CHAPTER 1 EXERCISES

THEME

Divide the class into six groups of approximately equal size. Assign each group one of the
following roles:

Nancy is 28 years old. The divorced mother of three children ages 3, 5, and 7, she is the
department head. She earns $40,000 per year at her job and receives another $3,600 per
year in child support from her ex-husband.

Ethel is a 72-year-old widow. She works 25 hours per week at an hourly wage of $8.50 to
supplement her $8,000 annual pension and earns a total of $19,000 per year.

John is a 34-year-old born in Trinidad who is now a U.S. resident. He is married and the
father of two small children. John attends college at night and is within a year of earning
his bachelor’s degree. His salary is $27,000 per year. His wife is an attorney and earns
approximately $50,000 per year.

Lu is 26 years old and single with a master’s degree in education. He is paralyzed and
confined to a wheelchair as a result of an auto accident. He earns $32,000 per year.

Maria is a single, 22-year-old woman born and raised in Mexico. She came to the United
States only 3 months ago, and her English needs considerable improvement. She earns
$20,000 per year.

Mike is a 16-year-old high school sophomore who works 15 hours per week after school
and during vacations. He earns $7.20 per hour, or approximately $5,600 per year.

Background:

The six participants work for a company that has recently installed a flexible benefits
program. Instead of the traditional “one benefit package fits all,” the company is allocating
an additional 25 percent of each employee’s annual pay to be used for discretionary
benefits. Those benefits and their annual cost are as follows:

- Supplementary health care for employee:

 Plan A (no deductible and pays 90 percent) =$3,000
Plan B ($200 deductible and pays 80 percent) =$2,000
Plan C ($1,000 deductible and pays 70 percent) =$500
- Supplementary health care for dependents (same deductibles and percentages as
above):
Plan A =$2,000
Plan B =$1,500
Plan C =$500
- Supplementary dental plan =$500
- Life insurance:
Plan A ($25,000 coverage) =$500
Plan B ($50,000 coverage) =$1,000
Plan C ($100,000 coverage) =$2,000
Plan D ($250,000 coverage) =$3,000
- Mental health plan =$500
- Prepaid legal assistance =$300
- Vacation 2 percent of annual pay for each week, up to 6 weeks a year
- Pension at retirement equal to approximately 50 per-cent of final annual earnings
=$1,500
- 4-day workweek during the 3 summer months (available only to full-time
employees) =4 percent of annual pay
- Day care services (after company contribution) =$2,000 for all of an employee’s
children, regardless of number
- Company-provided transportation to and from work =$750
- College tuition reimbursement =$1,000
- Language class tuition reimbursement =$500

REPLY

1. Nancy has a yearly income of $40000

25%*$40000=$10000
Nancy’s benefit package does not exceed $10000, include:
- Supplementary health care for employee: Plan B ($200 deductible and pays 80
percent) =$2,000
- Life insurance: Plan D ($250,000 coverage) =$3,000
- Day care services (after company contribution) =$2,000 for all of an employee’s
children, regardless of number
- Company-provided transportation to and from work =$750
- 4-day workweek during the 3 summer months (available only to full-time
employees) =4 percent of annual pay: 4%*$40000=$1600
- Vacation =2 percent of annual pay for each week, up to 6 weeks a year,
$40000/48*6*2%=$100
 The total amount of benefits that Nancy must pay is $9450
2. Ms. Ethel has a yearly income of $19000
25%*$19000=$4750
Ms. Ethel’s benefit package does not exceed $4750, include:
- Supplementary health care for employee: Plan C ($1,000 deductible and pays 70
percent) =$500
- Life insurance: Plan B ($50,000 coverage) =$1,000
- Mental health plan =$500
- Pension at retirement equal to approximately 50 per-cent of final annual earnings
=$1,500
- Company-provided transportation to and from work =$750
 The total amount of benefits that Ms. Ethel must pay is $4250
3. John has a yearly income of $50000
25%*$50000=$12500
John’s benefit package does not exceed $12500, include:
- Supplementary health care for employee: Plan B ($200 deductible and pays 80
percent) =$2,000
- Supplementary health care for dependents (same deductibles and percentages as
above): Plan B =$1,500, $1500*2=$3000
- Life insurance: Plan D ($250,000 coverage) =$3,000
- Day care services (after company contribution) =$2,000 for all of an employee’s
children, regardless of number
- Company-provided transportation to and from work =$750
- College tuition reimbursement =$1,000
- Vacation =2 percent of annual pay for each week, up to 6 weeks a year,
$50000/48*6*2%=$125
 The total amount of benefits that John must pay is $11875
4. Lu has a yearly income of $32000
25%*$32000=$8000
Lu’s benefit package does not exceed $8000, include:
- Supplementary health care for employee: Plan A (no deductible and pays 90 percent)
=$3,000
- Life insurance: Plan D ($250,000 coverage) =$3,000
- Mental health plan =$500
- Prepaid legal assistance =$300
- Company-provided transportation to and from work =$750
 The total amount of benefits that Lu must pay is $7550
5. Maria has a yearly income of $20000
25%*$20000=$5000
Maria’s benefit package does not exceed $5000, include:
- Supplementary health care for employee: Plan B ($200 deductible and pays 80
percent) =$2,000
- Life insurance: Plan B ($50,000 coverage) =$1,000
- 4-day workweek during the 3 summer months (available only to full-time
employees) =4 percent of annual pay, 4%*$20000=$800
- Language class tuition reimbursement =$500
 The total amount of benefits that Maria must pay is $4300
6. Mike has a yearly income of $5600
25%*$5600=$1400
 Mike’s benefit package does not exceed $1400, include:
- Supplementary health care for employee: Plan C ($1,000 deductible and pays 70
percent) =$500
- Life insurance: Plan A ($25,000 coverage) =$500
- 4-day workweek during the 3 summer months (available only to full-time
employees) =4 percent of annual pay, 4%*$5600=$224
 The total amount of benefits that Mike must pay is $1224
CHAPTER 3 EXERCISE
1. Benefits (Lợi ích)
2. Compensation/pay (Bồi thường/ Trả tiền)
3. Flexibility to balance life and work issues. (Linh hoạt để cân bằng các vấn đề
cuộc sống và công việc)
4. Job security (Bảo đảm công vviệ)
5. Feeling safe in the work environment (Cảm thấy an toàn trong môi
trường làm việc)
6. Communication between employees and
management (Giao tiếp giữa nhân viên và quản lí)
7. Relationship with co-workers (Mối quan hệ với đồng nghiệp)
8. Management recognition of employee job performance. (Quản lý công
nhận nhân viên hiệu suất)
9. The work itself (Bản than công việc)
10. Opportunities to use skills/abilities (Cơ hội sử dụng kĩ năng/khả năng)
11. Autonomy and independence (Tự chủ và độc lập)
12. Overall corporate culture (Văn hóa dn nói chung)
13. Meaningfulness of job (Ý nghĩa của công việc)
14. The variety of work (Sự đa dạng của công việc)
15. Career development opportunities (Cơ hội phát triển nghề nghiệp)
16. Relationship with co-workers (Mối quan hệ với dồng nghiệp)
17. Contribution of work to organization’s business goals (Đóng góp cv cho tổ
chức mục tiêu kinh doanh)
18. Organization’s commitment to professional development (Tổ chức cam
kết chuyên nghiệp phát triển)
19. Job-specific training (Đào tạo đặc thù công việc)
20. Career advancement opportunities (Cơ hội thăng tiến công việc)
21. Networking (Mạng)
Chapter 5 : Personality and Value (Tính cách và giá trị)
1) Personality: Tính cách
2) Values: Giá trị
3) Extraverted: có tinh thần hướng ngoại
4) Introverted: có tinh thần hướng nội( nội tâm)
5) Sensing: giác quan
6) Intuitive: thuộc về trực giác
7) Thinking: sự suy nghĩ
8) Feeling: cảm xúc
9) Judging: thẩm phán
10) Perceiving: nhận thức, quan sát
NOTE
1. IQ is a type of standard score that indicates how far above, or how far below,
his/her peer group an individual stands in mental ability. The peer group score
in an IQ of 100; this is obtained by applying the same test do huge numbers of
people from ll socia-economic strate of spciety and taking the average. The
term ‘IQ’ was coined by the pyschologist William Stem for the German tern
Intelligenzquotient in 1912
2. EQ Peter Salovely and John D.Mayer coined the term “Emotional Intelligence”
in 1990 describing it as “a form of social intelligence that involues the ability to
monuter one’s own and others’s feeling and emotions, to descriminate among
them and to use this information to guide one;s thinking and action”. Goleman
argued that it was not cognitive intelligence that guaranteed business success
but emotional intelligence. He described emotionally intelligent people as those
 with tour characters fics. Self-awareness, self- management, social awareness,
social skill.
3. CQ (Cultrural intelligence is a critical part of setting yourself apart in today’s
globalized world of artificial intelligence, machine learning and innovation. It’s
th ability to relate and work affectively with people from different cultural
backgrounds and it goes beyond existing notions of cuktural intelligence, you’ll
know how to strategically use cultural difference to come up with more
innovation solutions. In culturally diverse situations, CQ predicts: Personal
Adjustment and Adaptability; Judgment an Decision Making; Negotiation
Effectiveness; Trust, idea sharing and Innovation; Leadership Effctiveness;
Profitability and cost- savings
4. PQ (Performance Qualifications are a collection of test cases used to verify that
a system performs as expected under simulated real-word condition. The
performance qualification test requirements defined in th User Requiment
Specification (or possibly the Functional Requirements Specification).
Sometimes the performance qualification is performance by power user as the
system is being released.
5. AQ according to stolz (1997) is a valid predictor of one’s success, performance,
risk-taking capacity for ahange, threshold for stress, productivity,
responsibility, accounntability, persererance, improvement, helth, morale, and
optimism.