MGT 367 Exam 1 Flashcards
Which is not one of the major challenges currently facing HR managers?
a. motivating employees without pay raises and promotions
b. changing federal, state and local legal requirements
c. adjusting benefit programs due to increasing costs
d. replacing “baby boomers” as they exit the workplace
a
Human resource management is
a. supervising, monitoring, controlling, and disciplining employees in order to achieve organizational goals efficiently and effectively.
b. the designing of organizational systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.
c. the efficient and effective use and coordination of human capital to ensure the profitability and long-term sustainability of the organization.
d. the design of the interface between the human capital of the firm and its technological and financial capital in order to efficiently and effectively reach organizational goals..
b
When the human resources function creates a unique capability in a firm that creates high value and differentiates the organization from its competition, human resources is a/an ____ for the firm.
a. intangible asset
b. core competency
c. critical capability
d. strategic contributor
b
The collective value of the capabilities, knowledge, skills, life experiences and motivation of an organizational workforce is called
a. the organization’s talent inventory.
b. total human resources.
c. human capital.
d. the organization’s intellectual assets.
c
Through the ____ function, HR management provides the organization with a sufficient supply of qualified individuals to fill the jobs in the organization.
a. staffing
b. equal employment opportunity
c. talent management
d. employee and labor relations
a
Which of the following activities would NOT fall into the risk management function of HR?
a. Sending all employees a text message requiring them to report in to a designated individual after an earthquake affects the city in which the company’s plant is located.
b. Negotiating with a representative of the Occupational Safety and Health Administration (OSHA) about appropriateness of a measure to reduce harmful gases in a mine.
c. Requiring employees to purchase a minimal level of life insurance when they are deployed overseas.
d. Designing policies and procedures for a shipping firm to handle episodes of piracy and employee hostage-taking..
c
Compensation and benefits managers in almost all organizations face a major and growing concern regarding the cost of
a. equalization of pay between men and women.
b. incentive pay for hourly employees.
c. health-care benefits.
d. outsourcing to lower-wage countries.
c
Talent management includes which of the following activities?
a. job-skill training
b. wage and salary administration
c. diversity assessment and analysis
d. environmental scanning
a
____ identifies paths and activities for individual employees as they develop within the organization.
a. Staffing
b. HR development
c. Equal Employment Opportunity
d. Career planning
d
A large Japanese semiconductor manufacturer is building a manufacturing plant in rural Texas. The Japanese firm has developed a highly-effective system of motivating employees which results in high productivity and high worker satisfaction. As an HR consultant to the Japanese firm, what should your advice be?
a. The Japanese firm should study the local Texas culture and redesign its motivation system for the U.S. plant.
b. The Japanese firm can implement the same motivation system in Texas and expect high productivity and high employee satisfaction.
c. The rural Texas and Japanese cultures are so different, that there is little likelihood that a Japanese-operated plant in Texas could be successful.
d. As long as the Japanese company’s motivation system is based on pay-for-performance, the Texas employees will be as productive and satisfied as their Japanese counterparts.
a
The shared values and beliefs of an organization is its
a. social network.
b. ethical environment.
c. intellectual capital.
d. organizational culture.
d
Which of the following statements about organizational culture is FALSE?
a. The organization’s culture is seen in its norms of expected behaviors, values, philosophies, rituals and symbols.
b. An organization’s rules of behavior may not be beneficial and may limit the organization’s performance.
c. Organizational cultures are static, and tend to remain almost identical to the culture established by the founder.
d. Values determine how organizational members treat coworkers and people outside the organization.
c
Organizational productivity for the local Meals on Wheels charity ultimately affects the organization’s
a. total costs.
b. profitability.
c. total revenue.
d. competitiveness.
a
Unit labor cost is a measure of
a. productivity.
b. profitability.
c. sustainability.
d. efficacy.
a
Due to an urgent need to cut costs, Rotary Dial, Inc., has decided to eliminate its quarterly off-site training conference for managers at all four of its locations with video conferencing. This reduces travel costs significantly and allows the company to lay off two training staff. This is an example of
a. organizational restructuring.
b. aligning HR activities with organizational productivity efforts.
c. outsourcing an organizational function.
d. re-designing work.
d
From an HR perspective, the most compelling reason given below for an organization to have a reputation for social responsibility is to
a. heighten the HR director’s reputation.
b. increase the ability to attract and retain employees.
c. increase quarterly profits.
d. improve the ability to succeed in bids for governmental contracts.
b
In the HR context, “sustainability” is defined as
a. the requirement for organizations in polluting industries, such as manufacturers and utility companies, to reduce their impact on the environment.
b. the ability to continue to operate, survive and adjust to significant change.
c. the ability to maintain proper employee flow in, through and out of the organization.
d. the development of organizational policies and procedures that allow the organization to continue to operate in foreign countries which have strict environmental regulation.
b
The explicit aspects of organizational culture include all of the following EXCEPT
a. training.
b. regulations.
c. sustainability.
d. policies.
c
Taking a “green” approach with HR policies can result in all of the following, EXCEPT
a. a reduction in the need for safety and health professionals in the organization.
b. reduced operational costs.
c. a positive effect on attracting, retaining and motivating employees.
d. a more strategic emphasis in the organization.
a
The customer service department of the cell phone company serving a 10-state region in the Southwest, has a reputation of being unhelpful to customers and sometimes customer service representatives are considered surly and rude to customers, especially to technologically- challenged callers. The cause of this behavior by the customer-relations is most likely to be
a. the customer service department being located in New York City.
b. a lack of focus on the customer by managers and employees.
c. dissatisfied and difficult customers.
d. low pay in the customer service positions.
b
Beverly, a child care supervisor at a children’s hospital in a large urban area, communicates on a daily basis with other employees and community contacts through tweets, texts and blogs. She sends positive news and updates about the activities of the hospital. This social networking is not part of her formal job responsibilities. We can say that Beverly is probably
a. exposing the hospital to violation of privacy lawsuits and should be prohibited from this networking.
b. highly engaged with the organization.
c. looking for excuses to avoid working.
d. a contingent employee trying to impress her boss so that she will be moved to regular employee status.
b
The extent to which employees feel linked to organizational success and how the organization performs positively is termed
a. employee engagement.
b. employee performance motivation.
c. employee morale.
d. employee organizational commitment.
a
Whether employees and managers of an organization behave ethically is fundamentally a function of
a. professional codes of ethics.
b. the relevant laws and legal guidelines applying to the organization and its industry.
c. the employee’s level of education.
d. the organization’s culture.
d
As Director of HR, you are designing an ethics program for your organization. You plan to develop a written code of ethics, training for all organizational members, and means for organizational members to obtain advice on ethical situations. What critical element is missing from your plan?
a. systems for confidential reporting of misconduct.
b. a discipline system for offenders against the code of ethics.
c. designating a high-level staff position as an ethics officer.
d. ensuring that the organization’s code of ethics is not more restrictive than the relevant laws.
a
Cisco Systems HR department instituted ethics training based on the TV show American Idol. All of the following are advantages of this training technique EXCEPT
a. the ethics training can be available constantly.
b. employees are able to access the program during non-working hours.
c. the ability to reach large numbers of employees.
d. it facilitates face-to-face interaction of trainers and trainee-employees.
d
Arnold is the HR manager for a mid-sized engineering consulting firm. The types of ethical misconduct he is most likely to encounter in his daily work as an HR manager include all of the following EXCEPT
a. employees misrepresenting hours and times worked.
b. employees misusing organizational supplies.
c. collusion among Arnold’s firm and its competitors to rig bids on government contracts.
d. employees sexually harassing co-workers.
c
Which of the following statements is TRUE?
a. The HR function in the organization is largely insulated from unethical behaviors.
b. The HR department is largely responsible for the unethical behaviors of employees in the organization.
c. HR management is the voice of organizational ethics.
d. HR management must focus on clearly illegal behaviors within the firm and leave ethics up to the conscience of each individual manager.
c
In organizations, in order to decide whether certain behavior is ethical or not, a person must answer all the following questions EXCEPT
a. Does this behavior conform to typical behavior by employees of competing organizations?
b. Does this behavior meet all applicable laws, regulations, and government codes?
c. Does this behavior meet organizational standards?
d. Does this behavior meet professional standards?
a
The roles played by HR management in the firm are being affected by all of the following EXCEPT
a. the shift from a service economy to a manufacturing economy.
b. the globalization of business.
c. cost reduction pressures.
d. an aging workforce.
a
The main pressure behind U.S. firms resulting in facility closings, international outsourcing, and decreasing their labor costs is from
a. intense domestic competition.
b. obsolescence of plant and equipment in the U.S. manufacturing sector.
c. global competition.
d. the growth in information technology.
c
The Sarbanes-Oxley Act has had all of the following effects on HR EXCEPT
a. companies have to establish ethics codes.
b. HR has had to carry out compliance verification effort involved with the act.
c. HR has to develop anti-retaliation policies for employee whistle-blowers.
d. HR exempt-level professionals must have professional certification.
d
The U.S. economy can be characterized as a/an ____ economy.
a. service
b. manufacturing
c. industrial
d. knowledge-based
a
Other than information technology occupations, between now and 2016 the highest percentage job growth will be in
a. manufacturing.
b. the public sector.
c. human resources.
d. health care.
d
Between now and 2016 the largest number of new jobs in the U.S. will be in
a. healthcare.
b. food-service.
c. professional occupations.
d. information technology.
b
Temporary workers, independent contractors, part-timers and leased employees are collectively referred to as
a. full-time-equivalent employees.
b. virtual employees.
c. contingent workers.
d. pseudo-employees.
c
Which of the following is NOT a major reason why businesses use contingent workers?
a. to reduce legal liability for employers for discrimination lawsuits
b. to provide stable employment for workers with critical skills
c. to reduce compensation and benefit costs
d. to accommodate employee desire for flexible work schedules.
d
Which of the following is TRUE about the U.S. educational system?
a. U.S. schools are graduating more engineers than can be used in the economy.
b. U.S. students outperform students in other, directly-competitive nations in math and science.
c. Wages are low in the U.S. manufacturing sector because of the excess number of people with manufacturing skills seeking jobs.
d. The U.S. education system is not generating the types of qualified workers needed in the economy..
d
A rumor has been circulating at the largest law firm in the city that the partners are considering outsourcing much of the work of the paralegals in the firm to a company in India. If you were a paralegal at this firm, what would be your most appropriate attitude or action?
a. Relax. Work of this level of professionalism cannot be outsourced to a foreign firm.
b. Relax. Work that requires intimate knowledge of the U.S. legal system cannot be outsourced.
c. Consider your options. Only occupations that are dying are considered for outsourcing.
d. Consider your options. The firm can generate huge labor cost savings by outsourcing your job.
d
International firms that move manufacturing operations to low-wage countries overseas are sometimes criticized for being “sweatshop employers.” Which of the following is NOT a defense for an international firm that is taking advantage of the wage disparity between the U.S. and less-developed countries?
a. Even though the wages are lower in the less-developed host country than in the U.S., the host country employees are receiving higher wages than they would otherwise.
b. The jobs provided by the U.S. company reduce unemployment in the host country.
c. The host country employees receive specialized training that will enable them to emigrate to the U.S. for a better life.
d. The working conditions in the U.S- run manufacturing plant may not adhere to U.S. standards, but those standards may be better than those typical in the host country.
c
You are the recruiter for an ophthalmologic products company. Your firm needs a scientist with a highly-specialized background. You have been unable to lure any scientist with the needed qualifications to your firm, even though you have offered a very high salary. After intensive searching, you have found a Canadian-educated, Peruvian scientist with impeccable credentials who is interested in moving to the U.S. Which problem are you most likely to encounter?
a. The inability of the scientist to adapt to the U.S. work culture.
b. Tight immigration quotas for highly skilled workers.
c. Your current scientific employees fearing that their work will be outsourced overseas.
d. The difficulty in meeting the salary expectations of the Peruvian scientist.
b
The country that has the highest hourly compensation for manufacturing production workers is
a. the U.S.
b. Japan.
c. Australia.
d. Germany.
d
Eclipse Executive Services offers ransom insurance policies for companies up to $10 million per kidnapping. This is an example of a business opportunity generated by which one of the following HR management challenges?
a. ethical challenges
b. economic and technological changes
c. workforce demographics and diversity
d. globalization of business
d
A major trend regarding diversity is that
a. as women have become almost 50% of the workforce, fewer work-family tensions exist.
b. out of political and philosophical convictions many people refuse to classify themselves as any racial or ethnic group.
c. the American “melting pot” has resulted in less ethnic and cultural diversity in the U.S. workforce.
d. with the retirement of baby boomers, employers will experience a “brain drain.”
d
Claude is the HR manager for a pharmaceuticals firm. His top sales representative, Agatha, has twin boys under age 2. Despite the fact that Agatha has a full-time nanny, it is obvious that she is stressed by the demands of her work and her personal life. Claude’s main concern in this case is probably
a. how to persuade Agatha to resign.
b. getting Agatha to refocus on her career through motivational training.
c. retaining Agatha as an employee.
d. whether Agatha will file an FMLA lawsuit.
c
An integrated system providing information used by HR managers in decision making is a
a. human resource administrative system
b. human resource operational system
c. human resource information system
d. human resource management system.
d
