47. _____ is an effective method to use for training employees about ethical dilemmas and ethical decision making.
a.
Job specialization
b.
Case discussion groups
c.
On-the-job training
d.
The lecture method
e.
Programmed instruction
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
48. _____ is used when employees must learn a physical skill, and this method also enables participants to focus on
safety, learning, and feedback rather than on productivity.
a.
Job rotation
b.
The lecture method
c.
Case discussion groups
d.
Vestibule training
e.
Assigned reading
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
49. Which of the following is an advantage of Web-based training methods?
a.
They can be easily updated and revised.
b.
They facilitate interpersonal skills better than all other training methods.
Developing Human Resources
Bloom’s: Application
Digital Story: Perform
c.
They perfectly simulate real activities.
d.
They effectively facilitate face-to-face interaction.
e.
They can be easily used in place of vestibule training methods.
50. _____ is a formal assessment of how well employees are doing their jobs.
a.
Job specialization
b.
Job analysis
c.
Performance appraisal
d.
Employment branding
e.
Validation
51. Which of the following is an example of an objective measure of performance?
a.
Dollar volume of sales
b.
Interpersonal agreeability
c.
Ranking
d.
Ratings
e.
Commitment
a
scrap rate, dollar volume of sales, and number of claims processed.
Moderate
a
participants use a variable schedule, and lower travel costs.
Moderate
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Comprehension
Digital Story: Connect
52. Number of claims processed, total sales, and scrap rate are all examples of _____.
a.
training methods
b.
predictive validation methods
c.
content validation methods
d.
judgmental performance appraisal criteria
e.
objective performance appraisal criteria
e
Moderate
p. 237
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Comprehension
Digital Story: Connect
53. An example of judgmental performance measure is _____.
a.
ranking
b.
total sales
c.
scrap rate
d.
dollar volume of sales
e.
number of units produced
a
Moderate
p. 237
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Bloom’s: Comprehension
Digital Story: Connect
p. 237
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Comprehension
Digital Story: Connect
54. _____ compares each employee with a fixed standard rather than comparison with other employees.
a.
An objective method
b.
Rating
c.
Ranking
d.
Job specialization
e.
Job enlargement
55. The Behaviorally Anchored Rating Scale (BARS) is _____.
a.
a method used for the validation of a selection device
b.
an objective method of performance appraisal
c.
a judgmental method of performance appraisal
d.
a job training technique
e.
a job analysis technique
c
Easy
p. 238
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
56. A(n) _____ occurs when a manager allows the assessment of an employee on one dimension to spread to ratings of
that employee on other dimensions.
a.
recency error
b.
average error
c.
validation error
d.
source monitoring error
e.
halo error
e
than comparison with other employees.
Moderate
p. 237
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
57. Jan works as a salesperson. She generally achieves the expected targets but has also failed several times. For the
previous month, she performed better than all her team members and achieved a huge sales volume. Even though Jan has
not achieved her targets on several occasions during the past one year, her supervisor ranked her as number one. This is an
example of how a(n) _____ can influence a performance appraisal.
a.
recency error
b.
halo error
c.
source monitoring error
d.
severity error
e.
average error
p. 238
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Application
Digital Story: Perform
58. A performance appraisal system in which managers are evaluated by everyone around them—their boss, their peers,
and their subordinates is known as _____.
a.
employment at will
b.
360-degree feedback
c.
source monitoring
d.
job evaluation
e.
job specialization
p. 239
p. 239
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – AK – DISC: HRM
Developing Human Resources
Digital Story: Engage
59. _____ is the financial remuneration given by an organization to its employees in exchange for their work.
a.
Progression
b.
Compensation
c.
Validation
d.
An intangible benefit
e.
Insurance
Easy
p. 240
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
60. A(n) _____ represents a special compensation opportunity that is usually tied to performance.
a.
wage
b.
salary
c.
incentive
d.
benefit
e.
intangible reward
c
Incentives represent special compensation opportunities that are usually tied to performance.
Easy
p. 240
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
61. _____, sometimes called indirect compensation, are things of value other than compensation that an organization
provides to its workers.
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
a.
Appraisals
b.
Ratings
c.
Rankings
d.
Benefits
e.
Scrap rates
62. At Omega Inc., a fixed amount of money is added to the salaries of employees if their performance exceeds a
predetermined level of expectation. A smaller portion of the amount is added if the employees’ performances just meet the
expected level. Omega is most likely to be motivating their employees with _____.
a.
incentives
b.
intangible benefits
c.
rankings
d.
progressions
e.
appraisals
a
Incentives represent special compensation opportunities that are usually tied to performance.
Moderate
p. 240
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Application
Digital Story: Perform
63. During a job interview, Sarah asked the HR manager if the company would provide her a family insurance or a
retirement plan. She was discussing the _____ that companies generally offer.
a.
benefits
b.
intangible benefits
c.
incentives
d.
wages
e.
progressions
a
Easy
p. 243
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
64. Gamma Inc. has a reputation for paying higher than the prevailing wages in its industry. This is an example of
a(n) _____ decision by its management.
a.
wage-level
b.
wage-structure
c.
individual wage
d.
wage-benefit package
e.
benefit-level
a
Moderate
p. 242
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Application
Digital Story: Perform
65. The _____ is a management policy decision about whether a firm wants to pay above, at, or below the going rate for
labor in the industry or the geographic area.
a.
wage-level decision
b.
benefit-level decision
c.
wage-structure decision
d.
individual wage decision
e.
individual benefit decision
a
Easy
p. 242
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
Moderate
p. 243
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Application
Digital Story: Perform
66. An attempt to assess the worth of each job relative to other jobs is known as _____.
a.
job analysis
b.
job evaluation
c.
the wage-level decision
d.
performance appraisal
e.
benefit determination
Easy
p. 242
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
67. When human resource managers determine how much each worker in a particular wage grade will be paid, they are
making a(n) _____ decision.
a.
wage-level
b.
wage-structure
c.
individual wage
d.
benefit-level
e.
overall-benefit
c
Easy
p. 243
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
68. _____ are usually set up through a procedure called job evaluation—an attempt to assess the worth of each job relative
to other jobs.
a.
Wage-level policies
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
b.
Wage structures
c.
Individual wage policies
d.
Wage level decisions
e.
Individual-benefit structures
69. A policy at Synergy Corp. states that the middle managers get a pay that is three times the pay of supervisors and the
top managers get a pay that is six times the pay of first-line managers. The policy is regarding the _____ of Synergy.
a.
wage-benefit decision
b.
wage-level decision
c.
individual-wage structure
d.
benefit structure
e.
wage structure
assess the worth of each job relative to other jobs.
p. 240
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Application
Digital Story: Perform
70. A cafeteria benefits plan:
a.
allows employees to choose from a set of optional benefits.
b.
provides performance-linked incentives to employees.
c.
reimburses employees for their food and transportation expenses.
d.
pays extra wages to employees for work they do during their lunch hour.
e.
allows employees to take a certain number of unpaid leaves.
then allowed to choose which additional benefits they want (up to a cost limit based on
p. 242
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Knowledge
Digital Story: Engage
71. In the business world, the term _____ is generally used to refer to demographic differences among people—
differences in gender, age, ethnicity, and so forth.
a.
homogeneity
b.
synergy
c.
diversity
d.
divestiture
e.
entropy
c
Easy
p. 244
MGMT.GRIF.16. 8-5 – LO: 8-5
United States – BUSPROG: Reflective Thinking
United States – AK – DISC: Group Dynamics
Managing Workforce Diversity
Bloom’s: Knowledge
Digital Story: Engage
72. Organizations with a diverse workforce are most likely to _____ when compared to less diverse organizations.
a.
have higher levels of productivity
b.
have higher levels of turnover
c.
have higher levels of absenteeism
d.
foster fewer conflicts
e.
have a lack of understanding of different market segments
a
Moderate
p. 244
MGMT.GRIF.16. 8-5 – LO: 8-5
United States – BUSPROG: Reflective Thinking
salary).
Moderate
p. 243
MGMT.GRIF.16. 8-4 – LO: 8-4
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Maintaining Human Resources
Bloom’s: Comprehension
Digital Story: Connect
73. Which of the following is an effective individual strategy for managing diversity?
a.
Using micromanagement techniques for managing minority groups
b.
Limiting interpersonal communication
c.
Fostering tolerance
d.
Treating everyone the same without regard for their fundamental human differences
e.
Forming culturally and ethnically homogenous work teams
p. 245
MGMT.GRIF.16. 8-5 – LO: 8-5
United States – BUSPROG: Reflective Thinking
United States – AK – DISC: Group Dynamics
Managing Workforce Diversity
Digital Story: Connect
74. An effective individual strategy for managing a diverse workforce is:
a.
Encouraging interpersonal communication
b.
Treating everyone the same without regard for their fundamental human differences
c.
Creating ethnically homogenous work teams
d.
Using micromanagement techniques
e.
Limiting managerial communication
p. 244
MGMT.GRIF.16. 8-5 – LO: 8-5
United States – BUSPROG: Diversity
United States – AK – DISC: Group Dynamics
Managing Workforce Diversity
Bloom’s: Comprehension
Digital Story: Connect
75. An organization with a diverse workforce:
a.
is most likely to have a high turnover.
United States – AK – DISC: Group Dynamics
Managing Workforce Diversity
Bloom’s: Comprehension
Digital Story: Connect