Liberty University BUSI 342 Exam 2 Quiz 2 Test Correct Answers

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Liberty University BUSI 342Exam 2Quiz 2TestCorrectAnswersTheperformance-rewardlinkagedescribedintheexpectancytheoryofmotivationreferstoemployees’beliefs that working harder will lead to better performance.According to Maslow’s need theory, an employee strives to satisfy his or her higher order needsfirst.Churn tends to have a negative impact on theremainingemployees in anorganization.Psychological contracts between employers and employees are similar across cultures.Employee productivity is a tangible aspect of psychological contractsOne of thedeterminantsof employees’willingness to exert effort is the degree to which theyvalue the rewards offered by an organization.Older employees tend to have lower jobsatisfactionthan younger employeesAccording to Maslow’s need theory,motivationis a goal-directed drive, and it seldom occurs in avoid.Toincreaseemployeesatisfaction,theperformancemanagementsystemsandperformanceappraisalprocessesinorganizationsmustbedesignedsotheyarelinkedtocompensationincreases.The reasons key people choose to stay with an employer are always the opposite of those thatcompel others to quitRecruiting is essentially an administrative function rather than a part of strategic HR planningInternetrecruitinggenerates high numbers of applicantsandincreases work forHR stafffarbeyond traditional recruiting methodsThe group ofapplicants that an organization has available to it when using a particular recruitingapproach, such as Internet job boards, is the applicant populationResume mining allows HR staffto use software to extract the most promising resumes from alarge databaseIntensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a givennumber of employees.Blogging-creates enough possible legal concerns that regulations may be implemented by the U.S.Federal Trade Commission.Solange Allure Inc., a cosmetics company, is moving its operations from Bogalusa, Louisiana, toSeattle, Washington. Solange Allure will be changing itsoccupationallabor market.Theterm“applicantpopulation”referstoallindividualslookingforajobinaparticulargeographic area.Utilizingcurrentemployeereferralsoffamilymembersandfriendsisnotethicalbecauseitincreases the risk of committing nepotismRecruitingformeremployeesisawayofavoiding“inbreeding”whilestillusinganinternalrecruiting source.It is legal for an employer to check a person’s Social Security number, motor vehicle records, and

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military records when performing a background check on an applicant.Ernestisapplyingforacarpentryapprenticeshipprogram.Hemusttakeatestinvolvingmathematical calculations including working with fractions and geometry. This is illegal becausecarpentry is a manual labor job and these tests are cognitive and not job-related.Listeningresponsessuchasmirroringandechoingmaybackfireformanagersdoingjobinterviews because these responses give feedback to the applicant.Since“soft skills”are difficult to test for, andinterviewing for these skillsoften puts womencandidatesatadisadvantage,theEEOC’sguidelinesrequirethatapplicantsbeselectedforquantifiable or measurable “hard skills”onlyThe Employee Polygraph Protection Act prohibits employers, including federal, state, and localgovernment agencies, from using polygraphs for preemployment screening purposes.The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job hasbeen conditionally offered.Negligent hiring occurs when an employer becomes aware that an employee may be unfit foremployment but continues to employ the person, and the person injures someone on the job.Poor adaptation of an expatriate’s spouse and/or family to the overseas location is a major factorin the failure of expatriate assignments.In general, the morestructureda type of selection interview, the more likely it is to be statisticallyvalid.If employers do not use E-Verify to determine if an applicant is legally permitted to work in theU.S., the employer is considered to be in technical violation of federal law and can be audited byU.S. Immigration and Customs EnforcementTraining plans alloworganizationsto identify what is needed for employee performance beforetraining begins.In the context of active practice, spaced practice occurs when a person performs all the practiceat once.Combining pre-/post-measure with a control group is an effective training evaluation design.Assessing organizational training needs is the execution phase of a training planOn-the-job training can amount to notrainingif the trainers simply allow the trainees to learn thejob on their ownFor the employer, the advantages of cross training are flexibility and developmentCarlene, a customer executive, arrives at the training facility of the company full of enthusiasmbecausesheisreallyexcitedaboutlearninghowtocopewithdifficultcustomers.Shehasencountered a number ofintransigentcustomers and is eager to seewhat“tricks”the trainers canshow her. This shows that Carlene has the motivation to learn.“Soft”skills are critical in many instances in a business environment and can be taughtA gap analysis identifies the difference between what an individual employee knows and what theemployee should know in order to perform the job satisfactorilyThe most common approach for making individual analysis is to use performance appraisal data.

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