Radio Shack
When Radio Shack needed to lay off 400 employees, it sent them the following e-mail: The work force reduction notification is currently in progress. Unfortunately your position is one that has been eliminated. Recipients had 30 minutes to take care of their affairs before they had to meet with senior leaders. In a Washington Post article, psychologist Ken Siegel said, [this] represents a stupefying new low in the annals of management practice.
This was not the first beating that Radio Shack’s reputation had taken either. CEO David Edmondson was fired after a newspaper investigation discovered that he had not received degrees in theology and psychology from Heartland Baptist Bible College as he had claimed in his application. Racially discriminatory hiring practices had also put Radio Shack in the news. Radio Shack’s Fix 1,500 Initiative, a performance appraisal system, compares store managers to each other. After ranking mangers, the company gave the bottom 1,500 managers 90 days to improve. In the end, 1,734 managers were demoted to sales associates or terminated. Radio Shack also eliminated its stock-purchasing plan for employees while keeping the one for managers, creating a lot of ill feelings among employees. In the meantime, total sales have fallen by 12%, 530 stores have closed, and same-store sales have fallen 6.8%.
Refer to Radio Shack. What type of internal recruitment can Radio Shack use to attract the best possible employees?
a. job posting
b. employment services
c. job fairs
d. employee referrals
e. all of these
Refer to Radio Shack. To accurately measure job performance of its employees, Radio Shack should use:
a. subjective performance measures
b. job specification conformity
c. objective performance measures
d. distributive performance appraisals
e. qualitative performance evaluations