Question 1

_____ refers to the extent of workforce commitment,both emotional and intellectual,to accomplishing the work,mission,and vision of the organization.

Accepted Answer

Workforce engagement refers to the level of emotional and intellectual commitment that an employee has towards accomplishing the goals and objectives of the organization. It is an important factor for the success of any organization as engaged employees are more productive, motivated, and satisfied with their jobs. Workforce management, personnel scheduling, and workforce shift are all related to the management of human resources but do not specifically refer to the level of engagement of the workforce.

Question 2

Which of the following would NOT be considered a leading practice in human resource management?

Accepted Answer

Assigning workers to single tasks so that they become task specialists is not considered a leading practice in human resource management. In fact, leading practices in HRM involve encouraging employee cooperation, initiative, and innovation, empowering employees and teams to make decisions positively affecting quality, and developing effective compensation, reward, and recognition approaches. The idea of task specialization goes against the current trend of creating multi-skilled and versatile teams.

Question 3

Which of the following is NOT TRUE regarding the Taylor system of workforce management?

Accepted Answer

The Taylor system of workforce management emphasizes externally controlling work processes and carefully controlling people by managers. It does not advocate for the workers who run the process to control it.

Question 4

Which of the following is NOT an activity related to human resource management?

Accepted Answer

Partnering operations in setting production metrics is more related to operations management rather than human resource management. The other three options are all activities related to human resource management.

Question 5

The major focus of Taylor's philosophy of scientific management was:

Accepted Answer

Taylor's philosophy of scientific management was focused on improving productivity by analyzing and optimizing work processes through scientific methods. He believed that by breaking down work tasks into smaller, simpler components and assigning each task to a specialized worker, productivity would increase. Therefore, the major focus of his philosophy was productivity.

Question 6

A(n)_____ is a management tool for the submission,evaluation,and implementation of an employee's idea to save cost,increase quality,or improve other elements of work such as safety.

Accepted Answer

An employee suggestion system is a management tool that allows employees to submit their ideas for improving various aspects of work such as quality, cost-saving, and safety. The system provides a platform for employees to be engaged in the decision-making process, contributing innovative ideas that can lead to positive changes within the organization.

Question 7

Key factors contributing to engagement include all of the following EXCEPT:

Accepted Answer

Strategic responsibility is not typically considered a direct factor in employee engagement, which focuses more on meaningful work, organizational direction, and an efficient work environment.

Question 8

Employee engagement offers many advantages over traditional management practices.Which of the following is NOT one of them?

Accepted Answer

Employee engagement does not replace trust and cooperation with the adversarial mentality. Instead, it fosters a climate of trust and cooperation by involving employees in decision-making processes and empowering them to contribute to the success of the organization.

Question 9

Employee _____ refers to any activity by which employees participate in work-related decisions and improvement activities,with the objectives of tapping the creative energies of all employees and improving their motivation.

Accepted Answer

Employee involvement refers to the process of engaging employees in work-related decision-making and improvement activities. The objective is to tap into the creative energies of employees and improve their motivation towards work. It involves creating an environment where employees feel valued, respected, and empowered to make a positive impact on the organization. Employee involvement helps to boost employee morale, reduce turnover, increase productivity and profitability, and enhance the overall quality of work life. Therefore, option A, involvement, is the best choice.

Question 10

Research has found that employee satisfaction is:

Accepted Answer

Research has consistently shown a positive relationship between employee satisfaction and customer satisfaction. Happy employees are more likely to go above and beyond to provide positive customer experiences, leading to higher levels of customer satisfaction.

Question 11

EI approaches can include all of the following EXCEPT:

Accepted Answer

The answer of EI approaches can include all of the...

Question 12

The Taylor system of workforce management failed to promote:

Accepted Answer

The Taylor system of workforce management, also known as scientific management, was focused on breaking down tasks into small, repetitive motions to increase efficiency and productivity. However, this system did not promote worker creativity or involvement in decision-making, as everything was tightly controlled by managers. Therefore, option B is the correct choice as the Taylor system failed to promote worker creativity.

Question 13

Which of the following is NOT an important human resource skill that managers must possess to achieve performance excellence?

Accepted Answer

While designing process specifics and metrics may be important for achieving performance excellence, it is not necessarily a human resource skill that managers must possess. A, B, and C are all important skills for managing human resources and promoting employee engagement and motivation.

Question 14

_____ represents a fundamental shift in how work is performed in the U.S.

Accepted Answer

Teamwork represents a fundamental shift in how work is performed in the U.S. because it involves collaborative efforts among multiple individuals to achieve a common goal, rather than relying solely on individual specialization or subordination. This shift towards teamwork has become increasingly important as the nature of work has become more complex and interdependent, requiring greater collaboration and coordination among workers.

Question 15

A specially empowered team that is fully responsible for turning out a well-defined segment of finished work is known as a:

Accepted Answer

A self-managed team is a group that is given the autonomy and responsibility to manage themselves and produce a complete segment of work without direct supervision.

Question 16

Research has demonstrated that the effectiveness of supervisors is:

Accepted Answer

Research indicates that effective supervisors tend to foster cooperation among team members, which enhances team performance, while competitiveness can often lead to conflicts and reduced effectiveness.

Question 17

Organizations with high levels of _____ are often characterized by high-performing work environments.

Accepted Answer

Workforce engagement is closely tied to motivation, job satisfaction, and productivity. When employees feel connected to their work and the organization, they are more likely to perform at a higher level, leading to a high-performing work environment. Employee loyalty and compensation can also be factors, but they are often outcomes of high workforce engagement rather than causes. Management control, on the other hand, can sometimes stifle creativity and autonomy, leading to lower levels of engagement and performance.

Question 18

A team organized to perform an entire job,rather than specialized line-type work is called a:

Accepted Answer

A natural work team is a group of employees who work together regularly to perform a specific task or process. They are not specifically formed for a particular project, but rather exist naturally within an organization to complete ongoing work. Unlike a self-managed team, which has more decision-making power and authority over its work, a natural work team is typically led by a supervisor or manager.

Question 19

The Taylor system of workforce management improved _____ at the expense of _____.

Accepted Answer

The Taylor system focused on increasing productivity by standardizing tasks and minimizing worker creativity. This often came at the expense of worker engagement and job satisfaction, leading to resentment and reduced innovation. Therefore, the best answer is D - the Taylor system improved productivity at the expense of worker creativity.

Question 20

Which of the following is NOT regarded as a traditional activity of personnel managers?

Accepted Answer

Personnel managers are typically responsible for tasks such as interviewing job applicants, conducting training courses, and negotiating union labor contracts. While they may contribute to defining corporate culture, this is not typically considered a traditional activity of personnel managers.

Quiz 6: High Performance Workforce Management