Chap12_MGT

a

Using grievance procedures, workers who believe they are not being fairly treated are allowed to voice their concerns and have their interests represented by the union. True False

a

Which of the following components of the HRM system serves a developmental purpose by providing employees valuable information about their strengths and weaknesses? Recruitment and selection Labor relations Performance appraisal and feedback Pay and benefits Training and development

d

Which of the following is specific only to employee development, and not training? Simulation Classroom instruction On-the-job training Formal education Role playing

c

Which of the following is true about traits and trait appraisals? In trait appraisals, managers appraise performance by the results or the actual outcomes of work behaviors Possessing a certain trait always ensures that it will be used on the job and result in high performance. Trait appraisals may be viewed as unfair or potentially discriminatory by workers and courts of law. Trait appraisals often enable managers to give employees feedback they can use to significantly improve performance. Trait appraisals focus on relatively short-lived human characteristics that change often.

c

_____ appraisals assess what workers are like while _____ appraisals assess what workers do. Trait; results Behavior; results Trait; behavior Results; behavior Behavior; trait

e

_____ are used by managers to assess subordinates on personal characteristics that are relevant to job performance, such as skills, abilities, or personality. Sales appraisals Behavior appraisals Goal appraisals Results appraisals Trait appraisals

b

_____ focuses primarily on teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills needed to be effective performers. Performance appraisal Training Development Objective appraisal Worker relations

b

_____ includes all the activities managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals. Product management Human resource management Total quality management Distribution management Customer relationship management

d

_____ includes all the activities managers engage in to develop a pool of qualified candidates for open positions. Labor relation Subjective appraisal Feedback Recruitment Job enlargement

b

_____ is an example of a benefit that is legally required and hence not optional. Life insurance Unemployment insurance Health insurance Dental insurance Child care

c

_____ is the process by which a manager shares performance appraisal information with a subordinate and develops a plan for the future development of that subordinate. Training Selection Performance feedback Recruitment Job evaluation

b

_____ questions often present interviewees with a scenario they are likely to encounter on the job and ask them to indicate how they would handle it. Unstructured interview Situational interview Traditional interview Conventional interview Informal interview

e

_____ refers to a manager's evaluation of a subordinate's job performance and her contributions to the organization. Monitoring Invigilating Validating Performance training Performance appraisal

b

_____ refers to the process by which managers decide the relative qualifications of job applicants and their potential for performing well in a particular job. Training Selection Development Performance appraisal Feedback

b

By regularly evaluating employee performance, managers may fail to identify their strengths and weaknesses. True False

b

In on-the-job training, learning occurs in classrooms, outside the work setting where employees acquire the knowledge and skills required to perform their jobs. True False

a

Supply forecasts estimate the supply of qualified workers in the external labor market. True False

d

Tests that measure the individual characteristics of job applicants that are relevant to successful performance on the job are known as _____. ability tests physical tests IQ tests personality tests performance tests

b

The National Labor Relations Act of 1935 prohibits workers from organizing into unions. True False

c

The act that made it legal for workers to organize into unions was the _____. Fair Labor Standards Act Civil Rights Act National Labor Relations Act Occupational Safety and Health Act Equal Employment Opportunity Act

a

The tasks, duties, and responsibilities that make up a job are known as the _____. job description job evaluation statement of goals job specification performance feedback

d

Tim's method of interviewing involves asking applicants the same standard set of questions. What type of interview does Tim conduct? Unstructured interview Situational interview Customized interview Structured interview Virtual interview

a

To develop executives who will have an understanding of, and expertise in, a variety of functions, products and services, and markets, managers make sure that executives with high potential have different job proficiencies, some in line positions and some in staff positions. This is employee development through _____. varied work experiences formal education on-the-job training role-playing simulation

a

A broad comparative concept that refers to how an organization's monetary compensation incentives compare, in general, to those of other organizations in the same industry employing similar kinds of workers is known as: pay level. pay structure. economies of scale. relative benefits plans. relative employee perks.

b

A job applicant is interviewed multiple times by different interviewers. In each case, it was found that the interviewers drew very similar conclusions about the applicant. This indicates the interview process has high _____. validity reliability flexibility affability complexity

a

A manager attempting to select a test for a job applicant that will most accurately predict the applicant's performance on the job is primarily concerned with the _____ of the test. validity predictability reliability compatibility consistency

a

A trait appraisal involves assessing subordinates on personal characteristics that are relevant to job performance, such as skills, abilities, or personality. True False

b

A(n) _____ clusters jobs into categories reflecting their relative importance to the organization and its goals, levels of skill required, and other characteristics managers consider important. employee grade pay structure job analysis job description simulated structure

b

An advantage afforded by outsourcing is the increased control that managers gain over the quality of goods and services. True False

c

An employee needs time off from work to care for a family member who is ailing from a terminal illness. Which of the following laws mandates that she be allowed to do this? Occupational Safety and Health Act Civil Rights Act Family and Medical Leave Act National Labor Relations Act COBRA Act

b

An organization that selects students by conducting career fairs inside college campuses is using internal recruitment. True False

b

As a part of its human resource planning process, KRQ Consulting estimates the qualifications of all current employees as well as the qualifications of the available workers in the external job market. KRQ Consulting is engaging in_____. management accounting supply forecasting insourcing offshoring simulations

d

Before creating training and development programs, managers should perform a _____ to determine which employees require training or development and what type of skills or knowledge they ought to acquire. job analysis feedback session realistic job preview needs assessment subjective appraisal

c

Davidson Software Technologies believes in hiring only the best programmers in the industry. As a result, it uses a comprehensive hiring process that involves testing and interviewing dozens of highly qualified professionals before hiring. This is an example of which of the following components of the HRM system? Training and development Labor relations Recruitment and selection Performance appraisal Performance feedback

b

Development activities tend to take place at the lower levels of management of the organization, while training activities tend to take place at the higher levels of the organization. True False

a

Gathering background information, performance tests, physical ability tests, and references are all examples of _____. selection tools performance appraisal tools subjective appraisal tools quality assurance tools objective appraisal tools

b

In a 360-degree appraisal, a manager receives feedback based on evaluations by his or her superior alone. True False

b

In cafeteria-style benefit plan, all employees are offered the same benefit package that is predetermined by managers at the top. True False

c

In order to develop employees who can take on new responsibilities and more challenging positions, an organization provides a tuition reimbursement program to its employees. In this case, the organization is aiming to develop its employees through _____. mentoring training formal education varied work experiences simulation

a

In the context of selection tools, validity is the degree to which a test predicts performance on the tasks or job in question. True False

c

Instead of hiring an accountant, an organization decides to contract with a local accounting firm for its tax accounting needs. The process is known as _____. lateral recruitment external recruitment outsourcing internal recruitment offshoring

a

Labor relations are the activities managers engage in to ensure that they have effective working relationships with the worker's unions that represent their employees' interests. True False

b

Lateral moves refer to job changes that entail significant changes in job responsibility and authority. True False

b

Managers determine the potential of job applicants in performing particular jobs by evaluating their qualifications and previous job experience. This process is called _____. interviewing selection 360-degree appraisal validating reference-checking

c

Newly-hired trucking employees of a courier delivery service ride with experienced drivers during deliveries to familiarize themselves with routes, timings, and driving conditions. This method of imparting training is an example of _____. simulations classroom instruction on-the-job training formal education role playing