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Principles of manag.
| Question | Answer |
|---|---|
| the lasts steps of the HRM process deal with | performance and compensation |
| Human Resource management is about hiring and firing only | false |
| the first step in any employment planning process involves making a | human resource inventory |
| the lengthy process by which a job is examined in detail in order to identify the skills, knowledge and behaviors necessary to preform the job is known as a | job analysis |
| if employment planning shows a large surplus of employees, management may want to | downsize |
| an accept error occurs when a applicant | who is hired preforms poorly on the job |
| a realistic job preview includes ___ a job | both positive and negative aspects of |
| which one of the following is NOT a sign to look for in a successful orientation process | the new employee feels comfortable |
| the 360 degree appraisal includes evaluations from multiple people who interact with the employee | true |
| the most important reason that managers are increasingly using performance simulation tests is that they have been found to be | valid predictors of job performance |
| organizational culture includes only the formal systems and rules of behavior within the organization | false |
| espoused values are reflected in things like mission statements, mottos, and formal company communications | true |
| which of the following situations best demonstrates strong cultural alignment | the company's actions and messages reflect its core values |
| why is positively reinforcing behavior important in an organization | it encourages alignment with values and goals |
| leaders must process all leadership traits to be effective | false |
| if a trait theory of leadership were true, then all leaders would possess | the same traits |
| the dual nature of leadership behaviors suggests that both __ and __ are important determinants of leadership | focus on work; focus on employees |
| fiedler's LPC ratings concluded that leaders were wither | task oriented or relationship oriented |
| charismatic leadership, which extends from attribution theory, suggests that follows attribute extraordinary leadership qualities to individuals based on their behavior, and most experts believe these charismatic behaviors can be leathered or trained | true |
| which of the following is NOT part of "enable other to act" | celebrating achievements |
| what is a key component of "inspire a shared vision" | articulating an exciting vision of the future that appeals to shared aspirations |
| challenge the process involves seizing the initiative, looking outward for innovative ways to imporove, and encouraging experimentation through small wins and learning from experience | true |
| guilt proneness in unrelated to leadership effectiveness | false |
| which of the followingg best describes how LMX theory explains the leader-member relationship | leaders form closer relationships with in-group members, providing them with more support and opportunities |
| HR assessment | review current human resource, job analysis, develop job descriptions, support recruiting and selecting |
| recruit | locating, identifying, and attracting applicants |
| employee referrals | produce the best candidates and also may not increase the diversity and mix of employees |
| select | goal is to reduce the probability of making reject errors |
| orientation | reduce the initial anxiety, familiarize employee with the job, the work unit, and the organization |
| training | learning experience in that it seeks a relatively permanent change in employees |
| training warning signs | might be decreases in production numbers, lower quality, more accidents, and higher scrap or rejection rates |
| why could performance is not up to par | mismatched, lack of training, discipline problem |
| compensating employees | help attract and retain competent and talented individuals |
| downsizing | planned elimination of jobs |
| leadership | process of leading a group and influencing that group to achieve its goals |
| LMX theory | higher performance rating, less turnover, and greater job satisfaction |
| Charismatic leadership | followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors |
Created by:
Kenzie_4560