Human Resources Questions
Who is responsible for human resource management?
For small organizations, the manager can perform all HRM management functions and hire consultants when needed. However, for large organizations, HRM functions are complex and thus require a dedicated HRM Department.
Do you think it is possible for a large company today to function without a human resources department? Why or why not?
No, it is not possible for large companies to functions without an HRM department. As companies get larger, the functions of the HRM become more complex and demanding. Thus, the HRM Department or an equivalent, including outsourcing to an HRM Consultant firm, is inevitable.
What is illegal discrimination? What is legal discrimination?
Illegal discrimination is when a person is treated differently than other persons because of a protected characteristic(s), and the incident is a discriminatory practice. On the other hand, legal discrimination is based on a characteristic(s) that is not protected (Edelman, Smyth & Rahim, 2016).
Which equal opportunity law do you think is most difficult to obey? Why? Which do you think is easiest? Why?
The Age Discrimination and Employment Act is the most difficult to follow because the older employees are paid highest. As the organizations seek to maximize returns, the ideal strategy would be to substitute them with younger, equally skilled younger employees paid less. The 1963's Equal Pay Act is the easiest to obey as it is now best appreciated that females can perform just as well as their male counterparts in the same job ranking.
In the case of a conflict between a legal and an ethical consequence of a human resource decision, what do you think should precede? Why?
I think the primary objective would be to shield the organization from legal exposure. It is also noted that most unethical HR practices are punishable by law. Therefore, precedence would be to that decision that protects the organization from being sued.
What are the advantages and disadvantages of an individual who accepts a job as a human resource manager in a firm that is in the midst of a corporate retrenchment strategy and a reactor business strategy?
The advantage is that the incoming HR manager will have the opportunity to work with only the best in the firm and, if need be, bring in new talent to the firm who is easier to align with the firm's vision. The disadvantage is that the retrenchment signifies a reactor strategy; thus, the HR Manager has to wrestle with the firm's negative image.
Explain how organization design, culture, and unionization issues are related to human resource management.
Organizational design helps align the human resource for efficiency and effectiveness, organizational culture determines HR exercises, and unions promote HR wellbeing through the protection of employee's rights.
What are the two primary reasons many businesses today are interested in evaluating their human resources function's effectiveness?
In today's business, evaluation of HR effectiveness is done for two main reasons, (1) to determine the potential strategies available for improving the HR function and (2), to determine the best HR model for the business, e.g., outsourcing.
Summarize the basic implications for human resource decisions of three different strategies.
For the high-performance strategy, HR decisions' implications increase the employee base for better performance. For the high-commitment strategy, HR decisions are mainly addressing the employee's behavior to make them commit more to the organization. For the high-involvement strategy, HR decisions' implications improve employee participation; mainly, the organization's decision-making process (Rao & Teegen, 2009).
Are there circumstances when managers might choose not to have job descriptions or job specifications?
No. In the legal realm of employment contracts, it is impossible for a manager not to have a job description and job specification. The organization seeks a suitable human resource.
Distinguish between job behaviors and job competencies.
Job behavior is an act that is required of a person, while job competency is the ability to...
…of 1964 requires all business to serve all people without regard to race, sex, and other characteristics and prohibits discriminations by employers and unionsc) Right to Work Laws passed by states, it allows bargaining unit members to opt-out of paying the fair share of their union dues and fees without repercussion.
Identify and describe three general areas that relate to collective bargaining.
Mandatory includes wages, health and safety, work conditions, management rights, and benefits
Permissive topics that are not required and they crop up during the process
Illegal areas that are illegal, discriminatory, or would be considered illegal outside the agreement (McIlwee, 2020).
What are the differences between safety hazards and health hazards?
Health hazards affect the person's health and might have a delayed effect, e.g., working in a coal mine is a health hazard to increased lung disease chances. On the other hand, safety hazards increase the risk level where a person is exposed to an almost immediate effect, e.g., getting burnt in a smoldering metal factory.
What are the primary causes and consequences of stress in organizations?
Work stress is caused by demands and pressure from within and outside the workplace. The consequences of stress include decreased employee productivity, efficiency, and job satisfaction.
What is intrinsic motivation? How is it different from extrinsic motivation?
Intrinsic motivation is doing an act without expected and obvious external reward. It is different from extrinsic motivation because, in extrinsic motivation, there is a reward to be earned for engaging in an activity or performing a behavior, or it will allow for avoidance of a punitive measure.
Identify and describe the three basic forms of reinforcement that most directly influence behavior in organizations. Which one do you feel is most important? Why?
i. Positive reinforcement proving rewards to employees who perform well
ii. Negative reinforcement an approach where employees are reprimanded or punished for under/poor performance
iii. Extinction reinforcement employees are neither rewarded nor reprimanded for their…
References
Edelman, L. B., Smyth, A. C., & Rahim, A. (2016). Legal discrimination: Empirical sociolegal and critical race perspectives on anti-discrimination law. Annual Review of Law and Social Science, 12, 395-415.
McIlwee, T. (2020). 2 Collective Bargaining. European Labour Relations: Volume I-Common Features, 147.
Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.
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