Question 1

Connecting rewards to organizational performance ensures:

Accepted Answer

A) higher labor costs. 
B) fairness and tends to focus employees on the organization. 
C) competitive wages for employees. 
D) higher employee turnover. 
A) higher labor costs. 
B) fairness and tends to focus employees on the organization. 
C) competitive wages for employees. 
D) higher employee turnover. B

Question 2

In an environment of shared information,the richest communication occurs face to face.

Accepted Answer

A) True 
 B)False  True

Question 3

Moving power downward in organizations frequently requires structural change.

Accepted Answer

A) True 
 B)False  True

Question 4

A more egalitarian work environment _____ status and power differences and _____ collaboration and teamwork.

Accepted Answer

A) lessens; increases 
B) lessens; decreases 
C) increases; lessens 
D) increases; decreases 
A) lessens; increases 
B) lessens; decreases 
C) increases; lessens 
D) increases; decreases

Question 5

According to the research organization Gallup,_____ of the U.S.employees are somewhere in the middle,not disengaged,but not engaged either.

Accepted Answer

A) 24 percent 
B) 34 percent 
C) 44 percent 
D) 54 percent 
A) 24 percent 
B) 34 percent 
C) 44 percent 
D) 54 percent

Question 6

High-performance work systems are designed around team processes and capabilities that cannot be transported,duplicated,or copied by rival firms.Which of the following criteria is described in the statement above?

Accepted Answer

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

Question 7

A recent Gallup study reported that firms with top engagement scores had _____ higher profitability.

Accepted Answer

A) 21 percent 
B) 32 percent 
C) 16 percent 
D) 45 percent 
A) 21 percent 
B) 32 percent 
C) 16 percent 
D) 45 percent

Question 8

Which of the following principles typifies a shift away from the mentality of command and control in organizations?

Accepted Answer

A) Shared information 
B) Knowledge development 
C) Totalitarianism 
D) Linking rewards with performance 
A) Shared information 
B) Knowledge development 
C) Totalitarianism 
D) Linking rewards with performance

Question 9

​One of the best ways to communicate the business needs to employees is to show them the gap between the organization's current performance and capabilities and where it needs to be in the future.

Accepted Answer

A) True 
 B)False

Question 10

Regardless of the time available to implement a high-performance work system,the use of _____ helps keep everyone on track and prevents the system from bogging down.

Accepted Answer

A) top-management directives 
B) a transition structure 
C) employee involvement 
D) empowerment 
A) top-management directives 
B) a transition structure 
C) employee involvement 
D) empowerment

Question 11

_____ 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 12

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

Accepted Answer

A) True 
 B)False

Question 13

Many high-performance work systems begin with highly directive:

Accepted Answer

A) compensation policies. 
B) work flow systems. 
C) recruitment and selection practices. 
D) top-down communication systems. 
A) compensation policies. 
B) work flow systems. 
C) recruitment and selection practices. 
D) top-down communication systems.

Question 14

Which of the following questions would be the least likely to be asked during a process audit?

Accepted Answer

A) Are employees making more money than in the past? 
B) Are employees actually working together, or is 'team' just a label? 
C) Is training developing the knowledge/skills employees need? 
D) Are employees rewarded for good performance and useful suggestions? 
A) Are employees making more money than in the past? 
B) Are employees actually working together, or is 'team' just a label? 
C) Is training developing the knowledge/skills employees need? 
D) Are employees rewarded for good performance and useful suggestions?

Question 15

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 16

High-performance work systems frequently begin with:

Accepted Answer

A) selecting employees. 
B) writing a mission statement. 
C) employee training. 
D) the way work is designed. 
A) selecting employees. 
B) writing a mission statement. 
C) employee training. 
D) the way work is designed.

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

The principle of shared information typifies a shift in organizations away from the mentality of _____ toward one more focused on employee commitment.

Accepted Answer

A) command and control 
B) absenteeism 
C) unionization 
D) training and stabilization 
A) command and control 
B) absenteeism 
C) unionization 
D) training and stabilization

Question 19

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 20

To encourage employees to pursue job outcomes that are in alignment with an organization's goals,managers should link rewards to performance.

Accepted Answer

A) True 
 B)False

Connecting rewards to organizational performance ensures:

In an environment of shared information,the richest communication occurs face to face.

Moving power downward in organizations frequently requires structural change.

A more egalitarian work environment _ status and power differences and _ collaboration and teamwork.

According to the research organization Gallup,_____ of the U.S.employees are somewhere in the middle,not disengaged,but not engaged either.

High-performance work systems are designed around team processes and capabilities that cannot be transported,duplicated,or copied by rival firms.Which of the following criteria is described in the statement above?

A recent Gallup study reported that firms with top engagement scores had _____ higher profitability.

Which of the following principles typifies a shift away from the mentality of command and control in organizations?

One of the best ways to communicate the business needs to employees is to show them the gap between the organization's current performance and capabilities and where it needs to be in the future.

Regardless of the time available to implement a high-performance work system,the use of _____ helps keep everyone on track and prevents the system from bogging down.

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

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

Many high-performance work systems begin with highly directive:

Which of the following questions would be the least likely to be asked during a process audit?

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.

High-performance work systems frequently begin with:

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

The principle of shared information typifies a shift in organizations away from the mentality of _____ toward one more focused on employee commitment.

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.

To encourage employees to pursue job outcomes that are in alignment with an organization's goals,managers should link rewards to performance.

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Filters

Exam 16: Creating High-Performance Work Systems

Connecting rewards to organizational performance ensures:

In an environment of shared information,the richest communication occurs face to face.

Moving power downward in organizations frequently requires structural change.

A more egalitarian work environment _____ status and power differences and _____ collaboration and teamwork.

According to the research organization Gallup,_____ of the U.S.employees are somewhere in the middle,not disengaged,but not engaged either.

High-performance work systems are designed around team processes and capabilities that cannot be transported,duplicated,or copied by rival firms.Which of the following criteria is described in the statement above?

A recent Gallup study reported that firms with top engagement scores had _____ higher profitability.

Which of the following principles typifies a shift away from the mentality of command and control in organizations?

​One of the best ways to communicate the business needs to employees is to show them the gap between the organization's current performance and capabilities and where it needs to be in the future.

Regardless of the time available to implement a high-performance work system,the use of _____ helps keep everyone on track and prevents the system from bogging down.

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

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

Many high-performance work systems begin with highly directive:

Which of the following questions would be the least likely to be asked during a process audit?

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.

High-performance work systems frequently begin with:

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

The principle of shared information typifies a shift in organizations away from the mentality of _____ toward one more focused on employee commitment.

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.

To encourage employees to pursue job outcomes that are in alignment with an organization's goals,managers should link rewards to performance.

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Filters

A more egalitarian work environment _ status and power differences and _ collaboration and teamwork.

One of the best ways to communicate the business needs to employees is to show them the gap between the organization's current performance and capabilities and where it needs to be in the future.