LISTENING ASSIGNMENT Describe the form of Listening Rest Part 1-B.docx
- 1. LISTENING ASSIGNMENT: Describe the form of Listening Rest Part 1-B “Bye-Bye Love”, by using alphabetical symbols. Each letter should indicate a unique section of the song, with letters repeating if a song section repeats. (Usually a verse or a chorus) (A, B, C etc.) As this is your first listening test, let's review a few simple methods that might help you to do your best. Listen to the song in it's entirety, as if for FUN. Then listen again, thinking about the different parts of the song. As you listen, jot down your reflections as to what section you might be hearing, a chorus or a verse. Any section that has the same melody gets the same letter, no matter how different the words are. Example: Jingle Bells = A, A, B, B, A, A The Chorus, “Jingle Bells, Jingle Bells, Jingle all the Way”, etc., would equal “A” because it is the first portion of the song you hear. It is repeated, so you would put down two “A’s”. The Verse, “Dashing through the Snow, In a One Horse Open Sleigh” etc., would equal “B”, because it is the next portion of the song that has a different melody. Managing+Human+Resources+(8th+Edition)+- +Luis+R.+Gomez-Mejia.pdf MANAGING HUMAN RESOURCES This page intentionally left blank
- 2. MANAGING HUMAN RESOURCES Boston Columbus Indianapolis New York San Francisco Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montréal Toronto Delhi Mexico City São Paulo Sydney Hong Kong Seoul Singapore Taipei E I G H T H E D I T I O N Luis R. Gómez-Mejía University of Notre Dame David B. Balkin University of Colorado, Boulder Robert L. Cardy University of Texas at San Antonio Editor-in-Chief: Stephanie Wall Acquisitions Editor: Kris Ellis-Levy Program Manager Team Lead: Ashley Santora Program Manager: Denise Vaughn Editorial Assistant: Bernard Ollila
- 3. Vice President, Product Marketing: Maggie Moylan Director of Marketing, Digital Services and Products: Jeanette Koskinas Executive Product Marketing Manager: Anne Fahlgren Field Marketing Manager: Lenny Ann Raper Senior Strategic Marketing Manager: Erin Gardner Project Manager Team Lead: Judy Leale Project Manager: Karalyn Holland Operations Specialist: Diane Peirano Creative Director: Blair Brown Senior Art Director: Janet Slowik Interior and Cover Designer: S4Carlisle Publishing Services ISBN 10: 0-13-302969-7 ISBN 13: 978-0-13-302969-7 Copyright © 2016, 2012, 2010, Pearson Education, Inc. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the
- 4. publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. For information regarding permissions, request forms and the appropriate contacts within the Pearson Education Global Rights & Permissions department, please visit www.pearsoned.com/permissions/. Acknowledgements of third party content appear on the appropriate page within the text, which constitutes an extension of this copyright page. Unless otherwise indicated herein, any third-party trademarks that may appear in this work are the prop- erty of their respective owners and any references to third-party trademarks, logos or other trade dress are for demonstrative or descriptive purposes only. Such references are not intended to imply any sponsorship, endorsement, authorization, or promotion of Pearson’s products by the owners of such marks, or any rela- tionship between the owner and Pearson Education, Inc. or its affiliates, authors, licensees or distributors. Library of Congress Cataloging-in-Publication Data GÓmez-Mejía, Luis R.
- 5. Managing human resources / Luis R. GÓmez-Mejía, David B. Balkin & Robert L. Cardy.—Eighth Edition. pages cm ISBN 978-0-13-302969-7—ISBN 0-13-302969-7 1. Personnel management. I. Balkin, David B., 1948- II. Cardy, Robert L., 1955- III. Title. HF5549.G64 2015 658.3—dc23 2014032008 10 9 8 7 6 5 4 3 2 1 Cover Image: Fuse/Getty Images Vice President, Director of Digital Strategy & Assessment: Paul Gentile Manager of Learning Applications: Paul Deluca Digital Editor: Brian Surette Digital Studio Manager: Diane Lombardo Digital Studio Project Manager: Robin Lazrus Digital Studio Project Manager: Alana Coles Digital Studio Project Manager: Monique Lawrence
- 6. Digital Studio Project Manager: Regina DaSilva Full-Service Project Management and Composition: Lori Bradshaw/S4Carlisle Publishing Services Printer/Binder: Courier/Kendallville Cover Printer: Courier/Kendallville Text Font: Times LT Std, 10/12 www.pearsoned.com/permissions/ To my wife Ana, my two sons Vince and Alex, and my daughter Dulce —L.G.M. To my parents, Daniel and Jeanne —D.B.B. To my family for their endless support and to Todd Snider for the endless inspiration —R.L.C. This page intentionally left blank vii
- 7. Brief Contents PART I Introduction 1 Chapter 1 Meeting Present and Emerging Strategic Human Resource Challenges 1 PART II The Contexts of Human Resource Management 44 Chapter 2 Managing Work Flows and Conducting Job Analysis 44 Chapter 3 Understanding Equal Opportunity and the Legal Environment 82 Chapter 4 Managing Diversity 118 PART III Staffing 149 Chapter 5 Recruiting and Selecting Employees 149 Chapter 6 Managing Employee Separations, Downsizing, and Outplacement 181 PART IV Employee Development 203 Chapter 7 Appraising and Managing Performance 203 Chapter 8 Training the Workforce 235 Chapter 9 Developing Careers 261 PART V Compensation 286 Chapter 10 Managing Compensation 286 Chapter 11 Rewarding Performance 324 Chapter 12 Designing and Administering Benefits 360 PART VI Governance 399 Chapter 13 Developing Employee Relations 399 Chapter 14 Respecting Employee Rights and Managing Discipline 428
- 8. Chapter 15 Working with Organized Labor 464 Chapter 16 Managing Workplace Safety and Health 500 Chapter 17 International HRM Challenge 529 viii Contents Preface xix Acknowledgments xxv About the Authors xxvii PART I Introduction 1 Chapter 1 Meeting Present and Emerging Strategic Human Resource Challenges 1 Human Resource Management: The Challenges 2 Environmental Challenges 3 Organizational Challenges 10 Competitive Position: Cost, Quality, or Distinctive Capabilities 10 Individual Challenges 17 Planning and Implementing Strategic HR Policies 20 The Benefits of Strategic HR Planning 21 The Challenges of Strategic HR Planning 22 Strategic HR Choices 24 Selecting HR Strategies to Increase Firm Performance 27 Fit with Organizational Strategies 28 Fit with the Environment 30 Fit with Organizational Characteristics 31 Fit with Organizational Capabilities 32
- 9. Choosing Consistent and Appropriate HR Tactics to Implement HR Strategies 33 HR Best Practices 33 The HR Department and Managers: An Important Partnership 34 Specialization in Human Resource Management 35 Summary and Conclusions 35 • Key Terms 36 • Discussion Questions 37 ■ YOU MANAGE IT! 1: EMERGING TRENDS Electronic Monitoring to Make Sure That No One Steps Out of Line 38 ■ YOU MANAGE IT! 2: ETHICS/SOCIAL RESPONSIBILITY Embedding Sustainability into HR Strategy 40 ■ YOU MANAGE IT! 3: DISCUSSION Managers and HR Professional at Sands Corporation: Friends or Foes? 41 ■ YOU MANAGE IT! 4: DISCUSSION The Enduring Wage Gap by Gender 42 PART II The Contexts of Human Resource Management 44 Chapter 2 Managing Work Flows and Conducting Job Analysis 44 Work: The Organizational Perspective 45 Strategy and Organizational Structure 45 Designing the Organization 46 Work-Flow Analysis 49 Business Process Reengineering 49 Work: The Group Perspective 50
- 10. Self-Managed Teams 50 Other Types of Teams 51 CONTENTS ix Work: The Individual Perspective 53 Motivating Employees 53 Designing Jobs and Conducting Job Analysis 55 Job Design 55 Job Analysis 57 Job Descriptions 63 The Flexible Workforce 67 Contingent Workers 67 Flexible Work Schedules 72 The Mobile Workplace 73 Human Resource Information Systems 74 HRIS Applications 74 HRIS Security and Privacy 75 Summary and Conclusions 75 • Key Terms 76 • Discussion Questions 77 ■ YOU MANAGE IT! 1: ETHICS/SOCIAL RESPONSIBILITY Are Companies Exploiting College Students Who Have Unpaid Internships? 78 ■ YOU MANAGE IT! 2: EMERGING TRENDS Work–Life Balance Is the New Perk Employees Are Seeking 79 ■ YOU MANAGE IT! 3: TECHNOLOGY/SOCIAL MEDIA Yahoo CEO Issues a Ban on Telecommuting for Employees 80
- 11. ■ YOU MANAGE IT! 4: CUSTOMER-DRIVEN HR Writing a Job Description 81 Chapter 3 Understanding Equal Opportunity and the Legal Environment 82 Why Understanding the Legal Environment Is Important 84 Doing the Right Thing 84 Realizing the Limitations of the HR and Legal Departments 84 Limiting Potential Liability 84 Challenges to Legal Compliance 85 A Dynamic Legal Landscape 85 The Complexity of Laws 85 Conflicting Strategies for Fair Employment 85 Unintended Consequences 86 Equal Employment Opportunity Laws 86 The Equal Pay Act of 1963 87 Title VII of the Civil Rights Act of 1964 87 Defense of Discrimination Charges 89 Title VII and Pregnancy 90 Sexual Harassment 90 The Civil Rights Act of 1991 94 Executive Order 11246 95 The Age Discrimination in Employment Act of 1967 95 The Americans with Disabilities Act of 1990 96 EEO Enforcement and Compliance 99 Regulatory Agencies 99 Office of Federal Contract Compliance Programs (OFCCP) 100 Affirmative Action Plans 101 Other Important Laws 103 Avoiding Pitfalls in EEO 105
- 12. Provide Training 105 Establish a Complaint Resolution Process 105 Document Decisions 105 Be Honest 105 Ask Only for Information You Need to Know 106 x CONTENTS Summary and Conclusions 109 • Key Terms 110 • Discussion Questions 110 ■ YOU MANAGE IT! 1: EMERGING TRENDS Walgreens Leads the Way in Utilizing Workers with Disabilities 111 ■ YOU MANAGE IT! 2: CUSTOMER-DRIVEN HR Can an Employer Refuse to Hire or Retain Employees Who Wear Tattoos? 112 ■ YOU MANAGE IT! 3: DISCUSSION Are Women Breaking Through the Glass Ceiling? 113 ■ YOU MANAGE IT! 4: ETHICS/SOCIAL RESPONSIBILITY Are Employee Noncompete Agreements Legally Enforceable? It Depends 114 Appendix to Chapter 3 116 Human Resource Legislation Discussed in This Text 116 Chapter 4 Managing Diversity 118 What Is Diversity? 119 Why Manage Employee Diversity? 120
- 13. Affirmative Action Versus Managing Employee Diversity 120 Demographic Trends 120 Diversity as Part of Corporate Strategy 124 Challenges in Managing Employee Diversity 124 Diversity Versus Inclusiveness 125 Individual Versus Group Fairness 125 Resistance to Change 125 Group Cohesiveness and Interpersonal Conflict 125 Segmented Communication Networks 125 Resentment 125 Retention 126 Competition for Opportunities 126 Diversity in Organizations 126 African Americans 126 Asian Americans 127 People with Disabilities 128 The Foreign Born 129 Homosexuals 130 Latinos (Hispanic Americans) 131 Older Workers 132 Religious Minorities 133 Women 135 Improving the Management of Diversity 137 Creating an Inclusive Organizational Culture 137 Top-Management Commitment to Valuing Diversity 138 Appraising and Rewarding Managers for Good Diversity Practices 138 Diversity Training Programs 138 Support Groups 139 Accommodation of Family Needs 139 Senior Mentoring Programs 141 Apprenticeships 141 Communication Standards 141
- 14. Diversity Audits 141 Management Responsibility and Accountability 141 Some Warnings 142 Avoiding the Appearance of “White Male Bashing” 142 Avoiding the Promotion of Stereotypes 142 Summary and Conclusions 142 • Key Terms 143 • Discussion Questions 143 ■ YOU MANAGE IT! 1: TECHNOLOGY/SOCIAL MEDIA Hiring Who You Know as a Threat to Diversity 145 CONTENTS xi ■ YOU MANAGE IT! 2: EMERGING TRENDS Why Women Lag Behind in MBA Programs 145 ■ YOU MANAGE IT! 3: ETHICS/SOCIAL RESPONSIBILITY Interpreting the Americans with Disabilities Act: The Hot Frontier of Diversity Management 146 ■ YOU MANAGE IT! 4: DISCUSSION Conflict at Northern Sigma 147 PART III Staffing 149 Chapter 5 Recruiting and Selecting Employees 149 Human Resource Supply and Demand 150 A Simplified Example of Forecasting Labor Demand and Supply 152 Forecasting Techniques 154
- 15. The Hiring Process 155 Challenges in the Hiring Process 155 Determining Characteristics Important to Performance 156 Measuring Characteristics That Determine Performance 156 The Motivation Factor 156 Who Should Make the Decision? 157 Meeting the Challenge of Effective Staffing 157 Recruitment 157 Sources of Recruiting 158 Selection 163 Reliability and Validity 163 Selection Tools as Predictors of Job Performance 164 Combining Predictors 171 Selection and Person/Organization Fit 171 Reactions to Selection Devices 172 Legal Issues in Staffing 173 Discrimination Laws 173 Affirmative Action 173 Negligent Hiring 174 Summary and Conclusions 174 • Key Terms 175 • Discussion Questions 175 ■ YOU MANAGE IT! 1: CUSTOMER-DRIVEN HR Women: Keeping the Supply Lines Open 176 ■ YOU MANAGE IT! 2: ETHICS/SOCIAL RESPONSIBILITY What a Fraud! 177 ■ YOU MANAGE IT! 3: TECHNOLOGY/SOCIAL MEDIA Social Media in the Hiring Process 178
- 16. ■ YOU MANAGE IT! 4: ETHICS/SOCIAL RESPONSIBILITY Fitting in Social Responsibility 179 ■ YOU MANAGE IT! 5: EMERGING TRENDS One Job, Many Roles 180 Chapter 6 Managing Employee Separations, Downsizing, and Outplacement 181 What Are Employee Separations? 182 The Costs of Employee Separations 182 The Benefits of Employee Separations 186 Types of Employee Separations 186 Voluntary Separations 186 Involuntary Separations 187 Managing Early Retirements 190 The Features of Early Retirement Policies 190 Avoiding Problems with Early Retirements 190 xii CONTENTS Managing Layoffs 191 Alternatives to Layoffs 191 Implementing a Layoff 192 Outplacement 195 The Goals of Outplacement 196 Outplacement Services 196 Summary and Conclusions 196 • Key Terms 197 • Discussion Questions 197
- 17. ■ YOU MANAGE IT! 1: GLOBAL Turnover: A Global Management Issue 198 ■ YOU MANAGE IT! 2: ETHICS/SOCIAL RESPONSIBILITY Employment-at-Will: Fair Policy? 199 ■ YOU MANAGE IT! 3: CUSTOMER-DRIVEN HR From Turnover to Retention: Managing to Keep Your Workers 200 ■ YOU MANAGE IT! 4: TECHNOLOGY/SOCIAL MEDIA You’re Fired! 201 PART IV Employee Development 203 Chapter 7 Appraising and Managing Performance 203 What Is Performance Appraisal? 205 The Uses of Performance Appraisal 206 Identifying Performance Dimensions 206 Measuring Performance 207 Measurement Tools 208 Measurement Tools: Summary and Conclusions 214 Challenges to Effective Performance Measurement 215 Rater Errors and Bias 216 The Influence of Liking 217 Organizational Politics 217 Individual or Group Focus 219 Legal Issues 219 Managing Performance 220 The Appraisal Interview 221 Performance Improvement 223
- 18. Identifying the Causes of Performance Problems 223 Developing an Action Plan and Empowering Workers to Reach a Solution 225 Directing Communication at Performance 225 Summary and Conclusions 226 • Key Terms 226 • Discussion Questions 227 ■ YOU MANAGE IT! 1: ETHICS/SOCIAL RESPONSIBILITY Rank and Yank: Legitimate Performance Improvement Tool or Ruthless and Unethical Management? 228 ■ YOU MANAGE IT! 2: GLOBAL Competencies in a Global Environment 229 ■ YOU MANAGE IT! 3: TECHNOLOGY/SOCIAL MEDIA Going Digital with Appraisal 230 ■ YOU MANAGE IT! 4: ETHICS/SOCIAL RESPONSIBILITY Let’s Do It Right 231
- 19. ■ YOU MANAGE IT! 5: CUSTOMER-DRIVEN HR Build on Their Strengths 232 Appendix to Chapter 7 233 The Critical-Incident Technique: A Method for Developing a Behaviorally Based Appraisal Instrument 233 Chapter 8 Training the Workforce 235 Key Training Issues 236 Training Versus Development 237 Challenges in Training 239 Is Training the