Exam 16: Creating High Performance Work Systems

The principle of shared information typifies a shift in organizations _ from the mentality of command and control _ one more focused on employee commitment.

Free

(Multiple Choice)

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Question 1

Correct Answer:

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The primary principles that support high performance work systems are teams,empowerment,and hierarchy.

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(True/False)

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Question 2

Correct Answer:

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False

Describe how the HR Scorecard can be used by organizations?

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(Essay)

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Question 3

Correct Answer:

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The HR Scorecard helps managers assess the strategic alignment of their work systems.Managers can diagnose internal fit by assessing whether particular HR practices reinforce one another or work at cross purposes.Second,managers can assess whether the HR practices significantly enable key workforce deliverables such as employment stability,team work and the like.Third,the degree of external fit is evaluated by assessing the degree to which workforce deliverables are connected with key strategic performance drivers.
These three assessments are extremely useful not just for deriving measures of internal and external fit of high performance work systems,but for engaging a broader set of managers and employees in the discussion of how to best implement the system.

Formal commitments between management and unions to jointly implement high-performance work systems serve to institutionalize the relationship so that it keeps going even if key champions leave.

(True/False)

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Question 4

Most employees welcome change efforts.

(True/False)

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Question 5

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

(Multiple Choice)

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Question 6

Redesigning workflow around key business processes results in a focus on employee tasks and tends to detract from teamwork.

(True/False)

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Question 7

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

(Multiple Choice)

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Question 8

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

(True/False)

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Question 9

Determining whether the high performance work system has been implemented as designed is achieved by:

(Multiple Choice)

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Question 10

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

(Multiple Choice)

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Question 11

Moving power downward in organizations frequently requires structural change.

(True/False)

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Question 12

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.

(Multiple Choice)

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Question 13

The HR scorecard helps managers assess the strategic alignment of their work systems.

(True/False)

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Question 14

To achieve external fit,organizations must first analyze all of the following except:

(Multiple Choice)

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Question 15

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

(Multiple Choice)

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Question 16

Which of the following is not a tangible symbol of commitment between labor and management?

(Multiple Choice)

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Question 17

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

(True/False)

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Question 18

Knowledge development goes hand-in-hand with information sharing in high performance work systems.

(True/False)

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Question 19

The richest communication occurs face to face.

(True/False)

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Question 20

Showing 1 - 20 of 108

The principle of shared information typifies a shift in organizations _ from the mentality of command and control _ one more focused on employee commitment.

The primary principles that support high performance work systems are teams,empowerment,and hierarchy.

Describe how the HR Scorecard can be used by organizations?

Formal commitments between management and unions to jointly implement high-performance work systems serve to institutionalize the relationship so that it keeps going even if key champions leave.

Most employees welcome change efforts.

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

Redesigning workflow around key business processes results in a focus on employee tasks and tends to detract from teamwork.

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

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

Determining whether the high performance work system has been implemented as designed is achieved by:

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

Moving power downward in organizations frequently requires structural change.

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.

The HR scorecard helps managers assess the strategic alignment of their work systems.

To achieve external fit,organizations must first analyze all of the following except:

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

Which of the following is not a tangible symbol of commitment between labor and management?

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

Knowledge development goes hand-in-hand with information sharing in high performance work systems.

The richest communication occurs face to face.

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

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Exam 16: Creating High Performance Work Systems

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

The primary principles that support high performance work systems are teams,empowerment,and hierarchy.

Describe how the HR Scorecard can be used by organizations?

Formal commitments between management and unions to jointly implement high-performance work systems serve to institutionalize the relationship so that it keeps going even if key champions leave.

Most employees welcome change efforts.

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

Redesigning workflow around key business processes results in a focus on employee tasks and tends to detract from teamwork.

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

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

Determining whether the high performance work system has been implemented as designed is achieved by:

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

Moving power downward in organizations frequently requires structural change.

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.

The HR scorecard helps managers assess the strategic alignment of their work systems.

To achieve external fit,organizations must first analyze all of the following except:

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

Which of the following is not a tangible symbol of commitment between labor and management?

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

Knowledge development goes hand-in-hand with information sharing in high performance work systems.

The richest communication occurs face to face.

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 principle of shared information typifies a shift in organizations _ from the mentality of command and control _ one more focused on employee commitment.