Category Archives: Q & A

Case Incident: JOB CANDIDATES WITHOUT STRONG SAT SCORES NEED NOT APPLY

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Case Incident: JOB CANDIDATES WITHOUT STRONG SAT SCORES NEED NOT APPLY

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1. Is it fair for organizations to require minimum score on standardized tests such as the SAT? Why or why not? 

Ans. It is not fair for the organizations to require minimum scores on standardized tests such as the SAT. SAT is not designed to measure job performance, and the kind of person who performs well on the SATs is not necessarily the kind of person who will perform well sitting at her desk.

2. As a recruiter choosing between two individuals with different SAT scores, would you have difficulty giving the job to the applicant with the lower score? On what additional factors might you choice depend? 

Ans. As a recruiter I did not have any difficulty in giving the job to the applicant with the lower SAT score among two individuals with different SAT scores. My choice depends on model of selection process in organization. In substantive selection, I will choose the one who did best on the performance test. In performance test I will mainly see three major types of behavior that constitute performance at work: Task performance, citizenship, counterproductivity. My choice will be also based on written test, interviews, drug test, and background check.

3. What other indicators of job performance, besides SAT scores, could you use to screen job applications? What are the advantages and disadvantages of each? 

Ans. Beside SAT scores, GPA, Basic literacy skills, Technical skills, interpersonal skills, and problem-solving skills will other indicators of the job performance. Basic literacy skills will be an advantage to do typical workplace tasks. Lack of basic literacy skills means there is almost no hope of competing in a global economy. By having technical skills it will be a good advantage, so that employee will have new technology and new structural designs in the organization. Without good technical skills it will be difficult to competing with others. By having interpersonal skills, employee can effectively interact with their co-workers and boss. Without interpersonal skills listening, communicating, and team building will not possible. Problem-solving will sharpen employee’s logic, reasoning, and problem defining skills as well as their abilities to assess causation, develop and analyze alternatives, and select solutions.

4. Suppose you worked at a company that used SAT sources for hiring purposes. How would you handle diverse applicants, such as those from a foreign country who may not have taken SAT? 

Ans. I will try to use other measures of cognitive ability, such as college grades, which are also more recent indicators than SAT scores. I will use various types of selection method tests such as written test, performance-simulation tests, and interviews. To reduce the of performance-simulation test I will use situational judgment tests, which ask applicants how they would perform in a variety of job situations and compare their answers to those of high-performance employees. Situational judgment tests have shown impressive and may be more objective than assessment centers.

Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

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Case Incident: GOOGLE AND P&G SWAP EMPLOYEES

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1. Do you think the employee swap between Google and P&G is a good idea for all companies? Why or why not? Why do so few companies do this?    

Ans. I don’t think the employee swap between Google and P&G is good idea for all companies. It may be a good idea between companies which have difference in there Organizational Culture and need of other organization to achieve some sort of goal. Swap of the employee between companies should benefit both companies. If the employees are swapped between companies without mutual benefit for just learning organizational culture, may not allow employee to learn other organizational culture without serving the other organization. Swapping the employees between similar type of organization may reduce competitive advantage between those companies, so very few companies only do this.

2. One of the reason P&G and Google agreed to the swap was to transmit the best aspects of the other company’s culture to their own. Drawing from this chapter, describe how culture might be transmitted in such swaps. 

Ans. The culture is transmitted to employee in a number of forms, the most important being stories, rituals, material symbols, and language.

Stories :  “Stories circulate through many organizations. They typically contain a narrative of events about the organization’s founders, rule breaking, rag-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping.  These stories anchor the present in the past and explain and legitimate current practices.”

Rituals:  Repetitive sequences of activities that express and reinforce the key values of the organization, which goals are most important, which people are important, and which are expendable.

Material Symbols :  What conveys to employees who is important, the degree of egalitarianism top management desires, and kinds of behavior that are appropriate.

Language :  “Many organizations and subunits within them use languages to help members identify with the culture, attest to their acceptance of it, and help preserver it. Unique terms describe equipment, officers, key individuals, suppliers, customers, or products that related to the business.

3. Which culture– Google’s or P&G –do you think would fit you best? Why?    

Ans. Organizational Culture of P&G is notoriously controlled, disciplined, scalable, and rigid. Organizational Culture of  Google’s is just as famous for its laid-back, unstandardized, free-flowing culture.  Both are different organizations with different culture with fits for they business style. Its like reaching final destination success via two different routs P&G or Google.  I personally feel organizational culture of Google will fit best for me as it has laid-back, unstandardized, free-flowing culture. Free-flowing culture allows me to socialize me well with organization.

4. Would you enjoy an employee swap with a company with a very different culture? Why or why not? 

Ans. Yes I would enjoy an employee swap with a company with a very different culture. By exposing both companies employees to a culture that emphasizes innovation, but in a wholly different way, each company can push their own innovations even further. Both companies can learn how to utilize other company and improve their organization.

Case Incident: DAVID OUT-NEGOTIATING GOLIATH: APOTEX AND BRISTOL-MYERS SQUIBB

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Case Incident: DAVID OUT-NEGOTIATING GOLIATH: APOTEX AND BRISTOL-MYERS SQUIBB

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1.  What principles of distributive negotiation did Sherman use to gain  his advantage? 

Ans. Sherman use making of aggressive first offer principle of distributive negotiation to gain his advantage.  Sherman try to extract an agreement from Bristol-Myers that would position Apotex favorably should the FTC reject the deal. Sherman inserted a clause in the deal that would require Bristol-Myers to paly Apotex $60 million if the FTC rejected the deal. Sherman try to get maximum of pie from Bristol-Myers.

2. Do you think Sherman behaved ethically? Why or why not?    

Ans. I think Sherman did not behaved ethically. Privately , Sherman was betting that FTC would not approve the non compete agreement the two parties negotiating, and his goal in negotiation was to extract an agreement from Bristol-Myers. Sherman misrepresentation of facts seams like un ethical.

3. What does this incident tell you about the role of deception in negotiation? 

Ans. Evidence indicates that deception in negotiations can produce short-term advantage’s. But in this case deception produce long-term advantage’s. Deception in all acceptable in all kinds of negotiations. It has risk factor which may leads to lost trust and further negotiations.

Case Incident: THE MAKING OF A GREAT PRESIDENT

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Case Incident: THE MAKING OF A GREAT PRESIDENT

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1. Do you think leaders in other contexts (business, sports, religion) exhibit the same qualities as great U.S presidents? 

Ans. I think leaders in the other contexts may not exhibit all the same quality’s as a great U.S. presidents. A sports person can take risk decision to dive from 10 stair building which exhibit his/her personal risk, where as U.S. president may not take any personal risk decision in certain suctions which involves economy, environment and people. A leader in religion may exhibit unconventional behavior but which way not a good quality for U.S president to exhibit.

2. How important do you think charisma is to a president’s  greatness? 

Ans. Charisma is important to a president but it is not that much important for president’s greatness. A president’s greatness is not only set by charisma it is also involved with other.  A high charisma president needs a good situation to influence followers. A charisma president can influence his followers with his vision and articulation. Followers attribute heroic or extraordinary leadership abilities when they observer charisma leader behavior.

3. Do you think being in the right place at the right time could influence presidential greatness?   

Ans. Yes I think being in the right place at right time could influence presidential greatness. Franklin D. Roosevelt  offered a vision to get the United States out of the great depression in the 1930’s. His perception to followers, abilities and responses to their needs and feelings influenced presidential greatness.

4. Do you think historians can be biased in evaluating a president’s greatness? If so, how? 

Ans. I don’t think only historians can be biased in evaluating a presidents greatness. A past president ideology can not be good for present day and present president ideology may not be good for past time. Being in the right place at the right time can also change the evaluating a president greatness.

Case Incident: HERD BEHAVIOR AND THE HOUSING BUBBLE (AND COLLAPS)

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Case Incident: HERD BEHAVIOR AND THE HOUSING BUBBLE (AND COLLAPS)

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1. Some  research suggests heard behavior increases as the size of the group increases. Why do you think this might be the case? 

Ans. Yes herd behavior increases as the size  of the group increases. As the group of the size increases group will follow certain norms. If  one of the person find any benefits from any resources then every one in the group try to gain benefit from same resource. If any member added to group, he/she need acceptance by group.  Thus the member is susceptible to conforming to the group norms. There are considerable  evidence  that the group can place strong pressure on individual member to change there attitude and behavior to conform to the group standards.  Every individual try to compare with other group members and try to be equal with them. As a result, increase herd behavior as group increases.

2.  One researcher argues that “pack behavior” comes about because it has benefits. What is the upside of such behavior? 

Ans. In certain ways pack behavior have benefits. Pack behavior was seen most commonly in an exclusive circle of people with a common purpose. The pack will be leaded by a individual in a group who can restrict  the other individuals in the group. Leader will have more responsibilities with in the pack and about the pack.  Leader will make every one comfort in the pack. All the members will follow the pack leader and leader will use certain methods  to keep the followers in line.

3.  Shiller argues that herd behavior can go both ways: It explains the housing bubble, but it also explains the bust. As they see others bidding down home prices to abnormally low levels.” Do you agree with Shiller? 

Ans. Yes I agree with Shiller. We can also observe  herd behavior go both ways in share market. For example if there was any negative news regarding a company  then people immediately begin sell  off  shares of the stock. In other way if any good news about a company was reported in the news then people start buying the company shares which will drive up the stock price.

4. How might organizations combat the problems resulting from heard behavior?   

Ans. Herd behavior in organizations was mostly seen in groups. If any one in group are lazy or inept, then seeing them others will also reestablish equality by reducing there effort. As if all individuals in whole group reduce there effort, productivity will reduce. This is because group results cannot be attributed to any single person, the relationship between an individual’s input and group output is clouded. There are several ways to prevent this  1). set group goals, so the group has a common purpose to strive towards; 2). increase intergroup competitions, which again focuses on the shared outcome; 3). engage in peer evaluation so each person evaluates each other person’s contribution; 4). select members who have high motivation and prefer to work in group, and 5). if possible, base group rewards in part on each member’s unique contributions.