| Question 1 | 2.5 / 2.5 points |
When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________.
Question options:
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| unclear standards | ||
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| halo effects | ||
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| complexity | ||
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| leniency | ||
| Question 2 | 2.5 / 2.5 points | ||
The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low.
Question options:
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| central tendency | ||
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| leniency | ||
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| strictness | ||
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| bias | ||
| Question 3 | 0 / 2.5 points | ||
Because in most organizations there is a hierarchy of goals, employee performance standards should __________.
Question options:
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| be standard | ||
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| make sense in terms of the broader organizational goals | ||
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| be decided by the top executive | ||
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| all of the above | ||
| Question 4 | 2.5 / 2.5 points | ||
Which of the following could result in a legally questionable appraisal process?
Question options:
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| conducting a job analysis to establish criteria and standards for successful performance | ||
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| basing appraisals on subjective supervisory observations | ||
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| administering and scoring appraisals in a standardized fashion | ||
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| using clearly defined job-performance dimensions | ||
| Question 5 | 2.5 / 2.5 points | ||
Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to __________.
Question options:
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| impression management | ||
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| stereotyping | ||
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| halo effects | ||
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| strictness | ||
| Question 6 | 2.5 / 2.5 points | ||
Career planning refers to the __________.
Question options:
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| process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals | ||
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| lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment | ||
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| process of using activities like training and appraisal to provide a career focus | ||
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| occupational positions a person has over his or her lifetime | ||
| Question 7 | 2.5 / 2.5 points | ||
Miranda wants to become a partner at her law firm. But she is worried because everyone understands that 70-hour work weeks are the norm for someone striving to become a partner. Miranda wants to be fair to her family as well as excel at work. To address this problem, the law firm could help by __________.
Question options:
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| providing Miranda with a career coach | ||
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| encouraging Miranda to join a career success team | ||
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| eliminating institutional barriers that disproportionately affect women | ||
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| encouraging Miranda to temporarily work in a different job | ||
| Question 8 | 2.5 / 2.5 points | ||
John, the supervisor of the manufacturing department, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above-average performers, 30% as average performers, 20% as below-average performers, and 15% as poor performers. John is using a __________ method.
Question options:
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| graphic rating scale | ||
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| constant sum ranking scale | ||
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| forced distribution | ||
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| alternation ranking | ||
| Question 9 | 2.5 / 2.5 points | ||
What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?
Question options:
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| strategic performance appraisal | ||
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| organizational development | ||
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| upward feedback | ||
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| critical incidents | ||
| Question 10 | 2.5 / 2.5 points | ||
Performance appraisals may be conducted by __________.
Question options:
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| the immediate supervisor | ||
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| peers | ||
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| rating committees | ||
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| all of the above | ||
| Question 11 | 2.5 / 2.5 points | ||
When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called __________.
Question options:
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| strategic organizational development | ||
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| performance management | ||
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| performance appraisal | ||
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| human resource management | ||
| Question 12 | 2.5 / 2.5 points | ||
When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of __________ has occurred.
Question options:
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| bias | ||
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| stereotyping | ||
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| central tendency | ||
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| halo affect | ||
| Question 13 | 2.5 / 2.5 points | ||
Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?
Question options:
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| peers | ||
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| rating committees | ||
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| the employee | ||
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| all of the above | ||
| Question 14 | 2.5 / 2.5 points | ||
Who is responsible for planning, guiding, and developing an employee's career?
Question options:
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| the immediate supervisor | ||
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| the employee | ||
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| the organization | ||
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| the development officer | ||
| Question 15 | 2.5 / 2.5 points | ||
Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________.
Question options:
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| is based on progress made toward the accomplishment of measurable goals | ||
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| combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance | ||
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| requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior | ||
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| requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories | ||
| Question 16 | 2.5 / 2.5 points | ||
All of the following are advantages of using the critical incident method for appraising performance except that __________.
Question options:
|
| it provides examples of good performance | ||
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| it does not include a numerical rating | ||
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| it provides examples of poor performance | ||
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| incidents can be tied to performance goals | ||
| Question 17 | 2.5 / 2.5 points | ||
When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________.
Question options:
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| reality shock | ||
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| a realistic job interview | ||
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| disincentive | ||
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| a challenge | ||
| Question 18 | 2.5 / 2.5 points | ||
Which of the following is a criticism of the forced distribution method?
Question options:
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| It damages morale. | ||
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| It promotes unfairly. | ||
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| It promotes those who play the game well. | ||
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| None of the above. | ||
| Question 19 | 2.5 / 2.5 points | ||
Peer appraisals have been shown to result in a(n) __________.
Question options:
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| reduction of social loafing in the team | ||
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| reduction of group cohesion | ||
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| decrease in satisfaction with the group | ||
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| tendency to inaccurately predict who would be promoted | ||
| Question 20 | 2.5 / 2.5 points | ||
The __________ method of performance appraisal involves listing the subordinates to be rated, indicating the highest- and lowest-rated employee on each characteristic being measured, and then alternating between the next highest and lowest until all employees have been ranked.
Question options:
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| alternation ranking |
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| graphic rating scale |
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| MBO |
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| constant sum rating scale |
| Lesson 5 | |
| Question 21 | 2.5 / 2.5 points |
What type of profit-sharing plan involves the awarded shares of stock as part of the incentive plan?
Question options:
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| cash plan | ||
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| Lincoln incentive system | ||
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| Jefferson incentive system | ||
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| ESOP | ||
| Question 22 | 2.5 / 2.5 points | ||
Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions?
Question options:
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| Davis-Bacon Act | ||
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| Fair Wages Act | ||
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| Civil Rights Act | ||
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| Fair Labor Standards Act | ||
| Question 23 | 2.5 / 2.5 points | ||
According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________.
Question options:
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| care of a child | ||
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| birth of a child | ||
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| care of a parent | ||
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| all of the above | ||
| Question 24 | 2.5 / 2.5 points | ||
Which law makes it illegal to discriminate against any individual with respect to compensation because of race, color, religion, sex, or national origin?
Question options:
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| Fair Labor Standards Act | ||
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| Civil Rights Act | ||
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| Employer Retirement Income Security Act | ||
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| Davis-Bacon Act | ||
| Question 25 | 2.5 / 2.5 points | ||
Internal equity refers to __________.
Question options:
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| how a job's pay rate in one company compares the job's pay rate in other companies | ||
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| how fair the job's pay rate is when compared to other jobs within the same company | ||
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| the fairness of an individual's pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual's performance | ||
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| the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay | ||
| Question 26 | 2.5 / 2.5 points | ||
A company using competency-based pay compensates for all of the following except an employee's __________.
Question options:
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| range of skills | ||
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| job title | ||
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| depth of knowledge | ||
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| type of skills | ||
| Question 27 | 2.5 / 2.5 points | ||
Which of the following is true of recognition programs?
Question options:
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| They have a positive impact on performance. | ||
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| They are expensive to administer. | ||
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| They reduce extrinsic motivation. | ||
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| both A and B | ||
| Question 28 | 2.5 / 2.5 points | ||
A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation.
Question options:
|
| pay group | ||
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| benchmark | ||
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| pay grade | ||
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| class | ||
| Question 29 | 2.5 / 2.5 points | ||
When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________.
Question options:
|
| classes | ||
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| grades | ||
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| sections | ||
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| cohorts | ||
| Question 30 | 2.5 / 2.5 points | ||
A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company's productivity objectives with any resulting cost-savings gains shared among employees and the company.
Question options:
|
| Scanlon | ||
|
| Lincoln incentive | ||
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| Gainsharing | ||
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| ESOP | ||
| Question 31 | 2.5 / 2.5 points | ||
External equity refers to __________.
Question options:
|
| how a job's pay rate in one company compares the job's pay rate in other companies | ||
|
| how fair the job's pay rate is when compared to other jobs within the same company | ||
|
| the fairness of an individual's pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual's performance | ||
|
| the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay | ||
| Question 32 | 2.5 / 2.5 points | ||
Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages.
Question options:
|
| base pay | ||
|
| short-term incentives | ||
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| long-term incentives | ||
|
| executive benefits | ||
| Question 33 | 2.5 / 2.5 points | ||
The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation.
Question options:
|
| Fair Labor Standards Act | ||
|
| Civil Rights Act | ||
|
| Equal Pay Act | ||
|
| Age Discrimination in Employment Act | ||
| Question 34 | 2.5 / 2.5 points | ||
The point method of job evaluation entails __________.
Question options:
|
| identifying several compensable factors, each having several degrees, and the degree to which each of these factors is present in the job | ||
|
| ranking each job relative to all other jobs based on some overall factor | ||
|
| using raters to categorize jobs into groups | ||
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| deciding which jobs have more of the chosen compensable factors | ||
| Question 35 | 2.5 / 2.5 points | ||
__________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another.
Question options:
|
| Job analysis | ||
|
| Job evaluation | ||
|
| Benchmark analysis | ||
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| Job ranking | ||
| Question 36 | 2.5 / 2.5 points | ||
__________ refers to all forms of pay or rewards going to employees and arising from their employment.
Question options:
|
| Reimbursement | ||
|
| Employee compensation | ||
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| Salary | ||
|
| Benefits | ||
| Question 37 | 2.5 / 2.5 points | ||
__________ is any salary increase the firm awards to an individual employee based on his or her individual performance.
Question options:
|
| Merit pay | ||
|
| Variable pay | ||
|
| Competency-based pay | ||
|
| Piecework | ||
| Question 38 | 2.5 / 2.5 points | ||
Which of the following is categorized as an indirect payment portion of employee compensation?
Question options:
|
| wages | ||
|
| salaries | ||
|
| employer-paid insurance | ||
|
| bonuses | ||
| Question 39 | 2.5 / 2.5 points | ||
Which of the following is typically included in compensation packages for a company's top executives?
Question options:
|
| short-term and long-term incentives | ||
|
| perks | ||
|
| executive benefits | ||
|
| all of the above | ||
| Question 40 | 2.5 / 2.5 points | ||
What is the purpose of the wage curve?
Question options:
|
| to show the relationship between the value of the job as determined by one of the job evaluation methods and the current average pay rates for your grades |
|
| to equate jobs of approximately equal difficulty or importance as established by job evaluation |
|
| to assign pay rates to pay grades |
|
| to choose benchmark jobs within each pay grade |
