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Ashworth college BZ420 Online Exam 5 Latest (2016)

Question

Part 1 of 2 - Lesson 4 Questions 42.5/ 50.0 Points

Question 1 of 40

0.0/ 2.5 Points

Career management refers to the __________.

A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment

B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards

C. process of using activities like training and appraisal to provide a career focus

D. occupational positions a person has over his or her lifetime

Question 2 of 40

2.5/ 2.5 Points

Which of the following best captures the meaning of the term glass ceiling?

A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership

B. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of men

C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels

D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority

Question 3 of 40

2.5/ 2.5 Points

Which of the following is a criticism of the forced distribution method?

A. It damages morale.

B. It promotes unfairly.

C. It promotes those who play the game well.

D. None of the above.

Question 4 of 40

2.5/ 2.5 Points

Which of the following could result in a legally questionable appraisal process?

A. conducting a job analysis to establish criteria and standards for successful performance

B. basing appraisals on subjective supervisory observations

C. administering and scoring appraisals in a standardized fashion

D. using clearly defined job-performance dimensions

Question 5 of 40

2.5/ 2.5 Points

Performance appraisals may be conducted by __________.

A. the immediate supervisor

B. peers

C. rating committees

D. all of the above

Question 6 of 40

2.5/ 2.5 Points

The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________.

A. recruitment

B. employee selection

C. performance appraisal

D. organizational development

Question 7 of 40

2.5/ 2.5 Points

Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?

A. peers

B. rating committees

C. top management

D. immediate supervisor

Question 8 of 40

2.5/ 2.5 Points

Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________.

A. is based on progress made toward the accomplishment of measurable goals

B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance

C. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior

D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories

Question 9 of 40

2.5/ 2.5 Points

Peer appraisals have been shown to result in a(n. __________.

A. reduction of social loafing in the team

B. reduction of group cohesion

C. decrease in satisfaction with the group

D. tendency to inaccurately predict who would be promoted

Question 10 of 40

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?

A. strategic performance appraisal

B. organizational development

C. upward feedback

D. critical incidents

Question 11 of 40

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 __________.

A. strategic organizational development

B. performance management

C. performance appraisal

D. human resource management

Question 12 of 40

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 __________.

A. unclear standards

B. halo effects

C. complexity

D. leniency

Question 13 of 40

2.5/ 2.5 Points

When a supervisor must criticize a subordinate in an appraisal interview, it is best to __________.

A. hold the meeting with other people who can diffuse the negative situation

B. provide examples of critical incidents

C. acknowledge the supervisor’s personal biases in the situation

D. provide feedback once per year

Question 14 of 40

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 __________.

A. reality shock

B. a realistic job interview

C. disincentive

D. a challenge

Question 15 of 40

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.

A. bias

B. stereotyping

C. central tendency

D. halo affect

Question 16 of 40

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 __________.

A. impression management

B. stereotyping

C. halo effects

D. strictness

Question 17 of 40

2.5/ 2.5 Points

Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of __________.

A. organizational development

B. career development

C. career planning

D. training

Question 18 of 40

0.0/ 2.5 Points

Because in most organizations there is a hierarchy of goals, employee performance standards should __________.

A. be standard

B. make sense in terms of the broader organizational goals

C. be decided by the top executive

D. all of the above

Question 19 of 40

0.0/ 2.5 Points

The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low.

A. central tendency

B. leniency

C. strictness

D. bias

Question 20 of 40

2.5/ 2.5 Points

Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?

A. peers

B. rating committees

C. the employee

D. all of the above

Part 2 of 2 - Lesson 5 Questions 47.5/ 50.0 Points

Question 21 of 40

2.5/ 2.5 Points

Which of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act?

A. attorney

B. physician

C. management trainee

D. general manager

Question 22 of 40

2.5/ 2.5 Points

Which of the following is typically included in compensation packages for a company’s top executives?

A. short-term and long-term incentives

B. perks

C. executive benefits

D. all of the above

Question 23 of 40

2.5/ 2.5 Points

__________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another.

A. Job analysis

B. Job evaluation

C. Benchmark analysis

D. Job ranking

Question 24 of 40

2.5/ 2.5 Points

According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________.

A. care of a child

B. birth of a child

C. care of a parent

D. all of the above

Question 25 of 40

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.

A. Fair Labor Standards Act

B. Civil Rights Act

C. Equal Pay Act

D. Age Discrimination in Employment Act

Question 26 of 40

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.

A. Scanlon

B. Lincoln incentive

C. Gainsharing

D. ESOP

Question 27 of 40

2.5/ 2.5 Points

Factors that establish how the jobs compare to one another and set the pay for each job are called __________ factors.

A. compensable

B. job evaluation

C. ranking

D. analysis

Question 28 of 40

2.5/ 2.5 Points

A company using competency-based pay compensates for all of the following except an employee’s __________.

A. range of skills

B. job title

C. depth of knowledge

D. type of skills

Question 29 of 40

2.5/ 2.5 Points

External equity refers to __________.

A. how a job’s pay rate in one company compares the job’s pay rate in other companies

B. how fair the job’s pay rate is when compared to other jobs within the same company

C. 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

D. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay

Question 30 of 40

2.5/ 2.5 Points

The __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work.

A. American Disabilities Act

B. Civil Rights Act

C. Employer Retirement Income Security Act

D. Equal Pay Act

Question 31 of 40

0.0/ 2.5 Points

Jack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity.

A. external

B. internal

C. distributive

D. individual

Question 32 of 40

2.5/ 2.5 Points

__________ is any salary increase the firm awards to an individual employee based on his or her individual performance.

A. Merit pay

B. Variable pay

C. Competency-based pay

D. Piecework

Question 33 of 40

2.5/ 2.5 Points

A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation.

A. pay group

B. benchmark

C. pay grade

D. class

Question 34 of 40

2.5/ 2.5 Points

 According to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent.

A. two

B. four

C. six

D. 12

Question 35 of 40

2.5/ 2.5 Points

When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________.

A. classes

B. grades

C. sections

D. cohorts

Question 36 of 40

2.5/ 2.5 Points

Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages.

A. base pay

B. short-term incentives

C. long-term incentives

D. executive benefits

Question 37 of 40

2.5/ 2.5 Points

Which of the following is categorized as an indirect payment portion of employee compensation?

A. wages

B. salaries

C. employer-paid insurance

D. bonuses

Question 38 of 40

2.5/ 2.5 Points

Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions?

A. Davis-Bacon Act

B. Fair Wages Act

C. Civil Rights Act

D. Fair Labor Standards Act

Question 39 of 40

2.5/ 2.5 Points

What type of pay plan is being used when workers are paid a sum for each unit they produce?

A. base pay

B. competency-based pay

C. job-based pay

D. piecework

Question 40 of 40

2.5/ 2.5 Points

When using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________.

A. classes

B. grades

C. sections

D. cohorts

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