Question 1

Connecting rewards to organizational performance ensures:

Accepted Answer

A)  lower total labor costs. 
B)  fairness and focuses employees on the organization. 
C)  competitive wages in the market place. 
D)  lower employee turnover. 
A)  lower total labor costs. 
B)  fairness and focuses employees on the organization. 
C)  competitive wages in the market place. 
D)  lower employee turnover.

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

The richest communication occurs:

Accepted Answer

A)  in writing 
B)  face to face 
C)  via videos 
D)  using technology 
A)  in writing 
B)  face to face 
C)  via videos 
D)  using technology

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

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

Question 6

Each organization has unique circumstances,and parties are more likely to commit to procedures they create and own.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

In a union environment,organization power in negotiating is the key criterion for successfully implementing high-performance work systems.

Accepted Answer

A) True 
 B)False

Question 9

Open pay systems create a more egalitarian environment.

Accepted Answer

A) True 
 B)False

Question 10

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

Accepted Answer

There are four fundamental principles th

Question 11

Which of the following is NOT a typical methods for increasing the power of employees to influence decisions?

Accepted Answer

A)  job enlargement 
B)  job enrichment 
C)  self-managing work teams 
D)  diversity training 
A)  job enlargement 
B)  job enrichment 
C)  self-managing work teams 
D)  diversity training

Question 12

Once implemented,a process audit is used to determine whether the high-performance work system has been profitable.

Accepted Answer

A) True 
 B)False

Question 13

Line managers typically own the responsibility for implementing high performing work systems.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following questions is NOT likely to be 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 15

Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

____ refers to the component of a high-performance work systems that help organizations develop and harness skills,knowledge,and abilities that are not equally available to all
Organizations.

Accepted Answer

A)  value 
B)  rarity 
C)  organization 
D)  difficulty in imitation 
A)  value 
B)  rarity 
C)  organization 
D)  difficulty in imitation

Question 18

According to a study by the Corporate Executive Board,engaged employees outperform average employees by _____.

Accepted Answer

A)  10 percent 
B)  20 percent 
C)  33 percent 
D)  40 percent 
A)  10 percent 
B)  20 percent 
C)  33 percent 
D)  40 percent

Question 19

High-performance work systems frequently begin with:

Accepted Answer

A)  selecting employees. 
B)  writing a mission statement. 
C)  employee training. 
D)  looking at how work is designed. 
A)  selecting employees. 
B)  writing a mission statement. 
C)  employee training. 
D)  looking at how work is designed.

Question 20

Most high performance work systems are able to isolate a single approach to a pay system that works for everyone.

Accepted Answer

A) True 
 B)False

Connecting rewards to organizational performance ensures:

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

The richest communication occurs:

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

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

Each organization has unique circumstances,and parties are more likely to commit to procedures they create and own.

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

In a union environment,organization power in negotiating is the key criterion for successfully implementing high-performance work systems.

Open pay systems create a more egalitarian environment.

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

Which of the following is NOT a typical methods for increasing the power of employees to influence decisions?

Once implemented,a process audit is used to determine whether the high-performance work system has been profitable.

Line managers typically own the responsibility for implementing high performing work systems.

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

Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.

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

____ refers to the component of a high-performance work systems that help organizations develop and harness skills,knowledge,and abilities that are not equally available to all Organizations.

According to a study by the Corporate Executive Board,engaged employees outperform average employees by _____.

High-performance work systems frequently begin with:

Most high performance work systems are able to isolate a single approach to a pay system that works for everyone.

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:

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

The richest communication occurs:

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

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

Each organization has unique circumstances,and parties are more likely to commit to procedures they create and own.

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

In a union environment,organization power in negotiating is the key criterion for successfully implementing high-performance work systems.

Open pay systems create a more egalitarian environment.

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

Which of the following is NOT a typical methods for increasing the power of employees to influence decisions?

Once implemented,a process audit is used to determine whether the high-performance work system has been profitable.

Line managers typically own the responsibility for implementing high performing work systems.

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

Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.

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

____ refers to the component of a high-performance work systems that help organizations develop and harness skills,knowledge,and abilities that are not equally available to all Organizations.

According to a study by the Corporate Executive Board,engaged employees outperform average employees by _____.

High-performance work systems frequently begin with:

Most high performance work systems are able to isolate a single approach to a pay system that works for everyone.

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