Fundamentals Of Human Resource Management 6th Edition

Chapter 01 - Managing Human Resources Instructors Manual for Instructors Manual for Instructors Manual for Fundamentals of Human Resource Management, 6th edition Chapter One: Managing Human Resources Welcome to your guide to teaching Chapter One, Managing Human Resources! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and

Chapter 01 - Managing Human Resources Best Practices How Abbott Laboratories Creates a Healthy Business Abbott Laboratories is a global company operating in more than 150 countries. They specialize in medical devices and pharmaceuticals. The industry is fast paced and Abbott needs to stay nimble in order to remain competitive. A key to

Chapter 01 - Managing Human Resources HRM Social SHRMs Social Medial Presence SHRM has a variety of ways for HR professionals to connect via social media and the links are shared in this section. Members of the Society for Human Resource Management (SHRM) can connect with the organizations resources and with one another

Chapter 10 - Managing Employees Performance Chapter Ten: Managing Employees Performance Welcome to your guide to teaching Chapter Ten, Managing Employees Performance! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors Manual Highlights: Instructors Manual

2. Advantages of this method include: (1) evaluating performance in this specific way gives employees feedback about what they do well and what they do poorly, and (2) the manager can relate the incidents to how the employee is helping the company achieve its goals. Disadvantages include: (1) keeping a

HR Oops! Where Have I Heard That Before? A survey by VitalSmarts, an HR consulting firm, found that four out of 10 employees hear the same areas for improvement year after year. For most employees the previous performance appraisal did not help with improvement of performance. 87% of employees said that the

Chapter 11 - Separating and Retaining Employees Chapter Eleven: Separating and Retaining Employees Welcome to your guide to teaching Chapter Eleven, Separating and Retaining Employees! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors

HRM Oops Bizarre Excuses from Absences One way employees withdraw from a job is through absenteeism. Surveys of employers and employees in the U. S. and Europe have uncovered some very strange excuses for why an employee needs to be absent from work. Some awkward excuses included: unsure of what to wear

Chapter 12 - Establishing a Pay Structure Chapter Twelve: Establishing a Pay Structure Welcome to your guide to teaching Chapter Twleve, Establishing a Pay Structure! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors

HR Oops Overlooking Overtime The Department of Labor oversees if employers are paying their employees properly. In one instance, a Texas construction company failed to pay the workers one and a half times their regular rate for scheduled and unscheduled hours including time spent traveling between works sites. At a maintenance and

Chapter 13 - Recognizing Employee Contributions with Pay Chapter Thirteen: Recognizing Employee Contributions with Pay Welcome to your guide to teaching Chapter Thirteen: Recognizing Employee Contributions with Pay! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and

HR Oops! Giving Arbitrary Bonuses to Employees Josh Patrick, a successful advisor to business owners, knows how important it is to give incentives employees so he started his company with performance tied to bonuses. However, there wasnt much of a tie to objectives and the companys profitability. So, he decided to build

Chapter 14 - Providing Employee Benefits Chapter Fourteen: Providing Employee Benefits Welcome to your guide to teaching Chapter Fourteen: Providing Employee Benefits! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors Manual Highlights: Instructors Manual Highlights: Instructors

Chapter 14 - Providing Employee Benefits C. Retirement Plans 1. Employers have no obligation to offer retirement plans beyond the protection of Social Security, but most offer some form of pension or retirement savings plan. Figure 14.4, Sources of Income for Persons 65 and Older, shows that Social Security checks

Complying with the Affordable Care Act The following are guidelines for the ACA. Keep track of the requirements on the HealthCare.gov website, determine the number of full-time employees, compare the cost of health insurance (taking into account tax credits) with the cost of the penalty, and consider the purpose of offering

Chapter 15 - Collective Bargaining and Labor Relations Chapter Fifteen: Collective Bargaining and Labor Relations Welcome to your guide to teaching Chapter Fifteen: Collective Bargaining and Labor Relations! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and

Chapter 15 - Collective Bargaining and Labor Relations B. Laws Amending the NLRA With the Taft-Hartley Act of 1947 and the Landrum-Griffin Act of 1959, Congress established some restrictions on union practices deemed unfair to employers and union members. Under the Taft-Hartley Act, unions may not restrain employers through such actions

Discussion Question with Possible Response 1. Why does the university not want the players to form a union? Most organizations prefer not to have a union because then they must live by a collected bargaining agreement. II. Role of Unions and Labor Relations In the United States today, most workers act as individuals

Chapter 16 - Managing Human Resources Globally Chapter Sixteen: Managing Human Resources Globally Welcome to your guide to teaching Chapter Fifteen: Managing Human Resources Globally! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors Manual

Discussion Question with Possible Response 1. Why would a company like American Express invest in a Healthy Living program? Employers have found that when employees focus on healthy living that employee engagement and productivity increase. It is a benefit to the company to have programs that make it easier for an employee

Chapter 02 - Trends in Human Resource Management Chapter Two: Trends in Human Resource Management Welcome to your guide to teaching Chapter Two, Trends in Human Resource Management! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and

Chapter 02 - Trends in Human Resource Management HR Oops! Less Helpful than a Search Engine! Access to information is essential in the information age. According to a Hay Group survey, HR professionals are not responding quickly enough to line managers questions and concerns. In one survey, 29% of line managers rated Google

Chapter 02 - Trends in Human Resource Management ROADMAP: Review and Discussion Questions 1. How does each of the following labor force trends affect HRM? a. Aging of the labor force b. Diversity of the labor force c. Skill deficiencies of the labor force An organizations internal labor force comes from its external labor market-individuals who

Chapter 03 - Providing Equal Employment Opportunity and a Safe Workplace Chapter Three: Providing Equal Employment Opportunity and a Safe Workplace Welcome to your guide to teaching Chapter Three, Providing Equal Opportunity and a Safe Workplace! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter

Chapter 03 - Providing Equal Employment Opportunity and a Safe Workplace This opening case explores the controversial comments made by Los Angeles Clipper owner, Donald Sterling, made to a female friend. The comments were made in private but it was recorded and made public. He made blatantly racist remarks that went

Did You Know? Top 10 Causes of Workplace Injuries Liberty Mutual conducts research every year called the Workplace Safety Index. In 2011, serious work-related injuries cost employers $55 billion. The ten leading causes of workplace injuries in 2011 were overexertion, other exertions or bodily reactions, falls on same level, falls to

Chapter 04 - Analyzing Work and Designing Jobs Chapter Four: Analyzing Work and Designing Jobs Welcome to your guide to teaching Chapter Four, Analyzing Work and Designing Jobs! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions

HR Oops Workers Often Dont Have What They Need to Succeed AtTask, a maker of project management software, conducted a survey of over 500 U. S. workers in a variety of industries to determine what causes employees to struggle with, or miss, deadlines. According to the survey, 60% of workers stated they

Chapter 05 - Planning for and Recruiting Human Resources Chapter Five: Planning for and Recruiting Human Resources Welcome to your guide to teaching Chapter Five, Planning for and Recruiting Human Resources! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of

HR Oops! Trimming More Than the Fat Although getting lean improves an organizations efficiency and makes it stronger for the long haul, some organizations are so desperate to cut costs that they starve themselves of important human resources. Walmart needed to cut costs after the 2008 recession. They opened 13% more stores

Chapter 06 - Selecting Employees and Placing Them in Jobs Chapter Six: Selecting Employees and Placing Them in Jobs Welcome to your guide to teaching Chapter Six, Selecting Employees and Placing Them in Jobs! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions

HR How To Interviewing Job Candidates Effectively Interviewing job candidates is time-consuming, and unfortunately, many companies waste that time with highly subjective, unplanned interviews that fail to reveal much relevant information. This HR How To presents suggestions for making the most of the interview process. These suggestions include: plan questions ahead of time,

Chapter 07 - Training Employees Chapter Seven: Training Employees Welcome to your guide to teaching Chapter Seven, Training Employees! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and possible responses. Instructors Manual Highlights: Instructors Manual Highlights: Instructors Manual Highlights: Chapter

Chapter 07 - Training Employees B. In-House or Contracted Out? 1. An organization can provide an effective training program, even if the organization lacks expertise in training. 2. Many companies and consultants provide training services to such organizations. 3. To select a training service, an organization can mail several vendors a request

Did You Know? Many Companies Outsource Training Tasks A recent survey of U.S. based corporations found that over half were outsourcing the instruction of training courses. Almost half use contractors to develop custom content, and 45 percent use them to operate or host a learning management system. Discussion Question and Suggested

Chapter 08 - Developing Employees for Future Success Chapter Eight: Developing Employees for Future Success Welcome to your guide to teaching Chapter Eight, Developing Employees for Future Success! Welcome to your guide to teaching Chapter Seven, Training Employees! This guide will provide you with a chapter summary, learning objectives, lecture outlines,

Discussion Question and Suggested Response In ways does ESPN help develop their employees for future success? ESPN has employees complete an individual development plan (IDP) which helps employees focus on current and future career goals. They also have a Leadership GPS too that supports goal setting, choosing activities to help with career

ROADMAP: CASE STUDY Thinking Ethically Should Managers Feel Obligated to Be Mentors? This is a delicate question and one that female managers struggle with. Some female managers take on too many protgs and neglect their own career development. Experts recommend that mentors think more strategically about who and how many protgs commit to. IT

Chapter 9 - Creating and Maintaining High-Performance Organizations Chapter Nine: Creating and Maintaining High- Performance Organizations Welcome to your guide to teaching Chapter Nine: Creating and Maintaining High-Performance Organizations! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions and end of chapter discussion questions and

I. Introduction The opening vignette examines the Jackson, Tennessee plant of General Cable. The plan was not doing well and it would have been easy to move the manufacturing off shore where they already had several plants. However, the management of the Jackson plant called the employees together and announced the

On average, unionized workers receive higher pay than their nonunionized counterparts. Answer: TRUEOn average, unionized workers receive higher pay than their nonunionized counterparts. Answer: TRUEOn average, unionized workers receive higher pay than their nonunionized counterparts. Answer: TRUE On average, unionized workers receive higher pay than their nonunionized counterparts. Job rotation increases employees' understanding of

Which of the following is an effective recruitment and selection strategy when the required skills are scarce in a particular location? A. Host-country nationals B. Immigrant workers C. Parent-company nationals D. Local contract workers E. Local temporary workers Answer: B.At organizations located where needed skills are in short supply, hiring immigrant employees may be part of

A risk of diversity training programs is that they may alienate minorities. Answer: FALSEA risk of diversity training programs-especially when they define diversity mainly in termsof race, ethnicity, and sex-is that they may alienate white male employees, who conclude that if the company values diversity more, it values them less. Answer:

Work sharing is usually implemented in an effort to avoid labor shortages. Answer: FALSEWork sharing is one of the options that can be used to avoid a labor surplus. Answer: FALSEWork sharing is one of the options that can be used to avoid a labor surplus. Answer: FALSE Work sharing is one of

Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers? A. Work flow analysis B. Job analysis C. Conjoint analysis D. Talent management E. Performance management Answer: D.Talent management is a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and

Social support refers to the ways an organization's people encourage training. Answer: TRUESocial support refers to the ways an organization's people encourage training, including giving trainees praise and encouraging words, sharing information about participating in training programs, and expressing positive attitudes toward the organization's training programs. Answer: TRUESocial support refers to

In which of the following scenarios will workers be less motivated to perform a job per the Job Characteristics Model? A. When the job requires a variety of skills to be performed B. When the job requires completing the whole piece of work from beginning to end C. When the job has minimal

The equity of executive pay has a limited effect on other employees. Answer: FALSETop executives help to set the tone or culture of the organization, and employees at all levels are affected by behavior at the top. As a result, the equity of executive pay can affectmore employees than, say,

Job satisfaction is always based on an objective and complete measurement of the situation and not on perception. Answer: FALSEJob satisfaction is based on perception, not always on an objective and complete measurement of the situation. Each person compares the job situation to his or her values, and people are

In coordination training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place. Answer: FALSECoordination training trains the team how to share information and decisions to obtain the best team performance. Answer: FALSECoordination training trains the team how to share

Which of the following is true of a craft union? A. It represents many different occupations. B. Membership in the union is the result of working for a particular employer in the industry. C. Changing employers is not very common. D. It is often responsible for training members through apprenticeships. E. It consists of members

The HR department at TIP 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 a(n) _____. A. HR banner B.

Discuss the three major provisions of the Fair Labor Standards Act (FLSA). Answer:The FLSA establishes a minimum wage and requirements for overtime pay and child labor:1) Minimum Wage: At the federal level, the 1938 FLSA establishes a minimum wage that is now $7.25 per hour. The FLSA also permits a

For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries. Answer: TRUETo be effective, OJT programs should include several characteristics, one of them being that the organization should review OJT practices at companies in similar industries. Answer: TRUETo be effective, OJT programs

Under the FLSA, children aged 14 and 15 may not be employed outside school hours. Answer: FALSEUnder the FLSA, children aged 14 and 15 may work only outside school hours in jobs defined as nonhazardous and for limited time periods. A child under age 14 may not be employed in

Emma, a 24-year-old Hispanic woman, pressed charges of sexual harassment against Jonathan, a politician. The case became sensational because the accused was one of the strongest candidates in the upcoming elections. In the case's final stage, the United States Supreme Court issued a verdict that cleared Jonathan of all charges

Measures of employees' performance should take the effects of situational constraints into account. Answer: TRUEAn organization should monitor economic conditions, the organization's culture, and other influences of situational constraints on performance. Measures of employees' performance should take these influences into account. Answer: TRUEAn organization should monitor economic conditions, the organization's culture,

_____ refers to the intentional practice of changing jobs frequently. A. Job hopping B. Moonlighting C. Job enlargement D. Job enrichment E. Freelancing Answer: A.Some employees engage in job hopping, the intentional practice of changing jobs frequently-say, every year or two. Job hopping can be appealing to an employee as a way to stave off boredom

To ensure success with an outsourcing strategy, companies should outsource work that requires tight security. Answer: FALSETo ensure success with an outsourcing strategy, companies should avoid outsourcing any work that is proprietary or requires tight security. Answer: FALSETo ensure success with an outsourcing strategy, companies should avoid outsourcing any work that

During a strike, the employer loses production unless it can hire replacement workers, and even then, productivity may be reduced. Answer: TRUEDuring a strike, the employer loses production unless it can hire replacement workers, and even then, productivity may be reduced. Answer: TRUEDuring a strike, the employer loses production unless it

Keytechi and Sons, a marketing company, has implemented a few incentive plans to motivate its employees. The organization encourages employees to learn new skills and cooperate with others. Which of the following will contribute to employees' feeling that the organization's incentive pay plans are fair? A. Employees must be able to

Alexander was being interviewed for the position of an entry-level financial analyst at a well-known asset management company. Alexander was asked questions about the current state of the U.S. stock market, the current net worth of certain financial firms, and concepts such as IPO, mergers, and leverage from a set of

An incentive system in which an organization links pay increases to ratings on performance appraisals is referred to as _____. A. commission B. the Scanlon plan C. merit pay D. gain sharing E. profit sharing Answer: C.Merit pay is a system of linking pay increases to ratings on performance appraisals. Answer: C.Merit pay is a system of

The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job. Answer: TRUETo gather information about worker requirements, the Fleishman Job Analysis System askssubject-matter experts (typically job incumbents) to evaluate a job in terms of the abilities required to

Gerard is an Australian citizen and works at the headquarters of an Australian company. This would make him a _____. A. host-country national B. expatriate C. governing-country national D. third-country national E. parent-country national Answer: E.The parent country of a company is the country in which the organization's headquarters is located. An employee of a company who

Which of the following is a federal law passed in 1935 that supports collective bargaining and sets out the rights of employees to form unions? A. The Landrum-Griffin Act B. The Civil Rights Act C. The Wagner Act D. The Taft-Hartley Act E. The Sarbanes-Oxley Act Answer: C.Perhaps the most dramatic example of labor laws' influence

Incentive pay is specifically designed to energize, direct, or control employees' behavior and is influential because the amount paid is linked to certain predefined behaviors or outcomes. Answer: TRUEAlong with wages and salaries, many organizations offer incentive pay - that is, pay specifically designed to energize, direct, or control employees' behavior.

The multiple-hurdle model is based on a process of increasing the number of candidates at each stage of the selection process. Answer: FALSEThe multiple-hurdle model is based on a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. Answer: FALSEThe multiple-hurdle model is

Which of the following is true about an assessment center? A. An assessment center is a meeting room where a team of seven to ten employees is assigned a problem and must work together to solve it within a certain time period. B. At an assessment center, multiple raters or evaluators evaluate

Under the workers' compensation laws, employees are eligible to receive their regular paycheck in the event of a disability. Answer: FALSEThe amount of income varies from state to state but is typically two thirds of the worker's earnings before the disability. Answer: FALSEThe amount of income varies from state to state

Selection procedures that provide economic value greater than the cost of using them are said to have utility. Answer: TRUESelection methods that provide economic value greater than the cost of using them are saidto have utility. Answer: TRUESelection methods that provide economic value greater than the cost of using them are

Jackson, a production manager at Crenzel Inc., is expecting a labor shortage in the next six months due to increased demand for the company's products during the holiday season. He thinks the best way to deal with this labor shortage is to hire new employees. However, Pamela, the HR manager,

Timothy, an employer, allowed employees to picket the manufacturing plant because he believed it would not hamper the productivity within the facility. Zara, his assistant manager, argued that Timothy's approach to a possible strike was a poor strategy. Which of the following statements will strengthen Zara's argument? A. Timothy thought that if he

A host country is a country, other than the parent country, in which an organization operates a facility. Answer: TRUEA host country is a country, other than the parent country, in which an organization operates a facility. The parent country is the country in which the organization's headquarters is located. Answer:

When employees are unclear about work methods, scheduling, and performance criteria because others hold different ideas about these, they are likely to suffer from role ambiguity. Answer: TRUERole ambiguity is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do

Which of the following is the usual way in which companies first enter foreign markets? A. Importing B. Offshoring C. Exporting D. Outsourcing E. Relocating Answer: C.As organizations grow, they often begin to meet demand from customers in other countries. The usual way that a company begins to enter foreign markets is by exporting, or shipping

Review of resumes is most valid when the content of the resumes is evaluated in terms of the elements of a job description. Answer: TRUEReview of resumes is most valid when the content of the resumes is evaluated in terms of the elements of a job description. Answer: TRUEReview of resumes

Organizations provide orientation to their new employees because: A. it is a legal requirement for all new employees. B. it relieves the shock and surprise experienced when starting a new job. C. a new employees does not perform sufficient research on the employer before joining. D. a realistic job profile is provided during recruitment. E.

Under the team awards type of group incentive, cost savings is excluded as a performance measure. Answer: FALSETeam awards are similar to group bonuses, but they are more likely to use a broad range ofperformance measures, such as cost savings, successful completion of a project, or even meeting deadlines. Answer: FALSETeam

Expatriates are employees from a country other than the parent country or the host country. Answer: FALSEThird-country nationals are employees from a country other than the parent country or the host country. Employees assigned to work in another country are called expatriates. Answer: FALSEThird-country nationals are employees from a country other

A balanced scorecard is a combination of performance measures directed toward the company's long- and short-term goals. Answer: TRUEA balanced scorecard is a combination of performance measures directed toward the company's long- and short-term goals and used as the basis for awarding incentive pay. Answer: TRUEA balanced scorecard is a combination

Using job experiences for development assumes that: A. development occurs only when job demands involve obstacles. B. development occurs only through promotions. C. development is most likely to occur when employees experience high levels of negative stress in their jobs. D. development is most likely to occur when an employee's skills and experiences do

_____ are persons who work for an organization only when they are needed. A. On-call workers B. Moonlighting employees C. Apprentices D. Part-time employees E. Trainees Answer: A.On-call workers are persons who work for an organization only when they are needed. Answer: A.On-call workers are persons who work for an organization only when they are needed. Answer: A. On-call

How do cafeteria-style plans increase costs for employers? A. Employers pay much higher premiums for an HMO than a preferred health care plan. B. Employers are required to pay higher insurance premiums for laid-off workers. C. Contributions to PGBC to fund the retirement plan increases under this plan. D. Employees select the kind of

A disadvantage of behaviorally anchored rating scales (BARS) is that it can bias a manager's memory. Answer: TRUEAlthough behaviorally anchored rating scales (BARS) can improve interrater reliability, this method can bias the manager's memory. The statements used as anchors can help managers remember similar behaviors, at the expense of other

Identify the correct statement regarding sustainable organizations. A. They primarily focus on maximizing profits and delivering high returns to investors. B. They focus on smooth turnover and outsourcing rather than long-term planning. C. They are more concerned about justice and fairness rather than short-term profits. D. They are less concerned about employee development and

_____ are computer systems that incorporate the decision rules used by people who are considered to have proficiency in a certain area. A. Decision support systems B. Expert systems C. E-HRM systems D. Transactional processing systems E. Clouds Answer: B.Expert systems are computer systems that incorporate the decision rules used by people who are considered to

Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance? A. It fosters competitiveness. B. It empowers first-line managers and supervisors. C. It helps an organization maintain the status quo. D. It contributes to good long-term relationships with employees, customers, and the public. E. It encourages people

Compensation usually discourages high-performance organizations when it is linked in part to performance measures. Answer: FALSECompensation supports high-performance organizations when it is linked in part to performance measures. Answer: FALSECompensation supports high-performance organizations when it is linked in part to performance measures. Answer: FALSE Compensation supports high-performance organizations when it is linked in

The balanced-scorecard approach should be avoided while designing executive pay. Answer: FALSEThe balanced-scorecard approach is useful in designing executive pay. Answer: FALSEThe balanced-scorecard approach is useful in designing executive pay. Answer: FALSE The balanced-scorecard approach is useful in designing executive pay. Personnel policies influence the kinds of job applicants an organization attracts. Answer: FALSEPersonnel

Identify the right statement regarding the effects of unions on company performance. A. As a result of the type of pay system favored by unions, employees are more inclined to compete than cooperate. B. Most studies show that union workers are less productive than nonunion workers. C. On average, union members receive higher wages

After a large fire at Rowen Mills Inc., the Occupational Safety and Health Administration (OSHA) sent inspectors to the facility to investigate the incident. The group began its inspection by talking to all the employees involved in the recent fire and asked them what had caused the accident. Once all

According to _____, people measure outcomes such as pay in terms of their inputs. A. expectancy theory B. equity theory C. retributive justice theory D. progressive justice theory E. economic theory Answer: B.According to equity theory, people measure outcomes such as pay in terms of their inputs. Answer: B.According to equity theory, people measure outcomes such as

The expanded use of "project-based" organizational structures has reduced the need for analysis of work flows. Answer: FALSEThe expanded use of "project-based" organizational structures requires the type of broader understanding that comes from an analysis of work flows. Answer: FALSEThe expanded use of "project-based" organizational structures requires the type of broader

Work processes are the activities that a work unit's members engage in to produce a given output. Answer: TRUEWork processes are the activities that a work unit's members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee

The practice of valuing diversity views a heterogeneous workforce as a liability because of the differences in perspectives and practices. Answer: FALSEThe practice of valuing diversity has no single form; it is not written into law or business theory.[/cpmembership] Answer: FALSEThe practice of valuing diversity has no single form; it is not

Which of the following terms would accurately describe an individual who was born in the United States and is currently working in Germany for a company headquartered in China? A. Parent-country national B. Host-country national C. Third-country national D. Home-country national E. Guest-country national Answer: C.A third country refers to a country that is neither the

For empowerment to succeed, managers should: A. micromanage their teams and delegate as much work as possible. B. ensure that communication flows top down from senior management. C. help their teams ensure that communication flows in both directions. D. hold frequent meetings to constantly supervise the progress of the team. E. ensure that a team

Using avatars for training purposes would be an example of _____. A. benchmarking B. action learning C. simulation D. adventure learning E. orientation Answer: C.When simulations are conducted online, trainees often participate by creating avatars, or computer depictions of themselves, which they manipulate onscreen to play roles as workers or other participants in a job-related situation. Answer:

Steve contends that a manager conducting a job analysis is required not only to define jobs when they are created but also to detect changes in jobs. What is the validity of Steve's argument? A. Errors in job analysis have multiple sources but most result from outdated job descriptions. B. Today's workplace

The role of an HR generalist is essentially limited to recruitment and selection. Answer: FALSEHR generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations. Answer: FALSEHR generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations. Answer: FALSE HR generalists

While conducting an HRM audit, which of the following will serve as an important customer satisfaction measure in assessing the success of training programs conducted by HR? A. Percentage of employees participating in training programs per job family B. Percentage of employees receiving tuition refunds C. Per capita (average) merit increases D. Training dollars

If an attempt at a settlement fails, the Equal Employment Opportunity Commission (EEOC) may issue a "right to sue" letter to the alleged victim. Answer: TRUEIf an attempt at a settlement fails, the Equal Employment Opportunity Commission (EEOC) has two options. It may issue a "right to sue" letter to

The distribution of a portion of a company's earnings to its employees will motivate them to focus more on efficiency and productivity. Which of the following would strengthen this argument? A. It helps create job opportunities. B. It helps avoid competition among employees. C. Employees spend long hours working. D. Employees avoid taking days

An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees. Answer: FALSEAn expert system can increase efficiency by enabling fewer or less-skilled employees to dowork that otherwise would require many highly skilled employees. Answer: FALSEAn expert system can increase

In the context of employing temporary and contract workers, if the person providing the service is a contractor and not an employee, the company is not supposed to directly supervise the worker. Answer: TRUEIn the context of employing temporary and contract workers, if the person providing the service is a contractor

Calvin, the CEO of Incal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100% effort into their daily work. To motivate them, he announces that the employee with the best performance will be named Employee of the Month and provided

The most accurate way to assess training effectiveness is to conduct pretests and posttests and then train all the employees. Answer: FALSEThe most accurate but most costly way to evaluate the training program is to measure performance, knowledge, or attitudes among all employees before the training and then train only

A New York City-based company shifts its warehouses and operations to a low rent area that is 50 miles away from the city. This is an example of offshoring. Answer: FALSEOffshoring refers to moving the operations from the country where a company is headquartered to a country where pay rates are

Disability insurance payments are usually less than 25 percent of the employee's salary. Answer: FALSEDisability payments are a percentage of the employee's salary - typically 50 to 70 percent. Answer: FALSEDisability payments are a percentage of the employee's salary - typically 50 to 70 percent. Answer: FALSE Disability payments are a percentage of

Originally, the National Labor Relations Act (NLRA) did not contain a list of any unfair labor practices by unions. Answer: TRUEOriginally, the NLRA did not list any unfair labor practices by unions. In later amendmentsto the NLRA - the Taft-Hartley Act of 1947 and the Landrum-Griffin Act of 1959 - Congress

Being able to influence people and build interpersonal relationships is an important characteristic of a successful HR professional. Answer: TRUEAll the basic competencies for HR profession require interpersonal skills. Successful HR professionals must be able to share information, build relationships, and influence persons inside and outside a company. Answer: TRUEAll the

The requirements for job success are clearly communicated to employees to protect against lawsuits. Answer: TRUETo protect against lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees. Answer:

The vast majority of HRM professionals have a college degree. Answer: TRUEThe vast majority of HRM professionals have a college degree, and many also have completed postgraduate work. The typical filed of study is business (especially human resources or industrial relations), but some HRM professionals have degrees in social sciences,

Establishing and administering personnel policies allows a company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis. Answer: TRUEOrganizations depend on their HR department to help establish policies related to hiring, discipline, promotions, and benefits. Establishing and administering personnel policies allows

Christina, an employee at Value Depot, regularly is late for work and takes excessive sick days. In this scenario, which of the following types of job withdrawal is being experienced by Christina? A. Behavior change B. Physical job withdrawal C. High job involvement D. Emotional withdrawal E. Psychological job withdrawal Answer: B.If behavior change has failed

Benefits provided to domestic partners of employees have the same tax advantages as benefits provided to their spouses. Answer: FALSEBenefits provided to domestic partners do not have the same tax advantages as benefits provided to spouses. The partner's benefits are taxed as wages of the employee receiving the benefits. Answer: FALSEBenefits

Which of the following statements is true about pay ranges? A. Pay ranges are most common for blue-collar jobs and those covered by union contracts. B. Pay ranges are widest for employees who are at lower levels in terms of their job evaluation points. C. Pay ranges generally are designed so that they

Identify the purpose of implementing diversity training programs that focus on attitudes. A. To identify incidents that discourage employees from working up to their potential B. To teach employees to be effective at different tasks and roles C. To change organizational policies that inhibits employees' personal growth and productivity D. To improve participants' ability

When two firms in one industry join together to hold a greater share of the industry, it represents a consolidation. Answer: TRUESome mergers and acquisitions result in consolidation within an industry, meaning that twofirms in one industry join to hold a greater share of the industry. Answer: TRUESome mergers and acquisitions

Jobs that have survived the downsizing of recession tend to have a narrower scope of responsibilities coupled with increased supervision. Answer: FALSEResearch suggests that successful downsizing efforts almost always entail changes in the nature of jobs, not just their number. Jobs that have survived the downsizing of the most recent

When Ulysses Corp., a travel insurance company, introduced new goals for internal management, there was a rift in the management regarding their implementation. Group A emphasized achieving short-term goals, while Group B believed in introducing policies that created a more efficient employee-management relationship. Which of the following results would prove Group

In the context of alternative work arrangements, contract company workers are employed directly by a company. Answer: TRUEIn the context of alternative work arrangements, contract company workers are employed directly by a company for a specific time specified in a written contract. Answer: TRUEIn the context of alternative work arrangements, contract

Under the job hazard analysis technique, if a single job element has a high hazard potential, the entire job is not completed. Answer: FALSEUnder the job hazard analysis technique, if there is agreement that some job element has high hazard potential; the group isolates the element and considers possible technological