(TCO 10). Consider this scenario: John Hopken is the new
supervisor of a team of 12 computer programmers. He has been in his position
for 10 months, after being promoted to his position from programmer (where he
had been in place for 8 years). The promotion was hard-won; four others on his
team also applied for the promotion, and when he got his promotion, the other
four employees who didnt get the position were rather disgruntled. One of them
lashed out in a meeting early on and called him a yes-man, but otherwise most
of the issues have been undercurrents and rumor based. These four employees are
referred to as Competitors 1, 2, and 3 and Competitor Yes-Man for the purposes
of this question.

(1) What is the 360-degree appraisal? What are the pros and
cons of this appraisal tool? (10 points)

(2) Lets say you are told you must implement this
360-degree appraisal on John. How would you go about doing this? What kinds of
questions would you include on the appraisal, and who would you give it to?
What kinds of feedback might you expect, and how might you use that feedback to
help John with performance appraisals? (20 points)

(3) Would you have recommended the 360-degree appraisal as a
way to resolve this issue? Why or why not? (10 points)

Question 2. Question
:

(TCO 8) Debra is in line for a senior vice president
position at a large hotel conglomerate. She has just received a letter
appointing her to the national environmental task force for water and
electricity conservation. Which is happening to her career?
Promotion
Job
rotation
Adjusted
Committee assignment
Survival
training

Question 3. Question
:

(TCO 8) Which of the following is a purpose of a new
employee orientation program?
To
communicate relevant HRM policies, such as work hours, pay procedures, and
employee benefits
To
review the specific duties and responsibilities of the new members job
To
introduce the employee to his or her manager and coworkers
All of the above
Instructor Explanation: See Chapter 8a. It is to familiarize the new
member with the firms objectives, history, philosophy, and procedures

Question 4. Question
:

(TCO 9) Compare individual career development to
organizational career development.
They
are both the responsibility of the individual.
Organizational career
development focuses on meeting organizational goals and needs. Individual
career development focuses on meeting individual goals and needs.
Individual
career development involves training. Organizational career development does
not.
They
are different terms for the same experience.
Individual
career development has a much shorter time frame than organizational career
development.

Question 5. Question
:

According to research cited in the text, what is the primary
reason that top-performing, high-commitment employees gave for voluntarily
leaving an organization?
Career
development
Work-life balance
Promotions
Salary

Question 6. Question
:

(TCO 11) Chris, a store manager for a sporting goods
organization, is on the compensation committee. Today, the committee is
evaluating jobs. Chris and Kenny, one of the owners, are comparing jobs, one at
a time. By the end of the day, they will have compared each job to every other
job and come up with a ranking. Which method was used?
Ordering
Classification
Basic
factors
Point method
Prioritization

Question 7. Question
:

(TCO 11) Which of the following is not a performance-based
financial reward?
Piecework
Labor market adjustment
Commission
Performance
bonuses
Merit
pay plans

(TCO 10). Consider this scenario: John Hopken is the new
supervisor of a team of 12 computer programmers. He has been in his position
for 10 months, after being promoted to his position from programmer (where he
had been in place for 8 years). The promotion was hard-won; four others on his
team also applied for the promotion, and when he got his promotion, the other
four employees who didnt get the position were rather disgruntled. One of them
lashed out in a meeting early on and called him a yes-man, but otherwise most
of the issues have been undercurrents and rumor based. These four employees are
referred to as Competitors 1, 2, and 3 and Competitor Yes-Man for the purposes
of this question.(1) What is the 360-degree appraisal? What are the pros and
cons of this appraisal tool? (10 points)(2) Lets say you are told you must implement this
360-degree appraisal on John. How would you go about doing this? What kinds of
questions would you include on the appraisal, and who would you give it to?
What kinds of feedback might you expect, and how might you use that feedback to
help John with performance appraisals? (20 points)(3) Would you have recommended the 360-degree appraisal as a
way to resolve this issue? Why or why not? (10 points) Question 2. Question
: (TCO 8) Debra is in line for a senior vice president
position at a large hotel conglomerate. She has just received a letter
appointing her to the national environmental task force for water and
electricity conservation. Which is happening to her career? Promotion Job
rotation Adjusted Committee assignment Survival
training Question 3. Question
: (TCO 8) Which of the following is a purpose of a new
employee orientation program? To
communicate relevant HRM policies, such as work hours, pay procedures, and
employee benefits To
review the specific duties and responsibilities of the new members job To
introduce the employee to his or her manager and coworkers All of the above Instructor Explanation: See Chapter 8a. It is to familiarize the new
member with the firms objectives, history, philosophy, and procedures Question 4. Question
: (TCO 9) Compare individual career development to
organizational career development. They
are both the responsibility of the individual. Organizational career
development focuses on meeting organizational goals and needs. Individual
career development focuses on meeting individual goals and needs. Individual
career development involves training. Organizational career development does
not. They
are different terms for the same experience. Individual
career development has a much shorter time frame than organizational career
development. Question 5. Question
: According to research cited in the text, what is the primary
reason that top-performing, high-commitment employees gave for voluntarily
leaving an organization? Career
development Work-life balance Promotions Salary Question 6. Question
: (TCO 11) Chris, a store manager for a sporting goods
organization, is on the compensation committee. Today, the committee is
evaluating jobs. Chris and Kenny, one of the owners, are comparing jobs, one at
a time. By the end of the day, they will have compared each job to every other
job and come up with a ranking. Which method was used? Ordering Classification Basic
factors Point method Prioritization Question 7. Question
: (TCO 11) Which of the following is not a performance-based
financial reward? Piecework Labor market adjustment Commission Performance
bonuses Merit
pay plans