MANA 3320 Ch 16 Exam Questions
with Complete Solutions
In addition to linking pay and performance, high-performance work systems are
based on the principle of - ANSWER-egalitarianism.
Managers and supervisors in high-performance work systems
have the following roles, except - ANSWER-authoritarian leaders.
An addition to the frameyvork of high-performance work systems, vital to business
performance is - ANSWER-communication and information technologies
High-performance work systems cannot succeed without accurate and timely
information, which includes the following, except - ANSWER-deprivation of core
competencies.
The condition that exists when all internal elements of the work system complement
and reinforce each other is - ANSWER-internal fit.
A strategy that begins with an analysis and discussion of competitive challenges,
organizational value, an·d the concerns of
employees and results in a statement of the strategies being pursued by the
organization is known as a(n) - ANSWER-external fit.
A model that helps managers assess the strategic alignment of their work systems is
the - ANSWER-HR Scorecard.
To get initial commitment to high-performance work systems, managers have to
build a case that the changes are needed for the - ANSWER-success of the
organization.
Autocratic styles of management and confrontational approaches to labor
negotiations are being chalfenged by more enlightened approaches that promote -
ANSWER-cooperation and collaboration.
In order to establish an alliance, managers and labor representatives should try to
create a(n) - ANSWER-"win-win" situation.
Most labor-management alliances are. made legitimate through some tangible
symbol of a(n) - ANSWER-formal commitment.
An effective means of ensuring that democracy and fairness prevail, which also
keeps the parties focused, is - ANSWER-procedure.
, One of the mistakes that organizations can make in implementing high-performance
work systerns is - ANSWER-allocating too few resources to the effort.
In which of the following types of firms is building a transition structure least
cumbersome? - ANSWER-start up firms
The evaluation process that focuses on whether the high performance work system
has been implemented as designed is - ANSWER-process audit.
The advantage of high-performance work systems is that they are - ANSWER-
flexible and adaptable.
The following are organizational outcomes that result from using high-performance
work systems, except - ANSWER-lower productivity.
High-performance work system outcomes can be categorized in terms of either
e~ployee concerns or - ANSWER-competitive challenges
Organizations can create a sustainable competitive advantage though people if they
focus on four criteria. One of the criteria is - ANSWER-difficult to imitate.
T/F: Without timely and accurate information about the business, employees can do
little more than simply carry out orders and perform their roles in a relatively
perfunctory way. - ANSWER-True
T/F: When employees are given timely information about business performance,
plans, and strategies, they are more likely to make good suggestions for improving
the business and to cooperate in major organizational changes. - ANSWER-True
T/F: Employees in high-performance work systems need to learn in "real time," on
the job, using traditional approaches to solve novel problems. - ANSWER-False
T/F: A time-tested adage of management is that the interests of employees and
organizations naturally diverge. - ANSWER-True
T/F: Productivity can improve when introducing egalitarianism by having people who
once worked in opposition begin to work together. - ANSWER-True
T/F: High-performance work systems combine various work structures,
human resources practices, and management processes to maximize employee
performance and well being. - ANSWER-True
T/F: Total quality management and reengineering have driven many organizations to
redesign their workflow by focusing on the key business processes that drive
voluntary layoffs. - ANSWER-False
T/F: Work redesign, in and ofitself, does not constitute a high-performance work
system. - ANSWER-True
with Complete Solutions
In addition to linking pay and performance, high-performance work systems are
based on the principle of - ANSWER-egalitarianism.
Managers and supervisors in high-performance work systems
have the following roles, except - ANSWER-authoritarian leaders.
An addition to the frameyvork of high-performance work systems, vital to business
performance is - ANSWER-communication and information technologies
High-performance work systems cannot succeed without accurate and timely
information, which includes the following, except - ANSWER-deprivation of core
competencies.
The condition that exists when all internal elements of the work system complement
and reinforce each other is - ANSWER-internal fit.
A strategy that begins with an analysis and discussion of competitive challenges,
organizational value, an·d the concerns of
employees and results in a statement of the strategies being pursued by the
organization is known as a(n) - ANSWER-external fit.
A model that helps managers assess the strategic alignment of their work systems is
the - ANSWER-HR Scorecard.
To get initial commitment to high-performance work systems, managers have to
build a case that the changes are needed for the - ANSWER-success of the
organization.
Autocratic styles of management and confrontational approaches to labor
negotiations are being chalfenged by more enlightened approaches that promote -
ANSWER-cooperation and collaboration.
In order to establish an alliance, managers and labor representatives should try to
create a(n) - ANSWER-"win-win" situation.
Most labor-management alliances are. made legitimate through some tangible
symbol of a(n) - ANSWER-formal commitment.
An effective means of ensuring that democracy and fairness prevail, which also
keeps the parties focused, is - ANSWER-procedure.
, One of the mistakes that organizations can make in implementing high-performance
work systerns is - ANSWER-allocating too few resources to the effort.
In which of the following types of firms is building a transition structure least
cumbersome? - ANSWER-start up firms
The evaluation process that focuses on whether the high performance work system
has been implemented as designed is - ANSWER-process audit.
The advantage of high-performance work systems is that they are - ANSWER-
flexible and adaptable.
The following are organizational outcomes that result from using high-performance
work systems, except - ANSWER-lower productivity.
High-performance work system outcomes can be categorized in terms of either
e~ployee concerns or - ANSWER-competitive challenges
Organizations can create a sustainable competitive advantage though people if they
focus on four criteria. One of the criteria is - ANSWER-difficult to imitate.
T/F: Without timely and accurate information about the business, employees can do
little more than simply carry out orders and perform their roles in a relatively
perfunctory way. - ANSWER-True
T/F: When employees are given timely information about business performance,
plans, and strategies, they are more likely to make good suggestions for improving
the business and to cooperate in major organizational changes. - ANSWER-True
T/F: Employees in high-performance work systems need to learn in "real time," on
the job, using traditional approaches to solve novel problems. - ANSWER-False
T/F: A time-tested adage of management is that the interests of employees and
organizations naturally diverge. - ANSWER-True
T/F: Productivity can improve when introducing egalitarianism by having people who
once worked in opposition begin to work together. - ANSWER-True
T/F: High-performance work systems combine various work structures,
human resources practices, and management processes to maximize employee
performance and well being. - ANSWER-True
T/F: Total quality management and reengineering have driven many organizations to
redesign their workflow by focusing on the key business processes that drive
voluntary layoffs. - ANSWER-False
T/F: Work redesign, in and ofitself, does not constitute a high-performance work
system. - ANSWER-True
