Podcast
Questions and Answers
What is the purpose of orientation in an organization?
What is the purpose of orientation in an organization?
- To provide new employees with job-related skills
- To develop ideal compensation mixes
- To conduct performance appraisals using a variety of tools
- To familiarize new employees with their jobs, coworkers, and key aspects of the organization (correct)
Which training activity involves employees being moved between two or more jobs in a planned manner?
Which training activity involves employees being moved between two or more jobs in a planned manner?
- Coaching
- Modeling
- Mentoring
- Job Rotation (correct)
What is the focus of off-the-job training?
What is the focus of off-the-job training?
- Acquiring and improving job-related skills (correct)
- Familiarizing new employees with their jobs and key aspects of the organization
- Conducting performance appraisals using a variety of tools
- Developing ideal compensation mixes
What is the significance of performance appraisal in an organization?
What is the significance of performance appraisal in an organization?
Which type of pay tends to be applied to sales jobs with measurable job targets?
Which type of pay tends to be applied to sales jobs with measurable job targets?
What is the main advantage of salary as a form of compensation?
What is the main advantage of salary as a form of compensation?
What is the purpose of the Replacement management?
What is the purpose of the Replacement management?
Which form of compensation is particularly important for middle-aged to older individuals?
Which form of compensation is particularly important for middle-aged to older individuals?
What does the Compensation Mix break down into percentages?
What does the Compensation Mix break down into percentages?
Which type of training typically involves a supervisor or experienced coworker and focuses on hands-on skills?
Which type of training typically involves a supervisor or experienced coworker and focuses on hands-on skills?
What type of guidance typically applies to broader tasks and involves both hands-on and hands-off approach?
What type of guidance typically applies to broader tasks and involves both hands-on and hands-off approach?
What is most common in off the job training, often sent by a company for management development or job-specific skills?
What is most common in off the job training, often sent by a company for management development or job-specific skills?
Which process formally assesses work accomplishments and provides feedback, serving both evaluation and development purposes?
Which process formally assesses work accomplishments and provides feedback, serving both evaluation and development purposes?
Which methods are used with different approaches to evaluating performance?
Which methods are used with different approaches to evaluating performance?
Which alternatives to supervisory appraisal involve input from various sources?
Which alternatives to supervisory appraisal involve input from various sources?
Which form of compensation includes both intrinsic and extrinsic forms?
Which form of compensation includes both intrinsic and extrinsic forms?
Which provides nonmaterial benefits like sense of fulfillment, achievement, purpose, and relationships with coworkers?
Which provides nonmaterial benefits like sense of fulfillment, achievement, purpose, and relationships with coworkers?
Which are various forms of material compensation?
Which are various forms of material compensation?
What does work-life balance refer to?
What does work-life balance refer to?
Which type of performance element assessment is typically done by a supervisor or experienced coworker?
Which type of performance element assessment is typically done by a supervisor or experienced coworker?
What type of management training is most common in off the job training?
What type of management training is most common in off the job training?
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Study Notes
– On-The-Job Training and Coaching: Specific to performance elements, typically done by a supervisor or experienced coworker, focuses on hands-on skills. (Chapter 12, Management Fundamentals) – Mentoring: Applies to broader tasks, typically done by an experienced employee, and involves both hands-on and hands-off guidance. (Chapter 12, Management Fundamentals) – Off the Job Training: Management training is most common, often sent by a company for management development or job-specific skills. (Chapter 12, Management Fundamentals) – Performance Appraisal: Formally assesses work accomplishments and provides feedback, serving both evaluation and development purposes. (Chapter 12, Management Fundamentals) – Types of Performance Appraisal: Graphic rating scales, BARS, and critical incidents technique are used with different approaches to evaluating performance. (Chapter 12, Management Fundamentals) – Alternatives to Supervisory Appraisal: Peer appraisal, upward appraisal, and 360-degree feedback involve input from various sources. (Chapter 12, Management Fundamentals) – Compensation: Includes both intrinsic (nonmaterial) and extrinsic (material) forms, such as wages, salary, bonuses, benefits, and work-life balance. (Chapter 12, Management Fundamentals) – Intrinsic Compensation: Provides nonmaterial benefits like sense of fulfillment, achievement, purpose, and relationships with coworkers. (Chapter 12, Management Fundamentals) – Types of Extrinsic Pay: Base pay, wages, salary, piecework, commission, merit pay increase, and benefits are various forms of material compensation. (Chapter 12, Management Fundamentals) – Work-Life Balance: Refers to the ability of employees to balance career demands with personal and family needs, with progressive employers supporting it. (Chapter 12, Management Fundamentals)
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