Question 1

Involving union members after the completion of design process and implementation plan helps to build a bridge toward employee buy-in.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following compensation systems does NOT focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?

Accepted Answer

A) Profit-sharing plans 
B) Employee stock ownership plans 
C) Hour-based pay plans 
D) Gain sharing plans 
A) Profit-sharing plans 
B) Employee stock ownership plans 
C) Hour-based pay plans 
D) Gain sharing plans

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

According to a study by the Corporate Executive Board,engaged employees are _____ less likely to leave their organizations than highly disengaged employees.

Accepted Answer

A) 24 percent 
B) 45 percent 
C) 66 percent 
D) 87 percent 
A) 24 percent 
B) 45 percent 
C) 66 percent 
D) 87 percent

Question 5

The principle of shared information is part of the implementation of a command and control work system.

Accepted Answer

A) True 
 B)False

Question 6

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 7

To determine whether the high-performance work program is succeeding,managers should look at issues such as the following,EXCEPT:

Accepted Answer

A) Are the behaviors an organization desires being exhibited on the job? 
B) Are employees abiding by the organizational changes in a manner that comports with the organizational code of conduct? 
C) Are quality, productivity, flexibility, and customer service objectives being met? 
D) Are quality-of-life goals being achieved for employees? 
A) Are the behaviors an organization desires being exhibited on the job? 
B) Are employees abiding by the organizational changes in a manner that comports with the organizational code of conduct? 
C) Are quality, productivity, flexibility, and customer service objectives being met? 
D) Are quality-of-life goals being achieved for employees?

Question 8

Which of the following questions is NOT likely to be included in a process audit?

Accepted Answer

A) Are employees getting the information they need to make empowered decisions, and are they engaged? 
B) Are union officials on notice and cooperating with organizational changes? 
C) Are training programs developing the knowledge and skills employees need? 
D) Are employees being rewarded for good performance and useful suggestions? 
A) Are employees getting the information they need to make empowered decisions, and are they engaged? 
B) Are union officials on notice and cooperating with organizational changes? 
C) Are training programs developing the knowledge and skills employees need? 
D) Are employees being rewarded for good performance and useful suggestions?

Question 9

High-performance work systems establish ways to increase innovation and efficiency,decrease costs,improve processes,and provide something unique to customers to focus on which of the following criteria?

Accepted Answer

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

Question 10

The number of jobs requiring little knowledge and skill is _____,and the number of jobs requiring greater knowledge and skill is _____ in recent years.

Accepted Answer

A) growing; growing 
B) declining; declining 
C) growing; declining 
D) declining; growing 
A) growing; growing 
B) declining; declining 
C) growing; declining 
D) declining; growing

Question 11

To achieve vertical fit,organizations must first analyze all of the following EXCEPT:

Accepted Answer

A) competitive challenges. 
B) organizational values. 
C) other HR components. 
D) employee concerns. 
A) competitive challenges. 
B) organizational values. 
C) other HR components. 
D) employee concerns.

Question 12

Describe how an HR Scorecard can be used by organizations.

Accepted Answer

An HR Scorecard can help managers assess

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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 15

____ is a pool of money employees can spend on capital improvements if a company meets its profitability goals.

Accepted Answer

A) Profit-sharing fund 
B) Employee stock ownership 
C) Intracapital 
D) Skill-based pay 
A) Profit-sharing fund 
B) Employee stock ownership 
C) Intracapital 
D) Skill-based pay

Question 16

Using HR Scorecards,managers can assess horizontal fit by determining whether particular HR practices reinforce one another.

Accepted Answer

A) True 
 B)False

Question 17

Line managers typically own the responsibility for implementing change in high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 18

With fewer layers of management and a focus on team-based organization,the role of managers and supervisors is substantially different in an environment of high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 19

​Today's organizations are relying on the expertise and initiative of employees to react quickly to incipient problems and opportunities.

Accepted Answer

A) True 
 B)False

Question 20

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.

Involving union members after the completion of design process and implementation plan helps to build a bridge toward employee buy-in.

Which of the following compensation systems does NOT focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?

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

According to a study by the Corporate Executive Board,engaged employees are _____ less likely to leave their organizations than highly disengaged employees.

The principle of shared information is part of the implementation of a command and control work system.

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

To determine whether the high-performance work program is succeeding,managers should look at issues such as the following,EXCEPT:

Which of the following questions is NOT likely to be included in a process audit?

High-performance work systems establish ways to increase innovation and efficiency,decrease costs,improve processes,and provide something unique to customers to focus on which of the following criteria?

The number of jobs requiring little knowledge and skill is _,and the number of jobs requiring greater knowledge and skill is _ in recent years.

To achieve vertical fit,organizations must first analyze all of the following EXCEPT:

Describe how an HR Scorecard can be used by organizations.

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

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

____ is a pool of money employees can spend on capital improvements if a company meets its profitability goals.

Using HR Scorecards,managers can assess horizontal fit by determining whether particular HR practices reinforce one another.

Line managers typically own the responsibility for implementing change in high-performance work systems.

With fewer layers of management and a focus on team-based organization,the role of managers and supervisors is substantially different in an environment of high-performance work systems.

Today's organizations are relying on the expertise and initiative of employees to react quickly to incipient problems and opportunities.

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

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

Involving union members after the completion of design process and implementation plan helps to build a bridge toward employee buy-in.

Which of the following compensation systems does NOT focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?

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

According to a study by the Corporate Executive Board,engaged employees are _____ less likely to leave their organizations than highly disengaged employees.

The principle of shared information is part of the implementation of a command and control work system.

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

To determine whether the high-performance work program is succeeding,managers should look at issues such as the following,EXCEPT:

Which of the following questions is NOT likely to be included in a process audit?

High-performance work systems establish ways to increase innovation and efficiency,decrease costs,improve processes,and provide something unique to customers to focus on which of the following criteria?

The number of jobs requiring little knowledge and skill is _____,and the number of jobs requiring greater knowledge and skill is _____ in recent years.

To achieve vertical fit,organizations must first analyze all of the following EXCEPT:

Describe how an HR Scorecard can be used by organizations.

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

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

____ is a pool of money employees can spend on capital improvements if a company meets its profitability goals.

Using HR Scorecards,managers can assess horizontal fit by determining whether particular HR practices reinforce one another.

Line managers typically own the responsibility for implementing change in high-performance work systems.

With fewer layers of management and a focus on team-based organization,the role of managers and supervisors is substantially different in an environment of high-performance work systems.

​Today's organizations are relying on the expertise and initiative of employees to react quickly to incipient problems and opportunities.

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

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

The number of jobs requiring little knowledge and skill is _,and the number of jobs requiring greater knowledge and skill is _ in recent years.

Today's organizations are relying on the expertise and initiative of employees to react quickly to incipient problems and opportunities.