HRM - Course 1, HRM - Course 2, HRM- Course 3, HRM -
Course 4 || with Complete Solutions.
Which of the following are elements of Taylorism, also known as scientific management? (you
must correctly check all that apply).
NOTE: this is an example of a question that has more than one correct response--you must check
ALL of the correct responses in order to get the question correct.
A. Managers, not workers, are seen as having the knowledge and expertise to find the one best
way to do each job.
B. To motivate workers, getting the human conditions of work are just as important as getting the
technical conditions right.
C. Managers should drive workers through strict monitoring, discipline, and even threats.
D. Jobs should be broken into small, standardized, repetitive tasks. correct answers A D
Which of the following are typically features of a high-road HR strategy? (you must correctly
check all that apply).
NOTE: this is an example of a question that has more than one correct response--you must check
ALL of the correct responses in order to get the question correct.
A. Labor or trade unions
B. Above-average pay and benefits
C. Employee autonomy and discretion
D. Employee training
E. Unquestioned supervisor authority
F. Low levels of profitability correct answers B C D
Which of the following is not an example of labor being a derived demand?
A. Offering flexible work schedules because this is what workers with family responsibilities
want.
B. Offering flexible work schedules because customers with family responsibilities want
extended hours of operation.
C. Offering flexible work schedules because customers do not expect immediate responses to
their inquiries. correct answers A
Which of the following are required for HR to be strategic? (check all that apply)
A. HR needs to be an expert in every business function.
B. HR tasks are a line manager's responsibility, with help from an HR partner.
C. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line
managers.
D. HR is focused on organizational needs, not just on the administration of HR policies. correct
answers B D
,Why is job analysis an important process?
A. Because it reveals the strengths and weaknesses of employees that serve as the basis for
training employees and establishing developmental goals.
B. Because it provides a performance rating for each employee that serves as the basis for
compensation and rewards.
C. Because it puts work tasks together into sensible jobs and identifies job requirements that
serve as the basis for hiring employees. correct answers C
Which best describes the foundational assumptions of Taylorism, also known as scientific
management?
A. To manage workers effectively, managers need to pay attention to psychological and social
conditions, not just technical conditions.
B. Business owners are industrious, ambitious, thrifty, and sober; workers are not.
C. Workers are diverse so they need to be managed in ways tailored to their own goals and
values.
D. Workers want to earn income in the most efficient way possible, but it is managers who best
know how to structure work tasks to fulfill this goal. correct answers D
An HR strategy that emphasizes employee engagement and discretion can be summed up by
which phrase?
A. "If you don't like it, quit."
B. "If you don't like it, let's talk about it." correct answers B
An organization's strategy for managing people is determined...
A. Partly by a combination of external factors (such as competition), internal factors (such as
business strategy), but not completely because organizations have choices about how to manage
people.
B. Solely by various external factors (such as competition).
C. Solely by internal factors (such as business strategy).
D. Solely by organizational choices and values without paying any attention to external or
internal factors. correct answers A
True or false: In selecting a personal managerial style, managers should only pay attention to
their own strengths and weakness, not the situation or the needs of employees.
A. True
B. False correct answers B
Which is the single-best personal managerial style?
A. Coercive
B. Authoritative
C. Affiliative
,D. Democratic
E. Pacesetting
F. Coaching
G. None of the above because there is no single-best style that fits with all situations. correct
answers G
Economists say that labor is a derived demand. Why is this concept important for managers to
understand?
A. Because whatever affects demand for an organization's product or service can affect
strategies, policies, and tactics for managing people.
B. Because what employees demand can affect strategies, policies, and tactics for managing
people.
C. Because strategies, policies, and tactics for managing people are derived from a country's
legal regulations. correct answers A
Which of the following statements are true? (you must correctly check all that apply)
A. An organizational strategy based on low-cost leadership is typically supported by an HR
strategy that tries to contain labor expenses and drive workers.
B. An organization's business strategy and its HR strategy should be unrelated to each other.
C. An organizational strategy does not completely determine an organization's HR strategy. In
other words, organizations with any type of business strategy can choose an HR strategy that
develops, rewards, and engages employees.
D. An organizational strategy based on unique goods or services is typically supported by an HR
strategy that tries to develop, reward, and engage workers. correct answers A C D
Which of the following beliefs underlies high-road human resources strategies?
A. The interests of an organization and its employees can be aligned.
B. Labor markets work reasonably well in allocating and rewarding workers.
C. The employment relationship is characterized by some important conflicts of interest between
an organization and its employees. correct answers A
Which of the following beliefs typically underlies low-road human resources strategies?
A. Corporations are a part of society and should serve not just shareholders and customers, but
other stakeholders, too.
B. A business serves society best by satisfying market demand for its goods and services and
providing high financial returns for shareholders. correct answers B
When determining the best way to motivate employees, why shouldn't managers rely solely on
HR staff for directions. (check all that apply)
A. HR is just a pencil-pushing function.
B. Managers know their employees best.
C. It's not a manager's job to motivate workers, they should be self-motivated.
, D. People are unique so there are various drivers of motivation.
E. Work can mean different things to different people, so there are various drivers of motivation.
correct answers B D E
In the video lesson "The Many Meanings of Work," how many different ways of thinking about
work were presented?
A. One
B. Two
C. Five
D. More than five correct answers D
One of the key concerns that emerges from economic analysis of workers is a concern with
opportunism. Which is the best definition of opportunism?
A. The cost that comes from missing an opportunity to do something.
B. Pursuing one's own self-interests even when they run counter to others' interests.
C. Not giving full work effort in one's job. correct answers B
If workers behave in ways consistent with standard economic models, solution(s) to principal-
agent problems include... (check all that apply)
A. Financial incentives
B. Peer pressure
C. Monitoring
D. Autonomy correct answers A C
Labor is a special commodity because... (check all that apply)
A. It has productive value.
B. It involves people.
C. It is traded in economic markets. correct answers A B
Most individuals in modern societies need to work for pay in order to survive. So this means that
which of the following are important for managers? (you must check all that apply)
A. People only work for money (that is, money is the sole motivator for all workers).
B. Work can seem like a curse (the way it's always been, the way it will always be).
C. Financial stress can take on extra meaning in the workplace. correct answers B C
Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for
managers because...
A. ...this means that managers have to compensate workers for these costs in order to get them to
work hard.
B. ...this means workers will never want to work hard.
C. ...this means that there are never any psychological rewards from working. correct answers A
Marginal analysis from economics teaches managers... (you must check all that apply)
A. ...to think about the additional benefit compared to the additional cost of a possible
managerial decision.
B. Work is a lousy activity tolerated to earn income.
