Question 1

Which of the following IS NOT a dimension of flexibility?&#10;A) functional&#10;B) numerical&#10;C) structural&#10;D) temporal

Accepted Answer

Structural flexibility refers to the ability of an organization to reconfigure its underlying structure, processes, or resources, rather than being a direct dimension of flexibility in the context of workforce management or operational flexibility. Functional, numerical, and temporal flexibilities directly relate to how tasks are performed, the number of employees available to perform tasks, and when tasks are performed, respectively.

Question 2

Which legislation was introduced in April 2015?&#10;A) paternity leave scheme extended to two weeks&#10;B) shared parental leave scheme&#10;C) flexible working practice scheme&#10;D) unpaid parental scheme

Accepted Answer

The Shared Parental Leave scheme was introduced in April 2015, allowing parents to share up to 50 weeks of leave and 37 weeks of pay following the birth or adoption of their child.

Question 3

Models of the HR causal chain (like Wright and Nishii 2004), seek to explain how HRM impacts on ______ and ______ are often taken as a proximal measure of performance.&#10;A) productivity; functionality&#10;B) performance; flexibility&#10;C) performance; functionality&#10;D) innovation; flexibility

Accepted Answer

Models of the HR causal chain often focus on how HRM impacts performance, and flexibility is frequently used as a proximal measure of performance.

Question 4

The core periphery model (flexible firm) (1984) is one belonging to:&#10;A) Child&#10;B) Atkinson&#10;C) Stewart&#10;D) Schein

Accepted Answer

The core periphery model, also known as the flexible firm model, was developed by John Atkinson in 1984. It describes an organizational structure that differentiates between core and peripheral workers to provide flexibility in managing human resources.

Question 5

The model of HR causal chain argues that ______.&#10;A) bundles of HR result in best practice&#10;B) bundles of HR result in best fit&#10;C) employee attitudes relate to best fit&#10;D) employee attitudes are a predictor of performance

Accepted Answer

The HR causal chain model suggests that employee attitudes can predict performance, indicating a link between how employees feel and their work outcomes.

Question 6

Whose theory argues that the psychological contract 'delivers the deal'?&#10;A) Rousseau (1995)&#10;B) Schein (1988)&#10;C) Guest and Conway (2002)&#10;D) none of these

Accepted Answer

Guest and Conway (2002) are known for their work on the psychological contract and how it 'delivers the deal' in employment relationships.

Question 7

Transactional psychological contracts are concerned with:&#10;A) the tangibles of the employment relationship.&#10;B) the intangibles of the employment relationship.&#10;C) have nothing to do with the employment relationship.&#10;D) the tangibles and intangibles of the employment relationship.

Accepted Answer

Transactional psychological contracts focus on the tangible aspects of the employment relationship, such as salary, benefits, and other measurable items.

Question 8

According to Tieze and Nadin (2011), when it comes to the psychological contract, a serious transgression of promises is defined as:&#10;A) a violation.&#10;B) a breach.&#10;C) a termination.&#10;D) none of these.

Accepted Answer

A serious transgression of promises in the context of the psychological contract is defined as a breach, according to Tieze and Nadin (2011). This term is used to describe situations where one party perceives that another has failed to fulfill promised obligations.

Question 9

Relational psychological contracts are concerned with:&#10;A) the tangibles of the employment relationship.&#10;B) the intangibles of the employment relationship.&#10;C) have nothing to do with the employment relationship.&#10;D) the tangibles and intangibles of the employment relationship.

Accepted Answer

Relational psychological contracts focus on the intangible aspects of the employment relationship, such as mutual respect, loyalty, and trust, rather than tangible elements like salary and benefits.

Question 10

What refers to a situation where employees have some choice, normally around core times, over when to begin and end work?&#10;A) compressed hours&#10;B) flexitime&#10;C) annual hours&#10;D) mobile working

Accepted Answer

Flexitime refers to a flexible hours policy that allows employees to choose their work hours within agreed limits. Normally, there are core hours during which employees must be present, but outside of these, they can adjust their start and end times to suit their needs.

Question 11

What refers to a situation where employees are contracted to work a set number of hours on an annual basis?&#10;A) compressed hours&#10;B) flexitime&#10;C) annual hours&#10;D) mobile working

Accepted Answer

The answer of What refers to a situation where employees...

Question 12

What is defined as 'individuals being able to have some control and autonomy over where, when and how they work' (Jones 2007)?&#10;A) well-being&#10;B) work-life balance&#10;C) flexible working&#10;D) none of these

Accepted Answer

The answer of What is defined as 'individuals being able...

Deck 6: Flexible Working