Management Fundamentals Concepts

Applications and Skill Development 7th

Edition Lussier Solutions Manual
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Answers to Questions in the Text

Chapter 9: Human Resources
Management
WORK APPLICATION SAMPLE ANSWERS
Most of the answers are actual student answers or based on student answers. You may give these
answers as part of your lecture before, after, or in place of getting student answers.

9–1. Describe the kinds of interactions you have had with the human resources department of an
organization you work for or have worked for.

When I applied for a summer job, I was a walk-in at the human resources department. I had a
screening interview and took a test. I was later called in for an interview with the person who
became my boss.

9–2. Have you or has anyone you know been asked discriminatory questions during the
preemployment process? If yes, please explain the situation in language acceptable to all.

I have not been asked discriminatory questions personally, but my friend was asked her sex and
marital status on an employment application.

9–3. Have you or has anyone you know been harassed at work? If yes, please explain the situation
in language acceptable to all.

My sister was sexually harassed by repeatedly being asked out by her male boss who was married.
She reported it to the HR department and he was fired.

9–4. Complete a job analysis for a job you hold or held; write a simple job description and job
specifications.

Job description—Cashier, customer service; reports to Gail Cyr, manager; responsible for taking
orders from customers, collecting payment from customers and making change, balancing the
register at the end of the shift, and cleaning up during downtime.

Job specifications—Experience in retail sales; speak fluent English; high school graduate; competent
with computerized register systems; and good people skills.

9–5. For the job considered in Work Application 9–3, were you given a realistic job preview?
Explain.

Yes. When I was interviewed to work for McDonald’s, the manager told me that I would be waiting
on customers and cleaning up. Having been in McDonald’s as a customer, I had a good idea of what
it was like to wait on customers.

9–6. Identify the recruiting source used to hire you for your current job or one of your previous
jobs.

I was hired for my job at the bank through educational institution recruiting. The bank called the co-
op director and asked for an interested student. I applied and got the job. The bank also used

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internal recruiting (promotion from within) when I was asked to be a student manager, which I
accepted.

9–7. Identify which selection methods were used in the process of selecting you for a job you have
now or one you held in the past. If a test was used, specify the type of test.

For my co-op job at the bank, I had to fill out an application form. I went through a screening
interview with a personnel specialist. I did not take any test. The bank contacted the co-op director
at the college for a background and reference check. I went to an interview with the department
manager. I was offered and accepted the job.

9–8. What types of job interviews have you experienced?

When I went to the bank for a screening interview with a personnel specialist, I went through a semi
structured interview. She asked me why I wanted the job, what my future plans were, etc. The job
interview with the department manager was unstructured. I believe he just wanted to get to know
me in order to decide if he liked me or not.

9–9. Identify the types of questions you were asked during a job interview.

Closed-ended questions—Do you live in Springfield? Do you have a nursing license? Do you have a
valid driver’s license?

Open-ended questions—What brings you to visiting the Springfield Nurses Association? What can
you see yourself doing for our association? What kind of experience have you had?

Probing questions—Can you give me an example? What kinds of problems did you encounter?

9–10. Identify the steps that were used when you were interviewed for a job.

During my job interview, four of the five steps were followed:

Step 1. Open the interview. He opened the interview and developed rapport by talking about
the weather.

Step 2. Present the realistic job preview. He gave me a very realistic job preview. He
explained both the interesting and the boring parts of the job, and why they were important.

Step 3. Ask your questions. We both asked each other questions.

Step 4. Introduce top candidates to coworkers. I was not introduced to coworkers until after I
was hired.

Step 5. Close the interview. He closed by thanking me for coming in and said that he would
call me within a week to let me know if I got the job or not.

9–11. Recall an orientation you experienced. Which elements did it include and exclude? Briefly
describe the orientation.

One of my job orientations included all five elements. They told me about the firm and how it
functions in general terms. Then, they went over my job duties and responsibilities in detail. They
also went over standing plans, such as what plans should be made. I had a tour of our office and of

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the state capitol. I was introduced to all the coworkers and went out to lunch with two of them. It
was excellent. I would not change any of it.

9–12. Identify which steps of JIT your trainer used to train you for a present or past job. Was the
training conducted on or off the job?

My boss used steps 2 and 4 only. He showed me how to do the task and asked if I had any questions.
I said that I didn’t, so he left me alone. He did check up on me now and then. My training was done
on the job, and it was very short.

9–13. Explain the training methods used to teach you how to perform your present job or a past
job.

At my current job, the following methods were used:

Written material—My supervisor gave me information to read to familiarize myself with

various projects and to see examples of the types of projects I’d be writing.

Lectures—I got lectures from the project managers, directors, and the office manager.

Videotapes—They showed me a video describing the organization.

Question-and-answer sessions—This method was used the most.

I feel they did a great job. I would not change anything.

9–14. Describe the compensation package offered by your present or past employer.

I’ve only had part-time jobs that paid wages on an hourly basis. I’ve never received a salary,
incentives, or any benefits.

REVIEW QUESTION ANSWERS

9–1. List the two major rules of thumb to follow during preemployment inquiries.

The two major rules of thumb to follow during preemployment inquiries are (1) Every question
asked should be job related. (2) Any general question that you ask should be asked of all candidates.

9–2. What is a bona fide occupational qualification (BFOQ)?

A bona fide occupational qualification (BFOQ) is one that is reasonably necessary to normal
operation of a particular organization.

9–3. What is a job analysis?

Job analysis is the process of determining what the position entails and the qualifications needed to
staff the position.

9–4. What are the types of internal recruiting?

Two common types of internal recruiting are (1) promotions from within and (2) employee referrals.

9–5. What are the stages in developing employees?

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The stages in developing employees include orientation, training and development, and evaluation.

9–6. What is the difference between training and development?

Training is the process of teaching employees the skills necessary to perform a job. Training typically
addresses the technical skills of nonmanagers. Development is ongoing education to improve skills
for present and future jobs. Development is less technical and is aimed at improving human,
communication, conceptual, and decision-making skills in managerial and professional employees.

9–7. What is vestibule training?

Vestibule training develops skills in a simulated setting. It is used when teaching job skills at the work
site is impractical.

9–8. How often should performance appraisals be conducted?

Performance appraisals should be an ongoing process, including both informal and formal sessions.

9–9. How is compensation used to both attract and retain employees?

Compensation is the total of an employee’s pay and benefits. The pay level, the amount of
salary/wages and incentives, and the number of benefits offered affect both attracting and retaining
employees.

9–10. What types of organizations have labor relations?

Any organization that has a labor union has labor relations.

9–11. What is the difference between a mediator and an arbitrator?

A mediator is a neutral party who helps management and labor settle their disagreements. An
arbitrator is different from a mediator in that the arbitrator makes a binding decision, one to which
management and labor must adhere.

COMMUNICATION SKILLS ANSWERS

9–1. Why do you think that most organizations do not employ state-of-the-art human resources
management (HRM) practices?

Answers will vary.

9–2. What is your opinion of the use of bona fide occupational qualifications (BFOQs)?

Answers will vary.

9–3. What is your opinion of using promotions from within as a recruiting source?

Answers will vary.

9–4. Do you agree that the job interview should be the primary criterion for selection?

Answers will vary.

9–5. What is the most common problem to avoid during interviewing?

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Answers will vary.

9–6. If you work as a manager for a company with a human resources department, does this mean
that you don’t have to orient and train employees? Explain.

No. The human resources department has staff authority to advise and assist, not to do the job for
you.

9–7. What is your view of performance appraisals? How can they be improved?

Answers will vary.

9–8. What pay system do you prefer? Why is this your preference?

Answers will vary.

9–9. Why don’t most employees realize how expensive benefits are and how much they
contribute to compensation cost?

Both organizations and employees tend to take benefits for granted, and companies don’t tend to
educate employees about the cost.

9–10. Are unions greedy because they expect workers to receive more than they are worth, or is
management greedy because it takes excessive salaries and gives too large a share of the profits to
the owners?

Answers will vary.

APPLYING THE CONCEPT ANSWERS

Applying the Concept 9–1: Legal or Illegal Questions
As stated in the text: Remember if the question is not relevant to the candidates’ ability to do the
job, it may be illegal and should not be asked.

Using the two major rules of thumb for preemployment inquiries and Exhibit 9–3, identify whether
each question can or cannot be asked during a job interview.

A. legal (can ask)

B. illegal (cannot ask during preemployment)

1. I see that you are applying for a truck driver position with us at U.S. Freight Delivery. Are you a
member of the Teamsters?
A. Legal (can ask). It’s OK to ask about membership in job-related organizations, such as unions or
professional or trade associations. In some states, you have to be a member of a union to get certain
jobs.

2. What is your sexual orientation—straight or homosexual?

B. Illegal (cannot ask during preemployment). You cannot ask questions about the candidate’s sexual
orientation/preference if it has nothing to do with qualifications for the job.

3. How did you like your prior jobs? Did you file a lawsuit against an employer?
B. Illegal (cannot ask during preemployment). This is not job related and can be used to discriminate.

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4. Where do you live now, and how long have you resided there?
A. Legal (can ask). It’s OK to ask; see Exhibit 9–3 address.

5. Have you ever tested positive for a sexually transmitted disease, HIV, or AIDS?
B. Illegal (cannot ask during preemployment). This is not job related and violates ADA laws.

6. How do you feel about unions?

B. Illegal (cannot ask). Feelings about unions is not really job related; but it is legal to ask about union
membership when it is required to be a union member to get the job; see question 1.

7. What is your age?

B. Illegal (cannot ask during preemployment). This could be used to discriminate against older
workers.

8. Did you ever get arrested for stealing on the job?

B. Illegal (cannot ask during preemployment). Students may say this question is tricky, and it is. But
the laws are very tricky and if you use the wrong wording, you can be asking for illegal information.
You cannot ask whether the candidate has ever been arrested (an arrest does not prove guilt);
however, you can ask whether the candidate has been convicted of a felony.

9. Do you own your own car?

B. Illegal (cannot ask during preemployment). In this context, it is not job relevant. However, if you
were hiring a delivery person, a car would be a BFOQ. However, asking if you own a car is still illegal.
The way to ask the question legally is, do you have access to a car you can use to make deliveries?
Who owns the care is not really relevant, what’s wrong with using a parents or someone else’s car?
Again, can be considered tricky.

10. Tell me if you have any form of disability.

B. Illegal (cannot ask during preemployment). You can only ask this if there is anything that would
prevent an applicant from performing a specific task. For example, being in a wheel chair doesn’t
affect the ability to sit at a desk and work.

11. Do you belong to the Jewish Community Center, the Knights of Columbus, or other similar
organizations?
B. Illegal (cannot ask during preemployment). You cannot ask about membership in any non–job-
related organization that would indicate the candidate’s race (Jewish), religion (Both Jewish and
KofC is Catholic), or the like.

12. Do you have proof that you are legally eligible to work in the United States?
A. Legal (can ask). You can ask if an applicant can prove it, but not to actually prove it until after
hiring.

13. Can you speak any foreign languages?

A. Legal (can ask). It’s OK to ask what languages an applicant can speak, but not what language the
candidate speaks when not on the job or how the candidate learned the language. This could be a
BFOQ for a service type of job answer the phone in Spanish, for example.

14. What is your marital status: single, married, or divorced?

B. Illegal (cannot ask during preemployment). You cannot ask specific questions about marital status
until after the person is hired, and divorced is not an appropriate category.

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15. I like children; do you have any?

B. Illegal (cannot ask during preemployment). This is a leading question that could be used
to discriminate against people with large families.

Applying the Concept 9–2: Sexual Harassment

Indicate which kind of behavior is described in each statement.

A. sexual harassment: (1) quid pro quo or (2) hostile work environment
B. not sexual harassment

16. Gary and Sandra both hung up pictures of nude men and women on the walls near their desks,
in view of other employees who walk by.
A(2) Sexual harassment hostile work environment. Although no complaint is stated, the courts have
found offensive pictures to create a (2) hostile work environment.

17. Joe tells his coworker Kate an explicitly sexual joke, even though twice before Kate said she
doesn’t want to hear dirty jokes.
A(2) Sexual harassment hostile work environment. After being told to stop, Joe’s behavior creates a
(2) hostile work environment.

18. Tomas typically puts his hand on Tina’s shoulder as he talks to her, and she is comfortable with
touching.
B. Not sexual harassment. As long as both parties are comfortable with touching, it is not sexual
harassment. However, touching is generally not recommended, and if one party tells the other to
stop touching and it continues, it is sexual harassment.

19. Asif, the supervisor of the production department, tells subordinate Helene that he thinks she
is sexy and that he’d like to take her out.
B. Not sexual harassment. There is nothing illegal with asking for a date, unless the person has stated
“No” before and asked that the behavior stop. However, if there is a company workplace
relationship policy, this could be internal company harassment.

20. Marisol tells her assistant Bill that if he goes to a motel with her, she will recommended him
for a promotion.
A(1) Sexual harassment quid pro quo. (1) Sex as a requirement for the job is illegal.

21. Cindy drops some cookie crumbs in Jamal’s lap and immediately brushes them off with her
hand and gives his privates a gentle squeeze that causes him to jump up in surprise.
A(2) Sexual harassment. Any touching of private areas is clearly sexual harassment the first time, as
it creates a (2) hostile work environment.

AC 9–3: Recruiting Sources

Select the major recruiting source(s) that should be used for each of the job openings described.

A. internal recruiting/mobility
B. employee referrals
C. walk-ins

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D. outside organizations
E. agencies
F. advertising/Internet

22. “Hi, Carlos. Please go online and see if you can get us some applications for the software
engineer job opening.”
F. Advertising/Internet. Going online is using the Internet.

23. “Wauneta, Henry is taking a three-week paternity leave, so please recruit a replacement for
him.”
E. Agencies. Temporary agencies provide part- or full-time help for limited periods.

24. “Shane, our first-line supervisor Robert is retiring in two months. What recruiting method
should we use to replace him?”
A. Promotions from within. Most first-line supervisors are promoted from within because they have
the technical skills to understand the departmental operations.

25. “Oh, by the way, Lee Ann, do you know anyone who could fill the secretary position in your
department?”
B. Employee referral. This is having employees recruit.

26. “We need a new sales rep. Sales Manager Lena likes to hire young people without experience
in order to train them to sell using our unique approach, so please recruit for the position ASAP.”
D. Outside organizations. Educational institutions are good places to recruit people who have no
prior experience.

27. “We need a person to perform routine cleaning services in a couple of weeks, but we have no
budget, Sonata. Can you please pick someone coming in looking for a job?”
C. Walk-ins. People coming in are walk-ins are a good source for unskilled labor.

Applying the Concept 9–4: Training Methods

To select the most appropriate training method for each situation, use the letters ranging from A to J
in Exhibit 9-7.

28. You will like the course because you get information on a company and do an analysis to
improve its performance by answering questions.
G. Cases. The course is based on the case method.

29. Now I’m going to show you how to run the machine.
A. Demonstration. Showing how to do something is a demonstration, and JIT should be used.

30. The HR department needs to develop a method to developing interpersonal and decision-
making skills for managers all over the United States and three other countries that allows them to
get the training on their own whenever they can get it done.
J. Interactive video. This clear describes interactive videos.

31. You will be running a company by filling out these forms and getting quarterly results on your
performance; the most important measure of success is stock price.
I. Management game. With a management game, trainees work as part of a team to “manage” a
simulated company over a period of several game “quarters” or “years.”

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32. There has been a large increase in the number of employee complaints. You need to develop a
training program that will improve supervisors’ ability to resolve complaints.
F. Behavior modeling. With behavior modeling, trainees watch how to handle employee complaints
following the steps of a model, and then role play a situations that could occur on the job to develop
skill at handling complaints on the job.

33. Your company is growing fast and hiring lots of new employees who must learn several rules
and regulations before they can start their jobs.
B. Programmed learning. Programmed learning is appropriate when there is a large number of
employees to be trained on an ongoing basis. It is prepared once (time consuming) and reused
several times (time saved in the long run).

34. You have new employees whom you must train to handle the typical daily tasks and problems
that may come up that they will have to handle on the job.
H. In-basket exercise. An in-basket exercise is appropriate for teaching employees how to handle the
daily problems they will face on the job.

35. I’m delegating to you the task of calculating the company’s turnover rate last year compared
to the last four years, and I need your report tomorrow.
D. Project. A project is used to give employees special assignments, such as preparing a report.

36. You need to train employees to cover for each other when they are not on the job.
C. Job rotation. With job rotation, employees are trained to perform different jobs.

37. You want to conduct a diversity training program to improve the relationship between diverse
group members. You want them to better understand each other.
E. Role playing. To develop relationship there are only two options. Role playing or behavior
modeling. With diversity, there is no correct model to follow (so behavior modeling is not
appropriate), and role playing is used to develop empathy—understanding each other better.

Applying the Concept 9–5: Performance Appraisal Methods

Select the performance appraisal method (see Exhibit 9–9) that is most appropriate for the given
situation.

A. critical incidents file

B. mangement by objectives (MBO)
C. narrative method
D. behaviorally anchored rating scales (BARS)
E. rating scale
F. ranking

38. Indra asked you for a letter of recommendation for a job she applied for at another company.
C. Narrative method. The narrative method requires a manager to write a statement (in this case, a
letter of recommendation) about an employee’s performance.

39. Samantha started a small company and now has a dozen employees. She wants to develop one
performance appraisal form that you can use with all employees.
E. Rating scale. Rating scales can be used across jobs because they are general in nature.

40. Usain has been promoted from a supervisory position to a middle-management position and
needs to select his replacement.

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F. Ranking. Ranking compares an employee to other employees. It is needed to determine who is

best qualified among the present employees.

41. Sunny is not performing up to standard level of production.

A. Critical incidents file. A critical incidents file is a record of positive and negative performance of an
employee throughout the performance period. It is used to tell an employee exactly what the
present problems are and to serve as the basis for changing performance.

42. Winnie wants to use an assessment system for developing each employee.
B. MBO. MBO is the most individualized development method.

43. Employees have complained that the one existing appraisal form does not work well for
different types of employee jobs. John has decided to hire an HRM professional to develop a
performance appraisal system that is more objective and job specific, with forms for various
employee groups.
D. BARS. BARS is the most objective method and is used with specific jobs.

JOIN THE DISCUSSION

Join the Discussion 9–1: Homeless Workers

Andre Jehan, Pizza Schmizza founder of the Northwest chain, has an unusual way of recruiting and
selecting workers. Homeless people are given pizza slices and soda and sometimes a couple of
dollars to carry a sign that reads “Pizza Schmizza paid me to hold this sign instead of asking for
money.” Jehan believes he is helping the homeless, saying that carrying the signs has been a win-win
situation, as the homeless, many of whom have mental illness or other problems that keep them
from being able to hold a job, don’t feel embarrassed or exploited; they look forward to the work
and food. However, Donald Whitehead of National Coalition for the Homeless says Jehan is
exploiting the homeless.

1. Is Jehan exploiting the homeless?

Answers vary

2. Is it ethical and socially responsible to give homeless people food for carrying signs?
Answers vary

Join the Discussion 9–2: College Sports Agents

The National Collegiate Athletic Association (NCAA) continues to penalize college sports teams
because their athletes receive cars, cash, clothing, and other gifts from sports agents. NCAA rules
allow agents to meet with college athletes. However, they forbid these students from entering into
contracts—including oral deals—with agents or accepting gift incentives to sign contracts later. The
idea is to ensure fair play and to shield amateurs until they are done with school.
The amount of hours that student athletes put into collegiate sports, however, coupled with the
millions of dollars that some major universities earn from the performance of their student athletes,

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has sparked a debate as to whether these student athletes deserve monetary compensation, despite
the fact that they are still students and are playing at an amateur (not professional) level.

1. Is it ethical and socially responsible for college athletes to accept gift incentives from sports
agents?
Answers vary

2. Do you think the NCAA should change its rules and allow college athletes to get paid?
Answers vary

Join the Discussion 9–3: Sweatshops

Nike and many other companies have been criticized for using contract manufacturing with
sweatshops that employ workers for very low wages and in poor working conditions. In many
countries where much of today’s manufacturing takes place, there are few or no health and safety
regulations. Some employees get hurt and die on the job. People complain that the United States is
losing jobs overseas to companies that are exploiting people.

However, others argue that most Americans don’t want these jobs and that U.S. companies are
helping people in other countries by giving them jobs. Thus, these companies are raising the
standard of living in other countries and keeping prices down at home.

1. In your opinion, are companies that hire sweatshop workers helping these workers or exploiting
them?
Answers vary

2. Should a global company compensate all employees at the same rates, or should compensation
be based on the cost of doing business and the cost of living in a given country?
Answers vary

3. Is it possible for a company to apply the same health and safety standards that it follows in the
United States to its operations in other countries and still compete globally with companies that
don’t apply such standards?
Answers vary

4. Is it ethical and socially responsible to contract work with sweatshops?

Answers vary

5. What, if anything, should be done about sweatshops?

Answers vary

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