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NKE - CHRP Sample Questions & Answers Rated 100% Correct!!
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Name: Score:165 Multiple choice questions
Term 1 of 165
Piecework
The tendency to say we agree as a default response to survey statements, particularly
when our knowledge is limited or none of the available answers fit.
Pays employees a given rate for each unit satisfactorily completed. Employers implement
these plans when output is easily measured and when the production process is fairly
standardized
An entity that varies by province but that all include the principle of sole representation by
1 union only, empowerment to the administer the law, and describes unfair labour practices.
Problem-solving bargaining technique based on win-win philosophy and the development
of a positive long-term relationship. Takes the time to understand needs and mutual
benefits.
Definition 2 of 165
A job analysis technique using an organization specific questionnaire to help ees/mgrs identify
the essential duties of the job, how important they are and how frequently the duties are
performed
Ohio State University Study of Leadership Behaviours
Task Inventory Analysis
Typical research process
Employee Stock Ownership plan (ESOP)
,Definition 3 of 165
Collapses many traditional salary grades into a few wide salary bands (encourages ees to build
lateral skills, keeps ees focus on the way they can add value to the org)
Bargaining agent
Broadbanding
Bloom's Taxonomy
ADDIE Model
Term 4 of 165
Pension Plans
A disciplined, data-driven approach and methodology for eliminating defects in any
process. Contains a:
Measure phase
Analyse Phase
Improve Phase
Control Phase
When the EE has breached the employment contract in such a fundamental way that the ER
is not longer bound by common law to provide reasonable notice of termination. Only
termination option for Unionized employees. Onus of proof on ER.
A type of job where an employee performs multiple different tasks (high breadth) and can
exert discretion in how to perform the tasks (high depth), which should provide more
intrinsic motivation.
Types include:
Contributory (contributions made jointly by EE and ER)
Noncontributory (contributions made solely by ER)
Defined-Benefit (established amount EE to receive upon retirement)
Defined-Contribution (The amount ER contributes is specified)
,Term 5 of 165
Shared Service Org
Edgar Schein's concept on the drivers that impact career choice:
1) Technical/ Functional.
2) Managerial Competence.
3) Creativity.
4) Autonomy and independence.
5) Security.
6) Service/dedication
7) Pure Challenge.
8) Lifestyle.
A type of organisation structure through which defined services can be provided across the
organisation by a dedicated unit. This differs from outsourcing, in that this type is still
actually a part of the organisation.
A type of cost. Includes supervisors or ees in support department (i.e items included in
overhead)
When the appraiser inflates the evaluation of an employee because of mutual personal
connection. Higher ratings are given to ees perceived to be similar to the rater
Definition 6 of 165
When an ER commits a fundamental breach of the contract (such as by unilaterally changing a key
term of the contract) the employee can treat the breach as a termination.
Constructive Dismissal
Differential validity
Predictive Validity
Concurrent Validity
, Definition 7 of 165
The activities of labour unions focusing on economic and welfare issues (inc pay, benefits, job
security and working conditions)
Motivator-Hygiene theory (aka Two factor theory)
Equity Theory
Business unionism
Mcclelland's Theory Of Needs
Term 8 of 165
Kirkpatrick's Hierarchical Model
Hackman and Oldham's job design theory that identifies five core job
dimensions (skill variety, skill identity, skill significance, automony, job
feedback) that prompt three psychological states (meaningfulness, has
responsibility for work outcome, knows how well they are doing) which, in
turn, lead to or have an effect on five work-related outcomes or results
(internal motivation, growth, general job satisfaction, work effectiveness).
Herzberg's theory that ees are primarily motivated by growth and esteem needs, not lower-
level needs. Largely rejected by studies but helped contribute to the job characteristics
model
The theory that training is effective when trainees report positive reactions, learn the
material, apply what they learn on the job, and training has a positive effect on org
outcomes. Levels include: L1 Reaction, L2 Learning, L3 Behaviour, L4 Results.
1) Customer Focused
2) Total Employee Involvement
3) Process-centred
4) Integrated system
5) Strategic & systematic approach (includes the formulation of a strategic plan that
integrates quality as a core component)
6) Continual improvement
7) Fact based decision making
8) Communications
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