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Employment and Result-Based Measures

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Employment and Result-Based Measures

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Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page break, so be sure that you have seen the entire question and all the answers before choosing an answer.

1. What is the employee's responsibility in the self-assessment stage of career management?
A. Communicate performance evaluations
B. Identify opportunities and areas of needed improvement
C. Identify steps and a timetable to reach goals
D. Provide assessment information to identify strengths, weaknesses, interests, and values

2. If peer review doesn't lead to a settlement, a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. This process is called
A. progressive discipline.
B. arbitration.
C. mediation.
D. open-door policy.

3. The primary use of assessment centers is to identify
A. employees' personality types and job interests.
B. the strengths and weaknesses of team members.
C. employees who have the personality, characteristics, and skills needed for managerial positions.
D. decision processes and communication styles that inhibit production.

4. In terms of job dissatisfaction, an employee who calls in sick or arrives to work late is engaging in
A. behavior change.
B. whistleblowing.
C. physical withdrawal.
D. psychological withdrawal.

5. Which of the following statements illustrates effective feedback?
A. "I don't see any progress from the last review; you're lazy."
B. "Overall, your performance has been satisfactory."
C. "You've achieved 100 percent of your target in less than six months."
D. "You've become careless; you came in late three times last week."

6. Total quality management differs from traditional performance measurement in that TQM

A. assesses both individual performance and the system within which the individual works.
B. focuses on support decisions about work assignments, training, and compensation.
C. is a top-down review process.
D. has an external, rather than an internal, focus.

7. HR professionals can best help organizations avoid and defend against charges of wrongful discharge through all of three following activities. Which of the following is not a good way for HR professionals to help organizations avoid and defend against charges of wrongful discharge?
A. Establishing and communicating policies for handling employee misbehavior
B. Training managers to avoid making promises before or during employment that imply job security
C. Designing jobs with low mental and physical skill demands to ensure low employee turnover
D. Writing and reviewing employee handbooks to avoid statements that might be interpreted as employment contracts

8. Why would an employee seek a downward move?
A. To learn different skills
B. To increase salary and visibility
C. To have greater challenges
D. To have more authority

9. If a performance measure lacks _______ reliability, determining whether an employee's performance has truly changed over time will be impossible.
A. test-retest
B. interrater
C. strategic
D. external

10. Advantages of result-based measures include three of the following. Which is not an advantage of result-based measures?
A. Result-based measures are relatively easy to link to the organization's goals.
B. Result-based measures are generally less subjective than other kinds of performance systems.
C. Result-based measures are highly acceptable to employees and managers alike.
D. Result-based measures are very effective in providing guidance on how to improve.

11. An employee refuses an employer's request to falsify the contents of a report to the EEOC. The employer subsequently discharges the worker for "not following orders." In a wrongful-discharge suit, the employee is likely to argue which of the following exceptions to the at-will-employment doctrine?
A. Public policy
B. Implied contract
C. Equal employment
D. Reverse discrimination

12. Which of the following is a false statement about the glass ceiling?
A. The barrier may be due to a lack of access to training programs, developmental job experiences, and developmental relationships, such as mentoring.

B. Research has found gender differences in accessing job experiences involving transitions and creating change.
C. The barrier may be due to stereotypes that hinder the development of women and minorities.
D. Research shows male managers receive more assignments involving high levels of responsibility than do female managers of similar ability and managerial level.

13. The Job Descriptive Index measures three of the following facets of employee satisfaction. Which is not measured by the Job Descriptive Index?
A. The work itself
B. Coworkers
C. Pay
D. Customers

14. Based on the expectation that two people in conflict should first try to arrive at a settlement together, the organization has a policy of making managers available to hear complaints. Typically, the first open door is that of the employee's
A. peers.
B. director.
C. immediate subordinates.
D. immediate supervisor.

15. Which of the following describes managing the behavior of employees through a formal system of feedback and reinforcement?
A. Behaviorally anchored rating scales
B. Critical incidents
C. Organizational behavior modification
D. Behavioral-observation scales

16. Explanation, consideration, and empathy are key determinants of
A. alternative dispute resolutions.
B. procedural justice.
C. perceptual justice.
D. interactional justice.

17. In which performance technique are managers given three performance rating scales per dimension and asked to indicate whether the employee's performance is above (+), at (0), or below (-) the statements?
A. Graphic-rating scale
B. Behaviorally anchored rating scale
C. Behavioral-observation scale
D. Mixed-standard scale

18. The performance management method that requires managers to rate the frequency with which the employee has exhibited a behavior during a rating period is the _______ scale.
A. mixed-standard
B. behaviorally anchored rating

C. behavioral-observation
D. graphic-rating

19. An Individual Coaching for Effectiveness program is designed to
A. help managers with dysfunctional behaviors.
B. improve managers in succession planning.
C. reduce the effects of the glass ceiling.
D. help prepare managers for overseas assignments.

20. Generally speaking, the contents of employees' e-mail and voice-mail messages on companies' systems are A. protected and private only if they're directed to parties outside of the company.
B. not private, protected communications.
C. protected and private if job-related.
D. private, protected communications.

End of exam

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