BUSMHR 3200 exam 3

Behavioral Observation Scale (BOS)

uses all behaviors necessary for effective performance to RATE performance at a task. asks the manager to rate frequency with which the employee has exhibited the behavior during rating period

4 Basic dimensions of organizational structure

- Hierarchy of authority - Division of labor - Line and staff positions - Spans of control: The number of subordinates a manager can efficiently and effectively direct.

Behaviorally Anchored Rating Scale (BARS)

Rates behavior in terms of a SCALE showing SPECIFIC statements of behavior that describe different levels of performance. Raters select the behavior that matches the employees' behavior

Interviews have low _____ so it doesn't necessarily correlate to what is needed in the job

Validity

Problem with simple ranking

Validity- "best" and "worst" does not define what is good and bad about performance

Job enlargement

Broadening the types of tasks performed in a job to make jobs less repetitive and more interesting

compensation is

-related to an organization's ability to attract, select and hire the best possible employees/ -strongly related to individual motivation, engagement and retention - Can cause internal conflicts when equity isn't present -needs to be aligned with goals and strategy of organization

Donna, a supervisor at Cenate Inc., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which of the following terms describes her method? A. simple ranking B. mixed-standards scale C. critical-incident method D. graphic rating scale E. behaviorally anchored rating scale

A. simple ranking

__________ typically have a more open communication and contribution style. For example, at Google, the environment is unpredictable, but because of the freedom afforded the employees and management, it runs smoothly. A. Organic organizations B. Closed organizations C. Hierarchical cultures D. Virtual structures E. Mechanistic organizations

A. Organic organizations

Which of the following is the objective of job enlargement? A. To make jobs less repetitive and more interesting B. To increase efficiency by identifying one best way to perform a job C. To decrease the burden of decision-making responsibilities for employees D. To assess the relative dollar value of each job to the organization E. To decrease the impact the job has on the lives of other people

A. To make jobs less repetitive and more interesting

Highest source of hiring indirect

About 22% of new employees hired by large companies came from referrals

Highest source for hiring in 2015 (direct)

About 31.1% of new employees hired by large companies came from company careers website

advantages of internal recruiting

Applicants are well known to the organization; cheaper and faster than recruiting externally; minimizes unrealistic expectations about the job

Comparison forced distribution

Assigns a certain percentage of employees to each category in a set of categories. (e.g., exceptional, above average, average, below average)

During an interview, you are asked questions such as, "tell me about a time when you led a group to make a difficult decision." This interviewing technique is called: A. Future-oriented interview B. Behavior description interview C. Panel interview D. Situational interview E. Non-directive interview

B. Behavior description interview

Michael wants to make sure the feedback he provides to his employees is perceived correctly. Michael should do all of the following EXCEPT: A. Be aware of the errors/biases and try not to commit it B. Provide feedback that is irrelevant to the person's career C. Make sure the system is perceived as fair D. Make sure goals established are challenging and attainable E. Deliver feedback as close as possible to when the behavior was performed

B. Provide feedback that is irrelevant to the person's career

During an interview, you are asked questions such as, "A deadline for a project is near and it looks like you won't meet the deadline. How would you handle this?" This interviewing technique is called: A. Future-oriented interviewing B. Situational interviewing C. Hypothetical interviewing D. Behavioral interviewing E. Non-directive interviewing

B. Situational interviewing

Songreen Inc., a firm that manufactures ready-to-eat soups, offers incentives based on an employee's performance rating and the employee's compa-ratio. Which of the following payment plans is exemplified in this scenario? A. straight piecework plan B. merit pay C. profit sharing D. differential piecework plan E. skill-based plan

B. merit pay

Which of the following is an advantage of relying on internal recruitment sources? A. They are likely to promote diversity in terms of race and sex. B. They minimize the impact of political considerations in the hiring decision. C. They are generally cheaper and faster than other means. D. It is more likely that the applicants will have unrealistic expectations. E. They experience an unrealistic job preview

C. They are generally cheaper and faster than other means.

Compare employee development to employee training. Which statement is correct? A. Training focuses on existing work groups. Development focuses on work group formation. B. Development is used for low-level employees. Training is required for high-level managers. C. Training focuses on current job skills. Development focuses on personal growth. D. Training is Intranet-based. Development uses Internet technology. E. Training is more complex than development.

C. Training focuses on current job skills. Development focuses on personal growth.

Paired comparison

Compares each employee with each other employee to establish rankings.

What attitude do employees typically express toward performance feedback? A. They prefer not to get feedback, because the experience feels awkward. B. They prefer to get all their feedback at one time, during an annual performance review. C. They like to be surprised, especially if the feedback is positive. D. They appreciate regular feedback, because they want to know if they are on track. E. They believe that it is not really beneficial for identifying their strengths

D. They appreciate regular feedback, because they want to know if they are on track.

David Carr is the HR manager of Witherspoon Inc., a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. This scenario suggests that he wants to know if this test is a(n) _____ method. A. substitutable B. valid C. practical D. generalizable E. nondirective

D. generalizable

A feature of an effective incentive pay plan is that it should A. have performance measures based on employees' requirements B. not be provided as a direct percentage of employees' performance. C. encourage group performance and sideline individual achievements. D. be the same for all employees in the organization. E. have performance measures linked to the organization's goals.

E. have performance measures linked to the organization's goals.

expatriates

Employees assigned to work in a country that is not their native country

Job Extension

Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks

Labor Demand is External or Internal?

External: depends on product or service

Labor Supply is External or Internal?

Internal (depends on transfers, promotions etc)

Generalizability

Is it valid in the context that the organization wants to use it

Problem with forced distribution

It might create more variance than actually exists (e.g., people who are actually good might be in the lower category

KSAO's of Job Specification

Knowledge: information necessary to successfully complete a task Skills: level of proficiency to perform a task Abilities: general capability Other Characteristics: certifications

Employee Stock Ownership Plans (ESOPs)

Organization distributes shares of stock to all its employees by placing it in a trust, more common than SO's

advantages of external recruiting

May be only option, allows for outside knowledge may spur creativity and innovation

Selection Systems are reliable when they are

Reliable, valid, generalizable, have high utility, and follow legal standards

Comparison Simple Ranking

Requires managers to rank employees in their group from the highest performer to the poorest

Human Resources Planning (HRP) goal

Seeks to have the right talent in the right place at the right time capable of effectively and efficiently completing the tasks needed to help the organization achieve its strategic objectives.

Organizational Culture

The set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments

problem with paired comparison

Time consuming (for a group of 15, the manager makes 105 comparisons!)

Difference Between Training and development

Training is current focus while development is future focused and is in preparation for changes

Situational Structured Interview

a hypothetical situation that could arise on the job, what WOULD you do

pay grade

a set of jobs having similar worth or content, grouped together to establish rates of pay

Pay range

a set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade

Behavior Description Interview

a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past

Merit Pay

a system of linking pay increases to ratings on performance appraisals so that one is able to reward all aspects of employee's performance that are measured. However, sometimes it becomes too expensive for a company

KSAO abilities for lawyer

communication

KSAO Knowledge for lawyer

constitutional rights

high validity

does it measure the right thing, is it correlated

Jonathan, the CEO of Maxofan Inc., finds that the company needs to eliminate a labor surplus to avoid financial difficulties. To deal with this problem, he chooses a strategy that gives him fast results. However, the amount of suffering caused to employees is high. Jonathan is most likely using the _____ strategy to reduce the labor surplus.

downsizing

Readiness for training is a combination of

employe characteristics: ability and motivation to learn a positive work environment

Incentive Pay

forms of pay linked to an employee's performance as an individual, group member, or organization member

Aptitude in Employment tests

how well a person can acquire or learn certain skills and abilities

Profit Sharing

incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary

Compensation

includes all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship

Highly Reliable

is it consistent, does it measure the thing accurately

High Utility

is the economic value> the cost of using it, is it practical/worth it

Two parts of Job analysis

job description: lists of tasks, duties, and responsibilities (TDR's) job specification: KSAO's knowledge, skills, abilities, other characteristics

solution for labor shortage that are low in cost

outsourcing

Piecework Rate

rate of pay for each unit produced

Stock Options

rights to buy a certain number of shares of stock at a specified price usually for top management

Job Design

the process of defining the way work will be performed and the tasks that a given job requires, used when defining a new job

Job Analysis

the process of getting detailed information about jobs, used to find existing job info and qualifications needed

The crash on the hudson river is a good example of the importance of __________

training

KSAO other characteristics lawyer

willingness to work long hours

KSAO skills for lawyer

writing clearly