Organization Management Test 2 Chapter 9

Haley, an HR manager for Accurate Tool and Die, had a meeting with the Vice President of Safety to determine if the new safety training program appears to be effective in preventing and reducing the number of accidents on the shop floor. In which step of the training process is Haley engaged? A. implementation B. objectives C. assessment D. selection E. evaluation

MBO is consistent with a(n) ______ performance appraisal. A. BARS B. traits or behaviors C. objective D. subjective E. 360-degree

Dora is conducting a performance appraisal for Sue, one of her employees. The company's performance appraisal form asks her to rate Sue's performance on various items like "Submits reports on time with minimal errors" on a scale from 1 to 5. Dora's is using a ______ appraisal system. A. 360-degree B. behaviorally anchored rating scale (BARS) C. MBO D. results E. trait

Sabra, an HR manager, is designing a training class for those working on the new cross-functional teams within her company. This class is aimed at improving group decision making and interpersonal relations. What method of delivery should Sabra choose? A. videotapes B. workbooks C. role-playing, practice, and discussion D. lectures E. computer-aided training

Which of the following is the best statement of performance feedback? A. "You're always doing personal stuff at work." B. "That's the wrong way to sort those packages." C. "You've got to figure out how to improve your relationship with Susie." D. "You are really unmotivated at work lately." E. "Your last report contained seven errors which I think you could improve."

__________ is a performance review system in which all employees within a business unit are ranked against one another. A. Normal distribution B. Forced ranking C. Unit grading D. 360-degree assessment E. Standard curve

Being dismissed "for cause" means that A. an employee quit the job. B. an employee has an opportunity to get the position back in the future. C. the company is downsizing, and the jobs are permanently eliminated. D. an employee is being fired for poor job performance or unacceptable behaviors. E. an employee is being laid off.

Which of the following is NOT part of the strategic human resource management process? A. Orient, train and develop personnel. B. Recruit and select people. C. Establish a grand strategy. D. Negotiate employment contracts. E. Plan for human resources needs.

Which of the following is NOT a characteristic of a successful incentive pay plan? A. complex and comprehensive rules B. simplicity C. clear and realistic goals D. consistency with the organization's existing goals E. regular communication with employees about the incentive plan

When Jason became one of three final candidates for a managerial position with a large pharmaceutical company, the hiring manager scheduled a special meeting with him. The two talked about the stressful deadlines and heavy travel required of the position, as well as the compensation and benefits. Jason appreciated that the hiring manager took the time to provide a(n) A. unstructured interview. B. behavioral-description interview. C. situational interview. D. realistic job preview. E. performance appraisal.

Which of the following is NOT one of the soft skills employers often find lacking in many Millennial applicants? A. ability to communicate B. professional appearance C. punctuality D. familiarity with social media E. manners

The ___________________ is the part of the labor-management agreement that states that employees who receive union benefits must join the union, or at least pay dues to it. A. givebacks clause B. closed shop clause C. union security clause D. union shop clause E. agency clause

A manager must consider fairness, __________, and others' resentments in considering a promotion of an employee. A. safety B. openness C. nondiscrimination D. profitability E. permanence

A ______ summarizes what the holder of the job does and how and why he or she does it. For example, this document might state, "In this job, the worker delivers pizzas within a 10-mile radius of the pizzeria, quickly and promptly, while obeying all traffic laws and driving responsibly." A. job analysis B. performance appraisal C. job specification D. realistic job preview E. job description

______ occurs when people are hired or promoted, or denied hiring or promotion, for reasons not relevant to the job. A. A hostile working environment B. Quid pro quo C. Bullying D. Affirmative action E. Discrimination

To ________, Ricco, an HR manager, used reports from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau for information about his industry's labor pool in his geographic area. A. recruit from outside the organization B. recruit from inside the organization C. perform a job analysis D. analyze human capital E. develop an affirmative action program

________ capital is the economic or productive potential of employee knowledge and actions. A. Labor B. Potential C. Social D. Productivity E. Human

The ____________ is a law that requires an extension of health insurance benefits after termination. A. Consolidated Omnibus Budget Reconciliation Act (COBRA) B. Health Insurance Portability and Accountability Act (HIPAA) C. Social Security Act D. Civil Rights Act E. Occupational Safety and Health Act

If a firm gives all international assignments to people without disabilities, assuming they will therefore not require special accommodations, which type of workplace discrimination has occurred? A. disparate treatment B. adverse impact C. wage gap D. reverse discrimination E. harassment

A(n) ______________ is susceptible to legal attack because some questions may infringe on non-job-related matters such as privacy, diversity, or disability. A. realistic job preview B. unstructured interview C. performance interview D. behavioral-description interview E. situational interview

In managing employees under an incentive pay plan, a manager should A. design complex plans that cover all contingencies. B. set goals with employees, but then leave them alone to pursue those goals. C. set "stretch" goals that are very difficult (perhaps impossible) to achieve. D. regularly communicate with employees about the plan. E. change the plan frequently to continue to motivate subordinates.

According to the law, which of the following is considered an employment test? A. small talk before and after the interview B. only application forms C. only personality tests D. only interviews and personality tests E. any procedure used in the employment selection decision process

Which of the following is NOT an example of an incentive? A. education reimbursements B. stock options C. commissions D. bonuses E. profit-sharing plans

Which of the following is a good suggestion for managers when conducting interviews? A. The résumé should be used for selection of interview candidates only; ignore it thereafter. B. After the interview, write a short report with a quantitative score of the candidate's qualifications. C. Do more than half of the talking to make sure you are sharing enough about the company and its culture. D. Ask about the candidate's family to show personal interest. E. Ask questions spontaneously to get the most straightforward answers from the candidate.

Which of the following is NOT one of the five steps in the training process? A. attendance B. assessment C. selection D. objectives E. implementation

Using 360-degree feedback appraisals makes it more difficult for managers to A. collect performance information form multiple sources. B. unfairly favor or punish particular employees. C. understand how an employee interacts with clients or customers. D. collect anonymous feedback about an employee. E. use a forced-ranking system.

________ entails job posting, which means placing information about job vacancies and qualifications in places where employees can see them such as on bulletin boards or the company's intranet. A. Job analysis B. Realistic job previewing C. Position advertising D. Internal recruiting E. External recruiting

The best type of performance appraisal involves A. using other employees as examples. B. describing a subordinate's current performance in general terms. C. concentrating on "stretch goals." D. relying on impressions. E. giving employees continuous, real-time coaching, feedback, and solutions.

When Jacqueline interviewed for a position as a computer programmer, she was asked to take a test on a particular programming language. Jacqueline took a(n) ______ test. A. ability B. personality C. aptitude D. performance E. capability

Which piece of legislation first established the U.S. federal minimum wage? A. Age Discrimination in Employment Act (ADEA) B. Social Security Act C. Civil Rights Act D. Occupational Safety and Health Act E. Fair Labor Standards Act of 1938

In 2011, when automakers began to create new jobs, new union hires were offered about half the pay ($14 an hour) that autoworkers were getting before ($28). This is an example of A. union security clauses. B. two-tier wage contracts. C. cost-of-living adjustments. D. incentives. E. givebacks.

Which of the following helps guarantee nonhazardous working conditions for employees? A. Civil Rights Act B. Fair Labor Standards Act C. Occupational Safety and Health Act D. National Labor Relations Board E. Sarbanes-Oxley Act

Which of the following training and development methods is most appropriate when people just need to learn facts such as work rules or legal matters? A. coaching B. role-plays C. discussion D. case studies E. videotapes, workbooks, and lectures

Which of the following is NOT a principal reason for transferring an employee? A. The employee's skills are needed in another part of the organization. B. The employee is suspected of illegal behavior. C. Giving employees a new challenge can help to maintain their interest and motivation. D. The employee has personal differences with his or her present boss. E. The transfer offers an opportunity to broaden employee experience.

_____ are subject to validity problems due to evaluator bias. A. Behavioral appraisals B. 360-degree feedback forms C. Objective appraisals D. Trait appraisals E. Personality appraisals