ase Activity: Chapter 09: Managing Human Talent and Diversity/Inclusion

Grade

100%

During the staff meeting, the performance of BJ is discussed. BJ works hard but received a poor customer rating, and the manager is told to "figure it out" or fire BJ. Which of the following would be the best approach to try to improve BJ's performance? A. Provide BJ with 360-degree feedback from customers, coworkers, and managers to give him insight into how his behavior is perceived. B. Implement a profit-sharing plan so that all employees receive the same percentage bonus if the restaurant they work at meets its profitability target. C. Give BJ a raise because his poor performance is probably a symptom of poor motivation, and money is a great motivator. D. Have BJ attend a restaurant management course at a local college.

A. Provide BJ with 360-degree feedback from customers, coworkers, and managers to give him insight into how his behavior is perceived.

If Mitchell Gold reached out to a female employee to help her learn how to get ahead in the organization, Mitchell would be acting as: A. A mentor B. A network group leader C. A diversity coordinator D. A diversity ombudsman

A. A mentor

Imagine that Scott has asked your opinion about whether Barcelona should try to reduce involuntary turnover. What is an advantage of the current practice of firing a large percentage of employees? A. Barcelona can develop a monoculture in which all employees behave similarly. B. Barcelona can replace less effective performers with better performers. C. Barcelona can gain valuable feedback about deficiencies in the company by conducting exit interviews. D. Barcelona saves money on training costs.

B. Barcelona can replace less effective performers with better performers.

As a result of their efforts to encourage diversity, Mitchell Gold and Bob Williams can expect to see all of the following in their company except: A. Improved customer relations B. Increased turnover C. Increased conflict D. Improved problem solving

B. Increased turnover

When Scott says, "Human resources is one of the most important things we do in our business," what is he referring to? A. Saving money on compensation and benefits costs B. Obeying employment laws such as the Fair Labor Standards Act and the Civil Rights Act of 1964 C. Managing employees as a source of competitive advantage D. Writing HR policies that assume all employees value the same aspects of employment

C. Managing employees as a source of competitive advantage

Scott believes that "you can't train people to be enthusiastic, nice, fun, great people. You have to hire that." Based on this, which HR activity would be appropriate for Barcelona? A. Screen job applications on the basis of whether the candidate has a college degree. B. Put all new hires through extensive customer service training, both on-the-job and in formal workshops. C. Evaluate employees' performance and give them bonuses on the basis of how many customers they serve each shift, on average. D. Have job candidates perform a role-play in which they demonstrate their customer service skills.

D. Have job candidates perform a role-play in which they demonstrate their customer service skills.

The culture at Mitchell Gold + Bob Williams cannot be described using the phrase

monoculture

Another restaurant manager says to you, "I've heard that Barcelona has a three-step hiring process. Candidates first have an interview in which Scott does most of the talking, and then they visit Barcelona restaurants and record their impressions. This seems like a lot of work. What is a purpose of both these steps?" What would you tell the manager? A. Both steps give candidates a realistic preview of the job. B. Both steps help Barcleona attract more and higher-caliber candidates to apply for positions. C. With both steps, Scott gets the kind of information an ability test would provide. D. In both steps, Scott gets the benefits of a situational interview.

A. Both steps give candidates a realistic preview of the job.

Scott has asked you for advice about his hiring process. He is concerned that Barcelona is not hiring the right people. He says he doesn't learn much from résumés and says, "I've hired too many people that I thought were amazing in an interview, and they ended up being a dud, and vice versa." What advice would you give? A. Before interviewing an applicant, have him or her complete an online personality test that has been validated for teachers and social workers. B. Perform a job analysis to clearly identify what skills are needed to perform in each position at Barcelona. C. Only hire people with at least two years' experience in the same position at another restaurant. D. In addition to posting positions on Craigslist, use job boards like Monster.com to increase the number of applications received.

B. Perform a job analysis to clearly identify what skills are needed to perform in each position at Barcelona.