MGMT 330 Exam 3

Employee turnover at Wholesome Publishing is low, but many employees in the Children's Book Division seek transfers to other divisions. Which situation is most likely to explain the employees seeking to leave the Children's Book Division? The pay structure at Wholesome Publishing is too low. Employees consider the manager of the Children's Book Division to be unfair. The manager of the Children's Book Division properly channels employees' expressions of dissatisfaction. Employees in the Children's Book Division are looking for help from outside Wholesome Publishing. Employees' complaints, confrontations, and grievances feel threatening to others.

Employees consider the manager of the Children's Book Division to be unfair.

Karen and Ethan execute the same roles and responsibilities at their organization. However, Ethan earns more than Karen. Under the laws governing equal employment opportunity, which statement will justify the organization's decision to pay Ethan more than Karen? Ethan is white, and Karen is black. Ethan has more experience than Karen. Karen has a hearing impairment. Men have more stamina, so they can work longer hours. Karen is an immigrant.

Ethan has more experience than Karen.

_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public. Emotional behavior Ethical behavior Physical behavior Mental behavior Cognitive behavior

Ethical behavior

Dylan, a vice president of human resources, recommends adding self-appraisals to the company's performance management system. The other executives wonder why, since people would certainly want to inflate scores of their own performance. Which statement best supports Dylan's idea of using self-appraisals? Self-ratings are the best source of information. Differences between employees' self-ratings and peer's ratings can be fruitful topics for discussion. Employees can wait until after a feedback session to evaluate their own performance. Evaluating one's contributions gets employees thinking about their performance. Self-appraisals are especially important when an employee's job requires direct service to customers.

Evaluating one's contributions gets employees thinking about their performance.

Which manager is using the most effective approach to conducting a performance feedback session? Bianca focuses on her employees' personalities, as she helps each one work with her to solve problems. Pamela tells each employee his or her ratings and then justifies each rating, citing specific behaviors. Craig goes through the evaluation form, point by point, telling why he provided the information in each item. Evan works with each employee to solve performance problems respectfully, focusing on behaviors. Ruby lets the employee voice his or her opinions, and then she replies with her assessment of the employee's personality traits.

Evan works with each employee to solve performance problems respectfully, focusing on behaviors.

The human resource department of Tull Time is reviewing its performance management system to make sure it can show fairness if an employee ever complains of discrimination. Which statement is a problem that must be addressed if Tull Time is to meet that goal? Research shows that female managers give fairer appraisals than male managers. Most appraisal instruments are so objective that supervisors find them inflexible. Employees assume that rating errors are common, though they are rare. Evidence shows that raters tend to give higher ratings to persons of the rater's own race. Performance management systems often punish people for whistleblowing.

Evidence shows that raters tend to give higher ratings to persons of the rater's own race.

Which federal law establishes a minimum wage and requirements for overtime pay and child labor? Fair Labor Standards Act Americans with Disabilities Act Family and Medical Leave Act Employee Retirement Income Security Act Equal Pay Act

Fair Labor Standards Act

Deepak, a trainee at NextGen Corp., is known among his colleagues for his arrogance, rude behavior, and short-tempered nature. His supervisor, Garin, does not feel like Deepak is performing well and wants to fire him. However, Marissa, the manager of the HR department, advises Garin to rethink his decision in order to avoid the possibility of Deepak reacting violently or filing a lawsuit when he receives the news. In this scenario, which situation is most likely to result in an amicable discharge of Deepak from NextGen Corp.? Garin accuses Deepak of substance abuse and warns him to get help or be fired. Marissa ask Gavin to give Deepak more training, and if he doesn't perform well, then Gavin can fire him. Garin encourages Deepak to think about whether he is a good fit for the job and whether he might want help finding another. Garin does not believe in the concept of outcome fairness, so he does not intend to consider Marissa's advice. Deepak thinks the source of his troubles at NextGen Corp. is that Garin dislikes him and wants him to fail.

Garin encourages Deepak to think about whether he is a good fit for the job and whether he might want help finding another.

Which situation is an example of involuntary turnover? Franny, an employee at PrintMe, is suspended for a week because of workplace violence. Sasha, a supervisor at XTL Inc., decides to leave her job because she is moving to another country. Ricardo, a manager at Care Co., resigns from his job because he has a better job offer from another company. Xi, an employee at Future Furnishing, wants to leave her job to pursue a college degree. Gisele, an employee at Innovative Tech, is fired because of theft.

Gisele, an employee at Innovative Tech, is fired because of theft.

Barry, a manager at a leading IT firm, is reviewing trends in his department. He notices the programming team has significantly increased the amount of work they have completed, but the testing team continues to stay at the same productivity level. What human resource information system tool would allow Barry to view such data? expert system cloud computing database decision support system HR dashboard judge-advisor system

HR dashboard

The HR department at TRP Consulting uses a human resource information system (HRIS). The employees of the department can view and track their individual progress as well as the progress that the department has made using HRIS. The component of the HRIS that enables this is called an HR banner. HR bulletin board. HR showcase. HR dashboard. HR scroll.

HR dashboard.

To determine the outcomes of the HR functions at Veranda International, several top-level managers suggest conducting a formal review of the HR department to evaluate its functions. The CEO approves the implementation of this suggestion. Which way to measure the effectiveness of human resource management would Veranda use? HRM functions HRM audit HRM analytics HRM programs HRM activities

HRM audit

Saad was an employee at a chemical company called FGR Inc. He noticed that several of the security personnel at FGR allowed tankers to be filled over the legal limit with highly inflammable gases. Saad gathered ample evidence of such instances and presented it to senior management. A few months later, the company had not acted, and Saad contacted the Occupational Safety and Health Administration. Less than a week later, the company fired Saad. Assuming that Saad had not had disciplinary issues and wanted to file a claim alleging he was wrongfully discharged, what would be the strongest basis for his claim? He was disciplined for doing what the law requires. He was disciplined for violating public policy. His dismissal was a result of racial discrimination. His dismissal violated his privacy. The company did not provide proper notification of the layoff.

He was disciplined for doing what the law requires.

Helen, a supervisor at Covington Materials, asks Hunter, the human resource manager, for advice on delivering performance feedback. Helen finds that the meetings tend to be confrontational and don't lead to performance improvement. She tells Hunter how she carefully fills out the appraisal form ahead of time and then invites the employee into the conference room to discuss her feedback immediately, before the employee has time to think up excuses for poor performance. What advice should Hunter give Helen for delivering performance feedback? Helen should move the feedback meetings into her own office. Helen should have Hunter conduct the feedback meetings. Helen should forbid employees from overstating their accomplishments. Helen should give employees a chance to complete a self-assessment ahead of time. Helen should define all areas for discussion when she fills out the appraisal form.

Helen should give employees a chance to complete a self-assessment ahead of time.

Identify the advantage of a relational database. It facilitates the storage of employee information in a single, large file. It replicates the traditional method of filing employee data by name, a system that is strongly preferred by organizations worldwide. It helps HR staff in retrieving information about specific applicants. It helps people arrive at decisions that reflect expert knowledge. It is designed to exclusively meet the needs of the HR department.

It helps HR staff in retrieving information about specific applicants.

What is a characteristic of delayering? It increases an organization's flexibility. It increases the opportunities for promoting employees. It sets pay according to the employees' level of knowledge. It encourages a climate of learning. It decreases the flexibility of managers in making assignments.

It increases an organization's flexibility.

Which statement is true about task design? It determines what type of information to gather to reduce errors in planning. It empowers people to perform better and create goals that match an organization's goals. It allows the recruitment of prospective candidates to occur in an easier manner. It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met. It involves the clustering of details pertaining to an organization's required activities.

It involves the clustering of details pertaining to an organization's required activities.

Which of the following best defines job withdrawal? It is the loss of jobs within an organization due to adverse economic forces. It is a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. It is the retracting of a job offer following the results of a pre-employment physical examination. It is a psychological state employees experience upon a job dismissal or retirement. It is the retraction of an employment offer following failure to join on an agreed date.

It is a set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally.

Identify the correct statement regarding an employee assistance program. It is a system that supervisors can use to refer their employees for professional treatment when necessary. It is a company-sponsored program to help employees manage the transition from one job to another. It cannot be recommended by union representatives. It involves taking the help of a neutral party though a nonbinding process to solve issues among employees. It involves hiring an arbitrator from outside the organization to hear cases or disputes among employees.

It is a system that supervisors can use to refer their employees for professional treatment when necessary.

Discount Furniture has seen sales decline in a highly competitive environment. To be able to offer a lower-cost product, management decides to close its factory in North Carolina, laying off 85 workers from the company's 465-person workforce. Under the Workers' Adjustment Retraining and Notification Act, what must Discount Furniture do? It must explain employment-at-will principles to the employees. It must give the employees 60 days' notice before it can begin the layoffs. It must provide all the employees with exit interviews. It is required to seek legal advice to identify any exemptions available. It must request employees' consent before releasing their job records.

It must give the employees 60 days' notice before it can begin the layoffs.

Which statement is true about a learning organization? It actively resists organizational change. It usually considers organizational learning a barrier to the dissemination of corporate culture. It supports lifelong learning by enabling all employees to continually acquire and share knowledge. It places a relatively low importance on innovation. It considers training a superfluous corporate ritual.

It supports lifelong learning by enabling all employees to continually acquire and share knowledge.

What is a drawback of a minimum wage in terms of social policy? It assumes people will take differences in pay into account when they choose a career. It is one and a half times the employee's usual hourly rate. It applies only to the hours worked beyond 40 in one week. It places the employer at an economic disadvantage relative to employers that pay the living wage. It tends to be lower than the earnings required for a full-time worker to rise above the poverty level.

It tends to be lower than the earnings required for a full-time worker to rise above the poverty level.

Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation? Lillian should define new performance outcomes that do not include checking order status. Jason should develop more realistic goals that do not include checking order status. Lillian and Jason should set new performance standards that are more realistic. Lillian should arrange for training so Jason can learn how to look up the status of orders. Lillian should provide Jason with ongoing performance feedback.

Lillian should arrange for training so Jason can learn how to look up the status of orders.

When Thomas Inc. dismissed Jim, his supervisor told him the reason was that he did not meet performance standards. The supervisor assumed that would prevent Jim from claiming he had been dismissed unjustly. What is the main flaw in the supervisor's assumption? People who file lawsuits for unjust dismissal are usually lying. People who sue for unjust dismissal usually claim the real reason for the dismissal differs from what the employer said. People who file lawsuits for unjust dismissal are irrational. Lawsuits often challenge an organization's performance management system. The supervisor provided Jim with inadequate coaching.

People who sue for unjust dismissal usually claim the real reason for the dismissal differs from what the employer said.

Choose the correct statement about personal dispositions. People with a positive core self-evaluation tend to experience job satisfaction. Rather than doing nothing, people with negative core self-evaluations always act aggressively toward the people they blame. In general, job turnover is higher among employees who are high in emotional stability and conscientiousness. People with negative affectivity tend to be satisfied with their jobs after changing their occupations. Core self-evaluations are bottom-line opinions that are positive in nature.

People with a positive core self-evaluation tend to experience job satisfaction.

Keegan, the human resource manager at R&S Inc., is advising the company's business executives that paying more for labor than competitors can support the company's strategy. Under what conditions might Keegan's idea be most valid? R&S pays more to attract top talent, applying employees' knowledge to be more innovative than competitors. R&S intends to charge more than competitors for the same kinds of products. R&S hopes other companies will eventually match R&S's pay scale. Labor costs are a large part of R&S's total costs. R&S is developing a low-price strategy that will generate more sales.

R&S pays more to attract top talent, applying employees' knowledge to be more innovative than competitors.

Delany, the learning and development manager at StudyHelpers Inc., believes that in addition to providing superior benefits to employees, it is important to create an environment in which employees are able to develop. She suggests a new program that encourages employees take time out of their workday to research relevant topics and share knowledge with their colleagues. Which statement best supports the value of this program to StudyHelpers? Any increase in learning activities in an organization increases workload and decreases the time available to handle the workload. Conversing with co-workers should occur during employees' free time, not as part of their daily work activities. The time that employees spend in research may interfere with projects that must be accomplished under tight deadlines. Shared knowledge can lead to new innovations for StudyHelpers, as well as the development of internal talent. Employees will use the knowledge they've acquired to assert their intellectual superiority over management.

Shared knowledge can lead to new innovations for StudyHelpers, as well as the development of internal talent.

Which statement is true about skill-based pay? Skill-based pay provides a way to ensure that employees can use their new skills. Gathering market data about skill-based pay is easy. Skill-based pay ensures that the employer pays the employee for learning skills that benefit the employer. Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures. Skill-based pay does not require records related to skills, training, and knowledge acquired.

Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures.

The human resource department of Wallace Corp. brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean? Some attitudes that are being measured are unrelated to success on the job. Results gathered in certain ways are inconsistent from one rater to another. Results gathered in certain ways are inconsistent over time. Some behaviors that contribute to business success are not being measured. The performance measures are too vague to provide useful guidance.

Some behaviors that contribute to business success are not being measured.

William, a supervisor, is discussing an employee with Barb, the human resource manager at his company. The employee's performance has been falling, and the employee has been absent on several workdays. William is concerned about this change in behavior. The HR manager suggests that William encourage the employee to contact the employee assistance program (EAP) for a referral to a counselor. In which situation would Barb's advice be most appropriate? The employee no longer has the ability to carry out the tasks required for the job. The employee probably would respond to some praise and encouragement. The employee is unaware of the significance of the performance problem. The employee has the necessary skills but lacks motivation. The employee lacks motivation as well as the necessary knowledge and skills.

The employee has the necessary skills but lacks motivation.

Ergo Co. is a manufacturing company based in Texas. In the year after Ergo Co. implemented a comparable-worth policy, its expenses increased, and as a result, profits declined. What difficulty of comparable-worth policies does this example illustrate? The employer is at an economic disadvantage because of increased pay for some jobs. The policy overlooks the undervalued work performed by women. The policy uses job enrichment to establish a pay structure based on market rates. The employer ignores the evaluation points for each job. Employees in lower-paid jobs are encouraged to meet the goal of comparable worth.

The employer is at an economic disadvantage because of increased pay for some jobs.

A manufacturing firm aims to become a high-performance work system. To do this, a survey team asks employees for comments and suggestions on how they can improve the firm. Some of the newest hires say they feel left out of decision-making processes, while some of the experienced employees say their objections towards the firm switching to cheaper manufacturing equipment went unheard. Which condition would help the firm strengthen the formation of its high-performance work system? The newest employees should be encouraged to focus on their tasks rather than being involved in improving work methods. The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods. The new employees should be left out of planning changes because they are not accustomed to the firm's way of doing things yet. The firm should hire a third party to gain an outsider's assessment on what needs to be done. The survey team should ignore the employee comments and push for the changes they would like to see instead.

The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods.

Elliot, a human resource manager, tells managers in his organization that following the system of progressive discipline requires written documentation at every step of the process. In which situation could this be optional? The organization is suspending an employee. The manager responds to the second of a series of unacceptable behaviors. The manager reminds an employee that a minor first-time offense is against policy. The manager decides to dismiss the employee. The organization does not follow the principles of the hot-stove rule.

The manager reminds an employee that a minor first-time offense is against policy.

Spencer & Solomon, CPAs, brought in an HR consulting firm to evaluate the firm's performance management system. The firm has offices in six locations, and the manager of each location rates the office's staff members using a 5-point rating scale. After studying the appraisal results from the past three years, the consultants reported that they cannot make comparisons among the offices. What is the most likely problem? The consultants aren't qualified to analyze this type of rating system. One office has exceptional people, so contrast errors are occurring. The managers let their opinions of one quality color their opinions of others. The managers are making distributional errors, each using only part of the rating scale. The managers tend to give higher ratings to people they consider similar to themselves.

The managers are making distributional errors, each using only part of the rating scale.

Catarina, the founder of Platter Place, believes in employee empowerment, so as soon as she began hiring managers, she made subordinate reviews part of her company's performance appraisal system. However, she and her human resource manager have realized that the managers don't always place enough emphasis on efficiency and results, perhaps out of fear that their employees will give them lower ratings. What would be the best way for Platter Place to use subordinate feedback? Discontinue subordinate feedback, because it has undesirable consequences. Require that the employees giving subordinate feedback identify themselves. Give the employees greater opportunities to observe the behavior of their manager. Use the results of subordinate feedback to identify avenues for employee development. Limit the information gathering by subordinates to short periods once a year.

Use the results of subordinate feedback to identify avenues for employee development.

Gizmo Multimedia Corp. is an organization that follows the process of progressive discipline. The organization communicates with Lyla, an employee, about unacceptable behavior and responds to a series of her offenses. Which step would immediately precede a threat of temporary suspension? a letter informing about her demotion an unofficial spoken warning an official written warning a termination letter a letter informing Lyla about her transfer

an official written warning

Brianna, a supervisor in a shoe store, observes Charles, an employee, becoming anxious and defensive when a customer complains about some shoes. The customer reacts to Charles' behavior by raising her voice and demanding to talk to a manager. When should Brianna give Charles performance feedback related to his handling of customer complaints? at Charles' annual performance appraisal within the next few weeks, whenever she has time for a formal meeting with Charles as soon as she has time to list all of Charles' areas for improvement as soon as she is finished talking with the complaining customer during the next month in which performance appraisals are scheduled

as soon as she is finished talking with the complaining customer

New technology usually involves _____, which is using equipment and information processing to perform activities that had been performed by people. downsizing outsourcing offshoring automation diversification

automation

The _____ performance management method requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period. behaviorally anchored rating scale behavioral observation scale graphic rating scale mixed-standard scale forced-distribution scale

behavioral observation scale

The slogan of Nature's Source Products is "Loving the Planet." This is more than just an advertising message. The company hires people who not only have job-related skills but also a commitment to sustainability and enjoyment of nature. The employees regularly have opportunities to sign up for service projects such as river cleanups and recycling drives. Employees are enthusiastic about developing and marketing products made with all-natural ingredients sustainably sourced. The HR department uses its communication tools to remind employees about how everyone contributes to realizing this eco-friendly vision for the company. Together, these efforts at Nature's Source Products create brand alignment. a learning culture. critical systemic thinking. knowledge sharing. continuous learning.

brand alignment.

What is the result of combining more assignments into a single layer, thus giving managers more flexibility in making assignments and awarding pay increases? outsourcing broad bands rightsizing benchmarks downsizing

broad bands

The management of D&D Group wants to begin electronically monitoring the computer work of the employees who process claims filed by customers. Eden, the company's human resource executive, expects that employees will resist the monitoring, because they will feel robbed of their human dignity. How could the human resource department best address this concern? by telling employees the company has reason to believe something is wrong with their performance by keeping quiet the real purpose of the monitoring by making the data available on the company's intranet, so employees can compare their daily results with what others accomplished by applying the data to employee development programs that can help employees advance in their careers by sending the data to employee assistance programs to help with their mental health problems

by applying the data to employee development programs that can help employees advance in their careers

Maria and Devin are both data-entry clerks in the same department of a company. On the anniversary of her employment, Maria receives a 2 percent increase in salary. Later that day, while talking to Devin, she learns that on his anniversary, his pay increase was 4 percent. How could the company's supervisor and human resource department best ensure that Maria will perceive outcome fairness in this situation? by reducing Devin's raise, so everyone gets the same amount by demonstrating that raises of different sizes are associated with differences in performance by increasing Maria's raise, so everyone gets the same amount by reserving the largest raises for the most serious offenses by treating Maria with dignity and respect

by demonstrating that raises of different sizes are associated with differences in performance

Century Clothes is a retailer with outlets in more than 30 cities in the United States. After a recent expansion of an additional 25 outlets, Century Clothes looked to expand its IT infrastructure to make it easier for workers to apply for jobs and for employees to submit their time sheets. The IT department decided against increasing the capacity of the company's servers. Instead, the team used a third-party hosting service for running these applications. The employees at the megastores are allowed access to this information through a web interface. In this scenario, Century Clothes is employing expert systems. relational database management. cloud computing. an HR dashboard. decision support systems.

cloud computing.

Techniques., a software company, uses job evaluations to establish the value of its jobs in terms of criteria such as their difficulty and their importance to the organization. The company then compares the evaluation points awarded to each job with the pay for each job. If jobs have the same number of evaluation points but are not paid equally, the pay of the lower-paid job is raised. Based on the scenario, identify the policy adopted by the company. comparable-worth policy minimum wage policy average pay policy merit pay policy piecework rate policy

comparable-worth policy

Which of the following is a customer satisfaction measure that indicates the success of the compensation system designed by the HR department of an organization? competitiveness in the local labor market the ratio of average salary offers to the average salary in the community per capita (average) merit increases the percentage of overtime hours to straight time the ratio of recommendations for reclassification to number of employees

competitiveness in the local labor market

The employees at the Seacliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for. They then implement the ideas resulting from their research. This is an example of brand alignment. continuous learning. employee engagement. performance management. expert systems.

continuous learning.

Benny, a supervisor, needs to assess Amanda's, a subordinate's, performance. He considers Amanda to be reliable and meets all his requirements, so he rates her as a good performer. But then Benny thinks about an exceptional employee, Christina, in his department, and decides that, compared with her, Amanda is just average. In this way, Benny's rating is a _____ error. horns contrast leniency halo distributional

contrast

The Walsh-Healy Public Contracts Act of 1936 requires that a lower "training wage" be paid to workers under the age of 20 for a period of up to 90 days. mandates that employers pay higher wages for overtime, defined as hours worked beyond 40 hours per week. covers construction contractors that receive more than $2,000 in federal money. requires general contractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the prevailing local wage rates. covers all government contractors receiving $10,000 or more in federal funds.

covers all government contractors receiving $10,000 or more in federal funds.

The senior management of a firm is undecided about the number of employees needed for its new project. To advise the executives, a human resource specialist uses a computer system to estimate how long teams of three different sizes will take to complete the project, assuming the project is of either low, average, or high difficulty. The type of system appropriate for this case is a(n) expert system. HR dashboard. decision support system. transaction-processing system. document management system.

decision support system.

The most popular way of empowering employees is by narrowing the scope of jobs. designing work so that it is performed by teams. adopting a centralized decision-making approach. paying bonuses to all employees regardless of contribution. providing employees with simple, repetitive jobs.

designing work so that it is performed by teams.

Employees with negative affectivity are inclined to experience high job satisfaction. experience feelings of anger, contempt, fear, and guilt. seek change in socially acceptable ways. look for the good in others, but not themselves. think highly of themselves, but not others.

experience feelings of anger, contempt, fear, and guilt.

A firm's HR department uses a computer system that assists in the selection of candidates to be interviewed for a job opening. The computer system enables the interviewer to act as both an interviewee and interviewer in a simulation, thus providing the HR specialist with comprehensive knowledge about the firm's overall interview and selection process. This computer system is likely to be a(n) expert system. employee retention system. decision support system. work-action system. document management system.

expert system.

Besides a discussion of the employee's past behavior, what other topic(s) are most important to include in a performance feedback meeting? a description of the employee's personality the supervisor "telling and selling" the ratings opinions about other employees in the organization goal setting and a decision about when to follow up strategic planning and a link to personal goals

goal setting and a decision about when to follow up

Joel is a manager at Malan Inc., and he uses a rating approach to evaluate his employees. He considers one employee at a time and circles a number or a word to signify the degree to which that employee demonstrates a particular trait in the scale. Which approach is Joel using to assess his employees? mixed-standard scale critical-incident approach graphic rating scale behavioral observation scale behaviorally anchored rating scale

graphic rating scale

The top management at Lion Manufacturers decides to search its employees on the job. However, Rajat, Lion's HR manager, believes that it could generate privacy issues. Which condition would strengthen Rajat's belief and maximize the likelihood of a lawsuit? if the search is done after asking for the employees' consent if the search policy is publicized and applied and carried out consistently if the search includes random legal and permissible searches of desks, lockers, and toolboxes if the search is a random check, and it is clarified that no one has been accused of misdeeds if the search involves communications, such as e-mails, that are searched without probable cause

if the search involves communications, such as e-mails, that are searched without probable cause

The board of directors of Nature's Crop is worried about company theft and decides to institute an immediate search of the employees on the job. However, the head of the HR department, Lisa, believes that doing so could maximize the likelihood of a lawsuit due to privacy concerns. Which condition would strengthen Lisa's belief? if the search is a random one, and it is clarified that no one has been accused of misdeeds if the search policies and consequences have been publicized if the search is done only after gathering consent from employees if the search is done only on employees and not supervisors if the search information is shared only with those who need it

if the search is done only on employees and not supervisors

A year ago, a production facility of a beverage company became the subject of negative news coverage following complaints that it had been slow to alert the community to some contamination of the water supply. During the reporters' investigation, several employees came forward to blame a supervisor who they claimed ignored their suspicions about the contamination. After the stories spread, the human resource department noticed that the number of workers applying for jobs at the facility had rapidly declined and so had the quality of applicants who did apply. The troublesome manager was dismissed, and now the human resource department is investigating how to improve the ethical climate at the facility. Which measure would contribute most to the effort? recognizing that, for a business, ethical issues are mainly relevant in the short term sending executives to an off-site private retreat to write a code of ethics together shutting down channels through which unethical acts might become known keeping quiet until the incidents are forgotten including measures of ethical behavior in performance management

including measures of ethical behavior in performance management

Allie was recently promoted at a leading IT firm. Her supervisor has given her access to previously restricted programs, and Allie can now retrieve certain confidential data necessary to her job responsibilities. Given the nature of her work, which element of a high-performance work system is illustrated in this scenario? organizational structure staffing reward systems task design information systems

information systems

Henry, an employee at Marine Corp., is known for his short temper. One morning, he gets into a heated argument with one of his supervisors and responds with hostility. Rather than immediately terminating Henry, his manager, Evelyn, calls him in for a discussion. Evelyn treats Henry with dignity and respect, listening to what he has to say about the incident. This scenario can be best categorized as one that uses restorative justice. distributive justice. interactional justice. impassive justice. retributive justice.

interactional justice.

John and Nina, managers at Aderton Enterprises, want to the check the consistency of results for a performance measure that uses ratings by a supervisor. They want to know if different supervisors would rate the same behavior the same way. In the context of criteria for effective performance management, John and Nina are interested in the measure's validity. test-retest reliability. specificity. interrater reliability. accountability.

interrater reliability.

Fresher Inc. is a whole-foods distributor. Its human resource department gathers the following data for computing compa-ratios of some positions. Based on the data, for which position is Fresher Inc. most likely underpaying for human resources? shipping clerks: average salary of $22,000, range midpoint of $24,000 inventory clerks: average salary of $20,000, range midpoint of $30,000 order packers: average salary of $24,000, range midpoint of $22,000 purchasing agents: average salary of $30,000, range midpoint of $25,000 warehouse workers: average salary of $20,000, range midpoint of $20,000

inventory clerks: average salary of $20,000, range midpoint of $30,000

Rebecca, a supervisor, is meeting with an employee whose performance has deteriorated since the previous year. The employee used to do the same work well, so Rebecca believes the problem is not likely to be related to ability. Which response would be most likely to help in this situation? offering to make coaching available enrolling the employee in a training program directing the employee's attention to the significance of the problem investigating whether the employee feels she has been treated fairly demoting the employee

investigating whether the employee feels she has been treated fairly

Ryan, an employee at GoBiz Inc., is known for his short-tempered and argumentative nature. During a heated exchange at work one day, Ryan makes a derogatory gesture toward his manager, which causes Ryan to be fired. This scenario is an example of revolving door policy. open-door policy. voluntary turnover. progressive discipline. involuntary turnover.

involuntary turnover.

Under the FLSA, exempt status of employees depends on their job responsibilities and salary. organizational commitment. job title. work experience. job qualifications.

job responsibilities and salary.

Which element establishes an organization's pay structure? pay ranges and pay differentials cost control and equity legal requirements and job descriptions individual salaries of its employees job structure and pay level

job structure and pay level

Assuming an organization wants to motivate employees through promotions, and assuming enough opportunities for promotions are available, the organization would want to increase the overlap from one level to the next. reduce its compa-ratio to less than 1. implement a broadband pay structure. limit the overlap from one pay range to the next. use a fixed interval promotion policy.

limit the overlap from one pay range to the next.

A media company gives its employees monetary bonuses at the end of the company's fiscal year based on employees' contributions to the firm's financial success. This is a method of including employees in organizational planning. rewarding employees for advanced training. disseminating organizational learning. increasing employee participation in strategic decision making. linking compensation to performance measures.

linking compensation to performance measures.

Trace, a neutral party outside of Integrated Inc., is helping simplify a conflict between two technical teams of the company. Though Trace's solution has no binding power, both teams decided to accept his solution. This is an example of mediation. arbitration. open-door policy. progressive discipline. fair representation.

mediation.

Fred works at a publishing house. He is fond of his work and is a passionate team member. His colleagues show concern for him and his work, and he experiences a positive feeling about his work. In the context of job satisfaction, the feeling experienced by Fred is known as job altruism. occupational intimacy. work loyalty. task obedience. job compliance.

occupational intimacy.

Which type of alternative dispute resolution functions well only to the extent that employees trust management and managers who hear complaints listen and are able to act? mediation behavioral modeling open-door policy fair representation peer review system

open-door policy

Although labor and product markets limit organizations' choices about pay levels, there is a range within which organizations can make decisions. The size of this range depends on the minimum and maximum wages fixed by the government. pay of federal contractors. organization's competitive environment. quality of employees. organization's global reputation.

organization's competitive environment.

Andrew, an employee at Fulton Corp., arrives late at the office on a Monday morning due to a personal emergency. His manager fires him, although this was the first instance of Andrew arriving late at work. Andrew is upset because some of his other co-workers are chronically late to work, but they have not been fired. In this scenario, Andrew would conclude a lack of __________ in dealing with employees who arrive late at work. arbitration laissez-faire outcome fairness benchmarking interactional justice

outcome fairness

Sean has just been discharged from his job after the company he was working for started downsizing. Confused about his state of joblessness, Sean threatens to sue the company for reparations. Which program can help the company avoid such situations from exiting employees? outplacement counseling employee assistance program benchmarking progressive disciplining program expatriation

outplacement counseling

After an organization downsizes, it may expect much of its remaining employees. This high expectation and demand occur in a state of role __________ for the employees. autonomy carve-out underload distance overload

overload

What is a set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job? pay grade pay range pay differential compa-ratio compensation differential

pay range

An organization's choices about _____ are limited by its response to the economic forces of product markets and labor markets. pay rates pay structure pay differentials pay grades pay ranges

pay structure

Organizations under pressure to cut labor costs may respond by retaining staff levels. providing pay increases to prevent employee turnover. postponing hiring decisions. requiring employees to bear less of the cost of benefits such as insurance premiums. avoiding automation of routine tasks.

postponing hiring decisions.

Which aspect of satisfaction is among those emphasized by the Job Descriptive Index? outplacements promotions skills customers qualifications

promotions

Liz refuses her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission (EEOC). The employer subsequently discharges Liz for "not following orders." Identify the exception to the employment-at-will doctrine that Liz is likely to choose when she files a wrongful discharge suit. equal employment public policy implied contract reverse discrimination affirmative action

public policy

What does an employer violate when it terminates an employee for refusing to do something unethical, unsafe, and illegal? affirmative action public policy fair representation equal opportunity employment reverse discrimination

public policy

Hadley, a human resource manager at Ion Consulting, believes that it is important for employees to feel a sense of satisfaction about their jobs, because a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job. Which action by Hadley's department would best contribute to employee satisfaction? rewarding employees for meeting goals paying all employees the same salary, regardless of performance giving out trophies instead of extra pay for accomplishments simplifying jobs to the most routine activities setting easy-to-reach goals

rewarding employees for meeting goals

Braden was recently told by senior management that they expected him to exercise more authority and leadership with his work group. Just two days prior to that, his team told him that while they appreciated the initiative he demonstrated, they expected him to be less authoritative and more democratic in the future. The term that best describes what Braden is experiencing is role carve-out. role distance. role conflict. role underload. role autonomy.

role conflict.

Heightened Homes is a real estate firm based in Texas. The company ensures that employees' pay is dependent on what they are capable of doing. The company also supports efforts to empower its employees by encouraging them to be independent and to make decisions in various areas. This, in turn, ensures job enrichment. Based on this information, identify the pay structure being utilized by Heightened Homes. straight piecework plan skill-based pay systems merit pay system differential piece rates standard hour plan

skill-based pay systems

A number of techniques are available for measuring HRM's effectiveness in meeting its customers' needs depending on the situation. These techniques include reviewing a set of key indicators, measuring the outcomes of _____, and measuring the economic value of HRM programs. training results committed employees goals specific HRM activities predicted successes

specific HRM activities

In the context of an HRM audit, the ratio of acceptances to offers made primarily serves as a business indicator for _____ activities. employee development appraisal training compensation staffing

staffing

April, a production manager at Alton Corp., needs to evaluate the performance of her employees. She asks her subordinate, Tiff, to carry out this job. Tiff uses a rating scale, which ranges from 1 to 10, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, Tiff commits a _____ error . mean inclination strictness central tendency halo effect statistical

strictness

April, a production manager at Alton Corp., needs to evaluate the performance of her employees. She asks her subordinate, Tiff, to carry out this job. Tiff uses a rating scale, which ranges from 1 to 10, to rate 50 employees. She gives a score of 3 to 39 employees. In doing so, Tiff commits a _____ error. mean inclination strictness central tendency halo effect statistical

strictness

Which element of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities? information systems reward systems performance organizational structure task design

task design

The _____ approach to performance feedback is used by most managers. problem-solving tell-and-sell tell-and-listen tell-and-train listen-and-sell

tell-and-sell

The three things human resource management needs to define in a customer-oriented approach are the customer needs, the size of the organization, and the number of customers. the customer groups, the customer needs, and the activities required to meet those needs. the size of an organization, the customer groups, and the level of motivation of the customers. the size of the organization, the number of customers, and the customer needs. the dedication to quality, the size of management, and the goals of the organization.

the customer groups, the customer needs, and the activities required to meet those needs.

What is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization? the assistance in identifying management potential the organizational development activities provided by the HRM department the accuracy and clarity of information provided to managers and employees the quality of the introduction or orientation programs the distribution of performance appraisal ratings

the distribution of performance appraisal ratings

Which of the following best defines a high-performance work system? an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data a system that is used to collect, record, store, analyze, and retrieve data concerning an organization's human resources a performance management system that measures customer satisfaction

the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals

Employees are satisfied with their jobs as long as they perceive that their jobs are the greatest source of happiness. their jobs can lead to the obtainment of everything they've ever wanted. their jobs meet their important values. there are no better employment options available. they are doing better than their subordinates.

their jobs meet their important values.

The HR department at ZET Resources is having a tough time documenting its hiring decisions. In addition, irregularities were uncovered when reviewing the offers made to job candidates during the previous year. As a solution to these issues, the human resource manager proposes that all activities related to employee selection be documented thoroughly with the help of computers. In this scenario, the manager proposes using transformational processing. expert systems. decision support systems. micro processing. transaction processing.

transaction processing.

What is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department? treatment of applicants average years of experience or education of hires per job family average days taken to fill open requisitions the ratio of acceptances to offers made the ratio of minority or women applicants as a representation of the local labor market

treatment of applicants

In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department has a relatively limited influence over employee performance. uses fewer and less-costly resources to perform its functions. spends lavishly on resources. has a more beneficial effect on the organization's performance. ensures that all operations are legal.

uses fewer and less-costly resources to perform its functions.

In the context of effectiveness of performance management, _____ means the extent to which a measurement tool actually measures what it is intended to measure. validity dependability acceptability reliability specificity

validity

Under which circumstance is appraisal politics most likely to occur? when top executives forbid distorted ratings when the goals of rating are compatible with one another when performance appraisal results are directly linked to developmental programs when senior employees tell newcomers stories about distorted ratings when performance appraisal is not directly linked to highly desirable rewards

when senior employees tell newcomers stories about distorted ratings

Jeremiah, a vice president of human resources, wants to ensure that his company's performance management process is effective, so he sets up an annual review of the process. What should that review measure? whether the performance management process includes all seven steps whether performance discussions are taking place annually how well performance standards are tailored to each individual employee whether measures of individual performance support the department's and company's objectives how effectively the company has defined performance management as an event, not a process

whether measures of individual performance support the department's and company's objectives

Rashana is a human resource specialist at Piper Co., a business consulting company. To support human resource planning, Rashana monitors trends in the Consumer Price Index. In recent months, the CPI has been rising at an increasing rate. What can Rashana predict based on this information? A rising cost of living will lead workers in the labor market to seek higher pay. A falling cost of living will cause workers to leave the labor market. A rise in employment costs will lead companies to demand more labor. Competitors in Piper Co.'s product markets will hold wages steady. Uncertainty about prices will cause workers to accept lower-paying jobs.

A rising cost of living will lead workers in the labor market to seek higher pay.

Just Right Construction Company has a system of progressive discipline. Even so, in which situation would it be appropriate for the company to follow a stricter policy and dismiss an employee after a first offense? A welder ignored safety procedures and started a fire that caused serious damage. The last employee to leave a production area forgot to turn off a hot stove. An employee's work quality had been declining for a couple of weeks. A manager was late to work twice, setting a bad example. A supervisor told a joke that some employees considered offensive.

A welder ignored safety procedures and started a fire that caused serious damage.

Adam, an employee at Trite Holdings, decides to leave the company. However, during his exit interview, an HR supervisor learns that Adam had no complaints about the work he did or the pay he received. What would be a source of job dissatisfaction for Adam and likely to lead to his departure? Adam's supervisor defined expectations so clearly, there was no role ambiguity. Adam worked on a team with employees from different functional units. Adam experienced uncivil behavior from his co-workers, and it was not addressed by management. Adam's co-workers were unclear about his work methods, scheduling, and performance criteria. Trite Holdings focused too much on pay as a source of satisfaction.

Adam experienced uncivil behavior from his co-workers, and it was not addressed by management.

BigFive Inc. has been known for its excellent customer service since its start more than 40 years ago. The company carefully selects employees based on their combination of skills and commitment to the company's values of service and quality. How does BigFive's selection process contribute to the company's high performance? BigFive focuses on outcomes that can be defined in specific terms. BigFive can benefit from the use of teamwork and employee empowerment. BigFive's selection process avoids the use of psychological testing. BigFive's employees have more technical skills than competitors' employees have. BigFive's employees not only know how to do their work but also are enthusiastic and committed.

BigFive's employees not only know how to do their work but also are enthusiastic and committed.

__________ can uncover reasons why employees leave and perhaps set the stage for some of them to return. Mock interviews Job Descriptive Indices Pay satisfaction questionnaires Exit interviews Summary dismissals

Exit interviews

Showery Drugs is a pharmaceutical company based in Detroit. Showery Drugs expects its employees to work long hours and achieve increased production rates. Employees earn one and a half times the usual hourly rate for working more than 40 hours in one week. Which law is Showery Drugs abiding by in this scenario? laws governing equal employment opportunity Fair Labor Standards Act (FLSA) of minimum wage Fair Labor Standards Act (FLSA) of overtime laws governing prevailing wages product market laws

Fair Labor Standards Act (FLSA) of overtime

Which statement is true of effective performance management? It can tell top performers they are valued. It can evaluate employees without establishing standards. It averts communication between managers and their employees. It uses just one person as a source of information. It does not affect employees who meet expectations.

It can tell top performers they are valued.

Which description best defines an organization's job structure? It consists of the relative pay for different jobs within the organization. It is the average amount an organization pays for a particular job. It comprises the characteristics of jobs that the organization values and chooses to pay. It comprises regular pay, overtime pay, and bonuses. It refers to the standard amount that employers must pay under federal and state law.

It consists of the relative pay for different jobs within the organization.

Identify a true statement about the mixed-standard scale. It is intended to define performance dimensions specifically using statements of behavior that describe different levels of performance. It uses several statements describing each trait to produce a final score for that trait. It may use 15 behaviors to define levels of performance. It lists traits and provides a rating scale for each trait. It involves comparing each employee with each other employee to establish rankings.

It uses several statements describing each trait to produce a final score for that trait.

Kate, the CEO of Era Co., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias and that the managers have provided information about subordinates without any personal issues influencing the information. Which option will assist Kate in obtaining her objective? Kate must focus on obtaining information only from supervisors of employees being appraised because managers have incentives for giving accurate information. Kate must occasionally work alongside the employees to ensure that they are working diligently. Kate must personally question all the managers who appraise their subordinates in the performance appraisal as this will ensure integrity of information. Kate must devise a policy that focuses on confidentiality of appraisal information once it is gathered from different sources because this will ensure security of information. Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.

Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates.

Cameron, a supervisor at Margolia Co., needs to appraise the performance of her subordinate, Stefan. In the context of performance information, what is the least biased source of information for appraisal and why? Peers because they often understand an employee better than superiors. Managers because their success depends on the employee's productivity. Customers because employees are often directly in contact with them. Subordinates because the power relationships motivate a subordinate to provide honest information. The employee himself because there is generally better agreement between an employee and his or her supervisor.

Managers because their success depends on the employee's productivity.

Which statement is true about job-based pay structures? A pay structure that rewards employees for winning promotions will encourage them to gain valuable experience through lateral career moves. Their focus on higher pay for higher status can work in favor of efforts for empowerment. They typically reward desired behaviors, particularly in a rapidly changing environment. Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork. They always encourage flexibility, innovation, quality, and customer service.

Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork.

__________ is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it. Role underload Role ambiguity Role conflict Role overload Role autonomy

Role ambiguity

Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea? Subordinates often have reliable information about a manager's behavior toward employees. Subordinates are often willing to say negative things about the person to whom they report. When feedback forms need subordinates' names on them, the subordinates tend to give lower ratings to the manager. When managers receive ratings from their subordinates, the employees have less power. Subordinate evaluations are most appropriate for strategic purposes.

Subordinates often have reliable information about a manager's behavior toward employees.

Under the FLSA, which statement is true of child labor? Children aged 18 and 19 may not be employed in hazardous occupations defined by the Department of Labor. Children aged 14 and 15 may not be employed in any work associated with interstate commerce. The FLSA's restrictions on the use of child labor apply to children younger than 18. Children aged 18 and 19 may work only outside school hours, in jobs defined as nonhazardous, and for limited time periods. All the states have laws requiring working papers or work permits for minors.

The FLSA's restrictions on the use of child labor apply to children younger than 18.

Veronica is the supervisor of the recruiting department at Kintex Inc. She is currently in charge of filling a few high-demand positions at Kintex Inc. and is planning to poach talent from rival companies, luring their employees away with job benefits. Drew, the HR head of Kintex Inc., however, argues that Veronica's plan will not work. Which explanation is most likely to strengthen Drew's argument? The candidates have very low self-worth. Veronica assures the candidates that they will receive a company car. Kintex Inc. offers the candidates more vacation time than their current employer. Kintex Inc. offers the candidates better health insurance than their current employer. The candidates are looking for higher pay, not better benefits.

The candidates are looking for higher pay, not better benefits.

According to the hot-stove rule, which quality makes discipline more effective? The punishment meted is always inconsistent. The consequences for breaking a rule are immediate. The rule breaker will be warned multiple times before termination. The consequences follow a gradual increase in seriousness. The ideology is to prevent misbehavior rather than to merely punish it.

The consequences for breaking a rule are immediate.

What is a drawback of setting pay rates based strictly on a pay policy line? It increases the administrative burden of managing the compensation system. Employees have difficulty interpreting regression analysis. The estimated pay for a job may not reflect conditions in the labor market. It increases the costs of surveying the market. It groups jobs, which will result in rates of pay for individual jobs that precisely match the levels specified by the market.

The estimated pay for a job may not reflect conditions in the labor market.

Which statement is true about pay ranges? Pay ranges are most common for blue-collar jobs and those covered by union contracts. Pay ranges are widest for employees who are at lower levels in terms of their job evaluation points. Pay ranges generally are designed so they do not overlap. The market rate or the pay policy line generally serves as the midpoint of a range for the job. The less overlap, the more flexibility in transferring employees among jobs.

The market rate or the pay policy line generally serves as the midpoint of a range for the job.

Which statement is true about the outcomes of high-performance work systems? The outcomes of high-performance work systems include high employee turnover. Sales revenues increase the outcomes of high-performance work systems. Clients are the main force that drives the outcomes of a high-performance work system. The outcomes of each employee contribute to a system's overall high performance. Incentives provided to each employee play a big part in contributing to outcomes.

The outcomes of each employee contribute to a system's overall high performance.

How can an organization protect itself against discrimination and unjust dismissal lawsuits? The organization should provide a review of all top performance ratings by senior managers. Performance measures should evaluate personal traits. The requirements for job success should be clearly communicated to employees. The organization should use a single rater to rate all the employees. The organization should dismiss poor performers.

The requirements for job success should be clearly communicated to employees.

Which statement is true of compensable factors? They are generally statistically derived. They are the characteristics of a job that a firm values and chooses to pay for. They refer to the factors that are important for setting the two-tier wage system. They describe all aspects of the jobs being evaluated. They are used to ensure equity among employees.

They are the characteristics of a job that a firm values and chooses to pay for.

Ronald, the general manager of Bennett Furniture, believes that each employee must thoroughly understand the goals of the organization. He understands that adhering to the vision and mission of the organization will help increase employee satisfaction and clarity. What strengthens Ronald's belief? The vision and mission of the organization are ethical. Understanding the organization's goals helps employees improve their performance. Employee performance can be enhanced by keeping costs under control. Ronald has too many expectations of his employees. The organization's goals constantly change.

Understanding the organization's goals helps employees improve their performance.

The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years. Uniformed Services Employment and Reemployment Rights Act Fair Labor Standards Act Equal Employment Opportunity Act National Labor Relations Board Family and Medical Leave Act

Uniformed Services Employment and Reemployment Rights Act

Which HRM practice helps organizations achieve high performance? work performed by individuals an organization discouraging continuous learning a performance management system measuring customer satisfaction and quality pay systems primarily rewarding loyalty to the company technology which increases costs

a performance management system measuring customer satisfaction and quality

Who would be most likely to hear and resolve a case if arbitration is used? an immediate supervisor a higher-level manager a panel of nonmanagement employees a peer of the employee a retired judge

a retired judge

The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the _____ purpose of a performance management system. structured developmental strategic administrative deciding

administrative

Tony, a production manager at Brighton Biometrics, needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Paul's name as the best-performing employee of the group. He then circles Erma's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Tony is using the _____ method. forced-distribution alternation ranking graphic rating mixed-standard critical-incident

alternation ranking

According to the FLSA, which individual is most likely a nonexempt employee? the CEO a senior administrative employee an hourly paid production line employee an HR manager the director of marketing

an hourly paid production line employee

In the context of an HRM audit, average unemployment compensation payment primarily serves as a vital business indicator for activities related to staffing. training. employee appraisals. benefits. recruitment.

benefits.

In a high-performance work system, organizational structure promotes cooperation, learning, and traditional management practices. personal discipline. improved financial performance. continuous improvement. productivity in all levels of the organization.

continuous improvement.

"Performance management serves as a basis for improving employees' knowledge and skills." This statement corresponds to which purpose of performance management? developmental purpose administrative purpose investigative purpose strategic purpose executive purpose

developmental purpose

What will most likely be the result of using an unplanned approach, in which each employee's pay is independently negotiated? dissatisfied employees equal pay distribution rates that are stable easy employment cost control

dissatisfied employees

Historically, if an organization and employee do not have a specific employment contract, the employer or employee may not require a specific time to end the employment relationship. This is referred to as the __________ doctrine. force majeure laissez-faire employment-at-will due process implied in fact

employment-at-will

A learning culture creates the conditions in which managers encourage experimentation. ensure rigidity. help sustain the status quo. encourage groupthink. demonstrate a high degree of risk aversion.

encourage experimentation.

Pay policies are one of the most important human resource tools for reducing competition in the product market. automating routine activities. persuading customers that high quality is worth a premium price. making decisions about product pricing. encouraging desired employee behaviors.

encouraging desired employee behaviors.

High-performance work systems result in simple, repetitive jobs. high employee turnover. high production costs. high product quality. centralized decision making.

high product quality.

When an employee evaluates his or her manager low on all performance criteria due to dissatisfaction with the manager's disposition, the employee has most likely committed a(n) error based on similarity. halo error. central tendency. horns error. contrast error.

horns error.

Based on the expectation that two people in conflict should first try to arrive at a settlement together, organizations have a policy of making managers available to hear complaints. Typically, the first "open door" is that of the employee's immediate supervisor. choice of a neutral party. peers. immediate subordinates. personal counselor.

immediate supervisor.

Tracey, an employee at Holander Holdings, was suspended for two weeks for drug use. Six months later, she was fired from the job because her productivity did not show any improvement even after undergoing treatment for drug use. Which form of discharge did Tracey experience? involuntary turnover voluntary turnover downsizing early retirement open-door policy

involuntary turnover

Teamwork and empowerment contribute to high performance when they improve job satisfaction. organizational goals. organizational ethics. job rotation. job enlargement.

job satisfaction.

Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships. job structure organizational structure value chain corporate design relationship management

organizational structure

In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in behavior change. benchmarking. physical job withdrawal. whistle-blowing. emotional withdrawal.

physical job withdrawal.

People's perception of __________ is their judgment that impartial methods were used to determine the consequences an employee obtains. interactional justice expatriation outcome fairness procedural justice progressive discipline

procedural justice

Which selection method is used by organizations to identify employees who innovate, share ideas, and take initiative? technical proficiency psychological testing structured interview ambition research physical ability

psychological testing

Talent poaching makes it difficult for companies to retain their top performers. keep their searches discreet. search for relevant information. eliminate quality control processes. look for employee profiles.

retain their top performers.

Bill is an experienced employee at an organization. The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance. Bill has raised concerns regarding the revised policy, but management stands firm on its revised policy. For Bill's company to be a high-performance work system, which element is Bill seeking to improve? organizational structure staffing reward systems task design information systems

reward systems

The __________ is a process of formally identifying expectations associated with a role. role playing method role analysis technique role carve-out role enrichment role overload

role analysis technique

Heidi is a single mother who works full-time and attends to the needs of her two young children. She often feels a lot of pressure in balancing her work and looking after her children. What is Heidi experiencing? role ambiguity role carve-out role conflict role overload role underload

role conflict

Outplacement counseling programs are long-distance educational programs using instruction via video or audio tapes or computers provided by the company to augment employee skills. services in which professionals try to help dismissed employees manage the transition from one job to another. third-party programs to assist employees with their mental health and chemical dependency needs. university-sponsored executive training programs that require participants to live on campus while completing short, custom-designed courses. services rendered to employees to manage drug or alcohol addiction.

services in which professionals try to help dismissed employees manage the transition from one job to another.

For a learning organization to function well, employees ought to create short-term learning goals rather than long-term learning goals. identify their own training needs. take part in seminars and conferences at least once every week. share the information that was acquired during the learning process. distribute highly classified information.

share the information that was acquired during the learning process.

Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method? simple ranking mixed-standards scale critical-incident method graphic rating scale organizational behavior modification

simple ranking

Which of the following helps performance management meet the goals of supporting strategy and developing employees? strategic fit specific feedback overall opinion employee orientation generalized instruction

specific feedback

In the context of performance management, which term refers to a measure that obtains consistency of results over time? validity interrater reliability acceptability test-retest reliability specificity

test-retest reliability

In the role analysis technique, role occupant refers to the person who is hiring the employee for a particular role in the organization. the employee who fills a role in the organization. the individual who will directly interact with the employee filling a new role in the organization. the individual who has written guidelines for a new role in the organization. the employee who is assigned the task to write expectations from a new role in the organization.

the employee who fills a role in the organization.

Who has the main responsibility of developing a formal discipline process for the workplace? the human resource department outplacement counselors the legal department the sales force arbitrators

the human resource department

As a predictor of job dissatisfaction, nothing exceeds the nature of the task itself. the geographical location of the firm. negative affectivity. relationships with co-workers. negative self-evaluations.

the nature of the task itself.

Georgia, a new employee at Dino Co., has demonstrated low productivity for a long period. Her manager evaluates her performance and finds that she requires more training to improve her productivity. In the context of improving employees' performance, Georgia lacks the required motivation. the necessary abilities. accountability. ethical values. integrity.

the necessary abilities.

What is a key element of high-performance work systems? the organization a rigid hierarchy measurable skill sets the right people exact synchronization between divisions

the right people

Hameta is a top manager at her current company. However, she is leaving the company for a better job at a competing firm. Which form of turnover is illustrated in this scenario? involuntary turnover external turnover voluntary turnover internal turnover dysfunctional turnover

voluntary turnover

__________ is a process for resolving disagreements by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute. Outplacement counseling Mediation Carve-out Arbitration Peer review

Peer review

Low job involvement and low organizational commitment are essentially the same thing. examples of psychological withdrawal. examples of physical withdrawal that are related to job dissatisfaction. examples of behavior change. examples of physiological withdrawal.

examples of psychological withdrawal.

Which U.S. organization conducts an ongoing National Compensation Survey measuring wages, salaries, and benefits paid to the nation's employees? Bureau of Labor Statistics Society for Human Resource Management American Management Association AFL-CIO Bureau of Economic Analysis

Bureau of Labor Statistics

Mercia, a healthcare company, provides a lower training rate to its employees belonging to the age group of 18 to 19 years. The rate is applicable for a period of 90 days. In this case, which law justifies the organization's decision to pay the lower pay? laws governing equal employment opportunity Fair Labor Standards Act (FLSA) provisions for minimum wage Fair Labor Standards Act (FLSA) provisions for overtime laws governing prevailing wages Fair Labor Standards Act (FLSA) provisions for child labor

Fair Labor Standards Act (FLSA) provisions for minimum wage

Employees' conclusions about equity depend on what they choose as a standard of comparison. how much money they think the company CEO makes. what level of income they believe they should be at by this point in their lives. what benefits they receive. if they think they can bargain for a higher rate of pay.

what they choose as a standard of comparison.

Ron and Yin are welders working for two different divisions of the same company. Both have the same level of experience. However, Ron earns more than Yin. Under the Fair Labor Standards Act (FLSA), which statement justifies the organization's decision to pay Ron more than Yin? Ron lives in a location where living expenses are higher. Yin is younger than Ron. Ron is a U.S. citizen. Yin is physically disabled. Yin works the night shift.

Ron lives in a location where living expenses are higher.

Deed Manufacturers, a heavy machinery company, has employees belonging to the age group of 17 to 30. Todd, a 17-year-old, is prohibited from working with heavy machinery tools. Instead, he works in the mail room. Under the laws governing Fair Labor Standards Act (FLSA), which statement justifies the organization's decision to forbid Todd from doing heavy machinery work? Todd cannot be employed in hazardous occupations because he is 17 years old. Todd is expected to work in a safe environment because he is male. Todd is not a U.S. citizen, therefore he is prohibited from working in a hazardous environment. Todd has not yet completed college, therefore he should only be given administrative duties. Todd comes from an economically weaker background, therefore he is expected to perform clerical duties.

Todd cannot be employed in hazardous occupations because he is 17 years old.

One way performance management systems can support organizational goals is by defining and measuring performance in broad behavioral terms. linking performance measures to meeting internal and external customers' needs. ignoring situational constraints. outsourcing those goals to professional behavior management firms. choosing business goals based on employees' skills and abilities.

linking performance measures to meeting internal and external customers' needs.

Research on the effects of two-tier wage plans found that lower-paid employees were less satisfied on average than higher-paid employees. lower-paid employees were more satisfied on average than higher-paid employees because they made comparisons with lower-paying alternatives for themselves. lower-paid employees expected to be promoted into the second tier in a short time span. equity theory did not come into play for either group and neither group experienced more or less job satisfaction than the other. both existing employees and new employees have a similar pay rate.

lower-paid employees were more satisfied on average than higher-paid employees because they made comparisons with lower-paying alternatives for themselves.

Bernard, the CEO of RTT Co., believes the goals of the company must be divided into smaller departmental and individual goals. The accomplishment of these smaller goals will allow employees at all levels to contribute to accomplishment of the bigger goals of the company. In the context of measuring performance results, Bernard's belief can be best justified using total quality management. the behavioral observational scale method. the critical-incident method. statistical quality control. management by objectives.

management by objectives

Quey Inc., a construction company, receives more than $2,000 in federal money. The company pays its employees at rates at least equal to the prevailing wages in the area. The calculation of prevailing rates by the company is based on 30 percent of the local labor force. In this case, which law does the company comply with? the Lloyd-La Follette Act of 1912 the Smith-Connally Act of 1943 the Julie Jargon Act of 1940 and the Eric Morath Act of 1945 the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936 the Humphrey-Hawkins Full Employment Act

the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936