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Management
Q:
The knowledge, skills, and abilities of team members are ________ factors that contributes to team effectiveness.
A) context
B) work design
C) process
D) composition
Q:
Which of the following terms refers to a set of human resource management policies and practices that promote organizational effectiveness?
A) management by objectives system
B) human resource metric
C) high-performance work system
D) strategic human resource map
Q:
When team members complain that they aren't being paid enough, the team has this kind of contextual problem.
A) leadership and structure
B) adequate resources
C) climate of trust
D) performance evaluation and reward system
Q:
Which of the following is used to manage employee performance and to align all employees with the key objectives a firm needs to achieve its strategic goals?
A) functional planning system
B) HR Scorecard
C) annual HR benchmarks
D) high-performance work system
Q:
The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) ________.
A) evaluation system
B) HR scorecard
C) appraisal system
D) evaluation benchmark
Q:
When a team can't agree on who does what, it is having this kind of contextual problem.
A) leadership and structure
B) adequate resources
C) climate of trust
D) reward system
Q:
A ________ presents a manager with desktop graphs and charts that illustrate where the company stands on metrics from the HR scorecard process.
A) strategy map
B) business plan
C) scanning worksheet
D) digital dashboard
Q:
A major compositional factor that contributes to making a team effective is ________.
A) adequate resources
B) personality
C) team efficacy
D) task identity
Q:
Which of the following refers to a process for assigning financial and nonfinancial goals to the HR management-related chain of activities required for achieving the company's strategic aims and for monitoring results?
A) strategy map
B) HR scorecard
C) HR feedback scale
D) digital dashboard
Q:
A major contextual factor that contributes to making a team effective is ________.
A) diversity
B) autonomy
C) having specific goals
D) trust
Q:
Which of the following is a strategic planning tool that offers an overview of how each department's performance contributes to achieving the company's overall strategic goals?
A) digital dashboard
B) HR scorecard
C) strategy map
D) HR audit
Q:
The characteristics that make a team effective include ________.
A) context, composition, work design, and processes
B) context, resources, leadership, and trust
C) composition, diversity, personality, and size
D) work design, autonomy, skill variety, and task significance
Q:
All of the following are services that human resource consulting companies, such as Towers Perrin, provide during mergers and acquisitions EXCEPT ________.
A) aligning compensation programs
B) overseeing database recovery systems
C) designing and implementing staffing models
D) managing employee communications strategies
Q:
Dan in New York is part of a team that is creating new software for the One Laptop Per Child program. The graphic designer for Dan's team is in Uruguay. The programmers for the team are in different parts of California. The team meets by videoconference once a week. Dan's team is likely to be a ________.
A) work group
B) functional team
C) cross-functional team
D) virtual team
Q:
Deborah's work team has its own separate office, does its own planning and scheduling, and is even responsible for evaluating each other's performance. Deborah is part of a ________ team.
A) self-managed
B) virtual
C) problem-solving
D) work group
Q:
Which of the following is the most important human resource issue to address during the first few months of a merger?
A) hiring low-level managers
B) modifying benefits packages
C) identifying and retaining key talent
D) modifying employee pay grades
Q:
During a merger or an acquisition, due diligence reviews performed by human resource teams are most likely to assess all of the following EXCEPT ________.
A) accounting procedures
B) employee litigation
C) employee benefits
D) labor relations
Q:
The team that meets each week in room 201 has a goal of creating a new cell phone model. The team consists of an engineer, a designer, a computer software specialist, and a marketing specialist. The team has full authority to make and implement its own decisions. This is likely to be a ________.
A) cross-functional team
B) problem-solving team
C) virtual team
D) work group
Q:
Which of the following best explains the increased success of mergers and acquisitions over the last decade?
A) improvements in wireless communication technology
B) fewer restrictions regarding corporate globalization
C) federal legislation regarding employee wages and rights
D) consistent involvement of human resource management
Q:
Which of the following would a self-managed work team be LEAST likely to do?
A) select all projects it works on
B) make decisions
C) implement decisions it makes
D) assign tasks
Q:
What is the primary reason that mergers and acquisitions fail?
A) technology
B) financing
C) personnel
D) stock prices
Q:
A self-managed work team would be likely to have the authority to ________.
A) hire and fire top organizational managers
B) determine organization-wide pay scales for team employees
C) disband a competing work team
D) make schedules and plans
Q:
Human resource strategies are the ________ used to support a firm's strategic goals.
A) visions and objectives
B) policies and practices
C) missions and goals
D) theories and tools
Q:
Teams composed of individuals who function without a supervisor are called ________.
A) cross-functional teams
B) self-managed work teams
C) problem-solving teams
D) virtual teams
Q:
Which of the following is the final step in the strategic human resource management process?
A) identifying a firm's workforce requirements
B) formulating an effective business strategy
C) measuring the effectiveness of HR practices
D) testing current employees for AACSBs and knowledge
Q:
Teams composed of individuals who have rarely actually met one another in person are called ________.
A) cross-functional teams
B) self-managed work teams
C) problem-solving teams
D) virtual teams
Q:
Which of the following most likely serves as the basis for the HR strategies developed by the majority of firms?
A) mission statements
B) supervisory objectives
C) competitive advantages
D) workforce requirements
Q:
Problem-solving teams usually ________.
A) have full authority to implement their decisions
B) lack the authority to implement their decisions
C) avoid making decisions
D) manage themselves and have no supervisor
Q:
In order to generate the desired workforce skill, competencies, and behaviors that a firm needs to achieve its strategic goals, human resource management must first develop ________.
A) HR strategies
B) HR databases
C) employee cultures
D) company norms
Q:
Teams composed of individuals with skills that are highly complementary to one another are called ________.
A) cross-functional teams
B) self-managed work teams
C) problem-solving teams
D) virtual teams
Q:
Which type of team is rarely given the authority to unilaterally implement any of its suggested actions?
A) cross-functional
B) problem-solving
C) self-managed
D) virtual
Q:
How can managers help firms avoid claims of discrimination? What laws are especially important for managers to understand in order to avoid triggering discrimination claims?
Q:
Teams composed of individuals from the same department or functional area and are involved in efforts to improve work activities are called ________.
A) cross-functional teams
B) self-managed work teams
C) problem-solving teams
D) virtual teams
Q:
What are the methods an applicant or employee can use to show that an employer's procedures (such as a selection test) have an adverse impact on a protected group?
Q:
Which statement is true of the skills that members of work groups and work teams must have?
A) Work group members need complementary skills.
B) Work team members need random skills.
C) Work team members need complementary skills.
D) Work group members need random skills.
Q:
Compare and contrast disparate treatment and disparate impact.
Q:
Which statement is true of accountability?
A) Work team members are individually accountable only.
B) Work team members are both individually and mutually accountable to one another.
C) Work group members are mutually accountable to one another.
D) Work group members are both individually and mutually accountable to one another.
Q:
What steps can an employee take to address the problem of sexual harassment in the work place?
Q:
What are the two primary arguments available to employers when defending against sexual harassment liability? What two defenses are available to employers fighting discriminatory practice allegations?
Q:
Which statement is true?
A) The main goal of work teams is to share information.
B) The main goal of work groups is collective performance.
C) The main goal of work teams is collective performance.
D) The main goal of work groups is synergy.
Q:
What are the three primary ways that an individual can prove sexual harassment? Name and describe each one in a brief essay.
Q:
The use of work teams creates the potential for an organization to generate ________.
A) greater outputs with greater inputs
B) fewer outputs with fewer inputs
C) greater outputs with fewer inputs
D) fewer outputs with greater inputs
Q:
In a brief essay, describe how the ADA Amendments Act of 2008 affects both employers and employees.
Q:
The main difference between work groups and work teams is that ________.
A) work teams have a common goal
B) work groups have a common goal
C) work teams share information
D) work groups share information
Q:
What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v. Duke Power Company?
Q:
Which of the following is NOT generally thought to be an advantage of teams over traditional work arrangements?
A) Teams are flexible and responsive.
B) Teams are easy to assemble.
C) Teams are easy to disband.
D) Teams are highly mechanistic.
Q:
What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?
Q:
Which statement is true of Fortune 500 companies?
A) Half have 100 percent of their employees on teams.
B) 100 percent have half of their employees on teams.
C) 80 percent have half of their employees on teams.
D) Half have 80 percent of their employees on teams.
Q:
Managing diversity means maximizing diversity's potential benefits while minimizing the potential problems of diversity that can undermine a firm's performance.
Q:
Teams are increasingly popular among successful organizations because they have been found to ________.
A) match the performance of individuals in every kind of task
B) outperform individuals in many tasks
C) match the performance of individuals in many tasks
D) outperform individuals in every kind of task
Q:
Alternative dispute resolution is a grievance procedure that provides for non-binding arbitration in employment discrimination claims.
Q:
In a short essay, discuss how social loafing can affect a team and how it can be combated.
Q:
According to the Lilly Ledbetter Fair Pay Act, employees must file pay discrimination claims within 60 days after the alleged incident occurred or a claim cannot be filed.
Q:
In a short essay, discuss how the work of Solomon Asch might affect managerial behavior.
Q:
Courts have ruled that educational qualifications are illegal when the qualifications are not job related.
Q:
High cohesiveness always results in a productivity increase.
Q:
As a group expands, individual productivity tends to decline.
Q:
According to federal laws, asking job candidates about their marital status is not illegal; however, a firm needs to be able to defend the practice as a BFOQ to avoid raising discrimination issues.
Q:
Group norms affect dynamics such as effort and performance, but not superficial things like what people wear at work.
Q:
Under no circumstances may religion be used as a bona fide occupational qualification (BFOQ).
Q:
The studies by Solomon Asch show that group norms are a powerful force.
Q:
The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.
Q:
Group norms have little to do with how hard a group member works.
Q:
Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.
Q:
Low cohesiveness combined with a strong alignment between group goals and organizational goals typically results in this.
A) a small productivity increase
B) a productivity decrease
C) a moderate productivity increase
D) no productivity change
Q:
Utilization analysis compares the percentage of minority employees at a firm with the number of similarly trained minorities available in the relevant labor market.
Q:
High cohesiveness combined with a very weak alignment between group goals and organizational goals typically results in this.
A) a small productivity increase
B) a productivity decrease
C) a large productivity increase
D) no productivity change
Q:
Shippers Express is accused of adverse impact on a protected group. Eighty percent of all male applicants are hired, but only 50% of female applicants are hired. Using the formula for disparate rejection rates, adverse impact cannot be shown.
Q:
High cohesiveness combined with a strong alignment between group goals and organizational goals typically results in this.
A) strong productivity increase
B) strong productivity decrease
C) small productivity decrease
D) no productivity change
Q:
The restricted policy approach involves demonstrating that an employer's hiring practices either intentionally or unintentionally exclude members of a protected group.
Q:
Group cohesiveness is largely a measure of how ________.
A) clear the group's goals are
B) much individuals share the group's goals
C) attainable the group's goals are
D) much the group's goals match organizational goals
Q:
The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.
Q:
The only effective way to guard against social loafing is for managers to make special efforts to do this.
A) be fair to all group members
B) treat all group members equally
C) assess individual contributions of group members
D) assess the group as a whole exclusively
Q:
Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.
Q:
The primary reason for why social loafing occurs is that output contributions from ________ easily be measured.
A) the entire group can
B) the entire group cannot
C) individuals can
D) individuals cannot
Q:
Research indicates that more women than men find socio-sexual behaviors at work to be flattering rather than offensive.
Q:
As the size of a group increases, the output of ________.
A) each group member tends to increase
B) each group member tends to decrease
C) the group decreases
D) the group stays the same
Q:
To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.
Q:
Small groups appear to perform better when it comes to ________.
A) gaining diverse input
B) finding facts
C) problem solving
D) completing task faster
Q:
According to GINA, health insurers and employers are prohibited from discriminating based on people's genetic information.