Question 1

A model of HRM that focuses more on ensuring that HR strategy fits and is driven by the overall corporate strategy is known as a ______ Model.&#10;A) Systems&#10;B) Soft&#10;C) Hard&#10;D) Planning

Accepted Answer

The Hard Model of HRM emphasizes aligning HR strategies with the overall business strategy, focusing on the workforce as a resource to be managed in a way that achieves the business objectives efficiently and effectively.

Question 2

According to Robbins, a cost minimization strategy is best suited to what of the following types of structure?&#10;A) loose&#10;B) tight control&#10;C) low specialization&#10;D) low formalization

Accepted Answer

A cost minimization strategy aligns well with a structure that emphasizes tight control. This approach focuses on minimizing costs wherever possible, which often requires strict control over processes, resources, and operations to ensure efficiency and cost-effectiveness.

Question 3

Who provides the following definition of organizational structure?
'The structure of an organization can be defined simply as the sum of the total ways in which it divides labour into distinct tasks and then achieves coordination among them'.

A) Deal and Kennedy
B) French, Rayner, Rees and Rumbles
C) Guest
D) Mintzberg

D

Accepted Answer

Mintzberg provides this definition of organizational structure, emphasizing the division of labor into distinct tasks and the coordination among them.

Question 4

One of the most leading authors in the field of HRM posited that there are rhetorics and realities of HRM practices. Who is this?&#10;A) Karen Legge&#10;B) Michael Beer&#10;C) John Kotter&#10;D) Jay Barney

Accepted Answer

Karen Legge is known for discussing the rhetorics and realities of HRM practices, highlighting the gap between what is said about HRM and what actually happens in practice.

Question 5

Who posits the following three strategic options in order to gain competitive advantage: cost reduction, quality enhancement and innovation?&#10;A) David Farnham&#10;B) Michael Porter&#10;C) David Guest&#10;D) David Porter

Accepted Answer

Michael Porter is the scholar who posits the three strategic options of cost reduction, quality enhancement, and innovation as ways for companies to gain competitive advantage. These strategies are part of his broader framework on competitive strategy and the five forces model.

Question 6

Rees and Smith (2017) refer to which of the following three elements that make up the external triangle for HRM/Strategic HRM?&#10;A) Strategy, Structure and Staff&#10;B) Strategy, Culture and Environment&#10;C) Strategy, Structure and Culture&#10;D) Environment, Strategy and Structure

Accepted Answer

The answer of Rees and Smith (2017) refer to which...

Question 7

Buchannan and Huczynski (2010) define structure as 'the formal system of task and reporting relationships that control, ______, and motivate employees to work together to achieve organizational goals'.
The missing word is:

A) lead
B) manage
C) reward
D) co-ordinate

Accepted Answer

The missing word in the definition by Buchanan and Huczynski (2010) is "co-ordinate." This fits the context of the definition, which emphasizes the role of structure in organizing how tasks and reporting relationships help control, guide, and motivate employees towards the achievement of organizational goals. Coordination is key in ensuring that different parts of the organization work together effectively.

Question 8

Whose model is known as the matching model of HRM, linking mission and strategy with HRM and Organizational Structure?&#10;A) Mintzberg&#10;B) Fombrun&#10;C) Child&#10;D) Legge

Accepted Answer

Fombrun's model, known as the matching model of HRM, emphasizes the alignment of an organization's structure and human resources management with its strategy and mission. This model suggests that for an organization to be successful, its HR strategies must be consistent with other aspects of the organization.

Question 9

Boxall and Purcell (2003) argue that 'HRM includes anything and everything associated with the management of the ______ in the firm'.&#10;A) people&#10;B) employees&#10;C) employment relationship&#10;D) strategy

Accepted Answer

Boxall and Purcell (2003) define HRM as encompassing anything and everything associated with the management of the employment relationship in the firm. This definition emphasizes the broader scope of HRM, beyond just managing employees, to include all aspects of the employment relationship.

Question 10

What is the following descriptor an example of?
An organization that has widespread use of project teams and networks that typically separate functions and hierarchical levels, leading to greater flexibility.

A) networked organization
B) bureaucracy
C) boundaryless organization
D) adhocracy

Accepted Answer

This description fits the concept of a boundaryless organization, which emphasizes the removal of barriers between departments and promotes flexibility and collaboration across various parts of the organization.

Question 11

Beer's Harvard Model is otherwise known as:&#10;A) the hard model of HRM.&#10;B) the soft model of HRM.&#10;C) the integrative model of HRM.&#10;D) there is no such thing as the Beer Harvard model.

Accepted Answer

The answer of Beer's Harvard Model is otherwise known as:&#10;A)...

Question 12

Which of the following is not a type of structural configuration for organizations?&#10;A) matrix&#10;B) functional&#10;C) complex&#10;D) strategic

Accepted Answer

The answer of Which of the following is not a...

Deck 1: An Introduction to the Organization, Its Environment and Human Resource Management