93. Intentionally reducing the company’s workforce to the point where the number of employees is deemed to be right
for the company’s current situation is referred to as .
a. restructuring
b. rightsizing
c. supersizing
d. reengineering
e. recruiting
94. Which are used to help determine why employees are leaving their jobs?
a. Termination interviews
b. Focus groups
c. Employment tests
d. Exit interviews
e. Assessment Centers
Scenario – Gregory Trout
Gregory Trout has just received a memo explaining that because of his department’s success with the newly
developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the
challenge of working with the areas of human resource management in recruiting, selecting, training and
maintaining effective employees.
95. In recruiting and selecting employees for the new positions, Gregory will apply which human resource management
goal?
a. Implementing strategies
b. Managing talent
c. Finding the right people
d. Maintaining the company mission
e. Controlling strategies
96. To select high-potential individuals for management positions, what is the best selection device that Gregory could
use?
a. Interview.
b. Employment test.
c. Assessment center.
d. Job application form.
e. None of these are essential.
97. In training employees for the new positions, Gregory will apply which human resource management goal?
a. Implementing strategies
b. Managing talent
c. Maintaining an effective workforce
d. Finding the right people
e. Controlling strategies
98. The term refers to activities undertaken to attract, develop, and maintain an effective workforce within an
organization.
99. refers to the economic value of the knowledge, experience, skills, and capabilities of employees.
100. is the hiring or promoting of applicants based on criteria that are not job relevant.
101. A policy requiring employers to take positive steps to guarantee equal employment opportunities for people within
protected groups is known as .
102. are people who work for an organization, but not on a permanent or full-time basis.
103. means using computers and telecommunications equipment to perform work from home or another remote
location.
104. With the , the organization and the individual attempt to match the needs, interests, and values that they offer
each other.
105. is the forecasting of human resource needs.
106. is defined as “activities or practices that define the characteristics of applicants to whom selection
procedures are ultimately applied.”
107. The systematic process of gathering and interpreting information about essential duties refers to .
108. The outlines the knowledge, skills, education, physical abilities, and other characteristics needed to
adequately perform the job.
109. A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization
is called a(n) .
110. A(n) typically lists job duties as well as desirable qualifications for a particular job.
111. In the process, employers attempt to determine the skills, abilities, and other attributes a person needs to
perform a particular job.
112. The is used to collect information about the applicant’s education, previous job experience, and other
background characteristics.
113. In , an experienced employee is asked to take a new employee “under his or her wing” and show the
newcomer how to perform job duties.
114. A(n) is an in-house training and education facility that offers broad-based learning opportunities for
employees.
115. comprises the steps of observing and assessing employee performance, recording and assessment, and
providing feedback to the employee.
116. A process that uses multiple raters including self-rating, to appraise employee performance and guide development
is called .
117. occurs when an employee receives the same rating on all dimensions even if his or her performance is good
on some dimensions and poor on others.
118. The is developed from critical incidents pertaining to job performance. Each job performance scale is
anchored with specific behavioral statements that describe varying degrees of performance.
119. The term refers to (1) all monetary payments and (2) all goods or commodities used in lieu of money to
reward employees.
120. is the process of determining the value of jobs within an organization through an examination of job content.
121. show what other organizations pay incumbents in jobs that match a sample of “key” jobs selected by the
organization.
122. is incentive pay that ties at least part of compensation to employee effort and performance.
123. A(n) is an interview conducted with departing employees to determine why they are leaving.
124. List the most frequently used selection devices.
125. List the four steps in attracting an effective workforce.
126. What are the three primary goals of human resource management (HRM)?
127. Define discrimination and affirmative action.
128. Explain the Americans with Disabilities Act.
129. Describe the concept of changing social contract by differentiating between the new and the old contract.
130. Explain the purpose of the selection process and identify four of the most frequently used selection devices.
131. Name and briefly describe four approaches to training and development.
132. Explain the appraisal process known as “360-degree feedback.”
133. Describe how to maintain an effective workforce.
134. Because employees with different backgrounds bring different options and ideas to the table, a diverse workforce
may lead to increased conflict, anxiety, and misunderstanding.
a. True
b. False
135. The traditional dimension of diversity can be acquired or changed throughout one‘s lifetime.
a. True
b. False
136. Age, race, and gender are included in the traditional dimension of diversity.
a. True
b. False
137. Managing diversity means creating a climate in which the potential advantages of diversity for organizational or
group performance are maximized while the potential disadvantages are minimized.
a. True
b. False
138. A diverse workforce is better able to anticipate and respond to changing consumer needs.
a. True
b. False
139. Homogeneous top management teams tend to be broadminded in their perspectives.
a. True
b. False
140. One of the consequences of diversity in the workplace is that there is a decreased quality of team problem solving.
a. True
b. False
141. Unfortunately, companies that foster a diverse workforce increases turnover, absenteeism, and the risk of lawsuits.
a. True
b. False
142. Discrimination is the tendency to view people who are different as being deficient.
a. True
b. False
143. A rigid, exaggerated, irrational belief associated with a particular group of people defines prejudice.
a. True
b. False
144. Stereotype threat describes the psychological experience of a person who, usually engaged in a task, is aware of a
stereotype about his or her identity group suggesting that he or she will not perform well on that task.
a. True
b. False
145. Stereotypes assume that all members of a group have the same characteristics.
a. True
b. False
146. An organization which accommodates several subcultures, including employees who would otherwise feel isolated
and ignored refers to pluralism.
a. True
b. False
147. The belief that your group and subculture is not as good as other groups and subcultures is ethnocentrism.
a. True
b. False
148. A culture that accepts only one way of doing things and one set of values and beliefs, produced by ethnocentrism, is
known as monoculture.
a. True
b. False
149. The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to
ethnorelativism.
a. True
b. False
150. Most organizations make a conscious effort to shift from a pluralism perspective to one of monoculture.
a. True
b. False