human resources due 8/2/12 5 am please asap

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Question 1 of 20
5.0 Points
All of the following are suggestions from Watson Wyat for improving the image and effect of performance management EXCEPT:
A. put off the difficult decisions. 
B. eliminate “HR-speak.” 
C. develop a performance culture. 
D. set appropriate decisions. 
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Question 2 of 20
5.0 Points
Because it is often costly, which of the following methods is generally used only for exceptionally important jobs?
A. Rating by a committee of supervisors 
B. Rating by coworkers 
C. Rating by someone outside the job setting 
D. Rating by subordinates 
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Question 3 of 20
5.0 Points
All of the following are features of a behaviorally anchored rating scale EXCEPT:
A. six to 10 performance dimensions are identified and defined by raters and the person being rated. 
B. the dimensions are anchored with positive and negative critical incidents. 
C. the wording on the form contains jargon commonly used by the person being rated. 
D. ratings are fed back using the terms displayed on the form. 
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Question 4 of 20
5.0 Points
The behavioral observation scale developed by Latham uses the __________ technique to identify a series of behaviors covering the domain of the job.
A. critical incident 
B. self-evaluation 
C. field review 
D. peer review 
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Question 5 of 20
5.0 Points
Performance evaluation systems break down because they are:
A. poorly communicated. 
B. misunderstood. 
C. poorly designed. 
D. punitive. 
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Question 6 of 20
5.0 Points
Raters who see everything as good are __________ raters.
A. inexperienced 
B. optimistic 
C. lenient 
D. far-sighted 
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Question 7 of 20
5.0 Points
If a supervisor lets another employee's performance influence the ratings that are given to someone else, then a __________ has occurred.
A. halo effect 
B. contrast effect 
C. recency of events error 
D. central tendency error 
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Question 8 of 20
5.0 Points
A supervisor should open a performance review with __________ remarks.
A. neutral 
B. positive 
C. personal 
D. negative 
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Question 9 of 20
5.0 Points
__________ is the chief reason why most individuals seek employment.
A. Praise 
B. Compensation 
C. Satisfaction 
D. Self-esteem 
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Question 10 of 20
5.0 Points
Which of the following is NOT a form of direct financial compensation?
A. Insurance 
B. Wages 
C. Bonuses 
D. Commissions 
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Question 11 of 20
5.0 Points
Global wage differentials verge on the extreme. For example, computer consultants in the U.S. earn over $100 an hour; in India, computer consultants work for the same firm for __________ an hour.
A. $10 
B. $25 
C. $50 
D. $75 
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Question 12 of 20
5.0 Points
An employee classified as a manager, technical, or professional who is paid on an hourly basis is considered:
A. exempt. 
B. nonexempt. 
C. freelance. 
D. contract labor. 
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Question 13 of 20
5.0 Points
According to Herzberg's two-factor theory of motivation, which of the following sets of factors influence work behavior?
A. Hygiene, safety 
B. Dissatisfiers, satisfiers 
C. Motivation, satisfiers 
D. Safety, esteem 
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Question 14 of 20
5.0 Points
Relative deprivation theory suggests that pay dissatisfaction is a function of all of the following EXCEPT:
A. past expectations of receiving more rewards. 
B. a discrepancy between a comparison outcome and what employees get. 
C. high expectations for the future. 
D. a feeling of not being personally responsible for poor results. 
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Question 15 of 20
5.0 Points
Increasing payroll costs and global competition have caused managers in the U.S. to seek ways to increase productivity by linking compensation to employees':
A. seniority. 
B. ability. 
C. motivation. 
D. performance. 
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Question 16 of 20
5.0 Points
Pay for a particular position is set relative to all of the following groups EXCEPT:
A. employees working on similar jobs in other organizations. 
B. employees hired to do the job on a temporary basis. 
C. employees working on different jobs within the organization. 
D. employees working on the same job within the organization. 
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Question 17 of 20
5.0 Points
Pay surveys are used to collect data about compensation paid to employees by all employers in a(n):
A. geographic area. 
B. industry. 
C. occupational group. 
D. All of the above 
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Question 18 of 20
5.0 Points
All of the following are typical of the factors used for job evaluation EXCEPT:
A. education. 
B. organizational effectiveness. 
C. experience. 
D. work hazards. 
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Question 19 of 20
5.0 Points
What is the most negative aspect of the factor comparison method?
A. Cost 
B. Complexity 
C. Lack of precision 
D. Development time 
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Question 20 of 20
5.0 Points
__________ can increase flexibility by allowing employees to move among a wider range of job tasks without having to adjust pay with each move.
A. Delamination 
B. Delayering 
C. Leveling 
D. Flattening 
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