Description

INSTANT DOWNLOAD COMPLETE TEST BANK WITH ANSWERS

 

 

Organization Development And Change 10th Edition By Thomas J. Cummings – Test Bank

 

 

Sample  Questions

 

  1. Which is generally correct concerning OD practitioners?
  2. a. they are people utilizing OD principles in their profession they may share a common set of humanistic values
  3. c. they have similar training, skills, and knowledge all of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.01 – 03.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: Who is the Organization Development Practitioner?

KEYWORDS:                       Bloom’s knowledge

 

  1. Which of the following is not a “core” skill of an OD practitioner?
  2. a. intrapersonal skills interpersonal skills
  3. c. general consultation skills
  4. financial management skills

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Individual Dynamics – Individual Dynamics TOPICS:                                            A-head: Competencies of an Effective Organization Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. One of the major limitations of the internal consultant is a. their lack of understanding of the organization
  2. their access to information
  3. c. their potential loss of objectivity their lack of training

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     Moderate

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: The Professional Organizational Development Practitioner

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Which of the following is a foundation competency required of organization development practitioners?
  2. a. organization design systems dynamics
  3. c. individual psychology
  4. organizational development history

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG:Analytic

STATE STANDARDS:          United States – NONE – DISC: Individual Dynamics – Individual Dynamics TOPICS:                                            A-head: Competencies of an Effective Organization Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. Which is true of external OD consultants?
  2. a. they are younger than internal OD consultants
  3. they have less experience than internal OD consultants
  4. c. they spend less time in OD than do internal OD practitioners none of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.03 – 03.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics TOPICS:                                            A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. The evidence suggests that OD careers are a. “cake” jobs
  2. stressful
  3. c. 5 day weeks–8 hour days informal

 

ANSWER:                            b

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.03 – 03.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: The Professional Organizational Development Practitioner

 

  1. Ethical dilemmas of the OD practitioner concern a. misrepresentation
  2. misuse of data
  3. c. value and goal conflict all of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.05 – 03.05

NATIONAL STANDARDS:   United States – BUSPROG: Ethics

STATE STANDARDS:          United States – NONE – DISC: Ethical Responsibilities – Ethical Responsibilities

TOPICS:                              A-head: Professional Ethics

KEYWORDS:                       Bloom’s: Knowledge

 

  1. refers to the ability to recognize and express emotions appropriately, to use emotions in decisions, and to regulate emotions.
  2. a. ethics
  3. emotional intelligence c. intervention
  4. evaluation

 

ANSWER:                            b

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.03 – 03.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Individual Dynamics – Individual Dynamics TOPICS:                              A-head: Competencies of an Effective Organization Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. The term Organizational Development Practitioners refers specifically to external consultants on large scale projects. a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.01 – 03.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – None – DISC: HUMAN RESOURCE MANAGEMENT – HUMAN RESOURCE MANAGEMENT

TOPICS:                              A-head: Who is the Organizational Development Practitioner

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 10. Following entry and contracting, an OD practitioner starts diagnosing an organization or a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.03 – 03.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. 11. To be able to design and execute an intervention is not a requirement for the OD a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. 12. With the development of new and varied intervention approaches, the role of the OD professional needs to be seen as being along the entire continuum from client-centered to consultant-centered.
  2. a. True
  3. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. 13. Despite the flexibility of the OD profession, most OD professionals have had specific training in a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Knowledge

 

  1. 14. Discuss the role of the OD practitioner in depth. Outline the skills associated with effective

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Challenging

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.02 – 03.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Competencies of an Effective Organization Development Practitioner

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 15. Contrast the role of the internal consultant with that of the external

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Challenging

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.03 – 03.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – None – DISC: HUMAN RESOURCE MANAGEMENT – HUMAN RESOURCE MANAGEMENT

TOPICS:                              A-head: The Professional Organizational Development Practitioner

KEYWORDS:                       Bloom’s: Analysis

 

  1. 16. What are the ethical considerations of an OD practitioner?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.04 – 03.04

NATIONAL STANDARDS:   United States – BUSPROG: Ethics

STATE STANDARDS:          United States – NONE – DISC: Ethical Responsibilities – Ethical Responsibilities TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                                            Bloom’s: Analysis

 

  1. 17. Compare and contrast the client-centered and consultant-centered approaches to OD. Discuss situations where each might be

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.03.04 – 03.04

NATIONAL STANDARDS:   United States – BUSPROG: Ethics

STATE STANDARDS:          United States – NONE – DISC: Ethical Responsibilities – Ethical Responsibilities TOPICS:                              A-head: The Professional Organizational Development Practitioner KEYWORDS:                       Bloom’s: Analysis

 

  1. Intervention means:
  2. a. valid information only
  3. unplanned management manipulations
  4. c. planned actions or events intended to increase effectiveness change activities outside the organization

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.01 – 07.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: Overview of Interventions

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Which of the following is not a type of OD intervention outlined in this text?
  2. a. human process interventions
  3. human resources management c. strategic
  4. financial

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.01 – 07.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: Overview of Interventions

KEYWORDS:                       Bloom’s: Knowledge

 

  1. What aspects of an organization do OD interventions seek to change?
  2. a. cultural context
  3. specific process features c. external environment
  4. task environment

 

ANSWER:                            b

POINTS:                              1

DIFFICULTY:                     moderate

 

  1. When designing OD interventions, the term “Human Resources Issues” refers to a. the personnel practices of the organization
  2. the number of organization members in conflict c. the chain of command
  3. none of the above

 

ANSWER:                            a

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.01 – 07.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: Overview of Interventions

KEYWORDS:                       Bloom’s: Comprehension

 

  1. Human resources management practitioners mainly focus on a. structure
  2. strategy only c. people
  3. information systems

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.01 – 07.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC – Group Dynamics

TOPICS:                              A-head: Overview of Interventions

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Which of the following best describes technostructural interventions?
  2. a. changing the high-tech areas within the organization
  3. helping organizations decide on markets, products or services c. changing job design and division of labor
  4. none of the above

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     easy

 

  1. Key questions to ask when deciding the appropriate intervention method are a. Have the issues been accurately diagnosed?
  2. Are change methods appropriate to the organizational issues identified in diagnosis? c. Can skills to implement the intervention be transferred to organizational members? d. all of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Relevant interventions do not need acceptance or ownership from organization members. a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. Quality of work life encompasses more than just the work environment. a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 10. Work design gets at the issue of job enrichment via greater task variety, autonomy, and feedback a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 11. The key intervention implementation issue underlying all OD interventions is the need to tailor them to fit the
  2. a. True
  3. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 12. The need to tailor interventions suggests that applications of the same intervention are often a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 13. Organization learning is a strategic intervention for transforming a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 14. Explain what an “intervention” is and how it fits into the organizational development process. What are the key considerations when deciding on an intervention?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 15. Discuss the four major types of interventions including descriptions of specific interventions within each main

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: What are Effective Interventors?

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 16. The extent to which members of a society value and accept status differences refers to:
  2. a. uncertainty avoidance individualism
  3. c. power distance
  4. achievement orientation

 

ANSWER:                            c

POINTS:                              1

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – None – DISC: Environmental Influence – Environmental Influence

TOPICS:                              A-head: Contingencies Related to the Change Situation

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 17. Which economic and cultural context tends to be most difficult for traditional OD processes?
  2. a. Industrial/Low power distance Industrial/Low individualism
  3. c. Industrializing/High power distance Industrial/ High fit
  4. e. Industrializing/Low individualism

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     Moderate

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.03 – 07.03

NATIONAL STANDARDS:   United States – BUSPROG: Diversity

STATE STANDARDS:          United States – None – DISC: Environmental Influence – Environmental Influence

TOPICS:                              A-head: Contingencies Relates to the Change Situation

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 18. OD interventions in organizations implementing a global strategic orientation will most likely focus on:
  2. a. efficiency
  3. interpersonal relationships between the parent country and the subsidiary officer c. decentralizing decision making policies
  4. clarifying geocentric personnel policies

 

ANSWER:                            a

POINTS:                              1

DIFFICULTY:                     moderate

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.03 – 07.03

NATIONAL STANDARDS:   United States – BUSPROG: Diversity

STATE STANDARDS:          United States – None – DISC: Environmental Influence – Environmental Influence

TOPICS:                              A-head: Contingencies Related to the Change Situation

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 19. Global social change organizations tend to be dominated by a strong set of normative values and a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.02 – 07.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – None – DISC: Environmental Influence – Environmental Influence

TOPICS:                              A-head: What are Effective Interventions?

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 20. Describe how OD interventions need to be adapted to fit different cultural

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Challenging

LEARNING OBJECTIVES:  ODAC.CUMM.15.07.03 – 07.03

NATIONAL STANDARDS:   United States – BUSPROG: Diversity

STATE STANDARDS:          United States – None – DISC: Environmental Influence – Environmental Influence

TOPICS:                              A-head: How to Design Effective Interventions

KEYWORDS:                       Bloom’s: Comprehension

 

  1. Which of the following is not part of the performance management model?
  2. a. goal setting
  3. reward systems
  4. c. organization structure performance appraisal

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: A Model of Performance Management

KEYWORDS:                       Bloom’s: Knowledge

 

  1. The goal setting process involves a. establishing challenging goals b. setting of goals
  2. c. clarifying goal measurement all of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     Easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.02 – 15.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Goal Setting

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Management by objectives is characterized by systematic and periodic . a. top management meetings to plan work, review progress and solve problems
  2. subordinate meetings to plan work, review progress and solve problems c. measurements of progress toward goals
  3. joint meetings of management and subordinates to plan work, review progress, and solve problems

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.02 – 15.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Goal Setting

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Performance appraisal is an important link between and                            . a. structure and employee involvement systems
  2. evaluation systems and productivity
  3. c. feedback systems and reward systems none of the above

 

ANSWER:                            c

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Performance Appraisal

KEYWORDS:                       Bloom’s: Comprehension

 

  1. Which of the following is not a design criterion for performance appraisal?
  2. a. acceptance by organizational members
  3. must be available to top performing employees c. focuses on critical control points
  4. meets a cost/benefit test

 

ANSWER:                            b

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Performance Appraisal

KEYWORDS:                       Bloom’s: Comprehension

 

  1. Which of the following criteria suggests that rewards should be allocated based on the level of goal achievement?
  2. a. timeliness
  3. performance contingency c. equitable
  4. focus on critical control points

 

ANSWER:                                  b

POINTS:                                    1

DIFFICULTY:                           Easy

NATIONAL STANDARDS:         United States – BUSPROG: Analytic

STATE STANDARDS:                United States – NONE – DISC: Group Dynamics – Group Dynamics

ACCREDITING STANDARDS:  ODAC.CUMM.15.15.04 – 15.04

TOPICS:                                    A-head: Reward Systems

KEYWORDS:                             Bloom’s: Knowledge

 

  1. Reward system process issues are concerned with a. who designs the reward systems
  2. who administers the reward systems
  3. c. what kind of communication should exist about rewards all of the above

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Which is not a design element of developing a gain-sharing plan?
  2. a. process of design
  3. determining the bonus c. frequency of bonus
  4. vacation pay

 

ANSWER:                            d

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Knowledge

 

  1. Goal setting interventions involve managers and employees in jointly setting subordinate’s goals, monitoring them, and providing counseling and support where necessary.
  2. a. True
  3. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.02 – 15.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Goal Setting

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 10. Timeliness is a criteria for effective reward systems but not for performance appraisal a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Performance Appraisal

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 11. Reward inequities can be a major source of job a. True
  2. False

 

ANSWER:                            True

POINTS:                              1

DIFFICULTY:                     easy

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 12. Various departments within an organization initiate performance a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Performance Appraisal

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 13. When rewarding employees for the skills they possess, skill-based pay systems are highly a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 14. Reward systems have little if any impact on employee absenteeism and a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 15. Studies indicate that the frequency of rewards is of no consequence to a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 16. Most decisions about promotions in organizations are made in a top-down, open a. True
  2. False

 

ANSWER:                            False

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Comprehension

 

  1. 17. Discuss the performance management model. How does performance management relate to employee involvement and work design?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.01 – 15.01

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: A Model of Performance Management

KEYWORDS:                       Bloom’s: Knowledge

 

  1. 18. What is the rationale for goal setting? Do you agree or disagree and why?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.02 – 15.02

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Goal Setting

KEYWORDS:                       Bloom’s: Evaluation

 

  1. 19. Contrast the effects of various reward systems. Which are most effective?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     MODERATE

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.04 – 15.04

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Reward Systems

KEYWORDS:                       Bloom’s: Analysis

 

  1. 20. What can be done to improve performance appraisal systems?

 

ANSWER:                            Answer not provided.

POINTS:                              1

DIFFICULTY:                     Challenging

LEARNING OBJECTIVES:  ODAC.CUMM.15.15.03 – 15.03

NATIONAL STANDARDS:   United States – BUSPROG: Analytic

STATE STANDARDS:          United States – NONE – DISC: Group Dynamics – Group Dynamics

TOPICS:                              A-head: Performance Appraisal