Multiple Choice
Identify the choice that best completes the statement or
answers the question.
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1.
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All of the following are principles of high-performance work systems EXCEPT
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a. | an egalitarian environment | b. | shared information | c. | knowledge
development | d. | job specialization | e. | performance reward
linkage |
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2.
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Which one of the following is NOT one of the ways to involve unions in
high-performance work systems:
a. | cultivate mutual gains | b. | develop and adhere to
procedures | c. | Foster support of constituents | d. | establish formal commitment to high-performance
work systems | e. | all of the above are ways to involve unions in high-performance work
systems |
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3.
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According to the text, high-performance work systems should be evaluated by all
of the following factors EXCEPT:
a. | its processes | b. | its goals | c. | its fit with new
company priorities | d. | its leadership | e. | its fit with new
company initiatives |
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4.
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Which one of the following HR functions is most important in designing
high-performance work systems:
a. | training and development | b. | recruitment | c. | compensation | d. | selection | e. | all of the above are
important functions |
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5.
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According to the principle of knowledge development, employees must learn
________:
a. | only technical skills | b. | stopgap measure | c. | in real time on the
job | d. | in the classroom environment | e. | all of the
above |
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6.
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The principle of shared information relies on the concept of:
a. | management command and control | b. | disseminating information through the
grapevine | c. | downward communication only | d. | employee involvement and employee
empowerment | e. | none of the above |
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7.
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High-performance systems and compensation management are more successful when
the organization _____________:
a. | links performance to rewards | b. | uses a seniority based pay
system | c. | uses a status-based pay system | d. | all of the above | e. | none of the
above |
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8.
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According to the principle of egalitarianism, all of the following are ways to
change the workflow to provide for employee decision making and employee empowerment EXCEPT
for:
a. | job enlargement | b. | increasing status differences in the
organizational structure | c. | job enrichment | d. | self-managing work
teams | e. | all of the above |
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9.
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The process of ensuring that all the internal elements of the work system
complement and reinforce one another is called:
a. | vertical fit | b. | lateral fit | c. | cross functional
fit | d. | internal fit | e. | none of the
above |
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10.
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In the implementation of a high-performance work system, which one of the
following is NOT one of the recommendations in the textbook:
a. | make a compelling case for change | b. | make certain change is owned by senior and line
managers | c. | do not communicate change until after it has been implemented to avoid
miscommunication | d. | establish methods for measuring results | e. | ensure continuity of
leadership and champions |
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True/False
Indicate whether the statement is true or
false.
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1.
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Skill-based pay is regularly used to increase flexibility in compensation in
high-performance work systems.
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2.
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Status and power differences are necessary in high-performance work
systems.
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3.
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High-performance work systems are the most successful in large
organizations.
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4.
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High-performance work systems depend on a shift from touch labour to knowledge
work.
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5.
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High-performance work systems often use the concepts of TQM, reengineering and
teamwork.
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6.
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The outcomes of a high-performance work system are employee satisfaction and
cost control.
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7.
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Organizations can sustain a competitive advantage if employee competencies are
valuable, rare, difficult to imitate and organized.
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8.
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Both employees and the organization can benefit from high-performance work
systems.
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9.
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High performance work systems cannot be implemented successfully in a unionized
environment.
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10.
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Organizations have discovered the best way to implement change is to integrate
both a top-down and a bottom-up methodology.
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