Identify and describe the fundamental difference between legalistic management and humanistic management? Describe several indicators that can be used to distinguish one from another. (CLO9

(CLO7) Identify and describe the fundamental difference between legalistic management and humanistic management? Describe several indicators that can be used to distinguish one from another.
(CLO9) Some management experts have recommended that performance appraisals be abolished. Provide three reasons why performance appraisals should be retained in modern healthcare organizations.
(CLO9) What are the advantages and disadvantages of grooming an internal vs. an external candidate as part of succession planning?
(CLO6) In light of staff recruitment and selection methods, why is it important to begin the search to fill a position by considering persons already employed by the organization?
(CLO4) Write or quote from chapter 13 of your textbook a concise statement that if conscientiously applied in interviewing, will ensure that only legal questions will be asked.
(CLO5) Where should a department manager first look for clues to corrective action when an employee exhibits problem in meeting the job’s minimum standards of performance?
(CLO8) How should managers prepare their employees to react to violence in the workplace? Why is this preparation necessary? Provide examples.
(CLO9) Why do mergers and other afflictions often lead to the consolidation of positions and reduction of the workflow/workforce?
(CLO3) What are the advantages to an organization using social networking sites to identifying potential candidates for employment? What are the disadvantages?
(CLO7) Why are unions targeting healthcare workers? Why is unionization among healthcare providers increasing when union membership in the total workforce is declining?
(CLO5, 7) Is arbitration an option in human resource problems? How do employees enter arbitration? How is the process or rules of arbitration different from those in courts?
(CLO8) Why do many organizations require that significant disciplinary action be cleared with human resources before they are implemented?
Please provide references and citations.