Exam 6: Recruiting, Motivating, and Keeping Quality Employees

Complementary workers are part-time employees hired to supplement a company's permanent workforce.

An important goal of many organizations is to achieve a diverse workforce.

Nationwide surveys show that most companies today actively strive to develop _____ workforces.

Public-sector organizations are more likely to be unionized than private-sector organizations.

According to two-factor theory,motivation factors may alleviate job dissatisfaction but won't improve job satisfaction.

Under the employment-at-will doctrine,employers can terminate the employment relationship at any time.

Employees at software maker SAS Institute,which encourages employees to stay home with sick children,fall into the category of "happy workers."

Boycotting means that workers walk away from their jobs and refuse to return until a labor-management dispute has been resolved.

Managers report that,except for firing people,_____ is their least-favorite task.

If an employee works 8 hours a day from 7:00 AM to 4 PM while others in office work from 8:00 AM to 5 PM they're taking advantage of an employer's flextime policy.

The job specification for _____ is no doubt the most detailed.

In which type of recruiting would you probably list openings in local job fairs?

The idea to offer free shipping by Amazon to those who join a two-day shipping program (called Prime)was made by Amazon's marketing director.

With _____ feedback,employees are evaluated not only by those above them but also by those below and beside them.

Strikebreakers are union workers who are willing to cross picket lines to replace strikers.

_____ are nonunion workers who are willing to cross picket lines to replace strikers.

A job specification lists the duties and responsibilities of a position.

To prepare job descriptions and job specifications,HR managers rely on information collected for the job _____.

Temporary employees are often cheaper than permanent workers,particularly because they rarely receive costly benefits.

Jeff Craddock is a plant supervisor for Made Right Wood Products Inc., which makes both standardized and customized signs out of solid wood and wood veneers. Over the past few years, the firm has grown steadily and now employs more than 200 people working two shifts. Keeping employees motivated, however, is a constant challenge for both Craddock and production manager Marie Horowitz. Both try hard to apply motivational techniques that they learned in college, encountered in local workshops, and discovered during the course of on-the-job training. Made Right, it seems, has a higher percentage of single parents and older workers than the industry average, and that fact seems to be one of the problems: More workers ask for time off to do things with their children, and older employees visit a lot of doctors. As elsewhere, tardiness and absenteeism also cut into production efficiency. Craddock and Horowitz are once again rethinking possible approaches to employee motivation. -Both Craddock and Horowitz are convinced that if employees felt better about themselves on the job,performance would improve.To enhance job satisfaction,they have thus decided to help workers satisfy what Maslow's hierarchy of needs calls _____ needs.