Chapter 8 nan HRM and Labor Relations Full Test Bank - Contemporary Business 18e | Test Bank by Louis E. Boone by Louis E. Boone. DOCX document preview.
Package Title: Chapter 8, Testbank
Course Title: Boone, 18e
Chapter Number: 8
Question type: Multiple Choice
1) The function of attracting, developing, and retaining employees who can perform the activities necessary to accomplish organizational objectives is called _____.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
2) Most companies use annual _____ to evaluate an employee’s job performance and provide feedback about it.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
3) One type of performance appraisal is the _____, which gathers feedback from a review panel of coworkers, supervisors, team members, and subordinates.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
4) _____ are retirement savings plans to which employees can make pretax contributions.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
5) _____ allow employees to adjust their working hours and places of work according to their needs.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
6) _____ is a broad term covering the loss of an employee for any reason, voluntary or involuntary.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
7) _____ is the process of reducing the number of employees within a company by eliminating jobs.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
8) Transferring jobs from inside a company to outside the company is called _____.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
9) _____ is a job design that expands an employee’s responsibilities by increasing the number and variety of tasks.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
10) _____ managers assume that the typical person actually likes work and will seek and accept greater responsibility.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
11) The process of negotiation between management and union representatives is called _____.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
12) A complaint by a single employee or by the entire union that management is violating some portion of the contract is called a(n) _____.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
13) When disputes cannot be solved voluntarily through mediation, parties can use _____ by bringing in an impartial outside party who renders a legally binding decision.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
14) A management strike, also known as a(n) _____, puts pressure on union members by closing the company.
a) Job enlargement
b) 360-degree performance review
c) collective bargaining
d) Theory Y
e) Downsizing
f) outsourcing
g) Flexible work plans
h) grievance
i) 401(k) plans
j) human resource management
k) performance appraisals
l) Employee separation
m) lockout
n) arbitration
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
Question type: Essay
15) Describe the concept of human resource management. What is the role of human resource managers?
Solution: Human resource management is the function of attracting, developing, and retaining employees who can perform the activities necessary to accomplish organizational objectives. In conjunction with other managers, human resource managers predict how many employees a company or department will need and what skills those workers should bring to the job—along with what skills they might learn on the job.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
16) Describe the core responsibilities of human resource management.
Solution: The core responsibilities of human resource management include planning for staffing needs, recruiting and hiring workers, training and evaluating performance, determining compensation and benefits, and overseeing employee separation.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
17) What are the advantages of Internet recruiting? Explain.
Solution: Internet recruiting is a quick, efficient, and inexpensive way to reach a large pool of job seekers. Many companies currently use the Internet, including social networking sites, to fill job openings. This is also the best way for companies to reach new graduates and workers of all ages. Using a candidate’s social media profile posted on LinkedIn or Twitter allows a company to communicate directly with a prospective employee.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
18) Describe how social media is changing the way companies recruit talent.
Solution: Today, having a profile on LinkedIn is a must, and joining discussion groups on social networking sites related to your industry or field of interest can be helpful too. The traditional résumé is slowly being replaced by online social media profiles, which also include recommendations and referrals.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
19) Discuss the process and benefits of online training.
Solution: Many companies are replacing classroom training with online training programs, which can significantly reduce the cost of training. Online training offers consistent presentations, along with videos that can simulate the work environment. Employees can learn at their own pace without having to sign up for a class. Through online training programs, employees can engage in interactive learning—they might conference with a mentor or instructor who is located elsewhere; or they might participate in a simulation requiring them to make decisions related to their work. Many companies have also increased learning, training, and engagement by using gamification. Gamification applies the typical elements of game playing and may include point scoring, competition with others, and rules of play.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
20) Describe a 360-degree performance review. What are its advantages and disadvantages?
Solution: A 360-degree performance review is a process that gathers feedback from a review panel of 8 to 12 people, including coworkers, supervisors, team members, subordinates, and even customers. The idea is to get as much honest feedback from as many perspectives as possible. By its very nature, this kind of review involves a lot of work, but employees benefit from it because they are more involved with the process and ultimately better understand their own strengths, weaknesses, and roles in the company. Managers benefit because they get much more in-depth feedback from all parts of the organization. However, a potential weakness of this type of review is its anonymous nature.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
21) Discuss why Accenture is referred to as a learning organization.
Solution: A learning organization refers to a company that encourages and facilitates the learning of its employees on a continuous basis. Recently, Accenture invested on the training and development of its 373,000 employees, delivering on average more than 40 hours per employee or 15 million hours in total. Known as Accenture Connected Learning, the program is a flexible learning environment that combines both classroom and digital learning and provides links to training and world-class experts. Included are 50 connected classrooms, 24,000 online courses, and 900 learning boards with online forums by subject matter experts. The company’s five regional learning centers offer a more traditional face-to-face classroom learning experience, and its 100 professional communities bring together Accenture colleagues worldwide with similar work, goals, and industry specializations. Accenture’s return on its training investment results in highly skilled, idea-driven people who deliver creative and sustainable solutions and strategies to clients and communities worldwide.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
22) Identify and briefly discuss the types of employee benefits that are mandated by law.
Solution: U.S. companies are required to make Social Security and Medicare contributions, as well as payments to state unemployment insurance and workers’ compensation programs, which protect workers in case of job-related injuries or illnesses. The Family and Medical Leave Act of 1993 requires covered employers to offer up to 12 weeks of unpaid, job-protected leave to eligible employees.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
23) On what factors do companies base their compensation policies?
Solution: Most companies base their compensation policies on the following factors: (1) what competing companies are paying, (2) government regulation, (3) cost of living, (4) company profits, and (5) an employee’s productivity or performance.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
24) Describe the responsibilities of compensation and benefits analysts.
Solution: Compensation and benefits analysts are responsible for helping to coordinate a company’s pay structure by researching trends and reviewing surveys to compare pay levels with other companies in a particular industry, market, or geographic region. The analysis typically consists of evaluating data and costs of compensation policies along with various options of pay-for-performance strategies such as bonuses, paid leave (sabbaticals), and other incentives.
Benefits analysts help administer a company’s benefits program, which typically includes retirement programs, wellness programs, and insurance policies such as health, life, and disability. Research is conducted on various benefit plans, policies, and programs, and recommendations are made to senior management. There is ongoing oversight to make sure a company is in compliance with government regulations, legislation, and benefit trends and to ensure that company programs are current, legal, and competitive.
Compensation and benefit analysts often collaborate with partners and vendors such as payroll administrators, insurance brokers, and investment managers; prepare and present reports that include evaluation of compensation and benefits research; and make recommendations.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
25) Discuss Maslow’s hierarchy of needs and how an individual is motivated at each level.
Solution: Maslow's hierarchy of needs has become a widely accepted list of human needs based on these important assumptions: people’s needs depend on what they already possess, a satisfied need is not a motivator; only needs that remain unsatisfied can influence behavior, people’s needs are arranged in a hierarchy of importance; once they satisfy one need, at least partially, another emerges and demands satisfaction.
In his theory, Maslow proposed that all people have basic needs such as hunger and protection that they must satisfy before they can consider higher-order needs such as social relationships or self-worth. He identified five types of needs: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. According to Maslow, people must satisfy the lower-order needs in the hierarchy (physiological and safety needs) before they are motivated to satisfy higher-order needs (social, esteem, and self-actualization needs).
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
26) Explain Victor Vroom’s expectancy theory.
Solution: Victor Vroom’s expectancy theory of motivation describes the process people use to evaluate the likelihood that their efforts will yield the results they want, along with the degree to which they want those results. Expectancy theory suggests that people use three factors to determine how much effort to put forth. First is a person’s subjective prediction that a certain effort will lead to the desired result. This is the “can do” component of an employee’s approach to work. Second is the value of the outcome (reward) to the person. Third is the person’s assessment of how likely a successful performance will lead to a desirable reward.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
27) Explain the different ways in which Theory X, Y, and Z managers attempt to increase productivity.
Solution: Theory X managers believe that the average worker prefers to receive instructions, avoid responsibility, take little initiative, and views money and job security as the only valid motivators—Maslow’s lower order of needs. Unlike the traditional management philosophy that relies on external control and constant supervision, Theory Y emphasizes self-control and self-direction—Maslow’s higher order of needs. Theory Z managers view worker involvement as the key to increased productivity for the company and improved quality of work life for employees.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
28) Does downsizing affect the local economy? Explain.
Solution: Downsizing has a domino effect on the local economy as unemployed workers have less money to spend, which creates less demand for consumer goods and services and increases the likelihood of more layoffs and other failing businesses.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
29) Discuss the significance of the National Labor Relations Act.
Solution: The National Labor Relations Act legalized collective bargaining and required employers to negotiate with elected representatives of their employees. It established the National Labor Relations Board (NLRB) to supervise union elections and prohibit unfair labor practices such as firing workers for joining unions, refusing to hire union sympathizers, threatening to close if workers unionize, interfering with or dominating the administration of a union, and refusing to bargain with a union.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
30) Briefly describe collective bargaining.
Solution: Labor unions work to increase job security for their members and to improve wages, hours, and working conditions. These goals are achieved primarily through collective bargaining, the process of negotiation between management and union representatives.
Union contracts, which typically cover a two- or three-year period, are often the result of weeks or months of discussion, disagreement, compromise, and eventual agreement. Once agreement is reached, union members must vote to accept or reject the contract. If the contract is rejected, union representatives may resume the bargaining process with management representatives, or union members may strike to obtain their demands.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
31) As labor unions are losing their influence, what can they do to maintain their relevance?
Solution: Labor unions can be more flexible and adapt to a global economy and diverse workforce. They can respond to the growing need for environmentally responsible business and manufacturing processes, as the solid waste workers did. Recently more than 200 solid waste workers in five locations in California, Oregon, Washington, and Ohio took action to become Teamsters. Waste management companies at Huntington Beach, CA, organized workers following the overhaul of waste collection efforts in Los Angeles. The local union worked with community groups and environmental supporters to get the Los Angeles City Council to support a bill to approve a plan to use cleaner trucks and to divert more waste away from landfills. The workers are seeking fair pay, improved benefits, and a safer workplace. Unions can establish collaborative relationships with human resource managers and other managers. And they can recognize the potential for prosperity for all—management and union workers included.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
Question Type: Multiple Choice
32) _____ is most likely to be responsible for planning for staffing needs, recruiting and hiring workers, providing for training and evaluating performance, determining compensation and benefits, and overseeing employee separation.
a) Human resource management
b) Human asset accounting
c) Research and Development (R&D)
d) Change management
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
33) All of the following are core responsibilities of human resource managers EXCEPT
a) employee recruitment.
b) training and performance evaluation.
c) employee compensation and benefits.
d) company budget forecasts.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
34) Bianca is a human resource manager. Her responsibilities might include all of the following activities EXCEPT
a) developing employee training programs.
b) administering employee benefit programs.
c) projecting sales for the coming six-month period.
d) administering compensation plans.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
35) Which of the following is one of the overall objectives of the human resource management department in an organization?
a) Maximizing employee effectiveness in the organization
b) Forecasting anticipated sales
c) Determining various sources of operating funds in the organization
d) Supervising hourly employees on a daily basis
Difficulty: Medium
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
36) Which of the following contains employee data such as age, gender, education, experience, training, and specialized skills?
a) Job analysis
b) Job description
c) Human resource inventory
d) Job specification
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
37) Which of the following is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job?
a) Job analysis
b) Job description
c) Human resource inventory
d) Job specification
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
38) Which of the following includes information such as job title, location, reporting to and of employees, job summary, nature and objectives of the job, and tasks and duties to be performed?
a) Job analysis
b) Job description
c) Human resource inventory
d) Job specification
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
39) Which of the following is a written statement of educational qualifications, specific qualities, level of experience, and physical, emotional, technical, and communication skills required to perform a job?
a) Job analysis
b) Job description
c) Human resource inventory
d) Job specification
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
40) Which of the following is an example of a bona fide occupational qualification (BFOQ) that may cut across the Equal Employment Opportunity Commission’s (EOCC) protected classes?
a) Models of both genders can apply to appear in a series of apparel advertisements.
b) People who are not fluent in English can apply for jobs at a packaging plant.
c) Members of the Catholic Church can only fill the position of dean at a seminary.
d) Actors of any race can apply for the lead role in a period drama.
Difficulty: Hard
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Application
41) Sushma, a young surgical intern, must perform microsurgeries on surgical training models under the instruction and supervision of an expert in the field via videoconferencing. This is an example of
a) induction training.
b) a management development program.
c) apprenticeship training.
d) online training.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Application
42) The first step in the employee recruitment process is
a) reviewing applications and résumés.
b) interviewing candidates.
c) conducting employment tests.
d) identifying job requirements.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
43) What is the purpose of the Equal Employment Opportunity Commission (EEOC)?
a) To determine employee benefits and compensation packages
b) To guarantee companies pay social security for all employees
c) To investigate discrimination complaints
d) To enforce the Family and Medical Leave Act of 1993
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Diversity
Bloomcode: Comprehension
44) Which of the following statements about Title VII of the Civil Rights Act is NOT correct?
a) It created the Equal Employment Opportunity Commission (EEOC).
b) It prohibits discrimination of employees based on race, religion, color, sex, or national origin.
c) It helps employers determine the compensation package for each job band within a company.
d) It includes the right to a jury trial for victims of employment discrimination.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Diversity
Bloomcode: Comprehension
45) When are employees most likely to learn about company policies regarding their rights and benefits?
a) During the orientation
b) During the performance appraisal
c) During the evaluation
d) During the feedback session
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
46) A variation of on-the-job training is
a) online training programs.
b) conferences.
c) classroom lectures.
d) apprenticeship programs.
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
47) Ramone, a new employee, is hired for the role of a project analyst. He learns the skills by being an assistant to a senior project analyst. Which of the following types of training is indicated in this scenario?
a) Near-site training
b) Apprenticeship training
c) Vestibule training
d) Job swapping
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Application
48) Some companies are replacing classroom training with computer-based and online training programs because these programs offer all of the following advantages EXCEPT
a) reduced travel costs.
b) online training programs are less difficult.
c) online training offers consistent presentations.
d) employees can learn at their own pace.
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
49) Alexandra is a promising middle manager for a large company. She is taking part in a training program designed to improve her skills and broaden her knowledge of the company and the entire industry. Alexandra is taking part in a(n)
a) management development program.
b) on-the-job training program.
c) apprenticeship program.
d) 360-degree review.
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
50) Based on employee performance appraisals, managers make objective decisions about all of the following EXCEPT
a) additional training needs.
b) compensation.
c) corporate outsourcing.
d) promotion.
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
51) A concern about performance reviews is that
a) they are held too frequently.
b) they may be skewed in favor of a single manager’s subjective opinion.
c) they are mostly based on criteria that are objective rather than subjective.
d) they take place in the form of two-way communication.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
52) Zain is a middle manager for Distress Corp. He has requested an evaluation by a panel to include coworkers, superiors, subordinates, and several of the company’s clients. This type of evaluation is called a
a) management development program.
b) Professional Analysis, Inc. (PAI) review.
c) status performance appraisal.
d) 360-degree performance review.
Difficulty: Easy
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Application
53) Cassandra is scheduled for a 360-degree performance review at SpaceRock Corp. She should know that the advantage of this type of review is that
a) it involves less work for employees and managers.
b) it gathers feedback from multiple perspectives.
c) it results in outcomes untainted by personal disputes.
d) it is less time consuming than a traditional review.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Application
54) Alexander, an electrician for ABC Electricals, is paid $50 for each hour he works during the day. After 5 p.m. and on weekends, he is paid the overtime rate of one and one-half times the regular hourly rate. In this scenario, Alexander is paid a
a) wage.
b) bonus.
c) commission.
d) salary.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
55) Samira is paid $55,000 per year as a research analyst. This type of compensation is called a(n)
a) salary.
b) wage.
c) time wage.
d) employee benefit.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
56) Most companies base their compensation policies on all of the following factors EXCEPT
a) government legislation.
b) cost of living.
c) worker’s commitments.
d) worker productivity.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
57) Yashmi receives a bonus of $1,500 at the end of the year based on the cost savings. Which form of incentive compensation is indicated in this case?
a) Profit sharing
b) Pay for knowledge
c) Lump-sum bonus
d) Gain sharing
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
58) Gain sharing is a type of incentive compensation that provides
a) increased stock options if the company is doing well.
b) bonuses for recruiting new employees for needed positions.
c) bonuses based on quality improvements.
d) salary increases based on learning new job skills.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
59) Which of the following is NOT a trend in employee benefits?
a) Many companies are offering incentives for employees to live healthier lives.
b) Employers are now paying a greater percentage of health care costs.
c) Some companies are now reducing the contributions made to workers’ 401(k) plans.
d) Employee benefits amount to approximately 30 percent of total compensation.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
60) All of the following employee benefits are required by law with the exception of
a) health insurance.
b) Social Security.
c) unemployment insurance.
d) Medicare.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
61) Corey is able to select the type of benefits he receives by choosing from a list of possibilities including health insurance, dental and vision plans, and life and disability. This type of cafeteria plan is called a _____ benefits plan.
a) flexible
b) supplemental
c) voluntary
d) legally mandated
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
62) All of the following are examples of flexible working arrangements EXCEPT
a) telecommuting.
b) compressed workweeks.
c) job sharing plans.
d) 401(k) plans.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
63) Suzie is a full-time nurse and would like to start and end work late to better accommodate her children’s school hours. Which of the following would be ideal for her situation?
a) Flextime
b) Job sharing program
c) Telecommuting agreement
d) Compressed workweek
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
64) Candace’s company allows her to work four 10-hour days and then have three days off each week. This type of flexible work arrangement is known as
a) job sharing program
b) compressed workweek
c) telecommuter
d) flextime
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
65) Rosie’s company allows her to complete most of her work tasks from her home. Which flexible work plan is indicated in this case?
a) Job sharing program
b) Compressed workweek
c) Telecommuting agreement
d) Flextime
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
66) Who among the following is most likely to have a telecommuting agreement with his or her employer?
a) Dilan, who starts work at 10:00 a.m. and finishes work at 7:00 p.m.
b) Maria, who works four 11-hour days and takes three days off each week
c) Angelo, who works from home from 9:00 a.m. to 6:00 p.m.
d) Syed, who works 20-hours a week as a part-time employee
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
67) Angela was recently terminated from her position at an insurance agency due to unethical behavior. This is an example of
a) voluntary turnover
b) involuntary separation
c) downsizing
d) outsourcing
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Application
68) Cheyenne, who has two toddlers at home, and Amber, who attends college during the day, work for a company that has allowed them to divide the tasks of a project, which would normally be assigned to one person, between themselves. This is an example of
a) job sharing
b) flextime
c) telecommuting
d) a flexible benefit plan
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Application
69) Gerry decided to switch to another job. Before he left the company, he talked to someone in the human resources department about the reasons why he was leaving. Gerry went through a(n) _____ interview.
a) informal
b) exit
c) downsizing
d) outsourcing
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
70) JoAnna manages the finance department at her company, and she discovers that one of her employees is performing poorly and letting coworkers pick up the slack. JoAnna knows that resentment is building, so after an initial write-up, she proceeds with a(n) _____ of the employee.
a) downsizing
b) voluntary turnover
c) outsourcing
d) involuntary turnover
Difficulty: Medium
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Application
71) Which of the following is often a negative result of downsizing?
a) Employee morale declines
b) Product quality drops
c) Competitive position deteriorates
d) Customer service quality declines
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
72) Which of the following tasks are NOT typically outsourced?
a) Accounting
b) Core business
c) Noncore business
d) Production
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
73) Kyle’s company contracted with a third-party external to provide technical and computer support. This is an example of
a) restructuring the whole organization.
b) downsizing.
c) employee empowerment.
d) outsourcing.
Difficulty: Medium
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Application
74) Which of the following organizations is engaged in reshoring?
a) Finnacle Corp. hires a third-party from outside the United States to provide customer service function over the phone.
b) KGH Corp. eliminates marketing roles by combining the Sales and Marketing departments as one department.
c) GreenLime Company terminates three employees because of their poor performance.
d) Helix Company brings the technical support function which was contracted out back to the United States as an in-house function.
Difficulty: Medium
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Application
75) According to the process of motivation, a need produces motivation which leads to
a) goal-directed behavior
b) rewards
c) satisfaction
d) stress-directed behavior
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
76) Rima feels there is no room for career growth in her current job and decides to resign. Since she is a valuable employee, the human resources manager would like to retain her. Which of the following is most likely to persuade her to stay?
a) Offering her a raise
b) Offering her training for a higher position
c) Allaying her job security fears
d) Transferring her to a company branch in another city
Difficulty: Medium
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Application
77) A key premise of Maslow’s hierarchy of needs theory is that
a) people’s needs are based on their wants.
b) people’s needs are arranged in a hierarchy of importance.
c) higher order needs have to be satisfied first.
d) satisfied needs are motivators and unsatisfied needs are not motivators.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
78) According to Maslow, an individual gives first priority to satisfy his or her _____ need.
a) esteem
b) self-actualization
c) physiological
d) safety
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
79) Brionna, a sales representative, bought a cellular phone to use in case her car breaks down, while traveling between appointments. Which level of Maslow’s need hierarchy is Brionna addressing?
a) Safety
b) Physiological
c) Self-actualization
d) Esteem
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
80) The desire to be accepted by family, friends, and co-workers is what Maslow called _____ needs.
a) physiological
b) esteem
c) social
d) self-actualization
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
81) According to Maslow, the desire to feel valued and recognized by others is a(n) _____ need.
a) safety
b) self-actualization
c) physiological
d) esteem
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
82) Jessica is the captain of her college basketball team. Her long-term goal is to be selected for the All American Women’s basketball team. Jessica is motivated by
a) esteem needs.
b) social needs.
c) self-actualization needs.
d) physiological needs.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
83) In the context of Maslow’s hierarchy of needs, who among the following is aiming at satisfying his or her employees’ self-actualization needs?
a) Lillian provides her employees with salaries that match the average salary in the industry.
b) Ramona provides health insurance benefits for all her employees.
c) Yusuf provides his employees with opportunities to pursue management degrees.
d) Alex provides awards and vacation packages to her employees in recognition of their excellent work performance.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
84) According to Herzberg, which of the following job factors is essential to job satisfaction although they cannot motivate employees?
a) Recognition
b) Advancement
c) Growth opportunities
d) Job security
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
85) An example of a job factor that is important to job satisfaction though it does not contribute directly to motivation is
a) company policy.
b) opportunity for growth.
c) achievement.
d) job responsibility.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
86) What is TRUE regarding Vroom’s expectancy theory?
a) It states that people’s needs are arranged on a hierarchy of importance and the higher-order needs must be satisfied first before they move on to lower-order needs such as safety needs.
b) It states that employees compare their results with those of coworkers and decrease their efforts if they feel they are under-rewarded for similar work.
c) It describes the process by which people are motivated to accept challenging goals and receive feedback on their progress.
d) It describes the process people use to evaluate the likelihood that their efforts will yield the results they want, along with the degree to which they want those results.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
87) _____ is concerned with an individual’s perception of fair and equitable treatment.
a) Expectancy theory
b) Maslow’s hierarchy of needs theory
c) Equity theory
d) Goal-setting theory
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
88) The basic components of goal-setting theory include all of the following EXCEPT
a) goal difficulty.
b) performance feedback.
c) goal acceptance.
d) time management.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
89) Katherine announces to her staff that she intends to lower costs in their department by 5 percent. Which component of goal setting is indicated in this case?
a) Goal specificity
b) Time management
c) Goal acceptance
d) Performance review
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
90) Which of the following is NOT a key principle of management by objectives (MBO)?
a) Specific objectives for each individual
b) Performance evaluation and feedback
c) Autocratic decision making
d) Specific time period to accomplish goals
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
91) The goal of _____ is to increase employees’ interest in their jobs and allow them to learn more about different jobs in the company.
a) job enlargement
b) job management
c) job rotation
d) job enrichment
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
92) Sable is the head chef in a restaurant and has decided to increase the number of tasks performed by the kitchen staff. The added tasks do not result in increased challenge or authority. Sable’s efforts are called job
a) sharing.
b) enrichment.
c) management.
d) enlargement.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
93) Perseus, manager of a purchasing department, keeps a close watch on his employees to make sure they don’t extend their work breaks beyond the 15-minute time allotment. Perseus would be described as a _____ manager.
a) Theory B
b) Theory Y
c) Theory X
d) Theory Z
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
94) Who is most likely to be Theory X manager?
a) Hilary believes that monetary rewards are the only valid motivators.
b) Adrian allows her employees to make most of their own decisions.
c) Ursula believes that job enrichment and empowerment will motivate employees to work better.
d) Fiona aims at satisfying her employees’ higher order needs.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
95) Daffodil, a supervisor of data entry clerks, includes her subordinates in decision making whenever possible. She believes that most people can think of creative ways to solve work-related problems. Daffodil’s assumption about worker behavior is based on
a) Theory Y
b) management by objectives (MBO)
c) Theory X
d) Maslow’s hierarchy of needs
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
96) Dabney, a management trainee, completed a leadership profile in which he was identified as having Theory Y assumptions about people. Therefore, Dabney would believe that
a) the typical employee dislikes work and tries to avoid it whenever possible, so management must coerce him or her to get the job done.
b) the average person has relatively little ambition and wants security above all.
c) the typical person actually likes work and will seek and accept greater responsibility.
d) the worker involvement is the key to increased productivity for the company and improved quality of work life for employees.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
97) Mica is a supervisor and she works hard to involve her employees in all aspects of the operation believing that employee involvement is a key to improving productivity. Mica is a _____ manager.
a) Theory Y
b) Theory X
c) Theory C
d) Theory Z
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
98) An expansion of job duties that empowers an employee to make decisions and learn new skills leading toward career growth is known as
a) job enlargement.
b) job rotation.
c) job enrichment.
d) job management.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
99) Which of the following is a higher-order need according to Maslow’s hierarchy of needs?
a) Acceptance by friends
b) Physical protection
c) Economic protection
d) Shelter
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
100) A union that represents a single community in a specific area is an example of a(n)
a) local union.
b) international union.
c) national union.
d) free union.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
101) The National Labor Relations Act of 1935 (Wagner Act) required employers to
a) limit the amount of hours worked per week
b) negotiate with elected representatives of their employees
c) establish open shops where unions are free to organize
d) hold regularly scheduled elections of union officers by secret ballot
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
102) The Fair Labor Standards Act
a) established the federal minimum wage.
b) outlawed union shops.
c) outlawed secondary boycotts.
d) legalized collective bargaining in the Unites States.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Comprehension
103) Union contracts typically cover a time period of
a) less than one year.
b) two to three years.
c) five years.
d) more than five years.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
104) Collective bargaining encompasses all of the following issues EXCEPT
a) employee wages.
b) Hours.
c) working conditions.
d) investor relations.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
105) Ramone is trying to resolve a labor dispute. He is impartial and meets with both sides, makes a number of recommendations, and suggests a compromise. Ramone is acting as a(n) _____ and _____ force a settlement.
a) mediator; cannot
b) mediator; can
c) arbitrator; cannot
d) arbitrator; can
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Application
106) A complaint that management is violating a provision of a union contract often results in
a) the process of mediation.
b) a work slowdown.
c) the filing of a grievance.
d) a strike.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
107) Chichi is working on a labor dispute. He meets with both sides, listens to their proposals, and makes a decision on a new contract which is legally binding. Chichi is acting as a(n)
a) mediator
b) counsellor
c) social worker
d) arbitrator
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Application
108) The arbitrator must be acceptable to
a) both the federal government and the union.
b) both the management and the union.
c) the union-only.
d) the management only.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
109) The _____ is one of the most effective tools of the labor union.
a) strike
b) boycott
c) picket line
d) slowdown
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
110) A _____ is an organized attempt to keep the public from purchasing the goods or services of a company.
a) strike
b) walkout
c) lockout
d) boycott
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
111) Union workers at an auto parts plant go out on strike. In response, the management closes the plant. This tactic is known as a
a) lockout.
b) cooling-off period.
c) secondary boycott.
d) Strikebreaker.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
112) Which of the following was enacted to promote honesty and democracy in running unions’ internal affairs?
a) The Taft-Hartley Act of 1947
b) The Landrum-Griffin Act of 1959
c) The Fair Labor Standards Act of 1938
d) The National Labor Relations Act of 1935
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
113) The employees of a bakery chain marched down the streets chanting slogans to protest the management’s refusal to raise their wages. This is an example of
a) a strike.
b) a lockout.
c) boycotting.
d) picketing.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Application
114) Which of the following is a tactic used by managements to deal with organized labor when negotiations break down?
a) A strike
b) Downsizing
c) A lockout
d) Outsourcing
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
115) When would picketing not be protected under the U.S. Constitution as freedom of speech?
a) When it negatively affects surrounding businesses
b) When its purpose is to demand fewer working hours
c) When it creates traffic congestion
d) When it involves violence
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
Question type: True/False
116) Forecasting sales and personnel requirements, as well as recruiting new employees are the responsibilities of human resource departments.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
117) Human resource plans must be based on an organization’s overall competitive strategies.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
118) Human resource managers play less of a role in creating a work environment that generates employee satisfaction than the employees themselves.
Difficulty: Easy
Learning Objective 1: 8.1
Section Reference 1: Explain the role of human resources: the people behind the people.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
119) Companies sometimes have trouble finding the right person for each job even with a large number of job candidates competing for a small number of openings.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
120) Skills inventory contains employee data such as age, gender, education, experience, training, and specialized skills.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
121) Skills inventory is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
122) Job specification includes information such as job title, location, reporting to and of employees, job summary, nature and objectives of the job, and tasks and duties to be performed.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
123) Job description is a written statement of educational qualifications, specific qualities, level of experience, and physical, emotional, technical, and communication skills required to perform a job.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
124) A quick but expensive way to reach a large pool of job seekers is internet recruiting.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
125) Most companies are still hesitant to use social media sites as a way to network with job seekers.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
126) The Civil Rights Act of 1991 expanded the alternatives available to victims of employment discrimination to include damages for emotional distress.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Diversity
Bloomcode: Knowledge
127) Candidates must provide information about their marital status, according to U.S. laws.
Difficulty: Medium
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
128) To avoid bad hiring decisions, some companies require job candidates to perform tasks related to the job they’re seeking as part of the job application process.
Difficulty: Easy
Learning Objective 1: 8.2
Section Reference 1: Describe recruitment and selection.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
129) While online training is usually less costly than classroom training, it does not offer consistent presentations.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
130) To improve the skills and broaden the knowledge of current or future managers and executives is the objective of the management development programs.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Discuss orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
131) An effective performance review should be linked to organizational goals.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Describe orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
132) “It requires less work for both employees and managers,” is the key advantage of 360-degree performance reviews.
Difficulty: Medium
Learning Objective 1: 8.3
Section Reference 1: Describe orientation, training, and evaluation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
133) Salary is a term that represents compensation based on the number of hours worked.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
134) The Family and Medical Leave Act of 1993 requires covered employers to receive child care and health insurance benefits.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
135) Each employee, in a cafeteria plan, receives a set allowance to pay for benefits depending on his or her needs.
Difficulty: Medium
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
136) Flexible work plans have proven to reduce absenteeism and boost work productivity.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
137) Flextime is a scheduling system that allows employees to select the day of the week on which they will work.
Difficulty: Easy
Learning Objective 1: 8.4
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
138) Why an employee is leaving can be learned from exit interviews by employers.
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Describe compensation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
139) Research finds that downsizing guarantees an improvement in employee morale and a decrease in costs.
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
140) Downsizing is a method used to weed out employees who exhibit poor performance.
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
141) Transferring core jobs outside the company refers to outsourcing.
Difficulty: Easy
Learning Objective 1: 8.5
Section Reference 1: Discuss employee separation.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
142) Motivation leads to goal-directed behavior.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
143) People’s unsatisfied needs are not motivators, according to Maslow.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
144) In the context of Maslow’s hierarchy of needs, managers can satisfy their employees’ social needs through teamwork and group lunches.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
145) Adil received a companywide award for his idea to improve worker safety. This award will help satisfy Roberto’s social needs.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
146) Afia believes in giving her employees challenging assignments so they can realize their own potential. Afia is attempting to satisfy her employee’s self-actualization needs.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
147) “Our company wants to increase sales by 8 percent in the following financial year.” This is an example of goal specificity.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
148) Herzberg created two basic labels for managers: Theory A and Theory B.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
149) Rizvi thinks that employees must be closely supervised and controlled at all times. Rizvi is a Theory X manager.
Difficulty: Medium
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Application
150) Theory X assumes that the typical person actually likes work and will seek and accept greater responsibility.
Difficulty: Easy
Learning Objective 1: 8.6
Section Reference 1: Explain the different methods for motivating employees.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
151) The Taft-Hartley Act legalized collective bargaining.
Difficulty: Medium
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
152) The Fair Labor Standards Act established a federal minimum wage.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
153) Whether to accept or reject a contract must be voted on by union members.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
154) A union’s bargaining process must end upon the rejection of a contract.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
155) In order to use the services of an arbitrator, both union members and management must agree on the arbitrator selected.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
156) A strike seeks to disrupt business as usual.
Difficulty: Easy
Learning Objective 1: 8.7
Section Reference 1: Discuss labor–management relations.
Standard 1: AACSB || Analytic
Bloomcode: Knowledge
Document Information
Connected Book
Contemporary Business 18e | Test Bank by Louis E. Boone
By Louis E. Boone
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