Reference no: EM13525593
TRUE/FALSE Questions
1. The least common form of long-term variable pay in the private sector is the cost of living adjustment.
2. Hiring bonuses can be problematic because recipients of these bonuses might take the bonus and then quit soon after.
3. A hot skill premium is a permanent pay premium added to the regular base pay to account for market escalation in pay for certain skills in extreme shortage.
4. Non-compete agreements that would keep employees from indefinitely practicing their trade or profession are not enforceable.
5. A non-compete agreement restricts a departing employee from competing against the organization.
6. Golden handcuff agreements legally bar employees from quitting a job for a specific period of time.
7. Written job offers should normally contain terms of acceptance that require acceptance without revision.
7. Organizations can gauge the likely reactions of job applicants to job offers not only by conducting formal research, but also by gathering information about various preferences from the offer recipient during the actual recruitment/selection process.
8. Access to typical salary information for various occupations or job titles is very hard to come by, especially for job seekers.
9. Applicant dishonesty is a common problem as relates to the reporting of the applicant's current salary.
10. A currently employed offer receiver normally incurs costs for leaving and will expect a "make whole" offer amounting to 20-30% of the offer receiver's current base pay.
11. The lowball strategy will be especially effective for desperate or unknowledgeable employees.
12. An advantage of the "competitive strategy" for negotiating initial job offers is that this strategy repeatedly yields acceptances from the highest quality (KSAOs) applicants.
13. When job offer negotiating strategies are to be used as part of an aggressive EEO/AA recruitment program, the strategy most appropriate to be used in such a situation is the "competitive strategy."
14. When rejecting job applicants, most organizations do so with a rejection message to the applicant that is short and vague in content.
15. Orientation is likely to be more effective when newcomers have realistic information about job requirements and rewards before the job begins.
16. Orientation should focus on the person/job match exclusively.
17. Whereas orientation focuses on the initial and immediate aspects of newcomer adaptation, socialization emphasizes helping the newcomer fit into the job and organization over time.
18. One way to improve employee socialization outcomes is to provide realistic requirement information regarding job requirements and rewards.
19. Clarifying job requirements and knowledge of skills are the only demonstrated methods for consistently improving employee socialization.
20. Research suggests that socialization programs are equally effective when conducted online relative to person-to-person.