Reference no: EM131095461

Question 1. What is a fundamental question that management must anticipate when telling employees about a new change or program that is being proposed?

a) What's in it for you?
b) Will I get a raise?
c) Isn't this just another fad?
d) Who is in charge?
e) When will I have time to do this?

Question 2. When should supervisor use coaching style of management?

a) For employees that have some skills, or motivation, but need more improvement
b) For employees that have both skills and motivation
c) For employees that have skills but need motivation
d) For salaried employees
e) For employees that lack motivation

Question 3. Deming's Red Bead Experiment that shows the randomness of processes which cannot be controlled is a good illustration of which HR law?

a) Control is possible when you set the rules.
b) People get "burned out."
c) For any program, there exists a champion who can make it work-at least for a while.
d) People are different.
e) Responsibility without commensurate authority is demoralizing and counterproductive.

Question 4. The ideal lean HR system must have all the items listed below except for what?

a) Job placement/career center
b) Positive reinforcement and recognition
c) Cash awards
d) Training
e) Teamwork

Note: It is recommended that you save your response as you complete each question.

Question 5. The "Responsibility Law" states that responsibility without commensurate authority is demoralizing and counterproductive. What is the best alternative means to get someone in your task team to perform whenever you do not have any authority over him/her?

a) Get him/her to commit to the task in front of the workgroup/team to avoid future embarrassment.
b) Motivate the person the best you can
c) None apply
d) Tell the boss to make him/her do it
e) Replace the person with someone more motivated

Question 6. Which HR principle recognizes that there are "champions" that can "make it work" (at least for a little while)?

a) Responsibility "law"
b) Self-interest "law"
c) Individuality "law"
d) Burnout "law"
e) Advocacy "law"

Question 7. Pick the "incentive" that is tough to administer and does not motivate the worker as well as the others.

a) Cash awards
b) Recognition
 c) Management incentives/profit sharing
d) Piece-rate incentives
e) Team-oriented incentives

Question 8. What is the first thing you should do in a company when sales and profits are down?

a) Layoff support personnel
b) Bring contract/purchased services back in-house
c) Eliminate overtime
d) Increase cost-reduction activities
e) Reduce salaries

Question 9. Supervision being fair to people -- such as how overtime and job rotation is handled -- is the key to what?

a) Job empowerment
b) Teamwork
c) Workload balancing
d) Change management
e) Mutual trust

Question 10. Why do people get "burned our according to lean HR principles?

a) Poor management motivation
b) Repetitive job tasks
c) Continually changing managers
d) Continually changing management programs
e) Benchmarks too high