Which of the following is NOT true about an employees decision to leave their employment Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employ...

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Which of the following is NOT true about an employees decision to leave their employment Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization The decision to quit is influenced significantly by the availability of des...

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The detailed answer for the above question is provided below Question 1 Once an employee decides to quit offering a significant pay raise will likely result in them remaining employed with the organization This is not true as the decision to quit is influenced by many factors such as the availability of desirable job alternatives the perceived economic and psychological costs of quitting and the individuals tendency to leave organizations Question 2 The use o f idealistic job previews This is not likely to reduce turnover as it may actually lead to higher levels of turnover if employees have unrealistic expectations of their job Question 3 Employee w ithdrawal occurs when employers use effective means such as exit interviews to gather information from departing employees This is not true as employee withdrawal occurs when an employee begins to feel less obligated to work for their organizations success and is often a precursor to leaving the organization Question 4 Satisfac t i on with security This is not a dimension of job satisfaction as job satisfaction is more related to satisfaction with the job itself and factors such as pay benefits and growth opportunities Question 5 Computer b ased socialization is as effective as in person socialization for conveying information about an organizations goals politics and people This is not true as computerbased socialization is not as effective in developing social relationships in the organization as inperson socialization Question 6 Organiza t i ons seeking to increase employee embeddedness should more frequently conduct job analysis on employee positions This is not true as organizations should focus on providing enjoyable work strong promotional opportunities good benefits and a strong policy to discourage employee associations outside of work hours Question 7 Retainin g employees supports HR strategy regardless of an organizations strategy This is not true as an emphasis on employee retention can help build a workforce with unique skills reduce recruiting expenses and help align the HR strategy with the organizations strategy Question 8 People a r e more likely to leave an organization when they perceive that they are very different from other members of the organization This is true as employees are more likely to stay when they feel they fit in and can relate to their peers Question 9 Function a l turnover occurs when a high performing member of the organization quits This is not true as functional turnover occurs when an employee whose performance is at least adequate voluntarily quits Question 10 Severan c e compensation is usually paid during the dismissal meeting so it is easier to dismiss an employee and to allow the employee to save face This is not true as severance compensation is usually provided to help cover living expenses during a period of unemployment Question 11 Once an e mployee decides to quit offering a significant pay raise will likely result in them remaining employed with the organization This is not true as the decision to quit is influenced by many factors such as the availability of desirable job alternatives the perceived economic and psychological costs of quitting and the individuals tendency to leave organizations Question 12 Dysfunc t i onal turnover occurs when any employee who is a member of the organization quits This is not true as dysfunctional turnover occurs when a low performing employee remains employed with the organization Question 13 What wo u l d you do if you were offered money by a customer to write off the amount owed the company This is an example of a question that might be asked in a behavioral interview as it requires the applicant to demonstrate how they would handle a difficult situation Question 14 Biograp h i cal data or biodata measures can be indicators of physical and mental ability This is true as biodata measures have been used to measure physical and mental ability as well as interpersonal skill and leadership Question 15 Which o f the following is most concerned with a selection methods costeffectiveness Utility is most concerned with a selection methods costeffectiveness as it measures how much the selection method costs compared to the benefit it yields Question 16 It is n o t as effective or valid as unstructured interviews This is not true as structured interviews can be more effective and valid than unstructured interviews as they help to reduce the biasing effect of applicant impression management Question 17 What is t he best predictor of individual performance in a work context General mental ability is the best predictor of individual performance in a work context as it is a measure of a persons overall cognitive abilities Question 18 Hiring s h ortterm generalists is consistent with the Free Agent HR strategy This is true as the Free Agent HR strategy is focused on hiring shortterm generalists who can provide the necessary skills for a specific job or project Question 19 Progres s i ve discipline always has a followup action This is true as progressive discipline involves providing successively more severe punishments for each occurrence of negative behavior and always has a followup action such as a written warning or suspension Question 20 Once an e mployee decides to quit offering a significant pay raise will likely result in them remaining employed with the organization This is not true as the decision to quit is influenced by many factors such as the availability of desirable job alternatives the perceived economic and psychological costs of quitting and the individuals tendency to leave organizations Question 21 Super visors are sometimes unwilling to take the first step in the process This is a common problem with progressive discipline because supervisors may be uncertain about how to properly implement the process and may also be reluctant to take the necessary corrective action Question 22 Sociali z at i o n is the pro cess throu gh wh ich a n ew emplo yee a cquire knowl edge and be h av i o r s needed to be a member of an organ iz a t io n This is th e correc t a nswer a s socia lizati on i s the proc ess throug h w hich a ne w empl oyee lea rns the know le d g e and be haviors necess ary to integrat e in t o an or ganizat i on a nd bec ome a f unct ioni ng member Question 23 Verbal w ar n i ng by fi rst level supe rvi so r verb al warni ng by second leve l superviso r w r i tten war nin g by second l evel superv is o r and discharge This i s t he co rr e c t ans wer as mos t progress ive discip lin e sys tems invol ve a ser ies of steps s t arting w ith verb al war nings by first a n d s e cond l evel su p er v i so rs a nd then mov ing to a writ ten warn in g by the second level supervis or and t hen i f n e cessar y t o a di scharge Question 24 Employe e s s h ould be dism issed on F rid ay so the y have t he we ekend with f amily and f r ie n d s to help th em recover This is not t r u e as there is no rule th at emplo ye e s shou ld be dism issed on a ny particu lar day of t he wee k Question 25 Identif y p a s t wor k Thi s is not t rue a s ident ifying p ast w ork does not help minim i ze t h e negati ve effects of la yoffs It i s i m po rtant to ident ify the bus iness n e e d in volve HR s taff and analyze ad ver se im pact to mi nimiz e t he e ffects o f l a yoffs Question 26 Provide s s u c cessi vel y mo re severe pun is hment f or each occur rence of neg ative behav i or This is the correct answ er as progr es s i ve discipline in volves p rov iding i n c reasi ngly s ever e punishme nts for ea ch occur renc e of n egati ve beha vior Question 27 Seeks t o m a n age e mpl oyee separatio ns This is the cor rect answer as an organizati o n p u r suing a Loy al Soldier HR strategy s ee k s t o manage emplo yee sepa rat ions Question 28 Are usu a ll y paid for by an employe e u ni on Th is is no t tru e as outplac ement servi c es a r e typica lly paid for by the organiz ...

		Once an employee decides to quit, offering a significant pay raise will likely result in them remaining employed with the organization
		The decision to quit is influenced significantly by the availability of desirable job alternatives
		People are more likely to stay with their current job when they perceive high economic and psychological costs of quitting
		Some employees are simply more likely than others to leave organizations

		should more frequently conduct job analysis on employee positions
		should provide enjoyable work, strong promotional opportunities and good benefits
		should ensure that employees work standardized work hours so balancing work and family responsibilities is possible
		should have a strong policy that discourages employee associations outside of work hours

		Developing fair pay practices
		The establishment of quick and fair grievance procedures
		Providing growth and promotion opportunities
		The use of idealistic job previews

		occurs when employers use effective means such as exit interviews to gather information from departing employees
		results in short-term increases in productivity as an employee tries to make a decision about remaining with an employer
		results in an employee feeling less obligated to work for their organization’s success
		most all the time results in the employee leaving the organization

		Satisfaction with job fulfillment
		Satisfaction with security
		Satisfaction with pay
		Satisfaction with social relationships in the organization

Which of the following is NOT true about an employees decision to leave their employment? Once an

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Physics Principles with Applications

		Computer-based socialization is as effective as in person socialization for conveying information about an organization’s goals, politics and people
		Computer-based socialization results in lower levels of employee satisfaction
		Computer-based socialization results in lower levels of employee commitment
		Computer-based socialization is not helpful in developing social relationships in the organization

		reduced recruiting expenses.
		retaining employees supports HR strategy, regardless of an organization’s strategy.
		employees have a sense of security that persuades them to work for slightly lower wages than they may be able to earn elsewhere.
		employee retention helps build a workforce with unique skills.

		when the organization has programs that support diversity
		when job satisfaction surveys are used
		when they are risk averse
		when they perceive that they are very different from other members of the organization

		occurs when an employee whose performance is at least adequate voluntarily quits
		occurs when low performing employees quit
		occurs when all turnover is low
		occurs when high performing employees remain employed

		is only given if an employee agrees not to file a lawsuit after dismissal
		is only given if an employee agrees not to file a discrimination complaint
		provides money to an employee to help cover living expenses during a period of unemployment
		is usually paid during the dismissal meeting so it is easier to dismiss an employee and to allow the employee to save face

		occurs when a low performing employee remains employed with the organization
		occurs when a high performing member of the organization quits
		occurs when any employee who is a member of the organization quits
		occurs when a high performing member of the organization remains employed

		What would you do if you were offered money by a customer to write off the amount owed the company?
		How would you respond to a customer shouting at you?
		Tell us about your prior work preparing and monitoring a unit budget.
		How do you feel about working overtime during the tax season?

		can be indicators of physical and mental ability
		should not be used as indicators of interpersonal skill or leadership
		have only been in use recently
		are weak predictors of success in sales jobs

		It is superior to unstructured interviews
		All candidates are asked a set of predetermined questions identified in advance
		It is not as effective or valid as unstructured interviews
		It can be effective in reducing the biasing effect of applicant impression management

		Verbal reasoning
		Quantitative problem solving
		Performance in a panel interview
		General mental ability

		Generalizability
		Validity
		Reliability
		Utility

		Identify the business need
		Involve HR staff
		Identify past work
		Analyze adverse impact

		is consistent with the Free Agent HR strategy
		is consistent with the Bargain Laborer HR strategy
		is consistent with the Committed Expert HR strategy
		means that new employees have multiple skills and knowledge and perform key jobs in the organization

		provides successively more severe punishment for each occurrence of negative behavior
		always has a follow-up action
		never results in termination of employment
		always results in termination of employment

		A pattern of constructive discipline
		An inappropriate channel is used
		Supervisors are sometimes unwilling to take the first step in the process
		Employee appeals delay implementation

		begins during the job analysis process
		is best accomplished outside of work hours
		should not occur between an employee and supervisor
		is the process through which a new employee acquire knowledge and behaviors needed to be a member of an organization

		written warning, suspension, discharge, and appeal of discharge
		verbal warning by first level supervisor, verbal warning by second level supervisor, written warning by second level supervisor, and discharge
		verbal warning, suspension, discharge and appeal of discharge
		verbal warning, written warning, suspension and final written warning that a repeat of behavior will result in discharge

		Employees should be dismissed on Friday so they have the weekend with family and friends to help them recover
		It is important to tell an employee directly that he or she is being dismissed
		Outplacement services help employees who have been dismissed to copy with job loss
		Severance compensation provides money to an employee as part of a dismissal package

		is not concerned with employee separations
		usually puts little emphasis on employee retention
		can benefit from employee separations
		seeks to manage employee separations

		are usually paid for by an employee union
		are generally more effective if an outside firm is employed
		are generally more effective if provided by the organization’s human resource professionals
		are not allowed to include actual job leads

		the organization seeks to attract a large number of applicants who may have the characteristics that are needed to perform the specific job.
		some employee turnover is desirable, since those who leave can be replaced by individual with more-up-to-date knowledge and skills.
		employee retention is of primary importance for the organization.
		the organization emphasizes employee commitment to avoid turnover.

Which of the following is NOT true about an employees decision to leave their employment? Once an

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Physics Principles with Applications

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