453 Exam 2

_____ involves the ends of a discipline process, while _____ and _____ focus on the means to those ends. A. Outcome fairness; procedural justice; interactional justice B. Interactional justice; outcome fairness; procedural justice C. Procedural justice; outcome fairness; interactional justice D. Outcome fairness; procedural justice; arbitration E. Procedural justice; interactional justice; arbitration

A. Outcome fairness; procedural justice; interactional justice

Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements? A. They are likely to raise principles of justice issues. B. Most employers stopped using these agreements during the 1990s. C. The courts have declared these agreements as illegal. D. Most employees see the agreements as equitable. E. In general, employees see the agreements as fair.

A. They are likely to raise principles of justice issues

A perception of _____ is a judgment that the organization carried out its actions in a way that took the employee's feelings into account. A. interactional justice B. procedural justice C. perceptual justice D. outcome fairness E. distributive justice

A. interactional justice

An organization's job structure consists of: A. the relative pay for different jobs within the organization. B. the average amount an organization pays for a particular job. C. the characteristics of jobs that the organization values and chooses to pay for. D. regular pay, overtime pay, and bonuses. E. the standard amount that employers must pay under federal and state law.

A. the relative pay for different jobs within the organization.

The first step in the instructional design process is: A. creating a learning environment. B. conducting a needs assessment. C. selecting training methods. D. ensuring employees' readiness for training. E. planning a training program.

B. Conducting a needs assesment

Which of the following types of incentive pay plans are designed to provide pay for individuals' performance? A. Gainsharing B. Merit pay C. Scanlon Plan D. Profit Sharing E. Stock Ownership

B. Merit Pay

Explanation, consideration, and empathy are key determinants of: A. perceptual justice. B. interactional justice. C. procedural justice. D. alternative dispute resolutions. E. distributive justice

B. interactional justice

A training program for improving interpersonal skills of line managers involves 15 four-hour sessions, each focusing on one interpersonal skill, such as communicating or coaching. At the beginning of each session, participants hear the reasons for using the key behaviors; then they watch a video of a model performing the key behaviors. They practice through role-playing and receive feedback about their performance. In addition, they evaluate the performance of the model in the video and discuss how they can apply the behavior on the job. Identify the training method being used in this scenario. A. Simulation B. Business games C. Behavior modeling D. Experiential training E. On-the-job training

C. Behavior Modeling

Organizational analysis looks at training needs in light of the: A. readiness of employees for training. B. performance deficiency of employees. C. management's support for training activities. D. tasks, knowledge, skills, and behaviors that training should emphasize. E. description of work activities required by a person's job.

C. Management's support for training activities

Which of the following training methods uses techniques like lectures, workbooks, CD-ROMs, DVDs, podcasts, and Web sites? A. Group building methods B. Hands-on methods C. Presentation methods D. Apprenticeship programs E. Experiential programs

C. Presentation methods

Which of the following is true about product-market competition? A. Organizations compete on multiple dimensions, e.g., quality, service, and price. B. Product-market considerations are of particular concern to a company when its customers place great importance on product rather than price. C. Product-market competition is the degree to which an organization must pay to compete against other companies that hire similar employees. D. Product markets place a lower limit on the pay an organization will offer its employees. E. The organizations in a product market are competing to serve different types of customers.

C. Product-market competition is the degree to which an organization must pay to compete against other companies that hire similar employees.

What kind of a training plan are managers most likely to support? A. Training plans that offer employees opportunities to travel. B. Training plans that are largely computer-based. C. Training that will result in a significant improvement compared to its cost. D. Training plans that have general goals and flexible timetables. E. Training plans with large budgets.

C. Training that will result in a significant improvement compared to its cost.

Why are cafeteria-style plans more expensive for an organization? A. Employers pay much higher premium on HMO than a preferred health care plan. B. Employers are required to pay higher insurance premium for laid-off workers. C. Contribution to PGBC to fund the retirement plan increases under this plan. D. Employees select the kind of benefits they expect to need the most. E. The employers bear the cost of providing employees with benefits they do not value.

D. Employees select the kind of benefits they expect to need the most.

Identify the evaluation approach to performance measurement that meets the following criteria: very high strategic congruence, usually high validity, high reliability, high acceptability, and high specificity regarding results but low specificity regarding behaviors necessary to achieve them. A. Comparative B. Attribute C. Behavioral D. Results E. Developmental

D. Results

The major disadvantage of distance learning as a training method is: A. the substandard teaching material. B. the failure to harness technology. C. its inability to provide information about specific topics. D. the limited interaction between the instructor and students. E. the cost of travel.

D. The limited interaction between the instructor and the students.

The Worker Adjustment Retraining and Notification Act requires that: A. organizations with unionized operations negotiate any closings or layoffs that will affect employees within the bargaining unit. B. organizations with more than 100 employees conduct and publicize the results of an environmental, community impact study before a plant closing that will affect at least 50 full-time employees. C. organizations with 50 or more employees and $10,000 or more in federal contracts prepare and post an affirmation plan. D. organizations with more than 100 employees give 60 days' notice before any closings or layoffs that will affect at least 50 full-time employees. E. organizations with more than 50 employees give at least 30 days' notice before any closings or layoffs that will affect all full-time employees.

D. organizations with more than 100 employees give 60 days' notice before any closings or layoffs that will affect at least 50 full-time employees.

People's perception of _____ is their judgment that fair methods were used to determine the consequences an employee receives. A. interactional justice B. perceptual justice C. outcome fairness D. procedural justice E. distributive justice

D. procedural justice

If a performance measure lacks _____ reliability, determining whether an employee's performance has truly changed over time will be impossible. A. external B. interrater C. strategic D. test-retest E. specific

D. test-retest

When designing incentives, managers should make sure that: A. all the employees are paid equal amounts. B. even the lowest performing employees get some rewards. C. employees earn slightly higher than his/her performance. D. the employees think that the pay plan is fair. E. employees earn slightly lesser than his/her performance.

D. the employees think that the pay plan is fair.

Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employees' knowledge and skills. A. systematic B. tactical C. strategic D. administrative E. developmental

E. Developmental

Which of the following benefits should be provided by organizations that have high-stress jobs to help employees put in the necessary long hours and alleviate stress? A. Additional paid leaves B. Greater number of medical leaves C. A share in company profits D. Increased coverage under health insurance E. Recreational activities such as on-site basketball courts

E. Recreational activities such as on-site basketball courts

_____ means effective performance management helps the organization achieve its business objectives. A. Systematic purpose B. Investigative purpose C. Developmental purpose D. Administrative purpose E. Strategic purpose

E. Strategic Purpose

If employers covered by this federal law do not give notice to the employees (and their union, if applicable) of layoffs, they may have to provide back pay and fringe benefits and pay penalties as well. Identify this law. A. The Davis-Bacon Act B. The Fair Labor Standards Act C. The right-to-work law D. The Employee Free Choice Act E. The Worker Adjustment Retraining and Notification Act

E. The Worker Adjustment Retraining and Notification Act

The administrative purpose of a performance management system refers to: A. linking employees' behaviors with the organization's goals. B. developing employees' knowledge and skills. C. linking to the organization's goals and communicating the goals and feedback about performance to employees. D. measuring each employee's performance to identify areas where expectations are not being met. E. the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.

E. the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.

According to the hot-stove rule, an organization's discipline should give warning and have consequences that are consistent, subjective, and immediate.

False

Attribute-based performance methods are tightly linked to organizational strategy.

False

Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life, compared with other people's feelings.

False

For the average person, the most important benefit is a pension program.

False

In terms of measuring performance, a major advantage of ranking systems is that they often are linked to the organization's goals.

False

Like merit pay, individual incentive pay is also rolled into an employee's base pay.

False

Management by objectives (MBO) systems seldom link employee performance to the organization's strategic goals.

False

Pay grades allow rates of pay for individual jobs to be more precisely matched to market rates and the organization's job structure

False

Stock options are best suited to motivate day-to-day effort or to attract and retain top individual performers.

False

The last step in the instructional design process involves choosing a training method.

False

The task analysis phase of needs assessment includes determining employees' readiness for training

False

Traditional performance measurement differs from total quality management (TQM) in that it assesses both individual performance and the system within which the individual works.

False

Usually, needs assessment for training begins with a person analysis

False

As a reasonable accommodation under the Americans with Disabilities Act, an employer may need to grant an employee time off or a flexible schedule to accommodate treatment if the employee is clinically depressed.

True

Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be valid, reliable, and acceptable.

True

Creating a formal discipline process is a primary responsibility of the human resource department.

True

Job satisfaction is based on perception, not always on an objective and complete measurement of the situation.

True

Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation physically, mentally, or emotionally.

True

Organizations establish performance management systems to meet three broad purposes: strategic, administrative, and developmental.

True

Performance management is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.

True

Recent data found that among workers with health insurance, about two-thirds were enrolled in a PPO.

True

Skill-based pay systems support efforts to empower employees and enrich jobs.

True

Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees

True

When employees are unclear about work methods, scheduling, and performance criteria because others hold different ideas about these, they are likely to suffer from role ambiguity.

True

When it comes to generating satisfaction, the most important aspect of work is the degree to which it is meaningfully related to workers' core values.

True