5. Intrinsic rewards are positively valued work outcomes that are given to an individual or group by some
other person or source in the work setting.
Ans: False
12. Skill based pay rewards employees based on the entire organization’s performance.
Ans: False
21. Comparative methods of performance appraisal identify one employee’s standing relative to others.
Ans: True
36. The strictness error is the tendency to give relatively high ratings to virtually everyone.
Ans: False
49. Changes in a job that are designed to increase job depth are sometimes called vertical loading.
Ans: True
59. According to the integrated model of individual work motivation, a person’s job performance is
influenced most directly by all of the following EXCEPT:
a) ability.
b) experience.
c) work effort.
d) organization support such as resources and technology.
e) supervision.
Ans: e
64. Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from
feeling as though he has helped others and made a difference in the community. Jason is motivated by
__________ rewards.
a) unexpected
b) implied
c) outside
d) extrinsic
e) intrinsic
Ans: e
68. Merit pay is an attempt to make pay contingent upon __________.
a) tenure in the organization
b) specific competencies
,c) a willingness to acquire and develop job related skills
d) performance
e) years of experience in the industry
Ans: d
76. Since stock prices can fall as well as rise, there is a risk associated with respect to __________ and
that risk must be considered in respect to the motivational value of such pay systems.
a) merit pay systems
b) ESOPs
c) lump-sum increases
d) lump-sum payments
e) fringe benefit systems
Ans: b
86. In the context of performance appraisal dimensions and standards, the goal of meeting product
specification standards is an example of a(n) __________.
a) activity measure
b) differential measure
c) input measure
d) output measure
e) sustainability measure
Ans: d
92. __________ is a method of performance appraisal that uses a small number of performance
categories, such as “very good,” “good,” “adequate,” and “very poor,” and slots a certain proportion of
people into each category.
a) Paired comparison
b) Critical incident diary
c) Forced distribution
d) Ranking
e) Management by objectives
Ans: c
95. For a performance appraisal system to be reliable, it must __________.
a) provide consistent results each time it is used.
b) be used in a wide cross-section of industries.
c) be statistically robust.
d) be used across hierarchical levels in an organization.
e) actually measure people on relevant job characteristics.
Ans: a
, 98. When Cynthia lumps everyone together around the average, or middle, category; this gives the
impression that there are no very good or very poor performers on the dimensions being rated, which of
these errors has occurred?
a) Personal bias error
b) Recency error
c) Halo error
d) Leniency error
e) Central tendency error
Ans: e
104. Which of the following increases job breadth by having the worker perform more and different tasks,
but all at the same level of responsibility and challenge?
a) Job enrichment
b) Job reengineering
c) Job embellishment
d) Job enlargement
e) Job simplification
Ans: d
106. When your manager increases your job content by giving you more responsibility for planning and
evaluating duties, which job design approach is being used?
a) Job simplification
b) Job enlargement
c) Job enrichment
d) Job rotation
e) Process reengineering
Ans: c
109. The degree to which the job gives the employee substantial freedom, independence, and discretion in
scheduling the work and determining the procedures used in carrying it out is referred to as:
a) skill variety.
b) task identity.
c) autonomy.
d) job feedback.
e) task significance.
Ans: c
2. Which of the following is NOT a task of human resource management?
a) Supervising a quality workforce
b) Attracting a quality workforce
c) Developing a quality workforce
d) Maintaining a quality workforce
other person or source in the work setting.
Ans: False
12. Skill based pay rewards employees based on the entire organization’s performance.
Ans: False
21. Comparative methods of performance appraisal identify one employee’s standing relative to others.
Ans: True
36. The strictness error is the tendency to give relatively high ratings to virtually everyone.
Ans: False
49. Changes in a job that are designed to increase job depth are sometimes called vertical loading.
Ans: True
59. According to the integrated model of individual work motivation, a person’s job performance is
influenced most directly by all of the following EXCEPT:
a) ability.
b) experience.
c) work effort.
d) organization support such as resources and technology.
e) supervision.
Ans: e
64. Jason works as a social worker at a local hospital. He loves his job and derives great satisfaction from
feeling as though he has helped others and made a difference in the community. Jason is motivated by
__________ rewards.
a) unexpected
b) implied
c) outside
d) extrinsic
e) intrinsic
Ans: e
68. Merit pay is an attempt to make pay contingent upon __________.
a) tenure in the organization
b) specific competencies
,c) a willingness to acquire and develop job related skills
d) performance
e) years of experience in the industry
Ans: d
76. Since stock prices can fall as well as rise, there is a risk associated with respect to __________ and
that risk must be considered in respect to the motivational value of such pay systems.
a) merit pay systems
b) ESOPs
c) lump-sum increases
d) lump-sum payments
e) fringe benefit systems
Ans: b
86. In the context of performance appraisal dimensions and standards, the goal of meeting product
specification standards is an example of a(n) __________.
a) activity measure
b) differential measure
c) input measure
d) output measure
e) sustainability measure
Ans: d
92. __________ is a method of performance appraisal that uses a small number of performance
categories, such as “very good,” “good,” “adequate,” and “very poor,” and slots a certain proportion of
people into each category.
a) Paired comparison
b) Critical incident diary
c) Forced distribution
d) Ranking
e) Management by objectives
Ans: c
95. For a performance appraisal system to be reliable, it must __________.
a) provide consistent results each time it is used.
b) be used in a wide cross-section of industries.
c) be statistically robust.
d) be used across hierarchical levels in an organization.
e) actually measure people on relevant job characteristics.
Ans: a
, 98. When Cynthia lumps everyone together around the average, or middle, category; this gives the
impression that there are no very good or very poor performers on the dimensions being rated, which of
these errors has occurred?
a) Personal bias error
b) Recency error
c) Halo error
d) Leniency error
e) Central tendency error
Ans: e
104. Which of the following increases job breadth by having the worker perform more and different tasks,
but all at the same level of responsibility and challenge?
a) Job enrichment
b) Job reengineering
c) Job embellishment
d) Job enlargement
e) Job simplification
Ans: d
106. When your manager increases your job content by giving you more responsibility for planning and
evaluating duties, which job design approach is being used?
a) Job simplification
b) Job enlargement
c) Job enrichment
d) Job rotation
e) Process reengineering
Ans: c
109. The degree to which the job gives the employee substantial freedom, independence, and discretion in
scheduling the work and determining the procedures used in carrying it out is referred to as:
a) skill variety.
b) task identity.
c) autonomy.
d) job feedback.
e) task significance.
Ans: c
2. Which of the following is NOT a task of human resource management?
a) Supervising a quality workforce
b) Attracting a quality workforce
c) Developing a quality workforce
d) Maintaining a quality workforce
