Reference no: EM13722373

Question 1: Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2) 

• Control-based compensation
• The Rucker plan
• Recognition is a major factor in motivation
• The Scanlon plan

Question 2: Employee demotions usually involve.

• A reduction in pay but no loss of opportunity, status, or privilege
• A cut in pay, status, privilege, or opportunity
• An increase in pay and more responsibility
• A decrease in status and privilege but no loss of opportunity or pay

Question 3: When conduction a performance feedback discussion, active listening requires

• Interruptions to get your point across
• Verbal communications only
• Summarizing what was said and what was agreed to
• Summarizing your key points

Question 4: Which of the following is a distinctive feature of the U.S. system compared with other countries? 

• Wages set by arbitration councils
• Low union dues and small union staffs
• All agreements are of unlimited duration
• Exclusive representation

Question 5: ____________ is the biggest hurdle to overcome in a pay-for-performance plan.

• Compensation equation
• Salary cap performance level
• Merit-pay increases
• Inflation

Question 6: _____ analysis is the level of analysis that focuses on employees specifically. 

• Environmental
• Individual
• Employee
• Operations

Question 7: Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.

• Pay for Performance Act (2009)
• American Recovery and Reinvestment Act (2009)
• Sarbanes-Oxley Act (2002)
• Equal Pay Act (1963)

Question 8: What is our country's income maintenance program?

• Social Security
• COBRA (1985)
• PPA (2006), 401(k)
• ERISA (1974)

Question 9: Which question should not be important in evaluating the value of training? 

• Is the change positive related to organizational goals?
• Is the change due to training?
• Was the cost of training within the budget?
• Did change occur?

Question 10: _____ implies that appraisal systems are easy for managers and employees to understand and use.

• Sensitivity
• Reliability
• Practicality
• Acceptability

Question 11: This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.

• Short-Term Severance Pay laws
• Employer Cost Shifting laws
• The Pension Protection Act (PPA) of 2006
• Short-Term Disability laws

Question 12: When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity. 

• Internal
• Primary
• External
• Secondary

Question 13: For organizations, _________ is an indirect cost associated with downsizing.

• Outplacement
• An increase in the unemployment tax rate
• Severance pay
• Administrative processing

Question 14: The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?

• Adverse impact
• Monetary damages and jury trials
• Affirmative action
• Race-norming

Question 15: Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.

• Outside labor markets
• Entry-level employees
• Former employees
• Their subsidiaries

Question 16: To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should 

• Document appraisal ratings and reason for termination
• Have friends testify
• Present only the manager's perspective
• Present only the employee's perspective

Question 17: Which is not a quality of Generation Y?

• A blurring of the lines between work and leisure time while on the job
• Short attention spans
• The constant need for stimulation/entertainment
• Inability to handle numerous projects

Question 18: Training those results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.

• Applicability of training
• Reinforcement of training
• Simulation of training
• Negative transfer of training

Question 19: What can affirmative action assist organizations in achieving that diversity initiatives cannot?

• Increased productivity
• Correcting specific problems of the past
• Maximizing workforce commitment
• Maximizing creativity

Question 20: _____ proceeds from an oral warning to a written warning to a suspension to dismissal.

• Procedural justice
• Due process
• Positive discipline
• Progressive discipline

Question 21: Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information.

• Predict
• Assign
• Abandon
• Accept

Question 22: If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for

• Negligent hiring
• Quid pro quo
• Hostile environment
• Loss of consortium

Question 23: ________________ include everything in a work environment that enhances a worker's sense of self-respect and esteem by others.

• Nonfinancial rewards
• General business strategies
• Social responsibilities
• Internal pay objectives

Question 24: A _____ occurs when parties are unable to move further toward settlement.

• Mediation
• Grievance
• Lockout
• Bargaining impasse

Question 25: Hard quotas are

• A concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination
• Systematically favor women and minorities in hiring and promotion decisions
• Are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
• Represent a mandate to hire or promote specific numbers or proportions of women or minority group members

Question 26: In determining the competitiveness of benefits, senior management tends to focus mainly on

• Worth
• Cost
• Security
• Value

Question 27: In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor's product, motorcycling, and other legal activities outside of work. 

• Constructive discharge
• Lifestyle discrimination
• Invasion of privacy
• Defamation

Question 28: Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary's new employer use?

• Simulation
• On-the-job training
• Information presentation
• Organizational development

Question 29: If objective performance data are available, which of the following is the best strategy to use?

• Summated rating scales
• BARS
• Work planning and review
• MBO

Question 30: ___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.

• Placement
• Recruiting
• Performance management
• Selection