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Psychology data bank




Question;51. As an HR consultant specializing in reduction and prevention of;absenteeism, your client is the CEO of an organization with a $1,000,000 annual;payroll. You advise the CEO that, as a rough rule of thumb, the cost of;absenteeism for his firm is probably around ____ annually.;a.;$1,500 per employee;b.;$15,000 per;employee;c.;$15,000 total;d.;$150,000 total;52. Carl is a single father. This morning his 5-year old son woke up;with a 104 degree fever and a body rash. Carl has called his supervisor to say;that he will have to take his son to the doctor and that he may be out all day;depending on the doctor?s diagnosis. This would be categorized as;absenteeism.;a.;functional;b.;dysfunctional;c.;involuntary;d.;voluntary;53. You are the director of HR for a medium-sized garden;Internet/catalog firm. You are reviewing the absenteeism data for all;non-managerial employees in order to better understand patterns of behavior in;the organization. You find;a.;the people who are;tardy are not likely to be frequently absent.;b.;absenteeism rates;are spread fairly evenly across employees.;c.;a small number of;employees is responsible for most of the absenteeism.;d.;the Baby-Boomers;are most likely to be absent because they have medical problems.;54. To some extent, organizational policies and rules can control;absenteeism.;a.;functional;b.;voluntary;c.;withdrawal-based;d.;health-related;55. At SymRose, Inc., non-exempt production employees who have perfect;attendance for the month receive a coupon for five free Starbucks coffee;drinks. This is an example of a ____ approach to absenteeism management.;a.;disciplinary;b.;progressive;c.;no fault;d.;positive;reinforcement;56. Both absenteeism and turnover are forms of;a.;silent protest;against the breaking of the psychological contract.;b.;withdrawal from the;firm.;c.;economically-motivated;behavior.;d.;opportunistic;employee behavior.;57. Angela is discussing the absenteeism policies of her company with;another HR professional. Angela says the new absenteeism system which allows;employees to manage their own attendance works very well on the whole, but that;one employee used up all his absences and had to be disciplined when he skipped;work to be best man in his brother?s wedding. Angela?s company probably uses;the ____ approach to absenteeism control;a.;paid-time-off;b.;positive;reinforcement;c.;disciplinary;d.;no fault;58. Paid time-off programs usually result in;a.;less total time;away from work.;b.;high levels of;abuses of the system especially in cases of illness.;c.;reduction in;one-day absenteeism events.;d.;buy-backs of unused;days off.;59. Regular review of turnover data by length of service would;indicate all of the following EXCEPT;a.;if the organization;needs to improve its employee orientation processes.;b.;if the employer;should institute flexible work scheduling.;c.;if the organization;should implement more intensive mentoring programs.;d.;if the organization;is losing significant experience and ?organizational wisdom.?;60. The absenteeism management approach that results in lower;incidents of one-day absenteeism, but in an overall higher amount of employee;time away from the job is the;a.;no-fault approach.;b.;positive;reinforcement approach.;c.;disciplinary;approach.;d.;paid-time-off;approach.;61. As HR manager for a chain of grocery stores, you estimate that (on;average) the employees that you hire on August 1 will be with the store;a.;until the end of;September.;b.;until early;November.;c.;the following;August.;d.;indefinitely.;62. Herbert, the director of HR for a large bank, has learned that the;executive vice president of commercial loans has turned in her resignation.;This EVP makes $150,000 per year in salary. Herbert wonders how he will manage;to absorb the cost of this turnover into this year?s budget. He estimates it;will cost the bank as much as ____ to replace this individual.;a.;$5,000;b.;$15,000;c.;$150,000;d.;$300,000;63. Which of the following statements is TRUE?;a.;It is illegal for;an employer to continue to hire new employees at the same time it is laying;off other employees.;b.;When long-service;employees leave the firm, the turnover is often functional because they no;longer act as a brake on the introduction of new technology and new work;processes.;c.;Employers are;mainly concerned about the loss of high performing employees. The turnover of;poor performers is seen as functional.;d.;The labor market is;so tight that most employers are seeking to retain ?warm bodies? in jobs;regardless of performance level.;64. You have been hired to be the retention officer for a large;software design firm. The firm wishes to reduce the number of;adequately-performing designers who leave their jobs. Your main focus should be;on ____ turnover among the designers.;a.;voluntary;b.;involuntary;c.;uncontrollable;d.;functional;65. Mark was terminated because of his excessive tardiness and;absenteeism record. This is an example of;a.;uncontrollable;turnover.;b.;a voluntary;separation.;c.;involuntary;turnover.;d.;dysfunctional;turnover.;66. Analyzing organizational turnover statistics by the employee?s;reason for leaving would identify;a.;what proportion of;separations were functional and what proportion were dysfunctional.;b.;whether churn was;occurring.;c.;if most employee;turnover was controllable or uncontrollable.;d.;if employee;turnover was voluntary or involuntary.;67. ____ is a process in which employees leave the organization and;have to be replaced.;a.;Turnover;b.;Redundancy;c.;Attrition;d.;Layoff;68. Calculations of the cost of absenteeism should include all the;following EXCEPT;a.;cost of recruiting;new employees.;b.;overtime for;replacement employees.;c.;substandard;production.;d.;overstaffing needed;to cover absences.;69. As the new director of HR for a small manufacturing organization;that has never had an HR professional before, you have decided to calculate the;absenteeism rate per month for the company. Since you want to benchmark this;rate against U.S. Department of Labor data you will use its equation. You need;to collect all the following data EXCEPT;a.;the hours of;machine down-time due to absenteeism during the month.;b.;the number of;person-days lost through absence during the month.;c.;the average number;of employees for the month.;d.;the number of work;days in the month.;70. WesternBioLabs, Inc., is in the process of laying off 20% of its;shipping and receiving employees at the same time that it is hiring new hourly;employees to staff a new night shift. WesternBioLabs is;a.;restructuring the;organization.;b.;engaging in churn.;c.;in violation of the;WARN act.;d.;dealing with;dysfunctional turnover.;71. The U.S. Department of Labor uses "separation" to mean;a.;termination for;cause.;b.;dysfunctional;turnover.;c.;departures from the;organization.;d.;voluntary quits.;72. The severity rate of absenteeism is;a.;the number of;absences per 100 employees each day.;b.;the percent of time;scheduled that is lost due to absenteeism.;c.;the average time;lost per absent employee during a month (or year).;d.;the proportion of;person-days lost through job absence during a certain time period.;73. If Beta Homes has 5 employees quit during August, and if on August;15 there are 30 employees, Beta?s turnover rate is;a.;.167%;b.;16.7%;c.;.6%;d.;6%;74. Tina, the director of HR, is disturbed at the high level of;turnover at her company. From exit interviews, she suspects that certain;supervisors have higher dysfunctional turnover rates among their subordinates;than others. In order to verify this hunch, Tina should analyze turnover by;department and by;a.;employee;performance rating.;b.;employee length of;service.;c.;employee race and;gender.;d.;employee job title.;75. The absenteeism incidence rate is;a.;the percentage of;time lost to absenteeism.;b.;the number of;absences per 100 employees per day.;c.;the dollar loss in;revenue per absent employee per day.;d.;the average time;lost per absent employee during a specified period of time.


Paper#60063 | Written in 18-Jul-2015

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