Questions (Ch. 10-12)

The first selection device most job applicants encounter when they seek a job are ______.

application forms and resumes

A ______is a performance appraisal process in which feedback is obtained from the boss, subordinates, peers, and co-workers as well as the employees themselves.

360-degree feedback (used to develop the employee through 4 sources)

Which of the following team sizes usually provides the best performance?

6 to 9

________ measure is a measure of job performance that is easily and directly counted or quantified.

An objective performance

______ ask raters to rate the frequency with which workers perform specific behaviors representative of the job dimensions that are critical to successful job performance.

Behavioral observation scales

Which of the following statements about résumés and job application forms is true?

Employeerelated laws apply to job application forms and résumés

_______ help companies meet the legal requirement that their human resource decisions be job-related.

Job specifications, job analyses, and job descriptions

Which of the following statements about employee turnover is true?

One of the best ways to discourage turnover is to link pay directly to performance

______is the form of sexual harassment in which employment outcomes such as hiring, promotion, or simply keeping one's job depend on whether an individual submits to sexual harassment.

Quid pro quo sexual harassment

Former female employees of a national real estate brokerage firm claimed that they were subjected to lewd remarks, unwanted groping, and sexual propositions by male co-workers. According to their attorney, "The firm created a frat-house culture and then failed to do anything about it." Their suit claims the women were victims of____.

a hostile work environment

Which of the following is an external recruiting method?

advertising

______ undermines team effectiveness by preventing teams from engaging in the kinds of activities that are critical to team effectiveness

affective conflict

_________ are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.

background checks

To improve traditional performance appraisal feedback sessions, it is recommended that managers _____.

base performance appraisal feedback sessions on self-appraisals

________ are extensive surveys that ask applicants questions about their personal background and life experiences.

biodata

The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of produce is legal as a result of ______.

bona fide occupational qualifications (BFOQs)

Which of the following is a factor that companies should carefully manage in order to increase the likelihood that teams will succeed?

bureaucratic immunity

With _____, teams no longer have to go through the frustratingly slow process of multilevel reviews and signoffs to get management approval before making changes.

bureaucratic immunity

_______ is the ability to make changes without first getting approval from managers.

bureaucratic immunity

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant _______.

can sue for defamation

_______ is the extent to which team members are attracted to a team and motivated to remain with it.

cohesiveness

Before beginning to recruit, organizations must _____.

conduct a job analysis

Which of the following is NOT necessary for stretch goals to effectively motivate teams?

conflict management teams

Which of the Big Five personality measures has the greatest impact on behavior in organizations?

conscientiousness

Which of the following is a legal problem employers may encounter in seeking, providing, or using employment references as part of the selection process?

defamation lawsuits

In order to ensure that women have the same opportunities for development and advancement as men, companies should ______.

develop mentoring programs

Which of the following diversity practices is a special kind of mentoring?

diversity pairing

Minority domination tends to be a particular problem in ______.

groups of 10 or larger

The fastest-growing population group in the United States is ______.

hispanic-americans

U.S.-based McKinsey & Co., the global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits McKinsey & Co by ______.

improving the quality of problem solving

Which of the following is a potential disadvantage associated with the use of work teams?

initially high employee turnover

Which of the following is an internal recruiting method?

job posting and career paths

A _______ is a written summary of the qualifications needed to perform a particular job.

job specification

Which of the following training methods is most appropriate for imparting information or knowledge to trainees? When the objective of training is practicing, learning, or changing behaviors?

lectures and planned readings; role playing

The major drawback to the use of virtual teams is ______.

members must learn to express themselves in new contexts

Group cohesion tends to be relatively strong at the ______ stage of team development.

norming

______ are informally agreed-on standards that regulate team behavior

norms

The term refers to a work environment where (1) each member is empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves; and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group.

organizational plurality

A team has finally matured into a fully-functioning team at the _____ stage of development.

performing

Which of the following is one of the stages that teams pass through as they develop and grow, rather than decline?

performing

________ is a compensation system in which employees are paid a set rate for each item they produce.

piecework

The _____ is created to complete specific, one-time projects or tasks within a limited time and is always temporary.

project team

An organization that rewards its team members through gainsharing is _____.

sharing the financial value of performance gains

_____ occurs when workers withhold their efforts and fail to perform their share of the work.

social loafing

_________ measures by requiring someone to judge a worker's performance. Ex: behavioral observation scales

subjective performance measure

According to the text, ______ typically amount to more than 90 percent of employees' salaries.

turnover costs

_______ would determine how well the background check predicted actual job performance.

validation

Which of the following is a direct (rather than indirect) measure of job applicants' capability to do the job?

work sample tests

Unlike forces,______, which punishes companies for not achieving specific gender and race differences in their work programs seek to benefit both _______ organizations and their employees by encouraging organizations to value all kinds of differences.

affirmative action; diversity

The primary benefit of the ______ paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

discrimination and fairness paradigm

An ESOP is an _____.

employee stock ownership plan

_________ consists of age, gender, ethnicity, and physical capabilities. The nation is trying to convince workers to eliminate age discrimination.

surface level diversity

______ are groups comprised of two or more people who work together to achieve a shared goal. The typical goal for such a group is to execute an assigned task.

traditional work groups

The least amount of team autonomy is found in _____ and highest is found in _____.

traditional work groups; self-desining teams

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?

all of these (selection decisions, compensation decisions, performance appraisals, training and development activities)

Team norms in an organization can create:

all of these (stronger organizational commitment, more trust in management, negative behaviors, such as breaking rules, increased job satisfaction)

Which of the following is NOT one of the recommendations for minimizing the occurrence of affective conflict and having a good fight?

always resolve issues by consensus

A(n) is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

diversity audit

______ is the loss of high-performing employees who voluntarily choose to leave a company.

dysfunctional turnover

What type of job interview might be used after a background question revealed the applicant had spent three years working in Africa convincing parents to allow their children to take polio vaccine?

semi-structured

In general, _______ is most effective for self-managing and self-directing teams performing complex tasks, while _______ works best in relatively stable environments where employees can focus on improving the productivity, cost savings, or quality of their current work system.

skill-based pay; gainsharing

Aptitude tests are also called ______.

specific ability tests

______ are extremely ambitious goals that workers don't know how to reach.

stretch goals

______ describes the average level of ability, experience, personality, or any other factor on a team.

team level

Team rewards that depend on ______ are the key to rewarding team behaviors and efforts.

team performance rather than individual performance

Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?

the access and legitimacy paradigm

__________ focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among its primary stakeholders.

the access and legitimacy paradigm

Which of the following statements about team development is true?

the growth stages are forming, norming, and performing

Organizational plurality is consistent with ______.

the learning and effectiveness paradigm

Which of the following is a paradigm for managing diversity?

the learning and effectiveness paradigm

Which of the following paradigms for managing diversity not only takes into account surface-level diversity but also focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization?

the learning and effectiveness paradigm