Question 1

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 2

In a work system with a high degree of horizontal fit,adjusting one HR practice is not likely to substantially impact the other components of the work system.

Accepted Answer

A) True 
 B)False

Question 3

Compensation packages are not significant for high-performance work systems (HPWSs)to succeed,as HPWSs generally focus on knowledge development and information sharing.

Accepted Answer

A) True 
 B)False

Question 4

To invest in employee knowledge development,all of the following HR practices would be appropriate EXCEPT:

Accepted Answer

A) selecting the best and brightest candidates available. 
B) providing all employees with continuous training. 
C) rewarding employees for the acquisition of new skills. 
D) rewarding employees for absenteeism. 
A) selecting the best and brightest candidates available. 
B) providing all employees with continuous training. 
C) rewarding employees for the acquisition of new skills. 
D) rewarding employees for absenteeism.

Question 5

In high-performance organizations,training is undertaken so that the employees:

Accepted Answer

A) assume greater responsibility. 
B) earn higher wages. 
C) lower organizational costs. 
D) remain loyal to the organization. 
A) assume greater responsibility. 
B) earn higher wages. 
C) lower organizational costs. 
D) remain loyal to the organization.

Question 6

Which of the following principles is critical for the success of empowerment and involvement initiatives 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 7

A work environment in which collaboration and teamwork are encouraged and status and power differences are diminished is known as:

Accepted Answer

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

Question 8

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

Accepted Answer

A) 11 percent 
B) 18 percent 
C) 36 percent 
D) 72 percent 
A) 11 percent 
B) 18 percent 
C) 36 percent 
D) 72 percent

Question 9

To successfully implement a high-performance work system,managers should try to implement all facets of the change at once.

Accepted Answer

A) True 
 B)False

Question 10

What are the questions that need to be included in a process audit when evaluating a high-performance work system?

Accepted Answer

Several questions could be addressed:
>

Question 11

In a union environment,an organization's negotiation power is the key criterion for successfully implementing high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 12

Involving employees in decision making and giving them the power to act tends to decrease employee engagement.

Accepted Answer

A) True 
 B)False

Question 13

Skills,knowledge,and abilities that are not equally available to all organizations are known as rare.

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

There are four fundamental principles th

Question 15

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

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

Building commitment to high-performance work systems is:

In a work system with a high degree of horizontal fit,adjusting one HR practice is not likely to substantially impact the other components of the work system.

Compensation packages are not significant for high-performance work systems (HPWSs)to succeed,as HPWSs generally focus on knowledge development and information sharing.

To invest in employee knowledge development,all of the following HR practices would be appropriate EXCEPT:

In high-performance organizations,training is undertaken so that the employees:

Which of the following principles is critical for the success of empowerment and involvement initiatives in organizations?

A work environment in which collaboration and teamwork are encouraged and status and power differences are diminished is known as:

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

To successfully implement a high-performance work system,managers should try to implement all facets of the change at once.

What are the questions that need to be included in a process audit when evaluating a high-performance work system?

In a union environment,an organization's negotiation power is the key criterion for successfully implementing high-performance work systems.

Involving employees in decision making and giving them the power to act tends to decrease employee engagement.

Skills,knowledge,and abilities that are not equally available to all organizations are known as rare.

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

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

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

Building commitment to high-performance work systems is:

In a work system with a high degree of horizontal fit,adjusting one HR practice is not likely to substantially impact the other components of the work system.

Compensation packages are not significant for high-performance work systems (HPWSs)to succeed,as HPWSs generally focus on knowledge development and information sharing.

To invest in employee knowledge development,all of the following HR practices would be appropriate EXCEPT:

In high-performance organizations,training is undertaken so that the employees:

Which of the following principles is critical for the success of empowerment and involvement initiatives in organizations?

A work environment in which collaboration and teamwork are encouraged and status and power differences are diminished is known as:

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

To successfully implement a high-performance work system,managers should try to implement all facets of the change at once.

What are the questions that need to be included in a process audit when evaluating a high-performance work system?

In a union environment,an organization's negotiation power is the key criterion for successfully implementing high-performance work systems.

Involving employees in decision making and giving them the power to act tends to decrease employee engagement.

Skills,knowledge,and abilities that are not equally available to all organizations are known as rare.

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

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

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