This is completed downloadable of Solution Manual for Managing Human Resources, 9th Edition, Luis R. Gomez-Mejia, David B. Balkin, Kenneth P. Carson
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Table of Content:\
- Part 1 Introduction
- 1 Meeting Present and Emerging Strategic Human Resource Challenges
- Learning Objectives
- The Managerial Perspective
- Human Resource Management: The Challenges
- Environmental Challenges
- Rapid Change
- The Web Economy
- Workforce Diversity
- Globalization
- Legislation
- Evolving Work and Family Roles
- Skill Shortages and The Rise of The Service Sector
- Natural Disasters and Terrorism
- Organizational Challenges
- Competitive Position: Cost, Quality, or Distinctive Capabilities
- Decentralization
- Downsizing
- Organizational Restructuring
- Self-Managed Work Teams
- Organizational Culture
- Technology
- Internal Security
- Data Security
- Outsourcing
- Product Integrity
- Individual Challenges
- Matching Peoplel and Organizations
- Ethics and Social Responsibility
- Productivity
- Empowerment
- Brain Drain
- Job Insecurity
- Planning and Implementing Strategic HR Policies
- The Benefits of Strategic HR Planning
- Encouragement of Proactive Rather Than Reactive Behavior
- Explicit Communication of Company Goals
- Stimulation of Critical Thinking and Ongoing Examination of Assumptions
- Identification of Gaps Between Current Situation and Future Vision
- Encouragement of Line Managers’ Participation
- Identification of HR Constraints and Opportunities
- Creation of Common Bonds
- The Challenges of Strategic HR Planning
- Maintaining A Competitive Advantage
- Reinforcing Overall Business Strategy
- Avoiding Excessive Concentration On Day-To-Day Problems
- Developing HR Strategies Suited To Unique Organizational Features
- Coping With The Environment
- Securing Management Commitment
- Translating The Strategic Plan Into Action
- Combining Intended and Emergent Strategies
- Accommodating Change
- Strategic HR Choices
- Work Flows
- Staffing
- Employee Separations
- Performance Appraisal
- Training and Career Development
- Compensation
- Employee and Labor Relations
- Employee Rights
- International Management
- Selecting HR Strategies to Increase Firm Performance
- Fit with Organizational Strategies
- Corporate Strategies
- Porter’s Business Unit Strategies
- Miles and Snow’s Business Strategies
- Fit with the Environment
- Fit with Organizational Characteristics
- The Production Process for Converting Inputs Into Output
- The Firm’s Market Posture
- The Firm’s Overall Managerial Philosophy
- The Firm’s Organizational Structure
- The Firm’s Organizational Culture
- Fit with Organizational Capabilities
- Choosing Consistent and Appropriate HR Tactics to Implement HR Strategies
- HR Best Practices
- The HR Department and Managers: An Important Partnership
- Specialization in Human Resource Management
- Summary and Conclusions
- LO 1.1 Human Resource Management: The Challenges
- LO 1.2 Planning and Implementing Strategic HR Policies
- LO 1.3 Selecting HR Strategies to Increase Firm Performance
- LO 1.4 HR Best Practices
- LO 1.5 The HR Department and Managers: An Important Partnership
- Key Terms
- Discussion Questions
- You Manage It! 1 Emerging Trends Electronic Monitoring to Make Sure That No One Steps Out of Line
- Use of “Magic Glasses” by Police Officers
- Motorola Arm-Mounted Terminals
- Intel Tracking System of Objectives and Key Results
- Computer Programs at Ann Taylor Stores Corp.
- By Building Mathematical Models of Its Own Employees, IBM Aims to Improve Productivity and Automate Management
- Creating a Numerical Profile for Recruitment
- Use of Artificial Intelligence to Diagnose HR Problems
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility Embedding Sustainability into HR Strategy
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Discussion Managers and HR Professionals at Sands Corporation: Friends or Foes?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Employability Critical Jobs Go Vacant
- Critical Thinking Questions
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- Part 2 The Contexts of Human Resource Management
- 2 Managing Work Flows and Conducting Job Analysis
- Learning Objectives
- The Managerial Perspective
- Work: The Organizational Perspective
- Strategy and Organizational Structure
- Designing the Organization
- Bureaucratic Organization
- Flat Organization
- Boundaryless Organization
- Work-Flow Analysis
- Business Process Reengineering
- Work: The Group Perspective
- Self-Managed Teams
- Other Types of Teams
- Work: The Individual Perspective
- Motivating Employees
- Two-Factor Theory
- Work Adjustment Theory
- Goal-Setting Theory
- Job Characteristics Theory
- Designing Jobs and Conducting Job Analysis
- Job Design
- Work Simplification
- Job Enlargement and Job Rotation
- Job Enrichment
- Team-Based Job Designs
- Job Analysis
- Who Performs Job Analysis?
- Methods of Gathering Job Information
- The Uses of Job Analysis
- The Techniques of Job Analysis
- Task Inventory Analysis
- Critical Incident Technique
- Position Analysis Questionnaire (PAQ)
- Functional Job Analysis
- Job Analysis and the Legal Environment
- Job Analysis and Organizational Flexibility
- Job Descriptions
- Elements of a Job Description
- Identification Information
- Job Summary
- Job Duties and Responsibilities
- Job Specifications and Minimum Qualifications
- Job or Work?
- The Flexible Workforce
- Contingent Workers
- Temporary Employees
- Part-Time Employees
- Outsourcing/Subcontracting
- Offshore Outsourcing
- Contract Workers
- College Interns
- Flexible Work Schedules
- Flexible Work Hours
- Compressed Workweeks
- Telecommuting
- The Mobile Workplace
- Human Resource Information Systems
- HRIS Applications
- HRIS Security and Privacy
- HR Analytics
- Summary and Conclusions
- LO 2.1 Work: The Organizational Perspective
- LO 2.2 Work: The Group Perspective
- LO 2.3 Work: The Individual Perspective
- LO 2.4 Designing Jobs and Conducting Job Analysis
- LO 2.5 The Flexible Workforce
- LO 2.6 Human Resource Information Systems
- Key Terms
- Discussion Questions
- You Manage It! 1 Employability Are Companies Exploiting College Students Who Have Unpaid Internships?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- You Manage It! 2 Employability Work That Is Vulnerable to Automation and What You Can Do About It
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 3 Customer-Driven HR Writing a Job Description
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- Endnotes
- 3 Understanding Equal Opportunity and the Legal Environment
- Learning Objectives
- The Managerial Perspective
- Why Understanding the Legal Environment Is Important
- Doing the Right Thing
- Realizing the Limitations of the HR and Legal Departments
- Limiting Potential Liability
- Challenges to Legal Compliance
- A Dynamic Legal Landscape
- The Complexity of Laws
- Conflicting Strategies for Fair Employment
- Unintended Consequences
- Equal Employment Opportunity Laws
- The Equal Pay Act of 1963
- Title VII of the Civil Rights Act of 1964
- General Provisions
- Discrimination Defined
- Defense of Discrimination Charges
- Title VII and Pregnancy
- Sexual Harassment
- The Civil Rights Act of 1991
- Executive Order 11246
- The Age Discrimination in Employment Act of 1967
- The Americans with Disabilities Act of 1990
- Individuals With Disabilities
- Intellectual Disabilities
- Essential Functions
- Reasonable Accommodation
- The Vocational Rehabilitation Act of 1973
- The Vietnam Era Veterans Readjustment Act Of 1974
- EEO Enforcement And Compliance
- Regulatory Agencies
- Equal Employment Opportunity Commission
- Office of Federal Contract Compliance Programs
- Affirmative Action Plans
- Utilization Analysis
- Goals And Timetables
- Action Plans
- Other Important Laws
- Avoiding Pitfalls in EEO
- Provide Training
- Establish a Complaint Resolution Process
- Document Decisions
- Be Honest
- Ask Only for Information You Need to Know
- Summary and Conclusions
- LO 3.1 Why Understanding the Legal Environment Is Important
- LO 3.2 Challenges to Legal Compliance
- LO 3.3 Equal Employment Opportunity Laws
- LO 3.4 EEO Enforcement and Compliance
- LO 3.5 Other Important Laws
- LO 3.6 Avoiding Pitfalls in EEO
- Key Terms
- Discussion Questions
- You Manage It! 1 Social Responsibility and Ethics Should Victims of Sexual Harassment Report It to Human Resources?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 2 Employability Can an Employer Refuse to Hire or Retain Employees Who Wear Tattoos?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 3 Discussion Are Women Breaking Through the Glass Ceiling?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- Endnotes
- Appendix To 3 Human Resource Legislation Discussed in This Text
- 4 Managing Diversity
- Learning Objectives
- The Managerial Perspective
- What Is Diversity?
- Why Manage Employee Diversity?
- Affirmative Action Versus Managing Employee Diversity
- Demographic Trends
- Diversity As An Asset
- Marketing Concerns
- Diversity as Part of Corporate Strategy
- Challenges in Managing Employee Diversity
- Diversity Versus Inclusiveness
- Individual Versus Group Fairness
- Resistance to Change
- Group Cohesiveness and Interpersonal Conflict
- Segmented Communication Networks
- Resentment
- Retention
- Competition for Opportunities
- Diversity in Organizations
- African Americans
- Asian Americans
- People with Disabilities
- The Foreign Born
- Homosexuals
- Latinos (Hispanic Americans)
- Older Workers
- Religious Minorities
- Women
- Biological Constraints And Social Roles
- A Male-Dominated Corporate Culture
- Exclusionary Networks
- Sexual Harassment
- Improving the Management of Diversity
- Creating an Inclusive Organizational Culture
- Top-Management Commitment to Valuing Diversity
- Appraising and Rewarding Managers for Good Diversity Practices
- Diversity Training Programs
- Support Groups
- Accommodation of Family Needs
- Day Care
- Alternative Work Patterns
- Senior Mentoring Programs
- Apprenticeships
- Communication Standards
- Diversity Audits
- Management Responsibility and Accountability
- Some Warnings
- Avoiding the Appearance of “White Male Bashing”
- Avoiding the Promotion of Stereotypes
- Summary and Conclusions
- LO 4.1 What Is Diversity?
- LO 4.2 Challenges in Managing Employee Diversity
- LO 4.3 Diversity in Organizations
- LO 4.4 Improving the Management of Diversity
- LO 4.5 Some Warnings
- Key Terms
- Discussion Questions
- You Manage It! 1 Employability Sexual Harassment or Office Romance?
- You Manage It! 2 Emerging Trends Why Women Lag Behind in MBA Programs
- You Manage It! 3 Ethics/Social Responsibility Interpreting the Americans with Disabilities Act: The Hot Frontier of Diversity Management
- You Manage It! 4 Discussion Conflict at Northern Sigma
- Endnotes
- Part 3 Staffing
- 5 Recruiting and Selecting Employees
- Learning Objectives
- The Managerial Perspective
- Human Resource Supply and Demand
- Forecasting Techniques
- Human Resource Information Systems
- The Hiring Process
- Challenges in the Hiring Process
- Determining Characteristics Important to Performance
- Measuring Characteristics That Determine Performance
- The Motivation Factor
- Who Should Make the Decision?
- Meeting the Challenge of Effective Staffing: Recruitment
- Sources of Recruiting
- Evaluating Sources of Recruiting
- Nontraditional Recruiting
- EXTERNAL VERSUS INTERNAL CANDIDATES
- Recruiting Protected Classes
- Planning The Recruitment Effort
- Planning Your Job Search
- Meeting the Challenge of Effective Staffing: Selection
- Reliability and Validity
- Selection Tools as Predictors of Job Performance
- Letters of Recommendation
- Application Forms
- Ability Tests
- Personality Tests
- Honesty Tests
- Interviews
- Assessment Centers
- Drug Tests
- Reference Checks
- Background Checks
- Social Media Screening
- Combining Predictors
- Selection and Person/Organization Fit
- Reactions to Selection Devices
- Legal Issues in Staffing
- Discrimination Laws
- Affirmative Action
- Negligent Hiring
- Summary and Conclusions
- LO 5.1 Human Resource Supply and Demand
- LO 5.2 The Hiring Process
- LO 5.3 Challenges in the Hiring Process
- LO 5.4 Meeting the Challenge of Effective Staffing
- LO 5.5 Selection
- LO 5.6 Legal Issues in Staffing
- Key Terms
- Discussion Questions
- You Manage It! 1 Ethics/Social Responsibility
- Critical Thinking Questions
- Team Exercise
- Experiential Team Exercise
- You Manage It! 2 Employability Social Media in the Hiring Process
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Ethics/Social Responsibility Fitting in Social Responsibility
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Emerging Trends Returnships
- Critical Thinking Questions
- Team Exercise
- Individual Exercise
- Endnotes
- 6 Managing Employee Separations, Downsizing, and Outplacement
- Learning Outcomes
- The Managerial Perspective
- What Are Employee Separations?
- The Costs of Employee Separations
- Recruitment Costs
- Selection Costs
- Training Costs
- Separation Costs
- Conclusion
- The Benefits of Employee Separations
- Reduced Labor Costs
- Replacement of Poor Performers
- Increased Innovation
- The Opportunity for Greater Diversity
- Types of Employee Separations
- Voluntary Separations
- Quits
- Retirements
- Involuntary Separations
- Discharges
- Layoffs
- Managing Early Retirements
- The Features of Early Retirement Policies
- Avoiding Problems with Early Retirements
- Managing Layoffs
- Alternatives to Layoffs
- Employment Policies
- Changes in Job Design
- Pay and Benefits Policies
- Training
- Implementing a Layoff
- Notifying Employees
- Developing Layoff Criteria
- Communicating to Laid-off Employees
- Separation Agreements
- Coordinating Media Relations
- Maintaining Security
- Reassuring Survivors of the Layoff
- Ensuring Legal Compliance
- Outplacement
- The Goals of Outplacement
- Outplacement Services
- Emotional Support
- Job-Search Assistance
- Summary and Conclusions
- LO 6.1 What are Employee Separations?
- LO 6.2 Types of Employee Separations
- LO 6.3 Managing Early Retirements
- LO 6.4 Managing Layoffs
- LO 6.5 Outplacement
- Key Terms
- Discussion Questions
- You Manage It! 1 Global Turnover: A Global Management Issue
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility Employment-at-Will: Fair Policy?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- You Manage It! 3 Employability You’re Fired!
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- Part 4 Employee Development
- 7 Appraising and Managing Performance
- Learning Objectives
- The Managerial Perspective
- The Performance Appraisal Context
- The Uses of Performance Appraisal
- Limitations of Performance Appraisal
- The System or the Person
- Summary
- The Performance Appraisal Process
- Identifying Performance Dimensions
- Measuring Performance
- Measurement Tools
- Relative and Absolute Judgments
- Trait, Behavioral, and Outcome Data
- Measurement Tools: Summary and Conclusions
- Challenges to Effective Performance Measurement
- Rater Errors and Bias
- The Influence of Liking
- Organizational Politics
- Individual or Group Focus
- Legal Issues
- Managing Performance
- The Appraisal Interview
- Performance Improvement
- Identifying the Causes of Performance Problems
- Developing an Action Plan and Empowering Workers to Reach a Solution
- Directing Communication at Performance
- Summary and Conclusions
- LO 7.1 The Performance Appraisal Context
- LO 7.2 The Performance Appraisal Process
- LO 7.3 Challenges to Effective Performance Measurement
- LO 7.4 Managing Performance
- Key Terms
- Discussion Questions
- You Manage It! 1 Ethics/Social Responsibility Rank and Yank: Legitimate Performance Improvement Tool or Ruthless and Unethical Management?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- You Manage It! 2 Emerging Trends Going Digital with Appraisal
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Ethics/Social Responsibility Let’s do it Right
- Critical Thinking Questions
- Team Exercises
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Customer-Driven HR Build on Their Strengths
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Endnotes
- 8 Training the Workforce
- Learning Objectives
- The Managerial Perspective
- Training Versus Career Development
- Challenges in Training
- Is Training the Solution?
- Are the Goals Clear and Realistic?
- Is Training a Good Investment?
- Will Training Work?
- How Can Training Keep Pace with a Changing Organizational Environment?
- Should Training Take Place in a Classroom Setting or on the Job?
- How Can Training Be Effectively Delivered on a Large Scale?
- How Can Training Be Delivered so Trainees Are Motivated to Learn?
- Managing the Training Process
- The Needs Assessment Phase
- The Levels of Needs Assessment
- Clarifying the Objectives of Training
- The Create and Deliver Phase
- Location Options
- Presentation Options
- Teletraining and Webcasts
- Computers
- Simulations
- Virtual Reality
- Classroom Instruction and Role-Plays
- Types of Training
- Skills Training
- Retraining
- Cross-Functional Training
- Team Training
- Creativity Training
- Literacy Training
- Diversity Training
- Crisis Training
- Ethics Training
- Customer Service Training
- The Evaluation Phase
- Legal Issues and Training
- Summary and Conclusions
- LO 8.1 Training Versus Career Development
- LO 8.2 Challenges in Training
- LO 8.3 Managing the Training Process
- Key Terms
- Discussion Questions
- You Manage It! 1 Customer-Driven HR Costs and Benefits: Assessing the Business Case for Training
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility The Ethics Challenge
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Global Training for Expatriates
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- 9 Developing Careers
- Learning Objectives
- The Managerial Perspective
- What is Career Development?
- Challenges in Career Development
- Who Will be Responsible?
- How Much Emphasis Is Appropriate?
- How Will the Needs of a Diverse Workforce Be Met?
- Meeting the Challenges of Effective Development
- The Assessment Phase
- Self-Assessment
- Organizational Assessment
- The Direction Phase
- Individual Career Counseling
- Information Services
- The Development Phase
- Mentoring
- Coaching
- Job Rotation
- Tuition Assistance Programs
- Self-Development
- Development Suggestions
- Advancement Suggestions
- Summary and Conclusions
- LO 9.1 What Is Career Development?
- LO 9.2 Challenges in Career Development
- LO 9.3 Meeting the Challenges of Effective Development
- LO 9.4 Self-Development
- Key Terms
- Discussion Questions
- You Manage It! 1 Customer-Driven HR Be Strategic About Your Career
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility Anchors II
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Global Mentoring as Global Development
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- Part 5 Compensation
- 10 Managing Compensation
- Learning Objectives
- The Managerial Perspective
- What Is Compensation?
- Designing a Compensation System
- Internal Versus External Equity
- The Distributive Justice Model
- The Labor Market Model
- Balancing Equity
- Fixed Versus Variable Pay
- Performance Versus Membership
- Job Versus Individual Pay
- Elitism Versus Egalitarianism
- Below-Market Versus Above-Market Compensation
- Monetary Versus Nonmonetary Rewards
- Open Versus Secret Pay
- Centralization Versus Decentralization of Pay Decisions
- Summary
- Compensation Tools
- Job-Based Compensation Plans
- Achieving Internal Equity: Job Evaluation
- Step 1: Conduct Job Analysis
- Step 2: Write Job Descriptions
- Step 3: Determine Job Specifications
- Step 4: Rate Worth of All Jobs Using a Predetermined System
- Step 5: Create a Job Hierarchy
- Step 6: Classify Jobs by Grade Levels
- Achieving External Equity: Market Surveys
- Step 1: Identify Benchmark or Key Jobs
- Step 2: Establish a Pay Policy
- Achieving Individual Equity: Within-Pay-Range Positioning Criteria
- Evaluating Job-Based Compensation Plans
- Suggestions for Practice
- Skill-Based Compensation Plans
- Special Compensation Issues in Small Firms
- The Legal Environment and Pay System Governance
- The Fair Labor Standards Act
- Minimum Wages
- Overtime
- The Equal Pay Act
- Comparable Worth
- Role of the Office of Federal Contract Compliance Programs (OFCCP)
- The Internal Revenue Code
- Summary and Conclusions
- LO 10.1 What Is Compensation?
- LO 10.2 Designing a Compensation System
- LO 10.3 Compensation Tools
- LO 10.4 The Legal Environment and Pay System Governance
- Key Terms
- Discussion Questions
- You Manage It! 1 Employability A Vicious Cycle for Women: Lower Pay in Prior Jobs Means Lower Pay in a New Job
- Critical Thinking Questions
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility Helping Employees Take Care of Home Tasks
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Discussion An Academic Question
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Customer-Driven HR A Challenge at Antle Corporation
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- 11 Rewarding Performance
- Learning Objectives
- The Managerial Perspective
- Pay for Performance: The Challenges
- The “Do Only What You Get Paid For” Syndrome
- Unethical Behaviors
- Negative Effects on the Spirit of Cooperation
- Lack of Control
- Difficulties in Measuring Performance
- Psychological Contracts
- The Credibility Gap
- Job Dissatisfaction and Stress
- Potential Reduction of Intrinsic Drives
- Meeting the Challenges of Pay-for-Performance Systems
- Develop a Complementary Relationship Between Extrinsic and Intrinsic Rewards
- Link Pay and Performance Appropriately
- Use Pay for Performance as Part of a Broader HRM System
- Build Employee Trust
- Promote the Belief That Performance Makes a Difference
- Use Multiple Layers of Rewards
- Increase Employee Involvement
- Stress the Importance of Acting Ethically
- Use Motivation and Nonfinancial Incentives
- Types of Pay-for-Performance Plans
- Individual-Based Plans
- Advantages of Individual-Based Pay-for-Performance Plans
- Disadvantages of Individual-Based Pay-for-Performance Plans
- When are Individual-Based Plans Most Likely to Succeed?
- Team-Based Plans
- Advantages of Team-Based Pay-for-Performance Plans
- Disadvantages of Team-Based Pay-for-Performance Plans
- Under Which Conditions are Team-Based Plans Most Likely to Succeed?
- Plantwide Plans
- Advantages of Plantwide Pay-for-Performance Plans
- Disadvantages of Plantwide Pay-for-Performance Plans
- Conditions Favoring Plantwide Plans
- Corporatewide Plans
- Advantages of Corporatewide Pay-for-Performance Plans
- Disadvantages of Corporatewide Pay-for-Performance Plans
- Conditions Favoring Corporatewide Plans
- Designing Pay-for-Performance Plans for Executives and Salespeople
- Executives
- Salary and Short-Term Incentives
- Long-Term Incentives
- Golden Parachutes
- Rewards for Social Responsibility
- Perks
- Directors and Shareholders as Equity Partners
- Salespeople
- Rewarding Excellence in Customer Service
- Pay-for-Performance Programs in Small Firms
- Summary and Conclusions
- LO 11.1 Pay-for-Performance: The Challenges
- LO 11.2 Meeting the Challenges of Pay-for-Performance Systems
- LO 11.3 Types of Pay-for-Performance Plans
- LO 11.4 Designing Pay-for-Performance Plans for Executives and Salespeople
- Key Terms
- Discussion Questions
- You Manage It! 1 Global Is There a Downside to Meritocracy?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Employability Pay for Performance on Steroids
- Critical Thinking Questions
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Discussion How Should Incentive Money Be Distributed?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Ethics/Social Responsibility The Pitfalls of Merit Pay and Pay for Performance
- Merit Pay? For Whom?
- Pay for Performance
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- 12 Designing and Administering Benefits
- Learning Objectives
- The Managerial Perspective
- An Overview of Benefits
- Basic Terminology
- The Cost of Benefits in the United States
- Federal Tax Policy
- Federal Legislation
- Union Influence
- Cost Savings Of Group Plans
- Types of Benefits
- The Benefits Strategy
- The Benefits Mix
- Benefits Amount
- Flexibility of Benefits
- Legally Required Benefits
- Social Security
- Retirement Income
- Disability Income
- Medicare
- Survivor Benefits
- Workers’ Compensation
- Unemployment Insurance
- Unpaid Leave
- Voluntary Benefits
- Health Insurance
- Traditional Health Insurance
- Health Maintenance Organizations
- Preferred Provider Organizations
- Health Insurance Coverage Of Employees’ Partners
- Health Savings Accounts
- Health Care Cost Containment
- Retirement Benefits
- Employee Retirement Income Security Act
- Defined Benefit Plans
- Defined Contribution Plans
- 401(k) Plan
- Ira
- Sep
- Profit-Sharing Keogh Plan
- Hybrid Pension Plans
- Insurance Plans
- Life Insurance
- Long-Term Disability Insurance
- Paid Time Off
- Sick Leave
- Vacations
- Severance Pay
- Paid Parental Leave
- Holidays And Other Paid Time Off
- Employee Services
- Administering Benefits
- Flexible Benefits
- Types Of Flexible Benefits Plans
- Challenges With Flexible Benefits
- Benefits Communication
- Summary and Conclusions
- LO 12.1 An Overview of Benefits
- LO 12.2 The Benefits Strategy
- LO 12.3 Legally Required Benefits
- LO 12.4 Voluntary Benefits
- LO 12.5 Administering Benefits
- Key Terms
- Discussion Questions
- You Manage It! 1 Employability Walmart’s New Paid Parental Leave Policy Is a Game Changer
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility Should Employers Penalize Employees Who Do Not Adopt Healthy Habits?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 3 Customer-Driven HR IBM’s 401(k) Plan Sets the Standard
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- Endnotes
- Part 6 Governance
- 13 Developing Employee Relations
- Learning Objectives
- The Managerial Perspective
- The Roles of the Manager and the Employee Relations Specialist
- Developing Employee Communications
- Types of Information
- How Communication Works
- Downward And Upward Communication
- Encouraging Effective Communications
- Information Dissemination Programs
- The Employee Handbook
- Written Communications: Memos, Financial Statements, Newsletters, And Bulletin Boards
- Audiovisual Communications
- Electronic Communications
- Meetings
- Retreats
- Informal Communications
- Employee Feedback Programs
- Employee Attitude Surveys
- Appeals Procedures
- Employee Assistance Programs
- Employee Recognition Programs
- Suggestion Systems
- Recognition Awards
- Summary and Conclusions
- LO 13.1 The Roles of the Manager and the Employee Relations Specialist
- LO 13.2 Developing Employee Communications
- LO 13.3 Encouraging Effective Communications
- LO 13.4 Employee Recognition Programs
- Key Terms
- Discussion Questions
- You Manage It! 1 Ethics/Social Responsibility Employees Don’t Always Speak Up When There Is Bad News to Communicate
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 2 Customer-Driven HR Costco Has Found That Putting Employees First Is a Profitable Practice
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 3 Employability In Praise of Nepotism?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Endnotes
- 14 Respecting Employee Rights and Managing Discipline
- Learning Objectives
- The Managerial Perspective
- Employee Rights
- Statutory Rights
- Contractual Rights
- Other Rights
- Right To Ethical Treatment
- Limited Right to Privacy
- Limited Right To Free Speech
- Management Rights
- Employment at Will
- Legal Limitations To Employment At Will
- Public Policy Exceptions
- Implied Contracts
- Lack Of Good Faith And Fair Dealing
- Employee Rights Challenges: A Balancing Act
- Random Drug Testing
- Electronic Monitoring
- Whistle-Blowing
- Restrictions on Moonlighting
- Restrictions on Office Romance
- Disciplining Employees
- Progressive Discipline
- Positive Discipline
- Administering and Managing Discipline
- The Just Cause Standard of Discipline
- The Right to Appeal Discipline
- Managing Difficult Employees
- Poor Attendance
- Poor Performance
- Insubordination
- Workplace Bullying
- Alcohol-Related Misconduct
- Illegal Drug Use and Abuse
- Preventing the Need for Discipline with Human Resource Management
- Recruitment and Selection
- Training and Development
- Human Resource Planning
- Performance Appraisal
- Compensation
- Summary and Conclusions
- LO 14.1 Employee Rights
- LO 14.2 Management Rights
- LO 14.3 Employee Rights Challenges: A Balancing Act
- LO 14.4 Disciplining Employees
- LO 14.5 Administering and Managing Discipline
- LO 14.6 Managing Difficult Employees
- LO 14.7 Preventing the Need for Discipline with Human Resource Management
- Key Terms
- Discussion Questions
- You Manage It! 1 Customer-Driven HR Incivility Is a Growing Problem at the Workplace
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 2 Employability Is It Time to Update Workplace Drug Testing Policy to Accommodate an Employee’s Medical Marijuana Use?
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- You Manage It! 3 Ethics/Social Responsibility Employees Should Be Aware of the Risks Before They Attempt to Blow the Whistle
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Individual
- Endnotes
- 15 Working with Organized Labor
- Learning Objectives
- The Managerial Perspective
- Why Do Employees Join Unions?
- The Origins of U.S. Labor Unions
- The Role of the Manager in Labor Relations
- Labor Relations and the Legal Environment
- The Wagner Act
- The Taft-Hartley Act
- The Landrum-Griffin Act
- Labor Relations in the United States
- Business Unionism
- Unions Structured by Type of Job
- Focus on Collective Bargaining
- Labor Contracts
- The Adversarial Nature of Labor–Management Relations and Shrinking Union Membership
- The Growth of Unions in the Public Sector
- Labor Relations in Other Countries
- How Unions Differ Internationally
- Labor Relations in Germany
- Labor Relations in Japan
- Labor Relations Strategy
- Union Acceptance Strategy
- Union Avoidance Strategy
- Union Substitution
- Union Suppression
- Managing the Labor Relations Process
- Union Organizing
- Union Solicitation
- Preelection Conduct
- Certification Election
- Collective Bargaining
- Bargaining Behavior
- Bargaining Power
- Distributive Bargaining
- Integrative Bargaining
- Bargaining Topics
- Impasses In Bargaining
- Contract Administration
- Steps In The Grievance Procedure
- Types Of Grievances
- Benefits Of Union Grievance Procedures
- The Impact of Unions on Human Resource Management
- Staffing
- Employee Development
- Compensation
- Employee Relations
- Summary and Conclusions
- LO 15.1 Why Do Employees Join Unions?
- LO 15.2 Labor Relations and the Legal Environment
- LO 15.3 Labor Relations in the United States
- LO 15.4 Labor Relations in Other Countries
- LO 15.5 Labor Relations Strategy
- LO 15.6 Managing the Labor Relations Process
- LO 15.7 The Impact of Unions on Human Resource Management
- Key Terms
- Discussion Questions
- You Manage It! 1 Emerging Trends The Freelancers Union: A New Approach to Unionism?
- You Manage It! 2 Ethics/Social Responsibility Public-Sector Unions in Wisconsin Have Been Dealt a Major Setback with a New Law That Weakens Union Bargaining Rights
- You Manage It! 3 Employability Teachers Strike in Five States over Pay and Working Conditions
- Endnotes
- 16 Managing Workplace Safety and Health
- Learning Objectives
- The Managerial Perspective
- Workplace Safety and the Law
- Workers’ Compensation
- The Benefits of Workers’ Compensation
- The Costs of Workers’ Compensation
- The Occupational Safety and Health Act (OSHA)
- Osha’s Provisions
- The Occupational Safety and Health Administration
- The Occupational Safety and Health Review Commission
- The National Institute for Occupational Safety And Health
- State Programs
- The Effectiveness of OSHA
- Managing Contemporary Safety, Health, and Behavioral Issues
- Sexual Harassment Prevention
- Accountability
- Training
- Investigation
- Mentoring
- Workplace-Specific Policies
- Conclusion
- Violence in the Workplace
- Reducing Assaults and Threats
- Reducing Threats From Sabotage
- Cumulative Trauma Disorders
- Hearing Impairment
- Fetal Protection
- Hazardous Chemicals
- Genetic Testing
- Safety and Health Programs
- Safety Programs
- Employee Assistance Programs (EAPs)
- Wellness Programs
- The Rewards of Good Health Habits
- Summary and Conclusions
- LO 16.1 Workplace Safety and the Law
- LO 16.2 Managing Contemporary Safety, Health, and Behavioral Issues
- LO 16.3 Safety and Health Programs
- Key Terms
- Discussion Questions
- You Manage It! 1 Ethics/Social Responsibility Standing Up to Workplace Bullies
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Global Mental Health: A Global Concern
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- You Manage It! 3 Customer-Driven HR Keeping the Workplace Safe
- Critical Thinking Questions
- Team Exercises
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- 17 International HRM Challenges
- Learning Objectives
- The Managerial Perspective
- The Stages of International Involvement
- The Rise of Outsourcing
- Falling Barriers
- Small and Medium-Sized Enterprises Are Also Going Global
- The Global Manager
- Determining the Mix of Host-Country and Expatriate Employees
- The Challenges of Expatriate Assignments
- Why International Assignments Often End in Failure
- Career Blockage
- Culture Shock
- Lack of Predeparture Cross-Cultural Training
- Overemphasis on Technical Qualifications
- Getting RID of a Troublesome Employee
- Family Problems
- Difficulties on Return
- Lack of Respect For Acquired Skills
- Loss of Status
- Poor Planning for Return Position
- Reverse Culture Shock
- Effectively Managing Expatriate Assignments with HRM Policies and Practices
- Selection
- Training
- Career Development
- Compensation
- Role of HR Department
- Women and International Assignments
- The Use of Guest Workers
- Developing HRM Policies in a Global Context
- National Culture, Organizational Characteristics, and HRM Practices
- EEO in the International Context
- Important Caveats
- Human Resources Management and Exporting Firms
- Ethics and Social Responsibility
- Dealing with Political Risks
- Summary and Conclusions
- LO 17.1 The Stages of International Involvement
- LO 17.2 Determining the Mix of Host-Country and Expatriate Employees
- LO 17.3 The Challenges of Expatriate Assignments
- LO 17.4 Effectively Enhancing Expatriate Assignments with HRM Policies and Practices
- LO 17.5 Developing HRM Policies in a Global Context
- LO 17.6 Human Resource Management and Exporting Firms
- Key Terms
- Discussion Questions
- You Manage It! 1 Employability Working Overseas
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 2 Ethics/Social Responsibility How Much Responsibility Do Multinationals Have for Labor Safety?
- Critical Thinking Questions
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 3 Global Two Sides to Every Story
- Critical Thinking Questions
- Team Exercises
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 4 Ethics/Social Responsibility When in Rome Do as the Romans Do? The Case of Foreign Bribes
- Critical Thinking Questions
- Team Exercise
- Experiential Exercise: Team
- Experiential Exercise: Individual
- You Manage It! 5 Global Are Culture-Specific HR Policies a Good Idea?
- Critical Thinking Questions
- Team Exercises
- Experiential Exercise: Team
- Experiential Exercise: Individual
- Endnotes
- Appendix
- HRM and Business Periodicals
- General Business Periodicals
- Hrm Periodicals
- Glossary
- Company, Name, and Product Index
- A
- B
- C
- D
- E
- F
- G
- H
- I
- J
- K
- L
- M
- N
- O
- P
- Q
- R
- S
- T
- U
- V
- W
- X
- Y
- Z
- Subject Index
- A
- B
- C
- D
- E
- F
- G
- H
- I
- J
- K
- L
- M
- N
- O
- P
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