Random I/O notes

Question 1

Establishing goals and standards; developing rules and procedures; developing plans and forecasts

Answer 1

Planning

Question 2

Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates

Answer 2

Organizing

Question 3

Determining what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees

Answer 3

Staffing

Question 4

Getting others to get the job done; maintaining morale; motivating subordinates

Answer 4

Leading

Question 5

Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed

Answer 5

Controlling

Question 6

In _____, line managers may carry out all these personnel duties unassisted.—

Answer 6

small organizations

Question 7

It refers to companies extending their sales, ownership, and/or manufacturing to new markets abroad.

Answer 7

Globalization

Question 8

A systems use computer network technology to allow managers to monitor their employees’ computers. They allow managers to monitor the employees’ rate, accuracy, and time spent working online. EPM can improve productivity but also seems to raise employee stress.

Answer 8

Electronic performance monitoring (EPM)

Question 9

It helps companies manage and automate core HR processes. These HR software systems support benefits administration, time and attendance, payroll, and other workflows, as well as the storage of employee data, such as personal, demographic, and compensation information.

Answer 9

Human resources information system (HRIS)

Question 10

It is a software program that takes care of your employee training program.

Answer 10

Learning Management System, or LMS,

Question 11

It provides new employees with the basic background information (such as computer passwords and company rules) they need to do their jobs; ideally it should also help them start becoming emotionally attached to and engaged in the firm

Answer 11

Employee orientation (or onboarding)

Question 12

Meaning ADDIE training 5-step process meaning

Answer 12

● Analyze the training need.
● Design the overall training program.
● Develop the course (actually assembling/creating the training materials).
● Implement training, by actually training the targeted employee group using methods such as on-the-job or online training.
● Evaluate the course’s effectiveness.

Question 13

It is the process of verifying that there is a performance deficiency and determining whether the employer should correct such deficiencies through training or some other means (like transferring the employee).

Answer 13

Performance analysis

Question 14

It is the process of identifying the monetary worth of a job.

Answer 14

Job evaluation

Question 15

It is an appraisal situation when the person’s performance is satisfactory and promotion looms. Your objective is to develop specific development plans.

Answer 15

Satisfactory—Promotable

Question 16

It is an appraisal situation for employees whose performance is satisfactory but for whom promotion is not possible. The objective here is to maintain satisfactory performance. The best option is usually to find incentives that are important to the person and sufficient to maintain performance. These might include extra time off, a small bonus, or recognition.

Answer 16

● Satisfactory—Not promotable

Question 17

It is an appraisal situation for employees to lay out an action/development plan for correcting unsatisfactory performance.

Answer 17

unsatisfactory but correctable,

Question 18

It is an appraisal situation for employees where dismissal is often the preferred option.

Answer 18

unsatisfactory and the situation is uncorrectable

Question 19

refers to feelings of anxiety, instability, and insufficiency experienced in the roles, responsibilities, relationships, knowledge, and expectations when moving to a new environment

Answer 19

Transition shock

Question 20

a normal process of adapting to a new culture

Answer 20

• Culture shock

Question 21

a phenomenon that occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring, unchallenging job.

Answer 21

Reality shock

Question 22

a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. It occurs when you feel overwhelmed, emotionally drained, and unable to meet constant demands.

Answer 22

Burnout

Question 23

This happens when you’re forced to leave your job against your will because of your employer’s conduct. The reasons you leave your job must be serious, for example, they: do not pay you or suddenly demote you for no reason.

Answer 23

Constructive dismissal

Question 24

It is the number of employees who quit the organization or are asked to leave and are replaced by new employees.

Answer 24

Employee Turnover

Question 25

It is the temporary or permanent termination of employment by an employer for reasons unrelated to the employee’s performance

Answer 25

Layoff

Question 26

• ______is when an employer may terminate employment at any time and without need of any cause or ground.

Answer 26

Employment-at-will

Question 27

If there is a problem, the time to take action is____

Answer 27

right away

Question 28

The learning curve goes down late in the day. ______ is generally superior to full-day training.

Answer 28

Partial-day training

Question 29

It refers to workers’ knowledge, education, training, skills, and expertise

Answer 29

Human Capital

Question 30

It is a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings including senior managers, the employee himself/herself, supervisors, subordinates, peers, team members, and internal and external factors

Answer 30

360-feedback evaluation methods

Question 31

It is a performance appraisal method that rates employees according to defined factors. It has scales, normally in number and defined by objectives such as outstanding, meet expectations, or needs improvement and its process of rating is quick

Answer 31

Rating scales method

Question 32

It is a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions. At the end of the appraisal period, the rater uses these records along with other data to evaluate employee performance

Answer 32

Critical Incident Method

Question 33

It is a performance appraisal method in which the rater writes a brief narrative describing the employees’ performance

Answer 33

Essay Method

Question 34

It is a performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output

Answer 34

Work standards method

Question 35

It is a performance appraisal method in which the rater ranks all employees from groups in order of overall performance

Answer 35

Ranking Method

Question 36

It is a variation of the ranking method in which the performance of each employee is compared with that of every other employee in that group

Answer 36

Paired comparison

Question 37

It is a performance appraisal method that requires rater individuals in a workgroup to a limited number of categories. it tends to be based on three levels; best performers 20%, middle performers 70%, and poor performers 10%. This method keeps managers from being excessively lenient.

Answer 37

Force Distribution Method

Question 38

It is a performance appraisal method that combines elements of the traditional rating scales and critical incident methods. Instead of using terms such as high, med, and low, it uses behavioral anchors related to the criterion being measured

Answer 38

Behaviorally Anchored Rating Scale Method