Question 1

All of the following costs are associated with involuntary turnover,EXCEPT:

Accepted Answer

Involuntary turnover is costly and typically results in expenses such as recruiting, selecting, and training new employees, lost productivity from the vacant position, and potential lawsuits. Workplace violence may also occur in some cases. However, higher profits are not associated with involuntary turnover, as it represents a loss of talent and potential negative impact on the business.

Question 2

Some organizations are moving beyond concern with job satisfaction and are attempting to cultivate ____________ where employees are satisfied,committed to,and prepared to support what is important to the organization.

Accepted Answer

The sentence is stating that some organizations are aiming for an even higher level of employee satisfaction, and this is achieved through cultivating "employee engagement" - where employees are not just satisfied, but also committed to and prepared to support the organization's goals. None of the other options are specifically mentioned in the sentence.

Question 3

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

Accepted Answer

The manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of a high-performance work system. This type of system emphasizes teamwork, employee involvement, job flexibility, and continuous learning and improvement. It also aligns with the principles of lean manufacturing and the pursuit of operational excellence.

Question 4

A meeting of a departing employee with the employee's supervisor and/or human resource specialist to discuss the employee's reasons for leaving is called a(n):

Accepted Answer

An exit interview is a meeting between a departing employee and their supervisor and/or human resource specialist to discuss the employee's reasons for leaving. A stay interview is a meeting between an employee and their supervisor to discuss how to retain the employee. A survey is a collection of data from a group of people. A retention bonus is a financial incentive given to employees to stay with a company. None of these options accurately describe a meeting between a departing employee and their supervisor and/or human resource specialist to discuss the employee's reasons for leaving, except for a(n) exit interview.

Question 5

Creating a formal discipline process is a primary responsibility of:

Accepted Answer

The human resource department is primarily responsible for creating and implementing formal discipline processes within an organization. They ensure that these processes comply with legal standards and align with company policies.

Question 6

Key features of a learning organization include all but one of the following.Name the exception.

Accepted Answer

Standardization is not a key feature of a learning organization. In fact, learning organizations prioritize innovation and flexibility over rigid standardization.

Question 7

What is the usual first step in a progressive discipline system?

Accepted Answer

The usual first step in a progressive discipline system is a verbal warning, which allows the employee to correct their behavior without it being documented on their record.

Question 8

An organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as a(n):

Accepted Answer

A learning organization is defined as an organization that promotes and facilitates continuous learning and development of its employees, and encourages the sharing of knowledge and expertise throughout the organization. It involves creating a culture that values learning and innovation, and supports the acquisition of new skills and knowledge at all levels of the organization. None of the other options fully capture this definition.

Question 9

What can organizations do to increase job satisfaction?

Accepted Answer

Designing complex and meaningful jobs can increase job satisfaction by giving employees a sense of purpose and challenge. Helping employees pursue goals can also increase job satisfaction by giving them a sense of accomplishment and progress. Setting satisfactory pay levels is important to ensure employees feel valued and fairly compensated for their work. However, hiring employees predisposed to being satisfied is not necessarily a feasible or effective strategy for increasing job satisfaction, as it is difficult to accurately predict an individual's predisposition to job satisfaction. Therefore, organizations should focus on implementing a combination of strategies, as outlined in choice E, to enhance job satisfaction among their employees.

Question 10

____________ tries to help dismissed employees manage the transition from one job to another.

Accepted Answer

Outplacement counselling is a service provided by employers to dismissed employees to help them manage the transition from one job to another. This service can include career coaching, job search support, resume and cover letter writing assistance, interview preparation, and networking opportunities. The goal is to help employees find new employment as quickly as possible and to minimize the emotional and financial impact of losing their job.

Question 11

Corporate social responsibility (CSR)incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

Accepted Answer

Corporate social responsibility incorporates social, environmental, and economic concerns into an organization's values, culture, decision-making, strategy, and operations in a way that creates wealth and improves society, so all of the above choices are the correct concerns included in CSR.

Question 12

In high-performance work systems,task design:

Accepted Answer

In high-performance work systems, task design makes jobs efficient while also encouraging high quality results. This combination of factors is represented by both option "c" and "d." Therefore, the best choice is E.

Question 13

Engagement has both a(n)___________ and a(n)____________ component and is evidenced through employee behaviours.

Accepted Answer

Engagement has both an emotional and a cognitive component. The emotional component is characterized by an employee's feelings of attachment, involvement, commitment, and passion towards their work, while the cognitive component is characterized by an employee's belief in the organization's mission or purpose, their willingness to put in extra effort, and their perception of their employer's competency and commitment to their well-being. These components are evidenced through employee behaviours such as productivity, job satisfaction, and retention.

Question 14

People's perception of __________ justice will be enhanced when the following are used: consistent procedures,avoidance of bias,accurate information,a way to correct mistakes,all interests are represented,and ethical standards.

Accepted Answer

People's perception of procedural justice is more likely to be enhanced when consistent procedures, avoidance of bias, accurate information, a way to correct mistakes, all interests are represented, and ethical standards are used. Procedural justice is concerned with the fairness and consistency of procedures used to decide an outcome, rather than the outcome itself.

Question 15

High-performance work systems yield all but one of the following.Identify the exception.

Accepted Answer

Higher employee turnover is not a desired outcome of high-performance work systems. The other options listed are commonly associated with high-performance work systems.

Question 16

In a high-performance work system,interesting jobs directly result in which of the following outcomes?

Accepted Answer

Interesting jobs directly result in satisfied and engaged workers as individuals are more likely to be committed and motivated when they find their work interesting and engaging. This leads to higher job satisfaction, lower turnover rates, and better retention of skilled workers. While knowledge sharing, satisfied customers, innovation, and higher sales may also be outcomes of a high-performance work system, they are not necessarily directly caused by interesting jobs.

Question 17

In high-performance work systems,organizational structure promotes all of the following,EXCEPT:

Accepted Answer

Organizational structure in high-performance work systems promotes all of the given choices, which are cooperation, learning, and continuous improvement. Therefore, the best answer is D.

Question 18

Which of the following is NOT an element of a high-performance work system?

Accepted Answer

All of the given options; organizational structure, reward systems, task design, and information systems, are elements of a high-performance work system. Therefore, E is the correct choice.

Question 19

A high-performance work system:

Accepted Answer

A high-performance work system is a combination of people, technology, and organizational structure that makes full use of resources and opportunities in achieving their organizations' goals. This includes an emphasis on employee involvement, training, and development, as well as performance evaluation and compensation systems that align with organizational objectives. Collaboration among employees is certainly a key aspect of a high-performance work system, but it is only one part of the overall approach. The other choices (C and D) describe specific types of software or data management systems that may be used in organizations, but do not encompass the broader concept of a high-performance work system. Therefore, option B is the best choice.

Question 20

Turnover initiated by employees (when the organization would prefer to keep them)is called:

Accepted Answer

Voluntary turnover occurs when employees choose to leave the organization on their own accord, even though the organization would prefer to retain them.

Quiz 11: Creating and Sustaining Hig

All of the following costs are associated with involuntary turnover,EXCEPT:

Some organizations are moving beyond concern with job satisfaction and are attempting to cultivate ____________ where employees are satisfied,committed to,and prepared to support what is important to the organization.

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

A meeting of a departing employee with the employee's supervisor and/or human resource specialist to discuss the employee's reasons for leaving is called a(n) :

Creating a formal discipline process is a primary responsibility of:

Key features of a learning organization include all but one of the following.Name the exception.

What is the usual first step in a progressive discipline system?

An organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as a(n) :

What can organizations do to increase job satisfaction?

____________ tries to help dismissed employees manage the transition from one job to another.

Corporate social responsibility (CSR) incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

In high-performance work systems,task design:

Engagement has both a(n) _ and a(n) __ component and is evidenced through employee behaviours.

People's perception of __________ justice will be enhanced when the following are used: consistent procedures,avoidance of bias,accurate information,a way to correct mistakes,all interests are represented,and ethical standards.

High-performance work systems yield all but one of the following.Identify the exception.

In a high-performance work system,interesting jobs directly result in which of the following outcomes?

In high-performance work systems,organizational structure promotes all of the following,EXCEPT:

Which of the following is NOT an element of a high-performance work system?

A high-performance work system:

Turnover initiated by employees (when the organization would prefer to keep them) is called:

Quiz 11: Creating and Sustaining Hig

All of the following costs are associated with involuntary turnover,EXCEPT:

Some organizations are moving beyond concern with job satisfaction and are attempting to cultivate ____________ where employees are satisfied,committed to,and prepared to support what is important to the organization.

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

A meeting of a departing employee with the employee's supervisor and/or human resource specialist to discuss the employee's reasons for leaving is called a(n) :

Creating a formal discipline process is a primary responsibility of:

Key features of a learning organization include all but one of the following.Name the exception.

What is the usual first step in a progressive discipline system?

An organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as a(n) :

What can organizations do to increase job satisfaction?

____________ tries to help dismissed employees manage the transition from one job to another.

Corporate social responsibility (CSR) incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

In high-performance work systems,task design:

Engagement has both a(n) ___________ and a(n) ____________ component and is evidenced through employee behaviours.

People's perception of __________ justice will be enhanced when the following are used: consistent procedures,avoidance of bias,accurate information,a way to correct mistakes,all interests are represented,and ethical standards.

High-performance work systems yield all but one of the following.Identify the exception.

In a high-performance work system,interesting jobs directly result in which of the following outcomes?

In high-performance work systems,organizational structure promotes all of the following,EXCEPT:

Which of the following is NOT an element of a high-performance work system?

A high-performance work system:

Turnover initiated by employees (when the organization would prefer to keep them) is called:

Engagement has both a(n) _ and a(n) __ component and is evidenced through employee behaviours.