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Human Resource
Q:
High-performance work systems depend on the shift from knowledge work to touch labor.
a. True
b. False
Q:
€Horizontal fit occurs when all the internal elements of a work system complement and reinforce one another.
a. True
b. False
Q:
€Achieving horizontal fit means testing to make certain that all of the HR practices, work designs, management processes, and technologies complement one another.
a. True
b. False
Q:
In a work system with a high degree of horizontal fit, adjusting one HR practice is not likely to substantially impact the other components of the work system.
a. True
b. False
Q:
HR Scorecards can be used to diagnose both horizontal fit and vertical fit in a relatively straightforward way.
a. True
b. False
Q:
Efforts to achieve vertical fit help focus the design of high-performance work systems on strategic priorities.
a. True
b. False
Q:
HR Scorecards are used by managers to assess the strategic alignment of their work systems.
a. True
b. False
Q:
Using HR Scorecards, managers can assess horizontal fit by determining whether particular HR practices reinforce one another.
a. True
b. False
Q:
Timely and accurate communications are essential for high-performance work systems to succeed.
a. True
b. False
Q:
In an environment of shared information, the richest communication occurs face to face.
a. True
b. False
Q:
With fewer layers of management and a focus on team-based organization, the role of managers and supervisors is substantially different in an environment of high-performance work systems.
a. True
b. False
Q:
Open pay plans can create a more egalitarian environment.
a. True
b. False
Q:
Most high-performance work systems make it easy to isolate a single approach to a pay system that works for everyone.
a. True
b. False
Q:
Compensation packages are not significant for high-performance work systems (HPWSs) to succeed, as HPWSs generally focus on knowledge development and information sharing.
a. True
b. False
Q:
Many high-performance work systems begin with highly directive recruitment and selection practices.
a. True
b. False
Q:
Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.
a. True
b. False
Q:
Some research studies have found that unions can be a barrier to high-performancework systems.
a. True
b. False
Q:
To successfully implement a high-performance work system, managers should try to implement all facets of the change at once.
a. True
b. False
Q:
The gap between today and the future represents a starting point for discussion when communicating business needs to employees.
a. True
b. False
Q:
In a union environment, an organization'snegotiationpower is the key criterion for successfully implementing high-performance work systems.
a. True
b. False
Q:
Involving union members after the completion of design process and implementation plan helps to build a bridge toward employee buy-in.
a. True
b. False
Q:
€One of the best ways to communicate the business needs to employees is to show them the gap between the organization€s current performance and capabilities and where it needs to be in the future.
a. True
b. False
Q:
The synergy achieved through overlapping work and human resources practices is at the heart of what makes a high-performance system effective.
a. True
b. False
Q:
Which of the following is NOTa primary principle for support of high-performance work systems?
a. Shared information
b. Knowledge development
c. Totalitarianism
d. Linking rewards with performance
Q:
Which of the following principles is critical for the success of empowerment and involvement initiatives in organizations?
a. Shared information
b. Knowledge development
c. Totalitarianism
d. Linking rewards with performance
Q:
Which of the following principles typifies a shift away from the mentality of command and control in organizations?
a. Shared information
b. Knowledge development
c. Totalitarianism
d. Linking rewards with performance
Q:
The number of jobs requiring little knowledge and skill is _____, and the number of jobs requiring greater knowledge and skill is _____ in recent years.
a. growing; growing
b. declining; declining
c. growing; declining
d. declining; growing
Q:
According to the research organization Gallup, _____ of U.S. employees are actively disengaged on the job.
a. 15 percent
b. 28 percent
c. 41 percent
d. 60 percent
Q:
To invest in employee knowledge development, all of the following HR practices would be appropriate EXCEPT:
a. selecting the best and brightest candidates available.
b. providing all employees with continuous training.
c. rewarding employees for the acquisition of new skills.
d. rewarding employees for absenteeism.
Q:
According to the research organization Gallup, only _____ of U.S. employees are actively engaged on the job.
a. 14 percent
b. 29 percent
c. 44 percent
d. 59 percent
Q:
High-performance work systems that are designed around team processes and capabilities that cannot be transported, duplicated, or copied by rival firms are said to be difficult to imitate.
a. True
b. False
Q:
Employee skills, knowledge, and abilities that are not equally available to all organizations are difficult to imitate.
a. True
b. False
Q:
Skills, knowledge, and abilities that are not equally available to all organizations are known as rare.
a. True
b. False
Q:
Line managers typically own the responsibility for implementing changein high-performancework systems.
a. True
b. False
Q:
A process audit is used to determine whether a high-performance work system has been implemented as designed.
a. True
b. False
Q:
High-performance work systems need to be periodically evaluated in terms of organizational priorities and initiatives.
a. True
b. False
Q:
Each organization has unique circumstances, and parties are more likely to commit to procedures they create and own.
a. True
b. False
Q:
Which of the following is NOT a typical method of increasing the power of employees?
a. Job enlargement
b. Enrichment
c. Standardization
d. Relying on self-managed teams
Q:
Egalitarian work environments reduce or eliminate _____, while increasing or improving _____.
a. the need for skill-based pay systems; team performance
b. status and power differences; collaboration and teamwork
c. the need for shared information; teamwork
d. status and power differences; other disparities
Q:
A work environment in which collaboration and teamwork are encouraged and status and power differences are diminished is known as:
a. an egalitarian environment.
b. an autocratic environment.
c. a democratic environment.
d. a self-actualization environment.
Q:
_____ is a situation in which a high-performance work system supports an organization€s goals and strategies.
a. Totalitarianism
b. Vertical fit
c. Absenteeism
d. Flattening
Q:
Connecting rewards to organizational performance ensures:
a. higher labor costs.
b. fairness and tends to focus employees on the organization.
c. competitive wages for employees.
d. higher employee turnover.
Q:
_____ only occurs when all the internal elements of the work system complement and reinforce one another.
a. Synergy
b. Absenteeism
c. Horizontal fit
d. Benchmarking
Q:
Which type of training can be used by organizations to ensure that their employees develop a broader understanding of work processes performed by others around them rather than rely on just knowing their own jobs?
a. Spot-training
b. Efficiency-training
c. Cross-training
d. Work-training
Q:
According to a study by the Corporate Executive Board, engaged employees outperform average employees by _____.
a. 10 percent
b. 20 percent
c. 33 percent
d. 40 percent
Q:
To create a more flexible pool of employees, managers should:
a. rely on job-based pay structures.
b. rely on skill-based pay structures.
c. implement a gain sharing incentive system.
d. implement an employee stock ownership plan.
Q:
Which of the following compensation systems does NOTfocus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?
a. Profit-sharing plans
b. Employee stock ownership plans
c. Hour-based pay plans
d. Gain sharing plans
Q:
____ is a pool of money employees can spend on capital improvements if a company meets its profitability goals.
a. Profit-sharing fund
b. Employee stock ownership
c. Intracapital
d. Skill-based pay
Q:
A recent Gallup study reported that firms with top engagement scores had _____ higher profitability.
a. 21 percent
b. 32 percent
c. 16 percent
d. 45 percent
Q:
In high-performance organizations, training is undertaken so that the employees:
a. assume greater responsibility.
b. earn higher wages.
c. lower organizational costs.
d. remain loyal to the organization.
Q:
Many high-performance work systems begin with highly directive:
a. compensation policies.
b. work flow systems.
c. recruitment and selection practices.
d. top-down communication systems.
Q:
A recent Gallup study reported that firms with top engagement scores had _____ higher productivity.
a. 11 percent
b. 18 percent
c. 36 percent
d. 72 percent
Q:
Which of the following questions is NOT likely to be included in a process audit?
a. Are employees getting the information they need to make empowered decisions,and are they engaged?
b. Are union officials on notice and cooperating with organizational changes?
c. Are training programs developing the knowledge and skills employees need?
d. Are employees being rewarded for good performance and useful suggestions?
Q:
High-performance work systems frequently begin with:
a. selecting employees.
b. writing a mission statement.
c. employee training.
d. the way work is designed.
Q:
To achieve vertical fit, organizations must first analyze all of the following EXCEPT:
a. competitive challenges.
b. organizational values.
c. other HR components.
d. employee concerns.
Q:
What type of fit describes high-performance work systems that complement and reinforce one another?
a. Lateral fit
b. Depth fit
c. Vertical fit
d. Horizontal fit
Q:
To achieve horizontal fit, organizations should use the following HR practices together EXCEPT:
a. first-rate selection system.
b. training and development.
c. compensation.
d. moral testing.
Q:
The richest communication occurs:
a. in writing.
b. face to face.
c. via videos.
d. by using technology.
Q:
High-performance work systems help organizations develop and harness skills, knowledge, and abilities that are not equally available to allorganizations. Which of the following criteria is described in the statement above?
a. Valuable
b. Rare
c. Organized
d. Difficult to imitate
Q:
According to a study by the Corporate Executive Board, engaged employees are _____ less likely to leave their organizations than highly disengaged employees.
a. 24 percent
b. 45 percent
c. 66 percent
d. 87 percent
Q:
High-performance work systems establish ways to increase innovation and efficiency, decrease costs, improve processes, and provide something unique to customers to focus on which of the followingcriteria?
a. Rare
b. Difficult to imitate
c. Valuable
d. Organized
Q:
High-performance work systems combine the talents of employees and rapidly deploy them in new assignments with maximum flexibility in order to focus on which of the following criteria?
a. Valuable
b. Rare
c. Organized
d. Difficult to imitate
Q:
Employment stability, team-based behaviors, and strategy-focused behaviors are used as part of an HR Scorecard to assess:
a. workforce deliverables.
b. HR deliverables.
c. external objectives.
d. top management support.
Q:
HR Scorecards can be used to diagnose:
a. short-term organizational efficiency.
b. long-term organizational efficiency.
c. competitive strategic alignment.
d. horizontal fit and vertical fit.
Q:
Efforts to design high-performance work systems in line with vertical fit issues such as competitive challenges and company values help in:
a. creating empowerment in workers.
b. focusing the design on strategic priorities.
c. improving horizontal fit accordingly.
d. making the implementation stage easier.
Q:
High-performance work systems are designed around team processes and capabilities that cannot be transported, duplicated, or copied by rival firms. Which of the following criteria is described in the statement above?
a. Difficult to imitate
b. Organized
c. Valuable
d. Rare
Q:
Which of the following questions would be the least likely to be asked during a process audit?
a. Are employees making more money than in the past?
b. Are employees actually working together, or is 'team' just a label?
c. Is training developing the knowledge/skills employees need?
d. Are employees rewarded for good performance and useful suggestions?
Q:
Determining whether a high-performance work system has been implemented as designed is achieved by:
a. an HR Scorecard.
b. a process audit.
c. cross-training.
d. employee surveys.
Q:
Regardless of the time available to implement a high-performance work system, the use of _____ helps keep everyone on track and prevents the system from bogging down.
a. top-management directives
b. a transition structure
c. employee involvement
d. empowerment
Q:
Building commitment to high-performance work systems is:
a. an ongoing activity.
b. always costly.
c. never based on technology.
d. always competitive.
Q:
The principle of shared information typifies a shift in organizations away from the mentality of _____ toward one more focused on employee commitment.
a. command and control
b. absenteeism
c. unionization
d. training and stabilization
Q:
Which of the following would most likely help managers develop a strong relationship with a union in implementing high-performance work systems?
a. Relying on informal communication
b. Concentrating efforts on achieving all of the organization's objectives
c. Involving them early in the design process
d. Concentrating accountability for union relations with the top management
Q:
What are the fundamental principles of high-performance work systems?
Q:
Describe how an HR Scorecard can be used by organizations.
Q:
To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that:
a. can be transferred to other organizations.
b. can be duplicated.
c. can provide widely-valuedgeneric skills.
d. are not equally available in the labor market.
Q:
With _____ layers of management and a focus on team-based organization, the role of managers and supervisors is substantially _____ in an environment of high-performance work systems.
a. fewer; different
b. greater; different
c. fewer; similar
d. greater; similar
Q:
According to the research organization Gallup, _____ of the U.S. employees are somewhere in the middle, not disengaged, but not engaged either.
a. 24 percent
b. 34 percent
c. 44 percent
d. 54 percent
Q:
To determine whether the high-performance work program is succeeding, managers should look at issues such as the following, EXCEPT:
a. Are the behaviors an organization desires being exhibited on the job?
b. Are employees abiding by the organizational changes in a manner that comports with the organizational code of conduct?
c. Are quality, productivity, flexibility, and customer service objectives being met?
d. Are quality-of-life goals being achieved for employees?
Q:
A more egalitarian work environment _____ status and power differences and _____ collaboration and teamwork.
a. lessens; increases
b. lessens; decreases
c. increases; lessens
d. increases; decreases
Q:
What are the questions that need to be included in a process audit when evaluating a high-performance work system?