_____ are persons who work for an organization only when they are needed.
A. On-call workers
B. Moonlighting employees
C. Apprentices
D. Part-time employees
E. Trainees
Quasio Inc., a business consulting company, considers the cost of living of an employee
while deciding the average pay. In this case, which of the following measures helps the
company prepare for changes in the demands of the labor market?
A. Consumer Price Index
B. Wholesale Price Index
C. Producer Price Index
D. Retail Price Index
E. Customer Interest Index
Which of the following is true of employee benefits?
A. Employees have a thorough understanding of what benefits they have and what the
market value of these benefits is.
B. Employees significantly underestimate the cost and value of their benefits.
C. Employers do an effective job of communicating the cost and value of benefits to
their employees.
D. Employees, for the most part, are just not interested in their benefits.
E. Employers have very limited options for communicating information about benefits.
Research on the effects of two-tier wage plans found that:
A. lower-paid employees were less satisfied on average than higher-paid employees.
B. lower-paid employees were more satisfied on average than higher-paid employees
because they made comparisons with lower-paying alternatives for themselves.
C. lower-paid employees expected to be promoted into the second tier in a short time
span.
D. equity theory did not come into play for either group and neither group experienced
more or less job satisfaction than the other.
E. both existing employees and new employees have a similar pay rate.
Identify a true statement about countries with small power distances.
A. People address one another with titles.
B. People try to eliminate inequalities.
C. People tend to rely on orders from superiors.
D. People seem to take each day as it comes.
E. People value seniority more than talent.
Neal joins Filestene Inc. as an executive designer. The HR manager informs him that he
will have to join the labor union within a period of 30 days from his start date. In the
context of the security provisions related to union membership, Neal’s HR manager is
referring to a(n) _____ arrangement.
A. closed shop
B. maintenance of membership provision
C. agency shop
D. checkoff provision
E. union shop
An employee at CellWorks who produces 10 components in an hour earns $9 ($.90 x
10) per hour, while another employee who produces 15 components earns $13.50 ($.90
x 15). This is an example of a:
A. commission plan.
B. differential piece rate plan.
C. direct commission plan.
D. profit sharing plan.
E. straight piecework plan.
Which of the following is a feature of individualistic cultures?
A. It has flatter pay structures.
B. It exhibits greater differences between the highest and lowest pay in the organization.
C. It emphasizes on organizational rather than individual performance.
D. It involves collective decision making.
E. It has compensation systems based on fixed pay according to seniority.
Grexel Tools Inc. is a large manufacturing company with branches in different countries
in Asia. The company desires to gain competitive advantage by reducing unnecessary
process costs. Which of the following is most suitable for this company to gain
competitive advantage?
A. The company must hire new employees who have job skills that enhance
productivity.
B. The company must consider downsizing by reducing the workforce.
C. The company must move to a location where raw materials are abundant.
D. The company must outsource their work to a location where they can get
inexpensive labor that still provides quality output.
E. The company must hire temporary workers to fill permanent job positions.
The employees at Melly Towers acknowledge that their supervisor is excellent at his
work and that he has received many accolades during his 40-year career. However, they
claim he is a dysfunctional manager. The supervisor, when confronted, argues that his
work should speak for itself and his behavior is irrelevant. Which of the following
statements supports the employees’ claim?
A. The employees require this style of supervision because it keeps them focused.
B. The supervisor feels that his behavior is normal and necessary to keep the team
grounded.
C. The supervisor often discourages employees from challenging tasks saying that they
are incapable of accomplishing them.
D. The employees are consistently recognized for performing their very best in
challenging tasks, and they owe their success to their supervisor.
E. The supervisor believes that keeping a distance from his employees will create a
sense of fear in them.
Creations Media Inc., a publishing company, conducted an internal survey on employee
satisfaction. The results indicated that a majority of its support staff considered their
jobs to be monotonous. In order to make the requisite change, management decided to
combine the job duties of assistants, typists, and file clerks into a single job that
requires all three kinds of work. Which of the following techniques of job design did
this move constitute?
A. Job analysis
B. Job review
C. Job identification
D. Job evaluation
E. Job extension
If an Occupational Safety and Health Act (OSHA) violation results in citations, an
employer must post each citation in a prominent place near the location of the violation.
Identify the correct statement regarding skilled knowledge workers.
A. They do not have considerable autonomy to make decisions.
B. They are most likely to experience a lack of opportunities in a slow economy.
C. They are not easily replaced because they own the knowledge that the company
requires to produce its products.
D. They are not expected to be technically efficient and are only involved in direct
interactions with customers.
E. They do not have a lot of job opportunities because employers can simply order these
employees to perform tasks.
Under the Americans with Disabilities Act (ADA), when an employer makes hiring
decisions, it can use employment physical exams that could reveal a psychological or
physical disability.
Which of the following is true of job enlargement?
A. It is a systematic approach to help an organization modify its core processes to
achieve more efficient results.
B. It aims at greater productivity through reduced application of mental and physical
effort.
C. It attempts to motivate employees by giving them the opportunity to use specific
skill sets.
D. It involves moving employees through a series of job assignments in one or more
functional areas.
E. It involves adding challenges or new responsibilities to employees’ current jobs.
The _____ approach to performance feedback is used by most managers.
A. problem-solving
B. tell-and-sell
C. tell-and-listen
D. tell-and-train
E. listen-and-sell
Finch Inc., a software company, uses a certain approach in which software developers
and programmers interact directly with customers. The team asks the customers for
their requirements, develops a sample, and sends it to them for feedback. The team
continues production based on the feedback given by their clients. The firm spends less
time on negotiating contracts and documenting processes. This scenario implies that
Finch is using a(n) _____ approach.
A. just-in-time
B. total quality management
C. agile
D. downsizing
E. outsourcing
An Individual Coaching for Effectiveness program is designed to:
A. help managers with dysfunctional behavior.
B. improve the technical skills of employees.
C. help prepare managers for overseas assignments.
D. reduce the effects of the glass ceiling.
E. attract and retain ambitious managerial employees.
In the context of human resource management, human capital refers to the:
A. wages, benefits, and other costs incurred in support of HR functions in an
organization.
B. cash, equipment, technology, and facilities that an organization uses.
C. tax-deferred value of an employee’s 401(k) plan.
D. organization’s employees, which add economic value to the company.
E. total budget allocated to the HR department in an organization.
_____ is the process of identifying and tracking high-potential employees who will be
able to fill top management positions when they become vacant.
A. Acculturation
B. Leaderless group discussion
C. Benchmarking
D. Data gathering
E. Succession planning