Reference no: EM13523709
True / False Questions
1. Because employees quit companies, not jobs, internal staffing systems are usually seen as a poor substitute for a job at another company. As such, they do little to reduce intentions to leave.
True False
2. Performance management systems enable organizations to ensure that an initial person/job match yields an effectively performing employee.
True False
3. One recommendation for an effective performance appraisal or management system is that appraisal criteria should be job-related, specific, and communicated in advance to the employee.
True False
4. Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated.
True False
5. Poor task performance is the result of insufficient ability, knowledge, skills, or motivation.
True False
6. In progressive discipline, termination is seen as a viable early option to avoid having to work through a potentially fruitless cycle of improving a low-ability worker.
True False
7. Employee termination is the final step in progressive discipline, and ideally it would never be necessary.
True False
8. Discharge turnover targets groups of employees and is also known as reduction in force. (RIF).
True False
9. Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.
True False
10. Research shows that downsizing has negative impacts on employee morale and health, workgroup creativity and communication, and workforce quality.
True False
11. No-layoff policies cannot be implemented effectively by organizations.
True False
12. Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.
True False