Think about the following assertion from the reading by Wolff and Resnick:

We all have opinions about what causes poverty, inflation, recession, and unemployment and how to address them. The precise economic theory we employ affects the conclusions we reach and, in turn, how we will act moving forward.

A. The Great Depression was attributed to a variety

of people and organizations.

B. Prior to the 'New Deal' and FDR, how, specifically, did President Hoover and other significant political and business figures respond to the Depression?

Answer the questions in the image attached on the country: mexico, provide in depth information about each question in the image attached, Once again the topic or my country is MEXICO to answer this all on.

Case Study - 5

Breaking The Bargaining Pattern

Gilson steel is a local fabricating and supply firm. Situated in open country, far from the large steel making centers. The firm has been in business many years. About the third of employees have worked in the organization for more than ten years. Top management would like to get away from the current practice in which negotiations on wage matters and fringes follow the pattern. The firm’s president feels that industry – wide bargaining tends to divorce employees from the firm. He thinks they feel that their employer is a combination of U.S steel and bethlem steel instead of Gilson. He argues that the local firm which has prospered can do better by employees than is possible in national pattern. He says that the local conditions should be considered. His basic objection to current practice, however, is his conviction that it tends to divorce its employees from local employer. The labor relations manager has been urged to try negotiating terms at variance with the national pattern.

 Answer the following questions: ·

1. What theory and policy do you read into the president’s suggestion? ·
2. How will his ideas fit into the existing pattern of public union policy? ·
3. Can you suggest a promising innovative approach?

1. How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
2. How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
3. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
4. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
5. Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
6. Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
7. Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
8. Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
9. What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
10. What does it mean to accommodate someone to the point of undue hardship?
11. Why is basing hiring practices on a “gut feeling” risky business?
12. Why is a job analysis essential to the defence of any selection process or selection system?
13. What is the relationship of a “position” to a “job” and a “job” to a “job family”?
14. What are the major differences between a competency-based selection system, and one developed through job analysis?
15. What is a competency? Defend your answer
16. If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
17. Why is it important to understand performance as part of the recruitment and selection process?
18. Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
19. List and explain each of the performances defined in Campbell’s performance taxonomy