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Employee performance ratings

HRM 500 FINAL PART 1 estion 1 A(n) _____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors. Answer assessment center 360-degree performance appraisal reliability meeting performance leadership council calibration meeting uestion 2 Subordinate evaluations of performance are most appropriate when the performance results are to be used for: Answer administrative purposes. investigative purposes. strategic purposes. developmental purposes. executive purposes. uestion 3 With regard to a performance measure, _____ refers to consistency of results over time. Answer validity interrater reliability acceptability test-retest reliability specificity uestion 4 A distributional error in which a rater favors lower rankings is known as _____. Answer contrast error central tendency strictness leniency halo error uestion 5 The process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals is known as: Answer quality analysis. administrative planning. project management. strategic planning. performance management. uestion 6 The distributional error that occurs when the reviewer rates everyone near the top of a rating scale is known as _____. Answer contrast error strictness halo error horns error leniency uestion 7 A mentor is generally a(n): Answer employee’s peer who provides friendship and guidance. employee’s manager who provides feedback on performance. employee’s family member who provides emotional and financial support. experienced, productive senior employee who helps develop a protégé. experienced person who disseminates knowledge to the entire organization. uestion 8 Allowing employees to take a full-time temporary position at another company is known as a(n): Answer transfer. expatriate assignment. sabbatical. externship. lateral move. The final step in the career management process is: Answer self-assessment. reality check. goal setting. action planning. feedback. estion 10 According to the lifestyle dichotomy of the Myers-Briggs Type Indicator, individuals with a _____ preference enjoy surprises and dislike deadlines. Answer Judging (J) Perceiving (P) Thinking (T) Feeling (F) Sensing (S) uestion 11 According to the Myers-Briggs Type Indicator, individuals with a Perceiving (P) preference: Answer are conclusive and focused on goals. are comfortable with changing a decision. like deadlines. focus more on possibilities and relationships among facts. do not like surprises. stion 12 The four general approaches that companies use to develop employees include: Answer formal education, assessment, job experiences, and interpersonal relationships. job rotation, promotion, transfer, and job sharing. psychological tests, assessment centers, Myers-Briggs Type Indicator, and performance feedback. business games, formal courses, team building, and assessment. TQM, Six Sigma, lean manufacturing, and quality function deployment. uestion 13 _____ is an employee’s recognition that demands of the job are incompatible or contradictory. Answer Role conflict Role overload Role underload Role ambiguity Role autonomy uestion 14 If employers covered by the _____ do not inform the employees (and their union, if applicable) of layoffs, they may have to provide back pay and fringe benefits and pay penalties as well. Answer Davis–Bacon Act Worker Adjustment Retraining and Notification Act Right-to-Work Act Employee Free Choice Act Fair Labor Standards Act Question 15 Open-door policy and mediation are generally steps within: Answer the strategy decision-making process. the alternative dispute resolution system. the collective bargaining system. the fair representation policy. the performance appraisal program. uestion 16 ____ is a referral service that employees can use to seek professional treatment for emotional problems or substance abuse. Answer Alternative dispute resolution Outplacement counseling Employee assistance program Progressive discipline program Request for proposal uestion 17 Which of the following does an employer violate while terminating an employee for refusing to do something illegal, unethical, or unsafe? Answer Affirmative action Public policy Fair Representation Equal opportunity employment Reverse discrimination uestion 18 A(n) _____ refers to the meeting of a departing employee with the employee’s supervisor and/or a human resource specialist to discuss the employee’s reasons for leaving. Answer exit interview affirmative action carve-out observation interview summary dismissal uestion 19 The Fair Labor Standards Act (FLSA) includes provisions for: Answer personal finance. minimum wage. wage discrimination. environmental hazards. retirement plans. uestion 20 Identify the legal requirement(s) for developing a pay structure. Answer Product markets High-quality workforce Equity and fairness Overtime pay Pay differentials uestion 21 The compa-ratio: Answer measures the degree to which actual pay is consistent with the pay policy. is defined as average pay for the grade divided by the minimum pay for the grade. can range from 0 to 100 percent. uses data from market-pay surveys. measures the degree to which new skills learnt are consistent with the increases in pay. uestion 22 _____ provide the basis for decisions about relative internal worth. Answer Benchmarks Pay structures Job evaluations Pay rates Two-tier wage systems uestion 23 An example of a typical compensable factor is: Answer social status. education. longevity. gender. religion. uestion 24 Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936, federal contractors must pay their employees at rates at least equal to the prevailing wages in the area. The calculation of prevailing rates must be based on _____ percent of the local labor force. Answer 2 5 10 20 30 estion 25 A company provides wages to its employees based on the amount workers produce. The more employees produce, the more they earn. This type of plan is called: Answer piecework rate plan. merit pay plan. Scanlon plan. profit sharing plan. standard hour plan. uestion 26 Which of the following incentive programs measures improvements in productivity and effectiveness and distributes a portion of each profit to employees? Answer Merit pay Team award Commission Profit sharing Gainsharing uestion 27 In order to control compensation costs, administrators of merit pay programs must closely monitor the compa-ratio and the: Answer number of pay grades in the pay structure. an individual’s performance ratings. number of new hires in the company. company’s stock price in the financial year. average pay of the area where the organization is functioning. uestion 28 An effective incentive pay plan should: Answer have performance measures based on employees’ requirements. not be provided as a direct percentage of employees’ performance. encourage group performance and dispirit individual achievements. be the same for all types of employees in the organization. have performance measures linked to the organization’s goals. uestion 29 What is the drawback of stock ownership as a form of incentive pay? Answer Financial benefits mostly come when the employee leaves the organization. Employees have the right to participate in votes by shareholders, hence reducing the negotiating power of the employer. It causes the employers to lose control over their employees. The employees will not benefit even if the organization is performing well. Stock options do not provide any ownership to employees, instead it offers an equivalent sum. uestion 30 _____ provides a method for rewarding performance in all of the dimensions measured in the organization’s performance management system. Answer Differential piece rate Standard hour plan Merit pay Piece rate Commission