Question 1

Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.

Accepted Answer

A) True 
 B)False  False

Question 2

Data are seldom available regarding when or where employee turnover is occurring in most organizations.

Accepted Answer

A) True 
 B)False  False

Question 3

Which of the following is a potential benefit associated with downsizing?

Accepted Answer

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 
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 D

Question 4

Ease of leaving is greater when ____.

Accepted Answer

A)  employees are highly embedded 
B)  employees possess ample employer-specific KSAOs 
C)  labor markets are loose 
D)  all of the above 
A)  employees are highly embedded 
B)  employees possess ample employer-specific KSAOs 
C)  labor markets are loose 
D)  all of the above

Question 5

Discharge turnover is usually due to ___________.

Accepted Answer

A)  a site or plant closing 
B)  permanent layoff 
C)  poor employee performance 
D)  none of the above 
A)  a site or plant closing 
B)  permanent layoff 
C)  poor employee performance 
D)  none of the above

Question 6

Turnover cost estimates are very precise and accurate in most cases.

Accepted Answer

A) True 
 B)False

Question 7

Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.

Accepted Answer

A) True 
 B)False

Question 8

The first strategy for improving employee retention is to _____________.

Accepted Answer

A)  redesign employee jobs 
B)  increase pay 
C)  improve job satisfaction 
D)  none of the above 
A)  redesign employee jobs 
B)  increase pay 
C)  improve job satisfaction 
D)  none of the above

Question 9

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.

Accepted Answer

A) True 
 B)False

Question 10

Work-life balance programs are an example of _____.

Accepted Answer

A)  communal distribution 
B)  intrinsic rewards 
C)  instrumentality 
D)  a completely ineffective retention strategy 
A)  communal distribution 
B)  intrinsic rewards 
C)  instrumentality 
D)  a completely ineffective retention strategy

Question 11

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.

Accepted Answer

A) True 
 B)False

Question 12

Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed.

Accepted Answer

A) True 
 B)False

Question 13

The primary immediate benefit of turnover for employers is hiring inducements.

Accepted Answer

A) True 
 B)False

Question 14

Exit interviews can be used to explain _________ to departing employees.

Accepted Answer

A)  rehiring rights 
B)  benefits 
C)  confidentiality agreements 
D)  all of the above 
A)  rehiring rights 
B)  benefits 
C)  confidentiality agreements 
D)  all of the above

Question 15

Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.

Accepted Answer

A) True 
 B)False

Question 16

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.

Accepted Answer

A) True 
 B)False

Question 17

Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication.

Accepted Answer

A) True 
 B)False

Question 18

Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities.

Accepted Answer

A) True 
 B)False

Question 19

To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors.

Accepted Answer

A) True 
 B)False

Question 20

One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace.

Accepted Answer

A) True 
 B)False

Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.

Data are seldom available regarding when or where employee turnover is occurring in most organizations.

Which of the following is a potential benefit associated with downsizing?

Ease of leaving is greater when ____.

Discharge turnover is usually due to ___________.

Turnover cost estimates are very precise and accurate in most cases.

Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.

The first strategy for improving employee retention is to _____________.

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.

Work-life balance programs are an example of _____.

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.

Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed.

The primary immediate benefit of turnover for employers is hiring inducements.

Exit interviews can be used to explain _________ to departing employees.

Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.

Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication.

Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities.

To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors.

One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Filters

Exam 14: Retention Management

Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.

Data are seldom available regarding when or where employee turnover is occurring in most organizations.

Which of the following is a potential benefit associated with downsizing?

Ease of leaving is greater when ____.

Discharge turnover is usually due to ___________.

Turnover cost estimates are very precise and accurate in most cases.

Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.

The first strategy for improving employee retention is to _____________.

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.

Work-life balance programs are an example of _____.

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.

Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed.

The primary immediate benefit of turnover for employers is hiring inducements.

Exit interviews can be used to explain _________ to departing employees.

Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job.

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.

Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication.

Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities.

To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors.

One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Filters