MHR 305 Exam #1

Based on the Strategic HR Systems Model, key performance indicators (KPIs) are part of which HR element of the overall model?

Organizational structure & organizational outcomes

Management of Firm Infrastructure

Reengineering Organization Processes: "Shared services" -Paid time off, sick leave, etc

The approach to job design that includes decision making autonomy and task significance is the _________ approach. a. mechanistic b. motivational c. biological d. perceptual e. socio-technical

b

Human Resource Management definition

Refers to the policies, practices, and systems used to attract, acquire, develop, reward, and retain workers that will support the achievement of organizational objectives

Employer or Court- Ordered Remedies for Illegal Discrimination:

Reinstatement Back Pay Compensatory Damages Punitive Damages

The Jackson Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. However, the training process that designs learning programs for these jobs has not been updated in many years so new employees are receiving a lot of training that is irrelevant to the real responsibilities associated with the jobs as they function today. This situation provides an example of ____________________. a. lack of horizontal integration b. vertical integration c. horizontal integration d. lack of vertical integration e. lack of support of top management

a

The key practical takeaway regarding effective diversity and inclusion programs based on our discussion of the racial incident that occurred at Starbucks is ______________. a. Diversity and inclusion programs must supplement diversity training with other supporting initiatives b. Diversity and Inclusion programs must include the majority group c. Diversity and inclusion programs need to be supported by top management d. Diversity and inclusion programs require an operating budget of $5-10 million per year e. Diversity and inclusion programs should only be based on gender and race.

a

The provision of OSHA that states that an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards is called _______. a. General Duty Clause b. Job Hazard Standard c. Safety for All Clause d. No Accidents Standard e. OSHA Inspection Clause

a

The marines video clip shown in lecture illustrated ___ as an element of organizational culture while the Nordstrom video illustrated the ___ element of organizational culture

values; stories

Management of Employee Contribution

Listening and responding to Employees: "Providing resources to employees"

Affirmative Action:

-Affirmative action is a program in which employers identify conspicuous imbalances in the workforce and take positive steps to correct underrepresentation of protected groups. Such plans focus on hiring, training and promoting protected groups. -Utilization is less than availability -Affirmative action is NOT about quotas

Horizontal Integration

-Degree of alignment between HR and HR -HR does many different things

General Management:

-Develops an overall strategic plan for an organization. -Creates operational and tactical plans to support the achievement of its strategic plan. -Establishes structures, processes, and systems to support the achievement of its strategic plan. -Oversees and supports the execution of an organization's strategic and operational plans. -Evaluates the effectiveness and performance of an organization and makes strategic and tactical decisions to enhance its performance.

Practical Guidelines for Sexual Harassment:

-Do not ignore or dismiss an employee who claims that he/she has been sexually harassed. -Take every complaint seriously!! -Create and implement a formal grievance procedure. -Provide sexual harassment training to managers and employees. -Provide support for the person who filed the complaint (e.g., HR contact, EAP). -Do not transfer, fire, or take any other adverse employment action against anyone based on a sexual harassment complaint alone. -Conduct a thorough and efficient investigation and document the timeline of events. -Take appropriate disciplinary action against those accused of engaging in sexual harassment based on company policy!!

Your Bottom Line: Legal Compliance and Preventing Lawsuits

-Educate and train managers and employees about employment laws. -Establish a formal complaint resolution process for workers. -Document detailed information about incidents and decisions made. -Follow company policy regarding disciplinary actions. Hold people accountable for their actions! -Ask only for information you "need to know."

Strategies for Preventing or Reducing Workplace Violence:

-Establish a policy of zero tolerance. -Administer severe negative consequences for those who violate the policy. -Encourage reporting of incidents. -Hold employee meetings to discuss workplace violence issues. -Develop a plan for workplace security. -Provide training for handling workplace violence and de escalating conflict situations

How is good strategy like a stack of pancakes?

-Exists in layers -Everything needs to support and align with each other

Employer Defenses Against Illegal Discrimination

-Job-relatedness (key knowledge and skills required for the job) -Seniority (bona fide seniority systems) -Business necessity (e.g., to ensure safety or security)

Strategies for Enhancing HR's Credibility:

-Listen to and focus on executive problems -Have HR staff view their roles as providing support to the line - customers! -Define HR responsibilities in relation to the line -Have HR and the line work together to form personnel policies -Ensure that HR staff have firsthand experience with line operations -Develop a positive chemistry with peers, subordinates, and managers -Act in ways that respect confidentiality of sensitive information and that possess integrity

Stability Corporate Strategy

-Maintaining employee motivation, satisfaction and retention -Providing meaningful career development for employees -Developing key employee knowledge and skills through training

External (Merger/Acquisition) Corporate Growth Strategies

-Managing change in culture, strategy, structure, processes, etc -Employee transfers, reassignments, and layoffs due to acquisitions -Managing employee communications during challenging organizational transitions and restructuring

Internal (Organic) Corporate Growth Strategies:

-Need to aggressively recruit and select new employees -Effective training and development to bring new employees up to speed rapidly -Linking compensation to achieving growth objectives

Which elements of organizational culture were illustrated in the Nordstrom video?

-Pancake syrup message -Permeation

Human Resource Management:

-Partners with management to develop and implement strategies to attract and acquire workers who possess the knowledge, skills, and abilities that an organization needs to successfully implement its strategic plan. -Partners with management to develop and implement strategies to enhance workers' capacity to perform their jobs and to contribute to the success of an organization. -Partners with management to develop and implement strategies to reward workers for their job performance and contributions to the success of an organization. -Partners with management to foster the development of an organizational culture and climate that support the organization's strategic plan and success. -Partners with management to develop and implement strategies to enhance worker safety and mental and physical health

Strategic Planning Process:

-Phase One: Organizing the process and analyzing the environment -Phase Two: Identifying and Analyzing Strategic Issues -Phase Three: Developing Strategies and Action Plans -Phase Four: Implementing Strategies

Retrenchment/Turnaround Corporate Strategy

-Reduction in staffing through layoffs and early retirements, hiring freezes, etc -Retraining employees for new jobs in the organization -Reducing costs through pay freezes, pay reductions, etc. -Working with the union to obtain concessions to increase the competitiveness of the firm

How is good strategy like syrup on pancakes?

-We need strategy to be understood and embraced by everyone -Permeates the relation/organization from top to bottom

Fox News Sexual Harassment Video

....

New Role for Senior & Line Management: Working with HR

1. Communicate to the organization that "soft stuff" matters 2. Define the "deliverables" from HR and make it accountable 3. Work with HR leaders and representatives as partners in handling workforce issues 4. Invest in innovative HR practices 5. Upgrade the quality of HR professionals

5 Phase Organizational Culture Transformation Program

1. Define the culture 2. Form culture transformation team 3. Implement transformation initiatives 4. Measure culture commitment 5. Monitor culture improvement

Ulrich's Strategic HR Roles Framework

1. Management of Strategic Human Resources 2. Management of Firm Infrastructure 3. Management of Employee Contribution 4. Management of Transformation and Change

Corporate Strategies

1. Stability Corporate Strategy 2. Internal (Organic) Corporate Growth Strategies 3. External (Merger/Acquisition) Corporate Growth Strategies 4. Retrenchment/Turnaround Corporate Strategy

Strategic HR Management: The Fundamental Questions to Ask:

1. What are the key objectives of the organization? 2. How can HR align its goals, strategies, and initiatives with the key objectives of the overall organization?

The Schulenburg-Gu Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. However, line managers elected not to use these job descriptions when engaging in recruiting and selection practices for these jobs. This situation provides an example of ____________________. a. lack of horizontal integration b. vertical integration c. horizontal integration d. lack of vertical integration e. stakeholder alignment

A

Quid Pro Quo Sexual Harassment

A manager who gives an employee preferential treatment in exchange for "sexual favors."

Management of Strategic Human Resources

Aligning HR and business strategy: "Organizational diagnosis"

Vertical Integration

Alignment between organization and HR

Phase Three: Developing Strategies and Action Plans

Budgets Action Plans

Gretchen Carlson Video

Historically the person who comes forward is silenced

Internal Stakeholder:

Employees Manager Owners

Phase Four: Implementing Strategies

Evaluation Monitoring Implementation

Test for Adverse Impact - The 4/5 (80%) Rule

If the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.

Management of Transformation and Change

Managing transformation and change: "Ensuring capacity for chance"

Horizontal Integration on Spreadsheet

Negative value

Artifacts of Organizational Culture:

Physical structures Language Rituals and ceremonies Stories and legends

The Fish Philosophy:

Play Make their day Be there Choose your attitude

Vertical Integration on Spreadsheet

Positive value

Focus on ... (with sexual harassment)

Prevention → be proactive Create a zero tolerance sexual harassment policy and follow it

Phase One: Organizing the process and analyzing the environment

Readiness Assessment Plan the Plan Stakeholder Assessment Mandate Analysis Environmental Scan

Test for Adverse Impact Example #1

Selection Ratio for Business Analyst Position By Race/Ethnicity Hispanics 56% Caucasians 70% African Americans 60% Asian Americans 61% American Indians 53%

Organizational culture:

Shared Values: -Conscious beliefs -Evaluate what is good or bad, right or wrong Shared Assumptions: -Unconscious, taken-for-granted beliefs -Implicit mental models, ideal prototypes of behavior

'Soft Ss'

Shared values Style Staff Skills

Profile of a Workplace Killer:

Socially Isolated Experiencing personal stressors Low self-esteem and no outlet for anger Difficulty dealing with frustration and criticism Fascinated with weapons and the military Temper-control problems Drug and alcohol abuse History of conflict Paranoia Making threats or intimidating others

Phase Two: Identifying and Analyzing Strategic Issues

Strategic Issues Goals & Objectives Vision Mission Values

'Hard Ss'

Structure Strategy Systems

External Stakeholder:

Suppliers Society Government Creditors Shareholders Customers

Characteristics of Effective Diversity, Equity, and Inclusion Programs:

Support for top management. Ongoing communication regarding diversity issues and events. Employee Resource Groups (ERGs) to better understand the needs and concerns of under-represented groups. Aligning performance appraisal and reward systems with diversity objectives A culture that embraces diversity. Zero tolerance policies regarding not respecting diversity and a process for reporting and resolving grievances. Ongoing evaluation of the DEI initiative in terms of KPIs. Ongoing DEI training for all managers and individual contributors

Which element of culture was demonstrated in the Marines video?

Value system: moving towards chaos (unusual, and unique to marines)

10 Benefits of Workplace Diversity:

Variety of different perspectives Increased creativity Faster problem solving Higher innovation (big one; drives profits) Better decision making Increased profits Higher employee engagement Reduced employee turnover Better company reputation Improved hiring results

Workplace Safety: Conditions Associated with Workplace Violence:

Weak economy Widespread Layoffs Rigid, authoritarian management styles Insensitive terminations Pressure for increased productivity Working late at night Working with the public Increased workloads

When taking a strategic approach to human resource management, the first question that needs to be asked is ____?

What are the goals/objectives of the organization?

When taking a strategic perspective to HR, the second question that must be asked is:

What does HR need to do is align what it does to support the objectives and strategies of the organization?

Hostile Work Environment Sexual Harassment

When the behavior of someone in the work setting is sexual in nature and is perceived by an employee to be offensive and undesirable.

Amazon, the online retailer, has been rapidly expanding its operations on a variety of dimensions as it continues to innovate and enter new business segments. From an HR perspective, Amazon will need to address which of the following strategic HR challenges? a. Aggressive recruiting and selection of new employees b. Linking compensation to achieving cost cutting objectives c. Providing meaningful career development for employees d. Employee transfer, reassignments, and layoffs e. Offering flexibility in employee choice of benefits

a

Based on our discussion of global competitiveness of the United States as a country, the U.S. workforce ranked high on many of the KPIs for quality of workforce, but the long-term concern is that . a. many of these workforce metrics are trending downwards b. the workforce metrics in the most recent rankings will become obsolete in the next five years c. the quality of American colleges and universities is slipping rapidly due to a lack of investment d. the cost of going to college will become impossible for everyone except for the wealthy in the future e. all of the above

a

Based on our discussion of the alignment between corporate strategies and HR practices, the classic misalignment between corporate strategy and HR is in the area of . a. compensation and benefits b. performance appraisal c. training d. employment laws e. recruiting

a

Based on the "Home Depot" case study covered in discussion section, the key advantage of the technology used by Home Depot to support its hiring process is that it _________. a. required the company to be more systematic in its evaluation of job candidates and in making hiring decisions. b. It was a low cost system to implement. c. It handled all phases of the hiring process for managers. d. It was supported by top management. e. all of the above.

a

In terms of handling employment laws effectively, the key objective for management, HR, and individual contributors is to achieve . a. compliance with all applicable laws and regulations b. a basic understanding of relevant local and state HR laws and regulations c. affirmative action goals and timetables d. the creation of a culture that values teamwork e. the creation of in-depth training programs on employment laws that individual contributors (but not managers) need to complete

a

One of the most important and often overlooked steps in the process for conducting a job analysis is ________. a. validation b. utilization analysis c. availability analysis d. team consensus method e. correlation method

a

You have been hired as a consultant by the vice-president of human resources at a computer company in order to help her to develop and implement strategies for enhancing the credibility of HR in the organization. Based on this situation and the Strategies for Enhancing the Credibility of HR, which of the following would you recommend? a. Ensure that HR staff have firsthand experience with line operations. b. Formally define HR responsibilities in relation to external customers and suppliers. c. Never question senior management's decisions about employee issues. d. Listen to focus primarily on front-line employee problems and concerns. e. All of the above.

a

Based on our discussion of Johnson and Johnson, the company ranked as #1 as great company for diversity due to a variety of factors including __________. a. the company has a strict quota system for hiring women and minorities b. the CEO holds members of his senior management team accountable by tying compensation to the degree to which they achieve diversity goals. c. all new employees go through an in-depth diversity training program as part of their onboarding process. d. the CEO holds weekly lunch talks with employees to answer questions they have about diversity issues. e. All of the above

b

Based on our discussion of the female transgender lawsuit (Chavez vs. Credit Nation Auto Sales), the key mistake that the manager in question made that is an important practical takeaway is . a. he excluded the employee from communications being sent to the rest of the team b. he made derogatory comments about the employee's transgender status prior to terminating her c. he gave the employee unjustifiably low performance evaluation ratings d. he disciplined the employee for performance issues in an inconsistent manner e. all of the above

b

Based on our discussion of the managerial implications for preventing problems with employment legal issues, what is the best strategy for enabling an employer to resolve employment-related problems and to keep "its dirty laundry" in house? a. Carefully document employment decisions. b. Establish a complaint resolution process. c. Ask only for information you need to know. d. Provide training regarding employment laws to employees and managers. e. Be consistent in implementing employee policies and practices.

b

Based on the clip from "Young Frankenstein" shown in class, a major problem with many organizational strategies and initiatives is that they are . a. lacking clear objectives and a systematic action plan b. composed of disjointed and incoherent elements c. implemented using an overly aggressive timeline d. totally inadequate in terms of providing the support that workers require e. all of the above.

b

Customers dining at some restaurants have become so aggressive and hostile toward their servers and hosts, that management is creating and enforcing new rules for customer behavior in order to protect their employees. Based on the Strategic HR Systems Model, this is an example of which element of the HR component of the system? a. planning activities b. core execution activities c. workforce KPIs d. organizational KPIs e. strategic activities

b

Customers dining at some restaurants have become so aggressive and hostile toward their servers and hosts, that the company has redesigned and updated all jobs in the restaurant to emphasize new responsibilities to enable workers to perform their jobs. Based on the Strategic HR Systems Model, this is an example of which element of the HR component of the system? a. organizational KPIs b. planning activities c. workforce KPIs d. strategic activities e. core execution activities

b

The Based on "The Office" video clip showing interactions between Michael Scott, the general manager, and Toby, the HR manager, illustrate which reality about the relationship HR and management in many real world organizations? a. It is a strategic business partnership that adds value to the success of a company. b. It reflects a tension between management's desire to do what it wants and constraints created by a consideration of HR implications. c. Managers and HR operate completely independent of one another. d. It is very formal and professional. e. It focuses on financial and administrative issues in the company

b

The CEO at CTM Corporation is highly effective in demonstrating commitment and concern for the company's financial performance and strategy, is not often aware of the implications of business decisions for HR policies and practices and potential legal liability and costs. Based on our discussion of this issue in lecture, this CEO . a. is using two-way linkage thinking b. lacks an HR radar/mindset c. is using one-way linkage thinking d. lacks business acumen e. all of the above

b

The CRITICAL practical takeaway for the effective handling of issues of active shooter scenarios and sexual harassment in an organization is to . a. provide training on the issue for all employees b. take every complaint seriously by investigating it c. integrate coverage of these issues in a company's annual report d. pass responsibility for these issues to local law enforcement e. not act on potential threats unless you are certain that the complaint is real

b

The Wellington Corporation has established a formal e-business unit designed to develop products and services that will utilize the Internet. This new emphasis required a new set of knowledge and skills among employees including expertise in technology management and an understanding of the needs and preferences of Internet customers. The HR department has established goals and strategies that emphasize hiring employees that possess teamwork skills and the ability to work in a highly structured environment (i.e., lots of formal work rules and policies). This situation provides an example of _________. a. lack of horizontal integration b. lack of vertical integration c. lack of effective strategy execution d. lack of effective strategy evaluation e. lack of corporate-level strategic planning

b

The Wellington Corporation has established a formal e-business unit designed to develop products and services that will utilize the Internet. This new emphasis required a new set of knowledge and skills among employees including expertise in technology management and an understanding of the needs and preferences of Internet customers. The HR department has established goals and strategies that emphasize hiring recent college grads who majored in computer science and information technology, were very "tech savvy," and were very outgoing and service-oriented. This situation provides an example of . a. horizontal integration b. vertical integration c. lack of horizontal integration d. lack of vertical integration e. diversity and inclusion management

b

The key benefit of the HR Linkage Model component of the GTE/Verizon balanced scorecard discussed in class is that it links and shows how factors drive (cause) each other in terms of supporting the ultimate objective which was . a. customer satisfaction b. corporate shareholder value c. employee engagement d. operating costs e. process efficiency

b

The most significant change that was made by the Civil Rights of 1991 that changed the game for employers in dealing with employment lawsuits was that it . a. put the burden of proof on the plaintiff in the case b. put the burden of proof on the employer to defend its employment practices c. made it illegal to file reverse discrimination lawsuits d. made quotas legal so long as they supported the business strategies of the employer e. prohibited trials by jury and the awarding of punitive and compensatory damages

b

You have been hired as a consultant by the vice-president of human resources at a computer company in order to help her to develop and implement strategies for enhancing the credibility of HR in the organization. Based on this situation and the Strategies for Enhancing the Credibility of HR, which of the following would you recommend? a. Hire outside firms (i.e., outsource) to handle key HR processes such as payroll b. Formally define HR responsibilities in relation to the line c. Listen to focus primarily on front-line employee problems and concerns d. Never question senior management's decisions about employee issues e. Outsource the majority of the HR function to an outside firm to handle

b

All of the sales associates in a large retailstore walk around looking like "zombies" as they are totally disengaged and apathetic about their jobs. Part of this is due to the low pay and poor working conditions that they are subjected to every time they work. Store management really wants to enhance the quality of customerservice and the overall customer experience so that sales associates are engaged and really focused on taking care of customers and giving them personal attention and service. Based on the Fish Philosophy, store management is especially concerned with addressing the element of the philosophy. a. Smile and be happy b. You only live once (YOLO) c. Be there d. Employee empowerment e. Job enrichment

c

Based on "The Office" video clip showing interactions between Michael Scott, the general manager, and Toby, the HR manager, illustrate which reality about the relationship HR and management in real world organizations? a. It is very collaborative. b. It focuses on transformational efforts of a company. c. It is dysfunctional and not effective d. It is very formal and professional e. It focuses on financial and administrative issues in the company

c

Based on our discussion of 9 key competencies needed by HR professionals, an HR leader that focuses on creating HR policies and practices to support the individual rights and sense of justice for workers and following through on the company's commitment to them in terms of compensation and benefits issues, is demonstrating which competency? a. business acumen b. technical expertise and practice c. ethical practice d. consultation e. global and cultural effectiveness

c

Based on our discussion of this issue, the implementation of culture transformation initiatives (phase 3) of the Yip Transformation of Culture Model, should be directly based on . a. employment laws and regulations b. the financial objectives of the company c. the iceberg model of culture d. the McKinsey 7-S framework e. the culture at Wegman's, one of the best companies to work for

c

Based on the Cameo from Gretchen Carlson, the former Fox News anchor who filed a sexual harassment lawsuit against Roger Ailes, head of Fox News, her main points about how to deal with sexual harassment more effectively in the future include . a. require all sexual harassment lawsuits to be trails by jury b. require employers to provide mandatory sexual harassment training for all employees on an annual basis c. eliminate the use of non-disclosure agreements used to silence women. d. pass laws that require the immediate termination of all individuals found guilty of sexual harassment. e. all of the above

c

Based on the Mars Incorporated case study covered in discussion section, the foundation of the company's success for being a great company to work for, is ___________. a. its company history b. its leaders c. the Five Principles of Mars d. the company's employee benefits package e. the strategic vision of Mars

c

Based on the clip from "Young Frankenstein" shown in class, a major problem with many organizational initiatives is that they are _______. a. too costly to implement and sustain b. lack clear objectives and an action plan c. composed of elements that are not aligned d. implemented using an overly aggressive timeline e. not supported by line managers

c

Based on the model of the strategic management process, an organization's strategic choice is based on a consideration of ________________. a. HR Capabilities b. HR Practices c. External Analysis d. Horizontal Analysis e. HR Needs

c

High performance work systems maximize the fit between a company's _________ and __________ systems. a. strategic; operational b. HR; strategic c. social; technical d. financial; marketing e. business process; structural

c

Rebecca's Diner is a fast-food restaurant that competes directly with Mcdonald's and Burger King. The company's basis business model is to provide high-quality food at a reasonable cost, served by customer service-oriented staff. The company's recruiting process emphasizes asking a lot of interview questions about previous customer service experience. As a result of this, the company's customer service has been exceptional. This is an example of which of the following? a. horizontal integration b. Lack of horizontal integration c. vertical integration d. lack of vertical integration e. all of the above

c

The Age Discrimination in Employment Act prohibits employers from discriminating against individuals in any aspect of employment if they are . a. 70 years-old or older b. 60 years-old or older c. 40 years-old or older d. 35 years-old and members of a protected class e. 30 years-old with a physical or mental disability

c

The Gomez-Moran Corporation, a consumer electronics firm, is pursuing an aggressive strategy to downsize and to reduce operating costs. HR is focusing its recruiting, selection, training, performance evaluation, and reward system on "doing more with less" and operating in a lean and focused manner. This is an example of . a. Horizontal integration b. Lack of diagonal integration c. Vertical integration d. Lack of horizontal integration e. Lack of vertical integration

c

The HR division at the Asteroid Corporation evaluates worker job performance based on productivity. The company's annual merit pay increases for employees are based on their job performance ratings with the highest performers receiving 5-7% pay increases and the lowest performers receiving a 0-1% increase. This is an example of ______________. a. Diagonal integration b. Lack of vertical integration c. Horizontal integration d. Vertical integration e. Lack of horizontal integration

c

The Mohan-Reese Corporation possesses a job analysis process that monitors job descriptions for all jobs in the organization and ensures that they are all kept up-to-date. These job descriptions are used to formulate and implement recruiting and selection practices for these jobs. This situation provides an example of ____________________. a. lack of horizontal integration b. vertical integration c. horizontal integration d. lack of vertical integration e. stakeholder alignment

c

The OFCCP requires companies doing business with the U.S. government with contracts in excess of $50,000 to have a(n) written _______________ on file. a. corporate strategic plan b. employee handbook c. affirmative action plan d. organizational chart e. set of job descriptions for all jobs in the company

c

The Triton Corporation, a consumer electronics firm, is pursuing an aggressive growth and innovation strategy for the next five years. HR is focusing its performance evaluation and reward system on reducing operating costs and achieving efficiency gains with benefit application processing. This is an example of ___________. a. Lack of diagonal integration b. Lack of horizontal integration c. Lack of vertical integration d. Vertical integration e. Horizontal integration

c

The approach to job design that emphasizes job complexity, information processing, and equipment use is the ____________. a. motivational approach b. biological approach c. perceptual approach d. ergonomics approach e. systems approach

c

The category of the Malcom Baldrige National Quality Award Program that most directly assesses the degree to which best practices for human resources are implemented in an organization is ________________. a. Culture b. Leadership c. Workforce d. Diversity and Inclusion e. Operations

c

The degree to which employees are fully involved in their work and the strength of their job and company commitment is referred to as ____________. a. employee commitment b. employee satisfaction c. employee engagement d. employee involvement e. employee capacity

c

The key benefit of the HR Linkage Model component of the GTE/Verizon balanced scorecard discussed in class is that it links and shows how factors drive (cause) each other in terms of ________________. a. employee and team KPIs b. objectives with action plans c. goals and strategies d. objectives with specific KPIs e. a strategy map with a corporate culture

c

The tool that involves breaking down a job into basic elements, each which is rated for its potential for harm or injury is called . a. ergonomic technique analysis b. Technic of operations review (TOR) c. job hazard analysis technique d. job standardization technique e. behavioral compliance technique

c

What is the name of the work system that attempts to maximize the fit between a company's social and technical systems? a. Six Sigma b. Total Quality Management c. High Performance Work System d. HR Information System e. Balanced Scorecard

c

A strategic statement that communicates a company's values, how they affect employees, and how the employee experience reflects those values is called a(n) . a. mission statement b. vision statement c. employment contract d. employee value proposition e. core values statement

d

AT&T is growing itself by acquiring Time Warner as this will enable AT&T to enter the media industry. From an HR perspective, these companies will likely need to address which of the following strategic HR challenges? a. Aggressive recruiting and selection of new employees b. Linking compensation to achieving growth objectives c. Providing meaningful career development for employees d. Employee transfer, reassignments, and layoffs e. All of the above

d

An executive at Victoria Secret has been accused of making inappropriate comments about the physical appearance of some of the female models, groping them, and forcing them to take revealing pictures of themselves for his enjoyment. This is an example of ____________. a. quid pro quo sexual harassment b. lack of respect for diversity and inclusion c. reverse sexual harassment d. hostile work environment sexual harassment e. workplace bullying

d

Based on our discussion of affirmative action program goal setting, if the utilization of female executives in a given company is 10% and this group is available in the external labor market at 20%, the affirmative action goal for utilization of female executives in the company should be ________. a. 5% b. 10% c. 15% d. 20% e. 40%

d

Based on our discussion of the Wal-Mart pharmacist gender discrimination lawsuit AND the Hooter's racial discrimination lawsuit in class, the employers involved in these cases lost the lawsuits because they . a. bribed the employees so that they would drop their lawsuits b. failed to document specifics in the case to support their defense c. did not work with the employees' unions to resolve the issue d. did not treat these employees in a manner that was consistent with how they treated other employees for the same issue e. did not have a formal complaint resolution process for employees

d

Based on our discussion of the movie "Bombshell" regarding a private meeting between Roger Ailes, head of Fox News, and a female employee, his request for her to demonstrate "loyalty" from her is an example of . a. age discrimination b. gender discrimination c. hostile work environment sexual harassment d. quid pro quo sexual harassment e. disability discrimination

d

Job descriptions are used to support which of the following HR activities? a. Formulating the vision and mission of an overall organization. b. Conducting an external environmental analysis. c. Conducting a market and competitor analysis. d. Developing performance criteria for a performance appraisal process. e. All of the above.

d

Mickey's Diner is a fast-food restaurant that competes directly with McDonalds and Burger King. The company's basis business model is to provide high quality food at a reasonable cost, served by customer service-oriented staff. The company's recruiting process only requires that service staff by at least 16 years- old and available to work evenings and weekends. As a result of this, the company's customer service has been very uneven. This is an example of which of the following? a. horizontal integration b. lack of horizontal integration c. vertical integration d. lack of vertical integration e. all of the above

d

The "Tripartite Perspective of HR" says that HR issues are especially relevant and important to the perspective of . a. external customers b. shareholders c. suppliers d. individual contributors e. K-12 students

d

The HR department at the RTX Corporation devotes a lot of time on "providing resources to employees by listening and responding to their concerns about their workplace. Based on Ulrich's Strategic HR Roles Framework, the deliverable associated with this activity is to ________. a. achieve vertical integration b. maximize employee retention c. become an employer of choice d. increase employee commitment and capability e. maximize profitability and shareholder return

d

The HR division at the Asteroid Corporation evaluates worker job performance based on productivity. The company's annual merit pay increases for employees are based on tenure/seniority. This is an example of . a. Horizontal integration b. Vertical integration c. Diagonal integration d. Lack of horizontal integration e. Lack of vertical integration

d

The approach to job design that includes elements of job complexity, information processing, and equipment use is the _________ approach. a. mechanistic b. motivational c. biological d. perceptual e. socio-technical

d

The best of all world scenario in terms of strategic HRM is when __ is/are) aligned around customer value a) Talent b) Culture c) Strategy d) All of the above

d

The linkage of strategic planning and HRM with the LEAST amount of integration is the ___________. a. integrative linkage b. two-way linkage c. one-way linkage d. administrative linkage e. closed system linkage

d

The position description for a mail room clerk says that basic duties include organizing and delivering mail to workers in the company. This job requires a bachelor's degree to be qualified for the job. This is an example of _________. a. job enlargement b. job enrichment c. misalignment between the job summary and job title d. misalignment between the job description and job specification e. a boundaryless job

d

The question that best reflects the bottom-line concern for human resource management is ________________. a. What is HR doing to foster an organizational culture that respects diversity and inclusion? b. What is HR doing to minimize labor costs while supporting corporate profitability? c. What is HR doing to ensure that management makes decisions that reflect an emphasis on business sustainability? d. What is HR doing to ensure that the right people with the right skills are doing the right things in the jobs that are important for executing business strategy? e. What is HR doing to align its training function with the career aspirations of the workforce?

d

Under the Age Discrimination in Employment Act (ADEA), how have the courts handled age discrimination lawsuits where employers used early retirement incentives to older workers in order to help reduce a surplus of labor? a. The courts have ruled them to be illegal. b. The courts have ruled them as fair and legal regardless of how the employer structured the terms of the incentives. c. The courts have allowed them so long as the employer can demonstrate that it had a legitimate business need for offering them. d. The courts have allowed them so long as the workers involved were not coerced into signing a waiver of the right to sue the company as part of the agreement. e. The courts have ruled that employers may not require workers who are offered early retirement incentives to sign a waiver of the right to sue the company under any circumstances.

d

What is the basic approach that was discussed in lecture for developing an action plan for implementing any conceptual modelsuch as Ulrich HR Roles or the Fish Philosophy? a. Run massive focus groups for all workers and ask them to brainstorm ideas for new initiatives based on the overall model/framework in question. b. Send out a survey to all workers and ask them to provide constructive feedback on what they like and dislike about the model/framework in question. c. Develop a dashboard that contains 5-7 key KPIs and traffic gauges. d. Have workers meet and assign them to subgroups to work on brainstorming actions that can be taken to implement each element of an overall model/framework. e. Create a balanced scorecard that includes one KPI for each of the four perspectives.

d

Based on the Home Depot case study covered in discussion section, the company addressed issues with gender discrimination in its HR processes by implementing a(n)________. a. new recruiting strategy targeting women b. implicit bias training program c. diversity, equity, and inclusion program d. job preference system e. strategic planning process

d (check)

The key HRM issues and considerations related to legal and ethical issues include ________________________. a. how to design work systems that are flexible and adaptable to changing business conditions b. how companies can maximize financial performance c. how to maximize shareholder return on investment d. how to develop products and services that appeal to value conscious consumers e. how to properly classify workers as independent contractors vs. full-time employees

e

Amazon has been experiencing some challenges with its payroll, paid time off, sick leave, and attendance processes. This has resulted in many cases where employees were underpaid or were even accidentally terminated. Based on Ulrich's Strategic HR Roles Framework, this is an example of HR NOT playing which key role effectively? a. Management of KPIs b. Management of Employee Contribution c. Management of Transformation and Change d. Management of Strategic Human Resources e. Management of Firm Infrastructure

e

Based on our discussion in lecture of the future growth of STEM-related jobs and the international comparisons of educational achievement for math and science, the key HR challenge that emerges for U.S. companies is that __________________. a. they will have difficulty finding enough qualified technical workers to meet their business needs in the future b. they will need to outsource more of their technical work to developing countries where there are more qualified technical workers c. they will need to invest billions of dollars of their own funds to provide STEMrelated training to new and existing employees d. they will need to recruit more foreign nationals to fill technical jobs e. all of the above

e

Based on the Hewlett Packard strategic HR case study discussed in lecture, actions that were taken by management and HR leaders to support the effective implementation of a strategic approach to HR included . a. Senior management and HR leaders defined the degree of ownership for playing the most important strategic HR role, being that of the administrative expert. b. Senior management reassigned a key executive to the HR leadership team to provide support. c. Management and HR leaders developed a budget for the initiative to ensure that financial support was available for the initiative. d. Senior management and HR developed a strategy map and balanced scorecard to formalize the new strategic approach to HR in the company. e. Senior managers and HR defined specific practices associated with each of the four HR roles.

e

Based on the Strategic HR Systems Model, leaders in the HR function, need to continuously monitor, analyze, and evaluate the . a. structural element of an organizational environment b. general external environment c. functional element of an organizational environment d. task external environment e. all of the above

e

The "Star Wars" scenes described in lecture illustrate which aspect(s) of effective strategy? a) A formal analysis of the "Death Star" was conducted as the basis for the strategy b) A briefing including all of the individuals who would be involved in the execution of the strategy was held c) The space fighters were equipped with technology to increase the ability of the pilots to hit their targets using missiles d) Communications technology and support staff kept the fighter pilots updated on the situation during the attack e) All of the above

e

The GU Corporation has been struggling in the last three years based on declining sales, profits, high customer turnover, etc. As a result, management has decided that the company must make dramatic changes to all aspects of its strategy and operations in order to survive. The company's workforce of 2,500 people are members of the Top Gunners of America union. The union has had a very hostile relationship with management in the past and this has led to multiple strikes that caused serious damage to the company's profitability. Based on our discussion of corporate strategies and their associated HR challenges, the GU corporation will likely experience challenges in implementing which of the following HR strategies? a) Reduction in staffing through layoffs and early retirements. b) Reduction in staffing through hiring freezes. c) Retraining employees for new jobs in the organization. d) Reducing costs through pay freezes, pay reductions, etc. e) All of the above

e

Then type of linkage between HRM and strategy formulation that is most characterized by an exclusive focus on operational issues is the ____________. a. Integrative Linkage b. Two-Way Linkage c. Transformative Linkage d. One-Way Linkage e. Administrative Linkage

e

Which of the following is/are true regarding the GTE/Verizon example of an HR balanced scorecard discussed in class? a. This is an example of the strategic management of HR role in Ulrich's HR roles framework. b. This is an example of how the six required dimensions of balanced scorecard need to be aligned with the company's mission. c. This is an example of poor design as the HR balanced scorecard was not aligned with business goals/priorities. d. This is a good example of an effective plan for implementing a merger/acquisition strategy. e. This is an example of how a strategy map and balanced scorecard can be aligned with each other.

e