Reference no: EM131629968
1. The Taylor system improved _____ at the expense of _____.
a. union relations, productivity
b. quality, productivity
c. planning, execution
d. productivity, worker creativity
2. Early experiments in industrial psychology were conducted at:
a. Motorola’s Schaumburg facility
b. Hawthorne Works of the Western Electric Company
c. Kaiser Aluminum Company
d. Federal Express’ Memphis operations
3. Which of the following is not true regarding the Taylor system?
a. the process must be controlled externally
b. workers who run the process control it
c. people are a part of the process
d. managers have to carefully control people
4. The major focus of Taylor's philosophy of scientific management was:
a. productivity
b. automation
c. quality
d. labor relations
5. Which of the following is not regarded as a traditional activity of personnel managers?
a. interviewing job applicants
b. conducting training courses
c. planning the corporate culture
d. keeping time cards
6. The Japanese often point to which individual as the major contributor to the adversarial relationship between labor and management?
a. Deming
b. Juran
c. Feigenbaum
d. Taylor
7. Which of the following would not be considered a leading practice in human resource management?
a. reward based on seniority
b. integrating human resource plans with business plans
c. focus on people belonging to the production department
d. a and c
8. Which of the following constitute methods for measuring the effectiveness of human resource practices?
a. employee satisfaction services
b. grievance levels
c. safety performance
d. a, b, and c
9. Studies suggest that of the top employee needs in the workplace, employees rank _____ as their number one need, while managers believe that employees rank _____ as their number one need.
a. interesting work, pay
b. pay, security
c. involvement, interesting work
d. recognition, interesting work
10. In the context of TQ, managerial roles can be described as:
a. controllers
b. appraisers
c. directors
d. facilitators