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Personnel policies influence the kinds of job applicants an organization reaches.
Answer:[membership level="2,3,4,5"]
FALSE
Personnel policies influence the characteristics of the positions to be filled. Recruitment
sources influence the kinds of job applicants an organization reaches. And the nature and
behavior of the recruiter affect the characteristics of both the vacancies and the applicants.
[/membership]
Successful organizations treat all their workers as knowledge workers.
Answer:[membership level="2,3,4,5"]TRUE
Recently, the idea that only some of an organization’s workers are ―knowledge
workers has come under criticism. To the critics, this definition is no longer realistic in a
day of computerized information systems and computer-controlled production processes.
For the company to excel, everyone must know how their work contributes to the
organization’s success. Successful organizations treat all their workers as knowledge
workers. They let employees know how well the organization is performing, and they
invite ideas about how the organization can do better.[/membership]
(p.260) A protean career is one that frequently changes based on changes in a person's
interests, abilities, and values and in the work environment.
Answer:[membership level="2,3,4,5"]
TRUE
Today's employees are more likely to have a protean career, one that frequently changes
based on changes in the person's interests, abilities, and values and in the work
environment.[/membership]
Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life,
compared with other people's feelings.
Answer:[membership level="2,3,4,5"]
FALSE
Core self-evaluations are bottom-line opinions individuals have of themselves and may be
positive or negative.
[/membership]
The availability of outplacement counseling while an employee is being encouraged to
leave the organization, promotes a sense of fairness on discharge.
Answer:[membership level="2,3,4,5"]
TRUE
Outplacement counseling is a service in which professionals try to help dismissed
employees manage the transition from one job to another. Rather than simply firing the
poor performer, the supervisor may encourage this person to think about leaving. In this
situation, the availability of outplacement counseling may help the employee decide to
look for another job. This approach may protect the dignity of the employee who leaves
and promote a sense of fairness.[/membership]
On average, unionized workers receive higher pay than their nonunionized counterparts.
Answer:[membership level="2,3,4,5"]
TRUE
On average, unionized workers receive higher pay than their nonunionized counterparts.
[/membership]
In general, all companies have to make decisions in three areas of recruiting: personnel
policies, recruitment sources, and the characteristics and behavior of the recruiter.
Answer:[membership level="2,3,4,5"]
TRUE
In general, all companies have to make decisions in three areas of recruiting: personnel
policies, recruitment sources, and the characteristics and behavior of the recruiter.
[/membership]
Employees are most likely to benefit from a flexible spending account if they have
predictable health care expenses, such as insurance premiums.
Answer:[membership level="2,3,4,5"]TRUE
Employees are most likely to benefit from a flexible spending account if they have
predictable health care expenses, such as insurance premiums.[/membership]
The critical-incident method is used to rate behaviors for performance evaluation.
Answer:[membership level="2,3,4,5"]
TRUE
One way to rate behaviors is with the critical-incident method. This approach requires
managers to keep a record of specific examples of the employee acting in ways that are
either effective or ineffective.[/membership]
Selection procedures that provide economic value greater than the cost of using them are
said to have utility.
Answer:[membership level="2,3,4,5"]
TRUE
Methods that provide economic value greater than the cost of using them are said to have
utility.[/membership]
Human resource management is increasingly becoming a purely administrative function.
Answer:[membership level="2,3,4,5"]
FALSE
At one time, human resource management was primarily an administrative function. As
more organizations have come to appreciate the significance of highly skilled human
resources, however, many HR departments have taken on a more active role in supporting
the organization's strategy.[/membership]
Job extension is defined as moving employees among several different jobs without
changing the nature of the jobs the employee handles.
Answer:[membership level="2,3,4,5"]
FALSE
Job extension is enlarging jobs by combining several relatively simple jobs to form a job
with a wider range of tasks.[/membership]
(p.276) In the feedback step of the career management process, the employee is primarily
responsible for:
A. ensuring that the goal is specific, challenging, and attainable.
B. identifying company resources needed to reach goals.
C. identifying what skills he/she couldrealistically develop in light of the opportunities
available.
D. identifying resources needed, including courses, work experiences, and relationships.
E. identifying strengths, weaknesses, interests, and values.
Answer:[membership level="2,3,4,5"]
C.
The employee's responsibility in the feedback step is to identify what skills he/she could
realistically develop in light of the opportunities available.
[/membership]
(p.263) The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for
source of energy, means of information gathering, way of decision making, and _____.
A. succession planning
B. self-assessment
C. lifestyle
D. value system
E. goal setting
Answer:[membership level="2,3,4,5"]
C.
The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of
energy, means of information gathering, way of decision making, and lifestyle.
[/membership]
Which of the following is a challenge for HRM during mergers?
A. Scrutinizing balance sheets
B. Evaluating the financial worth of the new company
C. Developing competitively priced products
D. Developing conflict resolution skills among employees
E. Sustaining the brand image of the company
Answer:[membership level="2,3,4,5"]
D.
HRM should have a significant role in carrying out a merger or acquisition. Differences
between the businesses involved in the deal make conflict inevitable. Training efforts
should therefore include development of skills in conflict resolution. Also, HR
professionals have to sort out differences in the two companies’ practices with regard
to compensation, performance appraisal, and other HR systems.[/membership]
The process for resolving union-management conflicts over interpretation or violation of a
collective bargaining agreement is known as a _____.
A.complaint protocol
B.chain of command
C.grievance procedure
D.protest procedure
E.corporate campaign
Answer:[membership level="2,3,4,5"]
C.
Contract administration includes carrying out the terms of the agreement and resolving
conflicts over interpretation or violation of the agreement. Under a labor contract, the
process for resolving these conflicts is called a grievance procedure. This procedure has a
