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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
B. C. C.A. 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. and product training is called A. Promotions. Flextime. 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. D. Shifts #10: Ch 16 If a worker gets injured on the job while performing duties of his job. D. D. Shifts. the employer is obligated to pay the expenses of the injured employee who may become unemployed under the statutory benefits of A. Holidays Shifts. Vacation. B. incentives. Parental Leave. C. Vacation. Direction Phase Assessment Phase Development Phase Training Phase #13: Ch 7 . Seniority Positions. B. Holidays. B. Travel Pay Overtime. D. A. Overtime rates Flextime. C. Parental Leave.
these benefits known as retirement income. C. Job Evaluation Job Determination Job Analysis Job Grading #15: Ch 11 Pay-For-Performance System A.Measuring Peformance is based on a measurement approach that can be broken down to type of judgment and measurement focus. disability income. D. B. Seeks to acknowledge differences in employee or group contributions B. All of the Above #16: Ch 12 Established by this Act. Uses pay to attract. Responds to the fact that organizational performance is a function of individual or group performance C. B. 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. COBRA of 1939 B. Social Security Act of 1935 . C. retain and motivate (?) employees relative to their performance and contribution D. health benefits. and survivor benefits are the economic �safety net� for American workers: A. All of the following are ways to appraise performance based on measurement focus except A.
Communication Channel. and Feedback. There have be exceptions to the Employment at Will made by courts. D. Receiver Decodes msg. Sender encodes msg.C. American Disability Act of 1973 D. Implied contracts C. It is violated when employers A. Communication Channel. Noise. Sender encodes msg. Receiver encodes msg. Noise. 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 . Sender encodes msg. Communication Channel. Lack of good faith and fair dealing D. B. Noise. Feedback. C. Receiver Decodes msg. and Noise C. Noise. 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. All of the above #19: Ch 15 The National Labors Relations Board is concerned with making sure the Wagner Act is not violated. Communication Channel D. Noise. Sender decodes msg. An exception is A. Noise. Receiver Decodes Msg. Public policy exceptions B. 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. Feedback B.
Individualism B. Presumption that employee accepted usual job risks for pay B. 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 weaknesses�and a general plan for achieving those objectives. employees had a hard time collecting for their injuries because the burden of proof lay on the employees. B.#20: Ch 16 Before Workers compensation was ratified. 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. Career Planning Workshops Succession Planning Individual Career Counseling Job Shadowing . Doctrine of Contributory Negligence that said employers were not liable for an employee�s own negligence C. Uncertainity Avoidance D. One of the reasons it was hard to collect was because of A. Fellow-Servant Rule that said employers were not responsible when another employee was negligent D. Power Distance C. One of the ways of making a determination is through A. C.
ESOP Sharing D. Gainsharing B. range restriction. Profit Sharing C. Influence of �liking� C. 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. or as a year-end cash payment. personal bias. All of the above #24: Ch 10 Requires recordkeeping and overtime pay for covered employees. COBRA Plan #26: Ch 12 . 401(k)). B.#23: Ch 7 A number of potential problem areas may affect the quality of performance measurement results in performance appraisal such as A. and comparability) B. A. The law also is the basis for defining the minimum wage in the U. A. D. Defines �exempt� and �nonexempt� employees for protection by this law.. Organizational politics D. Rater error and bias (halo.g.S. C.
C. sustainable labor-management environment. B. or parent. The Act empowered the NLRB to remedy six unfair union labor practices A. D. D. care of a sick spouse. Wagner Act B.For companies with this many or more. the Family and Medical Leave Act requires that qualified employees (one yr. and extended care for the health of an employee whose illness may interfere with job performance A. of service and not highly compensated) be given up to12 weeks of unpaid leave for birth or adoption of a child. 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. C. C. Taft-Hartley Act . 25 50 75 100 #27: Ch 13 All of the following are ways for information dissemination to occur except A. B. D. National Labor Fair Standards Act C. 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. child. employees.
Ethnocentric Approach C.D. career-minded people marry. another person with a similar commitment to meeting career objectives. Landrum-Griffin Act #30: Ch 16 Today. provide prompt and reasonable medical coverage for effected employees and income to them and their families. or have close relationships with. Polycentric Approach 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. They are said to face challenges based on a A. C. this many states have Workers Compensation Laws that are designed to provide a �no fault� recourse for affected employees. D. B. Nationalistic Approach #32: Ch 9 Many professional. C. Individualistic Career Professional Career Dual Career Family-based Career . B. Geocentric Approach B. D. and encourage and promote workplace safety A.
#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 . D. C. B. or more�at 12 months there is guaranteed full coverage. responsibility and have comparable working conditions�even 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 employee�s 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.#33: Ch 7 Effective _________ of the most appropriate employee performance dimensions is a key to the success of the performance appraisal process. A. effort. 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.
practical performance potential. #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. #43: Ch 7 Fundamental Employee Performance Dimensions are broken down into the WHAT and HOW dimensions. #40: Ch 16 Passed in 1970.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. OSHA extended the protection of employees in the workplace by imposing three major requirements on employers. #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. #41: Ch 17 A staffing approach that takes management staff from host country is polycentric in its approach to staffing. .
Quantity of productivity 2) Distrust.#45: Ch 11 Corporate Pay Plans tend to work best in larger organizations where gainsharing may not be viable. Participation and membership C. Quality of work relations B. 1) Which of the following is an example of an indirect cost associated with mismanaged organizational stress? A. Performance on the job 3) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? . Quality of productivity B. and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Distortions of messages D. disrespect. Communication breakdowns D. Grievances C.
termination. or suspension of government contracts C. prohibits slavery and involuntary servitude B. prohibits each government in the U. Participation and membership B. Performance on the job 4) Which of the following is NOT a major subtheory of discrimination within the disparate treatment theory? A.A.S. women B. the elderly C. Cases that rely on circumstantial evidence 5) The Thirteenth Amendment A. A. Americans with disabilities D. Cases that rely on a jury trial C. 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. Cases that rely on direct evidence B. prohibits the denial. Mixed-motive cases D. Communication breakdowns D. Loss of vitality C. African Americans .
those companies then realize they have increased their _____ diversity. organizational charter . especially when teams are drawn from a diverse base of employees. secondary 10) "To be the world's best quick-service restaurant" is an example of a(n) A. Affirmative action B. A. or other barriers to equal employment opportunity. Declining productivity D. ROWE D. internal C. primary B. Managing diversity 8) _____________ is an inevitable byproduct of teamwork. A. Discrimination C.7) ____________ refers to actions taken to overcome the effects of past or present practices. external D. Intolerance 9) When companies discover they can communicate better with their customers through employees who are similar to their customers. policies. A. Diversity B. Voluntarism C.
The mission statement includes the purpose of the company as well as the basis of competition and competitive advantage. code of ethics C. data management D. D. 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. The mission statement is an effort to anticipate future business and environmental demands on an organization. financial management 12) How does a mission statement differ from a vision statement? A. operations management B. A. strategic management C. performance management . which is basically a rapid. B. 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. and to provide qualified people to fulfill that business and satisfy those demands. The mission statement includes the result of an analysis of the future availability of labor and also future labor requirements.B. 13) The step following recruitment is _____. orientation B. rough "selection" process.
laissez-faire C. A. one-shot B. and benefits is a(n) _____ program. initial screening B. it is important to select the kinds of managers who can develop stable management systems to preserve the gains achieved during the embryonic stage. one-chance 15) Typically. A. . autocratic B.C. workforce planning D. practices. rapid C. the first step in an employee's introduction to company policies. democratic 17) During the _____ stage. initial screening 14) Instances where employees are selected specifically to fill certain positions are called _____ selection or placement programs. intensive training program 16) Individuals who fit best into mature organizations have a(n) _____ style of management. focused D. orientation D. bureaucratic D. A. team building C.
such as older workers. Operations . cost reductions through economies of scale D. high-growth 18) Organizations in the high-growth stage focus on A. entrepreneurial C. aging D. mature B. Demographic D.A. women. the maintenance of market share C. Organization C. Pygmalion effect 20) __________ analysis is helpful in determining the special needs of a particular group. 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. Individual B. A. extreme cost control B. or managers at different levels. distributed practice D. massed practice C.
the Intel example illustrates how major layoffs can be avoided through a strong in-house A. performance monitoring B. performance standard C. wage and benefits package B. and paying careful attention to selecting employees are parts of A. sexual harassment policy C.21) According to the text. worker redeployment policy D. performance appraisal B. performance encouragement D. Management by objectives . A. performance facilitation 23) Providing adequate resources to get a job done right and on time. 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. performance appraisal D. performance facilitation C. 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.
you think you are not being paid what you are worth D. executive ranking 26) In managing careers. it is convenient for the organization B. allow employees to structure work assignments D. you have a disagreement with your supervisor C. rising aspirations B. Forced distribution 25) The ultimate goal in the new world of career management is A. Central tendency D. focus primarily on employee needs and aspirations 27) You should plan to exit an organization only when A. you have landed another job 28) Financial rewards include direct payments plus indirect payments in the form of . organizations should A. time off when you need it C. plan for shorter employment relationships B. focus mainly on the needs of minorities and women C.B. Performance management C. psychological success D.
spot awards D. generous and timely C. adequate and equitable B. immediate and fair 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. employee benefits C. employee stock ownership plan C. A. ultimately they must be perceived as A. A. Balanced Budget Act D. corporate compensation 29) If pay systems are to accomplish the objectives set for them. Federal Unemployment Tax Act . organizational reward system 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. Administrative Procedure Act B. individual equity B. competency-based pay system B. Social Security Act C.
antidiscrimination B. constructive receipt C. A. due process . Long-term strategic B.32) The doctrine of _____ holds that an individual must pay taxes on benefits with monetary value when he or she receives them. tax shifting 33) _____ business plans outline the basic directions in which an organization wishes to move in the next 3 to 5 years. Midrange constructive 34) A _____ is a body of employee and management representatives who meet to resolve grievances. the extent to which the organization values employee's general contributions and cares for their well being. grievance committee C. roundtable D. A. complaint team 35) Procedural justice affects citizenship behaviors by influencing employees' perceptions of _____. A. peer-review panel B. A. Long-term flexible D. equal benefits taxation D. Short-term deliberate C.
or national origin in all aspects of employment. prohibits the denial. encourages advancement b.B. or suspension of government contracts d. color. The Thirteenth Amendment a. How firms compete with each other and how they attain and sustain competitive advantage is the essence of what type of management? a. management accessibility C. Operations b. aide C. guarantees equal protection of the law for all citizens c. prevents layoffs Objective: Determine methods to comply with employment laws. nonpunitiveness D. organizational support 36) A(n) _____ is a neutral facilitator between employees and managers who assists them in resolving workplace disputes. moderator D. Strategic d. termination. sex. Financial c. 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. religion. Data . A. Title VII of the 1964 Civil Rights Act is most relevant to the employment context because it __________ on the basis of race. a. eliminates nepotism d. ombudsperson B. 2. 3. paralegal Objective: Determine if an organization is in compliance with employment laws. 1. prohibits discrimination c. prohibits slavery and involuntary servitude b.
7. Ombudsperson b. Initial screening b. which program is the first step in an employee's introduction to company policies. Which of the following describes affirmative action rather than diversity? a. 8. Moderator d. Intensive training c. Proactive d. 5. Paralegal Objective: Use the results of a performance improvement plan to determine training needs for employees. . Legally driven b. goal c. Who is the neutral facilitator between employees and managers who help resolve workplace disputes? a. Team building d. Attitudes c. Values b. 4. practices. Opportunity-focused Objective: Explain how an organization’s diversity impacts human capital management. a. regulation d. What are internal states that focus on particular aspects of the environment or on objects in the environment? a.Objective: Explain the functions of a job description. Abilities d. A ________ represents a mandate to hire or promote specific numbers or proportions of women or of members of a minority group. Orientation Week Five: Training and Development Objective: Describe the process of a performance improvement plan. Assumes integration c. 6. and benefits? a. Concepts Week Six: Addressing Diversity in Human Capital Management Objective: Explain how an organization’s diversity impacts human capital management. Aide c. Typically. hard quota b. job band Objective: Explain the functions of a job description.
mergers and alliances that require different corporate cultures to work together. establish mentoring programs among employees with similar racial backgrounds Objective: Explain how an organization’s diversity impacts human capital management. companies should do the following well: Develop career plans for employees as part of performance reviews. Diversity has become a dominant activity in managing an organization's human resources for the following five primary reasons: the changing labor market. and a. and a. the shift from a manufacturing to a service economy. legal mandates requiring all organizations to meet diversity quotas c. diversify the company's board of directors.9. To manage diversity effectively. new business strategies that require more teamwork b. 10. employee demands for more-diverse work environments d. globalization of markets. focus more on achieving numerical goals for diversity than on hiring the best talent b. hold managers accountable for meeting diversity goals d. promote women and members of racial or ethnic minorities to staff jobs rather than to decisionmaking positions c. research confirming that diversity drives productivity .
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