TB MGMT 6-7-9-13 - Test bank for chapters 6, 7, 9, and 13 for principle of management. PDF

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Test bank for chapters 6, 7, 9, and 13 for principle of management....

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Fundamentals of Management, 7e (Robbins/DeCenzo/Coulter) Chapter 6 Managing Human Resources 1) Human resource management involves training, motivating, and retaining competent employees. Answer: TRUE Explanation: HRM is defined as the function that identifies, selects, trains, motivates, and retains employees who are competent and productive. Diff: 1 Page Ref: 154 Objective: 6.1 2) Human resource management activities such as hiring and firing are the sole responsibility of the human resource department. Answer: FALSE Explanation: Many small businesses function without HR departments. Many larger organizations involve non-HR managers in human resource decisions, and in some cases these managers are in charge of he process. Diff: 2 Page Ref: 154 Objective: 6.1 3) Human resource management is about hiring and firing only. Answer: FALSE Explanation: HRM is not just about hiring and firing. In addition to hiring and firing, HR managers must train employees to become productive workers, assess and compensate employees appropriately, and handle overall employment planning goals for an organization, including assessing current needs and estimating future human resource needs. Diff: 2 Page Ref: 154 Objective: 6.1 4) The most important environmental force that affects HRM is the legal environment. Answer: TRUE Explanation: Employment and discrimination laws play an enormous role in how HR managers hire. HR managers must be fully versed in both federal and state laws to function effectively. Diff: 2 Page Ref: 154 AACSB: Diversity Objective: 6.1 5) A community fire department can legally deny employment to a firefighter applicant who is confined to a wheelchair. Answer: TRUE Explanation: This statement is true only if the job requires physical abilities that could not be performed from a wheelchair. A fire department would not be allowed to deny employment to a wheelchair-bound person for a desk job in the department, for example. Diff: 2 Page Ref: 156 AACSB: Diversity Objective: 6.1

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6) Employers cannot legally discriminate with regard to race, sex, or religion, but there are no laws against denying employment because of age. Answer: FALSE Explanation: The Vocational Rehabilitation Act specifically prohibits denying employment because of age. Diff: 2 Page Ref: 156 Objective: 6.1 7) Employees in Mexico are less likely to belong to a union than employees in the United States. Answer: FALSE Explanation: Union membership is more common in Mexico than it is in the United States Diff: 1 Page Ref: 156 AACSB: Globalizations Objective: 6.1 8) Western European countries differ from U.S. companies in that they have work councils that must be consulted on personnel decisions. Answer: TRUE Explanation: Work councils in Germany and other European countries are part of a practice called representative participation. Work councils confer with HR departments in matters that involve hiring and firing, giving employees a voice in these critical decisions. Diff: 2 Page Ref: 158 AACSB: Globalizations Objective: 6.1 9) Employment planning includes two steps: assessing current human resources needs and developing a plan to meet those needs. Answer: TRUE Explanation: Employment planning involves evaluating whether the organization needs more or fewer employees, then making a plan to meet those needs and reach an optimum employee level. Diff: 2 Page Ref: 158 Objective: 6.2 10) A job description states the minimum qualifications a person needs to perform a job successfully. Answer: FALSE Explanation: A job specification, not a job description, states the minimum qualifications a person needs to perform a job successfully. A job description is a written description of what the job is and the duties it entails. Diff: 2 Page Ref: 158 Objective: 6.2

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11) Increased demand for employees typically is associated with increased demand for the products or services offered by an organization. Answer: TRUE Explanation: When an organization sells more of its products, it typically requires more workers to produce those products. Therefore demand for products usually creates a demand for human resources. Diff: 2 Page Ref: 159 AACSB: Analytic Skills Objective: 6.2 12) Advertisements have been shown to be the most effective method for identifying the best applicants for jobs. Answer: FALSE Explanation: Employee referrals, not ads, have been shown to the most effective form of recruiting. Diff: 2 Page Ref: 160 Objective: 6.2 13) Employee referrals are usually reliable. Answer: TRUE Explanation: Employees recognize that if they recommend an unqualified friend, their own status and reputation in the organization is bound to suffer. For that reason employees tend to take great care before making a recommendation and their referrals are generally reliable. Diff: 2 Page Ref: 160 Objective: 6.2 14) Firing, layoffs, furloughs, and early retirements are the only three downsizing options. Answer: FALSE Explanation: In addition to firing, layoffs, and early retirement, managers can downsize using attrition, transfers, and job sharing. Diff: 2 Page Ref: 161 Objective: 6.2 15) An accept error involves not hiring an employee who could have performed well in a job. Answer: FALSE Explanation: Failing to hire an employee who could have performed well in a job is termed a reject error. An accept error involves hiring an employee who performs poorly in a job. Diff: 2 Page Ref: 161-162 Objective: 6.2 16) A selection device is valid if it can be proven to accurately measure the abilities of job applicants. Answer: FALSE Explanation: Merely measuring abilities is not enough. To be valid, a selection device must be able to predict successful performance of the job the person is applying for. Diff: 3 Page Ref: 162 AACSB: Analytic Skills Objective: 6.2 3 Copyright © 2011 Pearson Education, Inc

17) Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process. Answer: FALSE Explanation: Written tests did fall out of favor in the 1960s, but they are currently popular again, though now they are largely administered on the Internet. Diff: 2 Page Ref: 163 AACSB: Technology Objective: 6.2 18) Performance-simulation tests are thought to be one of the best methods for evaluating job applicants in use today. Answer: TRUE Explanation: Performance-simulation tests assess applicants by having them solve problems and perform tasks that are very similar to the ones they will face in the job itself. They therefore give managers a look at how the applicant will perform after he or she is hired. Diff: 2 Page Ref: 163 Objective: 6.2 19) Behavioral interviews involve placing an applicant in stressful circumstances and seeing how he or she deals with the situation. Answer: TRUE Explanation: Though very stressful for applicants, behavioral interviews are thought to give employers valuable information about how an applicant will solve problems and respond to a difficult situation. One study shows that behavioral interviews are eight times more effective than traditional interviews for predicting successful job performance. Diff: 2 Page Ref: 164 Objective: 6.2 20) In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the job he is applying for is slim. Answer: TRUE Explanation: An RJP tries to be more candid with job applicants than ordinary interviews, informing applicants of both positive and negative aspects of the job they are seeking. The idea behind RJPs is that employers can avoid having new hires quit their job prematurely because they were not well suited for it in the first place. Diff: 2 Page Ref: 164 Objective: 6.2 21) Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job and the organization. Answer: TRUE Explanation: Orientation seeks to make the recruit feel comfortable in his or her new position. Orientation is also used to clarify the duties and responsibilities of the job, as well as to correct any misconceptions the recruit has with regard to the job. Diff: 2 Page Ref: 166 Objective: 6.3

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22) Most job training does not take place on the job. Answer: FALSE Explanation: On-the-job training is the simplest and most inexpensive way to train employees. It is the most popular form of job training in the United States. Diff: 2 Page Ref: 167 Objective: 6.3 23) One car company claims that every dollar it spends on training ultimately results in $230 in productivity gains. Answer: TRUE Explanation: Though it is not clear how applicable this data is in a general sense, it is clear that training is cost-effective and can boost productivity in significant ways. Diff: 2 Page Ref: 167 Objective: 6.3 24) Job training never addresses trainee attitudes toward the job or the organization. Answer: TRUE Explanation: Job training involves teaching skills, imparting knowledge, or modifying the attitudes and behavior of the trainee. Diff: 2 Page Ref: 167 Objective: 6.3 25) The best way to measure the effectiveness of job training is to find out how stressful the process was for trainees. Answer: FALSE Explanation: Impressions of trainees are not very valuable as a measure of training effectiveness. The best way to measure the effectiveness of training is to observe productivity of trainees after they become regular employees. Diff: 2 Page Ref: 171 Objective: 6.4 26) The only goal of a performance management system is to assess training needs. Answer: FALSE Explanation: In addition to assessing training needs, a performance management system evaluates performance to determine possible compensation levels for employees. Diff: 2 Page Ref: 169 Objective: 6.4 27) A strength of a written essay as an employee appraisal device is that it allows the writing skill of the evaluator to be a determining factor in the appraisal of performance. Answer: FALSE Explanation: The writing skill of the evaluator can be a weakness in the process rather than a strength. An especially persuasive evaluator can have more influence in the final decision than he or she merits otherwise, therefore introducing bias into the process. Diff: 2 Page Ref: 169 Objective: 6.4

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28) The most popular and effective employee appraisal device is the graphic rating scale approach. Answer: FALSE Explanation: The graphic rating scale has evaluators create graphs that rate employees on objective numeric scales. While valuable, the graphic rating scale is not as as popular or as effective as the 360-degree appraisal, which gets performance feedback from a wide variety of different sources, including the person being evaluated. Diff: 2 Page Ref: 170 Objective: 6.4 29) The 360-degree appraisal includes an evaluation from the person who is being evaluated. Answer: TRUE Explanation: An assessment from the employee being appraised brings valuable perspective into the evaluation process. Employee appraisal gives the person being evaluated a chance to explain him- or herself. Diff: 2 Page Ref: 170 Objective: 6.4 30) Using individual ranking as an employee appraisal device, two employees might be named "best" in the group. Answer: FALSE Explanation: No ties are allowed in individual ranking. That means that only one person can be identified as "best" in the group. Diff: 2 Page Ref: 170 Objective: 6.4 31) A key goal of compensation administration is to create a fair system that will provide incentive for employees. Answer: TRUE Explanation: Managers know that a sense of fairness is important to prospective employees. An organization with a system that is perceived to be fair can attract and retain high-performing employees better than an organization that is perceived to be unfair. Diff: 2 Page Ref: 172 Objective: 6.4 32) The primary determinant of an individual's pay is the type of job he or she performs. Answer: TRUE Explanation: The specific job a person has is the most important factor in determining pay. In general, jobs that require greater skills, knowledge, and talent pay more than those that don't require these capabilities. Jobs that require the person to assume greater responsibility and authority also pay more. Diff: 2 Page Ref: 172 Objective: 6.4

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33) Most U.S. jobs use a variable pay system in which employee compensation is based on status and seniority. Answer: FALSE Explanation: The variable pay system is based on performance, not status and seniority. Diff: 2 Page Ref: 173 Objective: 6.4 34) Most organizations are not legally required to provide benefits of any type for employees. Answer: FALSE Explanation: Most organizations are required to provide Social Security and unemployment benefits for non-freelance employees. Diff: 2 Page Ref: 173 Objective: 6.4 35) Downsizing can be as stressful for the survivors as it is for the victims. Answer: TRUE Explanation: Evidence shows that survivors can suffer almost as much stress as victims of downsizing. Feelings of anxiety, sadness, frustration, and anger are common in downsizing survivors. Diff: 2 Page Ref: 174 Objective: 6.5 36) Job referrals are generally not a good method for improving workplace diversity. Answer: TRUE Explanation: Job referrals generally bring in employees who are similar to the people who recommended them. Therefore, referrals tend to decrease, rather than increase workplace diversity. Diff: 2 Page Ref: 175 AACSB: Diversity Objective: 6.5 37) Although most sexual harassment complaints are filed by women, a significant number of complaints are filed by men. Answer: TRUE Explanation: About 15 percent of all harassment complaints are filed by males. Diff: 1 Page Ref: 175 Objective: 6.5 38) Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's employment. Answer: TRUE Explanation: Affecting employment can be broadly interpreted. Activities that intimidate, interfere with work, or limit opportunities can all be considered sexual harassment. Diff: 1 Page Ref: 176 Objective: 6.5

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39) One major way that an organization can protect itself against sexual harassment cases is to make sure that all employees are well-educated on the topic. Answer: TRUE Explanation: The more employees know about harassment and the trouble it causes, the less likely they will be to engage in the behavior. Diff: 2 Page Ref: 177 Objective: 6.5 40) Workplace spirituality exclusively involves religion in the workplace. Answer: FALSE Explanation: Workplace spirituality is not just about religion. It also involves questions of ethics, values, and a serious consideration of the inner lives of employees. Diff: 2 Page Ref: 177 AACSB: Ethical Understanding and Reasoning Abilities Objective: 6.5 41) Historically, spirituality has always had a place in management theory. Answer: FALSE Explanation: Until recently, workplace spirituality has been almost completely ignored by management theorists. Diff: 2 Page Ref: 177 AACSB: Ethical Understanding and Reasoning Abilities Objective: 6.5 42) The first three activities of the human resource management (HRM) process are about ________. A) recruiting B) planning C) training D) downsizing Answer: B Explanation: B) The first three steps of the HRM process are about planning, making that the correct response for this question. Managers first determine needs for workers. Then, depending on the situation, they either recruit or downsize. Training comes after selection and hiring so that is an incorrect response for this question. Diff: 2 Page Ref: 154 Objective: 6.1

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43) Human resource management is concerned with ________ competent employees. A) obtaining B) obtaining, training, motivating, and keeping C) obtaining, training, and motivating D) training and keeping Answer: B Explanation: B) The correct choice identifies all four functions of HRM. HRM is concerned not only with getting employees, but also training and motivating them after they are hired so they are likely to be high performers and stay with the organization. The other choices all leave out at least one primary function of HRM so they are incorrect choices. Diff: 2 Page Ref: 154 Objective: 6.1 44) For the most part, ________ are involved in HR decisions within their own department or unit. A) very few managers B) some managers C) most managers D) all managers are Answer: D Explanation: D) To some degree, all managers participate in hiring, firing, and other HR decisions at least within their own units or departments, making "all managers" the correct response. Managers tend to participate in the hiring process, for example, because they have a lot at stake—they are the ones who are going to deal directly with the employees that get hired. The other choices all refer to quantities that are fewer than "all managers," so they are incorrect answers for this question. Diff: 2 Page Ref: 154 Objective: 6.1 45) Separate HRM specialists are least common in these types of organizations. A) small B) large C) multinational corporations D) non-profit Answer: A Explanation: A) Having no HRM staff support is most common in small organizations that don't have the resources for individuals or departments to devote time exclusively to HRM, making "small" the correct response. In these organizations, managers themselves typically take on HR tasks. Large organizations and multinational corporations typically possess the size and manpower to have HRM specialists, so large and multinational corporations are incorrect. Nonprofit organizations may be large or small, so non-profit cannot be the best answer for this question. Diff: 2 Page Ref: 154 Objective: 6.1

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46) Employment planning involves ________. A) addition of staff only B) addition of staff and reduction of staff only C) addition of staff, reduction of staff, and selection only D) addition of staff, reduction of staff, motivation of staff, and selection Answer: C Explanation: C) The correct choice correctly identifies all of the activities involved in employment planning. The choices indicating addition of staff only and addition of staff and reduction of staff only leave out one or more of the activities so they are incorrect. The remaining choice adds motivation of staff, an activity that is not included in employment planning, so it is an incorrect choice. Diff: 2 Page Ref: 154 Objective: 6.1 47) This is the goal of employment planning. A) selecting competent employees B) obtaining competent employees with up-to-date skills C) obtaining competent and high-performing employees D) selecting high-performing employees only Answer: A Explanation: A) The goal of employment planning is modest: to identify and select competent employees only. Providing the employees who are selected with up-to-date skills or the ability to perform at a high level are goals of the orientation and training process, so they are not correct responses for this question. Diff: 2 Page Ref: 154 Objective: 6.1 48) The last steps of the HRM process all deal with ________. A) performance and compensation B) training and compensation C) compensation only D) skills Answer: A Explanation: A) The last steps in the HRM process identify performance goals, performance problems, and compensation. This makes "performance and compensation" the correct response and eliminates the choices indicating training and compensation and skills because training and skills come earlier in the HRM process. "Compensation only" is not a correct response because the last two steps not only deal with compensation, they also deal with performance. Diff: 2 Page Ref: 154 Objective: 6.1

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49) The most important environmental factor in the HRM process is ________. A) the business environment B) the natural environment C) the legal environment D) the scientific community Answer: C Explanation: C) Though the business environment may affect the HRM process, a far more important factor for influencing the activities of HRM is the legal environmen...