MIE 330 Final Exan Questions With verified Answers

MIE 330 Final Exan Questions With verified Answers .360 degree feedback - ANSWER-performance measurement by employee's supervisor, peers, employees, and customers .A ____ interview allows interviewer's discretion in choosing the questions to e asked and generally includes open ended questions about the candidate's strengths, weaknesses, career goals, and work experience - ANSWER-non directive .A manager may commit the strictness rating error when? - ANSWER-she only uses the lowest end of the rating scale for all employees .A manufacturing company hit by a slump in demand is experiencing a labor surplus. The company expects the market to improve in 6 months, and it doesn't want to lay off any of its employees. Which of the following strategies is an equitable way to handle this issue that results in spreading the burden more fairly? - ANSWER-reduced work hours .A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally is called? - ANSWER-job withdrawal .A test that is valid in other contexts beyond the context in which the selection method was developed is known as a ____ method - ANSWER-generalizable .A transitional matrix is one method an organization can use to understand internal labor trends. Based on the transitional matrix below which of the following events is true from 2004 to 2007? - ANSWER-80% of the production assemblers remained assemblers in 2007 .Abdul, a financial analyst, is not employed directly by any company. He works for several clients based on their requirements. Abdul is a ? - ANSWER-independent contractor .According to the Myers Briggs Type Indicator (MBTI) or Jungian Typology Indicator, extroverts gain energy through? - ANSWER-interpersonal relationships, through people .achievement tests - ANSWER-measure a person's existing knowledge & skills .Adam Wallace, a neutral party outside of La Mesa, was engaged to help simplify issues between 2 technical teams of the company. Wallace's solution for the teams was binding. This is an example of ? - ANSWER-arbitration .Age Discrimination in employment act (ADEA) - ANSWER-prohibits discrimination against workers who are over the age of 40; age complaints make up larger percentage of complaints filed w/ EEOC .agency shop - ANSWER-union security arrangement that requires the payment of union dues but not union membership .aging workforce - ANSWER-fastest growing age group: 55 and older so retirement .alternative dispute resolution (ADR) - ANSWER-methods of solving a problem by bringing in an impartial outsider but not using court system open door policy peer review mediation arbitration .american federation of labor and congress of industrial organizations (AFL-CIO) - ANSWER-association that seeks to advance the shared interests of its member unions at the national level .aptitude tests - ANSWER-assess how well person can learn or acquire skills and abilities .arbitration - ANSWER-binding; professional hears case & resolves .assessment center - ANSWER-multiple evaluators evaluate employees' performance on a number of exercises; usually offside location w/ 6-12 employees .assessment tools - ANSWER-myers briggs type indicator (MBTI) assessment centers benchmarks assessment performance appraisal 360 feedback .At Smartech, a company dealing in software products, employees often complain about the lack of variety regarding the tasks they are required to perform. Often there are 2 employees working on overlapping tasks, while some tasks are not designated to any employee. The employees never receive feedback about their work. from the information provided, this complaint of the employees can be closely linked to which model? - ANSWER-Job characteristics model .attributes - ANSWER-graphic rating scale (list traits then provides 1-5 rating) mixed standard scale (?s at top then high med low) .balanced scorecard - ANSWER-combination of performance measures directed toward the company's long and short term goals and used as the basis for awarding incentive pay; 4 categories - financial, customer, internal, learning & growth .behavior description interview - ANSWER-interviewer asks the candidate to describe how he handled situation in the past .behaviors - ANSWER-critical incident method (records of specific ex) behaviorally anchored rating scale (BARS - rates behavior using specific statements - late for work) behavioral observation scale (BOS - uses all behaviors necessary; not reliable & hard) organization behavior modification (OBM - formal system of feedback) .benefits required by law - ANSWER-social security unemployment insurance worker's compensation insurance family & medical leave health care added element - Obama car PPACA .Bob, an employee at Machina Corp, is well known among his colleagues because of his temper and impatience. During a heated argument with one of his supervisors, he reacts with hostility. Bob's manager calls him in for a discussion and listens to what he has to say about the incident, while treating him with dignity and respect. This scenario can best be categorized as one that used? - ANSWER-interactional justice .check off provision - ANSWER-contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees' paychecks .closed shop - ANSWER-union security arrangement under which a person must be a union member before being hired; illegal for those covered by the national labor relations act .cognitive ability tests - ANSWER-measure mental abilities such as verbal skills, quantitative skills, and reasoning ability .collective bargaining - ANSWER-union negotiates on behalf of its members with management representatives to arrive at a contract defining - recognition, management rights, union security, compensation and benefits, grievance procedure, employee security - wages, hours, working conditions .compa ratio - ANSWER-making sure the pay structure matches the actual pay - are we paying above or below market price? the ratio of average pay to the midpoint of the pay range; avg = midpoint, CR = 1 avg above midpoint, CR 1 avg below midpoint, CR 1 .compensable factors - ANSWER-characteristic of the job the organization values and chooses to pay for - experience, education, complexity, working conditions, responsibility .compensatory model - ANSWER-arriving at selection decision in which a very high score on one type of assessment can make up for a low score on another .craft union - ANSWER-members have particular skill/occupation .criteria for effective performance management - ANSWER-fit with strategy validity reliability acceptability specificity .criteria for evaluating selection methods - ANSWER-reliability validity generalizable utility legal .criterion related validity - ANSWER-based on showing a substantial correlation b/t test scores & job performance scores; predictive (uses all test scores & looks for relationship b/t scores & future performance) concurrent (testing people who currently work then comparing scores to existing measures of job performance) .Daniel, the director of operations, strongly believes that HRM is critical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel's view bc she thinks HRM is an unnecessary expense for the company. Which of the following statements weakens Melissa's belief? - ANSWER-HRM is indispensable for building a competitive advantage .Dave is the director of operations at Arc Inc and provides his team members with complete authority to execute all tasks independently. He encourages his team members to have brainstorming sessions before initiating a project to determine the best method to deliver positive results. This scenario indicates that Dave promotes ? - ANSWER-employee empowerment .delayering - ANSWER-reduce number of levels in organization's job structure; broader groupings are called broad bands; more emphasis on experience than promotions; fewer manager roles and more laterals .development - ANSWER-future focus, high work experiences, preparation for changes, voluntary participation .differential piece rates - ANSWER-incentive pay in which the piece rate is higher when a greater amount is produced .Differing conduct toward individuals, where the differences are clearly based on individuals' race, color, religion, sex, national origin, age, or disability status is termed as? - ANSWER-disparate treatment .disability insurance - ANSWER-short term - insurance pays % of disabled salary for 6 months or less long term - insurance pays % of salary after initial period and potentially for rest of life .disparate impact - ANSWER-employment practices are neutral but unintentionally exclude a protected group; ex: Four fifths rule of thumb that finds evidence if hiring rate for minority group is less than 4/5 of hiring rate for majority .Donna, a supervisor at Cenate Inc, wants to compare her subordinate John's performance with other employees to assess their effectiveness. Which of the following methods for measuring performance is best suited for this task? - ANSWER-simple ranking .due process policies - ANSWER-formally lay out steps an employee may take to appeal the employer's decision to terminate that employee .During an interview for medical assistants at the Haleview Medical Center, all the candidates were asked to talk about a situation in the past when they had to empathize with an emotionally unstable person and help that person make rational decisions. This is a ____ interview. - ANSWER-behavior description .employment at will - ANSWER-employment principle that if there's no specific employment contract saying otherwise, the employer/employee may end relationship at any time regardless of cause .employment at will is? - ANSWER-an approach that implies that employees are free to leave when they want and business can terminate employees when they want (no contractual agreement) .employment tests - ANSWER-applications resumes aptitude test achievement test physical ability cognitive ability references background checks honesty test - polygraph drugs test