Coursera Quizes HR

Quize 1 lweek one Module 1 Alternative approaches to manage HR
Question 1
I feel well-prepared for this course.
1 / 1 point
Yes
No
Correct
Excellent! I am glad you feel confident about learning in this course.
2.
Question 2
How much experience do you have managing employees?
1 / 1 point
None
A little
A lot
Correct
This experience can be helpful in understanding the topics in this specialization, but it's great to be
learning about best practices to further improve your skills.
3.
Question 3
What would you most like to get out of this course?
1 / 1 point
Wanted to learn more about Hr and how it functions and how can i be peoples manager
Correct
Thank you for sharing this. It's helpful for us to understand learners' goals. Many learners want to
learn specific, practical tools for managing people. This will come in this specialization, but this first
course is more oriented toward providing a strong foundation. Specifically, it's important to
understand that best practices are context-specific.
4.
Question 4
When I think about needing to personally manage people, I feel the following...(check all that apply)
1 / 1 point
Lacking confidence
Energized
Correct
Great! Managing people can be very rewarding when done well. This specialization will allow you to
reflect on something that you already find rewarding.
Stressed
Responsible
Correct
Yes, managing people is an important responsibility, So it is important to do it well, and that's why
this specialization is so important.
Confused
Competent
Correct
Great! You probably already have some understandings of how to manage people. This
specialization will allow you to reinforce the wisdom of some of your practices, and help you further
refine other areas of your people management skills.
Burdened
Confident
Correct
It's good to be confident, but also open-minded. You can use this specialization to reinforce your
confidence about your managing people skills that fit with best practices, and to develop new
confidence about practices that you might revise based on what you learn here.
5.
Question 5
Are there other feelings that the choices in the previous question did not capture? Please list all of
them here.
1 / 1 point
important
Correct
Thank you for your response(s). This is useful for me as I seek to further understand the learners in
this specialization.
Quize 2
Which of the following are elements of Taylorism, also known as scientific management? (you must
correctly check all that apply).
NOTE: this is an example of a question that has more than one correct response--you must check
ALL of the correct responses in order to get the question correct.
1 / 1 point
To motivate workers, getting the human conditions of work are just as important as getting the
technical conditions right.
1.Jobs should be broken into small, standardized, repetitive tasks. Y
Correct
Taylorism sees this as the most efficient way to accomplish needed work tasks, so this is an
element of Taylorism and it should be checked off as a correct response.
Note that to get this question correct, you need to have this item and the one other correct item
checked off. If you only have one of them checked off, the question will be incorrect.
Managers should drive workers through strict monitoring, discipline, and even threats.
2.Managers, not workers, are seen as having the knowledge and expertise to find the one best way
to do each job.
Correct
This is an element of Taylorism because managers, not workers, are seen as the efficiency experts
in Taylorism. So this item needs to be checked off as a correct response.
Note that to get this question correct, you need to have this item and the one other correct item
checked off. If you only have one of them checked off, the question will be incorrect.
2.
Question 2
Which of the following are typically features of a high-road HR strategy? (you must correctly check
all that apply).
NOTE: this is an example of a question that has more than one correct response--you must check
ALL of the correct responses in order to get the question correct.
1 / 1 point
Labor or trade unions
Employee autonomy and discretion
Correct
This is a typically a feature of a high-road HR strategy.
Note: like question #1, this question has multiple correct responses and you must check ALL of the
correct responses in order to get the question correct. That means you need to correctly check off
this item and two others. If you are missing the other two (or incorrectly indicated one of the wrong
choices), the entire question will be incorrect.
Above-average pay and benefits
Correct
Employee training
Correct
Low levels of profitability
Unquestioned supervisor authority
3.
Question 3
True or false: There is one personal managerial style that is best in all situations.
1 / 1 point
True
False
Correct
The effectiveness of a specific managerial style depends on the context of the situation, including
the strengths of the manager, the needs of the employees, and the needs of the organization.
Question 4
True or false: All organizations in the same competitive space have to have the same type of HR
strategy.
1 / 1 point
False
True
Correct
The competitive landscape is important, but organizations can choose how to manage their people
in order to best compete. Sam's Club and Costco is just one paired-example where organizations
that compete head-to-head have adopted very different HR strategies.
Quize 3
1.
Question 1
Which of the following is not an example of labor being a derived demand?
1 / 1 point
Offering flexible work schedules because this is what workers with family responsibilities want.
Offering flexible work schedules because customers with family responsibilities want extended
hours of operation.
Offering flexible work schedules because customers do not expect immediate responses to their
inquiries.
Correct
This is not an example of labor as a derived demand because the HR practice is derived from
worker preferences, not demand for a product or service.
2.
Question 2
Which of the following are required for HR to be strategic? (check all that apply)
1 / 1 point
HR needs to be an expert in every business function.
HR tasks are a line manager’s responsibility, with help from an HR partner.
Correct
For HR to be strategic, it must empower managers to handle key HR tasks like hiring, performance
appraisals, disciplining employees, and determining performance pay.
HR is focused on organizational needs, not just on the administration of HR policies.
Correct
For HR to be strategic, it must serve the goals and objectives of the business.
HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line
managers.
3.
Question 3
True or false: No matter how one thinks the employment relationship works, high-road HR
strategies are always seen as desirable.
1 / 1 point
False.
True
Correct
High-road HR strategies are rooted in a view of the employment relationship emphasizing interest
alignment. Market-based ideas about the employment relationship yield market-based, not high-
road, HR strategies. Radical views of the employment relationship yield views critical of HR, and
pluralist industrial relations views see high-road HR strategies as desirable but incomplete. So
ideas about the employment relationship are very important for influencing different views of HR.
4.
Question 4
Though there are exceptions because organizations can choose their HR strategy, a low-road HR
strategy typically tries to support a business strategy based on competing on _____?
1 / 1 point
cost or price, and by keeping labor costs low and competitive.
Correct
Quize 4
True or false: managers cannot be leaders, and leaders cannot be managers.
1 / 1 point
True
False
Correct
2.
Question 2
Why is job analysis an important process?
1 / 1 point
Because it reveals the strengths and weaknesses of employees that serve as the basis for training
employees and establishing developmental goals.
Because it puts work tasks together into sensible jobs and identifies job requirements that serve as
the basis for hiring employees.
Because it provides a performance rating for each employee that serves as the basis for
compensation and rewards.
Correct
3.
Question 3
Which best describes the foundational assumptions of Taylorism, also known as scientific
management?
1 / 1 point
To manage workers effectively, managers need to pay attention to psychological and social
conditions, not just technical conditions.
Workers want to earn income in the most efficient way possible, but it is managers who best know
how to structure work tasks to fulfill this goal.
Workers are diverse so they need to be managed in ways tailored to their own goals and values.
Business owners are industrious, ambitious, thrifty, and sober; workers are not.
Correct
4.
Question 4
An HR strategy that focuses on minimizing labor costs and strictly supervising workers is commonly
called a ____ road strategy.
1 / 1 point
Low road strategy
Correct
5.
Question 5
An HR strategy that emphasizes employee engagement and discretion can be summed up by
which phrase?
1 / 1 point
"If you don't like it, quit."
"If you don't like it, let's talk about it."
Correct
6.
Question 6
An organization's strategy for managing people is determined...
1 / 1 point
Solely by internal factors (such as business strategy).
Solely by various external factors (such as competition).
Solely by organizational choices and values without paying any attention to external or internal
factors.
Partly by a combination of external factors (such as competition), internal factors (such as business
strategy), but not completely because organizations have choices about how to manage people.
Correct
7.
Question 7
True or false: In selecting a personal managerial style, managers should only pay attention to their
own strengths and weakness, not the situation or the needs of employees.
1 / 1 point
False
True
Correct
8.
Question 8
Which is the single-best personal managerial style?
1 / 1 point
Coercive.
Authoritative
Affiliative
Democratic
Pacesetting
Coaching
None of the above because there is no single-best style that fits with all situations.
Correct
9.
Question 9
Economists say that labor is a derived demand. Why is this concept important for managers to
understand?
1 / 1 point
Because what employees demand can affect strategies, policies, and tactics for managing people.
Because strategies, policies, and tactics for managing people are derived from a country's legal
regulations.
Because whatever affects demand for an organization's product or service can affect strategies,
policies, and tactics for managing people.
Correct
10.
Question 10
Which of the following statements are true? (you must correctly check all that apply)
1 / 1 point
An organization's business strategy and its HR strategy should be unrelated to each other.
An organizational strategy based on low-cost leadership is typically supported by an HR strategy

that tries to contain labor expenses and drive workers.
Correct
If you received a red indication that you got this item wrong, please refer back to the video “The
Importance of Organizational Strategy for HR Strategy.”
An organizational strategy based on unique goods or services is typically supported by an HR

strategy that tries to develop, reward, and engage workers.
Correct
An organizational strategy does not completely determine an organization's HR strategy. In other

words, organizations with any type of business strategy can choose an HR strategy that develops,
rewards, and engages employees.
Correct
11.
Question 11
Which of the following beliefs underlies high-road human resources strategies?
1 / 1 point
The interests of an organization and its employees can be aligned.
The employment relationship is characterized by some important conflicts of interest between an

organization and its employees.
Labor markets work reasonably well in allocating and rewarding workers.
Correct
12.
Question 12
Which of the following beliefs typically underlies low-road human resources strategies?
1 / 1 point
Corporations are a part of society and should serve not just shareholders and customers, but other
stakeholders, too.
A business serves society best by satisfying market demand for its goods and services and
providing high financial returns for shareholders.
Correct
Just a questions week 2 lession one Module 2 what makes workers work
What does it mean to see work as a curse?
Work causes a lot of swearing.
Work is painful.
Work is part of life, and we can’t do much about it

Quize 1 in week 2 Module 2
1.
Question 1
When determining the best way to motivate employees, why shouldn't managers rely solely on HR
staff for directions. (check all that apply)
1 / 1 point
It's not a manager's job to motivate workers, they should be self-motivated.
People are unique so there are various drivers of motivation.
Correct
Yes, this is one reason why managers shouldn't rely solely on HR staff for directions.
Work can mean different things to different people, so there are various drivers of motivation.
Correct
HR is just a pencil-pushing function.
Managers know their employees best.
Correct
2.
Question 2
In the video lesson "The Many Meanings of Work," how many different ways of thinking about work
were presented?
1 / 1 point
One
Two
Five
More than five
Correct
The actual number (10) is less important than the emphasis here that it is a large number. So work
can mean very different things to different workers, and it's important for managers not to
universalize their motivational strategies.
3.
Question 3
True or false: Work is what it is. Some jobs are lousy, but we can't do anything to change that.
1 / 1 point
False
True.
Correct
Since humans have always had to work to survive, it can seem like a curse that we can't do much
about. We can't change the fact that we have to work, but we can choose how to structure work
and design jobs.
4.
Question 4
Mainstream economic theorizing sees work as a lousy activity that workers tolerate in order to earn
income. One way that work is seen as lousy is as a pain cost (e.g., hot, dangerous, boring,
stressful). A second way is as an _________ cost.
1 / 1 point
Opportunity cost
Correct
In addition to a pain cost, mainstream economics sees work as an opportunity cost because time
spent at work can prevent you from spending time on leisure or other non-work activities that you
prefer.
Quize 2 week2
1.
Question 1
One of the key concerns that emerges from economic analysis of workers is a concern with
opportunism. Which is the best definition of opportunism?
1 / 1 point
Pursuing one’s own self-interests even when they run counter to others’ interests.
Not giving full work effort in one's job.
The cost that comes from missing an opportunity to do something.
Correct
2.
Question 2
If workers behave in ways consistent with standard economic models, solution(s) to principal-agent
problems include... (check all that apply)
1 / 1 point
Monitoring
Correct
If the principal can better observe what the agent is doing, the agent can be directed in ways
desired by the principal. So yes, this is a potential solution to the principal-agent problem.
Autonomy
Financial incentives
Correct
Incentives can solve principal-agent problems by making it in the agent's self-interest to act in ways
desired by the principal. For example, a sales commission benefits the worker and provides an
incentive to make sales on behalf of the organization.So yes, this is a potential solution to the
principal-agent problem.
Peer pressure
3.
Question 3
True or false: Setting compensation incentives involves finding the right balance between risk and
insurance.
1 / 1 point
False
True
Correct
In order for an incentive to work, there must be an element of risk (e.g., the risk of not fulfilling a
performance target and therefore not receiving a performance bonus). But if compensation is too
risky, it can be hard to recruit and retain workers. So a fixed salary can serve as a form of
insurance against excessive income risk. Organizations need to find a balance between these two
elements of the pay package.
4.
Question 4
True or false: To overcome problems of private information, organizations can only use screening
strategies, not signaling strategies.
1 / 1 point
False
True
Correct
If a worker has private information s/he can try to signal this, or an organization can try to screen it.
If an organization has private information, it can try to signal this, or workers can try to screen it.
Just a question
Labor can be viewed as a commodity because…(check all that apply)
It is bought and sold.

It is useful and has value.
It is a raw material or agricultural product.
The pluralist industrial relations way of thinking sees labor markets as typically being
destructively competitive rather than ideally competitive because of power imbalances
between corporations and individual workers.
True
Quize 3 week 2
The amount of work an individual wants to sell to an employer is called labor _____.
1 / 1 point
labor Supply
Correct
2.
Question 2
Labor is a special commodity because... (check all that apply)
1 / 1 point
It is traded in economic markets.
It has productive value.
Correct
Yes, this is one reason why labor is a special commodity, but it isn't the only reason.
It involves people.
Correct
Yes, this is one reason why labor is a special commodity, but it isn't the only reason.
3.
Question 3
True or false: For individuals who believe that labor markets are perfectly or ideally competitive, the
best protection against worker exploitation is competition for workers among employers, not a labor
union or a government law.
1 / 1 point
True
False
Correct
when markets are perfectly competitive, employers who try to pay substandard wages or
provide substandard conditions will not be able to recruit or retain employees. So unions and
laws are seen as unnecessary from this perspective.
4.
Question 4
True or false: Efficiency, equity, and voice can be useful for managers to think about because it's
one way of summarizing workers' interests.
1 / 1 point
True.
False
Correct
Good employees are usually concerned with serving organizational interests ("efficiency"), but they
also want to be treated fairly ("equity"), and have some autonomy and discretion ("voice"). So it can
be useful for managers to think about how to promote efficiency, equity, and voice.
Quize 4 week2
Most individuals in modern societies need to work for pay in order to survive. So this means that
which of the following are important for managers? (you must check all that apply)
1 / 1 point
Work can seem like a curse (the way it's always been, the way it will always be).
Correct
If you received a red indication that you got this item wrong, please refer back to the video lessons
"Why Worry about Why Employees Work?" and "The Many Meanings of Work."
Financial stress can take on extra meaning in the workplace.
Correct
"Why Worry about Why Employees Work?" and "The Many Meanings of Work."
People only work for money (that is, money is the sole motivator for all workers).
2.
Question 2
Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for
managers because...
1 / 1 point
...this means that there are never any psychological rewards from working.
...this means that managers have to compensate workers for these costs in order to get them to
work hard.
...this means workers will never want to work hard.
Correct
3.
Question 3
Marginal analysis from economics teaches managers... (you must check all that apply)
1 / 1 point
...to think about the additional benefit compared to the additional cost of a possible managerial
decision.
Correct
If you received a red indication that you got this item wrong, please refer back to the video lecture
"The Daily Grind."
...that it's particular challenging to motivate someone when the last extra hour that you want
someone to work is right on the edge of whether they want to work more or not.
Correct
"The Daily Grind."
Work is a lousy activity tolerated to earn income.
...that what it takes to hire or retain the last needed worker strongly influences compensation and
other elements of the job for everyone in that position.
Correct
"The Daily Grind."
4.
Question 4
Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-
based pay, workers will...
1 / 1 point
quit
complain
work hard
shirk
Correct
5.
Question 5
Which of the following is needed for an economic contest or tournament to be an effective incentive
mechanism that motivates high work effort?
1 / 1 point
A clear pay-for-performance program that rewards each worker's effort.
Insurance against excessive income loss.
A known prize that is large enough to compensate for extra effort.
Correct
6.
Question 6
Which of the following are possible unintended consequences using financial incentives to motivate
workers? (you must check all that apply)
1 / 1 point
Reduced non-monetary (Intrinsic) motivation
Correct
If you received a red indication that you got this item wrong, please refer back to the video lesson
"Incentives, Incentives, Incentives."
"If you don't like it, quit"
Poor teamwork
Correct
Employees worker harder than without incentives
"What gets measured gets done"
Correct
Overstimulation
Correct
7.
Question 7
True or false: Principal-agent problems can always be solved by additional monitoring.
1 / 1 point
True
False
Correct
This is false because monitoring can be prohibitively expensive in some situations.
8.
Question 8
True or false: When evaluating a signal of private information, it's important to consider whether the
signal is easy for others to imitate.
1 / 1 point
True
False
Correct
This is important because an easy-to-imitate signal isn't very reliable (anyone can do it!).
9.
Question 9
Economics highlights worker self-interest. This is important for raising managerial awareness of...
(you must check all that apply)
0 / 1 point
Shirking and loafing
Correct
"Opportunism and Shirking," "Incentives, Incentives, Incentives," and "Information Signals and
Screens."
Strategic use of private information
Shareholder value
Principal-agent problems
Correct
"Opportunism and Shirking," "Incentives, Incentives, Incentives," and "Information Signals and
Screens."
10.
Question 10
It is useful for managers to understand what affects labor supply because...
1 / 1 point
...this helps managers understand workers' decision-making processes about where and when to
work, and under what conditions.
...this helps managers understand what might happen if the organization needs to add more
employees to supply more goods to its customers.
Correct
11.
Question 11
The question of whether employers and employees really are economic and legal equals is... (you
must check all that apply)
1 / 1 point
...an issue that is largely ignored in high-road HR strategies.
Correct
"Labor as More than a Commodity."
...important because it determines whether or not employees need the protection of laws and labor
unions.
Correct
...the subject of intense debates going back more than 100 years.
Correct
...an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches
that favor labor market competition for setting wages and other terms and conditions of
employment.
12.
Question 12
Perfect competition is an important issue to consider because...
0 / 1 point
...employers need to recruit and retain employees and this happens in labor markets with labor
traded like a commodity.
...if labor markets truly are perfectly competitive, then the invisible hand of free market competition
is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to
the value they produce.
...if labor markets truly are perfectly competitive, then interventions like labor unions or government
regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of
employees with pay equal to the value they produce.
."
4 TH MODULE IS looking at people managers as part of a complex system.
Week 3 module 3 Non monetary motivations work is more than money
Thanks for your reflection. Job characteristics are important, but so too are relations
with co-workers and managers.
Quize 1 week 3 module 3
1.
Question 1
True or false: Even for individuals who are well-off and claim they are not working for money,
money can be important as a sign of self-worth and the value or respect given to them by the
organization.
1 / 1 point
False
True
Correct
2.
Question 2
An economic or monetary focus on work highlights the importance of extrinsic motivation. A
psychological, non-monetary focus highlights the importance of _______ motivation.
1 / 1 point
Intrinsic motivation
Correct
It is common to distinguish between extrinsic motivation (which is motivation by factors external to
an individual like money) and intrinsic motivation (motivation by factors internal to an individual like
a sense of fulfillment).
3.
Question 3
What job characteristics tend to promote positive job attitudes among employees? (check all that
apply)
1 / 1 point
Task significance
Correct
Yes, to promote positive job attitudes, it is better to design jobs that allow workers to feel that they
are contributing towards a greater good.
Task identity
Correct
Yes, to promote positive job attitudes, it is better to design jobs that allow the identification with
something whole rather than piecemeal.
Skill variety
Correct
Yes, to promote positive job attitudes, it is better to design jobs that require diverse activities,
requiring workers to develop and use a variety of skills and talents.
Autonomy
Correct
Yes, to promote positive job attitudes, it is better to design jobs that allow for freedom,
independence, and discretion to plan out the work and determine the procedures in the job.
Financial incentives
4.
Question 4
True or false: When workers use their work to shape their identity, they do so solely by labeling
themselves with various identifiers (e.g., "I am a ____ working for _____.").
1 / 1 point
False
True
Correct
This is false because while "naming ourselves" Is one aspect of identity formation, it is not the only
aspect. For example, to really believe an identity, we need to act in ways that others expect (e.g., a
university professor needs to teach). As a second example, we shape our identities by attaching
ourselves to certain groups which then affects how we think about others.
Quize 2 week2
1.
Question 1
Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such
as norms and culture.
1 / 1 point
social institutions
Correct
Sociology usefully draws our attention to the influence of norms, culture, and other elements of
what sociologists call social institutions.
2.
Question 2
Employees are believed to conform with norms and other social pressures in order to... (check all
that apply)
1 / 1 point
...earn high income.
...avoid being harassed and ostracized.
Correct
Yes, this is one reason that employees are believed to conform with norms and other social
pressures.
...achieve a sense of belonging.
Correct
Yes, this is one reason that employees are believed to conform with norms and other social
pressures.
3.
Question 3
True or false: Treating work as a commodity results in society placing value on work that is seen as
a precious commodity, which then devalues women's caring activities that are traditionally done in
the household for no pay.
1 / 1 point
False
True
Correct
4.
Question 4
True or false: Thinking about work as serving others is irrelevant for managers.
1 / 1 point
True
False
Correct
This is false because some workers might want to see their work as an opportunity to serve others.
Managers should recognize this as another possible avenue for creating high levels of employee
motivation and engagement.
Lack of full work effort and reasons

So Distributive Justice, again,
raise questions as to whether workers think outcomes are fair.
And for outcomes, we're thinking about things going on within the work group,
like a performance appraisal, which might lead to a merit raise,
might lead to a promotion or not, things of that nature.
Some questions that researches typically use, which could help you think about
Distributive Justice from the prospective of the worker.
The mind worker might ask, does my wage, for example?
Or whether I receive this promotion or
not reflect the effort that I've put into my work?
Does this outcome reflect what I've contributed to the organization?
So again, Distributive Justice is about fair outcomes.
Play video starting at :6:20 and follow transcript6:20
Procedural Justice,
asks whether the processes leading to these outcomes are fair or not.
So again, we're thinking about processes like a performance appraisal process,
determination of a promotion or not, things of that nature.
And some questions that one could ask to assess Procedural Justice include,
have the procedures been applied consistently?
Have the procedures been free of bias?
Has the individual being evaluated been able to express their views and
feelings during the procedure?
Thirdly, is Interpersonal Justice.
This looks at the fairness of the delivery of the message containing the outcome,
the performance evaluation outcome, or the merit increase,
or whether or not somebody received a promotion.
Some key questions in this regard,
has the manager treated the person in a polite fashion?
They treated them with dignity, they treated them with respect.
And then lastly, Informational Justice.
This looks at whether explanations of the outcome have been fair.
Some key questions in this regard has the manager explained
the procedure thoroughly?
We're the manager's explanation regarding the procedures reasonable?
Have the details been communicated in a timely fashion?
So organizational justice is important for managers.
A lot of research finds that perceptions of different types organizational justice
predict employee attitude such as job satisfaction, organizational commitment.
And not only attitudes, but work behaviors as well.
Not only job performance, but also organizational citizenship behaviors.
That is, are individuals willing to give a little extra,
lend a helping hand to others.
Now, at first glance,
fairness might seem like a hard thing to tackle, because of its ambiguous nature.
Lots of different perspectives.
So yes, it is complicated but it doesn't have to be elusive if you think of
the different elements that I've presented here.
You should think about potential frustrations that individuals have with
perceived unfairness in market oriented outcomes.
And also think about different aspects of perceived injustice or
fairness dealing with manager treatment as well.
And remember, in thinking about justice and
fairness, your goal isn't to make everybody happy per se.
Your goal is to make people productive.
QUIZE 3 OF WEEK 3
1.
Question 1
The component of justice that focuses on the fairness of outcomes is called _______ justice.
1 / 1 point
Distributive justice
Correct
The component of justice that focuses on the fairness of outcomes is called distributive justice (are
the way things are distributed fair?).
2.
Question 2
The component of justice that focuses on the fairness of policies and rules is called _______
justice.
1 / 1 point
Procedural justice
Correct
The component of justice that focuses on the fairness of policies and rules is called procedural
justice (are the procedures fair, irrespective of the actual outcome?)
3.
Question 3
When managing a work group, before applying insights from economics, psychology, sociology, or
other academic disciplines, managers should first make sure that...
1 / 1 point
...the assumptions of that perspective fit with my own values.
...the assumptions of that perspective fit with the values of the work group.
...there isn't more practical advice available because blogs, business magazines, and other non-
academic sources don't rely on any assumptions.
Correct
4.
Question 4
The vast complexity of work means that...
1 / 1 point
...each employee you manage might have a different motivational factor, but each person will only
have one.
...each employee you manage might have a different combinations of multiple motivational factors.
Correct
QUIZE 4 WEEK 3
1.
Question 1
Managers should be trying to create conditions that result in...
1 / 1 point
...employees who are satisfied with their job.
...employees who are committed to their organization.
...employees who are engaged in their job.
Correct
Employee engagement is a better predictor of job performance than is satisfaction or commitment.
So managers should be striving for high levels of employee engagement among their workers.
2.
Question 2
To promote intrinsic motivation among workers they manage, managers should promote which
needs? (you must check all that apply)
1 / 1 point
Competence
Correct
"Seeking Fulfillment from Work."
Autonomy
Correct
Financial security
Social belonging
Correct
3.
Question 3
True or false: To promote positive job attitudes, managers should only be concerned with the
characteristics of each job.
1 / 1 point
True
False
Correct
Yes, job characteristics are important predictors of job attitudes, but so, too, are relationships with
co-workers and support from managers.
4.
Question 4
To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize
the positive nature of their own group (“in-group”) compared to others (“out-groups”). Which of the
following does not result from this.
1 / 1 point
Differences between those groups we identify with and those we do not are magnified.
Discrimination against out-group members by in-group members.
Inter-group conflict.
Free-rider problems in groups such that some group members do not fully contribute.
Correct
5.
Question 5
To derive personal identity from belonging to an occupation, employees will...
1 / 1 point
...behave in ways that conform to societal or peer expectations for that occupation, even if the
organization wishes them to behave differently.
...not worry about conforming to societal or peer expectations for that occupation.
...behave in ways that conform to societal or peer expectations for that occupation, unless the
organization wishes them to behave differently.
Correct
6.
Question 6
Consider an employee who (a) is only concerned with distributive justice, but not other aspects,
and (b) believes she is working harder than her co-workers but getting paid the same. The
employee's manager should expect her to... (you must check all that apply)
1 / 1 point
...complain about the fairness of the policies for determining pay.
...ask for a raise.
Correct
"Fairness and Justice."
...reduce her effort to match that of her co-workers.
Correct
"Fairness and Justice."
...do nothing.
7.
Question 7
Some questions that can help managers think about employee perceptions of procedural justice
include: (you must check all that apply)
1 / 1 point
During the procedure, did the manager treat the employee with respect?
Has an employee been able to express his/her views and feelings during the procedure?
Correct
"Finding Identity in Work."
Did the procedure result in fair outcomes?
Has the procedure been free of bias?
Correct
Has the procedure been applied consistently?
Correct
8.
Question 8
Managers should only apply insights from psychology after they examine their workers and see...
1 / 1 point
...individuals focused on obtaining intrinsic rewards and avoiding frustration.
...conscious-status individuals who are also concerned with norms or peer pressure.
...self-interested individuals working for money.
Correct
9.
Question 9
Norms or peer pressure can come from many sources, including... (you must check all that apply)
1 / 1 point
...the worker as an individual.
...work group.
Correct
"Society Expects Me To Work" and remember that norms emerge from social or collective
phenomena.
...organization.
Correct
phenomena.
...country.
Correct
phenomena.
10.
Question 10
True or false: Various forms of social norms will always support managers in eliciting desired work
behaviors.
1 / 1 point
False.
True.
Correct
This is false because some norms can be inconsistent with what a manager or an organization
wants an employee to do. For example, norms of masculinity might reduce helping behaviors, or
occupational norms might prescribe that work should be done in a certain way.
11.
Question 11
True or false: Because of biological differences, women are naturally suited to care for others, and
this justifies an enduring, unequal sexual division of labor.
1 / 1 point
False
True
Correct
12.
Question 12
For managers, what is the relevance of seeing work as caring for and serving others? (you must
check all that apply)
1 / 1 point
Caring for and serving others isn't real work so it has little to do with managers.
Workers who value caring or serving might be demotivated if they feel that these meanings of work
are devalued by an organization or a society.
Correct
"Work is Complex, So Managing is Complex."
Workers who value caring or serving might be motivated if a manager provides opportunities for
fulfilling these goals, either directly or indirectly.
Correct
"Work is Complex, So Managing is Complex."
Week 4 lesson one
Your practices as a manager need to serve the organization's strategy and

certainly not run counter to it.
Now, organizations also have culture and norms.
They have a set of shared understanding of values.
So for example, at Southwest Airlines, there is a culture of friendly employees.
REI has a culture of environmental stewardship.
Google has culture of openness, creativity, questioning others.
These create norms that shape acceptable and unacceptable behaviors.
It's unacceptable to be grumpy at Southwest Airlines,
wasteful at REI, hierarchical and authoritarian at Google.
You as a manager need to be aware of these organizational values
when managing others.
WEEK 4 QUIZE 1
Managers should... (check all that apply)
1 / 1 point
Set appropriate performance objectives and help them achieve these objectives.
Correct
Yes, this something managers should do.
Take all the credit.
Micro-manage their team and assume they know best.
Determine the knowledge, skills, and abilities (KSA) required of their team.
Correct
Yes, this something managers should do.
2.
Question 2
True or false: A manager should use employee engagement scores for his/her work group over
time and in comparison with other work groups to watch for warning signs of problems in the work
group.
1 / 1 point
False
True
Correct
3.
Question 3
When managing in a unionized environment, managers need to remember two words. Bilateral and
_______.
1 / 1 point
proactive
Correct
When managing in a unionized environment, managers need to remember two words--bilateral and
proactive.
4.
Question 4
True or false: When you are dealing with someone else, it's their problem, not yours, if they have
an audience that is watching.
1 / 1 point
True
False
Correct
This is false because if someone you are dealing with has an audience, then they might have roles
that they need to play and your dealings will go more smoothly if you engage in perspective-taking
and appreciate the pressures the other person faces.
WEEK4 LESSON2
1. A company fires an employee because of unsatisfactory job performance. This

dismissal is:
Legal
Illegal
Correct
We will discuss the answer during the video.
2. A company fires an employee because there is no longer enough work. This
dismissal is:
Legal
Illegal
Correct
3. A company fires an employee in order to hire another person to do the same job at a
lower wage. The employee’s job performance has been satisfactory. This dismissal is:
Legal
Illegal
n the US you typically don't need a good reason.
Montana has a law where you do, so that's an exception.
But otherwise in most of the United States, it would be legal to fire
4. An employee is fired because the company mistakenly believes the employee has
stolen money. The employee is able to prove in court that company was mistaken. The
employee’s job performance has been satisfactory. This dismissal is:
Legal
Illegal
Correct
the United States, it would be legal to fire
5. An employee is accused of dishonesty. The supervisor knows that the employee is

not dishonest, but fires her anyway, because he dislikes the employee personally. The
employee’s job performance has been satisfactory. This dismissal is:
Legal
Illegal
Correct
the United States, it would be legal to fire
6. An employee discovers that the company has been violating the law by charging
customers for services which were not actually provided. The employee is fired
because he refuses to participate in the company’s illegal billing practices. This
dismissal is:
Legal
Illegal
Correct
L
We can see this is pushing companies toward win-win, high road HR practices and
preventing the worst abuses that undermine good employers.
But where to stop?
The concern with fairness can be brought to include a more general concern
with worker's lives.
What are their living standards?
Do they have time for other things?
So, many countries outside of the United States
have mandated leave requirements such as for vacation or parental leave and
also require other benefits like health coverage and retirement benefits.
So at some point this becomes less about promoting high road HR practices and
more about making up differences in bargaining power,
that is the desire to level the playing field between workers and companies.
One well known example of this, minimum wage requirement.
WEEK4 QUIZE2
1.
Question 1
Does the law see the employment relationship like any other economic transaction?
1 / 1 point
Yes
No
Sort of
Correct
Because it involves people, the employment relationship is almost always seen as a special
contractual relationship in the legal arena.
2.
Question 2
Employment-at-will requires... (check all that apply)
1 / 1 point
That workers have the legal right to work for whoever they want, when they want, for whatever
compensation they can obtain, and quit whenever they please.
Correct
Yes, this is one aspect of employment-at-will.
That organizations have the legal right to hire whoever they want, at whatever compensation
workers will agree to, and fire workers at any time for any reason.
Correct
Yes, this is one aspect of employment-at-will.
That everyone who is willing to work is guaranteed a job.

3.
Question 3
True or false: True employment-at-will rarely exists.
1 / 1 point
True
False
Correct
This is true because countries typically enact restrictions, such as nondiscrimination laws. In many
countries outside the United States, stricter restrictions are present in the form of protections again
unjust or unfair discipline and dismissal.
4.
Question 4
Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is
related to... (check all that apply)
1 / 1 point
...a desire to lower labor costs.
...faulty information.
...job performance.
Correct
Yes, this is typically considered a legitimate business reason for discipline or discharge.
...a lack of work.
Correct
Yes, this is typically considered a legitimate business reason for discipline or discharge.
WEEK4 LESSON3

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Quize 1 lweek one Module 1 Alternative approaches to manage HR

1.Jobs should be broken into small, standardized, repetitive tasks. Y

Employee autonomy and discretion

Above-average pay and benefits

Low levels of profitability

Unquestioned supervisor authority

HR tasks are a line manager’s responsibility, with help from an HR partner.

HR is focused on organizational needs, not just on the administration of HR policies.

True or false: managers cannot be leaders, and leaders cannot be managers.

"If you don't like it, let's talk about it."

Solely by various external factors (such as competition).

An organizational strategy based on low-cost leadership is typically supported by an HR strategy

An organizational strategy based on unique goods or services is typically supported by an HR

An organizational strategy does not completely determine an organization's HR strategy. In other

The employment relationship is characterized by some important conflicts of interest between an

Labor markets work reasonably well in allocating and rewarding workers.

What does it mean to see work as a curse?

Work causes a lot of swearing.

Work is part of life, and we can’t do much about it

People are unique so there are various drivers of motivation.

HR is just a pencil-pushing function.

Managers know their employees best.

More than five

Not giving full work effort in one's job.

The cost that comes from missing an opportunity to do something.

Labor can be viewed as a commodity because…(check all that apply)

It is bought and sold.

It has productive value.

Financial stress can take on extra meaning in the workplace.

...this means workers will never want to work hard.

Work is a lousy activity tolerated to earn income.

Insurance against excessive income loss.

A known prize that is large enough to compensate for extra effort.

"If you don't like it, quit"

Employees worker harder than without incentives

"What gets measured gets done"

Strategic use of private information

4 TH MODULE IS looking at people managers as part of a complex system.

Week 3 module 3 Non monetary motivations work is more than money

Quize 1 week 3 module 3

...avoid being harassed and ostracized.

...achieve a sense of belonging.

Lack of full work effort and reasons

...employees who are committed to their organization.

...employees who are engaged in their job.

Discrimination against out-group members by in-group members.

...ask for a raise.

...reduce her effort to match that of her co-workers.

Did the procedure result in fair outcomes?

Has the procedure been free of bias?

Has the procedure been applied consistently?

...self-interested individuals working for money.

Week 4 lesson one

Your practices as a manager need to serve the organization's strategy and

Managers should... (check all that apply)

Take all the credit.

Micro-manage their team and assume they know best.

1. A company fires an employee because of unsatisfactory job performance. This