MGMT 3000 Exam questions and
answers graded A+
Compensation - ANS✅✅(1) wages or salaries, (2) incentives, (3) benefits
Base Pay (Wages or Salaries) - ANS✅✅Consists of the basic wage or salary paid employees in
exchange for doing their jobs
Incentives - ANS✅✅To attract high-performing employees and to induce those already employed
to be more productive, can be commissions, bonuses, profit-sharing plans, and stock options
Benefits (Fringe Benefits) - ANS✅✅Additional nonmonetary forms of compensation designed to
enrich the lives of all employees in the organization, what are paid all or in part by the organization.
(Health insurance, dental insurance, life insurance, disability protections, retirement plans, holidays
off, accumulated sick days and vacation days, recreation options, country club or health club
memberships, family leave, discounts on merchandise, counseling, credit unions, legal advice, and
education reimbursement)
Onboarding (Employee Socialization) - ANS✅✅Programs that help employees to integrate and
transition to new jobs by making them familiar with corporate policies, procedures, culture, and
politics by clarifying work-role expectations and responsibilities
Orientation - ANS✅✅Helping the newcomer fit smoothly into the job and the organization
The First Six Months - ANS✅✅May take 2-24 months for an average employee to be fully
productive, critical to how one performs over the long haul because that's when the psychological
patterns are established
Desirable Characteristics of Orientation - ANS✅✅The job routine: New employees need to learn
what is required in the job
The organization's mission and operations: What employees need to know what the organization is
about- its purpose, products, operations
The organization's work rules and employee benefits
,Five steps in the learning and development process - ANS✅✅1. Assessment (Is learning and
development needed?)
2. Objectives (What should learning and development achieve?)
3. Selection (Which learning and development methods should be used?)
4. Implementation (How should learning and development be effected?)
5. Evaluation (Is the learning and development working?)
-Back to step 2
Different Types of Learning and Development - ANS✅✅On-the-job learning (coaching, training, job
rotation, planned activities), Off-the-job learning (programs, workbooks, videos, games)
Microlearning (bite-size learning) - ANS✅✅Segments learning into bite-size content, enabling a
student to master one piece of learning before advancing to anything else
Performance Management - ANS✅✅Set of processes and managerial behaviors
(1) Define Performance: Set goals and communicate performance expectations
(2) Monitor & Evaluate Performance: Measure and evaluate progress and outcomes
(3) Review Performance: Deliver feedback and coaching
(4) Provide Consequences: Administer values rewards and appropriate punishment
Performance Appraisal - ANS✅✅Management process that consists of (1) assessing an employee's
performance and (2) Providing him or her with feedback
Objective Appraisals - ANS✅✅Based on facts and are often numerical
-measure results
-harder to challenge legally
Subjective Appraisal - ANS✅✅An appraisal that is based on perceptions of traits, behaviors, or
results.
Behaviorally Anchored Rating Scale (BARS) - ANS✅✅Rates employee gradations in performance
according to scales of specific behaviors
,Peers, Subordinates, Customers, & Self - ANS✅✅Peers: Co-workers, colleagues, and subordinates
Customers: Restaurants and hotels ask customers and clients
Self: How you would rate your own performance
360-Degree Feedback - ANS✅✅A performance appraisal process in which feedback is obtained
from the boss, subordinates, peers and coworkers, and the employees themselves
Forced ranking performance review systems - ANS✅✅All employees within a business unit are
ranked against one another and grades are distributed along some sort of bell curve
Promotion: Moving Upward - ANS✅✅Fairness (Step upward must be deserved), nondiscrimination
(Cannot discriminate on basis of race, ethnicity, gender, age, ability), others' resentments (Counsel
people left behind about their performance)
Layoffs - ANS✅✅Temporary employment separations; employees may be recalled to work, or the
separation may become permanent.
Downsizing - ANS✅✅Permanent dismissal, no rehiring later
Firings - ANS✅✅Being terminated/dismissed permanently "for cause"
Exit Interview - ANS✅✅A formal conversation between a manager and a departing employee to
find out why he or she is leaving and to learn about potential problems in the organization
Nondisparagement agreement - ANS✅✅Is a contract between two parties that prohibits one party
from criticizing the other; it is often used in severance agreements to prohibit former employees
from criticizing their former employers
Unstructured Interview - ANS✅✅May provide a more accurate assessment of an applicant's job-
related personality traits, each conversation is different, ordinary, and informal, bias and overly
subjective, legal action
Situational Interview - ANS✅✅Questions that focus on hypothetical situations, attempts to figure
out how applicants would respond in a given situation
, Behavioral Description Interview (BDI) - ANS✅✅Tries to learn how employees have dealt with
workplace situations in the past or previous jobs
Pria gets a large paycheck compared to her colleagues because of the dangers associated with her
particular job. - ANS✅✅Base Pay
Julian works really hard and is a top salesman in his firm. Julian enjoys his regular paycheck every
other week, but really looks forward to the healthy commission checks he gets that are based on his
sales. - ANS✅✅Incentives
Sam has worked for many years for her company. A few more years and she can look forward to
collecting her monthly pension check. - ANS✅✅Benefits
Internal recruiting - ANS✅✅Advantage: Increases employee loyalty, effort, less costly, decreased
risk
Disadvantage: Limited fresh talent, promotions based on how long with company, creates vacancy in
organization
External recruiting - ANS✅✅Advantage: Applicants with specialized experience, fresh insights
Disadvantages: Recruiting process is longer, higher risk because not well known
A company searching for a candidate based mainly on skills and abilities would be most likely to use
________ in evaluating a candidate's fit to a specific job. - ANS✅✅Performance Tests
The article emphasizes that organizations must invest substantially in __________, which consists of
the activities managers perform to plan for, attract, develop, and retain an effective workforce. -
ANS✅✅Human resource management
Peter Cappelli's argument about the skills gap stresses that companies should restructure the way
they think about the _______ step of the strategic human resource management process. -
ANS✅✅Recruiting and selecting people
Applications, résumés, interviews, and employment tests are all ______ tools. - ANS✅✅Selection
Which of the following is NOT part of the strategic human resource management process? -
ANS✅✅Negotiate employment contracts
answers graded A+
Compensation - ANS✅✅(1) wages or salaries, (2) incentives, (3) benefits
Base Pay (Wages or Salaries) - ANS✅✅Consists of the basic wage or salary paid employees in
exchange for doing their jobs
Incentives - ANS✅✅To attract high-performing employees and to induce those already employed
to be more productive, can be commissions, bonuses, profit-sharing plans, and stock options
Benefits (Fringe Benefits) - ANS✅✅Additional nonmonetary forms of compensation designed to
enrich the lives of all employees in the organization, what are paid all or in part by the organization.
(Health insurance, dental insurance, life insurance, disability protections, retirement plans, holidays
off, accumulated sick days and vacation days, recreation options, country club or health club
memberships, family leave, discounts on merchandise, counseling, credit unions, legal advice, and
education reimbursement)
Onboarding (Employee Socialization) - ANS✅✅Programs that help employees to integrate and
transition to new jobs by making them familiar with corporate policies, procedures, culture, and
politics by clarifying work-role expectations and responsibilities
Orientation - ANS✅✅Helping the newcomer fit smoothly into the job and the organization
The First Six Months - ANS✅✅May take 2-24 months for an average employee to be fully
productive, critical to how one performs over the long haul because that's when the psychological
patterns are established
Desirable Characteristics of Orientation - ANS✅✅The job routine: New employees need to learn
what is required in the job
The organization's mission and operations: What employees need to know what the organization is
about- its purpose, products, operations
The organization's work rules and employee benefits
,Five steps in the learning and development process - ANS✅✅1. Assessment (Is learning and
development needed?)
2. Objectives (What should learning and development achieve?)
3. Selection (Which learning and development methods should be used?)
4. Implementation (How should learning and development be effected?)
5. Evaluation (Is the learning and development working?)
-Back to step 2
Different Types of Learning and Development - ANS✅✅On-the-job learning (coaching, training, job
rotation, planned activities), Off-the-job learning (programs, workbooks, videos, games)
Microlearning (bite-size learning) - ANS✅✅Segments learning into bite-size content, enabling a
student to master one piece of learning before advancing to anything else
Performance Management - ANS✅✅Set of processes and managerial behaviors
(1) Define Performance: Set goals and communicate performance expectations
(2) Monitor & Evaluate Performance: Measure and evaluate progress and outcomes
(3) Review Performance: Deliver feedback and coaching
(4) Provide Consequences: Administer values rewards and appropriate punishment
Performance Appraisal - ANS✅✅Management process that consists of (1) assessing an employee's
performance and (2) Providing him or her with feedback
Objective Appraisals - ANS✅✅Based on facts and are often numerical
-measure results
-harder to challenge legally
Subjective Appraisal - ANS✅✅An appraisal that is based on perceptions of traits, behaviors, or
results.
Behaviorally Anchored Rating Scale (BARS) - ANS✅✅Rates employee gradations in performance
according to scales of specific behaviors
,Peers, Subordinates, Customers, & Self - ANS✅✅Peers: Co-workers, colleagues, and subordinates
Customers: Restaurants and hotels ask customers and clients
Self: How you would rate your own performance
360-Degree Feedback - ANS✅✅A performance appraisal process in which feedback is obtained
from the boss, subordinates, peers and coworkers, and the employees themselves
Forced ranking performance review systems - ANS✅✅All employees within a business unit are
ranked against one another and grades are distributed along some sort of bell curve
Promotion: Moving Upward - ANS✅✅Fairness (Step upward must be deserved), nondiscrimination
(Cannot discriminate on basis of race, ethnicity, gender, age, ability), others' resentments (Counsel
people left behind about their performance)
Layoffs - ANS✅✅Temporary employment separations; employees may be recalled to work, or the
separation may become permanent.
Downsizing - ANS✅✅Permanent dismissal, no rehiring later
Firings - ANS✅✅Being terminated/dismissed permanently "for cause"
Exit Interview - ANS✅✅A formal conversation between a manager and a departing employee to
find out why he or she is leaving and to learn about potential problems in the organization
Nondisparagement agreement - ANS✅✅Is a contract between two parties that prohibits one party
from criticizing the other; it is often used in severance agreements to prohibit former employees
from criticizing their former employers
Unstructured Interview - ANS✅✅May provide a more accurate assessment of an applicant's job-
related personality traits, each conversation is different, ordinary, and informal, bias and overly
subjective, legal action
Situational Interview - ANS✅✅Questions that focus on hypothetical situations, attempts to figure
out how applicants would respond in a given situation
, Behavioral Description Interview (BDI) - ANS✅✅Tries to learn how employees have dealt with
workplace situations in the past or previous jobs
Pria gets a large paycheck compared to her colleagues because of the dangers associated with her
particular job. - ANS✅✅Base Pay
Julian works really hard and is a top salesman in his firm. Julian enjoys his regular paycheck every
other week, but really looks forward to the healthy commission checks he gets that are based on his
sales. - ANS✅✅Incentives
Sam has worked for many years for her company. A few more years and she can look forward to
collecting her monthly pension check. - ANS✅✅Benefits
Internal recruiting - ANS✅✅Advantage: Increases employee loyalty, effort, less costly, decreased
risk
Disadvantage: Limited fresh talent, promotions based on how long with company, creates vacancy in
organization
External recruiting - ANS✅✅Advantage: Applicants with specialized experience, fresh insights
Disadvantages: Recruiting process is longer, higher risk because not well known
A company searching for a candidate based mainly on skills and abilities would be most likely to use
________ in evaluating a candidate's fit to a specific job. - ANS✅✅Performance Tests
The article emphasizes that organizations must invest substantially in __________, which consists of
the activities managers perform to plan for, attract, develop, and retain an effective workforce. -
ANS✅✅Human resource management
Peter Cappelli's argument about the skills gap stresses that companies should restructure the way
they think about the _______ step of the strategic human resource management process. -
ANS✅✅Recruiting and selecting people
Applications, résumés, interviews, and employment tests are all ______ tools. - ANS✅✅Selection
Which of the following is NOT part of the strategic human resource management process? -
ANS✅✅Negotiate employment contracts
