Due to growing environmental concerns and recent legislation, tin-lead (Pb-Sn) solders are being phased out by lead-free (LF) solders.

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This chapter reviews the common business practice of providing an employee handbook to new employees, which should guide employee behavior. The expectations and responsibilities of employees are accepted and documented using an employee acknowledgement statement. These real-world practices are introduced to the college human resource management classroom through the course syllabus and a document called a “Course Start Contract” or “Acknowledgement of Syllabus and Course Requirements” developed by the authors. The Course Start Contract explains and reinforces the need for college students to accept responsibilities in the classroom in the same way that employees must accept responsibility and comply with organizational requirements in the workplace.

Global organizations (GOs) rely on global IT teams to remain competitive and link global operations. The Global Organizational Fit Pyramid can facilitate decision making when selecting global IT team members and GO personnel for international team assignments. The Global Organizational Fit Pyramid provides a hierarchy of five decision levels to consider when putting together global IT teams. Level one: global status factors involves decisions regarding large-scale issues such as nationality, religion, and legal rules. Level two: social rank factors involves social background or history issues. Level three: experience factors involves experiences including work history. Level four: credential factors involves issues such as educational history and professional credentials. Level five: individual factors involves individual characteristics including physical, personality, and even emotional traits. The Global Organizational Fit Pyramid can be useful for selecting global IT team members. The Pyramid also may be applicable to other global team and HR-related decision-making issues.

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