Under the job hazard analysis technique, if a single job element has a high hazard
potential, the entire job is not completed.
Using an employee’s manager for feedback is very useful because their own success
depends so much on their employees’ performance.
Mentoring programs tend to be very successful when they are compulsory.
The Family and Medical Leave Act of 1993 requires organizations with 50 or more
employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave to
qualifying employees.
The processing and transmission of digitized human resource information is called
electronic human resource management.
Job involvement is a judgment that the organization carried out its actions in a way that
took the employee’s feelings into account.
For an average employee, the most common type of insurance offered as benefits is the
pension program.
Unlike union membership for workers in businesses, union membership among
government workers has remained strong.
Health maintenance organizations charge patients half the fee for each visit and service.
In an organization, a supervisor usually makes the final employee selection decision.
Organizational behavior modification (OBM) is a plan for managing the behavior of
employees through an informal system of feedback and reinforcement.
In goal setting, it is the employee’s responsibility to identify the goal and the method of
determining his or her progress toward that goal.
Core self-evaluation refers to pervasive low levels of satisfaction in all aspects of life,
compared with other people’s feelings.
An organization makes selection decisions in order to add employees to its workforce,
as well as to transfer existing employees to new positions.
Which of the following best describes a balanced scorecard?
A. A combination of performance measures directed toward the company’s long and
short-term goals and used as the basis for awarding incentive pay
B. A performance review process where the organization collects feedback from
customers, managers, and subordinates, assigns ratings, and lists them on the company’s
performance card
C. An arrangement in which the organization distributes shares of stock to all its
employees by placing the stock into a trust
D. An incentive pay in which payments are a percentage of the organization’s profits
and do not become part of the employees’ base salary
E. It is a system designed to measure the performance of HR personnel based on the
quality of recruitment
Which of the following best defines competency?
A. It is the set of duties performed by a particular team.
B. It is the list of tasks, duties, and responsibilities (TDRs) that a particular job entails.
C. It is a set of related duties for accomplishing work.
D. It is the activity that a work unit’s members engage in to produce a given output.
E. It is an area of personal capability that enables employees to perform successfully.
John and Henry are U.S. citizens and work for the same law firm that is headquartered
in New York. John, however, works from the firm’s London office, while Henry works
from the office in New York. Which of the following is a difference between the two
employees?
A. John is an expatriate, whereas Henry is a parent-country national.
B. John is a host-country national, whereas Henry is an expatriate.
C. John is a third-country national, whereas Henry is a host-country national.
D. John is a parent-country national, whereas Henry is a host-country national.
E. John is repatriate, whereas Henry is a third-country national.
Compensation systems can help create the conditions that contribute to high
performance. Consequently, organizations can increase empowerment and job
satisfaction by:
A. communicating the basis for decisions about pay.
B. disassociating compensation from performance measures.
C. discouraging negotiations regarding pay.
D. limiting employee participation in management.
E. limiting the use of gainsharing and profit sharing.
A manager of a functional department would require skills in aligning employees’
efforts with the organization’s higher-level goals. This is a valid statement because:
A. employees in a functional department need to work in a team.
B. broad responsibilities are assigned to employees working in a functional department.
C. employees in functional departments tend to identify more with their own
departments rather than with other departments.
D. employees expect their managers to empower them by allowing them to work in
self-managing teams.
E. employees in such departments tend to work in cross-functional teams.
Hannah Barboza Inc., a publishing company, regularly assesses employees using
different questionnaires. Recent assessments revealed that there were more employees
who focused on the relationships between the ideas of the given projects and fewer
employees who actually took the time to conduct thorough research on them. Based on
these results, the managers were able to correctly assign employees to specific projects
for the month. In this scenario, which of the following Myers-Briggs Type Indicator
(MBTI) assessment dichotomies is Hannah Barboza Inc. using to allocate projects?
A. Energy dichotomy
B. Information-gathering dichotomy
C. Decision-making dichotomy
D. Lifestyle dichotomy
E. Initiative-oriented dichotomy
Which of the following exemplifies one of the most creative developments in human
resource information systems technology?
A. Decision support system
B. Transactional processing system
C. HR dashboard
D. Expert system
E. Intranet
Which of Kant’s basic human rights is violated when a supervisor requires an employee
to do something that is unsafe or environmentally damaging, in spite of the employee
clearly objecting to the order?
A. Right of freedom of speech
B. Right of equal opportunity employment
C. Right to due process
D. Right of freedom of conscience
E. Right of privacy
Which of the following is a disadvantage of a pay structure that rewards employees for
winning promotions?
A. It does not focus on setting pay for groups of jobs.
B. It does not make adjustments to a pay rate to reflect differences in labor markets.
C. It discourages employees from gaining valuable experience through lateral career
moves.
D. It rewards employees for acquiring skills but does not provide a way to ensure that
employees can use their new skills.
E. It places the employer at an economic disadvantage relative to other employers that
pay the market rate, by raising the pay for some jobs.
Armando, a manager at a top engineering company, believes he can hire a few
employees by promising them job security and later terminating them on different
grounds. His co-worker, Zemara, believes that this action would violate the implied
employment agreement. Which of the following statements would weaken Armando’s
belief?
A. Armando believes that desperate times call for desperate measures.
B. Armando deviates from the agreement that he had signed initially.
C. Armando compensates the terminated employees.
D. Zemara does not understand the principles of the company.
E. The company is under financial constraints and at times has to lay off employees.
Identify a disadvantage of using temporary and contract workers.
A. Revocability of this method is more difficult than other methods of avoiding labor
shortage.
B. These kinds of workers cannot be hired through an agency.
C. These methods are a relatively slow solution to labor shortage.
D. These workers tend to be relatively less committed to the organization.
E. These workers work well in key jobs but not in those jobs that supplement permanent
employees.
House Factory Inc. agrees to allow a union to conduct an organizing campaign. Both
parties decide that they will come to a settlement on the time and place of the campaign.
In this scenario, which of the following types of elections best describes this type of
settlement?
A. Stipulation election
B. Decertification election
C. Union election
D. Agreement election
E. Consent election
DigiAd Inc., an advertising firm, requires its employees to be at work between the
hours of 11:00 a.m. and 2:00 p.m. This work rule allows employees to work additional
hours before or after the time period in order to work the full day. Identify the job
design method implemented in this scenario.
A. Zero-hour contract
B. Flextime
C. Compressed workweek
D. Telework
E. Retroactive overtime
Ronaldo, the general manager of RipnRoll Furniture, believes that each employee must
thoroughly understand the goals of the organization. He understands that adhering to
the vision and mission of the organization will help increase employee satisfaction and
will also result in improved employee performance. Which of the following strengthens
Ronaldo’s belief?
A. The vision and mission of the organization are ethical.
B. Understanding the organization’s goals helps employees improve their performance.
C. Employee performance can be enhanced by keeping costs under control.
D. Ronaldo has too many expectations of his employees.
E. The organization’s goals constantly change.
Koland Corp. is an interior design firm based in California. The firm has a team of
interior designers working closely with manufacturers to create home d©cor products.
In the context of a work flow analysis, the interior designers, manufacturers, and home
d©cor products required to provide interior design services collectively constitute the
_____.
A. outputs
B. jobs
C. work processes
D. operating procedures
E. inputs
Describe self-managing work teams. Suggest steps to make such teams more effective.
Discuss the responsibility of HR with regard to planning and administering pay and
benefits. Also, analyze the impact of this function on an organization.
What are experiential programs? Describe the different types of experiential programs.
What are HMOs and PPOs? How do they differ from each other and from traditional
health care providers?
List the advantages and disadvantages of using managers, peers, subordinates, self, and
customers as sources of performance information.
Define job structure, pay level, and pay structure.