Posted: August 24th, 2021

Devry MGMT410 full course latest 2015 december [ all discussions all assignment and all quizes and final too ]

Devry MGMT410 Week 1 Discussion DQ 1& DQ2 Latest 2015 NovemberDQ 1Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let's work on a few introductory questions.What purpose does HRM serve in an organization?What role does HRM serve in your organization (or your previous organization)?What does "strategic" HRM sound like it means, in your opinion?DQ 2What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?Devry MGMT410 Week 2 Discussion DQ 1& DQ2 Latest 2015 NovemberDQ 1Class, since the passage of the Civil Rights Act in 1964, more employment legislation in the area of equal employment opportunity (EEO) has become the law of the land. Pick one of the following acts and tell us its major provisions.Civil Rights Act of 1964Americans with Disabilities Act (ADA)Age Discrimination in Employment Act (ADEA)Pregnancy Discrimination ActFamily Medical Leave Act (FMLA)Do not simply copy and paste information into your post from the EEOC or other websites. Paraphrase and explain the following concepts about the law: who does it protect, from what kind of behavior, and from whom? Why was the law implemented, and do you agree with its necessity? Explain. If you or someone you know has been sued or filed suit using one of these laws, feel free to tell us about it if you want to do so!DQ 2Over the last few years, companies have begun relying significantly on technology to assist employees in handling their day-to-day operations. As a result, the work/home life has blurred, and people handle personal items (e-mail, Facebook, etc.) on company computers and company work (e-mail, texting, instant messages) on their personal devices (iPhones, Droids, laptops, tablets, etc.)With this blending has come serious concerns by companies about their private company information falling into the wrong hands (customer lists, trade secrets, etc.), and employees have concerns about their privacy being invaded at work, by coworkers, and by their IT departments. Further, HRM handles immense amounts of personal information on employees, including home addresses, personnel records, pay information, SSNs, and more.Therefore, privacy concerns comprise a two-way street. Laws have been passed (and are being passed and considered every day) by states and Congress to protect both parties. As an example, Illinois recently passed a law making it illegal for potential employers to require people to give them their social network passwords during interviews. Soon thereafter, other states passed similar laws.What are some other technology privacy laws that apply to workers and employers in the United States? How do they protect employees from privacy invasion and how to they actually allow employers to invade the privacy of their employees? Is your personal e-mail safe at work if you use your company computer to read it? How about your personal phone calls on the company phones? Pick a concept and let’s get started.Devry MGMT410 Week 3 Discussion DQ 1& DQ2 Latest 2015 NovemberDQ 1Interviewing methods are extremely varied so this thread should be quite exciting. Please bring into this thread your depth of information and experiences, and feel free to share the good, bad, and ugly interviewing situations you have experienced, both as interviewer and interviewee.To start, here are a few questions. Pick one or two and provide your answer, along with any experience that you may have had. Feel free to find information online about interviewing skills, tactics, or questions to assist you this week. Cite your sources!What types of interviewing styles are there, and which do you prefer using (or being used on you?)Have you experienced a group interview? If so, explain how that went. If not, research it and explain how you might set one up as an HR manager.Have you ever been part of any of these: stress interview, STAR interview, situational interview, or panel interview? If so, explain one of them and provide your experience, good or bad. If not, research and provide information about how you might prepare to be interviewed in this manner.DQ 2Effective recruitment and selection help organizations gain competitive advantages. This discussion will help us review some best practices. To start, pick one of these questions, and provide a well-reasoned, supported response to it. Be sure to provide text, Web-based, life experience, or scholarly source(s) to support your ideas (and cite them, if needed). Assume that we have solid job descriptions for the positions we are filling and now we need to find the perfect people to fill those seats.1. How does the size and location of your company impact how and where you will recruit your new employees?2. Is it easier or harder to find good employees during times of high unemployment? Why do you say this? (Provide examples/statistics or research to back up your statement.)3. How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?4. How does the current make-up of your organization dictate where you will look to fill your openings?Devry MGMT410 Week 4 Discussion DQ 1& DQ2 Latest 2015 NovemberDQ 1Employee orientation is handled differently in each organization. Let’s talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head? (Support your answer.)Explain some purposes for having employee orientations.Give an example from your own experience of the first weeks on the job, either with or without an orientation program, and how you felt orientation helped you settle in (or, if you didn’t have an orientation, how that impacted your view of that job).Pick one or two of the above to get started, and we will discuss further throughout the week!DQ 2Review TCO 9 listed at the top of the page. Many of you may have or do work for an organization in which "career development" takes on a bit of a life of its own, and has a very invested HR department that assists with, motivates, and encourages employee career development.Others of you may work (or may have worked) for an organization—where absolutely no career development occurs.There is a dual mindset of how involved a company or HR should be in its employees' career development, but ultimately of course, a person needs to take responsibility for his or her own career options.This week, let's focus on the multiple aspects by starting with these questions:How important is career development to you?How much do you want your HR department to involve itself in your career development?How much, as a future HR person (if you plan to be one), would you want to be involved in your employees' career development?Explain your answers.week 5DQ 1What are the different performance appraisal methods? Pick two: the one you find to be MOST effective (and tell us why) and the one you find to be LEAST effective (and tell us why).For the most effective, explain how it is effective in doing the following:providing fair and reliable ways of differentiating employees;targeting and rewarding those who most deserve it;setting forth a fair and cost-effective plan for compensation; andmotivating and ensuring performance of employees.For the least effective, explain how it interferes in the above four items.DQ 2Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Which of these do you feel is most useful and why?week 6DQ 1Who would have thought that OSHA and the IRS would be discussed in the same discussion topic of an HRM course? This topic will be a bit foundational, but also without as much precedential information as normal. First, we’ll start with OSHA. Visit the OSHA website at .osha.org/">www.osha.org. Then, click on “More News” under the latest news area (.osha.gov/newsrelease.html">http://www.osha.gov/newsrelease.html). Find your region and click the link. Review a recent news item about an OSHA violation from your region/area. Post a summary of the violation, the resulting fine (if any), the violation type (if provided), and what the company did wrong to cause the violation. Provide ideas for preventing such an accident or injury in the future, and the link to your news release.More questions will follow!DQ 2Read the Application Case: STRIKING FOR BENEFITS at the end of Chapter 13. We will begin with the first question in that case and move from there while we discuss benefits, perks, employee motivation, and retention.week 7DQ 1Employee engagement has become popular in HRM these days. Measuring it and determining whether a company’s employees are “engaged” are actually vendor services for which companies pay through the use of anonymous surveying tools. The science behind employee engagement is not yet perfected—there are many different ways that employers can help their employees get engaged! We’ll talk about this throughout the week and your professor will bring in additional questions and thoughts. To get started, please do this: Provide your definition of employee engagement. Support your definition using a citation from a website, the textbook, or a scholarly article from the DeVry Online Library. Give one example of how you have been engaged in a job in the past, and how your employer assisted you in being engaged.DQ 2Read the Application Case, Negotiation With the Writers Guild of America, at the end of Chapter 15. To start, answer Question 1 in the case. We will move through the case with more questions, and discuss more of the issues involved with the union issues.week 2Week 2 Social Media Policies: Are They Legal?.equella.ecollege.com/file/f50b3953-050d-4bec-b414-14419b56183a/1/MGMT410_W2_CaseStudy.html#1">Case Study: Social Media Policies: Are They Legal?Case Study: Social Media Policies: Are They Legal?.equella.ecollege.com/file/f50b3953-050d-4bec-b414-14419b56183a/1/MGMT410_W2_CaseStudy.html#top">Back to TopHere are several tips for successfully completing this case study.You should incorporate information from the textbook, the lectures, and maybe the discussions to support your position. In other words, tell me more than just your opinion. Provide some relevant facts from the course material to support your position.Utilize the LexisNexis database in the DeVry University Online Library to help you research this project. Try the Advanced Search area and look up laws, news, and law reviews using combinations of keywords like social media, Facebook, NLRB,and concerted activity.The Internet also has a wealth of information on this topic, and you should use these sources to supplement your assignment if you desire. In the Webliography section of the course (top, far-right tab) is a number of websites that you can use to help you complete this assignment. If you research your own Internet sources, be cautious about your sources. Make sure that the site is from a reputable organization. There is an expectation that at least some citations and references are used for all assignments.Week 2 Case Study: Social Media Policies, Concerted Activity, and HR ManagementIn the last few years, companies have begun initiating and implementing social media policies for their employees to follow. These policies range from encouraging employees to utilizing social media for marketing purposes, to restricting the use of social media for employees in order to ensure that they do not hurt the company image. As these policies become more widespread, both the Society for Human Resource Management and the NLRB (National Labor Relations Board) have become concerned about the limits on speech and activity that employers are imposing on their workers. Further, in some states, laws are being passed to protect employees and potential employees from being required to disclose social media passwords during job interviews or after hire. Finally, many ethical concerns are being raised about the use of social media as a method of doing quick, informal background checks on potential hires or current employees.For your homework this week, research the following questions and provide your findings in answers that are long enough to sufficiently answer the questions (about 2–3 good paragraphs each). Provide citations in APA style for each of your answers. Use APA formatting in your Word document that you submit to the Dropbox. Save your file with your last name in the filename, please. Let your professor know if you have questions!Questions to Research and AnswerThe NLRB has made findings regarding the use of employee posts on social media sites to discipline or terminate those employees. Typically, these cases occur when an employee posts negative information about his or her current employer or boss. Sometimes, these are public, and other times, the employer uses spies or fake friending to see the Facebook page of the employee.Find at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of his or her use of social media to complain about, criticize, or publicly bash his or her company or boss. Provide the citation to the article that you discover. (Use the term concerted activity in your query or search to help you find one of these cases.) (25 points)Do you agree with the decision of the NLRB or court in the case that you described in Question #1 above? Why or why not? (1–3 paragraphs). (10 points)Assume that this case happened at a place where you have worked in the past, or where you work now (or want to work.) Give an example of how the decision in the case above could lead to better or worse employee relations in your company. (15 points)Explain how you would communicate this decision to your employees or supervisors (depending on the decision you have selected) to ensure that situations like this do not occur again. In your answer, determine whether or not you feel a social media policy is a good method. If so, list at least three things you would include in your policy and why you would include them. If you do not feel a social media policy is appropriate, explain why you would not implement one (give at least two valid reasons). (3–4 paragraphs) (15 points)To ensure that your paper isn’t flagged in Turnitin.com, do NOT copy and paste the questions into your paper. Instead, set up headings for each section where you answer the questions, using good APA form. Please title your assignment with your last name and week number (for example, Smith Week1.docx).week 3Week 3 O*NET Assignment.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#1">Overview|.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#2">Assignment Instructions and Steps|.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#3">Web Navigation Steps|.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#4">Some Tips for Doing Well on This AssignmentOverview.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top">Back to TopJob analysis is the foundation of an effective staffing system, and depends on data. The U.S. Department of Labor hosts an excellent website discussed in the lecture, known as O*NET. This database contains comprehensive information on job requirements and worker competencies.Assignment Instructions and Steps.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top">Back to TopView this website when working on this week's assignment:.onetonline.org/">O*NET Resource CenterCopyright 2013, U.S. Department of Labor. O*NET website used with permission.Web Navigation Steps.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top">Back to TopFamiliarize yourself with O*NET by reviewi
g the information provided on the About O*NET page: (.onetcenter.org/overview.html">http://www.onetcenter.org/overview.html).From the About page, click the Content Model link, and review the conceptual model underlying this project: (.onetcenter.org/content.html">http://www.onetcenter.org/content.html).Review the O*NET Online Desk Aid found in Doc Sharing.Go to the My Next Move page (.mynextmove.org/">http://www.mynextmove.org/), and enter an occupation with which you are familiar (e.g., one you have held or hope to hold) in the keyword search box, or use the Industry Search feature or Tell Us What You Like to Do options if you prefer.)Select the Search, Browse, or Start buttons.Select the occupation that best matches what you are looking for (or use other search terms until you find something that interests you) and review all of the data provided for that position.Use the O*NET interest profiler (.mynextmove.org/explore/ip">http://www.mynextmove.org/explore/ip) to determine your skills and O*NET’s suggestion for a match of those skills.After completion of these navigation steps, proceed to complete the assignment by discussing the learning questions below.What were two occupations O*NET found that fit your skills, interests, and experience level desired? Provide the details regarding the following.Name of the occupations (5 points each, 10 total)Do you agree that you would be good at or like either of them? If yes, why? If no, why not? Explain using your skills, experience, likes, and interests as support for your answer. (15 points)What states offered above-average opportunities for the position? (List up to three.) (3 points)What was the average salary listed for the occupation? (2 points)As an HR professional, how could O*NET be useful in conducting a job analysis? Explain specifically how you would use the data from this site to assist your organization. (15 points)Name two things you learned about job analysis and/or the job you reviewed that you did not know before reviewing this website. (10 points)Will you utilize this website in the future when looking for jobs or hiring employees? Why or why not? (10 points)Some Tips for Doing Well on This Assignment.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top">Back to TopSet aside up to 3 hours to complete this exercise.Explore the site fully.Answer each question by fully exploring your thoughts. More than yes or no or one-word answers will be needed for full points on Questions 1(b), 2, 3, and 4.Avoid copying and pasting information. Give your interpretation of the information you find.week 5HomeworkReview the Case application: APPRAISING THE SECRETARIES AT SWEETWATER U at the end of Chapter 9 of your textbook. Review the three questions at the end of the case. Think about how you might answer those questions. Now, answer these questions:Do you think that the experts ‘recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary?Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter, such as a ranking method? Why?What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer.Answer each question fully, and include relevant citations to your textbook or other articles, the lecture, or online research. Be sure to use no more than 25% copy and paste. Include your own opinions, thoughts, examples, and experiences as support for your ideas, as well. Expect to write about 2–4 pages, double-spaced, excluding references and the title page. Submit at the end of the week to the Dropbox.week 7Review Terms for Week 7 HomeworkStudents – this list of terms will be part of your Week 7 homework assignment. It is recommended that you download this early in the term, and fill in the meanings, page numbers, and examples of how these terms are used in practice and in HRM as you go through the course. This will assist you in doing the Week 7 homework AND in studying for the final exam.·Workforce diversity·Job comparison/ranking· Watson Wyatt Hquizes   week 1Devry MGMT410 Week 1 Quiz Latest 2015
November1. Question
: Cheating, Copying, and Use of
Tutor-Source WebsitesCopying is one of the most commonly
committed acts that violate academic integrity. Copying includes looking off of
someone else’s paper (or using someone’s paper or answers from another course,
classroom, or previous session). It also is committed when a purchased (or
free) paper is found online that is specific to the assignments provided in the
course.Websites like Student of Fortune, ScribD,
Ask.com, and so forth (many others) sometimes end up with DeVry assignments
posted on them by students who have hired online tutor sources to write their
work for them. Faculty members are aware of these sites and, just like
students, can Google sources to find out if a paper has been bought from these
sites. Avoid these sites like the plague—seriously. It just isn’t worth the
extra hour or two it might buy you if you end up with a 0 for the paper or
course or lose your degree over buying a paper (or getting it for free.)
Typically, the #1 red flag to a professor that one of these sites has been used
is when multiple students miss the same question in the exact same manner. Yes,
the answers on those sites will typically cost money, but the answers are not
guaranteed to be right. And further, the free papers on those sites almost
always have wrong answers. Do not use these sites! Avoid them! If you use them,
citing them is not enough to overcome the copying stigma and violation of the
policy.As one instructor of the course stated,
"The majority of students who have been cited for Academic Integrity in my
classes over the last 10 years have been because of their use of these websites
– please remind students not to use them!"What should you do if you find one of
DeVry’s assignments on the Web? Please send the link to your professor
immediately so that we can ask the DeVry legal team to have it removed. The
content of our courses is copyrighted and protected. Never upload our content
to any website.What should you do if you run out of time
and can’t get your work done? Contact your professor immediately and ask for an
extension. Of course, he or she might say no. But that is the worst thing that
will happen. So you get a 0 on that assignment. It is better than a 0 on the
assignment and a mark on your record that you violated academic integrity,
which is what could happen if you succumb to the temptation to use a tutor
website or someone else’s paper.Check all of the boxes that apply. Academic integrity includes avoiding the use
of other people’s old homework, exam answers, and websites that offer answers
to our homework. Academic integrity violations can happen if
students turn in someone else’s paper, or even one answer from a paper from
another person, or a website like ScribD or Student of Fortune, even if it is
cited. I should send the link to my professor of any
website I find that has DeVry assignments listed on it with or without the
answers. None of the above Question 2. Question
: Check the boxes of each place
where you can and should get information about academic integrity. The Student Handbook The Policies page in all DeVry courses Student of Fortune My professor's announcements THE|HUB The Syllabus 1. Question : (TCO 1) Which of the below is an accurate citation for a
journal article using APA sixth-edition formatting? Kotter, J. & Rathgeber, H. (2006) Our
iceberg is melting: Change under adverse conditions. Leadership Excellence,
Vol. 23, Issue 2, p. 11. Kotter, J., & Rathgeber, H. (2006). Our
iceberg is melting: Change under adverse conditions. Leadership Excellence,
23(2), 11. John Kotter and Rathgeber, H. (2006) Our
iceberg is melting: Change under adverse conditions. Leadership Excellence,
23(2), 11. Our iceberg is melting: Change under adverse
conditions, by Kotter, J. & Rathgeber, H. (2006) Leadership Excellence,
23(2), 11. Question 2. Question
: (TCO 1) Which of the below is
an accurate citation for a book using APA sixth-edition formatting? Lencioni, P. (2002). The five dysfunctions of
a team: A leadership fable. San Francisco, CA: Jossey Bass. Lencioni, P. (2002) The Five Dysfunctions of
a Team: A Leadership Fable. San Francisco, CA: Jossey-Bass. Patrick Lencioni (2002) The five dysfunctions
of a team: A leadership fable. San Francisco: CA: Jossey-Bass. The five dysfunctions of a team: A leadership
fable , by Lencioni, P. (2002). San Francisco: CA: Jossey-Bass. Question 3. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting? Kidwell & Scherer (2001) Layoffs and
their ethical implications under scientific management, quality management and
open-book management. Journal of Business Ethics 29, pp. 113-124. Kidwell, R., & Scherer, P. (2001).
Layoffs and their ethical implications under scientific management, quality
management and open-book management. Journal of Business Ethics, 29, 113–124. Kidwell, R. & Scherer, P. (2001) Layoffs
and their ethical implications under scientific management, quality management
and open-book management. Journal of Business Ethics, Vol. 29, 113-124. Kidwell, R. & Scherer, P. (2001). Layoffs
and their ethical implications under scientific management, quality management
and open-book management. Journal of Business Ethics 29, pp. 113-124.Question 4. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting? Bell & Martin (2012) The relevance of
scientific management and equity theory in everyday managerial communication
situations. Journal of Management Policy and Practice 13(3), 106-115. Bell, R. & Martin, S. (2012) The
relevance of scientific management and equity theory in everyday managerial
communication situations. Journal of Management Policy and Practice 13(3), pp.
106-115. Bell, R., & Martin, S. (2012). The relevance
of scientific management and equity theory in everyday managerial communication
situations. Journal of Management Policy and Practice 13(3), 106–115. Question 5. Question
: (TCO 1) Pulitzer winner Thomas
Friedman’s book, The World is Flat, explains that Globalization 3.0 is the primitive Jurassic period predating
humankind. the time period post-Columbus and pre-1800 in
which nations sought to identify themselves and conquer others. the time period when technology took its
first stranglehold on HR systems—HRIS is invented. the birth of outsourcing. the time period beginning in 1800 and ending
in 2000, in which multinational companies took over the world. Question 6. Question
: (TCO 2) The four major areas
of human resource management are training, development, legal, and
outsourcing. training, development, IRS, and benefits. employment, training and development,
compensation and benefits, and employee relations. hiring, firing, promoting, and training. Question 7. Question
: Which of the following methods
of citation style and formatting is required in this class? APP third edition, 1985 MLA Turabian APA
sixth edition (American Psychology Association) Chicago Blue Book Question 8. Question
: (TCOs 1 and 2). Pick the
answer that is most true about strategic HRM. When HR programs are not appropriate to the
needs of the organization and therefore not used, this is a strong, strategic
linkage. When HR strategically inserts itself into the
process of writing computer programs, it is termed as being administratively
and superficially computer savvy. When HR programs are not used and are
inappropriate, this is an example of weak alignment and weak linkage. When HR programs fail but the HR department
survives, this shows a weak linkage.
week 4 or midterm quiz.0pt;background:white">Multiple Choice 25 17Essay 3 N/AGrade Details - All QuestionsPage:
1 2 1. Question : (TCO 1) One of the implications of technology in HRM is workers will need the ability to read and
comprehend software and hardware manuals, technical journals, and detailed
reports. employees will need more face time with their
superiors. managers will have to revert to autocratic
decision making. abuse of e-mail and web surfing is eliminated. 2. Question : (TCO 1) All of these are workforce diversity
characteristics, except varied personal characteristics. increased participation of women and the
elderly. a large number of baby boomers in the
workforce. the increase of multicultural foods. 3. Question : (TCO 2) A small distribution organization uses a payroll
company to provide employee compensation services and keep timesheet records
and employee attendance history. This situation is an example of offshoring. centralized work surveillance. outsourcing. telecommuting. 4. Question : (TCO 2) A large manufacturing organization with 20
geographically dispersed production facilities recently cut its HRM staff by
60%. Each site has a few generalists, but specialist needs in recruiting and
selection planning, employment law, training, and benefits administration have
been consolidated into one location. This situation is an example of shared services. decentralized work surveillance. telecommuting. offshoring. 5. Question : (TCO 3) A company used a personality test to select job
candidates for customer service positions. There were 40 male candidates and 20
female candidates. It appeared that 30 men passed the personality test, and
five women passed the personality test. Was there evidence of disparate impact
against female candidates with this personality test? No, because this is an example of disparate
treatment. No, because a passing rate of 25% (5/20) for
the female candidates is fairly good. Yes, because the passing rate of the female
candidates (25%) is less than 80% of the passing rate of the male candidates(75%). No, because the passing rate of the female
candidates (25%) is more than 20% of the passing rate of the male candidates
(75%). 6. Question : (TCO 3) Under Title VII, the first measure of determining
potentially discriminatory practices is BBQ. 4/5 Rule. SOX. BBOQ. 7. Question : (TCO 3) Which of the following laws extended leave for
family matters? USERRA FADA FMLA FLRA PDA 8. Question : (TCO 4) Sharon, vice president of human resources for a
large textile firm, is in a strategic restructuring meeting. The discussion
topics include which one of the three production facilities to close. There are
40 employees at each of the facilities. When asked, "What should we tell
the employees?" Sharon responds, "Tell them we are keeping the newest
plant open for another 2 years. Transfer all employees with 20 years of
seniority to that plant." "Notify all workers immediately of
probable plant closings within the next 4 years." "If we close, workers in affected areas
get 30 days notice or 90 days pay and benefits upon closing." "Legally, we are not required to tell the
employees anything unless we lay off 50 or more individuals." 9. Question : (TCO 5) Leona has gathered job analysis data with a
structured questionnaire for managerial jobs in remote locations of her firm.
Exit interviews have produced comments such as, "You should have told me
what was really expected." She wants to use an additional collection
technique to avoid misrepresentation in job descriptions. Leona's boss told
her, "Be thorough. Job analysis time and cost are nothing compared to the
cost of replacing these managers." Which method should she use? Individual interview Technical conference Diary Gap analysis 10. Question : (TCO 4) Which of the following is not one of the
guidelines for administering discipline? Following the
hot stove rule Provide ample warning Be consistent and personal Making discipline actions progressive 11. Question : (TCO 5) This job analysis method requires job incumbents
to record their daily activities. Journal method Observation method Diary method Technical conference method 12. Question : (TCO 5) Where does job analysis occur in the strategic
planning process? Before

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