Chapter 8—Human Resource Management: From Recruitment to Labor Relations
MATCHING
Complete the following using the terms listed.
a. job enlargement
b. 360-degree performance review
c. collective bargaining
d. Theory Y
e. downsizing
f. outsourcing
g. flexible work plans
h. grievance
i. 401(k) plans
j. human resource management
k. performance appraisals
l. employee separation
m. lockout
n. arbitration
1. Using outside specialists to perform functions previously performed by company employees is called
_____.
2. _____ allow employees to adjust their working hours and places of work to accommodate their
personal needs.
3. _____ managers assume that employees like work and will seek and accept greater responsibility.
4. The function of attracting, developing, and retaining enough qualified employees to perform the
activities necessary to accomplish organizational objectives is called _____.
5. _____ is a job design that expands an employee’s responsibilities by increasing the number and variety
of tasks.
6. One type of performance appraisal is the _____, which gathers feedback from a review panel of
coworkers, supervisors, team members, and subordinates.
7. A union complaint that management is violating a provision of the union contract is called a(n) _____.
8. ____________ is a broad term covering the loss of an employee for any reason.
9. The process of negotiation between management and union representatives for the purpose of arriving
at a mutually acceptable agreement is called _____.
10. _____ are retirement savings plans to which employees can make pretax contributions to retirement
accounts.
11. _____ is the process of reducing the number of employees within a firm by eliminating jobs.
12. When disputes cannot be solved voluntarily through mediation, parties can use _____ by bringing in
an impartial outside party who renders a legally binding decision.
13. A management strike, also known as a(n) _____, puts pressure on union members by closing the firm.
14. Most firms use annual ____________ to evaluate an employee’s job performance and provide
feedback.
1. ANS: f
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
2. ANS: g
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
3. ANS: d
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
4. ANS: j
Behind the People
Pg. 232
5. ANS: a
Pg. 244
6. ANS: b
Pg. 236
7. ANS: h
Pg. 250
DIF: MEDIUM
LO:
AACSB
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
Analytic
BT: K
LO: 8.6 Motivating Employees
Analytic
BT: K
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
LO: 8.7 Labor- Management Relations
Analytic
BT: K
8. ANS: l
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
9. ANS: c
Pg. 250
10. ANS: i
Pg. 238
11. ANS: e
Pg. 243
12. ANS: n
Pg. 250
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
LO: 8.4 Compensation
Analytic
BT: K
LO: 8.5 Employee Separation
Analytic
BT: K
LO: 8.7 Labor-Management Relations
Analytic
BT: K
13. ANS: m
Pg. 250
14. ANS: k
Pg. 236
DIF: MEDIUM
AACSB
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
8.1 Human Resource Management: The People
ESSAY
15. Explain the concept of human resource management and the role of human resource planning in an
organization’s competitive strategy.
ANS:
Human resource management is the function of attracting, developing, and retaining enough qualified
employees to perform the activities necessary to accomplish organizational objectives. Human
resource planning forecasts the number of employees a firm will need and determines the types of
skills necessary to implement its plans.
DIF: MEDIUM
Pg. 232
LO: 8.1 Human Resource Management: The People Behind the People
AACSB
Analytic
BT: K
16. Describe the core responsibilities of human resource management.
ANS:
The core responsibilities of human resource management include planning for staffing needs,
recruiting and selecting employees, training and evaluating performance, determining employee
compensation and benefits, and dealing with employee separation.
DIF: MEDIUM
Pg. 232
LO: 8.1 Human Resource Management: The People Behind the People
AACSB
Analytic
BT: K
17. Describe the use of social networking sites as a job recruiting tool for firms and discuss what this
means to job seekers.
ANS:
More firms today than ever before are using social media networking sites like LinkedIn, Facebook,
and Twitter as tools for connecting to job seekers. Companies constantly update their pages on these
sites with information about promotions and when they will be hiring new workers. They also join
group discussions and search for qualified candidates. This makes it important for job seekers who use
these social networking sites to pay attention to what information and images they include on their
pages so that they look professional to potential employers.
DIF: MEDIUM
LO: 8.2 Recruitment and Selection
Pg. 232
AACSB
Analytic
BT: C
18. Explain the advantages of Internet recruiting.
ANS:
Internet recruiting is a quick, efficient, and inexpensive way to reach a large pool of job seekers. The
vast majority of companies currently use the Internet, including social networking sites, to fill job
openings. This is also the best way for firms to reach new college graduates and workers in their 20s
and 30s.
DIF: MEDIUM
LO: 8.2 Recruitment and Selection
Pg. 232
AACSB
Analytic
BT: K
19. Discuss the process and benefits of computer-based training.
ANS:
Many firms are replacing classroom training with computer-based training programs, which can
significantly reduce the cost of training. Computer-based training offers consistent presentations, along
with videos that can simulate the work environment. Employees can learn at their own pace without
having to sign up for a class. Through online training programs, employees can engage in interactive
learning—they might conference with a mentor or instructor who is located elsewhere; or they might
participate in a simulation requiring them to make decisions related to their work. An extension of
computer-based training is multimedia training, which may combine text with sound, 3-D animation,
high-resolution graphics, games, simulations, and the like.
DIF: MEDIUM
Pg. 236
LO: 8.3 Orientation, Training, and Evaluation
AACSB
Analytic
BT:
C
20. What is a 360-degree performance review? What are its advantages and disadvantages?
ANS:
A 360-degree performance review is a process that gathers feedback from a review panel of between 8
and 12 people. The panel includes coworkers, supervisors, team members, subordinates, and even
customers. The idea is to get as much frank feedback from as many perspectives as possible. About
two-thirds of all large U.S. companies use them. The downside of 360-degree reviews is they involve a
great deal more work for both the employee and manager. Also, since the evaluations are anonymous,
those with an ax to grind can use these evaluations to even scores.
DIF: MEDIUM
Pg. 236
LO: 8.3 Orientation, Training, and Evaluation
AACSB
Analytic
BT:
21. What types of benefits are mandated by law?
C
ANS:
U.S. firms are required to make Social Security and Medicare contributions, as well as payments to
state unemployment insurance and workers’ compensation programs, which protect workers in case of
job-related injuries or illnesses. The Family and Medical Leave Act of 1993 requires covered
employers to offer up to 12 weeks of unpaid, job-protected leave to eligible employees.
DIF: MEDIUM
LO: 8.4 Compensation
Pg. 238
AACSB
Analytic
BT: K
22. On what factors do firms based their compensation policies?
ANS:
Most firms base their compensation policies on the following factors: (1) what competing companies
are paying, (2) government regulation, (3) cost of living, (4) company profits, and (5) an employee’s
productivity.
DIF: MEDIUM
LO: 8.4 Compensation
Pg. 238
AACSB
Analytic
BT: K
23. What is downsizing? How is it different from outsourcing?
ANS:
Downsizing is the process of reducing the number of employees within a firm by eliminating jobs.
Downsizing is done to cut overhead costs and streamline the organizational structure. With
outsourcing, companies contract with outside firms to perform noncore jobs or business functions,
such as housekeeping, maintenance, or relocation services. Outsourcing allows companies to focus on
what they do best and can result in a downsized workforce.
DIF: MEDIUM
Pg. 243
LO: 8.5 Employee Separation
AACSB
Analytic
BT:
C
24. Explain Maslow’s hierarchy of needs and how an individual is motivated at each level.
ANS:
Maslow stated that each of us is motivated by unfilled, ascending needs. The lowest level needs are
physical—food, shelter, and basic clothing. Once these needs are satisfied, they no longer act as
motivators, but a new, higher level of needs (safety) act as the next level of motivators. Social needs
are on the next level and are followed by esteem needs. The highest level is self-actualization.
DIF: MEDIUM
Pg. 244
LO: 8.6 Motivating Employees
AACSB
Analytic
BT:
C
25. Explain Victor Vroom’s expectancy theory.
ANS:
Victor Vroom’s expectancy theory of motivation describes the process people use to evaluate the
likelihood that their efforts will yield the results they want, along with the degree to which they want
those results. Expectancy theory suggests that people use three factors to determine how much effort to
put forth. First is a person’s subjective prediction that a certain effort will lead to the desired result.
This is the “can do” component of an employee’s approach to work. Second is the value of the
outcome (reward) to the person. Third is the person’s assessment of how likely a successful
performance will lead to a desirable reward.DIF: MEDIUM
LO: 8.6 Motivating Employees
Pg. 244
AACSB
Analytic
BT: C
26. Discuss how Theory X, Y, and Z managers each attempt to increase productivity.
ANS:
Theory X managers use fear, constant supervision, and additional money as tools to increase
productivity. Theory Y managers try to make work more interesting and challenging for their
employees. Theory Z managers use shared decision making and a matrix form of organization.
DIF: MEDIUM
Pg. 244
LO: 8.6 Motivating Employees
AACSB
Analytic
BT:
C
27. Discuss the significance of the National Labor Relations Act.
ANS:
This legislation legalized collective bargaining and required employers to negotiate with elected representatives of their employees. It established the National Labor Relations Board (NLRB) to supervise
union elections and prohibit unfair labor practices such as firing workers for joining unions, refusing to
hire union sympathizers, threatening to close if workers unionize, interfering with or dominating the
administration of a union, and refusing to bargain with a union.
DIF: MEDIUM
Pg. 250
LO: 8.7 Labor-Management Relations
AACSB
Analytic
BT:
C
28. Describe collective bargaining.
ANS:
Labor unions work to increase job security for their members and to improve wages, hours, and
working conditions. These goals are achieved primarily through collective bargaining, the process of
negotiation between management and union representatives.
Union contracts, which typically cover a two- or three-year period, are often the result of weeks or
months of discussion, disagreement, compromise, and eventual agreement. Once agreement is reached,
union members must vote to accept or reject the contract. If the contract is rejected, union
representatives may resume the bargaining process with management representatives, or union
members may strike to obtain their demands.
DIF: MEDIUM
Pg. 250
LO: 8.7 Labor-Management Relations
AACSB
Analytic
BT:
C
MULTIPLE CHOICE
29. The function of attracting, developing, and retaining enough qualified employees to perform the
activities necessary to accomplish organizational objectives is part of ________.
a. human resource management
b. human asset accounting
c. management objectives
d. management development
ANS: a
Behind the People
Pg. 232
DIF: EASY
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
30. All of the following are core responsibilities of human resource managers EXCEPT ________.
a. employee recruitment
b. employee training and performance evaluation
c. employee compensation and benefits
d. company budget forecasts
ANS: d
Behind the People
Pg. 232
DIF: EASY
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
31. Pham is a human resource manager. His responsibilities might include all of the following activities
EXCEPT ________.
a. developing employee training programs
b. administering employee benefit programs
c. projecting sales for the coming six-month period
d. administering compensation plans
ANS: c
Behind the People
Pg. 232
DIF: MEDIUM
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
32. Which of the following is an overall objective of the human resource management department?
a. maximizing employee effectiveness in the organization
b. forecasting anticipated sales
c. determining sources of operating funds
d. daily supervision of hourly employees
ANS: a
Behind the People
Pg. 232
DIF: MEDIUM
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
33. Which of the following is the first step in the employee recruitment process?
a. review applications and résumés
b. interview candidates
c. conduct employment tests
d. identify job requirements
ANS: d
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
34. The purpose of the EEOC is to ________.
a. provide health insurance to uninsured employees
b. guarantee companies pay social security for all employees
c. investigate claims of discrimination
d. enforce the Family and Medical Leave Act of 1993
ANS: c
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
35. Which of the following statements about Title VII of the Civil Rights Act is NOT correct?
a. It created the EEOC.
b. It prohibits discrimination based on age, religion, or gender.
c. It helps employers set up affirmative action programs to increase job opportunities for
women, minorities, people with disabilities, and other protected groups.
d. It includes the right to a jury trial for victims of employment discrimination.
ANS: b
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Diversity
BT: K
36. The Americans with Disabilities Act makes it illegal for a company to ask about a job applicant’s
health when that applicant is applying for a position, unless ________.
a. A company is never allowed to ask about a job applicant’s health.
b. the condition requires an extended leave of absence
c. the company cannot afford higher-than-average medical costs
d. the condition directly affects the person’s ability to perform the job
ANS: d
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Diversity
BT: K
37. Derek runs the finance department for a software company and wants to measure a job candidate’s
ability in numerical aptitude, general reasoning, and verbal comprehension. According to experts,
which test would be ideal for this situation?
a. certified public accounting exam
b. associative learning comprehension
c. cognitive ability test
d. personality type indicator
ANS: c
Pg. 233
DIF: EASY
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
38. The orientation program is typically administered jointly by the ________.
a. human resource department and the department in which the employee will work
b. appropriate vice president and the human resource department
c. payroll department and the human resource department
d. employee training instructor and the management development office
ANS: a
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
39. Which of the following is an example of on-the-job training?
a. online training programs
b. conferences
c. classroom lectures
d. apprenticeship programs
ANS: d
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
40. Some companies are replacing classroom training with computer-based and online training programs
because these programs offer all of the following advantages EXCEPT ________.
a. reduced travel costs
b. online training programs are less difficult
c. online training offers consistent presentations
d. employees can learn at their own pace
ANS: b
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
41. Amy is a promising middle manager for a large company. She is taking part in a training program
designed to improve her skills and broaden her knowledge of the company and entire industry. Amy is
taking part in a(n) ________.
a. management development program
b. on-the-job training program
c. apprenticeship program
d. 360-degree review
ANS: a
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
42. Which of the following is a concern about performance appraisals?
a. They are held too frequently.
b. They may be skewed in favor of a single manager’s subjective opinion.
c. They are based on objective criteria.
d. They take place in the form of two-way communication.
ANS: b
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
43. Based on employee performance appraisals, managers make objective decisions about all of the
following EXCEPT ________.
a. additional training needs
b. compensation
c. corporate outsourcing
d.
promotion
ANS: c
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
44. Robert is a middle manager for All Dogs Food Co. He has requested an evaluation by a panel to
include coworkers, superiors, subordinates, and several of the company’s clients. This type of
evaluation is called a ________.
a. management development program
b. Professional Analysis, Inc. (PAI) review
c. status performance appraisal
d. 360-degree performance review
ANS: d
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
45. Demitrius is scheduled for a 360-degree performance review at UPS. What advantage can he and the
company gain from this review?
a. less work for employees and managers
b. feedback from multiple perspectives
c. outcomes untainted by personal disputes
d. less paperwork than a traditional review
ANS: b
Pg. 236
DIF: EASY
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
46. Omar, an electrician for Quality Builders, is paid $35 for each hour he works during the day. After 5
p.m. and on weekends, he is paid the overtime rate of one and one-half times the regular hourly rate.
Omar is paid a ________.
a. wage
b. bonus
c. commission
d. salary
ANS: a
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
47. Antonio is paid $55,000 per year as a research analyst. This type of compensation is called a(n)
________.
a. salary
b. wage
c. time wage
d. employee benefit
ANS: a
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
48. Most companies base their compensation policies on all of the following factors EXCEPT ________.
a. government legislation
b. cost of living
c. worker’s previous salary
d. worker productivity
ANS: c
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
49. Joanne performed substantially better than her supervisor had expected on predetermined department
goals. Because of her excellent productivity, she received an extra $1,500 at the end of the year.
Joanne was ________.
a. paid an additional salary
b. granted incentive compensation based on her knowledge
c. given overtime pay
d. awarded a gain-sharing bonus
ANS: d
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
50. Gain sharing is an employee benefit that provides ________.
a. increased stock options if the company is doing well
b. bonuses for recruiting new employees for needed positions
c. bonuses based on surpassing performance goals
d. salary increases based on learning new job skills
ANS: c
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
51. Which of the following is NOT a trend in employee benefits?
a. Employers are offering incentives for employees to live better lives.
b. Employers are paying a greater percentage of health care costs.
c. Companies are shrinking the matching contributions made to workers’ retirement
programs.
d. Employee benefits amount to approximately 30 percent of total compensation.
ANS: b
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
52. All of the following employee benefits are required by law with the exception of ________.
a. health insurance
b. Social Security
c. unemployment insurance
d. Medicare
ANS: a
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
53. Antonio is able to select the type of benefits he receives by choosing from a list of possibilities
including health insurance, dental and vision plans, and life and disability. This type of “cafeteria”
plan is called a ________ benefits plan.
a. flexible
b. supplemental
c. volunteer
d. legally mandated
ANS: a
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
54. All of the following are examples of flexible working arrangements EXCEPT ________.
a. paid time off
b. compressed workweeks
c. job sharing plans
d. 401(k) plans
ANS: d
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
55. Jana’s firm allows her to work four 10-hour days each week. This type of flexible work arrangement is
known as ________.
a. job sharing program
b. compressed workweek
c. telecommuter
d. flextime
ANS: b
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
56. Kate is a full-time nurse and would like to vary her starting and ending time to better accommodate her
children’s school hours. Which flexible work plan would be ideal for her situation?
a. flextime
b. job sharing program
c. telecommuter
d. compressed workweek
ANS: a
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
57. Chaya’s firm allows her to complete most of her work tasks from her home. Which flexible work plan
is Chaya using?
a. job sharing program
b. compressed workweek
c. telecommuting
d. flextime
ANS: c
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
58. Rose was recently let go from her position at an insurance agency as a result of downsizing. This is an
example of ________.
a. voluntary separation
b. involuntary separation
c. involuntary turnover
d. voluntary turnover
ANS: b
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
59. Darren decided to change jobs. Before he left the company, he talked to someone in the human
resources department about the reasons why he was leaving. Darren went through a(n) ________
interview.
a. termination
b. exit
c. downsizing
d. outsourcing
ANS: b
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
60. Hailey manages the finance department at her company, and she discovers that one of her employees is
performing poorly and letting coworkers pick up the slack. Hailey knows that resentment is building,
so after an initial write-up, she proceeds with a(n) ________ of the employee.
a. downsizing
b. voluntary turnover
c. outsourcing
d. involuntary turnover
ANS: d
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
61. Which of the following is often a negative result of downsizing?
a. employee morale declines
b. product quality drops
c. competitive position deteriorates
d. customer service quality declines
ANS: a
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
62. Which of the following tasks are NOT typically outsourced?
a. accounting
b. core business
c. noncore business
d. production
ANS: b
Pg. 243
DIF: EASY
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
63. Which of the following is NOT a reason for outsourcing?
a. avoiding long-term resource costs
b. enabling a firm to focus on functions it does best
c. improving internal management controls
d. gaining flexibility to change vendors at the end of contract periods
ANS: c
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
64. Robert’s company contracted with an outside business to provide technical and computer support. This
is an example of ________.
a. restructuring the whole organization
b. downsizing
c. employee empowerment
d. outsourcing
ANS: d
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
65. A need produces ________, which leads to ________.
a. motivation; goal-directed behavior
b. goal-directed behavior; rewards
c. responsibility; satisfaction
d. stress-directed behavior; motivation
ANS: a
Pg. 244
66.
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
According to Herzberg, job factors that are essential to job satisfaction although they cannot
motivate employees include which of the following?
a. recognition
b. advancement
c. growth opportunities
d. job security
ANS: d
Pg. 244
DIF:
MEDIUM
AACSB
LO:
8.6 Motivating Employees
Analytic BT:
AP
67. A key premise of Maslow’s hierarchy of needs theory is that ________.
a. people’s needs are based on their wants
b. people’s needs are based on an order of importance
c. not all people have basic needs
d. a satisfied need is a motivator
ANS: b
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
68. According to Maslow, an individual’s first priority is given to which level of need?
a. esteem
b. self-actualization
c. physiological
d. safety
ANS: c
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
69. Helène, an industrial sales representative, bought a cellular phone to use if she ever had car trouble
while traveling between appointments. Which level of Maslow’s need hierarchy is Helène addressing?
a. safety
b. physiological
c. self-actualization
d. esteem
ANS: a
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
70. The desire to be accepted by family members and other individuals is what Maslow called ________
needs.
a. physiological
b. esteem
c. social
d. self-actualization
ANS: c
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
71. According to Maslow, the desire to be valued and recognized by others is a(n) ________ need.
a. safety
b. self-actualization
c. physiological
d. esteem
ANS: d
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
72. Juanita is the captain of her college basketball team. Her long-term goal is to be named to the All
American women’s basketball team. Juanita is motivated by ________.
a. esteem needs
b. social needs
c. self-actualization needs
d. physiological needs
ANS: c
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
73. An example of a job factor that is important to job satisfaction though it does not contribute directly to
motivation is ________.
a. company policies
b. opportunity for growth
c. achievement
d. job responsibility
ANS: a
Pg. 244
74.
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
_________ is concerned with an individual’s perception of fair and equitable treatment.
a. Expectancy theory
b. Maslow’s hierarchy of needs theory
c. Equity theory
d. Goal-setting theory
ANS: c
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
75. Vroom’s expectancy theory states that ________.
a. people’s needs are arranged on a hierarchy of importance
b. employees compare their results with those of coworkers and decrease their efforts if they
feel they are underrewarded for similar work
c. people are motivated to the extent to which they accept challenging goals and receive
feedback on their progress
d. employees assess the probability of accomplishing a task, the value of the reward, and the
likelihood that successful performance leads to a desirable reward
ANS: d
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
76. The basic components of goal-setting theory include all of the following EXCEPT ________.
a. goal difficulty
b. performance feedback
c. goal acceptance
d. time management
ANS: d
Pg. 244
77.
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
Which of the following is not a key principle of MBO?
a. specific objectives for each individual
b. performance evaluation and feedback
c. autocratic decision making
d. specific time period to accomplish goals
ANS: c
Pg. 244
DIF:
MEDIUM
AACSB
LO:
8.6 Motivating Employees
Analytic BT:
K
78. Claire announces to her staff that she intends to lower costs in their department by 5 percent. Which
component of goal setting is Claire utilizing?
a. goal specificity
b. time management
c. goal acceptance
d. performance review
ANS: a
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
79. The goal of ________ is to increase employees’ interest in their jobs and allow them to learn more
about different jobs in the company.
a. enlargement
b. management
c. rotation
d. enrichment
ANS: c
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
80. David is the head chef in a restaurant and has decided to increase the number of tasks performed by the
kitchen staff. The added tasks do not result in increased challenge or authority. David’s efforts are
called job ________.
a. sharing
b. enrichment
c. management
d. enlargement
ANS: d
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
81. Malcolm, manager of a purchasing department, keeps a close watch on his employees to make sure
they don’t extend their work breaks beyond the 15-minute time allotment. Malcolm would be
described as a ________ manager.
a.
b.
c.
d.
traditional
Theory Y
Theory X
Theory Z
ANS: c
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
82. Gloria, a supervisor of data entry clerks, includes her subordinates in decision making when possible.
She believes that most people can think of creative ways to solve work-related problems. Gloria’s
assumption about worker behavior is based on ________.
a. Theory Y
b. management by objectives (MBO)
c. Theory X
d. Maslow’s hierarchy of needs
ANS: a
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
83. Carlos, a management trainee, completed a leadership profile in which he was identified as having
Theory Y assumptions about people. Therefore, Carlos would believe that ________.
a. workers can exercise self-control and direction toward organization goals
b. the average person has relatively little ambition and wants security above all
c. the average worker will, under proper conditions, not only accept but also actually seek
responsibility
d. the expenditure of physical and mental effort in work is as natural as play or rest
ANS: c
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
84. Eric is a supervisor and he works hard to involve his employees in all aspects of the operation
believing that employee involvement is a key to improving productivity. Eric is a ________ manager.
a. Theory Y
b. Theory X
c. Theory C
d. Theory Z
ANS: d
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
85. Approximately what percentage of private-sector American workers currently belongs to a labor
union?
a. less than 5 percent
b. between 8 and 9 percent
c. between 20 percent and 30 percent
d. over 40 percent
ANS: b
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
86. Local unions are typically organized by ________.
a. affiliation with the national union
b. affiliation with the international union
c. geographic area
d. occupation
ANS: c
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
87. The National Labor Relations Act of 1935 (Wagner Act) required employers to ________.
a. limit the amount of hours worked per week
b. negotiate with elected representatives of their employees
c. establish open shops where unions are free to organize
d. bargain with union organizers in “good faith”
ANS: b
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT:
K
88. The Fair Labor Standards Act ________.
a. established the federal minimum wage
b. outlawed union shops
c. outlawed secondary boycotts
d. legalized collective bargaining
ANS: a
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
89. Union contracts typically cover a time period of ________.
a. less than one year
b. two to three years
c. five years
d. more than five years
ANS: b
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
90. Collective bargaining encompasses all of the following issues EXCEPT ________.
a. employee wages
b. hours
c. working conditions
d. investor relations
ANS: d
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
91. Beatrice is trying to resolve a labor dispute. She meets with both sides, makes a number of
recommendations, and suggests a compromise. Beatrice is acting as a(n) ________ and ________
force a settlement.
a. mediator; cannot
b. mediator; can
c. arbitrator; cannot
d. arbitrator; can
ANS: a
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
92. A complaint that management is violating a provision of a union contract often results in ________.
a. mediation
b. a work slowdown
c. the filing of a grievance
d. a strike
ANS: c
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
93. Evan is working on a labor dispute. He meets with both sides, listens to their proposals, and makes a
decision on a new contract. Evan is acting as a(n) ________ and ________ force a settlement.
a. mediator; cannot
b. mediator; can
c. arbitrator; cannot
d. arbitrator; can
ANS: d
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
94. Who must approve the person selected as an arbitrator?
a. the federal government
b. management and labor
c. labor-only
d. management only
ANS: b
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
95. A union’s ultimate tactic is a ________.
a. strike
b. boycott
c. picket line
d. slowdown
ANS: a
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
96. Nonviolent picketing is ________.
a. legal only if workers are on strike
b. generally less effective than a strike since workers usually cross picket lines
c. legally protected free speech
d. legal only in states without right-to-work laws
ANS: c
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
97. Cesar Chavez and the United Farm Workers Union used a ________ to encourage the public not to
buy grapes grown with pesticides.
a. strike
b. walkout
c. lockout
d. boycott
ANS: d
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
98. Union workers at an auto parts plant go out on strike. In response, management closes the plant. This
tactic is a ________.
a. lockout
b. cooling-off period
c. secondary boycott
d. strikebreaker
ANS: a
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
TRUE/FALSE
99. Human resource departments are responsible for forecasting sales and personnel requirements, as well
as recruiting new employees.
ANS: F
Behind the People
Pg. 232
DIF: EASY
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
100. Training and evaluating performance are core responsibilities for human resource management.
ANS: T
Behind the People
Pg. 232
DIF: EASY
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
101. A firm’s human resource plans often correspond with competitive strategies.
ANS: T
Behind the People
Pg. 232
DIF: MEDIUM
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
102. Internet recruiting is a quick but expensive way to reach a large pool of job seekers. Human resource
plans can affect the way a company adapts to new technology.
ANS: F
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
103. Human resource managers play less of a role in creating a work environment that generates employee
satisfaction than the employees themselves.
ANS: F
Behind the People
Pg. 232
DIF: EASY
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
104. Because of their role as staff managers, human resource managers formulate only short-term plans for
their firm’s workforce.
ANS: F
Behind the People
Pg. 232
DIF: MEDIUM
LO:
8.1 Human Resource Management: The People
AACSB
Analytic
BT:
K
105. Even with a large number of job candidates competing for a small number of openings, companies
often have trouble finding the right person for each job.
ANS: T
Pg. 233
DIF: EASY
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
106. Most firms are still hesitant to use social media sites as a way to network with job seekers.
ANS: F
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
107. Employers cannot legally reward workers with bonuses or prizes for employee referrals, even if they
lead to new hires.
ANS: F
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
108. An inadvertent failure to comply with federal or state employment laws still leads to significant
penalties for the firm involved.
ANS: T
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: AP
109. The Civil Rights Act of 1991 expanded the rights of discrimination victims to include damages for
emotional distress.
ANS: T
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Diversity
BT: K
110. Josh owns a trucking company and is interviewing potential drivers. Since Josh must provide weekend
driver coverage, he is allowed to ask job candidates about their marital status.
ANS: F
Pg. 233
DIF: EASY
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
111.Firms do not generally make poor hiring decisions for top-level management.
ANS: F
Behind the People
Pg. 233
DIF: MEDIUM
LO:
8.2 Human Resource Management: The People
AACSB
Analytic
BT:
K
112. The Wonderlic test measures basic math and verbal skills and is considered an effective way to predict
job performance.
ANS: T
Pg. 233
DIF: MEDIUM
AACSB
LO: 8.2 Recruitment and Selection
Analytic
BT: K
113. A company should view employee training as an ongoing process throughout each employee’s tenure
with the firm.
ANS: T
Pg. 236
DIF: EASY
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
114. Apprenticeship training is a type of on-the-job training.
ANS: T
DIF: EASY
LO:
8.3 Orientation, Training, and Evaluation
Pg. 236
AACSB
Analytic
BT:
K
115. While computer-based training is usually less costly than classroom training, it is also considered to be
less effective.
ANS: F
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
116. Management development programs are designed to improve the skills and broaden the knowledge of
current or future managers and executives.
ANS: T
DIF: MEDIUM
LO: 8.3 Orientation, Training, and Evaluation
Pg. 236
AACSB
Analytic
BT: K
117. Wages that are too high may lead to a firm being noncompetitive.
ANS: T
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
118. Salary is a term that represents compensation based on the number of hours worked.
ANS: F
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
119.A potential weakness of 360-degree feedback is its anonymous nature.
ANS: T
Pg. 236
DIF: EASY
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
120. An effective performance review should be linked to organizational goals.
ANS: T
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
121. One advantage of 360-degree performance reviews is they require less work for both employees and
managers.
ANS: F
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
122. One of the advantages of performance appraisals is that they can provide employees with the chance to
ask questions or participate in goal setting.
ANS: T
Pg. 236
DIF: MEDIUM
AACSB
LO: 8.3 Orientation, Training, and Evaluation
Analytic
BT: K
123. Federal legislation requires that employees automatically receive raises after a designated period of
time.
ANS: F
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
124. Employees often report feeling more satisfied from appreciation and recognition than fringe benefits.
ANS: T
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
125. The Family and Medical Leave Act of 1993 requires covered employers to receive child care and
health insurance benefits.
ANS: F
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
126. In a cafeteria plan, each employee receives a set allowance to pay for benefits depending on his or her
needs.
ANS: T
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
127. Flexible work plans have proven to reduce absenteeism and boost work productivity.
ANS: T
Pg. 238
DIF: EASY
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
128. Flextime is a scheduling system that allows employees to select the day of the week on which they will
work.
ANS: F
Pg. 238
DIF: MEDIUM
AACSB
LO: 8.4 Compensation
Analytic
BT:
K
129. Employers may obtain valuable information regarding employee satisfaction from exit interviews.
ANS: T
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
130. Downsizing streamlines the organizational structure.
ANS: T
Pg. 243
DIF: EASY
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
131. The two most common objectives of downsizing are to improve employee morale and to decrease
costs.
ANS: F
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
132. Downsizing is a method used to weed out employees who exhibit poor performance.
ANS: F
Pg. 243
DIF: EASY
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
133. Downsizing can have devastating effects on employee morale.
ANS: T
Pg. 243
DIF: EASY
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
134. Outsourcing is defined as transferring core jobs outside the company.
ANS: F
Pg. 243
DIF: MEDIUM
AACSB
LO: 8.5 Employee Separation
Analytic
BT: K
135. According to Maslow, people’s unsatisfied needs are based on what they don’t already possess.
ANS: F
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
136. Occasional office parties help fulfill employees’ social needs.
ANS: T
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
137. Motivation leads to goal-directed behavior.
ANS: T
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
138. According to Maslow, high-order needs must be satisfied before low-order needs.
ANS: F
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
139. John received a companywide award for his idea to improve worker safety. This award will help
satisfy John’s social needs.
ANS: F
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: AP
140. Sven believes in giving his employees challenging assignments so they can realize their own potential.
Sven is attempting to satisfy his employee’s self-actualization needs.
ANS: T
Pg. 244
141.
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: AP
“Our company wants to increase our profit by 5% in the next 10 years.” This is an example of goal
specificity.
ANS: T
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
142. McGregor created two basic labels for managers: Theory A and Theory B.
ANS: F
Pg. 244
DIF: EASY
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
143. Theory Y assumes that the typical person actually likes work and will seek and accept greater
responsibility.
ANS: T
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
144. Madison thinks that employees must be closely supervised and controlled at all times. Madison is an
example of a Theory X manager.
ANS: T
Pg. 244
DIF: MEDIUM
AACSB
LO: 8.6 Motivating Employees
Analytic
BT: K
145. The Taft-Hartley Act legalized collective bargaining.
ANS: F
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
146. The Fair Labor Standards Act established a federal minimum wage.
ANS: T
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
147. Union members must vote on whether to accept or reject a contract.
ANS: T
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
148. Most union contracts are 5 to 10 years in length.
ANS: F
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
149. A union’s bargaining process must end upon the rejection of a contract.
ANS: F
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
150. A federal arbitrator does not serve as a decision maker.
ANS: F
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
151. Only a small percentage of labor–management contract negotiations involve a work stoppage.
ANS: T
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
152. In order to use the services of an arbitrator, both union members and management must agree on the
arbitrator selected.
ANS: T
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: AP
153. A strike seeks to disrupt business as usual.
ANS: T
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
154. Picketing of any form is considered unconstitutional.
ANS: F
Pg. 250
DIF: EASY
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: K
155. A key management tactic involving unions is the lockout.
ANS: T
Pg. 250
DIF: MEDIUM
AACSB
LO: 8.7 Labor-Management Relations
Analytic
BT: AP