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#1: Ch 9 All of the following are phases of career development except A. B. C. D.

Performance Phase Direction Phase Assessment Phase Development Phase

#2: Ch 7 Performance Appraisal is a primary HRM process that links employees and organizations and provides input for other processes through these means A. B. C. D. Identification, Measurement, Management Assessment, Direction, Development Recruitment, Selection, Onboarding Skill, Effort, Responsibility

#3: Ch 10 Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. All of the following are forms of direct compensation except A. B. C. D. Base Pay Variable Pay Statutory Benefits Stock Benefits

#4: Ch 11 Groups can be rewarded in a Pay for Peformance plan in all of the following ways except A. B. C. D. Gainsharing Bonus Awards Merit

#5: Ch 12 Benefits that are required by law to provide to all employees are called

A. B. C. D.

Medical Benefits Direct Benefits Indirect Benefits Statutory Benefits

#6: Ch 12 All of the following are statutory benefits except A. B. C. D. Social Security Unemployment Insurance Medical Insurance Workers Compensation

#7: Ch 13 Communicating effectively is very important for organizations and it has been done mostly in these ways except A. B. C. D. Information dissemination Employer Feedback Employee Feedback EAP

#8: Ch 14 Protections and privileges negotiated for, and provided by, a legal and binding contract (e.g., union contract, employment contract, etc) for employees are called A. B. C. D. Statutory Rights Privileged Rights Contractual Rights Psychological Contract

#9: Ch 15 Typically, unions negotiate terms and conditions for represented employees in the areas of Wages, Hours, and Employment Conditions. Negotiation for Hours are for

A. B. C. D.

Holidays, Vacation, Shifts, Overtime rates Flextime, Parental Leave, Vacation, Holidays Shifts, Flextime, Seniority Positions, Travel Pay Overtime, Promotions, Parental Leave, Shifts

#10: Ch 16 If a worker gets injured on the job while performing duties of his job, the employer is obligated to pay the expenses of the injured employee who may become unemployed under the statutory benefits of A. B. C. D. Unemployment Insurance Medical Insurance Workers Compensation Insurance Employers Compensation Insurance

#11: Ch 17 The second stage of internationalism where there is a limited need for impact on local HRM practices communications, incentives, and product training is called A. B. C. D. Subsidiaries and Joint Ventures Transnational Export Operations Multinational

#12: Ch 9 Phase of Career Development which is focused on helping employees to identify strengths and weaknesses that may affect future performance. A. B. C. D. Direction Phase Assessment Phase Development Phase Training Phase

#13: Ch 7

Measuring Peformance is based on a measurement approach that can be broken down to type of judgment and measurement focus. All of the following are ways to appraise performance based on measurement focus except A. B. C. D. Trait Behavior Outcome Relative

#14: Ch 10 The systematic process of making job valuation determinations about a job based upon its content and the way in which it actually functions within the organization is called A. B. C. D. Job Evaluation Job Determination Job Analysis Job Grading

#15: Ch 11 Pay-For-Performance System A. Seeks to acknowledge differences in employee or group contributions B. Responds to the fact that organizational performance is a function of individual or group performance C. Uses pay to attract, retain and motivate (?) employees relative to their performance and contribution D. All of the Above

#16: Ch 12 Established by this Act, these benefits known as retirement income, disability income, health benefits, and survivor benefits are the economic safety net for American workers: A. COBRA of 1939 B. Social Security Act of 1935

C. American Disability Act of 1973 D. ERISA of 1975

#17: Ch 13 Communications is critical to establishing and sustaining a healthy employee relations environment. In communication these processes can occur in this order A. Communication Channel, Noise, Sender encodes msg, Noise, Receiver Decodes msg, Feedback B. Sender encodes msg, Communication Channel, Noise, Receiver Decodes msg, Feedback, and Noise C. Receiver Decodes Msg, Noise, Sender encodes msg, Noise, Communication Channel D. Sender decodes msg, Communication Channel, Noise, Receiver encodes msg, and Feedback, and Noise

#18: Ch 14 The common law rule that allows either employers or employees to end an employment relationship at any time for any cause is called Employment at Will. There have be exceptions to the Employment at Will made by courts. An exception is A. Public policy exceptions B. Implied contracts C. Lack of good faith and fair dealing D. All of the above

#19: Ch 15 The National Labors Relations Board is concerned with making sure the Wagner Act is not violated. It is violated when employers A. B. C. D. Interfere with the right to form a union and to contract Interfere with the administration and financing of a company Refuse to bargain collectively in good faith Refuse to contract collectively with their employees

#20: Ch 16 Before Workers compensation was ratified, employees had a hard time collecting for their injuries because the burden of proof lay on the employees. One of the reasons it was hard to collect was because of A. Presumption that employee accepted usual job risks for pay B. Doctrine of Contributory Negligence that said employers were not liable for an employees own negligence C. Fellow-Servant Rule that said employers were not responsible when another employee was negligent D. All of the Above

#21: Ch 17 A cultural dimension that affects the success of HRM practices in most countries where relative emphasis is on hierarchical status is called A. Individualism B. Power Distance C. Uncertainity Avoidance D. Masculinity/Feminity

#22: Ch 9 The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknessesand a general plan for achieving those objectives. One of the ways of making a determination is through A. B. C. D. Career Planning Workshops Succession Planning Individual Career Counseling Job Shadowing

#23: Ch 7 A number of potential problem areas may affect the quality of performance measurement results in performance appraisal such as A. Rater error and bias (halo, range restriction, personal bias, and comparability) B. Influence of liking C. Organizational politics D. All of the above

#24: Ch 10 Requires recordkeeping and overtime pay for covered employees. Defines exempt and nonexempt employees for protection by this law. The law also is the basis for defining the minimum wage in the U.S. A. B. C. D. Internal Revenue Code Wages and Salary Act Fair Labors Standard Act Equal Minimum Pay Act

#25: Ch 11 A corporate-wide pay plan that uses a structured formula to allocate a portion of annual company profits to employees as a contribution to a retirement arrangement (e.g., 401(k)), or as a year-end cash payment. A. Gainsharing B. Profit Sharing C. ESOP Sharing D. COBRA Plan

#26: Ch 12

For companies with this many or more, employees, the Family and Medical Leave Act requires that qualified employees (one yr. of service and not highly compensated) be given up to12 weeks of unpaid leave for birth or adoption of a child, care of a sick spouse, child, or parent, and extended care for the health of an employee whose illness may interfere with job performance A. B. C. D. 25 50 75 100

#27: Ch 13 All of the following are ways for information dissemination to occur except A. B. C. D. Employee Handbooks Employee Attitude Surveys Employee Websites HR Websites

#28: Ch 14 Management interventions that give employees multiple opportunities to correct undesirable behavior is called A. B. C. D. Progressive Discipline Regressive Discipline Positive Discipline Negative Discipline

#29: Ch 15 Passed in 1947 to re-balance the power between labor and management and to ensure a healthy, sustainable labor-management environment. The Act empowered the NLRB to remedy six unfair union labor practices A. Wagner Act B. National Labor Fair Standards Act C. Taft-Hartley Act

D. Landrum-Griffin Act

#30: Ch 16 Today, this many states have Workers Compensation Laws that are designed to provide a no fault recourse for affected employees, provide prompt and reasonable medical coverage for effected employees and income to them and their families, and encourage and promote workplace safety A. B. C. D. 45 46 47 48

#31: Ch 17 A staff management strategy that hires management from home country to manage a non-home country operation is known as the A. Geocentric Approach B. Ethnocentric Approach C. Polycentric Approach D. Nationalistic Approach

#32: Ch 9 Many professional, career-minded people marry, or have close relationships with, another person with a similar commitment to meeting career objectives. They are said to face challenges based on a A. B. C. D. Individualistic Career Professional Career Dual Career Family-based Career

#33: Ch 7 Effective _________ of the most appropriate employee performance dimensions is a key to the success of the performance appraisal process. A. B. C. D. Identification Management Measurement Appraisal

#34: Ch 10 Comparable Worth is a pay concept that calls for comparable pay for jobs that require comparable levels of skill, effort, responsibility and have comparable working conditionseven if the job content is different.

#35: Ch 11 Employee Stock Ownership Plan (ESOP) is a corporate-wide pay plan that rewards employees with stock grants or stock options based upon a structured formula

#36: Ch 12 Health Insurance Portability and Accountability Act (HIPPA) protects an employees to transfer between medical plans without a gap in coverage due to a pre-existing condition provided he/she has been covered by the previous plan for one month, or moreat 12 months there is guaranteed full coverage.

#37: Ch 13 Appeals Procedures are structured processes that allow an employee to voice disagreement over a management decision or action and to work with management toward resolution

#38: Ch 14

Positive Discipline is a counseling-based process that encourages employees to assume responsibility for their own behavior.

#39: Ch 15 Landrum-Griffin Act was passed in 1959 to protect union members from corrupt union leadership and mismanagement.

#40: Ch 16 Passed in 1970, OSHA extended the protection of employees in the workplace by imposing three major requirements on employers.

#41: Ch 17 A staffing approach that takes management staff from host country is polycentric in its approach to staffing.

#42: Ch 9 Career Development is an ongoing and formalized effort that recognizes employees as valuable organizational resources and focuses on developing them to their fullest, practical performance potential.

#43: Ch 7 Fundamental Employee Performance Dimensions are broken down into the WHAT and HOW dimensions.

#44: Ch 10 Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance.

#45: Ch 11 Corporate Pay Plans tend to work best in larger organizations where gainsharing may not be viable.

1) Which of the following is an example of an indirect cost associated with mismanaged organizational stress? A. Quality of productivity B. Grievances C. Distortions of messages D. Quantity of productivity

2) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Quality of work relations B. Participation and membership C. Communication breakdowns D. Performance on the job

3) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress?

A. Participation and membership B. Loss of vitality C. Communication breakdowns D. Performance on the job

4) Which of the following is NOT a major subtheory of discrimination within the disparate treatment theory? A. Cases that rely on direct evidence B. Cases that rely on a jury trial C. Mixed-motive cases D. Cases that rely on circumstantial evidence

5) The Thirteenth Amendment A. prohibits slavery and involuntary servitude B. prohibits the denial, termination, or suspension of government contracts C. prohibits each government in the U.S. to stop a citizen from voting based on race D. guarantees equal protection of the law for all citizens

6) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed. A. women B. the elderly C. Americans with disabilities D. African Americans

7) ____________ refers to actions taken to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity. A. Affirmative action B. Voluntarism C. ROWE D. Managing diversity

8) _____________ is an inevitable byproduct of teamwork, especially when teams are drawn from a diverse base of employees. A. Diversity B. Discrimination C. Declining productivity D. Intolerance

9) When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity. A. primary B. internal C. external D. secondary

10) "To be the world's best quick-service restaurant" is an example of a(n) A. organizational charter

B. code of ethics C. vision statement D. mission statement

11) How firms compete with each other and how they attain and sustain competitive advantage is the essence of A. operations management B. strategic management C. data management D. financial management

12) How does a mission statement differ from a vision statement? A. The mission statement typically includes a fairly substantial effort to establish some direct line-of-sight between individual competency requirements and the broader goals of an organization. B. The mission statement is an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. C. The mission statement includes the result of an analysis of the future availability of labor and also future labor requirements. D. The mission statement includes the purpose of the company as well as the basis of competition and competitive advantage.

13) The step following recruitment is _____, which is basically a rapid, rough "selection" process. A. orientation B. performance management

C. workforce planning D. initial screening

14) Instances where employees are selected specifically to fill certain positions are called _____ selection or placement programs. A. one-shot B. rapid C. focused D. one-chance

15) Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _____ program. A. initial screening B. team building C. orientation D. intensive training program

16) Individuals who fit best into mature organizations have a(n) _____ style of management. A. autocratic B. laissez-faire C. bureaucratic D. democratic

17) During the _____ stage, it is important to select the kinds of managers who can develop stable management systems to preserve the gains achieved during the embryonic stage.

A. mature B. entrepreneurial C. aging D. high-growth

18) Organizations in the high-growth stage focus on A. extreme cost control B. the maintenance of market share C. cost reductions through economies of scale D. refining and extending product lines

19) Increasing an individual's employability outside the company simultaneously increases his or her job security and desire to stay with the current employer is known as the A. training paradox B. massed practice C. distributed practice D. Pygmalion effect

20) __________ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. A. Individual B. Organization C. Demographic D. Operations

21) According to the text, the Intel example illustrates how major layoffs can be avoided through a strong in-house A. wage and benefits package B. sexual harassment policy C. worker redeployment policy D. performance management program

22) An exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is A. performance appraisal B. performance standard C. performance encouragement D. performance facilitation

23) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees are parts of A. performance monitoring B. performance facilitation C. performance appraisal D. performance encouragement

24) This can be thought of as a kind of compass that indicates a person's actual direction as well as a person's desired direction. A. Management by objectives

B. Performance management C. Central tendency D. Forced distribution

25) The ultimate goal in the new world of career management is A. rising aspirations B. time off when you need it C. psychological success D. executive ranking

26) In managing careers, organizations should A. plan for shorter employment relationships B. focus mainly on the needs of minorities and women C. allow employees to structure work assignments D. focus primarily on employee needs and aspirations

27) You should plan to exit an organization only when A. it is convenient for the organization B. you have a disagreement with your supervisor C. you think you are not being paid what you are worth D. you have landed another job

28) Financial rewards include direct payments plus indirect payments in the form of

A. individual equity B. employee benefits C. spot awards D. corporate compensation

29) If pay systems are to accomplish the objectives set for them, ultimately they must be perceived as A. adequate and equitable B. generous and timely C. immediate and fair D. relevant and competitive

30) At a broad level, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions. A. competency-based pay system B. employee stock ownership plan C. organizational reward system D. merit-pay method

31) The benefits of this act are based on a percentage of average weekly earnings and are available for up to 26 weeks. A. Administrative Procedure Act B. Social Security Act C. Balanced Budget Act D. Federal Unemployment Tax Act

32) The doctrine of _____ holds that an individual must pay taxes on benefits with monetary value when he or she receives them. A. antidiscrimination B. constructive receipt C. equal benefits taxation D. tax shifting

33) _____ business plans outline the basic directions in which an organization wishes to move in the next 3 to 5 years. A. Long-term strategic B. Short-term deliberate C. Long-term flexible D. Midrange constructive

34) A _____ is a body of employee and management representatives who meet to resolve grievances. A. peer-review panel B. grievance committee C. roundtable D. complaint team

35) Procedural justice affects citizenship behaviors by influencing employees' perceptions of _____, the extent to which the organization values employee's general contributions and cares for their well being. A. due process

B. management accessibility C. nonpunitiveness D. organizational support

36) A(n) _____ is a neutral facilitator between employees and managers who assists them in resolving workplace disputes. A. ombudsperson B. aide C. moderator D. paralegal

Objective: Determine if an organization is in compliance with employment laws. 1. Title VII of the 1964 Civil Rights Act is most relevant to the employment context because it __________ on the basis of race, color, religion, sex, or national origin in all aspects of employment. a. encourages advancement b. prohibits discrimination c. eliminates nepotism d. prevents layoffs Objective: Determine methods to comply with employment laws. 2. The Thirteenth Amendment a. prohibits slavery and involuntary servitude b. guarantees equal protection of the law for all citizens c. prohibits the denial, termination, or suspension of government contracts d. prohibits each government in the United States from prohibiting citizens from voting because of their race Week Two: Functions of a Job Description Objective: Explain how a job analysis is used to create a job description. 3. How firms compete with each other and how they attain and sustain competitive advantage is the essence of what type of management? a. Operations b. Financial c. Strategic d. Data

Objective: Explain the functions of a job description. 4. A ________ represents a mandate to hire or promote specific numbers or proportions of women or of members of a minority group. a. hard quota b. goal c. regulation d. job band Objective: Explain the functions of a job description. 5. Typically, which program is the first step in an employee's introduction to company policies, practices, and benefits? a. Initial screening b. Intensive training c. Team building d. Orientation Week Five: Training and Development Objective: Describe the process of a performance improvement plan. 6. Who is the neutral facilitator between employees and managers who help resolve workplace disputes? a. Ombudsperson b. Aide c. Moderator d. Paralegal Objective: Use the results of a performance improvement plan to determine training needs for employees. 7. What are internal states that focus on particular aspects of the environment or on objects in the environment? a. Values b. Attitudes c. Abilities d. Concepts Week Six: Addressing Diversity in Human Capital Management Objective: Explain how an organizations diversity impacts human capital management. 8. Which of the following describes affirmative action rather than diversity? a. Legally driven b. Assumes integration c. Proactive d. Opportunity-focused Objective: Explain how an organizations diversity impacts human capital management.

9. To manage diversity effectively, companies should do the following well: Develop career plans for employees as part of performance reviews; diversify the company's board of directors; and a. focus more on achieving numerical goals for diversity than on hiring the best talent b. promote women and members of racial or ethnic minorities to staff jobs rather than to decisionmaking positions c. hold managers accountable for meeting diversity goals d. establish mentoring programs among employees with similar racial backgrounds Objective: Explain how an organizations diversity impacts human capital management. 10. Diversity has become a dominant activity in managing an organization's human resources for the following five primary reasons: the changing labor market; the shift from a manufacturing to a service economy; globalization of markets; mergers and alliances that require different corporate cultures to work together; and a. new business strategies that require more teamwork b. legal mandates requiring all organizations to meet diversity quotas c. employee demands for more-diverse work environments d. research confirming that diversity drives productivity

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