FSM FINAL EVALUATION QUESTIONS WITH SOLUTIONS
2025 GRADED A+
✔✔Employee Satisfaction - ✔✔Beliefs and feelings an employee has about his/her job
✔✔Factors that impact employee satisfaction - ✔✔Personality
Values
Work situation
Social influences
✔✔Financial Accountability Includes: - ✔✔Keeping the proper financial records
Communicating appropriately the financial status of the operation`
✔✔Menu Engineering - ✔✔Management information tool that focuses on both the
popularity and the contribution to profit of menu items.
✔✔Menu engineering model segments: - ✔✔Stars
Plow Horses
Puzzles
Dogs
✔✔Stars - ✔✔Highly Profitable and popular
✔✔Plow Horses - ✔✔Very popular but not very profitable
✔✔Puzzles - ✔✔Very profitable but not very popular
✔✔Dogs - ✔✔Not profitable nor popular
✔✔Discuss the process of completing a job analysis - ✔✔Definition: Process of
obtaining information about jobs y determining duties and tasks or activities of those
jobs
Procedure involves systematic investigation of jobs by following a number of
predetermined steps such as collecting data on tasks, human behaviors, performance
standards, machines/tools used job context, and knowledge/skills required.
✔✔How does a job description vary from a job specification? - ✔✔Description: list of
duties, working conditions and tools/equipment needed to perform the job.
Three sections: Title, identification and duties
Job specification: list of abilities, skills and other credentials needed to do the job;
statement of job conditions relating to the health, safety and comfort of the employee.
,✔✔Why are performance standards a critical component of developing job
descriptions? - ✔✔Desired results at a definite level of quality for a specified job
Based on work-related behaviors ; Should be clearly stated in writing
✔✔How can jobs be designed to increase satisfaction of the employees? - ✔✔Skill
variety, task identity, task significance, autonomy, and feedback.
The greater the extent of all five task characteristics in a job, the more likely it is that the
job holder will be highly motivated and experience job satisfaction
✔✔Why is it important to know the law in managing human resources? - ✔✔There are
many acts in play that are very important in order to prevent discrimination
✔✔When recruiting for a vacant position, why is it sometimes a poor idea to recruit from
within? - ✔✔New ideas may not be heard
Scope of skills and knowledge may be inadequate for the higher level position
personal biases
✔✔What information should not be requested on a job application form? Why? -
✔✔Age, gender, race, religion, national origin or family status may violate provisions of
the Civil Rights Act of 1964.
Information requested should not lead to discrimination against applicants.
✔✔Why would a background and reference checks be conducted prior to offering a
position to an applicant? - ✔✔Inadequate reference checking is one of the major causes
of high turnover, employee theft and white-collar crime.
✔✔What are advantages and disadvantages of structured and unstructured interviews?
- ✔✔Structured Advantages: gives a common body of data on all interviewers, allows
for systematic coverage of all information deemed necessary for all applicants, and
provides means for minimizing personal biases and prejudices of the interviewer;
generally used for lower level jobs.
Unstructured interviews: Broad questions; useful in assessing characteristics of an
individual such as ability to communicate and interpersonal skills.
Disadvantages of unstructured- comparison of answers across interviewees is difficult.
✔✔What is the difference between orientation and training? - ✔✔Orientation: formal
process of familiarizing new employees to the organization, job and work unit.
,Training: ongoing process of updating skills of an employee
✔✔What activities or information should be included in an orientation of a new
employee? - ✔✔Review of the organization and how the employee's job contributes to
the organizations objectives
Specific information on policies, work rules, and benefits
General information about the daily work routine.
✔✔Positive and negatives of the three frequently used performance appraisal methods
- ✔✔
✔✔Why do people think that the appraisal interview is the most important aspect of the
performance appraisal process? - ✔✔It provides that manager with the opportunity to
discuss an employees performance and explore areas of improvement. Employees are
also able to discuss their concerns and problems in the job situation.
Opportunities for growth withing the employees job
✔✔Identify the five step disciplinary process - ✔✔Unrecorded oral warning
Oral warning with notation in an employees personal file
Written reprimand
Suspension
Discharge
✔✔In what situations should the disciplinary process be used? When would the five
step process not be important? - ✔✔Availability for work: absence, tardiness, leaving
without permission, late from breaks
Job Performance: failure to perform duties or follow procedures, inappropriate eating on
the job or time card punching, failure to use equipment properly.
Appearance: clothing, personal hygiene, nametag
Personal Conduct: workplace violence, lack of honesty, destruction of property, abuse
of privileges
Five step process not used if an employee is caught in the act of theft. Automatic fired
or suspended.
✔✔Define the differences between salary, wages, and benefirts - ✔✔Salary: monthly
earning of managerial and professional personnel
, Wages: hourly earnings of employees
Benefits: rewards that provide security to employees and their family members
✔✔What benefits is an organization required to provide? What are optional benefits? -
✔✔Required: social security, workers comp
Optional: health insurance, paid leave, employee services
✔✔Differentiate between staffing and scheduling - ✔✔Staffing: concerns the
determination of the appropriate number of employees needed by the operation for the
work that must be accomplished.
Scheduling: Assigning employees to specific work hours and days.
✔✔If you were planning to staff a 250 bed extended care facility, how many absolute
FTEs would be required for the foodservice operation? - ✔✔
✔✔Calculate a meal equivalent in a cafeteria. 550 customers passed through the
cashier. Total sales were $1500, and the cost of a typical lunch was $4.50 - ✔✔
✔✔Why is important to control the costs of overtime? How can this be accomplished -
✔✔uncontrolled overtime is a key factor in driving up labor costs.
controls are needed for legal reasons
overtime that can be anticipated may be controlled by requiring overtime authorization.
Unpredictable overtime should require an overtime report filed within 24 hours.
✔✔What kinds of employees are likely to be able to take advantage of alternate work
schedules? - ✔✔
✔✔Why do most managers disapprove of unions? - ✔✔
✔✔List the 4 major federal laws that regulate employer and union conduct and labor-
management relations. Identify the principal activities the law was written to control -
✔✔Norris-LaGardia Act: requires workers to state they were not union members and
promise not to join
Wagner Act: right of a union is exclusive bargaining agent for all workers in a bargaining
unit
Taft-Harley: balance the powers of labor and management place and restraints on union
practices.
2025 GRADED A+
✔✔Employee Satisfaction - ✔✔Beliefs and feelings an employee has about his/her job
✔✔Factors that impact employee satisfaction - ✔✔Personality
Values
Work situation
Social influences
✔✔Financial Accountability Includes: - ✔✔Keeping the proper financial records
Communicating appropriately the financial status of the operation`
✔✔Menu Engineering - ✔✔Management information tool that focuses on both the
popularity and the contribution to profit of menu items.
✔✔Menu engineering model segments: - ✔✔Stars
Plow Horses
Puzzles
Dogs
✔✔Stars - ✔✔Highly Profitable and popular
✔✔Plow Horses - ✔✔Very popular but not very profitable
✔✔Puzzles - ✔✔Very profitable but not very popular
✔✔Dogs - ✔✔Not profitable nor popular
✔✔Discuss the process of completing a job analysis - ✔✔Definition: Process of
obtaining information about jobs y determining duties and tasks or activities of those
jobs
Procedure involves systematic investigation of jobs by following a number of
predetermined steps such as collecting data on tasks, human behaviors, performance
standards, machines/tools used job context, and knowledge/skills required.
✔✔How does a job description vary from a job specification? - ✔✔Description: list of
duties, working conditions and tools/equipment needed to perform the job.
Three sections: Title, identification and duties
Job specification: list of abilities, skills and other credentials needed to do the job;
statement of job conditions relating to the health, safety and comfort of the employee.
,✔✔Why are performance standards a critical component of developing job
descriptions? - ✔✔Desired results at a definite level of quality for a specified job
Based on work-related behaviors ; Should be clearly stated in writing
✔✔How can jobs be designed to increase satisfaction of the employees? - ✔✔Skill
variety, task identity, task significance, autonomy, and feedback.
The greater the extent of all five task characteristics in a job, the more likely it is that the
job holder will be highly motivated and experience job satisfaction
✔✔Why is it important to know the law in managing human resources? - ✔✔There are
many acts in play that are very important in order to prevent discrimination
✔✔When recruiting for a vacant position, why is it sometimes a poor idea to recruit from
within? - ✔✔New ideas may not be heard
Scope of skills and knowledge may be inadequate for the higher level position
personal biases
✔✔What information should not be requested on a job application form? Why? -
✔✔Age, gender, race, religion, national origin or family status may violate provisions of
the Civil Rights Act of 1964.
Information requested should not lead to discrimination against applicants.
✔✔Why would a background and reference checks be conducted prior to offering a
position to an applicant? - ✔✔Inadequate reference checking is one of the major causes
of high turnover, employee theft and white-collar crime.
✔✔What are advantages and disadvantages of structured and unstructured interviews?
- ✔✔Structured Advantages: gives a common body of data on all interviewers, allows
for systematic coverage of all information deemed necessary for all applicants, and
provides means for minimizing personal biases and prejudices of the interviewer;
generally used for lower level jobs.
Unstructured interviews: Broad questions; useful in assessing characteristics of an
individual such as ability to communicate and interpersonal skills.
Disadvantages of unstructured- comparison of answers across interviewees is difficult.
✔✔What is the difference between orientation and training? - ✔✔Orientation: formal
process of familiarizing new employees to the organization, job and work unit.
,Training: ongoing process of updating skills of an employee
✔✔What activities or information should be included in an orientation of a new
employee? - ✔✔Review of the organization and how the employee's job contributes to
the organizations objectives
Specific information on policies, work rules, and benefits
General information about the daily work routine.
✔✔Positive and negatives of the three frequently used performance appraisal methods
- ✔✔
✔✔Why do people think that the appraisal interview is the most important aspect of the
performance appraisal process? - ✔✔It provides that manager with the opportunity to
discuss an employees performance and explore areas of improvement. Employees are
also able to discuss their concerns and problems in the job situation.
Opportunities for growth withing the employees job
✔✔Identify the five step disciplinary process - ✔✔Unrecorded oral warning
Oral warning with notation in an employees personal file
Written reprimand
Suspension
Discharge
✔✔In what situations should the disciplinary process be used? When would the five
step process not be important? - ✔✔Availability for work: absence, tardiness, leaving
without permission, late from breaks
Job Performance: failure to perform duties or follow procedures, inappropriate eating on
the job or time card punching, failure to use equipment properly.
Appearance: clothing, personal hygiene, nametag
Personal Conduct: workplace violence, lack of honesty, destruction of property, abuse
of privileges
Five step process not used if an employee is caught in the act of theft. Automatic fired
or suspended.
✔✔Define the differences between salary, wages, and benefirts - ✔✔Salary: monthly
earning of managerial and professional personnel
, Wages: hourly earnings of employees
Benefits: rewards that provide security to employees and their family members
✔✔What benefits is an organization required to provide? What are optional benefits? -
✔✔Required: social security, workers comp
Optional: health insurance, paid leave, employee services
✔✔Differentiate between staffing and scheduling - ✔✔Staffing: concerns the
determination of the appropriate number of employees needed by the operation for the
work that must be accomplished.
Scheduling: Assigning employees to specific work hours and days.
✔✔If you were planning to staff a 250 bed extended care facility, how many absolute
FTEs would be required for the foodservice operation? - ✔✔
✔✔Calculate a meal equivalent in a cafeteria. 550 customers passed through the
cashier. Total sales were $1500, and the cost of a typical lunch was $4.50 - ✔✔
✔✔Why is important to control the costs of overtime? How can this be accomplished -
✔✔uncontrolled overtime is a key factor in driving up labor costs.
controls are needed for legal reasons
overtime that can be anticipated may be controlled by requiring overtime authorization.
Unpredictable overtime should require an overtime report filed within 24 hours.
✔✔What kinds of employees are likely to be able to take advantage of alternate work
schedules? - ✔✔
✔✔Why do most managers disapprove of unions? - ✔✔
✔✔List the 4 major federal laws that regulate employer and union conduct and labor-
management relations. Identify the principal activities the law was written to control -
✔✔Norris-LaGardia Act: requires workers to state they were not union members and
promise not to join
Wagner Act: right of a union is exclusive bargaining agent for all workers in a bargaining
unit
Taft-Harley: balance the powers of labor and management place and restraints on union
practices.
