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D) Pay is closely tied to specific performance indicators

The "do only what you get paid for" syndrome is a potential problem tied to which of the following conditions? A) Companies do not use a pay-for performance strategy B) Employees help develop a pay for performance strategy C) Employers who are appraising employee performance are biased toward the employees D) Pay is closely tied to specific performance indicators E) Employee intrinsic drives are reinforced

A) from a focus on the organization to a focus on both the organization and the individual

The purpose of career development has changed over time: A) from a focus on the organization to a focus on both the organization and the individual B) from a focus on the individual to a focus on the organization C) from a focus on the organization to focus on the individual D) to become synonymous with management development E) to become less important than it was in the 1970s and 1980s

D) profit sharing

Variable compensation takes a variety of forms, including: A) health insurance B) salary C) hourly wages D) profit sharing E) life insurance, disability insurance, etc..

B. polycentric

When GE chose to staff its Hungarian subsidiary with nationals, it was using a(n) ___ approach to management. A. ethnocentric B. polycentric C. geocentric D. expatriate E. multinational

D. employing a lockout as a bargaining

When an employer shuts down a business before a labor dispute gets to a strike, the employer is: A. no longer bargaining in good faith B. initiating a wildcat strike C. in violation of the Wagner Act D. employing a lockout as a bargaining strategy E. avoiding a sympathy strike by the workers

A) Is it the solution?

1) Shante is reviewing a training program for possible implementation. The program addresses job-specific technical skills, but her needs assessment shows that participants need general interpersonal and communication skills. In this case, training fails to meet which of the following challenges? A) Is it the solution? B) Are goals clear and realistic? C) Is it a good investment? D) Will it work? E) Can it be delivered globally?

e) knowledge of the business.

10) An HR department needs to develop several competencies in order to become a full strategic partner, such as: a) followership: the ability to do what line managers want and need. b) a fully developed set of qualitative skills to offset the quantitative focus of line management. c) the ability to think tactically. d) content skills. e) knowledge of the business.

e) overall cost leadership

7) Which of the following is NOT critically important when determining which HR strategies will positively impact a firm's performance? a) organizational capabilities b) organizational strategies c) organizational characteristics d) environment e) overall cost leadership

b) control emphasis and fixed pay

8) Firms that are low on uncertainty and change and that operate in stable environments would benefit most from HR strategies that involve: a) variable pay and flexibility b) control emphasis and fixed pay c) loose work planning and flexibility d) external recruitment and informal hiring processes e) low dependency on superiors and tailored appraisal procedures

D) increased absenteeism

After a layoff, it is not uncommon to see ____ among the remaining workers. A) a sharp increase in innovation B) greater diversity C) gratitude D) increased absenteeism E) little changes in quality or productivity

E) a firm provides job security for its core employees

A "rings of defense" strategy in terms of employment security and workforce reductions is when: A) union has workers at other plants supplying the firm B) a firm freezes workers at other plants supplying the firm C) a company uses contingency workers to be able to add or subtract workers from its workforce as it needs to. D) a company goes to job sharing in order to keep workers E) a firm provides job security for its core employees

D) behavioral based system

A company designs a performance evaluation process that evaluates the value of specific employee behaviors. The company is using a(n): A) outcome-based system B) relative judgment based system C) trait-based system D) behavioral based system E) GE performance evaluation system

B) fundamentally rethinking and redesigning its work processes to dramatically reduce costs, improve quality, etc.

A company is involved in business process reengineering when it is: A) examining how work creates or adds value to the ongoing business process B) fundamentally rethinking and redesigning its work processes to dramatically reduce costs, improve quality, etc. C) reviewing the skill variety, task identity, meaningfulness, and responsibility of specific jobs D) systematically gathering and organizing information concerning jobs, tasks, duties and responsibilities E) implementing an HRIS system

B) fundamentally rethinking and redesigning its work processes to dramatically reduce costs, improve quality, etc..

A company is involved in business process reengineering when it is? A) examining how work creates or adds value to the ongoing business processes B) fundamentally rethinking and redesigning its work processes to dramatically reduce costs, improve quality, etc.. C) reviewing the skill variety, task identity, meaningfulness, responsibility, etc.. D) systematically gathering and organizing information concerning jobs, work expectations, etc.. E) implementing an HRIS system

A) a 401(k) plan

A company sponsored retirement plan that allows employees to put pre-tax money into investments on a tax-deferred basis is called: A) a 401(k) plan B) An individual retirement account C) A simplified employee pension plan D) A profit-sharing Keogh plan E) Social Security

d) fit with environment

A firm considering the volatility of its product market, the degree of change that its product is experiencing over the passing of time, and the number of competitors with which it is competing is probably examining its HR strategy's: a) fit with organizational characteristics b) fit with organizational capabilities c) customized appraisals within the market d) fit with environment e) defender capabilities

A. 1

A firm that only does business domestically is in stage _____ of internationalization A. 1 B. 2 C. 3 D. 4 E. 5

B) measurement

A manager is in the process of deciding how effective or ineffective an employee's behavior has been. The manager is in the ____ stage of the performance appraisal model. A) identification B) measurement C) management D) design E) performance appraisal

B) A company with a homogeneous workforce

A standard benefits package will work best in: A) A company with a diverse workforce B) A company with a homogeneous workforce C) A company with a heterogeneous workforce D) A company that empowers its employees E) A company operating in many different locations throughout the United States

B) a company with a homogeneous workforce.

A standardized benefits package will work best in: A) a new company that has a very diverse workforce. B) a company with a homogeneous workforce. C) companies that want employees to control their own benefits packages. D) companies that want a decentralized benefits package. E) none of the above

C. He will be discharged

Abraham is an employee for Monumental International, a company that uses a four-step progressive discipline. He has been disciplined three times for the same offense. What is the likely to happen the next time Abraham commits the same offense? A. He will receive a written warning B. He will be required to meet with the EAP counselor C. He will be discharged D. He will receive a verbal warning E. He will be suspended from work

D) exclusionary networks

After work on Fridays, the male middle managers at Health Equipment, Inc. go the golf course and play nine holes, and to talk over business for the upcoming week. Sharon, who is an excellent woman golfer, has tried to join them, but is always put off. Her boss says, "We have our foursome." Sharon is experiencing: A) a male-dominated corporate culture B) sexual harassment C) biological constraints D) exclusionary networks E) social roles

A) hold this to be a public policy exception to employment-at-will.

An employee refuses to lobby for his boss' favorite candidate. The employee is fired as a result. The courts would most likely: A) hold this to be a public policy exception to employment-at-will. B) rule this to be a just cause termination. C) call this insubordination and uphold the termination. D) see this as a lack of good faith and fair dealing on the part of the employer. E) see this as a legitimate exercise of employment-at-will.

D) accurately represents skills, knowledge, and abilities required

An employment selection tool that has content validity A) reports consistent results across time B) results in consistency among evaluators C) has a high correlation to job performance D) accurately represents skills, knowledge, and abilities required E) is referrals from current employees

D) Values clarification instrument

B.J. is using a self-assessment tool that prioritizes his key values. He is using a(n): A) Psychological profile B) Interest inventory C) Skills proficiency test D) Values clarification instrument E) Self assessment

A) narrow job descriptions and sharp vertical and horizontal boundaries.

Bureaucratic organizational structures are marked by: A) narrow job descriptions and sharp vertical and horizontal boundaries. B) division of labor around products, services or customers. C) high employee involvement in decision making. D) decentralized management E) a strong emphasis on teams and relationships with customers

C) career development has a wider focus and broader scope than training

Career development differs from training in that: A) career development has a short-term focus. Training has a long-term focus. B) career development is initiated by employees and training is initiated by the organization C) career development has a wider focus and broader scope than training D) career development is more beneficial to the organization and training is more beneficial to the individual employee E) training is more popular in organizations than is career development

B) will not solve the problem.

Carson, a manager at a lawn care company, has received numerous complaints from clients that the employees are spending large amounts of time at their houses to perform the contracted work. What he doesn't realize is that the main office has switched suppliers of lawn mowers. The mowers frequently break down and employees must spend time fixing the mowers. He decides that to implement a training based on Taylor's principles of scientific management to reduce the amount of time employees are spending at client sites. The training program" A) will solve the problem. B) will not solve the problem. C) in a good investment because the training is cheap. D) should be focused on cross-functional training E) none of the above.

E) job analysis

Cecilia is observing workers on an assembly line performing their tasks. She's a watching to see who they interact with, where the work comes from, what equipment they must use, etc. Cecilia is conducting A) work flow analysis B) flexible job design research C) preparatory observation for self-managed work teams D) job redesign E) job analysis

C) an example of disparate treatment

Cody is a middle manager with Corwell Corporation. When on a business trip with other middle managers, Cody is required to fly coach while the other managers at his same level are permitted to fly first class. Cody is Hispanic, while the other managers are Black. This is: A) an example of adverse impact B) a case of a hostile working environment C) an example of disparate treatment D) not illegal since all parties are members of a protected class. E) a violation of OSHA.

C) is his/her fixed pay, and is generally the largest part of his/her total compensation package

Compensation consists of a number of elements. An employee's base compensation: A) is that portion of an employee's pay mix designed to reward good performance. B) consists of a wide variety of programs, such as health insurance, time off, etc. C) is his/her fixed pay, and is generally the largest part of his/her total compensation package D) is made up of the special "extras" or perks that are allocated, based upon status within the company E) consists of the bonuses or profit sharing that underpin the employee's total compensation.

D) Free rider clause

David is looking for a job. He may have to take one which is covered under a union contract. He won't take a job where he has to join a union. While he likes the increased pay associated with a union, but doesn't want to pay for it. If he has to take a job that is covered under a union contract, he would want one that has which type of clause? A) Closed shop clause B) Union shop clause C) Agency clause D) Free rider clause E) Discrimination clause

E) fact that many jobs change constantly

Determining the characteristics necessary for good job performance is often difficult because of the: A) changing business environment in which companies operate B) general lack of accurate job descriptions C) frequent lack of involvement of management in the job analysis process D) inherent difficulties of staffing decisions E) fact that many jobs change constantly

E) fact that any job changes constantly.

Determining the characteristics necessary for good job performance is often difficult because of the: A) changing business environment in which companies operate. B) general lack of accurate job descriptions. C) frequent lack of involvement of management in the job analysis process. D) inherent difficulties of staffing decisions. E) fact that any job changes constantly.

A) has a longer time frame than training.

Development is different from training in that development: A) has a longer time frame than training. B) focuses on the current job. C) is narrow in scope. D) has the goal of improved performance. E) has a shorter time frame than training does.

B) provide security for employees and their families

Employee benefits are used to: A) reward performance B) provide security for employees and their families C) increase productivity and quality by providing a better working environment D) motivate greater productivity E) comply with federal regulation

E) B and D

For which of the following reasons should HR departments have input in staffing decisions? A) It is a natural extension of the HR function and they are most familiar with the job B) They ensure that employment practices are legal C) They will have to work directly with the new employee and know the most about the job D) It is convenient to have the HR department take care of contacts and information about applicants E) B and D

C. they recognize their ethical responsibilities to employees

Generally speaking, companies create EAP because: A. they are required to under the Drug-Free Workplace Act B. OSHA strongly recommends them and will give variances to encourage them C. they recognize their ethical responsibilities to employees D. they are liable for violence in the workplace E. they are cost-effective ways to improve productivity and quality

A) GINA

HR issues constantly change. In the US, we are currently dealing with the possibility of discrimination based on our inherited physical conditions - kinda like the movie GATTACA. However, this law create challenges for states that want to charge more for overweight employees. This new law is: A) GINA B) Freedom of Choice Act C) Employee Free Choice Act D) Hoffa-Stern Act E) Enduring Freedom Act

C) He has little or no recourse. In many states, including the one in which he lives, no legislation protects homosexuals from employment discrimination on the basis of sexual preference.

Harold, a homosexual man, believes that he has been rejected for a top-level management job at an accounting firm based solely on his sexual preference. What is Harold's best legal recourse? A) File a complaint with the EEOC B) File a complaint with the OFCCP C) He has little or no recourse. In many states, including the one in which he lives, no legislation protects homosexuals from employment discrimination on the basis of sexual preference. D) Harold should never tell his sexual preference to a potential employer E) Either A or B

D) a cognitive ability test

Harry wants to assess an applicant's ability to learn, adapt, and use quantitative tools. The best selection tool for assessing this would be: A) a personality test B) the application form C) the psychological test D) a cognitive ability test E) an assessment center

B. the Occupational Safety and Health Administration

Hastings is the manager of an asbestos tile manager manufacturing company. In order to determine the measures he will need to take in order to provide his employees with a safe working environment, he should consult with which organization A. the Department of Labor B. the Occupational Safety and Health Administration C. The National Labor Relations Board D. the Society of Human Resource Management E. the Equal Employment Opportunity Commission

D) hostile work environment sexual harassment

If a woman has been subjected to undesirable and offensive sexual behavior by coworkers, supervisors, customers or anyone else in her work environment, she has been a victim of: A) quid pro quo sexual harassment B) harassment. C) discrimination D) hostile work environment sexual harassment E) nothing, as "undesirable and offensive sexual behavior" is strictly subjective measure.

A) trait-based appraisal instrument

John is using a performance evaluation instrument where he rates employees on a 1-7 scale. 1 being very low and 7 being very high. He rates each employee on decisiveness, reliability, energy and loyalty. This is an example of which of a(n): A) trait-based appraisal instrument B) MBO appraisal instrument C) outcome-based appraisal instrument D) behavior-based appraisal instrument E) relative judgment appraisal instrument

B) stereotyping

Jorge is from Guatemala. Amanda, an American co-worker, assumes that Jorge (and all Guatemalans), are just like here two Latina friends, and all three share the same abilities, likes and dislikes. Amanda is guilty of: A) discrimination B) stereotyping C) harassment D) closed-mindedness E) A and B

D) external equity is difficult to maintain

Karen, president of a small restaurant chain, would like to centralize compensation decisions. She asks you the pitfalls of such a move, and you respond that: A) it is likely that internal equity would not be maintained B) it is likely that the company will not be able to defend itself legally C) in a centralized system each manager can make compensation decisions, and this can lead to organizational chaos D) external equity is difficult to maintain E) it is only beneficial in times of greater economic prosperity

B) will be able to design his own benefits package and choose which benefits he wants

Kelse's new employer informs him that he will be allowed a flexible benefits program for the duration of his employment at Comfortable Furniture. This means that Kelse: A) will not receive paid time off B) will be able to design his own benefits package and choose which benefits he wants C) will not have to make copayments D) will be given yoga classes E) is being short-changed and should look for a better place of employment.

B) will be able to design his own benefits package and choose which benefits he wants

Kelse's new employer informs him that he will be allowed a flexible benefits program for the duration of his employment at Comfortable Furniture. This means that Kelse: A) will not receive paid time off B) will be able to design his own benefits package and choose which benefits he wants C) will not have to make copayments D) will be given yoga classes E) is being short-changed and should look for a better place of employment.

C) legislation.

Kori and Joe are discussing their firm's HRM strategies for dealing with a sexual harassment suit. Their discussion exemplifies the HRM environmental challenge stemming from: A) globalization. B) workforce diversity. C) legislation. D) organizational culture. E) matching people to the organization.

C) simulations

Law enforcement agencies' use of Firearms Training Systems, with its microcomputer and video screen , to train police officers is an example of: A) computer-based training B) the use of role-play C) simulations D) OJT training E) the mixture of media available for classroom instruction

C. include public policy and implied contract exceptions

Legal limitations to employment at will: A. do not exist B. exist only for businesses that employ over 500 employees C. include public policy and implied contract exceptions D. are not recognized by most state governments E. b and c

C. union substitution strategy

Management at Frank Factory is concerned that the UAW may try to organize its production workers. To eliminate this possibility, they have offered the employees job security policies, profit sharing, and involvement in decision making. Frank's is practicing: A. union acceptance strategy B. union suppression strategy C. union substitution strategy D. employment involvement committee E. union solicitation

C) understand the overall environment in which a job operates

Managers use work flow analysis in order to: A) recombine specialized task into one more complex and satisfying job. B) simplify jobs by breaking them into individual component tasks C) understand the overall environment in which a job operates D) analyze the various dimensions of a job E) understand the tasks involved in a specific job

E) piece-rate system

Marianne is binding biology notes at a university bookstore. She is paid based upon the number of note packs she binds in a day. Marianne is compensated on a(n) A) piece-meal system B) hourly rate C) bonus reward system D) merit pay system E) piece-rate system

C) union suppression

Mike, the CEO of Wal-Mart, has filed for bankruptcy in order to reorganize his company and get out from under several very tough union contracts he negotiated two years ago during better times, Mike is engaged in which type of strategy to deal with unions? A) union avoidance B) union acceptance C) union suppression D) union substitution E) none good management practices

A. hiring and\or favoring family members as employees

Nepotism is the practice of: A. hiring and\or favoring family members as employees B. making information available to decision makers wherever they are located C. communication through nonverbal means D. falling asleep at odd times E. dating and marrying coworkers

A. downsizing

Paying attention to the feelings content of the employee communications process is especially important when a company is: A. downsizing B. growing C. stagnant in growth D. acquiring a competitor E. hiring temporary workers

A) management cannot promise benefits to employees if they vote against the union

Prior to a certification election, A) management cannot promise benefits to employees if they vote against the union B) management may monitor organization activities of employees C) unions may pressure employees to vote for the union. D) management can threaten to fire employees who are leading the organizing activities. E) management may always prohibit union organizing activities on company property

C. employers were not liable for an employees' injuries when that employees' own negligence caused the injury.

Prior to workers' compensation laws, the doctrine of contributory negligence maintained that: A. employers were not responsible for an employees' injury when the negligence of another employees causes the injury B. employers could never be held liable for employees' injuries C. employers were not liable for an employees' injuries when that employees' own negligence caused the injury. D. employers should compensate workers for work-related illnesses and accidents E. safety standards should be clearly posted at all employee workstations

A) competition for resources and opportunities

Shakira, who is Latina, is concerned that Latinos seem to be receiving les assistance and training than African-Americans in employment opportunities in local business. Her concern is an example of: A) competition for resources and opportunities B) stereotyping C) discrimination D) a male-dominated social culture E) group-think

D. an overemphasis on technical qualifications

Some expatriates fail in their assignments because of: A. a lack of technical skills B. an inability to handle firing an unwanted employee C. an overemphasis on cultural sensitivity to the diminishment of business knowledge D. an overemphasis on technical qualifications E. single significant errors from which they never recover

C) the filtering of minority group members or women into non-revenue producing areas of a business

The "glass wall" is: A) an organizationally implement program that helps women and minorities attain upper-level job positions. B) the boundary in an organization which prohibits any minority group member from rising to upper-level job positions C) the filtering of minority group members or women into non-revenue producing areas of a business D) the informal barrier that minority group members may face when trying to advance their careers beyond a specific level E) the exclusion of minority group members from networking and participation in policy-making committees

A) permits pay differences for quality and quantity of production

The Equal Pay Act of 1963 A) permits pay differences for quality and quantity of production B) prohibits the use of merit pay plans C) eliminated pay plans based on seniority D) requires that gender be considered on compensation issues E) has resulted in an increasing compensation gap between men and women

A. implementing a closed shop

The Taft-Hartley Act prohibits certain actions, such as: A. implementing a closed shop B. management interference with a union's organizing effort C. discharging an employee involved in a union organizing activity D. coercing employees in their choice of a representative in collective bargaining E. refusing to bargain collectively with the employees' chosen union

D. Wagner Act

The _______ gave employees the right to organize and created the NLRB. A. Taft-Hartley Act B. Landrum-Griffin Act C. Railway Labor Act D. Wagner Act E. Norris LaGuardia Act

B. Landrum-Griffin Act

The _______ regulates how unions are organized, how they run their own business, and what their fiduciary responsibilities are. A. Taft-Hartley Act B. Landrum-Griffin Act C. Railway Labor Act D. Wagner Act E. Norris LaGuardia Act

A) referrals from current employees

The best recruitment source, that is, one which tends to result in attracting employees who experience greater loyalty, tenure, and job satisfaction than other recruiting sources, is: A) referrals from current employees B) former employees C) college campus recruiting D) employment agencies E) advertisements

C) encourages open rather than secret pay.

The distributive justice model: A) is the least common of the two compensation models. B) encourages employees to examine the companies and employees. C) encourages open rather than secret pay. D) ensures that employees will receive above-market compensation. E) ensures secret pay.

A) a core-plus option plan

The flexible benefits plan that provides employees with minimal economic security and the ability to "purchase" additional benefits of value to them is: A) a core-plus option plan B) a modular plan C) flexible spending accounts D) an SEP plan E) A Keogh plan

D. the Occupational Safety and Health Administration

The government agency that develops occupational standards, grants variances to employers, conducts workplace inspections, and issues citations and penalties, is: A. the Occupational Safety and Health Review Commission B. the National Institute for Occupational Safety and Health C. the Hazard Communication Standards Commission D. the Occupational Safety and Health Administration E. an individual state agency

B. Information-giving approach

The least expensive cross-cultural training a company can offer its expatriate managers is called the: A. Affective approach B. Information-giving approach C. Real world approach D. Fictional-cultural approach E. Impression approach

E. A and D

The responsibilities of employee relations representatives include: A. advising supervisors and employees on specific employee relations problems. B. enforcing EEOC rules and regulations C. maintaining total quality management in a company D. develop new fairness policies within a company E. A and D

B) development and conduct phase of the training cycle.

The training manager and production managers are discussing what type of training would best meet the skill deficiency they have identified among the production workers. This discussion shows that the training process is in the: A) needs assessment phase of the training cycle. B) development and conduct phase of the training cycle. C) evaluation phase of the training cycle. D) recognition phase of the training cycle. E) feedback phase of the training cycle.

C) four phases: assessment, design, implementation and evaluation

The training process can be broken into: A) two phases: assessment and evaluation B) three phases: assessment, training and evaluation C) four phases: assessment, design, implementation and evaluation D) five phases organizational assessment, personal analysis, development, conduct and evaluation E) five phases organizational assessment, personal analysis, development, conduct and evaluation

C) the loss of top performers

The use of seniority as a layoff criterion has some drawbacks, including: A) adversely impacting white males B) the fact that it is often contested by unions C) the loss of top performers D) the difficulty in documenting it, compared to other criteria E) having to consider the entire employment period

E. sit erectly

To avoid CTD, it is important that workers A. bend their wrists continuously B. refrain from bending their elbows C. place documents slightly above their line of sight D. grasp objects continuously E. sit erectly

A. use third parties to conduct survey

To effectively administer an employee attitude survey, managers should: A. use third parties to conduct survey B. use the information to make hiring and firing decisions C. avoid using the survey to make decisions about the state of employee relations in the department D. all of the above E. none of the above

b) a nonexempt staff employee

Tony works in the finance department as an accounting clerk for an automobile manufacturer. He keeps a time card and receives extra pay for overtime he works. Tony is: a) an exempt line employee b) a nonexempt staff employee c) an exempt staff employee d) a nonexempt line employee. e) not in any of these categories

C. noise

Travis has been showing Shay the basics of C++ computer programming. Shay knows very little about programming, and finds most of what Travis is saying utterly incomprehensible. He uses terms and refers to concepts that she has never heard of before. Shay's difficulty in decoding the message comes from: A. the lack of feedback she receives from Travis B. the communication channel C. noise D. her low IQ E. Travis's misunderstanding of C++

B) No, because no major life activity is impaired. He can read, he just can't read music.

Tyrone is an African-American freelance music composer. He has not held a regular job due to mental stress since his involvement, as a reservist, in the Persian Gulf War. He is seeking a jingle-writing position with an advertising firm. While Tyrone does read and write, he composes by ear. He cannot read music, he records his songs on a tape, and his wife transcribes the recorded music into sheet music. The central requirement of this job is that the composer be able to read music, as he/she must work with client ideas and music ideas from other staff. Tyrone is not hired because he cannot read music. Has he been discriminated against under ADA? A) Yes, because a major life function is impaired and that impairment prevented him from receiving the job. B) No, because no major life activity is impaired. He can read, he just can't read music. C) Yes, because the company could have rewritten the job description to accommodate his disability. D) No, because the requirement to read music is a secondary requirement of the job. E) Yes, because he is a disabled veteran with an impaired major life function.

A) your focus is on the value of tasks, not their individual performances

When conducting a job evaluation, it is important to remind employees that: A) your focus is on the value of tasks, not their individual performances B) you are looking at their individual performance in specific jobs C) the process will only establish your company's stance as far as external equity is concerned. D) external data must also be collected in order to establish the job's position in the job hierarchy E) knowledge and skill are equally important in your assessment

A) two groups will have substantial overlap with regard to any given characteristic

When identifying characteristics in groups of people, it is very likely that: A) two groups will have substantial overlap with regard to any given characteristic B) two groups will have very little overlap with regard to any given characteristic C) the overlap that occurs between two groups is affected by the groups' interactions with one another D) overlap is a function of two groups' geographical closeness E) two groups will only have overlap if they are from the same continent

D) often have goals their organizations do not know about.

When it comes to career development, workers: A) generally know precisely what they want to do with their careers. B) usually take sufficient action to ensure that they will be considered for new career opportunities. C) seldom experience a mismatch between their goals and career opportunities. D) often have goals their organizations do not know about. E) usually don't have sufficient experience to warrant promotion to the positions they desire.

B. it is becoming too expensive to offer them packages based on U.S. salaries

When it comes to compensating U.S. expatriates: A. they often receive better packages than employees at home. B. it is becoming too expensive to offer them packages based on U.S. salaries C. their disposable income should be significantly higher than their disposable income at home D. they should all receive free housing E. A and C

D) Organizational politics

When managers use performance appraisals to communicate a message to an employee rather than to measure actual performance, the performance appraisal is influence by: A) Halo error B) the rater's frame of reference C) Central tendency D) Organizational politics E) the influence of liking

A. Using hidden cameras in the restrooms

Which of the following electronic monitoring techniques is illegal in businesses? A. Using hidden cameras in the restrooms B. Using hidden microphones C. Monitoring employees' email messages D. Monitoring employees' uses of the Internet E. None of the above

E) All of the above are members are protected classes.

Which of the following is NOT a member of a protected class? A) Sheena Thomas, a 25 year old African-American woman B) Mark Chung, a 37 year old Asian-American with dependent child but no spouse C) Gib Johnson, a 42 year old Caucasian disable male D) Peggy Sue Smith, a 47 year old Caucasian female, a naturalized U.S. citizen E) All of the above are members are protected classes.

B) Being able to redistribute the cultural and gender composition of the workforce

Which of the following is a benefit of employee separations? A) Lower unemployment tax B) Being able to redistribute the cultural and gender composition of the workforce C) Having "surviving" employees work much harder to avoid being caught in later separations D) Creating unexpected promotional opportunities fro employees under the separated employees E) Having poor performers quit rather face layoff or dismissal

D. The right to form unions

Which of the following is a statutory right? A. The right to free speech while working in a company B. The right to ethical treatment C. The right to privacy D. The right to form unions E. The right to due process in all disciplinary action

E. All of the above

Which of the following is an example of workplace violence? A. Harassment B. Threats C. Assault D. Sabotage E. All of the above

A) Neutral actions

Which of the following is characteristic of adverse impact? A) Neutral actions B) Prejudiced actions C) Unequal treatment D) Direct discrimination E) Different standards for different groups

C) They are readily accepted by management while universally mistrusted by labor.

Which of the following is true about individual-based incentive programs? A) They shape individual goals over time. B) They tend to have immediate positive results which fade over time. C) They are readily accepted by management while universally mistrusted by labor. D) Awards are more effective than bonuses in motivating performance. E) Equity is relatively easy to achieve.

C) Intergroup competition may lead to a decline in overall performance

Which of the following may be a negative effect of team-based pay-for-performance plans? A) Employees' retirement funds may be put at risk B) Group cohesiveness may be limited C) Intergroup competition may lead to a decline in overall performance D) Firms may lose financial flexibility E) All of the above

A) Mentoring programs tend to be most successful when the length of the program and level of contact expected are left to the discretion of the mentor and protégé.

Which one of the following is not true of mentoring? A) Mentoring programs tend to be most successful when the length of the program and level of contact expected are left to the discretion of the mentor and protégé. B) Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé. C) Employees are most likely to seek and attract a mentor who is emotionally stable and has the ability to adapt their behavior to different situations. D) Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program.

A) You and Dave divide the job's responsibilities, hours, and benefits between the two of you.

You are job-sharing with a co-worker, Dave. Which of the following is true about this working arrangement? A) You and Dave divide the job's responsibilities, hours, and benefits between the two of you. B) You both work for a temporary agency, which splits assignments between the two of you. C) You and Dave are given a whole and meaningful piece of work and are responsible for managing yourselves. D) You and Dave are taking part in a type of job rotation. E) You and Dave divide the job's responsibilities but each receives your own benefits.

A) reach external equity

You are trying to convince the management of Marcelle, Inc. to pay its employees the "going rate", no more, no less. You are trying to: A) reach external equity B) reach internal equity C) reduce Marcelle's work force D) increase Marcelle's work force E) create an elitist compensation program

B) this system is based on subjective, relative judgments that do not differentiate how good or bad each employee's performance is.

Your CEO is considering using a relative judgment system for your company's performance appraisal system program. She asks you about the disadvantages to such a system. You tell her that: A) it is not uncommon for all employees to receive the same or very similar evaluations from their manager B) this system is based on subjective, relative judgments that do not differentiate how good or bad each employee's performance is. C) it is uncommon for evaluation criteria or standards to differ among managers. D) the system measures only job-relevant behavior E) it is a very time consuming process.

D) Psychological Testing

Your boss wants you to take a personality test, an attitude test, and an interest inventory as part of your promotion review process. Your boss is putting you through: A) An assessment center B) Situational Exercises C) Succession Planning D) Psychological Testing E) A test-based performance appraisal.

B) a team-based plan

Your company wants to increase the flexibility of its workforce while increasing productivity and cooperation. The firm would be best served by: A) an individual-based plan B) a team-based plan C) gainsharing D) a plantwide plan E) a corporate-based plan

C) work simplification

Your production lines are making a standardized product. Efficiency is critical to your production costs. The majority of production line tasks are simple and repetitive in nature. The use of ______ would be your best choice in job redesign. A) job enrichment B) job rotation C) work simplification D) flexible work designs E) self-managed teams.

D) The Worker Adjustment and Retraining Notification Act

___ is the legislation that requires employers to inform employees of impending layoffs A) The Employment Security Act B) Title VII of the 1991 Civil Rights Act C) Executive Order 11426 D) The Worker Adjustment and Retraining Notification Act E) None of the above