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 who are linked by their work in a particular industry.
Which of the following job analysis methods requires subject-matter experts to evaluate
a job in terms of abilities required to perform the job?
A. Work sampling technique
B. Participant observation technique
C. Fleishman Job Analysis System
D. Position Analysis Questionnaire
E. Conjoint analysis technique
Sharon, a manager at an organization, believes that using the Position Analysis
Questionnaire (PAQ) is the best way to collect information about employee
requirements because it helps in establishing job descriptions. Which of the following
statements will explain that Sharon’s view is flawed?
A. This method considers only the inputs of a work process, ignoring the outputs.
B. This method relies on fixed job titles and narrow task descriptions.
C. This method cannot be used to compare dissimilar jobs.
D. This method allows people without college-level reading skills to fill out the
questionnaire.
E. This method provides descriptions that are rather abstract.
Employee participation in pay-related decisions can be part of a general move toward:
A. employee empowerment.
B. centralized decision making.
C. self ownership.
D. high power distance.
E. federalism.
Identify the term that refers to the way in which an organization groups its people into
useful divisions, departments, and reporting relationships.
A. Job structure
B. Organizational structure
C. Value chain
D. Corporate design
E. Relationship management
One way performance management systems can support organizational goals is by:
A. defining and measuring performance in broad behavioral terms.
B. linking performance measures to meeting internal and external customers’ needs.
C. ignoring situational constraints.
D. outsourcing those goals to professional behavior management firms.
E. choosing business goals based on employees’ skills and abilities.
The employees of Fanzi Textiles Inc. are concerned about company management
overlooking their interests. They decide to form a union to voice their concerns and
speak up for their rights. They elect Ronny to represent them during negotiations.
Ronny’s new role requires him to ensure that the terms of the labor contract are
enforced and that the interests of the union are met. In this context, Ronny most likely
holds the position of _____.
A. business representative
B. chief executive officer
C. stakeholder
D. union trustee
E. union steward
Dan is sent on a foreign assignment to London. On his return, he is rewarded with a
bonus for his exemplary performance and commitment toward his organizational duties.
The firm’s decision to reward Dan can be best described as a form of _____.
A. expatriation
B. validation
C. accreditation
D. cross-cultural preparation
E. adjustment
Low job involvement and low organizational commitment are:
A. essentially the same thing.
B. examples of psychological withdrawal.
C. examples of physical withdrawal that are related to job dissatisfaction.
D. examples of behavior change.
What is the difference between bonuses and team awards?
A. Bonuses are for bigger work groups whereas team awards are for small teams.
B. Unlike bonuses, team awards encourage cooperation.
C. Bonuses are usually given to employees who meet deadlines, whereas team awards
are given only when the team as a whole meets the targets.
D. Unlike team awards, bonuses encourage competition among individuals.
E. Bonuses reward attainment of goals measured in terms of physical output, whereas
team awards reward performance in terms of cost savings.
A(n) _____ measures the ability to juggle a variety of demands, as in a manager’s job
where the candidate is presented with simulated memos and phone messages describing
the kinds of problems that confront a person in the job.
A. paper-and-pencil honesty test
B. in-basket test
C. cognitive ability test
D. exit test
E. work sample test
What is the simplest, most direct, and least expensive way to settle a dispute?
A. Benchmarking
B. Arbitration
C. Mediation
D. Open-door policy
E. Peer review
SourceCodes Inc. is an organization that tries to avoid the potential for violence or a
lawsuit each time an employee is asked to leave the company. They do this by having
supervisors discuss with poor performers whether they are a good fit for their current
jobs and then encouraging these poor performers to think about leaving the company.
As such, they refrain from directly firing the poor performers. Which of the following
strategies does SourceCodes Inc. use in this scenario?
A. An employee assistance program
B. Outcome fairness
C. An alternative dispute resolution
D. Fair representation
E. Outplacement counseling
Which of the following statements is true about a balanced scorecard?
A. It encourages employees to compete at the expense of cooperating to achieve
organizational goals.
B. It allows employees to buy their company when it is experiencing financial
problems.
C. It combines the advantages of different incentive pay plans and helps employees
understand the organization’s goals.
D. It increases cooperation but does little to motivate day-to-day effort or to attract and
retain top individual performers.
E. It is the only measure used by top management to measure the performance of HR
professionals and managers.