Reference no: EM133336526

Questions

1. The stimulus or circumstance that brings about change in employees physical and psychological equilibrium is

a. Reactors

b. Motivators

c. stressors

d. Incentives

2. When a written warning is required for poor performance, the letter should include

a. Standards by which the employee was evaluated

b. Provide examples of times when the employee did meet the standards

c. Use examples of employees who performed well

d. Be sent to the employee in question, to the manager's superior, and to the union office

3. The concept in which organisations require all individuals to become members of the union before they are hired is called

a. Open shop

b. Membership shop

c. Agency shop

d. Closed shop

4. Why should regular inspections of the workplace take place?

a. To check that all staff are present and correct

b. To check whether the working environment is safe

c. To check everyone is doing their job

d. Prepare for a visit from a health and safety inspector

5. The process through which a neutral party gets involved in a negotiation to help reach an agreement is

a. Conciliation

b. Ratification

c. Mediation

d. Arbitration

6. Who has responsibility for health and safety at your place of work?

a. The client and main contractor only

b. Everyone at your place of work no matter who employs them

c. Employers, employees and sub-contractors

d. Self-employed contractors only and employees

7. The following are various ways the individual can benefit from performance management except

a. Motivate and engage employees;

b. Know what is expected of them;

c. Know how they stand;

d. Know what they need to do to reach their goals;

8. Poor occupation health and safety equates with

a. Low levels of employee compliance with health and safety

b. Poor human resources management and poor ethical, social and legal responsibility

c. High risk occupation

d. Accident prone employees

9. Maintaining performance includes all except:

a. Setting goals

b. Formal feedback

c. Disciplining poor performance

d. Provide coaching and training where gaps exist

10. Perceived fairness based on job outcomes or performance is called

a. Distributive justice

b. Primary justice

c. Equity justice

d. Procedural justice

11. A/An ____ is a process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job.

a. Job posting

b. Performance Appraisal

c. Assessment Centre

d. Management talent inventory

12. Benefits of a good Performance Management system can include all except

a. An effective HR Department

b. Reduced labour costs

c. Focused development plan

d. Improved communication

13. A supervisor who appraises his subordinates should do all the following except

a. Speak in terms of objective work data

b. Compare the subordinate performance to a standard

c. Compare the employee's performance to that of other employees

d. Provide specific examples of poor performance

14. Which of the following is FALSE? Where there is a good employee relations climate

a. There is good communication

b. Management and employees trust one another;

c. There is no conflict

d. Management treats employees fairly and with considerations

e. Management is open about its actions and intentions

15. The employee perspective on reward involves ensuring that the package of rewards is...

a. Attractive

b. Affordable and sustainable

c. Linked to business goals

d. Geared to generating the right employee attitude

16. A state of mental, physical and emotional exhaustion resulting from prolonged stress is

a. Burn out

b. Trauma

c. Complacency

d. Loss of commitment