Professional Documents
Culture Documents
Chapter 05
Planning for People
True / False Questions
1. (p. 160) A vision statement differs from a mission statement in that it includes both the
purpose of the company as well as the basis of competition and competitive advantage.
FALSE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
2. (p. 160) The danger of strategic planning is that it may lock companies into a particular vision
of the future - one that may not come to pass.
TRUE
5-1
Chapter 05 - Planning for People
3. (p. 161) Tactical planning is the set of priorities a firm uses to align its resources, policies, and
programs with its strategic business plan.
FALSE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
5-2
Chapter 05 - Planning for People
4. (p. 162) HR metrics should reflect the key drivers of individual, team, and organizational
performance.
TRUE
5. (p. 163) Strategic workforce plans must flow from, and be consistent with, the overall
business and management strategies.
FALSE
6. (p. 163) During the business planning process, corporate philosophy is part of strategic
planning and the long-range perspective.
TRUE
7. (p. 164) HR concerns become business concerns and are dealt with only when they affect the
line manager's ability to function effectively.
TRUE
5-3
Chapter 05 - Planning for People
8. (p. 165) Job design is the process and outcomes of how work is structured, organized,
experienced, and enacted.
TRUE
9. (p. 165) Job analysis focuses on the processes and outcomes of how work is structured,
organized, experienced, and enacted.
TRUE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
10. (p. 167) Scientific management was the dominant approach to job design in the industrial
society of the 20th century.
TRUE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
11. (p. 167) Increasing the number of tasks each employee performs is called job rotation.
FALSE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
5-4
Chapter 05 - Planning for People
12. (p. 168) When referring to outcomes of job design, the near-term outcomes are referred to as
distal, and the longer term outcomes are referred to as proximal.
FALSE
13. (p. 170) Under the Americans with Disabilities Act, it is imperative to distinguish "essential"
from "nonessential" functions prior to announcing a job or interviewing applicants.
TRUE
14. (p. 172) Competency models attempt to identify variables related to overall organizational fit
and to identify personality characteristics consistent with the organization's vision and
mission.
TRUE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Easy
Learning Objective: 2
15. (p. 172) As currently practiced, competency modeling can be a substitute for job analysis.
FALSE
5-5
Chapter 05 - Planning for People
17. (p. 174) A single type of job analysis can support any HR activity.
FALSE
18. (p. 176) The formal process that connects business strategy to human resource strategy and
practices, and ensures that a company has the right people in the right place at the right time
and at the right cost is known as strategic workforce planning.
TRUE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 3
19. (p. 176) The process that connects business strategy to human resource strategy and
practices, and ensures that the right people are in the right place at that right time and at the
right cost is strategic workforce planning.
TRUE
5-6
Chapter 05 - Planning for People
20. (p. 177) Ideally, strategic workforce planning becomes an input to business strategy, not
simply driven by business strategy, and provides data, analytics and insights to inform
executive decision making.
TRUE
21. (p. 177) The ultimate objective of SWP is the most effective use of corporate resources in the
interests of the worker and the organization.
FALSE
22. (p. 177) A workforce forecast predicts future people requirements based on an analysis of the
future availability of labor and future labor requirements. Each of these are tempered by an
analysis of external conditions.
TRUE
23. (p. 179) An inventory of present talent is not particularly useful for planning purposes unless
it can be analyzed in terms of future workforce requirements.
TRUE
5-7
Chapter 05 - Planning for People
24. (p. 180) The Occupational Outlook Handbook, published by the Department of Education,
focuses on macro forecasts of aggregate demand for various occupations.
FALSE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 3
25. (p. 180) The recruiting and hiring of new employees are essential activities for virtually all
firms, at least over the long run.
TRUE
26. (p. 181) Succession plans are developed only for management employees.
FALSE
27. (p. 185) Forecasts of workforce demand are often more subjective than quantitative.
FALSE
5-8
Chapter 05 - Planning for People
28. (p. 186) Accuracy in forecasting the demand for labor varies considerably by firm and by
industry type: roughly from a 5 to 35 percent error factor.
TRUE
29. (p. 187) Assuming a firm has a choice, it is better to select workers who do not have the
skills immediately but who can be trained to perform competently.
FALSE
30. (p. 189) Quantitative objectives make the control and evaluation process more objective and
measure deviations from desired performance more precisely.
TRUE
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 5
5-9
Chapter 05 - Planning for People
31. (p. 159) _____ answers the basic question, "How will we compete?" and typically considers
the external environment, customer trends, competitive positioning, and internal strengths and
weaknesses.
A. Strategy analysis
B. Strategy formulation
C. The mission statement
D. The vision statement
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
32. (p. 159) Which of the following defines the crucial elements for a strategy's success?
A. Strategy facilitation
B. Strategy implementation
C. Strategy formulation
D. Strategy analysis
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
33. (p. 159) _____ is the final step in the process and makes the intended strategy real.
A. Strategy implementation
B. Strategy facilitation
C. Strategy evaluation
D. Strategy summary
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
5-10
Chapter 05 - Planning for People
34. (p. 159) How firms compete with each other and how they attain and sustain competitive
advantage is the essence of:
A. operations management.
B. financial management.
C. strategic management.
D. data management.
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
35. (p. 160) "To be the world's best quick-service restaurant" is an example of a(n):
A. organizational charter.
B. mission statement.
C. code of ethics.
D. vision statement.
AACSB: Analytic
Blooms: Application
Difficulty: Medium
Learning Objective: 1
36. (p. 160) 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 includes the purpose of the company as well as the basis of
competition and competitive advantage.
C. 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.
D. The mission statement includes the result of an analysis of the future availability of labor
and also future labor requirements.
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 1
5-11
Chapter 05 - Planning for People
37. (p. 161-162) Which of the following is NOT a high performance work practice?
A. Flat organizational structures.
B. Use of contingent workers.
C. Rigorous staffing and performance management practices.
D. All of the above are high performance work practices.
38. (p. 161-162) High performance work strategies include which of the following:
A. Worker empowerment, participation, and autonomy.
B. The use of self-managed and cross-cultural teams.
C. Answer A only
D. Answers A and B
39. (p. 161-162) Which of the following is NOT a feature of high-performance work practices?
A. Ensuring that managers maintain responsibility for organizational goals.
B. Worker empowerment, participation and autonomy
C. The use of self-managed and cross-functional teams
D. Commitment to superior product delivery and service quality
5-12
Chapter 05 - Planning for People
40. (p. 163) Strategic workforce planning focuses on firm-level responses to _____ business
issues over multiple time horizons.
A. corporate
B. people-related
C. global
D. community-related
41. (p. 165) ______ is (are) the process and outcomes of how work is structured, organized,
experienced, and enacted.
A. operational planning.
B. forecasting requirements.
C. job design.
D. action plans.
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 3
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
5-13
Chapter 05 - Planning for People
43. (p. 165) Which of the following focuses on the process and outcomes of how work is
structured, organized, experienced, and enacted?
A. Job design
B. Job analysis
C. Job description
D. Job specification
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
44. (p. 167) Moving employees from one relatively simple job to another after short time periods
ranging from an hour to a day is:
A. job design.
B. job rotation.
C. job enlargement.
D. job specification.
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
5-14
Chapter 05 - Planning for People
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
AACSB: Analytic
Blooms: Knowledge
Difficulty: Medium
Learning Objective: 2
48. (p. 169) Since all employees do not experience work in the same way, achieving both
proximal and distal outcomes are affected by how each individual experiences:
A. meaningfulness and responsibility.
B. confidence in their ability to do the job well.
C. their ability to grow in their job and craft their own style.
D. all of the above.
AACSB: Analytic
Blooms: Knowledge
Difficulty: Easy
Learning Objective: 2
5-15
Another random document with
no related content on Scribd:
ni sanar pueda desta gran
dolencia.
Sólo Amor puede con fuerza
acabarme
si me falta el consuelo y
esperanza
de aquella que el consuelo
pueda darme.
Grisaldo.—Encarescido has tu
pena, Torcato, de manera que
gran sinrazón te hiciera Belisia en
no tener lástima della; y porque
estoy con agonía de saber el fin
que tus amores tan penados
tuvieron, te ruego que prosigas el
cuento dellos, que con los
muchos pastos que el ganado
tiene adonde agora anda, seguros
estaremos de que no se irá á
meter en los panes ni en los
cotos, para que pueda ser
prendado por nuestro descuido.
Torcato.—Pues que así lo
quieres, escuchadme, para que
sepáis en qué pararon y
conozcáis la razón que me sobra
para el sentimiento que tengo,
que con justa causa juzgaréis ser
menos del que debería tener de la
paga tan cruel con que el Amor y
mi Belisia me han pagado.
Después que muchos días
anduve con la fatiga que me
causaba no poder tornar á hablar
en mi trabajosa cuita, con la
causa della suplicándole por el
remedio para poder mejor
pasarla, vine á ponerme con el
pensamiento y cuidado en tal
estrecho de la vida, que ni podía
comer tanto que sustentarme
pudiese ni cerrar mis ojos de
manera que se pudiese decir que
dormía; así que la falta del
mantenimiento y del sueño
pusieron á mi afligida vida en tal
estrecho, que contino me parecía
ver ante mis ojos la muerte.
Y aunque todos vían claramente
mi mal, ninguno lo acababa de
entender, si no era la mi Belisia, la
cual, doliéndose del, á lo que
estonces pareció, con una zagala
que consigo tenía y de quien se
fiaba, me envió á decir lo mucho
que de mi mal le pesaba, y que si
yo su contentamiento deseaba y
quería, que ella me rogaba que
no me afligiese tanto y que me
contentase con saber que me
quería y tenía tanto amor, que
verme á mí tan penado le daba á
ella tan gran pena, que si yo bien
lo supiese holgaría de hacerle
placer en esto que me rogaba.
Tan gran fuerza tuvieron para
conmigo estas amorosas razones,
que no menos que de muerte á
vida me resucitaron. Y después
de haber dado las gracias lo
mejor que supe á la pastora que
la embaxada me traía, le rogué
que por respuesta della me
llevase una carta á Belisia,
porque no podría tener memoria
para decirle todo lo que yo le
respondiese. Y respondiéndome
que por amor de mí lo haría, la
escribí luego y se la di para que la
llevasse; y ansí se volvió con ella,
dexándome á mí más contento de
lo que me había hallado; y porque
quiero que veáis el traslado, el
cual tengo en este mi zurrón, lo
sacaré y leeré, que dice desta
manera: