MGMT 5360 CH 3 MG

1. In business settings, it is hard to be convincing without data. A) True B) False

A

11. Informational literature, new-employee orientation, instruction in a formal training program, and instruction by employee assignment are the four training costs associated with turnover. A) True B) False

A

12. A major cost associated with employee turnover is reduced productivity during the learning period of replacement. A) True B) False

A

15. The ability to develop and share insights around the globe has become an increasingly important element of competitive advantage. A) True B) False

A

2. If employees have employers who invest in training programs that promote job challenge and learning, autonomy, supervisor task support, a climate of respect and trust, work-life fit, and economic security, they should be highly engaged, satisfied with their jobs, and should intend to stay. A) True B) False

A

20. From a business standpoint, absenteeism is any failure of an employee to report for or to remain at work as scheduled, regardless of reason. A) True B) False

A

22. Global competition and the rapidly changing financial environment are driving the need to innovate constantly and effectively. A) True B) False

A

23. Attitudes are internal states that focus on particular aspects of or objects in the environment. A) True B) False

A

24. The behavior-costing approach to employee attitude valuation is based on the assumption that measures of attitudes are indicators of subsequent employee behaviors. A) True B) False

A

25. The term "work-life" recognizes the fact that employees at every level in an organization face personal or family issues that can affect their performance on the job. A) True B) False

A

29. Rather than identifying workers' weaknesses and attempting to fix them, where the gains will be short-lived, the best managers focus on strengths. A) True B) False

A

30. A work-life program is any employer-sponsored benefit or working condition that helps an employee manage work and nonwork demands. A) True B) False

A

31. The best managers continually encourage their employees to look in the mirror and assess themselves in order to find the kind of work that will bring out their best talents. A) True B) False

A

32. Meta-analytic results (a quantitative summary of 59 studies) show that merely offering work-life programs is related to greater perceptions of organizational support, and these perceptions improve job attitudes and performance. A) True B) False

A

34. Identify a true statement about big data. A. It is the collection and analysis of the digital history created when people surf the Internet. B. It excludes tests and measures of aptitudes, behaviors, and competencies that employers compile about applicants. C. it is similar to the traditional approaches to analytics in terms of volume, velocity, and variety. D. It rarely provides insights into users who seek to gain competitive advantage in the marketplace.

A

39. What is the purpose of the process component of the LAMP model? A. To make the insights gained as a result of costing employee absenteeism actionable B. To measure the effectiveness of the HR department C. To show how to assess the costs and benefits of people-related business activities D. To improve management decision making

A

4. Application of the LAMP process reveals that it is a powerful tool for educating leaders outside of HR and for embedding HR measures into mental frameworks that provide the basis for meaningful people-related business decisions. A) True B) False

A

43. In the context of the cost elements associated with replacing employees who leave an organization, accepting applications and checking references are examples of _____. A. pre-employment administrative functions B. entrance interviews C. testing D. communicating job availability

A

46. In the context of costing employee absenteeism, _____ is an example of a direct cost. A. sick leave B. delay C. reduced morale of coworkers D. lower productivity of replacement employees

A

54. The term _____ refers to low performers who are easy to replace. A. functional turnovers B. voluntary turnovers C. involuntary turnovers D. unconditioned turnovers

A

56. Which of the following is NOT one of the broad categories of costs in the basic turnover costing model? A. Benefit costs B. Separation costs C. Training costs D. Replacement costs

A

6. The purpose of the process component of the LAMP model is to make the insights gained as a result of costing employee absenteeism actionable. A) True B) False

A

60. According to the text, a major cost associated with employee turnover is probably: A. reduced productivity during the learning period. B. the per-person costs associated with replacements for those who have left. C. the total cost of a formal orientation program. D. reaching final hiring decisions.

A

66. _____ is an internal state that focuses on particular aspects of or objects in the environment. A. Attitude B. Job Satisfaction C. Organizational Commitment D. Logic

A

69. Effective management practices drive _____. A. employee satisfaction B. customer satisfaction C. long-term profitability D. long-term growth

A

71. Which of the following is NOT an element of attitudes? A. Satisfaction B. Cognition C. Action D. Emotion

A

73. What led Sysco executives to pay attention to the human capital indices? A. A correlation between work climate/employee-engagement scores, productivity, retention, and pretax earnings B. A causation that higher sales lead to higher employee engagement C. The LAMP model D. The downturn in the economy

A

8. The objective in costing human resources is not just to measure the relevant costs but also to develop methods and programs to reduce the costs of human resources by managing the more controllable aspects of those costs. A) True B) False

A

10. All activities associated with in-processing new employees are classified under training costs related to turnover. A) True B) False

B

13. The purpose of measuring turnover costs is to build a case to present to stockholders. A) True B) False

B

14. The time coworkers spend guiding a new employee does not need to be taken into account when considering the fully loaded cost of turnover. A) True B) False

B

16. The letters in LAMP stand for logic, assessment, metrics, and potential. A) True B) False

B

17. The sum of two component costs—separation and replacement—represents the total cost of employee turnover for the period in question. A) True B) False

B

18. The most dominant cause of absenteeism in the United States is family-related issues. A) True B) False

B

19. The fully loaded cost of turnover excludes an exiting employee's lost leads and contacts. A) True B) False

B

21. Competitors find it easier to imitate a highly skilled, committed, and fully engaged workforce than technology and processes. A) True B) False

B

26. Despite the popular perception of flexibility as a powerful business tool that can improve important human capital outcomes and boost operational performance, studies have shown that flexibility has to be essentially positioned as a "perk," an employee-friendly benefit, or an advocacy cause. A) True B) False

B

27. The best managers identify the best talents available and then create appropriate positions for the talent. A) True B) False

B

28. The best managers establish very clear objectives and define the steps for their employees. A) True B) False

B

3. Talent is not a key constraint to growth in many organizations. A) True B) False

B

35. Scorecards, summits, dashboards, data mines, data warehouses, and audits are examples of the _____ component of the LAMP model. A. analytics B. measures C. logic D. process

B

41. _____ is a core element of any change process. A. Money B. Education C. Benefits D. Measurability

B

44. Which of the following cost elements associated with replacing employees who leave an organization includes functions ranging from determining if replacements are needed to reaching final hiring decisions? A. Entrance interview B. Staff meetings C. Testing D. Communicating job availability

B

47. In the context of costing employee absenteeism, _____ is an example of an indirect cost. A. sick leave B. reduced morale of coworkers C. short-term disability D. long-term disability

B

48. Any failure of an employee to report for or to remain at work as scheduled, regardless of reason is: A. protected under the FMLA. B. absenteeism. C. turnover. D. allowed in work-life programs.

B

5. At the level of the individual work unit, highly engaged employees cooperate with each other and devote extra effort to innovation, but they don't adapt effectively to change. A) True B) False

B

53. _____ occurs when an employee leaves an organization permanently. A. Transfer B. Turnover C. Temporary layoff D. Downsizing

B

57. In the costing of employee turnover, the category of _____ costs includes the cost of the interviewer's time and the cost of the terminating employee's time. A. training B. separation C. replacement D. vacancy

B

67. _____ is a multidimensional attitude; it is made up of attitudes toward pay, promotions, coworkers, supervision, the work itself, and so on. A. Attitudes B. Job satisfaction C. Organizational commitment D. Logic

B

7. Total pay is synonymous with the fixed costs, variable costs, or opportunity costs of employee time. A) True B) False

B

75. _____ issues address the fact that employees at every organizational level face personal or family issues that can affect their performance on the job. A. Pay and benefit B. Work-Life C. Training and development D. Family-life

B

9. A state bases unemployment tax rates on each company's turnover rate. Companies operating in this state will find that a lower turnover will lead to a higher unemployment tax rate. A) True B) False

B

51. In the context of absenteeism, _____ includes various methodologies—for example, surveys and interviews with employees and supervisors—used to identify the causes of absenteeism and to estimate variation in absenteeism across different segments of employees. A. 360-degree feedback B. analytics C. action programs D. process

B.

36. In the context of talent analytics, _____ is defined as a diagram that links investments in an HR program to financial and nonfinancial outcomes that decision makers care about. A. spiral diagram B. class diagram C. logic diagram D. round diagram

C

37. _____ transform(s) HR logic and measures into rigorous, relevant insights. A. Process B. Benchmarks C. Analytics D. ABC costing

C

45. In the context of the training cost elements associated with replacing employees who leave an organization, on-boarding is an example of _____. A. instruction in a formal training program B. cross-training C. new-employee orientation D. instruction by employee assignment

C

49. _____ is a good example where an employee is absent and is simply not available to perform his or her job; that absence will cost money. A. Vacation B. Holiday C. Medically verified illness D. Jury duty

C

55. What is the crucial issue in analyzing turnover? A. The number of transfers within an organization B. The number of employees that leave the organization C. The performance and replaceability of employees who leave versus those who stay, and the criticality of their skills D. Determining the total cost of all turnovers and estimating the percentage of the amount that represents controllable turnover

C

58. Which of the following is NOT a cost element associated with replacing employees? A. Medical examinations B. Communicating job availability C. Informational literature D. Travel and moving expenses

C

61. What is the purpose of measuring turnover costs? A. To show how to measure the effectiveness of the HR department B. To realize the financial impact of human resource management activities C. To improve management decision making D. To show how to assess the costs and benefits of people-related business activities

C

63. The average employee in the United States has about _____ unscheduled absences per year. A. 1.8 B. 3.2 C. 5.4 D. 10

C

64. In the context of absenteeism, identify a true statement about measures. A. They include methodologies used to identify the causes of absenteeism. B. They refer to formulas. C. They focus on specific numbers. D. They refer to surveys and interviews with employees and supervisors.

C

68. _____ is the emotional engagement that people feel toward an organization. A. Local perspective B. Job satisfaction C. Organizational commitment D. Contrast effect

C

72. Sysco developed a work climate/employee-engagement survey built around the: A. organizational goals. B. training and development. C. 5-STAR principles. D. organizational mission.

C

74. A work-life program spans all of the following broad areas EXCEPT: A. information services and HR policies B. leave options C. rigid working conditions D. child- and dependent-care benefits

C

76. Nearly _____ percent of employees who are caregivers of an older relative also have children under the age of 18. A. 60 B. 25 C. 75 D. 10

C

33. The LAMP model includes all of the following EXCEPT: A. logic. B. analytics. C. measures. D. probability.

D

38. The _____ component of the LAMP model begins with the assumption that employee turnover is not equally important everywhere. A. probability B. analytics C. process D. logic

D

40. _____ is the process of using data to influence key decision makers. A. Logic B. Analytics C. Probability D. Process

D

42. Which of the following elements in separation costs includes removal of an employee from payroll? A. Increased unemployment tax B. Separation pay C. Exit interview D. Administrative functions related to termination

D

50. The leading cause of absenteeism in the United States is: A. entitlement mentality. B. stress. C. family-related issues. D. personal illness.

D

52. The combined effect of all costs associated with turnover can easily cost _____ percent or more of the departing person's salary. A. 25 B. 50 C. 80 D. 150

D

59. Activities associated with in-processing new employees pertain to which of the following replacement cost elements? A. Travel and moving expenses B. Communicating job availability C. Pre-employment administrative functions D. Postemployment acquisition and dissemination of information

D

62. Costs of employee absenteeism vary depending on the type of firm, the industry, and the: A. distribution of corporate resources. B. state unemployment tax rate. C. established absenteeism baseline. D. level of employee that is absent.

D

65. Which of the following statements defines the term "job satisfaction"? A. It is the assessment of the relative worth of jobs to a firm. B. It is the extent to which a performance measure is deemed satisfactory or adequate by those who use it. C. It is an approach that allows two employees to share a job's responsibilities, which are normally handled by only one employee. D. It is a pleasurable feeling that results from the perception that a job fulfills or allows for the fulfillment of its holder's important job values.

D

70. Engagement fuels which of the following? A. Identification with the success of one's company B. Discretionary efforts C. Concern for quality D. All of these

D