You are watching: Which of the following is not a principal reason why an employee may be transferred?
Michele had been working as an executive assistant to the president for almost 25 years, so when she reexhausted, no one had actually a great concept of all that her job entailed. Before Michele reworn down, Sharon sat via her for 2 weeks to observe her duties and also ask her to describe all the attributes she perdevelops as executive assistant to the president. Sharon was perdeveloping a(n) -job analysis.-performance appraisal.-task rotation.-behavioral-description intersee.-informal appraisal.
Cody was surprised to learn that not everyone would obtain a bonus this year. Instead, management planned to rank all of the employees in Cody"s division and also award bonuses just to the peak 20% in regards to sales. Cody"s agency is making use of a(n) ______ performance review mechanism.-normal distribution-practical positioning-forced ranking-unit grading-traditional curve
When Jacqueline interregarded for a position as a computer system programmer, she was asked to take a test on a particular programming language. Jacqueline took a(n) ______ test.-personality-performance-ability-aptitude-capability
___________ are generous severance packages, negotiated by executives, which they obtain if the company is taken over by another agency. -Golden parachutes-Maquiladoras-Fringe benefits-Silver linings-Life insurance policies
The Myers-Briggs Type Indicator is a(n) ______ test.-personality-reliability-performance-character-ability
Which of the adhering to is NOT a major factor for transporting an employee?-The employee"s abilities are needed in another component of the company.-The employee is suspected of illegal habits.-The transfer uses an chance to broaden employee endure.-Giving employees a new obstacle deserve to aid to maintain their interest and catalyst.-The employee has actually individual distinctions through his or her current boss.
After being referred by a frifinish, Hasina attended a project intersee. She didn"t feel it went well, yet she was surprised once her frifinish told her the boss didn"t like that Hasina had worn her hijab, a typical headscarf worn by Muslim womales. The boss told a coworker after the intercheck out, "Our customers favor functioning with Christians." Hasina is a victim of -favoritism.-quid pro quo.-affirmative activity.-discrimicountry.-a hostile job-related setting.
_____ are subject to validity troubles as a result of evaluator bias.-360-degree feedago forms-Trait appraisals-Behavioral appraisals-Personality appraisals-Objective appraisals
Which of the following is NOT a characteristic of a successful impetus pay plan?-facility and also detailed rules-simplicity-continuous interaction through employees about the inspiration plan-consistency through the organization"s existing goals-clear and realistic goals
A(n) ______________ is prone to legal attack bereason some questions may infringe on non-job-connected matters such as privacy, diversity, or discapability.-realistic task preview-unstructured interview-performance interview-situational interview-behavioral-summary interview
The best kind of performance appraisal involves -offering employees constant, real-time coaching, feedago, and services.-relying on impressions.-describing a subordinate"s present performance in general terms.-concentrating on "stretch goals."-utilizing other employees as examples.
When Jason became one of three last candidates for a managerial position through a big pharmaceutical firm, the hiring manager scheduled a one-of-a-kind meeting through him. The 2 talked about the stressful deadlines and also hefty take a trip compelled of the position, and also the compensation and benefits. Jachild appreciated that the hiring manager took the moment to administer a(n) -realistic task preview.-situational intersee.-performance appraisal.-behavioral-description intercheck out.-unstructured intersee.
In considering the staffing an company might require later, huguy reresource supervisors must -focus initiatives on replacing those that retire or reauthorize.-hire 10% more people than were necessary last year to cover feasible expansion.-understand the organization"s vision and strategy in order to hire personnel to assistance them.-assume that tbelow will certainly be radical alters in the supply of labor and also the nature of the organization"s tasks, and also therefore defer planning.-assume that the organization will certainly not adjust much.
A The golden state software program firm, MacroSoft, was flourishing rapidly and also hiring frequently, however it generally focused on campus recruiting at two California colleges, UC Berkeley and also Stanford. When one 45-year-old candiday did not obtain an interview after a phone screening, he went to the company"s webwebsite and listed all of the young world in charge. Which law permits him to file a discrimination lawsuit against MacroSoft?-Consolidated Omnibus Spending Plan Reconciliation Act (COBRA)-Civil Rights Act-Americans via Disabilities Act-Sarbanes-Oxley Act-Age Discrimination in Employment
Normally the ________ clause in a union contract is tied to the U.S. Bureau of Labor Statistics" customer price index (CPI).-agency-cost-of-living adjustment (COLA)-right-to-work-union security-givebacks
In controlling employees under an motivation pay arrangement, a manager need to -design facility plans that cover all contingencies.-change the setup commonly to continue to motivate subordinates.-set "stretch" purposes that are extremely challenging (perhaps impossible) to attain.-regularly communicate through employees about the plan.-collection goals via employees, but then leave them alone to seek those goals.
To ________, Ricco, an HR manager, supplied reports from the U.S. Bureau of Labor Statistics and also the U.S. Census Bureau for information about his industry"s labor pool in his geographical area.-analyze humale capital-recruit from inside the organization-build an affirmative activity program-recruit from external the organization-perform a task analysis
Using 360-level feedago appraisals provides it even more difficult for managers to -unsensibly favor or punish specific employees.-understand also how an employee interacts via clients or customers.-usage a forced-ranking device.-collect anonymous feedearlier around an employee.-collect performance indevelopment develop multiple resources.
Allie has a degenerative eye disease that is leading to her to gradually shed her eyesight. When Allie asked her employer, TrueBlue Fashions, to purchase a low-vision computer for her usage at work-related, she was fired. TrueBlue Fashions has actually violated the -Privacy Act.-Occupational Safety and also Health Act (OSHA).-Patient Protection and Affordable Care Act.-Family and Medical Leave Act.-Americans with Disabilities Act (ADA).
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A manager have to take into consideration fairness, __________, and others" resentments in considering a proactivity of an employee.-permanence-safety-profitability-openness-nondiscrimination
_______ funding is the financial or productive potential of solid, trusting, and also participating relationships. This form of resources deserve to help you land a job; a nationwide survey of recruiters revealed that 74% had discovered the highest-quality applicants via employee referrals.-Human-Personal-Relational-Social-Productivity
Contrasted to internal recruiting, which of the adhering to is true of outside recruiting?-The process is even more expensive and also takes much longer.-It encourages higher employee loyalty.-The procedure is cheaper.-The pool of talent is more restricted.-It creates the require for multiple recruitments.
As a sales manager, Danyce is conducting performance appraisals for her team members. To do so, she tracks each person"s sales calls, amount of sales, and revenues on a quarterly basis. Danyce is making use of a(n) ______ system of appraisal.-360-degree-objective-behavioral-subjective-trait
________________ is the function of the strategic huguy resource procedure.-Informing the grand strategy-Formulating human resource-sensitive strategic plans-Getting optimal work performance to aid realize the company"s mission and vision-Finding the human resources necessary in a timely fashion-Maintaining a secure workpressure for minimum expense