Chapter 11 Quiz

A  Most employees have a good understanding of the standards they are expected to meet, even if their managers do not explicitly communicate these standards.

B  The most difficult step of a performance appraisal is almost always the actual evaluation of the employee’s performance.

C  Performance standards do not have to be measurable in order to be effective.

D  The discussion of the results of a performance evaluation with an employee should allow the employee an opportunity to make suggestions about how to improve on current procedures.

A  job specification

B  strategic plan

C  tactical plan

D  Gantt chart

A  surplus of labor.

B  shortage of skilled labor.

C  stable equilibrium in the labor market.

D  significant decline in market demand, leading to a stagnant labor market.

A  cafeteria-style

B  flexible spending

C  401K

D  variable lifestyle

A  This law decreased the fine for businesses that do not employ disabled persons but followed through with a tax break for businesses who hire disabled citizens.

B  The amendment widened the scope of what disabilities are covered under the act.

C  This law placed added emphasis on the hiring of employees with “visible” disabilities.

D  In light of so many soldiers coming back from the war, the amendment re-focused disabilities to include only physical disabilities.

A  personality profile

B  character review

C  background investigation

D  fidelity appraisal

A  Communicate the performance standards to the employees so they know what is expected.

B  Dismiss at least 10% of the work crew.

C  Provide a pleasant environment for the appraisal such as a restaurant setting.

D  Copy the HR department on all the results, within 24 hours of each appraisal.

A  vertical assimilation.

B  operational apprenticeships.

C  on-the-job training.

D  vestibule training.

A  issue guidelines for employer conduct in administering equal employment opportunity programs.

B  set salary schedules for protected groups.

C  require firms to pay women and minority workers more than white males for the same work.

D  prevent firms from firing workers based on union affiliation.

A  analysis

B  specification

C  designation

D  description

A  secondary

B  back-up

C  external

D  passive

A  stock reinvestment plan.

B  stock option plan.

C  stock dividend

D  stock annuity plan.

A  vestibule training.

B  orienteering.

C  apprenticeship training.

D  mentoring.

A  it enables them to avoid the prohibitively high costs associated with terminating employees.

B  such workers usually are more loyal to the firm.

C  most labor laws only apply to full-time workers, so there are fewer legal hassles associated with hiring temporary workers.

D  the government provides strong tax incentives to hire temporary workers.

A  the responsibilities and working conditions

B  the age of the person that should hold the job

C  the skills required to hold the position

D  the minimum educational qualifications workers must have to fill the position

A  obtaining results from physical exams.

B  conducting initial and follow-up interviews.

C  establishing trial and probationary periods.

D  conducting background investigations.

A  job data base

B  job specifications

C  job descriptions

D  job analyses

A  strategic plan.

B  organization chart.

C  social audit.

D  human resource inventory.

A  is less costly, and helps maintain employee morale.

B  allows the firm to effectively use the “employment at will” strategy.

C  ensures that the best qualified person gets the job.

D  eliminates the need to meet affirmative action regulations.