Question 1

Pre-training programs are designed to give employees remedial training in mathematics and reading.

Accepted Answer

Pre-training programs are designed to prepare employees for their job by providing them with the necessary knowledge and skills related to their job function, not necessarily to address remedial needs in math and reading.

Question 2

A buyer is responsible for purchases in a branch location.This illustrates a product classification method of classifying jobs.

Accepted Answer

This illustrates a geographical classification method of classifying jobs, as it is based on the location (branch) where the buyer is responsible for purchases.

Question 3

In general,the flatter the organization,the more responsive it is to changes in the retail environment.

Accepted Answer

A flatter organization has fewer layers of management and a more decentralized decision-making process, allowing for quicker responses to changes in the retail environment.

Question 4

A retail organization provides a structure for satisfying the needs of target market customers,employees,and management.

Accepted Answer

A retail organization is designed to meet the needs of its target market customers by providing them with products and services that meet their needs and desires. At the same time, it provides a structure for supporting the needs of its employees and management, including providing them with the resources, training, and support they need to do their jobs effectively. Ultimately, a successful retail organization is one that effectively balances the needs of its customers, employees, and management to create value for all stakeholders.

Question 5

The modern version of the Mazur plan reflects the importance of store branch locations.

Accepted Answer

The answer of The modern version of the Mazur plan...

Question 6

The application blank is designed to predict success and failure for selected positions in retailing.

Accepted Answer

The answer of The application blank is designed to predict...

Question 7

A tall organization is generally used by retailers that advocate high levels of employee involvement.

Accepted Answer

A tall organization typically has many levels of hierarchy and management, which can limit the level of direct employee involvement in decision-making processes. Retailers advocating for high levels of employee involvement might prefer a flatter organizational structure to facilitate easier communication and quicker decision-making.

Question 8

Psychological and achievement tests should be used for all job candidates regardless of level.

Accepted Answer

Psychological and achievement tests may not be necessary for all job candidates, especially for entry-level positions with limited responsibility. The decision to use such tests should be based on job requirements and the potential impact of the candidate's personality or cognitive abilities on job performance. It is important to avoid discrimination and ensure that the tests are valid and reliable.

Question 9

While the separate store adapts to an area's unique needs,it is costly since it requires duplication of effort and the loss of quantity discounts.

Accepted Answer

The statement accurately describes the drawback of having separate stores that cater to specific demographics or needs. This approach can be costly due to the need for duplicated efforts in inventory management, marketing, and staffing. Additionally, it may result in the loss of quantity discounts that could have been achieved by consolidating purchases for all stores under one umbrella.

Question 10

High task specialization often causes poor morale.

Accepted Answer

High task specialization can lead to monotony and repetition, which can result in decreased job satisfaction and lower morale among employees.

Question 11

Compensation cafeterias are used to provide flexibility in compensation for low-level employees,as well as top management.

Accepted Answer

The answer of Compensation cafeterias are used to provide flexibility...

Question 12

The weights in a weighted application blank are derived using empirical data on successful and unsuccessful employees.

Accepted Answer

The weights in a weighted application blank are indeed derived using empirical data on successful and unsuccessful employees. This helps in identifying the key attributes or characteristics that make a successful candidate and assigning weights to them accordingly in the application form.

Question 13

According to minimum expectations/desired goals concept,the factors that result in job satisfaction are significantly different from those involved in job dissatisfaction.

Accepted Answer

The minimum expectations/desired goals concept suggests that there are separate factors involved in job satisfaction and job dissatisfaction. This means that the things that make someone happy in their job are not the same things that make them unhappy.

Question 14

A firm utilizing the theory of motivation that assumes that employees can be self-managers is likely to use extreme specialization.

Accepted Answer

The theory referred to in the question is likely the self-determination theory of motivation, which proposes that people have an innate drive to be self-directed and autonomous in their actions. This does not necessarily imply extreme specialization, as it focuses more on empowering employees to make decisions and take ownership of their work.

Question 15

Inexpensive tools (such as application blanks)should be used in early personnel screening stages,whereas more expensive tools (such as personal interviews)should be used in later stages due to cost considerations.

Accepted Answer

This is because using expensive tools in early stages would increase the cost and could be a waste of resources if the candidate is not a good fit for the job. It is more efficient to use inexpensive tools to screen out unsuitable candidates and then use more expensive tools on the shortlisted candidates in later stages.

Question 16

An important means of gathering data in job analysis is observation.

Accepted Answer

Observation is considered an important means of gathering data in job analysis. It involves directly observing and recording the work activities and behaviors of employees in their natural work environments. This method allows for a more accurate assessment of specific job duties, work conditions, and the skills required to perform the job effectively.

Question 17

A firm using a theory of motivation that stresses close supervision of employees is most likely to use a flat organization format.

Accepted Answer

A flat organization format typically involves fewer levels of management and a greater level of autonomy and responsibility given to employees, which would not be consistent with a theory of motivation that stresses close supervision. A hierarchical organization format may be more likely in this case.

Question 18

Retail training techniques such as role playing and behavior modeling are particularly well suited for store operations personnel.

Accepted Answer

The answer of Retail training techniques such as role playing...

Question 19

Flat organizations assume that employees can be self-managers and assigned authority.

Accepted Answer

Flat organizations are designed with the assumption that employees are capable of managing themselves and are given the authority to make decisions. This is in contrast to hierarchical organizations where decision-making power is concentrated at the top and employees have less autonomy.

Question 20

Job analysis precedes the development of job descriptions.

Accepted Answer

Job analysis is the process of gathering and analyzing information about a job, while job descriptions are documents that outline the duties, responsibilities, and requirements of a specific position. A thorough job analysis is necessary in order to accurately capture the essential job information needed for developing a comprehensive job description. Therefore, job analysis always precedes the development of job descriptions.

Quiz 11: Retail Organization and Human Resource Management