1. An example of internally aligning HR practices is:
a. implementing an employee dress code that increases customer satisfaction.
b. creating a recruitment plan that targets the predominate groups in the organizations labor
market.
c. implementing a training program which supports the company's differentiation strategy
d. setting up the organizations reporting structure so that payroll and HR report to the same
senior executive.
e. designing a compensation program which offers competitive wages in order to attract and
retain high quality candidates.
2. The owner of J & J Car Dealership has always encouraged his sales staff to be competitive and\par
he has always taken a hands off approach when managing his employees. The sales staff\par
dresses casually and has very flexible schedules. All of these things describe the company's:
a. organizational culture.
b. social responsibility.
c. labor force trends.
d. environmental influences.
e. differentiation strategy.
3. Jose's supervisor often reprimands him in front of his coworkers, does not return his calls or
emails when he has a question, and communicates process changes to his coworkers, leaving
Jose left out. Jose's supervisor has not demonstrated appropriate:
a. bias suppression.
b. ethical behavior.
c. distributive justice.
d. procedural justice.
e. interactional justice.
Thank you all in advance
I'll be glad to check your answers.
a
b
c
a,b,g,t,r
1. To determine which option represents an example of internally aligning HR practices, let's understand what internally aligning HR practices mean. Internally aligning HR practices refers to the design and implementation of HR strategies and practices that are consistent with the overall goals and objectives of the organization. These practices aim to ensure that the organization's human resource initiatives are in line with its strategic direction, resulting in improved performance and effectiveness.
Now let's analyze each option provided:
a. Implementing an employee dress code that increases customer satisfaction: While a dress code may impact customer satisfaction, it does not specifically align HR practices with the organization's strategic goals.
b. Creating a recruitment plan that targets the predominant groups in the organization's labor market: This option demonstrates aligning HR practices by designing a recruitment plan that is tailored to the organization's labor market, which can improve the quality and fit of new hires.
c. Implementing a training program that supports the company's differentiation strategy: This option involves aligning HR practices by developing a training program that specifically aligns with the organization's differentiation strategy. This can help ensure that employees acquire the necessary skills and competencies to fulfill the organization's unique position in the market.
d. Setting up the organization's reporting structure to have payroll and HR report to the same senior executive: While this option might improve coordination and efficiency, it does not necessarily align HR practices strategically.
e. Designing a compensation program that offers competitive wages to attract and retain high-quality candidates: This option demonstrates internally aligning HR practices by designing a compensation program that aligns with the organization's goal of attracting and retaining high-quality candidates.
Based on the analysis, the correct answer would be option c: implementing a training program that supports the company's differentiation strategy.
2. This question asks about the description of a company's characteristics, specifically related to the owner's management approach, employee attire, and flexibility in schedules. Let's analyze the options:
a. Organizational culture: This refers to the shared values, beliefs, and behaviors within an organization. Based on the given information, the owner's approach to management and the informal dress code might reflect aspects of the company's organizational culture.
b. Social responsibility: This refers to a company's commitment to acting ethically and contributing to society. The information provided does not directly relate to social responsibility.
c. Labor force trends: This refers to the patterns and changes in the composition of the labor force. The given information does not provide insights into labor force trends.
d. Environmental influences: This refers to external factors that impact an organization's operations. The given information does not provide insights into environmental influences.
e. Differentiation strategy: This refers to a company's approach to distinguishing itself from competitors. Based on the information provided, it is not clear whether the company's management approach, dress code, and flexible schedules are directly linked to a differentiation strategy.
Based on the analysis, the most appropriate answer would be option a: organizational culture.
3. This question focuses on the supervisor's behavior towards Jose and asks about the appropriate term to describe it. Let's analyze the options:
a. Bias suppression: This refers to the act of eliminating bias and prejudice from decision-making processes. The information provided does not directly relate to bias suppression.
b. Ethical behavior: This refers to behaving in a manner that aligns with moral values and principles. Based on the given information, the supervisor's behavior towards Jose may not be considered ethical.
c. Distributive justice: This refers to perceived fairness in the outcomes or distribution of resources. The given information does not specifically mention the distribution of resources.
d. Procedural justice: This refers to the perceived fairness of the processes used to make decisions. The supervisor's behavior, such as reprimanding in public and not responding to Jose's calls or emails, indicates a lack of procedural justice.
e. Interactional justice: This refers to the perceived fairness of interpersonal treatment and communication. Based on the information provided, the supervisor's behavior towards Jose does not demonstrate appropriate interactional justice.
Based on the analysis, the most appropriate answer would be option d: procedural justice.
Note: It's important to note that the interpretations of the answer options can vary depending on the specific context and additional information not provided in the question.