EBK MANAGEMENT, LOOSE-LEAF VERSION
13th Edition
ISBN: 8220103768115
Author: DAFT
Publisher: YUZU
expand_more
expand_more
format_list_bulleted
Concept explainers
Question
Chapter 12, Problem 1SGB
Summary Introduction
To determine:
Management behaviors or responsibilities that might get covered under each competency −
- Collaborative influence
- Developing IBM people and communities
- Earning trust
- Enabling growth
- Passion for IBN's future
- Strategic risk-taking
- Thinking horizontal
Introduction:
In this question, we need to discuss the behaviors of a manager with regard to the given competencies. There is a need to explain the responsibilities of the manager regarding to the competencies, i.e. to explain the scope of these competencies.
Expert Solution & Answer
Want to see the full answer?
Check out a sample textbook solutionStudents have asked these similar questions
1. Describe how a project manager would assist in a HR department?
2. Describe how Data Analyst and QA Specialist in the HR deparment would assist with management and communication concerns in a company?
what do you think will be the role of HR Department in ensuring the success of each marketing activity?
What would be a title for this job description?
SUMMARY: Oversee sales, service and installation (when assigned) of the division. Directs andcoordinates the overall management and development of the assigned sales division byperforming the following duties personally or through subordinate managers.Direct and coordinate sales management teams for assigned sales division: 35%• Ensure that division sales goals are achieved. Ensure effective sales floor environment.• Recruit and hire qualified staff in cooperation with HR. Ensure orientation for new staff.• Coach, train and support staff. Provide feedback and recognition regularly. Cross trainstaff to ensure departmental coverage for major functions.• Support company policies and discipline staff as needed (verbal and written counselings).• Document and conduct performance reviews thoroughly and timely—hold staffaccountable for fulfilling their key responsibilities and goals satisfactorily. Setperformance objectives and develop staff’s…
Chapter 12 Solutions
EBK MANAGEMENT, LOOSE-LEAF VERSION
Ch. 12 - Prob. 2OTJVCCh. 12 - Prob. 3OTJVCCh. 12 - Prob. 1DQCh. 12 - Prob. 2DQCh. 12 - Prob. 3DQCh. 12 - Prob. 4DQCh. 12 - Prob. 5DQCh. 12 - Prob. 6DQCh. 12 - Prob. 7DQCh. 12 - Prob. 8DQ
Ch. 12 - Prob. 9DQCh. 12 - Prob. 10DQCh. 12 - Prob. 1EECh. 12 - Prob. 2EECh. 12 - Prob. 3EECh. 12 - Prob. 4EECh. 12 - Prob. 5EECh. 12 - Prob. 6EECh. 12 - Prob. 7EECh. 12 - Prob. 8EECh. 12 - Prob. 9EECh. 12 - Prob. 10EECh. 12 - Prob. 1SGBCh. 12 - Prob. 1EDCh. 12 - Prob. 2EDCh. 12 - Prob. 3EDCh. 12 - Prob. 1CFCACh. 12 - Prob. 2CFCACh. 12 - Prob. 3CFCA
Knowledge Booster
Learn more about
Need a deep-dive on the concept behind this application? Look no further. Learn more about this topic, management and related others by exploring similar questions and additional content below.Similar questions
- 28 - Which of the following is not one of the features that distinguish human resource management approach from personnel management? a) long term B) business oriented NS) Innovator D) self control TO) proactivearrow_forwardPreparing an “HR Scorecard Proposal” for the Senior Management of The Office Place. 1. A proposed HR Scorecard that encompasses key metrics that an organizationshould track to evaluate overall performance in your organization.2. A minimum of two metrics (at least one quantitative and one qualitative metric)for each of the functional areas of HR:a. Recruitment and Selectionb. Training and Developmentc. Employee Relationsd. Compensatione. Benefits3. The metrics should also include:a. The rationale behind each metric.b. How the metric will be calculated.c. Frequency (i.e. monthly, quarterly or annual)arrow_forwardYou are the HR Manager at HR Interior Painters. HR Interior Painters provides professional interior painting to homeowners in the Edmonton Area. Painters at HR Interior Painters are expected to possess the necessary skils for proper surface preparation, painting, and clean-up. The company prides itself on superior customer service and relies on customer referrals. You have been tasked with developing an effective benefits program suited to your company. The age diversity of your employees is as follows: • Ages 20-30: 24 employees · Ages 31-45: 98 employees Ages 46-60: 28 empioyees 81% of your employees have families and the remaining are single. Your answer: 1. Explain how you will develop an effective benefits program for the employees at HR Sustainable Sports Manufacturing. 2. Include some of the specific benefits that will be included and why they were chosen for the employees at this company. 3. Explain some strategic benefits of our benefits programarrow_forward
- CASE STUDY 1: EMOTIONS AND THE CHANGING HR PROFESSION Kate completed her MSc in HRM and was excited about a career in the HR profession. She knew from her studies that HR professionals spent a lot of time of dealing with emotionally charged situations such as managing redundancies, grievances and disciplinary procedures. However, she loved working with people, was known to be a caring and empathetic person and measured highly on Emotional Intelligence measures, so she felt the HR profession would be an ideal occupation to combine her interest in business with people. She wanted to make a positive difference to people’s working lives as well as recognising the need to get the best out of people for the benefit of the organisation. When she was successful in her application for a HR assistant position in a large hospitality company, she was excited at the prospect of learning about the profession as a ’hands on’ HR professional and developing her professional expertise to ensure the…arrow_forwardCASE STUDY 1: EMOTIONS AND THE CHANGING HR PROFESSION Kate completed her MSc in HRM and was excited about a career in the HR profession. She knew from her studies that HR professionals spent a lot of time of dealing with emotionally charged situations such as managing redundancies, grievances and disciplinary procedures. However, she loved working with people, was known to be a caring and empathetic person and measured highly on Emotional Intelligence measures, so she felt the HR profession would be an ideal occupation to combine her interest in business with people. She wanted to make a positive difference to people’s working lives as well as recognising the need to get the best out of people for the benefit of the organisation. When she was successful in her application for a HR assistant position in a large hospitality company, she was excited at the prospect of learning about the profession as a ’hands on’ HR professional and developing her professional expertise to ensure the…arrow_forwardIs this statement true or false? Can you please explain in detail. Commitment-based HRM is more effective than control-based HRM in the service sectorarrow_forward
- Thanks to technology, HRM is now a strategic partner in companies. How specifically has technology created this strategic partnership? Share an example. What value has resulted from this strategic partnership?arrow_forwardRisk Management and the HR ExecutiveToday’s HR professional acts as a partner with line management to solve important problems andcontribute positively to the company’s bottom line. This HR-business unit partnership ensures that HRobjectives are in line with the organization’s overall strategy. The alignment of the human element of theorganization and its strategic objectives ensures that the organization maintains its competitive edge byaddressing key issues such as time-to-market and productivity.A constant in today’s corporate culture is change. With change comes an increase in risk. It isimperative that today’s HR executives have an awareness and understanding of these risks. Thisunderstanding can enhance their organization’s efficiencies by proactively working to avoid and preparefor these risks. HR executives are increasingly partnering their skills with those of their peers in the RiskManagement profession. And for good reason. There are human resources and social issues…arrow_forwardHRM Incident 2: Downsizing Employer branding is an ongoing effort that requires a company to “put its money where its mouth is.” In other words, building and maintaining a positive employer brand goes beyond written policy and good media coverage. Successful branding starts with executive leadership setting an example for employees. Take the Internet company, Yahoo. Yahoo has a policy that provides generous paid parental leave and permits employees to work from home. The company had a golden opportunity to demonstrate commitment to its family leave policy after then CEO Marissa Mayer gave birth to her baby in 2012. Rather than taking several weeks to work from home, she built a nursery next to her office where she could be close to the baby. Then, in 2013, a leaked internal memo revealed that Yahoo would terminate its telecommuting policy that allowed. 1-21. How do these changes at Yahoo influence the company’s employment branding? 1-22. As an HR professional, what would you have…arrow_forward
- 1. The vice president of human resources at an insurance company is struggling to enhance the credibility of the HR function in the eyes of senior management so that HR is viewed as a key strategic partner in the success of the company. Based on this situation, which competency should the vice president of human resources and others in the HR function focus on developing in order to enhance their credibility? a. Marketing mastery b. Business mastery c. Personal credibility d. HR masteryarrow_forwardProposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan. i NEED HELP with an evaluation of common methods used to train and develop employees Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, the effectiveness of training and development, and risks An evaluation of common performance management systems Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity (see Chapter 8). An evaluation of common methods to minimize voluntary turnover Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost (see Chapter 10).arrow_forwardProvide a feedback for this implications for a research proposal following this : Explana/on of the prac/cal and theore/cal implica/ons of the study is clear 5 and appropriate, Implications Practical implications these findings contribute will help determine the level of workplace bullying that occurs in blue collar settings and illuminate data that can lead companies to adapting or developing HR policies to avoid this type of bullying, especially for new or aging workers. This study can be viewed in contrast with the large amount of white collar workplace bullying studies. In theoretical implication, this study creates more research on the topic of workplace psychosocial safety investigating blue collar companies and how ageism can be a contributor to workplace bullying. This is absent in the literature and can serve as an impetus for further research. Suggestions for future research are a wider geographical area of study as this study focused on one city. No non-union companies are…arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Management, Loose-Leaf Version
Management
ISBN:9781305969308
Author:Richard L. Daft
Publisher:South-Western College Pub