Deck 9: Creating and Maintaining High-Performance Organizations

Question 1

To set up a performance management system that supports the organization's goals,employees need to understand what they must do to contribute to a goal achievement.

Answer 1

True

Question 2

A benefit of e-HRM is that employees can help themselves to information they need when they need it,instead of contacting an HR staff person.

Answer 2

True

Question 3

A written code of ethics is usually ineffective if it is developed with input from employees about situations they encounter.

Answer 3

False

Question 4

Transaction processing includes the activities required to meet government reporting requirements.

Question 5

Measures of employees' performance should take the effects of situational constraints into account.

Question 6

High-performance work systems are characterized by high employee turnover.

Question 7

Themost popular way to empower employees is to design work so that it can be performed by individuals.

Question 8

A condition underpinning any high-performance organization is that employees be fully engaged with their work.

Question 9

In the context of e-HRM,online appraisal or talent management systems provide data that can help managers spot high performers to reward or types of skills where additional training is a priority.

Question 10

An expert system can increase efficiency by enabling more highly skilled employees to do work that otherwise would require many less-skilled employees.

Question 11

Creating a high-performance work system is similar to traditional management practices because both treat decision making about technology,organization structure,and human resources as unrelated.

Question 12

To create a learning organization,one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

Question 13

A standard feature of a modern Human Resource Information System is the use of relational databases,which store data in separate files that can be linked by common elements.

Question 14

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices.

Question 15

The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.

Question 16

High-performance organizations do not need selection methods that identify more than technical skills.

Question 17

People experience occupational intimacy when they love their work,when they and their co-workers care about one another,and when they find their work meaningful.

Question 18

An organization's HR department makes most decisions about organizational structure.

Question 19

Compensation usually discourages high-performance organizations when it is linked in part to performance measures.

Question 20

For an organization's human resource division,"customers" are the organization's top management.

Question 21

Which of the following in an organization usually makes most of the decisions about organizational structure?

A) top management
B) HR department
C) supervisors
D) middle-level managers
E) technical analysts

Question 22

In a high-performance work system,organizational structure promotes cooperation,learning,and _____.

A) traditional management practices
B) personal discipline
C) improved financial performance
D) continuous improvement
E) productivity in all levels of the organization

Question 23

Training dollars per employee is a business indicator of the success of an HR department's introduction and orientation programs.

Question 24

The usual way to measure customer satisfaction in the course of an HRM audit is to conduct experiments in controlled environments.

Question 25

In a high-performance work system,task design makes jobs _____.

A) narrow in scope
B) high in task significance,but low in autonomy
C) highly specialized
D) efficient while encouraging high quality
E) simple and repetitive

Question 26

Oneway to measure HRM effectiveness is to use HR analytics to measure a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.

Question 27

Landon,a human resource manager,proposes that his company hire an expert in HR analytics.This competency could enable the company to measure the economic costs and benefits of its HR programs,so it can continue only the programs that add value.

Question 28

In which of the following ways do modern information systems contribute most directly to the creation of a high-performance work system?

A) by encouraging employees to strive for objectives that support the organization's goals
B) by determining the details of the organization's necessary activities
C) by enabling organizations to give many employees access to information
D) by grouping people into useful divisions and departments
E) by selecting people who can perform their jobs well

Question 29

According to your text,which of the following is a key element of high-performance work systems?

A) organization
B) a rigid hierarchy
C) measurable skill sets
D) the right people
E) exact synchronization between divisions

Question 30

Gibson United is a new firm located in Chicago.The firm has to hire qualified individuals,compartmentalize them into different departments,and hire a set of managers who will be able to instruct,monitor,and guide these employees to ensure smooth functioning of the organization.In this scenario,Gibson United is engaging in creating a(n)_____.

A) information system
B) task-design procedure
C) reward system
D) organizational structure
E) staffing solution

Question 31

An HRM audit is a formal review of the outcomes of HRM functions.

Question 32

Identify the term that refers to the way in which an organization groups its people into useful divisions,departments,and reporting relationships.

A) job structure
B) organizational structure
C) value chain
D) corporate design
E) relationship management

Question 33

Which of the following best defines a high-performance work system?

A) an arrangement of machinery and equipment that streamlines the workflow and results in maximum efficiency and cost savings
B) the right combination of people,technology,and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals
C) a computer software system that is designed to help managers solve problems by showing how results vary when the manager alters assumptions or data
D) a system that is used to collect,record,store,analyze,and retrieve data concerning an organization's human resources
E) a performance management system that measures customer satisfaction

Question 34

Which of the following elements of a high-performance work system determines how the details of the organization's necessary activities will be grouped,whether into jobs or team responsibilities?

A) information systems
B) reward systems
C) performance
D) organizational structure
E) task design

Question 35

Which of the following statements is true of high-performance work systems?

A) Creating a high-performance work system is akin to using traditional management practices.
B) To function as a high-performance work system,people,technology,and organizational structure must be completely independent of one another.
C) To develop a high-performance work system,organizations need to determine what kinds of people fit their needs and then locate,train,and motivate those special people.
D) A high-performance work system usually excludes reward systems.
E) Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

Question 36

Nicole was recently promoted at a leading IT firm.Her supervisor has given her access to previously-restricted programs,and Nicole can now retrieve certain confidential data necessary to her job responsibilities.Given the nature of her work,which of the following elements of a high-performance work system is illustrated in this scenario?

A) organizational structure
B) staffing
C) reward systems
D) task design
E) information systems

Question 37

Which of the following statements is true of an organizational structure in a high-performance work system?

A) It promotes high employee turnover.
B) It promotes cooperation and learning.
C) It discourages competition.
D) It helps the organization select the right people with the required qualifications.
E) It encourages people to strive for objectives that support the organization's overall goals.

Question 38

Ryan is an experienced employee at an organization.The latest policy implemented by the firm's management provides only new employees with bonuses and other perks for exemplary performance.Ryan has raised concerns regarding the revised policy,but management stands firm on its revised policy.For Ryan's company to be a high-performance work system,which of the following elements is Ryan seeking to improve?

A) organizational structure
B) staffing
C) reward systems
D) task design
E) information systems

Question 39

Which of the following statements is true about task design?

A) It determines what type of information to gather to reduce errors in planning.
B) It empowers people to perform better and create goals that match an organization's goals.
C) It allows the recruitment of prospective candidates to occur in an easier manner.
D) It involves dividing a task or assignment into smaller tasks or assignments so that short-term goals can be met.
E) It involves the clustering of details pertaining to an organization's required activities.

Question 40

Which of the following elements in a high-performance work system contributes to high performance by encouraging people to strive for objectives that support the organization's overall goals and includes the performance measures by which employees are judged?

A) organizational goals
B) task design
C) reward systems
D) information systems
E) training systems

Question 41

Which of the following would most likely aid in the formation of a high-performance work system?

A) employees' rewards and compensation that relate to the company's financial performance
B) work design that allows employees to use a single skill
C) technology that is used to discourage flexibility
D) employees that receive little formal performance feedback
E) training that is discouraged because of increasing costs

Question 42

_____ is a necessary condition of high performance because it contributes to good long-term relationships with employees,customers,and the public.

A) Emotional behavior
B) Ethical behavior
C) Physical behavior
D) Mental behavior
E) Cognitive behavior

Question 43

For a learning organization to function well,employees ought to

A) create short-term learning goals rather than long-term learning goals.
B) identify their own training needs.
C) take part in seminars and conferences at least once every week.
D) share the information that was acquired during the learning process.
E) distribute highly classified information.

Question 44

High-performance work systems result in _____.

A) simple,repetitive jobs
B) high employee turnover
C) high production costs
D) high product quality
E) centralized decision making

Question 45

Which of the following statements is true about the outcomes of high-performance work systems?

A) The outcomes of high-performance work systems include high employee turnover.
B) Sales revenues increase the outcomes of high-performance work systems.
C) Clients are the main force that drives the outcomes of a high-performance work system.
D) The outcomes of each employee contribute to a system's overall high performance.
E) Incentives provided to each employee play a big part in contributing to outcomes.

Question 46

A manufacturing firm aims to become a high-performance work system.To do this,a survey team asks employees for comments and suggestions on how they can improve the firm.Some of the newest hires say they feel left out of decision-making processes,while some of the experienced employees say their objections towards the firm switching to cheaper manufacturing equipment went unheard.Which of the following conditions would help the firm strengthen the formation of its high-performance work system?

A) The newest employees should be encouraged to focus on their tasks rather than being involved in improving work methods.
B) The management should allow experienced employees to participate in planning changes in equipment,layout,and work methods.
C) The new employees should be left out of planning changes because they are not accustomed to the firm's way of doing things yet.
D) The firm should hire a third party to gain an outsider's assessment on what needs to be done.
E) The survey team should ignore the employee comments and push for the changes they would like to see instead.

Question 47

A work team can be empowered by

A) reducing the team's interaction with other department or teams.
B) keeping roles independent and separate from one another.
C) authorizing the team to make decisions traditionally made by managers.
D) confining the scope of work done by the team and its members.
E) assigning management of work schedules to the manager.

Question 48

Outcomes of a high-performance work system include higher productivity and _____.

A) efficiency
B) maintenance
C) manpower
D) equipment
E) resources

Question 49

Which of the following is a valid reason for ethical behavior to be a necessary condition for high performance?

A) It fosters competitiveness.
B) It empowers first-line managers and supervisors.
C) It helps an organization maintain the status quo.
D) It contributes to good long-term relationships with employees,customers,and the public.
E) It encourages people to be highly innovative.

Question 50

Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization is referred to as

A) continuous learning.
B) critical thinking.
C) innovation.
D) cognition.
E) groupthink.

Question 51

The employees at the Waycliff Foundation are continuously conducting research on ways to improve facilities and benefits for the impoverished children they care for.They then implement the ideas resulting from their research.This is an example of _____.

A) brand alignment
B) continuous learning
C) employee engagement
D) performance management
E) expert systems

Question 52

For empowerment to succeed,managers should

A) micromanage their teams and delegate as much work as possible.
B) ensure that communication flows top down from senior management.
C) help their teams ensure that communication flows in both directions.
D) hold frequent meetings to constantly supervise the progress of the team.
E) ensure that a team shares information only after it receives approval.

Question 53

Teamwork and empowerment contribute to high performance when they improve _____.

A) job satisfaction
B) organizational goals
C) organizational ethics
D) job rotation
E) job enlargement

Question 54

Themost popular way of empowering employees is by

A) narrowing the scope of jobs.
B) designing work so that it is performed by teams.
C) adopting a centralized decision-making approach.
D) paying bonuses to all employees regardless of contribution.
E) providing employees with simple,repetitive jobs.

Question 55

Which of the following is true about continuous learning?

A) The advancement of technology has put little pressure on employees to learn about their work systems.
B) Employees should continuously learn about their work systems to improve performance.
C) Continuous learning may eventually turn out to be a disadvantage because it results in information overload.
D) Despite continuous learning,employees do not put into practice what they have learned.
E) Continuous learning definitely will result in a job transfer or better job opportunities.

Question 56

Zoom Motors pays a lot of attention to improving employee skills on the job.Its training centers and mentors are open to one-on-one sessions,group discussions,and workshops.The organization boasts a world-class resource center that offers the latest editions of many books and journals related to the automotive industry.All employees have free access to the knowledge pool in the organization and are welcome to initiate discussions on topics of interest.In this scenario,Zoom Motors has created a _____.

A) learning organization
B) cultural organization
C) static organization
D) smart organization
E) technology-based organization

Question 57

Which of the following is an outcome of a high performance work system?

A) higher productivity
B) decreased product quality
C) employee turnover
D) decent customer satisfaction
E) meeting basic goals

Question 58

As part of his company's initiative to create a high-performance work system,Brady,an HR manager,has been reorganizing work so that teams of employees will concentrate on coordinating their efforts to make sure customers are satisfied.The vice president of human resources has asked Brady to explain to a team of executives how this project will help the company's financial performance.What would be the most effective explanation for Brady to use?

A) Getting employees focused on customer satisfaction should take their focus off compensation,lowering costs.
B) Improving customer satisfaction should increase demand,leading to greater sales and profits.
C) Satisfied customers should result in higher quality,which in turn will increase the degree of innovation.
D) Customer satisfaction should lower employee absenteeism and turnover,which reduces costs and raises profits.
E) Focusing on customer satisfaction will drive up productivity,which in turn drives up profits.

Question 59

Which of the following is a condition that contributes to high performance?

A) Teams perform work only if the employees are interested in a project.
B) Work design gives employees the opportunity to utilize a variety of skills.
C) Training is not ongoing,but it is implemented when necessary.
D) Changes to layout and work methods are handled by management.
E) Employees' rewards and compensation relate mainly to individual performance.

Question 60

Which of the following statements is true about a learning organization?

A) It actively resists organizational change.
B) It usually considers organizational learning a barrier to the dissemination of corporate culture.
C) It supports lifelong learning by enabling all employees to continually acquire and share knowledge.
D) It places a relatively low importance on innovation.
E) It considers training a superfluous corporate ritual.

Question 61

What is the perception about training in a learning organization?

A) It is treated as a superfluous corporate ritual.
B) It is viewed as an investment in the organization's human resources.
C) It is considered as the only driver of continued growth and sustainability.
D) It is deemed as the primary means of retaining good employees.
E) It is regarded as a tool to minimize organizational anarchy.

Question 62

Georgia,the learning and development manager at StudyWell Inc. ,believes that in addition to providing superior benefits to employees,it is important to create an environment in which employees are able to develop.She suggests a new program that encourages employees take time out of their workday to research relevant topics and share knowledge with their colleagues.Which of the following statements best supports the value of this program to StudyWell?

A) Any increase in learning activities in an organization increases workload and decreases the time available to handle the workload.
B) Conversing with coworkers should occur during employees' free time,not as part of their daily work activities.
C) The time that employees spend in research may interfere with projects that must be accomplished under tight deadlines.
D) Shared knowledge can lead to new innovations for StudyWell,as well as the development of internal talent.
E) Employees will use the knowledge they've acquired to assert their intellectual superiority over management.

Question 63

Tamara,a human resource manager at Ionic Consulting,believes that it is important for employees to feel a sense of satisfaction about their jobs,because a satisfied employee will contribute more to the organization than an employee who is dissatisfied with his or her job.Which of the following actions by Tamara's department would best contribute to employee satisfaction?

A) rewarding employees for meeting goals
B) paying all employees the same salary,regardless of performance
C) giving out trophies instead of extra pay for accomplishments
D) simplifying jobs to the most routine activities
E) setting easy-to-reach goals

Question 64

Which of the following occurs when organizations encourage employees to see relationships among ideas and to test assumptions and observe the results of their actions?

A) high employee turnover
B) critical,systematic thinking
C) disruptive,intermittent learning
D) organizational change
E) organizational anarchy

Question 65

James works at a publishing house.He is fond of his work and is a passionate team member.His colleagues show concern for him and his work,and he experiences a positive feeling about his work.In the context of job satisfaction,the feeling experienced by Vincent is known as _____.

A) job altruism
B) occupational intimacy
C) work loyalty
D) task obedience
E) job compliance

Question 66

A learning culture creates the conditions in which managers

A) encourage experimentation.
B) ensure rigidity.
C) help sustain the status quo.
D) encourage groupthink.
E) demonstrate a high degree of risk aversion.

Question 67

Which of the following is a way in which organizations can promote job satisfaction?

A) They can make jobs more repetitive.
B) They can set up subjective performance management systems.
C) They can set highly abstract goals.
D) They can empower supervisors.
E) They can make jobs more interesting.

Question 68

Calvin,the CEO of Incal Inc. ,a digital media startup,holds a meeting with his employees,telling them he wants them to put 100% effort into their daily work.He adds that in every quarter the company meets its sales targets,employees will receive a $500 bonus.In this scenario,Calvin's actions are most likely to improve ______.

A) critical thinking
B) continuous learning
C) ethical behavior
D) employee engagement
E) information systems

Question 69

Which of the following practices is most likely to enhance occupational intimacy?

A) lowering emphasis on organizational learning
B) narrowing the scope of work
C) setting highly abstract goals
D) establishing rigid and enduring pay structures
E) establishing policies that show concern for employees' needs

Question 70

Which of the following processes involves ensuring that HR policies,practices,and programs support or are congruent with an organization's overall culture or brand,including its products and services?

A) brand reinforcement
B) brand alignment
C) crowdsourcing
D) brand dilution
E) corporate social responsibility

Question 71

Which of the following is an HRM practice that helps organizations achieve high performance?

A) work performed by individuals
B) an organization discouraging continuous learning
C) a performance management system measuring customer satisfaction and quality
D) pay systems primarily rewarding loyalty to the company
E) technology which increases costs

Question 72

The slogan of Natural Care Products is "Loving the Earth." This is more than just an advertising message.The company hires people who not only have job-related skills but also a commitment to sustainability and enjoyment of nature.The employees regularly have opportunities to sign up for service projects such as river cleanups and recycling drives.Employees are enthusiastic about developing and marketing products made with all-natural ingredients sustainably sourced.The HR department uses its communication tools to remind employees about how everyone contributes to realizing this eco-friendly vision for the company.Together,these efforts at Natural Care Products create _____.

A) brand alignment
B) a learning culture
C) critical systemic thinking
D) knowledge sharing
E) continuous learning

Question 73

Identify the HRM practice that can assist firms in becoming a high-performance organization.

A) a conservative discipline system
B) avoiding monitoring employees' satisfaction
C) a job related and legal selection system
D) a work design encouraging rigidity
E) using technology sparingly

Question 74

Job design aimed at empowerment

A) is complex.
B) limits flexibility.
C) includes access to resources.
D) increases employee turnover.
E) includes a rigid pay structure.

Question 75

At Wakame Beauty Solutions,Sheila created an award-winning line of lip balm,lip gloss,and lipstick after many hours of research and discussions with experts.Now,with her manager's encouragement,she frequently conducts workshops for other employees about lip color and other beauty products.In this scenario,which of the following features of Wakame Beauty Solutions is exemplified?

A) flexible environment
B) critical thinking
C) learning culture
D) job rotation
E) functional organization

Question 76

ITI Inc. ,a software company,is currently looking for employees to fill vacant positions.It is looking for prospective candidates who are enthusiastic about their work and willing to share their knowledge with their colleagues on various topics related to their field.The HR department is responsible for finding the right type of candidate to fit the roles in the organization.In this scenario,the HR department contributes to high performance through _____.

A) job design
B) training
C) performance management
D) recruitment and selection
E) job search

Question 77

People experience _____ when they love their work,when they and their co-workers care about one another,and when they find their work meaningful.

A) burnout
B) cognitive job satisfaction
C) occupational intimacy
D) diminished personal accomplishment
E) emotional dissonance

Question 78

ThinkBig Inc.has been known for its excellent customer service since its start more than 40 years ago.The company carefully selects employees based on their combination of skills and commitment to the company's values of service and quality.How does ThinkBig's selection process contribute to the company's high performance?

A) ThinkBig focuses on outcomes that can be defined in specific terms.
B) ThinkBig can benefit from the use of teamwork and employee empowerment.
C) ThinkBig's selection process avoids the use of psychological testing.
D) ThinkBig's employees have more technical skills than competitors' employees have.
E) ThinkBig's employees not only know how to do their work,but also are enthusiastic and committed.

Question 79

A year ago,a production facility of a beverage company became the subject of negative news coverage following complaints that it had been slow to alert the community to some contamination of the water supply.During the reporters' investigation,several employees came forward to blame a supervisor who they claimed was nasty and unfair in his dealings with them.After the stories spread online,the human resource department noticed that the number of workers applying for jobs at the facility had tumbled,and so had the quality of applicants who did apply.The troublesome manager was dismissed,and now the human resource department is investigating how to improve the ethical climate at the facility.Which of the following measures would contribute most to the effort?

A) recognizing that,for a business,ethical issues are mainly relevant in the short term
B) sending executives to an off-site private retreat to write a code of ethics together
C) shutting down channels through which unethical acts might become known
D) keeping quiet until the incidents are forgotten
E) including measures of ethical behavior in performance management

Question 80

According to your text,the practices that do most to promote employee engagement are opportunities for career progress,recognition for accomplishments,and _____.

A) excellent benefits
B) strong leadership
C) a corporate learning culture
D) brand alignment
E) empowerment