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Exam 11: Human Resource Management: Finding and Keeping the Best Employees

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Question 191

Multiple Choice

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Which of the following statements is the most accurate description of the impact the Americans with Disabilities Act of 1990 (ADA) has had on businesses?

A) ADA has had no real impact, since most businesses have always been sensitive to the needs of disabled workers.
B) Most firms have found that the structural changes needed to comply with ADA requirements have been very difficult and expensive to implement.
C) Most firms are finding that some accommodations required by ADA are more difficult to implement than the structural changes.
D) Businesses have found that even with the changes required by ADA, disabled workers are simply not capable of handling most types of jobs.

E) A) and D)
F) All of the above

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Question 192

True/False

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Transferring an experienced worker to a new position at the same level within an organization can be an effective way to motivate the worker to remain with the company.

A) True
B) False

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Question 193

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Sally worked in the student bookstore at her college. Although she liked the retail atmosphere, there was little opportunity for advancement because the three persons in management positions were doing well in their jobs and not planning to retire very soon. When the college opened a new branch, Sally seized the opportunity to be reassigned to the new location and manage the smaller operation. Her change was not a promotion, it was considered a(n) ________; however, it served to improve her morale because she was performing more tasks and had greater responsibility than at the previous bookstore.

Computer and robotics training is sometimes performed in a nearby classroom-type setting. We refer to this near-the-job-training as

Recent trends suggest that the best way for firms to control labor costs is to focus on limiting the growth of wages and salaries rather than controlling fringe benefits.

Because current legal guidelines limit the types of questions that can be asked, completed job application forms contain very little useful information about job candidates.

Job sharing tends to increase absenteeism and tardiness, because part-time workers are not as dedicated and loyal as full-time workers.

The management team at McGowan Brothers want to make sure their decisions about compensation, promotions, and firings are based on sound information that meet legal requirements. One way for the company to achieve this objective would be to

Barney's company creates promotional campaigns for other businesses. He just learned that the firm lost the Lisle Account, a long-standing customer. In the short term, this will significantly reduce the need for several creative writers and web content developers the company has on staff. As he prepares to call each employee in for dismissal, Barney reviews the best way to approach this inevitable task. He decides that it is best not to tarnish the image of the company so rather than tell each that they lost an important account, he will blame the need to reduce the workforce on new technology the firm is implementing and his personal evaluation of their work. He also plans to offer a two-month severance payment, as long as each signs a no-compete agreement good for one year. In that way, he may be able to call them back if new accounts emerge. All of these strategies are considered good procedures that would surely avoid "wrongful discharge lawsuits."

Mini-Case Dee Pozitt had been the assistant HR director at Fleesum Financial Services for a bit more than a year when the company's HR director was injured in a sky-diving accident. Because of his injuries the director would be unable to work for several months. Howie Fleesum, the company's CEO, decided to name Dee the acting director of human resources. Though she had been at the firm for a shorter period of time than most other managers, he felt that her position as the director's assistant had given her insights into the company's human resource issues that the other managers lacked. He also was very impressed by the glowing performance appraisal Dee recently received from the director, her peers, and even subordinates. Before accepting the position as acting director, Dee made sure that Mr. Fleesum recognized her authority to implement some major changes in policies she and the director had been planning before his accident. The changes were intended to make the company more responsive to the needs of employees, thus improving morale and reducing worker turnover. Although Dee was sorry the director was injured, she was pleased that Mr. Fleesum had confidence in her and was willing to give her the authority to implement important new programs. The only aspect of her opportunity that worried her was the resentment and hostility she sensed from a few of the older, more experienced managers. One of the most hostile coworkers was a fellow named Mort Gage. Dee decided she had better talk to Mort and find out why he was so upset. -Before the director's accident, Dee had worked with him to devise a plan that would allow each employee to select the fringe benefits he or she wants up to a certain dollar amount. The type of plan Dee and the director developed is known as a(n)

Managers at Bigbux Bank get a performance appraisal once a year. Bigbux uses an evaluation process that provides feedback about performance not only from superiors but also from subordinates and other managers at the same level. This type of evaluation is known as a(n)

Marcus's company sent him to Washington University for an intensive program of leadership and business communication training. Although expensive, the firm was committed to investing in the development of key employees for the purpose of retention and promotion. This type of managerial development is known as off-the-job courses and training.

Newport Communications uses a flextime plan; however, all employees must be on the job from 10:00 a.m. until 2:00 p.m. What are these hours called?

An HR manager at a large company interviewed several candidates for a position opening soon. Based on her interviews, she believes one candidate looks particularly promising. She will recommend a second interview between this candidate and the manager who will supervise the new employee.

Wayne is a supervisor at a small manufacturing plant. His pay starts at $635 per week. Wayne is paid on a(n)

Establishing performance standards is a crucial step in the performance evaluation process.

Which of the following statements about human resource management opportunities and challenges is most accurate?

Even employees who work on a busy production floor need performance appraisals. If the manager cannot conduct a closed-door appraisal session, the supervisor should conduct these wherever he/she can find room.

When Casey began her Ph.D. program, she was immediately assigned to a female ________ who would serve as a coach and guide to shorten the curve and help Casey meet the right people who could enhance her career. Her program also required ________, where she would spend four to six weeks in different labs, gaining experience and exposure to a variety of research in her field of study.

________ introduces new employees to the organization, their fellow workers, their supervisors, and to the policies, practices, and objectives of the firm.