Q&A Hero

Q: Redesigning the workplace to be less stressful would be considered a(n) ____ program. a. enrichment b. collateral stress c. institutional d. quality approach e. paired sample

Q: Substance abuse, while found in the U.S. population, is not a problem in the workplace, since most abusers do not have jobs.

Q: Which the following can be a consequence of stress? a. Burnout b. Turnover c. Absenteeism d. Dysfunctional behavior e. All of these

Q: Employee counseling services should always be outsourced to get the best possible program.

Q: Which of the following individual traits would likely improve a person's response to stress? a. Type A personality b. Type B personality c. Low self esteem d. Low hardiness e. All of these

Q: Stress is easy to define and identify?

Q: The stressors associated with getting along with coworkers would likely be referred to as a. TQM demands. b. enrichment demands. c. physical demands. d. task demands. e. interpersonal demands.

Q: A necessary ingredient for an effective employee counseling program is a clear and well-enforced policy about employee confidentiality?

Q: Livinia has a job making cardboard boxes, a simple task. To improve productivity, the company should a. make lighting brighter. b. play music. c. keep the temperature cold. d. make lighting darker. e. keep the temperature hot.

Q: Employers see healthcare costs as a major factor in encouraging counseling programs for employees.

Q: The physical environment seems to have the strongest affect on a. attitude. b. safety. c. performance. d. stress. e. productivity.

Q: Confidentiality is of no concern to employees in counseling?

Q: A study of construction accidents found they occur most often in the later hours of work. Which work schedule would be the worst for construction workers? a. Standard b. Rotating shifts c. Compressed d. Circadian shifts e. Enrichment shifts

Q: Most managers and supervisors are well-trained to deal with serious employee personal problems.

Q: ____ indicate to people when they should eat and sleep. a. Circadian rhythms b. Hyper processes c. Psycho-dynamic processes d. Behavioral patterns e. Security needs

Q: Employees are more accepting of performance appraisals from supervisors who are:a. Knowledgeable about the job b. Opinionated c. Good decision makersd. Supportive and helpful

Q: ____ are individuals who carefully examine the safety elements of the workplace and advance solutions to safety problems. a. Safety engineers b. TQM experts c. Quality control specialists d. Environmental impact experts e. Process engineers

Q: Paraphrasing is:a. Making a new paragraph when needed b. Rewriting the last paragraph in different terms c. A concise restatement of what the other person just saidd. A written skill used in evaluating performance

Q: A construction company has determined that some of its organizational practices can cause serious health hazards to its employees. Besides changing some of these practices, the company needs to a. cover up this information. b. benchmark other companies. c. report these problems to OSHA. d. implement sensitivity training. e. advance an ethics code.

Q: The ____ Act of 1970 is a comprehensive law that enforces safety in organizations. a. Work Hazards b. Occupational Performance c. Safety and Response d. Safe Working Environment e. Occupational Safety and Health

Q: Two skills necessary for effective coaching are:a. Public speaking and writing b. Communication and interpersonalc. Planning and organizingd. Leadership and motivation

Q: One of the most dangerous occupations in the United States is a. business executive. b. plumber. c. bus driver. d. construction. e. environmental engineer.

Q: All of the following are ways of increasing employee motivation and sense of ownership of their performance except:a. Goal setting b. Job redesign c. Employee participation programsd. Pay raises

Q: If the coaching discussion does not change the behavior the next step should be:a. Let HR handle it b. Give up and tell the employee it really does not matter c. Follow the organization's discipline policyd. Immediate termination

Q: The conditions on the job that can slowly harm an employee's are called a. safety hazards. b. health hazards. c. interpersonal hazards. d. motivation factors. e. hygiene factors.

Q: The conditions on the job that can harm employees are called a. safety hazards. b. health hazards. c. interpersonal hazards. d. motivation factors. e. hygiene factors.

Q: After a performance problem has been identified the supervisor should:a. Talk to HR to get their view b. Decide if it is worth the time and effort to deal with it c. Immediately tell the employee to fix the problemd. Take several weeks to see if it goes away by itself.

Q: The text defines coaching as:a. A process to encourage employees to accept responsibility for their own performance b. Having a supervisor as a cheerleader c. Giving performance evaluations more than once each yeard. None of these are the definition

Q: Which of the following is the MOST accurate statement? a. Union-management relations are more hostile today than they were in the past. b. Unions are more powerful today than in the past, compared to the power of employers. c. Unions today rarely struggle with traditional, basic issues, such as wages. d. As unions have become smaller, their power has diminished. e. Employers today are controlled almost completely by powerful unions, due to increased regulation of business.

Q: The Kinlaw process is: a. Comfort, criticize, then solve it b. Confront, use reactions to develop information, resolve c. Confront then criticize d. None of the above

Q: The Landrum-Griffin Act of 1959 requires national labor unions to elect new leaders every ____ years. a. two b. three c. five d. ten e. fifteen

Q: Which of the following is not a type of deviant workplace behavior?a. Personal aggression b. Property deviance c. Production devianced. Poor performance

Q: The Taft-Hartley Act of 1947 outlawed a. union membership. b. collective bargaining. c. union shops. d. union stewards. e. union negotiations of working conditions.

Q: Performance goals are most likely to be met if the employee: a. Participates in the final discussion b. Is given a copy of the final decision of the supervisor c. Is told what took place by HRD d. Does not get involved in the process

Q: The American Federation of Labor focused on what types of work? a. Blue-collar jobs b. Craft-based jobs c. Professional-level jobs d. Secretarial jobs e. White-collar jobs

Q: The fundamental attribution error a. Over attributes a behavior to a situation, rather than a cause within a person b. Over attributes a behavior to luck rather than effort c. Over attributes a behavior to a cause within a person, rather than the situation. d. None of the above are true

Q: Causal attribution theory: a. Describes the process by which people assign causes for their own and other's behavior. b. Describes the process by which people assign causes for their own, but not other people's behavior. c. Describes the process by which people assign causes for other people's behavior. but not their own. d. None of the above are correct

Q: The first major union to have a significant impact in the United States was called the a. American Federation of Labor. b. Knights of Labor. c. Congress of Industrial Organizations. d. Captains of Workers. e. Labor Club Organization.

Q: The interpersonal skills needed for coaching include all of the following except:a. indicating respect b. assertiveness c. immediacyd. objectivity

Q: The earliest unions to be developed in the United States represented specific types of workers and were known as a. professional networks. b. job societies. c. worker permit groups. d. trade associations. e. craft unions.

Q: Action to improve performance should: a. Be mandated by the supervisor b. Left up to HRD c. Be mutually agreed to by supervisor and employee d. Be solely up to the employee

Q: Overall, union membership since 1955 has been a. holding steady. b. increasing greatly. c. constant. d. erratic. e. decreasing at an alarming rate.

Q: Poor performance: a. Depends on the standards for performance b. Is defined by ASTD c. Is known to all employees d. Is a standard all companies can easily define

Q: Which of the following acts required labor unions to bargain with management in good faith? a. Taft-Hartley Act b. Wagner Act c. Landrum-Griffin Act d. Sherman Act e. Union Shop Act

Q: The book definition of poor performance is: a. Any deviation from expected behavior b. Specific, agreed-upon deviations from expected behavior c. Any performance deviation the supervisor thinks is bad d. Specific deviations from Management's expectations

Q: Which of the following acts required management to bargain with labor unions in good faith? a. Taft-Hartley Act b. Wagner Act c. Landrum-Griffin Act d. Sherman Act e. Union Shop Act

Q: ____ is the process by which managers and union representatives negotiate the terms and conditions of employment. a. Benchmarking b. Total quality management c. Negotiated contracting d. Management by objectives e. Collective bargaining

Q: In coaching the role of HRD managers is to: a. Do the coaching analysis b. Help managers become effective coaches c. Conduct coaching discussions d. Take primary responsibility for the process

Q: The process of dealing with individuals in a company who are represented by a union is called: a. labor relations. b. benchmarking. c. total quality management. d. management by objectives. e. negotiated contracting.

Q: Performance management: a. Involves giving annual performance evaluations b. Incorporates goal setting c. Means tying pay to performance evaluations d. Focuses on the ongoing process of performance improvement

Q: According to Fournies, the final step or question to ask in a coaching analysis is: a. Does the subordinate know how to do what must be done? b. Could the subordinate do it if he or she wanted to? c. Is it worth my time and effort to address? d. Does a positive consequence follow nonperformance?

Q: Summarize the positions of labor unions on prison labor and contingent workers.

Q: The fundamental attribution error refers to: a. the tendency to over attribute a behavior to a cause within the person, rather than to the situation b. the tendency to over attribute a behavior to a cause within the situation, rather than to the person. c. the tendency to show bias towards people who are different from yourself d. the tendency to remember recent employee behaviors better than ones that occurred some time ago

Q: What are some barriers to effective negotiation?

Q: How can management prepare for collective bargaining? How can a union prepare for collective bargaining?

Q: When a rater compares an employee's performance to that of other employees, this is referred to as a _______________ standard.a. causal b. absolute c. relatived. deviant

Q: For coaching to be effective it must: a. include two-way b. be structured c. be critical in nature d. all of the above are aspects of effective coaching

Q: Briefly describe each of the steps in the unionization process, including who is responsible for each action.

Q: Summarize the early history of labor unions in the United States. What innovations did each new group offer?

Q: Which of the following skills are necessary for effective coaching? a. immediacy b. objectivity c. planning d. affirming e. all of the above are needed

Q: Which of the following is true of performance management?a. performance management is an informal processb. performance management extends the performance appraisal process to include goal settingc. performance management is separate from the performance appraisal processd. performance management is driven by the employee desire for development

Q: U.S. labor unions have become quite vocal in speaking out against child labor in Third World countries and the general exportation of jobs to lower-paying countries. Union positions on these issues reflect their self-interests.

Q: According to Fournies a primary goal of a coaching discussion is: a. to get the employee's attention b. to cover yourself in case you have to fire the employee c. to get agreement on the problem and solution d. to meet the legal requirements of coaching

Q: Target has a no solicitation policy. That means that no employee can solicit other employees on company time for any cause except United Way campaigns. It also means Karen cannot sell Girls Scouts cookies to her coworkers.

Q: Participative management involves: a. Empowering employees to take action b. Making supervisors the only decision makers c. Creating teams of managers to run the place d. Hiring new managers from outside the organization

Q: A boycott occurs when union members agree to not buy products from a targeted employer.

Q: The foremost barrier to effective negotiation between management and labor is a negative settlement zone.

Q: In conducting a coaching analysis, it is possible that: a. the alleged poor performance may be simply annoying to the supervisor and not really cause a problem for the organization b. the employee may not know they are performing poorly c. correcting the performance may not be worth the effort d. all the above are true

Q: Coaching represents a: a. Negative approach to being a supervisor b. Positive approach to being a supervisor c. Neutral approach to being a supervisor d. Non personal approach to being a supervisor

Q: Negotiating power is a function of negotiating skills, data on other settlements, and the financial resources needed by the union to call for a strike or by management to survive one.

Q: The definition of coaching: a. Is easy to find b. Is something everyone agrees on c. Is difficult to arrive at, but can vary from very narrow to very broad d. Is always a very narrow definition.

Q: Management can include a clause in the labor contract specifying that the union promises not to strike.

Q: Mandatory items include wages, working hours, and benefits.

Q: In coaching, the supervisor:a. is not involved - it is the training department's problemb. bears the primary responsibility for the effectiveness of the programc. assigns employees to the coaching program, but does not get involved in the programd. is responsible only for the evaluation of the program

Q: The bargaining unit is the group of employees who are eligible for representation by the union.

Q: An effective performance management system should focus on a large number of performance measures.

Q: Supervisors almost never need training in how to be effective coaches.

Q: Since the mid-1950s, unions have experienced decreasing difficulty in attracting new members.

Q: It is important for managers to demonstrate commitment and respect for employees.

Q: Local unions are usually coordinated by a regional officer.