Exam: - Assessing Performance, Developing Employees & Compensating Human Resources
Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page break, so be sure that you have seen the entire question and all the answers before choosing an answer.
1. An employee refuses an employer's request to falsify the contents of a report to the EEOC. The
employer subsequently discharges the worker for "not following orders." In a wrongful-discharge suit, the employee is likely to argue which of the following exceptions to the at-will-employment doctrine?
A. Implied contract
B. Equal employment
C. Public policy
D. Reverse discrimination
2. Which of the following is a false statement about using peers as a source of performance information?
A. Peer ratings are particularly useful when supervisors don't have the opportunity to observe employees.
B. Peers are more willing participants in reviews used for employees.
C. Peers have expert knowledge of job requirements and bring a unique perspective to the evaluation, often resulting in extremely valid assessments of performance.
D. Peer ratings, according to research, are highly influenced by friendships.
3. Why would an employee seek a downward move?
A. To learn different skills
B. To have more authority
C. To increase salary and visibility
D. To have greater challenges
4. In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in
A. behavior change.
B. physical withdrawal.
C. psychological withdrawal.
D. whistleblowing.
5. Based on the expectation that two people in conflict should first try to arrive at a settlement together, the organization has a policy of making managers available to hear complaints. Typically, the first open door is that of the employee's
A. immediate supervisor.
B. peers.
C. director.
D. immediate subordinates.
6. If a performance measure lacks _______ reliability, determining whether an employee's performance has truly changed over time will be impossible.
A. interrater
B. external
C. test-retest
D. strategic
7. The primary use of assessment centers is to identify
A. employees' personality types and job interests.
B. decision processes and communication styles that inhibit production.
C. the strengths and weaknesses of team members.
D. employees who have the personality, characteristics, and skills needed for managerial positions.
8. Which of the following statements illustrates effective feedback?
A. "I don't see any progress from the last review; you're lazy."
B. "You've achieved 100 percent of your target in less than six months."
C. "Overall, your performance has been satisfactory."
D. "You've become careless; you came in late three times last week."
9. What is the employee's responsibility in the self-assessment stage of career management?
A. Provide assessment information to identify strengths, weaknesses, interests, and values
B. Identify opportunities and areas of ...
Human Resources Management Questions 3· · Multiple Cho.docxadampcarr67227
Human Resources Management Questions 3
·
·
Multiple Choice Questions
(Enter your answers on the enclosed answer sheet)
1) Performance management systems are important because they:
a. may be used to make compensation adjustments.
b. help identify areas where an employee may need further training or education.
c. create documentation related to disciplining or possibly terminating an employee.
d. can help managers make decisions about who to promote within the organization.
e. All of the above are correct.
2) When designing the performance evaluation for a chef, items such as "prepares food in a timely fashion" and "follows appropriate safety and sanitation guidelines" would be examples of:
a. contaminated performance measures.
b. performance dimensions.
c. deficient performance measures.
d. global performance measures.
e. performance standard.
3) An organization has an evaluation scoring method which includes three levels: excellent,
satisfactory, and poor. A manager has 3 employees and when evaluating them he must put
each employee in each of the categories, although he would really consider one of them
excellent and the other two satisfactory. This method of evaluation is known as:
a. absolute.
b. paired comparisons.
c. forced distribution.
d. ranking.
e. forced choice.
4) When employees are evaluated against a list of performance dimensions which have specific
and scored performance standards related to the employee’s attributes attached to them, the
evaluation method of __________________ is most likely being used.
a. forced distribution
b. graphic rating scale
c. direct measures
d. ranking
e. critical incident
5) All of the following statements about management by objectives is accurate EXCEPT:
a. it evaluates an employee’s actual performance against specific goals.
b. is a results-based approach.
c. employees may strive only to meet those targets and neglect other aspects of their jobs.
d. it is the preferred method to use when you want to compare employee performance.
e. goals can and should be linked to the overall goals and strategy of the organization.
Unit 3 Examination 176 BAM 510 Human Resource Management
6) In order to avoid discussing his poor performance, Edgar’s supervisor scored him as a "meets"
instead of a "needs improvement" on the performance standard related to the quality of his
work. This type of rating error is known as:
a. primacy.
b. leniency.
c. central tendency.
d. similar to me.
e. strictness.
7) When setting up a feedback meeting with an employee it is important to keep all of the
following in mind EXCEPT:
a. focus on one set of job responsibilities rather than the whole spectrum of the employee’s
tasks.
b. discuss both the positive and negative aspects of the employee’s performance.
c. focus on specific behaviors and outcomes rather than making personal comments.
d. ask employees for their input and concerns regarding their performance and goals.
e. co.
The Human Resource EnvironmentWhen you have completed your exam .docxcherry686017
The Human Resource Environment
When you have completed your exam and reviewed your answers, click Submit Exam. Answers will not be recorded until you
hit Submit Exam. If you need to exit before completing the exam, click Cancel Exam.
Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page
break, so be sure that you have seen the entire question and all the answers before choosing an answer.
1. Which of the following cases would most likely be filed under the theory of disparate impact?
A. A black employee is fired for testifying in a discrimination suit filed against an employer.
B. A white applicant is told he won't be hired because the employer doesn't like whites.
C. Black applicants are being disproportionately rejected relative to whites by a paper-and-pencil test.
D. White applicants with high test scores are rejected due to an affirmative-action plan.
2. Which of the following terms describes the best possible fit between a company's social system and its
technical system?
A. Self-service system
B. Outsourcing
C. High-performance work system
D. Total quality management
3. People's right to freedom of speech is the right to
A. do as they wish in their private life.
B. refuse to do something that's environmentally unsafe.
C. be treated only as they knowingly and willingly consent to be treated.
D. criticize an organization's ethics if they do it in good conscience.
4. Which of the following categories of workers is not covered under OSHA's Hazard Communication
Standards?
A. A technician servicing copy machines for most of the day
B. A receptionist changing the toner in a copier machine
C. Health-care workers exposed to latex and disinfectants
D. Production engineers manufacturing car batteries
5. The largest number of immigrants to the U.S. workforce are from
A. North America.
B. Europe.
C. Africa.
D. Asia.
6. Which of the following is a correct statement about dejobbing?
A. Dejobbing involves the use of task-based organization structures.
B. Dejobbing involves the downsizing or elimination of jobs.
C. Dejobbing involves emphasizing on detailed job descriptions which will be applicable year after year.
D. Dejobbing involves viewing organizations as a field of work to be done.
7. Which of the following decisions does not come under HRM?
A. Whom to hire
B. How to achieve sales targets
C. What training to offer
D. How to evaluate employee performance
8. Which of the following is a false statement about the Position Analysis Questionnaire?
A. It's one of the broadest and best-researched instruments for analyzing jobs.
B. It's a standardized, commercial instrument.
C. It describes specific duties and tasks that comprise the actual job.
D. It requires trained job analysts to complete it.
9. Which of the following is a false statement about the Occupational Safety and Health Act?
A. The act applies to organizations that employ 50 or more persons working 20 or more weeks a year ...
This about themanagement filed and as well as Principle markiting .pdfanasmukerji
This about themanagement filed and as well as Principle markiting so take care ofthese aspects..
you have to select the reuired and the most suitable answer foreach question...
MCQs are given below:
1. In Maslow’s hierarchy of needs, what is the termused for the drive to become
what one is capable of becoming?
A. Perfection
B. Self-esteem
C. Hypo-glorification
D. Self-actualization
2. Ayesha has already presented two excellent reports. Thereport she has just
presented is clearly not as good as the first two reports, yet sheis given the same
high grade as before. What shortcut has the teacher used in thiscase?
A. The contrast effect
B. Stereotyping
C. The halo effect
D. Projection
3. Ali has just presented his paper and has done a reallygood job. Why should you
not want to present your own paper directly after he does?
A. To avoid the stereotyping effect
B. To avoid the contrast effect
C. To avoid the halo effect
D. To avoid the projection effect
4. Desires for associations with those who aresignificant to us, such as family
members, friends and colleagues are examples of which of thefollowing
Alderfer’s needs?
A. Relatedness
B. Existence
C. Association
D. Esteem
5. Which of Maslow’s needs best approximatesMcClelland’s need for achievement?
A. Esteem
B. Self-actualization
C. Social
D. Physiological
6. An individual, who joins the armed services out of adesire to be involved in an
enterprise that requires a high degree of cooperation for success,probably would
have high:
A. Need For Achievement
B. Need for power
C. Need for affiliation
D. Need for growth
7. Which of the following appears to be the combination ofneeds found in the best
managers? A. High need for achievement, high need forPower
B. High need for achievement, low need for Power
C. Low need for Power, high need for achievement
D. High need for Power, low need for Affiliation
8. What is generally considered to be the single best thingthat managers can do to
improve performance?
A. Set specific, challenging goals to be achieved
B. Give abundant opportunities for employee growth
C. Allocate tasks depending on employees’ personality
D. Restrict the use of punishment for motivating workers
9. MBO emphasizes translating overall organizationalobjectives into:
A. Capital and personal gains
B. Specific objectives
C. Operational units
D. Easy and understandable
10. What does MBO provide for the individual employee?
A. Precise job descriptions
B. Opportunity to earn higher salaries
C. Specific personal performance objectives
D. Guidance related to their career path
11. Which of the following is NOT a predictable choice whenemployees perceive an
inequity?
A. Change their inputs
B. Change their outcomes
C. Choose a different referent
D. Acquire more tenure
12. Which of the following concepts is INCONSISTENT with theexpectancy theory
of motivation?
A. Performance and rewards are related
B. Attractive rewards will motivate employees
C. One’s inputs and outputs are compared toanother’s
D. Effort is.
CIMA OCS Certification Exam Master Operational Case StudiesAliza Oscar
Prepare for success with the CIMA OCS Certification Exam. Develop crucial skills in handling operational case studies, analysis, and decision-making. Elevate your career prospects in management accounting
Bus 335 staffing organizations week 11 quizsweetsour2017
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full employee life cycle from recruitment through separation.
Bus 335 staffing organizations week 11 quizMariaLouis2018
This document is a quiz for BUS 335 Week 11 that contains 59 multiple choice questions about employee turnover. The questions cover topics such as the types of employee turnover (voluntary, discharge, downsizing), predictors of turnover intentions, costs of turnover, and strategies for improving retention.
Bus 335 staffing organizations week 11 quizEmmaJack2018
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from employee turnover.
Bus 335 staffing organizations week 11 quizKatherineJack1
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from employee turnover.
Human Resources Management Questions 3· · Multiple Cho.docxadampcarr67227
Human Resources Management Questions 3
·
·
Multiple Choice Questions
(Enter your answers on the enclosed answer sheet)
1) Performance management systems are important because they:
a. may be used to make compensation adjustments.
b. help identify areas where an employee may need further training or education.
c. create documentation related to disciplining or possibly terminating an employee.
d. can help managers make decisions about who to promote within the organization.
e. All of the above are correct.
2) When designing the performance evaluation for a chef, items such as "prepares food in a timely fashion" and "follows appropriate safety and sanitation guidelines" would be examples of:
a. contaminated performance measures.
b. performance dimensions.
c. deficient performance measures.
d. global performance measures.
e. performance standard.
3) An organization has an evaluation scoring method which includes three levels: excellent,
satisfactory, and poor. A manager has 3 employees and when evaluating them he must put
each employee in each of the categories, although he would really consider one of them
excellent and the other two satisfactory. This method of evaluation is known as:
a. absolute.
b. paired comparisons.
c. forced distribution.
d. ranking.
e. forced choice.
4) When employees are evaluated against a list of performance dimensions which have specific
and scored performance standards related to the employee’s attributes attached to them, the
evaluation method of __________________ is most likely being used.
a. forced distribution
b. graphic rating scale
c. direct measures
d. ranking
e. critical incident
5) All of the following statements about management by objectives is accurate EXCEPT:
a. it evaluates an employee’s actual performance against specific goals.
b. is a results-based approach.
c. employees may strive only to meet those targets and neglect other aspects of their jobs.
d. it is the preferred method to use when you want to compare employee performance.
e. goals can and should be linked to the overall goals and strategy of the organization.
Unit 3 Examination 176 BAM 510 Human Resource Management
6) In order to avoid discussing his poor performance, Edgar’s supervisor scored him as a "meets"
instead of a "needs improvement" on the performance standard related to the quality of his
work. This type of rating error is known as:
a. primacy.
b. leniency.
c. central tendency.
d. similar to me.
e. strictness.
7) When setting up a feedback meeting with an employee it is important to keep all of the
following in mind EXCEPT:
a. focus on one set of job responsibilities rather than the whole spectrum of the employee’s
tasks.
b. discuss both the positive and negative aspects of the employee’s performance.
c. focus on specific behaviors and outcomes rather than making personal comments.
d. ask employees for their input and concerns regarding their performance and goals.
e. co.
The Human Resource EnvironmentWhen you have completed your exam .docxcherry686017
The Human Resource Environment
When you have completed your exam and reviewed your answers, click Submit Exam. Answers will not be recorded until you
hit Submit Exam. If you need to exit before completing the exam, click Cancel Exam.
Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page
break, so be sure that you have seen the entire question and all the answers before choosing an answer.
1. Which of the following cases would most likely be filed under the theory of disparate impact?
A. A black employee is fired for testifying in a discrimination suit filed against an employer.
B. A white applicant is told he won't be hired because the employer doesn't like whites.
C. Black applicants are being disproportionately rejected relative to whites by a paper-and-pencil test.
D. White applicants with high test scores are rejected due to an affirmative-action plan.
2. Which of the following terms describes the best possible fit between a company's social system and its
technical system?
A. Self-service system
B. Outsourcing
C. High-performance work system
D. Total quality management
3. People's right to freedom of speech is the right to
A. do as they wish in their private life.
B. refuse to do something that's environmentally unsafe.
C. be treated only as they knowingly and willingly consent to be treated.
D. criticize an organization's ethics if they do it in good conscience.
4. Which of the following categories of workers is not covered under OSHA's Hazard Communication
Standards?
A. A technician servicing copy machines for most of the day
B. A receptionist changing the toner in a copier machine
C. Health-care workers exposed to latex and disinfectants
D. Production engineers manufacturing car batteries
5. The largest number of immigrants to the U.S. workforce are from
A. North America.
B. Europe.
C. Africa.
D. Asia.
6. Which of the following is a correct statement about dejobbing?
A. Dejobbing involves the use of task-based organization structures.
B. Dejobbing involves the downsizing or elimination of jobs.
C. Dejobbing involves emphasizing on detailed job descriptions which will be applicable year after year.
D. Dejobbing involves viewing organizations as a field of work to be done.
7. Which of the following decisions does not come under HRM?
A. Whom to hire
B. How to achieve sales targets
C. What training to offer
D. How to evaluate employee performance
8. Which of the following is a false statement about the Position Analysis Questionnaire?
A. It's one of the broadest and best-researched instruments for analyzing jobs.
B. It's a standardized, commercial instrument.
C. It describes specific duties and tasks that comprise the actual job.
D. It requires trained job analysts to complete it.
9. Which of the following is a false statement about the Occupational Safety and Health Act?
A. The act applies to organizations that employ 50 or more persons working 20 or more weeks a year ...
This about themanagement filed and as well as Principle markiting .pdfanasmukerji
This about themanagement filed and as well as Principle markiting so take care ofthese aspects..
you have to select the reuired and the most suitable answer foreach question...
MCQs are given below:
1. In Maslow’s hierarchy of needs, what is the termused for the drive to become
what one is capable of becoming?
A. Perfection
B. Self-esteem
C. Hypo-glorification
D. Self-actualization
2. Ayesha has already presented two excellent reports. Thereport she has just
presented is clearly not as good as the first two reports, yet sheis given the same
high grade as before. What shortcut has the teacher used in thiscase?
A. The contrast effect
B. Stereotyping
C. The halo effect
D. Projection
3. Ali has just presented his paper and has done a reallygood job. Why should you
not want to present your own paper directly after he does?
A. To avoid the stereotyping effect
B. To avoid the contrast effect
C. To avoid the halo effect
D. To avoid the projection effect
4. Desires for associations with those who aresignificant to us, such as family
members, friends and colleagues are examples of which of thefollowing
Alderfer’s needs?
A. Relatedness
B. Existence
C. Association
D. Esteem
5. Which of Maslow’s needs best approximatesMcClelland’s need for achievement?
A. Esteem
B. Self-actualization
C. Social
D. Physiological
6. An individual, who joins the armed services out of adesire to be involved in an
enterprise that requires a high degree of cooperation for success,probably would
have high:
A. Need For Achievement
B. Need for power
C. Need for affiliation
D. Need for growth
7. Which of the following appears to be the combination ofneeds found in the best
managers? A. High need for achievement, high need forPower
B. High need for achievement, low need for Power
C. Low need for Power, high need for achievement
D. High need for Power, low need for Affiliation
8. What is generally considered to be the single best thingthat managers can do to
improve performance?
A. Set specific, challenging goals to be achieved
B. Give abundant opportunities for employee growth
C. Allocate tasks depending on employees’ personality
D. Restrict the use of punishment for motivating workers
9. MBO emphasizes translating overall organizationalobjectives into:
A. Capital and personal gains
B. Specific objectives
C. Operational units
D. Easy and understandable
10. What does MBO provide for the individual employee?
A. Precise job descriptions
B. Opportunity to earn higher salaries
C. Specific personal performance objectives
D. Guidance related to their career path
11. Which of the following is NOT a predictable choice whenemployees perceive an
inequity?
A. Change their inputs
B. Change their outcomes
C. Choose a different referent
D. Acquire more tenure
12. Which of the following concepts is INCONSISTENT with theexpectancy theory
of motivation?
A. Performance and rewards are related
B. Attractive rewards will motivate employees
C. One’s inputs and outputs are compared toanother’s
D. Effort is.
CIMA OCS Certification Exam Master Operational Case StudiesAliza Oscar
Prepare for success with the CIMA OCS Certification Exam. Develop crucial skills in handling operational case studies, analysis, and decision-making. Elevate your career prospects in management accounting
Bus 335 staffing organizations week 11 quizsweetsour2017
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full employee life cycle from recruitment through separation.
Bus 335 staffing organizations week 11 quizMariaLouis2018
This document is a quiz for BUS 335 Week 11 that contains 59 multiple choice questions about employee turnover. The questions cover topics such as the types of employee turnover (voluntary, discharge, downsizing), predictors of turnover intentions, costs of turnover, and strategies for improving retention.
Bus 335 staffing organizations week 11 quizEmmaJack2018
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from employee turnover.
Bus 335 staffing organizations week 11 quizKatherineJack1
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from employee turnover.
Bus 335 staffing organizations week 11 quizLillieDickey
This document is a quiz for BUS 335 Week 11 that contains 59 multiple choice questions about employee turnover. The questions cover topics such as the types of employee turnover (voluntary, discharge, downsizing), predictors of turnover intentions, costs of turnover, and strategies for improving retention.
Bus 335 staffing organizations week 11 quizlizabonilla
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full employee life cycle from recruitment through separation.
Bus 335 staffing organizations week 11 quizemmywatson2017
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from exit, performance, and downsizings.
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from exit, performance, and downsizings.
Bus 335 staffing organizations week 11 quizsarahlazeto
This document is a quiz for BUS 335 Week 11 that contains 59 multiple choice questions about employee turnover. The questions cover topics such as the types of employee turnover (voluntary, discharge, downsizing), predictors of turnover intentions, costs of turnover, and strategies for improving retention. Correct answers are not provided.
Bus 335 staffing organizations week 11 quizSarajacobe
This document contains a quiz for BUS 335 Week 11 that covers various topics related to employee turnover. There are 85 multiple choice questions testing understanding of concepts like the types of employee turnover (voluntary, involuntary, downsizing), predictors of turnover intentions, costs of turnover, performance management, and legal considerations around termination. The quiz covers the full chapter on managing human capital losses from exit, performance, and downsizings.
The document is an introduction to a textbook on human resource management. It is divided into multiple parts containing different types of questions and case studies related to human resource management concepts. The textbook is copyrighted by ICMR and is not to be reproduced without permission. It provides a reference number for any clarification on the content.
This document contains a series of multiple choice questions and answers related to human resources management topics like compensation, performance management, training, and employee development. There are over 30 questions in total covering concepts such as types of pay, performance appraisal methods, training approaches, and the goals of employee orientation programs. The questions assess understanding of key HR terms and processes.
This document contains a chapter from a human resource management textbook covering managing employees for competitive advantage. It includes 33 multiple choice questions assessing understanding of key concepts such as:
- HR practices and the role of the HR department
- Common HR functions such as recruitment, selection, training, performance management, compensation and benefits administration
- Strategic HRM practices for achieving competitive advantage through aligning HR activities with organizational goals
- Workforce planning, job design, managing employee competencies, and creating motivation and commitment
The document provides three case studies related to employee development and performance management. The first case study evaluates an employee development form used by Old Dominion University and identifies areas for improvement. The second case study reviews a 360-degree feedback survey tool and notes that rater training and follow up is needed for individuals to benefit from the feedback. The third case study discusses the unsuccessful implementation of a 360-degree feedback system at Ridge Intellectual due to a lack of employee buy-in, rater training, and support for development planning.
Answer the following questions1. Performance feedback is most e.docxrossskuddershamus
Answer the following questions:
1. Performance feedback is most effective when managers
Choose one answer.
a. communicate tactfully and honestly with employees being appraised.
b. stress the feedback interview more than the evaluation interview.
c. stress positive performance and downplay negative performance.
d. stress the evaluation interview more than the feedback interview.
e. evaluate their subordinates on a daily basis. Incorrect
2. As an HRM specialist, you are responsible for orienting a new group of employees. Your orientation topics will include all but of the following except
Choose one answer.
a. location of the company cafeteria. Incorrect
b. introduction to coworkers.
c. interviewing skills.
d. career paths within the firm.
e. company benefits.
3. The effects of economic conditions on consumers' ability and willingness to buy would best be called ____ forces.
Choose one answer.
a. technological
b. sociocultural
c. competitive Incorrect
d. economic
e. legal and regulatory
4. Jefferson Inc. (JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits. The company understands that there are effective reward systems that will motivate employees. However, JI management is not sure which would be the best for the company. Compensation, another important area, must also be improved so that it will satisfy all employees effectively. In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated. Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished. The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc. JI management needs to know that effective reward systems must do which of the following?
Choose one answer.
a. distinguish the best from the rest
b. enable employees to satisfy basic needs
c. provide non comparable rewards to those offered by other firms so JI can be differentiated
d. distribute to the top performers only in the organization
e. recognize that all people have the same needs, which can be satisfied with more money Incorrect
5. Employee compensation systems are generally developed and administered by ____, and pay increases and promotions are usually recommended by ____.
Choose one answer.
a. top management; HRM specialists Incorrect
b. unions; line managers
c. HRM staff; line managers
d. top management; unions
e. professional HR consultants; HRM staff personnel
6. Coca-Cola wants to determine how popular its new soft drink will be before launching it nationwide. What will Coca-Cola most likely use?
Choose one answer.
a. .
This document provides the answers to a 30 question multiple choice exam on management topics. The questions cover subjects like the steps in the planning process, types of organizational structure, leadership styles, and functions of management.
This document provides the answers to a 30 question multiple choice exam on management topics. The questions cover subjects like the steps in the planning process, types of organizational structures, leadership styles, and functions of management. Sample answers are provided for questions about ethical decision making frameworks, organizational differentiation and integration, and control systems.
This document provides the answers to a 30 question multiple choice exam on management topics. The questions cover subjects like the steps in the planning process, types of organizational structures, leadership styles, and functions of management. Sample answers are provided for questions about ethical decision making frameworks, organizational differentiation and integration, and control systems.
The document discusses the functions and importance of performance appraisal for risk management functions. It provides examples of how to obtain feedback from senior management, business teams, other risk management functions, and the risk management team itself to evaluate performance. A variety of performance appraisal methods are also outlined including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.
Hrm 531 final exam 30#questions with answers correct 100%versyty
This document provides 30 multiple choice questions and answers related to an HRM 351 final exam. The questions cover topics such as the components of direct and indirect costs of organizational stress, equal employment laws and terms, diversity and affirmative action, strategic planning, recruitment, performance management, compensation and benefits, career management, organizational justice, and managing diversity.
This document provides the questions and answers for the MGT 330 Management final exam. It includes 25 multiple choice questions testing concepts related to the four functions of management, management theories, organizational structure, motivation theories, and the control process. Students are instructed to type their multiple choice answers in an email by the due date.
The Assignment (3–5 pages)Complete a leadership development plan .docxSANSKAR20
The document outlines a leadership development plan assignment with two sections. Section I requires an analysis of the student's current leadership strengths and weaknesses, as well as opportunities and threats to enhancing their leadership skills through examples. Section II requires using a public health leadership competency framework to design a 3-5 year plan to develop core transformational, political, organizational, and team-building competencies along with personality factors and crisis abilities, justifying the rationale for the selections.
The assignment consist of a Case Study. I have attached the Case St.docxSANSKAR20
The assignment consist of a Case Study. I have attached the Case Study to be researched. Please answer all of the questions and be specific with all requirements for the Case Study such as the format, the amount of pages the paper is required to be written, the sources and references, etc... Please follow all directions that are highlighted in the attachment.
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Explore:
The Arts and Royalty
Chapter 23 (pp. 730-741); Rubens; Poussin; Moliere; royalty using the arts
Rubens and Poussin at
http://www.visitmuseums.com/exhibition/from-baroque-to-classicism-rubens-poussin-and-17th-85
and
http://www.wga.hu/frames-e.html?/bio/p/poussin/biograph.html
Philosophers Debate Politics
Chapter 24 (pp. 768-9)
Hobbes: text at
http://oregonstate.edu/instruct/phl302/texts/hobbes/leviathan-contents.html
; summary at
http://plato.stanford.edu/entries/hobbes-moral/
; also
http://jim.com/hobbes.htm
Locke: text at
http://www.thenagain.info/Classes/Sources/Locke-2ndTreatise.html
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A brief introduction of the article
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Policy fíriefing
Senate Bill Aims to Prevent Chemical
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IHE CHEMICAL
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First, review the following case study:
Steve Jobs and Apple, Inc.
Then, respond to the following:
Determine and explain what type of leader Steve Jobs was.
Explain how his vision and values were reflected in his leadership style.
Summarize the initial challenges he faced when starting Apple. Specifically, address Jobs’ strategy and implementation.
Identify and explain the drivers for change in the personal computer industry.
Discuss how Steve Jobs used partnerships and collaboration.
Analyze Jobs’ approach to continuous process improvement.
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Utilize at least two scholarly sources.
Write a 3–5-page report in Word format. Apply APA standards to the citation of sources. Use the following file naming convention
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Conduct research on an artist from any movement that you find interesting. Choose one of their works. Analyze the image using the four visual cues from your reading: color, form, depth, and movement. Explain how the artist makes use of these four cues.
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Your annotated bibliography must be in APA format. For guidelines click the following link:
Annotated Bibliography
Example :
ANNOTATED BIBLIOGRAPHY 1
APA 6
th
Edition Guidelines: Annotated Bibliography
An annotated bibliography is the full citation of a source followed by notes and commentary
about a source. The word “annotate” means “critical or explanatory notes” and the word “bibliography” means “a list of sources”. Annotations are not the same as abstracts. Abstracts
are purely descriptive summaries often found at the beginning of scholarly/ academic journal articles. Annotations are meant to be critical in addition to being descriptive.
Format:
The format for an annotated bibliography is similar to that of a research paper. Use one-inch margins on all sides, double-space your entries, and arrange each entry in alphabetical order. Hanging Indents are required for citations in the bibliography, as shown below. The first line of the citation starts at the left margin and subsequent lines of the citation will be indented.
Example: Journal Article with DOI
Calkins, S., & Kelley, M. (2007, Fall). Evaluating internet and scholarly sources across the disciplines: Two case studies.
College Teaching
,
55
(4), 151-156. doi:10.1111/j.1747- 7379.2007.00759.x
This article discusses the problem of unintentional online plagiarism and many
students’ inability to evaluate, critique, synthesize, and credit online sources properly.
Two case studies from different disciplines, which were designed to foster critical evaluation of the Internet and scholarly sources, are discussed in detail. The CARS (Credibility, Accuracy, Reasonableness, Support) checklist for evaluating research sources is also introduced and applied in these case studies. I found this article useful because much of the content of these case studies can be easily adapted to fit assignments in different academic disciplines. One information literacy assignment in one quarter at college is not enough. If students are expected to use the Internet in a responsible way, educators must provide guidelines and relevant experience that allows students to apply those guidelines in practical ways.
Updated 02/2010
ANNOTATED BIBLIOGRAPHY 2
For annotated bibliographies, use standard APA format for the citations, then add a brief entry, including:
•
2 to 4 sentences to
summarize
the main idea(s) of the source.
o
What are the main arguments?
o
What is the point of this book/article?
o
What topics are covered?
•
1 or 2 sentences to
assess
and evaluate the source.
o
How does it compare with other sources in your bibliography?
o
Is this information reliable?
o
Is the source objective or biased?
•
1 or 2 sentences to
reflect
on the source.
o
Was this source helpful to you?
o
How can you use this source for your res.
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In actual practice, how well does the Act achieve this goal? Explain. Support your answer with examples from recent court decisions.
Submit a summary of the your consensus.
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For example, identity, coming-of-age, romantic relationships, work/school balance, and firsts (kiss, car, job, etc.) are a few of the relevant topics for this age group, although there are any number of topics you could use in your own version.
Instructions:
A “scene” would be about two pages of text, taking place in one location, where characters are present in that scene and interacting in some way. Some scenes may further character, most will probably further plot, some may further theme or emotion -- the crucial part is just to have dialogue and description and be sure to show rather than tell when appropriate.
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The abstract is a 150-250 word summary of your Research Paper, and i.docxSANSKAR20
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1. Exam: - Assessing Performance, Developing Employees &
Compensating Human Resources
Questions 1 to 20: Select the best answer to each question. Note
that a question and its answers may be split across a page break,
so be sure that you have seen the entire question and all the
answers before choosing an answer.
1. An employee refuses an employer's request to falsify the
contents of a report to the EEOC. The
employer subsequently discharges the worker for "not following
orders." In a wrongful-discharge suit, the employee is likely to
argue which of the following exceptions to the at-will-
employment doctrine?
A. Implied contract
B. Equal employment
C. Public policy
D. Reverse discrimination
2. Which of the following is a false statement about using peers
as a source of performance information?
A. Peer ratings are particularly useful when supervisors don't
have the opportunity to observe employees.
B. Peers are more willing participants in reviews used for
employees.
C. Peers have expert knowledge of job requirements and bring a
unique perspective to the evaluation, often resulting in
extremely valid assessments of performance.
D. Peer ratings, according to research, are highly influenced by
friendships.
3. Why would an employee seek a downward move?
A. To learn different skills
B. To have more authority
C. To increase salary and visibility
2. D. To have greater challenges
4. In terms of job dissatisfaction, an employee who calls in sick
or arrives to work late is engaging in
A. behavior change.
B. physical withdrawal.
C. psychological withdrawal.
D. whistleblowing.
5. Based on the expectation that two people in conflict should
first try to arrive at a settlement together, the organization has a
policy of making managers available to hear complaints.
Typically, the first open door is that of the employee's
A. immediate supervisor.
B. peers.
C. director.
D. immediate subordinates.
6. If a performance measure lacks _______ reliability,
determining whether an employee's performance has truly
changed over time will be impossible.
A. interrater
B. external
C. test-retest
D. strategic
7. The primary use of assessment centers is to identify
A. employees' personality types and job interests.
B. decision processes and communication styles that inhibit
production.
C. the strengths and weaknesses of team members.
D. employees who have the personality, characteristics, and
skills needed for managerial positions.
8. Which of the following statements illustrates effective
feedback?
A. "I don't see any progress from the last review; you're lazy."
3. B. "You've achieved 100 percent of your target in less than six
months."
C. "Overall, your performance has been satisfactory."
D. "You've become careless; you came in late three times last
week."
9. What is the employee's responsibility in the self-assessment
stage of career management?
A. Provide assessment information to identify strengths,
weaknesses, interests, and values
B. Identify opportunities and areas of needed improvement
C. Communicate performance evaluations
D. Identify steps and a timetable to reach goals
10. Three of the following are trends in executive education.
Which one is not a trend in executive
education?
A. Due to increasing costs, employees are increasingly being
asked to cover tuition and other program-related costs.
B. Formal educational programs are being supplemented with
other developmental activities.
C. Employers and education providers are developing short
courses with content designed specifically for the audience.
D. Distance learning is being used more frequently by
companies.
11. Which of the following statements correctly describes in-
basket exercises?
A. In-basket exercises are paper-and-pencil tests designed to
measure participants' communication styles and skills.
B. In-basket exercises simulate the administrative tasks of a
manager's job, using a pile of documents for the employee to
handle.
C. In-basket exercises require participants to take the part of a
manager or employee in a situation involving the skills to be
assessed.
4. D. In-basket exercises require teams of five to seven employees
to work together to solve assigned problems within a certain
time period.
12. To improve performance of underutilizers, managers should
A. withhold pay increases.
B. link rewards to performance outcomes.
C. demote them from their current position.
D. offer temporary assignments for skill development.
13. Three of the following are likely outcomes or benefits of
conducting annual employee satisfaction
surveys. Which of the following is not a likely outcome or
benefit?
A. The surveys allow the company to monitor trends over time.
B. The surveys provide a means for empirically assessing the
effects of changes in personnel practices on worker attitudes.
C. The surveys give employees an outlet for voicing their
concerns.
D. The surveys provide evidence of the knowledge, skills, and
abilities necessary to perform specific jobs.
14. Explanation, consideration, and empathy are key
determinants of
A. interactional justice.
B. procedural justice.
C. alternative dispute resolutions.
D. perceptual justice.
15. In which performance technique are managers given three
performance rating scales per dimension and asked to indicate
whether the employee's performance is above (+), at (0), or
below (-) the statements?
A. Graphic-rating scale
B. Behavioral-observation scale
C. Behaviorally anchored rating scale
5. D. Mixed-standard scale
16. An Individual Coaching for Effectiveness program is
designed to
A. help prepare managers for overseas assignments.
B. reduce the effects of the glass ceiling.
C. help managers with dysfunctional behaviors.
D. improve managers in succession planning.
17. The Job Descriptive Index measures three of the following
facets of employee satisfaction. Which is
not measured by the Job Descriptive Index?
A. Customers
B. The work itself
C. Coworkers
D. Pay
18. A team of five to seven employees is assigned a problem
and must work together to solve it within a
certain time period. Which of the following techniques is being
used?
A. Discussion
B. Leaderless group discussion
C. Role playing
D. In-basket exercise
19. If peer review doesn't lead to a settlement, a neutral party
from outside the organization hears the case and tries to help
the people in conflict arrive at a settlement. This process is
called
A. arbitration.
B. progressive discipline.
C. open-door policy.
D. mediation.
20. Which of the following is a false statement about the glass
ceiling?
6. A. Research has found gender differences in accessing job
experiences involving transitions and creating change.
B. The barrier may be due to a lack of access to training
programs, developmental job experiences, and developmental
relationships, such as mentoring.
C. Research shows male managers receive more assignments
involving high levels of responsibility than do female managers
of similar ability and managerial level.
D. The barrier may be due to stereotypes that hinder the
development of women and minorities.
21. Which of the following is not an advantage of a balanced
scorecard?
A. A balanced scorecard links external pay rates with internal
job structures, allowing organizations to gain both internal and
external pay equity.
B. A balanced scorecard balances the disadvantages of one type
of incentive pay with the advantages of another type.
C. A balanced scorecard allows for a combination of
performance measures that are directed toward both the
company's long and short-term objectives.
D. Communicating a balanced scorecard helps employees
understand the organization's goals and how they might
contribute to these goals.
22. Three of the following are types of defined-contribution
pension plans. Which of the following is not a type of defined-
contribution pension plan?
A. Section 401(k) plan
B. Employee stock option plan
C. Money purchase plan
D. Gainsharing plan
23. In response to the growing concern over ethical issues
surrounding incentive pay for executives, three of the following
actions have been taken. Which action has not been taken in
7. response to the growing concern over ethical issues?
A. Limiting the amount companies may deduct for executive
and performance-related pay to no more than $1 million
B. Imposing strict limits on insider trading
C. Using the balanced-scorecard to design executive pay and
incentives
D. Requiring companies to more clearly report executive
compensation levels and the company's performance relative to
that of competitors
24. Employees who have met the enrollment and length-of-
service requirements to receive a pension at
retirement, regardless of whether they remained with the
employer until that time, are said to be
A. retirees.
B. vested.
C. expatriates.
D. pensioners.
25. Quality guru W. Edwards Deming advocates the use of
A. piecework incentives.
B. group incentives.
C. stock options.
D. merit-pay systems.
26. Chief executives of large U.S. businesses earn over _______
times as much as manufacturing employees in their companies.
A. 10
B. 40
C. 20
D. 60
27. Which act permits a lower training wage, which employers
may pay to workers under the age of 20 for a period of up to 90
days?
A. ERISA
B. ADA
C. FMLA
8. D. FLSA
28. Pay specifically designed to energize, direct, or control
employees' behavior is known as
A. exempt pay.
B. indirect pay.
C. empowerment pay.
D. incentive pay.
29. Which level of child care is most frequently provided by
organizations with 100 or more employees?
A. The organization provides vouchers or discounts for
employees to use at existing child-care facilities.
B. The organization supplies and helps employees collect
information about the cost and quality of available child care.
C. The organization offers no support within this area.
D. The organization operates a day-care center at or near the
workplace.
30. An employee earns $10 an hour and receives a weekly
attendance award of $20. That employee works 50 hours this
week and thus earns a total compensation of
A. $557.50.
B. $577.50.
C. $550.00.
D. $570.00.
31. Which of the following is an advantage of group incentives?
A. Rewarding the performance of all employees at a facility
B. Groups trying to outdo one another in satisfying customers
C. Group more likely using a broad range of performance
measures
D. Encouraging team members to compete with each other so
they can achieve their goal
32. Organizations being squeezed between labor and product
9. markets need to
A. move from job-based pay structures to skill-based pay
systems, where employees are empowered and jobs are more
enriched.
B. couple pay policies with creative HR, production, and
marketing management to make workers' contributions more
valuable and products more profitable.
C. change their strategic mission and direction, moving to more
attractive industries.
D. move their operations overseas.
33. Which of the following is a false statement about Social
Security benefits?
A. Eligibility rules must be met to receive benefits.
B. Workers who meet requirements receive retirement benefits
according to age and earnings history.
C. Benefits are taxed as ordinary income at both the federal and
state level.
D. Employers and employees share the cost of the program
through a payroll tax.
34. Which of the following is a false statement about key jobs?
A. Key jobs are relatively stable in content.
B. Key jobs have many incumbents within the organization.
C. Key jobs are common to many organizations.
D. Key jobs are jobs on which it's possible to obtain market-pay
survey data.
35. A system in which an employer pays a worker specifically
for each unit produced is known as
A. gross pay.
B. hourly wage.
C. piecework rate.
10. D. salary.
36. Why are growing numbers of employers opting for defined-
contribution plans?
A. Employers are free from the risk of poor performance of the
plans.
B. They guarantee a specified level of retirement income.
C. PGBC makes annual contribution of $33 per participant.
D. Defined-contribution plans are required by ERISA.
37. In 2003, a company employee received an option to
purchase the company's stock at $45 per share. If the stock is
trading at $40 a share in 2005, the employee will most likely
A. exercise the option, receiving a gain of $5.
B. exercise the option, receiving a gain of $40.
C. hold on to the option, hoping the stock price will increase in
the future.
D. try changing the price in the original option agreement to
improve the stock's performance.
38. By law, what percent of assets must an ESOP invest in its
company's stock?
A. 80 percent
B. 100 percent
C. 51 percent
D. 10 percent
39. The National Compensation Survey is an ongoing activity of
the
A. AFL-CIO.
B. Bureau of Labor Statistics.
C. American Management Association.
D. Society for Human Resource Management.
40. Three of the following are objectives of the unemployment
insurance program. Which is not an
11. objective of the unemployment insurance program?
A. To offset lost income during a labor dispute
B. To preserve investments in worker skills by providing
income during short-term layoffs
C. To provide an incentive for employers to stabilize
employment
D. To offset lost income during involuntary unemployment
Exam: - Meeting Other HR Goals
Questions 1 to 20: Select the best answer to each question. Note
that a question and its answers may be split across a page break,
so be sure that you have seen the entire question and all the
answers before choosing an answer.
1. Which of the following is a false statement about grievance
procedures?
A. Under the duty of fair representation, the union must give
equal representation to all members of the bargaining unit,
whether or not they actually belong to the union.
B. The majority of grievances are settled during the earlier steps
of the process.
C. The merits of an arbitrator's ruling can't be appealed to the
courts.
D. Grievance procedures generally have several steps prior to
arbitration.
2. Which of the following is not a measure for an HRM audit for
staffing?
A. Fairness of existing job evaluation system in assigning
grades and salaries
B. Anticipation of personnel needs
C. Treatment of applicants
D. Timeliness of referring qualified workers to line supervisors
3. The Hofstede dimension that deals with the degree to which a
culture prefers structured conditions is
12. A. individualism.
B. uncertainty avoidance.
C. risk aversion.
D. power distance.
4. Which of the following statements about expert systems is
false?
A. Expert systems help avoid the errors that can result from
fatigue and decision-making biases.
B. Expert systems can increase efficiency by enabling fewer or
less-skilled employees to do work that otherwise would require
many highly skilled employees.
C. Expert systems provide consistency in decision making.
D. Expert systems deliver high-quality decisions at a high cost.
5. _______ promotes respect for past tradition and for fulfilling
social obligations in the present.
A. Uncertainty avoidance
B. Femininity
C. Large power distance
D. Short-term orientation
6. Which of the following is a false statement about
international labor relations?
A. Day-to-day decisions about labor relations are usually
handled by each foreign subsidiary.
B. In countries such as Germany, management has an incentive
to build cooperative relationships because labor representatives
participate in company decision-making activities and sit on
companies' boards of directors.
C. Most U.S. organizations, in contrast to European
organizations, bargain with a union representing an entire
industry's employees, rather than with local union.
D. U.S. organizations, in comparison with European
organizations, exert more centralized control over labor
relations in the various countries where they operate.
13. 7. Which of the following employee groups is most likely to be
excluded by the NLRB from participating in organizing
activities and being a member of the bargaining unit?
A. Employees who have been on strike for economic reasons for
less than one year and who have been replaced by other
employees
B. Employees covered by multiple employers
C. Employees in multiple facilities within a single employer
D. Employees with certain supervisory duties
8. Which of the following is a correct statement about an
organizing campaign?
A. During an organizing campaign, only one union can appear
on the ballot.
B. During an organizing campaign, the NLRB conducts a secret-
ballot election if only 30 to 50 percent of employees signed
cards.
C. During an organizing campaign, a union is automatically
recognized if most number of employees agree.
D. During an organizing campaign, unions determine the
appropriate bargaining unit.
9. Recruitment and selection activities within a high-
performance organization include three of the
following. Which is not a recruitment and selection activity
within a high-performance organization?
A. Selection methods that concentrate on identifying technical
skills only
B. Finding employees who are enthusiastic about and able to
contribute to teamwork, empowerment, and knowledge sharing
C. Finding employees who innovate, share ideas, and take
initiative
D. Selection methods that include group interviews, open-ended
questions, and psychological tests
14. 10. Which of the following is not appropriate using e-HRM?
A. Online surveys
B. Online testing
C. Online grievance redressal
D. Online recruitment
11. Union membership in the United States peaked in the
A. 1960s.
B. 1980s.
C. 1990s.
D. 1950s.
12. Which of the following is a correct statement about
inpatriates?
A. Inpatriates are employees from countries other than the
parent country placed in facilities of other countries.
B. Inpatriates are foreign employees who come to the United
States to work for the U.S.-based parent company.
C. Inpatriates are employees transferred from a company's site
in one state to another state within the United States.
D. Inpatriates are employees from one division of the company
being moved to another division.
13. Which of the following is a false statement about an HRIS?
A. HR staff can retrieve information about specific applicants.
B. The system is designed to serve only the HR staff.
C. It lets a user sort the data by any of the fields.
D. Separate files can be linked by common elements.
14. The economic approach to evaluating the effectiveness of
HR practices focuses on
A. comparing the company's HRM costs to those of major
competitors.
B. determining whether the HR practice had the intended effect.
C. reviewing the various outcomes of the HR functions.
D. determining the dollar value of a program's costs and
15. benefits.
15. Which of the following is a false statement about fact-
finding as an impasse resolution procedure?
A. A fact-finder's findings are made public.
B. A fact-finder is often used for negotiations with
governmental bodies.
C. A fact-finder reports on the reasons for the dispute.
D. A fact-finder's findings are binding on the parties.
16. Which of the following is a false statement about the goals
of management?
A. Management goals are to increase the organization's profits.
B. Management's goals continue to emphasize restraining costs
and improving output.
C. Management prefers to increase wages and benefits and
allow flexibility of work rules and schedules.
D. Management's concern is that a union will create higher costs
in wages and benefits, as well as raise the risk of work
stoppages.
17. Under the Taft-Hartley Act, three of the following are unfair
labor practices on the part of the union.
Which is not an unfair labor practice on the part of the union,
under the Taft-Hartley Act?
A. Threatening employees with physical injury or job loss if
they don't support union activities
B. Calling or visiting employees at home for the purpose of
promoting union membership or activities
C. Mass picketing in such numbers that nonstriking employees
physically can't enter the workplace
D. Terminating an existing contract and striking for a new one
without notifying the employer, the FMCS, and the state
mediation service
18. Which of the following is a false statement regarding cross-
16. cultural preparation needed during the
phases of an international assignment?
A. Preparation for departure includes language instruction and
an orientation to the foreign country's culture.
B. Preparation is required only for the employees, not their
families.
C. Preparation is required for the return home.
D. Training may range from lectures for employees and their
families to visits to culturally diverse communities.
19. According to research, organizations that introduce high-
performance work practices usually experience
increases in three of the following areas. Which is not an area in
which an organization can expect to
experience an increase as a result of introducing high-
performance work practices?
A. Employee turnover
B. Long-term financial performance
C. Productivity
D. Employee satisfaction
20. High-performance work systems emphasize three of the
following. Which is not emphasized by highperformance
work systems?
A. Silo thinking
B. Development
C. Training
D. Career management