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- (1) How can employers balance the need to provideobjective appraisals that can be compared across thecompany’s entire workforce with the desire to evaluateeach employee on an individual basis? (2) Beyondincreasing their skill and knowledge levels, how cantraining improve employees’ motivation and jobsatisfaction?A 2015 New York Times article described Amazon as a soulless, dystopian workplace where no fun is had and no laughter heard (Cook 2015 n.p.). Employees themselves came to the companys defense (Ciubotariu 2015). Does this reputation continue to haunt Amazon, or has it been addressed?1) Differentiate moral-rights view and justice view. 2) What is programmed and non-programmed decision making? 3) Define Management by Objectives (MBO). 4) Highlight the main idea of B.F Skinner’s reinforcement theory. 5) Briefly explain the 2 types of recruitment. 6) What is meant by trait model? Give 2 examples.
- (1) Attributes such as grit, creativity, and characterplay a big role in employee performance. How mightcompanies measure such attributes? (2) Canworkforce analytics tools give managers a full pictureof employee performance? Why or why not1. WhichofthefollowingisNOTamotivationtheory? a) Maslow'shierarchyofneedsb) Herzberg's two-factor theoryc) Vroom'sexpectancytheoryd) All of the above are motivation theories 2. Whatisthefirststepinthehiringprocess? a) Jobanalysisb) Posting a job advertisement c) Shortlistingcandidatesd) Conducting interviews 3.WhichofthefollowingisNOTarecruitmentmethod? a) Internalrecruitmentb) External recruitment c) Employeereferrald) Job posting 4.Whichofthefollowingisaselectiontoolusedduringthehiringprocess? a) Jobanalysisb) Employee referralc) Aptitudetestsd) Performance appraisal 5.WhichofthefollowingisNOTafunctionofhumanresourcemanagement? a) Employeetraininganddevelopmentb) Performance appraisalc) Payrollmanagementd) Marketing management 6.Whichofthefollowingisachallengefacedbyhumanresource management? a) Lowemployeeturnoverb) Shortage of skilled laborc) Decreaseindemandforproductsorservices d) High employee satisfaction 7.Whatistheimportanceofhumanresourcemanagement? a)…Do you thinktoday’s college students more closely match the descriptions of Theory X employees orTheory Y employees? What evidence can you provide to support your conclusion?
- (1) How could a performance management systemhelp managers avoid recency bias in employeeevaluations? (2) Can a performance managementsystem completely eradicate biases from performanceevaluations? Explain your answer.LIE #4: THE BEST PEOPLE ARE WELL-ROUNDED Where does our fixation with well-roundedness first show up in the world? Where does it show up in your life? At work, why do you think most managers define jobs and roles as though the best people in them are well-rounded? What things in the real world push against the concept of well-roundedness? When you think of strengths, what signs do you look for? Share a favorite scripture and explanation about how the Gospel of Jesus Christ teaches us to have joy? TRUTH #4: THE BEST PEOPLE ARE SPIKY (because uniqueness is a feature, not a bug) What's your biggest breakthrough from this chapter and explain your reasoning. Based on what you have learned this week, what will you do differently on Monday? (As a team member, as a leader, as a parent, partner, or friend?)1. Lopez is really motivated to do a good job as a data scientist. However, her performance is usually below average. This example illustrates that_____. A. Sara's supervisor is biased B. performance and motivation are not the same thing C. women do not make good data scientist D. there is no relation between motivation and performance
- 1. What are some ways to implement a retrenchment strategy without creating a lot of resentment and conflict with labor unions? 2. How can corporate culture be changed? 3. Provide local examples to show the relevance of Hofstede's dimensions in effective staffing and directing.Based on her performance reviews at Merrill Lynch, Kathleen Bostjancic was amazing, at least for a few years. In one appraisal report, her boss said Bostjancic “continues to deliver top-caliber product,” and he wrote, “Her judgment is impeccable.” After three years, her pay more than doubled to reflect her apparent value to the company. Then something changed; Bostjancic noticed the difference around the time she took a maternity leave. Her economist boss phoned and asked her to take on a newly created position, Washington policy analyst. But when she returned to work with a plan for the position, her plan was rejected, and tension grew. A year later, Bostjancic’s boss issued a memo advising her that her work must “improve dramatically.” Seven months later, she was told that she was being laid off in a downsizing effort; the company hired a replacement two months afterward. A former Citigroup employee also recalls that good reviews before maternity leave didn’t do much to help her…As a manager or supervisor, you will be responsible for making good hiring decisions some qualities when selectiong new employees are 1) Kindness and Optimism, 2) Great Work Ethic, 3) Integrity. how you might determine whether or not an applicant has these qualities when you're selecting new employees. What are some things you could do? What questions might you ask in the interview.
