HR Exam #3
graphic rating scale
method of PM that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait
Behaviorally Anchored Rating Scale (BARS)
method of PM that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance
simple ranking method of PM
method of PM that require managers to rank employees in their group from the highest performer to the lowest performer (using alternation ranking)
mixed standards scale
method of PM that uses several statements describing each trait to produce a final score for that trait
paired-comparison method
method of performance management that compares each employee with each other employee to establish ranking
critical incident method
method of pm based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective
Alternative Dispute Resolution (ADR)
methods of solving a conflict by bringing in an impartial outsider but not using the court system
The Fair Labor Standards Act (FLSA) includes provisions for:
minimum wage
Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees?
misdirected effort
An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs is a
multinational company
Mediation (ADR technique)
nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement
Which of the following is true of key jobs?
A job with a higher evaluation score than a particular key job would receive higher pay than that key job.
Which one of the following statements is true of transnational HRM systems?
The participants from various countries and cultures contribute ideas from a position of equality
How does a collectivist culture influence the HRM decisions related to job design?
It gives emphasis to person—organization fit.
Which one of the following is true of global organizations?
Managers at such companies must be able to get results across national boundaries.
What is the disadvantage of peers as a source of performance information?
Peers are uncomfortable with rating employees for decisions that may affect themselves
exempt employees
managers, outside sales-people, and any other employees not covered by the FLSA requirement for overtime pay.
Values such as success, achievement, assertiveness, and competition are associated with:
masculine cultures
The compa-ratio:
measures the degree to which actual pay is consistent with the pay policy.
calibration meeting
meeting in which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors
forced-distribution method
method of PM that assigns a certain percentage of employees to each category in a set of categories
delayering
reducing the number of levels in an organization's job structure
An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:
role analysis technique
Appraisal politics are likely to occur when:
senior employees tell newcomers stories about distorted ratings
developmental purpose of performance management
serves as a basis for developing employees' knowledge and skills
Which of the following is a reason for big pay differences between jobs?
shortage of talent in local labor markets
pay level
the average amount (including wages, salaries, and bonuses) the organization pays for a particular job.
The hot-stove rule differs from a progressive discipline process in that with the hot-stove rule
the consequences for breaking the rule is immediate
employee engagement
the degree to which employees are fully involved in their work and the strength of their job and community commitment
job involvement
the degree to which people identify themselves with their jobs
minimum wage
the lowest amount that employers can pay under federal or state law stated as amount of pay per hour
The comparable worth policy
uses job evaluation of an organization's jobs in terms of such criteria as their difficulty.
When employees initiate a turnover, when the organization would prefer to keep them, it is called _____ turnover.
voluntary
Economic theory holds that the most profitable pay level, all things being equal, would be:
at the market rate
compa ratio
average salary / midpoint salary
arbitration (ADR technique)
binding process in which a professional arbitrator from outside the organization (usually a lawyer or judge) hears the case and resolves it by making a decision
The usual way that a company begins to enter foreign markets is by:
exporting
fair labor standards act (FLSA)
federal law that establishes a minimum wage and requirements for overtime pay and child labor
Strategic purpose of performance management
helps organization achieve business objectives.
emotional stages of foreign assignment
honeymoon->culture shock->recovery->adjustment
Based on the expectation that two people in conflict should first try to arrive at a settlement together, organizations have a policy of making managers available to hear complaints. Typically, the first "open door" is that of the employee's:
immediate supervisor
Consistency of results when more than one person measures performance is known as:
interrater reliability
The paired-comparison method of measuring employee performance:
involves comparing each employee with each other employee to establish rankings
Total quality management (TQM) differs from traditional pm in that
it assesses both individual performance and the system in which the individual works
Which of the following is a characteristic of delayering?
it increases an organization's flexibility
When conducting a workplace search, without probable cause, employers can act fairly and minimize the likelihood of a lawsuit by:
justifying that the organization has work rules that provide for searches.
expatriates
employees assigned to work in another country
nonexempt employees
employees covered by the FLSA requirements for overtime pay
Historically, if the organization and employee do not have a specific employment contract, the employer or employee may end the employment relationship at any time. This is referred to as the _____ doctrine.
employment at will
5 dimensions of culture in Hofstede model
1. Individualism/collectivism 2. Power distance 3. Uncertainty avoidance 4. Masculinity/femininity 5. Long-term/short-term orientation
In which country would one experience the greatest latitude in reducing one's company's workforce in response to a forecasted oversupply of workers?
The United States
Which of the following statements is true of international labor relations?
The day-to-day decisions about labor relations are usually handled by each foreign subsidiary.
host country
a country (other than the parent country) in which an organization operates a facility
third country
a country that is neither the parent country nor the host country of an employer
progressive discipline
a formal discipline process in which the consequences become more serious if the employee repeats the offense
pay differential
adjustment to a pay rate to reflect differences in working conditions or labor markets
Peer review is an example of _____.
alternate dispute resolution
Foreign assignments can be highly disruptive to family members, and the resulting role _____ is the top reason that people quit overseas assignments.
conflict
The federal government tracks trends in the nation's cost of living with a measure known as the:
consumer price index
The Davis-Bacon Act of 1931:
covers construction contractors that receive more than $2,000 in federal money.
4 factors affecting hrm in international markets
culture education economic systems political-legal systems
balance sheet approach
determines compensation package by adjusting to give same pay for standard of living plus extra for inconvenience
Managers can improve employee satisfaction with the feedback process by:
letting employees voice their opinions and discuss performance goals during the feedback process
Maria Celio, who was born in Spain, works at the headquarters of a Spanish company. She is a:
parent-country national
Overlapping _____ give the organization more flexibility in transferring employees among jobs, because transfers need not always involve a change in pay.
pay ranges
skill based pay systems
pay structures that set pay according to the employees' levels of skills or knowledge and what they are capable of doing
equity theory
people measure their outcomes of pay in terms of their inputs
360 degree performance appraisal
performance measurement that combines information from the employee's managers, peers, subordinates, self and customers
According to Hofstede's dimensions of culture, _____ defines the amount of inequality that is normal.
power distance
hot stove rule
principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences
peer review (ADR technique)
process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute
role
the set of behaviors that people expect of a person in a certain job
Effective performance management tells top employees
they are valued, encourage communication, establish standards for evaluating employees, and help organization identify weak/strong employees
cross-cultural preparation
training to prepare employees and their family members for an assignment in a foreign country
Legally defensible performance management systems are based on valid job analyses.
true
involuntary turnover
turnover initiated by an employer (often with employees who would prefer to stay)
voluntary turnover
turnover initiated by employees (often when the organization would prefer to keep them.
transnational HRM system
type of HRM system that makes decisions from a global perspective, includes managers from many countries, and is based on ideas contributed by people representing a variety of cultures
role ambiguity
uncertainty about what the organization expects from the employee in terms of what to do or how to do it
administrative purpose of performance management
use the system to provide information for day to day decisions about salary, benefits and recognition programs
Compensable factors are job characteristics that an organization values and chooses to pay for.
True
Job design aimed at empowerment is likely to be difficult in cultures with high power distance.
True
In the case of performance appraisal, validity refers to whether the appraisal measures all aspects of performance, both relevant and irrelevant.
False
Steps in Performance Management Process
1. Define performance outcomes for company division and department 2. Develop employee goals, behavior, and actions to achieve outcomes 3. Provide support and ongoing performance discussions 4. Evaluate performance 5. Identify improvement needs 6. Provide consequences for performance results
What is the difference between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)?
A BOS uses many examples to define all behaviors necessary for effective performance.
The positive or negative bottom-line opinions that individuals have of themselves are known as:
Core self evaluations
How does an organization specify the aspects of performance that are relevant to the organization?
Based on job analysis
____ is a referral service that employees can use to seek professional treatment for emotional problems or substance abuse.
Employee assistance program
According to equity theory, people measure outcomes such as pay in terms of their outputs.
False
Which of the following is true about the Consumer Price Index (CPI)?
Following and studying changes in the CPI helps employers prepare for changes in the demands of the labor market.
Which rater error leads employees to believe that no aspects of their performance need improvement?
Halo error
Which of the following is true of the performance management process across national boundaries?
In rapidly changing regions, the organization may have to update its performance plans more often than once a year.
Canada, Mexico, and the United States have encouraged trade among themselves with the:Canada, Mexico, and the United States have encouraged trade among themselves with the:
NAFTA
Which of the following statements is true about employee dismissal on the grounds of employment-at-will agreements?
They are likely to raise principles of justice issues
What is the advantage of two-tier wage systems?
They cut labor costs without cutting employees' existing salaries
Identify a criticism against electronic monitoring systems.
They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity
Paying a salary does not necessarily mean a job is exempt.
True
Which of the following is true of management by objectives (MBO)?
managers and their employees work together to set goals
pay policy line
a graphed line showing the mathematical relationship between job evaluation points and pay rate
procedural justice
a judgment that fair methods were used to determine the consequences an employee recieves
outcome fairness
a judgment that the consequences given to employees are just
interactional justice
a judgment that the organization carried out its actions in a way that took the employee's feelings into account
exit interview
a meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving
Organizational Behavior Modification (OBM)
a plan for managing the behavior of employees through a formal system of feedback and reinforcement
job satisfaction
a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values
benchmarking
a procedure in which an organization compares its own practices against those of successful competitors
role analysis technique
a process of formally identifying expectations associated with a role
Employee Assistance Program (EAP)
a referral service that employees can use to seek professional treatment for emotional problems or substance abuse
outplacement counseling
a service in which professionals try to help dismissed employees manage the transition from one job to another
job withdrawal
a set of behaviors with which employees try to avoid the work situation mentally, physically, or emotionally
pay ranges
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
role overload
a state in which too many expectations or demands are placed on a person
Management by Objectives (MBO)
a system in which people at each level of the organization set goals in a process that flows from top to bottom, sso employees at all levels are contributing to the organization's overall goals; these goals become the standards for evaluating each employee's performance
Behavioral Observational Scale (BOS)
a variation of BARS which uses all behaviors necessary for effective performance to rate performance at a task
Open-door policy, and mediation are generally steps within:
alternate resolution dispute system
job evaluation
an administrative procedure for measuring the relative internal worth of the organization's jobs
role conflict
an employee's recognition that demands of the job are incompatible or contradictory
multinational company
an organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs
global organization
an organization that chooses to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage
international organization
an organization that sets up one or a few facilities in one or a few foreign countries
open door policy (ADR technique)
an organization's policy of making managers available to hear complaints
In the context of the effect of culture on training, a culture with long-term orientation has trainees who:
are likely to accept development plans and assignments.
Total quality management differs from traditional performance measurement in that it:
assesses both individual performance and the system within which the individual works
A pay policy line:
can be generated using a statistical procedure called regression analysis
culture shock
disillusionment and discomfort that occur during the process of adjusting to a new culture
If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait, he/she is using a:
graphic rating scale
Although the rate of inflation is only 2 percent, Jessie receives a 6 percent increase in salary. She is nonetheless dissatisfied with her salary increase due to Norvin's, whose job designation is similar to Jessie's, 9 percent increase. Jessie is likely to contend that there is a lack of:
outcome fairness
hourly wage
rate of pay for each hour worked
piecework rate
rate of pay for each unit produced
salary
rate of pay for each week, month, or year worked
pay grades
sets of jobs having similar worth or content, grouped together to establish rates of pay
parent country
the country in which an organization's headquarters are located
organizational commitment
the degree to which an employee identifies with the organization and is willing to put effort forward on its behalf
pay structure
the pay policy resulting from job structure and pay level decisions
repatriation
the process of preparing expatriates to return home from a foreign assignment
performance management
the process through which managers ensure that employees' activities and outputs contribute to the organization's goals
job structure
the relative pay of different jobs within the organization
To prevent job withdrawal, organizations therefore need to promote job satisfaction, 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 has three components:
values, perceptions, and ideas of what is important
When employees cannot work with management to make changes, they may engage in ____, taking their charges to the media in the hope that if the public learns about the situation, the organization will be forced to change.
whistle-blowing
job descriptive index (JDI)
widely used measure of job satisfaction