Question 1

If an prospective employee is not offered her reservation utility or reservation wage, then she will:

Accepted Answer

A)  tend to look for another job or withdraw from the labor market. 
B)  seek a larger benefit package. 
C)  use the job as the basis for a career, assuming that wages will increase beyond the marginal revenue product over time. 
D)  accept the job because a wage below the reservation utility is very attractive. 
A)  tend to look for another job or withdraw from the labor market. 
B)  seek a larger benefit package. 
C)  use the job as the basis for a career, assuming that wages will increase beyond the marginal revenue product over time. 
D)  accept the job because a wage below the reservation utility is very attractive.

Question 2

A waiter in an all-night restaurant in a dangerous location receiving a higher wage rate is receiving:

Accepted Answer

A)  a part of reality captured by the competitive model. 
B)  returns to general training. 
C)  returns to specific human capital. 
D)  compensating wage differential. 
A)  a part of reality captured by the competitive model. 
B)  returns to general training. 
C)  returns to specific human capital. 
D)  compensating wage differential.

Question 3

The costs of recruiting new employees, training the new employees, and suffering the initial low productivity of new employees when old employees leave is called:

Accepted Answer

A)  the efficiency wage. 
B)  the benchmark wage. 
C)  turnover costs. 
D)  marginal costs of long term training. 
A)  the efficiency wage. 
B)  the benchmark wage. 
C)  turnover costs. 
D)  marginal costs of long term training.

Question 4

Which of the following is not a lower-cost benefit of an internal labor market?

Accepted Answer

A)  Promotion to higher level jobs is restricted to insiders. 
B)  The development of firm specific human capital. 
C)  The cultivation of long term employee motivation. 
D)  Management's ability to learn about employee's best attributes. 
A)  Promotion to higher level jobs is restricted to insiders. 
B)  The development of firm specific human capital. 
C)  The cultivation of long term employee motivation. 
D)  Management's ability to learn about employee's best attributes.

If an prospective employee is not offered her reservation utility or reservation wage, then she will:

A waiter in an all-night restaurant in a dangerous location receiving a higher wage rate is receiving:

The costs of recruiting new employees, training the new employees, and suffering the initial low productivity of new employees when old employees leave is called:

Which of the following is not a lower-cost benefit of an internal labor market?

Introduction

Economists View of Behavior

Markets, Organizations, and the Role of Knowledge

Demand

Production and Cost

Market Structure

Pricing With Market Power

Economics of Strategy: Creating and Capturing Value

Economics of Strategy: Game Theory

Incentive Conflicts and Contracts

Organizational Architecture

Decision Rights: The Level of Empowerment

Decision Rights: Bundling Tasks Into Jobs and Subunits

Incentive Compensation

Individual Performance Evaluation

Divisional Performance Evaluation

Corporate Governance

Vertical Integration and Outsourcing

Leadership: Motivating Change Within Organizations

Understanding the Business Environment: The Economics of Regulation

Ethics and Organizational Architecture

Organizational Architecture and the Process of Management Innovation

Filters

Exam 14: Attracting and Retaining Qualified Employees

If an prospective employee is not offered her reservation utility or reservation wage, then she will:

A waiter in an all-night restaurant in a dangerous location receiving a higher wage rate is receiving:

The costs of recruiting new employees, training the new employees, and suffering the initial low productivity of new employees when old employees leave is called:

Which of the following is not a lower-cost benefit of an internal labor market?

Introduction

Economists View of Behavior

Markets, Organizations, and the Role of Knowledge

Demand

Production and Cost

Market Structure

Pricing With Market Power

Economics of Strategy: Creating and Capturing Value

Economics of Strategy: Game Theory

Incentive Conflicts and Contracts

Organizational Architecture

Decision Rights: The Level of Empowerment

Decision Rights: Bundling Tasks Into Jobs and Subunits

Incentive Compensation

Individual Performance Evaluation

Divisional Performance Evaluation

Corporate Governance

Vertical Integration and Outsourcing

Leadership: Motivating Change Within Organizations

Understanding the Business Environment: The Economics of Regulation

Ethics and Organizational Architecture

Organizational Architecture and the Process of Management Innovation

Filters