Chapter 1

Question 1

What is the ultimate goal of HRM
a) Main point of communication with shareholders
b) to help boost the company’s portfolio
c) To manage risk and retain great employees

Answer 1

To manage risk and retain great employees

Question 2

How does HRM create value within an organization?
a)
b) Contributing to the execution of its business strategy
c)

Answer 2

Contributing to the execution of its business strategy

Question 3

Staffing helps an organization execute what strategy?
a) Business Strategy
b) Management Strategy
c) Employee Strategy

Answer 3

Business Strategy

Question 4

Separations due to poor performance, layoffs, restructuring are what HRM function?
a) Staffing
b) Performance Management
c) Training and development

Answer 4

Staffing

Question 5

What kind of planning helps an organization have people ready to assume key positions and and reduce transition challenges?
a) Succession
b) Performance
c) Strategic

Answer 5

Succession

Question 6

What HRM function involves aligning individuals goals with organizational goals and strategies?
a) Training and Development
b) Performance Management
c) Compensation & Benefits

Answer 6

Performance & Management

Question 7

to promote ethical behavior managers need to provide _________ Feedback.
a) Strategic
b) Critical
c) Performance
d) Progressive

Question 8

What is talent philosophy?
a)
b)
c)

Answer 8

System of beliefs on how an employee should be treated

Question 9

Fairness

Answer 9

treat all people equally

Question 10

Code of Ethics

Answer 10

decision making guide in which an organization aspires to achieve

Question 11

Virtue Culture

Answer 11

Compassion

Question 12

Consensual Culture

Answer 12

Organizations that want you to stay a long time and promote within, like Jacobsen, military, law firms

Question 13

Utilitarian Standard

Answer 13

Balance good over harm

Question 14

organizational culture

Answer 14

norms, values, and assumptions of members that guide their attitudes and behaviors

Question 15

Unfair Discrimination

Answer 15

when employment decisions and actions are not job-related, objective, or merit-based

Question 16

disparate treatment

Answer 16

has a harm to a group regardless of it’s intent

Question 17

Common Law

Answer 17

What is legal and what is appropriate

Question 18

“personal loss”

Answer 18

That someone will miss out

Question 19

prejudice

Answer 19

Outright Bigotry

Question 20

Negligent Hiring

Answer 20

responsible for damaging actions of its employees for lack of reasonable care in hiring the employee that caused harm

Question 21

Affirmative action

Answer 21

remove past effects of discrimination

Question 22

EEOC (Equal Employment Opportunity Commission)

Answer 22

Title VII is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex

Question 23

FLSA 1938

Answer 23

Minimum wage and overtime

Question 24

Rehabilitation Act of 1973

Answer 24

Prohibits against discrimination to qualified handicaps

Question 25

COBRA 1986

Answer 25

20 or more employees you need healthcare

Question 26

Unlawful employment practices

Answer 26

violate state and company labor laws

Question 27

job enlargement

Answer 27

adding more tasks to an employees job

Question 28

Implicit Job Duties

Answer 28

Implied Duties

Question 29

distributive Fairness

Answer 29

The percieved fairness of the outcomes recieved

Question 30

Behavioral Interview

Answer 30

Information the applicant has done in the past fo predict what he will do in the future

Question 31

Procedural fairness

Answer 31

The perceived fairness of the policies and procedures used to determine the outcome

Question 32

Interactional Fairness

Answer 32

respect in interpersonal treatment received during the decision making process

Question 33

Three types of learning objectives are...

Answer 33

cognitive=knowledge , affective=, and psychomotor

Question 34

Variable Socialization

Answer 34

Employees do not know when to expect to pass a different status level

Question 35

Orientation

Answer 35

Training activities to help new hires fit in as organizational members

Question 36

Sensory Modality

Answer 36

Interact with surround environment

Question 37

Divestiture Socialization

Answer 37

tries to dent and strip away certain personal characteristics

Question 38

investiture socialization

Answer 38

builds newcomers self confidence

Question 39

Disjunctive socializaiton

Answer 39

newcomers are left alone to develop their own interpretations of the organization and what they observe

Question 40

Task Acquaintance

Answer 40

amount and type of work the evaluator has with the person being assessed

Question 41

Forced Ranking Method

Answer 41

ranks employees in order best to worst performance

Question 42

Progressive disipline

Answer 42

severe measures when employee fails to correct after opportunity to do so.

Question 43

Balanced scorecard

Answer 43

performance measurement system for financial, business process, learning and growth, and customer outcomes.

Question 44

Performance Rating Method

Question 45

High potential Error

Answer 45

confusing potential with performance. ie giving a high rating to someone just because you can see their potential

Question 46

Opportunity Bias

Answer 46

Ignoring factors beyond the employees control that influence their performance

Question 47

behaviorally anchored rating scales

Answer 47

set of behavioral statements to qualities important for performance