Question 1

When ________ are used to assess performance, personal characteristics that are deemed relevant to job performance are evaluated.

Accepted Answer

A)  traits 
B)  behaviors 
C)  results 
D)  outcomes 
A)  traits 
B)  behaviors 
C)  results 
D)  outcomes

Question 2

Which of the following BEST describes ethical career practices?

Accepted Answer

A)  making employees feel good even if that means not telling them the truth 
B)  avoiding discussions with employees on the future even when asked about it 
C)  informing employees honestly about their future potential with the company 
D)  hiring an outside contractor to speak with employees about their future 
A)  making employees feel good even if that means not telling them the truth 
B)  avoiding discussions with employees on the future even when asked about it 
C)  informing employees honestly about their future potential with the company 
D)  hiring an outside contractor to speak with employees about their future

Question 3

The use of behaviors to evaluate worker performance focuses on ________.

Accepted Answer

A)  the worker's personality 
B)  what the worker does 
C)  the worker's knowledge 
D)  what the worker is like 
A)  the worker's personality 
B)  what the worker does 
C)  the worker's knowledge 
D)  what the worker is like

Question 4

Relying on behaviors to assess performance is especially useful because it lets employees know what they should do differently on the job.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following statements on relational contracts is FALSE?

Accepted Answer

A)  Relational contracts are long term. 
B)  Relational contracts are general and evolving. 
C)  Relational contracts contain limited obligations. 
D)  Relational contracts contain intangible factors. 
A)  Relational contracts are long term. 
B)  Relational contracts are general and evolving. 
C)  Relational contracts contain limited obligations. 
D)  Relational contracts contain intangible factors.

Question 6

To motivate its employees to perform at a high level and make good decisions, it is BEST for an organization to use a combination of ________.

Accepted Answer

A)  informal performance appraisals and merit pay systems 
B)  formal performance appraisals and behavioral observation systems 
C)  formal performance appraisals and informal performance appraisals 
D)  informal performance appraisals and Scanlon plans 
A)  informal performance appraisals and merit pay systems 
B)  formal performance appraisals and behavioral observation systems 
C)  formal performance appraisals and informal performance appraisals 
D)  informal performance appraisals and Scanlon plans

Question 7

A salary gap no longer exists between men and women.

Accepted Answer

A) True 
 B)False

Question 8

Bob Shaffer is frustrated. He has been working for 22 years and feels his chances of obtaining a promotion or finding a new job with added responsibilities are insignificant. Bob just doesn't feel productive at times and knows the number of upper-level positions that would meet his needs is much smaller now due to downsizing. In which career stage is Bob?

Accepted Answer

A)  organizational entry 
B)  late career 
C)  early career 
D)  midcareer 
A)  organizational entry 
B)  late career 
C)  early career 
D)  midcareer

Question 9

Psychological contracts can be subject to errors and biases.

Accepted Answer

A) True 
 B)False

Question 10

To promote motivation, satisfaction, and retention of employees, organizations should provide prospective employees with realistic job previews.

Accepted Answer

A) True 
 B)False

Question 11

All of the following are examples of the evaluative purposes of a performance appraisal system EXCEPT ________.

Accepted Answer

A)  deciding how to motivate an employee 
B)  deciding whom to promote 
C)  deciding how to set pay levels 
D)  deciding how tasks should be assigned 
A)  deciding how to motivate an employee 
B)  deciding whom to promote 
C)  deciding how to set pay levels 
D)  deciding how tasks should be assigned

Question 12

Employees in the ________ generally have been in the workforce between 20 and 35 years and often face the challenge of remaining productive.

Accepted Answer

A)  exit stage 
B)  midcareer stage 
C)  situational stage 
D)  transformational stage 
A)  exit stage 
B)  midcareer stage 
C)  situational stage 
D)  transformational stage

Question 13

Regis has worked at Paper Plus for several years. When he was being interviewed, he was told the company promotes from within and many employees who start in low positions work their way up. Regis has not been promoted after several years and feels he is contributing what is expected of him. What is LEAST likely to occur?

Accepted Answer

A)  Regis will have an increase in affective commitment. 
B)  Regis will have more negative moods and emotions. 
C)  Regis will look elsewhere for work. 
D)  Regis will put less effort into work. 
A)  Regis will have an increase in affective commitment. 
B)  Regis will have more negative moods and emotions. 
C)  Regis will look elsewhere for work. 
D)  Regis will put less effort into work.

Question 14

An employee complained that an appraisal was unfair because he did not have control of what was being assessed. For this argument to be valid, the appraisal MOST LIKELY considered ________.

Accepted Answer

A)  time management 
B)  behaviors 
C)  outcomes 
D)  traits 
A)  time management 
B)  behaviors 
C)  outcomes 
D)  traits

Question 15

Employees and courts of law involved in cases of potential employment discrimination are likely to view trait-based performance appraisals as unfair.

Accepted Answer

A) True 
 B)False

Question 16

Transactional contracts are general, long-term agreements that evolve gradually over time.

Accepted Answer

A) True 
 B)False

Question 17

According to the principle of comparable worth, pay rates should be determined by the type of person who usually performs the job.

Accepted Answer

A) True 
 B)False

Question 18

________ measures are used primarily when an appraisal focuses on facts and results.

Accepted Answer

A)  Graphic 
B)  Behavioral 
C)  Subjective 
D)  Objective 
A)  Graphic 
B)  Behavioral 
C)  Subjective 
D)  Objective

Question 19

Gain-sharing plans are likely to encourage camaraderie and a team spirit among employees.

Accepted Answer

A) True 
 B)False

Question 20

Counting the number of cups of coffee that a store sold in a given day would be an example of a/an ________ appraisal.

Accepted Answer

A)  performance 
B)  subjective 
C)  objective 
D)  trait 
A)  performance 
B)  subjective 
C)  objective 
D)  trait

When ________ are used to assess performance, personal characteristics that are deemed relevant to job performance are evaluated.

Which of the following BEST describes ethical career practices?

The use of behaviors to evaluate worker performance focuses on ________.

Relying on behaviors to assess performance is especially useful because it lets employees know what they should do differently on the job.

Which of the following statements on relational contracts is FALSE?

To motivate its employees to perform at a high level and make good decisions, it is BEST for an organization to use a combination of ________.

A salary gap no longer exists between men and women.

Psychological contracts can be subject to errors and biases.

To promote motivation, satisfaction, and retention of employees, organizations should provide prospective employees with realistic job previews.

All of the following are examples of the evaluative purposes of a performance appraisal system EXCEPT ________.

Employees in the ________ generally have been in the workforce between 20 and 35 years and often face the challenge of remaining productive.

An employee complained that an appraisal was unfair because he did not have control of what was being assessed. For this argument to be valid, the appraisal MOST LIKELY considered ________.

Employees and courts of law involved in cases of potential employment discrimination are likely to view trait-based performance appraisals as unfair.

Transactional contracts are general, long-term agreements that evolve gradually over time.

According to the principle of comparable worth, pay rates should be determined by the type of person who usually performs the job.

________ measures are used primarily when an appraisal focuses on facts and results.

Gain-sharing plans are likely to encourage camaraderie and a team spirit among employees.

Counting the number of cups of coffee that a store sold in a given day would be an example of a/an ________ appraisal.

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Creating a Motivating Work Setting

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters

Exam 8: Pay Careers and Changing Employment Relationships

When ________ are used to assess performance, personal characteristics that are deemed relevant to job performance are evaluated.

Which of the following BEST describes ethical career practices?

The use of behaviors to evaluate worker performance focuses on ________.

Relying on behaviors to assess performance is especially useful because it lets employees know what they should do differently on the job.

Which of the following statements on relational contracts is FALSE?

To motivate its employees to perform at a high level and make good decisions, it is BEST for an organization to use a combination of ________.

A salary gap no longer exists between men and women.

Psychological contracts can be subject to errors and biases.

To promote motivation, satisfaction, and retention of employees, organizations should provide prospective employees with realistic job previews.

All of the following are examples of the evaluative purposes of a performance appraisal system EXCEPT ________.

Employees in the ________ generally have been in the workforce between 20 and 35 years and often face the challenge of remaining productive.

An employee complained that an appraisal was unfair because he did not have control of what was being assessed. For this argument to be valid, the appraisal MOST LIKELY considered ________.

Employees and courts of law involved in cases of potential employment discrimination are likely to view trait-based performance appraisals as unfair.

Transactional contracts are general, long-term agreements that evolve gradually over time.

According to the principle of comparable worth, pay rates should be determined by the type of person who usually performs the job.

________ measures are used primarily when an appraisal focuses on facts and results.

Gain-sharing plans are likely to encourage camaraderie and a team spirit among employees.

Counting the number of cups of coffee that a store sold in a given day would be an example of a/an ________ appraisal.

Introduction to Organizational Behavior

Individual Differences: Personality and Ability

Work Values Attitudes and Moods and Emotions

Perception Attribution and the Management of Diversity

Learning and Creativity

The Nature of Work Motivation

Creating a Motivating Work Setting

Managing Stress and Work Life Balance

The Nature of Work Groups and Teams

Effective Work Groups and Teams

Leaders and Leadership

Power, Politics, Conflict, and Negotiation

Communicating Effectively in Organizations

Decision Making and Organizational Learning

Organizational Design and Structure

Organizational Culture and Ethical Behavior

Organization Change and Development

Filters