When setting performance measures for incentive systems, we can say that the best
measures are those that:
a. are quantitative, simple to understand, and show a clear relationship to improved
performance.
b. are qualitative, flexible, and create competition between employees.
c. allow employers to “ratchet up” standards and base rewards on qualitative standards.
d. reduce administrative costs, determine rewards based only on quantity, and reward
only exceptional employees.
Millennials are also known as:
a. baby boomers.
b. Generation X.
c. Generation Y.
d. screenagers.
Which of the following is NOT a characteristic of organizations that have been
successful in engineering change?
a. Linking the change to business strategy
b. Engaging key employees early in the change process
c. Investing in the implementation of change
d. Engaging suppliers only after making changes
The degree to which a test or selection procedure measures a person€s attributesis
termed:
a. evidence.
b. accuracy.
c. reliability.
d. validity.
Employee morale can be affected by accidents and illnesses attributed to a workplace.
a. True
b. False
Older workers are often willing to work flexible hours.
a. True
b. False
One major advantage of a behaviorally anchored rating scale is that:
a. it requires a great deal of employee participation which leads to greater acceptance.
b. the same rating scale can be used across all the departments of an organization.
c. it takes a relatively short time to develop.
d. the rating scale can be developed with little expertise.
According to the research organization Gallup, _____ of the U.S. employees are
somewhere in the middle, not disengaged, but not engaged either.
a. 24 percent
b. 34 percent
c. 44 percent
d. 54 percent
A career plateau is a situation in which:
a. economic conditions remove promotional opportunities for employees.
b. either organizational or personal reasons reduce the probability of moving up the
career ladder.
c. employees are given opportunities for lateral growth where advancement does not
exist.
d. one observes his or her own work environment to better understand what he or she
does.
In most instances, employers can legally use polygraph tests to screen applicants.
a. True
b. False
The balance sheet approach to compensation refers to designing pay systems that
equalize the purchasing power of employees at comparable positions living overseas
and in the home country.
a. True
b. False
_____ is the process of keeping track of and maintaining relationships with former
employees to see if they would be willing to return to the firm.
a. Nepotism
b. Rerecruiting
c. Realistic job preview
d. Recruiting outsourcing
The legal right and responsibility to represent all bargaining unit members equally
whether they join the union or not is referred to as:
a. union check-off.
b. exclusive representation.
c. union certification.
d. elective representation.
In the private sector, drug testing is largely regulated by individual states.
a. True
b. False
€Behavioral methods specifically describe which actions should (or should not) be
exhibited on the job.
a. True
b. False
Between the two approaches to selection decisions, the statistical approach is
considered superior, although the _____ is the most commonly used.
a. qualitative
b. quantitative
c. clinical
d. subjective
Globalization has led to _____.
a. a new focus on corporate social responsibility
b. older workers behaving more like free agents
c. a reduction in the number of offshoring options
d. a reduction in the number of nearshoring options