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Question
Case 2.1B.F.E., Inc. is changing its employee benefits plan. Some of the changes will be positive and some will take current benefits away. As vice president of human resources, Cynthia is concerned that the communication to the employees be as accurate as possible. When the changes are communicated from management to the employees, a small group of employees reacts negatively. The employees don't like the changes and feel the company once again is taking advantage of them, even though the positive changes outweigh what is being taken away. A representative is sent to Cynthia to express their concerns. Cynthia is very concerned that she understand this group's concerns.
Refer to Case 2.1. In order to better understand the disgruntled employees' concerns, Cynthia needs to
a. use clear, concise language.
b. use her active listening skills.
c. use horizontal communication.
d. engage in squelching grapevine communication.
Answer
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Related questions
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c. Apply the information she has learned and practice the act of quitting smoking
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Case 17.1
William is a 38-year-old computer systems executive. He has come to a point in his life where he is reassessing his ambitions and personal life. He attends professional development conferences regularly and is working on an MBA. Although he eats a low-fat diet and exercises regularly, he works 70-80 hours a week, seldom sees his children except after they are in bed, does not visit his place of worship except on religious holidays, and feels as though his wife is a stranger. William believes that if he can earn just 20 percent more, he can relax because his family will be financially secure.
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a. Motivation
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The ____________________ guarantees continuation of any paid health benefits, plus a return to the same or an equivalent job, for employees (both men and women) who take up to twelve weeks' unpaid time off so that they can care for themselves or an ailing family member such as a parent, child, or spouse.
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Working fathers who want to take paternity leave or time off to help raise their children often suffer discrimination and are generally regarded more negatively than women who make the same decisions.
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In many types of occupations, women still earn less than men doing the same job.
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Which of the following has notfueled the growth of telecommuting among workers today?
a. The availability of powerful home-office computers and communication technologies
b. Large-scale use of temporary workers due to massive downsizing
c. The demands of workers who want to blend work and family
d. The trend toward team-based projects and work structures
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Women who work in male-dominated workplaces can assimilate and build their chances of success by
a. finding female mentors with direct experience working and achieving in similar conditions.
b. demonstrating professionalism through engaging with male colleagues in only formal situations.
c. conversing with everyone using a task-oriented mindset.
d. avoiding the use of flex time or compressed work week scheduling.
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The opening Chapter 16 vignette highlighted the unusual and delicate position the CEO of IBM encountered at a golf tournament because that person was a woman. What did Virginia Rometty do?
a. Concentrated on the goal of her company.
b. Encouraged the women golfers.
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d. Made a point of inviting the wives of the CEO's who were attending as their companies were some of IBM's best customers.
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a. Those positions can require duties or outside activities that accomodate men with non-working or part-time working wives.
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d. Their balance of work and life is more difficult.
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Women in senior management positions say the real problems for most women's career advancement in organizations
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b. are preconceptions of women held by men and the exclusion of women from informal networks of communication.
c. are family issues that get in the way of their ability to travel and work late.
d. are women who, once in an advanced position, won't help other women advance.
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What is the hate crime bill and why was it considered necessary?
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To develop a culture that values and enhances diversity, organizations need ____________________ that give managers and employees the tools they need to work more effectively with one another regardless of their backgrounds.
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Throughout life, we often prejudge people most on their primary dimensions.
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Case 15.1
Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is conducting a workshop for her managers on valuing diversity. In an open discussion about the managers' concerns on this topic, Bob says, "I don't care what someone's race or gender, or whatever, is. I just have a tough time with the soft, fat, college-educated kids who come in here and tell me how to do my job." Jane chimes in, "The real issue here is men's inability to relate to women, each other, and minorities. I've yet to meet a male manager who can really understand someone who's not one of his drinking buddies." After a few more comments, Joan continues with the training program.
Joan spends some time demonstrating that highly skilled talented people will leave their company if not valued, how an inappropriate joke creates tension, and how failure to value individual employees could even lead to acts of sabotage. She then moves to brainstorming what each manager can do as an individual to enhance diversity. She closes the day's session with a discussion of how diversity training programs need to be seen as a process and need to have clear objectives that permit assessment and be supported by managers and top managers if they are to succeed.
Refer to Case 15.1. Joan's closing is an example of what steps an organization can take to enhance diversity?
a. Review employment practices.
b. Create additional education programs.
c. Implement an affirmative action program.
d. Consider and begin a committed organizational redesign.
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Which of the following is good definition of subtle discrimination?
a. Several 50-60 year old employees are given early retirement packages so that the organization can grow by hiring double the number of young job applicants.
b. Management neglects to respond to an African-American employee's complaints about receiving harassing emails.
c. People who do not value differences often equate difference with a deficiency.
d. The rest of Janice's management team is composed of men who schedule important meetings without her and limit her access to important documents.
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Create two brief case studies of two different individuals: one that clearly illustrates depression and one that clearly illustrates anxiety.