Task identity refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of
different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a
visible outcome.
c. the degree to which a job has impact on the work of other people.
d. the degree to which a job provides independence and discretion to an individual in
scheduling the work and determining the procedures to use.
Hiring local citizens is generally less costly than relocating expatriates.
a. True
b. False
The Bill of Rights of Union Members gives every union member the right to attend and
participate in union meetings, but not to vote on union business, which is an assigned
duty of union officers.
a. True
b. False
The Occupational Safety and Health Administration (OSHA) considersinvestigation of
catastrophes, fatalities, and accidents that result in hospitalization of five or more
employees as a _____ priority.
a. first-level
b. second-level
c. third-level
d. fourth-level
Supplemental unemployment benefits are not required by law and are usually funded by
an employer.
a. True
b. False
Training is oriented toward broadening employees’ individual skills for future
responsibilities.
a. True
b. False
With _____ layers of management and a focus on team-based organization, the role of
managers and supervisors is substantially _____ in an environment of
high-performance work systems.
a. fewer; different
b. greater; different
c. fewer; similar
d. greater; similar
Empowerment encourages employees to become innovators and managers of their own
work.
a. True
b. False
The artificial barriers based on attitudinal or organizational bias that prevent qualified
individuals from advancing upward in their organizations into management positions
refers to:
a. labor barriers.
b. the glass ceiling.
c. the shadowing process.
d. career plateaus.
The HR department rarely has the primary responsibility for overseeing and
coordinating a firm’s performance management system.
a. True
b. False
Which of the following is NOTa primary impact that technology has had on human
resources management (HRM)?
a. It has altered the methods of collecting employment information.
b. It has quickened the processing of employment data.
c. It has diminished the role of supervisors in managing employees.
d. It has improved the processes of internal and external communications.
_____ is the way by which most job positions are filled.
a. Advertising
b. The Internet
c. Word-of-mouth recommendation
d. Text messaging
Self-evaluations are often best used for developmental purposes rather than for
administrative decisions.
a. True
b. False
High-performance work systems that are designed around team processes and
capabilities that cannot be transported, duplicated, or copied by rival firms are said to
be difficult to imitate.
a. True
b. False
A grievance procedure is a formal representation process that is often considered the
heart of a bargaining agreement.
a. True
b. False
Private pensions are subject to federal legislation under:
a. Employee Retirement Income Security Act (ERISA).
b. Consolidated Omnibus Budget Reconciliation Act (COBRA).
c. Tax Equity and Fiscal Responsibility Act (TEFRA).
d. Retirement Equity Act (REA).
The knowledge, skills, and capabilities of individuals that have a tremendous impact on
an organization’s performance but do not show up directly on its balance sheet are
known as:
a. intellectual capital.
b. human capital.
c. core capital.
d. employee capital.