hr

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 is a customer satisfaction measure that indicates the success of the compensation system designed by the HR department of an organization? A. competitiveness in local labor market B. the ratio of average salary offers to average salary in community C. per capita (average) merit increases D. the percentage of overtime hours to straight time E. the ratio of recommendations for reclassification to number of employees

A. competitiveness in local labor market

Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as A. continuous learning. B. critical thinking. C. innovation. D. cognition. E. groupthink.

A. continuous learning.

Outcomes of a high-performance work system include higher productivity and _____. A. efficiency B. maintenance C. manpower D. equipment E. resources

A. efficiency

A learning culture creates the conditions in which managers A. encourage experimentation. B. ensure rigidity. C. help sustain the status quo. D. encourage groupthink. E. demonstrate a high degree of risk aversion.

A. encourage experimentation.

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

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization? A. promptness in handling claims B. the average unemployment compensation payment C. per capita (average) merit increases D. the benefit cost per payroll dollar E. the percentage of sick leave to total pay

A. promptness in handling claims

Sofia, a human resources executive, emphasizes to her staff that the department should focus on serving its "customer," the company's employees. Which of the following activities best expresses treatment of employees as customers? A. providing employees with the training they need to succeed at work B. keeping records of whether employees complete training when it is required C. reporting safety performance to the Occupational Safety and Health Administration D. directing employees who call to submit their questions in writing on a certain form E. telling employees what they must do to meet the needs of the HR department

A. providing employees with the training they need to succeed at work

A business indicator of the overall effectiveness of HR activities includes A. the ratio of personnel staff to employee population. B. accuracy and clarity of information provided to managers and employees. C. the competence and expertise of staff. D. the working relationship between organizations and HRM department. E. assistance in identifying management potential. Business indicators for the overall effectiveness of HR activities include the ratio of personnel staff to employee population; the turnover rate; the absenteeism rate; the ratio of per capita revenues to per capita cost; and the net income per employee.

A. the ratio of personnel staff to employee population.

Which of the following is true about continuous learning? A. The advancement of technology has put little pressure on employees to learn about their work systems. B. Employees should continuously learn about their work systems to improve performance. C. Continuous learning may eventually turn out to be a disadvantage because it results in information overload. D. Despite continuous learning, employees do not put into practice what they have learned. E. Continuous learning definitely will result in a job transfer or better job opportunities.

B. Employees should continuously learn about their work systems to improve performance

_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public. A. Emotional behavior B. Ethical behavior C. Physical behavior D. Mental behavior E. Cognitive behavior

B. Ethical behavior

To determine the outcomes of the HR functions at Vesco International, several top-level managers suggest conducting a formal review of the HR department to evaluate its functions. The CEO approves the implementation of this suggestion. Which of the following ways to measure the effectiveness of human resource management would Vesco use? A. HRM functions B. HRM audit C. HRM analytics D. HRM programs E. HRM activities

B. HRM audit

Which of the following is an HRM function in an HRM audit? A. production B. appraisal C. export D. import E. copyright protection

B. appraisal

At a high-performance organization, recruitment and selection aim at obtaining the kinds of employees who can thrive in this type of setting. These employees are _____. A. primarily individual contributors B. enthusiastic about knowledge sharing C. averse to risk taking D. averse to experimentation E. averse to taking initiative

B. enthusiastic about knowledge sharing

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

Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships. A. job structure B. organizational structure C. value chain D. corporate design E. relationship management

B. organizational structure

Ronaldo, the general manager of RipnRoll Furniture, believes that each employee must thoroughly understand the goals of the organization. He understands that adhering to the vision and mission of the organization will help increase employee satisfaction and will also result in improved employee performance. Which of the following strengthens Ronaldo's belief? A. the vision and mission of the organization are ethical B. understanding the organization's goals helps employees improve their performance C. employee performance can be enhanced by keeping costs under control D. Ronaldo has too many expectations of his employees E. the organization's goals constantly change

B. understanding the organization's goals helps employees improve their performance

A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.

FALSE

An organizations HR department makes most decisions about organizational structure.

FALSE

Maridings Inc., an apparel manufacturer, employed a large-scale recruitment drive to hire some of the country's best fashion designers. The company's HR team was responsible for measuring the success of this recruitment drive to quantify its returns. In this scenario, the HR team can use a process is referred to as _____. A. HR report B. HR audit C. HR analytics D. HR statistics E. HR scoping

C. HR analytics

Which of the following statements is true about a learning organization? A. It actively resists organizational change. B. It usually considers organizational learning a barrier to the dissemination of corporate culture. C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge. D. It places a relatively low importance on innovation. E. It considers training a superfluous corporate ritual.

C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

Identify the HRM practice that can assist firms in becoming a high-performance organization A. a conservative discipline system B. avoiding monitoring employees' satisfaction C. a job related and legal selection system D. a work design encouraging rigidity E. using technology sparingly

C. a job related and legal selection system

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

A work team can be empowered by A. reducing the team's interaction with other department or teams. B. keeping roles independent and separate from one another. C. authorizing the team to make decisions traditionally made by managers. D. confining the scope of work done by the team and its members. E. assigning management of work schedules to the manager.

C. authorizing the team to make decisions traditionally made by managers.

Job design aimed at empowerment A. is complex. B. limits flexibility. C. includes access to resources. D. increases employee turnover. E. includes a rigid pay structure.

C. includes access to resources.

At Wakame Beauty Solutions, Sheila created an award-winning line of lip balm, lip gloss, and lipstick after many hours of research and discussions with experts. Now, with her manager's encouragement, she frequently conducts workshops for other employees about lip color and other beauty products. In this scenario, which of the following features of Wakame Beauty Solutions is exemplified? A. flexible environment B. critical thinking C. learning culture D. job rotation E. functional organization

C. learning culture

Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology, organization structure, and human resources as unrelated.

FALSE

Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization's overall goals and includes the performance measures by which employees are judged? A. organizational goals B. task design C. reward systems D. information systems E. training systems

C. reward system

Ryan is an experienced employee at an organization. The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance. Ryan has raised concerns regarding the revised policy, but management stands firm on its revised policy. For Ryan's company to be a high-performance work system, which of the following elements is Ryan seeking to improve? A. organizational structure B. staffing C. reward systems D. task design E. information systems

C. reward systems

High-performance organizations do not need selection methods that identify more than technical skills.

FALSE

High-performance work systems are characterized by high employee turnover.

FALSE

Themost popular way to empower employees is to design work so that it can be performed by individuals.

FALSE

Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance? A. It fosters competitiveness. B. It empowers first-line managers and supervisors. C. It helps an organization maintain the status quo. D. It contributes to good long-term relationships with employees, customers, and the public. E. It encourages people to be highly innovative.

D. It contributes to good long-term relationships with employees, customers, and the public.

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.

To create a learning organization, one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

FALSE

In the context of an organization's human resource division, which of the following statements is true of its "customers"? A. The term refers specifically to the organization's shareholders. B. The term refers specifically to the organization's offshore clients. C. The term usually refers to the organization's top management. D. The term refers to the organization as a whole and its other divisions. E. The term refers to the labor law enforcement agencies.

D. The term refers to the organization as a whole and its other divisions.

In a high-performance work system, organizational structure promotes cooperation, learning, and _____. A. traditional management practices B. personal discipline C. improved financial performance D. continuous improvement E. productivity in all levels of the organization

D. continuous improvement

The use of HR analytics involves measuring a program's success in terms of whether it A. adopted a pro-innovation approach. B. was perceived as effective by external stakeholders. C. sustained the status quo. D. delivered value in an economic sense. E. enjoyed the support of trade unions.

D. delivered value in an economic sense.

Gibson United is a new firm located in Chicago. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Gibson United is engaging in creating a(n) _____. A. information system B. task-design procedure C. reward system D. organizational structure E. staffing solution

D. organizational structure

ITI Inc., a software company, is currently looking for employees to fill vacant positions. It is looking for prospective candidates who are enthusiastic about their work and willing to share their knowledge with their colleagues on various topics related to their field. The HR department is responsible for finding the right type of candidate to fit the roles in the organization. In this scenario, the HR department contributes to high performance through _____. A. job design B. training C. performance management D. recruitment and selection E. job search

D. recruitment and selection

For a learning organization to function well, employees ought to A. create short-term learning goals rather than long-term learning goals. B. identify their own training needs. C. take part in seminars and conferences at least once every week. D. share the information that was acquired during the learning process. E. distribute highly classified information.

D. share the information that was acquired during the learning process.

According to your text, which of the following is a key element of high-performance work systems? A. organization B. a rigid hierarchy C. measurable skill sets D. the right people E. exact synchronization between divisions

D. the right people

Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities? A. the ratio of personnel staff to employee population B. the percentage of employees receiving tuition refunds C. per capita (average) merit increases D. the working relationship between organizations and HRM department E. the turnover rate

D. the working relationship between organizations and HRM department

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n) _____. A. balanced scorecard B. profit-and-loss statement C. evidence-based HRM D. job description E. HRM audit

E. HRM audit

Which of the following statements is true about task design? A. It determines what type of information to gather to reduce errors in planning. B. It empowers people to perform better and create goals that match an organization's goals. C. It allows the recruitment of prospective candidates to occur in an easier manner. D. It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met. E. It involves the clustering of details pertaining to an organization's required activities.

E. It involves the clustering of details pertaining to an organization's required activities.

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 In the long run, a high-performance organization meets high ethical standards. Ethical behavior

E. including measures of ethical behavior in performance management

Nicole was recently promoted at a leading IT firm. Her supervisor has given her access to previously-restricted programs, and Nicole can now retrieve certain confidential data necessary to her job responsibilities. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario? A. organizational structure B. staffing C. reward systems D. task design E. information systems

E. information systems

In the context of an HRM audit, the ratio of acceptances to offers made primarily serves as a business indicator for _____ activities. A. employee development B. appraisal C. training D. compensation E. staffing

E. staffing

The HR department of a firm identifies the per capita requirement costs in its annual audit. It also calculates the average number of days taken to fill open positions at the firm. The data gathered were used as business indicators in the audit. The business indicators are most likely to measure the performance of the _____ activity of the firm. A. training B. employee appraisal C. employee development D. compensation E. staffing

E. staffing

Which of the following elements of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities? A. information systems B. reward systems C. performance D. organizational structure E. task design

E. task design

Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization? A. assistance in identifying management potential B. the organizational development activities provided by the HRM department C. the accuracy and clarity of information provided to managers and employees D. the quality of the introduction or orientation programs E. the distribution of performance appraisal ratings

E. the distribution of performance appraisal ratings

A condition underpinning any high-performance organization is that employees be fully engaged with their work.

TRUE

Measures of employees' performance should take the effects of situational constraints into account.

TRUE

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 suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices.

TRUE

The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.

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

Transaction processing includes the activities required to meet government reporting requirements.

TRUE

The three things human resource management needs to define in a customer-oriented approach are B. the customer groups, the customer needs, and the activities required to meet those needs. C. the size of an organization, the customer groups, and the level of motivation of the customers. D. the size of the organization, the number of customers, and the customer needs. E. the dedication to quality, the size of management, and the goals of the organization.

b. the customer groups, the customer needs, and the activities required to meet those needs.

Which of the following statements is true of high-performance work systems? A. Creating a high-performance work system is akin to using traditional management practices. B. To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another. C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people. D. A high-performance work system usually excludes reward systems. E. Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

c. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people

In the context of an HRM audit, average unemployment compensation payment primarily serves as a vital business indicator for activities related to _____. A. staffing B. training C. employee appraisals D. benefits E. recruitment

d. benefits

Compensation usually discourages high-performance organizations when it is linked in part to performance measures.

ff

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.

linking performance measures to meeting internal and external customers' needs

In a high-performance work system, task design makes jobs _____. A. narrow in scope B. high in task significance, but low in autonomy C. highly specialized D. efficient while encouraging high quality E. simple and repetitive

D. efficient while encouraging high quality

Calvin, the CEO of Incal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100% effort into their daily work. He adds that in every quarter the company meets its sales targets, employees will receive a $500 bonus. In this scenario, Calvin's actions are most likely to improve ______. A. critical thinking B. continuous learning C. ethical behavior D. employee engagement E. information systems

D. employee engagement

According to your text, a number of techniques are available for measuring HRM's effectiveness in meeting its customers' needs depending on the situation. These techniques include reviewing a set of key indicators, measuring the outcomes of _____, and measuring the economic value of HRM programs. A. training results B. committed employees C. goals D. specific HRM activity E. predicted successes

D. specific HRM activity

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater effectiveness means that A. the rate of employee turnover is considerably high. B. the HR personnel use fewer and less-costly resources to perform its functions. C. the average employee compensation in the organization is well above the prevailing market rate. D. what the HR department does has a more beneficial effect on employees' and the organization's performance. E. there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.

D. what the HR department does has a more beneficial effect on employees' and the organization's performance.

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.

ThinkBig Inc. has been known for its excellent customer service since its start more than 40 years ago. The company carefully selects employees based on their combination of skills and commitment to the company's values of service and quality. How does ThinkBig's selection process contribute to the company's high performance? A. ThinkBig focuses on outcomes that can be defined in specific terms. B. ThinkBig can benefit from the use of teamwork and employee empowerment. C. ThinkBig's selection process avoids the use of psychological testing. D. ThinkBig's employees have more technical skills than competitors' employees have. E. ThinkBig's employees not only know how to do their work, but also are enthusiastic and committed.

E. ThinkBig's employees not only know how to do their work, but also are enthusiastic and committed.

For a business conducting an HRM audit, which of the following will serve as an important customer satisfaction measure in assessing the success of training programs conducted by HR? A. the percentage of employees participating in training programs per job family B. the percentage of employees receiving tuition refunds C. per capita (average) merit increases D. training dollars per employee E. the quality of introduction or orientation programs

E. the quality of introduction or orientation programs

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

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

Which of the following in an organization usually makes most of the decisions about organizational structure? A. top management B. HR department C. supervisors D. middle-level managers E. technical analysts

A. top management

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department? A. treatment of applicants B. average years of experience or education of hires per job family C. average days taken to fill open requisitions D. the ratio of acceptances to offers made E. the ratio of minority or women applicants to representation in local labor market

A. treatment of applicants

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.

What is the perception about training in a learning organization? A. It is treated as a superfluous corporate ritual. B. It is viewed as an investment in the organization's human resources. C. It is considered as the only driver of continued growth and sustainability. D. It is deemed as the primary means of retaining good employees. E. It is regarded as a tool to minimize organizational anarchy.

B. It is viewed as an investment in the organization's human resources.

Which of the following statements is true of an organizational structure in a high-performance work system? A. It promotes high employee turnover. B. It promotes cooperation and learning. C. It discourages competition. D. It helps the organization select the right people with the required qualifications. E. It encourages people to strive for objectives that support the organization's overall goals.

B. It promotes cooperation and learning.

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.

Which of the following is a condition that contributes to high performance? A. Teams perform work only if the employees are interested in a project. B. Work design gives employees the opportunity to utilize a variety of skills. C. Training is not ongoing, but it is implemented when necessary. D. Changes to layout and work methods are handled by management. E. Employees' rewards and compensation relate mainly to individual performance.

B. Work design gives employees the opportunity to utilize a variety of skills.

The employees at the Waycliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for. They then implement the ideas resulting from their research. This is an example of _____. A. brand alignment B. continuous learning C. employee engagement D. performance management E. expert systems

B. continuous learning

Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions? A. high employee turnover B. critical, systematic thinking C. disruptive, intermittent learning D. organizational change E. organizational anarchy

B. critical, systematic thinking

Which of the following is a business indicator for the success of the compensation system designed by the HR department of an organization? A. competitiveness in the local labor market B. the ratio of average salary offers to average salary in community C. the relationship between pay and performance D. employee satisfaction with pay E. the fairness of existing job evaluation system in assigning grades and salaries

B. the ratio of average salary offers to average salary in community

Which of the following best defines a high-performance work system? A. an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings B. the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals C. a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data D. a system that is used to collect, record, store, analyze, and retrieve data concerning an organization's human resources E. a performance management system that measures customer satisfaction

B. the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals

Which of the following is a business indicator of the success of the training programs implemented by the HR department of an organization? A. the extent to which training programs meet the needs of employees and the company B. training dollars per employee C. communication to employees about available training opportunities D. assistance in identifying management potential E. the quality of introduction or orientation programs

B. training dollars per employee

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department A. has a relatively limited influence over employee performance. B. uses fewer and less-costly resources to perform its functions. C. spends lavishly on resources. D. has a more beneficial effect on the organization's performance. E. ensures that all operations are legal.

B. uses fewer and less-costly resources to perform its functions.

In which of the following ways do modern information systems contribute most directly to the creation of a high-performance work system? A. by encouraging employees to strive for objectives that support the organization's goals B. by determining the details of the organization's necessary activities C. by enabling organizations to give many employees access to information D. by grouping people into useful divisions and departments E. by selecting people who can perform their jobs well

C. by enabling organizations to give many employees access to information

For empowerment to succeed, managers should A. micromanage their teams and delegate as much work as possible. B. ensure that communication flows top down from senior management. C. help their teams ensure that communication flows in both directions. D. hold frequent meetings to constantly supervise the progress of the team. E. ensure that a team shares information only after it receives approval.

C. help their teams ensure that communication flows in both directions.

The primary focus of an HRM audit is based on A. motivating customers. B. estimating the costs of implementing an HR practice. C. reviewing the various outcomes of HRM functions. D. determining the dollar value of the HRM program. E. determining the legality of HR practices.

C. reviewing the various outcomes of HRM functions.