1Properly 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
2Employee 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
3When 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
4Which 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
5 ____________ is the biggest hurdle to overcome in a
pay-for-performance plan.
Compensation equation
Salary cap performance level
Merit-pay increases
Inflation
6_____ analysis is the level of analysis that focuses
onemployees specifically.
Environmental
Individual
Employee
Operations
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)
AmericanRecoveryandReinvestmentAct (2009)
Sarbanes–Oxley Act (2002)
Equal Pay Act (1963)
8What is our country’s income maintenance program?
Social Security
COBRA (1985)
PPA (2006), 401(k)
ERISA (1974)
9Which 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?
10_____ implies that appraisal systems are easy for managers
and employees to understand and use.
Sensitivity
Reliability
Practicality
Acceptability
11This made extensive changes to the Employee Retirement
Income Security Act (ERISA) of 1974 that governsemployer-sponsored, qualified
(for tax deferral) retirement-benefit plans.
Short-Term Severance Pay laws
Employer Cost Shifting laws
ThePension Protection Act (PPA) of 2006
Short-TermDisability laws
12When 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
13For organizations, _________ is an indirect cost
associated with downsizing.
outplacement
an increase in the unemployment tax rate
severance pay
administrative processing
14The Civil Rights Act of 1991 offered what for victims of
unintentional discrimination?
Adverse impact
Monetary damages and jury trials
Affirmative action
Race-norming
15Organizations 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
16To 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
17Which 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
18Training that 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
19What can affirmative action assist organizations in
achieving that diversity initiatives cannot?
Increased productivity
Correcting specific problems of the past
Maximizing workforce commitment
Maximizing creativity
20_____ proceeds from an oral warning to a written warning
to a suspension to dismissal.
Procedural justice
Due process
Positive discipline
Progressive discipline
21Because 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
22If 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 heldliable for
negligent hiring
quid pro quo
hostile environment
loss of consortium
23________________ include everything in aworkenvironment
that enhances a worker’s sense of self-respect and esteem by others.
Nonfinancial rewards
General business strategies
Social responsibilities
Internal pay objectives
24A _____ occurs when parties are unable to move further
toward settlement.
mediation
grievance
lockout
bargaining impasse
25Hard 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
26In determining the competitiveness of benefits, senior
management tends to focus mainly on
worth
cost
security
value
27In _____, 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
28Mary arrives at hernewjob. 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
29If objective performance data are available, which of the
following is the best strategy to use?
summated rating scales
BARS
work planning and review
MBO
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
