MGMT405 Chapter 12

Research has shown that ____ facilitates employee socialization to a new job. A. clarifying job requirements and knowledge and skills to be acquired B. minimizing biasing contact from current co-workers C. providing a highly positive recruitment message regarding job requirements at rewards D. all of the above

A. clarifying job requirements and knowledge and skills to be acquired

To reduce the likelihood of negligent hiring lawsuits organizations should _____. A. emphasize characteristics like licensure requirements, criminal records, and references B. avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem C. refuse to fire individuals with a history of mental illnesses D. none of the above are useful to prevent negligent hiring suits

A. emphasize characteristics like licensure requirements, criminal records, and references

A temporary pay premium added to the regular base pay of an employee to account for a temporary market escalation in pay for certain skills in extreme shortage is called a(n) ____________. A. hot skill premium B. tight labor market adjustment C. key skill premium D. none of the above

A. hot skill premium

Which of the following is likely to be a contingency related to a job offer? A. satisfactory reference checks B. job salary C. job benefits D. job vacation privileges

A. satisfactory reference checks

Flat pay rate job offers are least appropriate for _______. A. situations where applicants have very dissimilar KSAOs B. jobs with a plentiful supply of applicants C. situations where management desires to avoid inequities in starting pay among new employees D. jobs where applicants have KSAOs of similar quality

A. situations where applicants have very dissimilar KSAOs

A _____ is a right to purchase a share of stock for a predetermined price at a later date. A. stock option B. profit share C. realized dividend D. mutual fund

A. stock option

In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline? A. It makes a difference who the competitors are. B. Competitive offers should always be matched to ensure acceptance. C. Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers. D. Trade associations should be consulted for competitive information whenever possible.

B. Competitive offers should always be matched to ensure acceptance.

Which of the following circumstances makes it less likely an oral statement about weekend work would be legally enforceable as a contract term? A. The statement was made in the workplace. B. The statement is not supported by a written policy. C. The statement was made by an organizational manager. D. The statement was a specific one.

B. The statement is not supported by a written policy.

Long-term variable pay plans provide employees ownership opportunities as the value of the organization increases are applicable only in the ____. A. public sector B. private sector C. technology sector D. none of the above

B. private sector

Which of the following statements about negligent hiring lawsuits against employers is accurate? A. monetary damages are usually leveled against the employee found to be at fault B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee C. the employer has the initial burden to present evidence of proper hiring practice in such cases D. suits of this kind are decreasing as companies in the private sector recognize the liabilities involved

B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee

As a general rule concerning job offers, it can be said that __________. A. "low ball" job offers are expensive to the organization B. "competitive" job offers have no important drawbacks C. "competitive" job offers tend to leave room to negotiate D. "competitive" offers usually stimulate the most positive reactions on the part of offer recipients

C. "competitive" job offers tend to leave room to negotiate

______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment. A. Non-compete agreements B. Retainers C. Confidentiality clauses D. Mixed-motive contracts

C. Confidentiality clauses

What is the relationship between orientation and socialization activities? A. Orientation covers job content, socialization covers social content. B. Orientation is usually a small group activity, socialization is one on one. C. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization. D. Orientation is formal, socialization is informal.

C. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.

Which of the following statements about disclaimers is false? A. They can appear in almost any written documents made available to job applicants or employees. B. They can be used to limit employee rights. C. They are never oral. D. Their receipt by employees should be acknowledged in some formal way.

C. They are never oral.

Which of the following statements about written contracts is false? A. The law favors written contracts over oral contracts. B. A statement on a job application blank could be construed as a written contract. C. Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts. D. Internal job posting notices can be construed as written job contracts.

C. Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts.

Studies of job seekers graduating from hotel administration and engineering programs showed that job offers involving _____ are seen more favorably. A. pay contingent on performance B. pay raises based on group performance C. a flexible benefits package D. pay pegged to skills

C. a flexible benefits package

Which of the following is not a choice involved in a strategic approach to job offers? A. determining a compelling offer the finalists will find difficult to turn down B. deciding which short and long term pressures to respond to in an offer C. deciding on specific pay levels that will apply to all individuals D. determine whether there will be a "standard offer" for all finalists or whether "enhanced offers" will be possible for some finalists

C. deciding on specific pay levels that will apply to all individuals

A _____ contract provides certainty to both the new hire and the organization regarding the length of the employment relationship. A. variable premium B. fixed annuity C. fixed-term D. latent variable

C. fixed-term

Which of the following statements about reneging on job offers is false? A. reneging is often caused by sudden changes in circumstances, such as a change in health status B. there are substantial legal concerns about reneging C. most employers feel the level of reneging has increased dramatically in recent years D. solid evidence on reneging and why it occurs is lacking

C. most employers feel the level of reneging has increased dramatically in recent years

The most commonly negotiated element of a job offer is ___. A. severance packages B. educational assistance C. salary D. paid time off

C. salary

Terms and conditions that the organization states the employee is entitled to upon departure from the organization constitute _________. A. pay rates B. health benefits C. severance packages D. life insurance

C. severance packages

Consideration in a contract entails __________. A. evidence that both parties agree to the terms as offered B. a polite exchange of information C. the exchange of something of value between the parties to the contract D. none of the above

C. the exchange of something of value between the parties to the contract

Most rejection messages sent to applicants are _________. A. specific in terms of the reason for the rejection B. not conveyed by formal means C. vague in content D. designed carefully to "soften the blow" of the rejection

C. vague in content

Under the requirements of the Immigration Reform and Control Act, employers must ___________. A. adjust pay scales for alien status B. verify employability status for aliens only C. verify employability status for all potential employees D. verify employability status for applicants before an offer is extended

C. verify employability status for all potential employees

Which of the following is true regarding long-term variable pay? A. Stock options qualify for special tax treatment for employees. B. Small public organizations are more likely to provide stock options than large public organizations. C. Stock options guarantee a fixed rate of return on investment. D. None of the above

D. None of the above

Effective orientation training should include __________. A. sources of influence in the organization B. integrating the newcomer into the work unit and team C. conducting active mentoring for the newcomer D. all of the above

D. all of the above

The delivery of newcomer socialization should be the responsibility of __________. A. his/her supervisor B. a mentor or sponsor C. the HR department D. all of the above

D. all of the above

Which of the following elements are required for a contract to be legally binding and enforceable? A. offer B. acceptance C. consideration D. all of the above

D. all of the above

From the newcomer's perspective, likely components for inclusion in the socialization process include addressing _________. A. performance proficiency B. organization goals and values C. politics D. all of the above are correct

D. all of the above are correct

The goal(s) of the socialization process is(are) ___________. A. to achieve an effective person/job match B. to achieve an effective person/organization match C. to help the newcomer fit into the job in the long-term D. all of the above are true

D. all of the above are true

Non-compete agreements should be drafted in such a way that they cover ____. A. high-value employees B. experienced employees C. all employees D. only managerial, technical, and scientific staff

D. only managerial, technical, and scientific staff

In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ____. A. the promise was accurate B. the promise was made in good faith C. the defendant reneged on the promise D. the promise was withdrawn, resulting in a detrimental effect

D. the promise was withdrawn, resulting in a detrimental effect

The sales approach to presenting a job offer has been adopted by many organizations because ________. A. mechanical presentations of job offers have been proven not to work B. they apply to all situations C. they cost less than mechanical presentations D. they may increase the likelihood of bringing job offers to closure

D. they may increase the likelihood of bringing job offers to closure

The most sensible approach for addressing the issue of applicant truthfulness would be to ________. A. receive applicant information in good faith since the majority of applicants will be honest and it is not fair to inconvenience everyone with more verification because of a few "bad apples" B. treat applicants with trust and they will respond with honesty in most cases C. have applicants provide independent, third-party documentation of all job information provided on application blanks D. verify the applicant information provided that is deemed most vital

D. verify the applicant information provided that is deemed most vital