mana test 3

Which of the following U.S. organizations conducts an ongoing National Compensation Survey measuring wages, salaries, and benefits paid to the nation's employees? A. Bureau of Labor Statistics B. Society for Human Resource Management C. American Management Association D. AFL-CIO E. Bureau of Economic Analysis

A. Bureau of Labor Statistics

An Individual Coaching for Effectiveness program is designed to A. help managers with dysfunctional behavior. B. improve the technical skills of employees. C. help prepare managers for overseas assignments. D. reduce the effects of the glass ceiling. E. attract and retain ambitious managerial employees.

A. help managers with dysfunctional behavior.

Which of the following is an outcome of a high performance work system? A. higher productivity B. decreased product quality C. employee turnover D. decent customer satisfaction E. meeting basic goals

A. higher productivity

According to the Myers-Briggs Type Indicator, Extroverted types (E) gain energy through A. interpersonal relationships. B. personal thoughts. C. facts and details. D. establishing goals. E. inner feelings.

A. interpersonal relationships.

According to the Myers-Briggs Type Indicator, individuals with a Perceiving (P) preference A. are decisive and focused on goals. B. are comfortable with changing a decision. C. like deadlines. D. focus more on possibilities and relationships among facts. E. do not like surprises.

B. are comfortable with changing a decision.

A peer or manager who works closely with employees to motivate them, help them develop their skills, and provide reinforcement and feedback is known as a A. protégé. B. coach. C. moderator. D. high-potential employee. E. facilitator.

B. coach.

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called A. self-assessment. B. feedback. C. goal setting. D. action planning. E. data gathering.

B. feedback.

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university. At the end of the course, the employees are able to perform better in the organization. Which of the following methods of employee development has the firm used? A. externship B. formal education C. assessment D. interpersonal relationships E. personality test

B. formal education

Which of the following is a potential problem of job rotation? A. Employees typically develop a short-term perspective on their problems and solutions. B. Employees generally earn less. C. Promotions usually take longer. D. Employees typically develop specialized skills but fail to use them due to quick rotations. E. Job rotation decreases employees' understanding of different company functions.

A. Employees typically develop a short-term perspective on their problems and solutions.

Doug was part of a formal mentoring program and was mentored by Amelia. The mentoring sessions were conducted over a period of six weeks to improve Doug's communications and interpersonal skills in the workplace. The sessions, however, were unsuccessful. Which of the following, if true, would most likely have caused the failure of the mentoring sessions? A. Doug failed to treat the mentoring sessions as therapy. B. Doug and Amelia did not have an informal relationship before the formal mentoring program began. C. Amelia is a senior employee and has more experience than Doug. D. Doug's participation was involuntary, and he had little understanding of the details of the program. E. Doug is a new employee, whereas Amelia has been working with the firm for many years.

D. Doug's participation was involuntary, and he had little understanding of the details of the program.

People experience occupational intimacy when they love their work, when they and their co-workers care about one another, and when they find their work meaningful.

TRUE

Research on the validity, reliability, and effectiveness of the Myers-Briggs Type Indicator is inconclusive.

TRUE

Research suggests that assessment center ratings are valid for predicting performance, salary level, and career advancement.

TRUE

To set up a performance management system that supports the organization's goals, employees need to understand what they must do to contribute to a goal achievement.

TRUE

Women and minorities often have difficulty finding mentors.

TRUE

Which of the following best defines an organization's job structure? A. It consists of the relative pay for different jobs within the organization. B. It is the average amount an organization pays for a particular job. C. It comprises the characteristics of jobs that the organization values and chooses to pay. D. It comprises regular pay, overtime pay, and bonuses. E. It refers to the standard amount that employers must pay under federal and state law.

A. It consists of the relative pay for different jobs within the organization.

John and Lisa hold the same position at Flyberry Electronics. However, John earns more than Lisa. In the context of pay structure, which of the following justifies the organization's decision to pay John more than Lisa? A. John works the night shift, and night hours are less desirable for most workers. B. John is a U.S. citizen; therefore his pay should be higher than that of non-Americans. C. Lisa is pregnant; therefore her productivity is assumed to be lower. D. John is physically disabled; therefore he should be paid more than Lisa. E. Lisa lives in a location where living expenses are higher.

A. John works the night shift, and night hours are less desirable for most workers.

Sapheda Inc., a heavy machinery company, has employees belonging to the age group of 17 to 30. Noah, a 17-year-old, is prohibited from working with heavy machinery tools. Instead, he works in the mail room. Under the laws governing Fair Labor Standards Act (FLSA), which of the following will justify the organization's decision to forbid Noah from doing heavy machinery work? A. Noah cannot be employed in hazardous occupations because he is 17 years old. B. Noah is expected to work in a safe environment because he is male. C. Noah is not a U.S. citizen, therefore he is prohibited from working in a hazardous environment. D. Noah has not yet completed college, therefore he should only be given administrative duties. E. Noah comes from an economically weaker background, therefore he is expected to perform clerical duties.

A. Noah cannot be employed in hazardous occupations because he is 17 years old.

Which of the following is true of formal education as an approach to employee development? A. Organizations organize formal educational programs at the workplace or off-site to support employee development. B. Formal education includes organization-specific workshops that are open to outsiders as well as employees. C. As a prerequisite to formal education, trainees must enroll in various courses offered by an organization. D. Formal education includes presentations sent out by an organization, which enlist the ethics and policies educating employees from time to time. E. In an organization, formal education involves collating data pertaining to the development of projects.

A. Organizations organize formal educational programs at the workplace or off-site to support employee development.

At Carbon Fine Inc., a maker of premium art pencils, the human resource department is evaluating its pay structure. A compensation specialist computes the compa-ratio of the designers and determines that it is 1.9. What problem is most likely to result from a compa-ratio of this size? A. The company may have difficulty keeping costs under control. B. The company may have difficulty attracting and keeping qualified employees. C. The company may be in violation of the Fair Labor Standards Act. D. The company may have misclassified these employees as exempt when they are nonexempt. E. The company may not have met minimum-wage requirements.

A. The company may have difficulty keeping costs under control.

Thomas and Alex are welders working for two different divisions of the same company. Both have the same level of experience. However, Thomas earns more than Alex. Under the Fair Labor Standards Act (FLSA), which of the following will justify the organization's decision to pay Thomas more than Alex? A. Thomas lives in a location where living expenses are higher B. Alex is younger than Thomas C. Thomas is a U.S. citizen D. Alex is physically disabled E. Alex works the night shift

A. Thomas lives in a location where living expenses are higher

The glass ceiling is likely caused by A. a lack of access to developmental relationships. B. the presence of a diverse workforce. C. the presence of too many mentors for female employees. D. the presence of women with technical skills. E. providing challenging job assignments to high-potential employees.

A. a lack of access to developmental relationships.

According to the Myers-Briggs Type Indicator, how do Introverted types (I) gain energy? A. by focusing on inner thoughts B. by focusing on interpersonal relationships C. by gathering facts and details D. by focusing less on facts and more on possibilities E. by trying to be objective in making decisions

A. by focusing on inner thoughts

Compensation systems can help create the conditions that contribute to high performance. Consequently, organizations can increase empowerment and job satisfaction by A. communicating the basis for decisions about pay. B. disassociating compensation from performance measures. C. discouraging negotiations regarding pay. D. limiting employee participation in management. E. limiting the use of gainsharing and profit sharing.

A. communicating the basis for decisions about pay.

Which of the following would most likely aid in the formation of a high-performance work system? A. employees' rewards and compensation that relate to the company's financial performance B. work design that allows employees to use a single skill C. technology that is used to discourage flexibility D. employees that receive little formal performance feedback E. training that is discouraged because of increasing costs

A. employees' rewards and compensation that relate to the company's financial performance

Kim Riaz is a technical analyst at WaterDrop Inc. and has consistently impressed her managers with her ability to perform outstandingly in all projects assigned to her. Her manager, Carl, understands that she is really good at her job, but also recognizes that she might experience burnout because of the repetitive nature of the job. He talks to her about developing other possible skills by working full time for a short period at a different company. In this scenario, which of the following approaches to employee development is Carl encouraging? A. externship B. transfer C. promotion D. job rotation E. job transfer

A. externship

The four general approaches that companies use for employee development include A. formal education, assessment, job experiences, and interpersonal relationships. B. job rotation, promotion, transfer, and job sharing. C. psychological tests, assessment centers, the Myers-Briggs Type Indicator, and performance feedback. D. business games, formal courses, team building, and assessment. E. total quality management, Six Sigma, lean manufacturing, and quality function deployment.

A. formal education, assessment, job experiences, and interpersonal relationships.

Which of the following statements is true about the 360-degree feedback process? A. it involves rating an individual in terms of work-related behaviors B. it collects a single perspective of a manager's performance C. it breaks down formal communications about behaviors and skill ratings between employees and their internal and external customers D. it gives results that can be easily interpreted by anyone E. it demands very little time from the raters to complete the evaluations

A. it involves rating an individual in terms of work-related behaviors

Under the FLSA, exempt status of employees depends on their A. job responsibilities and salary. B. organizational commitment. C. job title. D. work experience. E. job qualifications.

A. job responsibilities and salary.

Teamwork and empowerment contribute to high performance when they improve _____. A. job satisfaction B. organizational goals C. organizational ethics D. job rotation E. job enlargement

A. job satisfaction

Jillian, a human resource executive, is setting up a mentoring program at her company. Which of the following actions will best help the program succeed? A. making sure the performance management system rewards managers for employee development B. selecting mentors based on their interpersonal rather than technical skills C. setting up the mentoring as a mandatory program for both mentors and mentees D. giving mentors realistic expectations by explaining that the protégés will benefit, not the mentors E. defining the mentor's role broadly, to help with personal problems as well as business-related skills

A. making sure the performance management system rewards managers for employee development

Which of the following activities is most appropriate for the first step of the career management process? A. self-assessment B. goal setting C. reality checking D. identifying the steps and timetable to reach a goal E. specifying the competencies to be developed

A. self-assessment

The primary use of assessment centers is to identify A. the employees who have the personality characteristics and skills needed for managerial positions. B. the strengths and weaknesses of an organization. C. the decision processes and communication styles that inhibit production. D. the opportunities and threats to an organization. E. the factors that inhibit group performance.

A. the employees who have the personality characteristics and skills needed for managerial positions.

In the context of effectiveness of performance management, _____ means the extent to which a measurement tool actually measures what it is intended to measure. A. validity B. dependability C. acceptability D. reliability E. specificity

A. validity

Cindy and Alex execute the same roles and responsibilities at their organization. However, Alex earns more than Cindy. Under the laws governing equal employment opportunity, which of the following statements will justify the organization's decision to pay Alex more than Cindy? A. Alex is white, and Cindy is black. B. Alex has more experience than Cindy. C. Cindy has a hearing impairment. D. Men have more stamina, so they can work longer hours. E. Cindy is an immigrant.

B. Alex has more experience than Cindy.

Which of the following statements is true about an assessment center? A. An assessment center is a meeting room where a team of seven to ten employees is assigned a problem and must work together to solve it within a certain time period. B. At an assessment center, multiple raters or evaluators evaluate employees' performance on a number of exercises. C. It is an office that looks into the process of collecting information and providing feedback to employees about their behavior, communication style, or skills. D. At an assessment center, senior managers hold a test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle. E. It refers to an on-site location where the corporate leaders design a tool that gathers the ratings of a manager's use of the skills associated with success in managing.

B. At an assessment center, multiple raters or evaluators evaluate employees' performance on a number of exercises.

Scorla Automobiles is a manufacturing company based in Nevada. The employees of Scorla are paid the lowest amount under federal or state law, which is stated as an amount of pay per hour. Which of the following laws is the organization abiding by in this scenario? A. laws governing equal employment opportunity B. Fair Labor Standards Act (FLSA) of minimum wage C. Fair Labor Standards Act (FLSA) of overtime D. laws governing prevailing wages E. product market laws

B. Fair Labor Standards Act (FLSA) of minimum wage

Pentrall, a healthcare company, provides a lower training rate to its employees belonging to the age group of 18 to 19 years. The rate is applicable for a period of 90 days. In this case, which of the following laws will justify the organization's decision to pay the lower pay? A. laws governing equal employment opportunity B. Fair Labor Standards Act (FLSA) provisions for minimum wage C. Fair Labor Standards Act (FLSA) provisions for overtime D. laws governing prevailing wages E. Fair Labor Standards Act (FLSA) provisions for child labor

B. Fair Labor Standards Act (FLSA) provisions for minimum wage

As part of his company's initiative to create a high-performance work system, Brady, an HR manager, has been reorganizing work so that teams of employees will concentrate on coordinating their efforts to make sure customers are satisfied. The vice president of human resources has asked Brady to explain to a team of executives how this project will help the company's financial performance. What would be the most effective explanation for Brady to use? A. Getting employees focused on customer satisfaction should take their focus off compensation, lowering costs. B. Improving customer satisfaction should increase demand, leading to greater sales and profits. C. Satisfied customers should result in higher quality, which in turn will increase the degree of innovation. D. Customer satisfaction should lower employee absenteeism and turnover, which reduces costs and raises profits. E. Focusing on customer satisfaction will drive up productivity, which in turn drives up profits.

B. Improving customer satisfaction should increase demand, leading to greater sales and profits.

Hannah Barboza Inc., a publishing company, administered the Myers-Briggs Type Indicator (MBTI) assessment to its editorial team and learned that some individuals are drawn toward gathering the facts and details needed for decision making, while others focus more on noticing relations among the facts. Some of the employees enjoy learning this about themselves, but the human resource specialist who administered the assessment cautions them not to use the results to limit their understanding of what they can do. Which of the following statements best explains the need for caution in applying the results of this assessment? A. MBTI scores are mainly useful for measuring job performance. B. MBTI scores are not necessarily valid and reliable. C. MBTI scores should be used for evaluating promotion potential. D. MBTI scores are extremely stable over time. E. The scores show that some individuals are more flexible in their thinking than others.

B. MBTI scores are not necessarily valid and reliable.

According to the lifestyle dichotomy of the Myers-Briggs Type Indicator, individuals with a _____ preference enjoy surprises and dislike deadlines. A. Judging (J) B. Perceiving (P) C. Thinking (T) D. Feeling (F) E. Sensing (S)

B. Perceiving (P)

Which of the following statements is true of equal employment opportunity laws? A. These laws guarantee equal pay for whites and minorities. B. The goal of these laws is for employers to provide equal pay for equal work. C. Job descriptions and job structures cannot help organizations demonstrate that they are upholding these laws. D. These laws guarantee equal pay for men and women. E. Under these laws, employers cannot tie differences in pay to business-related considerations.

B. The goal of these laws is for employers to provide equal pay for equal work.

A manufacturing firm aims to become a high-performance work system. To do this, a survey team asks employees for comments and suggestions on how they can improve the firm. Some of the newest hires say they feel left out of decision-making processes, while some of the experienced employees say their objections towards the firm switching to cheaper manufacturing equipment went unheard. Which of the following conditions would help the firm strengthen the formation of its high-performance work system? A. The newest employees should be encouraged to focus on their tasks rather than being involved in improving work methods. B. The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods. C. The new employees should be left out of planning changes because they are not accustomed to the firm's way of doing things yet. D. The firm should hire a third party to gain an outsider's assessment on what needs to be done. E. The survey team should ignore the employee comments and push for the changes they would like to see instead.

B. The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods.

Hollander McKenzie, an employee of Baha Enterprises, is having trouble in his current job. His manager's constant feedback is that he does not maintain consistency in his work. In a meeting with Hollander's manager, the HR team decides to shift him to a department that would not require as much skill as his current position requires. In this scenario, which of the following approaches to employee development is Hollander experiencing? A. a promotion B. a downward move C. a transfer D. a sabbatical E. a job enlargement

B. a downward move

The decision-making dimension of the Myers-Briggs Type Indicator relates to the A. steps or actions individuals take when making decisions. B. amount of consideration given to others' feelings when making a decision. C. individuals' tendency to be flexible and adaptable. D. confidence and speed with which decisions are reached. E. individuals' interpersonal strength and vitality.

B. amount of consideration given to others' feelings when making a decision.

Thompson Design, a popular furniture manufacturer, provides employee support through various workshops on interior design techniques. It also offers three-month courses on various aspects of decorating a home, from suitable paint for a media room to contemporary outdoor furnishings. This adds to employees' existing knowledge and skill sets, helping create customer satisfaction. In this scenario, which of the following approaches to employee development is Thompson Design taking? A. assessment B. formal education C. job experiences D. interpersonal relationships E. counseling

B. formal education

Which of the following is a component of a basic career management system? A. sabbatical B. goal setting C. externship D. team building E. workplace ethics

B. goal setting

Identify the correct statement about succession planning. A. it ensures that middle management systematically reviews leadership talent in the company B. it provides a set of developmental experiences that managers must complete to be considered for top management positions C. all companies have a succession plan ready when they need one D. it identifies a specific replacement for each managerial position within a company E. it focuses on low-potential and medium-potential employees

B. it provides a set of developmental experiences that managers must complete to be considered for top management positions

Hamish Life, an insurance company, defines the difference in pay between an entry-level recruiter and an entry-level assembler, as well as the difference between an entry-level recruiter, an HR manager, and the vice president of the human resource department. Which of the following is being exemplified in this scenario? A. straight piecework plan B. job structure C. merit pay system D. pay differential E. balanced scorecard

B. job structure

Which of the following assessment center exercises is being used when a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period? A. interview session B. leaderless group discussion C. role playing D. in-basket exercise E. personality test

B. leaderless group discussion

Oneway performance management systems can support organizational goals is by A. defining and measuring performance in broad behavioral terms. B. linking performance measures to meeting internal and external customers' needs. C. ignoring situational constraints. D. outsourcing those goals to professional behavior management firms. E. choosing business goals based on employees' skills and abilities.

B. linking performance measures to meeting internal and external customers' needs.

The human resource department of Winston Memorial Hospital has played a leading role in helping the hospital become a high-performance work system. Recently, the team has been focusing on the organization's performance management. Which of the following efforts would most directly ensure that performance management supports the development of a high-performance work system? A. preventing organizational culture from influencing employees' behaviors B. making sure employees know how their work contributes to the hospital's mission C. ensuring the confidentiality of the organization's primary objectives D. developing the hospital's talent to move into positions of greater responsibility E. identifying and hiring people who are enthusiastic about and able to contribute to teamwork

B. making sure employees know how their work contributes to the hospital's mission

Which of the following is a characteristic of a successful formal mentoring program? A. mentor and protégé participation is mandatory B. managers are rewarded for employee development C. mentors are chosen on a random basis D. mentors become therapists for their protégés E. mentor-protégé relationships are artificially created

B. managers are rewarded for employee development

Economic theory holds that the most profitable pay level, all things being equal, would be at the _____. A. lowest possible level B. market rate C. highest possible level D. mid-range level E. CPI rate

B. market rate

Which of the following provisions is included in the Fair Labor Standards Act (FLSA)? A. personal finance B. minimum wage C. wage discrimination D. environmental hazards E. retirement plans

B. minimum wage

Job rotation involves A. adding challenges or new responsibilities to an employee's current job. B. moving an employee through a series of job assignments in one or more functional areas of the company. C. allowing an employee to work full-time in a temporary position at another company. D. allowing an employee to switch between two different jobs within the company on a daily or weekly basis. E. assigning an employee to a position with less responsibility and authority.

B. moving an employee through a series of job assignments in one or more functional areas of the company.

An organization's choices about _____ are limited by its response to the economic forces of product markets and labor markets. A. pay rates B. pay structure C. pay differentials D. pay grades E. pay ranges

B. pay structure

Instruck Inc. is a real estate firm based in Colorado. The company ensures that employees' pay is dependent on what they are capable of doing. The company also supports efforts to empower its employees by encouraging them to be independent and to make decisions in various areas. This, in turn, ensures job enrichment. Based on this information, identify the pay structure being utilized by Instruck. A. straight piecework plan B. skill-based pay systems C. merit pay system D. differential piece rates E. standard hour plan

B. skill-based pay systems

Protean careers require that employees A. look for organizations to provide job security. B. take responsibility for managing their own careers. C. be specialized at repetitive tasks. D. look for organizations to provide a career ladder so they can climb to higher positions. E. focus on holding on to their jobs to avoid being laid off.

B. take responsibility for managing their own careers.

Circumstances that resemble an invisible barrier that keep most women and minorities from attaining the top jobs in organizations are referred to as the A. revolving door. B. fixed wall. C. glass ceiling. D. closed door. E. glass escalator.

C. glass ceiling.

Managers provide for _____, a combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. A. emotional development B. training programs C. employee development D. counseling sessions E. feedback

C. employee development

Barry, a human resource manager at Yenzen Hotels Inc., is considering the use of self-appraisals. Which statement describes a limitation on the validity of self-appraisals? A. There are no disagreements between a manager and an employee when self-appraisal is used. B. Self-rating is the most preferred source of performance appraisal information. C. Employees have a tendency to inflate their self-assessments. D. Self-appraisals serve as an ideal basis for administrative decisions. E. Self-appraisals are necessary for a 360-degree performance appraisal.

C. Employees have a tendency to inflate their self-assessments.

Blyrie Pharma is a pharmaceutical company based in Alabama. Blyrie Pharma expects its employees to work long hours and achieve increased production rates. Employees earn one and a half times the usual hourly rate for working more than 40 hours in one week. Which of the following laws is Blyrie Pharma abiding by in this scenario? A. laws governing equal employment opportunity B. Fair Labor Standards Act (FLSA) of minimum wage C. Fair Labor Standards Act (FLSA) of overtime D. laws governing prevailing wages E. product market laws

C. Fair Labor Standards Act (FLSA) of overtime

Charlie, the accounting manager of MindChannel Inc., agreed to work with a coach. He chose this in order to become more of a team player, which would in turn lead him to being considered for a larger role in management. After two months, however, he complained to the human resource manager that the process is time-consuming and he has not seen any positive results. Which of the following responses to Charlie's complaint would best reflect how coaching can contribute to employee development? A. A coach generally starts by asking challenging questions, so the coach should be replaced. B. Results should show up after several weeks—so Charlie must not be practicing. C. Getting results can take several months—and the employee has to keep practicing. D. The coach should have defined Charlie's goals and motives more specifically. E. The coach should meet with Charlie every six months until he improves.

C. Getting results can take several months—and the employee has to keep practicing.

Which of the following exemplifies one of the most creative developments in human resource information systems technology? A. decision support system B. transactional processing system C. HR dashboard D. expert system E. intranet

C. HR dashboard

Which of the following statements is true of the FLSA requirements for overtime pay? A. The overtime rate is one and a half times the employee's hourly rate, excluding any bonuses or piece-rate payments. B. Time worked includes hours spent on production or sales, but not on activities such as attending required classes, cleaning up the work site, and so on. C. Overtime must be paid whether or not the employer specifically asked or expected the employee to work the extra hours. D. Everyone is eligible for overtime pay. E. Most workers paid on an hourly basis are exempt and therefore not subject to the laws governing overtime pay.

C. Overtime must be paid whether or not the employer specifically asked or expected the employee to work the extra hours.

How does 360-degree feedback help organizations? A. Managers are able to identify subordinates who provide negative feedback. B. Delivering ratings to a manager provides a simple way for the manager to act on the feedback. C. Performance improves and behavior changes as a result of participation. D. The feedback demands very little time, so the raters can focus on other tasks. E. Managers can easily interpret the results themselves and take necessary action.

C. Performance improves and behavior changes as a result of participation.

Under the FLSA, which of the following statements is true of child labor? A. Children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. B. Children aged 14 and 15 may not be employed in any work associated with interstate commerce. C. The FLSA's restrictions on the use of child labor apply to children younger than 18. D. Children aged 18 and 19 may work only outside school hours, in jobs defined as nonhazardous, and for limited time periods. E. All the states have laws requiring working papers or work permits for minors.

C. The FLSA's restrictions on the use of child labor apply to children younger than 18.

Which of the following is an HRM practice that helps organizations achieve high performance? A. work performed by individuals B. an organization discouraging continuous learning C. a performance management system measuring customer satisfaction and quality D. pay systems primarily rewarding loyalty to the company E. technology which increases costs

C. a performance management system measuring customer satisfaction and quality

According to the FLSA, which of the following individuals is most likely a nonexempt employee? A. the CEO B. a senior administrative employee C. an hourly paid employee D. an HR manager E. the director of marketing

C. an hourly paid employee

Crimson Inc. is conducting their annual performance review process for employees. The company uses a tool that measures entrepreneurial behavior, and found there was a lot of irrelevant information that was also gathered. The irrelevant information gathered from the results is termed _____. A. deficiency B. validity C. contamination D. specificity E. reliability

C. contamination

Joy Limon, a manufacturing company, has a pay structure based on job descriptions. As the company moves toward customizing production to meet customers' specific needs, it finds that managers are lacking flexibility in both job assignments as well as awarding pay increases to their employees. In this case, which of the following alternatives to job-based pay structures would best help the organization to respond to this problem? A. straight piecework plan B. skill-based pay system C. delayering D. quality-based pay system E. benchmarking

C. delayering

Charles is a successful senior employee at Groo Technology. He has five years of experience in the company and is well recognized for his contributions. The vice president of human resources tells Charles about Nina, an employee Groo hired for her keen intelligence. According to the vice president, Nina is struggling to make an impact because she does not speak up assertively or understand who to talk to when she has questions. The vice president asks Charles to serve as a mentor to Nina. What would this role involve doing? A. promoting Nina to better jobs and giving her raises B. assigning several protégés to help Nina C. developing Nina through coaching, sponsorship, and challenging assignments D. implementing a formal mentoring program E. administering 360-degree feedback

C. developing Nina through coaching, sponsorship, and challenging assignments

In the feedback step of the career management process, the employee is primarily responsible for A. ensuring that his or her goal is specific, challenging, and attainable. B. identifying the company's resources needed to reach goals. C. identifying what skills he or she could realistically develop in light of the opportunities available. D. identifying resources he or she needs, including courses, work experiences, and relationships. E. identifying his or her strengths, weaknesses, interests, and values.

C. identifying what skills he or she could realistically develop in light of the opportunities available.

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____. A. the preparations individuals make before making decisions B. the amount of consideration individuals give to their own and others' values and feelings C. individuals' degree of introversion or extroversion D. the hard facts of a situation E. individuals' tendency to be either flexible or structured

C. individuals' degree of introversion or extroversion

Zenita was a creative writer at The Machner Group before her editor asked her to try out her skills at photography in the company's visuals department. After completing a short course on photography, Zenita joined the visuals department. Which of the following methods of job design did Zenita experience? A. job experience B. job enlargement C. job rotation D. job reduction E. job revolution

C. job rotation

Myrtle Flower Company, sends its management trainees to an assessment center. There, the employees are assigned to small groups and given a problem to solve within an allotted time frame. The team members have to work together in tackling problems that they might face in a management position, without a source to whom they can refer any questions. What is the correct term for this type of development exercise? A. psychological profiling B. 360-degree feedback C. leaderless group discussion D. in-basket exercise E. time-bound discussion

C. leaderless group discussion

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and _____. A. succession planning B. self-assessment C. lifestyle D. value system E. goal setting

C. lifestyle

People experience _____ when they love their work, when they and their co-workers care about one another, and when they find their work meaningful. A. burnout B. cognitive job satisfaction C. occupational intimacy D. diminished personal accomplishment E. emotional dissonance

C. occupational intimacy

Although labor and product markets limit organizations' choices about pay levels, there is a range within which organizations can make decisions. The size of this range depends on the A. minimum and maximum wages fixed by the government. B. pay of federal contractors. C. organization's competitive environment. D. quality of employees. E. organization's global reputation.

C. organization's competitive environment.

A standard feature of a modern HRIS (Human Resource Information System) is the use of _____, which store data in separate files that can be linked by common elements. A. graph databases B. hypermedia databases C. relational databases D. unstructured databases E. parallel databases

C. relational databases

Identify the correct statement regarding protean careers. A. Employees in protean careers look for organizations to provide job security. B. Employees in protean careers take lesser responsibility for managing protean careers than for traditional careers. C. A protean career is one that does not change frequently. D. Employees in protean careers look for organizations to provide development opportunities based on the modern psychological contract. E. Protean careers are characterized by frequent changes due to changes in a person's desired level of compensation.

D. Employees in protean careers look for organizations to provide development opportunities based on the modern psychological contract.

The human resource department of Alpha-Omega Corp. is reviewing its performance management system to make sure it can show fairness if an employee ever complains of discrimination. Which of the following statements is a problem that must be addressed if Alpha-Omega is to meet that goal? A. Research shows that female managers give fairer appraisals than male managers. B. Most appraisal instruments are so objective that supervisors find them inflexible. C. Employees assume that rating errors are common, though they are rare. D. Evidence shows that raters tend to give higher ratings to persons of the rater's own race. E. Performance management systems often punish people for whistleblowing.

D. Evidence shows that raters tend to give higher ratings to persons of the rater's own race.

The HR department at TIP Consulting uses a human resource information system (HRIS). The employees of the department can view and track their individual progress as well as the progress that the department has made using HRIS. The component of the HRIS that enables this is called a(n) _____. A. HR banner B. HR bulletin board C. HR showcase D. HR dashboard E. HR scroll

D. HR dashboard

Which of the following statements is true of job enlargement? A. It creates a type of role ambiguity because an employee is not sure how to handle improvements. B. It allows employers more scope in recruiting more employees. C. It assigns an employee to a position in a different area of a company. D. It creates an opportunity for employees to develop new skills. E. It moves employees through a series of job assignments in one or more functional areas.

D. It creates an opportunity for employees to develop new skills.

John is the head of the insurance claims department. John works for longer hours than his subordinates, however, he is not paid overtime for working more than 40 hours per week. Under the FLSA, which of the following will justify the organization's decision not to give John overtime pay? A. John is not a U.S. citizen. B. John comes from an economically strong background. C. John is unmarried. D. John is considered as an exempt employee. E. John has lower educational qualifications than his subordinates.

D. John is considered as an exempt employee.

Janet, a production manager, thinks management by objectives (MBO) is a good way to measure performance results of employees in an organization. What advantage does this method offer Janet? A. The goals in this strategy are subjective. B. Managers and employees set their own goals independently. C. Management by objectives can have negative consequences on productivity. D. MBO is relatively easy to link to the organization's goals. E. MBO focuses narrowly on individual goals.

D. MBO is relatively easy to link to the organization's goals.

Which of the following is true of mentoring? A. Mentoring is the best substitute for therapy. B. Most mentoring relationships develop formally as a result of interests or values officially discussed by a mentor and a protégé. C. Employees most likely to seek a mentor are emotionally unstable and have a low need for power and achievement. D. Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program. E. Informal mentoring programs ensure access to mentors for all employees, regardless of gender or race.

D. Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program.

Which of the following statements is true about the Fair Labor Standards Act (FLSA)? A. The overtime rate under the FLSA is two and a half times the employee's hourly rate. B. The FLSA permits federal contractors to pay less than the prevailing wage rate. C. The FLSA permits a subminimum training wage equal to 95% of the minimum wage. D. Nonexempt employees are covered by FLSA and include most hourly workers. E. Under the FLSA, executive, professional, and administrative employees are considered nonexempt employees.

D. Nonexempt employees are covered by FLSA and include most hourly workers.

Which of the following statements is true about job-based pay structures? A. A pay structure that rewards employees for winning promotions will encourage them to gain valuable experience through lateral career moves. B. Their focus on higher pay for higher status can work in favor of efforts for empowerment. C. They typically reward desired behaviors, particularly in a rapidly changing environment. D. Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork. E. They always encourage flexibility, innovation, quality, and customer service.

D. Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork.

Which of the following statements is true about skill-based pay? A. Skill-based pay provides a way to ensure that employees can use their new skills. B. Gathering market data about skill-based pay is easy. C. Skill-based pay ensures that the employer pays the employee for learning skills that benefit the employer. D. Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures. E. Skill-based pay does not require records related to skills, training, and knowledge acquired.

D. Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures.

Identify the correct statement regarding the Myers-Briggs Type Indicator (MBTI). A. It is an appropriate tool for measuring job performance. B. People who take the MBTI generally do not find it to be an enjoyable experience. C. MBTI scores are stable over time. D. The MBTI is a valuable tool for understanding communication styles. E. Research has concluded that the MBTI is highly valid, reliable, and effective.

D. The MBTI is a valuable tool for understanding communication styles.

Which of the following is true of the relationship between training and development? A. Training is future oriented, while development is focused on one's experiences in the past. B. Training prepares employees for management careers, while development is for learning entry-level skills. C. Participation in training is voluntary, but most organizations require participation in development activities. D. The goal of training is preparation for the current job, while the goal of development is preparation for future job opportunities. E. Training is often an ongoing process, while development tends to be a short-term process.

D. The goal of training is preparation for the current job, while the goal of development is preparation for future job opportunities.

Which of the following statements is true about the outcomes of high-performance work systems? A. The outcomes of high-performance work systems include high employee turnover. B. Sales revenues increase the outcomes of high-performance work systems. C. Clients are the main force that drives the outcomes of a high-performance work system. D. The outcomes of each employee contribute to a system's overall high performance. E. Incentives provided to each employee play a big part in contributing to outcomes.

D. The outcomes of each employee contribute to a system's overall high performance.

Komali, the founder of Astro Computing, believes in employee empowerment, so as soon as she began hiring managers, she made subordinate reviews part of her company's performance appraisal system. However, she and her human resource manager have realized that the managers don't always place enough emphasis on efficiency and results, perhaps out of fear that their employees will give them lower ratings. What would be the best way for Astro Computing to use subordinate feedback? A. Discontinue subordinate feedback, because it has undesirable consequences. B. Require that the employees giving subordinate feedback identify themselves. C. Give the employees greater opportunities to observe the behavior of their manager. D. Use the results of subordinate feedback to identify avenues for employee development. E. Limit the information gathering by subordinates to short periods once a year.

D. Use the results of subordinate feedback to identify avenues for employee development.

Michael, a newly appointed human resource manager at Zeta Inc., learns that several female managers have complained that the company has a "glass ceiling." Indeed, the top positions are all filled by men, but Michael isn't sure whether the pattern is just a coincidence. He agrees to investigate. Which of the following conditions, if it exists, would be evidence of a glass ceiling at Zeta? A. Patterns of promotion are the same for women and men at Zeta. B. Zeta has a formal process for identifying developmental needs. C. Managers making developmental assignments consider whether stereotypes are influencing assignments. D. Zeta has no formal mentoring program to ensure that the female managers have mentors. E. Zeta is preparing for the retirement of its leaders.

D. Zeta has no formal mentoring program to ensure that the female managers have mentors.

Acting as a mentor gives managers A. career support and sponsorship. B. increased visibility among the organization's managers. C. a chance to talk about their worries. D. a chance to develop their interpersonal skills. E. a greater opportunity to be promoted.

D. a chance to develop their interpersonal skills.

The final step in the career management process is A. self-assessment. B. reality check. C. goal setting. D. action planning and follow-up. E. feedback.

D. action planning and follow-up.

An off-site location in which multiple raters or evaluators evaluate employees' performance on a number of exercises is known as a(n) _____. A. development center B. feedback center C. control center D. assessment center E. counseling center

D. assessment center

Which of the following conditions will most likely ensure a job rotation will succeed? A. the organization is unclear about its job rotation policies B. top management is indifferent to the program's success C. goals for the program support personal goals and desires D. employees and their managers agree on which skills are to be developed E. the rotation schedule occurs every few months, ensuring employees develop strong on-the-job learning skills

D. employees and their managers agree on which skills are to be developed

In assessment centers, typically, each assessor observes and records _____ employees' behaviors in each exercise. A. six or seven B. four or five C. eight or nine D. one or two E. ten or eleven

D. one or two

What is the organization's responsibility in the goal-setting stage of the career management process? A. to identify what skills can be developed realistically B. to identify goals and methods to determine goal progress C. to identify steps and a timetable to reach goals D. to ensure that the goal is specific, challenging, and attainable E. to communicate performance evaluation and opportunities available to an employee

D. to ensure that the goal is specific, challenging, and attainable

In performance appraisal, _____ refers to whether an appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance. A. contamination B. reliability C. acceptability D. validity E. interrater reliability

D. validity

Antonio, a vice president of human resources, wants to ensure that his company's performance management process is effective, so he sets up an annual review of the process. What should that review measure? A. whether the performance management process includes all seven steps B. whether performance discussions are taking place annually C. how well performance standards are tailored to each individual employee D. whether measures of individual performance support the department's and company's objectives E. how effectively the company has defined performance management as an event, not a process

D. whether measures of individual performance support the department's and company's objectives

Mindy, a manager at Savannah Grasse, observes that Mark is a slow learner and has not been able to grasp the nuances of his job responsibilities. She sees potential in Mark and decides to coach him. In this scenario, what role of a coach will Mindy be performing? A. making sure Mark only obtains feedback from her B. helping Mark accept the limits of mentoring relationships C. helping Mark learn on his own by providing problems and withholding solutions D. working one-on-one with Mark to teach him the necessary skills he needs E. encouraging Mark to take a sabbatical

D. working one-on-one with Mark to teach him the necessary skills he needs

Ricardo, the vice president of Salt Crumbs, is reviewing the development program for the company's middle managers. He notes that management development includes psychological profiles and mentors, as well as lateral moves to positions that give managers a broader view of the company. Ricardo would like to add a component of formal education. Which of the following options could be included in this new component? A. on-the-job training in the basics of managers' current jobs B. opportunities to sign up for sessions with a life coach C. a program of externships at local charities D. workshops involving business games and simulations E. 360-degree feedback

D. workshops involving business games and simulations

Brenda, the vice president of human resources at FSE Inc., meets with the executive committee to discuss planning for future job openings at the vice president level. Brenda advises the committee that sending some high-potential employees to an assessment center would be beneficial, although a full-day assessment could cost $20,000. Which of the following statements supports Brenda's recommendation? A. Brenda's personal bias disqualifies her from selecting future candidates. B. An assessment center works with employees one-on-one at the work site as a way to fully assess an employee's potential. C. An assessment center would eliminate the need for personality tests. D. Assessment centers primarily identify whether employees have the functional skills they need to carry out their jobs. E. High assessment center ratings are associated with career success.

E. High assessment center ratings are associated with career success.

Which of the following is true of job enlargement? A. It is a systematic approach to help an organization modify its core processes to achieve more efficient results. B. It aims at greater productivity through reduced application of mental and physical effort. C. It attempts to motivate employees by giving them the opportunity to use specific skill sets. D. It involves moving employees through a series of job assignments in one or more functional areas. E. It involves adding challenges or new responsibilities to employees' current jobs.

E. It involves adding challenges or new responsibilities to employees' current jobs.

Which of the following is a disadvantage of a pay structure that rewards employees for winning promotions? A. It does not focus on setting pay for groups of jobs. B. It does not make adjustments to a pay rate to reflect differences in labor markets. C. It discourages employees from gaining valuable experience through lateral career moves. D. It rewards employees for acquiring skills but does not provide a way to ensure that employees can use their new skills. E. It places the employer at an economic disadvantage relative to other employers that pay the market rate by raising the pay for some jobs.

E. It places the employer at an economic disadvantage relative to other employers that pay the market rate by raising the pay for some jobs.

_____ means that an employee is paid a given amount regardless of the number of hours worked or quality of the work. A. Pay level B. Nonexemption C. Pay policy line D. Piecework rate E. Salary basis

E. Salary basis

Which of the following is a way in which organizations can promote job satisfaction? A. They can make jobs more repetitive. B. They can set up subjective performance management systems. C. They can set highly abstract goals. D. They can empower supervisors. E. They can make jobs more interesting.

E. They can make jobs more interesting.

According to the Myers-Briggs Type Indicator, what is true of individuals with a Sensing (S) preference? A. They enjoy surprises. B. They tend to rush into decision making. C. They tend to focus less on facts and more on possibilities and relationships among them. D. They focus on interpersonal relationships. E. They tend to gather the facts and details to prepare for a decision.

E. They tend to gather the facts and details to prepare for a decision.

BottleCap Creations offers its employees a career management program in which they can take a variety of self-assessments. When employees complete these self-assessments, what is the organization's responsibility in the next stage of the career management process? A. setting short- and long-range career goals for the employee, in light of the reality check B. identifying the steps and timetable for reaching the goals in the employee's action plan C. identifying opportunities and personal areas needing improvement D. communicating to the employee what skills he or she could realistically develop in light of the opportunities available E. communicating to the employee the results of the performance evaluation and any development opportunities available

E. communicating to the employee the results of the performance evaluation and any development opportunities available

The step in the career management process in which psychological tests, such as the Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory, are used is A. follow-up. B. reality check. C. goal setting. D. action planning. E. data gathering.

E. data gathering.

Which of the following practices is most likely to enhance occupational intimacy? A. lowering emphasis on organizational learning B. narrowing the scope of work C. setting highly abstract goals D. establishing rigid and enduring pay structures E. establishing policies that show concern for employees' needs

E. establishing policies that show concern for employees' needs

Usually an employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management. A. self-assessment B. action planning C. goal setting D. data gathering E. feedback

E. feedback

Michelle, an employee at Matthews Inc., finds it difficult to attain a promotion even after working for seven years at the firm. She believes that she is not being promoted because she is a woman. In this scenario, Michelle's progress in the organization is restricted by a _____. A. downward move B. nickel fence C. job reduction D. job rotation E. glass ceiling

E. glass ceiling

A year ago, a production facility of a beverage company became the subject of negative news coverage following complaints that it had been slow to alert the community to some contamination of the water supply. During the reporters' investigation, several employees came forward to blame a supervisor who they claimed was nasty and unfair in his dealings with them. After the stories spread online, the human resource department noticed that the number of workers applying for jobs at the facility had tumbled, and so had the quality of applicants who did apply. The troublesome manager was dismissed, and now the human resource department is investigating how to improve the ethical climate at the facility. Which of the following measures would contribute most to the effort? A. recognizing that, for a business, ethical issues are mainly relevant in the short term B. sending executives to an off-site private retreat to write a code of ethics together C. shutting down channels through which unethical acts might become known D. keeping quiet until the incidents are forgotten E. including measures of ethical behavior in performance management

E. including measures of ethical behavior in performance management

Which of the following elements establish an organization's pay structure? A. pay ranges and pay differentials B. cost control and equity C. legal requirements and job descriptions D. individual salaries of its employees E. job structure and pay level

E. job structure and pay level

Ray, the CEO of Textiles Inc., believes the goals of the company must be divided into smaller departmental and individual goals. The accomplishment of these smaller goals will allow employees at all levels to contribute to accomplishment of the bigger goals of the company. In the context of measuring performance results, Ray's belief can be best justified using _____. A. total quality management B. the behavioral observational scale method C. the critical-incident method D. statistical quality control E. management by objectives

E. management by objectives

A(n) _____ is a career that frequently changes based on changes in a person's interests, abilities, and values and in the work environment. A. prescribed career B. stable career C. flexible career D. established career E. protean career

E. protean career

During the action planning and follow-up step of the career management process, the employer A. has the responsibility of communicating the performance evaluation. B. should identify opportunities and personal areas needing improvement. C. should ensure that the goal is specific. D. is responsible for identifying the steps and timetable to reach the goals. E. should identify the resources needed.

E. should identify the resources needed.

Most companies use _____ moves as an option for employee development. A. small upward B. vertical and horizontal C. left, right, and sideways D. occasional horizontal E. upward, downward, and lateral

E. upward, downward, and lateral

Peer reviews are an excellent source of information about performance in a job where the supervisor does not often observe the employee.

TRUE

Pay structure consists of the relative pay for different jobs within the organization. Pay level is the average amount, including wages, salaries, and bonuses, the organization pays for a particular job. Pay structure and pay levels help the organization achieve goals related to employee motivation, cost control, and the ability to attract and retain talented human resources.

Pay structure Pay level

Organizations use pay surveys to benchmark compensation.

TRUE

Paying a salary does not necessarily mean that a job is exempt from overtime pay.

TRUE

A pay structure helps an organization achieve goals related to cost control.

TRUE

A performance appraisal process must identify causes of an employee's performance discrepancy and develop plans for improving their performance.

TRUE

A standard feature of a modern Human Resource Information System is the use of relational databases, which store data in separate files that can be linked by common elements.

TRUE

Coaches are peers or managers who work with other employees to motivate them, help them develop their skills, and provide them with reinforcement and feedback.

TRUE

Job rotation increases employees' understanding of different company functions.

TRUE

Management by objectives (MBO) links employee performance with the organization's strategic goals.

TRUE