罗宾斯《管理学》(第9版)课后习题详解-第十二章至第十九章【圣才出品】
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.(True; moderate; p. 324)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)Job descriptions focus on the job, while job specifications focus on the person.(True; easy; p. 326)RECRUITMENT AND DECRUITMENT10.One disadvantage to employee referrals as a source of job candidates is that candidates tend to beminimally skilled.(False; moderate; p. 327)11.Firing and early retirements are two decruitment options.(True; moderate; p. 328)SELECTION12.A selection device is valid if it measures the same thing consistently.(False; difficult; p. 329)13.A good interviewer will minimize any prior knowledge about the applicants’ background, experience,interests, test scores, or other characteristics.(True; difficult; p. 332)14.Reference checks generally provide useful information for most jobs.(False; moderate; p. 332)15.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)ORIENTATION16.There are three types of orientation: work unit orientation, organization orientation, and proceduralorientation.(False; moderate; p. 334)TRAINING17.Job rotation is the implementation of lateral transfers allowing employees to work at different jobs inan organization.(True; moderate; p. 336)EMPLOYEE PERFORMANCE MANAGEMENT18.Types of performance appraisal methods include written essays, multiperson comparisons, andgraphic rating scales.(True; easy; p. 337)COMPENSATION AND BENEFITS19.The primary determinant of an individual’s pay is job performance, not seniority.(True; difficult; p. 340)20.Variable pay systems reward employees for the job skills and competencies they can demonstrate. (False; moderate; p. 340)CAREER DEVELOPMENT21.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 MANAGEMENT22.Studies find that downsizing is as stressful for the survivors as it is for the victims.(True; moderate; p. 342)23.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)24.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)25.A firm can do little to protect itself from sexual harassment claims. It is usually one employee’s w ordagainst another’s.(False; moderate; p. 344)26.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)27.Work life conflicts are less relevant for male and single employees as they are for married andfemale employees.(False; easy; p. 346)28.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)29.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 IMPORTANT30.Various studies have concluded that an organization’s human resources can be a significant source of_______________.petitive advantageb.problems for managementc.frustration for employeesd.high-performance work practices(a; moderate; p. 322)31.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)32.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 PROCESS33.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)The final three activities of the HRM process _______________.e.ensure that the organization retains competent and high-performing employeesf.ensure that the organization selects and trains competent employeesg.identify for the organization the best compensation packages for the new hiresh.provide employees with up-to-date knowledge and skills(a; moderate; p. 323)bor unions use ____________ to protect the rights of their members.a.functional operationsb.new product developmentc.collective bargainingd.process(c; easy; p. 323)35.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)36.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)37.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)38.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)39.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 PLANNING40.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)41.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)42.Job analysis is concerned with which of the following human 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)43.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)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 DECRUITMENT44.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)45.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)46.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)47.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)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)48.As a decruitment option, ____________ are a temporary involuntary termination that can last from afew weeks to several years.yoffsb.attritionsc.transfersd.early retirements(a; moderate; p. 328)49.Which of the following is not an option for decruitment?a.attritionb.reduced workweeksc.early retirementsd.Internet hiring(d; moderate; p. 328)50.Which of the following decruitment methods is accomplished by not filling openings created bynormal retirements?a.firingyoffsc.attritionb.reduced workweeks(c; moderate; p. 328)SELECTION51.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)____________ is the proven relationship between the selection device and some relevant job selection criterion.a.Responsibilityb.Unreliabilityc.Reliabilityd.Validity(d; moderate; p. 329)52.____________ indicates how consistent a selection device measures a criterion.a.Operational scoringb.Qualificationc.Reliabilityd.Validity(c; moderate; p. 330)53.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)54.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)55.______________ 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)56.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)57.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)58.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)59.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)60.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)61.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 you from doing this job?”d.“Have you ever filed a workman’s compensation claim?”(a; difficult; p. 332)62.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)ORIENTATION63.______________ 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.anizational orientationb.Work unit orientationc.Procedural orientationd.An assessment center(b; easy; p. 334)64.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)TRAINING65.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)66.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)67.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)68.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)69.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)70.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 MANAGEMENT71._______________ 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)72.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)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)73.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)74.________________ is a process 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)75.______________ 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)76.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 BENEFITS77.An organization’s compensation system has been shown to have an impact on its _______________.a.turnoverb.profitsc.strategic performanced.productivity(c; difficult; p. 339)78.What is not a factor that can influence compensation and benefits?a.appearance and sexb.unionizationc.geographical locationbor intensive(a; easy; p. 339)79.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)80.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 DEVELOPMENT81.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)What is a characteristic of career development programs today?e.They are typically designed to help employees advance their work lives within a specificorganization.f.The focus of such programs is to provide employees the information, assessment, and trainingneeded to help them realize their career goals.g.They are a way for organizations to attract and retain highly talented people.h.They have all but disappeared due to widespread organizational changes.(d; moderate; p. 340)82.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 MANAGEMENT83.__________________ is the term used to define planned elimination of jobs in an organization.a.Downsizingb.Decruitmentc.Recruitmentd.Planned firing(a; moderate; p. 342)84.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)85.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)To help survivors of downsizing cope with their new stress, managers might want to ____________.e.individually call employees into the office intermittently with those being downsizedf.offer some form of severance payg.provide job search assistanceh.provide counselors for employees to talk to(d; moderate; p. 342)86.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)87.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)88.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)89.__________________ creates an unpleasant work environment and undermines workers’ ability toperform their job.a. A workplace romanceb.Diversityc.Sexual harassmentd.Work-family imbalance(c; easy; p. 344)90.When there are sexual harassment claims against an organization, the courts want to know whetherthe organization _______________.a.knew about the alleged behaviorcated 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)91.Why are workplace romances potentially problematic for organizations?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)92.What can organizations do to protect themselves against workplace romances?a.have mechanisms available to monitor employeesb.ensure that no retaliatory actions are takencate employees on the dangers of workplace romancesd.have some type of policy regarding workplace dating among coworkers(d; moderate; p. 345)93.“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)94.People who prefer segmentation are more likely to be satisfied and committed to their jobs whenoffered options such as _______________.a.job sharingpany-sponsored family picnicsc.on-site child cared.gym facilities(a; moderate; p. 347)95.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)96.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 find 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.97.Steve believes that achieving competitive success in business today requires that managers changehow they think about 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.98.Frances reviews the ______________ guidelines, which outlines practices that enhance theemployment, 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 reputation of being the firm “where you work until you find 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.99.As one of his first tasks, Steve’s boss asks him to develop a database of the education, specialcapabilities, and specialized skills of all the employees. This is known as a ______________.a.simple design of the organizationb.human resource inventoryc.division of labord.job analysis(b; moderate; p. 326)100.Steve believes that part of the reason for the high turnover is that individual jobs are very poorly defined. Employees are not sure of what is expected of them and that performance standards are unequal between regions and functions. Steve conducts a _________ for each position, defining all the jobs and behaviors necessary to perform them.a.job descriptionb.job specificationc.job analysisd.job satisfaction analysis(c; moderate; p. 326)101.As part of restructuring the organization’s human resources, Steve decides that new ___________, which state the minimum job qualifications that a person must possess to successfully perform a given job, must be written for each position.a.job descriptionsb.job specificationsc.job analysesd.job satisfaction surveys(b; moderate; p. 326)。
罗宾斯《管理学》第九版笔记
第一章管理与组织导论一、谁是管理者管理者是组织中这样的成员，他告诉别人该做什么以及怎么样去做。
管理者〔manager〕是这样的人，他们通过协调和监督其他人的活动到达组织目的。
管理者通常分为基层管理者、中层管理者和高层管理者。
二、什么是管理管理〔management〕通过协调和监督他人的活动，有效果和有效率地完成工作。
效率〔efficiency〕是指以尽可能少的投入获得尽可能多的产出。
效果通常指的是“正确地做事〞，即不浪费资源。
效果〔effectiveness〕通常指“做正确的事〞，即所从事的工作和活动有助于组织到达其目标。
在成功的组织中高效率和高效果是相辅相成的。
三、管理者做什么1、管理职能〔亨利.法尔约〕。
方案组织领导控制定义目标，制定战略，开发方案以协调活动决定需要做什么，怎么做，谁去做指导和鼓励所有群体和个人，解决冲突监控活动以确保它们按方案完成2、管理角色〔亨利.明茨伯格〕。
人际关系信息传递决策制定挂名首脑领导者联络者监听者传播者发言人企业家混乱驾驭者资源分配者谈判者3、管理技能〔罗伯特.卡茨〕。
技术技能：熟练完成特定工作所需要的特定领域的知识和技术。
人际技能：包括与单独的个人或群体中的其他成员和睦相处的能力。
概念技能：管理者对抽象、复杂情况进行思考和概念化的技能。
四、什么是组织组织〔organization〕是对人员的一种精心安排，以实现某些特定的目的。
组织的三个特征：明确的目的、人员、精细的结构。
现在的组织更倾向于依靠灵活的工作安排、雇员工作团队、开放的沟通系统和供给商联盟。
传统组织新型组织稳定的缺乏灵活性关注职位根据职位定义工作个人导向永久性职位命令导向由管理者作决策规那么导向相对均质的员工队伍工作日从上午8时到下午5时等级关系在上班时间利用组织设施从事工作动态的灵活的关注技能根据任务定义工作团队导向临时性职位参与导向雇员参与决策制定顾客导向多样化的员工队伍工作日长度没有限制横向的和网络化的关系在任何地点、任何时间工作第二章管理的昨天和今天一、管理的历史背景两个重大事件：776，亚当.斯密发表?国富论?主张组织和社会将从劳动分工或工作专业化中获得经济利益。
罗宾斯管理学第九版笔记(严格修订版)
第一章管理与组织导论一、谁是管理者？（1）管理者的定义管理者是这样的人，他通过协调和监督他人的活动达到组织目标。
他的工作不是取得个人成就，而是帮助他人完成任务。
管理者的工作可能意味着协调一个部门的工作，也可能意味着监督几个单独的个人,还可能包含一个团队的活动.(2）组织中管理人员的等级层次管理人员按层次分为基层管理者，中层管理者,高层管理者.1)基层管理者是最底层的管理人员，他们管理着非管理雇员所从事的工作，即生产产品和提供服务.2)中层管理者包括所有处于基层和高层之间的各个管理层次的管理者,这些管理者管理着基层管理者。
3)高层管理者是处于或接近组织顶层的管理人员，他们承担着制定广泛的组织决策、为整个组织制定计划和目标的责任.二、什么是管理？管理通过协调和监督他人的活动，有效率和有效果地完成工作。
管理活动强调效率和效果。
效率是指“正确地做事”，即不浪费资源,以尽可能少的投入获得尽可能多的产出;效果是指“做正确的事”，即所从事的工作和活动有助于组织达到其目标.效率注重过程，效果注重结果.因此，管理当局不能只是关注达到和实现组织目标，也就是关注效果，还要尽可能有效率地完成工作.三、管理者做什么？（1）管理的四个职能1）计划是指定义目标,制定战略以获取目标，以及制定计划和协调活动的过程。
2）组织是指安排工作以实现组织目标的职能。
它包括决定应该从事哪些任务，应该由谁来从事这些任务，这些任务怎么分类和归集，谁向谁报告，以及在哪一级作出决策的过程。
3）领导是指同别人一起或者通过别人去完成组织目标,包括激励下属，帮助解决群体冲突、影响工作中的个体或团队，选择最有效的沟通渠道等。
4）控制是指监控，比较，纠正。
为了保证达成目标和工作按照预定的轨道进展,管理者必须监控、评估工作绩效，实际的绩效必须与预先设定的目标进行比较，如果存在任何显著的偏差，管理当局的职责就是使工作绩效回到正常的工作轨道上来。
（2）明茨伯格的管理角色理论(09简述）管理角色是指特定的管理行为类型。
管理组织学第九版清华大学出版社课后知识题目解析第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 highorganizational performance.(True; moderate; p. 323)2.High-performance work practices involve a commitment by management toimprove the knowledge skills 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 necessaryfor staffing the organization and sustaining high employee performance. (False; moderate; p. 323)4. A labor union is an organization that represents workers and seeks to protect theirinterests.(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 inthe workplace.(False; difficult; p. 324)7. A community fire department can categorically deny employment to a firefighterapplicant who is confined to a wheelchair.(True; moderate; p. 324)8.The United States will experience a shortage of 20 million workers over the next 10years according to the U.S. Bureau of Labor Statistics.(False; moderate; p. 325)HUMAN RESOURCE PLANNING9.Human resource planning can be condensed into two steps: assessing currenthuman resources and assessing 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 thatcandidates tend to be minimally 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.(False; moderate; p. 332)16.In a realistic job preview (RJP), an applicant might be told that there are limitedopportunities to interact 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 procedural orientation.(False; moderate; p. 334)TRAINING18.Job rotation is the implementation of lateral transfers allowing employees to workat different jobs in an organization.(True; moderate; p. 336)EMPLOYEE PERFORMANCE MANAGEMENT19.Types of performance appraisal methods include written essays, multipersoncomparisons, and graphic 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 candemonstrate.(False; moderate; p. 340)CAREER DEVELOPMENT22.The idea of increased personal responsibility for one’s career has been describedas a boundaryless career 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 percentageof charges filed against 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 thatexplicitly affects an 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 oneemployee’s word against another’s.(False; moderate; p. 344)27.The environment in today’s organizations with mixed-gender work teams andworking long hours is undoubtedly 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 formarried and female employees.(False; easy; p. 346)29.Today’s progressive workplaces provide a wide range of scheduling options andbenefits that allow employees 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 suchas flextime and part-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 asignificant source of _______________.petitive 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 dailyproduction 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 ensure that 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)bor 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 retainedand their opportunities 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 resourceactivities, cover such processes 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 takeup to 12 weeks of unpaid 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 aboutemployees before discarding 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 ofthe current human 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 isknown 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 following human resource planningaspects?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 isknown 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 toperform a job is known 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 wantto reduce the organization’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 good referral 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 manyunqualified candidates 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 thatcan last from a few weeks to several years.yoffsb.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 fillingopenings created by normal retirements?a.firingyoffsc.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 somerelevant job selection 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 jobperformance.b.A superior job performer was given a low interview score by all five independentinterviewers.c.The intelligence test significantly predicted the job performance of 250 jobapplicants.d.A protected group individual was given a low selection score and was a poor jobperformer.(b; difficult; p. 330)59.Asking a candidate for an automotive mechanic’s position to deconstruct andreconstruct part of an engine 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 andhaving them perform 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 validperformance measures 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 in industrial 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 you from doing thisjob?”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 andthe company provides 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 howhis or her job contributes to the unit goals, and includes an introduction to his or her new co-workers.anizational orientationb.Work unit orientationc.Procedural orientationd.An assessment center(b; easy; p. 334)69.Successful orientation, whether formal or informal, results in an outsider-insidertransition 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 coursesand training programs 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 interacteffectively with team members 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 experiencedworker who provides 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 inmultimedia simulations 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 employeeperformance to arrive at performance 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 thatdistinguish effective from 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 anincremental scale is 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 criticalincident system into one process is a(n) _______________.a.written essayb.360-degree feedbackc.objectived.behaviorally anchored rating scale(d; difficult; p. 337)80.________________ is a process used to compare one’s performance with that ofothers.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 feedbackfrom supervisors, 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 locationbor intensive(a; easy; p. 339)85.Skill-based pay systems rely on the employee’s _____________ to define his or herpay 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 thanin service organizations 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 herlifetime?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 aspecific organization.b.The focus of such programs is to provide employees the information, assessment,and training needed 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 anorganization.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 offersome 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 beingdownsizedb.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 resourcemanagement?a.To improve workforce diversity, managers need to narrow their approach torecruiting.b.Once a diverse pool of applicants is defined, a manager does not need toaddress discrimination as a problem.c.Recent research has shown that diversity makes moving into a workforce harderfor women and minorities.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 underminesworkers’ ability to perform 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 wantto know whether the organization _______________.a.knew about the alleged behaviorcated 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 thecharges(a; moderate; p. 344)99.Why are workplace romances potentially problematic for organizations?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 takencate 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 sharingpany-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 find 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 think about 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 reputation of being the firm “where you work until you find 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.107.As one of his first tasks, Steve’s boss asks him to develop a database of the education, special capabilities, and specialized skills of all the employees. This is known as a ______________.a.simple design of the organizationb.human resource inventoryc.division of labord.job analysis(b; moderate; p. 326)108.Steve believes that part of the reason for the high turnover is that individual jobs are very poorly defined. Employees are not sure of what is expected of them and that performance standards are unequal between regions and functions. Steve conducts a _________ for each position, defining all the jobs and behaviors necessary to perform them.a.job descriptionb.job specificationc.job analysisd.job satisfaction analysis(c; moderate; p. 326)。
罗宾斯管理学第九版课后思考题答案详解
罗宾斯管理学人大第九版课后思考题答案第一章1.是的。
他也要进行计划，组织，领导，控制。
他是一个领导者和监听者。
他拥有沟通技能和人际技能。
2.因为每一个组织都有自己的目标，目标的体现就表现在员工的绩效，所以说管理者的最基本的职责是关注员工的工作绩效。
还应注重效率。
3.职位候选人的技能分为技术技能，人际技能和概念技能。
作为雇主他不可能同时所有能力，所以雇主需要聘请其他人来帮忙。
这给我的启示是要提升自己各方面的能力。
4.没有的。
管理是一门艺术，每个人都有自己的特色，没有最佳的。
如果有最佳的，人们不就都往这方面发展了，那有什么意思。
5.新型组织的动态，灵活性，根据任务定义工作，团队导向等特征有兴趣。
因为这些特征可以促使企业更灵活，能够根据市场情况更快的作出反应。
有利于提高雇员的劳动积极性，促进雇员间的团队意识，合理高效地完成任务。
但我对雇员参与决策制定，在任何地点、任何时间工作，工作日长没有限制等特征不感兴趣。
因为如果过多的给予员工太多的自由，不仅不会使他们的工作效率上升，反而还会让他们感到没有压力，进而变得懒散，工作效率反而会下降。
并且过于宽松的环境也不利于管理者的管理。
而雇员参与决策的制定在一定程度上可以团结员工，但却会带来很大的弊端，因为雇员的思考方向是有利于自己的，而不会考虑整个企业的发展，并且雇员无法了解企业的整体情况，不能作出最好的决策。
不过总体上来说，新型组织在原有的基础上取得了很大的进步。
6.在今天的环境中，单从效率和效果而言，效果对组织更重要。
因为效果通常是指“做正确的事”，即所从事的工作和活动有助于组织达到其目标。
而效率是指以尽可能少的投入获尽可能多的产出。
在如今的社会中，具有高效率和高效果则企业将立于不败之地，正如UPS。
但要在二者择其一时，效果显然更重要，如果所做的工作不能达到组织的目标，那么所做的事就等于白做，即使是再高的效率也没用。
就像以前中国的很多企业虽然资源利用率低，但只要能达到顾客的要求，它们仍然能够在市场上生存。
管理学第9版课后习题答案
管理学第9版课后习题答案管理学第9版课后习题答案管理学是一门研究组织和管理的学科，对于现代社会的发展具有重要的意义。
而理解和掌握管理学的知识，对于从事管理工作的人来说更是必不可少的。
而《管理学第9版》作为一本经典的管理学教材，其课后习题对于学生的学习和巩固知识都具有重要的作用。
下面是对《管理学第9版》课后习题的一些解答和讨论。
第一章：管理和组织1. 什么是管理？管理的目标是什么？管理是指通过计划、组织、领导和控制等一系列活动，使组织能够有效地实现其目标。
管理的目标是通过合理利用组织的资源，提高组织的效率和效果，从而实现组织的使命和目标。
2. 什么是组织？组织的类型有哪些？组织是指由一群人共同协作，追求共同目标的社会系统。
组织的类型包括企业组织、非营利组织、政府组织等。
3. 管理者的角色有哪些？请举例说明。
管理者的角色包括：决策者、人际角色、信息处理者、资源分配者等。
例如，当管理者需要做出重大决策时，他们扮演的是决策者的角色；当管理者与员工进行沟通和交流时，他们扮演的是人际角色。
第二章：管理环境1. 什么是管理环境？管理环境对组织有何影响？管理环境是指组织所处的外部环境和内部环境。
管理环境对组织有着直接和间接的影响，它可以影响组织的发展和运营。
外部环境包括经济环境、政治环境、社会文化环境等，而内部环境包括组织的结构、文化、人力资源等。
2. 请列举几个影响管理环境的因素，并简要说明其影响。
影响管理环境的因素有很多，如经济因素、技术因素、法律因素等。
经济因素会直接影响组织的运营和发展，技术因素则会影响到组织的生产力和竞争力，法律因素则会对组织的运营和管理提出一系列要求和限制。
第三章：管理理论1. 请简要介绍几个著名的管理理论。
凯奇管理理论认为，管理者应该关注员工的需求和动机，通过激励和奖励来提高员工的工作表现。
赫茨伯格和麦格雷戈的理论则强调了员工的动机和领导行为的关系，他们提出了“X理论”和“Y理论”，分别代表了不同的领导风格和对员工动机的看法。
罗宾斯《管理学》课后习题(决策)【圣才出品】
第2章决策一、思考题1．为什么决策经常被描述为管理者工作的本质？答：决策是指为了实现某一目的而制定行动方案并从若干个可行方案中选择一个满意方案的分析过程，它具有目标性、选择性、可行性、过程性和动态性。
决策是管理的核心，是管理者工作的本质，管理的各项职能（计划、组织、领导、控制和创新）都离不开决策，决策贯穿于管理的全过程和各个方面。
管理实际上是一个不断地作出决策和实施决策的过程，如果没有决策，也就没有了管理。
一切管理职能中都渗透着决策职能，无论是计划、控制、组织，还是人事、沟通、激励，都离不开决策这一职能，每一个管理者都必须掌握并运用决策职能。
（1）计划工作的每一个环节都涉及决策，如目标的确立、预测方法和分析方法的选取、行动方案的选择等都离不开决策。
（2）组织、领导、控制等管理职能的发挥也离不开决策，如组织结构形式、部门化方式的选择，职责和权限的分配，以及各职位人员的选配等，这些都是组织工作中的决策问题。
而人员配备以后如何加以使用和激励，这属于领导职能，也同样有一系列的决策要作。
至于控制职能中，绩效标准的制定，实际成绩与绩效标准之间偏差容许范围的确定，以及纠正偏差措施的选择等方面，也都需要进行决策。
因此，决策贯穿于整个管理过程。
在一次管理循环中，计划是开端，实施决策过程中的控制是终点，自始至终都是离不开决策的。
（3）一切管理人员都是决策者，都必须在自己的职责范围内作出决策，实施决策。
决策是一切管理者都要承担的基本任务。
公司的总经理、董事长是决策者，车间的班组长、工段长也是决策者，不同的只是决策内容。
（4）正确的决策能够指导组织沿着正确的方向、合理的路线前进，克服所遇到的困难和解决遇到的问题等；而错误的决策会使组织走上错误的道路，使组织的正常发展受到影响，降低组织的发展速度，严重者甚至可能会使组织遭到毁灭性的打击。
因此可以说，决策正确，相当于行动成功了一半。
现代企业管理学认为，企业管理的重点是在经营，而经营的中心又是决策。
罗宾斯《管理学》【章节要点详解+考研真题解析】(管理与组织导论)【圣才出品】
第1章管理与组织导论1.1 本章要点详解本章要点■管理者为什么很重要■谁是管理者以及他们在哪里工作■管理者做什么■管理者工作是如何变化的■为什么要学习管理重难点导学一、管理者为什么很重要？（1）在当今复杂、混乱和不确定的时代，组织需要管理者的管理技能和能力。
（2）管理者对工作的顺利完成至关重要。
（3）管理者对组织很重要。
①管理者影响员工的生产率和忠诚度；②管理方式影响组织的财务业绩；③研究证明，管理能力对创造组织的价值观很重要。
二、谁是管理者以及他们在哪里工作？1．谁是管理者？（1）管理者管理者是指通过协调和监管其他人的活动以达到组织目标的人。
①管理者的工作不是取得个人成就，而是帮助他人完成工作任务；②管理者的工作可能意味着协调一个部门的工作，可能意味着监管某个员工，还可能是协调一个团队的活动；③管理者可能承担与协调和监管他人工作无关的其他工作任务。
（2）管理者的类型传统的金字塔结构将管理者划分为基层管理者、中层管理者和高层管理者。
①基层管理者最底层的管理人员；管理着非管理雇员所从事的工作，即生产产品或者向顾客提供服务；这样的管理者通常称为主管，也可以称为区域经理、部门经理或办公室主任。
②中层管理者包括所有处于基层和高层之间的各个管理层次的管理者；管理着基层管理者；可能具有地区经理、项目主管、工厂厂长或者事业部主任的头衔。
③高层管理者处于组织顶层；负责为整个组织作出决策、制定计划和目标，从而影响整个组织；典型头衔通常是执行副总裁、总裁、执行董事、首席运营官、首席执行官。
2．管理者在哪里工作？管理者是在组织中实现工作的。
组织（organization）是对人员的一种精心安排，以实现某个特定目的。
所有的组织都具有三种共同特征，如图表1-1所示。
图表1-1 组织的特征（1）每个组织都有一个明确的目标，这个目标通常是以该组织希望实现的目标来表达的。
（2）每个组织都是由人员组成的。
组织需要人员来完成那些对组织实现其目标而言不可或缺的工作。
罗宾斯《管理学》课后习题答案
罗宾斯《管理学》课后习题答案第Ⅰ篇绪论第一章管理与组织导论一、谁是管理者1.管理者在哪些方面不同于非管理人员？答：协调其他人的工作——区分了管理岗位与非管理岗位。
2.说明为什么并不总能很容易地确定谁是组织中的管理员。
答：组织以及工作正在变化的性质模糊了管理者与非管理雇员之间的界限，许多传统的职位现在都包括了管理性的活动，特别是在团队中（团队成员通常要制定计划、决策以及监督自己的绩效），非管理雇员也承担着过去是管理者的一部分职责。
补充：⑴管理者：管理者是这样的人，他通过协调其他人的活动达到与别人一起或者通过别人实现组织的目标。
3.对比三种不同的管理层次。
答：①基层管理者是最低层的管理人员，他们管理着非管理雇员所从事的工作，这些工作生产和提供组织的产品。
②中层管理者包括所有处于基层和高层之间的各个管理层次的管理者，这些管理者管理着基层管理者。
③高层管理者处于或接近组织顶层，他们承担着制定广泛的组织决策、为整个组织制定计划和目标的责任。
注：并不是所有的组织都具有金字塔形的组织结构，但都需要某个人来扮演管理者的角色，即需要有人来协调工作和活动，以便能够同别人一起或者通过别人来实现组织的目标。
二、什么是管理补充：⑴管理：定义为一个协调工作活动的过程，以便能够有效率和有效果地同别人一起或通过别人实现组织的目标。
要点：①过程代表了一系列进行中的有管理者参与的职能或活动，这些职能一般划分为计划、组织、领导和控制。
②协调其他人的工作——区分了管理岗位与非管理岗位。
③有效率和有效果地完成组织的工作活动。
4.如何理解管理是一个过程。
答：上面要点①。
5.定义效率和效果。
答：①效率是指以尽可能少的投入获得尽可能多的产出。
通常指的是“正确地做事”，即不浪费资源。
②效果通常是指“做正确的事”，即所从事的工作和活动有助于组织达到其目标。
③可见，效率是关于做事的方式；效果是指实现组织目标的程度，涉及事情的结果。
6.解释效率和效果对管理的重要性。
罗宾斯《管理学》课后习题(第11~14章)【圣才出品】
罗宾斯《管理学》课后习题第11章管理沟通与信息技术一、思考题1．为什么有效的沟通并不是达成一致意见的同义词？答：有效的沟通并不是达成一致意见的同义词，主要由有效沟通的定义和作用体现的。
沟通是指可理解的信息或思想在两个或两个以上人群中的传递或交换的过程，目的是激励或影响人的行为。
在组织内部，有员工之间的交流、员工与工作团队之间的交流、工作团队之间的交流；在组织外部，有组织与客户之间的交流、组织之间的交流。
（1）有效的沟通包括人际沟通、团队沟通和组织间沟通①在组织中，人际沟通构成组织沟通最普遍的形式。
在一般意义上，组织中的人际沟通是指组织中个体成员如何将个体目标和组织目标相联系的过程。
人际沟通是由人的自私行为的客观性和多样性决定的。
②团队沟通是指组织中以工作团队为基础单位对象进行的信息交流和传递的方式。
团队成员工作在一起，以便完成任务，团队的沟通结构既影响团队绩效又影响员工的满意度。
③组织间的沟通。
组织间的沟通是指组织之间如何加强有利于实现各自组织目标的信息交流和传递的过程。
组织间沟通的目的，是通过协调共同的资源投入活动，实现有利于合作各方的共同利益。
（2）沟通的主要作用①通过沟通，能够把组织中的各种要素有机结合起来，增强组织的凝聚力和竞争力；②通过沟通，领导者能够全面、及时、准确的了解组织情况，激发下属员工的工作热情，有力的实现领导职能；③通过沟通，组织能够与外部环境之间建立联系，从而为其生存和发展赢得更大的空间；④通过沟通，员工能够理解并愿意执行组织的决策，以达成统一的思想和一致的行动。
由上可知，达成一致意见只是有效沟通的一个方面，而不能认为两者是同义的。
2．正确表述与积极倾听，何者对管理者更为重要？为什么？答：正确表述与积极倾听对管理者都是非常重要的，并不存在孰轻孰重的问题，因为这两方面都是有效沟通不可缺少的内容。
通常，员工会从管理者和他们的沟通中寻找蛛丝马迹。
他们很注意管理者说了什么，以及没说什么。
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。
罗宾斯《管理学》第十九章笔记控制的基础1
第十九章: 控制的基础学习目的:为控制下定义解释控制为什么重要描述控制过程区分三种不同类型的控制说明哪些因素是管理者能够控制的对比组织目标和系统方法对组织的效果解释战略伙伴方法为什么能够提高组织的效果描述一个有效控制系统的特征解释控制是如何演变为机能障碍的什么是控制控制【control】监视活动以确保其按计划进行和纠正任何重大偏差的过程。
换句话说, 控制就是要消除计划与执行的偏差, 使组织一切活动都能按有利于实现组织的目标的方向进行, 使组织运行方式更加可靠、更加便利和更加有效。
控制的重要性1. 它可使管理者了解组织目标是否实现, 及没有实现的原因。
2. 管理者需要向员工授权控制的过程控制过程【control process】衡量实际绩效, 将其与标准比较, 采取管理行动纠正偏差或不适当的标准的过程。
应该注意, 控制过程假定行动的标准总是存在的, 这些标准实际上就是一系列目标。
衡量为了确定实际工作的绩效究竟如何, 管理者首先需要的是收集必要的信息如何衡量: 有四种信息常常被管理者用来衡量实际工作绩效个人的观察: 提供了实际工作的最直接和最深入的第一手资料。
统计报告：可以清楚有效地显示各种数据之间的关系, 但是它只是提供几个关键的数据, 信息有限口头汇报: 快捷的、有反馈的但在存档和重新使用方面诸多不便书面报告：更正式, 更精确和全面, 易于分类和存档当比较慢, 缺乏反馈。
衡量什么标准是衡量实际成果的尺度, 是从一个完整的计划中提取出来的对工作成果进行计量的关键点, 即将组织的总目标具体化为数量化的、可考核的、多样的部门目标、指标和标准, 使之成为衡量计划进度和最终成果的标尺和工具。
控制标准的类别实物标准成本标准资本标准收益标准时间标准比较通过比较实际工作成效与控制标准, 会出现两种情况: 一是没有出现偏差, 一是出现了偏差。
一般来说, 管理工作的实际成效与控制标准不可能完全一致, 两者之间总会有一定的偏差, 因此, 人们往往规定了一个可以浮动的范围, 只要实际结果在这个范围之内就可以认为不存在偏差, 则该控制过程暂告完成；而一旦实际结果在允许范围之外, 就可以认为存在偏差, 则控制过程进入下一步骤。
罗宾斯《管理学》习题答案
罗宾斯《管理学》习题答案第一章：管理和组织1. 什么是管理？管理是一种通过组织和协调组织内外资源，以实现组织目标的活动。
它涉及规划、组织、领导和控制等方面，旨在提高组织的绩效和效率。
2. 管理者的角色有哪些？管理者的角色包括：决策者、沟通者、协调者、资源分配者、监督者和激励者等。
他们需要在组织内部和外部之间进行协调，以确保组织的顺利运作。
3. 组织的特点有哪些？组织的特点包括：目标导向、人员组合、协作和分工、形式和非形式结构等。
组织的特点决定了它的运作方式和效率。
4. 什么是组织文化？组织文化是指组织内部共享的价值观、信念和行为方式。
它是组织的独特文化特征，对组织内部成员的行为和决策产生影响。
5. 管理学的历史和发展管理学的历史可以追溯到古代，但现代管理学的发展主要起源于20世纪初。
管理学逐渐形成了管理理论、管理原则和管理实践等体系，为组织管理提供了理论指导。
第二章：管理环境1. 管理环境的组成部分有哪些？管理环境包括内外环境。
内部环境由组织的员工、文化和结构等因素组成，而外部环境则包括政治、经济、社会和技术因素等。
管理者需要了解和适应环境的变化，以确保组织的成功。
经济环境对管理的影响主要表现为市场竞争、供求关系、通货膨胀和经济周期等方面。
管理者需要根据经济环境的变化，制定相应的策略和决策。
3. 技术环境对管理的影响有哪些？技术环境对管理的影响包括信息技术的发展、生产工艺的改进和自动化等方面。
管理者需要不断学习和应用新的技术，以提高组织的效率和竞争力。
4. 政治环境对管理的影响有哪些？政治环境对管理的影响主要表现为政府政策、法律法规和政府政策等方面。
管理者需要遵守相关法律法规，并与政府保持良好的关系。
除了经济、技术和政治环境外，管理者还需要考虑社会、文化、人口和环境等因素对管理的影响。
这些因素可以影响组织的形象和公众形象。
第三章：管理理论1. 传统管理理论有哪些？传统管理理论包括科学管理学、行政管理学和人际关系学。
罗宾斯管理学笔记第九版考研笔记.docx
第一章管理与组织导论1.管理者：通过协调和监督他人的活动达到与别人一起或者通过别人实现组织目标的目的人。
他的工作可能意味着监督几个单独的个人，还可能包含一个团队的活动。
2.非管理雇员：指在组织中直接从事一项工作和任务，并且没有人向其报告的成员。
3.管理者的分类：1) 基层管理者：指最低层的管理人员。
他们管理着非管理雇员所从事的工作，即生产产品和提供服务。
这样的管理者通常称为主管、区域经理、部门经理、生产线线长或工长。
2) 中层管理者：包括所有处于基层和高层之间的各个管理层次的管理者，他们管理着基层管理者，可能具有地区经理、项目主管、工厂厂长或事业部经理的头衔。
3) 高层管理者：即处于或者接近组织顶层的管理者，他们承担着制定广泛的组织决策，为整个组织制定计划和目标的责任。
他们的典型代表头衔经常是执行副总裁、总裁、管理董事、首席运营官、首席执行官或董事会主席。
4.管理：通过协调和监督他人的活动，能够有效率和有效果地完成工作。
简述：管理的定义及含义？管理是在特定的组织内外环境下，通过对组织的资源进行有效地计划、组织、领导、控制而实现组织目标的过程。
包括以下几个方面的含义：①管理存在于组织之中，是为了实现组织目标而服务的。
管理依存于组织的集体活动，管理的目的是有效地实现组织的目标。
明确的设定目标是管理的起点。
②管理由计划、组织、领导和控制这样一系列相互关联，连续进行的活动所构成的，这些活动称为管理的职能。
③管理活动既强调目的又注重过程。
强调目的就是要选择“做正确的事”，关系到管理活动的效果问题；注重过程则重视“正确地做事”，关系到管理活动的效率问题，在效果与效率两者之中，效果是本，效率是标，有效地管理就是标本兼重，“正确地去做适当的事情”。
④管理工作要通过综合运用组织中的各种资源来实现组织的目的，管理工作是在一定的环境条件下展开的。
环境既提供了机会，也构成了威胁。
5.效率：指“正确地做事”，以尽可能少的投入获得尽可能多的产出，即不浪费资源。
罗宾斯管理学-课后习题答案
罗宾斯《管理学》课后习题答案第一章1.答：组织是对完成特定使命的人们的系统性安排。
管理者是指挥别人活动的人，对一个组织来说，管理者起着十分重要的作用。
他们处于操作者之上，分为基层管理者、中层管理者和高层管理者。
缺少任何一个层次的管理者，组织都不能有效的运作，也就不能成功。
2.答：效果是指组织目标的达成度，效率则是指组织投入与产出的关系，有效率的组织一定会使组织成本最小化。
效率涉及活动的方式，效果涉及活动的结果，他们相互联系。
高效率与高效果相关联，低水平的管理通常是无效率和无效果或通过牺牲效率达到效果的。
一般来说，有效果的组织不一定是有效率的。
某些组织可以不顾效率而直接达到效果。
因此，管理不仅要注重效果，而且要尽可能的注重效率。
3.答：（1）计划包括规定组织的目标，制定整体战略以实现这些目标。
以及将目标逐层展开以便协调和将各种活动一体化。
（2）组织包括决定组织要完成的任务是什么，谁去完成这些任务。
这些任务怎样分类，谁向谁报告，以及各种决策应在哪一级上制定（3）领导包括激励下层，指导他们的活动，选择最有效的沟通渠道，解决组织成员间的冲突等。
（4）控制包括监视组织的行动以确保按计划进行，纠正各种偏差使组织回到正确的轨道上来。
4.答：明茨伯格的10种角色实质上与四种管理职能是一致的，他提出的许多角色基本上可以归入一个或几个职能中，如资源分配角色是计划的一部分，企业家角色也是属于计划职能。
所有人际关系角色是属于领导职能。
监听者角色属于控制职能，传播者属于组织职能，发言人领导职能，混乱驾驭者属于控制职能，谈判者则属于领导职能。
5.答：4种活动分别为：（1）传统管理：决策、计划和控制（2）沟通：交流例行信息和处理文书工作（3）人力资源管理：激励、惩戒、调节冲突、人员配备和培训（4）网络联系：社交活动、政治活动和外界交往。
平均的管理者强调的是传统管理，成功的管理者强调的是网络联系而有效的管理者强调的是沟通。
6.答：随着管理者在组织中的晋升，他们从事管理职能的程度在不断改变，他们将从事更多的计划工作和更少的直接监督职能。
罗宾斯《管理学》课后习题答案
罗宾斯《管理学》课后习题答案第Ⅰ篇绪论第一章管理与组织导论一、谁是管理者1.管理者在哪些方面不同于非管理人员？答：协调其他人的工作——区分了管理岗位与非管理岗位。
2.说明为什么并不总能很容易地确定谁是组织中的管理员。
答：组织以及工作正在变化的性质模糊了管理者与非管理雇员之间的界限，许多传统的职位现在都包括了管理性的活动，特别是在团队中（团队成员通常要制定计划、决策以及监督自己的绩效），非管理雇员也承担着过去是管理者的一部分职责。
补充：⑴管理者：管理者是这样的人，他通过协调其他人的活动达到与别人一起或者通过别人实现组织的目标。
3.对比三种不同的管理层次。
答：①基层管理者是最低层的管理人员，他们管理着非管理雇员所从事的工作，这些工作生产和提供组织的产品。
②中层管理者包括所有处于基层和高层之间的各个管理层次的管理者，这些管理者管理着基层管理者。
③高层管理者处于或接近组织顶层，他们承担着制定广泛的组织决策、为整个组织制定计划和目标的责任。
注：并不是所有的组织都具有金字塔形的组织结构，但都需要某个人来扮演管理者的角色，即需要有人来协调工作和活动，以便能够同别人一起或者通过别人来实现组织的目标。
二、什么是管理补充：⑴管理：定义为一个协调工作活动的过程，以便能够有效率和有效果地同别人一起或通过别人实现组织的目标。
要点：①过程代表了一系列进行中的有管理者参与的职能或活动，这些职能一般划分为计划、组织、领导和控制。
②协调其他人的工作——区分了管理岗位与非管理岗位。
③有效率和有效果地完成组织的工作活动。
4.如何理解管理是一个过程。
答：上面要点①。
5.定义效率和效果。
答：①效率是指以尽可能少的投入获得尽可能多的产出。
通常指的是“正确地做事”，即不浪费资源。
②效果通常是指“做正确的事”，即所从事的工作和活动有助于组织达到其目标。
③可见，效率是关于做事的方式；效果是指实现组织目标的程度，涉及事情的结果。
6.解释效率和效果对管理的重要性。
罗宾斯《管理学》课后案例分析答案
第Ⅰ篇导论第一章管理者与管理一、谁是管理者。
（１）管理者：组织中指挥他人活动的人，他们拥有各种头衔。
（２）操作者：非管理人员，他们直接从事某项工作或任务，不具有监督别人工作的责任。
（３）组织：指一种有人们组成的，具有明确的和系统性结构的实体。
（４）管理者分类：基层管理者中层管理者高层管理者。
二、什么是管理和管理者做什么１、管理的定义。
（１）管理：同别人一起或通过别人使活动完成得更有效的过程。
这一过程体现在计划、组织、领导和控制的职能成基本活动中。
（２）效率：只输入与输出关系，涉及使完成活动的职员最小化。
（方法）效果：与活动的完成，即与目标的实现相联系。
（结果）两者关系：管理不仅关系到使活动达到目标，而且要做得尽可能有效率。
低水平管理绝大多数是由于无效率和无效果，或者是通过牺牲效率来取得效果。
２、管理的职能。
（１）计划：确定目标，制定目标，制定战略，以及开发分计划以协调活动。
（２）组织：决定需要做什么，怎么做，由谁去做。
（３）领导：指导和激励所有参与者以及解决冲突。
（４）控制：对活动进行见空以确保其按计划完成。
３、管理者角色（亨利·朋茨伯格）（１）管理者角色：指特定的管理行为范畴。
①涉及人际关系：挂名首脑、领导者、联络者。
②涉及信息传递：监听者、传播者、发言人。
③涉及决策制定：企业家、混沌驾御者、谈判者。
（２）理者角色与传统管理职能理论的关系：①职能方法仍然代表着将管理者的工作概念化的最有效方法。
②管理者角色实质上与四种职能是一致的。
４、有效的管理者与成功的管理者。
（弗雷德·卢森斯）①成功的管理者（提升最快的管理者）强调网络关系活动；而有效的管理者（绩效最佳的管理者）强调沟通。
②两者关系的意义：这个结果指出社交和改治技巧对于在组织中晋升是重要的［从传统管理、沟通、人力资源管理、网络联系活动者］随着层次的晋升，从事更多计划、组织、控制、而从事更少领导。
５、管理者工作的普遍性。
①管理具有某些一般的性质：@㈠无论在组织的哪一个层次上，所有管理者都履行着四种职能，区别仅在于对每种职能强调的程度随管理者在等级结构的位置而变化。
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第12章人力资源管理12.1中文答案详解一、思考题1．人力资源管理如何影响所有的管理者？答：人力资源对管理者的影响主要表现在以下几个方面：（1）人力资源管理涉及对管理者本身的管理管理者的绩效考核、薪酬与福利获得，以及职业发展都离不开人力资源管理。
管理者也是企业的员工，尤其是作为中低层的管理者，他们也需要相应的人力资源管理。
绩效考核可以督促管理者更加有效的开展团队工作。
薪酬与福利管理以及职业发展可能会影响到管理者的员工满意度，进而影响着他们对公司的贡献程度和忠诚度。
（2）人力资源管理是管理者成功管理的关键一个组织的素质在很大程度上取决于它所聘用和保留的员工的素质。
公司必须确保自身拥有高素质的员工，有足够的人选填补重要的管理职位。
不论一个组织是刚开始经营还是已经营了数年，吸引和保留有能力的员工是每一个组织成功的关键。
如果一个组织没有认真负责地进行人力资源管理，绩效和目标的达成就有可能受到损害。
（3）人力资源关系到对管理者下属员工的管理“我们的员工是我们最重要的资产。
”许多组织都用此话或类似的语言来表达员工在组织成功中所起的重要作用。
这些组织还认识到，所有的管理者必须介入某些人力资源管理活动，即便是在设立了专门的人力资源管理部门的大型组织中也是这样。
这些管理者要对应聘者进行面试，引导上岗新员工，并评估员工的工作绩效。
2．雇主有权不受政府干预选用员工吗？请论证你的观点。
答：雇主无权不受政府干预选用员工。
政府对雇主雇佣员工进行干预，通常涉及几个方面的考虑：一是出于社会福利的考虑，如强制要求接受一些弱势群体就业；二是出于社会就业公平的考虑，为了保证所有的劳动者有一个比较公平的就业环境，政府会对一些影响公平就业或歧视性雇佣行为予以制止；三是出于一国经济安全的考虑，对于涉及国家重大经济安全或其他安全的雇佣行为，政府有权进行干预；四是为了维护市场人才竞争的公平，政府需要进行相应的干预。
雇主选用员工时不可以完全按照自己的意愿行事，必须受到政府相关部门的合法干预。
可以从以下几个方面进行理解：（1）政府干预有利于保证劳动力供给市场的公平竞争如果企业可以完全按照自己的意愿进行人才雇佣，围绕就业的走后门、行贿受贿现象就会更加广泛，使得一些不具有某种特殊社会关系的人才遭到不公平竞争的排斥，同时，不受约束的雇佣行为还可能对某一群体实施歧视行为，包括相貌歧视、性别歧视、家庭背景歧视和残疾歧视等。
（2）政府宏观经济调控行为的需要一个组织在其运营发展过程当中，是由多种复杂的行为组合而成的。
全部的组织行为都应该在遵守政府相关法律法规的前提下进行，这就要求组织的发展目标与社会的和谐发展相一致。
雇主选用员工属于组织行为的一个组成部分，自然要受到政府宏观调控的影响，接受政府的合法干预。
（3）政府雇佣干预行为的存在源于企业的社会责任企业作为一个具有较大影响力的社会团体，理应担负起一定的社会责任，包括：协助政府稳定市场就业率、接受一定数量的特殊弱势群体实现就业、为更多的人提供就业机会等。
（4）自由雇佣存在着很多自身难以克服的问题自由雇佣本身的随意性和争夺人才的强烈动机有可能导致人才市场的混乱或频繁跳槽与违约行为的发生，从而加重企业获取人才的管理成本，同时还容易促发同行业间的敌对行为。
综上所述，政府在雇佣过程中的干预行为是必要的。
3．一些评论家声称，公司的人力资源部门已经失去了作用，它帮助不了员工，但是可以使组织免遭法律问题。
你对此有什么看法？正式的人力资源管理过程有什么优点和缺点？答：这种说法是不正确的。
（1）人力资源管理的作用具有广泛性，具体包括：对当前的人力资源状况进行评价；对职务进行具体分析，确定职务需求与职务行为，编制职务说明书和职务规范；招聘和解聘；员工培训；员工绩效考核；薪酬和福利管理；使得组织的人力资源管理过程符合法定程序。
因此，法律方面的作用只是人力资源管理过程承担的部分功能。
（2）正式的人力资源管理过程中，人力资源规划、招聘、甄选可确保组织识别和选聘有能力，且与组织职位相适应的员工，人才是企业重要的竞争要素之一；上岗培训和培训可以使得员工的技能和知识不断得到更新，以适应组织的不断发展；绩效考核、薪酬福利、职业发展设置则保证组织能长期保有高绩效水平的能干、杰出的员工。
人力资源部门关注的是一系列范围广泛的职能，对法律方面的考虑也纳入了这些人力资源的职能。
正式人力资源管理过程能够保证员工的权利受到法律的保障，促进公平和尊重所有员工的权利和福利的态度。
4．研究显示，女性的薪资仍然比男性的低。
尽管有了平等就业的法律和条例，可支付给女性的只是给男性的76%。
你会设计出什么样的薪酬制度来解决该问题？答：题中涉及的问题是性别的歧视问题，虽然有了平等就业的法律和条例，但在薪酬的制定中还是对女性产生了歧视。
为了解决该问题，薪酬制度的制定应该遵守以下原则：（1）遵照国家和地方有关部门关于劳动工资的有关法令政策，包括最低（工资）生活标准，反性别歧视、劳动加班等。
（2）薪酬制度的制定要使绩效考核结果与员工的薪酬紧密相连，而不是与性别有关。
（3）在考核上不能说因为员工是女性就一定要受到照顾，更不能因为该员工是男性，就一定认为做同样的工作一定比女性做得出色。
（4）在考核上一定要有统一的标准。
按统一的评价结果，按统一的工资标准，在评价的时候按统一的指标来打分。
不要有人为因素出现，比如打分时不能因为看到是男的打得就多，女的打得就少，这种行为属于性别歧视。
（5）在薪酬制定过程中，无论是按照能力薪酬制度，还是等级薪酬制度，都要根据客观的因素来制定，不能带有性别的歧视性。
综上所述，在制定薪酬制度时，首先在进行薪酬调查时，不论是薪酬调查的对象、选择的工作应在的层次、职能领域等都不应该涉及到性别的差异。
其次，对于薪酬的定位，企业结合的是管理价值观、竞争策略、付酬实力等因素。
经过调整后制定的工资结构线，不仅要兼顾内外在公平性等因素，而且也不应该涉及性别问题。
再次，在对薪酬分级时，根据的是每一项工作其相对价值所对应的工资值，而不能有性别上的差异。
最后，要注意的是，从事同一工作的员工的薪酬差异是由在技能、经验、资源占有、工作效率等方面的差异造成的，而不是由于性别导致的差异。
总之，在制定薪酬制度时按照上述要求，就可以解决性别的歧视问题。
5．你认为推行弹性福利会有什么问题？（从组织和员工两个角度思考这一问题）答：弹性福利制是一种有别于传统固定式福利的新员工福利制度。
弹性福利制又称为“自助餐式的福利”，即员工可以从企业所提供的一份列有各种福利项目的“菜单”中自由选择其所需要的福利。
弹性福利制强调让员工依照自己的需求从企业所提供的福利项目中来选择组合属于自己的一套福利“套餐”。
每一个员工都有自己“专属的”福利组合。
另外，弹性福利制非常强调“员工参与”的过程，希望从别人的角度来了解他人的需要。
（1）从组织的角度分析，弹性福利存在的问题主要包括：①根据弹性福利的特点，员工可以自由挑选所喜欢的福利，也就是福利是员工的需要。
这一点使得企业可能要面对员工比较怪异、不能用价值衡量的需要福利，这就给管理工作带来了不便。
因此，为了避免这样的不便，在设计问卷的时候，尽量让员工排除那些比较怪异的东西；②企业要面对员工需求的满足超出公司能力范围之内的问题。
也就是公司无法满足员工需要，而给公司造成了难堪的局面；③企业要面对极少数特殊的员工需要进行满足问题；④员工对福利物品的描述上越详尽越好，这样就便于企业购买，但是这给企业的管理带来了不便。
（2）从员工的角度分析，弹性福利存在的问题主要包括：①福利购买力确定的公平问题。
这里的购买力不是货币购买力，而是一种点数购买力，是一种虚拟信用形式。
具体说来，是通过资历审查、绩效考核等手段确定的标准，评定出员工的购买点数，它具有类似货币的购买力，可以购买福利。
而在购买力点数确定的过程中，员工可能面临标准是否公平的问题；②福利物品定价标准是否准确的问题。
福利品的定价需要根据物品的现实价格，再根据福利点的单价折算成相应的福利点数作为福利品的点数价格。
但是对于不能用货币衡量的物品，如带薪假期等方式，员工要面对这种福利定价是否合理的问题；③员工可能要面对员工购买力不足的问题，即员工本身所积累的点数不足以购买其所需的福利物品的问题。
对于这个问题，公司可以考虑实行分期付款的方法，实行预支。
6．真实工作预览的好处和问题各是什么？（从组织和员工两个角度思考这一问题）答：（1）从组织的角度分析，真实工作预览的好处是：组织可以通过一些有效的方式向求职者提供实际工作的信息，如书面材料、音像等，或允许求职者与在职职员交谈。
这不仅向求职者提供了工作信息，也提供了职业信息，这对提高员工的工作满意度和降低离职率都很有好处。
存在的问题是：对组织来说如果让应聘者知道公司不利的信息，势必会减少公司在招聘过程中的竞争力，即便招到了优秀的员工，这些知道公司不利信息的员工，可能会因此来提高自己的身价，给企业的经济运转带来影响。
（2）从员工的角度分析，真实工作预览的好处是：得到真实工作预览的申请者，会对他们要承担的职务产生合乎实际的、更为现实的工作期望，从而比得到那些经粉饰的信息的申请者对工作可能的挫折有更强的应对能力。
存在的问题是：当新员工发现公司不利方面有可能对自己的职业生涯规划产生不利影响，他们就可能在工作中产生一种压力，产生一种消极怠工的态度，要么其工作效率会降低，要么这类员工会辞职离开公司。
7．在你看来，性骚扰的原因是什么？描述公司如何将工作场所的性骚扰降至最低限度。
答：美国联邦平定就业协会（EEOC）将性骚扰定义为：“不受欢迎的性挑逗、要求发生性关系和其他带有性实质的言语或身体行动，而对这种行为的服从或拒绝多多少少会影响员工的就业，不合理地干扰个人的工作绩效，还会形成一种恫吓、敌对或冒犯的工作环境”。
性骚扰被定义为一种不期望的带有性色彩的行为，它会影响到一个人的就业。
性骚扰可发生于异性的成员之间，也可能发生于同性之间。