HRM201 - Full

B

Q8: Which of the following are NOT beneficiaries of supplementary income under OASDI? A. The disabled B. Veterans C. Retirees over the age of 65 D. The immediate family of deceased workers (e.g. widows and widowers)

b

QN=14 True or false: In selecting a personal managerial style, managers should only pay attention to their own strengths and weakness, not the situation or the needs of employees. a. True b. False

c

QN=14 What popular social media website is used in sourcing for recruitment? (also find passive candidates) a. Facebook b. Twitter c. LinkedIn

C

QN=14 Which of the following are NOT an example of a Key Performance Indicators? a. Average customer service score b. Total dollar value of sales generated c. Year-end bonus d. Units produced

a

QN=19 Which of the following beliefs typically underlies low-road human resources strategies? a. A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders. b. Corporations are a part of society and should serve not just shareholders and customers, but other stakeholders, too.

a

QN=2 "Good performance management is the single largest contributor to organizational effectiveness." a. True b. False.

b

QN=27 When defining performance we focus on: a. Results. b. Behaviors.

a

QN=29 True or False: You should complete an evaluation after each interview. a. True b. False

c

QN=32 Information about the job, broad areas of responsibilities and day to day duties best describes which of the following? a. Objectives b. Job Description c. Accountabilities d. Goals

d

QN=32 Which of the following is not an example of an internal force? a. Employee development b. Turnover c. Current labor profile d. Labor market

D

QN=33 When it comes to Non-Monetary Rewards, employers think: a. This is a big waste of time b. It will cost way too much money c. We can offer non-monetary rewards so that we can reduce employee compensation d. This might be a good way to show our company culture and values

a

QN=33 Which is not one of the paths of competitive advantage that were talked about? a. Brand Recognition b. Customer Intimacy c. Product Leadership d. Operational Excellence

d

QN=33 Which of the following is an example of an effective performance objective? a. Increase Sales b. Increase sales by 10% c. Increase sales by 10% by end of quarter d. Increase overall sales by 10% over last year by the end of this calendar year.

c

QN=35 What is the first step in workforce planning? a. Data Analysis b. Evaluation c. Strategy d. Data Collection

b

QN=36 To derive personal identity from belonging to an occupation, employees will... a. ...not worry about conforming to societal or peer expectations for that occupation. b. ...behave in ways that conform to societal or peer expectations for that occupation, even if the organization wishes them to behave differently. c. ...behave in ways that conform to societal or peer expectations for that occupation, unless the organization wishes them to behave differently.

c

QN=39 As manager I want to make sure my employees are focused on their goals and aligned with corporate strategy. Which method would best meet my needs. a. Essay. b. Forced distribution. c. MBO's. d. None of the other.

D

QN=39 The benefits of being an Employer of Choice DOES NOT include: a. Likely to have a great reputation b. Probably make it easier to recruit new employees c. Employees like working for your company d. Guarantees business success

d

QN=39 What factors should you consider when deciding how to handle labor shortage? a. How many workers? b. What job did they work? c. The reason people left d. How many workers? -and- What job did they work?

ab

QN=4 Which of the following are advantages of hiring internally? a. Encourages long-term commitment b. Nice PR for organizations c. Increases diversity d. Allows for new ideas

B

QN=43 Training programs: a. Rarely work when it involves oversight from someone else b. Can be on-the-job, or in a classroom c. Are expensive and generally do not work

B

QN=44 Training is only worthwhile if it leads to a promotion a. True b. False

a

QN=44 What is knowledge? a. Required factual information b. Personality traits or legal requirements c. External capability of performing a task d. Internal capacity to perform a task

d

QN=44 When doing a employee performance review, which of the following is important to make sure it part of the review? a. Inflate the rating or be vague so the employee will not be demotivated. b. Focus mostly on past behavior so the employee realizes what a great job they have done. c. Delegate to the employee the task of determining how he/she will improve performance. d. Have a fair amount of focus on the future, as part of the discussion.

D

QN=45 A job description for administrative assistants may include "answering the telephone and transferring calls" under: a. Job context b. Job title c. KSAs d. Job duties

B

QN=46 The process of producing a job description is called: a. Job descriptioning b. Job analysis c. Job evaluation d. Job describing

c

QN=46 When you need to have a difficult feedback discussion, which of the following should be TRUE of that discussion? a. Be sympathetic to the employee's issues. b. Enhance self-esteem. c. Include alternative behavioral options for the employee to improve upon.

abd

QN=46 Which of the following would increase recruiter effectiveness? a. Diversity and Sensitivity Skills b. Timely Feedback c. Working Alone d. Great Communication Skills

b

QN=47 True or false: When thinking about protections against unjust or unfair "adverse employment actions," this only applies to employee terminations. a. True b.False

A

QN=48 Suppose your organization wants to match pay on the external labor market. Which one of these statements is TRUE? a. The typical job entrant without experience will begin below the market median pay for that job. b. The typical job entrant without experience will begin at the market median pay for that job. c. The typical job entrant without experience will begin above the market median pay for that job.

a

QN=49 True or False: The source of the recruitment message should be credible and an expert a. True b. False

C

QN=49 Which of the following is NOT a best practice for compensation surveys, for the purposes of complying with anti-trust law? a. Making sure the data are sufficiently old. b. Making sure that no one big survey respondent is the main driver of the benchmark data. c. Administering the survey yourself.

b

QN=5 True or False: external hires are 81% more likely to be fired from their new jobs than were those who had been promoted from within the firm a. True b. False

a

QN=5 Which of the following was NOT listed in the lecture as an example of culture types? a. Group b. Collectivist c. Individualistic

a

QN=50 One of the easiest and most cost effective ways to build employee confidence, develop competence and improve performance is to give your employees feedback on a regular and ongoing basis. True or False? a. True b. False

b

QN=50 True or False: Knowledge of the law is only necessary in an employee relations role or HR generalist role a. True b. False

D

QN=52 Which of the following is TRUE about pay ranges? a. The pay range will give the difference in pay between two adjacent grades. b. The pay range will give the difference in pay between the least paid person in a grade and the second-least paid person in the pay grade. c. The pay range will give the difference in pay between the lowest grade and the highest grade. d. The pay range will give the difference in pay between the least-paid person in a grade and the most-paid person in that grade.

b

QN=6 Which of the following is TRUE about performance reviews? a. Reviews are strategic. b. Reviews focus on individual development and ratings. c. Reviews are a dynamic process.

abcd

QN=63 Select all that are protected by the EEOC a. Race b. Sex c. Pregnancy d. Age

A

QN=64 Which of the following is NOT an example of a Key Performance Indicator? a. Year-end bonus b. Total dollar value of sales generated c. Units produced d. Average customer service score

B

QN=65 Which of the following statements about tournament incentives is accurate? a. Tournament incentives encourage employees to share best practices b. Tournament incentives helps maintain the effectiveness of incentives when outside factors affect many employees' productivity c. Tournament incentives work well when employees work together in teams

b

QN=67 "How we do things around here" is a definition of which of the following? a. Strategy. b. Culture. c. HR Processes.

a

QN=70 Which of the following was not listed under the "R" of Restraint? a. Active listening. b. Acting on values. c. Emotional regulation.

b

QN=71 You should discuss candidates between interviews to make sure everyone is on the same page. a. True b. False

b

QN=72 True or false: When workers use their work to shape their identity, they do so solely by labeling themselves with various identifiers (e.g., "I am a ____ working for _____."). a. True b.False

abc

QN=72 What does the offer package consist of? Check all that apply a. offer letter b. employment agreement c. job description d. Training Manual

C

QN=72 Which of the following is sometimes referred to as Golden Handcuffs? a. bonuses b. commissions c. stock options d. pensions

b

QN=76 Servant Leadership focuses on which of the following? a. Scarcity. b. Values. c. Coercion.

a

QN=76 True or false: A manager should use employee engagement scores for his/her work group over time and in comparison with other work groups to watch for warning signs of problems in the work group. a. True b. False

E

QN=77 Which of the following statements is TRUE of an administrative assistant? a. They would need to be paid overtime, but not a minimum wage. Their job duties are not exempt from the FLSA. b. They would need to be paid the minimum wage, but not overtime. Their job duties are not exempt from the FLSA. c. They may be paid a salary. d. Their job is exempt from the FLSA. e. They must be paid minimum wage and overtime. Their job duties are not exempt from the FLSA.

ac

QN=78 In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design? a. What is on the walls in the organization. b. Geographic Locations. c. Cubes vs offices.

a

QN=78 There is a good return on investment for having higher employee engagement in your organization, true or false? a. True b. False

a

QN=80 "Walk the talk" means: a. Our deeds follow our words. b. Management by Walking Around (MWA).

b

QN=82 When should onboarding begin? a. On the new hire's first day. b. At the time of the offer for the position. c. During the new hire's first week. d. Timing isn't that important, just get it on the new hire's schedule soon.

B

QN=83 Non-monetary rewards are valuable to: a. only employers b. to both employees and employers c. only employees d. nobody, because non-monetary rewards do not involve cash compensation

abd

QN=83 One of our lectures discussed the "3 R's" as a model for civility. This was a way to strengthen the organization's cultural immunity system. Which of the below is/are sign(s) of respect? (choose all that apply) a. Active listening. b. Inclusion of others. c. Pro-activity. d. Direct communication with positive tone and non verbals.

b

QN=83 When managing a work group, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that... a. the assumptions of that perspective fit with my own values. b. the assumptions of that perspective fit with the values of the work group. c. there isn't more practical advice available because blogs, business magazines, and other non-academic sources don't rely on any assumptions.

b

QN=84 "Do unto others as they would have done unto themselves" was identified as: a. The Customer Rule. b. The Platinum Rule. c. The Golden Rule.

c

QN=84 It can be difficult to create an individualized onboarding process. But what is the most important thing to think of as you create your onboarding program? a. Make sure you get the new hire paperwork done. b. Introduce the new hire to the organization's leader. c. Be intentional about designing the human relationship. d. Make the process super fun.

B

QN=85 Employees must receive less cash compensation to also receive a non-monetary reward. a. True. Non-monetary rewards cost the company money, and are generally offset by lower cash compensation b. False. In most cases non-monetary rewards are offered in addition to a fair level of cash compensation

d

QN=85 The hard costs of incivility are more easily quantifiable or identified. Which of the following is a hard cost of incivility? a. Difficulty hiring and attracting applicants. b. Quit and stay employees. c. Reputation in the market place. d. Costs of recruiting and retaining.

a

QN=86 Is it important to pre-schedule time with your new hire during the first week of employment? a. Yes, put it on both your calendars. b. If possible, but if emergencies come up try for some time in the first month. c. No, just make sure you have a meeting with the new hire in the first month.

b

QN=87 Which of the following organizational strategies is most effective in building a positive culture? a. Innovation b. Strengths based / Appreciative inquiry approach c. Product excellence

B

QN=88 Formal program designs are always best for non-monetary rewards. a. TRUE. Formal program designs are always best b. FALSE. Informal and formal program designs can both work well.

d

QN=88 Leaders in organizations that embrace civility are held accountable for all of the following EXCEPT: a. Modeling behaviors. b. Reinforcing desired behaviors. c. Coaching employees on positive behaviors. d. Ensuring attendance policies are enforced.

C

QN=89 Benefits of an informal approach to non-monetary rewards DOES NOT include: a. The manager can often approve the non-monetary reward b. Implementation can be quick c. There are generally no issues of inequity across managers

b

QN=89 Building civility into the fabric of your HR practices is the key to linking performance and culture. Which of the following was NOT part of the fabric? a. Treat the employee with respect during the termination process. b. Have your marketing plan include culture. c. Have recruiters include culture in the recruiting materials. d. During exit interviews ask the question of why the started to look elsewhere.

D

QN=90 Non-monetary rewards should always be avoided when: a. Everyone can't benefit b. Employees work in multiple locations c. Most employees work part-time d. There isn't a clear reason to totally avoid non-monetary rewards. Non-monetary rewards help in so many ways

a

QN=92 Individual development plans must be designed for each individual, even when all your team members are working on the same projects and outcomes, true or false? a. True b. False

A

QN=92 Non-monetary rewards: a. Are worth it. Go for it! b. Can cause too many problems and should be avoided c. Generally lead to employee dissatisfaction

d

QN=93 A sample Individual Development Plan (IDP) was discussed in this lesson. What was NOT one of the four parts of that sample IDP? a. Goals b. Strategies c. Action Steps d. Planning e. Resources/Support

e

QN=94 Which of the following are reasons why you should talk with your new hire about your organization's performance review system during the early days of onboarding? a. Such a discussion will help the new hire know what is expected in the position. b. Such a discussion will create a communication channel for you and the new hire. c. Such a discussion helps both you and the new hire to think about what documentation you will want to collect d. for the review. Such a discussion creates a sense of longevity with the organization for the new hire as they begin to think of the future early on in their career. e. All of the above.

B

Q12: Which of the following requires employers to bargain in good faith over wages with workers' elected bargaining representative? A. EEO B. NLRA C. FLSA D. FMLA

D

Q17: Non-monetary rewards are: A. Always less important than cash compensation B. Always more important than cash compensation C. Only important when you are newly hired D. Important to both employees and employers

AD

Q18: From an employee's perspective, non-monetary rewards are: A. Valuable to each employee based upon their preferences B. Hard to understand C. A nuisance, and take up valuable time at work D. Important, and might include a good company reputation

D

Q26: Non-monetary rewards are: A. Very common, but often customized B. Valued by employees C. Valuable to employers D. All of the above

c

QN=10 Apple uses what competitive advantage? a. Customer Intimacy b. Operational Excellence c. Product Leadership

A

QN=10 Which of the following statements about pay bands is NOT true? a. They typically span multiple non-contiguous grades within the same ladder (e.g. associates are levels 1-3 and 7-9). b. They typically combine multiple contiguous grades. c. They typically combine jobs that are roughly similar in job level, prestige, and pay.

c

QN=10 Which of the following was not listed as an external group impacted by an organizations performance management system? a. Families. b. Customers. c. Suppliers. d. Stockholders.

C

QN=11 Employees who receive high performance evaluations for their prior year's accomplishments are awarded a fixed cash award. This is an example of tying evaluations to what element of the pay mix? a. Non-Monetary b. Long Term Incentives c. Short Term Incentives d. Perks e. Base pay

a

QN=11 True or False: Training is important to creating an effective recruiter a. True b. False

b

QN=11Which of the following is NOT part of strategic performance management? a. Multi-rater assessment. b. The performance review. c. Annual feedback sessions. d. Performance planning.

d

QN=12 What are potential targets for company's doing targeted recruiting? a. Race b. Gender c. Students d. All of the other

a

QN=12 Which of the following IS NOT a role of HR in the performance management planning process? a. Ongoing feedback. b. Developing performance standards. c. Conduct performance management training for managers. d. Review job descriptions.

b

QN=15 True or False: There is a federal law that prohibits the use of social media in the recruitment or background check process. a. True b. False

c

QN=16 What is the purpose of an affirmative action plan? a. to fill a quota of minorities b. to punish employers c. to improve employment outcomes for groups that have been traditionally underrepresented

D

QN=2 Which of the following statements about the Strategic Messaging Model is NOT correct? a. Messaging includes how we communicate the pay mix to employees. b. Mix includes relative allocation of compensation across the pay mix. c. Money includes the value of the total compensation package. d. In general, we choose our money, mix, and messaging before we choose whom we want to attract, retain, and motivate.

c

QN=20 A strategic performance management system seeks to achieve which of the following? a. Allow employees to get larger increases. b. Become more effective in document performance for legal and administrative purposes. c. Align mission, strategy and values with team and individual goals. d. Become more efficient in the administrative functions of performance management.

abc

QN=20 Select the factors that affect global markets a. education-human capital b. culture c. political-legal system d. US unemployment rate

A

QN=20 Which of these employees is most likely to receive a stock option that is qualified under the IRS Code Section 409A, meaning that any incentives would qualify as an incentive stock option (ISO)? a. A Chief Financial Officer whose compensation package includes a stock option grant. b. A programmer whose compensation package includes a stock option grant. c. A barista who participates in his employer's employee stock option purchase program.

a

QN=21 As a member of the senior management team, you want to make sure there is consistency among the managers in various departments and no poorly written reviews with language that could cause legal in performance ratings. Which or the following design elements from the lecture would best accomplish those objectives? a. HR or management oversight. b. Transparency. c. Comprehensive. d. None of the answers are correct.

a

QN=21 True or False: Applicant Tracking systems can be used to organize candidates who apply to a position a. True b.False

a

QN=35 Which statement best describes the difference between a performance standards and performance objectives? a. Performance standards effect all employees in a single position while objectives are unique to the individual. b. There is no difference. c. Performance standards are unique to the individual, objectives effect all employees in a single position.

ABC

QN=36 (Check all) Employees who want work flexibility: a. Might prefer to work on a part-time schedule b. Are sometimes people dealing with family emergencies c. Could be anyone. Almost all of us need work flexibility at some point d. Are lazy and do not want to work very hard

b

QN=36 In this type of comparative system, employees are rated according on a normal curve with only percentage of performers at the top, middle and bottom. a. Paired comparison. b. Forced distribution. c. Simple rank order.

a

QN=37 True or False: Promote within whenever possible a. True b. False

c

QN=57 Which of the below options is NOT a type of interview? a. Technology b. Panel c. Automatic d. Structured In Person Phone screen

a

QN=73 Employers will require applicants to pass each station before moving on if they are using this type of selection: a. Multiple Hurdle Model b. Compensatory Model c. Standard Interview

a

QN=73 One of the consequences of an uncivil culture is people are afraid to speak up for fear of consequences. True or False? a. True b. False

B

QN=73 The differences between the stock price and the stock option's strike price is: a. The time value b. The intrinsic value c. The vesting period

a

QN=74 True or False: Metrics are the measurements of efficiency, performance, progress or quality. a. True b. False

c

QN=74 Which of the following is not a hard cost of incivility to organizations? a. Increased absenteeism. b. Increased turnover. c. Decreased workers compensation claims.

B

QN=74 Which of the following requires employers to bargain in good faith over wages with workers' elected bargaining representative? a. FMLA b. NLRA c. FLSA d. EEO

a

QN=75 A civil, positive culture can produce positive results that could be seen as a "dividend" to the organization. True of False? a. True b. False

a

QN=76 Being clear about the culture of your organization is an important part of socializing a new hire, true or false? a. True b. False

a

QN=79 To create civility in a culture you must do which of the following? a. Enforce it. b. Let it occur naturally.

e

QN=79 Which one of these is NOT a cost when replacing an employee? a. Separation costs b. Vacancy costs c. Replacement costs d. Training costs e. Performance costs

a

QN=8 What are disadvantages of an external approach? a. Hurts morale b. Lack of fresh ideas c. Less expensive

D

QN=8 Which of the following statements about pay structures and internal benchmarks is NOT correct? a. Pay tends to increase in job grades because higher grades tend to have workers with greater skills and experience. b. Pay tends to increase in job grades because higher grades tend to have workers whose productivity is associated with greater revenue. c. The control rates tell you the pay at benchmarked jobs. d. The pay policy line must perfectly intersect all of the control rates.

a

QN=8 Which of the following was listed as a design element for performance management systems? a. Top Management buy in. b. Frontline buy in. c. Non comprehensive - used for non senior management positions

a

Qn=64 A test cannot be valid if it is not reliable a. True b. False

proactive

When managing in a unionized environment, managers need to remember two words. Bilateral and _______.

low

An HR strategy that focuses on minimizing labor costs and strictly supervising workers is commonly called a ____ road strategy.

intrinsic

An economic or monetary focus on work highlights the importance of extrinsic motivation. A psychological, non-monetary focus highlights the importance of _______ motivation.

individuals

Employment law pertains to the rights of workers as ________.

groups

Labor law pertains to the rights of workers as ________.

ac

QN=1 What are the cons of structured questionnaires? a. Time to develop b. Can only be given to one employee at a time c. Distortion of responses

a

QN=18 Which of the following beliefs underlies high-road human resources strategies? a. The interests of an organization and its employees can be aligned. b. Labor markets work reasonably well in allocating and rewarding workers. c. The employment relationship is characterized by some important conflicts of interest between an organization and its employees.

b

QN=42 True or false: Because of biological differences, women are naturally suited to care for others, and this justifies an enduring, unequal sexual division of labor. a. True b. False

bc

QN=43 For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply) a. Caring for and serving others isn't real work so it has little to do with managers. b. Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society. c. Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.

a

QN=52 True or false: In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work. a. True b.False

supply

The amount of work an individual wants to sell to an employer is called labor _____.

distributive

The component of justice that focuses on the fairness of outcomes is called _______ justice.

bc

QN=73 Employees are believed to conform with norms and other social pressures in order to... (check all that apply) a. ...earn high income. b. ...avoid being harassed and ostracized. c....achieve a sense of belonging.

b

QN=75 True or false: Thinking about work as serving others is irrelevant for managers. a. True b. False

b

QN=77 True or false: When you are dealing with someone else, it's their problem, not yours, if they have an audience that is watching. a. True b. False

c

QN=78 Does the law see the employment relationship like any other economic transaction? a. Yes b. No c. Sort of

c

QN=79 Employment-at-will DOES NOT require... a. That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please. b. That organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason. c. That everyone who is willing to work is guaranteed a job.

a

QN=8 Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____? a. cost b. value c. price d.strategic advantages

a

QN=80 True or false: True employment-at-will rarely exists. a. True b. False

ab

QN=81 Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to... (check all that apply) a. ...job performance. b. ...a lack of work. c. ...faulty information. d....a desire to lower labor costs

b

QN=84 The vast complexity of work means that... a. each employee you manage might have a different motivational factor, but each person will only have one. b. each employee you manage might have a different combinations of multiple motivational factors.

ab

QN=85 Managers should... (check all that apply) a. Set appropriate performance objectives and help them achieve these objectives. b. Determine the knowledge, skills, and abilities (KSA) required of their team. c. Micro-manage their team and assume they know best. d. Take all the credit.

a

QN=86 True or false: In the United States, labor law only applies to workplaces where there are labor unions or formal labor union activity such as an organizing drive. a. False b. True

b

QN=9 True or false: managers cannot be leaders, and leaders cannot be managers. a. True b. False

b

QN=40 Which of the methods has become a somewhat controversial method? a. Essay. b. Forced Distribution. c. MBO's. d. Simple rating.

A

QN=41 A heartfelt thank-you is an effective form of recognition a. True b. False

b

QN=41 Performance reviews can only be formal reviews and should never be informal. True or false? a. True b. False

abcd

QN=41 Select all of the examples of a core competency a. Relationship Management b. Leadership and Navigation c. Ethical Practice d. Communication

C

QN=42 Examples of workplace flexibility DOES NOT include: a. Part-time work schedule b. Taking a short leave-of-absence to handle a family emergency c. Not showing up to work whenever I feel like staying home

b

QN=42 Which of the following is not a method of job analysis? a. Job performance b. Training c. Job Observation d. Critical Incident Analysis

acd

QN=42 Which of the following should be a part of a general performance discussion? a. Set clear expectations for the employee and the position. b. Add new data to surprise the employee. c. Discuss both past and future behavior. d. Contain a recap of prior discussions.

b

QN=43 Organizations depend on performance review data for many reasons. Which of the follow is an example of an organizational use of performance review data? a. individual development and growth plans. b. leadership development and succession planning. c. individual training plans. d. individual compensation increases.

b

QN=43 True or False: Job observation is a good method for job analysis for jobs done mentally a. True b. False

bc

QN=44 Managers should... (you must check all that apply) a. Overlook the importance of humility, civility, and integrity. b. Recognize and reward performance. c. Hire and/or develop staff with the needed the knowledge, skills, and abilities (KSAs). d. Do everyone else's job.

b

QN=45 Performance reviews should only be about rewarding employees. True or False a. True b. False

abc

QN=45 Select the components you need to perform a job a. Motivation b. Efficiency c. Mental Capacity

d

QN=69 What is not one of the 3 R's of Civility? a. Restraint. b. Respect. c. Responsibility. d. Reality.

D

QN=69 Which of the following statement is TRUE? a. A share is only valuable if its price goes up. b. A dividend of "$1 per share" means you need to pay $1 to purchase a share of the stock. c. Both of the other. d. None of the other.

D

QN=7 Consider the following statements about employees who are promoted. Which is NOT true? a. Employees who are promoted will change job grades. b. Employees who are promoted can go from relatively high on their grade's pay range to being relatively low of the new grade's pay range. c. Employees who are promoted will generally see an increase in base pay. d. An employee who is promoted will get a new pay range, with the maximum of the pay range corresponding to base plus the total possible incentive pay.

a

QN=7 True or False: Global competition is a trend in the workforce a. True b. False

b

QN=7 True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. a. True b. False

a

QN=7 Which of the purposes listed for effective performance management systems would most likely be of use when terminations occur? a. Legal b. Strategic c. Administrative d. Rewards

ac

QN=70 What are the pros of metrics? a. Provide a snapshot in time b. Insightful c. Good for dashboards and KPIs

B

QN=70 Which of the following definitions is correct? a. The strike price is the market price of the stock on the date that the employee exercises the option to purchase the stock. b. The vesting period represents the period of time over which the options become allowed to be exercised.

a

QN=71 According to the statistic in the lecture, 50% of US employees have stated they were bullied or witnessed such behaviors. True or False? a. True b. False

c

QN=81 When beginning the process of creating your onboarding program, with whom should you start the discussion? a. Your manager b. The new hire c. Human Resources d. Your team

c

QN=82 In one of our video lectures, we used a parking sign as potential symbol of culture. It read Reserved "Executive Parking Only" . What does this say about the culture of that organization? a. Employee focused. b. Customer focused. c. Hierarchy focused.

b

QN=82 True or false: Managers should manage defensively such that they primarily try to avoid legal action. a. True b. False

B

QN=82 True or false: defined contribution plans are generally tax advantaged because upon retirement, withdrawals are treated as capital gains rather than ordinary income. a. True b. False

b

QN=83 We want onboarding to be individualized. So it's best to make sure that the new employee is signed up ahead of time for all the appropriate groups to which the new hire belongs (like the women's leadership group, or the LGBT employee group, etc.). True or false? a. True b. False

A

QN=84 Examples of gaining individual growth through non-monetary rewards DOES NOT include: a. Making a good guess at how to perform better b. Having a mentor at work or elsewhere c. Getting feedback from your manager or coworkers

a

QN=85 What is the first step in getting ready for your new hire's first day? a. Prepare yourself. b. Talk with the new hire. c. Get your team ready. d. Set up a welcoming environment. e. Talk with HR about paperwork.

A

QN=86 The reason an employer might decide to offer a non-monetary reward DOES NOT include: a. Everybody else was doing it. The company didn't want to get left behind b. It might show a special value and/or uniqueness of the company c. It might aid in employee retention

bcd

QN=86 Which of the following would be considered "organizational civility dividends" resulting from a positive workforce culture?" a. Increased employee turnover. b. Employer of choice. c. Increased share price. d. Customers as promoters.

b

QN=87 It is important that the new hire not make mistakes as that will reflect poorly on his or her first performance review, true or false? a. True b, False

D

QN=87 The most important non-monetary reward for employees is: a. Flexibility b. Bringing a pet dog to work c. Being able to work part-time d. Each employee has their own unique needs and preferences, so the importance of non-monetary rewards will vary by individual

c

QN=88 You want your team to be involved with the new hire onboarding process. But if there are concerns your team has with the new hire, they should do the following: a. Keep it to themselves, this is a new employee and things are bound to get better. b. Talk with the other team members about the concern to see if the concern is shared. c. Bring the concern to you so you can help resolve it. d. Talk directly with the new hire and explain how things are done on the team.

b

QN=89 What is the best way to be sure that you are ready for the new hire's first day? a. Ask others to help. b. Create and use an onboarding checklist. c. Talk with human resources. d. Ask the new hire what they need.

B

QN=9 Using a typical merit-based raise criteria, which of the following employees would likely get the largest annual raise? a. An employee high on the pay range, with high evaluations. b. An employee low on the pay range, with high evaluations. c. An employee who has not been recently promoted, but has been receiving high evaluations for a long time. d. An employee in the middle of the pay range with average evaluations.

abc

QN=9 What does workforce planning do? a. Align workforce requirements to strategic plans b. Identify and implement workforce shortage and reduction strategies c. Discover where gaps exist between current and future competency requirements d. None of the other

b

QN=9 Workforce planning and succession planning data is the only useful data form performance management systems. True or False? a. True b. False

a

QN=90 Allowing for mistakes is a sound strategy for a positive culture. a. True b. False

b

QN=90 Job satisfaction and employee engagement are the same thing. a. True b. False

d

QN=91 A strong driver for both job satisfaction and employee engagement is: a. Pay and benefits b. The team of people you work with c. Where the job is located d. The employee relationship with the direct supervisor

A

QN=91 Non-monetary rewards are best when: a. The company tailors them to their own unique needs and values b. They only include the most common non-monetary rewards found at other companies c. Everyone can participate all the time

b

QN=1 The toolset for performance management includes all of the following EXCEPT: a. Providing positive and corrective feedback b. Definition of managing people c. Setting clear expectations with the employee d. Building development plans

C

Q10: A company that stages haunted houses is looking to hire cast members who are enthusiastic about the horror genre. One of the perks that they offer is a huge zombie-themed party for just the cast after the performances are done, which is easy since the company already has make-up, props, and the haunted house. There are some general reasons that the company may decide to pay for a party rather than provide higher cash rewards? Which of the below is NOT a reason. A. It's cheaper for the company than the cast members to throw a party B. The party would attract the "right" kind of worker C. The party would also bring revenue to the company

A

QN=24 Suppose that, for some condition, an insuree has a $1,000 deductible and 50% coinsurance until a $10,000 cap. The health care provider's fees amount to $600. What is the insuree's liability? a. $600 b. $0 c. $1,000 d. $300

C

Q11: Use the website http://www.dol.gov/whd/minwage/america.htm to look up minimum wages in the United States on January 1st, 2016. Which of the following would be true of employers and workers covered by the Fair Labor Standards Act? A. Employers in Alabama may pay workers $5 per hour. B. Employers in Alabama must pay workers more than the federal rate of $7.25 per hour. C. Employers in Alabama must pay workers at least the federal rate of $7.25 per hour.

B

Q13: Which person may be paid a salary? A. Someone making $400 per week, whose job duties exempt them from the FLSA. B. Someone making $800 per week, whose job duties exempt them from the FLSA. C. Someone making $400 per week, whose job duties DO NOT exempt them from the FLSA. D. Someone making $800 per week, whose job duties DO NOT exempt them from the FLSA. E. None of the above.

B

Q14: Suppose that you're analyzing jobs for Crescendo Coffee, a major coffee retail chain. Assuming each of these people pass the salary test, which person is least likely to be exempted from the FLSA? A. A network engineer who maintains the computer systems. B. A shift supervisor who primarily serves as a barista, and sometimes supervises one other employee. C. A district manager for the New England area. D. The Chief Human Resource Officer.

E

Q15: Which of the following statements is TRUE of an administrative assistant? A. They would need to be paid the minimum wage, but not overtime. Their job duties are not exempt from the FLSA. B. They may be paid a salary. C. Their job is exempt from the FLSA. D. They would need to be paid overtime, but not a minimum wage. Their job duties are not exempt from the FLSA. E. They must be paid minimum wage and overtime. Their job duties are not exempt from the FLSA.

ABC

Q16: Recognition programs include: A. Sales awards, to acknowledge selling success B. Performance awards, to acknowledge a job well done C. Service awards, to acknowledge continued employment

D

Q19: When it comes to Non-Monetary Rewards, employers think: A. It will cost way too much money B. We can offer non-monetary rewards so that we can reduce employee compensation C. This is a big waste of time D. This might be a good way to show our company culture and values

C

Q1: Which of the following definitions is not correct? A. A premium is a regular fee paid by the employer or insuree to purchase coverage B. A co-insurance is a percent of the cost of health care that the insuree must pay after the deductible is met. C. A HDHP is a High-Density Healthcare Provider D. An HMO is a group of healthcare providers that provide coverage on a prepaid basis

BD

Q20: For recognition to be effective it should: A. Be given by the CEO B. Be done in a way that is meaningful in the culture C. Include a cash award D. Recognize something important

A

Q21: Learning at work is: A. Great, as it is a way to learn more about my job and other jobs B. Great, but my manager should see me doing it C. Fine, as long as it doesn't lead to extra work D. Fine, as long as it does not take too long

ABD

Q22: Employees who want work flexibility: A. Might prefer to work on a part-time schedule B. Are sometimes people dealing with family emergencies C. Are lazy and do not want to work very hard D. Could be anyone. Almost all of us need work flexibility at some point

CD

Q23: In implementation, non-monetary rewards program designs: A. Must be kept confidential, and implemented occasionally B. Should be very formalized, and include many details, options and approvals C. Can be informal, and set up between a manager and the employee D. Can be formal, and set up by the company, likely including written guidelines or practices

A

Q24: Can things go wrong with non-monetary reward programs? A. Yes, despite best intentions. B. Maybe, but you have to be very unlucky C. Not really. Problems mostly occur in cash compensation programs

BCD

Q25: The benefits of being an Employer of Choice include: A. Guarantees business success B. Likely to have a great reputation C. Probably make it easier to recruit new employees D. Employees like working for your company

C

Q2: Which of the following statements about the Affordable Care Act are TRUE? A. A firm with 20 FTE employees would receive a tax penalty if it does not offer health insurance. B. A firm with 200 FTE employees would receive a tax credit if it offers health insurance. C. A firm with 20 FTE employees would receive a tax credit if it offers health insurance.

A

Q5: Which of the following investment vehicles is least likely to lose 5% of its value? A. A US treasury bond B. A stock market index fund C. A high-yield bond fund

B

Q6: In US federal law, which of the following is NOT a federal statutory benefit? A. Twelve weeks unpaid leave for childbirth or adoption B. Six weeks paid leave for childbirth or adoption C. OASDI

C

Q7: Which statement about worker's compensation is TRUE? A. It supplements compensation for employees who work on weekends and holidays. B. It requires employers to reimburse employees' work-related expenses. C. It supplements income for workers injured on the job. D. It's administered at the federal level.

C

Q9: Consider a company that has a relatively high degree of job security and a pay mix that benchmarks compensation at the 75th percentile for base pay and benefits. However, unlike competitors, it does not offer short-term incentives or long-term incentives. What message mostly is likely to accompany this pay mix? A. The company values employees who are risk-loving. B. The company values initiative and autonomy. C. The company values a loyal, stable, risk-averse workforce. D. The company values individual performance.

b

QN= 64 Managers sometimes inflate and deflate ratings for various reasons. Which of the following best describes the actual impact of rater inflation / deflation (i.e. a reason why we should NOT inflate/deflate ratings)? a. Inflating ratings will give a well deserved raise and will increase performance. b. Inflating ratings does not give employees to get accurate feedback. Thus, the employee is denied the opportunity to actually improve performance. c. Deflating employee errors will teach employees a lesson and send a message that you are a tough manager. d. Inflating rating will create better performance because the employee will feel better.

D

QN=1 Which of the following is NOT an element of the pay mix? a. Base cash b. Short term incentives c. Long-term incentives d. Key performance indicators e. Benefits

a

QN=10 Why is job analysis an important process? a. Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees. b. Because it provides a performance rating for each employee that serves as the basis for compensation and rewards. c. Because it reveals the strengths and weaknesses of employees that serve as the basis for training employees and establishing developmental goals.

b

QN=11 Which best describes the foundational assumptions of Taylorism, also known as scientific management? a. To manage workers effectively, managers need to pay attention to psychological and social conditions, not just technical conditions. b. Workers want to earn income in the most efficient way possible, but it is managers who best know how to structure work tasks to fulfill this goal. c. Workers are diverse so they need to be managed in ways tailored to their own goals and values. d. Business owners are industrious, ambitious, thrifty, and sober; workers are not.

a

QN=12 An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase? a. "If you don't like it, let's talk about it." b. "If you don't like it, quit."

A

QN=12 Which of the following scenarios illustrates the halo bias? a. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. b. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. c. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD. d. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD.

b

QN=13 An organization's strategy for managing people is determined... a. Solely by organizational choices and values without paying any attention to external or internal factors. b. Partly by a combination of external factors (such as competition), internal factors (such as business strategy), but not completely because organizations have choices about how to manage people. c. Solely by various external factors (such as competition). d.Solely by internal factors (such as business strategy).

d

QN=13 As a manager you want to avoid the "perils" of ineffective performance management. Which of the following is NOT a peril associated with specifically with managers? a. Less motivated employees. b. Unfair / inconsistent performance ratings. c. More turnover in the department. d. Lower stock price.

d

QN=13 Select the challenges for mobile device usage recruitment a. Time b. Testing c. Text/Content d. All of the other

B

QN=13 What performance metric might be found on Behaviorally-Anchored Rating Scale? a. The employee's customer satisfaction scores are at least 4.5 out of 5.0. b. The employee displays courtesy and patience when speaking to frustrated customers. c. The employee generates $10 million in new business.

a

QN=14 Performance management training may address performance improvement plans and individual development plans. The difference between the two is that improvement plans deal with a current performance deficiency, while the individual development deals with growth. True or False? a. True b. False

b

QN=15 In the Case Study in the video regarding the strategy change in financial institution, the role of HR in implementing the new strategy was discussed. Which of the following actions was the role of the senior management team and NOT HR? a. Revised recruiting to incorporate new strategy. b. Conducted organizational SWOT analysis. c. Revised training to incorporate new strategy. d. Revised job descriptions to incorporate new skills and job requirements associated with new strategy.

f

QN=15 Which is the single-best personal managerial style? a. Coercive. b. Authoritative c. Affiliative d. Democratic e. Pacesetting f. None of the others because there is no single-best style that fits with all situations.

BC

QN=15 Which of the following statements about tournament incentives is accurate? (check all that apply) a. Tournament incentives work well when employees work together in teams b. Tournament incentives promote competition between employees c. Tournament incentives help maintain the effectiveness of incentives when outside factors affect many employees' productivity d. Tournament incentives encourage employees to share best practices

c

QN=16 Economists say that labor is a derived demand. Why is this concept important for managers to understand? a. Because strategies, policies, and tactics for managing people are derived from a country's legal regulations. b. Because what employees demand can affect strategies, policies, and tactics for managing people. c.Because whatever affects demand for an organization's product or service can affect strategies, policies, and tactics for managing people.

B

QN=16 When India was a British Colony, the British tried to reduce the population of cobras by providing incentives for people to hunt them. They did so by providing a bounty for dead cobras. However, this led people to begin breeding snakes, so that they may be slaughtered and delivered for bounty. Ultimately, this incentive suffered from the a. Control problem b. Alignment problem c. Measurement problem d. Metering problem

b

QN=16 Which of the following is NOT part of a performance management mindset? a. Performance management should be viewed as bottom line issue. b. Performance management should be viewed as an event. c. Performance management is about development of employees.

B

QN=17 A salesperson is paid 1% of revenue generated up to $1,000,000, 2% of revenue generated up to $2,000,000, and 3% of revenue generated thereafter. This is an example of what kind of an incentive? a. Flat b. Accelerated c. Linear (positive slope) d. Linear (negative slope)

a

QN=17 What is the traditional EEOC definition for diversity? a. differences in gender, race, and age b. all the ways in which we differ c. different attitudes, perspectives and backgrounds among applicants

d

QN=17 When performance is aligned with mission, strategy and goals, it can have a positive effect on which of the following? a. Customer satisfaction b. Profitability c. Employee satisfaction d. All of the other answers are correct

bcd

QN=17 Which of the following statements are true? (you must correctly check all that apply) a. An organization's business strategy and its HR strategy should be unrelated to each other. b. An organizational strategy does not completely determine an organization's HR strategy. In other words, organizations with any type of business strategy can choose an HR strategy that develops, rewards, and engages employees. c. An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers. d. An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers.

b

QN=18 True or False: Diversity recruiting is a trend a. True b. False

a

QN=18 Which of the following are NOT "culture neutral", from a performance management perspective? a. Individualistic type of organization b. Aligning team and organizational goals c. Providing clear expectations

B

QN=18 Which of the following statements is true? a. Phantom shares work like stock grants, except the criteria for granting them is known only to the firm. b. Performance shares are only issued after a stock reaches a certain price. c. Stock options are only issued after a stock reaches a certain price.

b

QN=19 Inclusion is about... a. quantity b. quality c. quantity and quality d. none of the other

a

QN=24 Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort? a. A known prize that is large enough to compensate for extra effort. b. A clear pay-for-performance program that rewards each worker's effort. c. Insurance against excessive income loss.

d

QN=19 Senior management wants to develop a more strategic approach to performance management. Which of the follow shifts are needed to accomplish the transition? a. Have the managers drive the performance management program rather than just HR. b. Hold managers accountable for ongoing feedback for their employees. c. Use data to assess organizational strengths. d. All of the other answers are correct.

B

QN=19 When an employee joins her organization, she gets an option to purchase 1000 shares with a strike price of $2 per share, and these shares vest over four years. One year later, the stock price is $3 per share. Two years later, the stock price is $4 per share. The employee then quits and exercises any vested options. Which of the following statements is true? a. The employee exercises the option, purchasing 250 shares at $3 per share, and 250 shares at $4 per share. b. The employee exercises the option to purchase 500 shares, paying $2 per share. c. The employee exercises the option to purchase 1000 shares, paying $4 per share. d. The employee exercises the option to purchase 500 shares, paying $4 per share. e. The employee exercises the option to purchase 1000 shares, paying $2 per share. f. The employee cannot exercise any options.

c

QN=21 Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because... a. ...this means workers will never want to work hard. b. ...this means that there are never any psychological rewards from working. c. ...this means that managers have to compensate workers for these costs in order to get them to work hard.

A

QN=21 Which of the following statutes provides job-protected unpaid leave for new parents? a. FMLA b. FLSA c. EEO d. NLRA

abc

QN=22 A background check can consist of... Check all that apply. a. Drug Screen b. Credit Check c. Criminal Background Check d. None of the other

abd

QN=22 Marginal analysis from economics teaches managers... (you must check all that apply) a. ...that it's particular challenging to motivate someone when the last extra hour that you want someone to work is right on the edge of whether they want to work more or not. b. ...that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position. c. Work is a lousy activity tolerated to earn income. d....to think about the additional benefit compared to the additional cost of a possible managerial decision.

c

QN=22 Which of the following is a positive impact of performance management on the employees as discussed in the lecture? a. Decreased motivation due to no flexibility in their jobs. b. All of the other. c. Better understanding of the job duties and performance standards. d. Larger increases in compensation.

a

QN=22 Which of the following would be TRUE of someone recognized by the FLSA as a trainee? a. The trainee would not provide immediate benefit to their employer. b. The trainee's job duties would be exempt under the FLSA. c. The trainee's employer would be not covered under the FLSA. d. The trainee must not be paid more than $455 per week. e. All of the other. f. None of the other.

a

QN=23 Firm based competencies are... a. How well will the candidate fit into the organizational culture b. The specific capabilities that the job will require over the next few years c. The candidate has the skills to lead his or her prospective team, and how do they overlap with other members' skills

C

QN=23 There are a several reasons firms use employer-sponsored pension plans. One reason is that it allows employees to defer compensation until retirement, when they're taxed at a relatively low rate. Second, by participating in an employer's plan, the employer may be able to negotiate lower management fees with service providers. These two specific reasons illustrate what two general reasons that firms provide employer-sponsored pension plans, rather than cash? Mark the best answer a. They attract the right kind of worker b. They're cheaper for firms to provide than for workers c. They're cheaper for firms to provide than for workers and they enjoy returns to scale d. They provide benefits to firms e. They're motivational symbolic benefits

c

QN=23 Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model? a. Employee coaching. b. Monitoring employee performance. c. Discussing the Job descriptions. d. Two way communication on performance activities.

a

QN=24 Which of the following training topics would help to best solve an issue of favoritism in the review process? a. Rater error training. b. Training on documenting performance. c. Handling difficult performance discussions. d. Performance review training.

ab

QN=24 Workers reporting substance use and abuse... (check all that apply) a. have higher rates of turnover and absenteeism b. are more likely to have missed two + days of work in the past month due to illness or injury c. are most likely to steal

abc

QN=25 What laws apply to background checks? Select all that apply a. Ban the Box b. Fair Credit Reporting Act c. EEOC d. None of the other

bcef

QN=25 Which of the following are possible unintended consequences using financial incentives to motivate workers? (you must check all that apply) a. Employees worker harder than without incentives b. Reduced non-monetary (Intrinsic) motivation c. Overstimulation d. "If you don't like it, quit" e. Poor teamwork f. "What gets measured gets done"

b

QN=25 Which of the following is NOT a performance management best practice? a. Automate when possible for efficiency and better analytics. b. Have employees give reviews to their peers. c. Have a process to give employees a "voice" for input on performance management process. d. Ensure performance management processes are communicate to all employees.

C

QN=25 Which of the following statements about the ACA health insurance exchange marketplaces are correct? a. All states have their own state-specific health insurance exchanges. b. All states participate in the health insurance exchange created by the federal government. c. Some states create health insurance exchanges, and other states defer to an exchange set up by the federal government.

c

QN=26 According to the lesson, when looking at performance, we often use results _____________. a. to infer behavior. b. when behaviors are not easily observed. c. to infer behavior and/or when behaviors are not easily observed.

A

QN=26 True or False: Defined contribution plans are generally tax advantaged because they allow you to defer taxable income until you're in a lower tax bracket. a. True b. False

b

QN=26 True or False: Users are encouraged to use selection procedures which are just valid. a. True b. False

b

QN=26 True or false: Principal-agent problems can always be solved by additional monitoring. a. True b. False

a

QN=27 How can you avoid bias? a. Training b. You cannot avoid bias c. Using one assessor

B

QN=27 Li Li's pension fund mandates that she will receive $1800 per month for the rest of her life. This is an example of what kind of fund? a. Defined Contribution (e.g. 401k) b. Defined Benefit c. Simplified Employee Pension

a

QN=27 True or false: When evaluating a signal of private information, it's important to consider whether the signal is easy for others to imitate. a. True b. False

b

QN=28 "What would you do if an employee lied to you" is an example of what kind of interview question? a. Knowledge b. Situational c. Behavioral d. Other

b

QN=28 A bank teller knowing all of the products a bank offers is an example of ________? a. Employee Motivation. b. Declarative Knowledge. c. Procedural Knowledge.

abd

QN=28 Economics highlights worker self-interest. This is important for raising managerial awareness of... (you must check all that apply) a. Strategic use of private information b. Shirking and loafing c. Shareholder value d. Principal-agent problems

A

QN=28 Pierre's pension plan allows him to choose the amount of his contribution and how his contributions are invested. The better his chosen investments perform, the more money he'll have in his plan's account when he retires. This is an example of what kind of a pension plan? a. Defined Contribution (e.g. 401k) b. Social Security c. Defined Benefit

a

QN=29 It is useful for managers to understand what affects labor supply because... a. ...this helps managers understand workers' decision-making processes about where and when to work, and under what conditions. b. ...this helps managers understand what might happen if the organization needs to add more employees to supply more goods to its customers.

A

QN=29 Which of the following is generally regarded as a best practice? a. Shifting the allocation of a pension fund away from stocks and toward investment grade bonds as workers approach retirement age. b. Actively picking individual stocks with a pension fund. c. Choosing funds with high management fees.

a

QN=40 What are examples of trends in the workforce? a. Workforce Skills Gap b. Lack of Workforce Diversity c. National Competition

c

QN=29 You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on? a. Procedural Knowledge - I would have the employee review procedures. b. Declarative Knowledge - I would send the employee to training. c. Motivation - Coaching - I would have a discussion with the employee on why their performance has fallen off.

A

QN=3 A job description for a truck driver may list "basic truck maintenance skills" under: a. KSAs b. Job duties c. Job context d. Job summary e. Job title

a

QN=3 Is the ripple effect a potential disadvantage of an internal or external approach? a. Internal b. External

b

QN=3 True or false: Work is what it is. Some jobs are lousy, but we can't do anything to change that. a. True b. False

abd

QN=30 The question of whether employers and employees really are economic and legal equals is... (you must check all that apply) a. ...an issue that is largely ignored in high-road HR strategies. b. ...the subject of intense debates going back more than 100 years. c. ...an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches that favor labor market competition for setting wages and other terms and conditions of employment. d. ...important because it determines whether or not employees need the protection of laws and labor unions.

a

QN=30 True or False: A job description should be included in the offer package a. True b. False

A

QN=30 Which of the following is a TRUE statements about ERISA? a. ERISA provides minimum standards of fiduciary responsibility for employers that provide pension plans. b. ERISA requires that employers that offer pension plans contribute at least 3% of an employee's salary. c. ERISA requires that employers provide access to a qualified pension plan.

c

QN=30 Which of the following was NOT listed as best HR practices in this lesson? a. Work/Life Balance. b. Inclusive Environment. c. Corporate Branding. d. Rewarding Employees.

a

QN=31 Comparing Delta and American Airlines represents which external force? a. Competitors b. Threat of Substitution c. Globalization d. Geography

b

QN=31 Managers who are measuring an employee's punctuality, how well the employee works with others and the employee's communication skills are demonstrating which performance approach? a. Results b. Behavior c. Traits

D

QN=31 Non-monetary rewards are: a. Always less important than cash compensation b. Always more important than cash compensation c. Only important when you are newly hired d. Important to both employees and employers

AB

QN=32 (Check all) From an employee's perspective, non-monetary rewards are: a. Valuable to each employee based upon their preferences b. Important, and might include a good company reputation c. A nuisance, and take up valuable time at work d. Hard to understand

AD

QN=34 (Check all) For recognition to be effective it should: a. Recognize something important b. Include a cash award c. Be given by the CEO d. Be done in a way that is meaningful in the culture

a

QN=34 One of the characteristics of performance objectives is that they should be limited to 3 to 5 maximum. Why is this an important? a. More objectives would make it difficult to convey a strong sense of priority for the desired objectives. b. None of the other c. It is too hard to come up with more than three objectives.. d. Employees don't like a lot of objectives because they have to work harder.

a

QN=34 True or false: To promote positive job attitudes, managers should only be concerned with the characteristics of each job. a. False b. True

b

QN=34 Walmart has which competitive advantage? a. Customer Intimacy b. Operational Excellence c. Product Leadership d. None of the above

B

QN=35 Learning at work is: a. Great, but my manager should see me doing it b. Great, as it is a way to learn more about my job and other jobs c. Fine, as long as it doesn't lead to extra work d. Fine, as long as it does not take too long

b

QN=36 Which is not an advantage of an internal approach? a. Less Expensive b. New Ideas c. Motivating d. Train for specific needs

AC

QN=37 (Check all) In implementation, non-monetary rewards program designs: a. Can be informal, and set up between a manager and the employee b. Should be very formalized, and include many details, options and approvals c. Can be formal, and set up by the company, likely including written guidelines or practices d. Must be kept confidential, and implemented occasionally

ac

QN=37 Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee's manager should expect her to... (you must check all that apply) a. ...ask for a raise. b. ...do nothing. c. ...reduce her effort to match that of her co-workers. d. ...complain about the fairness of the policies for determining pay.

a

QN=37 Gathering examples of performance in which employees performed very effectively or not effectively is known as: a. Critical Incidents method. b. Simple Ranking. c. Essay.

A

QN=38 Can things go wrong with non-monetary reward programs? a. Yes, despite best intentions. b. Maybe, but you have to be very unlucky c. Not really. Problems mostly occur in cash compensation programs

a

QN=38 If you were to select (in order) the best performer, then the worst, the second best and then the second worst until you met in the middle you would be using which of the following methods? a. Alternating rank ordering. b. Simple rank order. c. Forced distribution. d. MBO's.

cde

QN=38 Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply) a. Did the procedure result in fair outcomes? b. During the procedure, did the manager treat the employee with respect? c. Has an employee been able to express his/her views and feelings during the procedure? d. Has the procedure been free of bias? e. Has the procedure been applied consistently?

e

QN=38 Which of the following are solutions to labor shortages? a. Temporary labor b. Outsource c. Reassign Work d. Replace with Technology e. All of the Above

a

QN=3Which of the following statistics is NOT accurate from the survey on performance management effectiveness? a. 85% of employees focus on the "right" things defined by organization goals. b. 43% reported performance management process increased employee performance. c. 51% said planning process needed work.

b

QN=4 Mainstream economic theorizing sees work as a lousy activity that workers tolerate in order to earn income. One way that work is seen as lousy is as a pain cost (e.g., hot, dangerous, boring, stressful). A second way is as an _________ cost. a. pain b. opportunity c. real d. production

C

QN=4 Suppose your organization wants to match pay on the external labor market. Using surveys, you find that the median pay in the external market for that job is $35,000 per year. Which of the following is true? a. The bottom of the pay range for that job should be $35,000 per year. b. The top of the pay range for that job should be $35,000 per year. c. The typical employee for that job should earn about $35,000 per year. d. The cap in pay for employees in that job should end at $35,000 per year. e. Entry-level employees for that job should begin at $35,000 per year.

a

QN=4 True or False: While there are many sources of culture difference in performance management, they are many key principles that are culture "neutral." a. True b. False

D

QN=40 Non-monetary rewards are: a. Very common, but often customized b. Valued by employees c. Valuable to employers d. All of the other

bc

QN=45 When managing in a unionized workplace, managers should... (you must check all that apply) a. Blame the union if the relationship is adversarial or uncooperative. b. Respect employee voice and the bilateral nature of the relationship with unions. c. Follow any required bargaining or consultation procedures.

abd

QN=46 What does it mean to be a good front stage, backstage manager? (you must check all that apply) a. When you are dealing with someone else, think about whether you have an audience and what the audience expects. b. Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem solve. c. Get caught up in the emotions of front stage performances. d. When you are dealing with someone else, engage in perspective taking by considering whether they have an audience and what that audience expects. e. Shut people out and make backroom deals.

d

QN=47 "Feedback is like a shot" was talked about in the video. Why? a. We get shots once a year. b. Feedback, like a shot, should be given by a professional. c. We love getting feedback! d. Feedback helps us to get better.

d

QN=47 What impacts the persuasiveness of a recruitment message? a. Media Richness b. Personal Focus c. Providing in depth information d. Both A and B

A

QN=47 Which of the following statements about benchmarking is FALSE? a. When some external jobs match best on job titles, and other external jobs match best on job descriptions, then it's better to benchmark on job titles rather than job descriptions. b. Ideally, benchmarks should match educational requirements of the organization's job with the educational requirements of the external benchmark's job. c. The US Bureau of Labor Statistics produces estimates of pay in different occupations. d. Some external benchmarks are better than others, and when calculating the benchmark average, you may put extra weight on better benchmarks.

d

QN=48 As a manager you want to get feedback from other sources (Multi rater feedback) with your sales employees who are located in store locations each with three other employees. Which of the following sources would you want to make SURE to get feedback from? a. Customers. b. Customers and employee. c. Customers and peers. d. Customers, peers and the employee.

d

QN=48 What impacts the brand and reputation of a company? a. Size and Age b. Profitability c. Location d. All of the above

d

QN=49 People who give multi rater feedback should do all of the following EXCEPT: a. Provide feedback that includes behavioral examples. b. Provide examples of positive behavior. c. Provide performance that was observed. d. Provide feedback on the employee's personality.

b

QN=49 There's an asymmetry in the extent to which employment-at-will exists in most countries because... a. ...employees cannot quit for any reason but organizations can fire someone for any reason. b....employees can quit for any reason but organizations cannot fire someone for any reason.

a

QN=5 Which of the following is not an example of labor being a derived demand? a. Offering flexible work schedules because this is what workers with family responsibilities want. b. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. c. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

D

QN=5 Which of the following statements about compensation surveys is FALSE? a. For compliance, compensation departments should use third-parties to administer surveys. b. For compliance, compensation departments should make sure pay survey data are more than three months old. c. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs are in the same industry and geography. d. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs have the same job titles.

F

QN=50 Suppose that a new technology makes coal mining much safer. What affect will this have on labor supply and labor demand? a. Labor supply will decrease b. Labor demand will decrease c. Labor demand will increase d. The labor supply and labor demand curves will both change e. Neither curve will change f. Labor supply will increase

D

QN=51 Suppose that several large companies simultaneously announce that they're going to invest heavily in public infrastructure, raising the price of steel and iron ore. What will happen to the quantity and price (wages) for iron miners? a. The labor supply and labor demand curves will both change b. Labor demand will shift left: iron miners' wages will decline and the quantity of miners will also decline. c. Labor supply will shift left: iron miners' wages will increase and the quantity of miners will decrease. d. Labor demand will shift right: iron miners' wages will rise and the quantity of miner will increase. e. Neither curve will change f. The labor supply curve will shift right: iron miners' wages will decrease and the quantity of miners will increase.

b

QN=51 What percentage of job seekers use their mobile device to search for a job once a week or more? a. 56% b. 68% c. 88%

abd

QN=51 Which of the following were described as intentional errors when rating employees? a. Being a "tough grader." b. Rating everyone the same. c. Assigning additional "traits" to an employee. d. Being an "easy grader."

abc

QN=52 Based off the lecture, what are the best ways to attract passive candidates? Select all that apply. a. Job Postings b. Employment Branding c. Social Media Presence d. Cold Calling

abc

QN=52 Which of the following are unintentional errors? a. Recency / Primacy. b. Sampling error. c. Varying standards. d. Strictness error.

a

QN=53 True or False: Having a positive candidate experience can be a strategy to attract passive candidates a. True b. False

D

QN=53 When we draw our salary structure, a movement from left to right corresponds to: a. A raise, as you're getting an increase in pay within the same grade. b. A demotion, as you're getting demoted from a high grade to a lower grade. c. A pay reduction, as you're getting a reduction in pay within the same grade. d. A promotion, as you're getting promoted from a low grade to a higher grade.

abd

QN=53 Which of the following are effective strategies to minimize legal issues in performance management? a. Have HR and/or senior managers provide oversight of final reviews. b. Provide training that contains insight on rater errors and why they occur. c. Inflate employee ratings to make employees look good. d. Provide calibration training to managers who conduct reviews.

a

QN=54 True or False: There is no law against using social media in the recruiting process a. True b. False

abc

QN=54 Which of the following are tips for minimizing rater errors? a. Oversight by others in the organization (HR - Senior managers). b. Managers Justify ratings. c. Monitor across departments and manager for overall consistency. d. Hire managers who have experience.

A

QN=54 Which of the statements about pay policy lines are TRUE? a. They go through the midpoints of the pay ranges. b. They go through the tops of the pay ranges. c. They go through the bottoms of the pay ranges. d. They are only used to benchmark pay for the middle grades, and are not used to determine pay at high or low grades.

a

QN=55 Providing training to employees who have performance issues is an effective way to minimize legal risk. True or false? a. True b. False

D

QN=55 The pay rates for the jobs that you benchmark are called: a. The pay structure's pay policy rates. b. The pay structure's grades. c. The pay structure's ranges. d. The pay structure's control rates.

d

QN=55 Which of the following competencies were talked about in the lecture that recruiters should analyze when selecting candidates? a. Team-Based b. Firm- Based c. Job- Based d. All of the above

c

QN=56 At which step is the background check part of the recruiting process? a. First b. Second c. Last d. A background check is not part of the screening process.

a

QN=56 Performance reviews have a number of purposes, which of the following would NOT be considered a purpose of the performance review? a. To build a case against an employee in order to terminate the employee. b. Platform for feedback. c. Identifies areas for development. d. Motivational tool.

A

QN=56 Which of the following statements about merit-based raise criteria are TRUE? a. Merit-based raise criteria would typically give the largest raises to people low in the pay range, and with high evaluations. b. Merit-based raise criteria cannot avoid paying people above the maximum of the pay range. c. Merit-based raise criteria would typically give the largest raises to people high in the pay range, and with high evaluations.

abc

QN=57 Employees generally want the same out of the review process as managers do. Which of the following represents what employees want from the review process? a. Job enrichment and career opportunities. b. Feedback on a regular basis. c. Involvement in goal setting. d. Writing their own Job descriptions.

adf

QN=57 Which of the following are typically features of a high-road HR strategy? (you must correctly check all that apply). a. Employee autonomy and discretion b. Unquestioned supervisor authority c. Labor or trade unions d. Above-average pay and benefits e. Low levels of profitability f. Employee training

A

QN=57 Which of the following pay structures pays employees a premium for additional occupational licenses and education? a. Skills-based structures b. Competency-based structures c. Job-based structures

a

QN=58 Personality Inventory and Cognitive Ability Test can be used in the selection process. a. True b. False

d

QN=58 What is the NOT an advantage of a common window approach? a. Gives manager an opportunity to review all at their employees at the same time. b. Is easier to allocate salary increases based on performance. c. More likely manager will accurately assess / compare employee performance. d. The common window approach can be time consuming if the manager has a large number of employees.

D

QN=58 Which of the following is a purpose of broadbanding? a. Flexibility in lateral job assignments. b. Flexibility in pay. c. Flexibility in allowing multiple career ladders. d. All of the other. e. None of the other.

b

QN=59 Certain characteristics of a recruiter don't have an influence on the attitudes and behaviors of the applicants. a. True b. False

D

QN=59 Employees who perform well are given raises. This is an example of a performance evaluation being tied to which element of the pay mix? a. Benefits and Perks b. LTIs c. STIs d. Base pay e. Non-Monetary

a

QN=59 Which of the following components of feedback is considered ineffective (avoid this)? a. Feedback should be given in the form of a feedback "sandwich" (e.g. You did great, but ...). b. Identify consequences for not improving performance. c. Feedback must be verifiable. d. Give feedback privately.

D

QN=6 Suppose that some new technology (like Coursera!) instantly made it cheap and easy for anyone to become a lawyer. What effect will this have on labor supply and labor demand? a. Labor demand will increase b. Neither curve will change c. Labor demand will decrease d. Labor supply will increase e. The labor supply and labor demand curves will both change f. Labor supply will decrease

cd

QN=6 What is an option during a labor shortage? a. Force someone to retire b. Fire an employee you don't like c. Reassign Work d. Outsource

D

QN=60 A good performance evaluation can lead to a boost in any of the following EXCEPT? a. STIs b. Base pay c. Benefits and Perks d. MBOs e. LTIs

a

QN=60 True or False: 46% of reference and credential verification revealed a discrepancy a. True b. False

bcd

QN=60 Which of the following are desired characteristics in the person selected to give feedback in the multi-rater process? a. Increases legal liability because non-managers are involved in the process. b. Someone who has observed the employees behavior. c. Someone who will be brutally honest with the employee. d. Conveys a strong commitment to the performance management process.

c

QN=61 Failure to obtain information that could have been easily been accessed during the hiring process could result in a. Disparate treatment b. The employee suing the company c. Negligent hiring

A

QN=61 Suppose a company decides to separate performance evaluations from raises. Which of the following is a common reason that a company would do so? a. The company is concerned that tying pay to evaluations can impede the ability of evaluations to serve as a coaching tool. b. Tying pay to performance evaluations encourages poor performers to stay. c. The company is concerned that tying pay to performance evaluation makes it difficult for managers and employees to communicate openly about development goals.

bcd

QN=61 There are a number of pro's and con's for multi-rater feedback. Which of the following are reasons why we might want to use multi-rater feedback? a. It reduces manger's workload, because they will not be the only one involved in the performance review process. b. Employees will have a chance to receive feedback from other people besides their managers. c. Multi rater feedback decreases potential bias. d. Multi rater feedback provides a platform for managers to discuss difficult issues.

abc

QN=62 Feedback is a key ingredient in helping employees grow. Without feedback it is difficult to understand areas for development. Which of the following costs do we suffer when we do NOT give employees feedback?" a. Employees are not given direction on "development opportunities" (areas to improve). b. Chronic poor performance. c. Employees have an inaccurate perception of their performance. d. Consistent lateness.

A

QN=62 Managers conducting performance evaluations tend to overweight instances that occurred in the last week more than those that happened six months ago. This is an example of what kind of bias? a. Recency b. Halo c. Anchoring d. Horn e. Primacy f. Spillover

a

QN=62 What is the definition of disparate treatment? a. An intentional act that discriminates against an individual based on protected class b. Neutral policies and practices that adversely affect protected classes (that could not be justified by business necessity). c. Accidentally making minorities feel excluded

A

QN=63 In advance of a measurement period, a performance evaluation sets specific performance targets for employees, and ties pay to the achievement of those targets. This evaluation is an example of a. Management by Objectives (MBO) b. A Realistic evaluation c. Critical Incidents evaluation d. Behaviorally-Anchored Rating Scale (BARS)

a

QN=63 Which of the following are considered intentional errors in the performance evaluation process? a. Leniency and strictness errors. b. Similar to me / different from me errors. c. Recency / primacy effect errors. d. Sampling error.

b

QN=65 "Tell me about a time when you made a mistake" is what type of interview question? a. Situational b. Behavioral c. Knowledge

d

QN=65 Three of the following are typically components of "rater error training." Which of the following components is NOT a typical part of "rater error training" programs as discussed in our video lessons? a. Understand different types of rater errors/distortions and why managers commit these errors. b. Big picture overview of the performance management system. c. Calibration and frame of reference training. d. Understanding of the compensation system.

D

QN=66 A factory line worker is paid a piecerate, or a rate per unit he or she produces. When the materials and components that the line worker receives are faulty, the line worker's performance suffers. This is an example of the a. Measurement problem b. Metering problem c. Alignment problem d. Control problem

a

QN=66 True or False: Structured interviews can be valid predictors of job performance a. True b. False

a

QN=66 Which of the following was stated in video concerning culture and strategy? a. Culture eats strategy for breakfast. b. Strategy eats culture for breakfast.

D

QN=67 A call center wants to identify how many calls a customer service representative should take in a given hour. To do so, they use historical data, finding that a customer service representatives can be expected to service an average of six calls per hour. By benchmarking productivity, they are trying to solve a. The measurement problem b. The alignment problem c. The control problem d. The metering problem

a

QN=67 What is the #1 ability needed for interviewing? a. To be able to listen b. To be a people person c. To be welcoming d. To be organized

a

QN=68 What is the number one step to a good hire? a. Job analysis, Identify KSAO, and job description b. Just job analysis c. Determining the selection method d. None of the above

A

QN=68 What is the relationship between pay and performance when a job only pays a base rate, without STIs? a. Flat b. Accelerated c. Linear (negative slope) d. Linear (positive slope)

b

QN=68 Which of the following would describe attributes of culture in an organization? a. Goals. b. Corporate citizenship, norms and morés. c. Mission.

b

QN=69 True or False: Validity is only situation-specific a. True b. False

B

QN=71 Which of the following statements about non-qualified stock options (NQSOs) is accurate? a. Employers cannot deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. b. Employers can deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. c. Employers cannot deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. d. Employers can deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs.

a

QN=72 Which of the following was listed an impact on teams in a culture of incivility? a. Interpersonal Conflicts. b. Increased anxiety. c. Decreased individual performance. d. Decreased job satisfaction.

a

QN=74 True or false: Treating work as a commodity results in society placing value on work that is seen as a precious commodity, which then devalues women's caring activities that are traditionally done in the household for no pay. a. True b. False

c

QN=75 What is employee engagement? a. How happy employees are at their jobs. b. How long an employee has worked at his or her job? c. How hard employees work for an organization and how long they intend to stay. d. How much an employee likes the manager and co-workers.

B

QN=75 Which person may be paid a salary? a. Someone making $400 per week, whose job duties exempt them from the FLSA. b. Someone making $800 per week, whose job duties exempt them from the FLSA. c. Someone making $400 per week, whose job duties DO NOT exempt them from the FLSA. d. Someone making $800 per week, whose job duties DO NOT exempt them from the FLSA. e. None of the other.

C

QN=76 Suppose that you're analyzing jobs for Crescendo Coffee, a major coffee retail chain. Assuming each of these people pass the salary test, which person is least likely to be exempted from the FLSA? a. The Chief Human Resource Officer. b. A network engineer who maintains the computer systems. c. A shift supervisor who primarily serves as a barista, and sometimes supervises one other employee. d. A district manager for the New England area.

a

QN=77 In the cultural "audit," a gap analysis looks at the difference between your cultural vision and your desired vision. True or False? a. True b. False

b

QN=77 What is one stage of the new hire socialization process? a. Going out with co-workers. b. Understanding where you, as a new employee, fit in the organizational context. c. Completing all new hire paperwork. d. Doing well on the first performance review.

D

QN=78 Which statement about worker's compensation is TRUE? a. It supplements compensation for employees who work on weekends and holidays. b. It requires employers to reimburse employees' work-related expenses. c. It's administered at the federal level. d. It supplements income for workers injured on the job.

A

QN=79 A company that stages haunted houses is looking to hire cast members who are enthusiastic about the horror genre. One of the perks that they offer is a huge zombie-themed party for just the cast after the performances are done, which is easy since the company already has make-up, props, and the haunted house. There are some general reasons that the company may decide to pay for a party rather than provide higher cash rewards? Which of the below is NOT a reason. a. The party would also bring revenue to the company b. The party would attract the "right" kind of worker c. It's cheaper for the company than the cast members to throw a party

C

QN=80 Consider a company that has a relatively high degree of job security and a pay mix that benchmarks compensation at the 75th percentile for base pay and benefits. However, unlike competitors, it does not offer short-term incentives or long-term incentives. What message mostly is likely to accompany this pay mix? a. The company values individual performance. b. The company values employees who are risk-loving. c. The company values a loyal, stable, risk-averse workforce. d. The company values initiative and autonomy.

e

QN=80 We know a good onboarding program should be about a year, more or less depending on the position. But when should a manager make sure to check in with the new hire? (Check the one that isn't correct.) a. First Day b. Day Five c. Ninety Days d. One Year e. Two Years

a

QN=81 The reasoning behind the quote "culture eats strategy for breakfast" is best described as: a. Culture will undermine the strategy if employees are not on board. b. Culture is far more important than any strategy. c. Senior managers do not value strategy.

A

QN=81 True or False: defined contribution plans are generally tax advantaged because savings can accumulate without capital gains tax. a. True b. False

a

QN=69 True or false: Efficiency, equity, and voice can be useful for managers to think about because it's one way of summarizing workers' interests. a. True b. False

a

QN=70 True or false: Even for individuals who are well-off and claim they are not working for money, money can be important as a sign of self-worth and the value or respect given to them by the organization. a. True b.False

d

QN=35 To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group ("in-group") compared to others ("out-groups"). Which of the following does not result from this. a. Inter-group conflict. b. Differences between those groups we identify with and those we do not are magnified. c. Discrimination against out-group members by in-group members. d. Free-rider problems in groups such that some group members do not fully contribute.

d

QN=71 The job characteristics the tend to promote positive job attitudes among employees DOES NOT include: a. Skill variety b. Task identity c. Task significance d. Financial incentives

abc

QN=1 When determining the best way to motivate employees, why shouldn't managers rely solely on HR staff for directions. (check all that apply) a. Managers know their employees best. b. People are unique so there are various drivers of motivation. c. Work can mean different things to different people, so there are various drivers of motivation. d. It's not a manager's job to motivate workers, they should be self-motivated. e. HR is just a pencil-pushing function.

d

QN=2 In the video lesson "The Many Meanings of Work," how many different ways of thinking about work were presented? a. One b. Two c. Five d. More than five

a

QN=2 What is a pros of job observation? a. Actual exposure to the job b. Good for jobs done mentally c. Requires some training time

bc

QN=20 Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply) a. People only work for money (that is, money is the sole motivator for all workers). b. Financial stress can take on extra meaning in the workplace. c.Work can seem like a curse (the way it's always been, the way it will always be).

a

QN=23 Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will... a. shirk b. complain c. work hard d. quit

c

QN=31 Perfect competition is an important issue to consider because... a. ...employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity. b. ...if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce. c....if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to the value they produce

c

QN=32 Managers should be trying to create conditions that result in... a. ...employees who are satisfied with their job. b. ...employees who are committed to their organization. c. ...employees who are engaged in their job.

acd

QN=33 To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply) a. Competence b. Financial security c. Social belonging d. Autonomy

b

QN=39 Managers should only apply insights from psychology after they examine their workers and see... a. ...self-interested individuals working for money. b. ...individuals focused on obtaining intrinsic rewards and avoiding frustration. c. ...conscious-status individuals who are also concerned with norms or peer pressure.

a

QN=40 Norms or peer pressure can come from many sources, EXCEPT a. ...the worker as an individual. b. ...work group. c. ...organization. d. ...country.

b

QN=41 True or false: Various forms of social norms will always support managers in eliciting desired work behaviors. a. True b. False

a

QN=48 True or false: Employment-at-will is useful as a functional benchmark for managers to think about what they can and cannot legally do as a manager. a. True b. False

ac

QN=50 From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because... (you must check all that apply) a. ...conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees. b. ....the interests of employees are more important than the interests of employers. c. ...employers typically have greater bargaining power than individual employees.

ab

QN=51 Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply) a. The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. b. Employment and labor laws are largely unnecessary because labor markets fairly reward employees. c. Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers.

abc

QN=53 U.S. labor law... (you must check all that apply) a. ...requires organizations to bargain in good faith with labor unions that represent a majority of workers. b. ...protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union. c. ...provides for orderly procedures for determining when workers want to be represented by a union. d. ...protects the right of employees to strike in all occupations, including in the entire public sector.

a

QN=54 True or false: Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits. a. True b. False

c

QN=55 HR should do more than just make sure that managers are complying with organizational policies and with legal regulations. In other words, HR should not be the HR ______. a. managers b. regulators c. police d. supervisors

cd

QN=56 Which of the following are elements of Taylorism, also known as scientific management? (you must correctly check all that apply). a. To motivate workers, getting the human conditions of work are just as important as getting the technical conditions right. b. Managers should drive workers through strict monitoring, discipline, and even threats. c. Managers, not workers, are seen as having the knowledge and expertise to find the one best way to do each job. d. Jobs should be broken into small, standardized, repetitive tasks.

b

QN=58 True or false: There is one personal managerial style that is best in all situations. a. True b. False

b

QN=59 True or false: All organizations in the same competitive space have to have the same type of HR strategy. a. True b. False

bd

QN=6 Which of the following are required for HR to be strategic? (check all that apply) a. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. b. HR is focused on organizational needs, not just on the administration of HR policies. c. HR needs to be an expert in every business function. d. HR tasks are a line manager's responsibility, with help from an HR partner.

a

QN=60 Which of the following is not an example of labor being a derived demand? a. Offering flexible work schedules because this is what workers with family responsibilities want. b. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. c. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

cd

QN=61 Which of the following are required for HR to be strategic? (check all that apply) a. HR needs to be an expert in every business function. b. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. c. HR is focused on organizational needs, not just on the administration of HR policies. d. HR tasks are a line manager's responsibility, with help from an HR partner.

b

QN=62 True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. a. True b. False

c

QN=63 One of the key concerns that emerges from economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism? a. The cost that comes from missing an opportunity to do something. b. Not giving full work effort in one's job. c. Pursuing one's own self-interests even when they run counter to others' interests.

ab

QN=64 If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include... (check all that apply) a. Financial incentives b. Monitoring c. Autonomy d.Peer pressure

a

QN=65 True or false: Setting compensation incentives involves finding the right balance between risk and insurance. a. True b. False

b

QN=66 True or false: To overcome problems of private information, organizations can only use screening strategies, not signaling strategies. a. True b. False

bc

QN=67 Labor is a special commodity because... (check all that apply) a. It is traded in economic markets. b. It has productive value. c. It involves people.

a

QN=68 True or false: For individuals who believe that labor markets are perfectly or ideally competitive, the best protection against worker exploitation is competition for workers among employers, not a labor union or a government law. a. True b.False

social

Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such as norms and culture.

procedural

The component of justice that focuses on the fairness of policies and rules is called _______ justice.

costs

Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____?