HR 10,11,12

A. A BARS does not allow managers to rate the frequency with which an individual employee has exhibited each effective and ineffective behavior during the rating period, whereas a BOS does.

Which of the following is a difference between a behavioral observation scale (BOS) and a behaviorally anchored rating scale (BARS)?

B. A halo error occurs when all aspects of an employee's performance are rated positively, whereas a horns error occurs when all aspects of an employee's performance are downgraded.

Which of the following is a difference between a halo error and a horns error?

D. Unlike the Knights of Labor, the American Federation of Labor served as an umbrella organization.

Which of the following is a difference between the Knights of Labor and the American Federation of Labor?

B. A session conducted for the benefit of employees belonging to minority groups to integrate them into the daily activities of the firm

Which of the following is an example of a special program in career counseling?

A. Having employees enjoy productive and satisfying work careers

Which of the following is one of the ultimate goals of career management?

B. Individual assessment

Which of the following is the first step in effective career planning?

C. Establishing job duties

Which of the following is the first step of the performance-management process in a typical organization?

B. resistance point

During labor negotiations, the management of a company reaches the point where it states that it will give a maximum of 6-percent pay increase to all the employees of the company and not more. Despite threats of further agitation, the management sticks to its decision. In the given scenario, the management has reached its _____.

A. the shop steward

Each local union has an important elected position called _____, who is a regular employee who functions as a liaison between union members and supervisors.

D. a 360-degree appraisal

In _____, performance information is gathered from people on all sides of the manager: above, beside, below, and so forth.

B. better employment contracts

The American Federation of Labor (AF of L) focused on _____.

A. workers preferred the businesslike approach of the AF of L.

The American Federation of Labor (AF of L) grew rapidly in the early twentieth century because:

A. paired-comparison method

The _____ of performance appraisal involves contrasting each individual employee with every other individual employee, two at a time.

C. establishment stage

The _____ of the traditional career model involves creating a meaningful and relevant role in the organization.

A. the parties must return to the bargaining table.

If the union membership votes to reject the labor contract after an agreement has been reached between the union and management, then:

B. mandatory items

The employees of a manufacturing company are scheduled to have contract negotiations with their employer. While preparing for the negotiations, the employees and the employer decide the parameters of the bargaining session. They agree that wages, benefits, and working hours will be discussed during the session. In the given scenario, the employees and the employer will be discussing _____.

D. Career counseling

_____ involves interaction between an individual employee or manager in an organization and either a line manager or a human resource manager in that organization.

B. Frame of reference training

_____ is an approach that attempts to emphasize for managers the fact that performance is multidimensional in nature and to teach those managers about the actual content of various performance dimensions.

A. Labor relations

_____ is the process of dealing with employees who are represented by a union.

D. A career

_____ is the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life.

A. Exploration

_____ is the traditional career stage that involves identifying interests and opportunities.

A. Permissive items

_____ may be included in collective bargaining only if both parties agree.

A. The simple ranking method

Katy, a manager, is evaluating her team members by rating them from best to worst. This rating is based on their overall performance. Which of the following performance-appraisal methods is Katy using in the given scenario?

A. behavioral observation scale

A _____ is developed from critical incidents and uses a substantial number of critical incidents to define specifically all the measures necessary for effective performance.

A. wildcat strike

A _____ occurs when workers suddenly go on strike, without the authorization of the striker's union and while a binding labor agreement is still in effect.

A. they might be competing with a given worker for a promotion, which may affect their motivation to be accurate in their peer evaluations.

A disadvantage of using peers as a source of information for performance appraisals is that:

C. is not subject to the same legal requirements as those systems that are used for promotion decisions.

A performance-appraisal system that is used only for providing feedback:

C. target point

A(n) _____ is the desired result that management tries to achieve on items being negotiated.

C. performance appraisals

Andy, a regional manager at a marketing firm, must formally evaluate his immediate subordinates every year. He does so by using a management-by-objectives system. In the given scenario, Andy is involved in _____.

D. contrast errors

Except for _____, it is not always clear that errors in performance appraisals are really errors.

A. distributional error

In the context of performance appraisals, a _____ occurs when a rater tends to use only one part of a rating scale.

C. distributional errors

In the context of performance-appraisal methods, one of the major criticisms that had been leveled against graphic rating scales is that they were especially prone to a series of _____.

B. graphic rating scale

In the context of the methods for appraising performance, a _____ consists of a statement or question about some aspect of an individual's job performance.

D. Union organizers strive to get 30 percent of the eligible workers within the bargaining unit to sign authorization cards requesting a certification election.

In the context of the process of unionization, which of the following is the next step after the National Labor Relations Board (NLRB) defines the bargaining unit?

B. disengagement stage

In the context of the traditional model of career stages, individuals are likely to view work as less important and find other sources for fulfilling their personal needs and goals in the _____.

C. Major League Baseball Players Association

In the context of union-management relations, the _____ was organized in 1953 to protect the nonstars in baseball by fighting for higher wages, a pension plan, and compensation when a player was unable to play because of an injury.

B. Knights of Labor

In the context of unionization in the United States, the _____ was founded in 1869, and its leaders admitted anyone to membership, regardless of race or creed, except for those they considered to be social parasites.

B. the bargaining unit

In the context of unionization, _____ refers to the specifically defined group of employees who are eligible for representation by the union.

B. becomes the individual's performance appraisal.

In the management-by-objectives (MBO) system of performance appraisal, an individual's degree of goal attainment:

A. resistance point

In the negotiation process, a party makes a final offer exactly at the _____ of the other party when it finds out the maximum amount the other party is willing to pay.

D. petition the National Labor Relations Board to conduct an election.

In the process of unionization, after union organizers get 30 percent of the eligible workers within the bargaining unit to sign authorization cards, they must:

D. size of the bargaining unit.

In the unionization process, the number of representatives that the National Labor Relations Board (NLRB) sends to a company to conduct an election is based on the:

D. their spouses have retired.

Individuals are more likely to retire when:

B. leniency error

Leroy, a senior manager, has been preoccupied with moving the marketing division of Clifford Inc. to its new office. As he could not monitor the work of his subordinates, he decides to give high ratings to all his subordinates in their performance appraisals, irrespective of their actual performance. In the given scenario, Leroy is most likely to commit a _____.

C. have formal career-planning systems for their managers.

Most companies with a reputation to be great places to work:

C. computer monitoring

One relatively new innovation in performance-appraisal methods is the use of _____.

D. contextual performance

Organizational citizenship behaviors are behaviors associated with _____.

A. managers and employees do not use the same set of standards to rate performance.

Performance appraisals cannot accomplish their goals if:

A. permissive items

Prior to collective bargaining for a new labor contract, both the management and the union members of a shoe factory decide that it is important that they discuss the issue of the employment of contingent workers in the organization. Both parties thereby include it as a negotiable point for the bargaining session that, if agreed upon, will be entered into the new contract. This point of negotiation falls under the category of _____.

A. Taft-Hartley Act

Robert, the president of the labor union of a company, speaks to the management of the company about the requirement for an extra worker to assist in the delivery process. He suggests hiring one of his cousins for the job, as his cousin has prior experience in the field. The management, however, finds out that there is no requirement for another worker in the unit and Robert made up the reason solely to get a job for his cousin. In the given scenario, Robert has violated the _____.

A. forced-distribution method

Several firms have claimed to have dropped performance appraisals completely and focused entirely upon performance management. Much of this reaction stems from the use of the _____ for appraising performance.

D. A behaviorally anchored rating scale

The following item appears on an employee evaluation form of an organization: How does the employee react when faced with challenging tasks? 1 = Gets nervous and asks the supervisor for help 2 = Looks into the problem and asks peers for solutions 3 = Makes a list of possible solutions and shows them to the supervisor 4 = Comes up with innovative solutions on his own and fixes the problem within time Which of the following methods of performance appraisal is the organization using?

D. to improve employee performance.

The goal of performance management is:

D. an impasse.

The negotiations between the management and the union members of a telecommunications company have been going on for four months. However, both parties are unable to agree on a contract. They now feel that reaching an agreement is not imminent. In this case, the management and the union members have reached:

A. rating contextual performance.

The performance-appraisal process at Lorenzo Inc. requires a manager to evaluate organizational citizenship behaviors, such as volunteering for unpleasant tasks and integrating new employees into the team, and reward the employees accordingly. In the given scenario, the manager is:

C. contingent workers

The pool of _____ is a source of replacement labor for companies.

B. cut down on overall costs.

The primary reason for companies to export jobs to other countries is to:

C. asking the National Labor Relations Board to define the bargaining unit.

The second step in the unionization process is:

C. The Landrum-Griffin Act

The union president of Grenthall, the national union office of the Social Youth Union, is asked to step down from his position as the management discovered that he was a convicted felon. In the given scenario, which of the following acts is the management implementing?

B. white males in blue-collar jobs.

Traditionally, union members have been predominantly:

D. the shop steward

When there is a difference of opinion between an employee who is a union member and his or her supervisor, the employee can initially take his or her complaint to _____.

B. Favoritism toward specific workers

Which of the following factors could impact a supervisor's motivation, rather than ability, to provide a meaningful performance appraisal?

B. In the establishment stage, individuals begin to create a relevant role for themselves in the firm, whereas in the maintenance stage, individuals reach a level in the firm that optimizes their talents.

Which of the following is a difference between the establishment and the maintenance stages of a traditional career?

B. The inclusion of more women and ethnic minorities in the workforce composition

Which of the following is a factor that has led to a decline in union membership in recent times?

C. Both are developed from critical incidents.

Which of the following is a similarity between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)?

B. Both are types of distributional errors in performance appraisals.

Which of the following is a similarity between leniency and central tendency?

B. Both were composed of various craft unions.

Which of the following is a similarity between the Knights of Labor and the American Federation of Labor?

D. Communication

Which of the following is a step in career planning where an organization integrates its performance-management system with its career-management system?

A. It dramatically increases reliability by providing specific behavioral examples to reflect effective and less effective behaviors.

Which of the following is an advantage of a behaviorally anchored rating scale (BARS) system?

B. Employees figure some interest in joining a union.

Which of the following occurs in the first step of the unionization process?

B. A leniency error

Which of the following rating errors occurs when a manager assigns relatively high performance ratings to all employees?

A. A severity error

Which of the following rating errors occurs when a manager gives low ratings to all employees by holding them to an unreasonably high standard?

C. It is the specific and formal evaluation of an employee to determine the degree to which the employee is performing his or her job effectively.

Which of the following statements defines a performance appraisal?

A. They provide no information about the difference between the persons ranked first and second.

Which of the following statements is a disadvantage of ranking methods for performance appraisals?

A. It results in a stronger and effective workforce for a firm.

Which of the following statements is true of effective career planning?

C. It is the ultimate goal of performance-appraisal activities.

Which of the following statements is true of performance management?

D. Feedback is relatively straightforward and easy to interpret.

Which of the following statements is true of rating performance based on outcomes?

D. It served as an umbrella organization, with members joining individual unions affiliated with it.

Which of the following statements is true of the American Federation of Labor (AF of L)?

D. It organized the steel, mining, and meatpacking industries.

Which of the following statements is true of the Congress of Industrial Organizations (CIO)?

D. It was established as a response to public outcries against the strikes following World War II.

Which of the following statements is true of the Taft-Hartley Act?

B. They are almost always written down.

Which of the following statements is true of the goals set under the management-by-objectives (MBO) system of performance appraisal?

A. The highest growth in the performance of an individual occurs during this stage.

Which of the following statements is true of the maintenance stage of a traditional career?

B. A decertification election is conducted when 30 percent of the eligible employees in the bargaining unit sign the decertification cards.

Which of the following statements is true of union decertification?

A. Unions recognize that they do not have as much power as they once held.

Which of the following statements reflects a current trend in union-management relations in the United States?

A. A severity error

Xavier, a sales manager, set extremely high daily sales targets for his subordinates. As only three of his subordinates were able to meet those targets, he gave poor ratings to all subordinates, including those who achieved the targets, in their performance appraisals. Which of the following errors did Xavier make?