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reward systems of an organization include the performance measures by which TRUE High-performance work systems are characterized by high employee turnover. FALSE Themost popular way to empower employees is to design work so that it can be performed
by FALSE To create a learning organization, one challenge is to shift the focus of training away from FALSE A condition underpinning any high-performance organization is that employees be fully TRUE People experience occupational intimacy when they love their work, when they and their co- TRUE A written code of ethics is usually ineffective if it is developed with input from employees about FALSE Research suggests that it is more effective to improve HRM practices as a whole than to focus TRUE High-performance organizations do not need selection methods that identify more than FALSE To
set up a performance management system that supports the organization's goals, TRUE Measures of employees' performance should take the effects of situational constraints into TRUE Compensation usually discourages
high-performance organizations when it is linked in part to ff Transaction processing includes the activities required to meet government reporting TRUE In general, HR departments should be able to improve their performance through some A. the rate of employee turnover is considerably high. D. what the HR department does has a more beneficial effect on employees' and the In general, HR departments should be able to improve their performance through some A. has
a relatively limited influence over employee performance. B. uses fewer and less-costly resources to perform its functions. Maridings Inc., an apparel manufacturer, employed a
large-scale recruitment drive to hire A. HR report C. HR analytics The use of HR analytics involves measuring a program's success in terms of whether it A. adopted a pro-innovation approach. D. delivered value in an economic sense. Which of the following is a customer satisfaction measure of the
overall effectiveness of HR A. the ratio of personnel staff to employee population D. the working relationship between organizations and HRM department A business indicator of the overall effectiveness of HR activities includes A. the ratio of personnel staff to employee population. A. the ratio of personnel staff to employee population. Which of the following is a business indicator of the success of the employee appraisal and A. assistance in identifying management potential E. the distribution of performance appraisal ratings For a business conducting an HRM audit, which of the following will serve as an
important A. the percentage of employees participating in training programs per job family E. the quality of introduction or orientation programs Which of the following is a business indicator of the success of the training programs A. the extent to which training programs meet the needs of employees and the company B. training dollars per employee In the context of an HRM audit, average unemployment compensation payment primarily A. staffing d. benefits Which of the following is a measure of
customer satisfaction that indicates the success of the A. promptness in handling claims A. promptness in handling claims Which of the following is
a customer satisfaction measure that indicates the success of the A. competitiveness in local labor market A. competitiveness in local labor market Which of the following is a business indicator for the success of the compensation system A. competitiveness in the local labor market B. the ratio of average salary offers to average salary in community Which of the following is a measure of customer satisfaction that indicates the success of the A. treatment of applicants A. treatment of applicants The HR department of a firm identifies the per capita requirement costs in its annual audit. It A. training E. staffing In the context of an HRM audit, the ratio of acceptances to offers made primarily serves as a A. employee development E. staffing Which of the following is an HRM function in an HRM audit? A. production B. appraisal To determine the outcomes of the HR functions at Vesco International, several top-level A. HRM functions B. HRM audit The primary focus of an HRM audit is based on A. motivating customers. C. reviewing the various outcomes of HRM functions. A formal review of the outcomes of HRM functions, based on identifying key HRM functions A.
balanced scorecard E. HRM audit According to your text, a number of techniques are available for measuring HRM's A. training results D. specific HRM activity Sofia, a human resources executive, emphasizes to her staff that the department should focus A. providing employees with the training they need to succeed at work A. providing employees with the training they need to succeed at work The three things human resource management needs to define in a customer-oriented B. the customer groups, the customer needs, and the activities required to meet those needs. b. the customer groups, the customer needs, and the activities required to meet those needs. In the context of an organization's human resource division, which of the following statements A. The term refers specifically to the organization's
shareholders. D. The term refers to the organization as a whole and its other divisions. Compensation systems can help create the conditions that contribute to high performance. Consequently, organizations can increase empowerment and job satisfaction by A. communicating the basis for decisions about pay. A. communicating the basis for decisions about pay Oneway performance management systems can support organizational goals is by A. defining and measuring performance in broad behavioral terms. B. linking performance measures to meeting internal and external customers' needs. C. ignoring situational constraints. D. outsourcing those goals to professional behavior management firms. E. choosing business goals based on employees' skills and abilities. linking performance measures to meeting internal and external customers' needs The human resource department of Winston Memorial Hospital has played a leading role in helping the hospital become a high-performance work system. Recently, the team has been focusing on the organization's performance management. Which of the following efforts would most directly ensure that performance management supports the development of a high-performance work system? A. preventing organizational culture from influencing employees' behaviors B. making sure employees know how their work contributes to the hospital's mission C. ensuring the confidentiality of the organization's primary objectives D. developing the hospital's talent to move into positions of greater responsibility E. identifying and hiring people who are enthusiastic about and able to contribute to teamwork B. making sure employees know how their work contributes to the hospital's mission Ronaldo, the general manager of RipnRoll Furniture, believes that each employee must thoroughly understand the goals of the organization. He understands that adhering to the vision and mission of the organization will help increase employee satisfaction and will also result in improved employee performance. Which of the following strengthens Ronaldo's belief? A. the vision and mission of the organization are ethical B. understanding the organization's goals helps employees improve their performance C. employee performance can be enhanced by keeping costs under control D. Ronaldo has too many expectations of his employees E. the organization's goals constantly change B. understanding the organization's goals helps employees improve their performance At a high-performance organization, recruitment and selection aim at obtaining the kinds of employees who can thrive in this type of setting. These employees are _____. A. primarily individual contributors B. enthusiastic about knowledge sharing C. averse to risk taking D. averse to experimentation E. averse to taking initiative B. enthusiastic about knowledge sharing ITI Inc., a software company, is currently looking for employees to fill vacant positions. It is looking for prospective candidates who are enthusiastic about their work and willing to share their knowledge with their colleagues on various topics related to their field. The HR department is responsible for finding the right type of candidate to fit the roles in the organization. In this scenario, the HR department contributes to high performance through _____. A. job design B. training C. performance management D. recruitment and selection E. job search D. recruitment and selection ThinkBig Inc. has been known for its excellent customer service since its start more than 40 years ago. The company carefully selects employees based on their combination of skills and commitment to the company's values of service and quality. How does ThinkBig's selection process contribute to the company's high performance? A. ThinkBig focuses on outcomes that can be defined in specific terms. B. ThinkBig can benefit from the use of teamwork and employee empowerment. C. ThinkBig's selection process avoids the use of psychological testing. D. ThinkBig's employees have more technical skills than competitors' employees have. E. ThinkBig's employees not only know how to do their work, but also are enthusiastic and committed. E. ThinkBig's employees not only know how to do their work, but also are enthusiastic and committed. Job design aimed at empowerment B. limits flexibility. C. includes access to resources. D. increases employee turnover. E. includes a rigid pay structure. C. includes access to resources. Which of the following is an HRM practice that helps organizations achieve high performance? A. work performed by individuals B. an organization discouraging continuous learning C. a performance management system measuring customer satisfaction and quality D. pay systems primarily rewarding loyalty to the company E. technology which increases costs C. a performance management system measuring customer satisfaction and quality
Identify the HRM practice that can assist firms in becoming a high-performance organization A. a conservative discipline system B. avoiding monitoring employees' satisfaction C. a job related and legal selection system D. a work design encouraging rigidity E. using technology sparingly C. a job related and legal selection system A year ago, a production facility of a beverage company became the subject of negative news coverage following complaints that it had been slow to alert the community to some contamination of the water supply. During the reporters' investigation, several employees came forward to blame a supervisor who they claimed was nasty and unfair in his dealings with them. After the stories spread online, the human resource department noticed that the number of workers applying for jobs at the facility had tumbled, and so had the quality of applicants who did apply. The troublesome manager was dismissed, and now the human resource department is investigating how to improve the ethical climate at the facility. Which of the following measures would contribute most to the effort? A. recognizing that, for a business, ethical issues are mainly relevant in the short term B. sending executives to an off-site private retreat to write a code of ethics together C. shutting down channels through which unethical acts might become known D. keeping quiet until the incidents are forgotten E. including measures of ethical behavior in performance management E. including measures of ethical behavior in performance management Which of the following is a way in which organizations can promote job satisfaction? A. They can make jobs more repetitive. B. They can set up subjective performance management systems. C. They can set highly abstract goals. D. They can empower supervisors. E. They can make jobs more interesting. E. They can make jobs more interesting. Calvin, the CEO of Incal Inc., a digital media startup, holds a meeting with his employees, telling them he wants them to put 100% effort into their daily work. He adds that in every quarter the company meets its sales targets, employees will receive a $500 bonus. In this scenario, Calvin's actions are most likely to improve ______. A. critical thinking B. continuous learning C. ethical behavior D. employee engagement E. information systems D. employee engagement At Wakame Beauty Solutions, Sheila created an award-winning line of lip balm, lip gloss, and lipstick after many hours of research and discussions with experts. Now, with her manager's encouragement, she frequently conducts workshops for other employees about lip color and other beauty products. In this scenario, which of the following features of Wakame Beauty Solutions is exemplified? A. flexible environment B. critical thinking C. learning culture D. job rotation E. functional organization C. learning culture A learning culture creates the conditions in which managers A. encourage experimentation. B. ensure rigidity. C. help sustain the status quo. D. encourage groupthink. E. demonstrate a high degree of risk aversion. A. encourage experimentation. Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions? A. high employee turnover B. critical, systematic thinking C. disruptive, intermittent learning D. organizational change E. organizational anarchy B. critical, systematic thinking What is the perception about training in a learning organization? A. It is treated as a superfluous corporate ritual. B. It is viewed as an investment in the organization's human resources. C. It is considered as the only driver of continued growth and sustainability. D. It is deemed as the primary means of retaining good employees. E. It is regarded as a tool to minimize organizational anarchy. B. It is viewed as an investment in the organization's human resources. Which of the following is true about continuous learning? A. The advancement of technology has put little pressure on employees to learn about their work systems. B. Employees should continuously learn about their work systems to improve performance. C. Continuous learning may eventually turn out to be a disadvantage because it results in information overload. D. Despite continuous learning, employees do not put into practice what they have learned. E. Continuous learning definitely will result in a job transfer or better job opportunities. B. Employees should continuously learn about their work systems to improve performance The employees at the Waycliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for. They then implement the ideas resulting from their research. This is an example of _____. A. brand alignment B. continuous learning C. employee engagement D. performance management E. expert systems B. continuous learning Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as A. continuous learning. B. critical thinking. C. innovation. D. cognition. E. groupthink. A. continuous learning. For a learning organization to function well, employees ought to A. create short-term learning goals rather than long-term learning goals. B. identify their own training needs. C. take part in seminars and conferences at least once every week. D. share the information that was acquired during the learning process. E. distribute highly classified information. D. share the information that was acquired during the learning process. Which of the following statements is true about a learning organization? A. It actively resists organizational change. B. It usually considers organizational learning a barrier to the dissemination of corporate culture. C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge. D. It places a relatively low importance on innovation. E. It considers training a superfluous corporate ritual. C. It supports lifelong learning by enabling all employees to continually acquire and share knowledge. For empowerment to succeed, managers should A. micromanage their teams and delegate as much work as possible. B. ensure that communication flows top down from senior management. C. help their teams ensure that communication flows in both directions. D. hold frequent meetings to constantly supervise the progress of the team. E. ensure that a team shares information only after it receives approval. C. help their teams ensure that communication flows in both directions. Teamwork and empowerment contribute to high performance when they improve _____. A. job satisfaction B. organizational goals C. organizational ethics D. job rotation E. job enlargement A. job satisfaction A work team can be empowered by A. reducing the team's interaction with other department or teams. B. keeping roles independent and separate from one another. C. authorizing the team to make decisions traditionally made by managers. D. confining the scope of work done by the team and its members. E. assigning management of work schedules to the manager. C. authorizing the team to make decisions traditionally made by managers. Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance? A. It fosters competitiveness. B. It empowers first-line managers and supervisors. C. It helps an organization maintain the status quo. D. It contributes to good long-term relationships with employees, customers, and the public. E. It encourages people to be highly innovative. D. It contributes to good long-term relationships with employees, customers, and the public. _____ is a necessary condition of high performance because it contributes to good long-term relationships with employees, customers, and the public. A. Emotional behavior B. Ethical behavior C. Physical behavior D. Mental behavior E. Cognitive behavior B. Ethical behavior Which of the following is a condition that contributes to high performance? A. Teams perform work only if the employees are interested in a project. B. Work design gives employees the opportunity to utilize a variety of skills. C. Training is not ongoing, but it is implemented when necessary. D. Changes to layout and work methods are handled by management. E. Employees' rewards and compensation relate mainly to individual performance. B. Work design gives employees the opportunity to utilize a variety of skills. A manufacturing firm aims to become a high-performance work system. To do this, a survey team asks employees for comments and suggestions on how they can improve the firm. Some of the newest hires say they feel left out of decision-making processes, while some of the experienced employees say their objections towards the firm switching to cheaper manufacturing equipment went unheard. Which of the following conditions would help the firm strengthen the formation of its high-performance work system? A. The newest employees should be encouraged to focus on their tasks rather than being involved in improving work methods. B. The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods. C. The new employees should be left out of planning changes because they are not accustomed to the firm's way of doing things yet. D. The firm should hire a third party to gain an outsider's assessment on what needs to be done. E. The survey team should ignore the employee comments and push for the changes they would like to see instead. B. The management should allow experienced employees to participate in planning changes in equipment, layout, and work methods. Which of the following would most likely aid in the formation of a high-performance work system? A. employees' rewards and compensation that relate to the company's financial performance B. work design that allows employees to use a single skill C. technology that is used to discourage flexibility D. employees that receive little formal performance feedback E. training that is discouraged because of increasing costs A. employees' rewards and compensation that relate to the company's financial performance Which of the following statements is true about the outcomes of high-performance work systems? A. The outcomes of high-performance work systems include high employee turnover. B. Sales revenues increase the outcomes of high-performance work systems. C. Clients are the main force that drives the outcomes of a high-performance work system. D. The outcomes of each employee contribute to a system's overall high performance. E. Incentives provided to each employee play a big part in contributing to outcomes. D. The outcomes of each employee contribute to a system's overall high performance. As part of his company's initiative to create a high-performance work system, Brady, an HR manager, has been reorganizing work so that teams of employees will concentrate on coordinating their efforts to make sure customers are satisfied. The vice president of human resources has asked Brady to explain to a team of executives how this project will help the company's financial performance. What would be the most effective explanation for Brady to use? A. Getting employees focused on customer satisfaction should take their focus off compensation, lowering costs. B. Improving customer satisfaction should increase demand, leading to greater sales and profits. C. Satisfied customers should result in higher quality, which in turn will increase the degree of innovation. D. Customer satisfaction should lower employee absenteeism and turnover, which reduces costs and raises profits. E. Focusing on customer satisfaction will drive up productivity, which in turn drives up profits. B. Improving customer satisfaction should increase demand, leading to greater sales and profits. Which of the following is an outcome of a high performance work system? A. higher productivity B. decreased product quality C. employee turnover D. decent customer satisfaction E. meeting basic goals A. higher productivity High-performance work systems result in _____. A. simple, repetitive jobs B. high employee turnover C. high production costs D. high product quality E. centralized decision making ... Outcomes of a high-performance work system include higher productivity and _____. A. efficiency B. maintenance C. manpower D. equipment E. resources A. efficiency Nicole was recently promoted at a leading IT firm. Her supervisor has given her access to previously-restricted programs, and Nicole can now retrieve certain confidential data necessary to her job responsibilities. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario? A. organizational structure B. staffing C. reward systems D. task design E. information systems E. information systems In which of the following ways do modern information systems contribute most directly to the creation of a high-performance work system? A. by encouraging employees to strive for objectives that support the organization's goals B. by determining the details of the organization's necessary activities C. by enabling organizations to give many employees access to information D. by grouping people into useful divisions and departments E. by selecting people who can perform their jobs well C. by enabling organizations to give many employees access to information Ryan is an experienced employee at an organization. The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance. Ryan has raised concerns regarding the revised policy, but management stands firm on its revised policy. For Ryan's company to be a high-performance work system, which of the following elements is Ryan seeking to improve? A. organizational structure B. staffing C. reward systems D. task design E. information systems C. reward systems Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization's overall goals and includes the performance measures by which employees are judged? A. organizational goals B. task design C. reward systems D. information systems E. training systems C. reward system According to your text, which of the following is a key element of high-performance work systems? A. organization B. a rigid hierarchy C. measurable skill sets D. the right people E. exact synchronization between divisions D. the right people In a high-performance work system, task design makes jobs _____. A. narrow in scope B. high in task significance, but low in autonomy C. highly specialized D. efficient while encouraging high quality E. simple and repetitive D. efficient while encouraging high quality Which of the following statements is true about task design? A. It determines what type of information to gather to reduce errors in planning. B. It empowers people to perform better and create goals that match an organization's goals. C. It allows the recruitment of prospective candidates to occur in an easier manner. D. It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met. E. It involves the clustering of details pertaining to an organization's required activities. E. It involves the clustering of details pertaining to an organization's required activities. Which of the following statements is true of an organizational structure in a high-performance work system? A. It promotes high employee turnover. B. It promotes cooperation and learning. C. It discourages competition. D. It helps the organization select the right people with the required qualifications. E. It encourages people to strive for objectives that support the organization's overall goals. B. It promotes cooperation and learning. In a high-performance work system, organizational structure promotes cooperation, learning, and _____. A. traditional management practices B. personal discipline C. improved financial performance D. continuous improvement E. productivity in all levels of the organization D. continuous improvement Gibson United is a new firm located in Chicago. The firm has to hire qualified individuals, compartmentalize them into different departments, and hire a set of managers who will be able to instruct, monitor, and guide these employees to ensure smooth functioning of the organization. In this scenario, Gibson United is engaging in creating a(n) _____. A. information system B. task-design procedure C. reward system D. organizational structure E. staffing solution D. organizational structure Which of the following best defines a high-performance work system? A. an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings B. the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals C. a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data D. a system that is used to collect, record, store, analyze, and retrieve data concerning an organization's human resources E. a performance management system that measures customer satisfaction B. the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals Which of the following statements is true of high-performance work systems? A. Creating a high-performance work system is akin to using traditional management practices. B. To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another. C. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people. D. A high-performance work system usually excludes reward systems. E. Integrated high-performance work practices usually have little impact on productivity and long-term financial performance. c. To develop a high-performance work system, organizations need to determine what kinds of people fit their needs and then locate, train, and motivate those special people Identify the term that refers to the way in which an organization groups its people into useful divisions, departments, and reporting relationships. A. job structure B. organizational structure C. value chain D. corporate design E. relationship management B. organizational structure Which of the following in an organization usually makes most of the decisions about organizational structure? A. top management B. HR department C. supervisors D. middle-level managers E. technical analysts A. top management
Which of the following elements of a high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities? A. information systems B. reward systems C. performance D. organizational structure E. task design E. task design What is a valid reason for ethical behavior to be a necessary condition for high performance?Ethical behavior is a necessary condition of high performance because: it contributes to good long-term relationships with employees, customers, and the public.
Which of the following best defines a high performance work system quizlet?Identify the statement that best defines a high-performance work system: It refers to the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.
What is one reason for creating high performance work systems quizlet?Greater efficiency - HR uses fewer and less-costly resources to perform its functions. Greater effectiveness - what HR does has a more beneficial effect on employees and the organization's performance.
Which condition contributes to high performance?efficiency. Which condition contributes to high performance? Work design gives employees the opportunity to utilize a variety of skills. authorizing the team to make decisions traditionally made by managers.
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