Q&A Hero

Q: Scenario 14.1John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.Refer to Scenario 14.1. When Mr. Welk affords his staff more control over their work, this is called:a. general training.b. specific training.c. job rotationd. job enrichmente. job enlargement

Q: As a group Managers are:a. Shrinking in numbers b. Increasing in numbers c. Staying evend. No one knows for sure

Q: Scenario 14.1John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.Refer to Scenario 14.1. When Mr. Welk moves his employees around into different jobs, this is called:a. general training.b. specific training.c. job rotationd. job enrichmente. job enlargement

Q: The DCP - Developmental Challenge Profile assesses:a. Educational level of a manager b. The developmental components of a job c. The challenges of a jobd. The potential of a job

Q: Scenario 14.1John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.Refer to Scenario 14.1. Mr. Welk is evaluating human resource indicators. He is looking ata. turnover rates.b. absenteeism.c. accident rates.d. general labor costs.e. all of these.

Q: A learning point is: a. Telling trainees what to look for during training b. Learning objectives c. A great help to learning d. All of these are true

Q: Scenario 14.1John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.Refer to Scenario 14.1. Given that Ergo-Tot's operations are not in Silicon Valley, which benefit is an employee MOST likely to receive?a. Back rubsb. Conciergec. Coffee bard. Haircutse. Vacation days

Q: Job experiences can potentially offer us all of the following except: a. Reinforcing old attitudes b. Reinforce old behaviors c. A formal method to change old attitudes and behaviors d. A chance to learn lessons on their own

Q: McCall and colleagues suggest an effective management development system includes:a. Encouragement of self motivation b. Individualism c. A long term perspectived. All the above are needed.

Q: Scenario 14.1John Welk is the human resource manager for Ergo-Tot, a manufacturer of ergonomically designed baby strollers. Ergo-Tot is considered a small company, employing just fifty people. Located in California, Ergo-Tot is rapidly expanding, due to an increased demand by new parents for ergonomically correct strollers for their babies. Ergo-Tot's manufacturing process involves the use of very new, very complex patented machinery that is exclusive to the company. The training of manufacturing employees to effectively operate this machinery is very important to Ergo-Tot.The company has just invested a large amount of capital in several new machines to support this demand growth. Therefore, Mr. Welk has a limited training budget available to train machine operators on the new machinery. He is in the process of assessing the capabilities of Ergo-Tot's existing employees as well as the changes in job-related needs resulting from the implementation of the new machinery. Mr. Welk needs his machine operators to be up to speed as quickly as possible. He also wants to build employee motivation with the work environment by moving his employees through several different jobs over time and by giving them more control over the work being performed.Refer to Scenario 14.1. The employees have received training on the new machines. Mr. Welk is comparing the productivity per worker per hour of the old machines and the new machines. What is Mr. Welk doing?a. Transfer of trainingb. Setting training goalsc. Determining training contentd. Needs analysise. Evaluating performance-enhancement programs.

Q: Hamburger University is: a. A cooking school b. In Paris c. Attended by all fast food workers d. McDonald's Management Training School.

Q: The owner of a hardware store decides to pay his employees partly based on their ability to sell parts to industrial buyers who patronize the business. This situation is calleda. gainsharing.b. Scanlon plan.c. piece rate.d. commissions.e. Tucker-Davison plan.

Q: Managers at a computer parts store decide to have their employees report to work four days a week for longer hours so that full-time persons have three days off a week instead of two. This situation is called: a. gainsharing b. compressed workweek c. merit pay d. commissions e. piece work

Q: Executive MBA programs normally meet:a. Daily b. Once a week on weekends c. Only on lined. Once a month

Q: How many core dimensions does the job characteristics model contain? a. 3 b. 4 c. 5 d. 6 e. It depends on the type of work being examined.

Q: When globalizing organizations 4 types of managers are needed. These types include all of the following except:a. Business managers b. Production managers c. Country managersd. Functional managers

Q: ____ provide(s) an employee more control over his or her work situation. a. Job enlargement b. Job rotation c. Job characteristics d. Job enrichment e. Job factors

Q: Behavior modeling typically involves five steps. These are a. modeling, retention, rehearsal, feedback, and transfer of training b. modeling, retention, rehearsal, feedback, and correction c. modeling, retention, rehearsal, feedback, and execution d. modeling, retention, rehearsal, feedback, and planning

Q: The ____ approach is an alternative to job specialization that considers the work conditions and employee desires. a. job enlargement b. job rotation c. job characteristics d. job enrichment e. job factor

Q: Which of the following is not a guiding principle for making strategic links according to Seibert and colleagues? a. HRD should focus on itself, not its customer b. Put job experiences before classroom activities c. Be opportunistic d. Support experience based learning

Q: Which of the following would NOT be a method of improving the performance feedback process? a. Have the ratee appraise his or her performance in advance of an appraisal interview. b. Have the manager provide ongoing feedback to the ratee. c. Have the manager avoid talking about the future in formal feedback sessions. d. Have the manager focus on developmental aspects of performance. e. Have the manager balance positive and negative feedback.

Q: The 4 categories of managers needs in the global business world are: a. Business, country, functional and government b. Business, country, ethical and corporate c. Business, country, functional and corporate d. Business, country, functional and personal

Q: Which type of incentive reward system gives all employees across the organization a percentage of cost savings resulting from a work team's suggestions? a. Gainsharing b. Scanlon plan c. Merit pay d. Commissions e. Piece work

Q: In Mintzberg's well-rounded model of the managerial job at the center is:a. The job b. The person in the job c. The organizationd. The environment of the job

Q: Under her employer's incentive pay system, Vicky's team sells the most real estate and wins a trip to Hawaii. Which is one negative consequence for Vicky and her team? a. The incentive does not become part of their base compensation. b. There is a letdown in morale following the trip. c. Employees do not value nonfinancial compensation. d. It is difficult for team members to decide each individual's contribution to the outcomes. e. Vicky and her team know it is unlikely they will win a second time, reducing motivation.

Q: Under a commission incentive system, which is the basis for individuals' compensation? a. Merit b. Sales volume c. Units of output d. Performance e. Seniority

Q: Mintzberg's problem with previous attempts to define the manager's job is that they: a. The job components cannot be separated behaviorally b. Focus on the holistic approach c. Ignore the elements of the job and focus on the big picture d. Focus on the integrated work of managing

Q: Which of the following is NOT an incentive pay system? a. BIC Corp. rewards employees who make a useful suggestion with free food at the company cafeteria. b. Experian offers a cash prize to the worker who develops the best solution to an organizational problem. c. A national jewelry chain offers annual bonuses to its repair workers who are especially productive. d. An airline pays pilots a base salary plus a bonus based on the number of "on-time" flights they flew. e. Lucent pays engineers with Master's degrees more than engineers with Bachelor's degrees.

Q: Career counseling includesa. Opening and probing b. Understanding and planning c. Organizingd. Opening and planning

Q: Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces? a. Piece rate b. Merit c. Bonus d. Commission e. Individual

Q: Self-assessment activities include:a. Self-study workbooks b. Career planning workshops c. What color is your parachute?d. All of the above

Q: All of the following are a career management method proposed by Brousseau and colleagues except:a. Performance planning b. Counseling c. Individual career development contractsd. Cafeteria approach

Q: For a merit-pay plan to be effective, which of the following is necessary? a. Employees must be involved in its development. b. The organization must have valid and reliable measures of what merit entails. c. The performance measurement system must not differentiate too greatly among employees. d. It must focus on pay for knowledge. e. It must result in relatively equal merit raises among employees.

Q: Succession planning is normally carried out by:a. First line supervisors b. An outside specialist c. Senior managementd. HRD and the employee

Q: What is the MOST general form of a merit-pay plan? a. Bonuses b. Incentives c. Annual salary increases d. Gainsharing e. Skill-based pay

Q: Career enrichment could include all of the following except:a. Retraining b. Promotions c. Certificationd. Job transfers and rotation

Q: Which of the following is NOT an issue surrounding the use of telecommuting? a. Communication among employees is easier to facilitate. b. It becomes more difficult for unions to organize workers. c. It is difficult for new employees to become socialized into the organization. d. Some individuals may lack the self-discipline to conduct work in an unconstrained environment. e. Organizational loyalty and commitment seem to suffer.

Q: A career plateau means that:a. You should retire b. You will never get another pay raise c. You reach the executive floord. Probability of further promotion is very low

Q: Under which circumstances would flexible work hour programs be less feasible for an organization? a. When the organization has limited administrative support b. When job satisfaction is an issue c. When the organization relies heavily on the use of teams d. When on-the-job accidents are an issue e. When operating managers designate work schedules

Q: Which of the following is not a method to increase career motivation?a. Define career plateau's b. Enhance career insight c. Build career identityd. Support career self resilience

Q: In a flexible work hour program, what is the term for the time of day when every employee must be at work? a. Regular time b. Core time c. Full-time d. Flextime e. Mandatory time

Q: What is the work schedule plan that involves employees working a forty-hour, five-day week but with some employee control over starting and ending times for work each day? a. Flexible work hour program b. Compressed workweek c. Home work program d. Telecommuting e. Cafeteria-style work plan

Q: Which of the following is true of mentoring: a. It must be assigned by HRD b. The mentoring relationship is very complex c. It does not need to tie to the strategic plan of the organization d. It serves the needs of the junior member but does nothing for the senior member

Q: Atlas Paper of Miami, Florida, makes paper products from 100% recycled scrap. One set of workers at Atlas has the full-time job of sorting scrap as it enters the facility. If the scrap is not sorted correctly, workers find out right away, when the manufacturing process creates defective paper. The job of scrap sorter apparently has high levels of a. skill variety. b. task identity. c. autonomy. d. task significance. e. feedback.

Q: In succession planning managers: a. Determine models for success b. Define success for their subordinates c. Identify employees who should be developed to replace them d. Succeed in strategic planning

Q: Eugenie used to sew pockets on shirts. Now, she sews an entire shirt. Eugenie's employer is increasing the ____ of her job. a. job analysis b. feedback c. productivity d. task identity e. autonomy

Q: On Monday, Tonio reviews and files patient charts. On Tuesday, he collects lab specimens from patients. On Wednesday, he enters lab results into the computer. On Thursday, he collects specimens again. On Friday, he completes insurance paperwork. Tonio's employer is using job a. enrichment. b. enlargement. c. analysis. d. specialization. e. rotation.

Q: Managers and supervisors should be trained to fill all of the following roles except:a. Coach b. Appraiser c. Criticd. Adviser

Q: At Ernst & Young professional services firm, accountants undergo hundreds of hours of training. One measure for evaluating performance-enhancement training is a. waste management. b. controllable cost management. c. change in billable hours. d. on-time service. e. productivity.

Q: A career plateau occurs when: a. Your pay is at the top of the pay scale b. Your chances of further advancement become very slim c. Your benefits are used up d. You are ready for pre-retirement planning

Q: Any true measure of organizational success must tie back to the organization's a. strategic goals. b. mission statement. c. tactical goals. d. strategic plans. e. tactical plans.

Q: Mentoring occurs between: a. Male and female employees b. People who work in the same department c. Junior and senior members of the organization d. Different supervisors

Q: When an organization is interested in measuring the effectiveness of a performance-enhancement technique, it makes sense to examine a. multiple indicators. b. stock price. c. return on assets. d. labor costs. e. accident rates.

Q: Job rotation involves assigning employees to a series of jobs in different:a. States b. Functional areas of the organization c. Company divisionsd. Countries

Q: Individual performance can be measured by a. stock price. b. market share. c. units produced. d. return on assets. e. return on investment.

Q: Which of the following is not a way to measure an employee's potential to fill key positions.a. Assessment centers b. Succession planning c. 360 degree evaluationsd. Potential ratings

Q: An assessment center can be used to: a. Determine employee pay raises b. Assess employee potential for advancement c. Determine who to cut during lay-offs d. Who to invite to the company Picnic.

Q: Human resource indicators include all of the following EXCEPT a. turnover rates. b. absenteeism. c. return on investment. d. accident rates. e. general labor costs.

Q: Outplacement focuses on: a. Terminated employees b. Retiring employees c. Newly hired employees d. Those remaining with the organization after a lay-off

Q: Lance's faith is very important to him. He is considering working for a faith-based business. He is MOST likely to be attracted to a. a day of rest. b. shared beliefs. c. generous benefits. d. generous compensation. e. none of these.

Q: In career management, which of the following is not one of the manager's roles?a. Act as a Coach b. Act as an Advisor c. Act as a Disciplinariand. Act as an Appraiser

Q: Michael works in Silicon Valley. Which benefit is he NOT likely to have access to a. computer privacy. b. gourmet food. c. concierge service. d. coffee bar. e. haircuts.

Q: In the team based career development model the team: a. Members serve as role models b. Rewards behaviors that enhance team performance and growth c. Determines training opportunities for team members d. All of these are true

Q: Values based on the Qur"an result in an HR system with all of the following EXCEPT a. in hiring, priority should be given to qualified individuals. b. one can disagree with a supervisor, but it must be done politely. c. in management, nepotism is ok. d. employee layoffs and downsizing should be considered only as the last resort to maintain business survival. e. it is important to maintain due process when dealing with employee grievances.

Q: Career models can focus on: a. The individual, organization and team b. The individual, organization and department or plant c. The department, organization and union d. The union, organization and individual

Q: An HR system, based on The Qur"an and Sharia would look ______ what we would expect in a (progressive) Western company. a. nothing like b. nothing like the two-class benefit system c. similar to faith-based businesses d. similar (except for the stoning, clothing, and speaking divorce-seems that would affect family member benefits) to e. similar to

Q: Sharia laws a. forbid the charging of interest. b. specify the punishment for a number of crimes specifically mentioned in the Qur"an or in the writing of Mohammed. c. allow men to become divorced at will by just saying it aloud. d. specify the dietary restrictions known as Halal. e. all of these.

Q: The systems view of career management includes all of the following except:a. The people system b. The job market system c. The organizational systemd. The management and information system

Q: How can creativity be used to motivate staff?

Q: The 4 career concepts are: a. Linear, expert, top of the heap and translator b. Linear, expert, spiral and transitory c. Lunar, experienced, special and transitory d. Linear, experimenter, spatial and transitory

Q: What are the basic concepts discussed in goal theory?

Q: During mid career the two events likely to occur are:a. Plateauing and obsolesce b. Disinterest and illness c. Happiness and satisfactiond. Laziness and loss of appetite

Q: What are the basic principles discussed in equity theory?

Q: Middle adulthood is almost always a period of:a. Preparing to die b. Pursuing one's career dreams c. Questioning of the career dreamd. Great energy and stress

Q: Compare and contrast Maslow's hierarchy of needs with Alderfer's ERG theory.

Q: According to Levinson the middle adulthood stage occurs at ages:a. 17-45 b. 40-65 c. 0-5d. 5-15

Q: What is required of a human resource manager to ensure employees have the ability to perform at a high level?

Q: According to Levinson the early adulthood stage occurs at ages:a. 17-45 b. 45-60 c. 0-5d. 5-15

Q: Creative behavior involves doing things at work that are innovative and generate value for the company.

Q: How does one's personal life impact their career choices? a. No impact - the two are totally separate b. A link between these two is illegal c. Any link would be silly - what about privacy d. It has a major impact on the decisions one makes about jobs