Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Questions
Q:
A learning culture creates the conditions in which managers:
A. encourage experimentation.
B. ensure rigidity.
C. help sustain the status quo.
D. encourage groupthink.
E. demonstrate a high degree of risk aversion.
Q:
Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?
A. High employee turnover
B. Critical, systematic thinking
C. Disruptive, intermittent learning
D. Organizational change
E. Organizational anarchy
Q:
What is the perception about training in a learning organization?
A. It is treated as a superfluous corporate ritual.
B. It is viewed as an investment in the organization's human resources.
C. It is considered as the only driver of continued growth and sustainability.
D. It is deemed as the primary means of retaining good employees.
E. It is regarded as a tool to minimize organizational anarchy.
Q:
Which of the following is true about continuous learning?
A. The advancement of technology has put little pressure on employees to learn about their work systems.
B. Employees should continuously learn about their work systems to improve performance.
C. Continuous learning may eventually turn out to be a disadvantage because it results in information overload.
D. Despite continuous learning, employees do not put into practice what they have learned.
E. Continuous learning definitely will result in a job transfer or better job opportunities.
Q:
Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as:
A. continuous learning.
B. critical thinking.
C. innovation.
D. cognition.
E. groupthink.
Q:
For a learning organization to function well, employees ought to:
A. create short-term learning goals rather than long-term learning goals.
B. identify their own training needs.
C. take part in seminars and conferences at least once every week.
D. share the information that was acquired during the learning process.
E. distribute highly classified information.
Q:
Which of the following statements is true about a learning organization?
A. It actively resists organizational change.
B. It usually considers organizational learning a barrier to the dissemination of corporate culture.
C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge.
D. It places a relatively low importance on innovation.
E. It considers training a superfluous corporate ritual.
Q:
For empowerment to succeed, managers should:
A. micromanage their teams and delegate as much work as possible.
B. ensure that communication flows top down from senior management.
C. help their teams ensure that communication flows in both directions.
D. hold frequent meetings to constantly supervise the progress of the team.
E. ensure that a team shares information only after it receives approval.
Q:
Teamwork and empowerment contribute to high performance when they improve _____.
A. job satisfaction
B. organizational goals
C. organizational ethics
D. job rotation
E. job enlargement
Q:
A work team can be empowered by:
A. reducing the team's interaction with other department or teams.
B. keeping roles independent and separate from one another.
C. authorizing the team to make decisions traditionally made by managers.
D. confining the scope of work done by the team and its members.
E. assigning management of work schedules to the manager.
Q:
The most popular way of empowering employees is by:
A. narrowing the scope of jobs.
B. designing work so that it is performed by teams.
C. adopting a centralized decision-making approach.
D. paying bonuses to all employees regardless of contribution.
E. providing employees with simple, repetitive jobs.
Q:
Which of the following would most likely aid in the formation of a high-performance work system?
A. Employees' rewards and compensation that relate to the company's financial performance
B. Work design that allows employees to use a single skill
C. Technology that is used to discourage flexibility
D. Employees that receive little formal performance feedback
E. Training that is discouraged because of increasing costs
Q:
An automobile manufacturing firm hires employees with different backgrounds and varying years of experience. The new employees and the experienced employees struggle to cope with each other as they share different views about the bonus system and the work activities. The new employees feel left out of critical decision-making processes; whereas the experienced employees feel they are undertrained. Which of the following conditions, if true, would strengthen the formation of a high-performance work system?
A. The experienced employees should be encouraged to focus on the work rather than being involved in the selection process.
B. The management should allow new employees to participate in changes made to work systems, equipment, and layout.
C. The ongoing training for experienced employees should be minimized.
D. The employees' rewards and compensation should be distinct and independent of the company's financial performance.
E. The work design of the firm should be such that it discourages flexibility.
Q:
_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public.
A. Emotional behavior
B. Ethical behavior
C. Physical behavior
D. Mental behavior
E. Cognitive behavior
Q:
Which of the following is a condition that contributes to high performance?
A. Teams perform work only if employees are interested in a project.
B. Work design gives employees the opportunity to utilize a variety of skills.
C. Ongoing training is not emphasized, but it is implemented when necessary.
D. Managers understand how their jobs contribute to a finished product or service.
E. Employees' rewards and compensation relate to their own performance.
Q:
Which of the following statements is true of an organizational structure in a high-performance work system?
A. It promotes high employee turnover.
B. It promotes cooperation and learning.
C. It discourages competition.
D. It helps the organization select the right people with the required qualifications.
E. It encourages people to strive for objectives that support the organization's overall goals.
Q:
Cell-O World Inc. has increased doubled its profits since last year just by reducing employee absenteeism. Increased productivity is the reason for the surge in the company's profits. The employees have also improved customer satisfaction due to their increased productivity. In this scenario, which of the following aspects of a high-performance work system is contributing to the high productivity and efficiency?
A. Outcomes
B. Problems
C. Situations
D. Taskforce
E. Infrastructure
Q:
Which of the following statements is true about the outcomes of high-performance work systems?
A. The outcomes of high-performance work systems include high employee turnover.
B. Sales revenues increase the outcomes of high-performance work systems.
C. Clients are the main force that drives the outcomes of a high-performance work system.
D. The outcomes of each employee contribute to a system's overall high performance.
E. Incentives provided to each employee play a big part in contributing to outcomes.
Q:
Outcomes of a high-performance work system include higher productivity and _____.
A. efficiency
B. maintenance
C. manpower
D. equipment
E. resources
Q:
High-performance work systems result in _____.
A. simple, repetitive jobs
B. high employee turnover
C. high production costs
D. high product quality
E. centralized decision making
Q:
In a high-performance work system, task design makes jobs _____.
A. narrow in scope
B. high in task significance but low in autonomy
C. highly specialized
D. efficient while encouraging high quality
E. simple and repetitive
Q:
Nicole is a new recruit at a leading IT firm. She keeps records of important client data and is given special access to certain confidential data, which is available only to her and not to others in the organization. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario?
A. Organizational structure
B. Staffing
C. Reward systems
D. Task design
E. Information systems
Q:
Which of the following is true of an information system?
A. It acts as a gateway to the reservoir of knowledge available across the Internet.
B. It is a physical server in which all the data that belongs to a company is stored and managed.
C. Managers must decide who has access to what type of information and its availability.
D. Managers post their problems on an information system and receive solutions for these problems.
E. Any information system used in an organization allows access to all of the organization's databases.
Q:
Ryan is an experienced employee at an organization. The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance. Ryan has raised concerns regarding the revised policy, but management stands firm on its revised policy. Which of the following elements of a high-performance work system would most likely weaken the organization's performance?
A. Organizational structure
B. Staffing
C. Reward systems
D. Task design
E. Information systems
Q:
Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization's overall goals and includes the performance measures by which employees are judged?
A. Organizational goals
B. Task design
C. Reward systems
D. Information systems
E. Training systems
Q:
Isabel is a new hire at an IT firm. She experiences trouble performing the job assigned to her even though she has the necessary skill set to complete the job. She has little clarity about team responsibilities and details of her work activities and has a difficult time comprehending the work activities. In this case, which of the following elements of the high-performance work systems has been implemented ineffectively by the organization?
A. Organizational structure.
B. Staffing.
C. Reward systems.
D. Task design.
E. Information systems.
Q:
David believes that for a company to run smoothly, it must adopt an organizational structure in which the employees clearly know who their reporting managers are and which departments they belong to. David claims that this will give the employees clarity about their roles and functions and will help them contribute efficiently toward the organization's overall success. Which of the following statements strengthens David's claims?
A. Roles can be better understood when managers provide examples that will help employees understand their roles better.
B. Clarity depends on how well a manager describes job functions.
C. Departmentalization may create a feeling of superiority among managers, which will help them work better.
D. An organizational structure creates a positive environment without hindering the learning process.
E. An efficient structure depends on an efficient taskforce that is willing to learn and adapt.
Q:
Gibson United is a new firm located in Chicago. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Gibson United is engaging in creating a(n) _____.
A. information system
B. task-design procedure
C. reward system
D. organizational structure
E. staffing solution
Q:
Which of the following statements is true about task design?
A. It determines what type of information to gather to reduce errors in planning.
B. It empowers people to perform better and create goals that match an organization's goals.
C. It allows the recruitment of prospective candidates to occur in an easier manner.
D. It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met.
E. It involves the clustering of details pertaining to an organization's required activities.
Q:
Which of the following elements of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities?
A. Information systems
B. Reward systems
C. Performance
D. Organizational structure
E. Task design
Q:
Which of the following in an organization usually makes most of the decisions about organizational structure?
A. Top management
B. HR department
C. Supervisors
D. Middle-level managers
E. Technical analysts
Q:
Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships.
A. Job structure
B. Organizational structure
C. Value chain
D. Corporate design
E. Relationship management
Q:
Which of the following statements is true of high-performance work systems?
A. Creating a high-performance work system is akin to using traditional management practices.
B. To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another.
C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people.
D. A high-performance work system usually excludes reward systems.
E. Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.
Q:
Identify the statement that best defines a high-performance work system.
A. It is an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings.
B. It refers to the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.
C. It is a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.
D. It is a system that is used to collect, record, store, analyze, and retrieve data concerning an organization's human resources.
E. It refers to a performance management system that measures customer satisfaction.
Q:
A recruiter's colleagues are most useful as a source of leads to qualified job candidates than are people the recruiter communicates with only occasionally.
Q:
One way to measure HRM effectiveness is to measure a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.
Q:
The usual way to measure customer satisfaction in the course of an HRM audit is to conduct experiments in controlled environments.
Q:
Training dollars per employee is a business indicator of the success of an HR department's training programs.
Q:
An HRM audit is a formal review of the outcomes of HRM functions.
Q:
For an organization's human resource division, "customers" are the organization's top management.
Q:
In the context of e-HRM, online appraisal or talent management systems provide data that can help managers spot high performers to reward or types of skills where additional training is a priority.
Q:
A benefit of e-HRM is that employees can help themselves to information they need when they need it, instead of contacting an HR staff person.
Q:
A standard feature of a modern Human Resource Information Systems (HRIS) is the use of relational databases, which store data in separate files that can be linked by common elements.
Q:
An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees.
Q:
Compensation usually discourages high-performance organizations when it is linked in part to performance measures.
Q:
Measures of employees' performance should take the effects of situational constraints into account.
Q:
To set up a performance management system that supports the organization's goals, managers need to understand the process of employee performance.
Q:
High-performance organizations do not need selection methods that identify more than technical skills.
Q:
Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices.
Q:
A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.
Q:
People experience occupational intimacy when they love their work, when they and their co-workers care about one another, and when they find their work meaningful.
Q:
A condition underpinning any high-performance organization is that employees be fully engaged with their work.
Q:
To create a learning organization, one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.
Q:
The most popular way to empower employees is to design work so that it can be performed by individuals.
Q:
The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.
Q:
Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology, organization structure, and human resources as unrelated.
Q:
Describe an HR dashboard.
Q:
Discuss how recruitment and selection practices contribute to high performance in an organization.
Q:
What is occupational intimacy? Explain.
Q:
List the conditions that contribute to the formation of a high-performance work system.
Q:
Discuss the various outcomes of a high-performance work system.
Q:
What is a high-performance work system? Explain the different elements of a high-performance work system. What is the role of HRM in such a system?
Q:
In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater effectiveness means that:
A. the rate of employee turnover is considerably high.
B. the HR personnel use fewer and less-costly resources to perform its functions.
C. the average employee compensation in the organization is well above the prevailing market rate.
D. what the HR department does has a more beneficial effect on employees' and the organization's performance.
E. there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.
Q:
In general, HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness. In this context, greater efficiency means the HR department:
A. has a relatively limited influence over employee performance.
B. uses fewer and less-costly resources to perform its functions.
C. expends lavishly on resources.
D. has a more beneficial effect on the organization's performance.
E. ensures that all operations are legal.
Q:
Maridings Inc., an apparel manufacturer, employed a large-scale recruitment drive to hire some of the country's best fashion designers. The company's HR team was responsible for measuring the success of this recruitment drive to quantify its returns. This process is referred to as _____.
A. HR report
B. HR audit
C. HR analytics
D. HR statistics
E. HR scoping
Q:
The use of HR analytics involves measuring a program's success in terms of whether it:
A. adopted a pro-innovation approach.
B. was perceived as effective by external stakeholders.
C. sustained the status quo.
D. delivered value in an economic sense.
E. enjoyed the support of trade unions.
Q:
A business indicator of the overall effectiveness of HR activities includes:
A. ratio of personnel staff to employee population.
B. accuracy and clarity of information provided to managers and employees.
C. competence and expertise of staff.
D. working relationship between organizations and HRM department.
E. assistance in identifying management potential.
Q:
Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities?
A. Ratio of personnel staff to employee population
B. Percentage of employees receiving tuition refunds
C. Per capita (average) merit increases
D. Working relationship between organizations and HRM department
E. Turnover rate
Q:
Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization?
A. Assistance in identifying management potential
B. Organizational development activities provided by HRM department
C. Accuracy and clarity of information provided to managers and employees
D. Quality of introduction or orientation programs
E. Distribution of performance appraisal ratings
Q:
In the context of an HRM audit, average unemployment compensation payment primarily serves as a vital business indicator for activities related to _____.
A. staffing
B. training
C. employee appraisals
D. benefits
E. recruitment
Q:
Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?
A. Promptness in handling claims
B. Average unemployment compensation payment
C. Per capita (average) merit increases
D. Benefit cost per payroll dollar
E. Percentage of sick leave to total pay
Q:
To determine the outcomes of the HR functions at Vesco International, several top-level managers suggest conducting a formal review of the HR department to evaluate its functions. The CEO approves the implementation of this suggestion. In this scenario, which of the following ways to measure the effectiveness of human resource management is Vesco practicing?
A. HRM functions
B. HRM audit
C. HRM analytics
D. HRM programs
E. HRM activities
Q:
While conducting an HRM audit, which of the following will serve as an important customer satisfaction measure in assessing the success of training programs conducted by HR?
A. Percentage of employees participating in training programs per job family
B. Percentage of employees receiving tuition refunds
C. Per capita (average) merit increases
D. Training dollars per employee
E. Quality of introduction or orientation programs
Q:
Which of the following is a business indicator of the success of the training programs implemented by the HR department of an organization?
A. The extent to which training programs meet the needs of employees and the company
B. Training dollars per employee
C. Communication to employees about available training opportunities
D. Assistance in identifying management potential
E. Quality of introduction or orientation programs
Q:
Which of the following is a customer satisfaction measure that indicates the success of the compensation system designed by the HR department of an organization?
A. Competitiveness in local labor market
B. Ratio of average salary offers to average salary in community
C. Per capita (average) merit increases
D. Percentage of overtime hours to straight time
E. Ratio of recommendations for reclassification to number of employees
Q:
Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?
A. Competitiveness in the local labor market
B. Ratio of average salary offers to average salary in community
C. Relationship between pay and performance
D. Employee satisfaction with pay
E. Fairness of existing job evaluation system in assigning grades and salaries
Q:
Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?
A. Treatment of applicants
B. Average years of experience or education of hires per job family
C. Average days taken to fill open requisitions
D. Ratio of acceptances to offers made
E. Ratio of minority or women applicants to representation in local labor market
Q:
The HR department of a firm identifies the per capita requirement costs in its annual audit. It also calculates the average number of days taken to fill open positions at the firm. The data gathered were used as business indicators in the audit. The business indicators are most likely to measure the performance of the _____ activity of the firm.
A. training
B. employee appraisal
C. employee development
D. compensation
E. staffing
Q:
In the context of an HRM audit, ratio of acceptance to offers made primarily serves as a business indicator for _____ activities.
A. employee development
B. appraisal
C. training
D. compensation
E. staffing
Q:
Identify a HRM function from the following functions.
A. Production
B. Appraisal
C. Export
D. Import
E. Copyright protection