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.
Q2. How much experience do you have managing employees?
ViewQ3. What would you most like to get out of this course?
ViewQ4. When I think about needing to personally manage people, I feel the following…(check all that apply)
View2.Competent
3.Stressed
4.Responsible
6.Confident
7.Energized
8.Confused
9.Lacking confidence
Q5. Are there other feelings that the choices in the previous question did not capture? Please list all of them here.
ViewLesson 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.
View2.Jobs should be broken into small, standardized, repetitive tasks.
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.
View2.Employee autonomy and discretion
3.Employee training
Q3. True or false: There is one personal managerial style that is best in all situations.
ViewQ4. True or false: All organizations in the same competitive space have to have the same type of HR strategy.
ViewLesson 3 Practice Quiz Answers
Q1. Which of the following is not an example of labor being a derived demand?
ViewQ2. Which of the following are required for HR to be strategic? (check all that apply)
ViewQ3. True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable.
ViewQ4. 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 _____?
ViewDifferent Approaches to Managing People Quiz Answers
Q1. True or false: managers cannot be leaders, and leaders cannot be managers.
ViewQ2. Why is job analysis an important process?
ViewQ3. Which best describes the foundational assumptions of Taylorism, also known as scientific management?
ViewQ4. An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase?
ViewQ5. An organization’s strategy for managing people is determined…
ViewQ6. 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.
ViewQ7. Which is the single best personal managerial style?
ViewQ8. Economists say that labo
Viewr 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)
View2.An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers.
Q10. Which of the following beliefs underlies high-road human resources strategies?
ViewQ11. Which of the following beliefs typically underlies low-road human resources strategies?
ViewWeek 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)
View2.Managers know their employees best.
3.Work can mean different things to different people, so there are various drivers of motivation.
Q2. In the video lesson “The Many Meanings of Work,” how many different ways of thinking about work were presented?
ViewQ3. True or false: Work is what it is. Some jobs are lousy, but we can’t do anything to change that.
ViewQ4. 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.
ViewLesson 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?
ViewQ2. If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include… (check all that apply)
View2.Monitoring
Q3. True or false: Setting compensation incentives involves finding the right balance between risk and insurance.
ViewQ4. True or false: To overcome problems of private information, organizations can only use screening strategies, not signaling strategies.
ViewLesson 3 Practice Quiz Answers
Q1. The amount of work an individual wants to sell to an employer is called labor _____.
ViewQ2. Labor is a special commodity because… (check all that apply)
ViewIt involves people.
It is traded in economic markets.
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.
ViewQ4. True or false: Efficiency, equity, and voice can be useful for managers to think about because it’s one way of summarizing workers’ interests.
ViewMonetary 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)
ViewQ2. Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because…
ViewQ3. Marginal analysis from economics teaches managers… (you must check all that apply)
View2.…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.
Q4. Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will…
ViewQ5. Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort?
ViewQ6. Which of the following are possible unintended consequences of using financial incentives to motivate workers? (you must check all that apply)
View2.Reduced non-monetary (Intrinsic) motivation
3.Overstimulation
Q7. True or false: Principal-agent problems can always be solved by additional monitoring.
ViewQ8. True or false: When evaluating a signal of private information, it’s important to consider whether the signal is easy for others to imitate.
ViewQ9. Economics highlights worker self-interest. This is important for raising managerial awareness of… (you must check all that apply)
View2.Shirking and loafing
3.Strategic use of private information
4.Shareholder value
Q10. It is useful for managers to understand what affects labor supply because…
ViewQ11. The question of whether employers and employees really are economic and legal equals is… (you must check all that apply)
View2.…important because it determines whether or not employees need the protection of laws and labor unions.
Q12. Perfect competition is an important issue to consider because…
View2.…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.
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.
ViewQ2. An economic or monetary focus on work highlights the importance of extrinsic motivation. A psychological, non-monetary focus highlights the importance of _______ motivation.
ViewQ3. What job characteristics tend to promote positive job attitudes among employees? (check all that apply)
View2.Skill variety
3.Task significance
4.Autonomy
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 _____.”).
ViewLesson 2 Practice Quiz Answers
Q1. Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such as norms and culture.
ViewQ2. Employees are believed to conform with norms and other social pressures in order to… (check all that apply)
View2….achieve a sense of belonging.
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.
ViewQ4. True or false: Thinking about work as serving others is irrelevant for managers.
ViewLesson 3 Practice Quiz Answers
Q1. The component of justice that focuses on the fairness of outcomes is called _______
Viewjustice.
Q2. The component of justice that focuses on the fairness of policies and rules is called _______ justice.
ViewQ3. When managing a workgroup, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that…
ViewQ4. The vast complexity of work means that…
ViewNon-Monetary Aspects of Work Quiz Answers
Q1. Managers should be trying to create conditions that result in…
View2.…employees who are committed to their organization.
3.…employees who are engaged in their job.
Q2. To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply)
View2.Competence
3.Social belonging
Q3. True or false: To promote positive job attitudes, managers should only be concerned with the characteristics of each job.
ViewQ4. 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?
ViewQ5. To derive personal identity from belonging to an occupation, employees will…
ViewQ6. 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)
View2.…ask for a raise.
Q7. Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply)
ViewDuring 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?
Q8. Managers should only apply insights from psychology after they examine their workers and see…
ViewQ9. Norms or peer pressure can come from many sources, including… (you must check all that apply)
View…work group.
…organization.
…country.
Q10. True or false: Various forms of social norms will always support managers in eliciting desired work behaviors.
ViewQ11. 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.
ViewQ12. For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply)
ViewWorkers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.
Week 04: Preparing to Manage Human Resources Coursera Quiz Answers
Lesson 1 Practice Quiz Answers
Q1. Managers should… (check all that apply)
View2.Set appropriate performance objectives and help them achieve these objectives.
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.
ViewQ3. When managing in a unionized environment, managers need to remember two words. Bilateral and _______.
ViewQ4. True or false: When you are dealing with someone else, it’s their problem, not yours, if they have an audience that is watching.
ViewLesson 2 Practice Quiz Answers
Q1. Does the law see the employment relationship like any other economic transaction?
ViewQ2. Employment-at-will requires… (check all that apply)
ViewOrganizations 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.
Q3. True or false: True employment-at-will rarely exists.
ViewQ4. Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to… (check all that apply)
View2….a lack of work.
3….faulty information.
Lesson 3 Practice Quiz Answers
Q1. Employment law pertains to the rights of workers as ________.
ViewQ2. Labor law pertains to the rights of workers as ________.
ViewQ3. 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.
ViewQ4. True or false: Managers should manage defensively such that they primarily try to avoid legal action.
ViewManaging in a Complex System Quiz Answers
Q1. Managers should… (you must check all that apply)
ViewRecognize and reward performance.
Q2. When managing in a unionized workplace, managers should… (you must check all that apply)
ViewRespect employee voice and the bilateral nature of the relationship with unions.
Q3. What does it mean to be a good front-stage, backstage manager? (you must check all that apply)
View2.When you are dealing with someone else, engage in perspective-taking by considering whether they have an audience and what that audience expects.
Q4. True or false: When thinking about protections against unjust or unfair “adverse employment actions,” this only applies to employee terminations.
ViewQ5. 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.
ViewQ6. There’s an asymmetry in the extent to which employment-at-will exists in most countries because…
ViewQ7. From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because… (you must check all that apply)
View…employers typically have greater bargaining power than individual employees.
Q8. Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply)
ViewQ9. 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.
ViewQ10. U.S. labor law… (you must check all that apply)
View…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.
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.
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