1. BUSI 342 Final Exam 3 from Liberty University
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BUSI 342 Final Exam 3 from Liberty University
1) A/an ____ is a sequence of work-related positions a person occupies
throughout life.
2) Turnover of nursing staff is a major concern at Briar Mountain Regional
Medical Center. Many experienced nurses resist moving into management, but
exit interviews indicate that many of the best nurses leave Briar Mountain
because they feel they cannot advance in the organization. As director of HR, you
suggest
3) Which of the following statements about psychological tests is FALSE?
Psychological tests
4) Because of the rapidly changing economic and technological environment,
the traditional career progression models no longer apply. It is difficult to discern
any general patterns in the pattern of workers’ careers.
5) A career plateau occurs when a/an
6) Typically, it is more difficult to relocate an employee whose spouse is a
professional than it is to relocate an employee who is single.
7) Infusion Enterprises suffered a shock when its president and its CEO, were
both killed by an avalanche while skiing in Chile. But because of the ____ the
organization was able to continue operations smoothly.
8) The vice president of marketing at BamaWonder Products has left to create
her own company. She is taking with her some key managers in the areas of
product development, finance and sales. The BamaWonder Products’ continued
smooth functioning after these departures will largely depend on
9) In over ____ percent of couples, both partners have a career.
10) What is the purpose of developmental feedback?
11) The two roles of appraisal, administrative decision making and development
often conflict, so the developmental role is gradually being absorbed into the HR
function of training and employee development and removed from the
supervisor’s responsibility.

2. 12) Of the types of employees listed below, the management by objective
process would work best for
13) At High Flyer Airlines, managers rate their subordinates on a continuum from
1 to 7. A score of 1 indicates unsatisfactory performance, and a score of 7
indicates superior performance. High Flyer uses a ____ as its performance
appraisal method.
14) All of the following are common reasons why performance appraisal
systems are ineffective EXCEPT
15) In which of the following situations would peer ratings be most appropriate?
16) The use of self-appraisal is a good counterpoint to supervisor appraisal
because the subordinate’s leniency in self-appraisal offsets the rater bias of the
supervisor.
17) Since the data pertinent to the employee’s performance has been collected
and evaluated before the performance appraisal interview is held, it is too late at
that point to correct misunderstandings and mistakes.
18) Alvin, a sales representative for a company making industrial solvents, lost a
major customer last month. Until then, Alvin’s year has been about average in the
dollar amount of sales. Early in the year, Alvin brought in two new customers of
about the size of the customer he lost last month. Alvin’s supervisor gives Alvin
an unsatisfactory rating in his annual performance appraisal. It is likely that Alvin’s
supervisor has committed the ____ error
19) A____ is a group of jobs having common organizational characteristics.
20) Collette received a $2,500 lump-sum increase for her performance last year.
This increased her base pay by $2,500.
21) Typically, clerical and professional jobs are classified in the same job family
because they are both white-collar, office occupations.
22) As HR director, you are discussing the implementation of a competency-
based compensation system with the company’s CEO. You point out that in order
for the competency system to be effective
23) Which of the following is a major drawback to the point method of job
evaluation?
24) If the Wage and Hour Division of the U.S. Labor Department investigates an
employer’s files looking for violations of the FLSA, it will focus on

3. 25) Job evaluation provides a formal, systematic basis for determining the
market value of jobs and establishing external pay equity in the organization’s
compensation system.
26) Paul is a single parent. He received consistently high performance
appraisals from his employer, until the company went bankrupt. Now, Paul is
looking for a new job. As the recruiter at MilqueMaid Chocolate, you are very
interested in Paul. But, your firm has a lag-the-market compensation strategy.
You know that Paul has had an offer from a firm that has a meet-the-market
strategy. You are not authorized to offer Paul a market-level salary. Your best
way to lure Paul to MilqueMaid is to
27) A third-quartile approach is a compensation strategy
28) In a true pay-for-performance system, which of the following employees
would qualify for incentive reward?
29) OnionDome Manufacturing has suffered major losses in the last few years.
Last year the board of directors fired the CEO and hired Simon Simple from one
of its major competitors. Simple has laid off 20 percent of the hourly employees
and 15 percent of the managers and professional staff in the company. He has
sold off two unprofitable subsidiaries, and for the first time in five years the
company has posted a small profit. This year the board of directors has given
Simple a multi-million dollar bonus. Which of the following statements is TRUE?
30) Beverly is a member of a five-person work team. Beverly is conscientious
and reliable, but she works the most slowly of the team members. The team is
paid a monthly bonus based on its production numbers. If all team members are
paid the same size bonus, Beverly will be subject to social pressure to work
faster.
31) Performance incentives include all the following EXCEPT
32) All of the following are potential outcomes of a successful pay-for-
performance plan EXCEPT
33) The U.S. is relatively unusual in tying significant proportions of executive pay
to organizational profitability and value.
34) An effect of variable pay plans is that ____ incentives increase the
competition among individual employees.
35) ____ is an example of an organizational-level variable pay system.