MG 210

Elizabeth was hired as a customer care executive, along with five others, by a telecommunication provider during a period when they were extremely short-staffed. However, her employees soon realized that she was impatient, easily irritated, and lacked motivation. They even began to receive complaints about her behavior from angry customers. In hiring Elizabeth, her employees were guilty of a(n) ____________.

Accept error

Steve, a human resources manager, wants to let potential candidates know about the minimum qualifications that they should possess in order to successfully perform the jobs they have applied for. What should he do?

He should write a job specification.

____________ is an example of a high-performance work practice.

Increasing employee access to information

A written statement that explains the job content, environment, and conditions of employment is called a ____________.

Job description.

Six months into Wade's tenure as sales manager, he hosts his first regional sales meeting. During the course of the meeting Wade meets individually with his employees and shows the a chart of their sales numbers for each month compared to their budget quota for the year to date. Additionally, Wade and each employee set mutually agreed-upon budget goals for the remaining six months of the fiscal year. Wade is utilizing the ____________ method of performance appraisal.

MBO

A ____________ is a method of performance appraisal where each employee is rated in comparison to other employees in his work group

Multiperson comparison

Tim is a candidate for an automotive mechanic's position. He is asked to deconstruct and reconstruct part of an engine motor to demonstrate his skill. This is an example of a(n) ____________.

Performance-simulation test.

In which of the following traditional training methods are employees made to work at different jobs in a particular area in order to get exposure to a variety of tasks?

Training by job rotation.

The burden to prove that selection devices used by managers to differentiate applicants are validly related to job performance is on managers. True or False?

True

After considering the option for a longtime, Jane's company has finally decided that it must "right-size" and this meant coming up with a plan for reducing the current size of the workforce at her manufacturing plant. The job was left to her, and as much as she hated doing this part of her job, it was necessary for the survival of the company and not just an effort to inflate their stock price. Jane also appreciated her company's attempt in trying to do what it takes to enhance profitability. In her next meeting with the senior management, Jane suggests that they should ignore the openings by voluntary resignations and not hire more people now. This would avoid much of the pain associated with workforce reduction in future. This implies that Jane favors ____________.

Attrition