Psychology data bank Questions

Subject: Psychology    / General Psychology
Question

26. The high school principal sighs as she examines the list of resignations for the upcoming school year. She says, “I guess there’s no way we can keep good people from leaving for other schools if we can’t pay top salaries. We have competitive pay, but that’s just not enough.” As director of HR, you tell the principal

a.

“You’re right. Money is the main reason people stay in a job.”

b.

“No. I disagree. People, especially dedicated teachers, are not much affected by pay levels.”

c.

“I don’t entirely agree. There are other factors that have more impact than money when pay is competitive.”

d.

“Actually, most of our teachers are women, and they usually leave jobs for involuntary reasons connected with their families, so pay is not a big factor in their retention.”

27. Which of the following statements are TRUE?

a.

Money is the main reason people leave.

b.

Hiring has nothing to do with retention.

c.

When you train people, you are training them for another employer.

d.

Employees are best viewed as free agents.

28. Priscilla is trying to decide whether to quit her current job at PlayMetrix, Inc., and look for work at MotionMaster, Inc., in a nearby town. A “shock” that would make it more likely that Priscilla would LEAVE PlayMetrix is

a.

if there are rumors that in the long-run PlayMetrix will take over its main competitor.

b.

if Priscilla’s last performance appraisal at PlayMetrix was lower than she usually receives.

c.

if top-performing employees at PlayMetrix are regularly hired away by competitors such as MotionMaster.

d.

if Priscilla’s divorce became final.

29. All of the issues below are drivers of retention EXCEPT

a.

characteristics of the employer.

b.

job design and work.

c.

employee relationships.

d.

mergers and acquisitions.

30. According to the textbook, the “100 Best Companies to Work For” have somewhat different cultures and values, yet one factor is consistent among them

a.

work that allows employees to satisfy self-actualization needs.

b.

work-life balancing programs.

c.

high compensation and benefits.

d.

commitment to treating their employees well.

31. The CEO has asked your advice as the vice-president of HR how to improve the employees’ view of the organization. Increasing compensation and benefits is not possible in the current economic environment. You say that there are a number of options, but one that would be realistic and appropriate to the CEO’s role would be

a.

increasing the number of levels in the organizational hierarchy to allow for more promotion opportunities.

b.

arranging for well-known motivational speakers to give speeches to employees on a monthly basis.

c.

to demonstrate visionary leadership by developing and communicating the company’s strategic plan.

d.

to promise employees that they will have long-term employment security.

32. “A pattern of shared values and beliefs that provides members organizational meaning and rules for behavior” is a definition of organizational

a.

culture.

b.

policies and procedures.

c.

ethics.

d.

philosophy.

33. Organizations have found that high employee turnover rates in the first few months of employment is often linked to

a.

inadequate selection screening.

b.

noncompetitive pay scales.

c.

incompatibility with the supervisor.

d.

disillusionment with the organizational culture.

34. As director of HR of a medium-sized information technology consulting firm, you are most concerned about turnover of ____ because this will have a significant effect on retention of remaining staff.

a.

low performing. but highly motivated employees

b.

employees who are popular with a large number of co-workers

c.

employees with high performance levels

d.

middle level management employees

35. The employee selection process mostly affects retention through

a.

job/person match.

b.

the mentoring new employees receive from their first boss.

c.

giving the applicant a realistic idea of the job before the applicant accepts it.

d.

the motivation potential of the job.

36. The executive committee of the firm is concerned with the high rate of turnover among their most promising engineers between 25 and 35 years old. They ask you, as the new director of HR, what suggestions you have for retaining these individuals. You suggest ____ as the most appropriate response to this retention problem.

a.

retention bonuses

b.

increasing opportunities for personal growth for engineers

c.

motivational seminars and retreats

d.

employee recognition programs

37. Mentoring increases employee retention mainly through

a.

inspirational leadership.

b.

career opportunities and development.

c.

interpersonal relationships.

d.

psychological ownership.

38. As the HR director of a medium-sized electric utility, you are considering what programs you can implement that would improve employees’ ability to balance their work with their personal lives. You consider all of the following programs EXCEPT

a.

a compressed workweek.

b.

an employee assistance plan.

c.

a tuition-reimbursement program.

d.

telecommuting.

39. As the director of HR for a mid-sized manufacturer of natural and organic cosmetics, you are weighing the request by one of your HR staff for the company to pay for her to become a Certified Employee Benefits Specialist (CEBS). This will involve paying for educational programs and materials, testing fees,and giving her time off to take the exam. This staff member is in her late 20s and has been with your firm for about two years. Which of the following statements is FALSE?

a.

This employee is in the age group that most values developmental opportunities.

b.

Paying for employee development beyond what is necessary to perform her current job well is not cost effective because her future productivity in future jobs is uncertain.

c.

Paying for the employee’s CEBS preparation will make her more marketable.

d.

Paying for the employee’s CEBS accreditation will probably increase her job satisfaction and influence her to stay with the firm.

40. A type of training that integrates new employees into their jobs is called

a.

orientation.

b.

indoctrination.

c.

job previewing.

d.

mentoring.

41. Which of the following statements is FALSE?

a.

Most Americans are working more hours a week than they would prefer.

b.

Digital communication technology has eased the burden of work for American employees.

c.

Scheduling flexibility can help employees cope with their workload.

d.

Flexible schedules are best handled on an informal basis so that arrangements can be individualized.

42. Competitive pay is often defined as

a.

the median pay in the relevant job market.

b.

pay within 10% of the market rate for the job.

c.

pay within 15% of the market rate for the job.

d.

pay within 20% of the market rate for the job.

43. The COO of a major nursing home chain is having lunch with the director of HR. Turnover of employees in the lower-skilled jobs is very high. The COO remarks bitterly that these employees “will abandon ship for a measly dollar an hour. They have no loyalty to us.” As HR director, you reply

a.

at low pay scales, people are much more sensitive to wage differences than are more highly-paid employees.

b.

we need to implement more generous benefits to retain these employees.

c.

we must be more selective in the people we hire in these positions.

d.

this information is probably an artifact of the exit interviews and that the real reason for turnover lies elsewhere.

44. In general,

a.

employees are not satisfied with either their pay level or the processes used to determine their pay.

b.

employees are satisfied with both their pay level and the processes used to determine their pay.

c.

employees are more satisfied with their pay level than the processes used to determine pay.

d.

employees are more satisfied with the processes used to determine their pay than the level of their pay.

45. Ambitious employees would be motivated to stay with the firm by all of the following programs EXCEPT

a.

an organizational commitment to promotion from within.

b.

good training and development programs.

c.

extensive formal and informal mentoring by senior organization members.

d.

the option to telecommute.

46. ____ is an example of intangible recognition as a form of reward.

a.

An “employee of the month” plaque

b.

Perfect attendance award

c.

A gift voucher

d.

Feedback from managers

47. Which of the following statements is TRUE?

a.

Any recognition is a positive tool for retention.

b.

Intangible rewards temporarily increase employee satisfaction, but have little impact on employee retention.

c.

Recognition programs are a useful substitute for raises when the company cannot provide competitive pay.

d.

Forms of recognition such as “employee of the month” awards are considered to be tangible rewards.

48. The department’s administrative assistant was at work on Friday morning, but he didn’t return to work after lunch. He reported to work as usual the following Monday. This behavior would be classified as

a.

absenteeism.

b.

tardiness.

c.

job abandonment.

d.

functional turnover.

49. Employee social activities such as sports teams, group charitable activities and celebrations increase retention by

a.

improving employee productivity and rewards by enhancing motivation.

b.

demonstrating organizational support.

c.

offsetting pay that is less than competitive.

d.

encouraging friendships among co-workers.

50. Although fair and non-discriminatory treatment of employees is an important driver of retention in any work situation, it is even more important

a.

in public sector workplaces.

b.

in non-union workplaces.

c.

in demographically diverse workplaces.

d.

in workplaces dominated by younger employees.

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