Question 1

In the context of addressing absenteeism, briefly explain no-fault policies.

Accepted Answer

With a no-fault policy, the reasons for

Question 2

Psychological contracts between employers and employees are similar across cultures.

Accepted Answer

A) True 
 B)False

Question 3

_____ can be calculated as the percentage of workers who remain in a firm from one point in time to another point in time.

Accepted Answer

A)  Retention rates 
B)  Turnover rates 
C)  Absenteeism ratios 
D)  Productivity rates 
A)  Retention rates 
B)  Turnover rates 
C)  Absenteeism ratios 
D)  Productivity rates

Question 4

According to Abraham Maslow's hierarchy of needs theory, a person strives to satisfy his or her higher order needs first.

Accepted Answer

A) True 
 B)False

Question 5

Carlos, the HR Director of a large paper manufacturing company, is studying the company's turnover costs. He has accounted for most of the easily calculable costs, but he is concerned about the hidden costs of turnover. Given this information, which of the following is most likely a cause of concern for Carlos?

Accepted Answer

A)  Missed project deadlines 
B)  Employee referral fees 
C)  Preemployment medical expenses 
D)  Accrued vacation expenditures 
A)  Missed project deadlines 
B)  Employee referral fees 
C)  Preemployment medical expenses 
D)  Accrued vacation expenditures

Question 6

In its most basic sense, _____ involves the positive feelings and evaluations individuals have about their employment.

Accepted Answer

A)  emotional intelligence 
B)  voluntary turnover 
C)  due diligence 
D)  job satisfaction 
A)  emotional intelligence 
B)  voluntary turnover 
C)  due diligence 
D)  job satisfaction

Question 7

Frederick Herzberg proposed _____.

Accepted Answer

A)  the hierarchy of needs theory 
B)  expectancy theory 
C)  equity theory 
D)  the motivation/hygiene theory 
A)  the hierarchy of needs theory 
B)  expectancy theory 
C)  equity theory 
D)  the motivation/hygiene theory

Question 8

_____ is defined as the perceived fairness of what a person does compared with what the person receives for doing it.

Accepted Answer

A)  Equity 
B)  Motivation 
C)  Loyalty 
D)  Association 
A)  Equity 
B)  Motivation 
C)  Loyalty 
D)  Association

Question 9

According to Frederick Herzberg's motivation/hygiene theory, which of the following is a hygiene factor?

Accepted Answer

A)  Advancement 
B)  Recognition 
C)  Responsibility 
D)  Supervision 
A)  Advancement 
B)  Recognition 
C)  Responsibility 
D)  Supervision

Question 10

In the context of Abraham Maslow's hierarchy of needs theory, the highest human need is the need for _____.

Accepted Answer

A)  self-esteem 
B)  safety 
C)  self-actualization 
D)  love 
A)  self-esteem 
B)  safety 
C)  self-actualization 
D)  love

Question 11

Rosario quit CoverCorp Inc. without completing a high-priority project that she was handling. The four remaining members of her team had to work overtime to complete the project, and they demanded adequate compensation to justify their extra hours of work. In this scenario, the amount subsequently paid to them best exemplifies _____.

Accepted Answer

A)  separation costs 
B)  vacancy costs 
C)  replacement costs 
D)  training costs 
A)  separation costs 
B)  vacancy costs 
C)  replacement costs 
D)  training costs

Question 12

Which of the following is a tangible item in a psychological contract?

Accepted Answer

A)  Loyalty 
B)  Fair treatment 
C)  Job security 
D)  Employee productivity 
A)  Loyalty 
B)  Fair treatment 
C)  Job security 
D)  Employee productivity

Question 13

How can an optimal amount of turnover benefit a company?

Accepted Answer

Not all turnover is negative. Losing low

Question 14

One of the determinants of employees' willingness to exert effort is the degree to which they value the rewards offered by the organization.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following statements is true of employee turnover?

Accepted Answer

A)  Functional turnover occurs when key individuals of an organization leave. 
B)  Job dissatisfaction is a common cause of involuntary turnover. 
C)  The turnover of poorly performing individuals is considered functional. 
D)  Organizations have little to no control over involuntary turnover. 
A)  Functional turnover occurs when key individuals of an organization leave. 
B)  Job dissatisfaction is a common cause of involuntary turnover. 
C)  The turnover of poorly performing individuals is considered functional. 
D)  Organizations have little to no control over involuntary turnover.

Question 16

The term _____ refers to the unwritten expectations employees and employers have about the nature of their work relationships.

Accepted Answer

A)  employment contract 
B)  psychological contract 
C)  noncompete agreement 
D)  effort-performance linkage 
A)  employment contract 
B)  psychological contract 
C)  noncompete agreement 
D)  effort-performance linkage

Question 17

At Piaffique Inc., 15 employees quit and an additional 10 employees were fired for poor performance this year. The company's midyear employee count was 50. What is Piaffique's turnover rate for this year?

Accepted Answer

A)  10 percent 
B)  20 percent 
C)  30 percent 
D)  50 percent 
A)  10 percent 
B)  20 percent 
C)  30 percent 
D)  50 percent

Question 18

Which of the following is an intangible item in a psychological contract?

Accepted Answer

A)  Salary 
B)  Employee productivity 
C)  Attendance 
D)  Fair treatment 
A)  Salary 
B)  Employee productivity 
C)  Attendance 
D)  Fair treatment

Question 19

Describe three methods used to control absenteeism in organizations.

Accepted Answer

Employers use methods such as the follow

Question 20

The intangible rewards that people receive for working come in the form of pay, incentives, and benefits.

Accepted Answer

A) True 
 B)False

In the context of addressing absenteeism, briefly explain no-fault policies.

Psychological contracts between employers and employees are similar across cultures.

_____ can be calculated as the percentage of workers who remain in a firm from one point in time to another point in time.

According to Abraham Maslow's hierarchy of needs theory, a person strives to satisfy his or her higher order needs first.

In its most basic sense, _____ involves the positive feelings and evaluations individuals have about their employment.

Frederick Herzberg proposed _____.

_____ is defined as the perceived fairness of what a person does compared with what the person receives for doing it.

According to Frederick Herzberg's motivation/hygiene theory, which of the following is a hygiene factor?

In the context of Abraham Maslow's hierarchy of needs theory, the highest human need is the need for _____.

Which of the following is a tangible item in a psychological contract?

How can an optimal amount of turnover benefit a company?

One of the determinants of employees' willingness to exert effort is the degree to which they value the rewards offered by the organization.

Which of the following statements is true of employee turnover?

The term _____ refers to the unwritten expectations employees and employers have about the nature of their work relationships.

At Piaffique Inc., 15 employees quit and an additional 10 employees were fired for poor performance this year. The company's midyear employee count was 50. What is Piaffique's turnover rate for this year?

Which of the following is an intangible item in a psychological contract?

Describe three methods used to control absenteeism in organizations.

The intangible rewards that people receive for working come in the form of pay, incentives, and benefits.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters

Exam 5: Individual Organization Relations and Retention

In the context of addressing absenteeism, briefly explain no-fault policies.

Psychological contracts between employers and employees are similar across cultures.

_____ can be calculated as the percentage of workers who remain in a firm from one point in time to another point in time.

According to Abraham Maslow's hierarchy of needs theory, a person strives to satisfy his or her higher order needs first.

In its most basic sense, _____ involves the positive feelings and evaluations individuals have about their employment.

Frederick Herzberg proposed _____.

_____ is defined as the perceived fairness of what a person does compared with what the person receives for doing it.

According to Frederick Herzberg's motivation/hygiene theory, which of the following is a hygiene factor?

In the context of Abraham Maslow's hierarchy of needs theory, the highest human need is the need for _____.

Which of the following is a tangible item in a psychological contract?

How can an optimal amount of turnover benefit a company?

One of the determinants of employees' willingness to exert effort is the degree to which they value the rewards offered by the organization.

Which of the following statements is true of employee turnover?

The term _____ refers to the unwritten expectations employees and employers have about the nature of their work relationships.

At Piaffique Inc., 15 employees quit and an additional 10 employees were fired for poor performance this year. The company's midyear employee count was 50. What is Piaffique's turnover rate for this year?

Which of the following is an intangible item in a psychological contract?

Describe three methods used to control absenteeism in organizations.

The intangible rewards that people receive for working come in the form of pay, incentives, and benefits.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters