Question;MULTIPLE;CHOICE;1. Applebee rewards managers who are able to;retain high-performing employees. If you were a store manager, which of the;following actions or behaviors would be most likely to be in your control that;would improve retention of your high-performing hourly employees?;a.;Improve wage levels;significantly for all hourly employees.;b.;Improve the;benefits package for hourly employees.;c.;Base hourly;employee raises on performance.;d.;Provide job;security for hourly employees.;2. A/an ____ is the collection of unwritten;expectations employees and employers have about the nature of their work;relationships.;a.;implied agreement;b.;organizational;culture;c.;psychological contract;d.;employment;relationship;3. The psychological contract is;a.;legally and;ethically binding.;b.;relevant mainly to;managerial and professional employees.;c.;primarily the;psychological relationship of the employee and the employing organization.;d.;subjective and;individual.;4. From the employee?s point of view, the;traditional psychological contract has changed mainly because of;a.;organizational;downsizing and the layoff of long-term loyal employees.;b.;the transition of;the U.S. economy from a manufacturing to an information-based economy.;c.;declining real pay;which has not kept up with the cost of living.;d.;employers favoring;younger, less-expensive Generation X and Y employees over the more;highly-paid Baby Boomers and Matures.;5. Eighty percent of VidGameMasters? employees;were born between 1980 and 1990. The new director of HR at this firm realizes;that employees in this firm;a.;tend to be;non-communicative with their supervisors.;b.;will expect quick;rewards.;c.;will value job;security.;d.;to be less;adaptable than other age demographic groups.;6. The ?new? psychological contract between;employers and employees includes the expectation that the employer will provide;the employee with;a.;rising pay.;b.;career progression;within the organization.;c.;good benefits.;d.;flexibility to;balance work and home life.;7. When employees feel the employer has broken;the psychological contract, the key ?loss? that contributes to employee;turnover is loss of;a.;loyalty to the;organization.;b.;commitment to the;employee?s occupation or profession.;c.;confidence in the;legal protection of employee rights.;d.;employee effort;into achieving excellent performance.;8. The ?new? psychological contract involves the;expectation that employees will provide employers with;a.;continuous skill;improvement.;b.;permanent;organizational membership.;c.;continuous maximum;effort.;d.;total psychological;commitment.;9. The main reason for organizations to be;interested in the differences among the various generations (Baby Boomers;Generation Y, etc.) is;a.;the wide variation;in benefits desired by each demographic group.;b.;the differences in;the psychological contracts each of these groups hold about employment.;c.;the variation in;pay scales for older versus younger employees and how to balance this with variations;in productivity among the generations.;d.;the fact that;Generation X and Y employees have poor educations and work ethics in;comparison to Baby Boomers.;10. ____ is a positive emotional state resulting from evaluating one's;job experiences.;a.;Organizational;commitment;b.;Fulfillment of the;psychological contract;c.;Employee loyalty;d.;Job satisfaction;11. American employees are less satisfied with their jobs than they;were in the past. Common reasons for this decline include all of the following;EXCEPT;a.;distaste for;traditional hierarchical relationships with management.;b.;more demanding;work.;c.;shorter employment;relationships.;d.;less confidence in;long term rewards.;12. The extent to which an employee is willing and able to contribute;to the organization is called;a.;motivation.;b.;identification with;the organization.;c.;employee;engagement.;d.;organizational;commitment.;13. "The degree to which employees believe in and accept;organizational goals and desire to remain with the organization" is a;definition of;a.;organizational;commitment.;b.;employee;involvement.;c.;job satisfaction.;d.;employee loyalty.;14. The relationships among job satisfaction, organizational;commitment, absenteeism and turnover;a.;vary from industry;to industry.;b.;have been affirmed;across cultures.;c.;vary by demographic;groups.;d.;are changing and;unstable across time.;15. Three factors (individual ability, effort level expended and organizational;support) are the components of;a.;organizational;efficiency.;b.;individual;performance.;c.;organizational;effectiveness.;d.;individual;motivation.;16. Anthony?s performance has been lower in the last six months than;his average in the previous three years. Anthony?s supervisor wants to;understand why Anthony?s performance is slipping. It is obvious that Anthony?s;ability has not changed, so the supervisor must consider all of the following;factors EXCEPT;a.;whether Anthony is;having trouble working with new job software.;b.;whether Anthony has;lost his motivation for some reason.;c.;whether the;supervisor herself has changed how she manages Anthony.;d.;if Anthony?s;personality has changed.;17. Training and development of employees is part of the;component of individual performance.;a.;job design;b.;organizational;support;c.;individual ability;d.;effort expended;18. The main factors in organizational support of individual;performance include all of the following EXCEPT;a.;job design.;b.;training and;development.;c.;equipment and;technology.;d.;performance;standards.;19. Bob has an opening to fill in his department. Although high;performance is really needed from a new employee, Bob?s organization has little;to offer in the way of organizational support. The organization has no real;training program, the technology the department uses is outdated, and the;relationships among Bob?s other subordinates are somewhat conflict-ridden.;Which of the following statements is TRUE?;a.;In this situation;Bob should look for an employee who is a self-starter and who can impose;structure on an ambiguous job.;b.;In this situation;it is unlikely that any new hire would be able to perform at a high level.;c.;In this situation;the manager will get high performance from the new hire if he selects an;applicant with extremely high ability.;d.;In this situation;the manager will get high performance from the new hire if he selects an;applicant who is highly motivated and has a strong work ethic.;20. The effort expended on his/her job by an individual is strongly;affected by;a.;the design of the;job he/she holds.;b.;the person?s;talents and interests.;c.;the training and;development he/she has received.;d.;the performance;standards he/she is supposed to meet.;21. ____ is the desire within a person causing that person to act.;a.;Motivation;b.;Loyalty;c.;Effort;d.;Work ethic;22. Research has shown that;a.;motivation is;largely a stable personality characteristic that is not easily affected by;external factors.;b.;motivation is;unique to each person and can only be poorly predicted.;c.;motivation is a;goal-directed drive.;d.;most people are motivated;by the same rewards.;23. Tuition aid programs do not improve retention of employees in the;organization unless;a.;the programs pay;100% of education costs.;b.;employees are;required to pay back tuition expenses if they leave the organization within;five years.;c.;employers give;employees raises when they graduate.;d.;employers allow;employees to use their new capabilities.;24. Employees are best viewed as;a.;free agents.;b.;antagonists.;c.;family.;d.;entrepreneurs.;25. The main concept underlying NUCOR Steel?s technique of motivating;employee performance is;a.;job security.;b.;organizational;support through training and efficient technology.;c.;profit sharing.;d.;high base wages.
Paper#60051 | Written in 18-Jul-2015Price : $22