Chapter 9: Human Resource Management Smartbook/Learnsmart
Which TWO of the following are advantages of a forced ranking performance review system?
- it structures a predetermined compensation curve, enabling them to reward top performers. - it encourages managers to identify and remove poor performers
When Joe screens job applicants to ensure that he hires the most qualified candidate, he is performing the HR function known as the _________ process.
selection process ------------------ the screening of job applicants to hire the best candidate
Angela's boss has repeatedly asked her to go out with him and has suggested that her repeated refusal may negatively impact her next performance review. Angela's boss is guilty of ___________.
sexual harassment
Identify the items that are included in negotiations between management and employees while they are engaged in collective bargaining.
Collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.
Insurance, retirement plans, health club memberships, and education reimbursement are just a few examples of compensation in the form of _____________.
benefits
Repeated mistreatment of one or more persons involving physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating or intimidating is a type of harassment known as _________.
bullying
When considering the staffing an organization may need, it is better to assume that the organization will _______.
change --------------------- you need to understand the organization's vision and strategic plan so that the proper people can be hired to meet the future strategies and work
During the interview, hiring manager Manuel openly discussed both the negative and positive aspects of the job with the applicant. This is an example of a(n) ___________.
realistic job preview
The process of locating and attracting qualified applicants either outside or inside an organization for jobs open in the organization is called _________.
recruiting
Under the 1947 Taft-Hartley Act, individual __________ are allowed to pass legislation outlawing union and agency shops.
states ------------------- Right-to-work laws. Individual states are allowed (under the 1947 Taft-Hartley Act) to pass legislation outlawing union and agency shops. As a result, 22 states have passed right-to-work laws, statutes that prohibit employees from being required to join a union as a condition of employment.
Integrity tests
these tests assess attitudes and experiences a person's honesty, dependability, and trustworthiness.
Personality tests
these tests measure characteristics such as sociability, emotional stability and independence.
Ability test
these tests measure factors such as strength, stamina, mechanical aptitude and cognitive skills
If employers use a test to try to predict future job performance, it is vital that the test have _________ to ensure that it actually measures performance related to the job and is free from bias.
validity
When Marissa applied for a position at Black Products, she was asked to provide the names and telephone numbers of three people who would be able to speak about her work performance at her last job. Which of the following selection tools does this BEST describe?
Background information
open shop (four basic kinds of workplace labor agreements)
workers may choose to join or not join a union. applies in 22 states (right-to-work states)
agency shop (four basic kinds of workplace labor agreements)
workers must pay equivalent of union dues but aren't required to join the union. applies to public-sector teachers in some states, prohibited in others.
True or false: collective bargaining always settles differences.
false not always. Even when a collective-bargaining agreement and contract have been accepted by both sides, there may likely be ongoing differences that must be resolved. Sometimes differences lead to walkouts and strikes, or management may lock out employees. However, conflicts can be resolved through grievance procedures and mediation or arbitration.
Samantha is employed as a sales engineer in a large medical products firm. The _______ of her job include commission on the sale she generates, quarterly performance bonuses, and stock options.
incentives
Without using a planned evaluation form, Susan occasionally meets with employees and offers them _________ appraisals to let them know where they could correct or improve their job performance.
Informal
Match the element of compensation with its description.
Wages or salary - monetary payments to employees in exchange for doing their jobs Incentives - inducements to attract and retain top performers or induce employees to be more productive Benefits - Additional non monetary forms of compensation such as health insurance, vacation, and retirement plans
closed shop (four basic kinds of workplace labor agreements)
employer may hire only workers for a job who are already in the union. illegal.
In a _________, all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve.
forced ranking performance review system
Kevin continuously helps his employees improve their work through reviewing their performance and providing consequences. These are two steps of _______ management.
performance
Match the type of sexual harassment to the correct description.
quid pro quo - the person being harassed is in jeopardy of not being hired for a job, obtaiing benefits or opportunities unless he or she acquiesces. hostile environment - the person being harassed does not risk economic harm, but experiences an offensive or intimidating workplace.
Which of the following are methods of external recruiting?
recruitment firms college job placement newspapers employment agencies ------------------------------ External recruiting means attracting job applicants from outside the organization. In years past, notices of job vacancies were placed through newspapers, employment agencies, executive recruiting firms, union hiring halls, college job-placement offices, and word of mouth. Today more and more companies are also using social media to recruit
Individuals who are asked to provide assessments of former employees are known as _____________.
references
Performance tasks
these tests measure an applicant's execution of various work tasks
True or false: Research shows that women and minorities hired on the basis on affirmative action experience lower job satisfaction and more stress than those supposedly selected on the basis of merit.
true Explanation: research shows that women and minorities hired on the basis of affirmative action felt stigmatized as unqualified and incompetent.
A labor ________ is an organization of employees formed to protect and advance their members' interests by bargaining with management over job-related issues.
union
It is illegal to use which of the following as the basis for hiring and promotion decisions? Check all that apply.
- race - gender - religion ---------------------- Workplace discrimination occurs when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job, such as skin color or eye shape, gender, religion, national origin, and the like. Two fine points to be made here are that (1) although the law prohibits discrimination in all aspects of employment, it does not require an employer to extend preferential treatment because of race, color, religion, and so on and (2) employment decisions must be made on the basis of job-related criteria.
Refer to figure 9.2 and list the steps of the training process in correct order, placing the first step at the top and the last step at the bottom.
1. Assessment 2. Objectives 3. Selection 4. Implementation 5. Evaluation --> Objectives
Refer to figure 9.1 and place these steps in the strategic human resource process in the correct order, with the first step listed at the top, and the final step listed at the bottom.
1. Plan human resources needed 2. Recruit and select employees 3. Orient, train, and develop employees 4. Perform appraisals of employees - establish the mission & the vision -> establish the grand strategy -> formulate the strategic plans -> plan human resources needed -> recruit & select people -> orient, train, & develop -> perform appraisals of people. -> Purpose: get optimal work performance to help realize company's mission & vision
List the steps in the performance management process in the correct order.
1. define performance 2. monitor & evaluate performance 3. review performance 4. provide consequences
A _________ feedback appraisal is one in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients.
360-degree. -------------------------- you have many people watching you from all sides. Thus has arisen the idea of the 360-degree assessment, or 360-degree feedback appraisal, in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients, thus providing several perspectives.
In part to avoid behavioral bias, many organizations are increasingly relying on ________ to make hiring decisions.
analytics
Match the four basic kinds of workplace labor agreements with the correct description.
closed shop - employer may hire only workers for a job who are already in the union. illegal. union shop - workers aren't required to be union members when hired for a job but must join the union within a specified time. not allowed in 22 states (right-to-work states) agency shop - workers must pay equvalent of union dues but aren't required to join the union. applies to public-sector teachers in some states, prohibited in others. open shop - workers may choose to join or not join a union. applies in 22 states (right-to-work states)
Many employers are wary of giving references for which of the following reasons?
(1) They fear that if they say anything negative, they can be sued by the former employee. (2) They fear if they say anything positive, and the job candidate doesn't pan out, they can be sued by the new employer.
What are three steps managers should take to avoid being sued for wrongful termination?
(all steps in book) - give the employee a chance first - don't delay the dismissal and make sure it's completely defensible. - be aware how devastating a dismissal can be - both to the individual and to those remaining - offer assistance in finding another job
Strategic human resource planning is focused on which two intitiatives? Check all that apply.
- Predicting future employee needs - Understanding current employee needs
Sonja was not promoted to the position of manager of the road work crew because her boss doesn't feel that a woman can supervise as well as a man. This is an example of ________.
Disparate treatment -------------- results when employees from protected groups (such as disabled individuals) are intentionally treated differently. An example would be making a decision to give all international assignments to people with no disabilities because of the assumption that they won't need any special accommodations related to travel.
If Alec wants to fill a vacancy in his department with an existing employee, which of the following techniques would be most appropriate?
job posting
Which two of the following are concerns that a manager should consider when an employee is promoted? Check all that apply.
Fairness, nondiscrimination, other's resentments
A(n) _________ is conducted at specific times throughout the year and based on performance standards that have been established in advance.
Formal appraisal
labor-management disputes can be settled in three ways: grievance procedures, mediation and _________.
arbitration
When he applied for a clerical position at Halewood Manufacturing, Tyrone was asked to complete an employment test assessed his keyboarding skills as well as his mathematical skills. What type of employment test did Tyrone complete?
Ability Test
Match the type of employment test with its description.
Ability test - these tests measure factors such as strength, stamina, mechanical aptitude and cognitive skills Performance tasks - these tests measure an applicant's execution of various work tasks Personality tests - these tests measure characteristics such as sociability, emotional stability and independence. Integrity tests - these tests assess attitudes and experiences a person's honesty, dependability, and trustworthiness.
The National __________ Relations Board enforces procedures whereby employees may vote to have a union and collective bargaining.
National Labor Relations Board (NLRB)
Before Anisha meets with her manager, she is asked to complete a form listing her accomplishments during the past year, along with her perceived strengths and weaknesses and ways that she believes she can improve her performance. This is an example of a(n) ___________.
Self-appraisals. ------------------- How would you rate your own performance in a job, knowing that it would go into your personnel file? Probably the bias would be toward the favorable. Nevertheless, self-appraisals help employees become involved in the whole evaluation process and may make them more receptive to feedback about areas needing improvement.
The action by which workers vote on whether to accept or reject the terms of the contract negotiated by the union after collective bargaining is called _________.
ratification. --------------------- When agreement is reached with management, the union representatives take the collective bargaining results back to the members for ratification—they vote to accept or reject the contract negotiated by their leaders
Unfortunately, bullies often display which of these characteristics?
- they are charming - they are successful --------------------- Unfortunately, many workplace bullies are quite charming and manipulative and so receive positive evaluations from their supervisors and achieve high levels of career success, according to one dispiriting study. "If people are politically skilled, they can do bad things really well," says one of the study authors. Of course, that doesn't make this behavior right. Indeed, bullying can devastate a workplace.
Which of the following are aspects of social capital? check all that apply.
- trust - mutual respect - goodwill - teamwork ---------------- Social capital is also beneficial beyond the early stages of your career, particularly when you are developing trusting relationships with others. Trusting relationships lead to more job and business opportunities, faster advancement, greater capacity to innovate, and more status and authority. All told, it pays to have a rich network of good relationships, and social capital helps makes this possible.
A(n) ________ is a complaint by an employee that management has violated the terms of the labor-management agreement.
A grievance ------------------------- a complaint by an employee that management has violated the terms of the labor-management agreement. Example: An employee may feel he or she is being asked to work too much overtime, is not getting his or her fair share of overtime, or is being unfairly passed over for promotion.
A performance appraisal is likely to contain which two of the following types of information?
A performance appraisal, or performance review, consists of: (1) assessing an employee's performance (2) providing him or her with feedback.
"There's a lot of room for people to grow with this organization," hiring manager Myranda told the applicant. "But we expect a lot out of employees as well and there can be some late nights and weekend work when we're trying to make a tight deadline." Which of the following does this BEST describe?
A realistic job preview --------------- (RJP) gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired. This recruiting technique is very effective at reducing turnover within 30-90 days of employment
Match the type of dismissal with its description.
Layoff - Temporary dismissal from an organization, likely due to economic conditions Downsizing - permanent dismissal, often related to a company-wide reorganization. Firing - permanent dismissal for cause
The process in which a neutral third party listen to both sides in a dispute and makes suggestions toward an agreeable solution is called the ______ process.
Mediation --------------------- the process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution. Mediators may be lawyers or retired judges or specialists in various fields, such as conflict resolution or labor matters.
____________ requires organizations to provide employees with nonhazardous working conditions.
OSHA -------------------- Occupational Safety and Health Act (OSHA) of 1970, a body of law has grown that requires organizations to provide employees with nonhazardous working conditions
Peter evaluates his sales staff based upon sales volume and gross margin on each sale. This BEST describes ______.
Objective appraisal ----------------- also called results appraisals, are based on facts and are often numerical. In these kinds of appraisals, you would keep track of such matters as the numbers of products the employee sold in a month, customer complaints filed against an employee, miles of freight hauled, and the like.
_________ typically takes place in the workplace while employees are performing job-related tasks.
On-the-job training. --------------------------- This training takes place in the work setting while employees are performing job-related tasks. Four major training methods are coaching, training positions, job rotation, and planned work activities.
During his interview at Rickson Electric, Hal was handed a malfunctioning switch, given a toolbox, and asked to fix the switch. What kind of employment test does this describe?
Performance test
Which of the following is an example of a hostile work environment?
Tamicka's boss repeatedly touches her hair or hands while he is speaking with her, even though she has told him that this makes her uncomfortable. --------------------- the hostile environment type, in which the person being sexually harassed doesn't risk economic harm but experiences an offensive or intimidating work environment
Which law established a minimum wage for workers, set limits for child labor, and established overtime pay?
The passage of the Fair Labor Standards Act of 1938 ----------------------------- established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage (currently $7.25 an hour; 29 states have higher minimums, 5 states do not have minimums) and a maximum workweek (now 40 hours, after which overtime must be paid), along with banning products from child labor. Salaried executive, administrative, and professional employees are exempt from overtime rules.
Jennifer rates her employees on subjective attributes such as attitude, honesty, inspiration to others, leadership, or initiative. This is what type of appraisal?
Trait ------------------------ Trait appraisals are ratings of such subjective attributes as "attitude," "initiative," and "leadership." Trait evaluations may be easy to create and use, but their validity is questionable because the evaluator's personal bias can affect the ratings.
Refusing to hire or promote an individual or making other employment decisions based upon factors such as race, religion, or ethnicity is referred to as workplace _______.
discrimination
Which is the most effective source for external recruiting according to human resource professionals?
employee referrals
Ability, performance, and personality tests are the three most common types of _______ tests.
employment --------------- employment tests are legally considered to consist of any procedure used in the employment selection decision process, even application forms, interviews, and educational requirements
Every six months, Fran has a meeting with her manager to discuss her performance, the goals of which were specified in the meeting six months earlier. This is an example of a(n) ____________ performance appraisal.
formal
The economic or productive potential of employee knowledge, experience, and actions is referred to as __________ capital.
human
When an organization evaluates people based on the economic or productive potential of their knowledge, experience, and actions they are viewing them as ________.
human capital
Scott is a manager at a large electronics company. His primary role within the organization is to plan for the "people needs" of the business, and then attract, develop and retain an effective workforce. Scott is involved in ________ management.
human resource (HR)
Organizations use __________ such as commissions, profit-sharing, bonuses, and stock options to attract and retain top performers.
incentives
One of the employment tests Jane had to complete as part of the selection process was an online assessment that asked questions such as, "During the past 12 months, have you been given too much change by a cashier and kept the money?" and "How many times did you cheat on an exam during your senior year of high school?" Based on these questions, it would appear that Jane completed a(n) _____________ test.
integrity
One key advantage to __________ recruiting is that hiring risks are minimized because job applicants are already known and are familiar with the organization.
internal
A human resource __________ is a listing of the organization's employees by name, education, training, languages, and other important information needed to identify qualified individuals for openings within the organization.
inventory
Belinda's boss shouts at her and uses profanity when he is upset and has humiliated her in staff meetings by belittling her opinions and calling her "stupid." These are examples of _____________.
Bullying --------------- repeated mistreatment of one or more persons by one or more perpetrators; it is abusive physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating, or intimidating.
"Using the brains instead of their brawn" BEST describes ________ workers.
knowledge. ----------------------- A knowledge worker is someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labor. Knowledge workers add value to the organization by using their brains rather than their muscle and sweat, and as such they are the most common type of worker in 21st-century organizations.
Don was temporarily dismissed from his company because sales are slow. When the situation improves at the company, he will likely be brought back as an employee. This is an example of being ___________.
laid off
The person hired as a third party to carry out mediation is called the _____________.
mediator ----------------------- listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution. Mediators may be lawyers or retired judges or specialists in various fields, such as conflict resolution or labor matters.
The continuous cycle of improving job performance through defining performance, monitoring and evaluating performance, reviewing performance, and providing consequences is known as ______________.
performance management
Adjustment, energy, sociability, independence, and need for achievement are measured on _________ tests.
personality
During his interview, Mike was repeatedly given hypothetical scenarios and asked how he would respond. This is an example of a(n) _________ interview.
situational. ------------------ the interviewer focuses on hypothetical situations.
The economic or productive potential of strong, trusting, and cooperative relationships is referred to as __________ capital.
social
Developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs is referred to as _______ human resource planning.
strategic ------------------------- Strategic human resource planning consists of developing a systematic, comprehensive strategy for (a) understanding current employee needs and (b) predicting future employee needs
Which of the following is responsible for the enforcement of antidiscrimination and other employment-related laws?
Equal Employment Opportunity (EEO) Commission ------------------------- The effort to reduce discrimination in employment based on racial, ethnic, and religious bigotry and gender stereotypes began with Title VII of the Civil Rights Act of 1964. This established the Equal Employment Opportunity (EEO) Commission, whose job is to enforce antidiscrimination and other employment-related laws.
Match the two types of workplace discrimination to the correct description.
Adverse impact - occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class (such as Hispanics) over another group of people (such as non-Hispanic whites). Disparate treatment - results when employees from protected groups (such as disabled individuals) are intentionally treated differently.
Ricki is a middle manager at a software design company. Her employer has asked her to complete her MBA to improve her ability to move to higher level positions within the organization. This is an example of ______.
Development --------------------------- Development is educating professionals and managers in the skills they need to do their jobs in the future.
Which of the following are typical reasons for which employees might be transferred? Check all that apply.
Employees might be transferred for four principal reasons: (1) to solve organizational problems by using their skills at another location; (2) to broaden their experience in being assigned to a different position; (3) to retain their interest and motivation by being presented with a new challenge; or (4) to solve some employee problems, such as personal differences with their bosses
Salaried executives, administrative, and professional employees are exempt from over time rules as outlined in the __________.
Fair Labor Standards Act of 1938 ------------ established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage (currently $7.25 an hour; 29 states have higher minimums, 5 states do not have minimums) and a maximum workweek (now 40 hours, after which overtime must be paid), along with banning products from child labor. Salaried executive, administrative, and professional employees are exempt from overtime rules.
In order to achieve equality of opportunity within its organization, Clarkson Company has taken steps such as active recruitment, the elimination of prejudicial interview questions, and establishment of minority hiring goals. Clarkson's efforts can be BEST described as _________.
affirmative action --------------------------- Affirmative action focuses on achieving equality of opportunity within an organization. It tries to make up for past discrimination in employment by actively finding, hiring, and developing the talents of people from groups traditionally discriminated against. Steps include active recruitment, elimination of prejudicial questions in interviews, and establishment of minority hiring goals. It's important to note that EEO laws do not allow the use of hiring quotas
Derrik is the manager of a large restaurant. Three times a week, he shadows his servers to observe their flow of work and see how they service the customer. Derrik is understanding the basic elements of the server's job by participating in job _____________.
analysis ------------------------- The purpose of job analysis is to determine, by observation and analysis, the basic elements of a job. Specialists who do this interview job occupants about what they do, observe the flow of work, and learn how results are accomplished.
The decision made by a(n) _________ in a labor dispute, such as the award of damages, must be honored by both labor and management.
arbitrator --------------- Arbitration is the process in which a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.
Dax is an assembly line worker at an automotive plant. He is paid $14.50 per hour. This amount reflects the ______ of Dax's job.
base pay
During a(n) interview, the interviewer explores what the applicant has actually done in the past.
behavioral-description --------------------------- In the second type of structured interview, the behavioral-description interview, the interviewer explores what applicants have actually done in the past. Example: "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?" This question (the U.S. Army asked it of college students applying for its officer training program) is designed to assess the applicants' ability to influence others.
While it provides a more accurate assessment of an applicant's job-related personality characteristics, the _________ has been criticized as being overly subjective and more prone to interviewer bias. In addition, its format can cause legal trouble because some questions may be unrelated to the job.
unstructured interview ---------------------------- Like an ordinary conversation, an unstructured interview involves asking probing questions to find out what the applicant is like. There is no fixed set of questions asked of all applicants and no systematic scoring procedure. As a result, the unstructured interview has been criticized as being overly subjective and apt to be influenced by the biases of the interviewer. It is susceptible to legal attack because some questions may infringe on non-job-related matters such as privacy, diversity, or disability. Compared with the structured interview method, the unstructured interview has been found to provide a more accurate assessment of an applicant's job-related personality traits
union shop (four basic kinds of workplace labor agreements)
workers aren't required to be union members when hired for a job but must join the union within a specified time. not allowed in 22 states (right-to-work states)