Reports from the U.S. Census Bureau are a good source of information to assess internal candidates for promotion.
2.Which of the following is a typical off-the-job training method?
planned work activities
3.Structured interviews involve asking each applicant different questions and comparing their responses to a standardized set of answers.
4.Which of the following is not a type of compensation?
5. To protect their own reputations, employees are fairly careful about whom they recommend and provide a good source of employee referrals.
6. If a firm gives all international assignments to people without disabilities, assuming they will therefore not require special accommodations, which type of workplace discrimination has occurred?
7. In a behavioral-description interview, the interviewer explores how applicants might respond to situations in the future.
8.The ____________ is a law that requires an extension of health insurance benefits after termination.
Occupational Safety and Health Act
Civil Rights Act
Health Insurance Portability and Accountability Act (HIPAA)
Social Security Act
Consolidated Omnibus Budget Reconciliation Act (COBRA)
9.The sole purpose of the human resource management process is to recruit and select people.
10. A behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors.
11.The point of the performance appraisal is to __________.
avoid legal problems, especially discrimination complaints
stimulate better job performance
provide a paper trail of manager-employee interactions
demonstrate correct methods for work procedures
make sure that the subordinate's behavior is tightly controlled
12. The ______________ enforce(s) procedures so employees may vote to have an union and for collective bargaining.
Occupational Safety and Health Department
Civil Rights Acts
Fair Labor Standards Act
National Labor Relations Board
Equal Employment Opportunity Commission
13. Which of the following is not a leading reason that employees resist change?
climate of mistrust
fear of failure
individual predisposition toward change
nonreinforcing reward systems
lack of personal ethics
14. Conflict is inherent in most organizations.
15. When radically different changes are introduced without warning, without any official announcements, the office rumor mill will go into high gear, and affected employees will become fearful of the implications of the changes.
16. _____________ is the set of techniques used for implementing planned change to make people and organizations more effective.
17. BP handled the 2010 oil spill crisis in the Gulf of Mexico in a reactive manner.
18.An example of transformational innovation is when Keurig created a new category of coffee/tea preparation by offering cup-at-a-time pod-style brewing.
19. An OD intervention that worked in the United States may not work well in another country.
20. In OD, single interventions have been found to work better than multiple interventions.
21. Internal forces for change include demographic characteristics among U.S. workers, social and political pressures, and technological advancements.
22. Which of the following is not a way to encourage innovation?
creating a culture that celebrates failure
withholding raises and promotions when innovation attempts don't work out
implementing effective reward systems
supporting innovation with investments of time and money
23. The increasing diversity of the American workforce is an example of a(n) ______ force for change.
social and political
24. Corporate restructurings threaten to eliminate jobs and generally trigger strong resistance.
25. Brad supervises several employees who seem to have low self-efficacy. To improve this, he should do all the following except _____.
role model and mentor them
avoid rewarding small successes
give positive feedback and constructive pointers
provide guided experiences
nurture their self-efficacy
26. The last step of the perception process is selective attention in which you ask, "Did I notice something?"
27. According to Festinger, how people deal with cognitive dissonance depends on three factors. Which are the correct three factors?
situation, self-awareness, and control
personality, decision making, and judgment
importance, control, and rewards
control, bias, and personality
decision making, situation, and bias
28. Cognitive dissonance, according to Leon Festinger, describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.
29. Employee assistance programs (EAPs) are aimed at helping employees cope with stress, burnout, substance abuse, health-related problems, family and marital issues, and any general problem that negatively influences job performance.
30. ________ are abstract ideals that guide one's thinking and behavior across all situations.
31. Which of the following is not a distortion in perception?
32. Julie really enjoys mingling at work functions, both to network for new contacts and simply to share stories with other interesting people. Julie probably scores high in _____.
openness to experience
33. The Americans with Disabilities Act requires employers to _____.
actively solicit job applications from persons with disabilities
hire persons with disabilities to qualify for tax breaks
hire quotas of qualified persons with disabilities
reasonably accommodate an individual's disability
hire all qualified persons with disabilities who apply
34. Status is not a common value held in the workplace.
35. High-paid workers are particularly apt to suffer stress more than lower-level workers.
36. As an emotional intelligence trait, relationship management refers to the ability to communicate clearly, disarm conflicts, and build strong personal bonds.
37. Personality is defined as the stable psychological traits and behavioral attributes that give a person his or her identity.
38. Need-based perspectives try to explain why employees have different needs, what behaviors they select to satisfy them, and how they decide if their choices were successful.
39. Self-determination theory focuses primarily on intrinsic motivation and rewards rather than on extrinsic motivation and rewards.
40. According to equity theory, employees who feel they are being underrewarded might respond by doing less work, calling in sick, or leaving early.
41. In Herzberg's theory, the lower-level needs are known as hygiene factors, and the higher-level needs are called motivating factors.
42. Sharon has excelled as an auditor for a large financial consulting firm. She loves building mutually beneficial relationships and is extremely well liked by her clients. Sharon likely has a _____.
high need for affiliation
high need for achievement
low need for power
low need for affiliation
low need for achievement
43. Because the production division at Heavenly Gates Inc. is $10,000 below budget due to process improvements, this year 30% of the savings will be returned to the division to spend as desired, as a form of _____.
pay for knowledge
pay for performance
44. At his review last year, Bryan was promised a 20% raise if he met his production goals. Raises were included in today's paychecks, and although Bryan has met all of his goals, he only received a cost-of-living raise. In the future, Bryan's ______ will probably be ______.
45. New research shows that the cubicle is not a motivational environment, stifling creativity and morale for many workers.
46. A supervisor told a salesperson who had not made any calls to clients and therefore did not make quota, "Well, if this continues in the next 30 days, you'll probably be let go." By presenting something negative, the supervisor provides an example of _____.
47. Content perspectives, also known as need-based perspectives, include all except which one of the following theories?
Herzberg's two-factor theory
McClelland's acquired needs theory
Maslow's hierarchy of needs theory
Deci and Ryan's self-determination theory
48. Sue is very aggressive at her job, and her coworkers complain that she often manipulates them and her boss in order to get ahead. She attempts to direct everything and everyone, regardless of the consequences to others or even the organization itself. Sue is expressing what type of need for power?
49. The five core job characteristics are skill variety, task identity, task significance, autonomy, and feedback.
50. According to McClelland's theory, people learn their needs for power, achievement, and affiliation from their culture, and from life experiences; they are not born with them.