Exam 10: Section 1: Managing Teams

Which of the following types of information would typically be collected as part of a job analysis?

Cognitive ability tests are also called aptitude tests.

Differentiate between internal and external recruiting. Provide two examples of each.

When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an example of ____.

Human resource management (HRM) is the process of finding, developing, and keeping the right people for the company.

Domino’s Pizza At Domino’s Pizza, company­wide turnover is 158 percent. That means Domino’s must recruit, hire, and train 180,000 people a year just to fill its company’s 114,000 jobs. And, with that much turnover, you can’t consistently produce a quality product. Making and delivering pizza may seem simple, but up the ante to making and delivering one million pizzas each night, as Domino’s does, and all of a sudden it’s not quite so easy, especially if you’re always working with inexperienced employees. For instance, even a simple job like taking orders has a learning curve when you’re taking 45 to 50 orders an hour. In fact, a new order taker usually requires 80 hours to become as reliable as an experienced one. Until they learn their jobs, new workers make lots of mistakes such as getting orders wrong, giving out the wrong change, and showing up at customers’ homes with the wrong pizza. Those mistakes are costly in two ways. First, if the order is wrong, late, or missing, customers get angry and may not do business with you again. Indeed, according to the University of Michigan’s American consumer satisfaction index, Domino’s ranks in the bottom half of fast­food companies. Second, to right those wrongs, Domino’s often says the pizza is free—“Our fault, no charge.”—and that hurts profits. So much turnover is costly in other ways as well. For one thing, it costs time and money to find and hire new workers. Domino’s estimates that it costs $2,500 to replace each hourly worker who leaves and $20,000 to replace a store manager. Then all those new workers must be trained, and that takes time and money. At Domino’s, each new worker spends the first 30 days in training, learning to take orders, handle the cash register, make pizza dough, and, ultimately, how to make a pizza in less than a minute. When everything is considered, turnover is costing the company several hundred million dollars a year, or an astonishing 15 percent to 20 percent of revenues. The question, of course, is what to do about it. Robert Chabot, who owns RAM Pizza, a series of Domino’s franchise stores, says, “This business is all about who you hire. It's about people: those who want to do it (good work) and those who don't.” Consequently, Chabot relies heavily on employee referrals to first identify good job applicants. Chabot assumes that if current employees are satisfied with their jobs, they’ll tell their family and friends about their positive work experiences, and those people will in turn want to work for him and RAM pizza (i.e., Domino’s). He also pays employees $25 for each person they recommend who gets hired and then stays for 90 days. Domino’s is also doing a much better job of screening and selecting potential managers. Anyone who wants to manage a Domino’s store has to pass a 30­minute online test of their financial and management skills. If you’re not familiar with financial concepts such as “break­even” and “cash flow,” and you’re not sure how to handle poorly performing employees (hint: yelling and screaming isn’t the preferred answer), then you’re unlikely to pass the test. -Refer to Domino's. Robert Chabot relies heavily on employee referrals to first identify good job applicants. In other words, Chabot uses_______ .

Which of the following is NOT an example of a pay-variability decision used to motivate employee performance?

Aptitude tests are also called________ .

Two of the most important results of a job analysis are________ .

The________ is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a nonprotected group.

A job specification summarizes the basic tasks, duties, and responsibilities of a job, and a job description summarizes the qualifications needed to successfully perform the job.

Which of the following statements regarding downsizing is true?

Which of the following statements about employee separation is true?

Which of the following statements about résumés and job application forms is true?

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. If background checks reduced employee thievery over a period of time and throughout the industry, then this selection process would be________ .