Name: Steven P Sanderson II

Date: 6/26/06
Class: Intro to Business BA11 5040
Professor: McNamara

Chapter 10
Questions from page 305

What are the similarities and differences between Taylor’s time-motion studies and
Mayo’s Hawthorne studies?
Taylor’s time-motion studies dealt with the time it took to perform a task. Taylor
proceeded to invent a wide variety of sizes and shapes of shovels and, with stopwatch in
hand, measured output over time in what became known as time-motion studies – studies
of the tasks performed to complete a job and th3e time needed to do each task. Sure
enough, an average person could shovel more (in fact, form 25 to 35 tons more per day)
using the most efficient and effective methods and tools. Taylor’s scientific management
came to dominate the 1900’s. With Hawthorne it seemed people would perform better
when they know they are being studied. Both forms produced better productivity but in
different ways. With Hawthorne’s study people felt that they were in a social group, the
atmosphere was informal and they could talk freely and they interacted regularly with
their supervisors and the experimenters. The workers were involved in the planning of
the experiments. For example, they rejected one kind of pay schedule and recommended
another, which was used and made them feel like their opinions were valued.

How did Mayo’s findings influence scientific management?

Mayo found that not only was an efficient method needed to perform the job in the best
way but also need to satisfy the employees in a certain manner. This cam through with
the Hawthorne studies. He showed that people needed to feel valued and appreciated.
No matter what the physical conditions were, the workers enjoyed the atmosphere of their
special room and the additional pay they got for more productivity, and satisfaction
increased substantially.

Draw a diagram of Maslow’s hierarchy of needs. Label and describe the parts.
Self actualization the top of the pyramid and is the need to develop ones self to the fullest
potential. Esteem needs which is the next one down is the need for recognition and
acknowledgment from others, as well as self respect and a sense of status or importance.
Social needs which are the need to feel loved accepted and part of the group. Next comes
Safety needs come next and are the needs to feel secure at work and at home. Finally the
bottom but most important part of the pyramid Physiological needs, which contain the
very basic of needs, such as shelter and the need for food and water.

According to Andrew Grove, what is the ultimate source of all motivation?

According to Andrew Grove the ultimate source of all motivation is from self
actualization or the need to develop ones self to the fullest potential.

Questions from page 316

Briefly describe the managerial attitudes behind Theories X, Y and Z
Some attitudes of Theory X management are as follows: Employees dislike work and
will try to avoid it, Employees prefer to be controlled and directed, Employees seek
security, not responsibility, employees must be intimidated by managers to perform and
employees are motivated by financial rewards. Some theories from theory Y are as
follows: Employees view work as a natural part of life, employees prefer limited control
and direction, employees will seed responsibility under proper work conditions,
employees perform better in work environments that are not intimidating and employees
are motivated by many different needs not just money. Lastly some theories from Theory
Y are as follows: Employees involvement is the key to increased productivity, employee
control is implied and informal, employees prefer to share responsibility and decision
making, employees perform better in environments that foster trust and cooperation and
finally employees need guaranteed employment and will accept slow evaluations and
promotions.

Relate job enrichment to Herzberg’s motivating factors.

Job enrichment can come from many different forms on the job. Some of the things that
cold bring enrichment to an employee mentioned by Herzberg are as follows: Employees
need to feel a sense of achievement, they need earned recognition, generally need to be
interested in the work at hand; they need an opportunity for growth and advancement.
Employees also need to have a sense or responsibility along with peer groups and natural
relationships. Another motivating factor but not the top factor is pay, which we all need
to pay the bills, a supervisors fairness is also something that is needed otherwise
employees may feel that they are being cheated or not as good as others or just not like by
the manager.

Evaluate expectancy theory. Can you think of situations in which expectancy theory
could apply to your efforts of lack of effort?
Victor Vroom stated that the amount of effort employees exert on a specific task depends
on their expectations of the outcome. I find this to be true in many places. For example
at my last job I was a supervisor, but my boss was a Theory X type of manager and
wanted the employees treated in a certain manner. Now I deliberately chose to treat the
employees in a different manner. I liked to treat them in the Theory of Y. For me it
seemed to work, I was able to gain the respect and trust of the crew that I was supervising
and was able to get the job done every night and usually ahead of schedule. By taking
the employees out of the prison like environment I made them feel like they were human
beings and actually made a difference in what happened around the job.

Explain the principals of Equity Theory.

Equity Theory deals with the questions “If I do a good job, will it be worth it?” and
“What’s fair?” It has to do with perceptions of fairness and how those perceptions affect
employees’ willingness to perform, the basic principle is that employees try to maintain
equity between inputs and outputs compared to others in similar positions. Equity
comparisons are made from the information that is available through personal
relationships, professional organizations and so on. This also has to do with social capital
which I had mentioned in one of my reaction papers in the last module.

Questions form page 322

What are several steps firms can take to increase internal communications and thus
motivation?
Some steps that can help to increase communication and thus motivation are self directed
teams and communications systems such as e-mail. Open communication helps both top
managers and team members understand the objectives and work together to achieve
them. Communication must flow freely through out the organization when teams are
empowered to make decisions – they can’t make these decisions in a vacuum. It is
crucial for people to be able to access the knowledge they need when they need it,
which is why we have seen the rise and growth of companies such as Google that take
today’s information and catalogue it for the world to see, and apply if needed. The need
to create an organizational culture that rewards listening is also important. Manages must
create places to talk and the must show employees that talking with superiors counts – by
providing feedback, adopting employee suggestions and rewarding upward
communication – even if the discussion is negative. Employees must feel free to say
anything they deem appropriate.

What problems may emerge when trying to implement participative management?

Some problems that may occur when trying to establish participative management are
that the different generations may clash. It is common for the previous generation to
think that the next generation is lazy and always breaks the rules. When in fact the new
generation is just doing what they deem necessary to get the job done and is the best way
for them to do it. Besides, employees react different to different styles of management.
It is quite impossible to please all the people all of the time but it is possible to please
some of the people most of the time and finding managers that can do this is not always
easy.

Why is it important today to adjust motivational styles to individual employees? Are

there any general principles of motivation that today’s mangers should follow?
Today it is important to adjust to different motivational styles to help individual
employees stay motivated not only because of the cost associated with loosing one and
retraining another but it could also reflect on the company’s reputation. By loosing one
employee you may loose the productivity of many employees because of the social bond
between them that has since been broken. There are of course many general principals
that can be followed by today’s managers. Many of them are mentioned earlier in the
chapter. By making employees feel needed and taking them seriously you not only make
them feel appreciated but you empower them at the same time. The way that they
become empowered is that now they know you value their opinion and they will do what
it takes to get that feeling over and over again. It makes them feel like not just employees
but partners with you on the project that is being worked on for the company.
Chapter 11
Questions from page 338

What is human resource management?

Human resource management is the process of determining human resource needs and
then recruiting, selecting, developing, motivating, evaluating, compensating and
scheduling employees to achieve organizational goals.

What are the five steps in human resource planning?

The five steps for human resource planning are as follows: Preparing a human resource
inventory of the organization’s employees, this includes the ages, names, education,
capabilities, training, specialized skills and other information pertinent to the specific
organization such as languages spoken. Preparing a job analysis which is a study of what
is done by employees who hold various job titles. Such analyses are necessary in order to
recruit and train employees with eh necessary sills to do the job. The results of job
analysis are tow written statements; job description and job specifications. A job
description specifies the objectives of the job and the job specifications are a written
summary of the minimum qualifications such as education skills and so on, required of
workers to do a particular jo0b. Assessing future human resource demand is yet another
function in human resource planning. Because technology changes rapidly, training
programs must be started long before the need is apparent. Human resource managers
who are proactive – that is, who anticipate the organization’s requirements identified in
the forecast process – make sure that trained people are available when needed.
Assessing future supply is also critical. The labor force is constantly shifting; getting
older, becoming more technically oriented, attraction more women and so forth. There
are likely to be increased shortages of some workers in the future such as computer and
robotic repair. Finally establishing a strategic plan is the last part of human resource
planning. The plan must address recruiting, selecting, training and developing,
appraising, compensating and scheduling the work force.

What factors make it difficult to recruit qualified employees?

Some organizations have policies that demand promotions from within, operate under
union regulations, or offer low wages which all of these usually make it difficult to
recruit well qualified employees, it can also be difficult to find the necessary people to fill
jobs because of the team work that is required.

What are the six steps in the selection process?

The six steps in the selection process are one obtaining complete application forms. This
was once a simple procedure with few complications. Today, however, legal guidelines
limit the kinds of questions that may appear on an application form. Nonetheless, such
forms help the employer discover the applicant’s educational background. Conducting
initial and follow-up interviews. A staff member from the human resource department
often screens applicants in a first interview. If the interviewer considers the applicant a
potential employee the manager who will supervise the new employee interviews the
applicant as well. Next comes giving employment tests. Organizations use tests to
measure basic competencies in specific job skills such as welding and word processing to
name a few. In using employment tests, it’s important that they be directly related to the
ob. Employment tests have been severely criticized as potential sources of illegal
discrimination. For example several Bell South employees sued the company for
discrimination because they were not promoted when they failed math/logic tests. The
employees said the tests did not assess the interpersonal skills needed for the job.
Conducting background investigations is another central part of the selection process.
Most organizations now investigate a candidates’ work record, school record, credit
history and references more carefully than they have in the past. Obtaining results form
physical exams is another part of the process. There are obvious benefits to hiring
physically and mentally healthy people. However medical tests cannot be just given to
screen out employees. Finally there is a probationary period that needs to be determined
and met. Often an organization will hire an employee conditionally. This enables the
person to prove his or her worth on the job. After a specified probationary period perhaps
six months or a year the firm may either permanently hire or discharge that employee on
the basis of evaluations from supervisors.

What are contingent workers? Why do companies hire such workers?

Contingent workers are workers that do not work full time and are often not entitled to
the pay and benefits of full time employees. Theses employees can consist of college
students, interns, seasonal workers and independent contractors. Some companies use
these workers because they may be in an industry that has projects that last only a day or
a couple of weeks or months but usually that is it. Many time employers will use these
kinds of employees and if they are satisfied with what they do they may offer them a full
time position.

Questions from page 343

Can you name and describe four training techniques?

Four training techniques would be as follows: off the job training which occurs away
form the workplace and consists of internal or external programs to develop any of a
variety of skills or to foster personal development. Online training offers an example of
how technology is improving the efficiency of many off-the-job training programs, in
such training, employees “attend” classes via the internet. Many colleges and universities
now offer a wide variety of internet courses. Vestibule training is done in classrooms
where employees are taught on equipment similar to that used on the job. Such
classrooms enable employees to learn proper methods and safety procedures before
assuming a specific job assignment in an organization. Finally there comes job
simulation which is the use of equipment that duplicates job conditions and tasks so that
trainees can learn skills before attempting them on the job. Job simulation differs from
vestibule training in that the simulation attempts to duplicate the exact combination of
conditions that occur on the job. This is the kind of training given to astronauts and
pilots.

What is the primary purpose of a performance appraisal?

The primary purpose of a performance appraisal is to evaluate the performance level of
employees are measured against established standards to make decisions about
promotions, compensation, additional training, or firing.

What are the six steps to performance appraisal?

The six steps to performance appraisal are to establish a performance standard which is a
crucial step. Standards must be understandable, subject to measurement and reasonable.
Communicating those standards, where most managers assume that employees know
what is expected of them but such assumptions are dangerous at best. Employees must
be told clearly and precisely what the standards and expectations are and how they are to
be met. Evaluating performance is the next step to be considered, if the first two steps
are done correctly. Performance evaluation is relatively easy. Discussing results with
employees is another important facet of the evaluation process. Most people will make
mistakes and fail to meet expectations at first. It takes time to learn a new job and to do it
will. Discussing an employee’s successes and areas that need improvement can provide
managers with an opportunity to be understanding and helpful. Taking corrective action
is also needed. As an appropriate part of the performance appraisal, a manger can take
corrective action or provide corrective feedback to help the employee perform his or her
job better. Finally using the results to make decisions. Decisions about promotions,
compensation, additional training, or firing are all based on performance evaluations.

Questions from page 350

Can you name and describe five alternative compensation techniques?

Five alternative compensation techniques are as follows:
Pay systems which may vary from firm to firm. Some parts of the pay system would be
salary, pay for hours worked, piecework system, bonus plans and even stock options.
Next comes to compensating teams, the individuals will receive maybe a special bonus if
the team reaches a certain goal and still get compensated on their own merit. One
example of this would be sports team going to the playoffs, the whole team may get a
bonus but each player still has their own individual contract. Next come fringe benefits.
Fringe benefits come in all sorts of packages. There has been an emergence in what is
called a cafeteria style fringe benefits package. This allows the employee to choose what
is best for him or her in terms of benefits. Flextime plans are also becoming popular in
retaining employees through alternative compensation. Some families may be dual
income and need flexible time schedules so they can take care of their families and get
work done. Telecommuting has also grown in popularity as the employees do not need to
leave their home to get their job done.

What advantages do compensation plans such as profit sharing offer an organization?

With profit sharing comes a feeling that the firm belongs to the employee and they almost
do whatever is necessary to get the job done. They will make sure they come under
budget and always get the task done on time or ahead of schedule. These are major
pluses for any firm in business today.

What are the benefits and challenges of flextime? Telecommuting? Job Sharing?
Flextime gives the employees some freedom to choose when to work, as long as they
work the required amount of hours per week. The most popular plans allow employees to
come in between 7am and 9am and leave from 4pm to 6pm. There are some real
disadvantages to flextime as well. Flextime is certainly not for all organizations. For
example, it cannot be offered to certain industries like manufacturing when it is essential
for all employees to be there at the same time. Another disadvantage to flextime is that
managers need to work long hours many times between 6am and 6pm. Telecommuting
has grown tremendously in recent years. Nearly 10 million U.S. workers now work at
least several days per month at home. Telecommuting can be a cost saver for employers.
Now that some of their employees work from home there is no need to have office space
to house them. Job sharing is an arrangement whereby two part-time employees share on
full-time job. This is good for employees who cannot or prefer not to work full-time, it
usually permits a high level of enthusiasm, and there is also reduced absenteeism and
tardiness.

Questions from page 356

Can you explain what was covered by the following laws? The civil rights act of 1964;
this allowed the commission to issue specific guidelines for acceptable employer conduct
in administering equal opportunity employment. The civil rights act of 1991 expanded
the remedies available to victims of discrimination by amending Title VII of the Civil
Rights Act of 1964. Now victims of discrimination have the right to a jury trial. The
Equal Employment Opportunity Act of 1972 was added as an amendment to Title VII. It
strengthened the Equal Employment Opportunity Act. The Americans with Disabilities
Act of 1990 requires employers to give disabled applicants the same consideration for
employment.

Chapter 12
Questions from page 379

What are major laws that affected union growth, and what does each one cover?
Some major laws that affect union growth would be the Taft-Hartley Act of 1947 this
amended the Wagner Act; permitted states to pass laws prohibiting compulsorily union
membership (right to work laws); set up methods to deal with strikes that affect national
health and security, prohibited secondary boycotts, closed-shop agreements and
featherbedding (the requiring of wage payments for work not performed) by unions. This
gave management a boost.

Why do the objectives of unions change over time?

The objectives of unions change overtime because business changes over time.
Obviously if an economy is going from manufacturing to service the need for unions is
not as largely needed. Sometimes unions come into existence for a certain purpose and
when that purpose has been met they no longer need to exist. For the union to stay in
business they must evolve with the rest of the world and business or the very people they
represent may be out of a job and hence no dues would be paid.
What are the major tactics used by unions and management to assert their power in
contract negotiations?
One thing unions do during a negotiation period if they do not get their way is to strike
the company; this is a strategy by which workers refuse to go to work. When workers go
on strike this could potentially cripple a company or even shut them down, so you can see
how important the right to strike is to unions. There are also things such as work slow
downs which seem to be quite self explanatory and something called the blue flu. The
blue flu is where employees engage in sick-outs which are when they refuse to come to
work due to an illness since they cannot be forced to come to work. Boycotts are also
used. These are when a union encourages both its members and the general public not to
buy the products of a firm involved in a labor dispute. Some management tactics that get
used to pressure union workers would be things like lockouts. This is when management
puts pressure on unions by temporarily closing the business. Since they are not working
they are not getting paid. Another tactic used by management is and injunction which is
a court order directing someone to do something or stop doing something.

What kinds of workers are joining unions today?

There are many different kinds of workers involved in unions today. Many are people
you would never think of such as nurses and doctors. Typically you would think of a
dockworker, road worker, or a United Auto Worker (UAW). Today many professionals
such nurses and doctors are even forming their own unions in retaliation to many cost
cutting measures used by Health Maintenance Organizations (HMO).

Questions from page 383

How does top-executive pay in the US compare with that in other countries?
Top executive pay in the U.S. has always outdone that of other countries. In other
countries many of the employees will be on the board of directors where as in the U.S.
you would never or rarely see that happen as company officials would not allow it. Due
to this many executives I believe are taking advantage of companies, their employees and
stockholders. Where here in the U.S. the average CEO would make about $34 million a
year executives say in Japan would make a third of that.

What’s the difference between comparable worth and equal pay for equal work?
Comparable worth is the thought that people that require similar levels of education,
training, or skills should receive equal pay. This somewhat thorn y issue has become
more important as women have become a sizable and permanent part of the labor force.
In 1980 for example women make up only 15 percent of the workforce; in 2003, the rate
was close to 60 percent. Put simply it is a law against paying say a female nurse less than
a male nurse unless factors such as seniority, merit pay, or performance incentives are
involved.

How is the term sexual harassment defined, and when does sexual behavior become
illegal?
Sexual harassment is unwelcome sexual advance, requests for sexual favors, and other
conduct (verbal or physical) of a sexual nature that creates a hostile work environment. It
became a major workplace issue in the 1980s, but the furor over sexual harassment
intensified in 1991 during the televised confirmation hearing of Supreme Court Justice
Clarence Thomas. At the hearing before the Senate Judiciary Committee, an attorney and
college professor named Anita Hill accused Thomas of sexual impropriety. Although the
charge did not block Thomas’s approval by the U.S. Senate and appointment to the Court,
Hill’s testimony on national television clearly heightened interest in this issue. An
employee’s behavior on the job can be considered illegal under specific conditions: The
employee’s submission to such conduct is made either explicitly or implicitly a term or
condition of employment, or an employee’s submission to or rejection of such conduct is
used as the basis for employment decisions affecting the worker’s status. A threat such as
“Go out with me or your fired” or “Go out with me or you will never be promoted here”,
the conduct unreasonably interferes with a worker’s job performance or creates an
intimidating, hostile, or offensive work environment. This type of harassment is referred
to as hostile environment sexual harassment.

Questions from page 388

What are some of the issues related to child care and elder care, and how are companies
addressing those issues?
Childcare is becoming an increasingly important workplace issue in the 1990s and
promises to remain a workplace concern for the 21st century. Questions involving
responsibilities for child care subsidies, child car programs, and even parental leave are
topics that promise to be debated in the private and public sectors of the economy. Many
workers strongly question workplace benefits for parent, and argue that single workers
and single-income families should not subsidize child care for dual-income families. The
workforce in the U.S. is aging. The 2000 census showed that since 1990, the number of
people age 65 and over jumped 12 percent, 35 million. The number is expected to double
by 2040, with 77 million Americans over 65. In 2005 40 percent of all U.S. workers
were between the ages of 40 to 58 years old. This confronts another problem: how to
care for older parents and relatives since they are becoming the children or the next
generation. The number of households with at least one adult providing elder care has
tripled since 1992. In 1940 only 13 percent of persons age 60 or over had an elderly
parent still alive: today, the total is44 percent.

What are ESOP’s, and what are the benefits and drawbacks of ESOP’s?
And ESOP is an employee stock option program. This allows the employee to buy part
or total ownership of the firm they are working in. Louis O. Kelso, a San Francisco
lawyer and economist, conceived the idea of ESOPs’ about 50 some odd years ago. His
plan was to turn workers into owners by selling them stock. Using this concept, he
helped the employees of a newspaper buy their company. Since then the idea of
employees taking over al or some of the ownership of their companies has gained much
favor – there are approximately 11,500 ESOP’s in place today. Some benefits are also
increased employee motivation, shared profitability through shared ownership of the
firm, improved management – employee relations and higher employee pride within the
firm. Some potential drawbacks are as follows: lack of employee stock voting rights
within the firm, lack of communication between management and employee, and little or
no employee representation on the board of directors.