SHRM Exam #3 UPDATED ACTUAL Questions and CORRECT Answers
1. Traditionalists Work to live, boss is always right, no news is good news, experienced, loyal, wants
Traits to be able to take extended time ott and come back, customer is king
2. Baby Boomer live to work, information is power, not motivated by money, need career opportu-
Traits nities, "workaholics", lifelong learner
3. Millennial Traits team players (if they have flexible schedules and opportunity to take time away),
virtual, I can do it myself, respect leaders and expect guidance, seek growth
opportunities, consumerism drives the economy, strives for work-life balance
4. Gen-X Traits Does not like long-term commitment, computer is king, reliable, skeptical, work
hard but expect to be paid well, anyone can succeed through perseverance, work
your way up the ladder, want to earn based on work done not hours spent doing
it
5. Traditionalist Age friendly accommodations in the workplace, perks, part-time benefits,
Benefits: (part-time, job-share, casual employment)
NO: 12-hour shifts versus 8-hour shifts, telecommunications equipment so sup-
port working from home and virtual meetings
6. Baby Boomer Long-term rewards, full-time benefits, Age friendly accommodations in the work-
Benefits: place
NO: Part-time, job-sharing, casual employment (lacking security and status),
short-term rewards (they want career progression)
7. Millennial Bene- Flextime, Telecommunications equipment so support working from home and
fits: virtual meeting, 12-hour shift versus 8-hour shift, full-time benefits
NO: fixed 8-hour shifts
8. Gen-X Benefits:
, short-term rewards, perks, flextime, (part-time, job-share, casual employment)
NO: Long-term rewards, full time shifts without flexibility
9. List and de- Specialization: the reason why org. exists; more eflcient than one individual. EX. 1
scribe the impor- person is 20 pins while 10 people is 48,000.
tant functions an
organization ful- Informed cost optimization: Compensate for failure of markets to fully capture
fills? (SICPC) the value of goods or labor in market pricing; determining exact value of labor
contributions can be very costly and hard to do so firms hire instead of contract
individually.
Complementarities: Org exist to coordinate work activities that are complex and
ditterentiated but are also interdependent and complementary.
Psychological fulfillment: help people meet the full range of human needs; includ-
ing, self-actualization that creates and derives from high performance.
Create and leverage talent: the org doesn't just use talent; it helps develop it with
the right environment and support. EX. no one can achieve the 10,000 practice
sessions required for individual excellence without support from coaches, cooks,
cleaners, mentors, family, etc... the org environment exists to create this level of
support and structure for the employees to grow.
10. Organizational Customer responsiveness
capability: The External sensing
audit Innovation
(Cool Elephants Agility
In Africa Can Al- Culture
ways Leap Over Alliances
Large Trees) Leverage technology
Operational eflciency
2/5
1. Traditionalists Work to live, boss is always right, no news is good news, experienced, loyal, wants
Traits to be able to take extended time ott and come back, customer is king
2. Baby Boomer live to work, information is power, not motivated by money, need career opportu-
Traits nities, "workaholics", lifelong learner
3. Millennial Traits team players (if they have flexible schedules and opportunity to take time away),
virtual, I can do it myself, respect leaders and expect guidance, seek growth
opportunities, consumerism drives the economy, strives for work-life balance
4. Gen-X Traits Does not like long-term commitment, computer is king, reliable, skeptical, work
hard but expect to be paid well, anyone can succeed through perseverance, work
your way up the ladder, want to earn based on work done not hours spent doing
it
5. Traditionalist Age friendly accommodations in the workplace, perks, part-time benefits,
Benefits: (part-time, job-share, casual employment)
NO: 12-hour shifts versus 8-hour shifts, telecommunications equipment so sup-
port working from home and virtual meetings
6. Baby Boomer Long-term rewards, full-time benefits, Age friendly accommodations in the work-
Benefits: place
NO: Part-time, job-sharing, casual employment (lacking security and status),
short-term rewards (they want career progression)
7. Millennial Bene- Flextime, Telecommunications equipment so support working from home and
fits: virtual meeting, 12-hour shift versus 8-hour shift, full-time benefits
NO: fixed 8-hour shifts
8. Gen-X Benefits:
, short-term rewards, perks, flextime, (part-time, job-share, casual employment)
NO: Long-term rewards, full time shifts without flexibility
9. List and de- Specialization: the reason why org. exists; more eflcient than one individual. EX. 1
scribe the impor- person is 20 pins while 10 people is 48,000.
tant functions an
organization ful- Informed cost optimization: Compensate for failure of markets to fully capture
fills? (SICPC) the value of goods or labor in market pricing; determining exact value of labor
contributions can be very costly and hard to do so firms hire instead of contract
individually.
Complementarities: Org exist to coordinate work activities that are complex and
ditterentiated but are also interdependent and complementary.
Psychological fulfillment: help people meet the full range of human needs; includ-
ing, self-actualization that creates and derives from high performance.
Create and leverage talent: the org doesn't just use talent; it helps develop it with
the right environment and support. EX. no one can achieve the 10,000 practice
sessions required for individual excellence without support from coaches, cooks,
cleaners, mentors, family, etc... the org environment exists to create this level of
support and structure for the employees to grow.
10. Organizational Customer responsiveness
capability: The External sensing
audit Innovation
(Cool Elephants Agility
In Africa Can Al- Culture
ways Leap Over Alliances
Large Trees) Leverage technology
Operational eflciency
2/5
