Question 1

High turnover rates in the first few months of employment are often linked to __________.

Accepted Answer

High turnover rates in the first few months of employment are often linked to inadequate selection and screening efforts. This means that the organization may not be properly vetting candidates before they are hired, leading to a higher likelihood that the employee is not a good fit for the job or the company culture. Other factors such as unexpected relocation, miscommunication, or failing a drug screening could also contribute to high turnover rates, but they are not necessarily the primary cause.

Question 2

Work flexibility can be accomplished through __________.

Accepted Answer

All of the above options - parent shifts, telecommuting, and compressed work week, can provide work flexibility. Parent shifts allow parents to work flexible schedules to accommodate their family responsibilities, telecommuting allows employees to work from home or any location outside of the office, and compressed work week allows employees to work longer hours for fewer days in a week. Employers can adopt any or all of these options to provide work flexibility to their employees.

Question 3

Pay and benefits must be competitive,which means they must be "close" to what other employers are providing. Close is defined as being within what percentage of the market?

Accepted Answer

Generally, organizations aim to offer compensation packages that are within 10% of what the market is offering. This helps them remain competitive and attract and retain top talent in the industry. However, the exact percentage may vary depending on the industry, location, and other factors.

Question 4

Flextime,signing bonuses,and relocation cost reimbursement are effective recruiting strategies when __________.

Accepted Answer

The answer of Flextime,signing bonuses,and relocation cost reimbursement are effective...

Question 5

Programs that encourage employees to pursuer new opportunities without leaving their current organization are considered:

Accepted Answer

Career planning programs are designed to help employees explore and pursue new opportunities within their current organization, aligning their career goals with the company's objectives.

Question 6

It is estimated that __________ workers in U.S.organizations are relatively satisfied with their jobs?

Accepted Answer

According to a Gallup survey conducted in 2021, only 20% of workers in the United States are considered to be engaged in and satisfied with their jobs. This means that 1 in 5 workers are relatively satisfied with their jobs.

Question 7

One important organizational value that affects employee loyalty is (a)__________.

Accepted Answer

A culture of trust within an organization is an important value that can foster employee loyalty. When employees feel that they can trust their employer and colleagues, they are more likely to feel secure in their jobs and be committed to the organization's mission and goals. The other options listed (a, c, and d) do not necessarily promote employee loyalty and may even have negative effects.

Question 8

Organizational culture is __________.

Accepted Answer

Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that characterize an organization. It is the way things are done within the organization and influences how employees interact, make decisions, and perform their work. While planning strategy and defining what an organization is willing to do are important aspects of organizational culture, they are not the entire definition.

Question 9

Which of the following components is considered most important to increasing an organization's retention of employees?

Accepted Answer

Job design is considered the most important factor in increasing an organization's retention of employees as it involves creating meaningful and challenging work that aligns with employees' skills, interests, and values. Flexible work hours, commuting distance, and on-site food source are important but may not be as critical as job design in retaining employees.

Question 10

One example of a reward as a retention determinant is __________.

Accepted Answer

Recognition can be a powerful motivator and retention determinant for employees. When employees feel valued and appreciated, they are more likely to stay with the organization. Offering rewards such as bonuses, promotions, or public recognition for outstanding performance can help boost employee morale and increase retention rates. While career planning, work/life balance, and autonomy are important factors for employee retention, they may not necessarily be considered rewards in and of themselves.

Question 11

Job satisfaction __________.

Accepted Answer

Job satisfaction can be influenced by an employee's rapport with management, as a positive relationship and communication with management can contribute to job satisfaction. Job satisfaction cannot be predicted using a simple formula, is not always clearly related to productivity, and is often correlated with organizational commitment.

Question 12

What is a sign of the importance of employee retention in healthcare?

Accepted Answer

The fact that employers are evaluating managers on retention as part of their performance reviews indicates that employee retention is considered important in healthcare. It shows that keeping good employees is a priority and that managers are being held accountable for their ability to do so. A and D may also be signs of the importance of employee retention, but they are not as directly related to management and leadership as evaluation of managers on retention. B is not a sign of importance of employee retention, but rather a negative outcome of poor retention in the healthcare industry.

Question 13

Surveys of employees consistently show that the most important reasons why individuals stay or leave their jobs is:

Accepted Answer

Career opportunities and compensation are consistently reported as the most important factors in employee retention or turnover. This suggests that employees value the potential for growth and development in their careers, as well as being adequately rewarded for their efforts. Other factors may influence turnover, but these two are the most commonly cited.

Question 14

What is one of the arguments against variable pay for executives and employed physicians is that __________.

Accepted Answer

Variable pay for executives and employed physicians is argued against because it contributes to the high cost of healthcare. This is because such compensation models can significantly increase the overall expenses of healthcare organizations, which may then be passed on to consumers in the form of higher healthcare costs.

Question 15

What relationship with the employee,if poor,can outweigh all the other positive efforts extended by the organization?

Accepted Answer

The relationship between an employee and their supervisor can have a significant impact on job satisfaction, motivation, and performance. If the supervisor is poor, it can outweigh any positive efforts made by the organization in terms of benefits, training, or overall culture. A poor supervisor can cause high turnover, low productivity, and low morale among employees.

Question 16

The term used to define an employee's relationship with an organization,which refers to the unwritten expectations that employees and employers have about the nature of their work relationship is called __________.

Accepted Answer

The term used to define an employee's relationship with an organization, which refers to the unwritten expectations that employees and employers have about the nature of their work relationship is called a psychological contract. It includes expectations about job security, career growth, training and development opportunities, benefits, work-life balance, and job satisfaction. Unlike a formal employment agreement, a psychological contract is based on implied promises and obligations that both parties understand and expect to be fulfilled.

Question 17

One example of an organizational component of the retention is __________.

Accepted Answer

Job security is an organizational component of retention because it provides employees with a sense of stability and security, which can lead to increased job satisfaction and reduced turnover.

Question 18

Many women view hospitals and nursing homes as unattractive places to work because __________.

Accepted Answer

Women view hospitals and nursing homes as unattractive places to work due to the unpredictable hours, potential danger in the work, and the lack of respect from physicians and administrators.

Question 19

When employees feel that they have some control and perceived rights in the organization,they are more likely to be committed to the organization. This is a concept called __________.

Accepted Answer

Psychological ownership refers to the feeling of possession and control over a job or organization, leading to increased commitment and responsibility.

Question 20

Which of the following can have a negative affect on employee loyalty?

Accepted Answer

Organizational mergers can create uncertainty and change for employees, leading to a decrease in loyalty as they may feel less secure in their jobs and unsure about the future direction of the company. The other options, including decreased use of temporary and contract labor, centralizing work processes, and competitive benefits, are all more likely to have a positive effect on employee loyalty.

Quiz 7: Organizational Relations and Employee Retention in Healthcare