Course 1.2

a

QN=76 True or false: A manager should use employee engagement scores for his/her work group over time and in comparison with other work groups to watch for warning signs of problems in the work group. a. True b. False

b

QN=77 True or false: When you are dealing with someone else, it's their problem, not yours, if they have an audience that is watching. a. True b. False

ab

QN=81 Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to... (check all that apply) a. ...job performance. b. ...a lack of work. c. ...faulty information. d....a desire to lower labor costs

b

QN=82 True or false: Managers should manage defensively such that they primarily try to avoid legal action. a. True b. False

low

An HR strategy that focuses on minimizing labor costs and strictly supervising workers is commonly called a ____ road strategy.

intrinsic

An economic or monetary focus on work highlights the importance of extrinsic motivation. A psychological, non-monetary focus highlights the importance of _______ motivation.

a

QN=86 True or false: In the United States, labor law only applies to workplaces where there are labor unions or formal labor union activity such as an organizing drive. a. False b. True

d

QN=71 The job characteristics the tend to promote positive job attitudes among employees DOES NOT include: a. Skill variety b. Task identity c. Task significance d. Financial incentives

b

QN=72 True or false: When workers use their work to shape their identity, they do so solely by labeling themselves with various identifiers (e.g., "I am a ____ working for _____."). a. True b.False

bc

QN=73 Employees are believed to conform with norms and other social pressures in order to... (check all that apply) a. ...earn high income. b. ...avoid being harassed and ostracized. c....achieve a sense of belonging.

b

QN=75 True or false: Thinking about work as serving others is irrelevant for managers. a. True b. False

b

QN=83 When managing a work group, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that... a. the assumptions of that perspective fit with my own values. b. the assumptions of that perspective fit with the values of the work group. c. there isn't more practical advice available because blogs, business magazines, and other non-academic sources don't rely on any assumptions.

supply

The amount of work an individual wants to sell to an employer is called labor _____.

distributive

The component of justice that focuses on the fairness of outcomes is called _______ justice.

procedural

The component of justice that focuses on the fairness of policies and rules is called _______ justice.

costs

Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____?

proactive

When managing in a unionized environment, managers need to remember two words. Bilateral and _______.

ab

QN=51 Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply) a. The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. b. Employment and labor laws are largely unnecessary because labor markets fairly reward employees. c. Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers.

a

QN=52 True or false: In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work. a. True b.False

individuals

Employment law pertains to the rights of workers as ________.

groups

Labor law pertains to the rights of workers as ________.

a

QN=54 True or false: Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits. a. True b. False

b

QN=59 True or false: All organizations in the same competitive space have to have the same type of HR strategy. a. True b. False

c

QN=78 Does the law see the employment relationship like any other economic transaction? a. Yes b. No c. Sort of

c

QN=79 Employment-at-will DOES NOT require... a. That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please. b. That organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason. c. That everyone who is willing to work is guaranteed a job.

a

QN=80 True or false: True employment-at-will rarely exists. a. True b. False

b

QN=84 The vast complexity of work means that... a. each employee you manage might have a different motivational factor, but each person will only have one. b. each employee you manage might have a different combinations of multiple motivational factors.

ab

QN=85 Managers should... (check all that apply) a. Set appropriate performance objectives and help them achieve these objectives. b. Determine the knowledge, skills, and abilities (KSA) required of their team. c. Micro-manage their team and assume they know best. d. Take all the credit.

abc

QN=53 U.S. labor law... (you must check all that apply) a. ...requires organizations to bargain in good faith with labor unions that represent a majority of workers. b. ...protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union. c. ...provides for orderly procedures for determining when workers want to be represented by a union. d. ...protects the right of employees to strike in all occupations, including in the entire public sector.

c

QN=55 HR should do more than just make sure that managers are complying with organizational policies and with legal regulations. In other words, HR should not be the HR ______. a. managers b. regulators c. police d. supervisors

cd

QN=56 Which of the following are elements of Taylorism, also known as scientific management? (you must correctly check all that apply). a. To motivate workers, getting the human conditions of work are just as important as getting the technical conditions right. b. Managers should drive workers through strict monitoring, discipline, and even threats. c. Managers, not workers, are seen as having the knowledge and expertise to find the one best way to do each job. d. Jobs should be broken into small, standardized, repetitive tasks.

b

QN=58 True or false: There is one personal managerial style that is best in all situations. a. True b. False

social

Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such as norms and culture.

a

QN=70 True or false: Even for individuals who are well-off and claim they are not working for money, money can be important as a sign of self-worth and the value or respect given to them by the organization. a. True b.False

a

QN=74 True or false: Treating work as a commodity results in society placing value on work that is seen as a precious commodity, which then devalues women's caring activities that are traditionally done in the household for no pay. a. True b. False

a

QN=69 True or false: Efficiency, equity, and voice can be useful for managers to think about because it's one way of summarizing workers' interests. a. True b. False

adf

QN=57 Which of the following are typically features of a high-road HR strategy? (you must correctly check all that apply). a. Employee autonomy and discretion b. Unquestioned supervisor authority c. Labor or trade unions d. Above-average pay and benefits e. Low levels of profitability f. Employee training

a

QN=60 Which of the following is not an example of labor being a derived demand? a. Offering flexible work schedules because this is what workers with family responsibilities want. b. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. c. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

cd

QN=61 Which of the following are required for HR to be strategic? (check all that apply) a. HR needs to be an expert in every business function. b. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. c. HR is focused on organizational needs, not just on the administration of HR policies. d. HR tasks are a line manager's responsibility, with help from an HR partner.

b

QN=62 True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. a. True b. False

c

QN=63 One of the key concerns that emerges from economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism? a. The cost that comes from missing an opportunity to do something. b. Not giving full work effort in one's job. c. Pursuing one's own self-interests even when they run counter to others' interests.

ab

QN=64 If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include... (check all that apply) a. Financial incentives b. Monitoring c. Autonomy d.Peer pressure

a

QN=65 True or false: Setting compensation incentives involves finding the right balance between risk and insurance. a. True b. False

b

QN=66 True or false: To overcome problems of private information, organizations can only use screening strategies, not signaling strategies. a. True b. False

bc

QN=67 Labor is a special commodity because... (check all that apply) a. It is traded in economic markets. b. It has productive value. c. It involves people.

a

QN=68 True or false: For individuals who believe that labor markets are perfectly or ideally competitive, the best protection against worker exploitation is competition for workers among employers, not a labor union or a government law. a. True b.False