Chapter 11 Quiz

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

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  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  shortage of skilled labor.

B  surplus of labor.

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

D  stable equilibrium in the labor market.

A  variable lifestyle

B  cafeteria-style

C  flexible spending

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  Dismiss at least 10% of the work crew.

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

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

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

A  vestibule training.

B  operational apprenticeships.

C  vertical assimilation.

D  on-the-job 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  specification

B  analysis

C  designation

D  description

A  external

B  secondary

C  passive

D  back-up

A  stock dividend

B  stock reinvestment plan.

C  stock option plan.

D  stock annuity plan.

A  mentoring.

B  apprenticeship training.

C  orienteering.

D  vestibule training.

A  such workers usually are more loyal to the firm.

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

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 skills required to hold the position

D  the responsibilities and working conditions

A  establishing trial and probationary periods.

B  conducting background investigations.

C  conducting initial and follow-up interviews.

D  obtaining results from physical exams.

A  job analyses

B  job descriptions

C  job specifications

D  job data base

A  human resource inventory.

B  social audit.

C  strategic plan.

D  organization chart.

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

B  ensures that the best qualified person gets the job.

C  is less costly, and helps maintain employee morale.

D  eliminates the need to meet affirmative action regulations.