BUS 335 Week 11 Quiz Strayer

Click on the Link Below to Purchase:

http://www.hwmojo.com/products/bus-335-week-11-quiz

Quiz 10 Chapter 14
Student: ___________________________________________________________________________
1. There are several positive, functional outcomes of employee turnover. True False

2. Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job
assignment. True False

3. An employee's perceived desirability of movement can depend on reasons that have little or nothing to
with the job. True False

4. An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and
alternatives available to the employee. True False

5. Employees who have a high intention to quit necessarily end up quitting their jobs. True False

6. Desirability of movement is a weak predictor of voluntary employee turnover. True False

7. Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the
employee is very dissatisfied with the current job. True False

8. Discharge turnover is primarily due to extremely poor person/organization matches. True False

9. Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, o
projected to be, overstaffed. True False

10. Of the three types of employee turnover, discharges are the most prevalent. True False

11. The types of employee turnover include ___________. A. voluntaryB. dischargeC. downsizingD. all o
the above

12. Discharge turnover is usually due to ___________. A. a site or plant closingB. permanent layoffC. po
employee performanceD. none of the above

13. Turnover due to organizational downsizing is classified as ______. A. voluntaryB. involuntary

C. supplementalD. it depends on the circumstances of the downsizing

14. The desirability of leaving an organization is often an outgrowth of _________. A. poor

person/organization matchB. favorable labor market conditionsC. general, transferable KSAOsD. none of
the above

15. An employee's intention to leave an organization is influenced by __________. A. perceived desirabil

of movementB. perceived ease of movementC. alternatives available to the employeeD. all of the above

16. Ease of leaving is greater when ____. A. employees are highly embeddedB. employees possess ample
employer-specific KSAOsC. labor markets are looseD. all of the above

17. Downsizing is typically a reflection of __________. A. overstaffingB. understaffingC. an appropriate

staffing levelD. none of the above

18. Data are seldom available regarding when or where employee turnover is occurring in most
organizations. True False

19. Research suggests that there are differences between the reasons for turnover that employees provide
exit interviews and the reasons employees provide in anonymous surveys. True False

20. Because it is typically very easy to collect and analyze job satisfaction data meaningfully, most
organizations make this a cornerstone of their retention strategy. True False

21. Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible.
True False

22. The interviewee in an exit interview should be told that the comments that he/she makes will be
confidential and that only aggregate results will be used by the organization. True False

23. Postexit surveys should ask be mailed quite some time after the employee's last day of work so the
individual has sufficient time to reflect on his or her experiences. True False

24. Economic costs associated with voluntary turnover include accrued paid time off and temporary
coverage. True False

25. Material and equipment costs are likely to be the most prevalent in replacement and training costs.
True False

26. The primary immediate benefit of turnover for employers is hiring inducements. True False

27. Compared to discharge turnover, voluntary turnover is usually more costly. True False

28. Turnover cost estimates are very precise and accurate in most cases. True False

29. Many turnover costs are hidden in the time demands placed on the many employees who must handle
the separation, replacement, and training activities. True False

30. One potential benefit of employee discharges is the development of improved performance manageme
and disciplinary skills. True False

31. Downsizing costs are concentrated in separation costs for permanent reductions in force. True False

32. Exit interviews can be used to explain _________ to departing employees. A. rehiring rightsB. benefi
C. confidentiality agreementsD. all of the above

33. Which of the following is a suggestion for conducting an appropriate exit interview? A. The interview
should be the employee's immediate supervisor.B. There should be an unstructured interview format.C. T
interviewer should prepare for each interview by reviewing the interview format and the interviewee's
personnel file.D. None of the above

34. Which of the following is a common tool to assess employee reasons for leaving? A. Position analysis
B. Job rotationC. Exit interviewD. Discharge notification

35. Economic separation costs associated with voluntary turnover include ________. A. hiring inducemen
B. rehiring costsC. manager's timeD. more than one of the above

36. Replacement costs associated with voluntary turnover include __________. A. HR staff induction cos
B. mentoringC. severance payD. contagion

37. Which of the following is a potential benefit associated with voluntary employee turnover? A. lowere
replacement costsB. savings from not replacing an employeeC. vacancy creates an open job that must be
staffedD. all of the above

38. Which of the following makes involuntary turnover potentially more costly than a similar level of
voluntary turnover? A. Accrued paid time offB. Possibility of a lawsuitC. Staffing costs for a new hire
D. Formal training

39. Economic costs associated with downsizing include ___________. A. threat to harmonious labormanagement relationsB. decreased employee moraleC. higher unemployment insurance premiums
D. difficulty in attracting new employees

40. Which of the following is a potential benefit associated with downsizing? A. focus on core businesses
eliminating peripheral onesB. spreading risk by outsourcing activities to other organizationsC. lower payr
and benefit costsD. all of the above

41. A recent Society for Human Resource Management (SHRM) survey found that the most effective
organizational strategy for retaining employees is the provision of concierge services. True False

42. Surveys suggest that HR managers believe that a totally different set of factors lead to turnover
compared to regular employees. True False

43. To have the power to attract and retain employees, rewards must be unique and unlikely to be offered
competitors. True False

44. In general, most employees report that the opportunity for higher compensation is a more powerful
predictor of turnover than conflict with supervisors. True False

45. Research has shown that the best performers are least likely to quit when an organization either rewar
performance with higher compensation or widely communicates its compensation practices; doing both a
little to these independent effects. True False

46. Of the factors that influence an employee's desirability of leaving, job satisfaction is the one that cann
be influenced to a significant degree by organizations. True False

47. Providing employees increased autonomy and requiring them to learn a variety of skills increases stre
significantly, which leads to greater turnover rates. True False

48. One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in
the workplace. True False

49. Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company
policies that could be resolved with increased communication. True False

50. Employees may not like a supervisor who speaks in a derogatory way towards them, but evidence
suggests they seldom actually turnover as a result of these feelings. True False

51. Some employees who do not take advantage of work-life balance options resent their coworkers who
more likely to use work-life programs. True False

52. Evidence suggests that personality dispositions have little or no impact on employee tendencies to
turnover. True False

53. Because employees quit companies, not jobs, internal staffing systems are usually seen as a poor
substitute for a job at another company. As such, they do little to reduce intentions to leave. True False

54. The first strategy for improving employee retention is to _____________. A. redesign employee jobs
B. increase payC. improve job satisfactionD. none of the above

55. Guidelines for increasing job satisfaction and retention include ___________. A. establish a lag pay
policy for all employeesB. link rewards to retention behaviorsC. keeping core operations information secr
D. none of the above

56. Which of the following is an attribute of a high value employee that an organization would want to
prevent from leaving? A. low training investmentB. strong KSAOsC. retirementD. low seniority

57. Which of the following is an attribute of a low value employee that an organization would not want to
prevent from leaving? A. little intellectual capitalB. high seniorityC. high performanceD. all of the above

58. Research most clearly suggests that when organizations wish to increase retention they need to _____
A. provide team-buildingB. convince employees that there are few alternativesC. offer "bundles" of HR
practices that complement one anotherD. demonstrate executive commitment to outreach

59. Which of the following factors leading to turnover cannot usually be addressed by the organization?
A. Poor social environment at workB. Low levels of job satisfactionC. Employee shocksD. All of these ca
be addressed by organizational policy

60. Organizations can use compensation to reduce turnover by _____. A. providing deferred compensatio
B. giving specific rewards for seniorityC. increasing pay levels to surpass the marketD. all of the above

61. Organizations that link extrinsic rewards to employee performance (i.e. that use incentive compensatio
plans) find that _____. A. turnover of high performers decreases and turnover of low performers increases
B. turnover is increased across the boardC. turnover is decreased across the boardD. turnover rates are
largely unaffected

62. Work-life balance programs are an example of _____. A. communal distributionB. intrinsic rewards
C. instrumentalityD. a completely ineffective retention strategy

63. Research on organizational justice suggests that ____. A. justice only influences turnover in highly
industrialized Western countriesB. communication has little impact on employee attitudes or turnover
intentionsC. employees are typically well-informed about organizational policiesD. none of the above

64. To increase the cost of leaving, employers ____. A. reduce headcountB. provide deferred compensatio
C. increase workloadsD. provide free stock to employees

65. Performance management systems enable organizations to ensure that an initial person/job match yiel
an effectively performing employee. True False

66. One recommendation for an effective performance appraisal or management system is that appraisal
criteria should be job-related, specific, and communicated in advance to the employee. True False

67. Performance management systems are used primarily to detect individuals whose performance is
unsatisfactory and should be terminated. True False

68. Poor task performance is the result of insufficient ability, knowledge, skills, or motivation. True Fals

69. In progressive discipline, termination is seen as a viable early option to avoid having to work through
potentially fruitless cycle of improving a low-ability worker. True False

70. Employee termination is the final step in progressive discipline, and ideally it would never be necessa
True False

71. As assessment of employee success in reaching goals, ratings of competencies, and suggestions for
improvement are all part of _____. A. performance planningB. performance appraisalC. performance
executionD. progressive discipline

72. Recommendations for the effective design and use of a performance appraisal or management system
include that ____________. A. evaluations should be in writingB. the employee should receive timely
feedback about the evaluation and an explanation for any outcome decisionC. there should be agreement
among different raters in their evaluation of the employee's performanceD. all of the above

73. ______ includes the completion of job tasks that are specifically included in the job description.
A. CitizenshipB. Task performanceC. (Low) CounterproductivityD. All of the above

74. Which of the following is not a part of normal progressive discipline? A. Give employees notice of th
rules of conductB. Provide employees with alternative employment if performance problems persist
C. Allow for full investigation of alleged employee misconductD. Give employees the right to appeal a
decision

75. Which of the following is an example of a major employee offense? A. sabotageB. theftC. drug/alcoh
abuse at workD. all of the above

76. The typical penalty for a first major offense by an employee is _____________. A. suspension or
dischargeB. written reprimandC. verbal reprimandD. none of the above

77. Discharge turnover targets groups of employees and is also known as reduction in force. (RIF).
True False

78. Data shows dramatic decreases in organizational stock price following a downsizing, especially if the
downsizing organization restructures assets during downsizing. True False

79. Research shows that downsizing has negative impacts on employee morale and health, workgroup
creativity and communication, and workforce quality. True False

80. No-layoff policies cannot be implemented effectively by organizations. True False

81. One problem that has been shown to accompany downsizing is _____. A. increased payroll costs
B. decreases in employee health and motivationC. most companies fail to downsize sufficiently
D. insufficient attention to issues of seniority

82. Which of the following is the most commonly pursued alternative to layoffs for reducing staffing
levels? A. AttritionB. RetrainingC. Benefits reductionsD. Job sharing

83. In many cases, the post-layoff environment for those who remain is marked by _____. A. reductions i
trust of managementB. stress among those who remainC. reductions in workforce qualityD. all of the abo

84. Legal experts usually advise organizations to avoid documenting performance problems because the
"paper trail" is likely to just lead to problems in court. True False

85. From a legal standpoint, if performance appraisal information is to be used in the retention manageme
and termination process for an organization, the organization needs to ensure that the information is ____
A. organizationally relevantB. sufficiently general to cover a variety of situationsC. communicated in
advance to the employeeD. all of the above