1: Explain how action-oriented HRM departments differ from people-oriented HRM departments.
Action-oriented: Effective HRM focuses on action rather than on record keeping, written procedure, or rules. Certainly, HRM uses rules, record, and polices, but it stresses action. HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. People-oriented: wherever possible, HRM treats each employee as an individual and offers services and programs to meet the individual’s needs. McDonald’s, the fast-food chain, has gone so far as to give an executive the title vice president of individuality.
2. Many organizations have had a difficult time …show more content…
7: Why does regulation encourage simplistic thinking on complicated issues?
It can help to make quick decisions to solve complicated issues. And it can improve the efficiencies of dealing with problems and saving resources.
8: Many economists define institutions that are neither governmental nor profit-oriented as the third sector. Identify three types of institutions that would be classified as third sector. Museums, symphony orchestras, private schools and colleges, not-for-profit hospitals and nursing homes, and voluntary organizations such as churches and social clubs.
9: How can competition learn about a firm’s HRM policies? Learn through laid-off employees, customers, communication materials, and other procedures what a company does in the HRM area.
10: What does symbolic egalitarianism mean?
Equal treatment of employees by such actions as eliminating executive dining rooms and reserved parking spaces.
11: Identify two benefits of paying wages than are higher than required by the market? Wages that are higher than that required by the market. High