Distributive bargaining and integrative bargaining are tactics used to increase
bargaining power.
Maximizing benefits over costs is the primary goal of rational performance appraisal.
GINA allows employers to test the genetics of employees for the purpose of lowering
health insurance premiums.
Personality tests, while valid and reliable, are not generally accepted as legally
defensible in the selection process.
The Occupational Safety and Health Review Commission is a subsidiary of OSHA and
reviews OSHA’s judgments.
When managers deal with poor attendance problems, they must treat each infraction the
same regardless of the circumstances because of the current legal climate.
Job rotation is closely connected to cross-functional training.
Whenever management decides to change its business strategy, it must also reexamine
its organizational structure.
The performance test is an alternative to drug testing that does not invade employee
privacy but still determines employees’ fitness for work.
Groupware networks have enabled power and authority to spread more evenly among
employees at firms.
Dick has recently been laid off from his unionized manufacturing job where he has been
a full-time worker for the last 14 years. He has been looking for work for nearly five
months. Which of the following is most likely true in Dick’s case?
A) Dick is not eligible for unemployment insurance.
B) Dick’s unemployment insurance will run out at the end of the fifth month.
C) Dick is probably receiving 60% of the earnings he received from his job.
D) Since Dick’s company was unionized, he may be eligible for supplemental
unemployment benefits.
One organizational structure that lends itself to the formation of joint ventures and
strategic alliances is a:
A) bureaucratic structure.
B) flat structure.
C) generic structure.
D) boundaryless structure.
As part of training assessment, Conway is reviewing a firm’s organization’s mission,
long- and short-term goals, and business environment. Conway is most likely
conducting a(n):
A) organizational analysis.
B) task analysis.
C) person analysis.
D) HR analysis.
According to the text, what is the best strategy to handle the various challenges of
managing a diverse workforce?
A) Assume an individual’s behavior is based on an ethnic grouping.
B) Realize that group membership determines individual behaviors.
C) Treat employees as individuals rather than as members of a group.
D) Focus on the sources of diversity rather than affirmative action guidelines.
Corey is the president of a large corporation whose plants are very interdependent. Her
corporation is vulnerable to cyclical ups and downs in product demand. Which of the
following would be the best pay-for-performance plan for her corporation?
A) Scanlon plan
B) Rucker plan
C) ESOP program
D) Merit pay plan
Khalil’s performance has become increasingly poor. He is arguing with clients, and his
co-workers are uncomfortable around him because of his displays of temper. Khalil’s
supervisor asks you, the HR manager, how to improve the situation. You should most
likely suggest that the supervisor:
A) refer Khalil to an EAP on the basis of emotional problems.
B) encourage Khalil to work the problem out himself.
C) refer Khalil to an EAP on the basis of his poor performance.
D) give Khalil a sabbatical that is effective immediately.
Job sharing is primarily appealing to:
A) working mothers.
B) hourly workers.
C) subcontractors.
D) college interns.
Additional Case 15.2
TimeTable, Inc. plans to expand its manufacturing facilities. It is considering expansion
either here in the United States or in Europe’”Germany, Sweden, Great Britain, or
France. It may also look at Japan or China, but those are currently second-tier choices.
In selecting a country, the CEO wants to avoid political involvement. While friendly
toward unions, he doesn’t want a union that is politically oriented. In fact, the CEO of
TimeTable was once a union official. He went through a career change, earned an
MBA, and moved into the executive management ranks about ten years ago.
TimeTable has a strong positive working relationship with its union. Management feels
the NLRB is wrong in its ruling about the Wagner Act and is aggressively building
labor-management teams. The CEO of TimeTable is even considering giving the union
a seat on the board of directors.
Refer to Additional Case 15.2. Based on TimeTable’s opinion of the Wagner Act, which
country would be most appropriate?
A) Sweden
B) Germany
C) France
D) Great Britain
Which of the following plantwide plans incorporates the ideas of employees, union
leaders, and top managers to generate cost-saving ideas?
A) Improshare
B) Rucker plan
C) Scanlon plan
D) McGregor plan
The employee benefit that provides medical care, income, and rehabilitation expenses
for individuals who sustain job-related injury or illness is called:
A) workers’ compensation.
B) Social Security.
C) survivor benefits.
D) unemployment insurance.
Marquis is examining the knowledge, skills, and abilities used in performing certain
tasks. His process begins with interviews of the incumbents and their managers. He
then constructs and administers a survey, and finally creates a matrix for rating the task.
Marquis is most likely using which job analysis technique?
A) Methods analysis
B) Task inventory analysis
C) Critical incident technique
D) Functional job analysis
Which screening method is most commonly used to help firms avoid negligent hiring
lawsuits?
A) Recommendation letters
B) Assessment centers
C) Background checks
D) Honesty tests
Which of the following is a comprehensive list of the functions in a performance
appraisal?
A) Identifying, measuring, and managing
B) Identifying, determining, and implementing
C) Recruiting, selecting, and assessing
D) Managing, selecting, and assessing
Additional Case 15.3
Wear and Tear is a large manufacturer with about 250 employees. At the moment, they
are in new contract negotiations with their union. Cole, the firm’s labor relations
specialist, is heading the negotiations for management. Natalie is labor’s representative.
Cole doesn’t know if he likes working with Natalie. He was able to make her
predecessor agree to his terms whenever they negotiated contracts. Natalie is tougher to
deal with. She tends to emphasize what bad things can happen to Wear and Tear and to
him if her point isn’t granted.
Negotiations have been going on for several days. Cole tells Natalie that if they will
accept wage concessions, the company will give employees stock to compensate for the
loss in wages. Natalie declines the offer and is unwilling to negotiate further. She
reminds him that the contract expires in two days and that the workers will strike if they
don’t have a new contract by that time.
Refer to Additional Case 15.3. Cole’s offer of stock for wage concessions is an example
of what type of bargaining topic?
A) Permissive
B) Illegal
C) Integrative
D) Mandatory
Which of the following aspects of a corporate wellness program would most likely be
illegal?
A) Rewarding employee participation
B) Punishing employees for unhealthy behavior
C) Asking employees to complete a health assessment
D) Offering insurance premium deductions to participants
Farley Enterprises wants to reduce its labor costs in the LEAST disruptive method that
is available. Which of the following is most appropriate?
A) Layoffs
B) Attrition
C) Paycuts
D) Relocation
U.N. Manufacturers was recently unionized. Now, the union refuses to bargain in good
faith with U.N. This is considered an unfair union practice by the:
A) Wagner Act.
B) Landrum-Griffin Act.
C) Taft-Hartley Act.
D) Norris LaGuardia Act.
An HR strategy that fits a company’s differentiation strategy would most likely:
A) emphasize innovation.
B) pursue cost reductions.
C) limit distribution costs.
D) standardize appraisals.
Extended leave is LEAST likely to include:
A) a job guarantee upon return.
B) insurance benefits.
C) regular paychecks.
D) occasional work.
What are the disadvantages of individual-based pay-for-performance plans? What are
the disadvantages of plantwide plans? How do firms benefit from implementing
multiple-layers-of-rewards systems?
________ is the perceived fairness of individual pay decisions.
How is fairness within an organization facilitated by both employee relations
representatives and formal appeals procedures?
What is the difference between stock options, stock purchase plans, and stock awards as
given to corporate executives? Why are long-term incentive plans for executives
frequently criticized?
A written document that identifies, describes, and defines a job in terms of its duties,
responsibilities, working conditions, and specifications is referred to as a(n) ________.
What is an involuntary separation? What are some examples of involuntary
separations? How can the difficulties of involuntary separations be managed with
outplacement programs?
A compensation system in which employees are paid per unit produced is referred to as
a(n) ________.
What strategic choices does a company have regarding issues such as staffing and
performance appraisals? How does the concept of fit relate to decisions made about
such HR strategies?