T F 2. HRM Is a Function of Every Manager S Job, Not Just Those Who

Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz

CHAPTER 2

TRUE-FALSE

T F 1. The primary function of managers is resource allocation.

T F 2. HRM is a function of every manager’s job, not just those who work in human resources.

T F 3. A good HRM professional “reacts” to what management states.

T F 4. HRM activities are not affected very much by what occurs outside the organization.

T F 5. Hawthorne plant studies showed that workers are influenced by observation.

T F 6. Labor unions promote grievance procedures to resolve differences between workers and management.

T F 7. The major goal of the staffing function is to have employees who possess up-to-date skills, knowledge, and abilities needed to perform current job assignments.

T F 8. The maintenance function is used to provide motivation in most technology based organizations.

T F 9. Employment managers are the highest paid HR professionals.

T F 10. When much of HRM is outsourced, managers do not need to understand any of the HRM functions.

1. False, Management Essentials, p.35; 2. True, Fundamentals of HRM, p. 36; 3. False, The Strategic Nature, p. 36; 4. False, How Do External Influences Affect HRM?, p. 37; 5. True, Management Thought, p. 40; 6. True, Labor Unions, p. 38; 7. False, Staffing Function Activities, p. 42; 8. False, The Motivation Function, p. 42; 9. False, Exhibit 2- 5, p. 45; 10. False, Conclusion, p. 50.

21 Chapter 2: Fundamentals of HRM

MATCHING KEY TERMS AND DEFINITIONS

A. McGregor G. Motivation function B. Scientific management H. Vroom C. Maintenance function I. Organizing D. Training and development function J. Communication programs E. Hawthorne Studies K. Maslow F. Leading L. Herzberg

______1. A major management function focusing on setting organizational goals and objectives.

2. A management function that deals with what jobs are to be done, by whom, where decisions are to be made, and the grouping of employees.

______3. A management function concerned with directing the work of others.

4. A set of principles designed to enhance worker productivity.

______5. Activities in HRM concerned with helping employees exert high energy.

6. Activities in HRM concerned with assisting employees to develop up-to- date skills, knowledge, and abilities.

7. Theory X-Theory Y motivation.

8. Intrinsic factors motivate. Extrinsic factors only placate.

9. Expectancy theory of motivation.

10. Activities in HRM concerned with employee commitment and loyalty to the organization.

1. J, Management Essentials, p. 35, 1; 2. I, Management Essentials, p. 35, 1; 3. F, Management Essentials, p. 35, 1; 4. B, Management Thought, p. 39, 5; 5. G, The Motivation Function, p. 42, 8; 6. D, Goals of the Training and Development Function, p. 42, 7; 7. A, Exhibit 2-4, p. 43, 8; 8. L, Exhibit 2-4, p. 43, 8; 9. H, Exhibit 2-4, p. 43, 8; 10. C, How Important Is the Maintenance Function?, p. 44, 4.

22 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz FILL-IN-THE BLANKS

1. Goals, people, and ______are the three common elements of management efforts to achieve objectives.

2. HRM, as a ______function, provides assistance in HRM to line employees.

3. The term, “Human Resource Management,” denotes a more professional and sophisticated role than the term, “ .”

4. External HRM influences are categorized into the general areas of , dynamic environment, governmental legislation, and current management practice.

5. paved the way for the human relations movement.

6. ______act on behalf of their members to negotiate work hours and wage rates.

7. deals with system wide changes in the organization.

8. Job performance is a function of the employee’s ability and ______to do the work.

9. The department is focused on helping employees maximize their potential.

10. ______, a trend in large organizations that are geographically dispersed, typically has a few generalists at each site and specialists located at the HR Service Center.

1. limited resources, Management Essentials, p.35; 2. staff or support, Fundamentals of HRM, p. 36; 3. personnel, Why is HRM Important to an Organization?, page 36; 4. labor unions, How Do External Influences Affect HRM?, p. 38; 5. Hawthorne studies, Management Thought, p. 40; 6. Labor unions, Labor Unions, p. 38; 7. Organization development, Goals of the Training and Development Function, p. 42; 8. willingness, The Motivation Function, p. 42; 9. training and development, Training and Development, p. 45; 10. Shared services, Conclusion, p. 50. 23 Chapter 2: Fundamentals of HRM

MULTIPLE – CHOICE

1. Managers who make the best use of scarce resources are

A. effective. B. empowered. C. efficient. D. entitled. E. energized.

C, Management Essentials, p. 35, Mid, 1

2. In the staff meeting of the Vice-President of Human Resources for a large corporation, a report is given on performance improvements in three of production areas following an improvement program. The primary management function emphasized is

A. planning. B. motivating. C. leading. D. controlling. E. delegating.

D, Management Essentials, p. 35, Dif, 1

3. The Vice-President of Human Resources starts her staff meeting with, “ The work process engineering we implemented last year was a good start. We need to overhaul four of the other production areas within the next 18 months. What do you think are reasonable goals and objectives, based on last year’s work?” She is performing the management function of

A. planning. B. leading. C. organizing. D. controlling. E. relating.

A, Management Essentials, p.35, Dif, 1

24 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz

4. Organizational effectiveness is expressed as

A. planning for long range goals. B. rewarding and recognizing time saving activities. C. goal attainment. D. meeting deadlines. E. making the best use of scarce resources.

C, Management Essentials, p. 35, Mid, 1

5. Don is a second shift restaurant manager. He is working on next week’s schedule of wait staff and backup. The primary management function indicated is

A. planning. B. organizing. C. leading. D. controlling. E. delegating.

B, Management Essentials, p. 35, Dif, 1

6. Employee relations are part of which primary HRM activity?

A. Global assessment. B. Motivation. C. Staffing. D. Training and development E. Maintenance.

E, Exhibit 2-1, p. 37, Basic, 2

7. All of the following are within primary HRM functions except

A. meeting federal guidelines for employment practices. B. hiring the best qualified candidates. C. establishing working conditions that are conducive to retaining the best workers. D. setting production standards. E. training employees to function effectively within the organization.

D, Exhibit 2-1, p. 37, Mid, 2

8. David conducts new employee orientation for a large organization. His work is within which basic HRM function?

A. Training and development. B. Work process engineering. C. Motivation. D. Career management. E. Staffing.

A, Exhibit 2-1, p. 37, Dif, 2

9. You have been offered a job by a major manufacturer as a campus recruiter for technology positions. Your work will be in which HRM function?

A. Training and development. B. Maintenance. C. Motivation. D. Career management. E. Staffing.

E, Exhibit 2-1, p. 37, Dif, 2

26 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz 10. Joan is an HRM professional in the motivation function. As such, she may perform all of these activities except

A. employee benefits. B. health and safety. C. job design. D. performance appraisals. E. compensation.

B ,Exhibit 2-1, p. 37, Mid, 2

11. Why has HRM changed from the “health and happiness” crew of the 1050s?

A. Most organizational departments have been renamed. B. More work is done in the workplace than offsite. C. Employment legislation has become clearer, less complex. D. Workforce productivity issues make employees happier without HRM. E. Job boundaries are becoming more blurred.

E, Why Is HRM Important to an Organization?, Basic, 3

12. HRM specialists are typically trained in all of these specialty areas except

A. psychology. B. sociology. C. pharmacology. D. law. E. work design.

C, Why Is HRM Important to an Organization?, p. 35, Mid, 3

13. Jandae is an HRM professional strategically partnered with the management in a production area. He is likely to perform all of the following functions except

A. Analyze organizational design. B. Assess organizational culture. C. Design compensation packages that attract and retain desirable employees. D. Supporting the business strategy. E. Draft plans for the new production area.

E, The Strategic Nature, p. 36, Dif, 3

14. Jan is an HRM professional strategically partnered with the management in her organization. She is likely to take the lead in which of the following functions?

A. The ‘people’ component of the organization. B. Marketing campaigns. C. Environmental audits. D. Work process engineering strategies. E. Cost savings.

A, The Strategic Nature, p. 36, Dif, 3

15. Ani is an HRM professional determined to provide the lowest cost strategies to his organization. Which of the following should be the primary concern?

A. Spend less money on training. B. Implement more sophisticated accounting and audit procedures in the area. C. Demonstrate the return on investment dollars spent in the HRM activity. D. Lower recruiting costs. E. Install a wellness center to reduce health care costs..

C, The Strategic Nature, p. 36, Dif, 3

16. Your text mentioned, ______, computer software that can be purchased “off the shelf” and used to help HRM members become more efficient in their daily duties.

A. Human Resource Certification Package B. Big Builders Basics C. HR Consultant in a Box D. Technology Central E. eCommunications Dynamic

C, HRM BASICS, p. 38, Basic, 4

17. HR practices have been affected by which of these laws?

A. Sarbanes-Oxley. B. Family and Medical Attention. C. Employment Polygraph and Securities. D. Employee Retirement Interest and Situations. E. Davis-Wagner.

A, Exhibit 2-2, p.39, Mid, 4

18. Dan, an HR executive, just reviewed the new training session on proper financial record keeping software for his publicly traded company. He inserts a highlighted section on the noncompliance penalties. This action is an illustration of which external influence category?

A. Skill development. B. Community influence. C. Governmental legislation. D. Globalization. E. Labor unions.

C, How Do External Influences Affect HRM?, p. 39, Dif, 4

19. Kai, a human resources manager in a United States service organization, has rewritten the policies and procedures manual and all job descriptions to remove any idioms, and arranged for translations into six languages. This is an example of which part of the strategic environment of HRM?

A. Employee involvement. B. Technology. C. Inception. D. Labor unions. E. Workforce diversity.

E, The HRM Strategic Environment, p. 38, Dif, 4

20. All of the following are examples of the HRM strategic environment except

A. compensation. B. ethics. C. work process engineering. D. globalization. E. decentralized work sites.

A, The HRM Strategic Environment, p. 38, Mid, 4

21. Your text acknowledges which of these early management theorists as a forerunner of skill-based hiring?

A. Taylor. B. Hawthorne. C. Munsterberg. D. Parker. E. Deming.

A, Management Thought, p. 40, Basic, 5

30 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz 22. The Hawthorne studies were the work of

A. Hawthorne. B. Mayo. C. Burton. D. Wilson. E. Peters.

B, Management Thought, p. 40, Basic, 5

23. Who was the early management theorist who advocated people-oriented organizations?

A. Deming. B. Follet. C. Kanter. D. Munsterberg. E. Peters.

B, Management Thought, p. 40, Basic, 5

24. Letting employees have a say in issues that affect their work can be traced to which early management theorist?

A. Munsterberg. B. Kantor. C. Peters. D. Follet. E. Perkins.

C, Management Thought, p. 40, Basic, 5

25. Diana, a human resources manager in a large organization, is studying Taylor’s work. Which of the following is she implementing?

A. Hawthorne effects. B. OSHA. C. Group cohesion. D. Continuous improvement programs. E. Time and motion study.

E, Management Thought, p. 39, Mid, 5

26. Your text states that which of the following is used to prevent employers from firing for unjustified reasons?

A. Job security. B. Employment at will. C. Unions who strike. D. Unions and a negotiated agreement E. Unions with a history of violence.

D, Labor Unions, p. 38, Mid, 6

27. Unions assist workers in dealing with the management of an organization in all of these ways except

A. they work to negotiate better retirement packages. B. they work to establish good pay rates for members. C. they constrain management from making unilateral decisions. D. they have the final say in supervisor selection. E. they work for plant safety improvements.

D, Labor Unions, p. 38, Dif, 6

32 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz 28. Your text lists all of these major environmental influences that affect HRM in many organizations except

A. governmental legislation. B. job complexity. C. labor unions. D. management practices. E. dynamic environment.

B, How Do External Influences Affect HRM?, p. 38, Mid, 4, 6

29. Which aspect of unions may keep management from making unilateral decisions?

A. Work teams. B. Spillover effect. C. Alliance networks. D. Grievance procedures. E. Globalization.

D, Labor Unions, p. 38, Basic, 6

30. Why would workers in a modern organization unionize?

A. To get more retirement benefits. B. To limit the grievance procedure process. C. To decide new plant locations. D. To increase executive compensation packages. E. To encourage unilateral decision making.

A, Labor Unions, p. 38, Mid, 6

31. Which of these activities ends the staffing function?

A. Recruiting. B. Selection. C. Interview. D. Qualifications defined. E. Career development.

B, Staffing Function Activities, p. 41, Basic, 7

32. Dion, an HR manager, knows there is trouble in the staffing function for which of these reasons?

A. There is a large number of minority applicants. B. Most applicants are successful on the job. C. Retention of new employees is well above the industry average. D. There is a large number of qualified applicants. E. There is a large number of unqualified applicants.

E, Staffing Function Activities, p. 41, Dif, 7

33. Which of these training and development functions is employee centered?

A. Employee development. B. Employee training. C. Empowerment training. D. Work process development. E. Organization development.

A, Goals of the Training and Development Function, p. 42, Mid, 7

34. Which of these training and development functions is designed to provide better skills for the current job?

A. Career development. B. Employee development. C. Employee training. D. Organization development. E. Skill qualification.

C, Exhibit 2-3, p. 42, Dif, 7

35. Pick the best description of the career development function.

A. Providing technological support for all employees. B. Changing strategic directions. C. Helping employees perform their jobs better. D. Providing out placement centers. E. Assisting employees reach long term goals.

E, Exhibit 2-3, p. 42, Dif, 7

36. Employee motivation can be increased by all of the following except

A. maintaining a level of respect between employees and management. B. involving employees in decisions which affect them. C. listening to employees. D. implementing employee suggestions where appropriate. E. improving the lounge and cafeteria areas.

E, The Motivation Function, p. 43, Dif, 8

37. Matt makes sure that his employees are adequately rewarded for their work and that similar efforts receive similar rewards. He is following which motivation theory?

A. Herzberg: Hygiene. B. Maslow: Hierarchy of needs. C. Vroom: Expectancy. D. Adams: Equity. E. McClelland: Affiliation motives.

D, Exhibit 2-4, p. 43, Dif, 8

38. Matt makes sure that his employees are adequately rewarded for their work and that their needs are progressively satisfied. For example, once an employee makes enough money to satisfy basic needs, Matt provides opportunity for outside work group involvement. He is following which motivation theory?

A. Herzberg: Hygiene. B. Maslow: Hierarchy of needs. C. Vroom: Expectancy. D. Adams: Equity. E. McClelland: Affiliation motives.

B, Exhibit 2-4, p. 43, Dif, 8

39. The maintenance function includes all of the following except

A. making sure employee voices are heard. B. providing employee assistance programs to assist with stressful life situations. C. keeping employees well-informed. D. providing opportunity for employees to vent frustrations. E. retraining productive employees when their skills become obsolete.

E, How Important is the Maintenance Function?, p. 44, Dif, 8

36 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz 40. Jon, the manager of a technology firm, has become aware that many of his employees, once highly productive, are making mistakes due to the stress of work/home balance and the influence of illegal substances. He comes to you, HR manager, for suggestions. What do you tell him?

A. Discuss job redesign options. B. Encourage mandatory drug testing as part of the hiring process. C. Refer these employees to the employee assistance programs available for these situations. D. Change job qualification specifications. E. Transfer the employees to another department. Give him the transfer forms.

C, How Important is the Maintenance Function?, p. 44, Dif, 8

41. An employee relations specialist would be involved in which of these activities?

A. Working with position control specialists in compensation. B. Coordinating service awards programs. C. Making the job offer. D. Benefits administration. E. Conducting the initial interview.

B, Exhibit 2-5, p. 45, Dif, 9

42. Joan is an HRIS analyst. She works in which of these departments?

A. Employee relations. B. Employment. C. Benefits. D. Compensation. E. Training and development.

B, Exhibit 2-5, p. 45, Mid, 9

43. Sofi graduated from your college about 10 years ago with an HRM degree. She has developed job analysis and job evaluation materials for three different organizations. She is well suited to apply for which senior HRM position?

A. Compensation and benefits manager. B. Employee relations manager. C. Labor relations manager. D. Training and development manager. E. Employment manager.

A, Translating HRM Functions Translated Practice, p. 45, Dif, 9

44. Jim, a plant manager in a medium-sized nonunion manufacturing firm, has just “wasted” another day answering employee complaints and questions about rumored plant closings and relocations. He heads home with a briefcase full of the work he had scheduled to do. He wonders if HRM can help, and scans his company phone book. Whom should he call?

A. Tom, employment manager. B. Don, employee relations manager. C. Myrtle, compensation and benefits manager. D. Mason, training and development manager. E. Sheila, union grievance avoidance specialist.

B, Employee Relations, p. 46, Dif, 9

45. Jamal, a plant manager in a medium-sized nonunion manufacturing firm, has just “wasted” another day answering employee complaints and questions about the change from a production focus to a customer demand focus that the company launched last year. He heads home with a briefcase full of the work he had scheduled to do. He wonders if HRM can help, and scans his company phone book. Whom should he call?

A. Tom, employment manager. B. Don, employee relations manager. C. Myrtle, compensation and benefits manager. D. Mason, training and development manager. E. Sheila, union grievance avoidance specialist.

D, Training and Development, p. 46, Dif, 9

38 Full file at http://testbank360.eu/test-bank-fundamentals-of-human-resource-management-8th-edition- decenz 46. What were the major findings of the Watson Wyatt Human Capital Index study?

A. Most major HRM practices are merely fads. B. Potential HRM benefits are overshadowed by production costs. C. Quality services linked to organizational strategy improve company performance. D. Small businesses utilize HRM resources better than large organizations. E. HRM has no link to shareholder return.

C, Does HRM Really Matter?, p. 49, Mid, 10

47. A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration. This situation is an example of

A. outsourcing. B. shared services. C. decentralized work surveillance. D. telecommuting. E. offshoring.

A, Conclusion, p. 50, Dif, 10

48. A large manufacturing organization, with 20 geographically dispersed production facilities recently cut its HRM staff by 60%. Each site has a few generalists, but specialist needs in recruiting and selection planning, employment law, training, and benefits administration have been consolidated into one location. This situation is an example of

A. outsourcing. B. shared services. C. decentralized work surveillance. D. telecommuting. F. offshoring.

B, Conclusion, p. 50, Dif, 10

49. How has Sarbanes-Oxley affected HRM?

A. HRM now monitors financial reporting to shareholders. B. HRM must coordinate visas, work visas and travel arrangements. C. HRM now supervises executive loans. D. HRM must certify financial reports. E. HRM must create the environment where whistleblowers can come forward without fear of reprisal.

E, Fundamentals of HRM, p. 52, Dif, 10

50. Dan, a benefits analysts in a large prestigious firm for the last two years, wants to take a job as human resources manager in a 90-person organization. He would be likely to give you which of these reasons for making such a move?

A. He will make a lot more money. B. He will find more stability in more routine, bureaucratic structures. C. He will have exemption from all labor and employment legislation except the Fair Labor Standards Act. D. He will share in the success of the business. E. He will be in charge of highly specialized staff.

D, HRM IN AN ENTREPRENEURIAL ENTERPRISE, Dif, 10