Sale!

Solution Manual for Managing Human Resources, 9th Edition, Luis R. Gomez-Mejia David B. Balkin Kenneth P. Carson

Original price was: $35.00.Current price is: $26.50.

Solution Manual for Managing Human Resources, 9th Edition, Luis R. Gomez-Mejia, David B. Balkin, Kenneth P. Carson

Download sample
Category:

This is completed downloadable of Solution Manual for Managing Human Resources, 9th Edition, Luis R. Gomez-Mejia, David B. Balkin, Kenneth P. Carson

Product Details:

ISBN 13: 9780134900100
ISBN 10: 0134900103
Author: Luis R. Gomez-Mejia, David B. Balkin, Kenneth P. Carson
For undergraduate or graduate level human resource management courses.   Prepare future managers with an understanding of HR skills Managing Human Resources gives students a solid business understanding of human resource (HR) management skills.  It makes human resources relevant to anyone who has to deal with HR issues in the workplace, even those who do not hold the title of manager. Covering new and emerging trends, customer orientation, ethics, and global issues affecting HR, the text gives students a realistic view of the subject as it is actually practiced in business organizations. In addition to thoroughly updating all of the materials, the 9th Edition also introduces a new theme of employability — referring to HR skills that make students more attractive in the labor market. Coverage of these hot topics, which are foremost in the minds of students, prepares them to be more employable managers, supervisors, and team leaders with valuable HR knowledge.

Table of Content:\

  1. Part 1 Introduction
  2. 1 Meeting Present and Emerging Strategic Human Resource Challenges
  3. Learning Objectives
  4. The Managerial Perspective
  5. Human Resource Management: The Challenges
  6. Environmental Challenges
  7. Rapid Change
  8. The Web Economy
  9. Workforce Diversity
  10. Globalization
  11. Legislation
  12. Evolving Work and Family Roles
  13. Skill Shortages and The Rise of The Service Sector
  14. Natural Disasters and Terrorism
  15. Organizational Challenges
  16. Competitive Position: Cost, Quality, or Distinctive Capabilities
  17. Decentralization
  18. Downsizing
  19. Organizational Restructuring
  20. Self-Managed Work Teams
  21. Organizational Culture
  22. Technology
  23. Internal Security
  24. Data Security
  25. Outsourcing
  26. Product Integrity
  27. Individual Challenges
  28. Matching Peoplel and Organizations
  29. Ethics and Social Responsibility
  30. Productivity
  31. Empowerment
  32. Brain Drain
  33. Job Insecurity
  34. Planning and Implementing Strategic HR Policies
  35. The Benefits of Strategic HR Planning
  36. Encouragement of Proactive Rather Than Reactive Behavior
  37. Explicit Communication of Company Goals
  38. Stimulation of Critical Thinking and Ongoing Examination of Assumptions
  39. Identification of Gaps Between Current Situation and Future Vision
  40. Encouragement of Line Managers’ Participation
  41. Identification of HR Constraints and Opportunities
  42. Creation of Common Bonds
  43. The Challenges of Strategic HR Planning
  44. Maintaining A Competitive Advantage
  45. Reinforcing Overall Business Strategy
  46. Avoiding Excessive Concentration On Day-To-Day Problems
  47. Developing HR Strategies Suited To Unique Organizational Features
  48. Coping With The Environment
  49. Securing Management Commitment
  50. Translating The Strategic Plan Into Action
  51. Combining Intended and Emergent Strategies
  52. Accommodating Change
  53. Strategic HR Choices
  54. Work Flows
  55. Staffing
  56. Employee Separations
  57. Performance Appraisal
  58. Training and Career Development
  59. Compensation
  60. Employee and Labor Relations
  61. Employee Rights
  62. International Management
  63. Selecting HR Strategies to Increase Firm Performance
  64. Fit with Organizational Strategies
  65. Corporate Strategies
  66. Porter’s Business Unit Strategies
  67. Miles and Snow’s Business Strategies
  68. Fit with the Environment
  69. Fit with Organizational Characteristics
  70. The Production Process for Converting Inputs Into Output
  71. The Firm’s Market Posture
  72. The Firm’s Overall Managerial Philosophy
  73. The Firm’s Organizational Structure
  74. The Firm’s Organizational Culture
  75. Fit with Organizational Capabilities
  76. Choosing Consistent and Appropriate HR Tactics to Implement HR Strategies
  77. HR Best Practices
  78. The HR Department and Managers: An Important Partnership
  79. Specialization in Human Resource Management
  80. Summary and Conclusions
  81. LO 1.1 Human Resource Management: The Challenges
  82. LO 1.2 Planning and Implementing Strategic HR Policies
  83. LO 1.3 Selecting HR Strategies to Increase Firm Performance
  84. LO 1.4 HR Best Practices
  85. LO 1.5 The HR Department and Managers: An Important Partnership
  86. Key Terms
  87. Discussion Questions
  88. You Manage It! 1 Emerging Trends Electronic Monitoring to Make Sure That No One Steps Out of Line
  89. Use of “Magic Glasses” by Police Officers
  90. Motorola Arm-Mounted Terminals
  91. Intel Tracking System of Objectives and Key Results
  92. Computer Programs at Ann Taylor Stores Corp.
  93. By Building Mathematical Models of Its Own Employees, IBM Aims to Improve Productivity and Automate Management
  94. Creating a Numerical Profile for Recruitment
  95. Use of Artificial Intelligence to Diagnose HR Problems
  96. Critical Thinking Questions
  97. Team Exercise
  98. Experiential Exercise: Team
  99. Experiential Exercise: Individual
  100. You Manage It! 2 Ethics/Social Responsibility Embedding Sustainability into HR Strategy
  101. Critical Thinking Questions
  102. Team Exercise
  103. Experiential Exercise: Team
  104. Experiential Exercise: Individual
  105. You Manage It! 3 Discussion Managers and HR Professionals at Sands Corporation: Friends or Foes?
  106. Critical Thinking Questions
  107. Team Exercise
  108. Experiential Exercise: Team
  109. Experiential Exercise: Individual
  110. You Manage It! 4 Employability Critical Jobs Go Vacant
  111. Critical Thinking Questions
  112. Experiential Exercise: Team
  113. Experiential Exercise: Individual
  114. Endnotes
  115. Part 2 The Contexts of Human Resource Management
  116. 2 Managing Work Flows and Conducting Job Analysis
  117. Learning Objectives
  118. The Managerial Perspective
  119. Work: The Organizational Perspective
  120. Strategy and Organizational Structure
  121. Designing the Organization
  122. Bureaucratic Organization
  123. Flat Organization
  124. Boundaryless Organization
  125. Work-Flow Analysis
  126. Business Process Reengineering
  127. Work: The Group Perspective
  128. Self-Managed Teams
  129. Other Types of Teams
  130. Work: The Individual Perspective
  131. Motivating Employees
  132. Two-Factor Theory
  133. Work Adjustment Theory
  134. Goal-Setting Theory
  135. Job Characteristics Theory
  136. Designing Jobs and Conducting Job Analysis
  137. Job Design
  138. Work Simplification
  139. Job Enlargement and Job Rotation
  140. Job Enrichment
  141. Team-Based Job Designs
  142. Job Analysis
  143. Who Performs Job Analysis?
  144. Methods of Gathering Job Information
  145. The Uses of Job Analysis
  146. The Techniques of Job Analysis
  147. Task Inventory Analysis
  148. Critical Incident Technique
  149. Position Analysis Questionnaire (PAQ)
  150. Functional Job Analysis
  151. Job Analysis and the Legal Environment
  152. Job Analysis and Organizational Flexibility
  153. Job Descriptions
  154. Elements of a Job Description
  155. Identification Information
  156. Job Summary
  157. Job Duties and Responsibilities
  158. Job Specifications and Minimum Qualifications
  159. Job or Work?
  160. The Flexible Workforce
  161. Contingent Workers
  162. Temporary Employees
  163. Part-Time Employees
  164. Outsourcing/Subcontracting
  165. Offshore Outsourcing
  166. Contract Workers
  167. College Interns
  168. Flexible Work Schedules
  169. Flexible Work Hours
  170. Compressed Workweeks
  171. Telecommuting
  172. The Mobile Workplace
  173. Human Resource Information Systems
  174. HRIS Applications
  175. HRIS Security and Privacy
  176. HR Analytics
  177. Summary and Conclusions
  178. LO 2.1 Work: The Organizational Perspective
  179. LO 2.2 Work: The Group Perspective
  180. LO 2.3 Work: The Individual Perspective
  181. LO 2.4 Designing Jobs and Conducting Job Analysis
  182. LO 2.5 The Flexible Workforce
  183. LO 2.6 Human Resource Information Systems
  184. Key Terms
  185. Discussion Questions
  186. You Manage It! 1 Employability Are Companies Exploiting College Students Who Have Unpaid Internships?
  187. Critical Thinking Questions
  188. Team Exercise
  189. Experiential Exercise: Team
  190. You Manage It! 2 Employability Work That Is Vulnerable to Automation and What You Can Do About It
  191. Critical Thinking Questions
  192. Team Exercise
  193. Experiential Exercise: Individual
  194. You Manage It! 3 Customer-Driven HR Writing a Job Description
  195. Critical Thinking Questions
  196. Team Exercise
  197. Experiential Exercise: Individual
  198. Endnotes
  199. 3 Understanding Equal Opportunity and the Legal Environment
  200. Learning Objectives
  201. The Managerial Perspective
  202. Why Understanding the Legal Environment Is Important
  203. Doing the Right Thing
  204. Realizing the Limitations of the HR and Legal Departments
  205. Limiting Potential Liability
  206. Challenges to Legal Compliance
  207. A Dynamic Legal Landscape
  208. The Complexity of Laws
  209. Conflicting Strategies for Fair Employment
  210. Unintended Consequences
  211. Equal Employment Opportunity Laws
  212. The Equal Pay Act of 1963
  213. Title VII of the Civil Rights Act of 1964
  214. General Provisions
  215. Discrimination Defined
  216. Defense of Discrimination Charges
  217. Title VII and Pregnancy
  218. Sexual Harassment
  219. The Civil Rights Act of 1991
  220. Executive Order 11246
  221. The Age Discrimination in Employment Act of 1967
  222. The Americans with Disabilities Act of 1990
  223. Individuals With Disabilities
  224. Intellectual Disabilities
  225. Essential Functions
  226. Reasonable Accommodation
  227. The Vocational Rehabilitation Act of 1973
  228. The Vietnam Era Veterans Readjustment Act Of 1974
  229. EEO Enforcement And Compliance
  230. Regulatory Agencies
  231. Equal Employment Opportunity Commission
  232. Office of Federal Contract Compliance Programs
  233. Affirmative Action Plans
  234. Utilization Analysis
  235. Goals And Timetables
  236. Action Plans
  237. Other Important Laws
  238. Avoiding Pitfalls in EEO
  239. Provide Training
  240. Establish a Complaint Resolution Process
  241. Document Decisions
  242. Be Honest
  243. Ask Only for Information You Need to Know
  244. Summary and Conclusions
  245. LO 3.1 Why Understanding the Legal Environment Is Important
  246. LO 3.2 Challenges to Legal Compliance
  247. LO 3.3 Equal Employment Opportunity Laws
  248. LO 3.4 EEO Enforcement and Compliance
  249. LO 3.5 Other Important Laws
  250. LO 3.6 Avoiding Pitfalls in EEO
  251. Key Terms
  252. Discussion Questions
  253. You Manage It! 1 Social Responsibility and Ethics Should Victims of Sexual Harassment Report It to Human Resources?
  254. Critical Thinking Questions
  255. Team Exercise
  256. Experiential Exercise: Individual
  257. You Manage It! 2 Employability Can an Employer Refuse to Hire or Retain Employees Who Wear Tattoos?
  258. Critical Thinking Questions
  259. Team Exercise
  260. Experiential Exercise: Individual
  261. You Manage It! 3 Discussion Are Women Breaking Through the Glass Ceiling?
  262. Critical Thinking Questions
  263. Team Exercise
  264. Experiential Exercise: Individual
  265. Endnotes
  266. Appendix To 3 Human Resource Legislation Discussed in This Text
  267. 4 Managing Diversity
  268. Learning Objectives
  269. The Managerial Perspective
  270. What Is Diversity?
  271. Why Manage Employee Diversity?
  272. Affirmative Action Versus Managing Employee Diversity
  273. Demographic Trends
  274. Diversity As An Asset
  275. Marketing Concerns
  276. Diversity as Part of Corporate Strategy
  277. Challenges in Managing Employee Diversity
  278. Diversity Versus Inclusiveness
  279. Individual Versus Group Fairness
  280. Resistance to Change
  281. Group Cohesiveness and Interpersonal Conflict
  282. Segmented Communication Networks
  283. Resentment
  284. Retention
  285. Competition for Opportunities
  286. Diversity in Organizations
  287. African Americans
  288. Asian Americans
  289. People with Disabilities
  290. The Foreign Born
  291. Homosexuals
  292. Latinos (Hispanic Americans)
  293. Older Workers
  294. Religious Minorities
  295. Women
  296. Biological Constraints And Social Roles
  297. A Male-Dominated Corporate Culture
  298. Exclusionary Networks
  299. Sexual Harassment
  300. Improving the Management of Diversity
  301. Creating an Inclusive Organizational Culture
  302. Top-Management Commitment to Valuing Diversity
  303. Appraising and Rewarding Managers for Good Diversity Practices
  304. Diversity Training Programs
  305. Support Groups
  306. Accommodation of Family Needs
  307. Day Care
  308. Alternative Work Patterns
  309. Senior Mentoring Programs
  310. Apprenticeships
  311. Communication Standards
  312. Diversity Audits
  313. Management Responsibility and Accountability
  314. Some Warnings
  315. Avoiding the Appearance of “White Male Bashing”
  316. Avoiding the Promotion of Stereotypes
  317. Summary and Conclusions
  318. LO 4.1 What Is Diversity?
  319. LO 4.2 Challenges in Managing Employee Diversity
  320. LO 4.3 Diversity in Organizations
  321. LO 4.4 Improving the Management of Diversity
  322. LO 4.5 Some Warnings
  323. Key Terms
  324. Discussion Questions
  325. You Manage It! 1 Employability Sexual Harassment or Office Romance?
  326. You Manage It! 2 Emerging Trends Why Women Lag Behind in MBA Programs
  327. You Manage It! 3 Ethics/Social Responsibility Interpreting the Americans with Disabilities Act: The Hot Frontier of Diversity Management
  328. You Manage It! 4 Discussion Conflict at Northern Sigma
  329. Endnotes
  330. Part 3 Staffing
  331. 5 Recruiting and Selecting Employees
  332. Learning Objectives
  333. The Managerial Perspective
  334. Human Resource Supply and Demand
  335. Forecasting Techniques
  336. Human Resource Information Systems
  337. The Hiring Process
  338. Challenges in the Hiring Process
  339. Determining Characteristics Important to Performance
  340. Measuring Characteristics That Determine Performance
  341. The Motivation Factor
  342. Who Should Make the Decision?
  343. Meeting the Challenge of Effective Staffing: Recruitment
  344. Sources of Recruiting
  345. Evaluating Sources of Recruiting
  346. Nontraditional Recruiting
  347. EXTERNAL VERSUS INTERNAL CANDIDATES
  348. Recruiting Protected Classes
  349. Planning The Recruitment Effort
  350. Planning Your Job Search
  351. Meeting the Challenge of Effective Staffing: Selection
  352. Reliability and Validity
  353. Selection Tools as Predictors of Job Performance
  354. Letters of Recommendation
  355. Application Forms
  356. Ability Tests
  357. Personality Tests
  358. Honesty Tests
  359. Interviews
  360. Assessment Centers
  361. Drug Tests
  362. Reference Checks
  363. Background Checks
  364. Social Media Screening
  365. Combining Predictors
  366. Selection and Person/Organization Fit
  367. Reactions to Selection Devices
  368. Legal Issues in Staffing
  369. Discrimination Laws
  370. Affirmative Action
  371. Negligent Hiring
  372. Summary and Conclusions
  373. LO 5.1 Human Resource Supply and Demand
  374. LO 5.2 The Hiring Process
  375. LO 5.3 Challenges in the Hiring Process
  376. LO 5.4 Meeting the Challenge of Effective Staffing
  377. LO 5.5 Selection
  378. LO 5.6 Legal Issues in Staffing
  379. Key Terms
  380. Discussion Questions
  381. You Manage It! 1 Ethics/Social Responsibility
  382. Critical Thinking Questions
  383. Team Exercise
  384. Experiential Team Exercise
  385. You Manage It! 2 Employability Social Media in the Hiring Process
  386. Critical Thinking Questions
  387. Team Exercise
  388. Experiential Exercise: Team
  389. Experiential Exercise: Individual
  390. You Manage It! 3 Ethics/Social Responsibility Fitting in Social Responsibility
  391. Critical Thinking Questions
  392. Team Exercise
  393. Experiential Exercise: Team
  394. Experiential Exercise: Individual
  395. You Manage It! 4 Emerging Trends Returnships
  396. Critical Thinking Questions
  397. Team Exercise
  398. Individual Exercise
  399. Endnotes
  400. 6 Managing Employee Separations, Downsizing, and Outplacement
  401. Learning Outcomes
  402. The Managerial Perspective
  403. What Are Employee Separations?
  404. The Costs of Employee Separations
  405. Recruitment Costs
  406. Selection Costs
  407. Training Costs
  408. Separation Costs
  409. Conclusion
  410. The Benefits of Employee Separations
  411. Reduced Labor Costs
  412. Replacement of Poor Performers
  413. Increased Innovation
  414. The Opportunity for Greater Diversity
  415. Types of Employee Separations
  416. Voluntary Separations
  417. Quits
  418. Retirements
  419. Involuntary Separations
  420. Discharges
  421. Layoffs
  422. Managing Early Retirements
  423. The Features of Early Retirement Policies
  424. Avoiding Problems with Early Retirements
  425. Managing Layoffs
  426. Alternatives to Layoffs
  427. Employment Policies
  428. Changes in Job Design
  429. Pay and Benefits Policies
  430. Training
  431. Implementing a Layoff
  432. Notifying Employees
  433. Developing Layoff Criteria
  434. Communicating to Laid-off Employees
  435. Separation Agreements
  436. Coordinating Media Relations
  437. Maintaining Security
  438. Reassuring Survivors of the Layoff
  439. Ensuring Legal Compliance
  440. Outplacement
  441. The Goals of Outplacement
  442. Outplacement Services
  443. Emotional Support
  444. Job-Search Assistance
  445. Summary and Conclusions
  446. LO 6.1 What are Employee Separations?
  447. LO 6.2 Types of Employee Separations
  448. LO 6.3 Managing Early Retirements
  449. LO 6.4 Managing Layoffs
  450. LO 6.5 Outplacement
  451. Key Terms
  452. Discussion Questions
  453. You Manage It! 1 Global Turnover: A Global Management Issue
  454. Critical Thinking Questions
  455. Team Exercise
  456. Experiential Exercise: Team
  457. Experiential Exercise: Individual
  458. You Manage It! 2 Ethics/Social Responsibility Employment-at-Will: Fair Policy?
  459. Critical Thinking Questions
  460. Team Exercise
  461. Experiential Exercise: Team
  462. You Manage It! 3 Employability You’re Fired!
  463. Critical Thinking Questions
  464. Team Exercise
  465. Experiential Exercise: Team
  466. Experiential Exercise: Individual
  467. Endnotes
  468. Part 4 Employee Development
  469. 7 Appraising and Managing Performance
  470. Learning Objectives
  471. The Managerial Perspective
  472. The Performance Appraisal Context
  473. The Uses of Performance Appraisal
  474. Limitations of Performance Appraisal
  475. The System or the Person
  476. Summary
  477. The Performance Appraisal Process
  478. Identifying Performance Dimensions
  479. Measuring Performance
  480. Measurement Tools
  481. Relative and Absolute Judgments
  482. Trait, Behavioral, and Outcome Data
  483. Measurement Tools: Summary and Conclusions
  484. Challenges to Effective Performance Measurement
  485. Rater Errors and Bias
  486. The Influence of Liking
  487. Organizational Politics
  488. Individual or Group Focus
  489. Legal Issues
  490. Managing Performance
  491. The Appraisal Interview
  492. Performance Improvement
  493. Identifying the Causes of Performance Problems
  494. Developing an Action Plan and Empowering Workers to Reach a Solution
  495. Directing Communication at Performance
  496. Summary and Conclusions
  497. LO 7.1 The Performance Appraisal Context
  498. LO 7.2 The Performance Appraisal Process
  499. LO 7.3 Challenges to Effective Performance Measurement
  500. LO 7.4 Managing Performance
  501. Key Terms
  502. Discussion Questions
  503. You Manage It! 1 Ethics/Social Responsibility Rank and Yank: Legitimate Performance Improvement Tool or Ruthless and Unethical Management?
  504. Critical Thinking Questions
  505. Team Exercise
  506. Experiential Exercise: Team
  507. You Manage It! 2 Emerging Trends Going Digital with Appraisal
  508. Critical Thinking Questions
  509. Team Exercise
  510. Experiential Exercise: Team
  511. Experiential Exercise: Individual
  512. You Manage It! 3 Ethics/Social Responsibility Let’s do it Right
  513. Critical Thinking Questions
  514. Team Exercises
  515. Experiential Exercise: Team
  516. Experiential Exercise: Individual
  517. You Manage It! 4 Customer-Driven HR Build on Their Strengths
  518. Critical Thinking Questions
  519. Team Exercise
  520. Experiential Exercise: Team
  521. Endnotes
  522. 8 Training the Workforce
  523. Learning Objectives
  524. The Managerial Perspective
  525. Training Versus Career Development
  526. Challenges in Training
  527. Is Training the Solution?
  528. Are the Goals Clear and Realistic?
  529. Is Training a Good Investment?
  530. Will Training Work?
  531. How Can Training Keep Pace with a Changing Organizational Environment?
  532. Should Training Take Place in a Classroom Setting or on the Job?
  533. How Can Training Be Effectively Delivered on a Large Scale?
  534. How Can Training Be Delivered so Trainees Are Motivated to Learn?
  535. Managing the Training Process
  536. The Needs Assessment Phase
  537. The Levels of Needs Assessment
  538. Clarifying the Objectives of Training
  539. The Create and Deliver Phase
  540. Location Options
  541. Presentation Options
  542. Teletraining and Webcasts
  543. Computers
  544. Simulations
  545. Virtual Reality
  546. Classroom Instruction and Role-Plays
  547. Types of Training
  548. Skills Training
  549. Retraining
  550. Cross-Functional Training
  551. Team Training
  552. Creativity Training
  553. Literacy Training
  554. Diversity Training
  555. Crisis Training
  556. Ethics Training
  557. Customer Service Training
  558. The Evaluation Phase
  559. Legal Issues and Training
  560. Summary and Conclusions
  561. LO 8.1 Training Versus Career Development
  562. LO 8.2 Challenges in Training
  563. LO 8.3 Managing the Training Process
  564. Key Terms
  565. Discussion Questions
  566. You Manage It! 1 Customer-Driven HR Costs and Benefits: Assessing the Business Case for Training
  567. Critical Thinking Questions
  568. Team Exercise
  569. Experiential Exercise: Team
  570. Experiential Exercise: Individual
  571. You Manage It! 2 Ethics/Social Responsibility The Ethics Challenge
  572. Critical Thinking Questions
  573. Team Exercise
  574. Experiential Exercise: Team
  575. Experiential Exercise: Individual
  576. You Manage It! 3 Global Training for Expatriates
  577. Critical Thinking Questions
  578. Team Exercise
  579. Experiential Exercise: Team
  580. Experiential Exercise: Individual
  581. Endnotes
  582. 9 Developing Careers
  583. Learning Objectives
  584. The Managerial Perspective
  585. What is Career Development?
  586. Challenges in Career Development
  587. Who Will be Responsible?
  588. How Much Emphasis Is Appropriate?
  589. How Will the Needs of a Diverse Workforce Be Met?
  590. Meeting the Challenges of Effective Development
  591. The Assessment Phase
  592. Self-Assessment
  593. Organizational Assessment
  594. The Direction Phase
  595. Individual Career Counseling
  596. Information Services
  597. The Development Phase
  598. Mentoring
  599. Coaching
  600. Job Rotation
  601. Tuition Assistance Programs
  602. Self-Development
  603. Development Suggestions
  604. Advancement Suggestions
  605. Summary and Conclusions
  606. LO 9.1 What Is Career Development?
  607. LO 9.2 Challenges in Career Development
  608. LO 9.3 Meeting the Challenges of Effective Development
  609. LO 9.4 Self-Development
  610. Key Terms
  611. Discussion Questions
  612. You Manage It! 1 Customer-Driven HR Be Strategic About Your Career
  613. Critical Thinking Questions
  614. Team Exercise
  615. Experiential Exercise: Team
  616. Experiential Exercise: Individual
  617. You Manage It! 2 Ethics/Social Responsibility Anchors II
  618. Critical Thinking Questions
  619. Team Exercise
  620. Experiential Exercise: Team
  621. Experiential Exercise: Individual
  622. You Manage It! 3 Global Mentoring as Global Development
  623. Critical Thinking Questions
  624. Team Exercise
  625. Experiential Exercise: Team
  626. Experiential Exercise: Individual
  627. Endnotes
  628. Part 5 Compensation
  629. 10 Managing Compensation
  630. Learning Objectives
  631. The Managerial Perspective
  632. What Is Compensation?
  633. Designing a Compensation System
  634. Internal Versus External Equity
  635. The Distributive Justice Model
  636. The Labor Market Model
  637. Balancing Equity
  638. Fixed Versus Variable Pay
  639. Performance Versus Membership
  640. Job Versus Individual Pay
  641. Elitism Versus Egalitarianism
  642. Below-Market Versus Above-Market Compensation
  643. Monetary Versus Nonmonetary Rewards
  644. Open Versus Secret Pay
  645. Centralization Versus Decentralization of Pay Decisions
  646. Summary
  647. Compensation Tools
  648. Job-Based Compensation Plans
  649. Achieving Internal Equity: Job Evaluation
  650. Step 1: Conduct Job Analysis
  651. Step 2: Write Job Descriptions
  652. Step 3: Determine Job Specifications
  653. Step 4: Rate Worth of All Jobs Using a Predetermined System
  654. Step 5: Create a Job Hierarchy
  655. Step 6: Classify Jobs by Grade Levels
  656. Achieving External Equity: Market Surveys
  657. Step 1: Identify Benchmark or Key Jobs
  658. Step 2: Establish a Pay Policy
  659. Achieving Individual Equity: Within-Pay-Range Positioning Criteria
  660. Evaluating Job-Based Compensation Plans
  661. Suggestions for Practice
  662. Skill-Based Compensation Plans
  663. Special Compensation Issues in Small Firms
  664. The Legal Environment and Pay System Governance
  665. The Fair Labor Standards Act
  666. Minimum Wages
  667. Overtime
  668. The Equal Pay Act
  669. Comparable Worth
  670. Role of the Office of Federal Contract Compliance Programs (OFCCP)
  671. The Internal Revenue Code
  672. Summary and Conclusions
  673. LO 10.1 What Is Compensation?
  674. LO 10.2 Designing a Compensation System
  675. LO 10.3 Compensation Tools
  676. LO 10.4 The Legal Environment and Pay System Governance
  677. Key Terms
  678. Discussion Questions
  679. You Manage It! 1 Employability A Vicious Cycle for Women: Lower Pay in Prior Jobs Means Lower Pay in a New Job
  680. Critical Thinking Questions
  681. Experiential Exercise: Team
  682. Experiential Exercise: Individual
  683. You Manage It! 2 Ethics/Social Responsibility Helping Employees Take Care of Home Tasks
  684. Critical Thinking Questions
  685. Team Exercise
  686. Experiential Exercise: Team
  687. Experiential Exercise: Individual
  688. You Manage It! 3 Discussion An Academic Question
  689. Critical Thinking Questions
  690. Team Exercise
  691. Experiential Exercise: Team
  692. Experiential Exercise: Individual
  693. You Manage It! 4 Customer-Driven HR A Challenge at Antle Corporation
  694. Critical Thinking Questions
  695. Team Exercise
  696. Experiential Exercise: Team
  697. Experiential Exercise: Individual
  698. Endnotes
  699. 11 Rewarding Performance
  700. Learning Objectives
  701. The Managerial Perspective
  702. Pay for Performance: The Challenges
  703. The “Do Only What You Get Paid For” Syndrome
  704. Unethical Behaviors
  705. Negative Effects on the Spirit of Cooperation
  706. Lack of Control
  707. Difficulties in Measuring Performance
  708. Psychological Contracts
  709. The Credibility Gap
  710. Job Dissatisfaction and Stress
  711. Potential Reduction of Intrinsic Drives
  712. Meeting the Challenges of Pay-for-Performance Systems
  713. Develop a Complementary Relationship Between Extrinsic and Intrinsic Rewards
  714. Link Pay and Performance Appropriately
  715. Use Pay for Performance as Part of a Broader HRM System
  716. Build Employee Trust
  717. Promote the Belief That Performance Makes a Difference
  718. Use Multiple Layers of Rewards
  719. Increase Employee Involvement
  720. Stress the Importance of Acting Ethically
  721. Use Motivation and Nonfinancial Incentives
  722. Types of Pay-for-Performance Plans
  723. Individual-Based Plans
  724. Advantages of Individual-Based Pay-for-Performance Plans
  725. Disadvantages of Individual-Based Pay-for-Performance Plans
  726. When are Individual-Based Plans Most Likely to Succeed?
  727. Team-Based Plans
  728. Advantages of Team-Based Pay-for-Performance Plans
  729. Disadvantages of Team-Based Pay-for-Performance Plans
  730. Under Which Conditions are Team-Based Plans Most Likely to Succeed?
  731. Plantwide Plans
  732. Advantages of Plantwide Pay-for-Performance Plans
  733. Disadvantages of Plantwide Pay-for-Performance Plans
  734. Conditions Favoring Plantwide Plans
  735. Corporatewide Plans
  736. Advantages of Corporatewide Pay-for-Performance Plans
  737. Disadvantages of Corporatewide Pay-for-Performance Plans
  738. Conditions Favoring Corporatewide Plans
  739. Designing Pay-for-Performance Plans for Executives and Salespeople
  740. Executives
  741. Salary and Short-Term Incentives
  742. Long-Term Incentives
  743. Golden Parachutes
  744. Rewards for Social Responsibility
  745. Perks
  746. Directors and Shareholders as Equity Partners
  747. Salespeople
  748. Rewarding Excellence in Customer Service
  749. Pay-for-Performance Programs in Small Firms
  750. Summary and Conclusions
  751. LO 11.1 Pay-for-Performance: The Challenges
  752. LO 11.2 Meeting the Challenges of Pay-for-Performance Systems
  753. LO 11.3 Types of Pay-for-Performance Plans
  754. LO 11.4 Designing Pay-for-Performance Plans for Executives and Salespeople
  755. Key Terms
  756. Discussion Questions
  757. You Manage It! 1 Global Is There a Downside to Meritocracy?
  758. Critical Thinking Questions
  759. Team Exercise
  760. Experiential Exercise: Team
  761. Experiential Exercise: Individual
  762. You Manage It! 2 Employability Pay for Performance on Steroids
  763. Critical Thinking Questions
  764. Experiential Exercise: Team
  765. Experiential Exercise: Individual
  766. You Manage It! 3 Discussion How Should Incentive Money Be Distributed?
  767. Critical Thinking Questions
  768. Team Exercise
  769. Experiential Exercise: Team
  770. Experiential Exercise: Individual
  771. You Manage It! 4 Ethics/Social Responsibility The Pitfalls of Merit Pay and Pay for Performance
  772. Merit Pay? For Whom?
  773. Pay for Performance
  774. Critical Thinking Questions
  775. Team Exercise
  776. Experiential Exercise: Team
  777. Experiential Exercise: Individual
  778. Endnotes
  779. 12 Designing and Administering Benefits
  780. Learning Objectives
  781. The Managerial Perspective
  782. An Overview of Benefits
  783. Basic Terminology
  784. The Cost of Benefits in the United States
  785. Federal Tax Policy
  786. Federal Legislation
  787. Union Influence
  788. Cost Savings Of Group Plans
  789. Types of Benefits
  790. The Benefits Strategy
  791. The Benefits Mix
  792. Benefits Amount
  793. Flexibility of Benefits
  794. Legally Required Benefits
  795. Social Security
  796. Retirement Income
  797. Disability Income
  798. Medicare
  799. Survivor Benefits
  800. Workers’ Compensation
  801. Unemployment Insurance
  802. Unpaid Leave
  803. Voluntary Benefits
  804. Health Insurance
  805. Traditional Health Insurance
  806. Health Maintenance Organizations
  807. Preferred Provider Organizations
  808. Health Insurance Coverage Of Employees’ Partners
  809. Health Savings Accounts
  810. Health Care Cost Containment
  811. Retirement Benefits
  812. Employee Retirement Income Security Act
  813. Defined Benefit Plans
  814. Defined Contribution Plans
  815. 401(k) Plan
  816. Ira
  817. Sep
  818. Profit-Sharing Keogh Plan
  819. Hybrid Pension Plans
  820. Insurance Plans
  821. Life Insurance
  822. Long-Term Disability Insurance
  823. Paid Time Off
  824. Sick Leave
  825. Vacations
  826. Severance Pay
  827. Paid Parental Leave
  828. Holidays And Other Paid Time Off
  829. Employee Services
  830. Administering Benefits
  831. Flexible Benefits
  832. Types Of Flexible Benefits Plans
  833. Challenges With Flexible Benefits
  834. Benefits Communication
  835. Summary and Conclusions
  836. LO 12.1 An Overview of Benefits
  837. LO 12.2 The Benefits Strategy
  838. LO 12.3 Legally Required Benefits
  839. LO 12.4 Voluntary Benefits
  840. LO 12.5 Administering Benefits
  841. Key Terms
  842. Discussion Questions
  843. You Manage It! 1 Employability Walmart’s New Paid Parental Leave Policy Is a Game Changer
  844. Critical Thinking Questions
  845. Team Exercise
  846. Experiential Exercise: Individual
  847. You Manage It! 2 Ethics/Social Responsibility Should Employers Penalize Employees Who Do Not Adopt Healthy Habits?
  848. Critical Thinking Questions
  849. Team Exercise
  850. Experiential Exercise: Individual
  851. You Manage It! 3 Customer-Driven HR IBM’s 401(k) Plan Sets the Standard
  852. Critical Thinking Questions
  853. Team Exercise
  854. Experiential Exercise: Individual
  855. Endnotes
  856. Part 6 Governance
  857. 13 Developing Employee Relations
  858. Learning Objectives
  859. The Managerial Perspective
  860. The Roles of the Manager and the Employee Relations Specialist
  861. Developing Employee Communications
  862. Types of Information
  863. How Communication Works
  864. Downward And Upward Communication
  865. Encouraging Effective Communications
  866. Information Dissemination Programs
  867. The Employee Handbook
  868. Written Communications: Memos, Financial Statements, Newsletters, And Bulletin Boards
  869. Audiovisual Communications
  870. Electronic Communications
  871. Meetings
  872. Retreats
  873. Informal Communications
  874. Employee Feedback Programs
  875. Employee Attitude Surveys
  876. Appeals Procedures
  877. Employee Assistance Programs
  878. Employee Recognition Programs
  879. Suggestion Systems
  880. Recognition Awards
  881. Summary and Conclusions
  882. LO 13.1 The Roles of the Manager and the Employee Relations Specialist
  883. LO 13.2 Developing Employee Communications
  884. LO 13.3 Encouraging Effective Communications
  885. LO 13.4 Employee Recognition Programs
  886. Key Terms
  887. Discussion Questions
  888. You Manage It! 1 Ethics/Social Responsibility Employees Don’t Always Speak Up When There Is Bad News to Communicate
  889. Critical Thinking Questions
  890. Team Exercise
  891. Experiential Exercise: Individual
  892. You Manage It! 2 Customer-Driven HR Costco Has Found That Putting Employees First Is a Profitable Practice
  893. Critical Thinking Questions
  894. Team Exercise
  895. Experiential Exercise: Individual
  896. You Manage It! 3 Employability In Praise of Nepotism?
  897. Critical Thinking Questions
  898. Team Exercise
  899. Experiential Exercise: Team
  900. Endnotes
  901. 14 Respecting Employee Rights and Managing Discipline
  902. Learning Objectives
  903. The Managerial Perspective
  904. Employee Rights
  905. Statutory Rights
  906. Contractual Rights
  907. Other Rights
  908. Right To Ethical Treatment
  909. Limited Right to Privacy
  910. Limited Right To Free Speech
  911. Management Rights
  912. Employment at Will
  913. Legal Limitations To Employment At Will
  914. Public Policy Exceptions
  915. Implied Contracts
  916. Lack Of Good Faith And Fair Dealing
  917. Employee Rights Challenges: A Balancing Act
  918. Random Drug Testing
  919. Electronic Monitoring
  920. Whistle-Blowing
  921. Restrictions on Moonlighting
  922. Restrictions on Office Romance
  923. Disciplining Employees
  924. Progressive Discipline
  925. Positive Discipline
  926. Administering and Managing Discipline
  927. The Just Cause Standard of Discipline
  928. The Right to Appeal Discipline
  929. Managing Difficult Employees
  930. Poor Attendance
  931. Poor Performance
  932. Insubordination
  933. Workplace Bullying
  934. Alcohol-Related Misconduct
  935. Illegal Drug Use and Abuse
  936. Preventing the Need for Discipline with Human Resource Management
  937. Recruitment and Selection
  938. Training and Development
  939. Human Resource Planning
  940. Performance Appraisal
  941. Compensation
  942. Summary and Conclusions
  943. LO 14.1 Employee Rights
  944. LO 14.2 Management Rights
  945. LO 14.3 Employee Rights Challenges: A Balancing Act
  946. LO 14.4 Disciplining Employees
  947. LO 14.5 Administering and Managing Discipline
  948. LO 14.6 Managing Difficult Employees
  949. LO 14.7 Preventing the Need for Discipline with Human Resource Management
  950. Key Terms
  951. Discussion Questions
  952. You Manage It! 1 Customer-Driven HR Incivility Is a Growing Problem at the Workplace
  953. Critical Thinking Questions
  954. Team Exercise
  955. Experiential Exercise: Individual
  956. You Manage It! 2 Employability Is It Time to Update Workplace Drug Testing Policy to Accommodate an Employee’s Medical Marijuana Use?
  957. Critical Thinking Questions
  958. Team Exercise
  959. Experiential Exercise: Individual
  960. You Manage It! 3 Ethics/Social Responsibility Employees Should Be Aware of the Risks Before They Attempt to Blow the Whistle
  961. Critical Thinking Questions
  962. Team Exercise
  963. Experiential Exercise: Individual
  964. Endnotes
  965. 15 Working with Organized Labor
  966. Learning Objectives
  967. The Managerial Perspective
  968. Why Do Employees Join Unions?
  969. The Origins of U.S. Labor Unions
  970. The Role of the Manager in Labor Relations
  971. Labor Relations and the Legal Environment
  972. The Wagner Act
  973. The Taft-Hartley Act
  974. The Landrum-Griffin Act
  975. Labor Relations in the United States
  976. Business Unionism
  977. Unions Structured by Type of Job
  978. Focus on Collective Bargaining
  979. Labor Contracts
  980. The Adversarial Nature of Labor–Management Relations and Shrinking Union Membership
  981. The Growth of Unions in the Public Sector
  982. Labor Relations in Other Countries
  983. How Unions Differ Internationally
  984. Labor Relations in Germany
  985. Labor Relations in Japan
  986. Labor Relations Strategy
  987. Union Acceptance Strategy
  988. Union Avoidance Strategy
  989. Union Substitution
  990. Union Suppression
  991. Managing the Labor Relations Process
  992. Union Organizing
  993. Union Solicitation
  994. Preelection Conduct
  995. Certification Election
  996. Collective Bargaining
  997. Bargaining Behavior
  998. Bargaining Power
  999. Distributive Bargaining
  1000. Integrative Bargaining
  1001. Bargaining Topics
  1002. Impasses In Bargaining
  1003. Contract Administration
  1004. Steps In The Grievance Procedure
  1005. Types Of Grievances
  1006. Benefits Of Union Grievance Procedures
  1007. The Impact of Unions on Human Resource Management
  1008. Staffing
  1009. Employee Development
  1010. Compensation
  1011. Employee Relations
  1012. Summary and Conclusions
  1013. LO 15.1 Why Do Employees Join Unions?
  1014. LO 15.2 Labor Relations and the Legal Environment
  1015. LO 15.3 Labor Relations in the United States
  1016. LO 15.4 Labor Relations in Other Countries
  1017. LO 15.5 Labor Relations Strategy
  1018. LO 15.6 Managing the Labor Relations Process
  1019. LO 15.7 The Impact of Unions on Human Resource Management
  1020. Key Terms
  1021. Discussion Questions
  1022. You Manage It! 1 Emerging Trends The Freelancers Union: A New Approach to Unionism?
  1023. 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
  1024. You Manage It! 3 Employability Teachers Strike in Five States over Pay and Working Conditions
  1025. Endnotes
  1026. 16 Managing Workplace Safety and Health
  1027. Learning Objectives
  1028. The Managerial Perspective
  1029. Workplace Safety and the Law
  1030. Workers’ Compensation
  1031. The Benefits of Workers’ Compensation
  1032. The Costs of Workers’ Compensation
  1033. The Occupational Safety and Health Act (OSHA)
  1034. Osha’s Provisions
  1035. The Occupational Safety and Health Administration
  1036. The Occupational Safety and Health Review Commission
  1037. The National Institute for Occupational Safety And Health
  1038. State Programs
  1039. The Effectiveness of OSHA
  1040. Managing Contemporary Safety, Health, and Behavioral Issues
  1041. Sexual Harassment Prevention
  1042. Accountability
  1043. Training
  1044. Investigation
  1045. Mentoring
  1046. Workplace-Specific Policies
  1047. Conclusion
  1048. Violence in the Workplace
  1049. Reducing Assaults and Threats
  1050. Reducing Threats From Sabotage
  1051. Cumulative Trauma Disorders
  1052. Hearing Impairment
  1053. Fetal Protection
  1054. Hazardous Chemicals
  1055. Genetic Testing
  1056. Safety and Health Programs
  1057. Safety Programs
  1058. Employee Assistance Programs (EAPs)
  1059. Wellness Programs
  1060. The Rewards of Good Health Habits
  1061. Summary and Conclusions
  1062. LO 16.1 Workplace Safety and the Law
  1063. LO 16.2 Managing Contemporary Safety, Health, and Behavioral Issues
  1064. LO 16.3 Safety and Health Programs
  1065. Key Terms
  1066. Discussion Questions
  1067. You Manage It! 1 Ethics/Social Responsibility Standing Up to Workplace Bullies
  1068. Critical Thinking Questions
  1069. Team Exercise
  1070. Experiential Exercise: Team
  1071. Experiential Exercise: Individual
  1072. You Manage It! 2 Global Mental Health: A Global Concern
  1073. Critical Thinking Questions
  1074. Team Exercise
  1075. Experiential Exercise: Team
  1076. You Manage It! 3 Customer-Driven HR Keeping the Workplace Safe
  1077. Critical Thinking Questions
  1078. Team Exercises
  1079. Experiential Exercise: Team
  1080. Experiential Exercise: Individual
  1081. Endnotes
  1082. 17 International HRM Challenges
  1083. Learning Objectives
  1084. The Managerial Perspective
  1085. The Stages of International Involvement
  1086. The Rise of Outsourcing
  1087. Falling Barriers
  1088. Small and Medium-Sized Enterprises Are Also Going Global
  1089. The Global Manager
  1090. Determining the Mix of Host-Country and Expatriate Employees
  1091. The Challenges of Expatriate Assignments
  1092. Why International Assignments Often End in Failure
  1093. Career Blockage
  1094. Culture Shock
  1095. Lack of Predeparture Cross-Cultural Training
  1096. Overemphasis on Technical Qualifications
  1097. Getting RID of a Troublesome Employee
  1098. Family Problems
  1099. Difficulties on Return
  1100. Lack of Respect For Acquired Skills
  1101. Loss of Status
  1102. Poor Planning for Return Position
  1103. Reverse Culture Shock
  1104. Effectively Managing Expatriate Assignments with HRM Policies and Practices
  1105. Selection
  1106. Training
  1107. Career Development
  1108. Compensation
  1109. Role of HR Department
  1110. Women and International Assignments
  1111. The Use of Guest Workers
  1112. Developing HRM Policies in a Global Context
  1113. National Culture, Organizational Characteristics, and HRM Practices
  1114. EEO in the International Context
  1115. Important Caveats
  1116. Human Resources Management and Exporting Firms
  1117. Ethics and Social Responsibility
  1118. Dealing with Political Risks
  1119. Summary and Conclusions
  1120. LO 17.1 The Stages of International Involvement
  1121. LO 17.2 Determining the Mix of Host-Country and Expatriate Employees
  1122. LO 17.3 The Challenges of Expatriate Assignments
  1123. LO 17.4 Effectively Enhancing Expatriate Assignments with HRM Policies and Practices
  1124. LO 17.5 Developing HRM Policies in a Global Context
  1125. LO 17.6 Human Resource Management and Exporting Firms
  1126. Key Terms
  1127. Discussion Questions
  1128. You Manage It! 1 Employability Working Overseas
  1129. Critical Thinking Questions
  1130. Team Exercise
  1131. Experiential Exercise: Team
  1132. Experiential Exercise: Individual
  1133. You Manage It! 2 Ethics/Social Responsibility How Much Responsibility Do Multinationals Have for Labor Safety?
  1134. Critical Thinking Questions
  1135. Experiential Exercise: Team
  1136. Experiential Exercise: Individual
  1137. You Manage It! 3 Global Two Sides to Every Story
  1138. Critical Thinking Questions
  1139. Team Exercises
  1140. Experiential Exercise: Team
  1141. Experiential Exercise: Individual
  1142. You Manage It! 4 Ethics/Social Responsibility When in Rome Do as the Romans Do? The Case of Foreign Bribes
  1143. Critical Thinking Questions
  1144. Team Exercise
  1145. Experiential Exercise: Team
  1146. Experiential Exercise: Individual
  1147. You Manage It! 5 Global Are Culture-Specific HR Policies a Good Idea?
  1148. Critical Thinking Questions
  1149. Team Exercises
  1150. Experiential Exercise: Team
  1151. Experiential Exercise: Individual
  1152. Endnotes
  1153. Appendix
  1154. HRM and Business Periodicals
  1155. General Business Periodicals
  1156. Hrm Periodicals
  1157. Glossary
  1158. Company, Name, and Product Index
  1159. A
  1160. B
  1161. C
  1162. D
  1163. E
  1164. F
  1165. G
  1166. H
  1167. I
  1168. J
  1169. K
  1170. L
  1171. M
  1172. N
  1173. O
  1174. P
  1175. Q
  1176. R
  1177. S
  1178. T
  1179. U
  1180. V
  1181. W
  1182. X
  1183. Y
  1184. Z
  1185. Subject Index
  1186. A
  1187. B
  1188. C
  1189. D
  1190. E
  1191. F
  1192. G
  1193. H
  1194. I
  1195. J
  1196. K
  1197. L
  1198. M
  1199. N
  1200. O
  1201. P
  1202. Q
  1203. R
  1204. S
  1205. T
  1206. U
  1207. V
  1208. W
  1209. Y
  1210. Z

 

People Also Search:

managing human resources 9th edition

managing human resources

managing human resources 9th edition download scribd

managing human resources 9th edition solution manual download pdf

Related products

Sale!
Quick View

Solution Manual

Understanding Business Nickels 10th Edition Solutions Manual

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Auditing A Risk Based-Approach to Conducting a Quality Audit Johnstone 10th Edition Solutions Manual

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Solutions Manual to accompany Multivariate Data Analysis 7th edition 9780138132637

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Prentice Hall’s Federal Taxation 2014 Comprehensive Rupert 27th Edition Solutions Manual

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Solution Manual for Management: A Focus on Leaders Plus 2014 MyManagementLab with Pearson eText — Package, 2/E – Annie McKee

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Solution Manual for Introduction to Electrodynamics, 4/E 4th

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

Solution Manual for Data Structures and Other Objects Using C++, 4/E Michael Main, Walter Savitch

Original price was: $35.00.Current price is: $26.50.
Sale!
Quick View

Solution Manual

International Business Competing in the Global Marketplace Hill 10th Edition Solutions Manual

Original price was: $35.00.Current price is: $26.50.