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- 1. How hard an employee works on the job is referred to as: A) persistence. B) effort. C) instrumentality. D) valence. E) equity.Research on job characteristics indicates that a) the task being performed does not impact job satisfaction. b) people with a low variety of skills are generally more satisfied with their job. c) people who have a high growth need tend to expect their jobs to help them build new skills. d) people usually prefer to work independently with a minimum of feedback.It’s that time of year again. Your organization is conducting performance reviews and considering pay raises. The Human Resources Department has pre-determined 5 zones of compa-ratios: 80-87% – New, inexperienced, or unsatisfactorily-performing incumbents. 88-95% – Those gaining experience but not yet fully competent in the job. 96-103% – Fully competent performers performing the job as defined. 104-111% – Those consistently performing at a higher level than what is required. 112-120% –Outstanding performers. • Mario has been evaluated as being a conspicuous outstanding performer in all rating areas. The range for his position is $50 to $75 an hour, with a midpoint of $62.50 an hour. Mario is currently earning $55 an hour. • HR must determine if he is currently being compensated according to his most recent performance evaluation rating. Does Mario’s current hourly rate fall within the pre-determined compa-ratio for his assessed performance level? Yes or No? Based on your answer, what…
- 2. What is an advantage to job specialization? a) Workers experience higher satisfaction because their jobs are easier. b) Training costs are higher, but because of the specialized nature of tasks, they are learned more fully. c) Staffing costs are lower because the repetitive nature of tasks makes skill requirements lower. d) The nature of the jobs leads to lower absenteeism.1. What are the benefits of proper workforce planning? 2. Based on your experience or observations, try to identify potential pitfalls that may occur without workforce planning.11. Frederick W. Taylor Believed the work system could be improved by: Searched for employees incentives Every one should get "afairday'spayforafairday'swork" Employees must meet goals ALL OF THE ABOVE
- Is it realistic to conceive of HRM as potentially capable of producing mutual gains or is it merely a device to ensure workers into accepting management plans just because they are delivered with a human face?a. what would an employee retention plan look like with an unhealthy high level of diverse employee turnover? b. how does this plan make a difference for the company?9. Three men are working as welders. Several shelves of gas cylinders overturn on them. One worker is killed and the others are severely injured. Which of the following can they and their families expect to be paid through workers' compensation claims?
- Assume that you are the manager of human resourcesat a manufacturing company that employs about 500people. A recent cyclical downturn in your industry hasled to financial losses, and top management is talkingabout laying off workers. Several supervisors have cometo you with creative ways of keeping employees on thepayroll, such as sharing workers with other local companies. Why might you want to consider this option?What other options exist besides layoffs?What does it mean when we say that the pay structure of a company should:a) support organization strategyb) support work flowc) motivate behavior maximum of 2 sentences each letter3. An employer can attempt to meet employees' safety needs by providing: A) adequate pay B) company social events C) promotions D) medical benefits E) opportunity to grow