Question;26. The high school principal sighs as she examines the list of;resignations for the upcoming school year. She says, ?I guess there?s no way we;can keep good people from leaving for other schools if we can?t pay top salaries.;We have competitive pay, but that?s just not enough.? As director of HR, you;tell the principal;a.;?You?re right.;Money is the main reason people stay in a job.?;b.;?No. I disagree.;People, especially dedicated teachers, are not much affected by pay levels.?;c.;?I don?t entirely;agree. There are other factors that have more impact than money when pay is;competitive.?;d.;?Actually, most of;our teachers are women, and they usually leave jobs for involuntary reasons;connected with their families, so pay is not a big factor in their;retention.?;27. Which of the following statements are TRUE?;a.;Money is the main;reason people leave.;b.;Hiring has nothing;to do with retention.;c.;When you train;people, you are training them for another employer.;d.;Employees are best;viewed as free agents.;28. Priscilla is trying to decide whether to quit her current job at;PlayMetrix, Inc., and look for work at MotionMaster, Inc., in a nearby town. A;?shock? that would make it more likely that Priscilla would LEAVE PlayMetrix is;a.;if there are rumors;that in the long-run PlayMetrix will take over its main competitor.;b.;if Priscilla?s last;performance appraisal at PlayMetrix was lower than she usually receives.;c.;if top-performing;employees at PlayMetrix are regularly hired away by competitors such as;MotionMaster.;d.;if Priscilla?s;divorce became final.;29. All of the issues below are drivers of retention EXCEPT;a.;characteristics of;the employer.;b.;job design and;work.;c.;employee;relationships.;d.;mergers and;acquisitions.;30. According to the textbook, the ?100 Best Companies to Work For?;have somewhat different cultures and values, yet one factor is consistent among;them;a.;work that allows;employees to satisfy self-actualization needs.;b.;work-life balancing;programs.;c.;high compensation;and benefits.;d.;commitment to;treating their employees well.;31. The CEO has asked your advice as the vice-president of HR how to improve;the employees? view of the organization. Increasing compensation and benefits;is not possible in the current economic environment. You say that there are a;number of options, but one that would be realistic and appropriate to the CEO?s;role would be;a.;increasing the;number of levels in the organizational hierarchy to allow for more promotion;opportunities.;b.;arranging for;well-known motivational speakers to give speeches to employees on a monthly;basis.;c.;to demonstrate;visionary leadership by developing and communicating the company?s strategic;plan.;d.;to promise;employees that they will have long-term employment security.;32. "A pattern of shared values and beliefs that provides members;organizational meaning and rules for behavior" is a definition of;organizational;a.;culture.;b.;policies and;procedures.;c.;ethics.;d.;philosophy.;33. Organizations have found that high employee turnover rates in the;first few months of employment is often linked to;a.;inadequate;selection screening.;b.;noncompetitive pay;scales.;c.;incompatibility;with the supervisor.;d.;disillusionment;with the organizational culture.;34. As director of HR of a medium-sized information technology;consulting firm, you are most concerned about turnover of ____ because this;will have a significant effect on retention of remaining staff.;a.;low performing. but;highly motivated employees;b.;employees who are;popular with a large number of co-workers;c.;employees with high;performance levels;d.;middle level;management employees;35. The employee selection process mostly affects retention through;a.;job/person match.;b.;the mentoring new;employees receive from their first boss.;c.;giving the;applicant a realistic idea of the job before the applicant accepts it.;d.;the motivation;potential of the job.;36. The executive committee of the firm is concerned with the high;rate of turnover among their most promising engineers between 25 and 35 years;old. They ask you, as the new director of HR, what suggestions you have for;retaining these individuals. You suggest ____ as the most appropriate response;to this retention problem.;a.;retention bonuses;b.;increasing;opportunities for personal growth for engineers;c.;motivational;seminars and retreats;d.;employee;recognition programs;37. Mentoring increases employee retention mainly through;a.;inspirational;leadership.;b.;career;opportunities and development.;c.;interpersonal;relationships.;d.;psychological;ownership.;38. As the HR director of a medium-sized electric utility, you are;considering what programs you can implement that would improve employees?;ability to balance their work with their personal lives. You consider all of;the following programs EXCEPT;a.;a compressed;workweek.;b.;an employee;assistance plan.;c.;a;tuition-reimbursement program.;d.;telecommuting.;39. As the director of HR for a mid-sized manufacturer of natural and;organic cosmetics, you are weighing the request by one of your HR staff for the;company to pay for her to become a Certified Employee Benefits Specialist;(CEBS). This will involve paying for educational programs and materials;testing fees,and giving her time off to take the exam. This staff member is in;her late 20s and has been with your firm for about two years. Which of the;following statements is FALSE?;a.;This employee is in;the age group that most values developmental opportunities.;b.;Paying for employee;development beyond what is necessary to perform her current job well is not;cost effective because her future productivity in future jobs is uncertain.;c.;Paying for the;employee?s CEBS preparation will make her more marketable.;d.;Paying for the;employee?s CEBS accreditation will probably increase her job satisfaction and;influence her to stay with the firm.;40. A type of training that integrates new employees into their jobs;is called;a.;orientation.;b.;indoctrination.;c.;job previewing.;d.;mentoring.;41. Which of the following statements is FALSE?;a.;Most Americans are;working more hours a week than they would prefer.;b.;Digital;communication technology has eased the burden of work for American employees.;c.;Scheduling;flexibility can help employees cope with their workload.;d.;Flexible schedules;are best handled on an informal basis so that arrangements can be;individualized.;42. Competitive pay is often defined as;a.;the median pay in;the relevant job market.;b.;pay within 10% of;the market rate for the job.;c.;pay within 15% of;the market rate for the job.;d.;pay within 20% of;the market rate for the job.;43. The COO of a major nursing home chain is having lunch with the;director of HR. Turnover of employees in the lower-skilled jobs is very high.;The COO remarks bitterly that these employees ?will abandon ship for a measly;dollar an hour. They have no loyalty to us.? As HR director, you reply;a.;at low pay scales;people are much more sensitive to wage differences than are more highly-paid;employees.;b.;we need to;implement more generous benefits to retain these employees.;c.;we must be more;selective in the people we hire in these positions.;d.;this information is;probably an artifact of the exit interviews and that the real reason for;turnover lies elsewhere.;44. In general;a.;employees are not;satisfied with either their pay level or the processes used to determine;their pay.;b.;employees are;satisfied with both their pay level and the processes used to determine their;pay.;c.;employees are more;satisfied with their pay level than the processes used to determine pay.;d.;employees are more;satisfied with the processes used to determine their pay than the level of;their pay.;45. Ambitious employees would be motivated to stay with the firm by;all of the following programs EXCEPT;a.;an organizational;commitment to promotion from within.;b.;good training and;development programs.;c.;extensive formal;and informal mentoring by senior organization members.;d.;the option to;telecommute.;46. ____ is an example of intangible recognition as a form of reward.;a.;An "employee;of the month" plaque;b.;Perfect attendance;award;c.;A gift voucher;d.;Feedback from;managers;47. Which of the following statements is TRUE?;a.;Any recognition is;a positive tool for retention.;b.;Intangible rewards;temporarily increase employee satisfaction, but have little impact on;employee retention.;c.;Recognition;programs are a useful substitute for raises when the company cannot provide;competitive pay.;d.;Forms of;recognition such as ?employee of the month? awards are considered to be;tangible rewards.;48. The department?s administrative assistant was at work on Friday;morning, but he didn?t return to work after lunch. He reported to work as usual;the following Monday. This behavior would be classified as;a.;absenteeism.;b.;tardiness.;c.;job abandonment.;d.;functional;turnover.;49. Employee social activities such as sports teams, group charitable;activities and celebrations increase retention by;a.;improving employee;productivity and rewards by enhancing motivation.;b.;demonstrating;organizational support.;c.;offsetting pay that;is less than competitive.;d.;encouraging;friendships among co-workers.;50. Although fair and non-discriminatory treatment of employees is an;important driver of retention in any work situation, it is even more important;a.;in public sector;workplaces.;b.;in non-union;workplaces.;c.;in demographically;diverse workplaces.;d.;in workplaces;dominated by younger employees.
Paper#60062 | Written in 18-Jul-2015Price : $22