Deck 5: Individual Organization Relations and Retention

Question 1

_____ is the desire that exists within a person that causes that individual to act.

A) Centration
B) Motivation
C) Regularization
D) Inhibition

Answer 1

B

Question 2

In the context of Abraham Maslow's hierarchy of needs theory, the highest human need is the need for _____.

A) self-esteem
B) safety
C) self-actualization
D) love

Answer 2

C

Question 3

Frederick Herzberg proposed _____.

A) the hierarchy of needs theory
B) expectancy theory
C) equity theory
D) the motivation/hygiene theory

Answer 3

D

Question 4

According to Abraham Maslow, soon after a person has fulfilled his or her safety needs, he or she will strive to fulfill his or her _____.

A) physiological needs
B) belonging needs
C) actualization needs
D) esteem needs

Question 5

_____ is defined as the perceived fairness of what a person does compared with what the person receives for doing it.

A) Equity
B) Motivation
C) Loyalty
D) Association

Question 6

In the context of equity theory, which of the following is considered an outcome?

A) Loyalty
B) Prestige
C) Experience
D) Productivity

Question 7

In the context of the motivation/hygiene theory, which of the following is considered a hygiene factor?

A) Achievement
B) Recognition
C) Responsibility
D) Salary

Question 8

In the context of the motivation/hygiene theory, which of the following is considered a motivator?

A) Interpersonal relationships
B) Recognition
C) Working conditions
D) Supervision

Question 9

The term _____ refers to the unwritten expectations employees and employers have about the nature of their work relationships.

A) employment contract
B) psychological contract
C) noncompete agreement
D) effort-performance linkage

Question 10

In the context of the two-factor theory, which of the following needs of employees do motivators primarily try to fulfill?

A) Physiological needs
B) Belonging needs
C) Safety needs
D) Esteem needs

Question 11

In the context of Abraham Maslow's hierarchy of needs theory, which of the following needs will a person strive to fulfill first?

A) Physiological needs
B) Safety and security needs
C) Self-actualization needs
D) Belonging and love needs

Question 12

Who developed the earliest need-based theory of human motivation?

A) Frederick Herzberg
B) Lyman Porter
C) Abraham Maslow
D) Carl Jung

Question 13

Which of the following is a tangible item in a psychological contract?

A) Loyalty
B) Fair treatment
C) Job security
D) Employee productivity

Question 14

In the context of the motivation/hygiene theory, which of the following is considered a motivator?

A) Company policy
B) Administration
C) Advancement
D) Salary

Question 15

In the context of equity theory, which of the following is considered an input?

A) Educational level
B) Pay
C) Prestige
D) Recognition of achievement

Question 16

Maria is an employee at Lyric Inc. Her colleagues describe her as friendly and gregarious. She is a good team player and is always willing to help others. She also likes socializing with her colleagues outside of work. In the context of David McClelland's three needs theory, Maria is most likely driven by a need for _____.

A) affiliation
B) achievement
C) power
D) self-actualization

Question 17

Identify an intangible item in a psychological contract.

A) Salary
B) Productivity
C) Attendance
D) Loyalty

Question 18

Which of the following is an intangible item in a psychological contract?

A) Salary
B) Employee productivity
C) Attendance
D) Fair treatment

Question 19

Which of the following is used by employers to address the issue of job satisfaction among employees?

A) Competitive bargaining
B) Distributive bargaining
C) A whistleblower survey
D) An attitude survey

Question 20

According to Frederick Herzberg's motivation/hygiene theory, which of the following is a hygiene factor?

A) Advancement
B) Recognition
C) Responsibility
D) Supervision

Question 21

Alan, an HR manager at Iris Inc., wants to measure the absenteeism rate of the company. Which of the following equations should Alan use to accurately compute the absenteeism rate?

A) Absenteeism rate = (average number of employees) × (number of workdays) × 100 / (number of persons - days lost through job absence during period)
B) Absenteeism rate = (number of persons - days lost through job absence during period)/([average number of employees] × [number of workdays]) x 100
C) Absenteeism rate = number of employee separations during the year × 100 / total number of employees at midyear
D) Absenteeism rate = total number of employees at midyear × 100 / number of employee separations during the year

Question 22

Mark was terminated by his company because of his poor client management skills, which resulted in the company losing one of its major clients. Mark's termination best exemplifies _____.

A) involuntary turnover
B) negative turnover
C) uncontrollable turnover
D) dysfunctional turnover

Question 23

Rosario quit CoverCorp Inc. without completing a high-priority project that she was handling. The four remaining members of her team had to work overtime to complete the project, and they demanded adequate compensation to justify their extra hours of work. In this scenario, the amount subsequently paid to them best exemplifies _____.

A) separation costs
B) vacancy costs
C) replacement costs
D) training costs

Question 24

Which of the following best exemplifies voluntary turnover?

A) Liu, a student intern at CL Corp., left the organization after her internship period.
B) Paul, an employee of NML Corp., was fired because he failed to comply with certain company policies.
C) Karen, an employee in the HR department of Woston Inc., was asked by her manager to resign from her job because of her deteriorating performance.
D) Gerald, an employee at Jayward Inc., left the organization because he was denied a promotion twice despite being good at his job.

Question 25

Which of the following is a replacement cost that is caused by turnover in a company?

A) Cost of training materials
B) Employee referral fees
C) Unemployment expenses
D) Accrued vacation expenditures

Question 26

Which of the following statements is true of employee turnover?

A) Functional turnover occurs when key individuals of an organization leave.
B) Job dissatisfaction is a common cause of involuntary turnover.
C) The turnover of poorly performing individuals is considered functional.
D) Organizations have little to no control over involuntary turnover.

Question 27

Symphony Inc. has a culture of open communication and trust. Joel, an HR Manager at the company, wants to assess the level of current employee satisfaction and engagement. He has planned to conduct interviews with the employees of the organization to gain valuable insights on what motivates them to continue working for the organization. Which of the following types of interviews should Joel conduct in this scenario?

A) A job interview
B) An appraisal interview
C) A stay interview
D) An exit interview

Question 28

Carlos, the HR Director of a large paper manufacturing company, is studying the company's turnover costs. He has accounted for most of the easily calculable costs, but he is concerned about the hidden costs of turnover. Given this information, which of the following is most likely a cause of concern for Carlos?

A) Missed project deadlines
B) Employee referral fees
C) Preemployment medical expenses
D) Accrued vacation expenditures

Question 29

The average time lost per absent employee during a specified period of time is known as the _____.

A) inactivity rate
B) incidence rate
C) severity rate
D) compensation rate

Question 30

Churn refers to the practice of hiring _____.

A) new employees while laying off others
B) only those workers who have more than five years of prior experience in a similar industry
C) only when the need arises rather than hiring on an ongoing basis
D) workers on a short-term contract basis

Question 31

Which of the following represents an employer applying the principles of positive reinforcement to address absenteeism?

A) An employer conducting a company-wide session on the company's leave policy
B) An employer issuing a written warning to an employee for taking too many unplanned leaves
C) An employer giving gift vouchers to employees for meeting attendance standards
D) An employer offering personal counseling to employees who do not meet the attendance standards of the company

Question 32

Argon Inc. has had a high turnover rate in the past quarter. The HR managers of the company want to assess and manage employee work attitudes to ensure good retention. Which of the following tools is most likely to help the HR managers evaluate employees' feelings and beliefs about their jobs and the organization?

A) An attitude survey
B) A Gantt chart
C) A competency map
D) An organizational chart

Question 33

BioLabs Inc. is in the process of laying off 10 percent of its shipping and receiving employees. At the same time, it is hiring new hourly staff. This scenario best exemplifies _____.

A) churn
B) licensing
C) takeover
D) franchising

Question 34

Charu, an efficient waitress at a family restaurant, consistently gets low tips from customers. She announces that she is quitting her job to take another job at a newly opened casino. This best exemplifies _____.

A) voluntary turnover
B) functional turnover
C) involuntary turnover
D) positive turnover

Question 35

Lumina Inc. had 4,900 employees at the beginning of 2014. During the first half of the year, the company had no attrition. The company's profits were high, and its training and orientation programs were efficient. It continued to hire at a healthy pace and had 5,000 employees at midyear. However, in the second half of the year, 200 employees were laid off and no new hiring took place. What is Lumina's turnover rate for 2014?

A) 50 percent
B) 25 percent
C) 4 percent
D) 2 percent

Question 36

Fifty employees of GlowFax Inc. quit the company this year. Thirty-five of the employees left by choice, while the rest were asked to leave either because of poor performance or high absenteeism. The total number of employees in the company was 270 in January. The midyear employee count was 250, and the number became 220 at the end of the year. What is GlowFax's turnover rate for this year?

A) 50 percent
B) 35 percent
C) 25 percent
D) 20 percent

Question 37

The number of absences per 100 employees each day is known as the _____.

A) inactivity rate
B) incidence rate
C) severity rate
D) compensation rate

Question 38

Which of the following is a direct cost of absenteeism?

A) Replacement for absent workers
B) Overstaffing to cover anticipated absences
C) Replacement training
D) Lost productivity with replacement

Question 39

Which of the following best exemplifies involuntary turnover?

A) Jane quit her job because a project she devoted a lot of effort to got shelved.
B) Stephan loved his job, but he quit when he noticed that many of his coworkers were being laid off.
C) Mary announced her retirement a day after her 40th birthday.
D) Jaylynn was terminated because he performed poorly on an important project.

Question 40

At Piaffique Inc., 15 employees quit and an additional 10 employees were fired for poor performance this year. The company's midyear employee count was 50. What is Piaffique's turnover rate for this year?

A) 10 percent
B) 20 percent
C) 30 percent
D) 50 percent

Question 41

Motivation is a goal-directed drive, and the process seldom occurs in a void.

Question 42

According to Abraham Maslow's hierarchy of needs theory, a person strives to satisfy his or her higher order needs first.

Question 43

Which of the following is the first step in the process of managing retention?

A) Measurement and assessment
B) Management intervention
C) Evaluation and follow-up
D) Career development and planning

Question 44

How does an exit interview help an organization in its employee retention efforts?

A) It provides managers and supervisors with information for improving company efforts to reduce employee turnover.
B) It provides managers and supervisors with information to increase voluntary turnover.
C) It provides managers and supervisors with information to minimize functional turnover.
D) It provides managers and supervisors with information to manage the company's intangible assets and help increase its incidence rate.

Question 45

According to the two-factor theory, interpersonal relationships are considered motivators.

Question 46

In its most basic sense, _____ involves the positive feelings and evaluations individuals have about their employment.

A) emotional intelligence
B) voluntary turnover
C) due diligence
D) job satisfaction

Question 47

A financial services firm conducted an attitude survey and asked its employees to respond candidly to the survey questions. It was found that although employees were generally satisfied with their pay, they were dissatisfied with the organization's management style, promotion practices, and training programs. To manage these concerns, it is best recommended that HR _____.

A) work toward identifying the problems pointed out by individual employees and ensure that their respective managers address the concerns immediately
B) announce the positive results of the survey while beginning to work in private on solutions to the problems revealed in the survey
C) hold group meetings with the employees to convey the positive and negative survey results and use the results in a strategic manner to improve the organization
D) reconduct the survey and ask the employees to reveal their identities this time because it is important to identify the root of the problems to resolve them effectively

Question 48

In a(n) _____, individuals are asked to explain their reasons for leaving an organization.

A) situational interview
B) stay interview
C) appraisal interview
D) exit interview

Question 49

Many talented teachers at Sunnydale High School resigned from their jobs in the past year. The Administrative President of the school board is in a fix and is unable to identify a reason for this attrition. The school pays competitive wages to its teachers and even gave them a pay hike recently. In this scenario, which of the following points should Sunnydale's Administrative President keep in mind when devising a solution to the problem?

A) Money is the main reason people leave, so the school administration should give its employees a bonus along with the pay hike.
B) When pay is competitive, other job factors become more important than the pay employees receive.
C) Employees are bound to leave, and there is not much employers can do to retain them.
D) Teachers usually leave their jobs because of involuntary turnover, so pay is not a major factor in their retention.

Question 50

Which of the following is true of the disciplinary approach used by organizations to address absenteeism?

A) Employees who are absent in excess of policy limits receive warnings if their attendance does not improve.
B) Employees who meet attendance standards are given bonuses, recognition, and time off.
C) Employees can use days from their paid-time-off accounts at their discretion for illness, personal time, or vacation.
D) Employees must manage their own attendance unless they abuse that freedom.

Question 51

Which of the following best describes presenteeism?

A) It is when an employee believes in and accepts organizational objectives and wants to remain employed at a company.
B) It is when an employee's thoughts and behaviors are focused on his or her work.
C) It is when an employee comes to work even when he or she is not well enough to.
D) It is when an employee fails to report for work as scheduled.

Question 52

Brooke left Mauve Inc. after working in the company for five years. On her last day at work, Lucas, the company's HR Manager, conducted an interview with Brooke asking her to explain the reasons for leaving the organization. Brooke told Lucas that she did not see any career growth in the organization. After the interview, Lucas summarized this information and communicated it with Brooke's managers. Which of the following types of interviews did Lucas conduct in this scenario?

A) An appraisal interview
B) A job interview
C) An exit interview
D) A stay interview

Question 53

According to the two-factor theory, addressing hygiene factors in an organization ensures that employees are motivated to work harder.

Question 54

According to equity theory, outcomes received by a person can be either tangible or intangible.

Question 55

Employers can properly evaluate and manage employee work attitudes by regularly surveying employees.

Question 56

One of the determinants of employees' willingness to exert effort is the degree to which they value the rewards offered by the organization.

Question 57

_____ can be calculated as the percentage of workers who remain in a firm from one point in time to another point in time.

A) Retention rates
B) Turnover rates
C) Absenteeism ratios
D) Productivity rates

Question 58

The performance-reward linkage described in expectancy theory refers to employees' beliefs that working harder will lead to better performance.

Question 59

Employee productivity is a tangible aspect of psychological contracts.

Question 60

Psychological contracts between employers and employees are similar across cultures.

Question 61

Decreased customer service is a hidden cost of turnover.

Question 62

Severity rate is defined as the percentage of time lost to absenteeism.

Question 63

HR actions such as information sharing tend to increase individuals' turnover intentions.

Question 64

Customer dissatisfaction is a direct cost of absenteeism.

Question 65

Loyalty is a reciprocal exchange between organizations and their workers.

Question 66

Money is the main reason people leave organizations

Question 67

An example of coworker-directed organizational citizenship behavior is cheering on a colleague for receiving a reward.

Question 68

Loyal employees report less job tension than employees whose loyalty is low.

Question 69

Functional turnover represents a positive change for organizations.

Question 70

Trust is a visible reflection of the ethical culture of an organization.

Question 71

A no-fault policy in organizations allows employees to manage their own attendance.

Question 72

Older employees tend to have lower job satisfaction than younger employees.

Question 73

The intangible rewards that people receive for working come in the form of pay, incentives, and benefits.

Question 74

Functional turnover occurs when key individuals leave an organization, often at crucial times.

Question 75

Paid orientation time is a separation cost involved in turnover.

Question 76

Higher unemployment rates usually mean more dissatisfied employees in the workforce.

Question 77

Replacement training is a direct cost of absenteeism.

Question 78

In the context of turnover costs incurred by a company, vacancy costs primarily include supervisory time, pay rates to prevent separations, and exit interview time.

Question 79

Work rule violation is the most common cause of voluntary turnover.

Question 80

Higher pay and benefits are often the best solution to employee engagement.