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Posted: April 9th, 2022
Week 14 & 6
Discussion question # 1: Discussion with one of the Zoom videoconferences on Saturday raises an interesting point about an uncomfortable topic. The terms, “good ol’ boy club” and “old boy network” have been around as long as I can recall -- perhaps, as long as jobs have existed. The Harvard affiliation in our current case study was referenced as an example of this. Nepotism and cronyism are other forms of favoritism. What is the logical dividing line between a good hire and one that is based on favoritism? Is this a clear or blurry line? What if you are the one who benefits from favoritism? Defend. (Use Name Your Price: Compensation Negotiation at Whole Health Management attachment as a reference when answering this question)
Discussion question # 2: (Minimum 200 words) What are the limitations of Pitney Bowes’ approach to employee health? (Use the Pitney Bowes: Employer Health Strategy document to answer this question)
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Discussion question # 3: (Minimum 200 words) What recommendations would you make to Michael Critelli in 2008? (Use the Pitney Bowes: Employer Health Strategy document to answer this question)
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Week 14 and 6 Discussion Question No. 1: On Saturday, a discussion with one of the Zoom videoconferences makes an interesting point regarding an uncomfortable subject. The phrases "good ol' boy club" and "old boy network" have been around for as long as I can remember — possibly as long as jobs have existed. In our current case study, the Harvard affiliation was used as an example of this. Favoritism can also take the form of nepotism or cronyism. What is the logical line that distinguishes a good hire from one based on favoritism? Is this a distinct or hazy line? What if you are the beneficiary of favoritism? Defend. (Name Your Own Price: When answering this question, please refer to the Compensation Negotiation at Whole Health Management attachment.
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