46. Unions are somewhat at odds with which HR strategy because of the lack of job security inherent with this strategy:
a) Loyal Soldier HR strategy
b) Committed Expert HR strategy
c) Free Agent HR strategy
d) Bargain Laborer HR strategy
47. This HR strategy focuses on internal talent development, efficiency, and developing a strong culture of commitment:
a) Committed Expert HR strategy
b) Loyal Soldier HR strategy
c) Bargain Laborer HR strategy
d) Free Agent HR strategy
48. Which characteristic of work design is NOT compatible with the Loyal Soldier HR strategy?
a) standardization is important
b) the mechanistic approach to job design is used
c) employees are encouraged to develop new and better ways of accomplishing work
d) assembly lines are common and each employee performs a limited number of tasks
49. The recruiting and selection strategies compatible with this HR strategy include identifying current employees who can be promoted and employees who will benefit from new job opportunities.
a) Loyal Soldier HR strategy
b) Committed Expert HR strategy
c) Free Agent HR strategy
d) Bargain Laborer HR strategy
50. All of the following are true about an organization under the Loyal Soldier HR strategy EXCEPT:
a) fit with organizational culture is essential
b) identifying specific skills and interests of applicants is essential
c) general aptitude and motivation are important
d) employees are hired more for potential than past accomplishments
51. Common methods for locating applicants include employee referrals, electronic advertising, public employment agencies, and campus recruiting when an organization has adopted this HR strategy:
a) Bargain Laborer HR strategy
b) Free Agent HR strategy
c) Committed Expert HR strategy
d) Loyal Soldier HR strategy
52. Which of the following performance management practices is incompatible with the Loyal Soldier HR strategy?
a) employee contributions are assessed and feedback is important to provide guidance for improvement
b) cooperation and teamwork are emphasized over high individual performance
c) parity-based assessments compare employees against each other resulting in rankings
d) performance management is used to motivate employees
53. All of the following are true of training and development under the Loyal Soldier HR strategy EXCEPT:
a) employees are selected mostly for organizational fit, so skills must be developed after they are hired
b) training is general in nature rather than related to specific skills
c) training is critical for success
d) employees will likely rotate through a number of jobs during their career with the organization
54. Compensation under the Loyal Soldier HR strategy:
a) will likely have little pay at risk from pay period to pay period
b) will have a great deal of pay at risk
c) is likely to involve high levels of merit pay
d) is designed to significantly differentiate high and low performers
55. Work design in an organization with a Committed Expert HR strategy:
a) focuses on designing work in ways that provide employees with opportunities to innovate and develop ongoing relationships with others.
b) emphasizes the job of the individual expert.
c) requires that employees work like parts in an efficient machine to produce goods and services.
d) focuses on determining efficient processes and then encouraging employees to follow the prescribed way of accomplishing work.