In the context of alternative work arrangements, contract company workers are
employed directly by a company.
Successful organizations treat all their workers as knowledge workers.
A union steward is a person hired by management to monitor union activity and report
violations, if any.
Presentation methods are preferred over hands-on training methods in helping trainees
handle interpersonal issues.
Contract administration includes carrying out the terms of the agreement and resolving
conflicts over interpretation or violation of the agreement.
Right-to-work laws grant both the employee and employer the right to terminate the
employment relationship at any time with or without cause or notice.
A pharmaceutical company, TechnoGene, has initiated a system where high-potential
employees are identified and trained for senior positions in the company. Which of the
following processes is exemplified in this scenario?
A. Succession planning
B. Self-assessment
C. Feedback
D. Handing over formalities
E. Goal setting
Janet, a sales manager at Drexler Inc., claims that labor and management of most
organizations are rivals. Carmella, the HR manager, argues that management and labor
do not compete but assist each other. Who is correct in this situation?
A. Janet is right because after the 1980s, most unions and organizations have acted as
adversaries.
B. Carmella is right because labor and management often cooperate to enhance
teamwork.
C. Janet is right because finding win-win solutions is almost impossible between labor
unions and management due to conflicting goals.
D. Carmella is right because organizations often readily accept employee empowerment
programs, which is a sign of cooperation.
E. Janet is right because the sole purpose of creating a union is to force employers to
pay more wages, which results in loss of profits.
How does the Occupational Safety and Health Administration (OSHA) encourage
organizations to adopt ergonomic job design?
The parties with an interest in a company’s success-typically, shareholders, the
community, customers, and employees-constitute the _____ of the company.
A. advisors
B. stakeholders
C. management
D. personnel
E. strategic partners
Bella, an employee at Lavender Holdings, was suspended for two weeks for drug use.
Six months later, she was fired from the job because her productivity did not show any
improvement even after undergoing treatment for drug use. Which of the following is
the form of discharge experienced by Bella?
A. Involuntary turnover
B. Voluntary turnover
C. Procedural justice
D. Progressive discipline
E. Open-door policy
Windel Auto, an automobile manufacturer based in the United States, partners with a
Japanese manufacturer, Telspar, to supply automobile parts. To ensure that its
employees do not miscommunicate with its Japanese partner, Windel implements a
training program to expose its employees to Japanese customs, language traits, and
interpersonal traits. It secures the services of Andrea, a Japanese interpreter, to conduct
the training program. Which of the following forms of training has Windel Auto used in
this scenario?
A. Community service
B. Acculturation
C. Cultural immersion
D. Virtual reality
E. Adventure learning
Matt, the training coordinator at Joaquim Solutions, inspected the training material for a
new training program and concluded that the material was not very readable. Which of
the following most likely caused Matt to arrive at this conclusion?
A. The training material contained many checklists.
B. Most sentences in the training material were short and contained simple words.
C. The training material was devoid of technical jargon.
D. Many sentences in the reading material began with the word “the.”
E. The training material was composed of too many long paragraphs.
One of the substitutes to traditional organizing is to conduct _____ which bring
financial, political, or public pressure on employers during union organization and
contract negotiation.
A. collective coercion
B. corporate campaigns
C. indirect provisions
D. associate campaigns
E. social campaigns
At a high-performance organization, recruitment and selection aim at obtaining the
kinds of employees who can thrive in this type of setting. These employees are _____.
A. primarily individual contributors
B. enthusiastic about knowledge sharing
C. averse to risk taking
D. averse to experimentation
E. averse to taking initiatives
Brown Industries, a consumer electronics manufacturer, has six-week on-the-job
training programs for employees who move laterally between departments. The aim of
the training programs is to educate employees about their new job roles and
departments. Brown Industries uses instructional design programs aided by a learning
management system to train its employees. Which of the following accurately describes
the learning management system utilized at the company?
A. Performa, an application used by the HR department to evaluate job performance
B. Recruit Plus, an application used by the HR department to administer tests to
candidates attending interviews at Max and Brown
C. Crimson, an application that automates the process of administering and delivering
training to Max and Brown’s employees
D. K-Rating, a metric used to evaluate the effectiveness of training programs
E. E-Valuate, a psychometric assessment that evaluates the readiness of employees to
learn new skills