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

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

A  strategic plan

B  job specification

C  tactical plan

D  Gantt chart

A  surplus of labor.

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

C  shortage of skilled labor.

D  stable equilibrium in the labor market.

A  variable lifestyle

B  cafeteria-style

C  401K

D  flexible spending

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

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

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

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  fidelity appraisal

B  personality profile

C  background investigation

D  character review

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

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

C  Dismiss at least 10% of the work crew.

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

A  vestibule training.

B  operational apprenticeships.

C  vertical assimilation.

D  on-the-job training.

A  prevent firms from firing workers based on union affiliation.

B  set salary schedules for protected groups.

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

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

A  specification

B  designation

C  description

D  analysis

A  secondary

B  passive

C  back-up

D  external

A  stock option plan.

B  stock dividend

C  stock reinvestment plan.

D  stock annuity plan.

A  mentoring.

B  orienteering.

C  vestibule training.

D  apprenticeship training.

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

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

A  the skills required to hold the position

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

C  the age of the person that should hold the job

D  the responsibilities and working conditions

A  conducting initial and follow-up interviews.

B  establishing trial and probationary periods.

C  obtaining results from physical exams.

D  conducting background investigations.

A  job data base

B  job descriptions

C  job specifications

D  job analyses

A  strategic plan.

B  social audit.

C  human resource inventory.

D  organization chart.

A  eliminates the need to meet affirmative action regulations.

B  is less costly, and helps maintain employee morale.

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

D  ensures that the best qualified person gets the job.