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OSU BA 453 - SECOND EXAM – HRM/BA453/553

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SECOND EXAM – HRM/BA453/553 (FALL05)Grading: 100 points. Two points for each of 30 questions (60 points total) and 20 points for each of two essay questions (40 points total). Answer all multiple choice questions with a single response. Limit each essay response to 2 written pages.1. Effective Performance Management includes all except (least effective):a. Clarifying performance expectations and setting goals.b. Transferring marginal performers to nonessential task areas.c. Providing behavioral feedback to strengthen or correct performance.d. Motivating performance by providing appropriate rewards.e. Removing organizational obstacles and providing resources to facilitate performance.2. The design of an effective performance review policy and procedure requires all except:a. Clarity of purpose so that “form follows function”.b. Validity of performance measures/indicators.c. Strategic Incongruence. d. Sensitivity and Specificity.e. Reliability of Judgment.3. Behavioral Feedback Methods of performance review include all except:a. 360 Degree Feedback.b. Assessment Center.c. Critical Incident.d. Behavioral Observation Scales.e. Graphic Rating Scale.4. The performance review method that combines narrative critical incidents and quantitative ratings is:a. MBO.b. Paired Comparison.c. BARS.d. Forced Distribution.e. Alternation Ranking.5. Common performance review (appraisal) problems include all except:a. Clear Standards.b. Halo Effect.c. Leniency or Strictness.d. Gender Bias.e. Central Tendency.6. For performance feedback to be effective, it should meet all of the following guidelines except:a. Be descriptive rather evaluative.b. Be solicited rather than imposed.c. Be private rather than public.d. Be specific rather than general.e. Be positive and not negative.7. The steps used by employers to establish pay rates and to insure external/internal equity include all (not necessarily in order) except:a. Grouping similar jobs into pay grades.b. Determining the worth of a job by means of job evaluation.c. Pricing each pay grade by using wage curves.d. Conducting a survey to determine what other employers are paying for key comparable jobs (benchmarks).e. Using a valid performance review method.8. The threshold considerations in designing a performance-based (including earnings-at-risk) compensation system include all except:a. Is there an adequate training system to motivate employees? (T)b. Is there a valid and reliable performance review system that ties efforts to performance? (E)c. Is the reward perceived as sufficiently valuable and attractive to motivate the person to exchange leisure for work? (V)d. Is the mix/percent of variable, at-risk reward equitable in comparison to key reference points? (E)e. Is the compensation policy clear and consistently applied in how it tiesperformance to rewards? (I)9. The Fair Labor Standards Act as amended contains all except:a. Overtime pay after 40 hours in a workweek.b. Equal pay without regard to gender for performing equivalent work.c. Minimum wage requirements.d. Child labor protection.e. Minimum hour requirements.10. A provision of pension plans, required by ERISA, that provides employees with a non-forfeitable right to accrued benefits or contributions is called:a. Gain Sharing.b. Vesting.c. Portability.d. Defined Benefit.e. Defined Contribution.11. A medical service provider consisting of numerous specialists (surgeons, etc.) operating out a community-based health care center is:a. HMO.b. PPO.c. COBRA.d. ESOP.e. EAP.12. A formal employer program for providing employees with counseling and/or treatment for problems such as alcoholism, gambling, and stress is called:a. HMO.b. PPO.c. COBRA.d. ESOP.e. EAP.13. The basic provisions of OSHA include all of the following except:a. The enforcement of OSHA standards through inspections and citations/fines.b. Recordkeeping procedures to insure the documentation and reportingof occupational injuries and illnesses.c. Employee responsibility to report hazardous work conditions to their employer.d. Employer obligation to discipline employees who file OSHA complaints.e. The promulgation of legally enforceable safe workplace standards.14. The primary cause of occupational injuries is:a. Unsafe work behavior or practices.b. Failure to adhere to OSHA standards.c. Unsafe work conditions or hazards.d. Fraudulent reporting of non-work injuries as work injuries.e. Negative work attitude.15. Characteristics of effective occupational Loss Prevention programs, as contrasted with Loss Control programs, include all except:a. Highly visible promotion of workplace safety goals and programs.b. Primary focus is the prevention of unsafe work behavior/practices.c. Proactive evaluation of human factors contributing to unsafe practices.d. Highly visible measurement and communication of safety efforts.e. Immediate medical response for an injured worker, along with a Return-to-Work programs to facilitate injury rehabilitation and recovery.16. High injury work cultures are characterized by all except:a. Employee attitude that “injuries are inevitable”.b. Supervisors function as a “safety cop”. c. Exclusive focus on unsafe work conditions and OSHA compliance.d. Proactive ergonomic work redesign.e. Ineffective Safety Committees.17. Steps that can be taken to reduce workplace violence include all except:a. Improve employee (applicant) screening.b. Train supervisors to identify the clues that typically precede violent incidents.c. Heighten security measures such as improved exterior lighting, surveillance cameras, and silent alarms.d. Awareness of and compliance with the Violence Against Women Act.e. Provide a workout facility for employees with anger management problems.18. The National Labor Relations Act, as amended (Wagner, Taft-Hartley, and Landrum-Griffin), provides for all except:a. NLRB to oversee unionization efforts and investigate ULPs.b. Employer and union unfair labor practices.c. Fair labor standards for wages, hours, and working conditions.d. The right of employees to form or join a union.e. Bill of Rights for union members.19. TIPS refers to unfair labor practices (ULPs) often committed by employers during a unionization effort and include all except:a. Promising rewards or benefits for union resistance.b. Spying on union activities.c. Threatening employees who are interested in unionism.d. Intensely campaigning against the union efforts.e. Interrogating employees about union activities.20. A situation


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OSU BA 453 - SECOND EXAM – HRM/BA453/553

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