• What kind of policies do you think would work best to prevent workplace violence?
• Assume that a union has organized the faculty at the university or the college where you are a student. What impact would you expect the union to have on the faculty? Which faculty would you expect to support the union? Which would not support the union? How would a faculty union affect the students' educational experience? Explain.
• Some people believe that U.S. MNCs should serve as vehicles for cultural change in developing countries by introducing modern U.S. HRM practices and instilling values (such as punctuality and efficiency) in the workforce that are necessary for industrialization. Do you agree with this assertion? Explain your position.
• What, in your opinion, is the most significant impact of a union on the management of human resources? Explain.
• U.S. MNCs experience a much higher rate of early returns with their expatriate employees than European and Japanese MNCs do. What explains this difference? What HRM policies and procedures would you develop to reduce this problem?
• Suppose a goal of management is to reduce the number of grievances filed by union employees each year. What are some ways that the HRM staff can contribute to this goal?
• It is often said that "good pay and good management" are the keys to successful union avoidance. Spell out the kind of policies and practices companies should develop if they want to keep their workers from unionizing. Do you think the employee relations practices you have mentioned are less costly or more costly than working with unionized labor?
• According to a recent news story in Business Week, "For years, American multinationals have been pilloried for shipping U.S. jobs overseas. Now, they're exporting something else: layoffs. Among the giants going abroad with their axes: Motorola, Goodyear, Procter & Gamble, Compaq Computer, JDS Uniphase, and Delphia Automotive. Each is cutting at least 2,500 overseas jobs. Sara Lee is cutting 1,300 jobs - not one in the U.S. All are at its Hanes clothing plants in Central and South America. Those were on top of 7,000 European layoffs at Hanes plants." Many people abroad are shocked at how easily U.S. firms can throw long-term employees out of work, particularly when it is very difficult to find another job in a labor market where layoffs are uncommon. Do you think that U.S. companies should be more compassionate with employees when local conditions in a foreign country make it very difficult for laid-off workers to find alternative employment opportunities?
• Do you think that wellness programs are worth their cost to a company? Explain.
• Some people believe that cross-cultural training often reinforces stereotypes by discussing aspects of a culture that may be applicable to some members of that culture but not to all. Do you agree? How can cross-cultural training be provided to avoid this problem? Explain.