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Why line managers adopt the rational approach to recruitment

  1. Explain why line managers adopt the rational approach to recruitment?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

  1. Describe the differences between a job description and person specification?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

  1. List three ways to encourage diversity when recruiting candidates?

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.


Week 3: Selection Methods

  1. What are the problems with using selection interviews to identify the best candidate in relation to reliability and validity as a selection tool?
    You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.
  2. What are the advantages of using a competency framework to design selection interview questions?
    You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.  
    Week 4: Equality, Diversity and Inclusion
  3. A friend suggests that George should implement mandatory diversity training. Based on your reading of the Dobbin and Kalev (2016) article, do you agree with George’s friend?

Provide specific examples from the article to back up your point why you agree/why you do not.

  1. Please recommend to George two alternative diversity management interventions, that academic research has proven to be effective.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.


Week 5: Skills, Training and Development

  1. What are the challenges which Covid 19, has created for adult learners employability in the labour market?
  2. Why is coaching by line managers important for the performance of their teams?
    What benefits does conducting induction for new joiners have for organizations?  
    Week 6: Performance Management
  3. Please copy and paste a fully completed table assessing the performance review practices that you have experienced in your current job role.
  4. Identify one area of performance review in your current job role that is weak, and explain why this is a problem.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

Week 7: Academic writing, referencing and plagiarism

  1. What have you learnt about academic writing that will do differently as a result of your learning from today’s lecture/seminar?
  2. What have you learnt about plagiarism OR referencing that will do differently as a result of your learning from today’s lecture/seminar?  
    Week 8: Motivation and rewards
  3. Identify the main pros and cons of “Payment by Results” (PBR).

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

  1. Identify at least three of the more significant components of financial reward other than salary. Argue the benefits and drawbacks of each of them.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.


Week 9: The psychological contract and employee engagement

  1. Present a reliable definition of Employee Engagement.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

  1. Identify at least three of the benefits of Employee Engagement to organisations.

You should cite relevant theory to support your points and illustrate them with empirical evidence using Harvard referencing.

Week 10: International differences in organisations and management

  1. What are the challenges of leading in global firms?
  2. List the reasons for expatriate failure in global firms?

Week 11: Leadership style

  1. Present definitions and give examples of these five concepts:

• Transactional Leadership
• Transformational Leadership
• Contingency Leadership
• Situational Leadership
• Inclusive Leadership

Sample Solution

"Numerous pioneers in struggle circumstances are 'prisoners' to their internal feelings of trepidation and other negative feelings and neglect to see the open doors in settling them" . Indeed, it is a chance if struggle is managed valuably. Administration is a huge and significant subject, yet brimming with befuddling thoughts and wording, open to broadly various translations. It tends to be distinct additionally shift immensely. Instances of authority can be incredibly different as well. We lead when we oversee worker in work place or any association. We lead when we sort out anything. We surely lead when we oversee extends, or build up another business. We can discover administration in each kind of work place, and in each kind of experience and venture, paying little mind to scale, paying little respect to budgetary or official power. Thus, given the numerous manners by which administration works, it is nothing unexpected that initiative is so hard to characterize and portray. As you will see, administration can, fundamentally ought to be drawn closer from an assortment of stances. An accommodating method to comprehend initiative is by investigating administration thinking, type and hypotheses utilizing in certain circumstances as work place clashes and how he deals with the contention in individuals' association. At the point when an individual figures out how to impact the brains of a few people to act with a specific goal in mind towards the satisfaction of a particular or a general objective, at that point that individual is said to have shown initiative characteristics, and is considered as a pioneer. Numerous Africa nations have some association struggle, as a result of the absence of good administration styles still a significant issues. Along these lines, the instance of Mali is specific in this space, similar to others Africa nation. By and large clashes happen when the connection among pioneer and laborers are bad, or if pioneers and individuals are bad. The pioneer provides a feeling of guidance and of direction through the explanation of a convincing perspective. The years either side of the turn of the century saw the procedure of initiative become all the more a social just as a mental procedure of impact. In actuality, more exertion was placed into deciding the idea of the administration forms that were show in hierarchical settings. Maybe, on account of the huge measures of exertion that have been exhausted on revealing the variables related with powerful initiative in associations, there has once in a while been cynicism about the products of this work due to the a wide range of approaches and oftentimes conflicting discoveries (Miner 1975), in spite of the fact that the field is less instilled with a feeling of antagonism these days. Today we can discover numerous sort of initiative Situational possibility, participative, value-based. Explicitly this examination will investigate two hypothetical methodologies (Transactional and Transformational) applied in two gatherings. The principal bunch incorporates Malians pioneers and the subsequent one incorporates Chinese's pioneers. Strife gives off an impression of being an indispensable segment of human working, it has showed in various configurations for centuries. The term could be characterized by a horde of parameters and factors, and this makes trouble in planning an operational and accurate definition. Robbins (1998) accepts that specific shared factors underlie most definitions, and that conventional definitions ought to take a stab at expansive adaptability. He in like manner builds up the accompanying definition: "A procedure that starts when one gathering sees that another gathering has contrarily influenced, or is going to adversely influences something that the principal party thinks about." (1998, p. 434. Dynamic pioneers realize that contention is a characteristic piece of working in gatherings. They learn and practice viable methodologies for overseeing struggle, including approaches to: Manage their very own feelings, address their very own contentions; address others' contentions, practice emphaticness, help exchange, advance intervention. Strife is a characteristic piece of working in gatherings, in light of the fact that various individuals have various thoughts and perspectives. At some point or another, each pioneer should manage a contention between at least two individuals. What is important is the means by which the pioneer and gathering individuals address the contention. Dynamic pioneers realize that contention as a rule doesn't leave without anyone else. It might appear to vanish, yet then it springs up again in a sudden spot or time. To do this examination the analyst was do this system: We depict the exploration questions, speculations, and research plan pertinent to both administration styles and hierarchical peace promotion in some detail further on. The analyst was utilized both quantitative and subjective strategies to give luxuriously elucidating, yet deductively substantial, records of initiative and authoritative peace making forms. Quantitative viewpoints incorporate estimation of initiative styles dependent on poll review style, in utilizing Conflict Management Questionnaire (The Thomas and Kilmann (1974) Conflict Mode Instrument (MODE) and Multifactor Leadership Questionnaire the MLQ, Form 5X-Short (MLQ 5X) (Bass and Avolio 1995).The subjective methodology indicates the impression of laborers in the many work environment circumstances. At that point the analyst was created through substance investigation of information got from perceptions, polls and distributed markers. The approach that the scientist was utilized in this exploration comprises of five stages. Stage one was dedicated to survey of writing and past investigations that have associations with our exploration. The Phase two was dedicated to trial of speculations significant to the connections among administration styles and association peace promotion. At that point the contentions, the causes, the sorts of contention and the various ways to deal with handle struggle have been created. A normal third stage center around the improvement of research instruments, information assortment, information examination and understanding. Stage fourth, was committed to affirm, build up causality, examine and expand past discoveries. The fifth stage was indicated the suggestions for training and for further inquires about.
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