What do you understand by reward and recognition?
=+4. What exercise did you try out and how did it work for you?
=+3. Why is a sense of oneness with Nature important to develop a mindset for sustainability?
=+. What are the key elements for developing a sustainability mindset and why?
=+1. What is the role ecoliteracy plays in motivating individuals to act in sustainable ways?
=+Who else may be sharing such a perspective, and that would make it important to consider in your decisions?
=+On reflection, does the colleague provide insights that are new—perhaps better than yours?
=+What knowledge or experience may be influencing his or her perspective?
=+What is he or she seeing that you may not?
=+approaches? Conflicting processes to address a challenge?
=+ A differing set of values? Differing
=+On what are those opposing views based?
=+What meaning do you make out of this exercise?
=+How would your decision have been influenced if you had been part of the group making the decision?
=+decision table with you? Who would have been the most seriously impacted?
=+decision? What would each of these stakeholders say if they had sat at the
=+The future generations: How are the unborn potentially impacted by your
=+decision—Nature and what in Nature is impacted by your decision?
=+with the decision—the Community or neighborhood associated with the
=+Then consider the potential implications of the decision for the following stakeholders: Yourself—Your family—Vendors or Providers associated
=+everyday actions and decisions?
=+Is there a gap between the values you espouse and the ones evident in your
=+What are the personal values that guide your decisions?
=+What are the motivations behind your purchase decisions?
=+How do your consumption behaviors reflect your personal identity?
=+Can you stretch your imagination to include other areas affected by your purchase?
=+on transportation, on air, and on society?
=+What has been the impact of that purchase on Nature, on soil, on pollution,
=+5. Can you describe some disadvantages of sustainable recruitment?
=+4. Define sustainable recruitment, based on the three case studies in this chapter.
=+3. Why is good corporate image and positive reputation important for an organisation?
=+2. What is exactly meant by the “economic paradigm”?
=+what is the reason for this?
=+1. The chapter mentions that we have not learned from the economic crises during 2007–2015. What is it that we did not learn and
2. Given your answer to question 1, explain specifically what benefits you would recommend the Hotel Paris implement to achieve these behavioral improvements The New Benefits Plan The Hotel Paris s
1. Because employers typically make benefits available to all employees, they may not have the motivational effects of incentive plans. Given this, list five employee behaviors you believe Hotel
3. Would you advise establishing some type of day care center for the Carter Cleaning employees? Why or why not? Carter Cleaning Centers has traditionally provided only legislatively required
2. What would you tell Jennifer are the advantages and disadvantages to Carter Cleaning Centers of providing its employees with health, hospitalization, and life insurance programs? Carter Cleaning
1. Draw up a policy statement regarding vacations, sick leave, and paid days off for Carter Cleaning Centers. Carter Cleaning Centers has traditionally provided only legislatively required benefits
3. Similarly, from the point of view of the union,what are the downsides of having to represent two classes of employees, and how would you suggest handling the situation? By February 2004, the
2. From the grocery chains point of view, what is the downside of having two classes of employees, one of which has superior health insurance benefits? How would you suggest they handle the problem?
1. Assume you are mediating this dispute.Discuss five creative solutions you would suggest for how the grocers could reduce the health insurance benefits and the cost of their total benefits package
Purpose: The purpose of this exercise is to provide practice in developing a benefits package for a small business.Required Understanding: Be very familiar with the material presented in this
4. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in
2. Assume you run a small business.Working individually or in groups, visit the Web site www.dol.gov/elaws. See the Small Business Retirement Savings Advisor. Write a 2-page summary explaining: (1)
5. What are the main provisions of the FMLA?
3. Explain how ERISA protects employees pension rights.
3. Lay out a complete incentive plan (including all longand short-term incentives) for the Hotel Paris s hotel managers. The Hotel Paris s competitive strategy is To use superior guest service to
2. Given what you know about the Hotel Paris s strategic goals, list three or four specific behaviors you would incentivize for each of the following groups of employees:front-desk clerks, hotel
1. Discuss what you think of the measurable criteria that Lisa and the CFO set for their new incentive plan. The Hotel Paris s competitive strategy is To use superior guest service to differentiate
4. A store manager s job is to keep total wages to no more than 30% of sales and to maintain the fuel bill and the supply bill at about 9% of sales each.Managers can also directly affect sales by
3. Is there another incentive plan you think would work better for the pressers? Describe it. The question of whether to pay Carter Cleaning Center employees an hourly wage or an incentive of some
2. Should other employees (cleaner/spotters, counter people) be put on a similar plan? Why? Why not? If so, how, exactly? The question of whether to pay Carter Cleaning Center employees an hourly
1. Should this plan be extended to pressers in the other stores? The question of whether to pay Carter Cleaning Center employees an hourly wage or an incentive of some kind has always intrigued Jack
4. Assuming the new pay plan is eventually accepted, how would you address the fact that in the new performance evaluation system, employees input affects their peers pay levels? In his new position
3. What mistakes did they make in adopting and communicating the new salary plan? How might Sandy have approached this major compensation change a little differently? In his new position at Hathaway
2. What advice would you give Regina and Sandy as they consider their decision? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve
1. Does the pay-for-performance plan seem like a good idea? Why or why not? In his new position at Hathaway Manufacturing, one of the first things Sandy Caldwell wanted to do was improve productivity
2. What recommendations would you make to improve the compensation system in a way that would likely improve customer satisfaction? Purpose: The purpose of this exercise is to give you practice
1. In what ways might your teams compensation plan contribute to the customer service problems? Purpose: The purpose of this exercise is to give you practice developing an incentive plan.Required
3. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in
6. In this chapter, we listed a number of guidelines for not instituting a pay-for-performance plan. Do you think these points make sense in terms of motivation theory?Why or why not?
2. Explain five reasons why incentive plans fail.
1. Compare and contrast six types of incentive plans.
6. Outline the steps in designing effective incentive plans.
5. Name and define the most popular organization-wide variable pay plans.
4. Describe the main incentives for managers and executives.
3. Discuss the pros and cons of commissions versus straight pay incentives for salespeople.
2. Discuss the main incentives for individual employees.
1. Explain how you would apply five motivation theories in formulating an incentive plan.
3. Devise a ranking job evaluation system for the Hotel Paris s nonmanagerial employees (housekeepers, valets, front-desk clerks, phone operators,waitstaff, groundskeepers, and security guards) and
2. Would you suggest that Hotel Paris implement a competency-based pay plan for its nonmanagerial staff?Why or why not? The Hotel Paris s competitive strategy is To use superior guest service to
1. Draw a diagram showing with arrows how compensation at Hotel Paris should influence employee performance, which should in turn influence Hotel Paris performance. Include at each level examples of
4. Specifically, what would you suggest Jennifer do now with respect to her company s pay plan? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use
3. Similarly, is Carter s male female differential wise?If not, why not? Carter Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors.Wage
2. Is Jack Carter s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? Carter Cleaning Centers does not have a formal wage structure nor does it have
1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why? Carter Cleaning Centers does not have a formal wage structure nor does
3. Why would you suggest Black pursue the alternative you suggested? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as
2. How do you think the company got into a situation like this in the first place? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently
1. What would you do if you were Black? Joe Black was trying to figure out what to do about a problem salary situation he had in his plant. Black recently took over as president of Acme
2. If time permits, a spokesperson from each group can put his or her group s rankings on the board.Did the groups end up with about the same results? How did they differ? Why do you think they
1. Perform a job evaluation by ranking the jobs.You may use one or more compensable factors. Purpose: The purpose of this exercise is to give you experience in performing a job evaluation using the
4. The HRCI Test Specifications Appendix (pages 633 640) lists the knowledge someone studying for the HRCI certification exam needs to have in each area of human resource management (such as in
6. List and explain six important trends in compensation management.

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