Solutions Manual for
Human Resource Management
17e By Sean Valentine, Patricia
Meglich, Robert Mathis, John
Jackson
(All Chapters 1-16, 100% Original
Verified, A+ Grade)
All Chapters Arranged Reverse: 16-1
This is the Original Solutions Manual
for 17th Edition, All Other Files in the
Market are Wrong/Old Questions.
,Solution and Answer Guide
VALENTINE, MEGLICH, HUMAN RESOURCE MANAGEMENT, 17TH EDITION , 2025,
9780357899281; CHAPTER 16: GLOBAL HUMAN RESOURCE MANAGEMENT
TABLE OF CONTENTS
Content Type........................................................................................................................1
Case: A Tale of Two Societies..................................................................................................... 1
CONTENT TYPE
CASE: A TALE OF TWO SOCIETIES
1. What is your opinion of the protections and benefits provided to workers by European
employers? What are the advantages and disadvantages of these approaches? Do you
think regulations in European nations are too generous?
Solution:
The protections and benefits provided to workers by European employers are generally
seen as robust and beneficial, particularly in terms of promoting worker’s well-being
and job security. However, there are both advantages and disadvantages to these
approaches:
a) Advantages of European worker protections and benefits:
o Job security and stability.
o Work-life balance.
o Employee loyalty.
o Focus on societal well-being.
b) Disadvantages of European worker protections and benefits:
o Increased labor costs for employers.
o Reduced flexibility.
o Potential for abuse.
Whether the regulations in European nations are “too generous” depends on the
viewpoint:
European regulations may seem fair to workers, but for companies in a globalized
market, they may hinder efficiency, potentially making them less stringent than
those in less stringent countries.
The European approach benefits workers but presents challenges for employers in
terms of cost and flexibility, requiring a balance between workers’ rights and
business needs for competitiveness.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 1
accessible website, in whole or in part.
, 2. Do you think American companies provide employees with enough perks? What are the
advantages and disadvantages of these strategies? What could be improved?
Solution:
Here is the current state of perks in American companies:
Many large U.S. companies offer comprehensive health insurance plans.
The United States has no federal mandate for paid sick leave or paid parental
leave, though some companies do provide these benefits.
Remote work and flexible hours have become more common, especially in tech
and white-collar industries.
Advantages of American perk strategies:
Offer unique perks like wellness programs, free meals, or gym memberships.
Attracting top talent by offering perks such as performance bonuses, stock
options, and flexible work environments.
American companies benefit from a more flexible benefits structure.
Disadvantages of American perk strategies:
Unlike European countries, the United States does not provide universal
healthcare, paid sick leave, or paid parental leave.
Benefits like stock options or bonuses are often tied to performance or job level,
which can create inequities between the employees.
Many workers in the United States receive minimal paid leave compared to
international standards.
U.S. companies can more easily lay off employees compared to European nations.
Strategies that could be improved:
Expanded paid leave: generous paid leave policies can boost employee loyalty.
Increased job security and protections: stronger job protections can lead to
economic stability in unstable sectors.
Affordable health care: the role of companies in bridging the U.S. health care
coverage gap.
Improved work-life balance initiatives: companies should prioritize flexible work
schedules for greater success.
Increased focus on employee well-being: wellness programs can transform your
company culture and employee satisfaction.
3. How would you design worker protections and benefits in an organization, using the
best of both the U.S. and European models of employment?
Solution:
Here’s how I would approach the design:
Job security and layoff protections:
o European influence: customized plans based on company and economy.
o U.S. influence: the importance of tailored severance packages in modern
American companies.
o Design approach: maximizing workforce flexibility without compromising job
security.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 2
accessible website, in whole or in part.
, Paid leave (sick, family, and vacation leave):
o European influence: enhance workforce productivity with flexible paid leave
options
o U.S. influence: paid vacation and flexible PTO systems boost workplace morale.
o Design approach: design a leave system that offers generous benefits while
maintaining flexibility for employers.
Health Care and Wellness:
o European influence: achieve holistic employee well-being with comprehensive
health coverage.
o U.S. influence: boost employee satisfaction with flexible health insurance
options.
o Design approach: create a health care system that combines the personal
choice aspect of the U.S. model with the universal access concept found in
Europe.
Work-Life Balance:
o European Influence: offer flexible working hours and encourage remote work
options where possible, allowing employees to balance personal and
professional commitments.
o U.S. influence: ensure that employees are held accountable for results but
allow them to work when and where they are most productive.
o Design approach: prioritize both employee autonomy and company goals by
creating a flexible, supportive work environment.
Retirement Benefits and Financial Security:
o European influence: Provide a pension plan or retirement savings plan with a
company match or guaranteed employer contribution, ensuring employees have
a financial safety net after retirement.
o U.S. influence: employer matching contributions, providing employees with the
flexibility to contribute more to their retirement if desired.
o Design approach: offer financial security with flexibility for employees in their
both short- and long-term financial planning.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 3
accessible website, in whole or in part.
Human Resource Management
17e By Sean Valentine, Patricia
Meglich, Robert Mathis, John
Jackson
(All Chapters 1-16, 100% Original
Verified, A+ Grade)
All Chapters Arranged Reverse: 16-1
This is the Original Solutions Manual
for 17th Edition, All Other Files in the
Market are Wrong/Old Questions.
,Solution and Answer Guide
VALENTINE, MEGLICH, HUMAN RESOURCE MANAGEMENT, 17TH EDITION , 2025,
9780357899281; CHAPTER 16: GLOBAL HUMAN RESOURCE MANAGEMENT
TABLE OF CONTENTS
Content Type........................................................................................................................1
Case: A Tale of Two Societies..................................................................................................... 1
CONTENT TYPE
CASE: A TALE OF TWO SOCIETIES
1. What is your opinion of the protections and benefits provided to workers by European
employers? What are the advantages and disadvantages of these approaches? Do you
think regulations in European nations are too generous?
Solution:
The protections and benefits provided to workers by European employers are generally
seen as robust and beneficial, particularly in terms of promoting worker’s well-being
and job security. However, there are both advantages and disadvantages to these
approaches:
a) Advantages of European worker protections and benefits:
o Job security and stability.
o Work-life balance.
o Employee loyalty.
o Focus on societal well-being.
b) Disadvantages of European worker protections and benefits:
o Increased labor costs for employers.
o Reduced flexibility.
o Potential for abuse.
Whether the regulations in European nations are “too generous” depends on the
viewpoint:
European regulations may seem fair to workers, but for companies in a globalized
market, they may hinder efficiency, potentially making them less stringent than
those in less stringent countries.
The European approach benefits workers but presents challenges for employers in
terms of cost and flexibility, requiring a balance between workers’ rights and
business needs for competitiveness.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 1
accessible website, in whole or in part.
, 2. Do you think American companies provide employees with enough perks? What are the
advantages and disadvantages of these strategies? What could be improved?
Solution:
Here is the current state of perks in American companies:
Many large U.S. companies offer comprehensive health insurance plans.
The United States has no federal mandate for paid sick leave or paid parental
leave, though some companies do provide these benefits.
Remote work and flexible hours have become more common, especially in tech
and white-collar industries.
Advantages of American perk strategies:
Offer unique perks like wellness programs, free meals, or gym memberships.
Attracting top talent by offering perks such as performance bonuses, stock
options, and flexible work environments.
American companies benefit from a more flexible benefits structure.
Disadvantages of American perk strategies:
Unlike European countries, the United States does not provide universal
healthcare, paid sick leave, or paid parental leave.
Benefits like stock options or bonuses are often tied to performance or job level,
which can create inequities between the employees.
Many workers in the United States receive minimal paid leave compared to
international standards.
U.S. companies can more easily lay off employees compared to European nations.
Strategies that could be improved:
Expanded paid leave: generous paid leave policies can boost employee loyalty.
Increased job security and protections: stronger job protections can lead to
economic stability in unstable sectors.
Affordable health care: the role of companies in bridging the U.S. health care
coverage gap.
Improved work-life balance initiatives: companies should prioritize flexible work
schedules for greater success.
Increased focus on employee well-being: wellness programs can transform your
company culture and employee satisfaction.
3. How would you design worker protections and benefits in an organization, using the
best of both the U.S. and European models of employment?
Solution:
Here’s how I would approach the design:
Job security and layoff protections:
o European influence: customized plans based on company and economy.
o U.S. influence: the importance of tailored severance packages in modern
American companies.
o Design approach: maximizing workforce flexibility without compromising job
security.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 2
accessible website, in whole or in part.
, Paid leave (sick, family, and vacation leave):
o European influence: enhance workforce productivity with flexible paid leave
options
o U.S. influence: paid vacation and flexible PTO systems boost workplace morale.
o Design approach: design a leave system that offers generous benefits while
maintaining flexibility for employers.
Health Care and Wellness:
o European influence: achieve holistic employee well-being with comprehensive
health coverage.
o U.S. influence: boost employee satisfaction with flexible health insurance
options.
o Design approach: create a health care system that combines the personal
choice aspect of the U.S. model with the universal access concept found in
Europe.
Work-Life Balance:
o European Influence: offer flexible working hours and encourage remote work
options where possible, allowing employees to balance personal and
professional commitments.
o U.S. influence: ensure that employees are held accountable for results but
allow them to work when and where they are most productive.
o Design approach: prioritize both employee autonomy and company goals by
creating a flexible, supportive work environment.
Retirement Benefits and Financial Security:
o European influence: Provide a pension plan or retirement savings plan with a
company match or guaranteed employer contribution, ensuring employees have
a financial safety net after retirement.
o U.S. influence: employer matching contributions, providing employees with the
flexibility to contribute more to their retirement if desired.
o Design approach: offer financial security with flexibility for employees in their
both short- and long-term financial planning.
© 2025 Cengage Learning, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly 3
accessible website, in whole or in part.
