HR MANAGE EXAM 3
According to researchers, when performance feedback forms require that subordinates identify themselves as part of the evaluation, they tend to _____. a. give managers higher ratings b. give managers lower ratings c. lie about their observations d. provide specific and detailed criticism
a
A plan for overseeing and controlling employee behavior by way of an official system of both feedback and reinforcement is called _____. a. employee behavioral reinforcement b. organizational behavior modification c. employee behavioral measures d. organizational hierarchy
b
A system in which people at each level of the organization set goals in a process that flows from top to bottom of the company is called _____. a. managerial goal setting b. management by objectives c. management responsibilities d. by committee
b
An employee's role within the organization includes which of the following? (Select all that apply.)
Customer expectations for how the employee should behave, The way people expect the employee to behave in that job, The work that the employee is expected to do
Which of the following strategies help organizations maintain job satisfaction for their employees?
Designing meaningful jobs that pay well
Employees with high levels of job satisfaction tend to have which of the following psychological characteristics? (Select all that apply.)
Determination to act in the face of uncertainty, Thinking of their career in terms of the big picture, Sharing knowledge with less experienced employees
Where do managers and employees typically learn about employee assistance programs?
In official documents, such as employee handbooks
What are some of the reasons discharging employees has become so difficult?
Some discharged employees act violently against the company. Some discharged employees decide to sue the company.
Which of the following are steps found in the role analysis technique? (Select all that apply.)
The group modifies its list of the role's duties and behaviors, Members of a role set write expectations for the role.
From a financial perspective, why is discharging employees so difficult?
They may threaten to sue the company.
Which of the following reasons are why an employee might be satisfied with co-workers and supervisors? Check all that apply.
They share the same values, They provide social support.
What is the purpose of the role analysis technique?
To identify what is expected of an employee and of people who interact with that individual
People with a positive core self-evaluation tend to have _____.
high self-esteem
Elements of a high-performance work system include task design, organizational structure, reward systems, people, and ______ systems.
information
The ______ systems component of a high-performance work system involves making decisions about what data to gather and what sources the data will be gathered from.
information
The best feedback comes to an employee _______ (instantly/annually).
instantly
People tend to believe that _____ is served when managers administer discipline in a way that takes the employee's feelings into account.
interactional justice
The local candle factory had to lay off one-third of its employees after the rush of the holiday season. These lay-offs are an example of _____ turnover.
involuntary
The level at which people identify themselves with their jobs is called _____.
job involvement
Brittany often attempts to avoid her work situation (physically, mentally, or emotionally). She is engaging in _____.
job withdrawal
In most companies, performance information is generated by the _______ (manager/employee).
manager
Alisha was told that if she ever has a problem, she should first go talk with her direct supervisor. If the problem is not resolved, she should approach the HR manager. Which form of ADR does this demonstrate?
open-door policy
Katie feels closely attached to the company for which she works, and she is willing to do whatever it takes to make the business succeed. Katie is demonstrating ______.
organizational commitment
Employee job satisfaction is based on _____. (Select all that apply.)
pay and benefits, personal values, work tasks and roles
Palo no longer likes his job and instead of just quitting, he shows up late for work and calls in sick every Monday. This demonstrates a form of ____ job withdrawal.
physical
People tend to feel that _____ is served when an employer uses fair methods to decide what consequences an employee will receive.
procedural justice
True or false: The principles of total quality management (TQM) provide a basis for performance measurement.
true
Which of the following characteristics of managers are linked to job dissatisfaction in employees?
unresponsive, distant
What type of turnover often involves employees leaving, whom the organization would prefer to keep?
voluntary turnover
After he realized that the company's accountant was stealing money, Carlos took the story to the media because his own manager didn't believe him. Carlos engaged in _____ to promote change in the organization.
whistle-blowing
After the manager told Miles he was doing a great job, Miles used what his manager told him about his work performance to do an even better job. This demonstrates how a performance management system has a(n) _____ purpose. a. strategic b. developmental c. administrative d. ethical
b
A display of HR goals and objectives that includes indicators as well as the level of progress toward success is called a(n) _____. a. objectivity report b. progress meter c. dashboard d. navigation map
c
An organization whose culture enables all employees to continually acquire and share knowledge is called a ________ organization. a. liberal b. living c. learning d. complex
c
While Cassie wants to work hard for her company, she also wants her current position to help her move into management at a competitive company, and she will leave her current employer if the opportunity arises. This is an example of a psychological _______
contract
As an assistant in the HR department, Jason is responsible for filing all of the paperwork associated with government reporting requirements. Jason's job is an example of _____. a. brand alignment b. job enlargement c. recruitment measures d. transaction processing
d
Each aspect of a company's performance management should be related to the organization's _____. a. problems b. profits c. employees d. goals
d
If a rater compares an individual against other employees and not against objective standards, which type of error is likely to occur? a. Halo error b. Horns error c. Distributional error d. Contrast error
d
True or false: In most companies, annual feedback is sufficient for performance review.
false
True or false: In the paired-comparison method of performance measurement, the employee with the lowest number of points is considered the top-ranked employee.
false
People often tend to give a higher evaluation to people they consider _____. a. similar to themselves b. to be difficult c. to be intimidating d. different than themselves
a
Ronald realized that Cara couldn't complete the project because she hadn't been trained on the new software. In which area of performance is Cara lacking? a. Ability b. Strength c. Concentration d. Motivation
a
The biggest concern with the use of electronic monitoring of an employee's performance is _____. a. privacy b. advocacy c. validity d. reliability
a
The most common method for rating employee traits and qualities is called the _____. a. graphic rating scale b. simple rating scale c. behavioral description scale d. employee characteristics scale
a
A binding process in which a professional from outside the organization hears a case and resolves it by making a decision is called _____.
arbitration
True or false: The information in a performance appraisal has a small impact on the future of individual employees.
false
When a neutral party from outside of the organization hears the case in a dispute, but this person has no power to force a solution, the process is called _____.
mediation
An employee assistance program is an option for employees to use when seeking professional treatment for which two issues?
substance abuse, emotional problems
Software systems that assist managers in solving problems by demonstrating how results may vary when assumptions or data are altered are known as decision ______ systems.
support
As a component of a high-performance work system, ______ design organizes the details of the organization's necessary activities into groups.
task
When an employee takes a claim to the public instead of going through the company channels, it is called _____.
whistle-blowing
Involuntary turnover refers to _____.
workers leaving because the organization has ended their employment
A formal review of HRM outcomes based on key functions and measures of business performance is called an HRM ______.
audit
Springfield Tool & Die Company must close one of its plants due to a weak economy. A total of 250 employees will be laid off as a result of this closing. According to federal law, the company must give _____ days' notice before laying off these employees.
60
Which of the following scenarios is an example of wrongful discharge?
An employee is fired for refusing to falsify a report to the IRS. The company has a policy of allowing two unexcused absences, but an employee is fired for missing only one important meeting.
Employees who leave their jobs voluntarily often feel responsibility for their careers rather than loyalty to their employers. This is an example of _____.
a psychological contract
How does the HR function meet the needs of customers under the customer-oriented perspective of human resource management? a. Through training and development b. Through performance management c. Through qualified staffing d. Through effective marketing techniques
a, b, c
What are some of the costs that should be accounted for when analyzing an HR program? a. Employee development b. Compensation c. Training d. Iport fees
a, b, c
What types of information would be included in a human resource relational database? a. Hiring date b. Tax filing status c. Employee name d. Job history
a, c, d
When managers are available to hear employee complaints, the organization has _____.
an open-door policy
Which of the following guidelines should a company follow in order to make a performance management system support the company's goals? a. Correlate performance measures to historical trends. b. Link performance measures to customer needs. c. Define and measure performance in precise terms. d. Disregard economic conditions when measuring employee performance.
b, c
Which of the following elements are part of a high-performance work system? a. Education level b. Information systems c. Employee training d. Task design e. Competitive alliances
b, c, d
What are the four components typically used in an OBM technique? a. Compare employee behavior to other behaviors Inform employees of the key behaviors b. Use a measurement system to see if employees exhibit behaviors c. Provide feedback and reinforcement to employees d. Direct employee behavior through implied contact e. Define a set of key behaviors necessary for job performance
b, c, d, f
Under a learning culture, managers encourage which of the following two values? a. Generalization b. Flexibility c. Validity d. Experimentation
b, d
People with a negative core self-evaluation tend to _____.
blame others for their problems
Which of the following should an employee do to prepare for a feedback session? a. Prepare his or her workspace in order to host the meeting b. Create an outline of the feedback he or she expects to receive c. Complete a self-assessment given by his or her manager. d. Nothing; it is not necessary to prepare.
c
Which performance method rates behavior by using a scale that shows specific statements of behavior describing different levels of performance? a. The critical-incident sliding scale b. The behavioral observation scale c. The behaviorally anchored rating scale d. The mixed-behavior scale
c
Why does rating employee attributes on a graphic rating scale have low reliability? a. Because employees would rather be ranked in a group b. Because employees' expectations are high that they will get a good rating from their boss c. Because manager ratings tend to be subjective d. Because managers want to be liked by their employees
c
Why would customers be the best source of performance information for some workers? a. Because customers are always looking to report shoddy service b. Because customers know that employees are willing to go the extra mile to receive a good review c. Because customers may be the only ones to directly observe a worker's performance d. Because employees know that customers are willing to go out of their way to report how they were treated
c
A company that uses a system of off-site servers hosted on the Internet to save, protect, manage, and process data uses _______ computing.
cloud
Managers take an active role in a learning organization by _____. a. asking employees to acquire knowledge on their own time b. encouraging competition c. communicating at the senior executive level d. identifying training needs
d
An employee's involvement in and commitment to the job and the organization is called ______.
employee engagement
The extent to which workers are fully involved in their tasks, assignments, and productivity is called _______ _______.
employee, engagement
Paulette is meeting with her manager and the human resource director. They would like to talk with her about her reasons for accepting a job at another company. This meeting is an example of a(n) ______.
exit interview
Technological systems that incorporate decision rules used by individuals considered to have specialized knowledge in certain areas are referred to as systems _____.
expert
The _______ - _______ rule is a principle for employee discipline that provides clear warning and follows up with immediate consequences.
hot, stove
An employer might be guilty of wrongful discharge if an employee is fired _____.
in violation of an implied agreement
Margaret is in the process of disciplining an employee. As the manager, she has provided unofficial verbal warnings to the employee and followed that up with an official written statement warning the employee. If the employee continues with poor work performance, next week Margaret will prepare a second written warning. Margaret is taking steps that demonstrate _____.
progressive discipline
A system that stores information in distinct files that may be connected by shared elements is known as a(n) ______ database.
relational
In a peer review, the panel of representatives formed to hear the dispute consist of _____.
representatives from the organization at the same level as the person in the dispute
How can an organization make exit interviews more effective?
By having HR personnel conduct the interviews
Most workers place the responsibility for positive relationships on which of their co-workers?
Direct supervisors
What is the hot-stove rule?
Discipline within an organization should provide clear warnings about problem behavior and follow up with immediate consequences.
Karen was fired from her job as a cashier when her register was short by $53 at the end of her shift. Her co-worker John, however, was only placed on probation when his register was short by $75, even though the company handbook describes any shortage over $50 as a fireable offense. Karen could make a legal challenge against her former employer based on what principle?
Discrimination
Which of the following should be found in progressive discipline?
Focus on correction instead of punishment, Increasingly serious consequences for repeated violation of rules
What does pay provide for most workers? (Select all that apply.)
Financial security, Social status, Self-worth
What are some of the benefits that highly engaged employees provide to their employers? (Select all that apply.)
Greater productivity, Superior customer service, Lower turnover
Equal employment opportunity requirements mandate that an employer must do which of the following?
Hold workers to the same standards regardless of age, sex, race, or other status.
Which of the following scenarios demonstrates voluntary turnover?
John is retiring after 30 years of service.
A key component of monitoring job satisfaction should include which of the following?
Ongoing program of employee surveys
Name two aspects of pay satisfaction that affect job satisfaction. (Select all that apply.)
Pay raises, Pay structure
What is the process of resolving disputes by taking them to a panel of representatives at the same level as the people involved in the conflict?
Peer review
To increase the chances of hiring and retaining people with a positive attitude about work, hiring managers should look for candidates with which of the following characteristics?
Predisposition to being satisfied
Why do many organizations provide access to outplacement counseling programs for dismissed employees?
To promote a sense of fairness regarding the dismissal, To avoid legal actions by dismissed employees, To help them address the psychological issues associated with losing a job
HR departments can improve their organizations' performance by using technology that usually involves automation and _____. a. collaboration b. computation c. arbitration d. coordination
a
In a(n) _____ meeting, managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors. a. calibration b. self-assessment c. annual review d. strategic planning
a
In the case of performance appraisal, which of the following criteria refers to whether or not an appraisal measures all the relevant aspects of performance and omits the irrelevant ones? a. Validity b. Accountability c. Reliability d. Fit with strategy
a
Jessica is a sales representative for a pharmaceutical company. If she meets her monthly sales goal, the company gives her a 3% pay boost for the quarter. Which aspect of a high-performance work system does the pay boost demonstrate? a. Reward system b. Organizational structure c. Task design d. Right people
a
Meredith pointed out that Sonja had not yet been trained on the new development software and would need to be trained before she could be considered for a management position. Which part of the performance management process does this describe? a. Identify improvements needed b. Develop employee morale c. Provide ongoing performance discussions d. Define performance outcomes
a
The rewards component of a high-performance work system includes performance measures, performance methods, and _____ linked to success. a. incentive pay b. seniority levels c. job efficiencies d. company benefits
a
The typical way to measure customer satisfaction in an HRM audit is to _____. a. conduct a survey b. enhance product standards c. reward behavior with a coupon d. interview sales personnel
a
What is a high-performance work system? a. The combination of technology, people, and organizational structure that fully utilizes an organization's resources and opportunities b. The right combination of management and resources that helps an organization become the market leader c. The right combination of people and marketing that helps an organization expand its business globally d. The combination of technology and finances that helps an organization achieve high profits
a
What is the developmental purpose of a performance management process? a. To increase the scope of employees' knowledge and skills b. To make sure employees' actions support the company's overall strategies c. To make sure supervisors are comfortable providing negative feedback to underperforming employees d. To provide frequent information about salaries, compensation, and incentives
a
What is the major downside of using the ranking method as part of a performance appraisal method? a. Validity b. Subjectivity c. Reliability d. Acceptability
a
What is the most important downside to using customer surveys for performance measurement? a. Customer surveys can be expensive to conduct. b. Customers may exaggerate the truth in their ratings. c. Customers may not remember the employee when it's time to complete the survey. d. Customers are unlikely to complete surveys.
a
What is the most obvious problem associated with a self-rating system? a. People tend to inflate assessments of their performance. b. People tend to downplay the role of co-workers. c. People tend to underestimate assessments of their performance. d. People tend to inflate the role of co-workers.
a
What is the performance measurement method that uses several statements describing each trait to produce a final score for that trait? a. Mixed-standard scales b. Simple ranking c. Paired-comparison scales d. Graphic rating scales
a
When a reviewer rates every employee near the top of the scale, it represents the distributional error known as _____. a. leniency b. reliability c. validity d. strictness
a
Which criterion takes into account whether or not employees want to use a performance measure? a. Acceptability b. Generality c. Validity d. Specificity
a
Why does rating employee attributes on a graphic rating scale have low reliability? a. Because manager ratings tend to be subjective b. Because employees' expectations are high that they will get a good rating from their boss c. Because employees would rather be ranked in a group d. Because managers want to be liked by their employees
a
Which of the following are key features of a learning organization? a. Knowledge is shared. b. The organization has a learning culture. c. Employees are valued. d. Knowledge is measured by profits.
a, b, c
What are the three approaches a manager can take in a feedback session? a. Tell-and-sell b. Problem-solving c. Finger-pointing d. Tell-and-listen e. Ask-and-answer
a, b, d
What concerns are often expressed by those who criticize electronic monitoring of employee productivity? a. It allows companies to treat employees as robots. b. It places too much emphasis on time spent at one's desk. c. It seldom helps improve employee productivity. d. It might be used as a substitute for careful management.
a, b, d
Which of the following should raters do to try to avoid rating errors? a. Attend trainings that offer hypothetical scenarios and rating tips b. Use simple ranking techniques wherever possible c. Focus on all of the aspects of performance that deserve attention d. Try to go with their first instinct, which is usually right
a, c
Which of the following elements are part of a high-performance work system? a. Employee training b. Competitive alliances c. Information systems d. Education level e. Task design
a, c, e
One manager has told Hillary that it is part of her job to help answer the telephone, but another manager has told her to leave that task to the receptionist. Hillary is experiencing role _____.
ambiguity
HR ______ refers to calculating a program's success in terms of how close it came to both achieving its goals and whether it delivered value in an economic sense.
analytics
After several other dispute-resolution techniques had failed, a controversy between employees and management was brought before a retired judge from outside of the company. By accepting the decision of this judge who had the power to settle the dispute, the company was engaging in _____.
arbitration
Employees tend to feel most satisfied with jobs that
are related to the worker's core values.
An employee who is not satisfied at work will sometimes physically withdraw from the job by
arriving late, repeatedly calling in sick, not actually working while on the job.
Customer service is a key attribute of Sharon's Shoe Shop. Sharon expects all of her employees to provide excellent service, and her performance appraisals go over this area in detail. Which criterion for effective performance is Sharon using? a. Validity b. Fit with strategy c. Acceptability d. Reliability
b
In which type of job are co-workers an excellent source of performance information? a. In a job where the supervisor is new to management b. In a job where the supervisor does not often observe the employee c. In a job where employees are friends with their team members d. In a job where the supervisor doesn't understand his or her managerial role
b
Interrater reliability refers to the consistency of results when _____. a. one person is measuring performance b. multiple people are measuring performance c. one person is being studied d. multiple people are being studied
b
Job design contributes to high performance by promoting _____ and employee empowerment. a. ethics b. teamwork c. task design d. information systems
b
John told all of the new hires that they could learn about the health benefits associated with their job title by accessing the company website and looking under the "Benefits" tab. Which aspect of a high-performance work system is John providing? a. Organizational structure b. Information systems c. Reward system d. Task design
b
Justine has been told by the HR director that she should rank 10% of her employees as exceptional, 25% as exceeding standards, and 65% as meeting standards. What method for comparing employee performance does this demonstrate? a. Single ranking b. Forced-distribution c. Alternation ranking d. Simple distribution
b
Lillian is occasionally late for work. The human resource manager feels she won't be a good candidate for the assistant manager position because of her tardiness. The HR manager's bias is an example of the _____ error. a. halo b. horns c. leniency d. contrast
b
Organizations establish performance management systems to meet developmental, administrative, and _____ purposes. a. environmental b. strategic c. economical d. financial
b
The administrative purpose of a performance management system is to provide _____. a. ways in which employees can meet company goals and objectives b. information for day-to-day decisions about recognition programs, benefits, and salary c. employee feedback to improve performance d. a way to enhance employees' knowledge and skills
b
The first two steps in an effective performance management process involve defining what goals the company is trying to meet and _____. a. encouraging ongoing performance discussions on an informal basis b. developing employee objectives and actions to support these outcomes c. providing feedback to employees and their managers d. developing organizational support for the process
b
The process of measuring a program's success in terms of achieving objectives and providing economic value is referred to as HR _____. a. strategies b. analytics c. branding d. policies
b
To engage in ongoing efforts to gather and apply information through continuous learning, employees must ultimately comprehend the scope of _____. a. their own job description b. the entire work system c. their department's role in the organization d. their supervisor's job responsibilities
b
What is a major drawback of using a ranking system to evaluate employee performance? a. The ranking system is objective and avoids favoritism. b. The ranking system is not linked to the organization's goals. c. The ranking system is easy for new managers to use. d. The ranking system allows managers to evaluate behavior more strictly than others.
b
When a reviewer favors the lower rankings on a scale, it is an example of the distributional error known as _____. a. halo error b. strictness c. central tendency d. leniency
b
Which HRM practice is associated with finding enthusiastic employees who are able to contribute to teamwork, empowerment, and knowledge sharing? a. Employment performance b. Recruitment and selection c. Reward systems d. Job design
b
Which of the following conditions does NOT underlie the formation of a high-performance work system? a. Work design encourages workers to use a variety of skills. b. Work processes are unstructured. c. Employees participate in selection of new workers. d. Ongoing training is rewarded.
b
Which of the following describes a lawsuit that alleges that a performance management system is biased against employees on the basis of their race or sex? a. Unjust dismissal suit b. Discrimination claim c. Privacy violation d. Electronic monitoring complaint
b
Which of the following is NOT a component of a management by objectives (MBO) system? a. Goals are specific in nature. b. Managers set the goals to be achieved for employees. c. Managers provide objective feedback through the rating period to monitor progress toward goals. d. Goals are difficult to achieve.
b
Which of the following scenarios demonstrates an effective use of a decision support system? a. A manager reviews the gender breakdown of employees in a specific department. b. A manager tests a range of assumptions about the availability of a specific skill in the local labor market. c. A manager researches company policy regarding which training expenses are reimbursable. d. A manager obtains exact turnover rates in a specific geographic location to determine how many employees need to be hired.
b
Who has the greatest opportunity to observe an employee's behavior on the job? a. The manager b. The employee c. Subordinates d. Co-workers
b
With regard to performance measures, which of the following criteria represents the dependability of the results that the performance measure will deliver? a. Acceptability b. Reliability c. Validity d. Accountability
b
_____ is a variation of BARS that uses all behaviors necessary for effective performance to rate performance at a task. a. The critical-incident method b. BOS c. OBM d. The mixed-standard scales approach
b
To perform at or above the acceptable standards, what are the two essential qualities an employee must demonstrate? a. Relationships b. Motivation c. Ability d. Power
b, c
At Kelly's company, there are ten different divisions and within each of these there are four departments. Which aspect of a high-performance work system does this demonstrate? a. Reward systems b. Information systems c. Organizational structure d. Task design
c
Barb is frustrated because the feedback she received from her manager didn't explain why she was being demoted. Which criterion for effective performance management is missing from Barb's feedback? a. Reliability b. Generality c. Specificity d. Validity
c
How does TQM differ from traditional performance measures? a. It does not take into account the system in which an individual works. b. It only assesses the system in which an individual works. c. It judges both the individual's performance and the system in which the individual works. d. It only assesses individual performance.
c
Mallory told her manager that having employees fill out three surveys about their skill levels was too time consuming and seemed unfair to those who only required one skill for their job. What criterion for performance management is Mallory concerned with? a. Reliability b. Validity c. Acceptability d. Accountability
c
Performance appraisals should measure whether employees are engaging in behaviors that support the organization's goals and culture. This criterion is described as _____. a. acceptability b. validity c. fit with strategy d. reliability
c
Tara is a sales representative for an office furniture manufacturer. Her company recently provided all salespeople with an iPad so that they could have quick access to changing product information and shipping details when meeting with customers. This provided empowerment to the sales staff and demonstrates how _____ contributes to high performance. a. a reward system b. recruitment c. job design d. continuous learning
c
The rating scale known as BARS defines performance dimensions using statements of _____. a. beliefs b. biology c. behavior d. bracketing
c
The third step in the performance management process involves _____. a. making sure employee goals support the company's goals b. trying to confirm a definitive date for employee follow-up c. providing employees with training d. identifying needed improvements
c
What is a major disadvantage of using a behavior observation scale (BOS) to rate employees? a. It can only be used for hourly workers. b. It must be administered by a team. c. It requires large amounts of information. d. It only relies on physical characteristics.
c
What is the manager's role in employee empowerment? a. Managers minimize the amount of proprietary knowledge their teams share with other groups. b. Managers help teams avoid interacting with other departments. c. Managers provide teams with resources to carry out their work. d. Managers ensure that communication flows in one direction.
c
When a manager and an employee get together to discuss an employee's performance problems, they are engaging in _____ management. a. task b. relational c. performance d. advisory
c
When a rater has a bias in a favorable direction, it is called the _____ error. a. angel b. smile c. halo d. simile
c
When assessing validity, information that is relevant to the performance but not gathered and measured is considered a _____ in the performance measure. a. strategy b. reliability c. deficiency d. contamination
c
When preparing for a feedback session, the location for the meeting should be _____. a. the manager's office b. the HR department c. a neutral location d. the employee's office
c
When recruiting employees for a high-performance organization, HR professionals need to find people with technical skills and _____. a. a college degree b. job design c. innovative thinking d. previous management experience
c
When subordinates submit performance evaluations regarding their supervisors, there are potential problems because of the _____ relationship between them and their managers. a. intellectual b. emotional c. power d. friendly
c
Which method of performance measurement compares employees in the group with each other to establish rankings? a. Single-ranking b. Forced-distribution c. Paired-comparison d. Alternation-ranking
c
Which of the following is a benefit of ranking employees as part of performance measurement? a. It is a difficult technique to use. b. It leaves the basis for ranking open to interpretation. c. It helps avoid the tendency to rank everyone near the center of the rating scale. d. It is not linked to an organization's goals.
c
Which of the following is a benefit of using e-HRM? a. Employees can post negative comments about the company without being identified. b. Employees can research information about their colleagues without violating privacy rules. c. Employees can help themselves to information when they need it instead of asking an HR staff person. d. Employees can research outside job openings using the company's intranet.
c
Which of the following is a popular way to empower employees? a. Design work so that managers are responsible for all decisions b. Design a company structure that has many layers c. Design work so that it can be performed by teams d. Design work so that it's performed by autonomous workers
c
Which of the following scenarios demonstrates the use of an expert system? a. Helping supervisors review workers' time sheets b. Helping managers conduct staff meetings c. Helping managers schedule labor to complete projects d. Helping employees request vacation time off
c
What should happen in the final steps of the performance management process? a. Develop employee actions to meet the goals of the company. b. Think of new ways the company can achieve its goals. c. Identify ways employees can make the most of their current strengths and address weaknesses. d. Provide consequences for achieving or failing to achieve performance outcomes.
c, d
The two primary sets of people who affect job satisfaction are _____. (Select all that apply.)
co-workers, supervisors
A 360-degree performance appraisal provides a more ________ (narrow/complete) assessment of an employee's work than other types of assessments.
complete
Job _____ involves taking measures to make a job more interesting.
complexity
Which of the following measures does not protect employees' privacy?
conducting searches of work areas in front of other employees
The company had received many complaints about Susan's work as a repair technician. In order to evaluate these complaints, her manager started keeping a record of her ineffective behavior that showed how she failed to show up for an appointment, bring necessary tools on work calls, and offer the extended warranty to customers. This is an example of using the ______ -incident method to rate behavior.
critical
A company's brand positions it as a leader in high-tech innovation. Which of the following would best ensure brand alignment with HR? a. Keeping staff expenses minimal and streamlined b. Providing rewards for loyalty to employees that have been with the company the longest c. Mandating customer service training for all employees d. Providing educational opportunities related to the newest developments in tech
d
A successful HR program can be evaluated with HR analytics by demonstrating whether the value of the program is greater than its _____. a. efficiencies b. profits c. rewards d. costs
d
According to researchers, organizations that have the most engaged employees experience _____. a. high levels of employee turnover b. decreased employee productivity c. low levels of profitability d. greater customer satisfaction
d
In recent years, HR management in some organizations has responded to the quest for total quality management by doing which of the following? a. By reducing the number of people in the HR department b. By taking a managerial-oriented approach c. By outsourcing more HR functions to external companies d. By taking a customer-oriented approach
d
John told all of the new hires that they could learn about the health benefits associated with their job title by accessing the company website and looking under the "Benefits" tab. Which aspect of a high-performance work system is John providing? a. Reward system b. Organizational structure c. Task design d. Information systems
d
Meredith pointed out that Sonja had not yet been trained on the new development software and would need to be trained before she could be considered for a management position. Which part of the performance management process does this describe? a. Develop employee morale b. Define performance outcomes c. Provide ongoing performance discussions d. Identify improvements needed
d
Over the past several decades, automation has increased HRM efficiency by _____. a. seeking job candidates with high-tech experience b. requesting additional funds for new training programs c. allowing HR personnel to outsource tasks to external sources d. reducing the number of people needed to perform routine tasks
d
The goal of a calibration meeting is to _____. a. categorize employee rankings b. identify failing workers c. gather performance feedback d. eliminate the influence of rating errors
d
The most commonly utilized source of performance observation and judgment comes from _____. a. the employee b. the HR director c. an employee's coworkers d. an employee's manager
d
The process by which workplace managers confirm that employees' outputs and activities support the organization's goals is called _____. a. job enlargement b. human resource analytics c. recruitment and selection d. performance management
d
The process of ensuring that HR policies, programs, and practices bolster and are in line with an organization's overall culture is called _____. a. employee engagement b.shared knowledge c. continuous learning d. brand alignment
d
The process of ensuring that HR policies, programs, and practices bolster and are in line with an organization's overall culture is called _____. a. shared knowledge b. employee engagement c. continuous learning d. brand alignment
d
The strategic purpose of an effective performance management process is to help the organization _____. a. hire experienced managers from competing firms b. develop employee skills and knowledge c. provide sufficient information to make decisions d. achieve its business objectives
d
To keep HRM information confidential yet allow employees to access such data via the Web, most organizations utilize a(n) _____. a. URL b. internet c. extranet d. intranet
d
To obtain a complete assessment of employees, some organizations combine information from many sources in what is called a _____ appraisal. a. multidimensional b. 180-degree c. comprehensive d. 360-degree
d
When does the forced-distribution method of performance measurement work best? a. When the members of a certain group are very close in terms of ranking their performance b. When a manager completing the performance measurement for a group of employees ranks the majority of the employees as exceptional c. When someone other than the manager of a certain group is able to rank the employees within specific categories d. When the members of a certain group vary greatly in terms of their performance
d
Which of the following describes a lawsuit filed on the grounds that a person was fired for reasons besides the ones that the employer states? a. Discrimination claim b. Privacy violation c. Electronic monitoring complaint d. Unjust dismissal suit
d
Which of the following is true of rating errors? a. They are actually somewhat rare. b. They render most performance measurements unusable. c. They are an inevitable part of the rating process. d. They can be reduced through training.
d
Which rating approach asks that managers maintain a detailed log of specific examples of employees' effective and ineffective work behaviors? a. The behaviorally anchored rating scale b. The behavioral modification approach c. The behavioral observation scale d. The critical-incident method
d
Which source of performance information has expert knowledge of job requirements? a. Service representatives b. Clients c. Senior executives d. Peers
d
Which technique for making comparisons as part of a performance appraisal asks that managers order employees in a ranked group from highest performer to lowest performer? a. Forced distribution b. Complex ranking c. Paired comparison d. Simple ranking
d
The HR _______ is an easy-to scan display of HR measures that shows a series of human resource objectives, goals, and nearness to completion.
dashboard
True or false: Most workers consider benefits such as insurance and vacation time to be just as important as their pay level.
false
True or false: Outcomes of a high-performance work system include inefficiency and stifled productivity.
false
Employees who feel a low level of job involvement are likely to
feel no loss of self-esteem while performing poorly on the job, stop identifying themselves with the job.
Interactional justice takes place when a manager takes an employee's ____ into account when carrying out disciplinary actions.
feelings
In the _____ - _____ scales approach to performance management, a manager scores employees in terms of how each compares to various statements associated with a trait.
mixed, standard
Pervasive low levels of satisfaction with all aspects of life compared with other people's feelings is called _____.
negative affectivity
Which of these feelings would be associated with negative affectivity?
nervousness, fear, guilt
When workers believe that management is disciplining employees in a just way, it generates a sense of ______.
outcome fairness
Which of the following refers to a judgment that employees deserve the consequences that management is giving them?
outcome fairness
A service in which professionals try to help dismissed employees manage the transition from one job to another is called _____.
outplacement counseling
After the company downsized, Jenna was put in charge of two additional departments and had more work than she could really handle. This exemplifies role _____.
overload
The Workers' Adjustment Retraining and Notification Act requires that organizations provide advance notice before closing a facility or laying off 50 or more full-time workers. What is the penalty for failing to comply with this rule?
paying penalties to the government, providing back pay and fringe benefits to the workers
Michael has missed the last five project deadlines and has been late to work every day for the past two months. As a result, his boss provided him with two warnings and then handed his case over to the HR manager who will abide by the company policy for this type of issue. Even though he lost his job, Michael believes that fair methods were used to make this decision. This demonstrates the idea of ____.
procedural justice
A structured system of discipline in which the manager's responses become more serious if the employee repeats the misbehavior is called _____.
progressive discipline
Allen is unsure of what to do on the job and how the work should be done. He has no idea how his employer will evaluate his performance. Allen is experiencing _____.
role ambiguity
An employee who feels that demands of the job are incompatible or contradictory is experiencing _____.
role conflict
Mary's employer has assigned her to a project in a foreign country, and this is causing great difficulty in her family life. Mary is experiencing ______.
role conflict
The Job Descriptive Index is a way of measuring job _____.
satisfaction
Employees tend to become dissatisfied with work that is
simple and repetitive, physically demanding, not of much value from the employee's perspective.
The way an organization assigns different pay levels to different job categories is called pay _____.
structure
When an employee misbehaves on the job, a manager practicing progressive discipline might respond by ______.
temporarily suspending the employee, giving the employee spoken and written warnings, firing the employee
Job withdrawal often happens when an employee is unhappy with ______. (Choose all that apply)
the job itself, the rate of pay, co-workers and supervisors
Random searches of employee areas such as desks, lockers, and email communications are permissible, as long as _____.
there is probable cause for the search and it complies with company policy
The process of using computations and calculations to document and oversee HRM practices and decisions is known as _____ _____.
transaction, processing
True or false: Using a mediator to help settle a conflict between two people in an organization is a nonbinding process.
true
True or false: Cloud computing provides access to information that's delivered on demand from any device, anywhere.
true