BUSMHR 3200 EXAM 1 STUDY GUIDE 2026
COMPLETE Q&A VERIFIED ANSWERS
◉ Cost reduction.
Answer: Jobs tasks narrowly defined,
Very little employee influence over "management" decisions
No formal employee complaint/grievance mechanisms;
Little communication/socialization efforts;
Low skill requirements;
Intense supervision/control;
Limited training efforts;
Limited benefits;
Relatively low wages;
Incentive-based
◉ Commitment Maximizing.
,Answer: Broadly defined jobs;
High level of employee participation/involvement;
Formal dispute resolution procedures (nonunion firms)
Regularly share business/economic information with employees
High percent of skilled workers;
Self-managing teams;
More extensive, general skills training;
More extensive benefits;
Relatively high wages;
All salaried/stock ownership
◉ Jeff Arthur (1992) studied 30 steel mini mills and found two types
of HRM systems: control-oriented vs. commitment-oriented..
Answer: Commitment-oriented HRM is generally beneficial for firm
performance across all industries
- False
,Control-oriented HRM regular shares business information with
employees
- False
Commitment-oriented HRM defines jobs broadly
- True
Control-oriented HRM provides limited opportunities
- True
Control-oriented HRM conducts intense supervision of employees
- True
◉ Horizontal fit (internal alignment) of HRM.
Answer: HRM practices should:
be aligned with each other,
be in a good fit with each other
support one another
◉ Examples of good vs. bad horizontal fit.
, Answer: Good fit between selection and training practices
- Selection: selects applicants with high learning ability
-Training: provides continuous training
-Positive synergy between selection and training
Bad fit between selection and training practices
- Selection: does not consider applicants' learning ability
- Training: provides training that requires high learning ability
- Negative synergy (adverse interaction) between selection and
training
◉ Bad fit between compensation and performance appraisal.
Answer: - Compensation: uses pay-for-performance
- Performance appraisal: does not implement accurate performance
appraisal
>> Negative synergy (adverse interaction) between compensation
and performance appraisal
◉ Bad fit between compensation and performance appraisal.
Answer: - Compensation: uses seniority-based pay
- Performance appraisal: invests a lot of money in developing
accurate performance appraisal
COMPLETE Q&A VERIFIED ANSWERS
◉ Cost reduction.
Answer: Jobs tasks narrowly defined,
Very little employee influence over "management" decisions
No formal employee complaint/grievance mechanisms;
Little communication/socialization efforts;
Low skill requirements;
Intense supervision/control;
Limited training efforts;
Limited benefits;
Relatively low wages;
Incentive-based
◉ Commitment Maximizing.
,Answer: Broadly defined jobs;
High level of employee participation/involvement;
Formal dispute resolution procedures (nonunion firms)
Regularly share business/economic information with employees
High percent of skilled workers;
Self-managing teams;
More extensive, general skills training;
More extensive benefits;
Relatively high wages;
All salaried/stock ownership
◉ Jeff Arthur (1992) studied 30 steel mini mills and found two types
of HRM systems: control-oriented vs. commitment-oriented..
Answer: Commitment-oriented HRM is generally beneficial for firm
performance across all industries
- False
,Control-oriented HRM regular shares business information with
employees
- False
Commitment-oriented HRM defines jobs broadly
- True
Control-oriented HRM provides limited opportunities
- True
Control-oriented HRM conducts intense supervision of employees
- True
◉ Horizontal fit (internal alignment) of HRM.
Answer: HRM practices should:
be aligned with each other,
be in a good fit with each other
support one another
◉ Examples of good vs. bad horizontal fit.
, Answer: Good fit between selection and training practices
- Selection: selects applicants with high learning ability
-Training: provides continuous training
-Positive synergy between selection and training
Bad fit between selection and training practices
- Selection: does not consider applicants' learning ability
- Training: provides training that requires high learning ability
- Negative synergy (adverse interaction) between selection and
training
◉ Bad fit between compensation and performance appraisal.
Answer: - Compensation: uses pay-for-performance
- Performance appraisal: does not implement accurate performance
appraisal
>> Negative synergy (adverse interaction) between compensation
and performance appraisal
◉ Bad fit between compensation and performance appraisal.
Answer: - Compensation: uses seniority-based pay
- Performance appraisal: invests a lot of money in developing
accurate performance appraisal
