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Questions

20 Feb

QUESTION 1

  1. Once in a while, that which appears to be a performance-related problem can in reality be a behavior-related problem.

True

False

3 points   

QUESTION 2

  1. People-related problems and the frustrations accompanying them are a significant part of a first-line manager’s job.

True

False

3 points   

QUESTION 3

  1. In most circumstances, production-centered management is more effective in inspiring productivity than is people-centered management.

True

False

3 points   

QUESTION 4

  1. The manager is positioned too closely to the department’s operating problems and needs to be an effective teacher.

True

False

3 points   

QUESTION 5

  1. In an appraisal rating scale it is best to use even number scale points, such as four or six, to discourage users from automatically focusing on a midpoint.

True

False

3 points   

QUESTION 6

  1. Supervisors are entitled to maintain secret files on selected individuals.

True

False

3 points   

QUESTION 7

  1. Which of the following statements is applicable to managers during a union-organizing campaign?
Managers can answer some employee questions.
Managers can threaten or interrogate employees.
Managers can make promises.
Managers can ask employees questions about unions or voting.

3 points   

QUESTION 8

  1. There is little value in regularly appraising the performance of an individual who regularly does standard work and can go no higher in position or pay.

True

False

3 points   

QUESTION 9

  1. Most experts consider which of the following pieces of legislation to be the most far-reaching and important in personnel matters?
The Civil Rights Act
The Wagner Act
The Taft-Hartley Act
The Americans with Disability Act

3 points   

QUESTION 10

  1. Key innovators of scientific management included Frederick W. Taylor, Frank and Lillian Gilbreth, Henry L. Gantt, and Frank Bunker.

True

False

3 points   

QUESTION 11

  1. Which of the following is true regarding unemployment compensation?
One who is dismissed for reasons related to performance or laid off for lack of work or economic reasons is considered ineligible for unemployment.
Any discharged employee is free to apply for unemployment.
Many claims are given unfavorable determinations even though an organization considered them to be eligible.
Discharged employees claiming hardship are infrequently granted unemployment compensation benefits.

3 points   

QUESTION 12

  1. Which of the following should always be true for supervisors who maintain personnel files on their own employees?
Supervisors’ files ordinarily include copies of the most recent one or two performance appraisals.
Permanent records of older performance appraisals are always useful because they are generally unavailable elsewhere in the organization.
Notes regarding negative items to include in the next performance appraisal are useful.
Copies of warnings, reprimands or other disciplinary information should be discarded after 6 months.

3 points   

QUESTION 13

  1. An employee who is discharged for cause is legally eligible for unemployment compensation.

True

False

3 points   

QUESTION 14

  1. Dismissal occurs for reasons related to performance.

True

False

3 points   

QUESTION 15

  1. In terms of preventing violence in the workplace, which of the following is not true for supervisors?
They should treat everyone with respect and consideration.
They should keep all objects that could be used as weapons stored away.
Supervisors should know security procedures, alarms, and warning codes.
Supervisors should be trained how to disarm persons with a weapon.

3 points   

QUESTION 16

  1. Which of the following is not true about unions?
A union can realign communication relationships.
Without a union, communications can flow directly between managers and employees.
Unions do not change channels of communication.
Unions often have their own agendas that are not consistent with an organization’s goals.

3 points   

QUESTION 17

  1. Documentation related to employees should be completed on a timely basis.

True

False

3 points   

QUESTION 18

  1. Performance standards or measures of performance are best selected to address the four key dimensions of productivity, quality, timeliness, and cost.

True

False

3 points   

QUESTION 19

  1. A particular strength of the team appraisal process lies in the implicit assumption that all team members perform at an equivalent level.

True

False

3 points   

QUESTION 20

  1. Since employee attitude is so important, it is essential to always have “attitude” prominently featured as an appraisal criterion.

True

False

3 points   

QUESTION 21

  1. A complaint of discrimination filed with the Equal Employment Opportunity Commission (EEOC):
Must be taken to the EEOC by an attorney acting on behalf of the complaining individual.
Will, in most instances and in most states, be referred to the State Division of Human Rights (DHR) or comparable agency.
Is costly to file, thus discouraging any number of potential complaints.
Invariably means a hard time for the organization because the EEOC is a federal regulatory body.

3 points   

QUESTION 22

  1. A health care provider organization’s new-employee orientation plans are mandated by accreditation and regulatory agencies.

True

False

3 points   

QUESTION 23

  1. Which of the following is a reason why employees seek to form unions?
Employees are treated fairly.
Employees are spoken to openly and honestly.
Employees are provided with salaries and benefits that are comparable to local competitors.
Employees are given minimal responsibilities.

3 points   

QUESTION 24

  1. Which of the following is true?
Violence in the workplace is always due to stress
Violence is similar to other forms of human behavior in that it is an action in response to a condition, need, or demand.
A department manager’s best approach to workplace violence involves following company rules.
Persons who commit violent acts in the workplace are usually underpaid.

3 points   

QUESTION 25

  1. The U. S. government is ordering discontinuation of the process of freely sharing wage and salary information among organizations because:
Too much erroneous information was regularly disseminated by individuals who were unqualified to conduct such surveys.
Individual organization’s conducting their own surveys were infringing on the territory of trade associations and professional survey firms.
An uncontrolled variety of survey designs rendered most of the data that was gathered only marginally usable.
The open salary survey activity was judged illegal under existing anti-trust legislation.

 

 
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Posted by on February 20, 2017 in Academic Writing

 

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