Question 1

One of the tools available to managers to assess the strategic alignment of their work systems is the HR Scorecard.

Accepted Answer

A) True 
 B)False  True

Question 2

Employees who are given timely information about business plans, performance, and strategies are more likely to make good suggestions for improving businesses.

Accepted Answer

A) True 
 B)False  True

Question 3

HR Scorecards can be used to diagnose

Accepted Answer

A) short-term organizational efficiency. 
B) long-term organizational efficiency. 
C) competitive strategic alignment. 
D) horizontal fit and vertical fit. 
A) short-term organizational efficiency. 
B) long-term organizational efficiency. 
C) competitive strategic alignment. 
D) horizontal fit and vertical fit. D

Question 4

__________ is a situation in which a high-performance work system supports an organization's goals and strategies.

Accepted Answer

A) Totalitarianism 
B) Vertical fit 
C) Absenteeism 
D) Flattening 
A) Totalitarianism 
B) Vertical fit 
C) Absenteeism 
D) Flattening

Question 5

ViviTech wanted to implement a high-performance work system that would establish ways to increase innovation and efficiency, decrease costs, improve processes, and provide something unique to customers. Which criterion was ViviTech focusing on?

Accepted Answer

A) Rare 
B) Difficult to imitate 
C) Valuable 
D) Organized 
A) Rare 
B) Difficult to imitate 
C) Valuable 
D) Organized

Question 6

Senior and line managers typically own the responsibility for implementing change in high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 7

Describe how high-performance work systems (HPWSs) can create competitive advantage for an organization.

Accepted Answer

HPWSs are made up of people and to creat

Question 8

What are the fundamental principles of high-performance work systems?

Accepted Answer

There are four fundamental principles th

Question 9

It is not uncommon for employees to intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to their organization as a whole.

Accepted Answer

A) True 
 B)False

Question 10

In __________ environment, one would expect to see that collaboration and teamwork are encouraged and status and power differences are diminished.

Accepted Answer

A) an egalitarian 
B) an autocratic 
C) a democratic 
D) a self-actualization 
A) an egalitarian 
B) an autocratic 
C) a democratic 
D) a self-actualization

Question 11

Horizontal fit occurs when all the internal elements of a work system complement and reinforce one another.

Accepted Answer

A) True 
 B)False

Question 12

What type of fit describes high-performance work systems that complement and reinforce one another?

Accepted Answer

A) Lateral fit 
B) Depth fit 
C) Vertical fit 
D) Horizontal fit 
A) Lateral fit 
B) Depth fit 
C) Vertical fit 
D) Horizontal fit

Question 13

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that

Accepted Answer

A) can be transferred to other organizations. 
B) can be duplicated. 
C) can provide widely-valued generic skills. 
D) are not equally available in the labor market. 
A) can be transferred to other organizations. 
B) can be duplicated. 
C) can provide widely-valued generic skills. 
D) are not equally available in the labor market.

Question 14

Efforts to design high-performance work systems in line with vertical fit issues, such as competitive challenges and company values, help in

Accepted Answer

A) creating empowerment in workers. 
B) focusing the design on strategic priorities. 
C) improving horizontal fit accordingly. 
D) making the implementation stage easier. 
A) creating empowerment in workers. 
B) focusing the design on strategic priorities. 
C) improving horizontal fit accordingly. 
D) making the implementation stage easier.

Question 15

One of the underlying ideas of high-performance work systems is that workers are intimately acquainted with the nature of their own work and are therefore in the best position to recognize problems and devise solutions to them.

Accepted Answer

A) True 
 B)False

Question 16

Employee skills, knowledge, and abilities that are not equally available to all organizations are difficult to imitate.

Accepted Answer

A) True 
 B)False

Question 17

Many high-performance work systems begin with highly directive recruitment and selection practices.

Accepted Answer

A) True 
 B)False

Question 18

Building commitment to high-performance work systems is

Accepted Answer

A) an ongoing activity. 
B) always costly. 
C) never based on technology. 
D) always competitive. 
A) an ongoing activity. 
B) always costly. 
C) never based on technology. 
D) always competitive.

Question 19

Some research studies have found that unions can be a barrier to high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 20

High-performance work systems depend on the shift from knowledge work to touch labor.

Accepted Answer

A) True 
 B)False

One of the tools available to managers to assess the strategic alignment of their work systems is the HR Scorecard.

Employees who are given timely information about business plans, performance, and strategies are more likely to make good suggestions for improving businesses.

HR Scorecards can be used to diagnose

__________ is a situation in which a high-performance work system supports an organization's goals and strategies.

ViviTech wanted to implement a high-performance work system that would establish ways to increase innovation and efficiency, decrease costs, improve processes, and provide something unique to customers. Which criterion was ViviTech focusing on?

Senior and line managers typically own the responsibility for implementing change in high-performance work systems.

Describe how high-performance work systems (HPWSs) can create competitive advantage for an organization.

What are the fundamental principles of high-performance work systems?

It is not uncommon for employees to intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to their organization as a whole.

In __________ environment, one would expect to see that collaboration and teamwork are encouraged and status and power differences are diminished.

Horizontal fit occurs when all the internal elements of a work system complement and reinforce one another.

What type of fit describes high-performance work systems that complement and reinforce one another?

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that

Efforts to design high-performance work systems in line with vertical fit issues, such as competitive challenges and company values, help in

One of the underlying ideas of high-performance work systems is that workers are intimately acquainted with the nature of their own work and are therefore in the best position to recognize problems and devise solutions to them.

Employee skills, knowledge, and abilities that are not equally available to all organizations are difficult to imitate.

Many high-performance work systems begin with highly directive recruitment and selection practices.

Building commitment to high-performance work systems is

Some research studies have found that unions can be a barrier to high-performance work systems.

High-performance work systems depend on the shift from knowledge work to touch labor.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Filters

Exam 16: Implementing HR Strategy: High-Performance Work Systems

One of the tools available to managers to assess the strategic alignment of their work systems is the HR Scorecard.

Employees who are given timely information about business plans, performance, and strategies are more likely to make good suggestions for improving businesses.

HR Scorecards can be used to diagnose

__________ is a situation in which a high-performance work system supports an organization's goals and strategies.

ViviTech wanted to implement a high-performance work system that would establish ways to increase innovation and efficiency, decrease costs, improve processes, and provide something unique to customers. Which criterion was ViviTech focusing on?

Senior and line managers typically own the responsibility for implementing change in high-performance work systems.

Describe how high-performance work systems (HPWSs) can create competitive advantage for an organization.

What are the fundamental principles of high-performance work systems?

It is not uncommon for employees to intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to their organization as a whole.

In __________ environment, one would expect to see that collaboration and teamwork are encouraged and status and power differences are diminished.

Horizontal fit occurs when all the internal elements of a work system complement and reinforce one another.

What type of fit describes high-performance work systems that complement and reinforce one another?

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that

Efforts to design high-performance work systems in line with vertical fit issues, such as competitive challenges and company values, help in

One of the underlying ideas of high-performance work systems is that workers are intimately acquainted with the nature of their own work and are therefore in the best position to recognize problems and devise solutions to them.

Employee skills, knowledge, and abilities that are not equally available to all organizations are difficult to imitate.

Many high-performance work systems begin with highly directive recruitment and selection practices.

Building commitment to high-performance work systems is

Some research studies have found that unions can be a barrier to high-performance work systems.

High-performance work systems depend on the shift from knowledge work to touch labor.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Filters