Test bank for human resource management 2nd edition stewart

Test Bank for Human Resource Management 2nd Edition Stewart Organizations with a competitive business strategy of differentiation are expected to do best with which HR strategy?. a org

Test Bank for Human Resource

Management 2nd Edition Stewart

Organizations with a competitive business strategy of

differentiation are expected to do best with which HR

strategy?

1 a) Committed Expert or Free Agent HR strategy

2 b) Free Agent or Loyal Soldier HR strategy

3 c) Bargain Laborer or Loyal Soldier HR strategy

4 d) Loyal Soldier or Committed Expert HR strategy

Business-level strategy:

1 a) is not related to human resources strategy

2 b) deals with how the organization will compete with companies that provide similar goods and services

3 c) includes decisions related to business type

4 d) should be completed after human resources strategy is determined

What steps are involved in the strategy formulation

process?

1 a) customer and employee surveys, decision making, and evaluation

2 b) environmental analysis, internal analysis, problem solving

3 c) gathering information, analysis and decision making, and implementation

4 d) external analysis, internal analysis, identification of strengths and weaknesses

The universalistic approach to human resource practices:

1 a) seeks to identify human resource practices that benefit all organizations

2 b) claims that appropriate human resource practices depend upon the

organization and its strategy

3 c) works best with a cost leadership strategy

4 d) is an individual company approach to human resource management

Research supports which of the following findings:

1 a) organizations with a cost leadership strategy have higher performance when their human resource practices include selective staffing, comprehensive technical training and group incentives

2 b) organizations employing the Free Agent HR strategy have higher performance when their human resource practices include selective staffing, comprehensive technical training and group incentives

3 c) organizations with a differentiation strategy have higher performance when their human resource practices include selective staffing, comprehensive technical training and group incentives

4 d) organizations employing the Bargain Laborer strategy have higher performance when their human resource practices include selective staffing, comprehensive technical training and group incentives

Organizations with matching competitive and human

resource strategies:

1 a) are not commonly found among U.S companies

2 b) perform only marginally better than those without matching strategies

3 c) have been found to have higher morale among employees

4 d) typically have an external labor orientation

Organizations that attempt to pursue a combination strategy that involves both cost leadership and differentiation:

1 a) Is likely to excel in both cost leadership and product differentiation

2 b) Usually end up not succeeding at either cost leadership or differentiation

3 c) Is likely to succeed at product differentiation

4 d) Is likely to succeed at cost leadership

Which of the following is not an example of a commitment strategy practice?

1 a) Broad job responsibilities, organizing work around teams and pay for

performance

2 b) Two way communication, pay for performance, and highly selective recruiting practices

3 c) Long term relationships with employees, extensive new employee training and high levels of pay

4 d) Specialized and narrow job responsibilities, emphasis on individual

accomplishment and performance and pay for performance

Which type of strategy focuses on how to serve the needs of company customers?

1 a) human resource strategy

2 b) short term strategy

3 c) long term strategy

4 d) competitive business strategy

Which of the following is NOT true of a human resource

strategy that emphasizes hiring and retaining loyal

employees who do whatever the company asks of them?

1 a) it is referred to as the Loyal Soldier HR strategy

2 b) employees are hired early in their careers and developed with extensive training

3 c) emphasis is on hiring employees who do not demand high wages

4 d) these types of organizations are frequently unionized

Strengths and weaknesses

1 a) should be kept confidential

2 b) are areas of high and low capability

3 c) relate to the external environment

4 d) are an outcome of strategic planning

An organization with the human resource strategy that

combines emphasis on short-term employees with a focus

on producing unique goods and services:

1 a) is employing the Committed Expert HR strategy

2 b) is employing the Bargain Laborer HR strategy

3 c) is employing the Loyal Soldier HR strategy

4 d) is employing the Free Agent HR strategy

Which of the following are consistent with a differentiation strategy?

1 a) A focus on cost reduction, a unique product and a large share of the market

2 b) A unique product, strong marketing, and excellent customer service

3 c) Disregard for cost, few producers in the market and a focus on a unique product

4 d) A focus on marketing and the production of basic or standardized products and services

An organization employing a differentiation strategy is likely

to differentiate its goods or services in all of the following ways EXCEPT:

1 a) a unique product

2 b) low cost

3 c) marketing the product as distinctive and a good value

4 d) excellent customer service

Which of the following is NOT consistent with a human

resource bundle supporting a control strategy?

1 a) strict work rules

2 b) limited formal training

3 c) employee career development

4 d) narrow job responsibilities

From a human resource management perspective the two types of strategy are:

1 a) competitive business strategy and human resource strategy

2 b) long term and short term strategy

3 c) short and long term human resource strategy

4 d) human resource strategy and long term strategy

Apple computer produces the iPad, that is described by

Apple as “A magical and revolutionary product…” From

what you know about the iPad and Apple computer:

1 a) Apple has a low cost leadership strategy

2 b) Apple is very conscious of expenses

3 c) Apple computer has a differentiation strategy

4 d) Apple probably employs a large number of temporary employees

An organization with an internal labor orientation seeking cost reduction can benefit from:

1 a) the Free Agent HR strategy

2 b) the Loyal Soldier HR strategy

3 c) the Committed Expert HR strategy

4 d) the Bargain Laborer

Which of the following is NOT true of organizations with a cost leadership strategy?

1 a) the organization seeks to become low-cost producers

2 b) the organization seeks to produce superior goods and services

3 c) the organization seeks to become highly efficient

4 d) controlling expenses is very important

Which type of strategy focuses on choices and actions

concerning the management of people?

1 a) competitive business strategy

2 b) human resource strategy

3 c) short term human resource strategy

4 d) short term strategy

Which of the following is characteristic of organizations with

an external labor orientation?

1 a) the organization seeks to buy talent

2 b) a primary goal is to identify employees who will have long careers with the organization

3 c) people are hired early in their careers

4 d) employees identify closely with the organization

To be true strengths, human resource practices must:

1 a) also provide something that is difficult to imitate or substitute

2 b) be part of a differentiation business strategy

3 c) be part of a low cost business

4 d) include effective employee and labor relations

The physical and social factors outside an organization’s boundaries which are relevant for strategic planning:

1 a) exclude government and political actions

2 b) are strengths and weaknesses

3 c) are assessed through customer and employee satisfaction surveys

4 d) are opportunities and threats

Elements of the environment relevant for analyzing the

external environment include all of the following EXCEPT:

1 a) demographic and cultural trends

2 b) economic and political conditions

3 c) organizational culture and employee satisfaction

4 d) technological developments

Which of the following is TRUE about human resource

strategy?

1 a) the ability to attract and keep high-quality employees is always a competitive advantage

2 b) a human resource strategy is usually relatively easy for competitors to imitate

3 c) rarely can a competitor imitate an entire package of human resource strategies

4 d) an organization can overcome the lack of effective human resource

management by pursuing a differentiation strategy

Human resource management is critical for strategic

planning:

1 a) because high-quality employees are relatively rare

2 b) mainly when an organization requires technological skills

3 c) because of the high cost of compensation

4 d) mainly when an organization requires general skills

An organization with a cost-leadership strategy:

1 a) seeks to become the low cost producer of complex and unique goods and services

2 b) has excellent customer service

3 c) is likely to be one of many producers in the market

4 d) is likely to have a relatively large share of the market and produce basic or standardized products and services

Which of the following is true about assessing the external environment?

1 a) strengths and weaknesses are the easiest factors to control

2 b) understanding strengths and weaknesses of competitors is a critical factor

3 c) opportunities are generally easier to control, but a clear understanding of opportunities and threats is critical for effective strategy formulation

4 d) strengths are generally easier to control, but a clear understanding of strengths and weaknesses is critical for effective strategy formulation

Research suggests these four steps can be used to make more effective decisions:

1 a) set specific deadlines, gather information, minimize conflict, vote on all items

2 b) ensure top level management is involved, train decision makers, set specific deadlines, minimize conflict

3 c) set specific deadlines, ensure top level management support, minimize conflict, diffuse politics

4 d) build collective intuition, stimulate conflict, maintain an appropriate pace, diffuse politics

The contingency approach to human resource practices:

1 a) Tends to focus on broad principles

2 b) Can be effective in an organization pursuing human resource role differentiation

3 c) Tends to focus on specific human resource practices

4 d) Is supported by corporate strategy and business strategy

Organizations pursuing a differentiation strategy pursue all

of the following strategies EXCEPT:

1 a) adapting rapidly to changing customer preferences

2 b) innovation of products and services

3 c) taking risks and continually prospecting for new ways of doing things

4 d) increasing distribution channels

An organization with the human resource strategy that

combines emphasis on short-term employees with a focus

on reducing costs:

1 a) is employing the Committed Expert HR strategy

2 b) is employing the Bargain Laborer HR strategy

3 c) is employing the Loyal Soldier HR strategy

4 d) is employing the Free Agent HR strategy

Corporate-level strategy:

1 a) is concerned with how an organization or part of the organization will compete with other organizations that produce similar goods and services

2 b) is not related to human resource strategy

3 c) concerns the different businesses and diversity of products and services that an organization produces

4 d) focuses on different ways of managing employees of an organization

Which of the following is NOT true about human resource bundles?

1 a) human resource bundles are human resource practices that are internally consistent and reinforce each other

2 b) there are human resource practices that bundle into a “control strategy”

3 c) there are human resource practices that bundle into a “commitment strategy”

4 d) human resource practices that are bundled are easy for competitors to simulate

The view that human resource practices differ based upon

an organization’s competitive business strategy:

1 a) is the universalistic approach

2 b) is consistent with the contingency approach

3 c) is the differentiation approach

4 d) is the only way human resource practices can be considered

Human resources are relatively easy for an organization to duplicate; therefore, it cannot be a source of competitive advantage

1 True

2 False

Internal politics over group decision making, processes and outcomes should be encouraged as it can enhance

outcomes

1 True

2 False

A clear strategy for being better than competitors and a highly motivated workforce are major keys for long term profitability

1 True

2 False

HR processes for the commitment strategy are specific and consistent across organizations, which makes them easy to duplicate for organization success

1 True

2 False

The universalistic perspective seeks to identify methods of managing people that are effective for all organizations

1 True

2 False

Opportunities are generally easier to control than threats

1 True

2 False

There is some evidence that organizations naturally tend to adopt the human resource practices that match their

competitive strategies

1 True

2 False

Groups of people who meet together often to discuss

information can develop an effective sense of “gut level” decision making about proper strategic direction

1 True

2 False

An organization with an external differentiation strategy is likely to excel when it follows the free agent HR strategy

1 True

2 False

An organization can use an effective strategy to compensate for weak human resources

1 True

2 False

For strategic planning purposes an organization should

concentrate mainly on enhancing strengths so past success can be carried into the future

1 True

2 False

It is easy for an organization to pursue both cost leadership and differentiation strategies simultaneously

1 True

2 False

In order for a human resource practice to be a strength, it must be difficult to imitate and a similar practice cannot be substituted

1 True

2 False

The contingency approach to human resource management practices and the universalistic approach to human resource management are complementary and can be used together

to develop an overall human resource strategy

1 True

2 False

Studies comparing the control and commitment strategies almost always conclude that in most cases the control

strategy works best

1 True

2 False

Many organizations do have human resource strategies that fit their competitive strategies

1 True

2 False

Strategy formulation is best accomplished by a group of decision makers

1 True

2 False

Support for the commitment strategy is so strong that all organizations should adopt this strategy and the related human resource practices to be successful

1 True

2 False

Effective human resource management capabilities are

difficult to copy because effectiveness comes not from a single practice but from a number of related practices

1 True

2 False

The human resource bundle that is known as a commitment strategy includes empowerment of workers, careful

screening of recruits, high levels of teamwork, and extensive sharing of information

1 True

2 False

All information is relevant for strategic planning

1 True

2 False

There is usually only one company that can be the lowest-cost provider in an industry

1 True