Reference no: EM13523705
Multiple Choice Questions
1. The types of employee turnover include ___________.
A. voluntary
B. discharge
C. downsizing
D. all of the above
2. Discharge turnover is usually due to ___________.
A. a site or plant closing
B. permanent layoff
C. poor employee performance
D. none of the above
3. Turnover due to organizational downsizing is classified as ______.
A. voluntary
B. involuntary
C. supplemental
D. it depends on the circumstances of the downsizing
4. The desirability of leaving an organization is often an outgrowth of _________.
A. poor person/organization match
B. favorable labor market conditions
C. general, transferable KSAOs
D. none of the above
5. An employee's intention to leave an organization is influenced by __________.
A. perceived desirability of movement
B. perceived ease of movement
C. alternatives available to the employee
D. all of the above
6. Ease of leaving is greater when ____.
A. employees are highly embedded
B. employees possess ample employer-specific KSAOs
C. labor markets are loose
D. all of the above
7. Downsizing is typically a reflection of __________.
A. overstaffing
B. understaffing
C. an appropriate staffing level
D. none of the above
8. Exit interviews can be used to explain _________ to departing employees.
A. rehiring rights
B. benefits
C. confidentiality agreements
D. all of the above
9. Which of the following is a suggestion for conducting an appropriate exit interview?
A. The interviewer should be the employee's immediate supervisor.
B. There should be an unstructured interview format.
C. The interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file.
D. None of the above
10. Which of the following is a common tool to assess employee reasons for leaving?
A. Position analysis
B. Job rotation
C. Exit interview
D. Discharge notification
11. Economic separation costs associated with voluntary turnover include ________.
A. hiring inducements
B. rehiring costs
C. manager's time
D. more than one of the above
12. Replacement costs associated with voluntary turnover include __________.
A. HR staff induction costs
B. mentoring
C. severance pay
D. contagion
13. Which of the following is a potential benefit associated with voluntary employee turnover?
A. lowered replacement costs
B. savings from not replacing an employee
C. vacancy creates an open job that must be staffed
D. all of the above
14. Which of the following makes involuntary turnover potentially more costly than a similar level of voluntary turnover?
A. Accrued paid time off
B. Possibility of a lawsuit
C. Staffing costs for a new hire
D. Formal training
15. Economic costs associated with downsizing include ___________.
A. threat to harmonious labor-management relations
B. decreased employee morale
C. higher unemployment insurance premiums
D. difficulty in attracting new employees
16. Which of the following is a potential benefit associated with downsizing?
A. focus on core businesses, eliminating peripheral ones
B. spreading risk by outsourcing activities to other organizations
C. lower payroll and benefit costs
D. all of the above
17. The first strategy for improving employee retention is to _____________.
A. redesign employee jobs
B. increase pay
C. improve job satisfaction
D. none of the above
18. Guidelines for increasing job satisfaction and retention include ___________.
A. establish a lag pay policy for all employees
B. link rewards to retention behaviors
C. keeping core operations information secret
D. none of the above
19. Which of the following is an attribute of a high value employee that an organization would want to prevent from leaving?
A. low training investment
B. strong KSAOs
C. retirement
D. low seniority
20. Which of the following is an attribute of a low value employee that an organization would not want to prevent from leaving?
A. little intellectual capital
B. high seniority
C. high performance
D. all of the above