Developing Diagnostic and Analytical Skills

Case 1: WORK/LIFE BALANCE AT BAXTER

Questions:
1. What role, if any, does work/life balance play in the success of an organization?
Explain.

~ Work life balance can influence the employees and employers in a positive
very correlatively. Being able to preserve your worker’s mental state can
greatly affect the organizations profit, revenue, productivity, and efficiency.
Showing the market that your organization takes care of your employees is
an advertisement on itself to attract top-notch employees.

2. How does diversity in an organization affect the organization’s work/life balance?

What ethical considerations exist that may drive the organization to be more
work/life balanced?

~ Being considerate to diversity also promotes respect. If such employees

and employers imply the respect that is due to their peers, a good and
healthy relationship may be established, thus, creating a more open-minded
workspace where they will not be bothered by racism, religious
discriminations, etc. And by this, your co-workers will be more considerate
towards your off work priorities, thus, establishing a balanced work/life.

3. How can organizations develop a culture that supports work/life balance?

~ By promoting work schedules, balanced distribution of workload,

communicating with coworkers, being considerate of your co-workers off
work priorities as well as yours, acknowledgements and reward systems.

4. What role does human resources play in making sure work/life practices are
effective?

~ Making their workload more balanced, rewarding them by their

accomplishments on work, securing their rights so they won’t be violated,
ensuring that their benefits will be taken care off, offsite activities.
 5. Take a look at the Baxter website “Careers” section (www.baxter.com). What
does Baxter do that seems to support the goal of work/life balance?

~ They promote culture of innovation, a diverse workforce, career

developments, and ensures you are given the benefits that is due.

Case 2: NINE-TO-FIVE NO MORE

Questions:
1. What is your reaction to this “no attendance” plan implemented at TechTarget?
Do you believe it is too simplistic? Defend your position.

~ Reflecting on the company’s success, it may be working for them but for
the majority, it may not be implied. It may be good for the freedom of the
employees where their responsibilities are depending on them. Not being
forced to do something may give you your own motivation to do your task.
However, if the requirements are not meant, termination will be their
consequence.

2. Do you believe that such an employee policy as described in the case can succeed
in other companies? Why or why not?

~ It may succeed if the HR. can mandate the volume of workforce properly. If
the workforce can be controlled and quality of work is maintained, then it is
possible for it to be successful. Nevertheless, if the company will not be able
to monitor its employee’s performance towards their work, then the
company is set to fail eventually.

3. What special HRM conditions must exist for such a plan to work? Explain. How do
you believe these conditions relate to employee motivation?

~ They must enforce the accountability of the employees if one’s goal is not
met. Making them liable for their shortcoming and make the workforce
realize that the freedom they have is privilege that should not be taken
advantage of.
Case 3: CASINO HAS NO SENSE OF HUMOR
Questions:
1. If you were the human resources director at the casino, what should you have
done prior to firing Steward to be sure you had all your bases covered?

~ I would prioritize on how to deescalate the situation and gather all the
necessary data of Steward that regards to his work ethics and behavior at
work. Expecting that Steward would appeal to the said allegations, we would
need to justify our decision on why we need to terminate Steward.

2. Does the surveillance camera present any ethical or legal problems? Why or why
not?

~ In the situation, the surveillance camera presents no ethical or legal

problems unless the entire staff do not know it, which is not the case.
However, since he did not escalate this angle to his defense, means that he
is aware of the cameras in the facility.

3. Explain any other legal issues regarding employee or employer rights that might
apply.

~ He may exercise his rights as an employee of the company such as his

rights for privacy, freedom of expression or speech, having a non-
discriminatory work environment.

4. Do you think the punishment was appropriate for posting the comic? Explain,
using concepts from the chapter.

~ The punishment sent out was rather harsh for such matter. It may be an
unethical thing to do especially in the facility but the reactions towards this
was a bit too much for a harmless comic. Warnings may be applied instead
of immediate termination as first offense.
 5. If you were the administrative law judge, would you award unemployment
benefits to Steward? Why or why not?

~ I would award him unemployment benefits. Since he appealed to an

administrative law judge, and pleaded his case towards his violations that he
did not purposely broke them.

Case 4: TURNOVER AND MORALE PROBLEMS AT TSA

Questions:
1. Do you think that the provisions of the new contract will increase morale and
decrease turnover? Why or why not?

~ I think it will impact the work environment positively knowing that their
efforts will be reciprocated to them by justified pay, more rewarding
situations, expanding their benefits, and improving management.

2. Choose a job analysis method or combination of methods to begin the process to

redesign the TSA officer job descriptions. Why would this be the most appropriate
method(s) to analyze the positions?

~ I would utilize a questionnaire to get their individual insights on what

matters should be addressed and what actions are needed fix them. Taking
to them directly is also a good approach, whether by groups or individually,
to get their opinions listed on what to consider.

3. How might job enrichment concepts be used to increase morale and retention at
TSA?

~ It can be used to motivated the employees more towards their work.

Promoting rotating workloads may decrease their times of boredome doing
the same work everyday.
 4. How do the elements of the collective bargaining agreement address job
enrichment issues?

~ They employees were given a voice to appeal what seems to be a

disadvantage to them or the problem was not address correctly. Knowing
their opinions matters most in these situations.

5. Can employers reduce the attractiveness of union representation by creating

well-designed jobs? Explain your response.

~ Yes, creating well-designed jobs attracts more productivity to your

workforce. Giving what is due to them can affect their mental when doing
their jobs on an everyday basis.

Case 5: THE CONTAINER STORE: KEEPING IT FRESH

Questions:
1. What are the advantages and disadvantages of relying on employees as a major
source of recruiting new employees?

~ The advantages are many are aspiring to be an employee to your company,

thus, manpower will not be a problem. Next is the reward system when you
successfully recruit an individual. Lastly, is that the recruiter may vouch for
good candidates and may pull a high quality employees. Disadvantages are
the volume of applicants and quality control.

2. Take a look at The Container Store’s website. How would you describe their
employment brand/ Describe the factors that led to your conclusions.

~ They prioritize the insights of their employees and make the work
environment more exciting to work at. They are more open for ideas from
their employees and is considerate of them.
 3. Explain how other recruiting sources may be effective for The Container Store’s
efforts to recruit in a way that supports the company’s culture.

~ They may engage on more modernized ways of recruitments such as digital

applications, talent networks, job boards, and social networks.

Case 6: BON-TON STORES: SELECTION ISN’T A BEAUTY PAGEANT

Questions:
1. How could performance simulation tests be used to assess the skills necessary for
success as a Beauty Advisor?

~ It is essential on maintaining quality control. The best candidates will be

carefully assessed by various methods to ensure that the right person will
get the position.

2. Create a “Realistic Job Preview” for the Beauty Advisor position.

Degree level None; certificate, associate, and bachelor's degrees available

Degree Field Sales
Experience Sales experience often preferred; on-the-job training sometimes
provided
Key skills Industry knowledge; communication, sales, demonstration, and
customer service skills
Job Outlook 7% increase (for retail salespersons)
Median Annual 21,780BDT (for retail salespersons)
Salary
 3. Established methods for screening sales associates were not effective in
determining if a candidate would be successful as a Beauty Advisor. Explain which
type of validity is relevant to these screening methods.

~ To be an advisor, you must know what you sell. Most of the time,
the products being sold are their own or treat it like it’s their creation.
They must also be rensponsible to the duties being appointed to
them. And lastly, they must be qualified for the position. It doesn’t
necessarily mean they must have a good track record.

Case 7: THE UNDERRATED CHECKLIST: FIVE STEPS TO SAVE LIVES

Questions:
1. How can HR professionals overcome resistance to training?

~
2. What method should hospitals use to evaluate IV checklist training?
3. Develop a checklist that would make the process more efficient or safe for your
employer or college.
4. What is the best way to train an employee to use your checklist? How would you
evaluate your training?

Case 8: AWARD-WINNING FOCUS ON EMPLOYEES

Questions:
1. Discuss the stages of career exploration and determine which stage Principal
seems to be addressing with each of the programs and policies described in the
case.
2. Principal seems to be trying to increase employee retention at a time when
companies are moving to more temporary and contract workers and the
definition of a successful career is changing to include employees who move to
several different employers. Why?
3. How does the concept of CAreer Development seem to apply to Principal?
Case 9: RANK ‘EM AND YAK ‘EM
Questions:
1. What type of evaluation process would you say is being used in this case?
Describe the elements to support your position.
2. What effect, if any, do you believe rank and yank evaluation systems have on
managers? Do you see these effects as positive or negative? Defend your
position.
3. What role does such a system have in distorting performance appraisals?

Case 10: RETHINKING COMPENSATION AT FIRSTMERIT BANK

Questions:
1. Explain the type of compensation system that best describes the pay plan at First
Merit and why it increased employee performance.
2. Discuss whether intrinsic rewards might have been used to increase employee
performance in the check processing department.
3. Could the same results be achieved by using a lower base salary and piecework
plan? Explain which would be more effective and why.