21. The Loyal Soldier HR strategy emphasizes organizational fit rather than fit with a particular job. 22. Under the Loyal Soldier HR strategy applicants receive a realistic recruiting message that provides information about all aspects of the job and organization. 23. Employees are expected to turn over under the Loyal Soldier HR strategy given the level of wages paid by the organization. 24. The Loyal Soldier HR strategy predicts that an employee who is not performing well in a given job will be swiftly removed from the position and organization and a new employee will be hired from the external labor market. 25. Compensation plans under the Loyal Soldier HR strategy seek to significantly differentiate the pay of high and low performers to enhance motivation.
21. The Loyal Soldier HR strategy emphasizes organizational fit rather than fit with a particular job.
22. Under the Loyal Soldier HR strategy applicants receive a realistic recruiting message that provides information about all aspects of the job and organization.
23. Employees are expected to turn over under the Loyal Soldier HR strategy given the level of wages paid by the organization.
24. The Loyal Soldier HR strategy predicts that an employee who is not performing well in a given job will be swiftly removed from the position and organization and a new employee will be hired from the external labor market.
25. Compensation plans under the Loyal Soldier HR strategy seek to significantly differentiate the pay of high and low performers to enhance motivation.
26. An organization with a Loyal Soldier HR strategy will use group incentives to encourage cooperation among workers.
27. Profit-sharing and stock plans to link employee behavior with long-term organizational interest are consistent with the Loyal Soldier HR strategy.
28. A labor union’s emphasis on long-term employment and equality among workers is compatible with the Loyal Soldier HR strategy.
29. Like the Free Agent HR strategy, the Committed Expert HR strategy emphasizes the development of talent internally.
30. Compensation under the Committed Expert HR strategy includes substantial pay at risk, a risk premium, and long-term incentives such as profit sharing and stock options.
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