Question 1

Measures of employees' performance should take the effects of situational constraints into account.

Accepted Answer

Situational constraints such as lack of resources, unclear goals, and difficult working conditions can significantly impact an employee's performance. Therefore, it is essential to consider these external factors when measuring an employee's performance.

Question 2

The most popular way to empower employees is to design work so that it can be performed easily by each individual.

Accepted Answer

The most popular way to empower employees is through delegation of responsibility, providing opportunities for growth and development, and involving them in decision-making processes. Designing work to be easily performed by each individual may be one aspect of empowerment, but it is not the most popular or comprehensive approach.

Question 3

An HRM audit is a formal review of the outcomes of HRM functions.

Accepted Answer

An HRM audit is a comprehensive formal review of the results of HRM functions. It aims to evaluate whether HRM policies, procedures, and practices are effective, efficient, and equitable.

Question 4

People experience occupational intimacy when they love their work, when they and their co-workers care about one another, and when they find their work meaningful.

Accepted Answer

Occupational intimacy is a positive experience where individuals feel a connection and sense of closeness with their work and their colleagues. This can occur when individuals love the work they do, feel a sense of camaraderie and caring with their co-workers, and find their work to be meaningful and fulfilling.

Question 5

The usual way to measure customer satisfaction in the course of an HRM audit is to conduct experiments in controlled environments.

Accepted Answer

The usual way to measure customer satisfaction in the course of an HRM audit is to conduct surveys, interviews, and focus groups with employees and managers to gather feedback on the HR practices and policies. Experiments in controlled environments are not typically used for measuring customer satisfaction in HRM audits.

Question 6

A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.

Accepted Answer

Input and feedback from employees can provide valuable insights into the ethical challenges they face and make the code of ethics more effective by addressing their concerns and needs.

Question 7

Transaction processing includes the activities required to meet government reporting requirements.

Accepted Answer

Transaction processing involves recording and processing business transactions, which can include capturing information required for government reporting requirements.

Question 8

Compensation usually discourages high-performance organizations when it is linked in part to performance measures.

Accepted Answer

Compensation that is linked to performance measures can actually encourage high-performance organizations by providing motivation for employees to strive for better performance in order to receive greater rewards.

Question 9

An organization's HR department makes most decisions about organizational structure.

Accepted Answer

While the HR department may have input and influence on organizational structure decisions, ultimately it is typically made by top-level management and executives.

Question 10

To create a learning organization, one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

Accepted Answer

Creating a learning organization involves both generating and sharing knowledge as well as teaching skills. The challenge is not to shift focus away from one towards the other, but to balance and integrate both aspects to foster continuous learning and adaptability.

Question 11

One way to measure HRM effectiveness is to use HR analytics to measure a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.

Accepted Answer

HR analytics can be used to measure the effectiveness of HRM programs by assessing their ability to achieve objectives and deliver value in an economic sense.

Question 12

Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology, organization structure, and human resources as unrelated.

Accepted Answer

Creating a high-performance work system involves integrating decision making about technology, organization structure, and human resources in a coordinated manner, which is different from traditional management practices.

Question 13

High-performance work systems are characterized by high employee turnover.

Accepted Answer

High-performance work systems are actually characterized by low employee turnover due to the focus on creating a positive work environment, providing opportunities for employee growth and development, and offering competitive compensation and benefits.

Question 14

The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.

Accepted Answer

The statement is true. The reward system of an organization includes the criteria used to measure employee performance and the methods for measuring that performance.

Question 15

A benefit of e-HRM is that employees can help themselves to information they need when they need it, instead of contacting an HR staff person.

Accepted Answer

E-HRM provides self-service options for employees, allowing them to access information and complete tasks without having to rely on HR staff.

Question 16

An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees.

Accepted Answer

The answer of An expert system can increase efficiency by...

Question 17

To set up a performance management system that supports the organization's goals, employees need to understand what they must do to contribute to goal achievement.

Accepted Answer

Employees need clarity on their roles and responsibilities, as well as a clear understanding of how their work contributes to the overall goals of the organization. This helps them align their efforts towards the desired outcomes and enhances performance.

Question 18

Landry, a human resource manager, proposes that her company hire an expert in HR analytics. This competency could enable the company to measure the economic costs and benefits of its HR programs, so it can continue only the programs that add value.

Accepted Answer

The statement accurately describes the potential benefits of hiring an expert in HR analytics.

Question 19

For an organization's human resource division, "customers" are the organization's top management.

Accepted Answer

The "customers" of an organization's human resource division include not only the top management but also all employees, departments, and sometimes even external candidates or stakeholders, as HR is responsible for a wide range of services that benefit the entire organization.

Question 20

Training dollars per employee is a business indicator of the success of an HR department's introduction and orientation programs.

Accepted Answer

Training dollars per employee can indicate the investment that the HR department is making in employee development and retention, which can lead to greater success for the organization.

Quiz 9: Creating and Maintaining High-Performance Organizations