STRATEGIC MGMT LL CASEBOOK W/CONNECT
4th Edition
ISBN: 9781307485110
Author: Rothaermel
Publisher: MCG/CREATE
expand_more
expand_more
format_list_bulleted
Concept explainers
Videos
Textbook Question
Chapter 4, Problem 2ESI
The chapter mentions that one type of resource flow is the loss of key personnel who move to another firm. Assume that the human resources department of your firm has started running ads and billboards for open positions near the office of your top competitor. Your firm is also running Google ads on a keyword search for this same competitor. Is there anything unethical about this activity? Would your view change if this key competitor had just announced a major layoff?
Expert Solution & Answer
Want to see the full answer?
Check out a sample textbook solution
Students have asked these similar questions
You’re responsible for updating the contract details for a third party contracted manufacturer of Marmite on SAP, our supply chain management software. You need to liaise with different people in different departments to gather the information: volumes from planning, pricing from manufacturing and location from transportation. There is one day left to complete the task and yet, despite repeated requests by email and phone, your contact in manufacturing has not responded to your request. So I would like to hear from you: • What steps would you take to gather the information before the deadline? • If you couldn’t obtain the information before the deadline what would you do? • If you weren’t successful in obtaining the information before the deadline, how would you fee
Engineering organizations are not immune to the difficulties of filling with qualified
persons the various positions identified in the organizing stage. As outputs of engineering
firms are produced by people under the supervision of engineer managers, errors in the
performance of jobs may not be easily discernible. As such, staffing must be treated with
serious concern. Staffing deals with the determination of human resources needs
recruitment, selection, training, and development. For your activity, you need to research
and prepare a forecast of the human resource needs of an engineering firm.
You are responsible for updating contract details for a third party contracted manufacturer of Maritime on SAP, our supply chain management software. You need to liaise with different people in different departments to gather the information: Volume from planning, pricing from manufacturing, and location from transportation. There is one day left to complete the task and yet despite repeated requests by email and phone, your contact in manufacturing has not responded to your request. So I would like to hear from you:
1. What steps would you take to gather the information before the deadline?
2. if you could not obtain the information before the deadline what would you do?
3. If you were not successful in obtaining the information before the deadline, how would you feel?
Knowledge Booster
Learn more about
Need a deep-dive on the concept behind this application? Look no further. Learn more about this topic, management and related others by exploring similar questions and additional content below.Similar questions
- How can organizations ensure that their staffing strategy aligns with their overall business objectives, and what metrics should be used to measure the effectiveness of this strategy?arrow_forwardHow do you determine the optimal staffing mix of full-time, part-time, and contingent workers for your organization?arrow_forwardIn the dynamic landscape of modern businesses, effective staffing extends beyond merely matching skills with job requirements. It encompasses a strategic approach to workforce planning, talent acquisition, and employee engagement. A comprehensive staffing strategy involves forecasting future skill needs, understanding industry trends, and embracing diversity and inclusion to foster innovation. Talent acquisition goes beyond traditional recruitment methods, incorporating digital platforms, networking events, and employer branding to attract top talent. Once hired, employee engagement becomes crucial for retention and productivity. This involves creating a positive work culture, offering career development opportunities; and providing meaningful feedback. Ultimately, successful staffing is an ongoing process that aligns the workforce with the organization's goals and values. Question: How does your organization leverage technology and digital platforms in its talent acquisition process…arrow_forward
- INSTRUCTION Based on the case study below, you are required to investigate a business problem, examine the alternative solutions, and propose the most effective solution using supporting evidence. Puan Reena worked as Personal Assistant for Encik Zamani, the Head of Human Resource Department at Synergy Auto Sdn. Bhd. for almost five years. As a personal assistant, she carried out all the instructions given by Encik Zamani. As the Head of Human Resource Department, Encik Zamani was in charge of the monthly staff meeting. After several years working with Encik Zamani, Puan Reena had realize several issues aroused especially in conducting the meeting. For example, Encik Zamani did not require a meeting's agenda, he just gives everyone a chance to discuss anything they like during the meeting. As a result, most problems or issues discussed did not have solution and continuity from previous meetings. Besides, Encik Zamani have poor leadership and poor communication skills that lead to his…arrow_forwardINSTRUCTION Based on the case study below, you are required to investigate a business problem, examine the alternative solutions, and propose the most effective solution using supporting evidence. Puan Reena worked as Personal Assistant for Encik Zamani, the Head of Human Resource Department at Synergy Auto Sdn. Bhd. for almost five years. As a personal assistant, she carried out all the instructions given by Encik Zamani. As the Head of Human Resource Department, Encik Zamani was in charge of the monthly staff meeting. After several years working with Encik Zamani, Puan Reena had realize several issues aroused especially in conducting the meeting. For example, Encik Zamani did not require a meeting's agenda, he just gives everyone a chance to discuss anything they like during the meeting. As a result, most problems or issues discussed did not have solution and continuity from previous meetings. Besides, Encik Zamani have poor leadership and poor communication skills that lead to his…arrow_forwardINSTRUCTION Based on the case study below, you are required to investigate a business problem, examine the alternative solutions, and propose the most effective solution using supporting evidence. Puan Reena worked as Personal Assistant for Encik Zamani, the Head of Human Resource Department at Synergy Auto Sdn. Bhd. for almost five years. As a personal assistant, she carried out all the instructions given by Encik Zamani. As the Head of Human Resource Department, Encik Zamani was in charge of the monthly staff meeting. After several years working with Encik Zamani, Puan Reena had realize several issues aroused especially in conducting the meeting. For example, Encik Zamani did not require a meeting's agenda, he just gives everyone a chance to discuss anything they like during the meeting. As a result, most problems or issues discussed did not have solution and continuity from previous meetings. Besides, Encik Zamani have poor leadership and poor communication skills that lead to his…arrow_forward
- INSTRUCTION Based on the case study below, you are required to investigate a business problem, examine the alternative solutions, and propose the most effective solution using supporting evidence. Puan Reena worked as Personal Assistant for Encik Zamani, the Head of Human Resource Department at Synergy Auto Sdn. Bhd. for almost five years. As a personal assistant, she carried out all the instructions given by Encik Zamani. As the Head of Human Resource Department, Encik Zamani was in charge of the monthly staff meeting. After several years working with Encik Zamani, Puan Reena had realize several issues aroused especially in conducting the meeting. For example, Encik Zamani did not require a meeting's agenda, he just gives everyone a chance to discuss anything they like during the meeting. As a result, most problems or issues discussed did not have solution and continuity from previous meetings. Besides, Encik Zamani have poor leadership and poor communication skills that lead to his…arrow_forwardProposals should be based off the assumption that you are working for a medium sized business with 200 employees in an area you are familiar with. The business consists of 130 full time employees and 70 part time employees. The business is a service business. The employees are all non-union. The business has experienced some financial challenges the past few years, but has not had to reduce its workforce. However, wages have been frozen the past two years. Your company is experiencing a 20% increase in health insurance rates. Put together a proposal for your boss on how you plan on communicating these increases to employees so they understand why the increase is so large. You can also propose other options to help control these increasing costs. You also may want to propose a program to encourage the employees to lead a healthier life style to possibly impact future increases.arrow_forwardWrite a one-page letter to your office manager on the following issue. Please be succinct in your letter and write in clear and concise prose. In a bid to improve efficiency in your office, write a letter to your office manager requesting that an "ineffective" policy be changed to a more effective one in your office or department. Please imagine that you work in a corporate office and avoid writing on such businesses as nail or hair salons, much as they are important.arrow_forward
- Performance management is a systematic process aimed at improving organizational effectiveness by aligning individual and team performance with strategic goals and objectives. It involves setting clear performance expectations, monitoring progress, providing feedback, and rewarding achievement. Effective performance management encompasses several key components, including goal setting, performance evaluation, development planning, and performance-related rewards and recognition. By establishing measurable objectives and regularly assessing performance against these benchmarks, organizations can identify areas for improvement, address skill gaps, and optimize resource allocation. Moreover, performance management facilitates employee development and career progression, fostering a culture of continuous learning and professional growth. Additionally, linking performance to rewards and recognition reinforces desired behaviors and motivates employees to excel in their roles Ultimately, a…arrow_forwardAt the end of Avondale Industries’ fiscal year, the training and development office reviewed its budget and found that, due to the cancellation of two training programs, there were still funds left to spend. With just two weeks in which to spend the money, the training director put together a program to train employees who were transferring from the avionics division to the new adhesives and sealants division. The training was held but there was not enough time to consult with managers in the adhesives and sealants division to set learning objectives for the skills needed in the new division. A month later, the training director was asked to provide another training as the employees did not have the knowledge, skills, and abilities for their new jobs. Why is it important that a thorough analysis of training needs be conducted prior to holding a training program? Understanding the needs of the new division will help supervisors identify which employees need the training the most.…arrow_forwardIn what ways could your employer (or your college, if you’re not currently working) take steps to reduce resource depletion?arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
Understanding BusinessManagementISBN:9781259929434Author:William NickelsPublisher:McGraw-Hill Education
Management (14th Edition)ManagementISBN:9780134527604Author:Stephen P. Robbins, Mary A. CoulterPublisher:PEARSON
Spreadsheet Modeling & Decision Analysis: A Pract...ManagementISBN:9781305947412Author:Cliff RagsdalePublisher:Cengage Learning
Management Information Systems: Managing The Digi...ManagementISBN:9780135191798Author:Kenneth C. Laudon, Jane P. LaudonPublisher:PEARSON
Business Essentials (12th Edition) (What's New in...ManagementISBN:9780134728391Author:Ronald J. Ebert, Ricky W. GriffinPublisher:PEARSON
Fundamentals of Management (10th Edition)ManagementISBN:9780134237473Author:Stephen P. Robbins, Mary A. Coulter, David A. De CenzoPublisher:PEARSON
Understanding Business
Management
ISBN:9781259929434
Author:William Nickels
Publisher:McGraw-Hill Education
Management (14th Edition)
Management
ISBN:9780134527604
Author:Stephen P. Robbins, Mary A. Coulter
Publisher:PEARSON
Spreadsheet Modeling & Decision Analysis: A Pract...
Management
ISBN:9781305947412
Author:Cliff Ragsdale
Publisher:Cengage Learning
Management Information Systems: Managing The Digi...
Management
ISBN:9780135191798
Author:Kenneth C. Laudon, Jane P. Laudon
Publisher:PEARSON
Business Essentials (12th Edition) (What's New in...
Management
ISBN:9780134728391
Author:Ronald J. Ebert, Ricky W. Griffin
Publisher:PEARSON
Fundamentals of Management (10th Edition)
Management
ISBN:9780134237473
Author:Stephen P. Robbins, Mary A. Coulter, David A. De Cenzo
Publisher:PEARSON
Inventory Management | Concepts, Examples and Solved Problems; Author: Dr. Bharatendra Rai;https://www.youtube.com/watch?v=2n9NLZTIlz8;License: Standard YouTube License, CC-BY