Posted on May 4, 2016
by Judith Abiero
in Human Resource, social sciences
Compare and contrast cash-balance, defined benefit, and defined contribution plans. Discuss the advantages and disadvantages of each. Explain why organizations are making increased use of them.
Posted on May 4, 2016
by Judith Abiero
in Business, Human Resource, social sciences
Describe the major components of an executive compensation plan, and discuss the effect reverse discrimination has had on the design of these executive compensation plans. In what way has legislation affected these plans? Use specific examples
Posted on May 4, 2016
by Judith Abiero
in Human Resource, social sciences
Define performance appraisal, and explain the areas in which performance data and information are used for making decisions. Discuss the issues that employers face in measuring and rating employee performance
Posted on May 4, 2016
by Judith Abiero
in Human Resource, social sciences
What are key sources of conflict in the organizational setting? What are the key impediments to efficiently resolving conflict in a negotiation? What means would you apply to preserve or increase the level of trust in an organizational negotiation?
Posted on May 4, 2016
by Judith Abiero
in Business, Human Resource, social sciences
What are the five major negotiation intervention strategies? When would you use the different intervention strategies? Why is it important to consider intervention strategies when planning a negotiation?
Posted on May 4, 2016
by Judith Abiero
in Human Resource, social sciences
A hot topic is the development and use of teams within the organization, particularly self-managed work teams. A reason frequently cited for support of these self-managed teams is that they reduce the number of managers required by an organization. Research the topic of teams, including compensation programs for teams. Describe the pros and cons of […]
Posted on May 3, 2016
by Judith Abiero
in Business, Human Resource, social sciences
Describe Porter’s Five Forces model and how it is helpful it could be when developing one’s international strategy. How do these Five Forces apply to today’s organizations in the context of how they could plan for operating overseas (or if they are currently working globally)? What are the limitations to Porter’s modeling techniques?