MAN 3320 CHAPTER 14 EMPLOYEE STAFFING AND BENEFITS

The employment law in the United States requires large employers to give employees _____ of advance warning for large layoffs.

60 days

How is turnover rate estimated?

By calculating the percentage or proportion of employees who leave a firm in some time period

Match the costs associated with voluntary turnover (in the left column) with their examples (in the right column). Instructions

Financial costs matches Choice Human resources (HR) staff time Replacement costs matches Choice Staffing costs associated with new hires Training costs matches Choice Loss of productivity

In the context of downsizing, identify the true statements about a no-layoff or guaranteed employment policy. (Check all that apply.)

It involves a gamble and a bet that, if lost, could badly damage employee loyalty and trust. It requires a good amount of organization and human resources (HR) planning.

Identify the true statements about retention management. (Check all that apply.)

It involves terminating employment relationships that do not benefit a firm. It aims at keeping employees with needed KSAOs.

Identify the typical benefits of voluntary turnover. (Check all that apply.)

It presents an organization with the opportunity to restructure work units. It leads to vacancy that creates a chance for promotion or transfer for others.

The classic progressive discipline model has originated from the _____.

National Labor Relations Act

In the context of voluntary turnover, which of the following typically influence employees' desire to leave? (Check all that apply.)

Personal reasons unrelated to job Experienced shocks Job satisfaction

In which of the following situations is an organization most likely to prevent voluntary turnover?

Salma, an employee, is a valued intellectual capital.

True or false: One of the ways to address turnover concerns is internal transfers.

True

Identify the causes of discharge turnover as a type of involuntary turnover. (Check all that apply.)

Very poor person/job fit Unsatisfactory job performance

To possess attraction and retention power, extrinsic rewards offered by an organization to its employees must _____.

be unique and unlikely to be provided by its competitors

Decreasing a firm's staffing levels through layoffs or elimination of job categories is known as _____.

downsizing

The procedure that blends the stage approach of progressive discipline with the more developmental perspective of performance management is known as

positive discipline

Arrange the stages in the process of performance counseling and discipline in the correct order of occurrence. (Place the first stage at the top.) Instructions

1. Determining performance problems 2. Evaluating the causes of performance problems 3. Developing corrective actions 4. Developing and discussing clear consequences for continued performance problems 5. Documenting incident, corrective actions, and consequences of continued performance problems t 6. Terminating if performance problems are not resolved

Arrange the stages of the performance management process in the correct order of occurrence. (Place the first stage at the top.) Instructions

1. Performance planning 2. Performance execution 3. Performance appraisal 4. Performance decisions

Which of the following situations are typically prohibited by the employment law in the United States? (Check all that apply.)

An employer terminates an employee because the employee is 45 years old. An employer terminates an employee because the employee belongs to a particular religion.

Match the types of voluntary turnover (in the left column) with their descriptions (in the right column). Instructions

Avoidable turnover matches Choice It could have been prevented by organizational actions, such as a new job assignment or a pay raise. Unavoidable turnover matches Choice It refers to employee quits that an organization probably could not have prevented, such as people's retirement.

Identify the causes of voluntary turnover. (Check all that apply.)

Desirability of leaving Ease of quitting

Match the causes of voluntary turnover (in the left column) with their examples (in the right column). Instructions

Desirability of leaving matches Choice Reduced job satisfaction Ease of quitting matches Choice Reduced cost of leaving Alternatives matches Choice Availability of job offers

Match the types of involuntary turnover (in the left column) with their descriptions (in the right column). Instructions

Discharge turnover matches Choice It aims at the individual employee and is due to discipline and/or job performance issues. Downsizing turnover matches Choice It is part of a cost-reduction program or organizational restructuring to improve organizational effectiveness and increase shareholder value.

Identify the recommendations for an organization to design and use its performance management system. (Check all that apply.)

Evaluations of an employee's performance should include supporting documentation. Raters should be trained on the performance appraisal process and the ways to avoid common rating errors.

Desirability of leaving is one of the three drivers of voluntary turnover. In this context, match the types of rewards (in the left column) with the corresponding guidelines for increasing job satisfaction and retention (in the right column). Instructions

Extrinsic rewards matches Choice Establish fair reward allocation systems. Intrinsic rewards matches Choice Improve work/life balance.

Match the costs associated with discharge turnover (in the left column) with their examples (in the right column). Instructions

Financial costs matches Choice Possible contract buyout Replacement costs matches Choice Orientation program time and materials Training costs matches Choice Socialization

Match the costs associated with downsizing turnover (in the left column) with their examples (in the right column). Instructions

Financial costs matches Choice Voluntary severance package Other costs matches Choice Loss of important employees and KSAOs

The information gathered by assessing the average level of tenure possessed by employees is often similar to the results from assessing turnover rates. In this context, match the levels of turnover rates (in the left column) with the corresponding levels of employment duration (in the right column). Instructions

High turnover rates matches Choice Low employment duration Low turnover rates matches Choice High employment duration

In the context of retention management, which of the following is part of turnover analysis?

Identifying employees' reasons for leaving

Benchmark turnover data can help with the interpretation of the retention and turnover rates. In this context, match the types of benchmarking (in the left column) with their features (in the right column). Instructions

Internal benchmarking matches Choice It focuses on changes in a firm's own turnover data over time. External benchmarking matches Choice It involves a firm comparing its own data with the current turnover rates and trends of other firms.

Which of the following statements are true about discharge turnover? (Check all that apply.)

It leads to savings from not replacing an employee. It presents firms with an opportunity to restructure its work units.

Identify a true statement about the Job Openings and Labor Turnover Survey (JOLTS) as a major external benchmarking source.

It offers data on total employment, hires, quits, job openings, layoffs and discharges, and other separations.

Which of the following statements are true about downsizing turnover? (Check all that apply.)

It typically increases production and staffing flexibility. It helps spread risk by outsourcing tasks to other firms.

Identify the true statements about downsizing turnover as a type of involuntary turnover. (Check all that apply.)

It usually includes groups of employees. It is also known as a reduction in force (RIF).

Match the types of retention initiatives based on their effectiveness (in the left column) with their examples (in the right column). Instructions

Most effective retention initiatives matches Choice Benefits and dispute resolution Least effective retention initiatives matches Choice Relative pay and variable pay

Match the types of retention initiatives in terms of their effectiveness (in the left column) with their examples (in the right column).

Most effective retention initiatives matches Choice Work design that enhances participation Least effective retention initiatives matches Choice A selection system that is sophisticated

Match the types of retention initiatives in terms of their effectiveness (in the left column) with their examples (in the right column). Instructions

Most effective retention initiatives matches Choice Work design that enhances participation Least effective retention initiatives matches Choice A selection system that is sophisticated

Which of the following is a cause of downsizing turnover as a type of involuntary turnover?

Overstaffing of an organization

Match the stages of the performance management process (in the left column) with their descriptions (in the right column).

Performance planning matches Choice It includes the process of setting specific behavioral performance goals for individual employees. Performance execution matches Choice It emphasizes the actual performance of the job. Performance appraisal matches Choice It involves setting up a regular performance review at the end of the performance period. Performance decisions matches Choice It involves using the information gathered during the performance review to help make decisions related to an employee's performance.

Match the stages of the performance management process (in the left column) with their descriptions (in the right column). Instructions

Performance planning matches Choice It includes the process of setting specific behavioral performance goals for individual employees. Performance execution matches Choice It emphasizes the actual performance of the job. Performance appraisal matches Choice It involves setting up a regular performance review at the end of the performance period. Performance decisions matches Choice It involves using the information gathered during the performance review to help make decisions related to an employee's performance.

In the context of the intrinsic rewards provided by an organization to its employees, identify the true statements about the role of communication in organizational support. (Check all that apply.)

Providing the employees with constructive feedback can increase the support. Continued communication has been shown to contribute to retention.

In the context of the process of performance counseling and discipline, match the categories of job performance (in the left column) with their descriptions (in the right column). Instructions

Task performance matches Choice It includes the completion of job assignments that are particularly part of the job description. Citizenship matches Choice It is reflective of the social and psychological environment of work created by employees. Counterproductivity matches Choice It indicates actions that undermine performance or directly violate organizational rules.

Multiple regression analysis can be used to predict the likelihood that an employee will turn over. In this context, match the components of multiple regression analysis (in the left column) with their examples (in the right column). Instructions

The dependent variable matches Choice Employee turnover at the individual or group level The predictor matches Choice Factors like pay rates or job characteristics

Match the levels of employees' intrinsic satisfaction (in the left column) with the corresponding situations (in the right column). Instructions

The employees are not as intrinsically satisfied with their work. matches Choice When the employees work on small, repetitive activities that do not have a clear connection with a finished product The employees are typically intrinsically satisfied with their work. matches Choice When the employees' work contributes to an identifiable end product that is useful for others

Match the types of nature of jobs (in the left column) with the ways in which organizations can encourage retention (in the right column). Instructions

The extrinsic nature of jobs matches Choice By developing desirable compensation plans and unique benefits programs The intrinsic nature of jobs matches Choice By making sure that managers engage in effective and motivational leadership behaviors

When using the decision process for retention initiatives, an organization should ask itself about the ways in which it should attack the problem of turnover. Which of the following is a step involved in this stage of the process?

The organization considers the desirability of leaving, ease of leaving, and alternatives available to an employee.

Which of the following is a guideline that should be followed by an organization to enhance the possibility that employees will look for their next employment within the organization?

The organization should foster professional connections among employees.

ITrue or false: The employment law in the United States requires performance appraisals to be fairly and equitably applied to all employees undergoing separation.

True

True or false: Before offering extrinsic rewards to employees in order to have attraction and retention power, a firm must benchmark against its competitors to identify what they are offering.

True

True or false: Information gathered from employee self-reported levels of organizational commitment indicate that those who feel low levels of commitment are much more likely to leave an organization.

True

True or false: The employment law in the United States requires performance appraisals to be fairly and equitably applied to all employees undergoing separation.

True

Which of the following is the first question an organization needs to ask itself when using the decision process for retention initiatives?

"Do we think that turnover is an issue?"