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