BUS 335 Week 11 Quiz– Strayer
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Quiz
10 Chapter 14
Student:
___________________________________________________________________________
1. There
are several positive, functional outcomes of employee
turnover.
True False
2. Avoidable
turnover is that which could have been prevented by actions like a pay raise or
a new job assignment.
True False
3. An
employee's perceived desirability of movement can depend on reasons that have
little or nothing to do with the job.
True False
4. An
employee's overall intention to quit depends on the desirability of leaving,
ease of leaving, and alternatives available to the
employee.
True False
5. Employees
who have a high intention to quit necessarily end up quitting their
jobs.
True False
6. Desirability
of movement is a weak predictor of voluntary employee
turnover.
True False
7. Availability
of promotions or transfers may lessen or eliminate any intentions to quit, even
though the employee is very dissatisfied with the current
job.
True False
8. Discharge
turnover is primarily due to extremely poor person/organization
matches.
True False
9. Downsizing
turnover is a reflection of a staffing level mismatch in which the organization
actually is, or is projected to be,
overstaffed.
True False
10. Of
the three types of employee turnover, discharges are the most
prevalent.
True False
11. The
types of employee turnover include
___________.
A. voluntary
B. discharge
C. downsizing
D. all
of the above
12. Discharge
turnover is usually due to ___________.
A. a site or plant closing
B. permanent
layoff
C. poor employee performance
D. none of the above
13. Turnover
due to organizational downsizing is classified as
______.
A. voluntary
B. involuntary
C. supplemental
D. it
depends on the circumstances of the downsizing
14. The
desirability of leaving an organization is often an outgrowth of
_________.
A. poor person/organization match
B. favorable labor
market conditions
C. general, transferable KSAOs
D. none of the above
15. An
employee's intention to leave an organization is influenced by
__________.
A. perceived desirability of movement
B. perceived
ease of movement
C. alternatives available to the employee
D. all of
the above
16. Ease
of leaving is greater when ____.
A. employees are highly
embedded
B. employees possess ample employer-specific KSAOs
C. labor
markets are loose
D. all of the above
17. Downsizing
is typically a reflection of
__________.
A. overstaffing
B. understaffing
C. an
appropriate staffing level
D. none of the above
18. Data
are seldom available regarding when or where employee turnover is occurring in
most organizations.
True False
19. Research
suggests that there are differences between the reasons for turnover that
employees provide in exit interviews and the reasons employees provide in
anonymous surveys.
True False
20. Because
it is typically very easy to collect and analyze job satisfaction data
meaningfully, most organizations make this a cornerstone of their retention
strategy.
True False
21. Exit
interviews should be conducted by exiting employee's immediate supervisor
whenever possible.
True False
22. The
interviewee in an exit interview should be told that the comments that he/she
makes will be confidential and that only aggregate results will be used by the
organization.
True False
23. Postexit
surveys should ask be mailed quite some time after the employee's last day of
work so the individual has sufficient time to reflect on his or her
experiences.
True False
24. Economic
costs associated with voluntary turnover include accrued paid time off and
temporary coverage.
True False
25. Material
and equipment costs are likely to be the most prevalent in replacement and
training costs.
True False
26. The
primary immediate benefit of turnover for employers is hiring
inducements.
True False
27. Compared
to discharge turnover, voluntary turnover is usually more
costly.
True False
28. Turnover
cost estimates are very precise and accurate in most
cases.
True False
29. Many
turnover costs are hidden in the time demands placed on the many employees who
must handle the separation, replacement, and training
activities.
True False
30. One
potential benefit of employee discharges is the development of improved
performance management and disciplinary
skills.
True False
31. Downsizing
costs are concentrated in separation costs for permanent reductions in
force.
True False
32. Exit
interviews can be used to explain _________ to departing
employees.
A. rehiring rights
B. benefits
C. confidentiality
agreements
D. all of the above
33. Which
of the following is a suggestion for conducting an appropriate exit
interview?
A. The interviewer should be the employee's immediate
supervisor.
B. There should be an unstructured interview
format.
C. The interviewer should prepare for each interview by reviewing
the interview format and the interviewee's personnel file.
D. None of the
above
34. Which
of the following is a common tool to assess employee reasons for
leaving?
A. Position analysis
B. Job rotation
C. Exit
interview
D. Discharge notification
35. Economic
separation costs associated with voluntary turnover include
________.
A. hiring inducements
B. rehiring
costs
C. manager's time
D. more than one of the above
36. Replacement
costs associated with voluntary turnover include __________.
A. HR
staff induction costs
B. mentoring
C. severance pay
D. contagion
37. Which
of the following is a potential benefit associated with voluntary employee
turnover?
A. lowered replacement costs
B. savings from not
replacing an employee
C. vacancy creates an open job that must be
staffed
D. all of the above
38. Which
of the following makes involuntary turnover potentially more costly than a
similar level of voluntary turnover?
A. Accrued paid time
off
B. Possibility of a lawsuit
C. Staffing costs for a new
hire
D. Formal training
39. Economic
costs associated with downsizing include ___________.
A. threat to
harmonious labor-management relations
B. decreased employee
morale
C. higher unemployment insurance premiums
D. difficulty in
attracting new employees
40. Which
of the following is a potential benefit associated with
downsizing?
A. focus on core businesses, eliminating peripheral
ones
B. spreading risk by outsourcing activities to other
organizations
C. lower payroll and benefit costs
D. all of the above
41. A
recent Society for Human Resource Management (SHRM) survey found that the most
effective organizational strategy for retaining employees is the provision of
concierge services.
True False
42. Surveys
suggest that HR managers believe that a totally different set of factors lead
to turnover compared to regular
employees.
True False
43. To
have the power to attract and retain employees, rewards must be unique and
unlikely to be offered by competitors.
True False
44. In
general, most employees report that the opportunity for higher compensation is
a more powerful predictor of turnover than conflict with
supervisors.
True False
45. Research
has shown that the best performers are least likely to quit when an
organization either rewards performance with higher compensation or widely
communicates its compensation practices; doing both adds little to these
independent effects.
True False
46. Of
the factors that influence an employee's desirability of leaving, job
satisfaction is the one that cannot be influenced to a significant degree by
organizations.
True False
47. Providing
employees increased autonomy and requiring them to learn a variety of skills
increases stress significantly, which leads to greater turnover
rates.
True False
48. One
guideline for increasing job satisfaction and retention is to ensure that
fairness and justice exist in the
workplace.
True False
49. Employee
perceptions of injustice are often rooted in misunderstanding or ignorance of
company policies that could be resolved with increased
communication.
True False
50. Employees
may not like a supervisor who speaks in a derogatory way towards them, but evidence
suggests they seldom actually turnover as a result of these
feelings.
True False
51. Some
employees who do not take advantage of work-life balance options resent their
coworkers who are more likely to use work-life
programs.
True False
52. Evidence
suggests that personality dispositions have little or no impact on employee
tendencies to turnover.
True False
53. Because
employees quit companies, not jobs, internal staffing systems are usually seen
as a poor substitute for a job at another company. As such, they do little to
reduce intentions to leave.
True False
54. The
first strategy for improving employee retention is to
_____________.
A. redesign employee jobs
B. increase
pay
C. improve job satisfaction
D. none of the above
55. Guidelines
for increasing job satisfaction and retention include
___________.
A. establish a lag pay policy for all
employees
B. link rewards to retention behaviors
C. keeping core
operations information secret
D. none of the above
56. Which
of the following is an attribute of a high value employee that an organization
would want to prevent from leaving?
A. low training
investment
B. strong KSAOs
C. retirement
D. low seniority
57. Which
of the following is an attribute of a low value employee that an organization
would not want to prevent from leaving?
A. little intellectual
capital
B. high seniority
C. high performance
D. all of the
above
58. Research
most clearly suggests that when organizations wish to increase retention they
need to _____.
A. provide team-building
B. convince employees
that there are few alternatives
C. offer "bundles" of HR
practices that complement one another
D. demonstrate executive commitment
to outreach
59. Which
of the following factors leading to turnover cannot usually be addressed by the
organization?
A. Poor social environment at work
B. Low levels
of job satisfaction
C. Employee shocks
D. All of these can be
addressed by organizational policy
60. Organizations
can use compensation to reduce turnover by _____.
A. providing
deferred compensation
B. giving specific rewards for
seniority
C. increasing pay levels to surpass the market
D. all of
the above
61. Organizations
that link extrinsic rewards to employee performance (i.e. that use incentive
compensation plans) find that _____.
A. turnover of high performers
decreases and turnover of low performers increases
B. turnover is
increased across the board
C. turnover is decreased across the
board
D. turnover rates are largely unaffected
62. Work-life
balance programs are an example of _____.
A. communal
distribution
B. intrinsic rewards
C. instrumentality
D. a
completely ineffective retention strategy
63. Research
on organizational justice suggests that ____.
A. justice only
influences turnover in highly industrialized Western
countries
B. communication has little impact on employee attitudes or
turnover intentions
C. employees are typically well-informed about
organizational policies
D. none of the above
64. To
increase the cost of leaving, employers ____.
A. reduce
headcount
B. provide deferred compensation
C. increase
workloads
D. provide free stock to employees
65. Performance
management systems enable organizations to ensure that an initial person/job
match yields an effectively performing employee.
True False
66. One
recommendation for an effective performance appraisal or management system is
that appraisal criteria should be job-related, specific, and communicated in
advance to the employee.
True False
67. Performance
management systems are used primarily to detect individuals whose performance
is unsatisfactory and should be
terminated.
True False
68. Poor
task performance is the result of insufficient ability, knowledge, skills, or
motivation.
True False
69. In
progressive discipline, termination is seen as a viable early option to avoid
having to work through a potentially fruitless cycle of improving a low-ability
worker.
True False
70. Employee
termination is the final step in progressive discipline, and ideally it would
never be necessary.
True False
71. As
assessment of employee success in reaching goals, ratings of competencies, and
suggestions for improvement are all part of _____.
A. performance
planning
B. performance appraisal
C. performance execution
D. progressive
discipline
72. Recommendations
for the effective design and use of a performance appraisal or management
system include that ____________.
A. evaluations should be in
writing
B. the employee should receive timely feedback about the
evaluation and an explanation for any outcome decision
C. there should be
agreement among different raters in their evaluation of the employee's
performance
D. all of the above
73. ______
includes the completion of job tasks that are specifically included in the job
description.
A. Citizenship
B. Task performance
C. (Low)
Counterproductivity
D. All of the above
74. Which
of the following is not a part of normal progressive
discipline?
A. Give employees notice of the rules of
conduct
B. Provide employees with alternative employment if performance
problems persist
C. Allow for full investigation of alleged employee
misconduct
D. Give employees the right to appeal a decision
75. Which
of the following is an example of a major employee offense?
A. sabotage
B. theft
C. drug/alcohol
abuse at work
D. all of the above
76. The
typical penalty for a first major offense by an employee is
_____________.
A. suspension or discharge
B. written
reprimand
C. verbal reprimand
D. none of the above
77. Discharge
turnover targets groups of employees and is also known as reduction in force.
(RIF).
True False
78. Data
shows dramatic decreases in organizational stock price following a downsizing,
especially if the downsizing organization restructures assets during
downsizing.
True False
79. Research
shows that downsizing has negative impacts on employee morale and health,
workgroup creativity and communication, and workforce
quality.
True False
80. No-layoff
policies cannot be implemented effectively by
organizations.
True False
81. One
problem that has been shown to accompany downsizing is
_____.
A. increased payroll costs
B. decreases in employee
health and motivation
C. most companies fail to downsize
sufficiently
D. insufficient attention to issues of seniority
82. Which
of the following is the most commonly pursued alternative to layoffs for
reducing staffing
levels?
A. Attrition
B. Retraining
C. Benefits
reductions
D. Job sharing
83. In
many cases, the post-layoff environment for those who remain is marked by
_____.
A. reductions in trust of management
B. stress among
those who remain
C. reductions in workforce quality
D. all of the
above
84. Legal
experts usually advise organizations to avoid documenting performance problems because
the "paper trail" is likely to just lead to problems in
court.
True False
85. From
a legal standpoint, if performance appraisal information is to be used in the
retention management and termination process for an organization, the
organization needs to ensure that the information is
_____.
A. organizationally relevant
B. sufficiently general to
cover a variety of situations
C. communicated in advance to the
employee
D. all of the above
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