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Human Resource
Q:
Dylan, a manager, believes in his employees and gives them a lot of freedom to do their work without much supervision from him. Dylan's attitude best reflects _____.
A. the expectation theory
B. Theory X
C. the halo effect
D. Theory Y
Q:
"I must be alert so that the employees don't slacken their productivity," said Bob, the manager. Bob's attitude best reflects _____.
A. the expectation theory
B. Theory X
C. the Hawthorne effect
D. Theory Y
Q:
Gilbert, the branch manager of a local bank, wants to initiate a teamwork system because he believes it will improve overall task management in the organization. Jane, his colleague, opposes Gilbert's idea because she thinks it will result in excessive costs. Which of the following, if true, would weaken Jane's argument?
A. Teamwork encourages centralized decision making and hence keeps all costs the same.
B. Teamwork promotes dedicating time to negotiating contracts and documenting processes and hence saves costs.
C. Teamwork makes work interesting and fun for employees and helps reduce labor costs.
D. Teamwork results in reduced salary costs because it is part of a vertical organizational structure.
E. Teamwork reduces the costs that result from employee errors because it encourages employees to follow instructions provided by their supervisors.
Q:
Finch Inc., a software company, uses a certain approach in which software developers and programmers interact directly with customers. The team asks the customers for their requirements, develops a sample, and sends it to them for feedback. The team continues production based on the feedback given by their clients. The firm spends less time on negotiating contracts and documenting processes. This scenario implies that Finch is using a(n) _____ approach.
A. just-in-time
B. total quality management
C. agile
D. downsizing
E. outsourcing
Q:
An attitude is _____.
A. one's perception that the cause of behavior is either internal or external
B. a set of standards by which an individual lives
C. your belief in your capability to perform in a specific situation
D. a strong belief or feeling toward people, things, and situations
Q:
Unethical behavior occurs most often due to some type of character flaw.
Q:
Companies that develop software are increasingly using an approach they call _____, which involves weaving the development process more tightly into the organization's activities and strategies.
A. just in time
B. total quality management
C. agile
D. lean manufacturing
E. reengineering
Q:
Zino Inc., a marketing firm, has employees who work in different cities in different time zones around the country. They coordinate their work efficiently with the help of technology, such as videoconferencing, mobile phones, and e-mail, for the production of marketing activities. Which of the following statements is true of Zino?
A. It has a vertical organizational structure.
B. It does not hold employees accountable for products and services.
C. It encourages virtual teams.
D. It encourages centralized decision-making.
E. It has self-employed individuals with multiple clients.
Q:
Our ability to make ethical decisions is related to our level of moral development.
Q:
People with an internal locus of control are more likely to use unethical behavior.
Q:
Dave is the director of operations at Arc Inc. and provides his team members with complete authority to execute all tasks independently. He encourages his team members to have brainstorming sessions before initiating a project to determine the best method to deliver positive results. This scenario indicates that Dave promotes _____.
A. centralized decision making
B. risk aversion
C. downsizing
D. outsourcing
E. employee empowerment
Q:
Which of the following statements is true of employee empowerment?
A. Proper training must be provided only to supervisors so that they can exert their wider authority.
B. Managers should ensure that employees are not linked to resources outside the organization, such as customers.
C. Employee empowerment shifts the recruiting focus away from cognitive and interpersonal skills toward general technical skills.
D. Employee empowerment prevents holding employees accountable for the products and services they developed.
E. Jobs must be designed to give employees the necessary latitude for making a variety of decisions.
Q:
Values are developed very differently from attitudes.
Q:
Rhea is an employee at Diaz Inc. She specializes in graphic and web design, user interface design, and search engine optimization. She also knows how to interact with customers by asking them about their preferences and providing them with products that meet their needs. Which of the following statements is true about Rhea?
A. She specializes in outsourcing.
B. She is a part of the external labor market.
C. She bases her work on the terms of a psychological contract.
D. She is an on-call worker.
E. She is a knowledge worker.
Q:
A self-concept system is the set of standards by which an individual lives.
Q:
Oliver works at Tate Corp., an apparel manufacturing company. He primarily focuses on the tastes and needs of the firm's customers. He achieves this by managing a team that regularly interacts with customers through various promotional activities and events. He also provides insights on how to produce eco-friendly outfits through cost-efficient manufacturing processes. This implies that Oliver:
A. is an HR professional.
B. encourages centralized decision making.
C. is a knowledge worker.
D. encourages a narrow business focus.
E. belongs to the external labor market.
Q:
Rewards must be large in order to have an impact on self-concept.
Q:
Identify the correct statement regarding skilled knowledge workers.
A. They do not have considerable autonomy to make decisions.
B. They are most likely to experience a lack of opportunities in a slow economy.
C. They are not easily replaced because they own the knowledge that the company requires to produce its products.
D. They are not expected to be technically efficient and are only involved in direct interactions with customers.
E. They do not have a lot of job opportunities because employers can simply order these employees to perform tasks.
Q:
If you give praise for poor performance, performance usually improves.
Q:
The growth in e-commerce and the information economy has led to an increase in the demand for employees in:
A. technical jobs.
B. mining and resource extraction.
C. agriculture.
D. service occupations.
E. manufacturing.
Q:
You can improve your self-concept only if you are willing to take responsibility for your actions and change to improve.
Q:
How has the requirement for creating high-performance work systems changed?
A. There is a drive toward low-cost strategy in the labor market.
B. Employees prefer implementation of a 40-hour workweek.
C. Competitors are looking for ways to standardize prices in their respective industries.
D. Employers are looking for ways to tap people's creativity and interpersonal skills.
E. Customers are demanding standardized products over customized products.
Q:
Self-efficacy is your belief in your capability to perform in a specific situation.
Q:
Which of the following is a characteristic of current day high-performance work systems?
A. Mismatches in technical system and social system
B. Employee empowerment in decision making
C. Increase in individual assignments
D. Centralized decision making
E. Reduced reliance on knowledge workers
Q:
Comparing yourself to others can only have a negative influence on your self-concept.
Q:
Moore Corp., a financial services company, specializes in customers' preferences and cost-efficient processes. They also encourage self-managing teams that make all decisions regarding business development and the sale of services to their customers. The firm ensures that there is a good fit between its work system and its people. This scenario implies that Moore has a _____.
A. workforce analysis system
B. high-performance work system
C. supply chain system
D. total quality management system
E. holistic management system
Q:
Self-concept, once developed, is static and unchangeable.
Q:
_____ refer to organizations that have the best possible fit between their social system and their technical system.
A. Workforce analysis systems
B. Holistic management systems
C. Supply chain systems
D. High-performance work systems
E. Total quality management systems
Q:
Which of the following skills is actively sought by U.S. employers today?
A. Physical strength
B. Mastery of a particular piece of machinery
C. Interpersonal skills
D. Ability to perform routine tasks
E. Ability to work with a tool
Q:
One's thoughts and feelings about oneself have greater influence in determining one's self-concept than does one's behavior.
Q:
Managing cultural diversity involves:
A. forming different pay structures for various groups.
B. creating separate career tracks for employees with families.
C. avoiding the use of affirmative action policies.
D. reducing cultural diversity by selective hiring.
E. encouraging career development for women and minorities.
Q:
Your self-concept, also called self-esteem and self-image, is your overall attitude about yourself.
Q:
A person's positive or negative human relations with his or her coworkers has no effect on overall job satisfaction.
Q:
Gerard, a college student, believes that academic achievement and not mechanical skills will help one secure a job in the U.S. workforce. Jack, his classmate, believes that mechanical skills are more important than academic achievement in landing a job in the U.S. Which of the following statements strengthens Gerard's argument?
A. Employers no longer look for individuals who have strong verbal and interpersonal skills.
B. Qualities such as physical strength are very important for many jobs in this period of time.
C. Companies invest more on the latest technology for their production needs.
D. Companies prefer individuals with hands-on experience than those with theoretical knowledge.
E. Mastery of a particular piece of machinery is no longer important for many jobs.
Q:
Anne, a business researcher, believes that organizations will have to spend a lot of money on employee health care in the future. Her colleague Nick argues that organizations will not have to increase their spending on employee health care benefits. Which of the following statements weakens Nick's argument?
A. The labor force is expected to grow at a greater rate by 2015 than at any other time in U.S. history.
B. The largest proportion of the labor force is expected to be in the 16- to 25-year age group.
C. The number of workers under 40 years of age will exceed the number of workers 40 years of age or older.
D. By 2022, all baby boomers will be at least 55 years old, increasing the ranks of workers nearing retirement.
E. The total cost of labor in the United States will decrease considerably in the near future.
Q:
Providing inadequate direction or instructions to employees can cause job dissatisfaction.
Q:
Employers' support for immigration to the United States can be attributed to the fact that:
A. there is lack of adequate technology in the country.
B. undocumented immigration is not taken seriously by the U.S. government.
C. qualified technical workers are scarce in the United States.
D. there is increased support from the government.
E. U.S. workers are not open to innovation.
Q:
Job satisfaction is the process of determining employee attitudes about the job and work environment.
Q:
Identify the correct statement regarding the composition of the U.S. labor force during the period 2012-2022.
A. The labor force is expected to grow at a greater rate than at any other time in U.S. history.
B. The largest proportion of the labor force is expected to be in the 16- to 25-year age group.
C. The number of workers under 40 years of age will exceed the number of workers 40 years of age or older.
D. Despite a small increase in the number of young workers, the overall workforce will be aging.
E. The total cost of labor in the United States would considerably decrease.
Q:
People must be treated as high achievers in order to produce their best.
Q:
Which of the following racial groups will form the majority of the U.S. labor force according to the 2012-2022 Employment Projections from the Bureau of Labor Statistics?
A. African Americans
B. Whites
C. Hispanics
D. Asians
E. Native Americans
Q:
The Hawthorne effect is related to the Pygmalion effect because both affect performance.
Q:
Employees who have managers with Theory Y attitudes are just as unhappy with their jobs as employees who have managers with Theory X attitudes.
Q:
Eric, a management student, is required to compile a report on the current composition of the U.S. labor force for his human resource management class. He also wants to include details on the current and future age distribution of U.S. employees. His professor suggests that he conduct his research with the help of the Internet and with sources from the college library. The website of which of the following agencies would be most useful for preparing this report?
A. The National Statistics Association
B. The Occupational Outlook Bureau
C. The U.S. Census Bureau
D. The Bureau of Economic Analysis
E. The Bureau of Labor Statistics
Q:
Name the agency that is responsible for tracking changes in the composition of the U.S. labor force and forecasting employment trends.
A. The National Statistics Association
B. The Occupational Outlook Bureau
C. The U.S. Census Bureau
D. The Bureau of Economic Analysis
E. The Bureau of Labor Statistics
Q:
An attitude is a strong belief or feeling toward people, things, and situations.
Q:
Which of the following scenarios exemplifies an external labor market?
A. Katie, a contract worker, working for a certain period specified in a written contract.
B. Andrew, a temporary worker, being paid by a company for his services.
C. Jill, an engineering graduate, looking for a job.
D. Hilary, an employee, going through training.
E. Salim, an employee, securing his financial services certification.
Q:
The three factors affecting ethical behavior are personality traits and attitudes, the situation, and _____.
Q:
The external labor market consists of:
A. contract workers in the organization.
B. current employees of the organization.
C. individuals who are actively seeking employment.
D. employees who have direct contact with customers.
E. employees of the immediate competitors of the organization.
Q:
_____ refers to understanding right from wrong and choosing to do the right thing.
Q:
Employers can direct contract workers on details such as how and when they have to do their jobs without paying the employer's share of Social Security for those workers.
Q:
When something is of value to you, you tend to have _____ attitudes toward it.
Q:
In the context of alternative work arrangements, contract company workers are employed directly by a company.
Q:
A person's _____ are the things that have worth for or are important to the individual.
Q:
Employees' job security has increased as a result of the new psychological contract.
Q:
Real self-esteem is based on _____, not praise for low performance.
Q:
Under a new type of psychological contract, organizations expect employees to contribute time, effort, skills, abilities, and loyalty in return for job security and opportunities for promotion within the organization.
Q:
The _____ occurs when your expectations affect your success or failure.
Q:
The processing and transmission of digitized human resource information is called electronic human resource management.
Q:
Self-concept is also called _____.
Q:
Rajeev, an Indian citizen, works for an automobile company in India. Currently, he is in the United States to work on a project at the company's office in Salt Lake City, Utah. In this scenario, Rajeev is regarded as an expatriate.
Q:
The work itself, pay and benefits, supervision, coworkers, attitude toward work, and _____ are determinants of job satisfaction.
Q:
A New York City-based company shifts its warehouses and operations to a low rent area that is 50 miles away from the city. This is an example of offshoring.
Q:
A(n) _____ is a process of determining employee attitudes about the job and work environment.
Q:
According to Douglas McGregor, managers with _____ attitudes hold that employees dislike work and must be closely supervised to get them to do their work.
Q:
An organization's critical work processes are not altered during a reengineering process.
Q:
Compare the three levels of moral development.
Q:
Early-retirement programs are one of the most effective approaches to downsizing.
Q:
Describe the five spiritual principles that have been useful in personal and professional development.
Q:
When two firms in one industry join together to hold a greater share of the industry, it represents a consolidation.
Q:
Describe the four general guidelines you can implement in your daily life to improve your self-concept.
Q:
Laurie Corp., a watch manufacturer, purchases Smith Inc., a manufacturer of pens. This scenario is an example of an acquisition.
Q:
When forming Citigroup, Citicorp combined its banking business with Traveler's Group's insurance business. This is an example of a merger.
Q:
Describe the attribution theory in relation to self-concept.
Attribution is one's perception of the reasons for behavior. When we observe others' behavior, we do not know the reason for it. So we make a judgment as to why people do the things they do. So attribution theory is how we perceive the causes of behavior, which in turn affects our subsequent choices and behaviors. For example, if a person calls you a name in a joking way, why did they do it? Are they being mean or kidding around? How do you respond? You can improve your self-concept only if you are willing to take responsibility for your actions and change to improve.
Q:
Total quality management proposes that every employee in the organization receive training in quality.
Q:
Describe self-concept and how one's self-concept is formed.
Q:
Total quality management is intended to bring about a continuous process of quality improvement.
Q:
Describe the seven determinants of job satisfaction.
Q:
Traditional management thinking treated human resource management primarily as a means to support a company's strategy.
Q:
Describe the methods a manager can use to shape and change employee attitudes.