Question 1

Which of the options below is NOT one of the basic assumptions of the HR framework according to the textbook?
A) Organizations should satisfy human needs.
B) The needs of organizations and people must be consistent.
C) Man is a complex biological and (social) psychological being.
D) All people are unique.

Accepted Answer

The basic assumption that all people are unique is a part of the HR framework according to the textbook. Therefore, option D is not correct. The other options, A, B, and C, are basic assumptions of the HR framework.

Question 2

According to the textbook, there are several circumstances that may explain the emergence of the HR framework. Which of the following options, according to the textbook, is one of HR's historical roots?
A) Increased requirements for internal efficiency.
B) Technological development.
C) Increased requirements for external efficiency.
D) Need for a more functional division of labour.

Accepted Answer

The emergence of the HR framework can be traced back to the Industrial Revolution and the subsequent technological developments that led to larger organizations and more complex tasks.

Question 3

What is the main purpose of satisfying the hygiene factors for employees, according to Hertzberg (in the textbook's HR framework)?
A) To achieve a delegated leadership style.
B) To show appreciation.
C) To eliminate discontent.
D) To create commitment and responsibility.

Accepted Answer

According to Herzberg's two-factor theory, satisfying hygiene factors such as adequate pay, job security, and safe working conditions can eliminate employee discontent, but does not necessarily lead to motivation or commitment. Therefore, the main purpose of meeting hygiene factors is to ensure that employees are not dissatisfied with their job and environment.

Question 4

Which of the following options is NOT a motivator according to Hertzberg's
Model?
A) Leadership style
B) Responsibility
C) Personal development
D) Attention

Accepted Answer

Leadership style is considered a hygiene factor, not a motivator, in Herzberg's Two-Factor Theory.

Question 5

If a workplace has few complaints but it is still difficult to get employees to engage and really make an effort, what measures should be taken to increase engagement according to Herzberg's model?
A) Raise compensation and improve benefits.
B) Develop the design of the physical working environment.
C) Design clearer structure for division of labour.
D) Restructure the business so that the tasks become more interesting in themselves.

Accepted Answer

According to Herzberg's Two-Factor Theory, motivators are factors that lead to job satisfaction and include things like achievement, recognition, and the work itself. In this case, the workplace has few complaints, indicating that employees are not dissatisfied with compensation or working conditions. However, they are not motivated to engage and make an effort. The best measure to increase engagement, according to Herzberg's model, is to restructure the business so that tasks become more interesting in themselves, which is a motivator. Clearer division of labour (C) may improve efficiency but does not necessarily increase motivation or engagement, and improving the physical environment (B) may make employees more comfortable, but it is not a motivator.

Question 6

You've got a meeting with your boss. With which of the following options can s/he increase your external commitment according to Argyris (1998) and the textbook's HR framework?
A) The manager develops the sales targets that s/he set up last year and announces that you will get a hefty pay increase if your sales figures exceed the targets by far.
B) The manager gives you both positive and negative feedback on specific aspects of your work.
C) The manager asks what goals you want you to set.
D) The manager lets you choose when and how often you want talk with her/him about your professional development.

Accepted Answer

External commitment is often driven by external rewards or incentives, such as a pay increase for exceeding sales targets.

Question 7

According to Argyris & Schön (in the textbook's HR framework), leaders often say one thing and do another. That is, there is a difference between espoused theories and theories-in-use. Why does this difference exist?
A) Leaders don't want to give their employees full information.
B) Leaders always tend to describe their actions in positive terms.
C) Leaders want to consciously inspire and encourage their employees by communicating positive images.
D) Leaders can never be fully aware of their theories-in-use and actions.

Accepted Answer

The difference between espoused theories and theories-in-use exists because leaders may not be fully aware of their own theories-in-use and actions. Espoused theories are the goals and values that leaders articulate to others, while theories-in-use refer to the actions and underlying beliefs that actually guide behavior. Often, leaders may advocate for certain values and beliefs but may not always act in accordance with those values and beliefs, and may not even be fully conscious of the disconnect. This can be due to a variety of factors, such as cognitive biases or blind spots.

Question 8

In the textbook's HR framework, two basic types of communication are described; model 1 and 2 (Argyris et al., 1985; Argyris & Schön, 1996). Model 2 is described as the ideal way to communicate. Which of the following options describes model 2?
A) Do a proper analysis of what should be discussed and stick to the facts.
B) If the other doesn't understand the problem, ask exactly what it is that isn't understood.
C) Combine claims with investigative questions - inquire.
D) Use facts, logic, criticism or whatever to explain the problem.

Accepted Answer

Model 2 communication involves combining claims with investigative questions to encourage open dialogue and understanding, which aligns with the principles of inquiry and mutual learning.

Question 9

Hackman and Oldham's 'Job Characteristic Model' (in the HR framework) describes what the ideal workplace should look like. Which of the following options is NOT one of the three pillars described by the model.
A) Assumptions about employee character.
B) Core job characteristics.
C) Critical psychological states.
D) Personal and work-related outcomes.

Accepted Answer

The Job Characteristic Model consists of three primary components: (1) Core job characteristics, (2) Critical psychological states, and (3) Personal and work-related outcomes. There are no assumptions about employee character mentioned in the model.

Question 10

Hackman and Oldham's 'Job Characteristic Model' (HR perspective) describes what the ideal workplace should look like. A business should be designed according to five basic characteristics. Which of the options below is NOT one of these?
A) Task identity.
B) Work group identity.
C) Task significance.
D) Feedback.

Accepted Answer

The five basic characteristics of Hackman and Oldham's 'Job Characteristic Model' are Task identity, Task significance, Skill variety, Autonomy, and Feedback. Work group identity is not included in these characteristics.

Question 11

One dimension of Hanson's model consists of three different competitive strategies. Which of the options below is NOT one of these?
A) The customer driven.
B) The internally driven.
C) The relationship driven.
D) The competence driven.

Accepted Answer

The answer of One dimension of Hanson's model consists of...

Question 12

Which of the options below best fits with Hansson's competence strategy matching?
A) Competence development is planned on the basis of the market's requirements.
B) Employment contracts and bureaucracy are replaced by separate transactions.
C) Strategic and proactive skills development takes place in autonomous teams.
D) Competence development is done through decentralized decision-making and horizontal coordination.

Accepted Answer

The answer of Which of the options below best fits...

Question 13

Which claim does NOT characterize the Molding strategy, according to Hanson's model for analysing different competence strategies?
A) Competence development is done through decentralized decision-making and horizontal coordination.
B) Employees need to adapt to a market plan or market strategy.
C) Learning is done through clear tasks and development efforts.
D) The right person must be placed in the right place.

Accepted Answer

The Molding strategy involves centralized decision-making and vertical coordination, not decentralized decision-making and horizontal coordination.

Quiz 4: Human Resources, Relations and Competence

Which of the options below is NOT one of the basic assumptions of the HR framework according to the textbook?

According to the textbook, there are several circumstances that may explain the emergence of the HR framework. Which of the following options, according to the textbook, is one of HR's historical roots?

What is the main purpose of satisfying the hygiene factors for employees, according to Hertzberg (in the textbook's HR framework) ?

Which of the following options is NOT a motivator according to Hertzberg's Model?

If a workplace has few complaints but it is still difficult to get employees to engage and really make an effort, what measures should be taken to increase engagement according to Herzberg's model?

You've got a meeting with your boss. With which of the following options can s/he increase your external commitment according to Argyris (1998) and the textbook's HR framework?

According to Argyris & Schön (in the textbook's HR framework) , leaders often say one thing and do another. That is, there is a difference between espoused theories and theories-in-use. Why does this difference exist?

In the textbook's HR framework, two basic types of communication are described; model 1 and 2 (Argyris et al., 1985; Argyris & Schön, 1996) . Model 2 is described as the ideal way to communicate. Which of the following options describes model 2?

Hackman and Oldham's 'Job Characteristic Model' (in the HR framework) describes what the ideal workplace should look like. Which of the following options is NOT one of the three pillars described by the model.

Hackman and Oldham's 'Job Characteristic Model' (HR perspective) describes what the ideal workplace should look like. A business should be designed according to five basic characteristics. Which of the options below is NOT one of these?

One dimension of Hanson's model consists of three different competitive strategies. Which of the options below is NOT one of these?

Which of the options below best fits with Hansson's competence strategy matching?

Which claim does NOT characterize the Molding strategy, according to Hanson's model for analysing different competence strategies?