Question 1

________ is the effective completion of the core, substantive, or technical tasks that are essential to any job.

Accepted Answer

Task performance refers to the effective completion of the core, substantive, or technical tasks that are essential to any job. It is the main aspect of job performance and the primary responsibility of an employee in any role. Utility, effectiveness, and efficiency are related concepts but not the best choice for this particular definition.

Question 2

According to the ________-based view, firms compete to sustain their competitive advantage when their human capital is rare, cannot be easily imitated, and when substitutes do not readily exist.

Accepted Answer

The resource-based view of the firm suggests that a firm's competitive advantage is based on its unique resources and capabilities that are rare, valuable, difficult to imitate, and not easily replaceable. In this view, human capital is considered a valuable resource, and if it is rare and difficult to imitate, it can provide a sustained competitive advantage to a firm. Therefore, the correct choice is C) resource.

Question 3

Which of the following is not an example of "good soldering" (i.e., organizational citizenship behavior)?

Accepted Answer

Openness is not an example of "good soldering" (i.e., organizational citizenship behavior). Good soldering includes behaviors such as altruism, civic virtue, conscientiousness, and courtesy. Openness may be an important trait in other contexts, but it is not specifically related to being a good team player or contributing to the success of an organization.

Question 4

Which below is a process factor critical to team success?

Accepted Answer

Cooperation is critical to team success as it involves working together towards a common goal, sharing ideas and resources, and helping each other out to achieve success. Competition, alliance, association, and feedback are also important factors, but cooperation is the most critical as it sets the foundation for effective teamwork.

Question 5

The U.S. Department of Labor's O*NET is a great resource for HR professionals conducting a

Accepted Answer

O*NET is primarily designed for conducting job analysis in order to gather information about the knowledge, skills, and abilities required for different occupations. It can also be used for other HR purposes such as job evaluation and market wage survey, but its primary functionality is as a job analysis tool. Balanced scorecard analysis and yield ratio analysis are not directly related to job analysis or O*NET.

Question 6

Employee behaviors that contribute to the overall effectiveness of the individual and organization but are not considered part of the employee's core tasks are called Organizational ________ Behaviors.

Accepted Answer

Organizational Citizenship Behaviors (OCBs) are discretionary behaviors that go beyond an employee's formal job requirements but are important for the organization's functioning, such as helping coworkers or volunteering for projects. While sportsmanship, philanthropy, essentialness, and altruism are all positive qualities, they are not specifically related to OCBs.

Question 7

Which is not a process factor critical to team success?

Accepted Answer

The answer of Which is not a process factor critical...

Question 8

________ refers to the amount of resources dedicated to attaining the result.

Accepted Answer

Efficiency refers to the amount of resources used to achieve a desired outcome. It is the ability to do things in a timely and effective manner with minimal waste of resources, such as time, money, and effort.

Question 9

________ refers to the results the employee achieves.

Accepted Answer

Effectiveness refers to the results or outcomes that an employee achieves, focusing on the end results rather than the process.

Question 10

The balanced scorecard is most related to the process of

Accepted Answer

The balanced scorecard is a management tool that focuses on multiple bottom-line accounting, meaning that it considers not only financial performance but also non-financial factors such as customer satisfaction, employee engagement, and process improvement. Therefore, the best choice is D.

Question 11

Evaluations or appraisals of one's job that express one's feelings toward, beliefs about, and attachment to one's job are known as work

Accepted Answer

Work attitudes encompass an individual's emotions, beliefs, and behaviors toward their job. Therefore, evaluations or appraisals of one's job that express these attitudes are work attitudes. Option A (opinions) and option E (sentiments) are similar to work attitudes, but they are not specific to one's job. Option C (aptitudes) and option D (capacities) refer to an individual's natural abilities and capabilities, respectively, which are not necessarily related to one's job.

Question 12

A study of over 19,000 organizations found that high-performance work practices have significant effects on all but which of the following?

Accepted Answer

The answer of A study of over 19,000 organizations found...

Question 13

In research terms, a people-related outcome factor would likely exemplify a(an)________ variable.

Accepted Answer

People-related outcome factors are typically measured as the dependent variable in research studies.

Question 14

Which is not an example of a high-performance work practice?

Accepted Answer

Centralized decision making would not allow for input and ideas from all employees, which goes against the idea of high-performance work practices. High-performance work practices involve collaboration and involvement from all employees.

Question 15

Sexual harassment is a prime example of ________-oriented counterproductive workplace behavior.

Accepted Answer

Sexual harassment is a form of behavior that is directed at an individual based on their gender, which is a personal attribute. Therefore, it is an example of personally-oriented counterproductive workplace behavior.

Question 16

In the ________ model of turnover, there are multiple reasons why people quit, but all reasons involve organizational shocks that lead employees to reconsider their employment relationship.

Accepted Answer

The unfolding model of turnover proposes that there are multiple reasons why people quit, such as changes in job attitudes or personal life circumstances, but all reasons involve organizational shocks that lead employees to reconsider their employment relationship. These shocks can include changes in job demands, work relationships, or organizational policies.

Question 17

Which of the following is not a type of counter-productive workplace behavior?

Accepted Answer

"Possession-oriented" is not a recognized category of counter-productive workplace behavior. The other options are established categories.

Question 18

Which is not a strong predictor of whether employees will quit?

Accepted Answer

Although pay level can be a factor in employee satisfaction, it has been found to be a weaker predictor of employee turnover compared to work relationships, commitment to the organization, and job satisfaction.

Question 19

Which is false about realistic job previews (RJPs)?

Accepted Answer

Research suggests that the mode of delivery (written vs. verbal) does not significantly impact the effectiveness of RJPs, making the statement in choice A false.

Question 20

An independent variable is

Accepted Answer

An independent variable is thought to cause the level of a dependent variable, and is manipulated by the researcher. Therefore, the correct answer is E. The other options are incorrect as they do not accurately define an independent variable.

Quiz 2: The Central Role of People in Organizations