Managing human resources: productivity, quality of work life, profits
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| Main Author: | |
|---|---|
| Format: | Book |
| Language: | English |
| Published: |
Boston [u.a.]
McGraw-Hill Irwin
2013 [erschienen 2012]
|
| Edition: | 9. ed., internat. student ed. |
| Subjects: | |
| Online Access: | Inhaltsverzeichnis |
| Item Description: | Incl. bibliogr. references and index |
| Physical Description: | XXXII, 736 S. Ill., graph. Darst. |
| ISBN: | 9780071318198 |
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| 245 | 1 | 0 | |a Managing human resources |b productivity, quality of work life, profits |c Wayne F. Cascio |
| 250 | |a 9. ed., internat. student ed. | ||
| 264 | 1 | |a Boston [u.a.] |b McGraw-Hill Irwin |c 2013 [erschienen 2012] | |
| 300 | |a XXXII, 736 S. |b Ill., graph. Darst. | ||
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| 500 | |a Incl. bibliogr. references and index | ||
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Record in the Search Index
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|---|---|
| adam_text | IMAGE 1
CONTENTS IN BRIE
PART ONE ENVIRONMENT 1
CHAPTER 1 HUMAN RESOURCES IN A GLOBALLY COMPETITIVE BUSINESS ENVIRONMENT
2 CHAPTER 2 THE FINANCIAL IMPACT OF HUMAN RESOURCE MANAGEMENT ACTIVITIES
38 CHAPTER 3 THE LEGAL CONTEXT OF EMPLOYMENT DECISIONS 76
CHAPTER 4 DIVERSITY AT WORK 118
PART TWO EMPLOYMENT 155 CHAPTER 5 PLANNING FOR PEOPLE 156 CHAPTER 6
RECRUITING 198
CHAPTER 7 STAFFING 234
PART THREE DEVELOPMENT 287 CHAPTER 8 WORKPLACE TRAINING 288 CHAPTER 9
PERFORMANCE MANAGEMENT CHAPTER 10 MANAGING CAREERS 376
330
PART FOUR COMPENSATION 415
CHAPTER 11 PAY AND INCENTIVE SYSTEMS 416 CHAPTER 12 INDIRECT
COMPENSATION: EMPLOYEE BENEFIT PLANS 464
PART FIVE LABOR-MANAGEMENT ACCOMMODATION 507
CHAPTER 13 UNION REPRESENTATION AND COLLECTIVE BARGAINING 508 CHAPTER 14
PROCEDURAL JUSTICE AND ETHICS IN EMPLOYEE RELATIONS 548
PART SIX SUPPORT AND INTERNATIONAL IMPLICATIONS 587 CHAPTER 15 SAFETY,
HEALTH, AND EMPLOYEE ASSISTANCE PROGRAMS 588 CHAPTER 16 INTERNATIONAL
DIMENSIONS OF HUMAN RESOURCE
MANAGEMENT 632
GLOSSARY 682 CREDITS 701
NAME INDEX 703
SUBJECT INDEX 709
IMAGE 2
ONTENTS
BOXES AND SPECIAL FEATURES XX PREFACE XXV
PART ONE ENVIRONMENT 1 CHAPTER 1 HUMAN RESOURCES IN A GLOBALLY
COMPETITIVE BUSINESS ENVIRONMENT 2 QUESTIONS THIS CHAPTER WILL HELP
MANAGERS ANSWER 2 HUMAN RESOURCE MANAGEMENT IN ACTION 3
THE 21ST-CENTURY CORPORATION 3 THE ENTERPRISE IS THE PEOPLE 5 MANAGING
PEOPLE: A CRITICAL ROLE FOR EVERY MANAGER 6 WHY DOES EFFECTIVE HRM
MATTER? 9
FEATURES OF THE COMPETITIVE BUSINESS ENVIRONMENT 9 GLOBALIZATION 9
TECHNOLOGY 11 E-COMMERCE 12
DEMOGRAPHIC CHANGES AND INCREASING CULTURAL DIVERSITY 13 RESPONSES OF
FIRMS TO THE NEW COMPETITIVE REALITIES 14 NEW FORMS OF ORGANIZATION 15
QUALITY-MANAGEMENT PROGRAMS 17 REENGINEERING 18 FLEXIBILITY 18
PRODUCTIVITY: WHAT IS IT AND WHY IS IT IMPORTANT? 21
QUALITY OF WORK LIFE: WHAT IS IT? 24 BUSINESS TRENDS AND HR COMPETENCIES
24 HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 26 THE 21ST-CENTURY
CORPORATION 26
SUMMARY 28 KEY TERMS 29 DISCUSSION QUESTIONS 29 APPLYING YOUR KNOWLEDGE
29
CASE 1-1: SMASHING THE CLOCK 29 REFERENCES 35
CHAPTER 2 THE FINANCIAL IMPACT OF HUMAN RESOURCE MANAGEMENT ACTIVITIES
38 QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 38 HUMAN RESOURCE
MANAGEMENT IN ACTION 39
LINKING WORKER BELIEFS TO INCREASED PRODUCTIVITY AND PROFITABILITY 39 VI
IMAGE 3
CONTENTS VII
ORIENTATION 40 THE LAMP MODEL: FOUNDATION FOR WORKFORCE MEASUREMENT 41
LOGIC: THE STORY THAT CONNECTS NUMBERS AND OUTCOMES 42 ANALYTICS:
DRAWING APPROPRIATE CONCLUSIONS FROM DATA 42
MEASURES: GETTING THE NUMBERS RIGHT 42 PROCESS: CREATING ACTIONABLE
INSIGHTS 43 SOME DEFINITIONS 44 CONTROLLABLE VERSUS UNCONTROLLABLE COSTS
45 FINANCIAL EFFECTS OF EMPLOYEE ATTITUDES 46
BEHAVIOR COSTING AND EMPLOYEE ATTITUDES 47 LOGIC: LINKING MANAGEMENT
PRACTICES TO FINANCIAL OUTCOMES 47 ANALYTICS: CONNECTING THE MODEL TO
MANAGEMENT BEHAVIORS 48 MEASURES 48 ANALYTICS COMBINED WITH PROCESS: THE
SYSCO WEB PORTAL 49 MONETARY PAYOFFS 49
INTEGRATING THE VALUE-PROFIT CHAIN INTO ORGANIZATIONAL SYSTEMS 50
COSTING EMPLOYEE ABSENTEEISM 50 ANALYTICS AND MEASURES FOR EMPLOYEE
ABSENTEEISM 52 PROCESS: INTERPRETING THE COSTS OF ABSENTEEISM 53
COSTING EMPLOYEE TURNOVER 53 ANALYTICS: THE COMPONENTS OF TURNOVER COSTS
54 THE TOTAL COST OF TURNOVER 5 7 FINANCIAL EFFECTS OF WORK-LIFE
PROGRAMS 58
THE LOGIC OF WORK-LIFE PROGRAMS 58 ANALYTICS AND MEASURES: CONNECTING
WORK-LIFE PROGRAMS AND OUTCOMES 59 TALENT MANAGEMENT 61 HUMAN-CAPITAL
OUTCOMES-EMPLOYEE COMMITMENT 61
FINANCIAL PERFORMANCE, OPERATIONAL AND BUSINESS OUTCOMES-CLIENT SERVICE
61
STOCK MARKET REACTIONS TO WORK-LIFE INITIATIVES 62 CAUTIONS IN MAKING
THE BUSINESS CASE FOR WORK-LIFE PROGRAMS 62 COSTING THE EFFECTS OF
TRAINING ACTIVITIES 63 INDIRECT MEASURES OF TRAINING OUTCOMES 64
DIRECT MEASURES OF TRAINING OUTCOMES 66 HUMAN RESOURCE MANAGEMENT IN
ACTION: CONCLUSION 69 LINKING WORKER BELIEFS TO INCREASED PRODUCTIVITY
AND PROFITABILITY 69
SUMMARY 70 KEY TERMS 71 DISCUSSION QUESTIONS 71 APPLYING YOUR KNOWLEDGE
71
CASE 2-1: ABSENTEEISM AT ONO INC. 71 REFERENCES 72
CHAPTER 3 THE LEGAL CONTEXT OF EMPLOYMENT DECISIONS 76 QUESTIONS THIS
CHAPTER WILL HELP MANAGERS ANSWER 76 HUMAN RESOURCE MANAGEMENT IN ACTION
77
RETALIATION: A NEW LEGAL STANDARD AND SOME PREVENTIVE MEASURES 77
IMAGE 4
VIII CONTENTS
SOCIETAL OBJECTIVES 78
EEO AND UNFAIR DISCRIMINATION: WHAT ARE THEY? 79 THE LEGAL CONTEXT OF
HUMAN RESOURCE DECISIONS 81 THE THIRTEENTH AND FOURTEENTH AMENDMENTS 81
THE CIVIL RIGHTS ACTS OF 1866 AND 1871 82
THE EQUAL PAY ACT OF 1963 82 TITLE VII OF THE CIVIL RIGHTS ACT OF 1964
83 LITIGATING CLAIMS OF UNFAIR DISCRIMINATION 85 THE CIVIL RIGHTS ACT OF
1991 85 THE AGE DISCRIMINATION IN EMPLOYMENT ACT OF 1967 (ADEA) 87 THE
IMMIGRATION REFORM AND CONTROL ACT OF 1986 (IRCA) 88 THE AMERICANS WITH
DISABILITIES ACT OF 1990 (ADA) 89 THE FAMILY AND MEDICAL LEAVE ACT OF
1993 (FMLA) 91 EXECUTIVE ORDERS 11246,11375, AND 11478 92
THE REHABILITATION ACT OF 1973 92 THE VIETNAM ERA VETERANS READJUSTMENT
ACT OF 1974 93 UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
OF 1994 93
FEDERAL ENFORCEMENT AGENCIES: EEOC AND OFCCP 93 EEOC GUIDELINES 95 THE
OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS 96 AFFIRMATIVE ACTION
REMEDIES 97 EMPLOYMENT CASE LAW: SOME GENERAL PRINCIPLES 97
SEX DISCRIMINATION 97 PREGNANCY 98 REPRODUCTIVE HAZARDS 98 SEXUAL
HARASSMENT 99
AGE DISCRIMINATION 102 OVERQUALIFIED JOB APPLICANTS 102 SENIORITY 103
TESTING AND INTERVIEWING 104
PERSONAL HISTORY 105 PREFERENTIAL SELECTION 106 HUMAN RESOURCE
MANAGEMENT IN ACTION: CONCLUSION 109 RETALIATION: A NEW LEGAL STANDARD
AND SOME PREVENTIVE
MEASURES 109 SUMMARY 110 KEY TERMS 111 DISCUSSION QUESTIONS 111 APPLYING
YOUR KNOWLEDGE 111
CASE 3-1: A CASE OF HARASSMENT? I LL REFERENCES 113
CHAPTER 4 DIVERSITY AT WORK 118 QUESTIONS THIS CHAPTER WILL HELP
MANAGERS ANSWER 118 HUMAN RESOURCE MANAGEMENT IN ACTION 119 MAKING THE
BUSINESS CASE FOR DIVERSITY 119 WORKFORCE DIVERSITY: AN ESSENTIAL
COMPONENT OF HR STRATEGY 121
THE SERVICE ECONOMY 122 THE GLOBALIZATION OF MARKETS 124
IMAGE 5
CONTENTS IX
NEW BUSINESS STRATEGIES THAT REQUIRE MORE TEAMWORK 124 MERGERS AND
STRATEGIC INTERNATIONAL ALLIANCES 125 THE CHANGING LABOR MARKET 126
DIVERSITY AT WORK-A PROBLEM FOR MANY ORGANIZATIONS 126
CULTURE-THE FOUNDATION OF GROUP DIFFERENCES 127 AFRICAN AMERICANS IN THE
WORKFORCE 127 HISPANICS IN THE WORKFORCE 129 ASIAN AMERICANS IN THE
WORKFORCE 132 WOMEN IN THE WORKFORCE 133 AGE-BASED DIVERSITY 136
MANAGING DIVERSITY 137
RACIAL AND ETHNIC MINORITIES 137 FEMALE WORKERS 139 GENERATIONS X AND Y
139 OLDER WORKERS 140
WORKERS WITH DISABILITIES 141 GAY/LESBIAN/BISEXUAL/TRANSSEXUAL EMPLOYEES
142 HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 145 MAKING THE
BUSINESS CASE FOR DIVERSITY 145
SUMMARY 146 KEY TERMS 147 DISCUSSION QUESTIONS 147 APPLYING YOUR
KNOWLEDGE 148
CASE 4-1: THE CHALLENGE OF DIVERSITY 148 REFERENCES 149
PART TWO EMPLOYMENT 155 CHAPTER 5 PLANNING FOR PEOPLE 156 QUESTIONS THIS
CHAPTER WILL HELP MANAGERS ANSWER 156 HUMAN RESOURCE MANAGEMENT IN
ACTION 157
LEADERSHIP SUCCESSION-A KEY CHALLENGE FOR ALL ORGANIZATIONS 157 BUSINESS
STRATEGY-FOUNDATION FOR ALL ORGANIZATIONAL DECISIONS 159 ENSURING
COHERENCE IN STRATEGIC DIRECTION 159 RELATIONSHIP OF HR STRATEGY TO
BUSINESS STRATEGY 161
STRATEGIC WORKFORCE PLANS 162 THE END OF THE JOB? 164 ALTERNATIVE
PERSPECTIVES ON JOBS 165 JOB DESIGN 165
SCIENTIFIC MANAGEMENT- ONE BEST WAY 167 JOB DESIGN TODAY 168
IDENTIFYING THE WORK TO BE DONE AND THE PERSONAL CHARACTERISTICS NEEDED
TO DO THE WORK 169
COMPETENCY MODELS 172 HOW DO WE STUDY JOB REQUIREMENTS? 172 JOB
ANALYSIS: RELATING METHOD TO PURPOSE 174 FROM JOB ANALYSIS TO STRATEGIC
WORKFORCE PLANNING 176
STRATEGIC WORKFORCE-PLANNING SYSTEMS 177 TALENT INVENTORY 178
IMAGE 6
CONTENTS
WORKFORCE FORECASTS 180
FORECASTING EXTERNAL WORKFORCE SUPPLY 180 FORECASTING INTERNAL WORKFORCE
SUPPLY 181 FORECASTING WORKFORCE DEMAND 184 IDENTIFY PIVOTAL TALENT 186
ASSESSING FUTURE WORKFORCE DEMAND 186
HOW ACCURATE IS ACCURATE? 186 INTEGRATING SUPPLY AND DEMAND FORECASTS
186 MAKE OR BUY? 187 CONTROL AND EVALUATION OF SWP SYSTEMS 188 HUMAN
RESOURCE MANAGEMENT IN ACTION: CONCLUSION 190
LEADERSHIP SUCCESSION-A KEY CHALLENGE FOR ALL ORGANIZATIONS 190 SUMMARY
191 KEY TERMS 192 DISCUSSION QUESTIONS 192
APPLYING YOUR KNOWLEDGE 192 CASE 5-1: LEADERSHIP-SUCCESSION
PLANNING-SUCCESSES AND FAILURES 192
REFERENCES 193
CHAPTER 6 RECRUITING 198 QUESTIONS THIS CHAPTER WILL HELP MANAGERS
ANSWER 198 HUMAN RESOURCE MANAGEMENT IN ACTION 199 THE PERILS AND
PROMISE OF SOCIAL MEDIA 199 RECRUITMENT AS A STRATEGIC IMPERATIVE 200
THE EMPLOYEE RECRUITMENT/SELECTION PROCESS 201
DEVELOPING RECRUITMENT POLICIES: LABOR-MARKET ISSUES 203 INTERNAL VERSUS
EXTERNAL LABOR MARKETS 205 RECRUITMENT POLICIES AND LABOR-MARKET
CHARACTERISTICS 205 AN INTEGRATED MODEL OF THE RECRUITMENT PROCESS 206
RECRUITMENT PLANNING 207 INTERNAL RECRUITMENT 208
JOB POSTING 208 EMPLOYEE REFERRALS 210 TEMPORARY WORKER POOLS 211
EXTERNAL RECRUITMENT 211
UNIVERSITY RELATIONS 212 VIRTUAL JOB FAIRS 213 EXECUTIVE SEARCH FIRMS
214 EMPLOYMENT AGENCIES 215 RECRUITMENT ADVERTISING 215
SPECIAL INDUCEMENTS-RELOCATION AID, HELP FOR THE TRAILING SPOUSE, AND
SIGN-ON BONUSES 216 SUMMARY OF FINDINGS REGARDING RECRUITMENT SOURCES
217 DIVERSITY-ORIENTED RECRUITING 218 MANAGING RECRUITMENT OPERATIONS
218
EVALUATION AND CONTROL OF RECRUITMENT OPERATIONS 220 REALISTIC JOB
PREVIEWS 222 THE OTHER SIDE OF RECRUITMENT-JOB SEARCH 223 SCENARIO 1:
UNEMPLOYED 223
SCENARIO 2: EMPLOYED, BUT SEARCHING FOR A NEW JOB 225
IMAGE 7
CONTENTS
HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 226
THE PERILS AND PROMISE OF SOCIAL MEDIA 226 SUMMARY 227 KEY TERMS 227
DISCUSSION QUESTIONS 228
APPLYING YOUR KNOWLEDGE 228 CASE 6-1: SMALL BUSINESSES CONFRONT
RECRUITING CHALLENGES 228 REFERENCES 229
CHAPTER 7 STAFFING 234
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 234 HUMAN RESOURCE
MANAGEMENT IN ACTION 235 ORGANIZATIONAL CULTURE-KEY TO STAFFING FIT
235 ORGANIZATIONAL CONSIDERATIONS IN STAFFING DECISIONS 236
BUSINESS STRATEGY 236 ORGANIZATIONAL CULTURE 237 THE LOGIC OF PERSONNEL
SELECTION 238 RELIABILITY OF MEASUREMENT 239
VALIDITY OF MEASUREMENT 239 SCREENING AND SELECTION METHODS 240
EMPLOYMENT APPLICATION FORMS 240
RECOMMENDATIONS, REFERENCES, AND BACKGROUND CHECKS 241 ASSESSMENT
METHODS IN SELECTION 244 DRUG SCREENING 245
TWO CONTROVERSIAL SELECTION TECHNIQUES 247 INTEGRITY TESTS 248
MENTAL-ABILITY TESTS 248 VALIDITY GENERALIZATION 250
PERSONALITY MEASURES 250 MEASURES OF EMOTIONAL INTELLIGENCE 251
PERSONAL-HISTORY DATA 252 EMPLOYMENT INTERVIEWS 252
WORK-SAMPLE TESTS 255 LEADERLESS GROUP DISCUSSION 256 IN-BASKET TEST 257
THE SITUATIONAL-JUDGMENT TEST 257
ASSESSMENT CENTERS 260 CHOOSING THE RIGHT PREDICTOR 264 HUMAN RESOURCE
MANAGEMENT IN ACTION: CONCLUSION 265 ORGANIZATIONAL CULTURE-KEY TO
STAFFING FIT 265
SUMMARY 266 KEY TERMS 268 DISCUSSION QUESTIONS 268 APPLYING YOUR
KNOWLEDGE 269
EXERCISE 7-1: AN IN-BASKET AND AN LGD FOR SELECTING MANAGERS 269
TECHNICAL APPENDIX 273 THE ESTIMATION OF RELIABILITY 273
VALIDATION STRATEGIES 273 ESTIMATING THE ECONOMIC BENEFITS OF SELECTION
PROGRAMS 275 REFERENCES 276
IMAGE 8
XII CONTENTS
PART THREE DEVELOPMENT 287
CHAPTERS WORKPLACE TRAINING 288
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 288 HUMAN RESOURCE
MANAGEMENT IN ACTION 289 TECHNOLOGY-DELIVERED INSTRUCTION (TDI) CATCHES
ON 289 EMPLOYEE TRAINING 290
WHAT IS TRAINING? 290 TRAINING TRENDS 291 IMPACT OF TRAINING ON
INDIVIDUALS, TEAMS, ORGANIZATIONS, AND SOCIETY 293 CHARACTERISTICS OF
EFFECTIVE TRAINING PRACTICE 295
THE TRAINING PARADOX 295 HOW TRAINING RELATES TO COMPETITIVE STRATEGIES
295 WHAT DETERMINES EFFECTIVE TRAINING? 296 ASSESSING TRAINING NEEDS AND
DESIGNING TRAINING PROGRAMS 296 AN ALTERNATIVE APPROACH: RAPID
PROTOTYPING 297 ASSESSING TRAINING NEEDS 297 PRINCIPLES THAT ENHANCE
LEARNING 301 MOTIVATING THE TRAINEE: GOAL SETTING 301 BEHAVIOR MODELING
302 MEANINGFULNESS OF THE MATERIAL 304 PRACTICE (MAKES PERFECT) 304
FEEDBACK 305 TRANSFER OF TRAINING 305 TEAM TRAINING 306
SELECTING TRAINING METHODS 309 EVALUATING TRAINING PROGRAMS 311
ADDITIONAL CONSIDERATIONS IN MEASURING THE OUTCOMES OF TRAINING 312
NEW-EMPLOYEE ORIENTATION: THE ON-BOARDING PROCESS 314 PLANNING,
PACKAGING, AND EVALUATING AN ON-BOARDING PROGRAM 316
ORIENTATION FOLLOW-UP 318 EVALUATION OF THE ORIENTATION PROGRAM 319
LESSONS LEARNED 319 HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 320
TECHNOLOGY-DELIVERED INSTRUCTION (TDI) CATCHES ON 320 SUMMARY 322 KEY
TERMS 323 DISCUSSION QUESTIONS 323 APPLYING YOUR KNOWLEDGE 323
CASE 8-1: EVALUATING TRAINING AT HUTCHINSON INC. 323 REFERENCES 324
CHAPTER 9 PERFORMANCE MANAGEMENT 330 QUESTIONS THIS CHAPTER WILL HELP
MANAGERS ANSWER 330 HUMAN RESOURCE MANAGEMENT IN ACTION 331 PERFORMANCE
REVIEWS: THE DILEMMA OF FORCED RANKING 331
MANAGING FOR MAXIMUM PERFORMANCE 332 DEFINE PERFORMANCE 333 FACILITATE
PERFORMANCE 334 ENCOURAGE PERFORMANCE 334 PERFORMANCE MANAGEMENT IN
PRACTICE 336
IMAGE 9
CONTENTS XIII
PURPOSES OF PERFORMANCE-APPRAISAL SYSTEMS 336 REQUIREMENTS OF EFFECTIVE
APPRAISAL SYSTEMS 337 THE STRATEGIC DIMENSION OF PERFORMANCE APPRAISAL
341
ALTERNATIVE METHODS OF APPRAISING EMPLOYEE PERFORMANCE 342
BEHAVIOR-ORIENTED RATING METHODS 343 RESULTS-ORIENTED RATING METHODS 347
WHEN SHOULD EACH TECHNIQUE BE USED? 347 WHO SHOULD EVALUATE PERFORMANCE?
349
ARE SUPERVISORS RATINGS AFFECTED BY OTHER SOURCES OF INFORMATION ABOUT
PERFORMANCE? 352 MULTIRATER OR 360-DEGREE FEEDBACK 353 WHEN AND HOW
OFTEN SHOULD APPRAISAL BE DONE? 354 EVALUATING THE PERFORMANCE OF TEAMS
355 APPRAISAL ERRORS AND RATER-TRAINING STRATEGIES 357 SECRETS OF
EFFECTIVE PERFORMANCE-FEEDBACK INTERVIEWS 359 HUMAN RESOURCE MANAGEMENT
IN ACTION: CONCLUSION 363 PERFORMANCE REVIEWS: THE DILEMMA OF FORCED
RANKING 363 SUMMARY 364 KEY TERMS 365 DISCUSSION QUESTIONS 365 APPLYING
YOUR KNOWLEDGE 366
CASE 9-1: PROBLEMS IN APPRAISAL AT PEAK POWER 366 REFERENCES 367
CHAPTER 10 MANAGING CAREERS 376 QUESTIONS THIS CHAPTER WILL HELP
MANAGERS ANSWER 376 HUMAN RESOURCE MANAGEMENT IN ACTION 377
SELF-RELIANCE: KEY TO CAREER MANAGEMENT 377
TOWARD A DEFINITION OF CAREER 378 PROACTIVE CAREER MANAGEMENT 379 TOWARD
A DEFINITION OF CAREER SUCCESS 380 ADULT LIFE-CYCLE STAGES 380
CAREER MANAGEMENT: INDIVIDUALS FOCUSING ON THEMSELVES 382 SELECTING A
FIELD OF EMPLOYMENT AND AN EMPLOYER 382 KNOWING WHERE YOU ARE 382
PLANNING YOUR EXIT 383 THE ROLE OF THE ORGANIZATION 383 DUAL-CAREER
COUPLES: PROBLEMS AND OPPORTUNITIES 383
CAREER MANAGEMENT: ORGANIZATIONS FOCUSING ON INDIVIDUALS 385
ORGANIZATIONAL ENTRY 385 MENTORING 386 EARLY CAREER: THE IMPACT OF THE
FIRST JOB 387 MANAGING MEN AND WOMEN IN MIDCAREER 388
MANAGING THE OLDER WORKER 391 MYTHS VERSUS FACTS ABOUT OLDER WORKERS 392
IMPLICATIONS OF THE AGING WORKFORCE FOR HRM 394 CAREER MANAGEMENT:
ORGANIZATIONS FOCUSING ON THEIR OWN MAINTENANCE
AND GROWTH 395 INTERNAL STAFFING DECISIONS: PATTERNS OF CAREER CHANGE
396
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XIV CONTENTS
HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 404 SELF-RELIANCE: KEY
TO CAREER MANAGEMENT 404 SUMMARY 405 KEY TERMS 405 DISCUSSION QUESTIONS
405 APPLYING YOUR KNOWLEDGE 406
EXERCISE 10-1: SELF-ASSESSMENT AND CAREER PLANNING 406 REFERENCES 408
PART FOUR COMPENSATION 415 CHAPTER 11 PAY AND INCENTIVE SYSTEMS 416
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 416
HUMAN RESOURCE MANAGEMENT IN ACTION 417 THE TRUST GAP 417 CHANGING
PHILOSOPHIES REGARDING PAY SYSTEMS 419 COST-CONTAINMENT ACTIONS 419
PAYING WHAT THE COMPANY CAN AFFORD 420 PROGRAMS THAT ENCOURAGE AND
REWARD PERFORMANCE 420 COMPONENTS AND OBJECTIVES OF ORGANIZATIONAL
REWARD SYSTEMS 422 STRATEGIC INTEGRATION OF COMPENSATION PLANS AND
BUSINESS PLANS 424 DETERMINANTS OF PAY STRUCTURE AND LEVEL 425
LABOR MARKET CONDITIONS 425 LEGISLATION 426 COLLECTIVE BARGAINING 429
MANAGERIAL ATTITUDES AND AN ORGANIZATION S ABILITY TO PAY 429 AN
OVERVIEW OF PAY-SYSTEM MECHANICS 430
LINKING INTERNAL PAY RELATIONSHIPS TO MARKET DATA 431 DEVELOPING A PAY
STRUCTURE 433 ALTERNATIVES TO PAY SYSTEMS BASED ON JOB EVALUATION 434
POLICY ISSUES IN PAY PLANNING AND ADMINISTRATION 437
PAY SECRECY 437 THE EFFECT OF INFLATION 438 PAY COMPRESSION 438 PAY
RAISES 439 PERFORMANCE INCENTIVES 440 REQUIREMENTS OF EFFECTIVE
INCENTIVE SYSTEMS 441 MERIT-PAY SYSTEMS 442
BARRIERS CAN BE OVERCOME 443 GUIDELINES FOR EFFECTIVE MERIT-PAY SYSTEMS
443 INCENTIVES FOR EXECUTIVES 444 INCENTIVES FOR LOWER-LEVEL EMPLOYEES
445
SETTING PERFORMANCE STANDARDS 446 UNION ATTITUDES 447 TEAM INCENTIVES
448 ORGANIZATIONWIDE INCENTIVES 449
PROFIT SHARING 449 GAIN SHARING 450 EMPLOYEE STOCK-OWNERSHIP PLANS 451
IMAGE 11
CONTENTS XV
HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 454 THE TRUST GAP 454
SUMMARY 455 KEY TERMS 456 DISCUSSION QUESTIONS 456 APPLYING YOUR
KNOWLEDGE 457
CASE 11-1: NUCOR: THE ART OF MOTIVATION 457 REFERENCES 458
CHAPTER 12 INDIRECT COMPENSATION: EMPLOYEE BENEFIT PLANS 464
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 464 HUMAN RESOURCE
MANAGEMENT IN ACTION 465 THE NEW WORLD OF EMPLOYEE BENEFITS 465
STRATEGIC CONSIDERATIONS IN THE DESIGN OF BENEFITS PROGRAMS 466
LONG-TERM STRATEGIC BUSINESS PLANS 467 DIVERSITY IN THE WORKFORCE MEANS
DIVERSITY IN BENEFITS PREFERENCES 468 LEGAL REQUIREMENTS 468
COMPETITIVENESS OF THE BENEFITS OFFERED 471 TOTAL COMPENSATION STRATEGY
471 COMPONENTS OF THE BENEFITS PACKAGE 472 COST 472
SECURITY AND HEALTH BENEFITS 472 GROUP LIFE INSURANCE 473 WORKERS
COMPENSATION 473 DISABILITY INSURANCE 475 HOSPITALIZATION, SURGICAL, AND
MATERNITY COVERAGE 476 COST-CONTAINMENT STRATEGIES 479 TOWARD THE FUTURE
481 OTHER MEDICAL COVERAGE 482 SICK-LEAVE PROGRAMS 482 PENSIONS 482
SOCIAL SECURITY 486 UNEMPLOYMENT INSURANCE 488 SEVERANCE PAY 490
PAYMENTS FOR TIME NOT WORKED 490 EMPLOYEE SERVICES 491 BENEFITS
ADMINISTRATION 493
BENEFITS AND EQUAL EMPLOYMENT OPPORTUNITY 493 COSTING BENEFITS 494
CAFETERIA, OR FLEXIBLE, BENEFITS 495 COMMUNICATING THE BENEFITS 496
HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 497
THE NEW WORLD OF EMPLOYEE BENEFITS 497 SUMMARY 498 KEY TERMS 499
DISCUSSION QUESTIONS 499 APPLYING YOUR KNOWLEDGE 499
CASE 12-1: REDUCING HEALTH-CARE COSTS 499 REFERENCES 501
IMAGE 12
XVI CONTENTS
PART FIVE LABOR-MANAGEMENT ACCOMMODATION 507
CHAPTER 13 UNION REPRESENTATION AND COLLECTIVE BARGAINING 508 QUESTIONS
THIS CHAPTER WILL HELP MANAGERS ANSWER 508 HUMAN RESOURCE MANAGEMENT IN
ACTION 509
RESTRUCTURING THROUGH UNION-MANAGEMENT COLLABORATION 509 WHY DO
EMPLOYEES JOIN UNIONS? 510 UNION MEMBERSHIP IN THE UNITED STATES 511 THE
CHANGING NATURE OF INDUSTRIAL RELATIONS IN THE UNITED STATES 512
FUNDAMENTAL FEATURES OF THE U.S. INDUSTRIAL RELATIONS SYSTEM 513 A BRIEF
HISTORY OF U.S. LABOR RELATIONS 515
EMERGENCE OF THE AMERICAN FEDERATION OF LABOR (AFL) 515 EMERGENCE OF THE
CONGRESS OF INDUSTRIAL ORGANIZATIONS (CIO) 516 MERGER OF THE AFL-CIO 516
BREAKING AWAY FROM THE AFL-CIO 516 THE UNIONIZATION PROCESS 517
THE LEGAL BASIS 517 THE ORGANIZING DRIVE 519 THE BARGAINING UNIT 520 THE
ELECTION CAMPAIGN 520 THE REPRESENTATION ELECTION AND CERTIFICATION 521
THE DECERTIFICATION OF A UNION 523 COLLECTIVE BARGAINING: CORNERSTONE OF
AMERICAN LABOR RELATIONS 524
THE ART OF NEGOTIATION 524 BARGAINING IMPASSES: STRIKES, LOCKOUTS, OR
THIRD-PARTY INVOLVEMENT 526 STRIKES 526
LOCKOUTS 529 THIRD-PARTY INVOLVEMENT 530 ADMINISTRATION OF THE
COLLECTIVE-BARGAINING AGREEMENT 531 UNION-SECURITY CLAUSES 532
GRIEVANCE PROCEDURES IN THE UNIONIZED FIRM 532 UNION MEMBERSHIP IN
COUNTRIES OTHER THAN THE UNITED STATES 535 UNION WAGE PREMIUMS AND THE
SPILLOVER EFFECT 536 HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 536
RESTRUCTURING THROUGH UNION-MANAGEMENT COLLABORATION 536 SUMMARY 539 KEY
TERMS 540 DISCUSSION QUESTIONS 540 APPLYING YOUR KNOWLEDGE 540
EXERCISE 13-1: CONTRACT NEGOTIATIONS AT MOULTON MACHINE SHOP 540
REFERENCES 542
CHAPTER 14 PROCEDURAL JUSTICE AND ETHICS IN EMPLOYEE RELATIONS 548
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 548 HUMAN RESOURCE
MANAGEMENT IN ACTION 549
ALTERNATIVE DISPUTE RESOLUTION: GOOD FOR THE COMPANY, GOOD FOR
EMPLOYEES? 549 SOME DEFINITIONS 550
IMAGE 13
CONTENTS XVJI
WHY ADDRESS PROCEDURAL JUSTICE? 551 COMPONENTS OF PROCEDURAL JUSTICE 552
PROCEDURAL JUSTICE IN ACTION: EMPLOYEE VOICE SYSTEMS 552 CHARACTERISTICS
OF EFFECTIVE VOICE SYSTEMS 553
GRIEVANCE PROCEDURES IN NONUNION COMPANIES: WORKPLACE DUE PROCESS 554
DISCIPLINE 557 PROGRESSIVE DISCIPLINE 558 DOCUMENTING
PERFORMANCE-RELATED INCIDENTS 559 THE DISCIPLINARY INTERVIEW 560
EMPLOYMENT AT WILL 562 . EMPLOYMENT CONTRACTS 564 TERMINATION 566
EMPLOYEE PRIVACY AND ETHICAL ISSUES 569 FAIR INFORMATION PRACTICES IN
THE INTERNET AGE 570 ASSESSMENT OF JOB APPLICANTS AND EMPLOYEES 573
WHISTLE-BLOWING 573
CONCLUSION 577 HUMAN RESOURCE MANAGEMENT IN ACTION: CONCLUSION 577
ALTERNATIVE DISPUTE RESOLUTION: GOOD FOR THE COMPANY, GOOD FOR
EMPLOYEES? 577
SUMMARY 578 KEY TERMS 578 DISCUSSION QUESTIONS 579 APPLYING YOUR
KNOWLEDGE 579
CASE 14-1: BLOWING THE WHISTLE 579 REFERENCES 580
PART SIX SUPPORT AND INTERNATIONAL IMPLICATIONS 587 CHAPTER 15 SAFETY,
HEALTH, AND EMPLOYEE ASSISTANCE PROGRAMS 588 QUESTIONS THIS CHAPTER WILL
HELP MANAGERS ANSWER 588
HUMAN RESOURCE MANAGEMENT IN ACTION 589 SUBSTANCE ABUSE ON THE JOB
PRODUCES TOUGH POLICY CHOICES FOR MANAGERS 589 THE EXTENT AND COST OF
SAFETY AND HEALTH PROBLEMS 591
THE OCCUPATIONAL SAFETY AND HEALTH ACT 591 PURPOSE AND COVERAGE 591
ADMINISTRATION 592 SAFETY AND HEALTH STANDARDS 592 RECORD-KEEPING
REQUIREMENTS 593
OSHA ENFORCEMENT 593 PENALTIES 594 OSHA S IMPACT 596 ASSESSING THE COSTS
AND BENEFITS OF OCCUPATIONAL SAFETY AND HEALTH PROGRAMS 597
ORGANIZATIONAL SAFETY AND HEALTH PROGRAMS 598 LOSS CONTROL 599 THE ROLE
OF THE SAFETY COMMITTEE 600
IMAGE 14
XVIII CONTENTS
SAFETY RULES 601 EMPLOYEE SELECTION 601 TRAINING FOR EMPLOYEES AND
SUPERVISORS 602 FEEDBACK AND INCENTIVES 604 HEALTH HAZARDS AT WORK 606
THE NEED FOR SAFEGUARDS 606 HIV/AIDS AND BUSINESS 607 EMPLOYEE
ASSISTANCE PROGRAMS 609 DO EMPLOYEE ASSISTANCE PROGRAMS WORK? 609
HOW EMPLOYEE ASSISTANCE PROGRAMS WORK 610 MORE ON THE ROLE OF THE
SUPERVISOR 610 ALCOHOLISM 611 DRUG ABUSE 612 VIOLENCE AT WORK 613
CORPORATE HEALTH PROMOTION: THE CONCEPT
OF WELLNESS 615 LINKING UNHEALTHY LIFESTYLES TO HEALTH-CARE COSTS 616
EVALUATION: DO WELLNESS PROGRAMS WORK? 617 WELLNESS PROGRAMS AND THE
AMERICANS WITH DISABILITIES ACT 619 HUMAN RESOURCE MANAGEMENT IN ACTION:
CONCLUSION 620
SUBSTANCE ABUSE ON THE JOB PRODUCES TOUGH POLICY CHOICES FOR MANAGERS
620 SUMMARY 621 KEY TERMS 622 DISCUSSION QUESTIONS -622
APPLYING YOUR KNOWLEDGE 622 CASE 15-1: SKYLINE MACHINE SHOP 622
REFERENCES 623
CHAPTER 16 INTERNATIONAL DIMENSIONS OF HUMAN RESOURCE MANAGEMENT 632
QUESTIONS THIS CHAPTER WILL HELP MANAGERS ANSWER 632 HUMAN RESOURCE
MANAGEMENT IN ACTION 633
WHAT S IT LIKE TO BE A GLOBAL MANAGER? 633 THE GLOBAL CORPORATION: A
FACT OF MODERN ORGANIZATIONAL LIFE 634
SIGNS OF GLOBALIZATION 634 THE BACKLASH AGAINST GLOBALIZATION 635 THE
COSTS OF OVERSEAS EXECUTIVES 637 THE ROLE OF CULTURAL UNDERSTANDING IN
INTERNATIONAL MANAGEMENT PRACTICE 639
HUMAN RESOURCE MANAGEMENT PRACTICES AS A CULTURAL VARIABLE 639 SENSE OF
SELF AND SPACE 640 DRESS AND APPEARANCE 640
FOOD AND FEEDING HABITS 640 COMMUNICATION AND LANGUAGE 640 TIME AND TIME
CONSCIOUSNESS 641 RELATIONSHIPS 641
IMAGE 15
CONTENTS XIX
VALUES AND NORMS 641 BELIEFS AND ATTITUDES 642 WORK MOTIVATION AND
PRACTICES 642 MENTAL PROCESSES AND LEARNING 642
LESSONS REGARDING CROSS-CULTURAL DIFFERENCES 645 HUMAN RESOURCE
MANAGEMENT ACTIVITIES OF GLOBAL CORPORATIONS 647 ORGANIZATIONAL
STRUCTURE 648
WORKFORCE PLANNING 648 RECRUITMENT 649 INTERNATIONAL STAFFING 650
ORIENTATION 655
CROSS-CULTURAL TRAINING AND DEVELOPMENT 656 INTEGRATION OF TRAINING AND
BUSINESS STRATEGY 659 INTERNATIONAL COMPENSATION 660
LABOR RELATIONS IN THE INTERNATIONAL ARENA 666 TOWARD INTERNATIONAL
LABOR STANDARDS 668 THE NORTH AMERICAN FREE TRADE AGREEMENT 669
REPATRIATION 670
PLANNING 670 CAREER MANAGEMENT 670 COMPENSATION 671 HUMAN RESOURCE
MANAGEMENT IN ACTION: CONCLUSION 671
WHAT S IT LIKE TO BE A GLOBAL MANAGER? 671 SUMMARY 672 KEY TERMS 673
DISCUSSION QUESTIONS 674 APPLYING YOUR KNOWLEDGE 674
EXERCISE 16-1: EXPATRIATE ORIENTATION ROLE-PLAY 674 REFERENCES 675
GLOSSARY 682 CREDITS 701
NAME INDEX 703
SUBJECT INDEX 709
|
| any_adam_object | 1 |
| author | Cascio, Wayne F. 1946- |
| author_GND | (DE-588)131570870 |
| author_facet | Cascio, Wayne F. 1946- |
| author_role | aut |
| author_sort | Cascio, Wayne F. 1946- |
| author_variant | w f c wf wfc |
| building | Verbundindex |
| bvnumber | BV039979657 |
| classification_rvk | QV 578 QV 584 |
| ctrlnum | (OCoLC)785857791 (DE-599)BVBBV039979657 |
| dewey-full | 658.3 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3 |
| dewey-search | 658.3 |
| dewey-sort | 3658.3 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| edition | 9. ed., internat. student ed. |
| format | Book |
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| id | DE-604.BV039979657 |
| illustrated | Illustrated |
| indexdate | 2024-07-10T00:15:28Z |
| institution | BVB |
| isbn | 9780071318198 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-024837022 |
| oclc_num | 785857791 |
| open_access_boolean | |
| owner | DE-1050 |
| owner_facet | DE-1050 |
| physical | XXXII, 736 S. Ill., graph. Darst. |
| publishDate | 2013 |
| publishDateSearch | 2013 |
| publishDateSort | 2013 |
| publisher | McGraw-Hill Irwin |
| record_format | marc |
| spelling | Cascio, Wayne F. 1946- Verfasser (DE-588)131570870 aut Managing human resources productivity, quality of work life, profits Wayne F. Cascio 9. ed., internat. student ed. Boston [u.a.] McGraw-Hill Irwin 2013 [erschienen 2012] XXXII, 736 S. Ill., graph. Darst. txt rdacontent n rdamedia nc rdacarrier Incl. bibliogr. references and index Personnel management Personalpolitik (DE-588)4045269-4 gnd rswk-swf Führung (DE-588)4018776-7 gnd rswk-swf Führung (DE-588)4018776-7 s Personalpolitik (DE-588)4045269-4 s 1\p DE-604 SWB Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=024837022&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis 1\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk |
| spellingShingle | Cascio, Wayne F. 1946- Managing human resources productivity, quality of work life, profits Personnel management Personalpolitik (DE-588)4045269-4 gnd Führung (DE-588)4018776-7 gnd |
| subject_GND | (DE-588)4045269-4 (DE-588)4018776-7 |
| title | Managing human resources productivity, quality of work life, profits |
| title_auth | Managing human resources productivity, quality of work life, profits |
| title_exact_search | Managing human resources productivity, quality of work life, profits |
| title_full | Managing human resources productivity, quality of work life, profits Wayne F. Cascio |
| title_fullStr | Managing human resources productivity, quality of work life, profits Wayne F. Cascio |
| title_full_unstemmed | Managing human resources productivity, quality of work life, profits Wayne F. Cascio |
| title_short | Managing human resources |
| title_sort | managing human resources productivity quality of work life profits |
| title_sub | productivity, quality of work life, profits |
| topic | Personnel management Personalpolitik (DE-588)4045269-4 gnd Führung (DE-588)4018776-7 gnd |
| topic_facet | Personnel management Personalpolitik Führung |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=024837022&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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