Question 1

Studies indicate that performance and satisfaction are higher when organizations do which of the following?

Accepted Answer

A)  combine work-flow design with top-down communication and implementation 
B)  pay employees more 
C)  develop work-flow systems around family-friendly principles 
D)  combine work-flow design with HR practices that encourage development and involvement 
A)  combine work-flow design with top-down communication and implementation 
B)  pay employees more 
C)  develop work-flow systems around family-friendly principles 
D)  combine work-flow design with HR practices that encourage development and involvement D

Question 2

Which of the following are valuable, but sometimes overlooked, internal resources when implementing a high-performance work system?

Accepted Answer

A)  line managers 
B)  external consultants 
C)  HR managers 
D)  customers 
A)  line managers 
B)  external consultants 
C)  HR managers 
D)  customers C

Question 3

Efforts to achieve external fit help focus the design of high-performance work systems on strategic drivers.

Accepted Answer

A) True 
 B)False  True

Question 4

The number of jobs requiring little knowledge and skill is declining, while the number of jobs requiring greater knowledge and skill is growing rapidly.

Accepted Answer

A) True 
 B)False

Question 5

HR managers can be invaluable partners to line managers during change efforts.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is one of the primary benefits of cross-training employees?

Accepted Answer

A)  Cross-training helps employees identify trouble spots that cut across several jobs. 
B)  Cross-training enables managers to save money in labour costs. 
C)  Cross-training enables managers to spend less time supervising individual performance. 
D)  Cross-training enables individuals to exert more effort on their job. 
A)  Cross-training helps employees identify trouble spots that cut across several jobs. 
B)  Cross-training enables managers to save money in labour costs. 
C)  Cross-training enables managers to spend less time supervising individual performance. 
D)  Cross-training enables individuals to exert more effort on their job.

Question 7

To successfully implement high-performance work systems, managers should emphasize the strategic importance of the change effort.

Accepted Answer

A) True 
 B)False

Question 8

Organizations that wish to emphasize teamwork and cooperation across units would promote which of the following types of training?

Accepted Answer

A)  cross-training 
B)  spot training 
C)  efficiency training 
D)  work training 
A)  cross-training 
B)  spot training 
C)  efficiency training 
D)  work training

Question 9

Which of the following is the most frequent mistake that companies make during implementation, as noted by the ASTD council on high-performance work systems?

Accepted Answer

A)  failure to involve the union 
B)  failure to create a compelling reason for change 
C)  failure to provide an adequate communication system 
D)  failure to evaluate the system 
A)  failure to involve the union 
B)  failure to create a compelling reason for change 
C)  failure to provide an adequate communication system 
D)  failure to evaluate the system

Question 10

Connecting rewards to organizational performance generally ensures fairness, and tends to focus on the employees of the organization.

Accepted Answer

A) True 
 B)False

Question 11

To create a more flexible pool of employees, which of the following should managers do?

Accepted Answer

A)  implement a gainsharing incentive system 
B)  rely on skill-based pay structures. 
C)  rely on job-based pay structures 
D)  implement an employee stock ownership plan 
A)  implement a gainsharing incentive system 
B)  rely on skill-based pay structures. 
C)  rely on job-based pay structures 
D)  implement an employee stock ownership plan

Question 12

Timely and accurate communications are essential for high-performance work systems to succeed.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is NOT a primary principle for support of high-performance work systems?

Accepted Answer

A)  knowledge development 
B)  reliance on hierarchy 
C)  linking rewards with performance 
D)  shared information 
A)  knowledge development 
B)  reliance on hierarchy 
C)  linking rewards with performance 
D)  shared information

Question 14

In high-performance organizations, which of the following is a key purpose of training?

Accepted Answer

A)  to get employees to assume greater responsibility 
B)  to help employees earn higher wages 
C)  to encourage employees to remain loyal to the organization 
D)  to encourage employees to lower organizational costs 
A)  to get employees to assume greater responsibility 
B)  to help employees earn higher wages 
C)  to encourage employees to remain loyal to the organization 
D)  to encourage employees to lower organizational costs

Question 15

Which of the following trends in the role of managers and supervisors in high-performance work systems has been observed?

Accepted Answer

A)  Their role has remained about the same. 
B)  Their role has become less important. 
C)  Their role has changed substantially. 
D)  Their role has changed only slightly. 
A)  Their role has remained about the same. 
B)  Their role has become less important. 
C)  Their role has changed substantially. 
D)  Their role has changed only slightly.

Question 16

Which of the following best describes the process of building commitment to high-performance work systems?

Accepted Answer

A)  It is competitive. 
B)  It is based on technology. 
C)  It is an ongoing activity. 
D)  It is costly. 
A)  It is competitive. 
B)  It is based on technology. 
C)  It is an ongoing activity. 
D)  It is costly.

Question 17

Which of the following would most likely help managers develop a strong relationship with a union in implementing high-performance work systems?

Accepted Answer

A)  concentrating accountability for union relations with the top management 
B)  relying on informal communication 
C)  concentrating efforts on achieving all the organization's objectives 
D)  involving the union early in the design process 
A)  concentrating accountability for union relations with the top management 
B)  relying on informal communication 
C)  concentrating efforts on achieving all the organization's objectives 
D)  involving the union early in the design process

Question 18

To support the principle of sharing information, it is critical that managers encourage open dialogue and communication at all levels of the organization.

Accepted Answer

A) True 
 B)False

Question 19

When the elements of the work system complement and reinforce one another, internal fit is achieved.

Accepted Answer

A) True 
 B)False

Question 20

Ideally, the high-performance work system should be so effective that management processes and leadership take on a diminished role and employees are left to manage themselves.

Accepted Answer

A) True 
 B)False

Studies indicate that performance and satisfaction are higher when organizations do which of the following?

Which of the following are valuable, but sometimes overlooked, internal resources when implementing a high-performance work system?

Efforts to achieve external fit help focus the design of high-performance work systems on strategic drivers.

The number of jobs requiring little knowledge and skill is declining, while the number of jobs requiring greater knowledge and skill is growing rapidly.

HR managers can be invaluable partners to line managers during change efforts.

Which of the following is one of the primary benefits of cross-training employees?

To successfully implement high-performance work systems, managers should emphasize the strategic importance of the change effort.

Organizations that wish to emphasize teamwork and cooperation across units would promote which of the following types of training?

Which of the following is the most frequent mistake that companies make during implementation, as noted by the ASTD council on high-performance work systems?

Connecting rewards to organizational performance generally ensures fairness, and tends to focus on the employees of the organization.

To create a more flexible pool of employees, which of the following should managers do?

Timely and accurate communications are essential for high-performance work systems to succeed.

Which of the following is NOT a primary principle for support of high-performance work systems?

In high-performance organizations, which of the following is a key purpose of training?

Which of the following trends in the role of managers and supervisors in high-performance work systems has been observed?

Which of the following best describes the process of building commitment to high-performance work systems?

Which of the following would most likely help managers develop a strong relationship with a union in implementing high-performance work systems?

To support the principle of sharing information, it is critical that managers encourage open dialogue and communication at all levels of the organization.

When the elements of the work system complement and reinforce one another, internal fit is achieved.

Ideally, the high-performance work system should be so effective that management processes and leadership take on a diminished role and employees are left to manage themselves.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters

Exam 16: Creating High Performance Work Systems

Studies indicate that performance and satisfaction are higher when organizations do which of the following?

Which of the following are valuable, but sometimes overlooked, internal resources when implementing a high-performance work system?

Efforts to achieve external fit help focus the design of high-performance work systems on strategic drivers.

The number of jobs requiring little knowledge and skill is declining, while the number of jobs requiring greater knowledge and skill is growing rapidly.

HR managers can be invaluable partners to line managers during change efforts.

Which of the following is one of the primary benefits of cross-training employees?

To successfully implement high-performance work systems, managers should emphasize the strategic importance of the change effort.

Organizations that wish to emphasize teamwork and cooperation across units would promote which of the following types of training?

Which of the following is the most frequent mistake that companies make during implementation, as noted by the ASTD council on high-performance work systems?

Connecting rewards to organizational performance generally ensures fairness, and tends to focus on the employees of the organization.

To create a more flexible pool of employees, which of the following should managers do?

Timely and accurate communications are essential for high-performance work systems to succeed.

Which of the following is NOT a primary principle for support of high-performance work systems?

In high-performance organizations, which of the following is a key purpose of training?

Which of the following trends in the role of managers and supervisors in high-performance work systems has been observed?

Which of the following best describes the process of building commitment to high-performance work systems?

Which of the following would most likely help managers develop a strong relationship with a union in implementing high-performance work systems?

To support the principle of sharing information, it is critical that managers encourage open dialogue and communication at all levels of the organization.

When the elements of the work system complement and reinforce one another, internal fit is achieved.

Ideally, the high-performance work system should be so effective that management processes and leadership take on a diminished role and employees are left to manage themselves.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters