Question 1

What are the fundamental principles of high-performance work systems?

Accepted Answer

The answer of What are the fundamental principles of high-performance...

Question 2

Which of the following questions would be the least likely to be asked during a process audit?
A)Are employees making more money than in the past?
B)Are employees actually working together, or is 'team' just a label?
C)Is training developing the knowledge/skills employees need?
D)Are employees rewarded for good performance and useful suggestions?

Accepted Answer

Process audits are focused on analyzing the efficiency and effectiveness of a company's operations, procedures and policies. Therefore, the question about the amount of money employees make is not relevant to the audit and could be considered irrelevant.

Question 3

Describe how high-performance work systems (HPWSs) can create competitive advantage for an organization.

Accepted Answer

The answer of Describe how high-performance work systems (HPWSs) can...

Question 4

A more egalitarian work environment _____ status and power differences and _____ collaboration and teamwork.
A)lessens; increases
B)lessens; decreases
C)increases; lessens
D)increases; increases

Accepted Answer

An egalitarian work environment aims to reduce status and power differences among its members, thereby fostering a more collaborative and team-oriented atmosphere. This leads to increased collaboration and teamwork as barriers are minimized.

Question 5

What are the employee-related questions that need to be included in a process audit when evaluating a high-performance work system?

Accepted Answer

The answer of What are the employee-related questions that need...

Question 6

Now that ViviTech has implemented a high-performance work program, Ron needs to assess whether or not it is succeeding. To do so, Ron should look at all of the following issues EXCEPT
A)Are the behaviors an organization desires being exhibited on the job?
B)Are employees abiding by the organizational changes in a manner that comports with the organizational code of conduct?
C)Are quality, productivity, flexibility, and customer service objectives being met?
D)Is the organization more competitive than in the past?

Accepted Answer

The correct answer is B because it focuses on compliance with the organizational code of conduct, which is not directly related to assessing the success of a high-performance work program. High-performance work programs are typically evaluated based on outcomes such as behaviors, productivity, flexibility, customer service, and competitiveness, rather than adherence to conduct codes.

Question 7

The principle of shared information typifies a shift in organizations away from the mentality of __________ toward one more focused on employee commitment.
A)command and control
B)absenteeism
C)unionization
D)training and stabilization

Accepted Answer

The principle of shared information moves an organization away from the traditional command and control mentality, where information is controlled and distributed by a select few, and toward a more collaborative approach that fosters employee commitment and engagement. Absenteeism, unionization, and training and stabilization may not necessarily be related to this shift in organizational mentality.

Question 8

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that
A)can be transferred to other organizations.
B)can be duplicated.
C)can provide widely-valued generic skills.
D)are not equally available in the labor market.

Accepted Answer

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that are not equally available in the labor market. If the skillset is easily replicable or can be transferred to other organizations, then it does not increase the individual's value to the organization. Similarly, possessing generic skills that are widely valued do not necessarily create a competitive advantage for the organization. Therefore, organizations should focus on developing competencies in employees that are unique and difficult to find in the labor market.

Question 9

With _____ layers of management and a focus on team-based organization, the role of managers and supervisors is substantially _____ in an environment of high-performance work systems.
A)fewer; different
B)greater; different
C)fewer; similar
D)greater; similar

Accepted Answer

In an environment of high-performance work systems, there are fewer layers of management and a focus on team-based organization. This means that the role of managers and supervisors is substantially different, as they are required to provide more guidance and support to their teams rather than simply giving instructions from the top-down.

Question 10

Management at ViviTech wants to determine if their high-performance work system has been implemented as designed. They can get this information through
A)an HR Scorecard.
B)a process audit.
C)cross-training.
D)employee surveys.

Accepted Answer

A process audit evaluates whether a system or process is being implemented as designed, making it the appropriate method for ViviTech to determine the implementation status of their high-performance work system.

Question 11

Describe how an HR Scorecard can be used by organizations implementing a high-performance work system.

Accepted Answer

The answer of Describe how an HR Scorecard can be...

Question 12

Regardless of the time available to implement a high-performance work system, the use of __________ helps keep everyone on track and prevents the system from bogging down.
A)top-management directives
B)a transition structure
C)employee involvement
D)empowerment

Accepted Answer

A transition structure helps to implement the high-performance work system effectively by defining roles, responsibilities, and expectations of employees. It prevents confusion and delays in the implementation process, keeping everyone on track towards the ultimate goal. While top-management directives, employee involvement, and empowerment are essential components of a high-performance work system, they do not address the issue of implementation and preventing the system from bogging down.

Question 13

Building commitment to high-performance work systems is
A)an ongoing activity.
B)always costly.
C)never based on technology.
D)always competitive.

Accepted Answer

Building commitment to high-performance work systems is an ongoing activity that requires continuous effort and investment, in terms of both time and resources. It involves creating a culture of continuous improvement and providing employees with the necessary training and development opportunities to enhance their skills and competencies. Building commitment also requires effective communication and involvement of employees in decision-making processes, as well as recognition and rewards for their contributions to the organization's success.

Question 14

To help get unions on board, managers should try to create __________ situations in which all stakeholders, including unions, gain from the implementation of high-performance work systems.
A)up or down
B)challenging
C)supportive
D)win-win

Accepted Answer

The best choice is "win-win" as it directly refers to creating a situation where all stakeholders, including unions, gain from the implementation of high-performance work systems. This approach recognizes the importance of collaboration and consensus-building in ensuring that everyone benefits from the changes being made.

Question 15

What are the critical issues involved in implementing a high-performance work system?

Accepted Answer

The answer of What are the critical issues involved in...

Quiz 16: Implementing HR Strategy: High-Performance Work Systems

What are the fundamental principles of high-performance work systems?

Which of the following questions would be the least likely to be asked during a process audit?

Describe how high-performance work systems (HPWSs) can create competitive advantage for an organization.

A more egalitarian work environment _ status and power differences and _ collaboration and teamwork.

What are the employee-related questions that need to be included in a process audit when evaluating a high-performance work system?

Now that ViviTech has implemented a high-performance work program, Ron needs to assess whether or not it is succeeding. To do so, Ron should look at all of the following issues EXCEPT

The principle of shared information typifies a shift in organizations away from the mentality of __________ toward one more focused on employee commitment.

To enhance the degree of rareness in employee skills and abilities, organizations should develop competencies in their employees that

With _ layers of management and a focus on team-based organization, the role of managers and supervisors is substantially _ in an environment of high-performance work systems.

Management at ViviTech wants to determine if their high-performance work system has been implemented as designed. They can get this information through

Describe how an HR Scorecard can be used by organizations implementing a high-performance work system.

Regardless of the time available to implement a high-performance work system, the use of __________ helps keep everyone on track and prevents the system from bogging down.

Building commitment to high-performance work systems is

To help get unions on board, managers should try to create __________ situations in which all stakeholders, including unions, gain from the implementation of high-performance work systems.

What are the critical issues involved in implementing a high-performance work system?