BUSN 221 Chapter 11-12

The best time to pursue workforce diversity is during ________.

sourcing and recruiting

Denise, the human resource manager of a manufacturing company found that the company's socialization process was too overwhelming for new hires. It consisted of presentations, meetings, and seminars packed into the first week of joining the company. She decided to switch into a(n) ________ approach to socializing so that new employees did not suffer from information overload.

staggered

A socialization program that requires new hires to "pass" different stages of socialization or be removed from the organization is a ________.

tournament program

Because it is so traumatic, every action and communication during a downsizing should be consistent with the employer's ________.

values

Companies generally try to minimize turnover that is ________.

voluntary, dysfunctional, and avoidable

If an applicant is not hired because the applicant has previously claimed overtime which they were owed, they are likely to be covered under the ________.

Fair Labor Standards Act

A high job offer does not allow further negotiation. T/F

False

Asking for volunteers to assign to a global opportunity is related to higher company performance. T/F

False

Investiture socialization programs try to strip away new hires' personal characteristics. T/F

False

It is sometimes permissible to hire a non qualified minority candidate over a qualified nonminority candidate. T/F

False

Job candidates can renege on an accepted job offer, not companies. T/F

False

Onboarding provides employees with the knowledge and skills they need to do their jobs. T/F

False

The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments. T/F

False

The number of applicants received for the position is one of the most important metrics at the final candidate choice stage of the hiring process. T/F

False

________ is used to document a new hire's identity verification and employment eligibility.

Form I-9

________ involves managing employees' national and international assignments and movements.

Global mobility

________ covers the payment of overtime to eligible employees.

The Fair Labor Standards Act

In which of the following cases is asking employees to take a leave without pay a good idea?

The company needs to cut down costs for a specific period

Which is NOT a good metric at the final candidate choice and job offer stage of the hiring process.

The number of applicants

A written employment contract is considered to be an explicit employment contract. T/F

True

An applicant who feels she or he was asked questions unrelated to the job during an interview likely feels low procedural fairness. T/F

True

An employment contract clause that is intended to stop current and past employees from working in a similar profession in competition against the employer for a set period of time. T/F

True

If an employer makes a provision in an employment contract that the employment is at will this is a disclaimer. T/F

True

Sequential socialization occurs when the steps in socialization occur in a specific order. T/F

True

Socialization programs help new employees understand the traditions of the company. T/F

True

The compensatory approach runs the risk of increased legal troubles due to different weightings provided by different experts. T/F

True

The most common ethical issues at the hiring stage of the staffing process often concern what information is communicated to the candidate and how the job offer is constructed. T/F

True

If the prediction equation produced by a regression analysis is: Job Success predicted = 10 + (2*interview) + (1*personality) + (3*job knowledge) What is Rosita's predicted job performance score if she scores 10 on the interview, 25 on the personality test, and 15 on the job knowledge test? Criterion-referenced

100

A finalist should be given at least ________ to consider a job offer.

48 hours

________ is when the employer intends to rehire displaced employees when business picks back up.

A layoff

Describe some alternatives to layoffs.

Attrition: the normal reduction of a firm's workforce due to the retirement, death, or resignation of employees Hiring freeze: a policy whereby no new employees are hired for a certain period of time Phased retirement: organizations keep retiring workers on a reduced schedule, which has the benefit of both reducing their cost and retaining their knowledge and allowing more time for them to transfer it to other employees before they leave the company entirely

After a wave of retirements, new employees hired to replace the retirees are likely to experience what type of socialization?

Disjunctive

________ are the two primary legal factors that influence job offer content.

Equal employment opportunity and affirmative action goals

Assume you are a high-ranking manager in a firm who has to discharge a middle-ranking employee. Plan how you would go about this task. Who are the other members of the organization whom you would involve?

I would have to be considerate but still be precise when delivering the message that he or she is being let go and why. Being detailed in the why is important. I would involve a human resource manager, the employee's supervisor, payroll department, and the employee themself.

What is optimal turnover?

It produces the highest level of long-term business improvement

In order to reduce turnover rates, Sigma Corp. offers middle and high-ranking employees stock options in the company. This is an example of which retention strategy?

Mobility barriers

In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used?

Multiple hurdles

How is orientation different from socialization?

Orientation/Onboarding: the process of completing new hires' employment-related paperwork and familiarizing them with their jobs, coworkers, work spaces, work tools, and the company's policies and benefits Socialization: a long-term process of planned and unplanned, formal and informal activities and experiences through which an individual acquires the attitudes, behaviors, and knowledge needed to successfully participate as an organizational member and learns the firm's culture Differences: Socialization is a long-term process; onboarding is a short process (usually about a week) Onboarding familiarizes an individual with the job, coworkers, work spaces, work tools, and the company's policies and benefits; socialization helps an individual acquires the attitudes, behaviors, and knowledge needed to successfully participate as an organizational member and learns the firm's culture

List and describe two ways of combining candidates' scores on multiple assessments and discuss when each is most appropriate to use.

Rational weighting: experts assign a different subjective weight to each assessment score Statistical weighting: weighting using statistical techniques to assign a different weight to each assessment score Statistical weighting is the most appropriate for scientific reasons. Rational weighting is more appropriate for smaller companies because statistical weighting needs a hundred or more candidates. Multiple hurdles approach: A scoring approach whereby candidates must receive a passing score on an assessment before being allowed to continue on in the selection process. The multiple hurdles approach is costly and takes more time, the approach is used when the cost of an employee's poor performance is high, for example if someone could potentially put safety at risk Compensatory approach: An approach whereby high scores on some assessments can compensate for low scores on other assessments. The advantage of the compensatory approach is that it allows high scores on some assessments to compensate for low scores on other assessments. For example, a company might allow a candidate's successful work experience to compensate for a lower grade point average, or one's candidate's excellent project management and leadership skills might compensate for a lack of knowledge about the company's industry.

________ has been found to enhance new hires' loyalty and reduce their turnover.

Socializing new employees as a group

The first stage of the socialization process is ________.

anticipatory

Socialization programs putting newcomers through a common set of experiences as a group rather than individually are called ________.

collective programs

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.

compensatory approach

Don is a high-ranking manager in an advertising firm. He was recently offered a job with higher pay and more lucrative benefits by a rival firm. On coming to know about this, Don's employers decided to make him a(n) ________ matching the offer from their rival firm.

counteroffer

The most effective orientation programs ________.

create an emotional connection to the company

A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________.

cut score

If an employer sends a finalist a job offer letter this is a(n) ________ employment contract.

explicit

The Wolverines are a leading university soccer team. All new recruits to the team must go through certain "rites of passage" which include shaving their heads, swimming in cold water, getting a tattoo of the team's emblem, and other tests of servitude and obedience. This is an example of ________.

divestiture socialization

Asking a departing employee why he or she is leaving the firm is a(n) ________.

exit interview

Exit interviews should be used to ________.

identify areas in which the company feels it could improve

The way a firm negotiates a job offer with a candidate influences the candidate's perceptions of ________.

interactional fairness

One of the best ways to create positive relationships with ex-employees is to ________.

make them feel appreciated as they leave

Holding managers accountable for turnover of the employees under them is an effective retention strategy because ________.

managers know which employees to retain

Rejecting a candidate severely at the end of a long hiring process results in ________.

negative spillover effects

Asking a group of hiring managers to assign weights to each assessment being used to hire their subordinates to determine an overall assessment score is an example of the ________ approach to combining assessment scores.

rational weighting

Firms that do not have proper documentation to terminate an employee but want to end the employment relationship, and at the same time reduce the possibility of a lawsuit, offer the employee a(n) ________.

release

Backing out of an employment contract after the job offer is accepted is called ________.

reneging