An employee refuses to lobby for his boss’ favorite political candidate and is fired as a
result. The courts would most likely:
A) rule this to be a just cause termination.
B) call this insubordination and uphold the termination.
C) hold this to be a public policy exception to employment-at-will.
D) see this as a lack of good faith and fair dealing on the part of the employer.
Additional Case 7.3
In a training session for managers, you state that performance improvement is the most
important part of the performance appraisal process. During the session, you explain
how the group of supervisors can manage employee performance more effectively.
During the ensuing discussion, Chris, a middle manager with 20 subordinates, explains
that he has a finely tuned ability to discover the causes of performance problems.
According to Chris, employees either lack motivation for the job or lack the skills and
knowledge to perform the job.
Another supervisor, Gena, says that after she determines the cause of a performance
problem, she creates a supportive environment and works in partnership with the
employee to solve the problem. While Gena strives to show acceptance, she also finds it
effective to point out to subordinates how their negative personality traits affect their
work performance. Gena states that by giving employees all the time needed and
offering suggestions, performance improvements typically occur.
Refer to Additional Case 7.3. Which of the following would most likely improve Gena’s
strategy for solving performance problems?
A) Exploring the causes of poor performance
B) Focusing communication on performance
C) Empowering employees to reach a solution
D) Motivating employees to solve their own problems
Which of the following actions would be LEAST likely to help a subordinate find
career anchors?
A) Giving the worker opportunities to develop work standards
B) Offering the worker responsibility for a company program
C) Setting goals that are easily accomplished
D) Allowing for a flexible work schedule
Shamekwa believes that employees are motivated by their work, sense of achievement,
responsibilities, and advancement opportunities. Shamekwa’s thinking is most
compatible with the:
A) work adjustment theory.
B) goal-setting theory.
C) two-factor theory.
D) job design theory.
Which of the following is LEAST likely to be associated with layoff survivors?
A) Performance concerns
B) Compensation losses
C) Work group changes
D) Additional tasks
Profit sharing and ESOPs are both:
A) corporatewide compensation plans.
B) gainsharing incentive plans.
C) fixed compensation plans.
D) team-based pay-for-performance plans.
Which term refers to an organization-wide approach to improving the quality of all the
processes that lead to a final product or service?
A) Decentralization strategy
B) Total Quality Management
C) Human Resource Scorecard
D) Organizational restructuring
When a work force is highly unionized:
A) compensation decisions are based only on performance.
B) managers have more control in compensation decisions.
C) workers are likely to disagree with internal and external equity.
D) pay is typically subject to negotiation and bargaining requirements.
Which of the following is an advantage of corporatewide pay-for-performance plans?
A) Financial flexibility
B) Group cohesiveness
C) Minimal employee risks
D) Significant productivity improvements
Jorge is from Guatemala. Amanda, an American co-worker, assumes that Jorge, (and all
Guatemalans) are just like her two Latina friends, and that the three share the same
abilities, likes, and dislikes. Amanda is guilty of:
A) discrimination.
B) stereotyping.
C) harassment.
D) inclusiveness.
Diversity is primarily a function of:
A) stereotyping.
B) group membership.
C) individual characteristics.
D) segmented communication networks.
Codetermination is best defined as:
A) union-government cooperation to set national wages.
B) the political involvement of unions in Great Britain.
C) another term for enterprise unions in Japan.
D) worker representation on a corporation’s board.
Training is effective only:
A) when it is focused on areas that are controllable by employees.
B) when it is more costly than the problem itself.
C) during times of economic downturn.
D) when company morale is high.
When in stage ________ of internationalization, HRM practices should facilitate
exporting the firm’s products through incentives, training, and staffing strategies that
focus on the needs of international customers.
A) 1
B) 2
C) 3
D) 4
E) 5
Which of the following is a true statement about Latinos in the U.S. workplace?
A) Most second-generation Latinos live in highly homogenous neighborhoods.
B) Few Latinos have earned senior executive positions in major corporations.
C) Most second-generation Latinos use English as their primary language.
D) Few Latinos have developed their own small businesses.
Tasks that require rehearsing, working from a remote location, or visualizing objects or
processes not usually available, are most effectively trained with:
A) computer-based training.
B) a simulation.
C) role play, off-site.
D) virtual reality.
Former employees may be denied unemployment insurance benefits if they:
A) worked for a private firm with fewer than 15 employees.
B) were government employees.
C) were fired by their employer.
D) failed a drug test.
Which of the following is a term used to describe one or several duties that identify and
describe the major purpose for the job’s existence?
A) Responsibility
B) Work
C) Position
D) Task
What is the most popular incentive given by employers?
A) Company cars
B) Exotic vacations
C) Restaurant gift cards
D) Consumer electronics
Abraham is an employee for Monumental International, a company that uses a four-step
progressive discipline procedure. He has been disciplined three times for the same
offense. What is likely to happen the next time Abraham commits the same offense?
A) He will receive a written warning.
B) He will be discharged.
C) He will receive a verbal warning.
D) He will be suspended.