1 -What guidelines should be followed to make sure that recruitment advertising does not violate
equal employment laws? -What is “360-degree feedback”? What advantages might it have over more traditional performance
appraisal systems that use only downward feedback? What are some of the problems that could occur in
using a 360-degree feedback system? -What is the difference between equal pay and comparable worth? Why are these concepts so
important? -What are some of the advantages and disadvantages of a merit-based compensation system? -What is meant by the term mandated benefit? Describe government-mandated benefits. What
are the advantages and disadvantages of each? -Describe the advantages and/or disadvantages of accepting a lower pay and/or lower title
position. Provide practical information/ research to support your decision. Explain how your
assertion is supported (e.g. empirical evidence, theoretical belief, documented proof, how the
economy today may play in as a factor, or not). Also, in the discussion, answer the question:
Should inside or outside recruiters who refuse to interview candidates because of (perception)
being over-qualified held accountable for discrimination. Explain your answer.
What can you as an individual do about it? -Define occupational stress. Is stress the sole responsibility of the employee? Can you think of
examples where the employer shares in the responsibility for stress? Defend your answer. -What is employment at will? Identify and illustrate the limited areas that are exempt from
employment at will. -Right-to-work states are located primarily in the South and central parts of the country. Is there
any significance to this (see pp. 478-479)? Is such an alignment caused by the types of jobs in
different parts of the country (blue-collar vs. white-collar), or by political affiliation (Democrats
vs. Republican)?
