HR-Final exam

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Business Finance

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Part A: Complete each of the following five (5) questions as directed. Be thorough--and to the point. Annotate all sources used and include page numbers. Each question is worth 20 points in Part A.

1. The Appropriate Dispute Resolution (ADR) is not very often used by the management of some companies and it can often lead to the neglect of the rights and privileges of the employees. Why is arbitration generally used? What goes on during arbitration and why is arbitration an important component of the bargaining process? Discuss the various approaches to disciplinary action and address ADR and the extent to which you believe it aids HRM. Briefly identify and discuss the key factors which decide the fairness of management’s action during arbitration.

2. The 1930s found the United States in the midst of the worst depression in its history. The pendulum began to swing away from management and toward labor. This swing was assisted by several acts and actions which supported the cause of unionism. Discuss those acts/legislation which have had an impact on the labor movement in this country.

3. The loss of life to workplace violence comes as no surprise these days, particularly in a declining economy. More than ever, the question about how safe is our workplace prevails in breaking news events. Discuss the workplace factors that may be leading to the increase in fatalities? Finally, is management to blame for these recurring events? Defend your position as it relates to OSHA.

4. Unfortunately, a global organization must cope with various unknowns. The management of HR functions globally is enormously complicated by the need to adapt HR policies and practices to different host countries. Discuss the possible barriers to effective global HRM and the keys to global HRM of expatriates.

5. Explain the significant differences between Personnel Management (PM) and Human Resources Management (HRM). Discuss the relevance of why many employers are replacing out-dated personnel practices with new policies for human resource management.

Part B: Select five (5) out of the following seven (7) questions below and respond as directed. Each question is worth 10 points.

6. Compensation is the total of all rewards provided employees in return for their services. Discuss those things that HRM views as the determinants of financial compensation.

7. Some employees are reluctant to seek assistance from EAP programs. As a manager, discuss how you will convince them of its usefulness? Discuss how might you use an employee assistance program to improve a decline in productivity?

8. Recent HRM texts have stressed the difference between 'learning organizations and those which simply consider training to be important. Identify these differences and defend what you think are the essential features of a learning organization.

9. Discipline is an important action taken to encourage compliance with organizational standards and regulations. A popular approach is the Hot Stove Rule. Define and explain its significance. Provide an example within your explanation.

10. Companywide plans offer a feasible alternative to incentive plans. They may be based on the organization’s productivity, cost savings or profitability. Discuss companywide plans. Also, if you were the director or HRM, which plan would be most appealing to you?

11. We know that employers may be charged with unfair labor practices. What kinds of acts are Unfair Labor Practices? With respect to the National Labor Relations Act, discuss the similarity between employer labor restrictions and that of labor organizations?

12. Many people believe that choosing a job and choosing a career are the same. You know my position. I believe a JOB is Just Over Broke. What is your position? Explain the differences between a job and a career.

INSTRUCTIONS FOR COMPLETING ASSIGNMENT & RECEIVING FEEDBACK

· Entire exam is to be typed and single-spaced.

· Type size should not exceed that Arial Narrow or Times Romans 12 pitch.

· Number questions appropriately

· Annotate each of your sources. Include page numbers, as well.

· You may remit the exam and send electronically no later than noon on Friday, December 15th. I will be collecting all required documents identified in the syllabus on Thursday, December 14th; 5pm – 8pm. Be sure all documents are bonded in a portfolio style book form.

HR- final eam pleas follow the directions you have answer all THE question for part A and you must choosa 5 question from part B you have fishe on 14 TH of DEC theursday at 10 moorning

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Explanation & Answer

Attached.

Running head: HUMAN RESOURCE MANAGEMENT

Human Resource Management
Institution Affiliation
Date

1

HUMAN RESOURCE MANAGEMENT

2

Ans 1: Appropriate Dispute Resolution
Just like in a family, a business organization is also likely to have conflicts or disputes
among the involved parties in the organization. For this reason, the management must use
appropriate dispute resolution strategies. Appropriate dispute resolution generally means a
process of resolving disputes between parties (Lipsky, Avgar, & Lamare, 2016). ADR can be
carried out in various ways which include meditation, ombudsmen, or even arbitration. This
process is an alternative way of solving disputes to going to court where the resolution is
imposed by the judge. One principle of effective dispute resolution is the one that the involved
parties have created. Settling disputes in courts can make a bad situation to get worse (Lipsky,
Avgar, & Lamare, 2016). This is because the legal system is adversarial since it puts the
involved parties against each other. At the end, there must be a winner and a loser which may
lead to grudges in the workplace. From this, it is important for human resource management to
use ADR.
Cons of Appropriate Dispute Resolution
In a business organization, disputes may arise between employees of different levels.
That is, between the executive and common employee. By use of ADR the low-level employee
may not get justice because of imbalance of power (Lipsky, Avgar, & Lamare, 2016). Another
challenge is that the opponent of the employee may not be willing to solve the willing through
ADR. This cannot lead to resolution since the process requires both parties to be fully accepting
of it. Another challenge the employee may is likely to go through is delayed justice ( Lipsky,
Avgar, & Lamare, 2016). This is mainly caused in the case where ombudsmen’s investigation is
used because it may take a very long time. Another disadvantage is that the offended employee is
likely to receive low compensation than if the case was solved in the court (Lipsky, Avgar, &
Lamare, 2016). Another disadvantage of ADR is that the employee cannot get a ruling on his or
her legal rights. These legal rights may be discrimination and other human rights.
Ans 2: Legislation impacts on labor movements in the USA in the 1930s
At the beginning of the twentieth century, United States of America started changing
from agrarian society to a mass production. It was this time when America was sliding to
depression and the future of organized labor seemed bleak. During that time, the manufacturing
companies employed people who had various skill levels. In 1933 national industrial act was
enacted which provided for a collective bargain. This act required a business to bargain in good
faith with any union that was supported by the employees. Thereafter the congress of industrial
organization split from America federation of labor. Congress of the industrial organization
started strikes of various kinds which became a vital tool for them. 1935, national labor relation
act was enacted and at that time there was difficulty on how to organize worker employed by
different companies. The act was to assist the rights of workers to organize and collectively
bargain with their employers about wages, hour, and working conditions.
Ans 3: Violence at Workplace
An example of violence in the workplace is the incident that happened in Oklahoma in
1986. This was when a postal worker killed his fourteen colleges and lastly, he turned the gun on
himself. These cases are common and they frequently occur time after time. There are many
reasons that are behind such occurrences. These reasons can either be from the workplace or

HUMAN RESOURCE MANAGEMENT

3

even domestic issues (Delery, & Roumpi, 2017). Another big reason can be a result of mental or
psychological problems of the worker. Workplace reasons mainly occur when an employee is
dismissed or fired from work reasonably or unreasonably. On domestic issues, sometimes the
worker can experience family issues which leads to anger and can easily result in him or her
killing his or her colleagues. Examples of issues may include divorce, cheating or betrayal of one
partner or even financial problems. Another reason that causes violence is when the worker
abuses or uses hard drugs such cocaine, marijuana, and any other drug you can think of. Such
people tend to lose their mind since when they are high they cannot reason with the situation
effectively.
The management has something to do with this case while in some cases the reasons are
out of their hand. For instance, when an employee is fired or dismissed from work by the
management, he or she should be given enough reasoning for the dismissal. Another thing that
management must observe is fair pr...


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