Chapter 11 Quiz

A  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.

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

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

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

A  strategic plan

B  tactical plan

C  job specification

D  Gantt chart

A  shortage of skilled labor.

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

C  stable equilibrium in the labor market.

D  surplus of labor.

A  401K

B  cafeteria-style

C  variable lifestyle

D  flexible spending

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

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

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

D  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.

A  character review

B  personality profile

C  fidelity appraisal

D  background investigation

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

B  Dismiss at least 10% of the work crew.

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

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

A  on-the-job training.

B  vertical assimilation.

C  operational apprenticeships.

D  vestibule training.

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

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

C  set salary schedules for protected groups.

D  prevent firms from firing workers based on union affiliation.

A  description

B  designation

C  analysis

D  specification

A  external

B  back-up

C  passive

D  secondary

A  stock option plan.

B  stock annuity plan.

C  stock reinvestment plan.

D  stock dividend

A  orienteering.

B  apprenticeship training.

C  mentoring.

D  vestibule training.

A  such workers usually are more loyal to the firm.

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

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 skills required to hold the position

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

C  the responsibilities and working conditions

D  the age of the person that should hold the job

A  conducting initial and follow-up interviews.

B  conducting background investigations.

C  obtaining results from physical exams.

D  establishing trial and probationary periods.

A  job analyses

B  job data base

C  job descriptions

D  job specifications

A  social audit.

B  strategic plan.

C  organization chart.

D  human resource inventory.

A  is less costly, and helps maintain employee morale.

B  eliminates the need to meet affirmative action regulations.

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

D  ensures that the best qualified person gets the job.