78. In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design?.

A. What is on the walls in the organization

80. "Walk the talk" means:

B. Management by Walking Around (MWA).

81. The reasoning behind the quote "culture eats strategy for breakfast" is best described as:

A. Culture will undermine the strategy if employees are not on board.

B. Culture is far more important than any strategy.

C. Senior managers do not value strategy.

83. One of our lectures discussed the "3 R's" as a model for civility. This was a way to strengthen the organization's cultural immunity system. Which of the below is/are sign(s) of respect? (choose all that apply)..

D. Direct communication with positive tone and non verbals.

85. The hard costs of incivility are more easily quantifiable or identified. Which of the following is a hard cost of incivility?

D. Costs of recruiting and retaining.

A. Difficulty hiring and attracting applicants.

C. Reputation in the market place.

86. Which of the following would be considered "organizational civility dividends" resulting from a positive workforce culture?"

A. Increased employee turnover.

87. Which of the following organizational strategies is most effective in building a positive culture?

B. Strengths based / Appreciative inquiry approach

88. Leaders in organizations that embrace civility are held accountable for all of the following EXCEPT:

.D. Ensuring attendance policies are enforced.

B. Reinforcing desired behaviors

C. Coaching employees on positive behaviors.

89. Building civility into the fabric of your HR practices is the key to linking performance and culture. Which of the following was NOT part of the fabric?.

B. Have your marketing plan include culture

A. Treat the employee with respect during the termination process.

C. Have recruiters include culture in the recruiting materials.

D. During exit interviews ask the question of why the started to look elsewhere.

3. Which of the following statements about benchmarking is FALSE?

A. When some external jobs match best on job titles, and other external jobs match best on job descriptions, then it's better to benchmark on job titles rather than job descriptions.

B. Ideally, benchmarks should match educational requirements of the organization's job with the educational requirements of the external benchmark's job.

C. The US Bureau of Labor Statistics produces estimates of pay in different occupations.

D. Some external benchmarks are better than others, and when calculating the benchmark average, you may put extra weight on better benchmarks.

4. Suppose your organization wants to match pay on the external labor market. Which one of these statements is TRUE?

A. The typical job entrant without experience will begin below the market median pay for that job.

B. The typical job entrant without experience will begin at the market median pay for that job.

C. The typical job entrant without experience will begin above the market median pay for that job.

5. Which of the following is NOT a best practice for compensation surveys, for the purposes of complying with anti-trust law?.

C. Administering the survey yourself.

A. Making sure the data are sufficiently old

B. Making sure that no one big survey respondent is the main driver of the benchmark data.

6. Suppose that a new technology makes coal mining much safer. What affect will this have on labor supply and labor demand?

D. The labor supply and labor demand curves will both change

7. Suppose that several large companies simultaneously announce that they're going to invest heavily in public infrastructure, raising the price of steel and iron ore. What will happen to the quantity and price (wages) for iron miners?

D. Labor demand will shift right: iron miners' wages will rise and the quantity of miner will increase.

A. The labor supply and labor demand curves will both change

B. Labor demand will shift left: iron miners' wages will decline and the quantity of miners will also decline

.C. Labor supply will shift left: iron miners' wages will increase and the quantity of miners will decrease.

8. Which of the following is TRUE about pay ranges?

D. The pay range will give the difference in pay between the least-paid person in a grade and the most-paid person in that grade.

A. The pay range will give the difference in pay between two adjacent grades.

B. The pay range will give the difference in pay between the least paid person in a grade and the second-least paid person in the pay grade.

C. The pay range will give the difference in pay between the lowest grade and the highest grade.

9. When we draw our salary structure, a movement from left to right corresponds to:..

D. A promotion, as you're getting promoted from a low grade to a higher grade.

A. A raise, as you're getting an increase in pay within the same grade.

B. A demotion, as you're getting demoted from a high grade to a lower grade

C. A pay reduction, as you're getting a reduction in pay within the same grade

10. Which of the statements about pay policy lines are TRUE?.

A. They go through the midpoints of the pay ranges.

B. They go through the tops of the pay ranges.

C. They go through the bottoms of the pay ranges

D. They are only used to benchmark pay for the middle grades, and are not used to determine pay at high or low grades.

11. The pay rates for the jobs that you benchmark are called:

D. The pay structure's control rates.

A. The pay structure's pay policy rates.

12. Which of the following statements about merit-based raise criteria are TRUE?.

A. Merit-based raise criteria would typically give the largest raises to people low in the pay range, and with high evaluations.

B. Merit-based raise criteria cannot avoid paying people above the maximum of the pay range

C. Merit-based raise criteria would typically give the largest raises to people high in the pay range, and with high evaluations.

14. Which of the following is a purpose of broadbanding?

A. Flexibility in lateral job assignments.

C. Flexibility in allowing multiple career ladders.

16. Which of the following statements about the Strategic Messaging Model is NOT correct?.

D. In general, we choose our money, mix, and messaging before we choose whom we want to attract, retain, and motivate.

A. Messaging includes how we communicate the pay mix to employees

B. Mix includes relative allocation of compensation across the pay mix.

C. Money includes the value of the total compensation package.

18. Suppose your organization wants to match pay on the external labor market. Using surveys, you find that the median pay in the external market for that job is $35,000 per year. Which of the following is true?

C. The typical employee for that job should earn about $35,000 per year.

A. The bottom of the pay range for that job should be $35,000 per year.

B. The top of the pay range for that job should be $35,000 per year.

D. The cap in pay for employees in that job should end at $35,000 per year.

E. Entry-level employees for that job should begin at $35,000 per year.

19. Which of the following statements about compensation surveys is FALSE?

D. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs have the same job titles.

A. For compliance, compensation departments should use third-parties to administer surveys.

B. For compliance, compensation departments should make sure pay survey data are more than three months old.

C. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs are in the same industry and geography.

20. Suppose that some new technology (like Coursera!) instantly made it cheap and easy for anyone to become a lawyer. What effect will this have on labor supply and labor demand?

E. The labor supply and labor demand curves will both change

21. Consider the following statements about employees who are promoted. Which is NOT true?

D. An employee who is promoted will get a new pay range, with the maximum of the pay range corresponding to base plus the total possible incentive pay.

A. Employees who are promoted will change job grades.

B. Employees who are promoted can go from relatively high on their grade's pay range to being relatively low of the new grade's pay range.

C. Employees who are promoted will generally see an increase in base pay.

22. Which of the following statements about pay structures and internal benchmarks is NOT correct?

D. The pay policy line must perfectly intersect all of the control rates.

A. Pay tends to increase in job grades because higher grades tend to have workers with greater skills and experience.

B. Pay tends to increase in job grades because higher grades tend to have workers whose productivity is associated with greater revenue.

C. The control rates tell you the pay at benchmarked jobs.

23. Using a typical merit-based raise criteria, which of the following employees would likely get the largest annual raise?.

B. An employee low on the pay range, with high evaluations.

A. An employee high on the pay range, with high evaluations.

C. An employee who has not been recently promoted, but has been receiving high evaluations for a long time

D. An employee in the middle of the pay range with average evaluations.

24. Which of the following statements about pay bands is NOT true?.

A. They typically span multiple non-contiguous grades within the same ladder (e.g. associates are levels 1-3 and 7-9)

B. They typically combine multiple contiguous grades.

C. They typically combine jobs that are roughly similar in job level, prestige, and pay.

27. Suppose a company decides to separate performance evaluations from raises. Which of the following is a common reason that a company would do so?

A. The company is concerned that tying pay to evaluations can impede the ability of evaluations to serve as a coaching tool.

B. Tying pay to performance evaluations encourages poor performers to stay.

C. The company is concerned that tying pay to performance evaluation makes it difficult for managers and employees to communicate openly about development goals.

29. In advance of a measurement period, a performance evaluation sets specific performance targets for employees, and ties pay to the achievement of those targets. This evaluation is an example of

A. Management by Objectives (MBO)

C. Critical Incidents evaluation

D. Behaviorally-Anchored Rating Scale (BARS)

30. Which of the following is NOT an example of a Key Performance Indicator?

B. Total dollar value of sales generated

D. Average customer service score

HRM 8 Quiz

50 questions

Show all answers

1.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

71. According to the statistic in the lecture, 50% of US employees have stated they were bullied or witnessed such behaviors. True or False?

A. True

B. False

2.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

72. Which of the following was listed an impact on teams in a culture of incivility?e.

A. Interpersonal Conflicts.

B. Increased anxiety.

C. Decreased individual performanc

D. Decreased job satisfaction.

3.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

73. One of the consequences of an uncivil culture is people are afraid to speak up for fear of consequences. True or False?

A. True

B. False

4.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

74. Which of the following is not a hard cost of incivility to organizations?

A. Increased absenteeism.

B. Increased turnover.

C. Decreased workers compensation claims.

5.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

75. A civil, positive culture can produce positive results that could be seen as a "dividend" to the organization. True of False

A. True

B. False

6.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

76. Servant Leadership focuses on which of the following?

A. Scarcity.

B. Values.

C. Coercion.

7.

MULTIPLE CHOICE QUESTION

30 sec • 1 pt

77. In the cultural "audit," a gap analysis looks at the difference between your cultural vision and your desired vision. True or False?

A. True

B. False

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HRM 8

71. According to the statistic in the lecture, 50% of US employees have stated they were bullied or witnessed such behaviors. True or False?

72. Which of the following was listed an impact on teams in a culture of incivility?e.

73. One of the consequences of an uncivil culture is people are afraid to speak up for fear of consequences. True or False?

74. Which of the following is not a hard cost of incivility to organizations?

75. A civil, positive culture can produce positive results that could be seen as a "dividend" to the organization. True of False

76. Servant Leadership focuses on which of the following?

77. In the cultural "audit," a gap analysis looks at the difference between your cultural vision and your desired vision. True or False?

78. In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design?.

79. To create civility in a culture you must do which of the following?

80. "Walk the talk" means:

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