uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

Apr 10, 2020 | uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

uestion1
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text
Discuss the Fair Labor Standards Act.
(20)

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Question2
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text
Describe the advantages and disadvantages of
corporate-wide pay-for-performance plans.

Question3
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text
What did you learn from Chapters 6-11 that was most
meaningful to you?

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Question4
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Marked out of 2
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Question
text
During the early 2000s, which of the following was
true of the business and employment environment?
Select one:
a.
Involuntary separations increased by 30%.
b.
Global competition created a need for larger workforces.
c.
The labor market became tighter as employees quit jobs voluntarily to find
better jobs.
d.
The labor market weakened as new technologies replaced many workers in large
corporations.
e.
Voluntary separations decreased as most employees were reluctant to leave
stable jobs in such an uncertain market.
Question5
Not yet answered
Marked out of 2
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Question
text
A company wants to know the rate at which employees
voluntarily leave the firm. The company needs to:
Select one:
a.
measure its turnover use.
b.
conduct an HR audit.
c.
conduct a diversity audit.
d.
track reasons for discharges and separations.
e.
none of the above.
Question6
Not yet answered
Marked out of 2
Flag question
Question
text
Companies strive to manage their turnover rates
because:
Select one:
a.
of the potential impact on their public relations image.
b.
of the legal requirements regarding warnings of layoffs.
c.
of the need to plan for replacement workers.
d.
turnover provides an opportunity for greater diversity and a positive
affirmative action image.
e.
they want to monitor and control and employee replacement costs.
Question7
Not yet answered
Marked out of 2
Flag question
Question
text
The costs of employee separations depends upon
which of the following?
Select one:
a.
Whether the employee was a member of a protected class or not
b.
Whether the employee had a voluntary separation
c.
Whether the employee will be replaced or not
d.
Whether the employee was a new hire
e.
All of the above
Question8
Not yet answered
Marked out of 2
Flag question
Question
text
Which of the following is a comprehensive list of
the functions in performance appraisal?
Select one:
a.
Identifying, measuring, and managing human performance in organizations
b.
Identifying, determining, and implementing human performance in organizations
c.
Performing an employee assessment based either on relative or absolute
judgments
d.
Performing an employee assessment based upon both relative and absolute
judgments
e.
None of the above
Question9
Not yet answered
Marked out of 2
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Question
text
A manager is in the process of deciding how
effective or ineffective an employees behavior has been. This manager is in
the ______stage of the performance appraisal model.
Select one:
a.
identification
b.
measurement
c.
management
d.
design
e.
performance improvement
Question10
Not yet answered
Marked out of 2
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Question
text
Emma is thinking through the future evaluation of
her employees. Right now she is determining what specific areas of each
employees work she should evaluate. Emma is in the process of:
Select one:
a.
measuring performance to make a judgment about how good or bad that performance
is.
b.
identifying areas of job performance that should be evaluated.
c.
managing the work process.
d.
assessing.
e.
evaluating performance.
Question11
Not yet answered
Marked out of 2
Flag question
Question
text
Organizations face a number of important training
issues such as:
Select one:
a.
How can training keep pace with a changing organizational environment?
b.
How will training be funded?
c.
Does our training meet EEO criteria?
d.
Do we recruit experienced people or inexperienced people and train them?
e.
All of the above
Question12
Not yet answered
Marked out of 2
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Question
text
The goal of development is:
Select one:
a.
an immediate improvement in performance.
b.
to prepare for future work.
c.
to improve performance on the current job.
d.
to develop key skills.
e.
to improve performance by addressing deficiencies in knowledge.
Question13
Not yet answered
Marked out of 2
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Question
text
Tortes and Cakes Corporation (TCC) is redesigning
its work processes and wants to tap into the new work technology. Most of the
computer programs they will need are quite complex, but TCC wants to
computerize the entire business within 18 months. What kind of development
should TCC use?
Select one:
a.
Diversity training
b.
Cross-functional training
c.
Development
d.
Training
e.
HR development
Question14
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Marked out of 2
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text
Development is different from training in that
development:
Select one:
a.
has a longer time frame than training.
b.
focuses on the current job.
c.
is narrow in scope.
d.
has the goal of improved performance.
e.
has a shorter time frame than training does.
Question15
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Marked out of 2
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Question
text
Career development differs from training in that:
Select one:
a.
career development has a short-term focus. Training has a long-term focus.
b.
career development is initiated by employees and training is initiated by the
organization.
c.
career development has a wider focus and broader scope than training..
d.
career development is more beneficial to the organization and training is more
beneficial
to the individual employee.
e.
training is more popular in organizations than is career development.
Question16
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Marked out of 2
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Question
text
Career development:
Select one:
a.
usually involves a one-time event or opportunity to enhance long-term skills.
b.
is a formal, organized, ongoing effort to develop peoples skills.
c.
has been in existence since the turn of the century.
d.
is usually a highly selective process which guarantees success through that
selectivity.
e.
focuses on individual over organizational needs.
Question17
Not yet answered
Marked out of 2
Flag question
Question
text
When it comes to career development, workers:
Select one:
a.
generally know precisely what they want to do with their careers.
b.
usually take sufficient action to ensure that they will be considered for new
career
opportunities.
c.
seldom experience a mismatch between their goals and career opportunities..
d.
often have goals their organizations do not know about.
e.
usually dont have sufficient experience to warrant promotion to the positions
they
desire.
Question18
Not yet answered
Marked out of 2
Flag question
Question
text
When businesses do not provide career development
to employees, it increases the
possibilities that:
Select one:
a.
turnover will decrease.
b.
all employees will begin self-development.
c.
employees will be encouraged by promotion possibilities.
d.
employees will specialize in their specific jobs.
e.
the business will not keep pace with the changing business environment.

Question24
Not yet answered
Marked out of 2
Flag question
Question
text
A key assumption behind pay-for-performance
compensation is that::
Select one:
a.
the importance of the job needs to be weighed in fighting the incentive.
b.
the organizations performance depends on individuals performance.
c.
teams are not suitable vehicles for incentive programs..
d.
accurate job evaluations and market surveys are critical to calculate
incentives.
e.
rewarding performances, not fairness, is key to incentive-based compensation.
Question25
Not yet answered
Marked out of 2
Flag question
Question
text
The do only what you get paid for syndrome is a
potential problem tied to which of the
following conditions?:
Select one:
a.
Companies do not use a pay-for-performance strategy.
b.
Employees help develop a pay-for-performance strategy.
c.
Employers who are appraising employee performance are biased toward the
employees.
d.
Pay is closely tied to specific performance indications.
e.
Employee intrinsic drives are reinforced.
Question26
Not yet answered
Marked out of 2
Flag question
Question
text
If a team is paid based on meeting its production
goals and each member of the team must
contribute a minimal percentage toward the goal to share in the team award,
then the pay-for-
performance system is:
Select one:
a.
promoting increased employee involvement.
b.
promoting the belief that performance makes a difference.
c.
using other HRM programs at the same time..
d.
building employee trust..
e.
using multiple layers of rewards.
Question27
Not yet answered
Marked out of 2
Flag question
Question
text
When inviting employee involvement in the design of
an incentive compensation system, it is important that:
Select one:
a.
employees to be told that their ideas may not have any influence on the system
design.
b.
employees be involved in the dispensation of the rewards.
c.
employees make final decisions on the system design.
d.
employees be able to influence the system design, but not be involved in
dispensing the
rewards.
e.
managers strictly limit the amount of employee input.
Question28
Not yet answered
Marked out of 2
Flag question
Question
text
If managers permit or increase employee involvement
in the design of an incentive
compensation system:
Select one:
a.
employees will more likely trust it.
b.
the managers will spend all their time in conflict resolution.
c.
employees intrinsic drives will be reduced.
d.
their ability to evaluate performance will be diminished.
e.
They should not include nonfinancial rewards in the system.
uestion1Not yet answeredMarked out of 20Flag questionQuestion
textDiscuss the Fair Labor Standards Act.
(20)Path: pQuestion2Not yet answeredMarked out of 20Flag questionQuestion
textDescribe the advantages and disadvantages of
corporate-wide pay-for-performance plans.Question3Not yet answeredMarked out of 10Flag questionQuestion
textWhat did you learn from Chapters 6-11 that was most
meaningful to you?Path: pQuestion4Not yet answeredMarked out of 2Flag questionQuestion
textDuring the early 2000s, which of the following was
true of the business and employment environment?Select one:a.
Involuntary separations increased by 30%.b.
Global competition created a need for larger workforces.c.
The labor market became tighter as employees quit jobs voluntarily to find
better jobs.d.
The labor market weakened as new technologies replaced many workers in large
corporations.e.
Voluntary separations decreased as most employees were reluctant to leave
stable jobs in such an uncertain market.Question5Not yet answeredMarked out of 2Flag questionQuestion
textA company wants to know the rate at which employees
voluntarily leave the firm. The company needs to:Select one:a.
measure its turnover use.b.
conduct an HR audit.c.
conduct a diversity audit.d.
track reasons for discharges and separations.e.
none of the above.Question6Not yet answeredMarked out of 2Flag questionQuestion
textCompanies strive to manage their turnover rates
because:Select one:a.
of the potential impact on their public relations image.b.
of the legal requirements regarding warnings of layoffs.c.
of the need to plan for replacement workers.d.
turnover provides an opportunity for greater diversity and a positive
affirmative action image.e.
they want to monitor and control and employee replacement costs.Question7Not yet answeredMarked out of 2Flag questionQuestion
textThe costs of employee separations depends upon
which of the following?Select one:a.
Whether the employee was a member of a protected class or notb.
Whether the employee had a voluntary separationc.
Whether the employee will be replaced or notd.
Whether the employee was a new hiree.
All of the aboveQuestion8Not yet answeredMarked out of 2Flag questionQuestion
textWhich of the following is a comprehensive list of
the functions in performance appraisal?Select one:a.
Identifying, measuring, and managing human performance in organizationsb.
Identifying, determining, and implementing human performance in organizationsc.
Performing an employee assessment based either on relative or absolute
judgmentsd.
Performing an employee assessment based upon both relative and absolute
judgmentse.
None of the aboveQuestion9Not yet answeredMarked out of 2Flag questionQuestion
textA manager is in the process of deciding how
effective or ineffective an employees behavior has been. This manager is in
the ______stage of the performance appraisal model.Select one:a.
identificationb.
measurementc.
managementd.
designe.
performance improvementQuestion10Not yet answeredMarked out of 2Flag questionQuestion
textEmma is thinking through the future evaluation of
her employees. Right now she is determining what specific areas of each
employees work she should evaluate. Emma is in the process of:Select one:a.
measuring performance to make a judgment about how good or bad that performance
is.b.
identifying areas of job performance that should be evaluated.c.
managing the work process.d.
assessing.e.
evaluating performance.Question11Not yet answeredMarked out of 2Flag questionQuestion
textOrganizations face a number of important training
issues such as:Select one:a.
How can training keep pace with a changing organizational environment?b.
How will training be funded?c.
Does our training meet EEO criteria?d.
Do we recruit experienced people or inexperienced people and train them?e.
All of the aboveQuestion12Not yet answeredMarked out of 2Flag questionQuestion
textThe goal of development is:Select one:a.
an immediate improvement in performance.b.
to prepare for future work.c.
to improve performance on the current job.d.
to develop key skills.e.
to improve performance by addressing deficiencies in knowledge.Question13Not yet answeredMarked out of 2Flag questionQuestion
textTortes and Cakes Corporation (TCC) is redesigning
its work processes and wants to tap into the new work technology. Most of the
computer programs they will need are quite complex, but TCC wants to
computerize the entire business within 18 months. What kind of development
should TCC use?Select one:a.
Diversity trainingb.
Cross-functional trainingc.
Developmentd.
Traininge.
HR developmentQuestion14Not yet answeredMarked out of 2Flag questionQuestion
textDevelopment is different from training in that
development:Select one:a.
has a longer time frame than training.b.
focuses on the current job.c.
is narrow in scope.d.
has the goal of improved performance.e.
has a shorter time frame than training does.Question15Not yet answeredMarked out of 2Flag questionQuestion
textCareer development differs from training in that:Select one:a.
career development has a short-term focus. Training has a long-term focus.b.
career development is initiated by employees and training is initiated by the
organization.c.
career development has a wider focus and broader scope than training..d.
career development is more beneficial to the organization and training is more
beneficial
to the individual employee.e.
training is more popular in organizations than is career development.Question16Not yet answeredMarked out of 2Flag questionQuestion
textCareer development:Select one:a.
usually involves a one-time event or opportunity to enhance long-term skills.b.
is a formal, organized, ongoing effort to develop peoples skills.c.
has been in existence since the turn of the century.d.
is usually a highly selective process which guarantees success through that
selectivity.e.
focuses on individual over organizational needs.Question17Not yet answeredMarked out of 2Flag questionQuestion
textWhen it comes to career development, workers:Select one:a.
generally know precisely what they want to do with their careers.b.
usually take sufficient action to ensure that they will be considered for new
career
opportunities.c.
seldom experience a mismatch between their goals and career opportunities..d.
often have goals their organizations do not know about.e.
usually dont have sufficient experience to warrant promotion to the positions
they
desire.Question18Not yet answeredMarked out of 2Flag questionQuestion
textWhen businesses do not provide career development
to employees, it increases the
possibilities that:Select one:a.
turnover will decrease.b.
all employees will begin self-development.c.
employees will be encouraged by promotion possibilities.d.
employees will specialize in their specific jobs.e.
the business will not keep pace with the changing business environment.

Question19Not yet answeredMarked out of 2Flag questionQuestion
textIn the opening case in chapter 10, an experienced
computer programmer complains that new
hires start at Sigma, Inc. at 15% more than his salary. Dr. Smiths answer
reveals that
Sigmas compensation system is built on a.gif” alt=”No”> ________ compensation
model.Select one:a.
balanced equityb.
distributive justicec.
labor marketd.
free markete.
egalitarianQuestion20Not yet answeredMarked out of 2Flag questionQuestion
textIn the opening case in chapter 10, secretary
complains that janitors make more money than
she does. Her complaints and Dr. Smiths response show that Sigmas
compensation
system:Select one:a.
may lack internal equity.b.
uses variable pay to induce performance.c.
uses individual-based pay.d.
stresses non-monetary rewards..e.
is a decentralized pay system.Question21Not yet answeredMarked out of 2Flag questionQuestion
textThe compensation system of a company:Select one:a.
has no bearing on the labor costs of the business.b.
relates exclusively to attracting employees.c.
has a direct relationship on labor costs and whether employee costs contribute
or detract
from business profitability.d.
is free from all government regulation.e.
all of the aboveQuestion22Not yet answeredMarked out of 2Flag questionQuestion
textIt seems that pay incentives, or
pay-for-performance, is:Select one:a.
on the increase in companies across the country.b.
on the decline due to implementation problems.c.
simply one of many incentive systems that companies are trying.d.
not as motivating to employees as employers thought it would bee.
having a significant impact on the quality and productivity of workers across
the United States.Question23Not yet answeredMarked out of 2Flag questionQuestion
textThe most common type of pay for performance is:Select one:a.
nonfinancial incentives.b.
perks.c.
bonuses.d.
employee services.e.
stock options.
Question24Not yet answeredMarked out of 2Flag questionQuestion
textA key assumption behind pay-for-performance
compensation is that::Select one:a.
the importance of the job needs to be weighed in fighting the incentive.b.
the organizations performance depends on individuals performance.c.
teams are not suitable vehicles for incentive programs..d.
accurate job evaluations and market surveys are critical to calculate
incentives.e.
rewarding performances, not fairness, is key to incentive-based compensation.Question25Not yet answeredMarked out of 2Flag questionQuestion
textThe do only what you get paid for syndrome is a
potential problem tied to which of the
following conditions?:Select one:a.
Companies do not use a pay-for-performance strategy.b.
Employees help develop a pay-for-performance strategy.c.
Employers who are appraising employee performance are biased toward the
employees.d.
Pay is closely tied to specific performance indications.e.
Employee intrinsic drives are reinforced.Question26Not yet answeredMarked out of 2Flag questionQuestion
textIf a team is paid based on meeting its production
goals and each member of the team must
contribute a minimal percentage toward the goal to share in the team award,
then the pay-for-
performance system is:Select one:a.
promoting increased employee involvement.b.
promoting the belief that performance makes a difference.c.
using other HRM programs at the same time..d.
building employee trust..e.
using multiple layers of rewards.Question27Not yet answeredMarked out of 2Flag questionQuestion
textWhen inviting employee involvement in the design of
an incentive compensation system, it is important that:Select one:a.
employees to be told that their ideas may not have any influence on the system
design.b.
employees be involved in the dispensation of the rewards.c.
employees make final decisions on the system design.d.
employees be able to influence the system design, but not be involved in
dispensing the
rewards.e.
managers strictly limit the amount of employee input.Question28Not yet answeredMarked out of 2Flag questionQuestion
textIf managers permit or increase employee involvement
in the design of an incentive
compensation system:Select one:a.
employees will more likely trust it.b.
the managers will spend all their time in conflict resolution.c.
employees intrinsic drives will be reduced.d.
their ability to evaluate performance will be diminished.e.
They should not include nonfinancial rewards in the system.

uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

uestion1 Not yet answered Marked out of 20 Flag question Question text Discuss t

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