Chapter 8 1 Which of the following is considered the starting point of effective

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Chapter 08: Managing Human Resources

1. ________ is the set of organizational activities directed at attracting, developing, and maintaining an

effective workforce.

a. Production management

b. Operations management

c. Developing a mission statement

d. Human resource management

e. Financial management

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-01 Skill: Knowledge

Objective: 8.1

2. Which of the following is considered the starting point of effective human resource management?

a. Advertising

b. Financing

c. Human resource planning

d. External staffing

e. Recruitment

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-02 Skill: Knowledge

Objective: 8.1

3. Like many other companies, Supreme Inc. has experienced reduced sales revenues during the last

few years. But the company has not laid any workers off, and turnover is not high. The CEO thinks that

this lack of disruption in the company’s workforce is a positive sign, but the human resources director

says that employees are too focused on maintaining their job, and they are not enthusiastically pursuing

the company’s goals. Which of the following would MOST support the CEO’s position that the firm is

basically healthy?

a. Supreme’s sales have declined less than those of its competitors.

b. Supervisors don’t report much in the way of complaints from their subordinates.

c. The company is likely to turn a profit next year, given that the economy is slowly improving.

d. Supreme has had no problems replacing the few workers that have left.

e. The company continues to reward its top performers.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-03 Skill: Analysis

Objective: 8.1

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

4. Like many other companies, Supreme Inc. has experienced reduced sales revenues during the last

few years. But the company has not laid any workers off, and turnover is not high. The CEO thinks that

this lack of disruption in the company’s workforce is a positive sign, but the human resources director

says that employees are too focused on maintaining their job, and they are not enthusiastically pursuing

the company’s goals. Which of the following would support the human resource director’s feeling that the

workforce is not engaged in their work?

a. Human resource polls involving hundreds of companies show that only one-third of all employees

are really engaged in their work.

b. Supreme’s vision statement says that every employee must be committed to the company’s goals.

c. There are few opportunities at Supreme for current employees to move into new, higher level jobs.

d. Supreme offers only voluntary training programs to prepare workers for job advancement.

e. Peformance appraisals are conducted only once each year.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-04 Skill: Analysis

Objective: 8.1

5. Cindy is observing and interviewing several database administrators to determine the duties and

responsibilities associated with their job, as well as the knowledge, skills, and abilities that someone must

have to perform the job. Cindy is performing the HR function of

a. job analysis.

b. setting a bona fide occupational requirement.

c. promotion.

d. training.

e. external recruiting.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-05 Skill: Comprehension

Objective: 8.1

6. Sarah has the responsibility of developing a document that outlines the duties of a job, its working

conditions, and the tools, materials, and equipment used to perform it. She is developing a

a. job specification.

b. job quantification.

c. recruitment effort.

d. job description.

e. job advertisement.

Difficulty: 1 Page-Reference: 244

Question ID: 08-1-06 Skill: Comprehension

Objective: 8.1

7. Cindy has identified the skills, abilities, and other credentials necessary for a database administrator

in her organization. She will record this information in a(n)

a. job description.

b. employee analysis.

c. job specification.

d. staffing survey.

e. on–the-job training agreement.

Difficulty: 1 Page-Reference: 244

Question ID: 08-1-07 Skill: Comprehension

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Objective: 8.1

8. When managers conduct a job analysis, they may use this information to

a. establish performance appraisal systems.

b. develop appropriate selection methods.

c. set equitable compensation rates.

d. start planning for the organization’s future HR needs.

e. all of these.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-08 Skill: Comprehension

Objective: 8.1

9. George, the Director of Human Resources, must start planning for human resources. What are the

first two steps involved in planning for human resources?

a. Employee development and internal promotion

b. Job analysis and recruiting

c. Labour supply and labour demand

d. Job analysis and forecasting

e. Recruiting and preparation of job descriptions

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-09 Skill: Comprehension

Objective: 8.1

10. June, a new employee, has been given the responsibility of doing a job analysis, but she doesn’t

know what it involves, so she asks you. You tell her that it is

a. a written statement that outlines the duties, tasks, and relationship with other positions in the

organization.

b. an attempt to generate large numbers of qualified applicants.

c. the specific method by which the firm will attempt to reach its objectives.

d. the detailed study of the specific duties required for a particular job and human qualities required to

perform that job.

e. analysis of the characteristics of individuals who currently hold jobs with the firm.

Difficulty: 1 Page-Reference: 244

Question ID: 08-1-10 Skill: Comprehension

Objective: 8.1

11. Joe manages 15 workers on a production line. He has asked each of them to create a checklist of

all the duties they perform. Joe is working on

a. job analysis.

b. job specification.

c. job description.

d. person-job matching.

e. job relatedness.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-11 Skill: Comprehension

Objective: 8.1

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

12. In addition to spending several hours with each of her subordinates, Stephanie is having one-on–

one meetings with each of them to determine their exact duties, specific skills, and education. Stephanie

is working on

a. job descriptions.

b. job specifications.

c. job analysis.

d. person-job matching.

e. job relatedness.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-12 Skill: Comprehension

Objective: 8.1

13. John is reading a document that describes the conditions under which his job will be done, the

ways in which it relates to other positions, and the duties he needs to perform. John is probably looking at

a. a job specification.

b. a job description.

c. job relatedness.

d. person-job matching.

e. a job analysis.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-13 Skill: Comprehension

Objective: 8.1

14. A ________list(s) each important managerial position, who occupies it, how long that person will

likely stay in the job, and who is qualified for the job when the current occupant moves on.

a. job analysis

b. skills inventory

c. replacement chart

d. job specification

e. managerial grid

Difficulty: 1 Page-Reference: 245-246

Question ID: 08-1-14 Skill: Knowledge

Objective: 8.1

15. A ________ contains information on each employee’s education, skills, work experiences, and

career aspirations.

a. job analysis

b. skills inventory

c. managerial grid

d. replacement chart

e. job specification

Difficulty: 1 Page-Reference: 246

Question ID: 08-1-15 Skill: Knowledge

Objective: 8.1

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

16. Cindy has developed a database that contains information on each employee’s education, skills,

work experience, and career aspirations. She plans to use this database to identify employees to fill

vacancies. This data base is a ___________.

a. job specification

b. skills inventory

c. managerial grid

d. job analysis

e. replacement chart

Difficulty: 2 Page-Reference: 246

Question ID: 08-1-16 Skill: Comprehension

Objective: 8.1

17. Mark, a manager in production, is trying to determine the supply and demand of employees in

order to develop specific strategies. John is working on

a. job specifications.

b. job descriptions.

c. performance appraisal.

d. job analysis.

e. forecasting.

Difficulty: 1 Page-Reference: 245

Question ID: 08-1-17 Skill: Comprehension

Objective: 8.1

18. When forecasting HR demand

a. industry comparisons are mandatory.

b. the company forecasts the number and type of people who will be available for hiring from the

labour market at large.

c. employees are interviewed and asked how long they think they will remain with the company.

d. employees sign a contract stating the number of years they will stay.

e. a company must assess trends in past HR usage, future organizational plans, and general

economic trends.

Difficulty: 2 Page-Reference: 244

Question ID: 08-1-18 Skill: Knowledge

Objective: 8.1

19. Forecasting the supply of labour involves two tasks. The first task is to forecast

a. future organizational plans.

b. the number and type of employees who will be in the firm at some future date.

c. general economic trends.

d. trends in past HR usage.

e. demand for certain types of employees.

Difficulty: 1 Page-Reference: 244-245

Question ID: 08-1-19 Skill: Knowledge

Objective: 8.1

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

20. After comparing future demand and internal supply, managers can make plans to manage

predicted shortfalls or overstaffing. If a shortfall is predicted, the company may do all of the following

except

a. install labour-saving or productivity-enhancing systems.

b. hire new employees.

c. encourage early retirement.

d. transfer present employees into understaffed areas.

e. retrain present employees.

Difficulty: 2 Page-Reference: 246

Question ID: 08-1-20 Skill: Comprehension

Objective: 8.1

21. The process of attracting qualified persons to apply for the jobs that are open is called ________.

a. searching

b. soliciting

c. interviewing

d. recruiting

e. selection

Difficulty: 1 Page-Reference: 246

Question ID: 08-1-21 Skill: Knowledge

Objective: 8.2

22. The purpose of recruiting is to

a. determine wage rates for a new employee.

b. find the best candidate for a job.

c. choose the best candidate for a job.

d. develop a pool of interested, qualified applicants.

e. ensure that anyone who wishes to obtain a job has an equal opportunity to apply for it.

Difficulty: 2 Page-Reference: 246

Question ID: 08-1-22 Skill: Knowledge

Objective: 8.2

23. What are the two main phases of staffing?

a. Closed and open promotion systems

b. Recruitment and orientation

c. Job descriptions and job specifications

d. Open promotion systems and job analysis

e. Recruitment and selection

Difficulty: 2 Page-Reference: 249

Question ID: 08-1-23 Skill: Knowledge

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

24. Cindy has placed an advertisement for a job vacancy in the employment section of the

newspaper. This is a form of

a. profit sharing.

b. external recruitment.

c. job analysis.

d. vestibule training.

e. internal recruitment.

Difficulty: 2 Page-Reference: 247

Question ID: 08-1-24 Skill: Comprehension

Objective: 8.2

25. Which of the following is not a form of external recruiting?

a. Use of a skill inventory

b. Employee referrals

c. Campus interviews

d. Advertising a vacancy in the newspaper

e. Use of employment agencies

Difficulty: 3 Page-Reference: 247

Question ID: 08-1-25 Skill: Comprehension

Objective: 8.2

26. All of the following are external recruiting methods except

a. advertising.

b. campus interviews.

c. a skills inventory system.

d. hiring “walk-ins.”

e. union hiring halls.

Difficulty: 1 Page-Reference: 247

Question ID: 08-1-26 Skill: Comprehension

Objective: 8.2

27. External recruiting methods include all of the following except

a. union hiring halls.

b. referrals by present employees.

c. advertising.

d. campus interviews.

e. promoting employees through the ranks.

Difficulty: 1 Page-Reference: 247

Question ID: 08-1-27 Skill: Comprehension

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

28. The use of newspaper advertisements; visits to high schools, colleges, and university campuses;

internet advertising; and use of employment agencies are part of

a. internal recruiting.

b. external recruiting.

c. community involvement.

d. internal training.

e. compensation studies.

Difficulty: 2 Page-Reference: 247

Question ID: 08-1-28 Skill: Knowledge

Objective: 8.2

29. What is the step in the staffing process in which managers must evaluate and choose the best

candidate?

a. Ability and aptitude tests

b. Organizational induction

c. Application or resume

d. Internal staffing

e. Selecting human resources

Difficulty: 1 Page-Reference: 249

Question ID: 08-1-29 Skill: Knowledge

Objective: 8.2

30. When Sara, the human resource manager, attempts to determine the predictive value of a

selection technique, she is doing

a. validation.

b. certification.

c. training.

d. internal recruitment.

e. external recruitment.

Difficulty: 1 Page-Reference: 249

Question ID: 08-1-30 Skill: Comprehension

Objective: 8.2

31. Once the recruiting process has attracted a pool of applicants, the next step is to select someone

to hire. The intent of the selection process is to gather information from applicants that will predict their

job success. The organization can only gather information about factors that are predictive of future

performance. This process is called

a. psychological profiling.

b. screening.

c. job specification.

d. validation.

e. none of these.

Difficulty: 3 Page-Reference: 249

Question ID: 08-1-31 Skill: Comprehension

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

32. Louis, an information-technology manager, needs to select a new employee. Which of the

following would Louis not normally use as a part of the employee selection process?

a. Performance appraisals

b. Ability and aptitude tests

c. Applications and resumes

d. Medical examinations

e. Reference checks

Difficulty: 1 Page-Reference: 250

Question ID: 08-1-32 Skill: Comprehension

Objective: 8.2

33. Kim, public relations manager, has just completed the process of checking the references of

several job candidates. What should she do next?

a. Conduct screening interviews

b. Conduct medical and drug tests

c. Conduct an interviews with the candidates

d. Give ability/aptitude tests

e. Administer polygraph tests

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-33 Skill: Application

Objective: 8.2

34. Jerry, a marketing manager, has just conducted screening interviews with several job candidates.

What should he do next?

a. Consider applications and resumes

b. Give a polygraph test

c. Give an ability/aptitude test

d. Give medical/drug/polygraph tests

e. Check references

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-34 Skill: Application

Objective: 8.2

35. Which of the following steps is not part of the selection process?

a. Development of a pool of applicants

b. Reference checks

c. Screening interview

d. Job offer

e. Screening of resumes and application forms

Difficulty: 2 Page-Reference: 249-251

Question ID: 08-1-35 Skill: Comprehension

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

36. The first step in the selection process is

a. asking the candidate to fill out an application form.

b. doing reference checks.

c. doing a job analysis.

d. conducting an in-person interview.

e. posting the job.

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-36 Skill: Knowledge

Objective: 8.2

37. Jim is an accounts-receivable manager who has received many applications for an accounts-

receivable clerk position. What would he most likely do next?

a. Interviews with his manager

b. Reference checks

c. Screening interviews

d. Polygraph tests

e. Give ability/aptitude tests

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-37 Skill: Application

Objective: 8.2

38. Which of the following is correct with regard to selecting human resources?

a. An application form is an inefficient method of gathering information about an applicant.

b. An assessment centre is a place where human resource professionals analyze an applicant’s

application form.

c. The interview is a popular selection tool because it is almost always a good predictor of future job

success.

d. Interviewers can increase interview validity by asking “curveball” questions, i.e., questions that job

applicants would never be expected to be asked.

e. All of these are correct.

Difficulty: 2 Page-Reference: 251

Question ID: 08-1-38 Skill: Comprehension

Objective: 8.2

39. Video assessments

a. provide a biased view of the corporation.

b. are more expensive than assessment centers.

c. are inexpensive, but unfortunately not very reliable.

d. have been shown to be inferior to old-fashioned one-on–one assessments.

e. give management greater insight into employee strengths and weaknesses before they are hired.

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-39 Skill: Knowledge

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

40. Video assessment refers to

a. an expensive alternative to traditional hiring techniques.

b. videotaping employees on the job in order to evaluate their job performance.

c. having new hires watch videos that show a series of realistic work situations, and then asking them

to choose a course of action to deal with the situation.

d. videotaping new hires during an interview in order to evaluate their personality and how well they

present themselves.

e. none of these.

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-40 Skill: Knowledge

Objective: 8.2

41. In an assessment centre

a. potential employees are assessed by a psychologist to determine if they are suitable for the job.

b. potential employees perform management tasks while being watched by an appraiser.

c. the emphasis is on giving potential employees paper-and-pencil tests to determine their suitability

for the job.

d. potential job candidates do actual (paid) work for the organization.

e. all of these are correct.

Difficulty: 2 Page-Reference: 250

Question ID: 08-1-41 Skill: Comprehension

Objective: 8.2

42. Asking a prospective employee a question like “Tell me about a situation where you took the

initiative” would happen when the __________ approach is being used.

a. aptitude testing

b. behaviour-based interviewing

c. curveball

d. testing

e. assessment centre

Difficulty: 1 Page-Reference: 251

Question ID: 08-1-42 Skill: Comprehension

Objective: 8.2

43. Which of the following is correct with respect to behaviour–based interviewing?

a. It assesses how well an applicant is likely to get along with other workers if the applicant is hired.

b. A question like “Do you often take the initiative?” is a good example of the kind of question that

would be asked in a behaviour-based interview.

c. It focuses on finding out how an applicant has reacted to important or difficult job situations in the

past and assumes that these are a good indicator of how the person will react in the future.

d. The interviewer asks the applicant a highly structured series of questions.

e. All of these are correct.

Difficulty: 3 Page-Reference: 251

Question ID: 08-1-43 Skill: Comprehension

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

44. With regard to drug testing, it is correct to say that

a. according to Canadian Human Rights Commission policy, pre-employment drug testing and

random drug testing are generally permitted.

b. the Greater Toronto Airport Authority (GTAA) and Goodyear Canada were allowed to use drug and

alcohol testing for safety-sensitive positions.

c. post-treatment checks for employees with a history of drug abuse are not allowed.

d. employers are allowed to deny selection because of a positive pre-employment drug test.

e. all of these statements are correct.

Difficulty: 3 Page-Reference: 251

Question ID: 08-1-44 Skill: Comprehension

Objective: 8.2

45. The process of introducing new employees to the organization so that they can more quickly

become effective contributors is known as

a. selecting.

b. orientation.

c. on–the-job training.

d. training and development.

e. vestibule training.

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-45 Skill: Knowledge

Objective: 8.3

46. Which of the following is not part of orientation?

a. Providing information about pay days

b. Reading manuals

c. Taking a polygraph test

d. Introduction to co-workers

e. Learning about parking priorities

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-46 Skill: Comprehension

Objective: 8.3

47. The starting point in assessing training and development needs is conducting a

a. development analysis.

b. performance analysis.

c. needs analysis.

d. training analysis.

e. vestibule analysis.

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-47 Skill: Knowledge

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

48. You are responsible for training in your company, and have created a management training

program to take place at a local conference center. This is an example of

a. vestibule training.

b. off–the-job training.

c. a lecture program.

d. video conferencing.

e. mentoring.

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-48 Skill: Comprehension

Objective: 8.3

49. Employee training and development programs are used to

a. make up for some deficiency or to help employees acquire a new skill.

b. provide input into the job analysis process.

c. introduce employees to the business.

d. determine the wage and salary structure.

e. evaluate employee performance on the job.

Difficulty: 2 Page-Reference: 252

Question ID: 08-1-49 Skill: Knowledge

Objective: 8.3

50. Suzy has been assigned to a veteran employee for the first week on a new job. She will follow

him around and learn the job by watching how he does it. This process is

a. vestibule training.

b. orientation.

c. performance appraisal.

d. off–the-job training.

e. on–the-job training.

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-50 Skill: Comprehension

Objective: 8.3

51. Elsie is using a simulator to learn how to fly a new jet without ever leaving the ground. In order to

learn this new skill set, Elsie is using

a. job expansion.

b. job shadowing.

c. vestibule training.

d. job rotation.

e. on–the-job training.

Difficulty: 1 Page-Reference: 252-253

Question ID: 08-1-51 Skill: Comprehension

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

52. One major family of training techniques and methods consists of various work-based programs.

This includes all of the following except

a. systematic job rotations.

b. on–the-job training.

c. lecture or discussion approach.

d. vestibule training.

e. systematic job transfers.

Difficulty: 2 Page-Reference: 253

Question ID: 08-1-52 Skill: Comprehension

Objective: 8.3

53. Vestibule training is

a. a work simulation in which the job is performed under conditions closely simulating the actual

work environment.

b. an instructional-based program in which a trainer presents material in a descriptive fashion to those

attending a trainee program.

c. a development program in which employees gain new skills at a location away from the normal

work site.

d. training workers through the use of classroom-based programs.

e. a technique that ties training and development activities directly to task performance.

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-1-53 Skill: Knowledge

Objective: 8.3

54. This developmental process may be formal or informal and would include such items as being

shown how to use the photocopier or how to operate a new electronic mail system. It is called

a. performance appraisal.

b. orientation.

c. off–the-job training.

d. on–the-job training.

e. management development.

Difficulty: 1 Page-Reference: 252

Question ID: 08-1-54 Skill: Comprehension

Objective: 8.3

55. Sally is part of an informal network of managers who discuss mutual problems, solutions, and

opportunities. Sally is involved in

a. mentoring.

b. off–the-job training.

c. on–the-job training.

d. group therapy.

e. networking.

Difficulty: 2 Page-Reference: 253

Question ID: 08-1-55 Skill: Comprehension

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

56. Management development programs usually try to enhance all of the following skills except

a. analytical skills.

b. conceptual skills.

c. networking skills.

d. problem-solving skills.

e. decision making skills.

Difficulty: 2 Page-Reference: 253

Question ID: 08-1-56 Skill: Comprehension

Objective: 8.3

57. When an older, more experienced manager sponsors and teaches a younger, less experienced

manager, this is known as

a. mentoring.

b. off–the-job training.

c. on–the-job training.

d. group therapy.

e. networking.

Difficulty: 2 Page-Reference: 253

Question ID: 08-1-57 Skill: Comprehension

Objective: 8.3

58. A few years ago, McMaster University president Peter George had his performance evaluated by

staff, union leaders, and board members. This was an example of

a. on–the-job training.

b. off–the-job training.

c. vestibule training.

d. 360-degree feedback.

e. a management development program.

Difficulty: 2 Page-Reference: 254

Question ID: 08-1-58 Skill: Comprehension

Objective: 8.4

59. Merilee has developed a ranking method that consists of a series of statements or questions

about some aspect of an individual’s job performance (e.g., how much initiative the person takes). This is

called

a. a graphic rating scale.

b. the critical incident method.

c. the forced distribution method.

d. a simple ranking system.

e. the degree of agreement method.

Difficulty: 1 Page-Reference: 255

Question ID: 08-1-59 Skill: Comprehension

Objective: 8.4

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

60. Adam, the manager of sewing production, has been asked to rank-order his team from best to

worst. This is an example of what type of ranking method?

a. High-low feedback

b. Graphic rating

c. Top-down order ranking

d. Forced distribution

e. Simple ranking

Difficulty: 1 Page-Reference: 254

Question ID: 08-1-60 Skill: Comprehension

Objective: 8.4

61. Tom is using an evaluation system that requires him to rate employee performance by recalling

examples of especially good or poor performance by an employee. This is called

a. the process improvement method.

b. the high-low performance assessment method.

c. the new work force method.

d. the high-visibility method.

e. the critical incident method.

Difficulty: 2 Page-Reference: 255

Question ID: 08-1-61 Skill: Comprehension

Objective: 8.4

62. Which of the following is correct regarding performance appraisals?

a. They are required by law.

b. The appraisal process begins when the manager defines performance standards for the employee.

c. The process is completed when the employee’s performance improves.

d. Organizations focus on information provided by the subordinate’s peers.

e. All of these.

Difficulty: 2 Page-Reference: 254

Question ID: 08-1-62 Skill: Comprehension

Objective: 8.4

63. Lily has decided that 10 percent of the employees in her department will be categorized as

“outstanding.” Lily is using the ______ of performance appraisal.

a. simple ranking method

b. complex ranking method

c. forced distribution method

d. graphic rating scale method

e. all-or-nothing method

Difficulty: 2 Page-Reference: 254

Question ID: 08-1-63 Skill: Comprehension

Objective: 8.4

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

64. When university and college teachers grade on the normal curve, they are essentially using which

method for appraising the performance of students?

a. Forced distribution method

b. Simple ranking method

c. Graphic rating scale

d. 360-degree feedback

e. None of these

Difficulty: 2 Page-Reference: 254

Question ID: 08-1-64 Skill: Comprehension

Objective: 8.4

65. Computers B Us is thinking about evaluating the performance of its software programmers based

on the number of lines of code they produce. If the following facts were known, which one would suggest

that this idea is unwise?

a. Software programmers typically don’t have direct contact with customers, nor do they decide on

product specifications.

b. The company has found a way to use fewer lines of code to perform a given function than its

competitors.

c. Software programmers can decide to program in such a way that the number of lines required to

perform a function increases.

d. The financial success of the company is dependent on having an effective software programming

team.

e. Most of the current programmers would receive poor evaluations if they are evaluated based on the

number of lines of code.

Difficulty: 2 Page-Reference: 254-255

Question ID: 08-1-65 Skill: Analysis

Objective: 8.4

66. Computers B Us is thinking about evaluating the performance of its software programmers based

on the number of errors they make. A decision to use this strategy is based on which of the following

assumptions?

a. Errors in software errors are more likely than errors in hardware.

b. All users are equally affected by software errors.

c. Software errors have had an increasing impact recently.

d. Software errors are always obvious to the user of the product.

e. It is possible to determine which programmer made the software error that is discovered.

Difficulty: 2 Page-Reference: 254-255

Question ID: 08-1-66 Skill: Analysis

Objective: 8.4

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

67. Computers B Us is thinking about evaluating the performance of its software programmers based

on the market success of the products that they produce. This idea is vulnerable to what criticism?

a. Software programming is only one of many things that are required for a product to be successful

in the market.

b. The idea is not attainable.

c. The idea does not give enough weight to the fact that good software programming enhances the

customer’s experience.

d. The idea would require that the company change the way it evaluates software programmers.

e. The idea means that software programmers do not have to put forth any significant effort to achieve

success.

Difficulty: 2 Page-Reference: 254-255

Question ID: 08-1-67 Skill: Analysis

Objective: 8.4

68. Pay awarded to employees according to the relative value of their contributions is

a. merit pay.

b. sales commission.

c. knowledge-based pay.

d. incentive pay.

e. skill-based pay.

Difficulty: 1 Page-Reference: 256

Question ID: 08-1-68 Skill: Knowledge

Objective: 8.5

69. The most general form of a merit pay plan is

a. the raise.

b. profit-sharing plan.

c. benefits.

d. a bonus.

e. gain-sharing program.

Difficulty: 2 Page-Reference: 256-257

Question ID: 08-1-69 Skill: Knowledge

Objective: 8.5

70. Jake is reviewing his salary, the bonus plan, the profit-sharing plan, and the benefit program. Jake

is looking at the

a. wages system.

b. salary system.

c. compensation system.

d. pay-for-performance system.

e. merit salary system.

Difficulty: 2 Page-Reference: 256

Question ID: 08-1-70 Skill: Comprehension

Objective: 8.5

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

71. Wages are paid for ________, while salary is paid for ________.

a. getting a job done; time worked

b. time worked; number of units produced

c. number of units produced; getting a job done

d. time worked or number of units produced; getting a job done

e. time worked; unusually high performance

Difficulty: 2 Page-Reference: 256

Question ID: 08-1-71 Skill: Knowledge

Objective: 8.5

72. Bill is looking at his pay cheque. He worked 38 hours last week, and since he is paid $10.00 per

hour his gross pay was $380.00. Bill’s compensation is in the form of

a. variable pay.

b. workers’ compensation.

c. salary.

d. wages.

e. bonus.

Difficulty: 1 Page-Reference: 256

Question ID: 08-1-72 Skill: Comprehension

Objective: 8.5

73. Scott is looking at his pay cheque. He worked 48 hours last week but got paid the same as he did

the previous week when he worked only 36 hours. His compensation plan is based on

a. workers’ compensation.

b. bonuses.

c. variable pay.

d. wages.

e. salary.

Difficulty: 2 Page-Reference: 256

Question ID: 08-1-73 Skill: Comprehension

Objective: 8.5

74. George is paid 38 cents for every unit he produces. George is on a

a. salary program.

b. piece-rate incentive program.

c. wage program.

d. pay–for-performance program.

e. merit pay program.

Difficulty: 1 Page-Reference: 258

Question ID: 08-1-74 Skill: Comprehension

Objective: 8.5

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

75. When employees are awarded with pay for learning new skills, they are receiving

a. stock options.

b. gain-sharing.

c. pay–for-knowledge.

d. skill-based pay.

e. profit-sharing.

Difficulty: 1 Page-Reference: 258

Question ID: 08-1-75 Skill: Knowledge

Objective: 8.5

76. Sammy is looking at his pay cheque. He received $900 for producing 75 units. This pay is called

a. merit pay.

b. a stock option.

c. knowledge-based pay.

d. a piece-rate incentive plan.

e. skill-based pay.

Difficulty: 1 Page-Reference: 258

Question ID: 08-1-76 Skill: Comprehension

Objective: 8.5

77. The type of incentive program for major league baseball players that pays them extra money for

hitting over .300 or making the All-Star team is called

a. gain-sharing.

b. variable pay.

c. profit-sharing.

d. stock options.

e. a bonus.

Difficulty: 2 Page-Reference: 258

Question ID: 08-1-77 Skill: Comprehension

Objective: 8.5

78. Workforce management systems

a. pay the most productive employees more than the less productive employees.

b. schedule the most productive staff to work at the store’s busiest times.

c. focus on forming the most highly productive work teams.

d. manage the workforce so that employee satisfaction is maximized.

e. manage the workforce so that team incentives are emphasized, not individual incentives.

Difficulty: 3 Page-Reference: 258

Question ID: 08-1-78 Skill: Comprehension

Objective: 8.5