Chapter 11 Quiz

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

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

C  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.

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

A  Gantt chart

B  strategic plan

C  job specification

D  tactical plan

A  surplus of labor.

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

C  stable equilibrium in the labor market.

D  shortage of skilled labor.

A  variable lifestyle

B  flexible spending

C  cafeteria-style

D  401K

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

B  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.

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  background investigation

B  fidelity appraisal

C  character review

D  personality profile

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

B  Dismiss at least 10% of the work crew.

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

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

A  vertical assimilation.

B  vestibule training.

C  operational apprenticeships.

D  on-the-job training.

A  prevent firms from firing workers based on union affiliation.

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

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

D  set salary schedules for protected groups.

A  description

B  designation

C  specification

D  analysis

A  passive

B  secondary

C  back-up

D  external

A  stock option plan.

B  stock annuity plan.

C  stock reinvestment plan.

D  stock dividend

A  mentoring.

B  vestibule training.

C  orienteering.

D  apprenticeship training.

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

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

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

D  such workers usually are more loyal to the firm.

A  the age of the person that should hold the job

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

C  the responsibilities and working conditions

D  the skills required to hold the position

A  conducting initial and follow-up interviews.

B  obtaining results from physical exams.

C  establishing trial and probationary periods.

D  conducting background investigations.

A  job data base

B  job descriptions

C  job specifications

D  job analyses

A  organization chart.

B  social audit.

C  strategic plan.

D  human resource inventory.

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

B  is less costly, and helps maintain employee morale.

C  eliminates the need to meet affirmative action regulations.

D  ensures that the best qualified person gets the job.