MGT 550 Exam 3
A compa-ratio less than 1 suggests that an organization is paying more than planned for human resources and may have difficulty keeping costs under control.
False
A planned approach for establishing employees' pay will likely result in rates that are either overly expensive or so low that positions are hard to fill.
False
All employees of an organization are eligible for overtime pay.
False
An employer has recently performed a benchmarking procedure, which is reducing the number of levels in the organization.
False
Andrew is 14 years old and has been offered an after-school job. Andrew will not be able to accept the job since he is too young to hold a job while in school.
False
Chlorinda travels with her work. She recently took a trip for work in which she worked 40 hours for the week, but had 6 hours of travel time. Chlorinda cannot bill the 6 hours of travel time to overtime.
False
Ethical behavior is an optional condition of high performance as it contributes predominantly to short-term relationships with employees, but fails to sustain over a long period.
False
HR professionals say their biggest challenge is involuntary turnover due to poor performance.
False
High-performance organizations need selection methods that identify technical skills and not personality traits.
False
If a measure does not specify what an employee must do to help the organization achieve its goals, it can still support the organization's strategy.
False
In a high-performance work system, organizational structure promotes individual performance, long-term profits, and minimal training.
False
In the context of legal requirements, an employer that terminates an employee who reports for jury duty would be in compliance with public policy.
False
Marta is dissatisfied with her job. She also is unhappy with her husband and is generally in a bad mood most of the time. Most likely, the cause of Marta's dissatisfaction with the job is her tasks and roles.
False
Pay differentials are sets of jobs having similar worth or content, grouped together to establish rates of pay.
False
Performance management starts with providing consequences for achieving (or failing to achieve) performance outcomes.
False
San Francisco recently passed laws to require a minimum wage based on the cost of living in that region. This practice is illegal, as only the federal government can increase the minimum wage.
False
The mixed-standard scale approach requires managers to keep a record of specific examples of the employee acting in ways that are either effective or ineffective.
False
The responsibility for positive relationships in the workplace is placed on the HR department.
False
Transaction processing does not usually encompass documenting HRM decisions and actions associated with employee relocation and training expenses.
False
A basis for outcome fairness is that everyone should know what to expect.
True
A disciplinary action meets the standards of interactional justice if the manager explains to the employee how the action is procedurally just.
True
A major drawback of the simple ranking method involves validity.
True
An expert system helps avoid the errors that can result from fatigue and decision-making biases.
True
An organization's progressive discipline system should provide managers with a document to file, recording the nature and date of an offense.
True
Both involuntary and voluntary turnover are expensive for a firm.
True
By defining key jobs, organizations can make the process of creating a pay structure more practical.
True
Discrimination claims often allege that the performance management system discriminated against employees on the basis of their race or sex.
True
Ethical behavior is most likely to result from values held by the organization's leaders combined with systems that promote ethical behavior.
True
For effective performance management, both the manager and the employee have to value feedback and exchange it on a regular basis.
True
If salary is to be satisfactory, it must come along with pay raises.
True
In a high-performance work system, the outcomes of each employee and work group contribute to the system's overall high performance.
True
In an HRM audit, the business indicators for staffing activity include analyzing the ratio of acceptances to offers made.
True
In subordinates' evaluations of managers, when feedback forms require that the subordinates identify themselves, the subordinates tend to give the manager higher ratings.
True
One of the instances in which appraisal politics are most likely to occur is when raters are accountable to the employee being rated.
True
The Uniformed Services Employment and Reemployment Rights Act requires employers to make jobs available to any of their employees who leave to fulfill military duties for up to five years.
True
The content of a feedback session and the type of language used can determine the success of the meeting.
True
The rater bias that occurs when the bias is in a favorable direction is called the halo error.
True
To engage in continuous learning, employees must understand the entire work system they participate in, the relationships among jobs, their work units, and the organization as a whole.
True
Values shared between workers and their supervisor can increase job satisfaction.
True
When designing a job that includes empowerment, it usually includes access to resources such as information technology.
True
A human resource manager has been reviewing her company's performance management system to see how it can be improved. She concludes that the system uses valid and reliable methods, but she also wants to make sure it is acceptable to supervisors and employees. Which question would help Serena determine acceptability to employees? a) Are the performance measures fair? b) Does the feedback support the company's strategy? c) Are the assessments too complex to fill out? d) Do the results minimize contamination and deficiency? e) What is the cost of the assessment instruments?
a) Are the performance measures fair?
Bjorn, a supervisor, is discussing an employee with Ricarlo, a human resource manager. Bjorn explains that the employee's performance has not met company standards for two years. After assisting her and discussing the problem with her, Bjorn has concluded that the employee can do the work, she just doesn't want to bother. What should Ricarlo advise Bjorn to do? a) Bjorn should withhold a raise, and if the employee does not respond, then her employment should be terminated. b) Bjorn should ensure that the employee is being rewarded adequately, and if not, he should give her a raise. c) Bjorn should reward the employee for honesty, and if she doesn't respond, then her employment should be terminated. d) Bjorn should demote the employee, and if she doesn't respond, then refer her for counseling. e) Bjorn should offer the employee coaching, training, and more detailed feedback until she improves.
a) Bjorn should withhold a raise, and if the employee does not respond, then her employment should be terminated.
After a company hired a new supervisor for the second shift, productivity fell and the shift did not meet its production targets three weeks in a row. The plant manager asks Sonny, the HR manager, to investigate, and he reports the problem may be job withdrawal. Which kind of job withdrawal is most likely occurring in this situation? a) Employees are dissatisfied with the supervisor, so they are not working as hard. b) Employees cannot work with their new supervisor, so they are engaging in whistle-blowing. c) Employees are dissatisfied with their jobs, so they are requesting transfers. d) Employees are experiencing role conflict, so they are arguing with each other. e) Role ambiguity is causing job involvement to fall and organizational commitment to rise.
a) Employees are dissatisfied with the supervisor, so they are not working as hard.
In most organizations, only a small fraction of the employees are executives, yet employees and others often consider executive pay when evaluating the equity of a company's pay structure. Which statement is a reason why executive pay draws this attention? a) Employees at all levels are affected by executives' actions. b) Executive pay ranges tend to be very close to the pay levels of the other employees. c) Customers are usually more satisfied when executives earn much more than other employees. d) CEOs of most companies earn $10 million or more per year. e) Front-line workers set the tone or culture of the organization.
a) Employees at all levels are affected by executives' actions.
What is a disadvantage of using the results-oriented performance management method? a) It has problems with validity. b) It is not preferred by managers. c) It is not easy to link to the organization's goals. d) It has low acceptability among employees. e) It is generally more subjective than other kinds of performance measurements.
a) It has problems with validity.
Which statement characterizes a progressive discipline system? a) It teaches employees what is expected of them. b) It is used by employees to seek professional treatment for emotional problems or substance abuse. c) It results in immediate consequences. d) It avoids giving unofficial spoken warnings to employees. e) It is used solely to punish misbehavior.
a) It teaches employees what is expected of them.
A management consulting firm analyzes its own pay structure and finds that the average pay for junior associates is $60,000. The pay range that the firm set for this position is $50,000 to $72,000. Which statement is true about the compa-ratio for this position? a) The compa-ratio is $60,000/$61,000, or slightly less than 1. b) The compa-ratio is $72,000/$60,000, or greater than 1. c) The compa-ratio is $61,000/$60,000, or slightly more than 1. d) The compa-ratio is $60,000/$122,000, or much less than 1. e) The compa-ratio is $60,000/$72,000, or less than 1.
a) The compa-ratio is $60,000/$61,000, or slightly less than 1.
What is a measure of customer satisfaction that indicates the success of the staffing activities implemented by the HR department of an organization? a) adaptability to changing labor market conditions b) competitiveness in local labor market c) benefit cost per payroll dollar d) ratio of minority or women applicants to representation in local labor market e) percentage of overtime hours to straight time
a) adaptability to changing labor market conditions
A telecommunication company is conducting an HRM audit. It uses business indicators of measurement, focusing on items such as percentage of sick leave to total pay, and the average workers' compensation payment (WCP). Which activity is the firm most likely trying to measure with such indicators? a) benefits b) employee appraisals c) staffing d) training e) recruitment
a) benefits
A company is adopting a new human resource information system that uses cloud computing. In which way is cloud computing most likely to affect the work environment for the company's staff? a) by connecting them to the department all the time, everywhere, via mobile devices b) by requiring air travel to use the company's computer system c) by requiring employees to work from a single location, 24/7 d) by replacing e-HRM with a more complex system e) by changing the two-way flow of information into a three-way flow
a) by connecting them to the department all the time, everywhere, via mobile devices
A retail store dismissed an employee who was caught stealing items from the store's stockroom. In retaliation, the employee is threatening to file a lawsuit claiming race discrimination. Assuming the discipline was based on facts, not bias, how can the store best protect itself from being liable for such claims? a) by establishing and following a formal discipline policy, so discipline is fair b) by never asking employees to do anything illegal c) by conducting random searches more frequently d) by avoiding any implied agreements with the employees it hires e) by disclosing personal information showing the employee is not trustworthy
a) by establishing and following a formal discipline policy, so discipline is fair
An HR executive is helping his company plan how to become a high-performance work system. The company's managers have agreed to redesign the recruitment and selection process so it will be performed by teams of empowered employees. How should the company's selection process support this change? a) by using group interviews and psychological tests to identify candidates with teamwork skills b) by linking performance measures to meeting customer needs c) by giving employees access to resources such as information technology d) by making sure employees know the goals they are supposed to achieve e) by requiring employees to participate in team development activities
a) by using group interviews and psychological tests to identify candidates with teamwork skills
Jeff is using his organization's newest HRM application. The application includes a "what if?" feature that allows Jeff to enter different assumptions and see how the likely outcomes will change. What type of HRM application is Jeff using? a) decision support system b) transaction processing c) e-HRM system d) HR dashboard e) expert system
a) decision support system
Rose works as a teacher in a primary school. Although her pay is low, she finds that her job keeps her happy and feeling personally fulfilled. In this scenario, what is Rose experiencing? a) job satisfaction b) role ambiguity c) role conflict d) role overload e) biased perception
a) job satisfaction
Which element of a high-performance work system deals with performance measures by which employees are judged and the methods of measuring such performance? a) reward systems b) organizational structure c) job tasks d) people skills e) information systems
a) reward systems
Identify the performance measurement method that requires managers to rank employees in their group from the highest performer to the poorest performer. a) simple ranking b) mixed-standard scale c) graphic rating scale d) forced-distribution e) paired-comparison
a) simple ranking
A chain of car dealerships has a service center at each location, each managed by an experienced mechanic. For technicians, it hires high school graduates and trains them to repair cars and deliver great customer service. The more kinds of repairs a technician can perform, the more valuable that employee becomes to the company. Which pay structure would best motivate technicians to become more valuable contributors to the company? a) skill-based pay structure b) job-based pay structure c) delayering of the job structure d) market pay structure e) broad bands of pay ranges
a) skill-based pay structure
A company wants to ensure that its employees' behavior is connected with the goals of the company in order to help achieve its business objectives. Which purpose of performance measurement should be used by this company? a) strategic purpose b) administrative purpose c) logistical purpose d) developmental purpose e) evaluative purpose
a) strategic purpose
What can help organizations achieve high performance? a) swift disciplinary action for misdeeds b) separation of ethical behavior and performance measures c) improvement of HRM practices by focusing on isolated practices d) heavy reliance on cloud computing systems e) an elimination of occupational intimacy
a) swift disciplinary action for misdeeds
Tonya is a human resource executive at a financial planning firm. The executives want to introduce electronic monitoring of the office staff. Tonya needs to prepare for the concerns she expects employees to have and to show them that the performance data gathered will be used ethically. Which use of electronic monitoring would most likely demonstrate this to employees? a) using performance data to coach employees so they develop their skills b) ensuring that employees don't know that the purpose of the system is to increase productivity c) using performance data to rank employees and terminate the underperformers d) using performance data to measure time spent at desks, not quality of work e) posting performance data on the company's website for clients' reference
a) using performance data to coach employees so they develop their skills
Job satisfaction refers to a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. This definition of job satisfaction has three components, summarized as a) values, perceptions, and ideas of what is important. b) job involvement, organizational commitment, and job withdrawal. c) compensation, working conditions, and peer support. d) emotional, physical, and financial well-being. e) physical environment, social environment, and the employee's temperament.
a) values, perceptions, and ideas of what is important. b) job involvement, organizational commitment, and job withdrawal.
Starla is training her company's supervisors in how to use the new performance management system. She explains the importance of ensuring that employees know what goals they are expected to achieve. Assuming the company has a well-designed performance management process, what would Starla tell the supervisors they should do next? a) Define performance outcomes for the department. b) Develop employee goals, behavior, and actions to achieve desired outcomes. c) Identify how each employee must improve. d) Prepare an annual performance evaluation. e) Provide consequences for performance results.
b) Develop employee goals, behavior, and actions to achieve desired outcomes.
A CEO is of the opinion that it is fair to pay above the market rate if doing so can help his firm attract and retain top talent. He knows that these employees will make the company more innovative and that they will also contribute significantly to the product quality and productivity. Which statement best supports his view? a) The CEO decides that since his employees won't need any other form of incentives, it is fair to pay them above the market rate. b) The CEO considers his employees as resources, and therefore, considers the higher pay an investment in superior human resources. c) The CEO has taken the economic forces into account and decides that it is fair for his employees to be paid higher than the market rate. d) Paying above the market rate will make the CEO's organization more competitive in the product markets, even though his firm will be at a disadvantage in the labor markets. e) Since the CEO draws a very high pay, he considers it appropriate to pay his employees above the market rate.
b) The CEO considers his employees as resources, and therefore, considers the higher pay an investment in superior human resources.
Will is an office manager with a college degree, five years of experience, and a track record of being rated excellent at his work. He supervises seven staff members, and his employer pays him $40,000 a year. According to equity theory, which comparison would most likely lead Will to conclude that his rate of pay is unfair? a) The average pay in the region for an office manager with five years' experience is $38,000. b) The office manager in another department supervises four employees and earns $45,000. c) One of Brandon's staff members earns $25,000, and another earns $32,000. d) Another company's office manager has ten years of experience and earns $50,000. e) Welders without a college degree carry out dangerous tasks and earn $55,000.
b) The office manager in another department supervises four employees and earns $45,000.
Thom's manager has offered to provide him with more specific feedback on his performance, as well as restructuring the job to make it easier for him to execute his duties. What supports the manager's decision to take these steps? a) Thom lacks the motivation to perform the tasks designated to him. b) Thom lacks the skills required to perform his job. c) Thom is not committed to his role at Carding Corp. d) Thom lacks the ability to manage stress. e) Thom is not being rewarded adequately.
b) Thom lacks the skills required to perform his job.
At a restaurant chain, an employee survey reports that efforts to increase worker satisfaction by redesigning jobs led to greater job satisfaction. The human resource department also measured lower rates of absenteeism and employee turnover. What will be the most likely impact of these trends on the profits of the restaurant chain? a) higher sales, leading to higher profits b) lower costs, leading to higher profits c) higher costs, leading to lower profits d) greater productivity, leading to lower profits e) higher food quality, leading to higher profits
b) lower costs, leading to higher profits
The HR team of a firm establishes the guidelines for the performance management of its new and experienced employees. The measurement targets are defined in terms of sales targets achieved and the number of customer service calls made. Which of the guidelines to make the performance management system support organizational goals is being used by the HR department to measure the performance management system? a) timeliness b) precise terms c) abstract value d) quality e) rank
b) precise terms
A chain of car dealerships is using benchmarking to analyze the labor market to see if it needs to adjust pay levels for its sales force. Which category of workers would be the best choice to include in its analysis? a) mechanics working for the company b) salespeople at other car dealerships c) real estate agents in the communities where the company has dealerships d) other salespeople at various kinds of businesses in the same area e) salespeople working for auto manufacturers
b) salespeople at other car dealerships
A company requires employees to continually widen and deepen their knowledge. It has a pay structure that sets pay according to the employees' abilities or knowledge and what they are capable of doing. Which pay structure is being exemplified in this scenario? a) straight commission plan b) skill-based pay system c) merit pay system d) straight piecework plan e) quality-based pay system
b) skill-based pay system
Terminating an employee may violate an implied agreement if a) the employer had not promised the employee job security. b) the action is inconsistent with company policies. the employee refuses to do c) something that the law requires. d) the employee is treated consistently. e) the employee agrees to do something illegal, unethical, or unsafe.
b) the action is inconsistent with company policies.
Under what conditions may an employer have a legitimate reason to collect information about employees' use of alcohol or other intoxicants outside the workplace? a) when the company is located in a state where privacy rights are not strict b) when employees hold positions where drug use could cause dangerous accidents c) when the company thinks some employees are using medical marijuana d) when the company does not publicize its search policy or ask for consent e) when supervisors think some employees party too much
b) when employees hold positions where drug use could cause dangerous accidents
The Fair Labor Standards Act permits a lower "training wage," which employers may pay to workers under the age of __________ for a period of up to 90 days. a) 35 b) 25 c) 20 d) 18 e) 30
c) 20
Penny is teaching a newly promoted supervisor how to use the company's performance management system. The supervisor asks Penny when she is supposed to give employees performance feedback. Which answer would best guide the supervisor? a) Employees benefit most from monthly feedback, assuming the department has time for it. b) Supervisors should give feedback whenever employees do something wrong. c) Employees benefit from feedback that occurs so often they know what will be said in their annual review. d) Supervisors should give feedback frequently, whenever it will come as a surprise. e) Supervisors must give feedback once a year, on the employee's hiring anniversary.
c) Employees benefit from feedback that occurs so often they know what will be said in their annual review.
What is true about personal dispositions? a) Job satisfaction is greater for employees who aren't conscientious. b) People who have an overall positive view of themselves often have a negative view of their jobs. c) Job dissatisfaction is higher among employees with low emotional stability. d) Individuals share about the same range of satisfaction with the various aspects of life. e) Employees who are agreeable are more likely to quit their jobs.
c) Job dissatisfaction is higher among employees with low emotional stability.
What statement is true about using peers as a source of performance information? a) Peers fail to meet the expectations of bringing a different perspective to the evaluation. b) Peers' evaluations generally lack validity. c) Peers are more favorable toward participating in reviews to be used for employee development. d) Peers are comfortable with rating employees for decisions that may affect themselves. e) Peers are poor sources of information about performance in a job.
c) Peers are more favorable toward participating in reviews to be used for employee development.
The marketing team of a small-scale apparel manufacturing company is planning to bring about a new line of clothing, and the marketing manager wants to involve employees in generating and evaluating ideas for the new product line. In the context of knowledge sharing, how can the company best promote critical thinking? a) by encouraging flexibility and experimentation b) by teaching ethical decision making c) by encouraging employees to test assumptions and observe results d) by recognizing that employees are the source of its knowledge e) by acquiring information systems
c) by encouraging employees to test assumptions and observe results
An IT firm conducts an HRM audit. It identifies two key measures for customer satisfaction as its employees' satisfaction with pay and the competitiveness of pay provided in the local market. Which activity is the firm most likely trying to measure with such indicators? a) employee development b) employee appraisal c) compensation d) staffing e) training
c) compensation
An employee is in a meeting with his supervisor and a member from the human resources department to explain why he is leaving the company. In this case, which procedure is the HR department conducting with the employee? a) orientation b) entry interview c) exit interview d) voluntary turnover e) induction
c) exit interview
What is a cost associated with voluntary turnover? a) high unemployment rate b) lawsuits c) loss of talented employees d) workplace violence e) contract violations
c) loss of talented employees
Which method is described as a plan for managing the behavior of employees through a formal system of feedback and reinforcement? a) behavioral observation scale b) behaviorally anchored rating scale c) organizational behavior modification d) critical-incident method e) forced-distribution method
c) organizational behavior modification
Performance measurement can focus on managing the objective, measurable results of a job or work group. Which result would best meet this criterion? a) communication b) service c) productivity d) traits e) attitude
c) productivity
Which act allows employees claiming discrimination to treat each receipt of a paycheck as an instance of discrimination for purposes of determining their eligibility to file a complaint? a) the Equal Employment Act of 2000 b) the Walsh-Healy Public Contracts Act of 1936 c) the Lilly Ledbetter Fair Pay Act of 2009 d) the Wage Act of 1985 e) the Davis-Bacon Act of 1931
c) the Lilly Ledbetter Fair Pay Act of 2009
The FLSA overtime rate applies to the hours worked beyond __________ in one week. a) 35 b) 30 c) 25 d) 40 e) 10
d) 40
Which statement best describes how a well-designed system of progressive discipline applies the hot-stove rule? a) It is hurtful to those who aren't warned. b) It delays consequences and promotes progress. c) It has no room for feelings or time for warnings. d) It involves consequences that are immediate and objective. e) It delivers varying consequences for various infractions.
d) It involves consequences that are immediate and
What is true about the paired-comparison method of measuring employee performance? a) It is also known as the alternation ranking method. b) It avoids rating everyone favorably or near the center of the scale. c) It requires managers to rank employees in their group from the highest performer to the poorest performer. d) The employee with the most points is considered the top-ranked employee. e) It assigns a certain percentage of employees to each category in a set of categories.
d) The employee with the most points is considered the top-ranked employee.
A company is recruiting experienced employees. The sales and marketing departments have the majority of the open positions. These departments have previously notified the senior management that their previous recruits were not the right fit for the demands of their units, as they had hampered teamwork, efficiency, and eventually affected the overall financial health of the firm. What would most likely strengthen teamwork within the organization? a) The firm should change its organizational structure by centralizing all its decision-making processes. b) The firm should establish a uniform reward system across all its production units. c) The firm should have reduced occupational intimacy. d) The firm should allow the sales and marketing teams to participate in employee selection. e) The managers should install a revised training program for its experienced employees.
d) The firm should allow the sales and marketing teams to participate in employee selection.
A construction firm sets pay rates for women slightly below those for men, to account for the greater likelihood that its female employees will need more time off to care for family members. In this scenario, which law is the company likely to be violating? a) Minimum-wage laws b) Family and Medical Leave Act c) Fair Labor Standards Act (FLSA) d) laws governing equal employment opportunity e) Americans with Disabilities Act
d) laws governing equal employment opportunity
The ways employees respond to their impressions about equity can have a great impact on the a) top-tier employees. b) economy. c) labor market. d) organization. e) promotional opportunities.
d) organization.
Employees' sense of __________ usually would reserve loss of a job for the most serious offenses. a) interactional justice b) involuntary turnover c) procedural justice d) outcome fairness e) voluntary turnover
d) outcome fairness
Which element of a high-performance work system makes jobs efficient while encouraging high quality? a) reward systems b) organizational structure c) people skills d) task design
d) task design
After a restructuring at a company broadened managers' jobs, some managers began experiencing role conflict and role ambiguity. To prevent dissatisfaction among these valued employees, the company asked the human resource department to help managers develop clearer and more balanced roles. The HR manager decided to use the role analysis technique. With this technique, who will meet to discuss the role of each manager affected by the restructuring? a) the HR manager and the team that planned the restructuring b) the set of managers affected by the restructuring c) the HR manager and the HR department's role analyst d) the managers affected and the people who directly interact with them e) each manager affected and the employees of the human resource department
d) the managers affected and the people who directly interact with them
What is the biggest problem with using ranking as a performance measure? a) Most people don't understand how to do it. b) It is always very time consuming. c) It involves customer evaluations, which can be expensive. d) It tends to be too objective to impact behaviors. e) It raises questions about fairness due to low validity
e) It raises questions about fairness due to low validity
__________ establishes relative pay among different functions and different levels of responsibility. a) Delayering b) Pay structure c) Job evaluation d) Prevailing wage e) Job structure
e) Job structure
What is a condition that underlies the formation of a high-performance work system? a) Individuals perform work. b) Ethical behavior is suggested, but not enforced. c) Technology makes interaction among employees minimal. d) Work design allows employees to focus on only one skill. e) Ongoing training is emphasized and rewarded.
e) Ongoing training is emphasized and rewarded.
Pauline is a financial assistant and reports to Steve, the head of the finance department. Steve works longer hours than Pauline but receives no overtime compensation. However, Pauline is paid one and a half times her regular pay for working more than 40 hours per week. Under the FLSA, what is the most likely justification for the organization's decision to pay Pauline overtime pay? a) Pauline has higher educational qualifications than Steve. b) Pauline is pregnant. c) Steve is expected to work more because he is a male. d) Pauline comes from an economically weaker background. e) Steve is an exempt employee, while Pauline is nonexempt.
e) Steve is an exempt employee, while Pauline is nonexempt
A company sets pay rates slightly above the local market rate, and it communicates this to employees. Which statement about job satisfaction supports the company's use of this policy? a) Unaddressed conflicts between employees can cause dissatisfaction. b) Employees want supervisors to see them as individuals. c) Employees become dissatisfied with their jobs irrespective of how much they are paid. d) Employees see the value of insurance benefits, which impacts satisfaction more than pay does. e) The amount of pay an individual receives is extremely important for job satisfaction.
e) The amount of pay an individual receives is extremely important for job satisfaction.
Zachary and his cousin, Mathew work for two different branches of the same organization. Both have the same level of experience in management. However, Zachary earns more than Mathew. Which explanation would legally justify the organization's decision to pay Zachary more than Mathew? a) Mathew is an alcoholic. b) Zachary is an American citizen. c) Mathew is younger than Zachary. d) Mathew is physically disabled. e) Zachary works night shifts, unlike Mathew.
e) Zachary works night shifts, unlike Mathew.
A human resource manager is helping her company develop into a high-performance work system. She suggests that executives start sharing information about the company's financial performance with its employees. How would this effort most directly support the goal of becoming a high-performance work system? a) by making job design more motivational b) by linking performance measures to meeting company needs c) by developing the company's talent to move into positions of greater responsibility d) by tying compensation to economic-related conditions e) by increasing employee empowerment and job satisfaction
e) by increasing employee empowerment and job satisfaction
One of the ways to publish rules that cover disciplinary problems includes a) constant examples set by the employers for their employees. b) constant reminders through word of mouth. c) the in-house radio station. d) sessions where the rules are demonstrated in the form of interactive games. e) displaying them on a bulletin board.
e) displaying them on a bulletin board.
A manager is performing employee evaluations. He tends to rate all the employees near the center of the rating scale. As a result, it is difficult to compare employees' scores. Which kind of rating errors has this manager made? a) similarity error b) horns error c) contrast error d) halo error e) distributional error
e) distributional error
