Get All Weeks Preparing to Manage Human Resources Coursera Quiz Answers
Table of Contents
Week 01: Preparing to Manage Human Resources Coursera Quiz Answers
Course Readiness and Personal Goals Quiz Answers
Q1. I feel well-prepared for this course.
[expand title=View Answer] Yes[/expand]
Q2. How much experience do you have managing employees?
[expand title=View Answer] A little [/expand]
Q3. What would you most like to get out of this course?
[expand title=View Answer] Self Write [/expand]
Q4. When I think about needing to personally manage people, I feel the following…(check all that apply)
[expand title=View Answer]
1.Burdened
2.Competent
3.Stressed
4.Responsible
6.Confident
7.Energized
8.Confused
9.Lacking confidence
[/expand]
Q5. Are there other feelings that the choices in the previous question did not capture? Please list all of them here.
[expand title=View Answer] Self Write [/expand]
Lesson 2 Practice Quiz Answers
Q1. Which of the following are elements of Taylorism, also known as scientific management? (you must correctly check all that apply).
NOTE: this is an example of a question that has more than one correct response–you must check ALL of the correct responses in order to get the question correct.
[expand title=View Answer]
1.Managers, not workers, are seen as having the knowledge and expertise to find the best way to do each job.
2.Jobs should be broken into small, standardized, repetitive tasks.
[/expand]
Q2. Which of the following are typical features of a high-road HR strategy? (you must correctly check all that apply).
NOTE: this is an example of a question that has more than one correct response–you must check ALL of the correct responses in order to get the question correct.
[expand title=View Answer]
1.Above-average pay and benefits
2.Employee autonomy and discretion
3.Employee training
[/expand]
Q3. True or false: There is one personal managerial style that is best in all situations.
[expand title=View Answer] False [/expand]
Q4. True or false: All organizations in the same competitive space have to have the same type of HR strategy.
[expand title=View Answer] False [/expand]
Lesson 3 Practice Quiz Answers
Q1. Which of the following is not an example of labor being a derived demand?
[expand title=View Answer] Offering flexible work schedules because customers do not expect immediate responses to their inquiries. [/expand]
Q2. Which of the following are required for HR to be strategic? (check all that apply)
[expand title=View Answer] HR is focused on organizational needs, not just on the administration of HR policies. [/expand]
Q3. True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable.
[expand title=View Answer] False. [/expand]
Q4. Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____?
[expand title=View Answer] A low-road HR strategy typically tries to support a business strategy based on competing on cost. [/expand]
Different Approaches to Managing People Quiz Answers
Q1. True or false: managers cannot be leaders, and leaders cannot be managers.
[expand title=View Answer] False [/expand]
Q2. Why is job analysis an important process?
[expand title=View Answer] Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees.[/expand]
Q3. Which best describes the foundational assumptions of Taylorism, also known as scientific management?
[expand title=View Answer]Workers are diverse so they need to be managed in ways tailored to their own goals and values. [/expand]
Q4. An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase?
[expand title=View Answer] “If you don’t like it, let’s talk about it.” [/expand]
Q5. An organization’s strategy for managing people is determined…
[expand title=View Answer] Partly by a combination of external factors (such as competition), and internal factors (such as business strategy), but not completely because organizations have choices about how to manage people. [/expand]
Q6. True or false: In selecting a personal managerial style, managers should only pay attention to their own strengths and weaknesses, not the situation or the needs of employees.
[expand title=View Answer] False[/expand]
Q7. Which is the single best personal managerial style?
[expand title=View Answer] None of the above because there is no single best style that fits with all situations. [/expand]
Q8. Economists say that labo
[expand title=View Answer] Because whatever affects demand for an organization’s product or service can affect strategies, policies, and tactics for managing people.[/expand]
r is a derived demand. Why is this concept important for managers to understand?
Q9. Which of the following statements are true? (you must correctly check all that apply)
[expand title=View Answer]
1.An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers.
2.An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers.
[/expand]
Q10. Which of the following beliefs underlies high-road human resources strategies?
[expand title=View Answer] The interests of an organization and its employees can be aligned.[/expand]
Q11. Which of the following beliefs typically underlies low-road human resources strategies?
[expand title=View Answer] A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders. [/expand]
Week 02: Preparing to Manage Human Resources Coursera Quiz Answers
Q1. When determining the best way to motivate employees, why shouldn’t managers rely solely on HR staff for directions? (Check all that apply)
[expand title=View Answer]
1. People are unique so there are various drivers of motivation.
2.Managers know their employees best.
3.Work can mean different things to different people, so there are various drivers of motivation.
[/expand]
Q2. In the video lesson “The Many Meanings of Work,” how many different ways of thinking about work were presented?
[expand title=View Answer] More than five [/expand]
Q3. True or false: Work is what it is. Some jobs are lousy, but we can’t do anything to change that.
[expand title=View Answer] False [/expand]
Q4. Mainstream economic theorizing sees work as a lousy activity that workers tolerate in order to earn income. One way that work is seen as lousy is as a pain cost (e.g., hot, dangerous, boring, stressful). A second way is as an _________ cost.
[expand title=View Answer]Comment Answers Below [/expand]
Lesson 2 Practice Quiz Answers
Q1. One of the key concerns that emerges from the economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism?
[expand title=View Answer] Pursuing one’s own self-interests even when they run counter to others’ interests.[/expand]
Q2. If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include… (check all that apply)
[expand title=View Answer]
1.Financial incentives
2.Monitoring
[/expand]
Q3. True or false: Setting compensation incentives involves finding the right balance between risk and insurance.
[expand title=View Answer] True[/expand]
Q4. True or false: To overcome problems of private information, organizations can only use screening strategies, not signaling strategies.
[expand title=View Answer] False [/expand]
Lesson 3 Practice Quiz Answers
Q1. The amount of work an individual wants to sell to an employer is called labor _____.
[expand title=View Answer] Supply [/expand]
Q2. Labor is a special commodity because… (check all that apply)
[expand title=View Answer]
It has productive value.
It involves people.
It is traded in economic markets.
[/expand]
Q3. True or false: For individuals who believe that labor markets are perfectly or ideally competitive, the best protection against worker exploitation is competition for workers among employers, not a labor union or government law.
[expand title=View Answer] False[/expand]
Q4. True or false: Efficiency, equity, and voice can be useful for managers to think about because it’s one way of summarizing workers’ interests.
[expand title=View Answer] True. [/expand]
Monetary Aspects of Work Coursera Quiz Answers
Q1. Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply)
[expand title=View Answer] Financial stress can take on extra meaning in the workplace.[/expand]
Q2. Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because…
[expand title=View Answer] …this means that managers have to compensate workers for these costs in order to get them to work hard. [/expand]
Q3. Marginal analysis from economics teaches managers… (you must check all that apply)
[expand title=View Answer]
1.…to think about the additional benefit compared to the additional cost of a possible managerial decision.
2.…that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position.
[/expand]
Q4. Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will…
[expand title=View Answer] shirk[/expand]
Q5. Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort?
[expand title=View Answer] A known prize that is large enough to compensate for extra effort. [/expand]
Q6. Which of the following are possible unintended consequences of using financial incentives to motivate workers? (you must check all that apply)
[expand title=View Answer]
1.Poor teamwork
2.Reduced non-monetary (Intrinsic) motivation
3.Overstimulation
[/expand]
Q7. True or false: Principal-agent problems can always be solved by additional monitoring.
[expand title=View Answer] False [/expand]
Q8. True or false: When evaluating a signal of private information, it’s important to consider whether the signal is easy for others to imitate.
[expand title=View Answer] True [/expand]
Q9. Economics highlights worker self-interest. This is important for raising managerial awareness of… (you must check all that apply)
[expand title=View Answer]
1.Principal-agent problems
2.Shirking and loafing
3.Strategic use of private information
4.Shareholder value
[/expand]
Q10. It is useful for managers to understand what affects labor supply because…
[expand title=View Answer] …this helps managers understand workers’ decision-making processes about where and when to work, and under what conditions. [/expand]
Q11. The question of whether employers and employees really are economic and legal equals is… (you must check all that apply)
[expand title=View Answer]
1.…the subject of intense debates going back more than 100 years.
2.…important because it determines whether or not employees need the protection of laws and labor unions.
[/expand]
Q12. Perfect competition is an important issue to consider because…
[expand title=View Answer]
1.…if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to the value they produce.
2.…employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity.
3.…if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce.
[/expand]
Week 03: Preparing to Manage Human Resources Coursera Quiz Answers
Lesson 1 Practice Quiz Answers
Q1. True or false: Even for individuals who are well-off and claim they are not working for money, money can be important as a sign of self-worth and the value or respect given to them by the organization.
[expand title=View Answer] True [/expand]
Q2. An economic or monetary focus on work highlights the importance of extrinsic motivation. A psychological, non-monetary focus highlights the importance of _______ motivation.
[expand title=View Answer] Intrinsic [/expand]
Q3. What job characteristics tend to promote positive job attitudes among employees? (check all that apply)
[expand title=View Answer]
1.Task identity
2.Skill variety
3.Task significance
4.Autonomy
[/expand]
Q4. True or false: When workers use their work to shape their identity, they do so solely by labeling themselves with various identifiers (e.g., “I am a ____ working for _____.”).
[expand title=View Answer]False [/expand]
Lesson 2 Practice Quiz Answers
Q1. Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such as norms and culture.
[expand title=View Answer] Social [/expand]
Q2. Employees are believed to conform with norms and other social pressures in order to… (check all that apply)
[expand title=View Answer]
1….avoid being harassed and ostracized.
2….achieve a sense of belonging.
[/expand]
Q3. True or false: Treating work as a commodity results in society placing value on work that is seen as a precious commodity, which then devalues women’s caring activities that are traditionally done in the household for no pay.
[expand title=View Answer] True [/expand]
Q4. True or false: Thinking about work as serving others is irrelevant for managers.
[expand title=View Answer] False [/expand]
Lesson 3 Practice Quiz Answers
Q1. The component of justice that focuses on the fairness of outcomes is called _______
[expand title=View Answer]distributive [/expand]
justice.
Q2. The component of justice that focuses on the fairness of policies and rules is called _______ justice.
[expand title=View Answer] procedural[/expand]
Q3. When managing a workgroup, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that…
[expand title=View Answer] …the assumptions of that perspective fit with my own values. [/expand]
Q4. The vast complexity of work means that…
[expand title=View Answer] …each employee you manage might have different combinations of multiple motivational factors.[/expand]
Non-Monetary Aspects of Work Quiz Answers
Q1. Managers should be trying to create conditions that result in…
[expand title=View Answer]
1.…employees who are satisfied with their job.
2.…employees who are committed to their organization.
3.…employees who are engaged in their job.
[/expand]
Q2. To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply)
[expand title=View Answer]
1.Autonomy
2.Competence
3.Social belonging
[/expand]
Q3. True or false: To promote positive job attitudes, managers should only be concerned with the characteristics of each job.
[expand title=View Answer] false [/expand]
Q4. To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group (“in-group”) compared to others (“out-groups”). Which of the following does not result from this?
[expand title=View Answer] Free-rider problems in groups such that some group members do not fully contribute. [/expand]
Q5. To derive personal identity from belonging to an occupation, employees will…
[expand title=View Answer] …behave in ways that conform to societal or peer expectations for that occupation, even if the organization wishes them to behave differently. [/expand]
Q6. Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee’s manager should expect her to… (you must check all that apply)
[expand title=View Answer]
1.…complain about the fairness of the policies for determining pay.
2.…ask for a raise.
[/expand]
Q7. Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply)
[expand title=View Answer]
Has an employee been able to express his/her views and feelings during the procedure?
During the procedure, did the manager treat the employee with respect?
Has the procedure been free of bias?
Has the procedure been applied consistently?
Did the procedure result in fair outcomes?
[/expand]
Q8. Managers should only apply insights from psychology after they examine their workers and see…
[expand title=View Answer] …individuals focused on obtaining intrinsic rewards and avoiding frustration. [/expand]
Q9. Norms or peer pressure can come from many sources, including… (you must check all that apply)
[expand title=View Answer]
…the worker as an individual.
…work group.
…organization.
…country.
[/expand]
Q10. True or false: Various forms of social norms will always support managers in eliciting desired work behaviors.
[expand title=View Answer] False. [/expand]
Q11. True or false: Because of biological differences, women are naturally suited to care for others, and this justifies an enduring, unequal sexual division of labor.
[expand title=View Answer] False. [/expand]
Q12. For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply)
[expand title=View Answer]
Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society.
Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.
[/expand]
Week 04: Preparing to Manage Human Resources Coursera Quiz Answers
Lesson 1 Practice Quiz Answers
Q1. Managers should… (check all that apply)
[expand title=View Answer]
1.Determine the knowledge, skills, and abilities (KSA) required of their team.
2.Set appropriate performance objectives and help them achieve these objectives.
[/expand]
Q2. True or false: A manager should use employee engagement scores for his/her work group over time and in comparison with other work groups to watch for warning signs of problems in the workgroup.
[expand title=View Answer] True [/expand]
Q3. When managing in a unionized environment, managers need to remember two words. Bilateral and _______.
[expand title=View Answer] Multilateral [/expand]
Q4. True or false: When you are dealing with someone else, it’s their problem, not yours, if they have an audience that is watching.
[expand title=View Answer] false [/expand]
Lesson 2 Practice Quiz Answers
Q1. Does the law see the employment relationship like any other economic transaction?
[expand title=View Answer] No [/expand]
Q2. Employment-at-will requires… (check all that apply)
[expand title=View Answer]
That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please.
Organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason.
[/expand]
Q3. True or false: True employment-at-will rarely exists.
[expand title=View Answer] True[/expand]
Q4. Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to… (check all that apply)
[expand title=View Answer]
1….job performance.
2….a lack of work.
3….faulty information.
[/expand]
Lesson 3 Practice Quiz Answers
Q1. Employment law pertains to the rights of workers as ________.
[expand title=View Answer] employees [/expand]
Q2. Labor law pertains to the rights of workers as ________.
[expand title=View Answer] laborers[/expand]
Q3. True or false: In the United States, labor law only applies to workplaces where there are labor unions or formal labor union activity such as an organizing drive.
[expand title=View Answer] False [/expand]
Q4. True or false: Managers should manage defensively such that they primarily try to avoid legal action.
[expand title=View Answer] False [/expand]
Managing in a Complex System Quiz Answers
Q1. Managers should… (you must check all that apply)
[expand title=View Answer]
Hire and/or develop staff with the needed knowledge, skills, and abilities (KSAs).
Recognize and reward performance.
[/expand]
Q2. When managing in a unionized workplace, managers should… (you must check all that apply)
[expand title=View Answer]
Follow any required bargaining or consultation procedures.
Respect employee voice and the bilateral nature of the relationship with unions.
[/expand]
Q3. What does it mean to be a good front-stage, backstage manager? (you must check all that apply)
[expand title=View Answer]
1.Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem-solve.
2.When you are dealing with someone else, engage in perspective-taking by considering whether they have an audience and what that audience expects.
[/expand]
Q4. True or false: When thinking about protections against unjust or unfair “adverse employment actions,” this only applies to employee terminations.
[expand title=View Answer] False [/expand]
Q5. True or false: Employment-at-will is useful as a functional benchmark for managers to think about what they can and cannot legally do as a manager.
[expand title=View Answer] True [/expand]
Q6. There’s an asymmetry in the extent to which employment-at-will exists in most countries because…
[expand title=View Answer] …employees can quit for any reason but organizations cannot fire someone for any reason. [/expand]
Q7. From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because… (you must check all that apply)
[expand title=View Answer]
…conflicts of interest in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees.
…employers typically have greater bargaining power than individual employees.
[/expand]
Q8. Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply)
[expand title=View Answer] The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. [/expand]
Q9. True or false: In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work.
[expand title=View Answer] True [/expand]
Q10. U.S. labor law… (you must check all that apply)
[expand title=View Answer]
…requires organizations to bargain in good faith with labor unions that represent a majority of workers.
…protects the right of employees to strike in all occupations, including in the entire public sector.
…protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union.
[/expand]
Q11. True or false: Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits.
[expand title=View Answer] True [/expand]
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