How can managers minimize the influence of “liking” on performance evaluations?
A) Participating in frame-of-reference training
B) Keeping a performance diary on each employee
C) Developing a sensitivity to organizational politics
D) Conducting group, rather than individual, performance evaluations
Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more
effectively. HR is facilitating meetings among middle managers to communicate this
idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than
what is already being done. She cites the company’s previous affirmative action plan.
“Also,” she argues, “we’ve given African-Americans and Asian-Americans more than
enough opportunity. I tried to promote a Latino to supervisor position, and you guys
(HR dept.) told me I really needed to give Kym, an African-American, the opportunity.”
Paul, a white supervisor, feels that management is management. Managing diversity is
just a gimmick or a passing fad. “I’ve been a supervisor for 20 years, and I’ve found that
if I treat people fairly and listen to them, things work out just fine.”
Ana, a relatively new middle-manager, is a bit more positive about the idea but has
significant reservations. She feels, however, that the company really needs to give
women and minorities access to the “old boys’ network.” If all the company does is
conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn’t care what they do.
He’s giving notice because he’s joining some other African-Americans in starting their
own company. He’s been a supervisor for five years and has been passed over for
promotion twice. He feels that he has experienced discrimination because he’s
African-American.
Refer to Additional Case 4.2. The case study shows a number of challenges to
implementing a diversity management program. Mercedes’ concerns represent which of
the following challenges?
A) Glass ceiling hindrances
B) Lack of adequate support groups
C) Segmented communication networks
D) Increasing competition for opportunities
It is estimated that about ________ of small U.S. firms with fewer than 500 employees
are involved in exporting.
A) 5%
B) 20%
C) 35%
D) 50%
You want to use an organizational assessment tool to evaluate an employee’s ability to
handle certain situations specific to the job and to test for key skills. Your best choice of
an assessment tool would be:
A) a psychological profile.
B) a performance appraisal review.
C) an interests inventory.
D) an assessment center.
A restaurant chain is forecasting next year’s labor needs. Ten restaurants have their own
managers, and the firm experiences 45% manager turnover each year. The firm plans to
open 4 more restaurants next year. The firm’s projected need for managers for the
upcoming year will be: (Round your answer up to the next full position.)
A) 9.
B) 10.
C) 11.
D) 12.
Glenda has been an employee at your curtain manufacturing company for over 6 years.
During the past six months, Glenda’s productivity has decreased by almost 15 percent
as documented by her manager. In addition, you need to reduce the workforce in order
to trim employee costs. Your best option is to:
A) bump Glenda from her job with a younger employee.
B) use performance as the basis for laying off Glenda.
C) force Glenda to take early retirement.
D) offer Glenda incentives to quit.
For career development to be successful, it must:
A) focus solely on the needs of the employees.
B) focus solely on the needs of the organization.
C) be distinct from other HR efforts.
D) be integrated with other HR efforts.
You are training first-line supervisors on how to give performance appraisals. In your
explanation of the halo error, you tell these managers that they can avoid this mistake if
they:
A) consider organizational goals.
B) remain current on EEO laws.
C) consider each dimension individually.
D) avoid personal relationships with workers.
Which of the following best summarizes the text’s explanation of the political
perspective in performance appraisal?
A) Performance appraisals communicate approval and disapproval and manage an
employee’s behavior.
B) Performance appraisals provide a way to compare different employees working at
the same or similar jobs.
C) Performance appraisals accurately measure performance against clear standards in
order to improve functioning in the organization.
D) Performance appraisals give the employee as much power and discretion as possible.
Additional Case 13.2
Starline is a small children’s clothing manufacturer and retailer that has seen rapid
growth in the last twelve months and a significant increase in employees. At a meeting
of managers, a number of issues are raised.
One manager suggests establishing an EAP because of the increase in troubled
employees at the firm. However, other managers state that such programs are costly and
would not provide Starline with significant benefits.
Another manager states that Starline needs to develop an employee handbook to
address issues related to the growing staff. Some managers express concern about the
potential legal issues surrounding the use of an employee handbook.
Numerous managers state that there has been a noticeable decrease in productivity since
every office worker was provided Internet access along with e-mail accounts. Managers
discuss methods for increasing productivity and preventing misuse of the system.
One manager suggests that the company perform employee attitude surveys in order to
help monitor the state of employee relations and make hiring and firing decisions
during the next hiring cycle. This manager proposes that a third party perform the
surveys and that employees not be told the purpose of the survey.
Refer to Additional Case 13.2. Which of the following is the most appropriate response
to the criticism regarding the establishment of an EAP?
A) Employers usually gain financial benefits that outweigh their out-of-pocket EAP
expenses.
B) EAPs are only important for large businesses, so an EAP would be a waste of money
for the firm.
C) EAPs are notorious for being unable to provide problem resolution for troubled
employees.
D) Employees tend to dislike the presence of EAPs in a business, since they think it
means the employers doubt the quality of the work force.
As the director of HR, you are in a meeting with your corporate officers discussing the
firm’s deliberate use of personnel to gain a competitive edge in the marketplace. You are
most likely discussing:
A) human resource policies.
B) corporate objectives.
C) human resource strategies.
D) line employees.
One tool available to corporations to encourage employees to seek educational and
development opportunities outside of the organization by defraying the costs is:
A) a tuition assistance program.
B) a career development workshop.
C) cross-functional team training.
D) off-the-job-training.
According to research, workers in which of the following countries are LEAST happy
with their jobs and employers?
A) U.S.
B) Japan
C) Germany
D) Switzerland
Job descriptions:
A) require the rating of each position described.
B) list all the compensable factors of a particular job.
C) consist of worker characteristics necessary for successful performance.
D) identify, define, and describe each job in terms of its duties, responsibilities, and
working conditions.
A skill-based approach to compensation is built on which of the following
characteristics?
A) Workers are paid for performing well-defined jobs using vertical skills.
B) The greater the variety of job-related skills a worker possesses, the more he/she
should be paid.
C) Each job must be very clearly described with highly defined tasks and skill
requirements.
D) The primary objective is to allocate pay so that the most important jobs command
the highest pay.
One of your employees, a member of a protected class, loses his temper and assaults
and injures a customer. The customer is also a member of a protected class. During the
investigation, the police discover that the employee has a long history of such behavior
and served jail time for assault and battery. As the employer, you are most likely:
A) not liable for any injuries because the employee was a member of a protected class.
B) not liable for negligent hiring because you had an affirmative action plan.
C) liable for negligent hiring because you did not conduct a background check.
D) liable for injuries under Executive Order 11246.
Which of the following is a true comparison between the rational perspective of
appraisal and the political perspective of appraisal?
A) A rater’s bias is less likely to be a deciding factor in the political perspective than in
the rational perspective.
B) Supervisors’ roles in the rational approach are much more active than supervisors’
roles in the political approach.
C) The goal of appraisal from the political perspective is accuracy. The goal of appraisal
from the rational perspective is utility.
D) The goal of appraisal from the political perspective is utility. The goal of appraisal
from the rational perspective is accuracy.
Felix Enterprises has relatively few levels of hierarchy, and the firm’s technology lends
itself to breaking employees into self-contained groups. The workforce is highly
committed and intrinsically motivated by their work. These conditions most likely lend
themselves to a:
A) plantwide incentive program.
B) gainsharing incentive program.
C) team-based incentive program.
D) corporate-based incentive program.
Which of the following is an advantage of using expatriates in international
subsidiaries?
A) Labor costs are lower for an expatriate than for a local worker.
B) Using an expatriate increases recognition of the company within the local
community.
C) An expatriate allows the home company to maintain close control of the foreign
subsidiary.
D) The use of an expatriate increases the motivation and morale of local managers and
workers.
An emphasis on monetary rewards will generally reward a company with:
A) more achievement and responsibility among employees.
B) an internal climate of cooperation among employees.
C) long-term employee commitment.
D) increased employee diversity.
Which of the following is a provision of the Sarbanes-Oxley Act?
A) Whistleblower names must be revealed to the public.
B) Whistleblowers are protected from employer retaliation.
C) Whistleblowers must receive full compensation for lost pay.
D) Whistleblowers have the right to request a formal investigation.
Additional Case 3.3
Tyra has been the head of HR at SPI for 20 years. During her time there, she has
instituted an internal EEO complaint resolution process and a no-tolerance policy for
sexual harassment.
Many SPI employees are Asian immigrants, but there are half a dozen countries
represented within the company. Such diversity benefits the firm because many of the
firm’s product manuals are translated into foreign languages.
Due to an increase in product demand, SPI needs to hire many new employees. Tyra has
received 70 applications for positions in the production department. She hires 60% of
the white applicants and 25% of the African-Americans applicants.
Refer to Additional Case 3.3. Which of the following is an appropriate question for Tyra
to ask an applicant?
A) What language do you speak at home?
B) Do you speak or write in another language fluently?
C) How did you learn to read or write in a foreign language?
D) What language do you feel most comfortable with?
A company’s whistleblowing policy should most likely:
A) be flexible for different situations.
B) require the whistleblower to be named.
C) be primarily developed and explained by HR.
D) involve an appeals process for dissatisfied employees.
Additional Case 3.3
Tyra has been the head of HR at SPI for 20 years. During her time there, she has
instituted an internal EEO complaint resolution process and a no-tolerance policy for
sexual harassment.
Many SPI employees are Asian immigrants, but there are half a dozen countries
represented within the company. Such diversity benefits the firm because many of the
firm’s product manuals are translated into foreign languages.
Due to an increase in product demand, SPI needs to hire many new employees. Tyra has
received 70 applications for positions in the production department. She hires 60% of
the white applicants and 25% of the African-Americans applicants.
Refer to Additional Case 3.3. Ellie, a production assistant at SPI, has been sexually
harassed by a male manager. What should be Ellie’s first course of action?
A) File a complaint with the EEOC.
B) Report the harassment to HR and begin the internal complaint resolution process.
C) Hire an attorney and file a complaint with OSHA.
D) Speak with other employees who may have been harassed.