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Mgmt 401 Week 8 Final Exam 

1965 words - 8 pages

MGMT 401 Week 8 Final Exam 

1. (TCO 1) Pulitzer winner Thomas Friedman's book, The Word Is Flat, explains that Globalization 3.0 is (Points : 10)
       the primitive Jurassic period predating mankind.
       the time period post-Columbus and pre-1800 where nations sought to identify themselves and conquer others.
       the time period when technology took its first strangle hold on HR systems; HRIS is invented.
       the birth of fiber optics, cheap transportation, and a level playing field for global competition in the 21st century.

2. (TCO 2) External HRM influences are categorized into the general areas of the dynamic environment, laws and regulations, and what other ...view middle of the document...

       death or injury on the job.
       injury on the job.
       injury or death that occurs.

Essay Questions

8. (TCO 4) Explain the comparison between touching a hot stove and administering discipline. Be sure to expand on each point. (Points : 30)

The comparison between touching a hot stove and administering discipline refers to the method or approach that managers can use to execute employee discipline. When one touches a hot stove the effects are experienced immediately and the individual is forced into a protective awareness that causes a behavioral adjustment. When examined from a disciplinary approach, the hot stove method of disciplining offers some benefits that are similar to an individual touching a hot stove. The idea is for management to apply disciplinary actions immediately following discovered behavioral transgressions. This immediate application of discipline is designed to ensure that the employee associates the disciplinary actions with the infraction. In addition to the immediate disciplinary actions, managers are encouraged to provide warnings in advance so that behavioral expectations are well established and the resultant consequences are clear. When employees do violate standards of conduct, managers should always enforce disciplinary actions in a very consistent and fair manner that is consistent with the established disciplinary guidance and shows no favoritism (DeCenzo. Fundamentals of Human Resource Management. 100. VitalSource Bookshelf. John Wiley & Sons).

9. (TCO 5) Chad is interviewing for an HR Generalist. In one of the interview questions, he was asked to explain the terms job description, job specification, and job evaluation, and when to use each. What should his response be? (Points : 30)

A job description, job specification and job evaluation obviously all relate to jobs but are three very functionally different human resources tools. The job description is designed to clearly define expectations relating to particular job to candidates that may be considering applying. A good job description will clearly define how a job is to be performed as well as the conditions that job will be performed under. This is important because the job description is what sets the performance expectations for the potential employees and helps them to determine whether they are qualified for the job.

Whereas the job description focused on defining the job itself, the job specification as focuses on the requirements and qualifications that a candidate must possess in order to accomplish satisfactory performance in the specific job role. A job specification is a quality related document in that it defines the minimally acceptable skills and qualifications that a candidate needs to have for serious consideration and be able to maintain for continued employment. Things such as related employment experience, educational background and industry certifications are very pertinent to employment...

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