HRM - Course 1, HRM - Course 2, HRM- Course 3, HRM - Course 4
"Walk the talk" means: A. Our deeds follow our words. B. Management by Walking Around (MWA).
A
A bank teller knowing all of the products a bank offers is an example of ________? A. Declarative Knowledge. B. Procedural Knowledge. C. Employee Motivation.
A
A company that stages haunted houses is looking to hire cast members who are enthusiastic about the horror genre. One of the perks that they offer is a huge zombie-themed party for just the cast after the performances are done, which is easy since the company already has make-up, props, and the haunted house. There are some general reasons that the company may decide to pay for a party rather than provide higher cash rewards? Which of the below is NOT a reason. A. The party would also bring revenue to the company B. The party would attract the "right" kind of worker C. It's cheaper for the company than the cast members to throw a party
A
A heartfelt thank-you is an effective form of recognition A. TRUE. It can mean a lot when you have worked on something, and it is noticed and appreciated by others. B. FALSE. A thank-you doesn't cost anything, so it does not have very much value to anyone.
A
A job description for administrative assistants may include "answering the telephone and transferring calls" under: A. Job duties B. KSAs C. Job title D. Job context
A
A salesperson is paid 1% of revenue generated up to $1,000,000, 2% of revenue generated up to $2,000,000, and 3% of revenue generated thereafter. This is an example of what kind of an incentive? A .Accelerated B. Linear (negative slope) C. Flat D. Linear (positive slope)
A
As a member of the senior management team, you want to make sure there is consistency among the managers in various departments and no poorly written reviews with language that could cause legal in performance ratings. Which or the following design elements from the lecture would best accomplish those objectives? A. HR or management oversight. B. Transparency. C. Comprehensive. D. None of the answers are correct.
A
Can things go wrong with non-monetary reward programs? A. Yes, despite best intentions. B. Maybe, but you have to be very unlucky C. Not really. Problems mostly occur in cash compensation programs
A
Employers will require applicants to pass each station before moving on if they are using this type of selection: A. Multiple Hurdle Model B. Compensatory Model C. Standard Interview
A
How can you avoid bias? A. Training B. You cannot avoid bias C. Using one assessor
A
If you were to select (in order) the best performer, then the worst, the second best and then the second worst until you met in the middle you would be using which of the following methods? A. Alternating rank ordering. B. Simple rank order. C. Forced distribution. D. MBO's.
A
In one of our video lectures, we used a parking sign as potential symbol of culture. It read Reserved "Executive Parking Only". What does this say about the culture of that organization? A. Hierarchy focused. B. Customer focused. C. Employee focused.
A
Is it important to pre-schedule time with your new hire during the first week of employment? A. Yes, put it on both your calendars. B. If possible, but if emergencies come up try for some time in the first month. C. No, just make sure you have a meeting with the new hire in the first month.
A
Li Li's pension fund mandates that she will receive $1800 per month for the rest of her life. This is an example of what kind of fund? A. Defined Benefit B. Defined Contribution (e.g. 401k) C. Simplified Employee Pension
A
Managers conducting performance evaluations tend to overweight instances that occurred in the last week more than those that happened six months ago. This is an example of what kind of bias? A. Recency B. Anchoring C. Halo D. Horn E. Spillover F. Primacy
A
Managers who are measuring an employee's punctuality, how well the employee works with others and the employee's communication skills are demonstrating which performance approach? A. Behavior B. Results C. Traits
A
Non-monetary rewards are best when: A. The company tailors them to their own unique needs and values B. They only include the most common non-monetary rewards found at other companies C. Everyone can participate all the time
A
Non-monetary rewards: A. Are worth it. Go for it! B. Can cause too many problems and should be avoided C. Generally lead to employee dissatisfaction
A
Performance reviews have a number of purposes, which of the following would NOT be considered a purpose of the performance review? A. To build a case against an employee in order to terminate the employee. B. Identifies areas for development. C. Motivational tool. D. Platform for feedback.
A
Servant Leadership focuses on which of the following? A. Values. B. Coercion. C. Scarcity.
A
Suppose your organization wants to match pay on the external labor market. Which one of these statements is TRUE? A. The typical job entrant without experience will begin below the market median pay for that job. B. The typical job entrant without experience will begin above the market median pay for that job C. The typical job entrant without experience will begin at the market median pay for that job.
A
The hard costs of incivility are more easily quantifiable or identified. Which of the following is a hard cost of incivility? A. Costs of recruiting and retaining. B. Reputation in the market place. C. Quit and stay employees. D. Difficulty hiring and attracting applicants.
A
The reasoning behind the quote "culture eats strategy for breakfast" is best described as: A. Culture will undermine the strategy if employees are not on board. B. Culture is far more important than any strategy. C. Senior managers do not value strategy.
A
To create civility in a culture you must do which of the following? A. Enforce it. B. Let it occur naturally.
A
Using a typical merit-based raise criteria, which of the following employees would likely get the largest annual raise? A. An employee low on the pay range, with high evaluations. B. An employee in the middle of the pay range with average evaluations. C. An employee who has not been recently promoted, but has been receiving high evaluations for a long time. C. An employee high on the pay range, with high evaluations.
A
What is the first step in getting ready for your new hire's first day? A. Prepare yourself. B. Talk with the new hire. C. Get your team ready. D. Set up a welcoming environment. E. Talk with HR about paperwork.
A
What performance metric might be found on Behaviorally-Anchored Rating Scale? A. The employee displays courtesy and patience when speaking to frustrated customers. B. The employee generates $10 million in new business. C. The employee's customer satisfaction scores are at least 4.5 out of 5.0.
A
When defining performance we focus on: A. Behaviors. B. Results.
A
When doing a employee performance review, which of the following is important to make sure it part of the review? A. Have a fair amount of focus on the future, as part of the discussion. B. Focus mostly on past behavior so the employee realizes what a great job they have done. C. Delegate to the employee the task of determining how he/she will improve performance. D. Inflate the rating or be vague so the employee will not be demotivated.
A
Which of the following are considered intentional errors in the performance evaluation process? A. Leniency and strictness errors. B. Similar to me / different from me errors. C. Recency / primacy effect errors. D. Sampling error.
A
Which of the following definitions is correct? A. The vesting period represents the period of time over which the options become allowed to be exercised. B. The strike price is the market price of the stock on the date that the employee exercises the option to purchase the stock.
A
Which of the following definitions is not correct? A. A HDHP is a High-Density Healthcare Provider B. An HMO is a group of healthcare providers that provide coverage on a prepaid basis C. A co-insurance is a percent of the cost of health care that the insuree must pay after the deductible is met. D. A premium is a regular fee paid by the employer or insuree to purchase coverage
A
Which of the following is NOT a best practice for compensation surveys, for the purposes of complying with anti-trust law? A. Administering the survey yourself. B. Making sure that no one big survey respondent is the main driver of the benchmark data. C. -Making sure the data are sufficiently old.
A
Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model? A. Discussing the Job descriptions. B. Employee coaching. C. Monitoring employee performance. D. Two ways communication on performance activities.
A
Which of the following is NOT part of strategic performance management? A. The performance review. B. Multi-rater assessment. C. Annual feedback sessions. D. Performance planning.
A
Which of the following is a positive impact of performance management on the employees as discussed in the lecture? A. Better understanding of the job duties and performance standards. B. Decreased motivation due to no flexibility in their jobs. C. All of the above. D. Larger increases in compensation.
A
Which of the following organizational strategies is most effective in building a positive culture? A. Strengths based / Appreciative inquiry approach B. Innovation C. Product excellence
A
Which of the following pay structures pays employees a premium for additional occupational licenses and education? A. Skills-based structures B. Competency-based structures C. Job-based structures
A
Which of the following statements about benchmarking is FALSE? A. When some external jobs match best on job titles, and other external jobs match best on job descriptions, then it's better to benchmark on job titles rather than job descriptions. B. The US Bureau of Labor Statistics produces estimates of pay in different occupations. C. Ideally, benchmarks should match educational requirements of the organization's job with the educational requirements of the external benchmark's job. D. Some external benchmarks are better than others, and when calculating the benchmark average, you may put extra weight on better benchmarks.
A
Which of the following statements about compensation surveys is FALSE? A. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs have the same job titles. B. For compliance, compensation departments should use third-parties to administer surveys. C. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs are in the same industry and geography. D. For compliance, compensation departments should make sure pay survey data are more than three months old.
A
Which of the following statements about merit-based raise criteria are TRUE? A. Merit-based raise criteria would typically give the largest raises to people low in the pay range, and with high evaluations. B. Merit-based raise criteria would typically give the largest raises to people high in the pay range, and with high evaluations. C. Merit-based raise criteria cannot avoid paying people above the maximum of the pay range.
A
Which of the following statements about non-qualified stock options (NQSOs) is accurate? A. Employers can deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. B. Employers can deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. C. Employers cannot deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. D. Employers cannot deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs.
A
Which of the following statements about the Affordable Care Act are TRUE? A. A firm with 20 FTE employees would receive a tax credit if it offers health insurance. B. A firm with 200 FTE employees would receive a tax credit if it offers health insurance. C. A firm with 20 FTE employees would receive a tax penalty if it does not offer health insurance.
A
Which of the following statistics is NOT accurate from the survey on performance management effectiveness? A. 85% of employees focus on the "right" things defined by organization goals. See video 1.1.3 B. 43% reported performance management process increased employee performance. C. 51% said planning process needed work.
A
Which of the following was NOT listed in the lecture as an example of culture types? A. Group B. Collectivist C. Individualistic
A
Which of the following was listed an impact on teams in a culture of incivility? A. Interpersonal Conflicts. B. Increased anxiety. C. Decreased individual performance. D. Decreased job satisfaction.
A
Which of the following was listed as a design element for performance management systems? A. Top Management buy in. B. Frontline buy in. C. Non comprehensive - used for non senior management positions
A
Which of the following was not listed under the "R" of Restraint? A. Active listening. B. Acting on values. C. Emotional regulation.
A
Which of the following was stated in video concerning culture and strategy? A. Culture eats strategy for breakfast. B. Strategy eats culture for breakfast.
A
Which of the following would be TRUE of someone recognized by the FLSA as a trainee? A. The trainee would not provide immediate benefit to their employer. B. The trainee's job duties would be exempt under the FLSA. C. The trainee's employer would be not covered under the FLSA. D. The trainee must not be paid more than $455 per week. E. All of the above. F. None of the above.
A
Which of the following would describe attributes of culture in an organization? A. Corporate citizenship, norms and morés. B. Goals. C. Mission.
A
Which of the purposes listed for effective performance management systems would most likely be of use when terminations occur? A. Legal B. Strategic C. Administrative D. Rewards
A
Which of the statements about pay policy lines are TRUE? A. They go through the midpoints of the pay ranges. B. They are only used to benchmark pay for the middle grades, and are not used to determine pay at high or low grades. C. They go through the bottoms of the pay ranges. D. They go through the tops of the pay ranges.
A
Which of the the following IS NOT a role of HR in the performance management planning process? A. Ongoing feedback. B. Conduct performance management training for managers. C. Developing performance standards. D. Review job descriptions.
A
Which statement about worker's compensation is TRUE? A. It supplements income for workers injured on the job. B. It supplements compensation for employees who work on weekends and holidays. C. It's administered at the federal level. It requires employers to reimburse employees' work-related expenses.
A
Which statement best describes the difference between a performance standards and performance objectives A. Performance standards effect all employees in a single position while objectives are unique to the individual. B. There is no difference. C. Performance standards are unique to the individual, objectives effect all employees in a single position.
A
An employer might decide to offer a non-monetary reward because: A. It might show a special value and/or uniqueness of the company B. It might aid in employee retention C. Everybody else was doing it. The company didn't want to get left behind
A B
Benefits of an informal approach to non-monetary rewards include: A. The manager can often approve the non-monetary reward B. Implementation can be quick C. There are generally no issues of inequity across managers
A B
Examples of gaining individual growth through non-monetary rewards include: A. Having a mentor at work or elsewhere B. Getting feedback from your manager or coworkers C. Making a good guess at how to perform better
A B
Examples of workplace flexibility include: A. Part-time work schedule B. Taking a short leave-of-absence to handle a family emergency C. Not showing up to work whenever I feel like staying home
A B
Which of the following statements about tournament incentives is accurate? A. Tournament incentives help maintain the effectiveness of incentives when outside factors affect many employees' productivity B. Tournament incentives promote competition between employees C. Tournament incentives encourage employees to share best practices D. Tournament incentives work well when employees work together in teams
A B
Workers reporting substance use and abuse... (check all that apply) A. have higher rates of turnover and absenteeism B. are more likely to have missed two + days of work in the past month due to illness or injury C. are most likely to steal
A B
A background check can consist of... Check all that apply. A. Drug Screen B. Credit Check C. Criminal Background Check D. None of the above
A B C
Employees who want work flexibility: A. Might prefer to work on a part-time schedule B. Could be anyone. Almost all of us need work flexibility at some point C. Are sometimes people dealing with family emergencies D. Are lazy and do not want to work very hard
A B C
Feedback is a key ingredient in helping employees grow. Without feedback it is difficult to understand areas for development. Which of the following costs do we suffer when we do NOT give employees feedback?" A. Employees are not given direction on "development opportunities" (areas to improve). B. Employees have an inaccurate perception of their performance. C. Chronic poor performance. D. Consistent lateness.
A B C
One of our lectures discussed the "3 R's" as a model for civility. This was a way to strengthen the organization's cultural immunity system. Which of the below is/are sign(s) of respect? (choose all that apply) A. Active listening. B. Direct communication with positive tone and non verbals. C. Inclusion of others. D. Pro-activity.
A B C
Recognition programs include: A. Performance awards, to acknowledge a job well done B. Sales awards, to acknowledge selling success C. Service awards, to acknowledge continued employment
A B C
The benefits of being an Employer of Choice include: A. Probably make it easier to recruit new employeesx B. Likely to have a great reputation x C. Guarantees business success D. Employees like working for your company
A B C
What does workforce planning do? A. Align workforce requirements to strategic plans B. Identify and implement workforce shortage and reduction strategies C. Discover where gaps exist between current and future competency requirements D. None of the above
A B C
What laws apply to background checks? Select all that apply A. Ban the Box B. Fair Credit Reporting Act C. EEOC D. None of the above
A B C
Which of the following are desired characteristics in the person selected to give feedback in the multi-rater process? A. Conveys a strong commitment to the performance management process. B. Increases legal liability because non-managers are involved in the process. C. Someone who has observed the employees behavior. D. Someone who will be brutally honest with the employee.
A B C
Which of the following are examples of a Key Performance Indicators? A. Average customer service score B. Total dollar value of sales generated C. Units produced D. Year-end bonus
A B C
Which of the following would be considered "organizational civility dividends" resulting from a positive workforce culture?" A. Employer of choice. B. Customers as promoters. C. Increased share price. D. Increased employee turnover.
A B C
Employees generally want the same out of the review process as managers do. Which of the following represents what employees want from the review process? A. Feedback on a regular basis. B. Involvement in goal setting. C. Writing their own Job descriptions. D. Job enrichment and career opportunities.
A B D
Which of the following are unintentional errors? A. Recency / Primacy. B. Varying standards. C. Strictness error. D. Sampling error.
A B D
Which of the following should be a part of a general performance discussion? A. Set clear expectations for the employee and the position. B. Contain a recap of prior discussions. C. Add new data to surprise the employee. D. Discuss both past and future behavior.
A B D
Which of the following were described as intentional errors when rating employees? A. Rating everyone the same. B. Being an "easy grader." C. Assigning additional "traits" to an employee. D. Being a "tough grader."
A B D
From an employee's perspective, non-monetary rewards are: A. Important, and might include a good company reputation B. Hard to understand C. Valuable to each employee based upon their preferences D. A nuisance, and take up valuable time at work
A C
There are a number of pro's and con's for multi-rater feedback. Which of the following are reasons why we might wantto usemulti-rater feedback? A. Employees will have a chance to receive feedback from other people besides their managers. B. It reduces manger's workload, because they will not be the only one involved in the performance review process. C. Multi rater feedback provides a platform for managers to discuss difficult issues. D. Multi rater feedback decreases potential bias.
A C D
"Do unto others as they would have done unto themselves" was identified as: A. The Customer Rule. B. The Platinum Rule. C. The Golden Rule.
B
Building civility into the fabric of your HR practices is the key to linking performance and culture. Which of the following was NOT part of the fabric? A. Treat the employee with respect during the termination process. B. Have your marketing plan include culture. C. Have recruiters include culture in the recruiting materials. D. During exit interviews ask the question of why the started to look elsewhere.
B
Consider a company that has a relatively high degree of job security and a pay mix that benchmarks compensation at the 75th percentile for base pay and benefits. However, unlike competitors, it does not offer short-term incentives or long-term incentives. What message mostly is likely to accompany this pay mix? A. The company values initiative and autonomy. B.. The company values a loyal, stable, risk-averse workforce. C. The company values individual performance. D. The company values employees who are risk-loving.
B
Employees must receive less cash compensation to also receive a non-monetary reward. A. True. Non-monetary rewards cost the company money, and are generally offset by lower cash compensation B. False. In most cases non-monetary rewards are offered in addition to a fair level of cash compensation
B
Firm based competencies are... A. The candidate has the skills to lead his or her prospective team, and how do they overlap with other members' skills B. How well will the candidate fit into the organizational culture C. The specific capabilities that the job will require over the next few years
B
Formal program designs are always best for non-monetary rewards. A. TRUE. Formal program designs are always best B. FALSE. Informal and formal program designs can both work well.
B
In US federal law, which of the following is NOT a federal statutory benefit? A. Twelve weeks unpaid leave for childbirth or adoption B. Six weeks paid leave for childbirth or adoption C. OASDI
B
In advance of a measurement period, a performance evaluation sets specific performance targets for employees, and ties pay to the achievement of those targets. This evaluation is an example of A. Behaviorally-Anchored Rating Scale (BARS) B. Management by Objectives (MBO) C. Critical Incidents evaluation D. A Realistic evaluation
B
Information about the job, broad areas of responsibilities and day to day duties best describes which of the following? A. Goals B. Accountabilities C. Job Description D. Objectives
B
Managers sometimes inflate and deflate ratings for various reasons. Which of the following best describes the actual impact of rater inflation / deflation (i.e. a reason why we should NOT inflate/deflate ratings)? A. Inflating rating will create better performance because the employee will feel better. B. Inflating ratings does not give employees to get accurate feedback. Thus, the employee is denied the opportunity to actually improve performance. C. Inflating ratings will give a well-deserved raise and will increase performance. D. Deflating employee errors will teach employees a lesson and send a message that you are a tough manager.
B
Non-monetary rewards are valuable to: A. nobody, because non-monetary rewards do not involve cash compensation B. to both employees and employers C. only employers D. only employees
B
People who give multi rater feedback should do all of the following EXCEPT: A. Provide performance that was observed. B. Provide feedback on the employee's personality. C. Provide feedback that includes behavioral examples. D. Provide examples of positive behavior.
B
Suppose a company decides to separate performance evaluations from raises. Which of the following is a common reason that a company would do so? A. The company is concerned that tying pay to performance evaluation makes it difficult for managers and employees to communicate openly about development goals. B. The company is concerned that tying pay to evaluations can impede the ability of evaluations to serve as a coaching tool. C. Tying pay to performance evaluations encourages poor performers to stay.
B
The differences between the stock price and the stock option's strike price is: A. The time value B. The intrinsic value C. The vesting period
B
The pay rates for the jobs that you benchmark are called A. The pay structure's grades. B. The pay structure's control rates. C. The pay structure's ranges. D. The pay structure's pay policy rates.
B
What is one stage of the new hire socialization process? A. Going out with co-workers. B. Understanding where you, as a new employee, fit in the organizational context. C. Completing all new hire paperwork. D. Doing well on the first performance review.
B
What is the best way to be sure that you are ready for the new hire's first day? A. Ask others to help. B. Create and use an onboarding checklist. C. Talk with human resources. D. Ask the new hire what they need.
B
When India was a British Colony, the British tried to reduce the population of cobras by providing incentives for people to hunt them. They did so by providing a bounty for dead cobras. However, this led people to begin breeding snakes, so that they may be slaughtered and delivered for bounty. Ultimately, this incentive suffered from the A. Control problem B. Alignment problem C. Metering problem D. Measurement problem
B
When should onboarding begin? A. On the new hire's first day. B. At the time of the offer for the position. C. During the new hire's first week D. Timing isn't that important, just get it on the new hire's schedule soon.
B
Which of the following are NOT beneficiaries of supplementary income under OASDI? A. Retirees over the age of 65 B. Veteran C. The disabled D. The immediate family of deceased workers (e.g. widows and widowers)
B
Which of the following components of feedback is considered ineffective (avoid this)? A. Give feedback privately. B. Feedback should be given in the form of a feedback "sandwich" (e.g. You did great, but ...). C. Identify consequences for not improving performance. D. Feedback must be verifiable.
B
Which of the following investment vehicles is least likely to lose 5% of its value? A. A stock market index fund B. A US treasury bond C. A high-yield bond fund
B
Which of the following is NOT a performance management best practice? A. Automate when possible for efficiency and better analytics. B. Have employees give reviews to their peers. C. Have a process to give employees a "voice" for input on performance management process. D. Ensure performance management processes are communicate to all employees.
B
Which of the following is TRUE about pay ranges? A. The pay range will give the difference in pay between two adjacent grades. B. The pay range will give the difference in pay between the least-paid person in a grade and the most-paid person in that grade. C. The pay range will give the difference in pay between the least paid person in a grade and the second-least paid person in the pay grade. D. The pay range will give the difference in pay between the lowest grade and the highest grade.
B
Which of the following is TRUE about performance reviews? A. Reviews are strategic. B. Reviews focus on individual development and ratings. C. Reviews are a dynamic process.
B
Which of the following is a TRUE statements about ERISA? A. ERISA requires that employers provide access to a qualified pension plan. B. ERISA provides minimum standards of fiduciary responsibility for employers that provide pension plans. C. ERISA requires that employers that offer pension plans contribute at least 3% of an employee's salary.
B
Which of the following is not a hard cost of incivility to organizations? A. Increased absenteeism. B. Decreased workers compensation claims. C. Increased turnover.
B
Which of the following scenarios illustrates the halo bias? A. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. B. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. C. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD. D. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD.
B
Which of the following statements about pay bands is NOT true? A. They typically combine multiple contiguous grades. B. They typically span multiple non-contiguous grades within the same ladder (e.g. associates are levels 1-3 and 7-9). C. They typically combine jobs that are roughly similar in job level, prestige, and pay.
B
Which of the following statements about pay structures and internal benchmarks is NOT correct? A. Pay tends to increase in job grades because higher grades tend to have workers with greater skills and experience. B. The pay policy line must perfectly intersect all of the control rates. C. Pay tends to increase in job grades because higher grades tend to have workers whose productivity is associated with greater revenue. D. The control rates tell you the pay at benchmarked jobs.
B
Which of the following statements about the Strategic Messaging Model is NOT correct? A. Mix includes relative allocation of compensation across the pay mix. B. In general, we choose our money, mix, and messaging before we choose whom we want to attract, retain, and motivate. C. Messaging includes how we communicate the pay mix to employees. D. Money includes the value of the total compensation package.
B
Which of the following statements about tournament incentives is accurate? A. Tournament incentives encourage employees to share best practices B. Tournament incentives helps maintain the effectiveness of incentives when outside factors affect many employees' productivity C. Tournament incentives work well when employees work together in teams
B
Which of the following statements is true? A. Phantom shares work like stock grants, except the criteria for granting them is known only to the firm. B. Performance shares are only issued after a stock reaches a certain price. C. Stock options are only issued after a stock reaches a certain price.
B
Which of the methods has become a somewhat controversial method? A. Essay. B. Forced Distribution. C. MBO's. D. Simple rating.
B
Which of these employees is most likely to receive a stock option that is qualified under the IRS Code Section 409A, meaning that any incentives would qualify as an incentive stock option (ISO)? A. A programmer whose compensation package includes a stock option grant. B.. A Chief Financial Officer whose compensation package includes a stock option grant. C. A barista who participates in his employer's employee stock option purchase program.
B
Which person may be paid a salary? A. Someone making $400 per week, whose job duties exempt them from the FLSA. B. Someone making $800 per week, whose job duties exempt them from the FLSA. C. Someone making $400 per week, whose job duties DO NOT exempt them from the FLSA. D. Someone making $800 per week, whose job duties DO NOT exempt them from the FLSA. E. None of the above.
B
You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on? A. Procedural Knowledge - I would have the employee review procedures. B. Motivation - Coaching - I would have a discussion with the employee on why their performance has fallen off. C. Declarative Knowledge - I would send the employee to training.
B
For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply) A. Caring for and serving others isn't real work so it has little to do with managers. B. Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society. C. Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.
B C
In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design? A. Geographic Locations. B. Cubes vs offices. C. What is on the walls in the organization.
B C
Which of the following are effective strategies to minimize legal issues in performance management? A. Inflate employee ratings to make employees look good. B. Provide training that contains insight on rater errors and why they occur. C. Have HR and/or senior managers provide oversight of final reviews. D. Provide calibration training to managers who conduct reviews.
B C D
Which of the following are tips for minimizing rater errors? A. Hire managers who have experience. B. Monitor across departments and manager for overall consistency. C. Managers Justify ratings. D. Oversight by others in the organization (HR - Senior managers).
B C D
"How we do things around here" is a definition of which of the following? A. HR Processes. B. Strategy. C. Culture.
C
"What would you do if an employee lied to you" is an example of what kind of interview question? A. Behavioral B. Knowledge C. Situational D. Other
C
A call center wants to identify how many calls a customer service representative should take in a given hour. To do so, they use historical data, finding that a customer service representatives can be expected to service an average of six calls per hour. By benchmarking productivity, they are trying to solve A. The control problem B. The measurement problem C. The metering problem D. The alignment problem
C
According to the lesson, when looking at performance, we often use results _____________. A. to infer behavior. B. when behaviors are not easily observed. C. to infer behavior and/or when behaviors are not easily observed.
C
As a manager you want to avoid the "perils" of of ineffective performance management. Which of the following is NOT a peril associated with specifically with managers? A. More turnover in the department. B. Less motivated employees. C. Lower stock price. D. Unfair / inconsistent performance ratings.
C
As manager I want to make sure my employees are focused on their goals and aligned with corporate strategy. Which method would best meet my needs. A. Essay. B. Forced distribution. C. MBO's. D. None of the above.
C
At which step is the background check part of the recruiting process? A. First B. Second C. Last D. A background check is not part of the screening process.
C
Consider the following statements about employees who are promoted. Which is NOT true? A. Employees who are promoted can go from relatively high on their grade's pay range to being relatively low of the new grade's pay range. B. Employees who are promoted will generally see an increase in base pay. C. An employee who is promoted will get a new pay range, with the maximum of the pay range corresponding to base plus the total possible incentive pay. D. Employees who are promoted will change job grades.
C
Employees who perform well are given raises. This is an example of a performance evaluation being tied to which element of the pay mix? A. Benefits and Perks B. LTIs C. Base pay D. STIs E. Non-Monetary
C
Employees who receive high performance evaluations for their prior year's accomplishments are awarded a fixed cash award. This is an example of tying evaluations to what element of the pay mix? A. Long Term Incentives B. Perks C. Short Term Incentives D. Base pay E. Non-Monetary
C
Gathering examples of performance in which employees performed very effectively or not effectively is known as: A. Simple Ranking. B. Essay. C. Critical Incidents method.
C
In the Case Study in the video regarding the strategy change in financial institution, the role of HR in implementing the new strategy was discussed. Which of the following actions was the role of the senior management team and NOT HR? A. Revised job descriptions to incorporate new skills and job requirements associated with new strategy. B. Revised training to incorporate new strategy. C. Conducted organizational SWOT analysis. D. Revised recruiting to incorporate new strategy.
C
In this type of comparative system, employees are rated according on a normal curve with only percentage of performers at the top, middle and bottom. A. Paired comparison. B. Simple rank order. C. Forced distribution.
C
It can be difficult to create an individualized onboarding process. But what is the most important thing to think of as you create your onboarding program? A. Make sure you get the new hire paperwork done. B. Introduce the new hire to the organization's leader. C. Be intentional about designing the human relationship. D. Make the process super fun.
C
Learning at work is: A. Great, but my manager should see me doing it B. Fine, as long as it doesn't lead to extra work C. Great, as it is a way to learn more about my job and other jobs D. Fine, as long as it does not take too long
C
One of the characteristics of performance objectives is that they should be limited to 3 to 5 maximum. Why is this an important? A. It is too hard to come up with more than three objectives. B. None of the above C. More objectives would make it difficult to convey a strong sense of priority for the desired objectives. D. Employees don't like a lot of objectives because they have to work harder.
C
Pierre's pension plan allows him to choose the amount of his contribution and how his contributions are invested. The better his chosen investments perform, the more money he'll have in his plan's account when he retires. This is an example of what kind of a pension plan? A. Social Security B. Defined Benefit C. Defined Contribution (e.g. 401k)
C
Suppose that a new technology makes coal mining much safer. What affect will this have on labor supply and labor demand? A. Labor demand will decrease B. The labor supply and labor demand curves will both change C. Labor supply will increase D. Neither curve will change E. Labor supply will decrease F. Labor demand will increase
C
Suppose that several large companies simultaneously announce that they're going to invest heavily in public infrastructure, raising the price of steel and iron ore. What will happen to the quantity and price (wages) for iron miners? A. The labor supply and labor demand curves will both change Neither curve will change B. The labor supply curve will shift right: iron miners' wages will decrease and the quantity of miners will increase. C. Labor demand will shift right: iron miners' wages will rise and the quantity of miner will increase. D. Labor supply will shift left: iron miners' wages will increase and the quantity of miners will decrease.
C
Suppose that some new technology (like Coursera!) instantly made it cheap and easy for anyone to become a lawyer. What effect will this have on labor supply and labor demand? A. Labor demand will increase B. The labor supply and labor demand curves will both change C. Labor supply will increase D. Neither curve will change E. Labor supply will decrease F. Labor demand will decrease
C
Suppose your organization wants to match pay on the external labor market. Using surveys, you find that the median pay in the external market for that job is $35,000 per year. Which of the following is true? A. Entry-level employees for that job should begin at $35,000 per year. B. The cap in pay for employees in that job should end at $35,000 per year. C. The typical employee for that job should earn about $35,000 per year. D. The bottom of the pay range for that job should be $35,000 per year. E. The top of the pay range for that job should be $35,000 per year.
C
Training programs: A. Rarely work when it involves oversight from someone else B. Are expensive and generally do not work C. Can be on-the-job, or in a classroom
C
Use the website http://www.dol.gov/whd/minwage/america.htm to look up minimum wages in the United States on January 1st, 2016. Which of the following would be true of employers and workers covered by the Fair Labor Standards Act? A. Employers in Alabama must pay workers more than the federal rate of $7.25 per hour. B. Employers in Alabama may pay workers $5 per hour. C. Employers in Alabama must pay workers at least the federal rate of $7.25 per hour.
C
What is employee engagement? A. How happy employees are at their jobs. B. How long an employee has worked at his or her job? C. How hard employees work for an organization and how long they intend to stay. D. How much an employee likes the manager and co-workers
C
When it comes to Non-Monetary Rewards, employers think: A. It will cost way too much money B. We can offer non-monetary rewards so that we can reduce employee compensation C. This might be a good way to show our company culture and values D. This is a big waste of time
C
Which of the following are NOT "culture neutral", from a performance management perspective? A. Providing clear expectations B. Aligning team and organizational goals C. Individualistic type of organization
C
Which of the following is NOT part of a performance management mindset? A. Performance management is about development of employees. B. Performance management should be viewed as bottom line issue. C. Performance management should be viewed as an event.
C
Which of the following is generally regarded as a best practice? A. Actively picking individual stocks with a pension fund. B. Choosing funds with high management fees. C. Shifting the allocation of a pension fund away from stocks and toward investment grade bonds as workers approach retirement age.
C
Which of the following is sometimes referred to as Golden Handcuffs? A. bonuses B. commissions C. stock options D. pensions
C
Which of the following requires employers to bargain in good faith over wages with workers' elected bargaining representative? A. FMLA B. EEO C. NLRA D. FLSA
C
Which of the following statements about the ACA health insurance exchange marketplaces are correct? A. All states have their own state-specific health insurance exchanges. B. All states participate in the health insurance exchange created by the federal government. C. Some states create health insurance exchanges, and other states defer to an exchange set up by the federal government.
C
Which of the following statutes provides job-protected unpaid leave for new parents? A. EEO B. FLSA C. FMLA D. NLRA
C
Which of the following training topics would help to best solve an issue of favoritism in the review process? A. Performance review training. B. Training on documenting performance. C. Rater error training. D. Handling difficult performance discussions.
C
Which of the following was not listed as an a external group impacted by an organizations performance management system? A. Families. B. Customers. C. Suppliers. D. Stockholders.
C
You want your team to be involved with the new hire onboarding process. But if there are concerns your team has with the new hire, they should do the following: A. Keep it to themselves, this is a new employee and things are bound to get better. B. Talk with the other team members about the concern to see if the concern is shared. C. Bring the concern to you so you can help resolve it. D. Talk directly with the new hire and explain how things are done on the team.
C
For recognition to be effective it should: A. Include a cash award B. Be given by the CEO C. Be done in a way that is meaningful in the culture D. Recognize something important
C D
In implementation, non-monetary rewards program designs: A. Can be informal, and set up between a manager and the employeex B. Must be kept confidential, and implemented occasionally x C. Should be very formalized, and include many details, options and approvals D. Can be formal, and set up by the company, likely including written guidelines or practices
C D
"Feedback is like a shot" was talked about in the video. Why? A. We get shots once a year. B. Feedback, like a shot, should be given by a professional. C. We love getting feedback! D. Feedback helps us to get better.
D
A factory line worker is paid a piecerate, or a rate per unit he or she produces. When the materials and components that the line worker receives are faulty, the line worker's performance suffers. This is an example of the A. Alignment problem B. Measurement problem C. Metering problem D. Control problem
D
A good performance evaluation can lead to a boost in any of the following EXCEPT? A. STIs B. LTIs C. Benefits and Perks D. MBOs E. Base pay
D
A sample Individual Development Plan (IDP) was discussed in this lesson. What was NOT one of the four parts of that sample IDP? A. Goals B. Strategies C. Action Steps D. Planning E. Resources/Support
D
A strong driver for both job satisfaction and employee engagement is: A. Pay and benefits B. The team of people you work with C. Where the job is located D. The employee relationship with the direct supervisor
D
As a manager you want to get feedback from other sources (Multi rater feedback) with your sales employees who are located in store locations each with where there are three other employees. Which of the following sources would you want to make SURE to get feedback from? A. Customers and employee. B. Customers. C. Customers and peers. D. Customers, peers and the employee.
D
Leaders in organizations that embrace civility are held accountable for all of the following EXCEPT: A. Modeling behaviors. B. Reinforcing desired behaviors. C. Coaching employees on positive behaviors. D. Ensuring attendance policies are enforced.
D
Non-monetary rewards are A. Always less important than cash compensation B. Always more important than cash compensatio C. Only important when you are newly hired D. Important to both employees and employers
D
Non-monetary rewards are: A. Very common, but often customized B. Valued by employees C. Valuable to employers D. All of the above
D
Non-monetary rewards should always be avoided when: A. Everyone can't benefit B. Employees work in multiple locations C. Most employees work part-time D. There isn't a clear reason to totally avoid non-monetary rewards. Non-monetary rewards help in so many ways
D
Organizations depend on performance review data for many reasons. Which of the follow is an example of an organizational use of performance review data? A. individual development and growth plans. B. individual training plans. C. individual compensation increases. D. leadership development and succession planning.
D
Senior management wants to develop a more strategic approach to performance management. Which of the follow shifts are needed to accomplish the transition? A. Have the managers drive the performance management program rather than just HR. B. Hold managers accountable for ongoing feedback for their employees. C. Use data to assess organizational strengths. D. All of the above answers are correct.
D
Suppose that you're analyzing jobs for Crescendo Coffee, a major coffee retail chain. Assuming each of these people pass the salary test, which person is least likely to be exempted from the FLSA? A. A network engineer who maintains the computer systems. B. A district manager for the New England area. C. The Chief Human Resource Officer. D. A shift supervisor who primarily serves as a barista, and sometimes supervises one other employee.
D
Suppose that, for some condition, an insuree has a $1,000 deductible and 50% coinsurance until a $10,000 cap. The health care provider's fees amount to $600. What is the insuree's liability? A. $0 B. $1,000 C. $300 D. $600
D
The most important non-monetary reward for employees is: A. Flexibility B. Bringing a pet dog to work C. Being able to work part-time D. Each employee has their own unique needs and preferences, so the importance of non-monetary rewards will vary by individual
D
The process of producing a job description is called: A. Job describing B. Job descriptioning C. Job evaluation D. Job analysis
D
The toolset for performance management includes all of the following EXCEPT: A. Building development plans B. Setting clear expectations with the employee C. Providing positive and corrective feedback D. Definition of managing people
D
Three of the following are typically components of "rater error training." Which of the following components is NOT a typical part of "rater error training" programs as discussed in our video lessons? A. Understand different types of rater errors/distortions and why managers commit these errors. B. Calibration and frame of reference training. C. Big picture overview of the performance management system. D. Understanding of the compensation system.
D
What is not one of the 3 R's of Civility from the lecture? A. Respect. B. Restraint. C. Responsibility. D. Reality.
D
What is the NOT an advantage of a common window approach? A. Gives manager an opportunity to review all at their employees at the same time. B. Is easier to allocate salary increases based on performance. C. More likely manager will accurately assess / compare employee performance. D. The common window approach can be time consuming if the manager has a large number of employees.
D
What is the relationship between pay and performance when a job only pays a base rate, without STIs? A. Linear (positive slope) B. Linear (negative slope) C. Accelerated D. Flat
D
When an employee joins her organization, she gets an option to purchase 1000 shares with a strike price of $2 per share, and these shares vest over four years. One year later, the stock price is $3 per share. Two years later, the stock price is $4 per share. The employee then quits and exercises any vested options. Which of the following statements is true? A. The employee exercises the option to purchase 500 shares, paying $4 per share. B. The employee exercises the option to purchase 1000 shares, paying $2 per share. C. The employee cannot exercise any options. D. The employee exercises the option to purchase 500 shares, paying $2 per share. E. The employee exercises the option, purchasing 250 shares at $3 per share, and 250 shares at $4 per share. F. The employee exercises the option to purchase 1000 shares, paying $4 per share.
D
When beginning the process of creating your onboarding program, with whom should you start the discussion? A. Your team B. Your manager C. The new hire D. Human Resources
D
When performance is aligned with mission, strategy and goals, it can have a positive effect on which of the following? A. Customer satisfaction B. Profitability C. Employee satisfaction D. All of the above answers are correct
D
When we draw our salary structure, a movement from left to right corresponds to: A. A pay reduction, as you're getting a reduction in pay within the same grade. B. A raise, as you're getting an increase in pay within the same grade. C. A demotion, as you're getting demoted from a high grade to a lower grade. D. A promotion, as you're getting promoted from a low grade to a higher grade.
D
Which of the following is NOT an element of the pay mix? A. Long-term incentives B. Short term incentives C. Base cash D. Key performance indicators E. Benefits
D
Which of the following is NOT an example of a Key Performance Indicator? A. Units produced B. Average customer service score C. Total dollar value of sales generated D. Year-end bonus
D
Which of the following is a purpose of broadbanding? A. Flexibility in lateral job assignments. B. Flexibility in pay. C. Flexibility in allowing multiple career ladders. D. All of the above. E. None of the above.
D
Which of the following is an example of an effective performance objective? A. Increase Sales B. Increase sales by 10% C. Increase sales by 10% by end of quarter D. Increase overall sales by 10% over last year by the end of this calendar year.
D
Which of the following statement is TRUE? A. A share is only valuable if its price goes up. B. A dividend of "$1 per share" means you need to pay $1 to purchase a share of the stock. C. Both of the above. D. None of the above.
D
Which of the following was NOT listed as best HR practices in this lesson? A. Work/Life Balance. B. Inclusive Environment. C. Rewarding Employees. D. Corporate Branding.
D
A job description for a truck driver may list "basic truck maintenance skills" under: A. Job title B. Job duties C. Job context D. Job summary E. KSAs
E
Which of the following are reasons why you should talk with your new hire about your organization's performance review system during the early days of onboarding? A. Such a discussion will help the new hire know what is expected in the position. B. Such a discussion will create a communication channel for you and the new hire. C. Such a discussion helps both you and the new hire to think about what documentation you will want to collect for the review. D. Such a discussion creates a sense of longevity with the organization for the new hire as they begin to E. All of the above.
E
Which of the following are solutions to labor shortages? A. Temporary labor B. Outsource C. Reassign Work D. Replace with Technology E. All of the Above
E
Which of the following statements is TRUE of an administrative assistant? A. They may be paid a salary. B. They would need to be paid the minimum wage, but not overtime. Their job duties are not exempt from the FLSA. C. Their job is exempt from the FLSA. D. They would need to be paid overtime, but not a minimum wage. Their job duties are not exempt from the FLSA. E. They must be paid minimum wage and overtime. Their job duties are not exempt from the FLSA.
E
Which one of these is NOT a cost when replacing an employee? A. Separation costs B. Vacancy costs C. Replacement costs D. Training costs E. Performance costs
E
We know a good onboarding program should be about a year, more or less depending on the position. But when should a manager make sure to check in with the new hire? (Check the one that isn't correct.) A. First Day B. Day Five C. One Month D. Ninety Days E. Six Months F. One Year G. Two Years
G
A strategic performance management system seeks to achieve which of the following? A. Align mission, strategy and values with team and individual goals. B. Become more efficient in the administrative functions of performance management. C. Become more effective in document performance for legal and administrative purposes. D. Allow employees to get larger increases.
a
There are a several reasons firms use employer-sponsored pension plans. One reason is that it allows employees to defer compensation until retirement, when they're taxed at a relatively low rate. Second, by participating in an employer's plan, the employer may be able to negotiate lower management fees with service providers. These two specific reasons illustrate what two general reasons that firms provide employer-sponsored pension plans, rather than cash? Mark the best answer A. They provide benefits to firms B. They attract the right kind of worker C. They're cheaper for firms to provide than for workers and they enjoy returns to scale D. They're motivational symbolic benefits E. They're cheaper for firms to provide than for workers
c
When you need to have a difficult feedback discussion, which of the following should be TRUE of that discussion? A. Be sympathetic to the employee's issues. B. Enhance self-esteem. C. Include alternative behavioral options for the employee to improve upon.
c
An organization's strategy for managing people is determined... A. Partly by a combination of external factors (such as competition), internal factors (such as business strategy), but not completely because organizations have choices about how to manage people. B. Solely by various external factors (such as competition). C. Solely by internal factors (such as business strategy). D. Solely by organizational choices and values without paying any attention to external or internal factors.
A
Apple uses what competitive advantage? A. Product Leadership B. Customer Intimacy C. Operational Excellence
A
Comparing Delta and American Airlines represents which external force? A. Competitors B. Threat of Substitution C. Globalization D. Geography
A
Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because... A. ...this means that managers have to compensate workers for these costs in order to get them to work hard. B. ...this means workers will never want to work hard. C. ...this means that there are never any psychological rewards from working.
A
Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will... A. shirk B. quit C. complain D. work hard
A
Economists say that labor is a derived demand. Why is this concept important for managers to understand? A. Because whatever affects demand for an organization's product or service can affect strategies, policies, and tactics for managing people. B. Because what employees demand can affect strategies, policies, and tactics for managing people. C. Because strategies, policies, and tactics for managing people are derived from a country's legal regulations.
A
Is the ripple effect a potential disadvantage of an internal or external approach? A. Internal B. External
A
It is useful for managers to understand what affects labor supply because... A. ...this helps managers understand workers' decision-making processes about where and when to work, and under what conditions. B. ...this helps managers understand what might happen if the organization needs to add more employees to supply more goods to its customers.
A
To derive personal identity from belonging to an occupation, employees will... A. ...behave in ways that conform to societal or peer expectations for that occupation, even if the organization wishes them to behave differently. B. ...not worry about conforming to societal or peer expectations for that occupation. C. ...behave in ways that conform to societal or peer expectations for that occupation, unless the organization wishes them to behave differently.
A
What are disadvantages of an external approach? A. Hurts morale B. Lack of fresh ideas C. Less expensive
A
What is a pro of job observation? A. Actual exposure to the job B. Good for jobs done mentally C. Requires some training time
A
What is knowledge? A. Required factual information B. Personality traits or legal requirements C. External capability of performing a task D. Internal capacity to perform a task
A
What is the #1 ability needed for interviewing? A. To be able to listen B. To be a people person C. To be welcoming D. To be organized
A
What is the number one step to a good hire? A. Job analysis, Identify KSAO, and job description B. Just job analysis C. Determining the selection method D. None of the above
A
Which of the following beliefs underlies high-road human resources strategies? A. The interests of an organization and its employees can be aligned. B. Labor markets work reasonably well in allocating and rewarding workers. C. The employment relationship is characterized by some important conflicts of interest between an organization and its employees.
A
Which of the following is not a tip for hiring? A. Avoiding conflict to spare feelings B. Hiring carefully C. Learning from others D. Using data
A
Which of the following is not an example of labor being a derived demand? A. Offering flexible work schedules because this is what workers with family responsibilities want. B. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. C. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.
A
Employment-at-will requires... (check all that apply) A. That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please. B. That organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason. C. That everyone who is willing to work is guaranteed a job.
A B
From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because... (you must check all that apply) A. ...employers typically have greater bargaining power than individual employees. B. ...conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees. C. ...the interests of employees are more important than the interests of employers.
A B
Labor is a special commodity because... (check all that apply) A. It has productive value. B. It involves people. C. It is traded in economic markets.
A B
Which of the following are advantages of hiring internally? A. Encourages long-term commitment B. Nice PR for organizations C. Increases diversity D. Allows for new ideas
A B
Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply) A. The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. B. Employment and labor laws are largely unnecessary because labor markets fairly reward employees. C. Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers.
A B
Economics highlights worker self-interest. This is important for raising managerial awareness of... (you must check all that apply) A. Shirking and loafing B. Strategic use of private information C. Principal-agent problems D. Shareholder value
A B C
Select the components you need to perform a job A. Motivation B. Efficiency C. Mental Capacity
A B C
Select the factors that affect global markets A. education-human capital B. culture C. political-legal system D. US unemployment rate
A B C
Systems have... (check all that apply) A. Inputs B. Outputs C. Throughputs D. None of the above
A B C
What does the offer package consist of? Check all that apply A. Offer Letter B. Employee Agreement C. Job Description D. Training Manual
A B C
Select all of the examples of a core competency A. Relationship Management B. Leadership and Navigation C. Ethical Practice D. Communication
A B C D
Select all that are protected by the EEOC A. Race B. Sex C. Pregnancy D. Age
A B C D
Which of the following are possible unintended consequences using financial incentives to motivate workers? (you must check all that apply) A. Poor teamwork B. Overstimulation C. Reduced non-monetary (Intrinsic) motivation D. Employees worker harder than without incentives E. "What gets measured gets done" F. "If you don't like it, quit"
A B C E
Based off the lecture, what are the best ways to attract passive candidates? Select all that apply. A. Employment Branding B. Job Postings C. Cold Calling D. Social Media Presence
A B D
U.S. labor law... (you must check all that apply) A. ...protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union. B. ...requires organizations to bargain in good faith with labor unions that represent a majority of workers. C. ...protects the right of employees to strike in all occupations, including in the entire public sector. D. ...provides for orderly procedures for determining when workers want to be represented by a union.
A B D
What does it mean to be a good front stage, backstage manager? (you must check all that apply) A. When you are dealing with someone else, think about whether you have an audience and what the audience expects. B. When you are dealing with someone else, engage in perspective taking by considering whether they have an audience and what that audience expects. C. Get caught up in the emotions of front stage performances. D. Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem solve. E. Shut people out and make backroom deals.
A B D
Which of the following would increase recruiter effectiveness? A. Diversity and Sensitivity Skills B. Timely Feedback C. Working Alone D. Great Communication Skills
A B D
What job characteristics tend to promote positive job attitudes among employees? (check all that apply) A. Autonomy B. Skill variety C. Financial incentives D. Task significance E. Task identity
A B D E
Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply) A. Has the procedure been applied consistently? B. Has the procedure been free of bias? C. During the procedure, did the manager treat the employee with respect? D. Did the procedure result in fair outcomes? E. Has an employee been able to express his/her views and feelings during the procedure?
A B E
Employees are believed to conform with norms and other social pressures in order to... (check all that apply) A. ...avoid being harassed and ostracized. B. ...earn high income. C. ...achieve a sense of belonging.
A C
If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include... (check all that apply) A. Financial incentives B. Peer pressure C. Monitoring D. Autonomy
A C
What are the cons of structured questionnaires? A. Time to develop B. Can only be given to one employee at a time C. Distortion of responses
A C
What are the pros of metrics? A. Provide a snapshot in time B. Insightful C. Good for dashboards and KPIs
A C
Marginal analysis from economics teaches managers... (you must check all that apply) A. ...to think about the additional benefit compared to the additional cost of a possible managerial decision. B. Work is a lousy activity tolerated to earn income. C. ...that it's particular challenging to motivate someone when the last extra hour that you want someone to work is right on the edge of whether they want to work more or not. D. ...that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position.
A C D
Which of the following statements are true? (you must correctly check all that apply) A. An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers. B. An organization's business strategy and its HR strategy should be unrelated to each other. C. An organizational strategy does not completely determine an organization's HR strategy. In other words, organizations with any type of business strategy can choose an HR strategy that develops, rewards, and engages employees. D. An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers.
A C D
Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee's manager should expect her to... (you must check all that apply) A. ...reduce her effort to match that of her co-workers. B. ...do nothing. C. ...complain about the fairness of the policies for determining pay. D. ...ask for a raise.
A D
Which of the following are elements of Taylorism, also known as scientific management? (you must correctly check all that apply). NOTE: this is an example of a question that has more than one correct response--you must check ALL of the correct responses in order to get the question correct. A. Managers, not workers, are seen as having the knowledge and expertise to find the one best way to do each job. B. To motivate workers, getting the human conditions of work are just as important as getting the technical conditions right. C. Managers should drive workers through strict monitoring, discipline, and even threats. D. Jobs should be broken into small, standardized, repetitive tasks.
A D
"Tell me about a time when you made a mistake" is what type of interview question? A. Knowledge B. Behavioral C. Situational
B
An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase? A. "If you don't like it, quit." B. "If you don't like it, let's talk about it."
B
Besides referrals, what is the next best way to find passive candidates? A. Former Employees B. LinkedIn C. Professional Networks D. Candidate Relationship management tools
B
Inclusion is about... A. quantity B. quality C. quantity and quality D. none of the above
B
Managers should only apply insights from psychology after they examine their workers and see... A. ...conscious-status individuals who are also concerned with norms or peer pressure. B. ...individuals focused on obtaining intrinsic rewards and avoiding frustration. C. ...self-interested individuals working for money.
B
One of the key concerns that emerges from economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism? A. The cost that comes from missing an opportunity to do something. B. Pursuing one's own self-interests even when they run counter to others' interests. C. Not giving full work effort in one's job.
B
Perfect competition is an important issue to consider because... A. ...employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity. B. ...if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to the value they produce. C. ...if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce.
B
The vast complexity of work means that... A. ...each employee you manage might have a different motivational factor, but each person will only have one. B. ...each employee you manage might have a different combinations of multiple motivational factors.
B
There's an asymmetry in the extent to which employment-at-will exists in most countries because... A. ...employees cannot quit for any reason but organizations can fire someone for any reason. B. ...employees can quit for any reason but organizations cannot fire someone for any reason.
B
True or false: In selecting a personal managerial style, managers should only pay attention to their own strengths and weakness, not the situation or the needs of employees. A. True B. False
B
Walmart has which competitive advantage? A. None of the above B. Operational Excellence C. Customer Intimacy D. Product Leadership
B
What are examples of trends in the workforce? A. Lack of Workforce Diversity B. Workforce Skills Gap C. National Competition
B
What is the first step in workforce planning? A.Data Collection B. Strategy C. Evaluation D. Data Analysis
B
When managing a work group, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that... A. ...the assumptions of that perspective fit with my own values. B. ...the assumptions of that perspective fit with the values of the work group. C. ...there isn't more practical advice available because blogs, business magazines, and other non-academic sources don't rely on any assumptions.
B
Which is not an advantage of an internal approach? A. Less Expensive B. New Ideas C. Motivating D. Train for specific needs
B
Which of the following beliefs typically underlies low-road human resources strategies? A. Corporations are a part of society and should serve not just shareholders and customers, but other stakeholders, too. B. A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders.
B
Which of the following is not an example of an internal force? A.Turnover B.Labor market C.Employee development D.Current labor profile
B
Managers should... (check all that apply) A. Micro-manage their team and assume they know best. B. Determine the knowledge, skills, and abilities (KSA) required of their team. C. Set appropriate performance objectives and help them achieve these objectives. D. Take all the credit.
B C
Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply) A. People only work for money (that is, money is the sole motivator for all workers). B. Work can seem like a curse (the way it's always been, the way it will always be). C. Financial stress can take on extra meaning in the workplace.
B C
When managing in a unionized workplace, managers should... (you must check all that apply) A. Blame the union if the relationship is adversarial or uncooperative. B. Respect employee voice and the bilateral nature of the relationship with unions. C. Follow any required bargaining or consultation procedures.
B C
Norms or peer pressure can come from many sources, including... (you must check all that apply) A. ...the worker as an individual. B. ...work group. C. ...organization. D. ...country.
B C D
The question of whether employers and employees really are economic and legal equals is... (you must check all that apply) A. ...an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches that favor labor market competition for setting wages and other terms and conditions of employment. B. ...the subject of intense debates going back more than 100 years. C. ...important because it determines whether or not employees need the protection of laws and labor unions. D. ...an issue that is largely ignored in high-road HR strategies.
B C D
To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply) A. Financial security B. Competence C. Social belonging D. Autonomy
B C D
Which of the following are typically features of a high-road HR strategy? (you must correctly check all that apply). NOTE: this is an example of a question that has more than one correct response--you must check ALL of the correct responses in order to get the question correct. A. Labor or trade unions B. Above-average pay and benefits C. Employee autonomy and discretion D. Employee training E. Unquestioned supervisor authority F. Low levels of profitability
B C D
Managers should... (you must check all that apply) A. Overlook the importance of humility, civility, and integrity. B. Hire and/or develop staff with the needed the knowledge, skills, and abilities (KSAs). C. Do everyone else's job. D. Recognize and reward performance.
B D
Which of the following are required for HR to be strategic? (check all that apply) A. HR needs to be an expert in every business function. B. HR tasks are a line manager's responsibility, with help from an HR partner. C. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. D. HR is focused on organizational needs, not just on the administration of HR policies.
B D
When determining the best way to motivate employees, why shouldn't managers rely solely on HR staff for directions. (check all that apply) A. HR is just a pencil-pushing function. B. Managers know their employees best. C. It's not a manager's job to motivate workers, they should be self-motivated. D. People are unique so there are various drivers of motivation. E. Work can mean different things to different people, so there are various drivers of motivation.
B D E
Does the law see the employment relationship like any other economic transaction? A. Yes B. No C. Sort of
C
Failure to obtain information that could have been easily been accessed during the hiring process could result in A. Disparate treatment B. The employee suing the company C. Negligent hiring
C
Managers should be trying to create conditions that result in... A. ...employees who are satisfied with their job. B. ...employees who are committed to their organization. C. ...employees who are engaged in their job.
C
What is the definition of disparate treatment? A. Accidentally making minorities feel excluded B. Neutral policies and practices that adversely affect protected classes (that could not be justified by business necessity). C. An intentional act that discriminates against an individual based on protected class
C
What is the purpose of an affirmative action plan? A. to fill a quota of minorities B. to punish employers C. to improve employmentoutcomes for groups that have been traditionally underrepresented
C
What percentage of job seekers use their mobile device to search for a job once a week or more? A. 88% B. 56% C. 68%
C
What popular social media website is used in sourcing for recruitment? A. Facebook B. Twitter C. LinkedIn
C
Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort? A. A clear pay-for-performance program that rewards each worker's effort. B. Insurance against excessive income loss. C. A known prize that is large enough to compensate for extra effort.
C
Which of the following is not a method of job analysis? A. Critical Incident Analysis B. Job Observation C. Training D. Job performance
C
Why is job analysis an important process? A. Because it reveals the strengths and weaknesses of employees that serve as the basis for training employees and establishing developmental goals. B. Because it provides a performance rating for each employee that serves as the basis for compensation and rewards. C. Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees.
C
Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to... (check all that apply) A. ...a desire to lower labor costs. B. ...faulty information. C. ...job performance. D. ...a lack of work.
C D
What is an option during a labor shortage? A. Force someone to retire B. Fire an employee you don't like C. Reassign Work D. Outsource
C D
In the video lesson "The Many Meanings of Work," how many different ways of thinking about work were presented? A. One B. Two C. Five D. More than five
D
Select the challenges for mobile device usage recruitment A. Time B. Testing C. Text/Content D. All of the above
D
To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group ("in-group") compared to others ("out-groups"). Which of the following does not result from this. A. Differences between those groups we identify with and those we do not are magnified. B. Discrimination against out-group members by in-group members. C. Inter-group conflict. D. Free-rider problems in groups such that some group members do not fully contribute.
D
What are potential targets for company's doing targeted recruiting? A.. Race B. Gender C. Students D. All of the above
D
What factors should you consider when deciding how to handle labor shortage? A. How many workers? B. What job did they work? C. The reason people left D. How many workers? -and- What job did they work?
D
What impacts the brand and reputation of a company? A. Size and Age B. Profitability C. Location D. All of the above
D
What impacts the persuasiveness of a recruitment message? A. Media Richness B. Personal Focus C. Providing in depth information D. Both A and B
D
Which best describes the foundational assumptions of Taylorism, also known as scientific management? A. To manage workers effectively, managers need to pay attention to psychological and social conditions, not just technical conditions. B. Business owners are industrious, ambitious, thrifty, and sober; workers are not. C. Workers are diverse so they need to be managed in ways tailored to their own goals and values. D. Workers want to earn income in the most efficient way possible, but it is managers who best know how to structure work tasks to fulfill this goal.
D
Which is not one of the paths of competitive advantage that were talked about? A. Product Leadership B. Customer Intimacy C. Operational Excellence D. Brand Recognition
D
Which of the following competencies were talked about in the lecture that recruiters should analyze when selecting candidates? A. Team-Based B. Job- Based C. Firm- Based D. All of the above
D
Which of the below options is NOT a type of interview? A. Technology B. Phone screen C. Panel D. In Person E.Structured F. Automatic
F
Which is the single-best personal managerial style? A. Coercive B. Authoritative C. Affiliative D. Democratic E. Pacesetting F. Coaching G. None of the above because there is no single-best style that fits with all situations.
G
What is the traditional EEOC definition for diversity? A. differences in gender, race, and age B. all the ways in which we differ C. different attitudes, perspectives and backgrounds among applicants
a