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Human Resource
Q:
Relocation services help terminated employees find a job elsewhere.
a. True
b. False
Q:
Many successful individuals find that their career paths are due to their circumstances rather than planning.
a. True
b. False
Q:
Walk-in job seekers looking for jobs that pay hourly wages are common in larger organizations.
a. True
b. False
Q:
Even when a job opening is described thoroughly in an advertisement, many unqualified applicants will still apply.
a. True
b. False
Q:
Lines of advancement within an organization are commonly referred to as career paths.
a. True
b. False
Q:
Advertising job openings on websites and in newspapers and trade journals is a common
way to attract candidates.
a. True
b. False
Q:
Mentoring is an important indicator of management support in career development.
a. True
b. False
Q:
It is the responsibility of employees to identify their knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans.a.Trueb.False
Q:
Individual employees are responsible for initiating their own career planning.
a. True
b. False
Q:
Trade schools can be a good source of applicants even for high level positions within organizations.
a. True
b. False
Q:
A research study has found that managers often hire external candidates
rather than promote their current employees because they have a tendency to overvalue
unfamiliar candidates and undervalue known ones.
a. True
b. False
Q:
Skill inventories are an important tool for succession planning.
a. True
b. False
Q:
Job posting can be done via bulletin boards, intranet, and electronic notification.
a. True
b. False
Q:
Stickiness refers to a company's efforts to help existing and prospective workers understand why it is a desirable place to work.
a. True
b. False
Q:
China and India are heating up competition for talent as firms there attempt to staff the burgeoning high-tech industries in these nations.
a. True
b. False
Q:
External labor markets are those in which workers are hired into entry-level jobs and higher level jobs are filled from within.
a. True
b. False
Q:
It is not uncommon for firms to attempt to gain secrets from their competitors by hiring away their employees.
a. True
b. False
Q:
Realistic job previews not only reduce turnover but also reduce job satisfaction.
a. True
b. False
Q:
A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
a. True
b. False
Q:
Effectiveness of recruiters is often the main reason for applicants to select one organization over another.
a. True
b. False
Q:
Yield ratios should be calculated for each recruiting source.
a. True
b. False
Q:
Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates.
a. True
b. False
Q:
Professional employer organizations lease employees to firms and perform all the HR duties including hiring, payroll, performance appraisal, and benefits administration.
a. True
b. False
Q:
Unlike temporary help agencies, which supply workersonly for limited periods, employee-leasing companies place their employees with subscribers on a permanent basis.
a. True
b. False
Q:
Labor unions can be a recruiting source for some professional job openings.
a. True
b. False
Q:
Recruiters sent to college campuses must be properly trained and prepared to talk to candidates about their company and requirements for specific openings.
a. True
b. False
Q:
For technical and managerial positions, community colleges are generally the primary source of recruitment.
a. True
b. False
Q:
Educational institutions typically are a source of young applicants with formal training but relatively little full-time work experience.
a. True
b. False
Q:
Often, applicants respond to an advertisement even if they don't meet the job requirements.
a. True
b. False
Q:
There is a correlation between the accuracy and completeness of an advertisement and an organization's recruitment success.
a. True
b. False
Q:
Advertisements can achieve selectivity in attracting applicants.
a. True
b. False
Q:
Research has shown that applicants who find employment through an employee referral tend to be a problem because they tend to quit more quickly.
a. True
b. False
Q:
Recruiting strategies and their effectiveness generally remain constant over time.
a. True
b. False
Q:
Most American clothing makers have outsourced or offshored work because the quality of the items produced is much greater when manufactured outside the United States.a.Trueb.False
Q:
What are the pros and cons of telecommuting?
Q:
Explain the characteristics of effective teams.
Q:
Discuss the job characteristics that motivate employees.
Q:
Discuss the different forms of employee teams.
Q:
Identify and explain the various sections of a job description.
Q:
Compare and contrast two approaches to job analysis: (1) the position analysis questionnaire (PAQ); and (2) the critical incident technique (CIT).
Q:
What is the role of job analysis in HRM, and how does it relate to other HRM functions?
Q:
Virtual teams:
a. have their problems as well as benefits.
b. have never caught on in Europe.
c. seem to be without problems.
d. began with the invention of color TV.
Q:
Which of the following is an advantage of telecommuting?
a. Employees develop high self-discipline while working alone at home.
b. Communication within an organization improves as telecommuting is unambiguous in comparison with face-to-face communication.
c. Line managers accustomed to managing by observation may find supervising distributed employees easy.
d. It reduces overhead costs and office space of a company.
Q:
From the employer's perspective, telecommuting is advantageous for all of the following reasons EXCEPT:
a. increased worker productivity.
b. reduced carbon footprints.
c. replacement of nontelecommuting employees.
d. retention of valued employees.
Q:
Job sharing is suited to all of the following EXCEPT:
a. people who only wish to work part-time.
b. spouses with families who want to work part-time.
c. people who need full-time work to satisfy all of their obligations.
d. older workers who wish to phase into retirement.
Q:
Employers favor job sharing since it serves to:
a. reduce labor costs.
b. reduce layoffs.
c. reduce training costs.
d. reduce employee appraisals.
Q:
The advantages of flextime schedules include all of the following EXCEPT:
a. improved communication among employees and supervisors.
b. recruiting and retaining employees.
c. improving customer service.
d. balancing employee and organizational needs.
Q:
Which of the following isNOT a disadvantage of flextime schedules?
a. Flextime is difficult to implement in situations where workstations must be staffed at all times.
b. Flextime makes communication and control more difficult for supervisors.
c. Flextime makes it difficult to recruit and retain personnel.
d. Flextime leads to increased energy costs due to extended facility hours.
Q:
When an employee can adjust their daily starting and quitting times, provided they work a certain number of hours per day or week, their work schedule is known as:
a. a compressed workweek.
b. an enriched workweek.
c. a flextime arrangement.
d. an adaptable schedule.
Q:
Reasons for implementation of compressed workweek schedules include all of the following EXCEPT:
a. coordinating production schedules.
b. recruiting and retaining employees.
c. avoiding paying overtime.
d. balancing employee and organizational needs.
Q:
Compressed workweeks are a problem because the Fair Labor Standards Act requires the payment of overtime to regular employees who work more than:
a. 8 hours in a day.
b. 40 hours in a week.
c. five days a week.
d. 10 hours in a day.
Q:
When an employee works eighty hours over nine days and takes one day off every other week, the employee's work schedule is known as a(n):
a. compressed workweek.
b. enriched workweek.
c. flextime arrangement.
d. adaptable schedule.
Q:
Work arrangement programs involving a work schedule that differs from normal workweek schedules of 9 to 5, five days a week, include all of the following EXCEPT:
a. the compressed workweek.
b. flextime.
c. job sharing.
d. job enrichment.
Q:
_____ use advanced computer and telecommunications technology to link team members who are geographically dispersed.
a. Content teams
b. Whole teams
c. Advanced teams
d. Virtual teams
Q:
A group of experienced people from different departments appointed by management and charged with improving productivity and decreasing waste in processes that affect all departments involved is called a(n):
a. self-directed team.
b. process-improvement team.
c. cross-functional team.
d. employee rotation unit.
Q:
A group of employees formed by management to immediately resolve a major problem and develop a long-term plan for problem resolution is called a(n):
a. self-directed team.
b. task force team.
c. cross-functional team.
d. employee rotation unit.
Q:
A group of employees formed to design a new product or service is called a(n):
a. self-directed team.
b. project team.
c. cross-functional team.
d. employee rotation unit.
Q:
A group staffed with a mix of specialists based on assignment (non-voluntary) that is formed to accomplish a specific objective is called a _____.
a. self-directed team
b. project team
c. cross-functional team
d. process-improvement team
Q:
Team synergy is heightened when team members engage in behaviors such as support, active listening, consensus decision-making, and _____.
a. unanimity
b. prioritizing options
c. regular meetings
d. disagreements
Q:
What occurs when the interaction and outcome of team members is greater than the sum of their individual efforts?
a. Unanimity
b. Dejobbing
c. Synergy
d. Ergonomics
Q:
Which of the following is NOT an advantage of telecommuting?
a. Reduced absenteeism
b. Greater overhead costs
c. Increased productivity
d. Reduced carbon footprint
Q:
Telecommuting is fairly common in:
a. Ohio.
b. Texas.
c. California.
d. Maine.
Q:
A compressed work week provides all of the following, EXCEPT:
a. improved recruitment and retention of employees.
b. better coordinated work and production schedules.
c. areduction in job satisfaction and morale.
d. greater accommodation for the employee in making personal appointments.
Q:
The _____ has stringent rules requiring the payment of overtime to nonsupervisory employees who work more than forty hours a week.
a. Fair Labor Standards Act
b. Equal Pay Act
c. Rehabilitation Act
d. Taft-Hartley Act
Q:
Complete training for teams should cover each of the following skills, EXCEPT:
a. leadership.
b. goal setting.
c. conflict resolution.
d. etiquette.
Q:
_____ are groups of highly trained individuals performing a set of interdependent job tasks within a natural work unit. The team members rely on consensus-type decision-making to perform their work duties, solve problems, or deal with internal or external customers.
a. Cross-functional teams
b. Self-directed teams
c. Project teams
d. Task-force teams
Q:
Which of the following is NOT a synergistic team characteristic?
a. Support
b. Consensus
c. Acceptance
d. Agreement
Q:
_____occurs when the interaction and outcome of team members is greater than the sum of their individual efforts.
a. Autonomy
b. Teamwork
c. Ergonomics
d. Synergy
Q:
_____refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies.
a. Dejobbing
b. Job crafting
c. Employee engagement
d. Employee empowerment
Q:
_____refers to the process of structuring organizations not around jobs but around projects that are constantly changing.
a. Employee engagement
b. Dejobbing
c. Job crafting
d. Ergonomics
Q:
Analyzing the elements in a work cycle that make up a particular job activity and determining the time required to complete each element is called:
a. job analysis.
b. industrial engineering.
c. human engineering.
d. job design.
Q:
To achieve empowerment, organizations must encourage participation, innovation, access to information, and _____.
a. accountability
b. feedback
c. responsibility
d. training
Q:
_____is a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better.
a. Job development
b. Dejobbing
c. Employee engagement
d. Job crafting
Q:
Feedback refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
c. the degree to which an individual is given direct and clear information about the effectiveness of his or her performance.
d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Q:
Autonomy refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
c. the degree to which a job has impact on the work of others.
d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Q:
Task significance refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
c. the degree to which a job has impact on the work of others.
d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Q:
Task identity refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
c. the degree to which a job has impact on the work of other people.
d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Q:
Skill variety refers to:
a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
c. the degree to which a job has impact on the work of other people.
d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.
Q:
Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT:
a. work group synergy.
b. improved work performance.
c. internal motivation.
d. lower absenteeism and turnover.
Q:
According to the job characteristics model, what three psychological states of a jobholder result in motivated, satisfied, and productive employees?
a. Meaningfulness of the work, task significance, and autonomy
b. Meaningfulness of the work, responsibility for completion of a whole identifiable piece of work, and task significance
c. Meaningfulness of the work, responsibility for outcomes, and knowledge of work results
d. Meaningfulness of the work, responsibility for outcomes, and fair compensation