管理学课后练习第十二章
电大作业——管理与管理学12-13章题目及答案
电大作业——管理与管理学12-13章题目及答案第十二章控制基础自测练习一、单项选择1．能够有效发现计划与计划实施之间差距的管理环节是（）。
A．领导B．组织C．控制D．决策2．管理的各项职能构成了一个完整的管理循环过程，而（）始终是一次管理循环过程的终点，同时又是新一轮管理循环过程的起点。
A．计划B．控制C．协调D．指挥3．即时控制通常指的是（）。
A．现场控制B．前馈控制C．反馈控制D．全面控制4．依据控制措施作用的（）不同，控制可分为现场控制、前馈控制和反馈控制。
A．内容B．范围C．对象D．环节5．某企业将2006年本企业的历史最高利润额作为本年度的利润指标，这在控制标准中属于（）。
A．历史标准B．计划标准C．最高标准D．年度标准6．在控制标准中，诸如单位产品产出所需工时数、耗电量、原材料消耗量，及单位机器台时产量、货运吨公里油耗等标准属于（）。
A．价值标准B．实物标准C．收益标准D．成本标准7．某单位制定的年终考核指标中有一条“工作要认真负责”，这样的标准不符合控制标准的（）要求。
A．目的性B．多元性C．可检验性D．协调一致性8．控制工作应当着眼于组织发展的整体需要，这就要求控制应具有（）。
A．全局观念B．与计划协调一致C．建立客观标准D．切合管理人员特点二、多项选择1．企业中应当承担控制职责的人员包括（）。
A．企业高层管理人员B．行业主管人员C．中层管理人员D．基层管理人员2.按照控制对象的范围，可以将控制分为（）等类型。
A．全面控制B．局部控制C．官僚控制D．文化控制3．控制系统是指由（）组成的具有自身目标和功能的管理系统。
A．控制主体B．控制客体C．控制信息D．控制措施4．下列选项，（）属于没有确定的实物单位而只以一定的金额予以表示的控制标准类型。
A．销售额B．耗电量C．成本总额D．工资总额5.用于衡量工作绩效的各种信息应满足（）等方面的要求。
A．及时性B．可靠性C．经济适用性D．灵活性6.为了保证对组织工作进行有效的控制，管理者应遵循以下基本原则（）。
《财务管理学》练习 第十二章 产品成本计算的分步法
第十二章产品成本计算的分步法一、单项选择题1、成本还原的对象是（）。
2001年A、最终产成品成本B、各步骤半成品成本C、本月产品所耗半成品成本D、本月所用上步骤半成品成本[解析]：应选择C2、在平行结转分步法下，月初和本月生产费用总额是在（）之间进行分配。
2001年A、各步骤完工半成品与月末加工中的在产品B、各步骤完工半成品与广义在产品C、产成品与月末广义在产品D、产成品与月末狭义在产品[解析]：应选择C3、产品成本计算的分步法是( )。
2002年A、分车间计算产品成本的方法B、按照生产步骤计算产品成本的方法C、计算产品成本中各步骤份额的方法D、计算各步骤半成品和最后步骤产成品成本的方法[解析]：应选择B4、采用综合结转分步法计算产品成本时，若有N个生产步骤，则需进行的成本还原的次数是（）。
2004年A、（N－1）次B、（N－2）次C、（N－3）次D、N次[解析]：应选择A二、多项选择题1、采用逐步综合结转分步法结转半成品成本，可采用（）。
A、先进先出法B、后进先出法C、加权平均法D、上月末的加权平均单位成本E、按计划成本[解析]：应选择ABCDE2、广义在产品包括：（）。
A、尚在各步骤加工的在产品B、转入各半成品库准备继续加工的半成品C、对外销售的自制半成品D、已入库的外购半成品E、等待返修的废品[解析]：对外销售的自制半成品，必须计算成本，而平行结转法不计算半成品成本，外购的半成品不是自己加工的，其余的都是半成品。
所以应选择ABE3、广义的在产品包括（）。
A、等待返修的废品B、未经验收入库的产品C、正在车间加工中的在产品D、需继续加工的半成品E、已验收入库的对外销售的自制半成品[解析]：应选择ABCD4、平行结转分步法适用于（）。
A、半成品种类较少B、半成品种类较多C、大量大批多步骤生产D、管理上要求提供各步骤半成品成本资料E、管理上不要求提供各步骤半成品成本资料[解析]：应选择BCE5、采用逐步结转分步法、按照结转的半成品成本在下一个步骤产品成本明细账中的反映方法，分为（）。
现代管理学第十二章练习及答案
现代管理学第十二章社会调查方法与技术一、单选题1.在社会调查中，两个变量相关系数在0.5～0.7之间，说明变间的相关程度（）A.较低B.一般C.显著D.极高答案：C解析：表示变量之间相关关系密切程度的指标，称为关系数或相关指数。
一般情况下，两个变量之间的相关系数的取值在0与1之间。
如果相关系数在0.3以下，表明变量间相关程度低；如果相关系数在0.3～0.5之间，表明变量间相关程度一般；如果相关系数在0.5～0.7之间，表明变量间相关程度显著；如果相关系数在0.7～0.9之间，表明变量间相关程度高；如果相关系数在0.9以上，表明变量间相关程度极高。
2.一项社会调查在问卷中了解不同年龄的居民对网络购物的看法和态度，其中的“看法和态度”属于（）A.因变量B.自变量C.中间变量D.中间变量答案：A解析：自变量是不受外部因素影响而自身产生变化的变量，如年龄、身高等；因变量是指受外界因素的影响而产生变化的变量，如人们对某事物的看法和态度，它往往受职业、文化程度以及所处的工作、生活环境的影响；中间变量是指介于自变量、因变量之间的变量。
3.若确认社会调查资料基本可靠，则要求信度系数达到（）A.0.3以上B.0.5以上C.0.8以上D.0.9以上答案：C解析：信度与效度是调查研究的重要概念之一。
信度即资料的可靠性与真实性，它一般用信度系数来表示。
信度系数在0.8以上，一般认为调查资料是基本可靠的。
4.某牙膏生产企业在近期的一项调查中重点了解城市中成年居民每天刷牙的次数，这指标属于（）A.评价性指标B.问题性指标C.主观性指标D.描述性指标答案：D解析：描述性指标是反映社会现象实际情况的指标，如居民拥有电视机台数、生活消费支出等。
某牙膏生产企业在近期的一项调查中重点了解城市中成年居民每天刷牙的次数就属于描述性指标。
5.抽样调查中，抽取样本的所有抽样单位的名单是（）A.总体B.抽样框C.概率抽样D.非概率抽样答案：B解析：抽样框也称抽样范畴，是从中抽取样本的所有抽样单位的名单。
管理学_高教版_周三多主编_第二版__第12章习题
第十二章激励一、填充题1.无论是激励还是动机，都包含三个关键要素：_____,_____和_____.激励是由动机推动的一种______.2._________是产生激励的起点,进而导致某种行为.3.要通过激励促成组织中人的行为的产生,取决于某一行动的______和______.4.马斯洛认为,每个人其实都有五个层次的需要:_____,______,_____,_____,_____.5.双因素理论的研究重点,是_______.6.根据赫兹伯格的理论,______和_____,其中,______是那些与人们的不满情绪有关的因素,_____是指那些与人们的满意情绪有关的因素.7.根据道格拉斯•麦格雷戈的理论,管理者对人性的假设有两种对立的基本观点:一是______;另一种是_____.8.公平理论中,员工选择的与自己进行比较的参照类型有三种，分别是_____,_____,和______.9.期望理论的核心是______,_______,______.10.期望理论的假说是__________.11.期望理论的关键是,正确识别个人目标和判断三种关系,即______,_______,______.12.根据强化的________和_______,强化可以分为两大类型：正强化和负强化。
13.常用的主要有四种激励方式：_______,________,______以及______.14.绩效工资实际上是激励的_____和______的逻辑结果。
15.德鲁克的目标管理理论和卢克的目标设定理论都有一个共同基础：____,_____.16.当目标_______并具有______时，能更有效地激励个体或团队行动。
17.目标管理理论将目标的______,______,______,______作为目标激励的四个组成部分。
18.根据目标管理理论，绩效目标要根据_______来设定。
19.激励计划的一个最明显的优势是企业增强了对熟练员工的______,最终有效降低了对这种员工的______和_______.20.公平理论认为人们将通过两个方面的比较来判断其所获报酬的公平性，即_____比较和______比较。
《管理学》教材各章节课后测验题及答案第十二章控制理论
《管理学》教材各章节课后测验题及答案第⼗⼆章控制理论第⼗⼆章控制理论⼀、单项选择题1、控制的过程包括三个基本环节，确⽴标准，衡量⼯作绩效和纠正偏差控制的标准⼀般是由（）提供的。
A.计划B.确定标准C.领导D.纠正偏差2、控制是为了保证（）动态适应的管理职能。
A.权利与责任B.集权与分权C.企业计划与实际作业D.秩序与纪律3、⾃适应控制的特点是没有明确的（）。
A.先⾏量B.控制标准C.偏差纠正D.动态性4、前馈控制的⽬的是（）⽽不是当问题出现时再补救。
A.有效纠正偏差B.防⽌问题的发⽣C.确定纠偏措施D.现场控制5、（）使得控制过程得以完整，并将控制与管理的其他职能相互联结。
A.确⽴标准B.先⾏变量C.衡量绩效D.纠正偏差6、考虑到企业在⽣产经营过程中可能经常遇到某种突发的、不可抗拒的变化，控制应当遵循的原则是（）。
A.有效性与经济性相结合的原则B.重点控制与全⾯控制相结合的原则C.客观性与准确性相结合的原则D.灵活性与及时性相结合的原则7、可以使管理者随时发现下属在活动中与计划要求相偏离的现象，从⽽可以将经营问题消失在萌芽状态的是（）。
A.前馈控制B.现场控制C.反馈控制D.程序控制8、在企业⽣产经营活动中，税⾦的交纳，利润、⼯资、奖⾦的分配，资⾦、材料的供应等都属于（）性质。
A.程序控制B.⾃适应控制C.跟踪控制D.最佳控制9、控制标准要客观准确，不管是定量标准和定性标准，都应当符合受控系统的实际情况，控制过程要客观真实检查和衡量，⼯作成果时要注意引导，被考察者如实反映情况，这是为了满⾜（）的原则。
A.有效性与经济性相结合的原则B.重点控制与全⾯控制相结合的原则C.客观性与准确性相结合的原则D.灵活性与及时性相结合的原则10、在各类控制类型中（）的控制标准Z值由某⼀⽬标函数的最⼤值或最⼩值构成。
A.程序控制B.最佳控制C.跟踪控制D.⾃适应控制⼆、多项选择题1、控制的过程包括三个基本环节的⼯作，即（）。
《管理学》教材各章节课后测验题及答案 第十二章 控制理论
第十二章控制理论一、单项选择题1、控制的过程包括三个基本环节，确立标准，衡量工作绩效和纠正偏差控制的标准一般是由（）提供的。
A.计划B.确定标准C.领导D.纠正偏差2、控制是为了保证（）动态适应的管理职能。
A.权利与责任B.集权与分权C.企业计划与实际作业D.秩序与纪律3、自适应控制的特点是没有明确的（）。
A.先行量B.控制标准C.偏差纠正D.动态性4、前馈控制的目的是（）而不是当问题出现时再补救。
A.有效纠正偏差B.防止问题的发生C.确定纠偏措施D.现场控制5、（）使得控制过程得以完整，并将控制与管理的其他职能相互联结。
A.确立标准B.先行变量C.衡量绩效D.纠正偏差6、考虑到企业在生产经营过程中可能经常遇到某种突发的、不可抗拒的变化，控制应当遵循的原则是（）。
A.有效性与经济性相结合的原则B.重点控制与全面控制相结合的原则C.客观性与准确性相结合的原则D.灵活性与及时性相结合的原则7、可以使管理者随时发现下属在活动中与计划要求相偏离的现象，从而可以将经营问题消失在萌芽状态的是（）。
A.前馈控制B.现场控制C.反馈控制D.程序控制8、在企业生产经营活动中，税金的交纳，利润、工资、奖金的分配，资金、材料的供应等都属于（）性质。
A.程序控制B.自适应控制C.跟踪控制D.最佳控制9、控制标准要客观准确，不管是定量标准和定性标准，都应当符合受控系统的实际情况，控制过程要客观真实检查和衡量，工作成果时要注意引导，被考察者如实反映情况，这是为了满足（）的原则。
A.有效性与经济性相结合的原则B.重点控制与全面控制相结合的原则C.客观性与准确性相结合的原则D.灵活性与及时性相结合的原则10、在各类控制类型中（）的控制标准Z值由某一目标函数的最大值或最小值构成。
A.程序控制B.最佳控制C.跟踪控制D.自适应控制二、多项选择题1、控制的过程包括三个基本环节的工作，即（）。
A.确立标准B.确定因果关系链C.衡量实际绩效D.纠正偏差E.结果评价2、根据确定控制标准Z值的方法，可以将控制过程分成（）。
管理学第九版清华大学出版社课后习题答案第12章
管理学第九版清华大学出版社课后习题答案第12章Chapter 12 Human Resource ManagementTRUE/FALSE QUESTIONSWHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT1.High-performance work practices are those that lead to high individual and high organizationalperformance.(True; moderate; p. 323)2.High-performance work practices involve a commitment by management to improve the knowledgeskills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees.(True; easy; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESS3.The human resource management (HRM) process consists of 10 activities necessary for staffing theorganization and sustaining high employee performance.(False; moderate; p. 323)4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323)5.In the United States, nearly 25 percent of all workers are unionized.(False; moderate; pp. 323-324)6.Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324)7. A community fire department can categorically deny employment to a firefighter applicant who isconfined to a wheelchair.8.The United States will experience a shortage of 20 million workers over the next 10 years accordingto the U.S. Bureau of Labor Statistics.(False; moderate; p. 325)HUMAN RESOURCE PLANNING9.Human resource planning can be condensed into two steps: assessing current human resources andassessing and meeting future resource needs.(True; easy; p. 326)10.Job descriptions focus on the job, while job specifications focus on the person.(True; easy; p. 326)RECRUITMENT AND DECRUITMENT11.One disadvantage to employee referrals as a source of job candidates is that candidates tend to beminimally skilled.(False; moderate; p. 327)12.Firing and early retirements are two decruitment options.(True; moderate; p. 328)SELECTION13.A selection device is valid if it measures the same thing consistently.(False; difficult; p. 329)14.A good interviewer will minimize any prior knowledge about the applicants’ background, experience,interests, test scores, or other characteristics.(True; difficult; p. 332)15.Reference checks generally provide useful information for most jobs.16.In a realistic job preview (RJP), an applicant might be told that there are limited opportunities tointeract with peers during office hours and that the likelihood for advancement is slim.(True; moderate; p. 333)ORIENTATION17.There are three types of orientation: work unit orientation, organization orientation, and proceduralorientation.(False; moderate; p. 334)TRAINING18.Job rotation is the implementation of lateral transfers allowing employees to work at different jobs inan organization.(True; moderate; p. 336)EMPLOYEE PERFORMANCE MANAGEMENT19.Types of performance appraisal methods include written essays, multiperson comparisons, andgraphic rating scales.(True; easy; p. 337)COMPENSATION AND BENEFITS20.The primary determinant of an individual’s pay is job performance, not seniority.(True; difficult; p. 340)21.Variable pay systems reward employees for the job skills and competencies they can demonstrate. (False; moderate; p. 340) CAREER DEVELOPMENT22.The idea of increased personal responsibility for one’s career has been described as a boundarylesscareer in which individuals define their career progression.(True; moderate; p. 341)CURRENT ISSUES IN HUMAN RESOURCE MANAGEMENT23.Studies find that downsizing is as stressful for the survivors as it is for the victims.(True; moderate; p. 342)24.Although most sexual harassment complaints are filed against men, the percentage of charges filedagainst women has steadily risen over the past decade.(True; moderate; p. 344)25.Sexual harassment is defined as any desired action or activity of a sexual nature that explicitly affectsan individual’s employment, performance, or work environment.(False; easy; p. 344)26.A firm can do little to protect itself from sexual harassment claims. It is usually one employee’s w ord against another’s.(False; moderate; p. 344)27.The environment in today’s organizations with mixed-gender work teams and working long hours isundoubtedly contributing to an increased number of workplace romances.(True; moderate; p. 344)28.Work life conflicts are less relevant for male and single employees as they are for married andfemale employees.(False; easy; p. 346)29.Today’s progressive workplaces provide a wide range of scheduling options and benefits that allowemployees more flexibility at work and allow them to better balance or integrate their work and personal lives.(True; easy; p. 346)30.People who prefer integration are more likely to respond positively to options such as flextime andpart-time hours.(False; moderate; p. 347)MULTIPLE-CHOICE QUESTIONSFor each of the following choose the answer that most completely answers the question.WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT31.Various studies have concluded that an organization’s human resources can be a significant source of_______________./doc/1a4427616.htmlpetitive advantageb.problems for managementc.frustration for employeesd.high-performance work practices(a; moderate; p. 322)32.High-performance work practices are characterized by ____________.a.improving knowledge, skills, and abilities of employeesb.allowing managers to lead in their own best stylec.allowing employees to loaf on the job as long as they can produce average daily production levelsd.decreasing employees’ motivation(a; moderate; p. 323)33.High-performance work practices include such activities as ______________.a.closed communicationb.centralized decision makingc.firm job assignmentsd.self-managed teams(d; moderate; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESS34.The first _______________ activities of the human resource management (HRM) process ensurethat competent employees are identified and selected.a.twob.threec.fourd.five(b; moderate; p. 323)35.The final three activities of the HRM process _______________.a.ensure that the organization retains competent and high-performing employeesb.ensure that the organization selects and trains competent employeesc.identify for the organization the best compensation packages for the new hiresd.provide employees with up-to-date knowledge and skills(a; moderate; p. 323)/doc/1a4427616.htmlbor unions use ____________ to protect the rights of their members.a.functional operationsb.new product developmentc.collective bargainingd.process(c; easy; p. 323)37.In organizations, _____________ programs ensure that protected classes are retained and theiropportunities are maintained.a.needs-based analysisb.functionalc.global human resource managementd.affirmative action(d; moderate; p. 324; AACSB: Diversity)38.Federal laws, the largest environmental factor constraining human resource activities, cover suchprocesses as _______________.a.choosing employees to be hiredb.directing who can be hiredc.selecting who can be firedd.selecting pay scales(b; moderate; p. 324)39.What U.S. act permits employees in organizations with 50 or more workers to take up to 12 weeks ofunpaid leave each year for family or medical reasons?a.Civil Rights Act of 1991b.Fair Pay Overtime Initiativec.Family and Medical Leave Act of 1993d.Health Insurance Portability and Accountability Act of 1996(c; easy; p. 324)40.What U.S. act requires that employers destroy personal information about employees beforediscarding it if they received the information from the credit report?a.Civil Rights Act of 1991b.Fair and Accurate Credit Transactions Actc.Privacy Actd.Worker Adjustment and Retraining Notification Act(b; moderate; p. 325)41.By 2010, more than half of all workers in the United States will be _______________.a.baby boomersb.Gen Yersc.over 40d.retiring(c; moderate; p. 325)HUMAN RESOURCE PLANNING42.The beginning point for any human resource planning process is the examination of the currenthuman resource status by making a _____________.a.strategic planb.human resource inventoryc.product evaluationd.analysis of customer demands(b; easy; p. 326)43.An assessment that defines the jobs and behaviors necessary to perform the job is known as a_____________.a.job descriptionb.job specificationc.goal-oriented job definitiond.job analysis(d; difficult; p. 326)44.Job analysis is concerned with which of the followinghuman resource planning aspects?a.deciding how well someone is performing his or her jobb.what behaviors are necessary to perform a jobc.hiring someone to do a jobd.estimating pay on job level in an organization(b; easy; p. 326)45.A written statement of what a job holder does, how it is done, and why it is done is known as_____________.a.job specificationb.process departmentalizationc.goal-oriented job definitiond.job description(d; moderate; p. 326)46.A list of the minimum qualifications or requirements needed by an employee to perform a job isknown as a ____________.a.job analysisb.job descriptionc.responsibility factor listd.job specification(d; moderate; p. 326)RECRUITMENT AND DECRUITMENT47.Recruitment is the process of _____________.a.hiring employees from competitorsb.locating, identifying, and attracting potential employeesc.measuring the pressure in the local labor marketd.hiring from outside the organization(b; difficult; p. 327)48.If human resource planning shows a surplus of employees,management may want to reduce theorganization’s workforce through ______________.a.recruitmentb.decruitmentc.expansiond.jobbing(b; moderate; p. 327)49.As a source of potential job candidates, _____________ generates the best referrals, because a goodreferral reflects on the source of the recommendation.a.the company Web siteb.the Internetc.employee referralsd.professional recruiting organizations(c; moderate; p. 327)50.While _____________ reaches a tremendous number of people, it also generates many unqualifiedcandidates for jobs.a.the company Web siteb.the Internetc.employee referralsd.college recruiting(b; moderate; p. 327)51.Which of the following is a disadvantage of recruiting at colleges?a.limited supplyb.generates many unqualified candidatesc.may not increase workforce diversityd.limited to entry-level positions(d; easy; p. 327)52.As a decruitment option, ____________ are a temporary involuntary termination that can last from afew weeks to several years./doc/1a4427616.htmlyoffsb.attritionsc.transfersd.early retirements(a; moderate; p. 328)53.Which of the following is not an option for decruitment?a.attritionb.reduced workweeksc.early retirementsd.Internet hiring(d; moderate; p. 328)54.Which of the following decruitment methods is accomplished by not filling openings created bynormal retirements?a.firing/doc/1a4427616.htmlyoffsc.attritionb.reduced workweeks(c; moderate; p. 328)SELECTION55.The selection process is _______________.a.determining who is best for a jobb.not related to performance in the jobc.an exercise in predictiond.determining how to best train employees(a; moderate; p. 328)56.____________ is the proven relationship between the selection device and some relevant jobselection criterion.a.Responsibilityb.Unreliabilityc.Reliabilityd.Validity(d; moderate; p. 329)57.____________ indicates how consistent a selection device measures a criterion.a.Operational scoringb.Qualificationc.Reliabilityd.Validity(c; moderate; p. 330)58.Which of the following is an example of selection device reliability?a.An applicant’s score on an intelligence test predicted his or her job performance.b. A superior job performer was given a low interview score by all five independent interviewers.c.The intelligence test significantly predicted the job performance of 250 job applicants.d. A protected group individual was given a low selection score and was a poor job performer. (b; difficult; p. 330)59.Asking a candidate for an automotive mechanic’s position to deconstruct and reconstruct part of anengine motor would be an example of what kind of selection device?a.spatial testb.performance-simulation testc. intelligence testd. interview(b; easy; p. 330)60.______________ involves presenting applicants with a miniature model of a job and having themperform a task that is central to that job.a. An interviewb. A written testc. A vertically integrated interviewd. Work sampling(d; difficult; p. 330)61.Assessment centers are best if they are used to select ______________.a.senior managementb.semiskilled workersc.routine operatives in the firmd.unskilled workers(a; moderate; p. 330)62.A strength of using an application form as a selection device is that ______________.a.relevant biographical facts that can be verified have been shown to be valid performancemeasures for some jobsb.many items on most forms are valid in selecting good employeesc.they are moderately valid predictors for many semiskilled and unskilled lower-level jobs inindustrial organizationsd.they are reasonably good predictors for supervisory positions(a; difficult; p. 331)63.A weakness of using a performance-simulation test is that it is ____________.a.typically expensive to create and administerb.based on job analysis datac.is not a proven predictor of job performanced.subject to potential biases(a; moderate; p. 331)64.To use a physical exam as a selection device, a company must ____________.a.be sure the physical requirements are valid and that they do not discriminateb.have an insurance carrier that does not require the testingc.prove that supervisors do not need physical abilities to perform their jobsd.prove that the test has nothing to do with insurance(a; difficult; p. 331)65.Interviews are valid predictors of success in the workplace if _____________.a.some illegal questions are askedb.questions are unstructuredc.questions are structuredd.they are short(c; moderate; p. 332)66.A good interviewer would ask ____________.a.―What type of work have you done before?‖b.―Do you own your own home?‖c.―Do you have a physical disability that would prevent youfrom doing this job?‖d.―Have you ever filed a workman’s compensation claim?‖(a; difficult; p. 332)67.A(n) __________ that includes both positive and negative aspects about the job and the companyprovides higher job satisfaction and lower turnover.a.structured interviewb.unstructured interviewc.realistic job previewd.assessment center(c; moderate; p. 333)ORIENTATION68.______________ familiarizes the employee with the goals of the work unit, clarifies how his or herjob contributes to the unit goals, and includes an introduction to his or her new co-workers./doc/1a4427616.htmlanizational orientationb.Work unit orientationc.Procedural orientationd.An assessment center(b; easy; p. 334)69.Successful orientation, whether formal or informal, results in an outsider-insider transition that________________.a.makes the new member feel uncomfortableb.helps the new member feel fairly well adjustedc.lowers the likelihood of high work performanced.increases the probability of a surprise resignation(b; easy; p. 334)TRAINING70.It has been estimated that the dollar amount spent by U.S. firms on formal courses and trainingprograms is _____________.a.$553 millionb.$956 millionc.$31 billiond.$51 billion(d; easy; p. 334)71.If a training event includes learning to be a better listener or learning to interact effectively with teammembers and customers, it is attempting to teach _____________.a.technical skillsb.interpersonal skillsc.problem-solving skillsd.observational skills(b; difficult; p. 335)72.What traditional training method involves employees working with an experienced worker whoprovides information, support, and encouragement?a.e-learningb.experiential exercisesc.mentoring and coachingd.on-the-job training(c; moderate; p. 336)73.What training method involves employees participating in role playing, simulations, or other face-to-face types of training?a.experiential exercisesb.job rotationc.mentoring and coachingd.on-the-job training(a; moderate; p. 336)74.What training method is Internet-based learning where employees participate in multimediasimulations or other interactive modules?a.CD-ROM/DVD/videotapes/audiotapesb.e-learningc.experiential exercisesd.videoconferencing/teleconferencing/satellite TV(b; moderate; p. 336; AACSB: Technology)75.What is considered a technology-based training method?a.classroom lecturesb.experiential exercisesc.videoconferencing/teleconferencing/satellite TVd.workbooks/manuals(c; easy; p. 336; AACSB: Technology)EMPLOYEE PERFORMANCE MANAGEMENT76._______________ is a process of setting standards and measuring employee performance to arrive atperformance standards.a.Time and motion studyb.Benchmarkingc.Legal influence arrangementsd. A performance management system(d; difficult; p. 337)77.The use of ___________ focuses the evaluator’s attention on key behaviors that distinguish effectivefrom ineffective work performance.a.simple analysisb.job analysisc.critical incidentsd.graphic rating scales(c; difficult; p. 337)78.A performance appraisal method that allows the evaluator to rate employees on an incremental scaleis called a ____________.a.written essayb.critical incidentc.graphic rating scaled.multiperson comparison(c; difficult; p. 337)79.A performance appraisal system that combines a graphic rating scale and a critical incident systeminto one process is a(n) _______________.a.written essayb.360-degree feedbackc.objectived.behaviorally anchored rating scale(d; difficult; p. 337)80.________________ is a proc ess used to compare one’s performance with that of others.a.Multiperson comparisonb.Job analysisc. A critical incidentd. A graphic rating scale(a; difficult; p. 338)81.______________ is often used for appraising managers and professional employees.a.Management by objectivesb.Job analysisc. A critical incidentd. A graphic rating scale(a; difficult; p. 338)82.The most thorough performance appraisal method, _____________, utilizes feedback fromsupervisors, employees, and coworkers.a.management by objectivesb.360-degree feedbackc.critical incidentsd.graphic rating scales(b; difficult; p. 338)COMPENSATION AND BENEFITS83.An organization’s compensation system has been shown to have an impact on its _______________.a.turnoverb.profitsc.strategic performanced.productivity(c; difficult; p. 339)84.What is not a factor that can influence compensation and benefits?a.appearance and sexb.unionizationc.geographical location/doc/1a4427616.htmlbor intensive(a; easy; p. 339)85.Skill-based pay systems rely on the employee’s_____________ to define his or her pay category.a.job titleb.job skillsc.job performanced.job description(b; difficult; p. 339)86.What pay systems seem to be more successful in manufacturing organizations than in serviceorganizations and organizations pursuing technical innovations?a.skill-based pay systemsb.traditional pay systemsc.variable pay systemsd.incentive pay systems(a; moderate; pp. 339-340)CAREER DEVELOPMENT87.What is defined as the sequence of positions held by a person during his or her lifetime?a.jobb.careerc.boundaryless careerd.high-performance work practices(b; easy; p. 340)88.What is a characteristic of career development programs today?a.They are typically designed to help employees advance their work lives within a specificorganization.b.The focus of such programs is to provide employees the information, assessment, and trainingneeded to help them realize their career goals.c.They are a way for organizations to attract and retain highly talented people.d.They have all but disappeared due to widespread organizational changes.(d; moderate; p. 340)89.What is a suggestion offered for a successful management career?a.have your boss support youb.develop a networkc.stay in your first job for at least seven yearsd.take the first job you’re offered(b; easy; p. 341)CURRENT ISSUES IN HUMAN RESOURCE MANAGEMENT90.__________________ is the term used to define planned elimination of jobs in an organization.a.Downsizingb.Decruitmentc.Recruitmentd.Planned firing(a; moderate; p. 342)91.When an organization _______________, it may need to eliminate jobs.a.is faced with increasing market shareb.has grown too slowlyc.has been poorly managedd.is confronted with new management(c; moderate; p. 342)92.In providing assistance to employees being downsized, many organizations offer some form of_______________.a.severance payb.employee trainingc.orientationd.family-friendly benefits(a; moderate; p. 342)93.To help survivors of downsizing cope with their new stress, managers might want to ____________.a.individually call employees into the office intermittently with those being downsizedb.offer some form of severance payc.provide job search assistanced.provide counselors for employees to talk to(d; moderate; p. 342)94.To improve workplace diversity, managers should _______________.a.widen their recruiting netb.downsizec.hire more employee referralsd.recruit more minority candidates(a; difficult; p. 342; AACSB: Diversity)95.Which of the following statements is true of current situations in human resource management?a.To improve workforce diversity, managers need to narrow their approach to recruiting.b.Once a diverse pool of applicants is defined, a manager does not need to address discriminationas a problem.c.Recent research has shown that diversity makes moving into a workforce harder for women andminorities.d.Some organizations are aggressively pursuing diversity efforts.(d; difficult; p. 343; AACSB: Diversity)96.About _______________ Fortune 500 companies have been sued for sexual harassment.a.one in tenb.one in fivec.one in threed.one in two(c; moderate; p. 344)97.__________________ creates an unpleasant work environment and undermi nes workers’ ability toperform their job.a. A workplace romanceb.Diversityc.Sexual harassmentd.Work-family imbalance(c; easy; p. 344)98.When there are sexual harassment claims against an organization, the courts want to know whetherthe organization _______________.a.knew about the alleged behavior/doc/1a4427616.htmlcated their employees on sexual harassment mattersc.had mechanisms available to monitor employeesd.ensured that no retaliatory actions were taken against a person who has filed the charges(a; moderate; p. 344)99.Why are workplace romances potentially problematic fororganizations?a.an increased work-family life imbalanceb.the potential for sexual harassment accusationsc.flirting on the job affects productivityd.couples tend to act as their own team(b; moderate; p. 345)100.What can organizations do to protect themselves against workplace romances?a.have mechanisms available to monitor employeesb.ensure that no retaliatory actions are taken/doc/1a4427616.htmlcate employees on the dangers of workplace romancesd.have some type of policy regarding workplace dating among coworkers(d; moderate; p. 345)101.―Family-friendly benefits‖ commonly include programs like _____________.a.health insurance programsb.health savings accountsc.time off for school functionsd.individual retirement accounts(c; easy; p. 346)102.People who prefer segmentation are more likely to be satisfied and committed to their jobs when offered options such as _______________.a.job sharing/doc/1a4427616.htmlpany-sponsored family picnicsc.on-site child cared.gym facilities(a; moderate; p. 347)103.What is not one way that organizations are controlling their health care costs?a.passing on additional health care costs to employeesb.firing those who refuse to quit smokingc.providing opportunities for employees to lead healthy lifestylesd.eliminating health insurance from their benefit programs(d; moderate; p. 347)104.Many reasonably sound companies no longer provide _______________.a.health insuranceb.family-friendly benefitsc.pension plansd.stock options(c; moderate; p. 347)SCENARIO QUESTIONSFor each of the following, choose the answer that most completely answers the question.WHY HUMAN RESOUCE MANAGEMENT IS IMPORTANTHuman Resource Planning (Scenario)Steve is hired to manage the human resources department of a local manufacturing company. This company has the reputation of being the firm ―where you work until you fi nd your next job.‖ Employee turnover is high and morale is low. Steve is determined to change the situation and make the organization’s human resources a competitive advantage and source of pride for the firm.105.Steve believes that achieving competitive success in business today requires that managers change how they thinkabout their employees and how they view the work relationship. He hopes to initiate workplace programs geared toward improving organizational commitment to improving the knowledge, skills, and abilities of employees, increasing employee motivation, and enhancing retention of quality employees. These traits have been found to be consistent with ______________.a.employee empowermentb.high-performance work practicesc.the human resources management processd.performance appraisal methods(b; moderate; p. 323)THE HUMAN RESOURCE MANAGEMENT PROCESSThe New Hire (Scenario)Frances begins her career working in the human resources department of a major corporation. She is asked to help ensure that the organization is following the federal guidelines for employment.106.Frances reviews the ______________ guidelines, which outlines practices that enhance the employment, upgrading, and retention of protected groups.a.employment need-basedb.functional employmentc.global human resource managementd.affirmative action(d; difficult; p. 324; AACSB: Diversity)HUMAN RESOURCE PLANNINGHuman Resource Planning (Scenario)Steve is hired to manage the human resources department of a local manufacturing company. This company has the。
管理学原理第十二章测试
第十二章沟通班级姓名一、单项选择题1.沟通最重要的前提是A. 有一个明确的目标B.达成共同的协议C.沟通信息、思想和情感D.沟通的内容不仅仅是信息,还包括更加重要的思想和情感2.下列对沟通的特点的描述中，不正确的是A. 心理因素对沟通的影响很大B. 沟通既是信息传递过程，又是感情交流过程C.沟通主要以文宇为载体D.在人际沟通过程中会出现沟通障碍3.下列不属于语言沟通的是A. 口头沟通B. 书面沟通C.电子媒介D体态语言4. 单向沟通适用的情况为A.时间比较充裕，但问题比较辣手B.问题较简单,但时间较紧C.下属能提供有价值的信息和建议D.下属对解决方案的接受程度至关重要5. 时机不当的障碍属于沟通障碍中的A.发送者方面的障碍B.信息传递过程中的障碍C.接收者方面的障碍D.反馈过程中的障碍6. 全体成员满足程度最高的沟通形式是A.链式B.环式C.Y式D.全通道式7. 益丰公司采用意见箱、合理化建议、态度调查等方式征询全体员工的意见，该沟通方式A.平行沟通B.外向沟通C.上行沟通D.下行沟通8. 首先会影响信息发送者发送信息所选用的语言、表达方式、沟通形式的因素是A.环境因素B. 语言因素C.心理因素D.生理因素9. 编码在沟通过程中属于A.信息的接收B.信息的传递C.信息的发出D.信息的反馈10. 沟通形式不拘、速度快,容易及时了解到“内幕新闻”的沟通方式是A.上行沟通B•非正式沟通C.下行沟通D.横向沟通11. 信息传递的速度最快，解决问题时效最高的沟通网络是A.Y式沟通B.全通道式沟通C.环式沟通D.链式沟通12. 能提高士气的沟通方式是A. 链式B.轮式C.Y式D.环式13.下列关于非正式沟通的说法中，正确的是A.非正式沟通传播的是小道消息,效率较低B.非正式沟通经常将信息传递给本不需要它们的人C非正式沟通信息交流速度较慢D.非正式沟通可以满足职工的社会需要14.销售部经理说“我们的销售队伍在竞争对手中是实力最强大的，要不是我们的产品缺乏多样性、不能及时满足消费者需要，我们的销售业绩也不会这么差。
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三、名词解释1.组织文化2.组织文化的导向功能3.组织精神4.跨文化研究四、简述题1.组织文化的功能2．组织文化的内容3．A型文化的特点4．组织文化建设的程序5．跨文化研究的意义五、论述题1．如何创建具有中国特色的组织文化三、名词解释1.组织文化组织文化是指组织成员的共有价值观、信念、行为准则及具有相应特色的行为方式、物质表现的总称。
2.组织文化的导向功能组织文化的导向功能，是指组织文化能对组织整体和组织每个成员的价值取向及行为取向起引导作用，使之符合组织所确定的目标。
3.组织精神组织精神是指组织群体的共同心理定势和价值取向。
4.跨文化研究跨文化研究又称“泛文化比较法”或“文化比较研究”，是指以全世界各种不同文化为样本，以其资料作比较研究，以验证对人类行为的假设。
四、简述题1.①组织文化的导向功能②组织文化的约束功能③组织文化的凝聚功能④组织文化的激励功能⑤组织文化的辐射功能2.组织文化的显性内容①组织的标志②工作环境③规章制度④经营管理行为组织文化的隐性内容①组织哲学②价值观念③道德规范④组织精神3.①短期雇用；②迅速的评价和升级，即绩效考核期短，员工得到回报快；③专业化的经历道路，造成员工过分局限于自己的专业，但对整个企业并不了解很多；④明确的控制；⑤个人决策过程，不利于诱发员工的聪明才智和创造精神；⑥个人负责，任何事情都有明确的负责人；⑦局部关系。
4.①研究树立阶段②培育与强化阶段③分析评价阶段④确立与巩固阶段⑤跟踪反馈阶段5.①有利于我们有效地吸收西方的管理理论和经验②有利于促进改革开放，进一步改善投资的软环境③有利于消除组织冲突五、论述题1．组织文化建设的程序是：⑴研究树立阶段⑵培育与强化阶段⑶分析评价阶段⑷确立与巩固阶段⑸跟踪反馈阶段。
在上述五个阶段的组织文化建设过程中，还需要有适当的具体塑造方法。
塑造组织文化的方法有多种，一般而言，有成效的方法是：⑴示范法⑵激励法⑶感染法⑷自我教育法⑸灌输法⑹定向引导法六、案例分析智邦公司的组织文化在台湾地区的科技产业中，智邦可以说是最具 "人文"特色的公司，这种人文的企业文化，从领导人的身上及办公环境可以得证。
虽然网络科技日新月异，但杜仪民始终将工作与假日生活区隔分明。
周一到周五全力投人工作，周六、周日则全部奉献给家庭，而且要充分与家人沟通，取得家人谅解；不过由于企业主的工作实在太过忙碌，杜仪民偶尔还是会用无线的网络电脑，在饭桌前敲敲打打。
而为了让员工对公司有"家"的感觉，智邦非常鼓励员工同仁结婚，一来可以让员工的心安定下来，再者夫妻同在一家公司上班，了解公司文化，也比较能相互了解及体谅，对公司及家庭生活皆有所助益。
因此1999年12月1日，人事处公布一项新规章，本公司员工结为夫妻，男女同仁皆加薪3000元;此外，为了让员工更安心上班，智邦还在公司内设立托儿所，并在托儿所装设网络猎取影像系统，让员工随时可以透过桌上的电脑，看到孩子上课的情形。
喜欢品尝日式生鱼片以及意大利菜的杜仪民，经常在寿司吧台品尝寿司之余，和寿司师傅讨论如何做出好吃的寿司。
同时古典音乐是杜仪民的另一项重要嗜好，尤其是巴洛克音乐，更是他的最爱，在他的房间内更是放满了整屋的CD唱片。
或许是受到杜仪民的影响，每天一到下午，整个智邦大楼沉醉在悠扬的古典音乐声中。
整个智邦科技大楼充满历史、古色古香、美食、艺术气息的办公环境，无处不是惊奇。
走进智邦大楼，迎面摆放在大厅内侧的，是古色古香的中式家具，在右手边的服务台后方，挂着"文化源智"、"科技兴邦"的对联;一楼的员工餐厅内，以深海的风景彩绘布置而成，坐在此地用餐，让人得以放松心情，尽情享受美食。
办公室走廊的两旁，挂着一幅幅的画，这些画都是智邦员工的绘画创作，仿佛令人置身在画廊、美术馆中;即使是公司开发、生产的各种网络硬件产品，在透明玻璃、蓝色镁光灯的照映下，原本冰冷的科技产品，却散发出铁汉般的柔情，仿佛就像艺术品的展示区。
洁白的墙上，随处可见一幅幅的书法与画作，连洗手间的门都画着美丽的女神维纳斯、温蓉小品及短篇笑话集，贴心地提醒每一个人，敞开心胸，笑一笑，别让工作压力给逼坏了。
看来一向在园区创造新话题的智邦科技，"文化源智"、"科技兴邦"的八字对联，正道出智邦的企业文化精神——文化的生活，让科技人更有智慧、更有创意！问题：智邦公司的组织文化是什么?这一文化是如何影响雇员的？六、案例分析1.是一种以人为本的组织文化，并体现了浓郁的艺术氛围。
主管人员，特别是高层主管人员是企业风气的创立者。
他们的价值观影响着企业发展的方向。
在许多成功的企业中，在价值观推动下，领导人起了模范带头作用。
他们制定了行为的标准，激励雇员们，使自己的公司具有特色，并且成为对外界的一种象征。
四、名词解释1.信息沟通2.信息沟通过程3.个别交谈五、简述题1.信息沟通的目的2.信息沟通的作用3.信息沟通中的障碍六、论述题1.信息沟通的要求四、名词解释1. 人与人之间传达思想或交换情报的过程。
在领导工作中，信息沟通是指人与人之间的交流，即通过两个或更多人之间进行关于事实、思想、意见和感情等方面的交流，来取得相互之间的了解，以及建立良好的人际关系。
2. 信息沟通过程是指一个信息的发送者通过选定的渠道把信息传递给接收者.3. 个别交谈是指在组织内或在组织外，人们利用正式的或非正式的形式，同下属或同级人员进行个别交谈，征询谈话对象对某一问题的看法，包括对别人、对别的上级、对谈话人自己的意见。
五、简述1. 组织中的信息沟通的目的是促进变革，即对有助于组织利益的活动施加影响。
由于信息沟通把各项管理职能联成一体，所以它对组织内部职能的行使是必不可少的。
在一个组织内，信息沟通主要用来：(1)设置并传播一个组织的目标；(2)制定实现目标的计划；(3)以最有效果和效率的方式来组织人力资源及其它资源；(4)选拔、培养、评估组织中心成员；(5)领导和激励人们并营造一个人人想要作出贡献的环境；(6)控制目标的实现。
2.信息沟通的作用在于使组织内的每一个成员都能够做到在适当的时候，将适当的信息，用适当的方法，传给适当的人，从而形成一个健全的迅速的有效的信息传递系统，以有利于组织目标的实现。
沟通可提供充分而确实的材料，是正确决策的前提和基础。
沟通是组织成员统一思想和行动的工具。
沟通是在组织成员之间、特别是领导者和被领导者之间建立良好的人际关系的关键。
1. 常见的信息沟通障碍有以下几种：．语言障碍，产生理解差异。
环节过多，引起信息损耗。
信息沟通中的偏见、猜疑、威胁和恐惧，妨碍沟通。
地位差异，妨碍交流。
信息表达不清，沟通要求不明，渠道不畅，影响沟通。
地理障碍，沟通困难。
信息超负荷。
六、论述1. 要点：为改进信息沟通工作并提高效率，在信息沟通中要满足以下要求：沟通要有认真的准备和明确的目的性；沟通的内容要确切；沟通要有诚意，取得对方的信任并建立起感情；提倡平行沟通；提倡直接沟通、双向沟通和口头沟通；设计固定沟通渠道，形成沟通常规。
六、案例分析1．自二、三十年代以来，国外许多管理学家、心理学家和社会学家从不同角度对怎样激励人的问题进行了大量的研究，并提出了许多激励理论。
对这些理论可以从不同的角度进行归纳和分类。
比较流行的分类方法是按其所研究的激励侧面的不同及其与行为的关系不同，把各种激励理论归纳和划分为内容型、过程型和行为改造型三大类。
需要和动机是推动人们行为的原因，也是激励的起点和基础。
内容型激励理论则是着重研究需要的内容和结构，及其如何推动人们的行为的理论。
其中有代表性的理论有：需要层次论、双因素论、“ＥＲＧ”理论、成就需要激励理论；过程型激励理论着重研究人们选择其所要进行的行为的过程，以及行为是怎样产生的，是怎样向一定方向发展的，如何能使这个行为保持下去，以及怎样结束行为的发展过程。
其主要代表理论有期望理论、公平理论等。
行为改造型理论是研究如何改造和转化人的行为，变消极为积极的一种理论。
对这个问题各学派存在着不同的看法，大体可归纳为三类：第一类看法认为，人的行为是对外部环境刺激做出的反应，只要通过改变外部环境刺激（即创造一定的操作条件），就可达到改变行为的目的，如操作条件反射论；第二类看法认为，是人的内在的思想认识指导和推动人的行为，通过改变人的思想认识就可以达到改变人的行为的目的，如归因论；第三类看法认为，人的行为是外部环境刺激与改变内部思想认识相结合，才能达到改变人的行为的目的，如挫折理论。
本案例综合地应用了内容、过程和行为改造型激励。
2．双因素理论中将需求划分为保健因素和激励因素两大类。
人们对于诸如本组织的政策和管理、监督、工作条件、人际关系、薪金、地位、职业安定以及个人生活所需等，如果得到后没有不满足，得不到则产生不满，这类因素称为保健因素。
人们对诸如成就、赏识、艰巨的工作、晋升、责任感等，如果得到则感到满意，得不到则没有不满，这一类因素称为激励因素。
该企业经理忽略了保健因素的作用，导致了激励的失败。
如果主管人员能够提供某些条件，满足保健因素的要求，可以使组织成员保持一定的士气水平。
要使激励更有效，主管人员需要从保健因素和激励因素两方面考虑改进激励的具体方法。