Labor demand is the number of employees who are seeking employment.
An employee cannot be terminated for refusing to participate in an EAP, even if the
employee’s problem negatively affects job performance.
Sun Electronics is a South Korean firm. The HR director, VP of operations, and
production staff at the firm’s U.S. facility are South Koreans. Sun Electronics is most
likely using a polycentric approach to managing its U.S. facility.
Succession planning and promotability forecasts are career development tools, or
activities best used for an organizational-level career development assessment.
Training employees helps control an organization’s costs and improve efficiency.
Work flow refers to how a specific task is organized to meet the production or service
goals of a firm.
The two-income family is becoming increasingly common.
Like trait systems, behavioral systems are somewhat relative since the effectiveness and
frequency of an important behavior is subjectively judged by the rater.
In the preparation of succession plans and promotability forecasts, managers need to
consider personality characteristics, technical knowledge, and motivation.
Behavioral rating systems are well accepted by managers because they can be
developed quickly.
Billy will be appraising employees at H.R.T., Inc. He is compiling a list of aspects by
which he will measure the employees. Billy is compiling:
A) dimensions of job performance.
B) measurement standards.
C) relative judgments.
D) absolute judgments.
What is the most informal appeals tool that a company can use?
A) Speak-up program
B) Open door program
C) Grievance panel
D) Ombudsman
Most critics of creativity training maintain that:
A) employees do not enjoy creativity training and that it only works to instill distaste
for training among most workers.
B) the effectiveness of creativity training would increase if it focused on “hard” skills
rather than ‘soft” skills.
C) diversity training works just as well and meets the same goals at less expense to
firms.
D) teaching creativity makes employees feel good but is unlikely to produce lasting
results.
Research shows that when it comes to retraining:
A) it only helps employed workers who need to be updated in their fields.
B) it is becoming the largest form of training offered by companies.
C) companies often neglect it even when upgrading equipment.
D) firms find it the least expensive but the most profitable.
SkySeekers, Inc. uses an employment test that seems to screen out a disproportionate
number of young Asian-American women. If true, this practice would be an example
of:
A) the four-fifths rule.
B) adverse impact.
C) disparate treatment.
D) unequal treatment.
Mentoring is primarily a(n):
A) theory that has not been widely accepted among HR managers.
B) developmentally-oriented relationship between a senior and junior employees.
C) system whereby senior employees can groom lower-level employees to take their
place.
D) assessment program to identify employee performance problems and offer solutions
to employees.
Which of the following is an example of job enrichment?
A) Reducing specialized tasks by combining them and giving employees more narrowly
defined tasks to perform
B) Expanding the horizontal and vertical dimensions of the job by giving an employee
responsibility for the whole production
C) Dividing employees into self-managing teams that perform several different tasks
and have complete responsibility for the entire production process
D) Matching employees to the job by examining their needs and skills and the specific
job characteristics
According to the text, what is the best way to encourage managers to coach employees?
A) Integrating coaching into a strategic plan
B) Showing the effectiveness of coaching
C) Setting specific times for coaching
D) Paying overtime for coaching
The example of the CathSim, created by HT Medical, is a type of ________ training
that helps nurses learn to give shots.
A) OJT
B) virtual reality
C) simulation
D) role-playing
The Age Discrimination in Employment Act of 1967 was amended in 1986 to:
A) remove the upper age limit.
B) raise the retirement age to 70.
C) require age quotas for federal contractors.
D) include employers with fewer than 15 employees.
The effectiveness of a training program can be measured:
A) in monetary terms.
B) in non-monetary terms.
C) by how well it addressed the needs it was designed to address.
D) all of the above
MBO performance appraisal systems focus primarily on employee:
A) competencies.
B) behaviors.
C) results.
D) traits.
The fourth stage of internationalization is marked by the company:
A) moving some of its operations out of the home country.
B) having production facilities in several countries of the world.
C) having highly decentralized operations and showing little allegiance to the country
of origin.
D) expanding into foreign markets but retaining its production facilities in the home
country.
________ prepares workers to quickly change jobs, help where needed, and respond
rapidly to change within their respective companies.
A) Cross-functional training
B) Skills training
C) Team training
D) Retraining
Career development through job rotation is similar to the training technique of:
A) specific skills training.
B) coaching.
C) group mentoring.
D) cross-functional team training.
OSHA’s lowest inspection priority would be which of the following?
A) “High-hazard” industries and occupations
B) Doing follow-ups of employee complaints of unsafe working conditions
C) Workplaces with incidents of fatalities or hospitalization of five or more workers
D) Situations involving “imminent danger” in the workplace
Which of the following statements about U.S. expatriate assignments is most likely
true?
A) Only about 30% of multinational corporations provide any cross-cultural training to
expatriates.
B) Almost 75% of expatriate families adjust and find the international experience a
rewarding one.
C) The majority of managers experience significant career advancement after overseas
assignments.
D) International assignments are plum assignments only given to the very best of the
managers in the home office.
In a unionized company, managers would most likely need to:
A) avoid being involved in the day-to-day implementation of the labor agreement
terms.
B) use strong-arm tactics to discourage employees from demanding terms in their labor
agreement.
C) serve on committees that hear grievances brought by union members against the
company.
D) lower wages of union employees so the company can use the savings to offset union
dues.
A strategy to improve diversity management in a company which can be implemented
before an individual becomes a permanent employee is:
A) senior mentoring.
B) diversity training.
C) apprenticeships.
D) recruiting quotas.
Which of the following most likely suggests that career development is emphasized too
much in an organization?
A) Employees take total responsibility for their career development.
B) Employees spend time with supervisors seeking career advice.
C) Employees make numerous lateral moves within a department.
D) Employee job performance is neglected for networking opportunities.
Unionized firms tend to:
A) have poorer benefits packages but better wages than nonunion firms.
B) have higher productivity than nonunion firms.
C) experience fewer turnovers than nonunion firms.
D) avoid COLAs in their pay requirements.
According to research, the contributions that self-managed work teams offer a large
firm are typically:
A) minimal.
B) very positive.
C) apt to decline as firms become more decentralized.
D) never significant enough to warrant a change in most businesses.
Shawn is reviewing a performance appraisal instrument with a scale of 1-10. Each
number has a descriptive statement next to it, from 1 (rarely gives direction when
assigning work) to 10 (makes expectations clear). This is an example of a(n):
A) trait-based appraisal instrument.
B) outcome-based appraisal instrument.
C) behavior-based appraisal instrument.
D) relative judgment appraisal instrument.
The management concept holding that all management practices should be standardized
is called the ________.
What are the advantages and disadvantages of using trait, behavioral, and outcome data
to measure employee performance? In your answer, discuss the level of legal defense
that each method provides.
The purpose of a(n) ________ is to find out the reasons why the employee is leaving or
to provide counseling and/or assistance in finding a new job.
Employee disclosure of an employer’s illegal, immoral, or illegitimate practices to
persons or organizations that may be able to take corrective action is called ________.
A listing of jobs in order of their importance to the organization, from highest to lowest,
is referred to as a(n) ________.
A(n) ________ is an appraisal tool that asks managers to assess a worker’s behavior.
What benefits are employers legally required to provide? What are some HR practices
that can help employers contain the costs of these required benefits?
How can firms use technology for employee training? How can firms use technology to
provide employees with job aids after training?
The ________ is a federal law designed to limit some of the power acquired by unions
under the Wagner Act by adjusting the regulation on labor-management relations to
ensure a level playing field for both parties.