human resources

All of the following are suggestions from Watson Wyat for improving the image and effect of performance management EXCEPT:

	A. put off the difficult decisions.
	B. eliminate “HR-speak.”
	C. develop a performance culture.
	D. set appropriate decisions.

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Because it is often costly, which of the following methods is generally used only for exceptionally important jobs?

	A. Rating by a committee of supervisors
	B. Rating by coworkers
	C. Rating by someone outside the job setting
	D. Rating by subordinates

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All of the following are features of a behaviorally anchored rating scale EXCEPT:

	A. six to 10 performance dimensions are identified and defined by raters and the person being rated.
	B. the dimensions are anchored with positive and negative critical incidents.
	C. the wording on the form contains jargon commonly used by the person being rated.
	D. ratings are fed back using the terms displayed on the form.

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The behavioral observation scale developed by Latham uses the __________ technique to identify a series of behaviors covering the domain of the job.

	A. critical incident
	B. self-evaluation
	C. field review
	D. peer review

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Performance evaluation systems break down because they are:

	A. poorly communicated.
	B. misunderstood.
	C. poorly designed.
	D. punitive.

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Raters who see everything as good are __________ raters.

	A. inexperienced
	B. optimistic
	C. lenient
	D. far-sighted

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If a supervisor lets another employee's performance influence the ratings that are given to someone else, then a __________ has occurred.

	A. halo effect
	B. contrast effect
	C. recency of events error
	D. central tendency error

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A supervisor should open a performance review with __________ remarks.

	A. neutral
	B. positive
	C. personal
	D. negative

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__________ is the chief reason why most individuals seek employment.

	A. Praise
	B. Compensation
	C. Satisfaction
	D. Self-esteem

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Which of the following is NOT a form of direct financial compensation?

	A. Insurance
	B. Wages
	C. Bonuses
	D. Commissions

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Global wage differentials verge on the extreme. For example, computer consultants in the U.S. earn over $100 an hour; in India, computer consultants work for the same firm for __________ an hour.

	A. $10
	B. $25
	C. $50
	D. $75

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An employee classified as a manager, technical, or professional who is paid on an hourly basis is considered:

	A. exempt.
	B. nonexempt.
	C. freelance.
	D. contract labor.

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According to Herzberg's two-factor theory of motivation, which of the following sets of factors influence work behavior?

	A. Hygiene, safety
	B. Dissatisfiers, satisfiers
	C. Motivation, satisfiers
	D. Safety, esteem

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Relative deprivation theory suggests that pay dissatisfaction is a function of all of the following EXCEPT:

	A. past expectations of receiving more rewards.
	B. a discrepancy between a comparison outcome and what employees get.
	C. high expectations for the future.
	D. a feeling of not being personally responsible for poor results.

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Increasing payroll costs and global competition have caused managers in the U.S. to seek ways to increase productivity by linking compensation to employees':

	A. seniority.
	B. ability.
	C. motivation.
	D. performance.

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Pay for a particular position is set relative to all of the following groups EXCEPT:

	A. employees working on similar jobs in other organizations.
	B. employees hired to do the job on a temporary basis.
	C. employees working on different jobs within the organization.
	D. employees working on the same job within the organization.

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Pay surveys are used to collect data about compensation paid to employees by all employers in a(n):

	A. geographic area.
	B. industry.
	C. occupational group.
	D. All of the above

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All of the following are typical of the factors used for job evaluation EXCEPT:

	A. education.
	B. organizational effectiveness.
	C. experience.
	D. work hazards.

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What is the most negative aspect of the factor comparison method?

	A. Cost
	B. Complexity
	C. Lack of precision
	D. Development time

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__________ can increase flexibility by allowing employees to move among a wider range of job tasks without having to adjust pay with each move.

	A. Delamination
	B. Delayering
	C. Leveling
	D. Flattening

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