#AND women are systemically discriminated against in terms of pay / job availability / work environment and harassment

[cakemoney]

i don't want to put my uninformed foot in my mouth or get involved with the Discourse but i've been seeing the two extremes of reactions to the korean low birth rates issue (on tumblr and twitter both) and i'm just kind of like. look. i feel like "low birth rates (in many countries but especially japan and korea as part of this conversation) are more broadly the result of capitalism/a culture of overwhelming overwork that makes social relationships and having families incredibly inaccessible to young people" and "low birth rates are very much a part of the current conversation about misogyny and social expectations for women in korea especially in the context of reproduction as 'unpaid labor' for women" are statements that can both be true

#laughs awkwardly #gender #especially considering the ways patriarchal expectations and capitalism very much intersect in terms of quality of life for women #ex. women being expected to have kids / raise kids / do all the housework and cooking in a relationship #while ALSO existing in a society where women (even married women) have to work demanding jobs to deal with the high cost of living #AND women are systemically discriminated against in terms of pay / job availability / work environment and harassment #all of these things add up. these conversations are not opposing points of view. you know? #and also like. not super comfortable with how TERFs are discussed in terms of non-white cultures #TERFism / radfems as a MOVEMENT (and a cult) is very much rooted in white supremacy / ideals of womanhood #again. multiple things can be true at the same time. yes i do see (from my perspective involved in taiwanese social media) #some east asian feminists engage in transphobia in ways that approach radfem rhetoric ('women are victims of men' 'men are predators' #type generalized sentiments which you can imagine gains a lot of traction among women traumatized by patriarchy) #but movement-wise i don't think it's fair (or just in good faith) to generalize radical feminists from non-white countries #to straight up TERFs. which again. rooted in white supremacy. keep feeling like i have to remind people it doesn't make sense #for asians to be white supremacists and that not all oppression on earth stems directly from white people. you weirdos #'what are you talking about' in east asia the type of feminist statements called 'radical' are stuff like. #women shouldn't have to wear make up every time they go outside. women shouldn't be expected to do all housework. #should men pay for women on dates. debates that i think in the states we kind of take for granted as stuff settled years ago #even if some feminists might be transphobic it's not necessarily Transphobia As Core Tenets Of The Movement. does anyone get the difference #basically what i'm saying is. wow these tags got long. maybe let's not apply uniform standards of 'correct language and values' #to non-white people and attack them when as all movements they are fluid and influenced by the people living in it #TERF-style transphobia is not the predestined course for them. maybe it's more productive to have open discussions about transphobia #to work towards inclusivity and solidarity in these movements than to prescribe White Internet Morality to them #and declare that they're evil when they are still very much having conversations that need to be had. thanks i think that's all #essentially. i find that 'how dare a non-american movement not have morally pristine vocabulary priorities and membership #as determined by white leftists' to be in itself kinda a racist attitude

[we-legodesk-lawfirm-things]

Plight of Women Employed In Unorganised Sector

The term ‘unorganized labor' stands for scattered and fragmented workforces working individually sometimes loosely associated, in various occupations. Unorganized labor is not formally cohesive in any recognized association and union with defined ideology, goals, and areas of specialization. In India, women constitute nearly half of the total population and they play a vital role in the domestic sphere, in the rural field and also in an urban economy. Yet, their economic status is still low as it reflects from the census data, particularly of those who are engaged in the informal sector of the urban economy. In many- a –case, they are at a disadvantage as their work is in people’s private homes, outside the arena of labor inspectors. Unorganized sector always plays a vital role in terms of providing employment opportunities to a large segment of the workforce in India. Near about 92% of the total employment in the Indian economy during the period 1999-2000 was accounted for by the unorganized/informal sector. A large number of women from rural areas migrate to cities and towns all over India to work in Unorganized Sector. Most of these women and girls are illiterate and unskilled. They work in inhumane conditions in cities as their living standard is extremely poor. It is a recognized fact that there is still no society in the world in which Women in Unorganized Sector enjoy the same opportunities as men. According to the 2001 census, about 96% of Women in Unorganized Sector in India. Problems faced by Women in Unorganized Sector: Lack of education: Illiteracy is the biggest problem because they do not get time to educate themselves. In childhood, they have to start working early which do not allow them to go to school. Insufficient skill & knowledge: Majority of female do not have proper training and skills aligned to their task. This results in excessive stress and inefficient working. The exploitation of female labor: the Female worker is more vulnerable to exploitation by the employer. They can be easily threatened with their job for indecent favors. They are also subjected to severe forms of sexual harassment in the workplace. Insecure job: Absence of strong legislation controlling the unorganized sector makes the job highly insecure in this sector. The non-sympathetic attitude of employer: Temporary nature of employment in this sector does not allow the bond between the employee and employer to establish and become strong. Extreme work pressure: Female are overworked; they work twice as many hours as worked by their male counterpart. In the agriculture sector, the condition is the worst. When measured in terms of the number of tasks performed and the total time spent, it is greater than men as per one study in the Himalayas which found that on a one-hectare farm, a pair of bullocks’ works 1064 hours, a man 1212 hours and a woman 3485 hours in a year. Irregular wages payment: There is a lack of controlled processes in the unorganized sector which results in an untimely payment of wages to the workers. When it comes to payment to female, it is even worst. Wage discrimination: Female do not get similar payment to the male for the same work. The Minimum Wages Act, 1948 safeguards the interests of workers by providing fixation of minimum wages mainly focusing on the unorganized sector and in specified occupations (called scheduled employments) (Section 2 g). The act binds the employers to pay their workers the minimum wages fixed under the Act from time to time (Section 12). Owing to their jurisdiction the Central and the State Governments fix, revise, review and enforce the payment of minimum wages without any discrimination of gender (Section 3). With effect from November 2009, the National Floor Level Minimum Wage has been increased to Rs 100 from Rs 80 (in September 2007). Several states have fixed higher Minimum wages than those prescribed by Central Government for highly skilled, skilled, unskilled and semi-skilled workers engaged in Scheduled employments. Exclusions: Workers: Wages to disabled people and those payable to a dependent family member of the employer Industries: Un-scheduled industries are generally excluded. With every revision of minimum wages, a state can add a minimum wage for an occupation or specify it for a sector.   Even if the Minimum Wages Act prescribes a minimum wage for females in the unorganized sector, females are still exploited and underpaid by their employers. Seasonal employment: Many of the unorganized sector industries are seasonal. These industries include fruits processing, pickle making, agricultural sector, construction sector, etc. They have to fetch another employment when there is no work during the off-season. Physical problems: The working conditions are not healthy. The workplace is not ergonomically designed. This results in workers facing fatigue resulting in physical problems. Female workers are mostly on such tasks where they need to remain in one position such as agriculture. This results on to savior problems such as a backache and knee-ache. Comparative Study of Women in Unorganized Sector in USA and India In the USA, the minimum wage rate for the Women in Unorganized Sector is at least $7 per hour, it can go up to $18 per hour. However, in India, the minimum wage rate is Rs 100 per hour which is very low when compared to other countries. In the USA, the workers employed in the unorganized sector get social security benefits and medical benefits. Women get maternity benefits and a comprehensive system is there to make sure that the workers are not discriminated and are able to work with dignity. Every worker is respected and behaved with, properly. Whereas in India, workers employed in the unorganized sector do not get any social security benefits, for women the benefits are equal to none. The workers are also not treated properly in society. The USA and other developed countries have set an example for the developing countries to follow. Developing countries like India should formulate a policy which ensures all-round development of persons (especially women) employed in the unorganized sector. Legal Frameworks available for Women in the Unorganized Sector Constitutional rights and duties enumerated in Part III and IV of the Constitution of India are pivotal to the demand for protection of laws of women workers. There are a few legislation, which is directly applicable for women workers, such as, The Maternity Benefit Act, The Equal Remuneration Act, The Mahatma Gandhi National Rural Employment Guarantee Act (MGNREGA), etc. Article 14 guarantees equality before the law and equal protection of laws; Article 15 prohibits discrimination on the ground of sex. The Equal Remuneration Act guarantees women equal treatment relative to similarly situated men in the workplace. Under this law, no discrimination is permissible in recruitment and service conditions except where the employment of women is prohibited or restricted by the law. Many studies find that women workers earn lower wages than men workers. The wage differentials between female and male agricultural workers are based on a pre-assumed gender character. Employers and contractors offer simply lower wages to women, regardless of their performance of the job. In the given situation of social and economic neglect, women have no better options. Studies indicate that on average, women’s pay is around 30 percent lower than that of men across all sectors and fields of employment. Employers divide the kind of work to be done between men and women and technically evade the provisions of the Equal Remuneration Act, 1976. The Unorganized Sector Workers Act, 2008 defines unorganized sector workers as those who are home-based, self-employed or wage workers in an enterprise with less than 10 employees. This Act mandates the Central government to formulate a health and maternity benefit scheme for workers covered by it. In reality, this definition also excludes many women working in the unorganized sector, including agricultural laborers, seasonal workers, domestic help or construction workers. Suggestions for Reforms Women in Unorganized Sector Since women workers lack in skill, skill development programs should be provided to them to enhance their skill level. Women workers should be educated and make them aware of their rights and legislative provisions. It is very much essential to create awareness among women workers about the institutional support available to them to protect their rights. A comprehensive law is needed to protect the rights of women workers. Any kind of exploitation including sexual harassment of women workers is to be prevented and stringent action needs to be taken against the wrongdoer. Mass media should be used to communicate the social message relating to women equality. A separate women grievance cell headed by a woman should be established in every organization sector and in case of unorganized sector women to form self-help groups for their protection. Necessary amendments are required to be made in labor laws. There should be proper regulation of unorganized sector industries, which ensure job security, healthy work environment and at least minimum wages, maternity and childcare benefits. The unorganized sector is larger in rural areas as compared to urban areas. The female participation in this sector is more than male. Women worker face grave problems. Their condition is highly unpredictable and has constraints related to their work. It is also clear that self-awareness and education are the magic wands which will fuel the revolution. Manju, “Women in Unorganized Sector - Problems & Issues in India ”(International Journal of Applied Research March 21, 2017) accessed November 5, 2018   Read the full article

#Plightofdomesticworkers #WomeninUnorganisedSector #Women'sWorkingConditions

[cnrgcommons]

Front Office Clinic Assistants - Bilingual Spanish Required

 Planned Parenthood Columbia Willamette (PPCW) is committed to providing, promoting, and protecting access to sexual and reproductive health care in Oregon and Southwest Washington. Since 1963, PPCW has provided a broad range of sexual and reproductive health care, including family planning, preventative care, and other medical services; trained and educated community members on issues of sexuality; and advocated for the protection of reproductive rights and freedom in Oregon and Southwest Washington. Each year, more than 58,000 women, men and teens visit a PPCW health center, located in NE and SE Portland, Milwaukie, Beaverton, Salem, and Bend, Oregon; and Vancouver, Washington.

 As a member of our team, we can offer you:

-          A supportive atmosphere and collaborative environment

-          Organizational emphasis on high-quality practices

-          A gratifying personal experience

-          Office culture of work/life balance and flexibility

-          Amazing employee benefits

 Position Summary: The Front Office Clinic Assistant is responsible for providing support in the front office of the health center which includes accurate data entry, checking-in and checking out patients in a timely manner, preparing paperwork, answering phones, and scheduling appointments.

 The Front Office Clinic Assistant supports and promotes the mission of Planned Parenthood Columbia Willamette (PPCW) by providing excellent customer service to patients, visitors, and co-workers. PPCW provides confidential and discrete family planning services, including abortions, while maintaining an environment of dignity, trust and respect.

 The Front Office Clinic Assistant must have the ability to communicate effectively (verbal and written) with diverse patients and co-workers; must be able to work independently and as part of a team; must have the willingness and ability to adapt to job-related changes; must exhibit excellent customer service skills and be committed to providing the highest level of patient care.

 Compensation: Starting rate of pay is $15.61 + depending upon experience.  Annual step increases are determined by the Collective Bargaining Agreement. Bilingual Spanish/English premium pay is another $0.75 per hour, with additional pay for interpreter level skills.  Language based premium pay requires passing in-house oral and written exams.

 Benefits: PPCW offers up to 4 weeks of paid time off, 8 paid holidays; 403b retirement account with matching; Employee Assistance Program; excellent and low cost Medical, Dental, and Vision insurance; Short and Long Term Disability insurance; Life Insurance; and Flex Spending Accounts for medical, commuting, and dependent care; plus voluntary AD&D, group accident, and hospital indemnity insurance.

 Position Details: This is a union represented, hourly (non-exempt) position.

 Schedule: There are two part time positions available.

 Part-time (30 hrs/week). Monday 8:30 - 4:30; Tuesday 10:30 - 6:30; Wednesday 7:30 - 3:30; Saturday 7:30 - 3:30.

 Part-time (30 hrs/week). Monday 7:30 - 3:30; Thursday 9:30- 5:30; Friday 8:30 - 4:30; Saturday 7:30 - 3:30.

 Location: Southeast Portland Health Center.

 Essential Functions:

Greet patients, answer phones, transfers to the call center, and schedule appointments.

Evaluate patient finances, verify insurance benefits, health plan authorization, consider qualifications of funding options.

Communicate with patients regarding PPCW health care recommendations as directed.

Collect fees and donations per PPCW guidelines.

Complete appropriate forms and obtain signatures per PPCW policy.

Review and reconcile billing charges on a daily basis.

Follow all cash drop/handling procedures and balance daily deposits per policies.

Accurately input patient information in EHR.

Participate in health center efforts to achieve goals for productivity and patient wait times.

Utilize system for collecting and addressing patient complaints.

Follow all workplace policies, procedures, and practices, including HIPAA, Mandatory reporting, and regulatory requirements.

Safely handle lab specimens, utilizing universal precautions.

Ensure compliance with all safety policies and procedures, including infection control.

Participate in health center efforts to achieve revenue cycle goals.

Accurate coding of diagnostics and service charges.

Understand and be able to explain funding and insurance options to patients.

Assist in the training of new staff by demonstration, observation and feedback.

Welcome volunteers into the workplace and answer questions as able.

Assist in maintaining adequate stock of office supplies and forms by communicating via the appropriate channels when stock is low. Order replacement stock as applicable.

Train in and provide Pregnancy Test & Options patient visits, based on operational need.

Attend trainings and staff meetings, as established schedule allows.

Ability to work weekend and evening hours per established schedule.

May be requested on occasion to travel and work at other locations to meet operational need, upon mutual agreement.

Meet the following physical demands: sitting, walking, standing, bending and twisting of the neck, repetitive movements of one or both hands, and reaching above/below shoulder height up to 8 hours/day; bending and twisting at the waist, squatting, moving items weighing up to 50 pounds up to 4 hours/day; and kneeling up to 2 hours/day.

Environmental demands: exposure to dust/gas/fumes/steam/chemicals; personal protective equipment required; and potential exposure to infectious materials.

Perform other duties as assigned.

 Minimum Qualifications:

High School Diploma or equivalent

Front Office Medical Receptionist Degree preferred or 2 years equivalent work experience including customer service or other related experience.

Experience with EHR preferred.

Basic understanding of insurance billing and ICD-10 coding preferred.

Demonstrated computer literacy with at least 35 WPM and basic knowledge of data entry, using Microsoft Word, Excel, Outlook, and the Internet.

 Please visit www.ppcw.org/jobs and apply online today!

 Planned Parenthood Columbia Willamette is an equal employment opportunity employer and is committed to maintaining a non-discriminatory work environment. We do not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, marital status, age, mental or physical disability, genetic information, application for workers’ compensation benefits, use of statutory protected leave, veteran or military status, pregnancy, union activity, or any other characteristic or status protected by applicable federal, state or local laws. Planned Parenthood is committed to creating a dynamic work environment that values diversity and inclusion, respect and integrity, customer focus, and innovation.

#jobs #submission

[suzannaseccombe-blog]

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[freewhispersmaker]

Ashworth college BZ420 Online Exam 5 latest 2016

College essay writing service Tutorial Submitted by master mind on Sun, 2016-06-19 12:15 due on Fri, 2028-06-30 00:00 answered 1 time(s) master mind is willing to pay $25.00 master mind bought 159 out of 1385 answered question(s) Ashworth college BZ420 Online Exam 5 latest 2016 Question Part 1 of 2 – Lesson 4 Questions 42.5/ 50.0 Points Question 1 of 40 0.0/ 2.5 Points Career management refers to the __________. A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C. process of using activities like training and appraisal to provide a career focus D. occupational positions a person has over his or her lifetime Question 2 of 40 2.5/ 2.5 Points Which of the following best captures the meaning of the term glass ceiling? A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership B. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of men C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority Question 3 of 40 2.5/ 2.5 Points Which of the following is a criticism of the forced distribution method? A. It damages morale. B. It promotes unfairly. C. It promotes those who play the game well. D. None of the above. Question 4 of 40 2.5/ 2.5 Points Which of the following could result in a legally questionable appraisal process? A. conducting a job analysis to establish criteria and standards for successful performance B. basing appraisals on subjective supervisory observations C. administering and scoring appraisals in a standardized fashion D. using clearly defined job-performance dimensions Question 5 of 40 2.5/ 2.5 Points Performance appraisals may be conducted by __________. A. the immediate supervisor B. peers C. rating committees D. all of the above Question 6 of 40 2.5/ 2.5 Points The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________. A. recruitment B. employee selection C. performance appraisal D. organizational development Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? A. peers B. rating committees C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________. A. is based on progress made toward the accomplishment of measurable goals B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories Question 9 of 40 2.5/ 2.5 Points Peer appraisals have been shown to result in a(n. __________. A. reduction of social loafing in the team B. reduction of group cohesion C. decrease in satisfaction with the group D. tendency to inaccurately predict who would be promoted Question 10 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary? A. strategic performance appraisal B. organizational development C. upward feedback D. critical incidents Question 11 of 40 2.5/ 2.5 Points When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________. A. strategic organizational development B. performance management C. performance appraisal D. human resource management Question 12 of 40 2.5/ 2.5 Points When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________. A. unclear standards B. halo effects C. complexity D. leniency Question 13 of 40 2.5/ 2.5 Points When a supervisor must criticize a subordinate in an appraisal interview, it is best to __________. A. hold the meeting with other people who can diffuse the negative situation B. provide examples of critical incidents C. acknowledge the supervisor’s personal biases in the situation D. provide feedback once per year Question 14 of 40 2.5/ 2.5 Points When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________. A. reality shock B. a realistic job interview C. disincentive D. a challenge Question 15 of 40 2.5/ 2.5 Points When an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred. A. bias B. stereotyping C. central tendency D. halo affect Question 16 of 40 2.5/ 2.5 Points Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________. A. impression management B. stereotyping C. halo effects D. strictness Question 17 of 40 2.5/ 2.5 Points Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of __________. A. organizational development B. career development C. career planning D. training Question 18 of 40 0.0/ 2.5 Points Because in most organizations there is a hierarchy of goals, employee performance standards should __________. A. be standard B. make sense in terms of the broader organizational goals C. be decided by the top executive D. all of the above Question 19 of 40 0.0/ 2.5 Points The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low. A. central tendency B. leniency C. strictness D. bias Question 20 of 40 2.5/ 2.5 Points Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A. peers B. rating committees C. the employee D. all of the above Part 2 of 2 – Lesson 5 Questions 47.5/ 50.0 Points Question 21 of 40 2.5/ 2.5 Points Which of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act? A. attorney B. physician C. management trainee D. general manager Question 22 of 40 2.5/ 2.5 Points Which of the following is typically included in compensation packages for a company’s top executives? A. short-term and long-term incentives B. perks C. executive benefits D. all of the above Question 23 of 40 2.5/ 2.5 Points __________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another. A. Job analysis B. Job evaluation C. Benchmark analysis D. Job ranking Question 24 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________. A. care of a child B. birth of a child C. care of a parent D. all of the above Question 25 of 40 2.5/ 2.5 Points The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation. A. Fair Labor Standards Act B. Civil Rights Act C. Equal Pay Act D. Age Discrimination in Employment Act Question 26 of 40 2.5/ 2.5 Points A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company. A. Scanlon B. Lincoln incentive C. Gainsharing D. ESOP Question 27 of 40 2.5/ 2.5 Points Factors that establish how the jobs compare to one another and set the pay for each job are called __________ factors. A. compensable B. job evaluation C. ranking D. analysis Question 28 of 40 2.5/ 2.5 Points A company using competency-based pay compensates for all of the following except an employee’s __________. A. range of skills B. job title C. depth of knowledge D. type of skills Question 29 of 40 2.5/ 2.5 Points External equity refers to __________. A. how a job’s pay rate in one company compares the job’s pay rate in other companies B. how fair the job’s pay rate is when compared to other jobs within the same company C. the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance D. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay Question 30 of 40 2.5/ 2.5 Points The __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work. A. American Disabilities Act B. Civil Rights Act C. Employer Retirement Income Security Act D. Equal Pay Act Question 31 of 40 0.0/ 2.5 Points Jack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity. A. external B. internal C. distributive D. individual Question 32 of 40 2.5/ 2.5 Points __________ is any salary increase the firm awards to an individual employee based on his or her individual performance. A. Merit pay B. Variable pay C. Competency-based pay D. Piecework Question 33 of 40 2.5/ 2.5 Points A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. A. pay group B. benchmark C. pay grade D. class Question 34 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent. A. two B. four C. six D. 12 Question 35 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________. A. classes B. grades C. sections D. cohorts Question 36 of 40 2.5/ 2.5 Points Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages. A. base pay B. short-term incentives C. long-term incentives D. executive benefits Question 37 of 40 2.5/ 2.5 Points Which of the following is categorized as an indirect payment portion of employee compensation? A. wages B. salaries C. employer-paid insurance D. bonuses Question 38 of 40 2.5/ 2.5 Points Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions? A. Davis-Bacon Act B. Fair Wages Act C. Civil Rights Act D. Fair Labor Standards Act Question 39 of 40 2.5/ 2.5 Points What type of pay plan is being used when workers are paid a sum for each unit they produce? A. base pay B. competency-based pay C. job-based pay D. piecework Question 40 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________. A. classes B. grades C. sections D. cohorts Business management homework help Welcome to MyCourseworkHelp.com. Hire one of our writers to write a paper for you based on the above instructions. Click on ORDER NOW, give us your deadline and get your custom essay. It only takes minutes.

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[managart]

Sex-Abortion: An Insight into the China’s Inevitable Underpopulation

Sex-selective abortion is the act of aborting an unborn child at the stage of a foetus based on its gender, usually with the preference of male children over female children. Globally, the two countries most guilty of sex-selective abortion are India and China. Europe, USA and several other countries also share a similar pattern of preference of males of females but for discursive reasons, China will be used as a case study.

Largely frowned upon in the 21st century, this essay aims to understand why sex-selective abortions were enacted, how such actions have affected current and future issues and why such practices should be discontinued.

Why Boys over Girls?

The root cause of discriminative sex-selective abortions can be summarised as a preference for sons over daughters. Traditionally, this is due to reasons of lineage, asset and liability, productivity and legal constitutions.

In 2004, the gender gap report for China indicated a sex ratio of 121.2 : 100, boys to girls (South China Morning Post). Whilst not wholly responsible, the reason for this discrepancy in numbers as compared to the international standard of 100.1 : 100 is largely on account of the one-child policy as a method of family planning, passed in 1979 after the second world war, driven by fear of economic growth becoming negated by an unrestrained growth in population. However, the efforts proved over-effective, as China now faces a severe threat of underpopulation.

Should the firstborn be a daughter, it is possible to apply for a permit to have a second child at the cost of 500USD, in the rural areas. The penalty for birthing a second child without a permit would be 1,500USD, an estimated number between 3 – 9 times of the family’s annual income.  For poorer families living in rural China who earn their livelihood through jobs that do not garner much income, the cost of giving birth to a child as well as raising him or her into adulthood could prove to be overwhelming with total expenses considered – as of 2015, the new policy of two children instead of one have been applied, but the aftermaths of the one-child policy are still observable.

Patrilineality is practiced by families in most parts of the world and China is no exception. One of the strongest advocates of a patriarchal system where family names are passed down from  generation to generation by male members of the family; sons are considered assets to the family, as they ‘bring in’ a wife when they marry, adding onto the family and bearing the responsibility of taking care of elderly parents, whereas daughters are ‘given away’ in exchange and therefore considered a liability as they do not contribute to the family which they are borne of.

In terms of finances, men are also considered to be the breadwinners as many families who live outside of the city operate their own farmlands, with sons considered more physically competent to work in farms as compared to daughters, who are conventionally more suited for housework.

Another possible reason for the disparaging numbers reflected by China’s gender gap report would be due to an underreport of children born. A demographic report from 2000 by Daniel Goodkind explains how 19% of adolescents between 0 – 4 years of age are not registered as citizens, hence creating unaccountable faults in studies of sex ratio in China which make it difficult to collate credible information, interfering with the statistics of birth in China itself. Nevertheless, China is not the only guilty offender of prevailing irregularities in human figures – India, another country also renowned for overpopulation shares similar anomalies in relation to numbers, issues of same-sex abortion, and the overpowering preference of bearing sons to daughters.

A victim of one of the most privatised and skewed healthcare systems in the world, foeticide and femicide are one of the many unfortunate by-products of the disastrous environment created by India’s corrupted culture of its Dowry System.  

As a main factor as to why sons are preferred over daughters, a dowry in olden times referred to gifts from the father of a bride to his son-in-law, as a voluntary form of blessings and well-wishes to his daughter’s union with her husband, but in a modern day context, the dowry has been bastardized by inflated requests and demands by grooms and their families to extract a high amount of earnings through the marriage, which spirals to dowry violence and the unjust treatment of women in India because of their families being unable to pay the price of dowry.  In 1986, a campaign against Sex Determination and Sex Pre-selection fought against the discrimination of female foetus abortion in Mumbai and revealed that many expecting mothers would choose an abortion in the case of a female child as they would rather spend a small fee on abortion than their entire fortunes on their daughter’s weddings.

Laws have been implemented since 1961 banning demands of dowry, but most reports of dowry violence are overlooked and many brides married into such families often suffered in silence. Consequentially, a National Family Health Survey in 2002 revealed a disproportionately large amount of male births in specific populations, with an estimated number of 100,000 female foetuses said to be aborted annually in India once the gender of the child was discovered.

The Cost of Sex-Selective Abortion

Sex-selective foeticide is a sex crime against girls as the reasons for termination are purely based on gender and costs of these actions have already began to show through illegal human trafficking, unreported abortions, and behavioural problems in the surplus of men.

Human trafficking of girls into the bigger towns and states of India are have become commonplace in countries geographically close to India, such as Bangladesh and Nepal, or from poorer areas outside of cities and towns, with each girl being sold into marriage for an estimated 200USD, where the vicious cycle continues. The decreasing numbers of women in such societies are driven by the abortion of female children and even if denied the accessibility to safe abortion, many to-be mothers turn to illegal, riskier means of terminating their pregnancies, with many doctors already suspended due to the operations of such illegal clinics. With the lack of legal enforcements around the laws surrounding abortion, gathering concise data to gauge how much assistance the community needs becomes a challenge, which only proves to aggravates the problem of a missing gap in sex ratio.

Other than regular statistical numbers that are affixed to the controversial topic of same sex abortion, researchers neglect to address the long term psychological effect on members of communities exuding such problematic behaviour, with most studies focused on the problems surfacing from underlying issues but little actual quantifiable research done on the psychological effects for the adult humans caught up in the mess. This is in part due to costs as well as the fear of infringing on the rights of women involved as it advocates an almost ‘pro-life’ message that takes much mitigation and additional research into the strata of feminism, sex crimes, psychology, and sociology amongst several other related areas that would complicate matters substantially.

Nevertheless, 50 million girls are already missing as of 2011, based on the Canadian Medical Association. And as one of the most populated countries in the world, an imbalance in future reproductivity could be detrimental to future plans and expansions of the country.

While the numbers are speculative, there is little disagreement upon the fact that India and China will be facing a surplus of young male bachelors ranging between 10-20% in the next 20 years. Unable to find a female spouse, these men will likely face severe threats to their self-esteems and quality of life, as both China and India embrace the idea of marriage being a form of status, that starting a family indicates a promotion of adulthood and maturity. When deficient supply meets an overpowering amount of demand, women – the supply in question – go to the highest ‘bidders’. Following evolutionary rules, many poor, uneducated peasant men end up literally not being able to afford themselves a marriage, or a wife, as women now get to pick and choose while men fight for their attentions, the woman picking whomever she deems as most ‘attractive’. To summarise, marriage has turned into a rat race of a competition thanks to the one-child policy that brought same-sex abortion into practice.

Another separate issue China will face in the future would be an aging population. In 1995, China’s largest age group was 20-29 and its median age 27, but The American Enterprise predicts the largest age group to be 50-59 and its median age 40 by 2025. A long-term shortage of fertile women would lead to a decline in working manpower, hence challenging China’s ability to grow economically.

As a nation that rose rapidly in ranks due to its unprecedented increase in work force, it is predicted for China’s manpower to shrink by 10 million by 2025 and this begs the question; How would a nation facing aging population care for its elderly when the only form of social security in place for China’s poorer citizens are their family members?  

Pension funds are not readily available to people who live outside of the cities, where coincidentally, happens to be home to most of China’s poorer folks and by 2025, the children birthed during the period of the one child policy would be working to support their aged parents, signifying a decreased number of children to care for their parents in old age. Some may not even have surviving children to care for them, and left with scarce amounts of assistance to facilitate them in their later years, how will an entire generation be able to retire?

But is Same-Sex Abortion worth it?

However, some arguable pros have come out of Same Sex Abortion.

The access to prenatal sex determination results have increased the proportion of wanted births despite also increasing chances of same-sex abortion. Parents seeking help during the period of the mother’s pregnancy can receive aid from hospitals properly equipped to deal with gynaecology, with a report in 2001 (Junhong, Chu) confirming majority of hospitals in counties and towns in China to be equipped with ultra-sound machines and skilled technicians. This in turn helped to identify early signs of problems in pregnancies for interventions to be made before even the second trimesters, lowering mortality rates for mothers and children.

Sexual liberation of women due to an escalation of social statuses make them highly valuable and provided opportunities to choose potential husbands and to make decisions to their best interest, improving the woman’s self-esteem, mental health and well-being, including reduced preferences for sons, minimizing sex-selective abortions ultimately rebalancing the sex ratio in the long run.

The imbalance in sex ratio could also be a way to reduce growth and counter overpopulation, which was originally the intended effect of the one child policy in China.

However, Improved healthcare and better facilities for pregnant women should be a given, and not a way for expectant parents to get rid of unwanted daughters. Women should not have to be prized as a competitive tool for men to ascend into society via marriage and should be respected based on their own merits and accomplishments – the same being said for men who should not be ostracized because of a lack of opportunities which puts them at an unfair disadvantage, and finally, as much as overpopulation was a problem faced by both India and China, China especially has outdone itself in its efforts for population control, now instead facing underpopulation as an urgent concern that would affect all citizens of the country.

In conclusion, same-sex abortion is a traditional notion stirred by concerns of overpopulation, economic growth, and a lack of hindsight. In the current day and age, it is an irrational and indolent method of dealing with problems on part of the parties involved and it has garnered attention only recently due to the discrepancies in sex ratios that economists across the world have reported would be largely destructive to the economy.

To agree to practices of same-sex abortion, would be agreeing to the decimation of an entire country’s structure, from its working force, to its family values. Unless the Chinese government is prepared to face backlash from an entire country for its backwards policies that have put the moral grounds and wealth of the nation at risk, additional solutions to alleviate the inevitable impacts of same-sex abortion should be put forward as soon as possible to counter the damage done by decades of poorly-planned population control.

BLIOGRAPHY AND LIST OF CITATIONS:

1.       Agnivesh, Swami, et al. "Missing: 50 million Indian girls; Female foeticide." International Herald Tribune, 25 Nov. 2005, p. 8. Global Issues in Context, elibraryusa.state.gov/primo?url=http://link.galegroup.com/apps/doc/A139108729/GIC?u=wash89460&xid=d5485808. Accessed 27 Feb. 2017.

2.       “China Restricts Sex-Selective Abortion.” Reproductive Health Matters, vol. 11, no. 22, 2003, pp. 200–200., www.jstor.org/stable/3776080. Accessed 27 Feb. 2017.

3.       Dalvie, Suchitra S. “Second Trimester Abortions in India.” Reproductive Health Matters, vol. 16, no. 31, 2008, pp. 37–45., www.jstor.org/stable/25475399. Accessed 27 Feb. 2017.

4.       Eberstadt, Nicholas. "Demographic clouds on China's horizon." The American Enterprise, vol. 9, no. 4, 1998, p. 54+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA20850417&asid=b854f18cb499581ec83c16c339c49d3b. Accessed 28 Feb. 2017.

5.       Goodkind, Daniel. “Child Underreporting, Fertility, and Sex Ratio Imbalance in China.” Demography, vol. 48, no. 1, 2011, pp. 291–316., www.jstor.org/stable/41237721. Accessed 27 Feb. 2017.

6.       Hesketh, Therese, et al. "The consequences of son preference and sex-selective abortion in China and other Asian countries." CMAJ: Canadian Medical Association Journal, 6 Sept. 2011, p. 1374+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA267609577&asid=9d89d3fa33d62beb2c7c07a48bbc629c. Accessed 28 Feb. 2017.

7.       Jain, Anita. “Sex Selection and Abortion in India: Efforts to Curb Sex Selection Must Not Retard Progressive Safe Abortion Policies.” BMJ: British Medical Journal, vol. 346, no. 7902, 2013, pp. 8–8., www.jstor.org/stable/23494527. Accessed 28 Feb. 2017.

8.       Junhong, Chu. “Prenatal Sex Determination and Sex-Selective Abortion in Rural Central China.” Population and Development Review, vol. 27, no. 2, 2001, pp. 259–281., www.jstor.org/stable/2695209. Accessed 27 Feb. 2017.

9.       Murray, Charles. "Measuring abortion." Public Interest, no. 158, 2005, p. 131+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA126552329&asid=5257ced4ce0b25bfdc1ccf068c7a8c3d. Accessed 28 Feb. 2017.

10.   PATEL, VIBHUTI. “A Long Battle for the Girl Child.” Economic and Political Weekly, vol. 46, no. 21, 2011, pp. 18–20., www.jstor.org/stable/23017217. Accessed 27 Feb. 2017.

11.   "The damage done by the sex-selection panic, India." Reproductive Health Matters, May 2014, p. 219. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&id=GALE%7CA398828918&it=r&asid=75385b40ca5d6f3c078750dc8f3751c7. Accessed 27 Feb. 2017.

12.   Tucker, Catherine, and Jennifer Van Hook. “Surplus Chinese Men: Demographic Determinants of the Sex Ratio at Marriageable Ages in China.” Population and Development Review, vol. 39, no. 2, 2013, pp. 209–229., www.jstor.org/stable/41857593. Accessed 28 Feb. 2017.

13.   Zhu, Wei Xing, et al. “China's Excess Males, Sex Selective Abortion, and One Child Policy: Analysis of Data from 2005 National Intercensus Survey.” BMJ: British Medical Journal, vol. 338, no. 7700, 2009, pp. 920–923., www.jstor.org/stable/20512658. Accessed 27 Feb. 2017.

14.   Zhou, Viola.  “China has world’s most skewed sex ratio at birth – again.” South China Morning Post, 27 Oct. 2016, http://www.scmp.com/news/china/policies-politics/article/2040544/chinas-demographic-time-bomb-still-ticking-worlds-most. Accessed 28 Feb. 2017.

#Not something I'm super proud of #But I suppose that means there's space to improve #Sex-selective abortion #Underpopulation

[tutorsof]

C15 Online Exam 5_08 Score 97.5 percent

Question 1 of 402.5 Points

A centralized planning process:

  A.  should be replaced with a decentralized process in large corporations to ensure buy-in. 

  B.  can help managers understand how actions in one area have consequences for other units. 

  C.  focuses attention on different time horizons. 

  D.  ensures adequate assessment of external forces.

Question 2 of 402.5 Points

Which of the following statements is TRUE of globalization?

  A.  Firms are becoming less dependent on foreign markets for raw materials 

  B.  It is difficult to define what is "domestic" and what is "foreign" 

  C.  Borderless strategic alliances are less common with more fierce international competition today 

  D.  Firms are becoming less dependent on foreign markets for the sale of products and services

Question 3 of 402.5 Points

Separating the plan generators from the plan implementers often leads to:

  A.  a more effective implementation. 

  B.  the development of plans that lower level managers begrudgingly try to implement. 

  C.  ensuring the wisdom and experience of those managers higher in the organization are included in the plan. 

  D.  all of the above.

Question 4 of 402.5 Points

What are the three types of actions normally planned after objectives have been established?

  A.  Strategic, divisional, and departmental 

  B.  Strategic, tactical, and operational 

  C.  Operational, departmental, and executive 

  D.  Departmental, strategic, and mid-level

Question 5 of 402.5 Points

In keeping planning a continuous process that is attuned to changes in both the internal and external environment, firms should consider all of the following EXCEPT:

  A.  the use of two-way feedback between managers and employees in the performance appraisal process. 

  B.  scheduled retreats of key managers and employees. 

  C.  carefully analyzing circumstances and avoiding "seat of the pants" crisis management. 

  D.  the creation of standing cross-functional committees.

Question 6 of 402.5 Points

The performance targets set during the planning cycle are:

  A.  goals. 

  B.  procedures. 

  C.  budgets. 

  D.  objectives.

Question 7 of 402.5 Points

When the Justice Department sued Microsoft for a high-tech monopoly, which component of the external environment was being addressed?

  A.  Demographic trends 

  B.  Political/legal forces 

  C.  Economic trends 

  D.  Socio-cultural conditions

Question 8 of 402.5 Points

Which of the following is NOT considered a benefit of planning?

  A.  Planning requires managers to assess the external environment to better respond to challenges 

  B.  An effective planning process provides an opportunity to separate the planners from the implementers 

  C.  The planning goals give organizational members a sense of direction and purpose 

  D.  Planning may help the firm reduce uncertainty by forcing managers to think long term

Question 9 of 402.5 Points

A firm's strategic plan to create and manage a mix of businesses owned by the firm is a:

  A.  BCG Matrix. 

  B.  diversification strategy. 

  C.  business-unit strategy. 

  D.  functional-unit strategy.

Question 10 of 402.5 Points

When Best Buy and Circuit City evaluated the impact of Walmart's move to offer product warranties at half the price, they were engaging in which component of external analysis?

  A.  Assessing 

  B.  Scanning 

  C.  Monitoring 

  D.  Forecasting

Question 11 of 402.5 Points

When the Acme Company anticipates what may happen in the future by planning four different views of the future and then spells out what to do in each of these future views, they are using:

  A.  escalation of commitment. 

  B.  contingency planning. 

  C.  a control system. 

  D.  opportunistic planning.

Question 12 of 402.5 Points

Which of the following is NOT one of the five lessons companies can apply to plan for the worst?

  A.  Create alternative scenarios 

  B.  Be prepared for the unimaginable 

  C.  Try to estimate probabilities 

  D.  Try to avoid thinking the worst

Question 13 of 402.5 Points

Which of the following is NOT true of the SWOT analysis?

  A.  SWOT stands for strengths, weaknesses, opportunities, and threats 

  B.  Strengths and weaknesses are found in the internal analysis of the firm 

  C.  The SWOT analysis tells the firm what strategies to pursue 

  D.  The objective is to analyze factors from both inside and outside the organization that may influence success

Question 14 of 402.5 Points

The firm's overall plan concerning the number of businesses it holds, the variety of markets or industries it serves, and the distribution of resources among those businesses is referred to as the ____________ strategy.

  A.  diversification 

  B.  functional 

  C.  corporate-level 

  D.  business-level

Question 15 of 402.5 Points

What is the planning step that shows the intended actions that will be carried out?

  A.  Objectives 

  B.  Actions 

  C.  Resources 

  D.  Implementation

Question 16 of 402.5 Points

Observing environmental changes on a continuous basis to determine whether a clear trend is emerging is:

  A.  assessing. 

  B.  scanning. 

  C.  monitoring. 

  D.  forecasting.

Question 17 of 402.5 Points

Pepsi lost the "war" against Coke because Pepsi failed to:

  A.  balance its long-term objectives with short-term goals. 

  B.  encourage worker participation in the planning process. 

  C.  assess its external environment. 

  D.  define its priorities.

Question 18 of 402.5 Points

Planning that identifies different views of the future and spells out what to do in each session is referred to as:

  A.  escalation of commitment. 

  B.  contingency planning. 

  C.  a control system. 

  D.  formal planning.

Question 19 of 402.5 Points

Opportunistic planning:

  A.  is a system designed to identify objectives and to structure the major tasks of the organization to accomplish them. 

  B.  is derailed by unexpected events. 

  C.  involves programmatic actions triggered by unforeseen circumstances. 

  D.  seldom has discretionary resources.

Question 20 of 402.5 Points

Effective planning improves a company's control systems by:

  A.  making assumptions explicit. 

  B.  making it possible to compare target versus actual results and take corrective action on gaps to modify future activities. 

  C.  developing "what if" scenarios. 

  D.  ensuring adequate resources are available.

Question 21 of 402.5 Points

_________ workers are not considered a protected class under discrimination legislation.

  A.  Women 

  B.  Asian American 

  C.  Native American 

  D.  Young

Question 22 of 402.5 Points

Which of the following statements is TRUE about the strategic factors impacting the choice of organization design?

  A.  As organization size increases, work specialization decreases 

  B.  Large organizations need more coordinating mechanisms than small ones 

  C.  Centralized structures are used in turbulent environments 

  D.  Organizations that use digital technology tend to be structured on a centralized basis

Question 23 of 402.5 Points

__________ companies can coordinate activities in a consistent way across diverse departments of an organization.

  A.  Decentralized 

  B.  Centralized 

  C.  Formal 

  D.  Divisional

Question 24 of 402.5 Points

Organizational communication patterns operate:

  A.  downward. 

  B.  upward. 

  C.  horizontally. 

  D.  all of the above.

Question 25 of 402.5 Points

The first step in HRP is:

  A.  conducting a skills inventory.    (This is incorrect)

  B.  determining product demand. 

  C.  forecasting labor demand. 

  D.  forecasting labor supply.

Question 26 of 402.5 Points

Which of the following is NOT one of the basic organization designs?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 27 of 402.5 Points

Affirmative action:

  A.  aims to accomplish the goal of fair employment by urging employers to make a conscious effort to hire members from protected classes. 

  B.  aims to ensure that employment decisions are not made based on demographic characteristics such as race, sex, or age. 

  C.  does not hurt people who are not members of a protected class. 

  D.  has yet to be addressed in Supreme Court decisions.

Question 28 of 402.5 Points

A large span of control works best when there are:

  A.  routine tasks. 

  B.  highly trained subordinates. 

  C.  similar jobs with comparable performance measures. 

  D.  all of the above.

Question 29 of 402.5 Points

Which organization design is based on the classical perspective of management?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 30 of 402.5 Points

When the Acme Company sends a company-wide email to announce an acquisition, they are using:

  A.  noise. 

  B.  decoding. 

  C.  two-way communication. 

  D.  one-way communication.

Question 31 of 402.5 Points

When managers must work with managers of other units or with customers outside of their organization, they have been given __________ without equal levels of __________.

  A.  authority; responsibility 

  B.  accountability; responsibility 

  C.  responsibility; authority 

  D.  responsibility; accountability

Question 32 of 402.5 Points

Managers who assist others in achieving bottom-line results, but don't contribute directly to the outcomes, might include which of the following?

  A.  Accounting managers 

  B.  Legal department managers 

  C.  Human resource managers 

  D.  All of the above

Question 33 of 402.5 Points

The basis for dividing work into specific jobs and tasks and assigning those jobs into units such as departments is known as:

  A.  unity of command. 

  B.  responsibility. 

  C.  the horizontal dimension. 

  D.  the vertical dimension.

Question 34 of 402.5 Points

Which of the following is TRUE of workforce diversity?

  A.  The US workforce is becoming less diverse 

  B.  In large urban centers, the workforce is often 50% to 75% non-white 

  C.  The workforce includes a smaller proportion of disabled employees 

  D.  The workforce is becoming younger on average

Question 35 of 402.5 Points

A labor contract specifies:

  A.  pay schedules. 

  B.  fringe benefits. 

  C.  cost of living adjustment. 

  D.  all of the above.

Question 36 of 402.5 Points

A management role used to facilitate communications between two or more departments is referred to as the role of:

  A.  liaison. 

  B.  staff manager. 

  C.  line manager. 

  D.  brand manager.

Question 37 of 402.5 Points

Which organization design places an emphasis on teams that also may cross organization lines and relies on vertical and horizontal collaboration?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 38 of 402.5 Points

Organizing is reflected in:

  A.  the organization's division of labor that forms jobs and departments. 

  B.  formal lines of authority. 

  C.  the mechanisms used for coordinating diverse jobs and roles in the organization. 

  D.  all of the above.

Question 39 of 402.5 Points

A(n. __________ manager coordinates work on scientific, aerospace, or construction projects.

  A.  integrating 

  B.  project 

  C.  product 

  D.  brand

Question 40 of 402.5 Points

Small spans of control:

  A.  are usually associated with flatter organizational structures. 

  B.  may yield tall vertical structures that have too many levels of management separating front-line employees from top executives. 

  C.  mean more responsibility is pushed to lower levels. 

  D.  are generally seen in well-managed companies such as General Electric and NuCor.

[freewhispersmaker]

Ashworth college BZ420 Online Exam 5 latest 2016

College essay writing service Tutorial Submitted by master mind on Sun, 2016-06-19 12:15 due on Fri, 2028-06-30 00:00 answered 1 time(s) master mind is willing to pay $25.00 master mind bought 159 out of 1385 answered question(s) Ashworth college BZ420 Online Exam 5 latest 2016 Question Part 1 of 2 – Lesson 4 Questions 42.5/ 50.0 Points Question 1 of 40 0.0/ 2.5 Points Career management refers to the __________. A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C. process of using activities like training and appraisal to provide a career focus D. occupational positions a person has over his or her lifetime Question 2 of 40 2.5/ 2.5 Points Which of the following best captures the meaning of the term glass ceiling? A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership B. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of men C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority Question 3 of 40 2.5/ 2.5 Points Which of the following is a criticism of the forced distribution method? A. It damages morale. B. It promotes unfairly. C. It promotes those who play the game well. D. None of the above. Question 4 of 40 2.5/ 2.5 Points Which of the following could result in a legally questionable appraisal process? A. conducting a job analysis to establish criteria and standards for successful performance B. basing appraisals on subjective supervisory observations C. administering and scoring appraisals in a standardized fashion D. using clearly defined job-performance dimensions Question 5 of 40 2.5/ 2.5 Points Performance appraisals may be conducted by __________. A. the immediate supervisor B. peers C. rating committees D. all of the above Question 6 of 40 2.5/ 2.5 Points The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________. A. recruitment B. employee selection C. performance appraisal D. organizational development Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? A. peers B. rating committees C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________. A. is based on progress made toward the accomplishment of measurable goals B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories Question 9 of 40 2.5/ 2.5 Points Peer appraisals have been shown to result in a(n. __________. A. reduction of social loafing in the team B. reduction of group cohesion C. decrease in satisfaction with the group D. tendency to inaccurately predict who would be promoted Question 10 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary? A. strategic performance appraisal B. organizational development C. upward feedback D. critical incidents Question 11 of 40 2.5/ 2.5 Points When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________. A. strategic organizational development B. performance management C. performance appraisal D. human resource management Question 12 of 40 2.5/ 2.5 Points When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________. A. unclear standards B. halo effects C. complexity D. leniency Question 13 of 40 2.5/ 2.5 Points When a supervisor must criticize a subordinate in an appraisal interview, it is best to __________. A. hold the meeting with other people who can diffuse the negative situation B. provide examples of critical incidents C. acknowledge the supervisor’s personal biases in the situation D. provide feedback once per year Question 14 of 40 2.5/ 2.5 Points When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________. A. reality shock B. a realistic job interview C. disincentive D. a challenge Question 15 of 40 2.5/ 2.5 Points When an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred. A. bias B. stereotyping C. central tendency D. halo affect Question 16 of 40 2.5/ 2.5 Points Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________. A. impression management B. stereotyping C. halo effects D. strictness Question 17 of 40 2.5/ 2.5 Points Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of __________. A. organizational development B. career development C. career planning D. training Question 18 of 40 0.0/ 2.5 Points Because in most organizations there is a hierarchy of goals, employee performance standards should __________. A. be standard B. make sense in terms of the broader organizational goals C. be decided by the top executive D. all of the above Question 19 of 40 0.0/ 2.5 Points The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low. A. central tendency B. leniency C. strictness D. bias Question 20 of 40 2.5/ 2.5 Points Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A. peers B. rating committees C. the employee D. all of the above Part 2 of 2 – Lesson 5 Questions 47.5/ 50.0 Points Question 21 of 40 2.5/ 2.5 Points Which of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act? A. attorney B. physician C. management trainee D. general manager Question 22 of 40 2.5/ 2.5 Points Which of the following is typically included in compensation packages for a company’s top executives? A. short-term and long-term incentives B. perks C. executive benefits D. all of the above Question 23 of 40 2.5/ 2.5 Points __________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another. A. Job analysis B. Job evaluation C. Benchmark analysis D. Job ranking Question 24 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________. A. care of a child B. birth of a child C. care of a parent D. all of the above Question 25 of 40 2.5/ 2.5 Points The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation. A. Fair Labor Standards Act B. Civil Rights Act C. Equal Pay Act D. Age Discrimination in Employment Act Question 26 of 40 2.5/ 2.5 Points A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company. A. Scanlon B. Lincoln incentive C. Gainsharing D. ESOP Question 27 of 40 2.5/ 2.5 Points Factors that establish how the jobs compare to one another and set the pay for each job are called __________ factors. A. compensable B. job evaluation C. ranking D. analysis Question 28 of 40 2.5/ 2.5 Points A company using competency-based pay compensates for all of the following except an employee’s __________. A. range of skills B. job title C. depth of knowledge D. type of skills Question 29 of 40 2.5/ 2.5 Points External equity refers to __________. A. how a job’s pay rate in one company compares the job’s pay rate in other companies B. how fair the job’s pay rate is when compared to other jobs within the same company C. the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance D. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay Question 30 of 40 2.5/ 2.5 Points The __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work. A. American Disabilities Act B. Civil Rights Act C. Employer Retirement Income Security Act D. Equal Pay Act Question 31 of 40 0.0/ 2.5 Points Jack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity. A. external B. internal C. distributive D. individual Question 32 of 40 2.5/ 2.5 Points __________ is any salary increase the firm awards to an individual employee based on his or her individual performance. A. Merit pay B. Variable pay C. Competency-based pay D. Piecework Question 33 of 40 2.5/ 2.5 Points A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. A. pay group B. benchmark C. pay grade D. class Question 34 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent. A. two B. four C. six D. 12 Question 35 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________. A. classes B. grades C. sections D. cohorts Question 36 of 40 2.5/ 2.5 Points Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages. A. base pay B. short-term incentives C. long-term incentives D. executive benefits Question 37 of 40 2.5/ 2.5 Points Which of the following is categorized as an indirect payment portion of employee compensation? A. wages B. salaries C. employer-paid insurance D. bonuses Question 38 of 40 2.5/ 2.5 Points Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions? A. Davis-Bacon Act B. Fair Wages Act C. Civil Rights Act D. Fair Labor Standards Act Question 39 of 40 2.5/ 2.5 Points What type of pay plan is being used when workers are paid a sum for each unit they produce? A. base pay B. competency-based pay C. job-based pay D. piecework Question 40 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________. A. classes B. grades C. sections D. cohorts Business management homework help USGradeMiners.com is the world’s leading provider of custom academic essays. To have us write this paper for you, click on the ORDER NOW button below and choose your preferred deadline. Welcome to USGradeMiners – The Home of Homework Help!

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College essay writing service Tutorial Submitted by master mind on Sun, 2016-06-19 12:15 due on Fri, 2028-06-30 00:00 answered 1 time(s) master mind is willing to pay $25.00 master mind bought 159 out of 1385 answered question(s) Ashworth college BZ420 Online Exam 5 latest 2016 Question Part 1 of 2 – Lesson 4 Questions 42.5/ 50.0 Points Question 1 of 40 0.0/ 2.5 Points Career management refers to the __________. A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C. process of using activities like training and appraisal to provide a career focus D. occupational positions a person has over his or her lifetime Question 2 of 40 2.5/ 2.5 Points Which of the following best captures the meaning of the term glass ceiling? A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership B. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of men C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority Question 3 of 40 2.5/ 2.5 Points Which of the following is a criticism of the forced distribution method? A. It damages morale. B. It promotes unfairly. C. It promotes those who play the game well. D. None of the above. Question 4 of 40 2.5/ 2.5 Points Which of the following could result in a legally questionable appraisal process? A. conducting a job analysis to establish criteria and standards for successful performance B. basing appraisals on subjective supervisory observations C. administering and scoring appraisals in a standardized fashion D. using clearly defined job-performance dimensions Question 5 of 40 2.5/ 2.5 Points Performance appraisals may be conducted by __________. A. the immediate supervisor B. peers C. rating committees D. all of the above Question 6 of 40 2.5/ 2.5 Points The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________. A. recruitment B. employee selection C. performance appraisal D. organizational development Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? A. peers B. rating committees C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________. A. is based on progress made toward the accomplishment of measurable goals B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories Question 9 of 40 2.5/ 2.5 Points Peer appraisals have been shown to result in a(n. __________. A. reduction of social loafing in the team B. reduction of group cohesion C. decrease in satisfaction with the group D. tendency to inaccurately predict who would be promoted Question 10 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary? A. strategic performance appraisal B. organizational development C. upward feedback D. critical incidents Question 11 of 40 2.5/ 2.5 Points When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________. A. strategic organizational development B. performance management C. performance appraisal D. human resource management Question 12 of 40 2.5/ 2.5 Points When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________. A. unclear standards B. halo effects C. complexity D. leniency Question 13 of 40 2.5/ 2.5 Points When a supervisor must criticize a subordinate in an appraisal interview, it is best to __________. A. hold the meeting with other people who can diffuse the negative situation B. provide examples of critical incidents C. acknowledge the supervisor’s personal biases in the situation D. provide feedback once per year Question 14 of 40 2.5/ 2.5 Points When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________. A. reality shock B. a realistic job interview C. disincentive D. a challenge Question 15 of 40 2.5/ 2.5 Points When an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred. A. bias B. stereotyping C. central tendency D. halo affect Question 16 of 40 2.5/ 2.5 Points Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________. A. impression management B. stereotyping C. halo effects D. strictness Question 17 of 40 2.5/ 2.5 Points Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of __________. A. organizational development B. career development C. career planning D. training Question 18 of 40 0.0/ 2.5 Points Because in most organizations there is a hierarchy of goals, employee performance standards should __________. A. be standard B. make sense in terms of the broader organizational goals C. be decided by the top executive D. all of the above Question 19 of 40 0.0/ 2.5 Points The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low. A. central tendency B. leniency C. strictness D. bias Question 20 of 40 2.5/ 2.5 Points Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A. peers B. rating committees C. the employee D. all of the above Part 2 of 2 – Lesson 5 Questions 47.5/ 50.0 Points Question 21 of 40 2.5/ 2.5 Points Which of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act? A. attorney B. physician C. management trainee D. general manager Question 22 of 40 2.5/ 2.5 Points Which of the following is typically included in compensation packages for a company’s top executives? A. short-term and long-term incentives B. perks C. executive benefits D. all of the above Question 23 of 40 2.5/ 2.5 Points __________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another. A. Job analysis B. Job evaluation C. Benchmark analysis D. Job ranking Question 24 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________. A. care of a child B. birth of a child C. care of a parent D. all of the above Question 25 of 40 2.5/ 2.5 Points The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation. A. Fair Labor Standards Act B. Civil Rights Act C. Equal Pay Act D. Age Discrimination in Employment Act Question 26 of 40 2.5/ 2.5 Points A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company. A. Scanlon B. Lincoln incentive C. Gainsharing D. ESOP Question 27 of 40 2.5/ 2.5 Points Factors that establish how the jobs compare to one another and set the pay for each job are called __________ factors. A. compensable B. job evaluation C. ranking D. analysis Question 28 of 40 2.5/ 2.5 Points A company using competency-based pay compensates for all of the following except an employee’s __________. A. range of skills B. job title C. depth of knowledge D. type of skills Question 29 of 40 2.5/ 2.5 Points External equity refers to __________. A. how a job’s pay rate in one company compares the job’s pay rate in other companies B. how fair the job’s pay rate is when compared to other jobs within the same company C. the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance D. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay Question 30 of 40 2.5/ 2.5 Points The __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work. A. American Disabilities Act B. Civil Rights Act C. Employer Retirement Income Security Act D. Equal Pay Act Question 31 of 40 0.0/ 2.5 Points Jack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity. A. external B. internal C. distributive D. individual Question 32 of 40 2.5/ 2.5 Points __________ is any salary increase the firm awards to an individual employee based on his or her individual performance. A. Merit pay B. Variable pay C. Competency-based pay D. Piecework Question 33 of 40 2.5/ 2.5 Points A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. A. pay group B. benchmark C. pay grade D. class Question 34 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent. A. two B. four C. six D. 12 Question 35 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________. A. classes B. grades C. sections D. cohorts Question 36 of 40 2.5/ 2.5 Points Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages. A. base pay B. short-term incentives C. long-term incentives D. executive benefits Question 37 of 40 2.5/ 2.5 Points Which of the following is categorized as an indirect payment portion of employee compensation? A. wages B. salaries C. employer-paid insurance D. bonuses Question 38 of 40 2.5/ 2.5 Points Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions? A. Davis-Bacon Act B. Fair Wages Act C. Civil Rights Act D. Fair Labor Standards Act Question 39 of 40 2.5/ 2.5 Points What type of pay plan is being used when workers are paid a sum for each unit they produce? A. base pay B. competency-based pay C. job-based pay D. piecework Question 40 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________. A. classes B. grades C. sections D. cohorts Business management homework help Welcome to MyCourseworkHelp.com. Hire one of our writers to write a paper for you based on the above instructions. Click on ORDER NOW, give us your deadline and get your custom essay. It only takes minutes.

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College essay writing service Tutorial Submitted by master mind on Sun, 2016-06-19 12:15 due on Fri, 2028-06-30 00:00 answered 1 time(s) master mind is willing to pay $25.00 master mind bought 159 out of 1385 answered question(s) Ashworth college BZ420 Online Exam 5 latest 2016 Question Part 1 of 2 – Lesson 4 Questions 42.5/ 50.0 Points Question 1 of 40 0.0/ 2.5 Points Career management refers to the __________. A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillment B. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards C. process of using activities like training and appraisal to provide a career focus D. occupational positions a person has over his or her lifetime Question 2 of 40 2.5/ 2.5 Points Which of the following best captures the meaning of the term glass ceiling? A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadership B. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of men C. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levels D. the lack of desire among women to pursue jobs with extreme levels of responsibility and authority Question 3 of 40 2.5/ 2.5 Points Which of the following is a criticism of the forced distribution method? A. It damages morale. B. It promotes unfairly. C. It promotes those who play the game well. D. None of the above. Question 4 of 40 2.5/ 2.5 Points Which of the following could result in a legally questionable appraisal process? A. conducting a job analysis to establish criteria and standards for successful performance B. basing appraisals on subjective supervisory observations C. administering and scoring appraisals in a standardized fashion D. using clearly defined job-performance dimensions Question 5 of 40 2.5/ 2.5 Points Performance appraisals may be conducted by __________. A. the immediate supervisor B. peers C. rating committees D. all of the above Question 6 of 40 2.5/ 2.5 Points The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________. A. recruitment B. employee selection C. performance appraisal D. organizational development Question 7 of 40 2.5/ 2.5 Points Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? A. peers B. rating committees C. top management D. immediate supervisor Question 8 of 40 2.5/ 2.5 Points Behaviorally anchored rating scale (BARS. refers to an appraisal method, which __________. A. is based on progress made toward the accomplishment of measurable goals B. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance C. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behavior D. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories Question 9 of 40 2.5/ 2.5 Points Peer appraisals have been shown to result in a(n. __________. A. reduction of social loafing in the team B. reduction of group cohesion C. decrease in satisfaction with the group D. tendency to inaccurately predict who would be promoted Question 10 of 40 2.5/ 2.5 Points What process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary? A. strategic performance appraisal B. organizational development C. upward feedback D. critical incidents Question 11 of 40 2.5/ 2.5 Points When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________. A. strategic organizational development B. performance management C. performance appraisal D. human resource management Question 12 of 40 2.5/ 2.5 Points When different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________. A. unclear standards B. halo effects C. complexity D. leniency Question 13 of 40 2.5/ 2.5 Points When a supervisor must criticize a subordinate in an appraisal interview, it is best to __________. A. hold the meeting with other people who can diffuse the negative situation B. provide examples of critical incidents C. acknowledge the supervisor’s personal biases in the situation D. provide feedback once per year Question 14 of 40 2.5/ 2.5 Points When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________. A. reality shock B. a realistic job interview C. disincentive D. a challenge Question 15 of 40 2.5/ 2.5 Points When an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred. A. bias B. stereotyping C. central tendency D. halo affect Question 16 of 40 2.5/ 2.5 Points Jason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________. A. impression management B. stereotyping C. halo effects D. strictness Question 17 of 40 2.5/ 2.5 Points Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of __________. A. organizational development B. career development C. career planning D. training Question 18 of 40 0.0/ 2.5 Points Because in most organizations there is a hierarchy of goals, employee performance standards should __________. A. be standard B. make sense in terms of the broader organizational goals C. be decided by the top executive D. all of the above Question 19 of 40 0.0/ 2.5 Points The __________ problem occurs when supervisors tend to rate all of their subordinates consistently low. A. central tendency B. leniency C. strictness D. bias Question 20 of 40 2.5/ 2.5 Points Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information? A. peers B. rating committees C. the employee D. all of the above Part 2 of 2 – Lesson 5 Questions 47.5/ 50.0 Points Question 21 of 40 2.5/ 2.5 Points Which of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act? A. attorney B. physician C. management trainee D. general manager Question 22 of 40 2.5/ 2.5 Points Which of the following is typically included in compensation packages for a company’s top executives? A. short-term and long-term incentives B. perks C. executive benefits D. all of the above Question 23 of 40 2.5/ 2.5 Points __________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another. A. Job analysis B. Job evaluation C. Benchmark analysis D. Job ranking Question 24 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________. A. care of a child B. birth of a child C. care of a parent D. all of the above Question 25 of 40 2.5/ 2.5 Points The __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation. A. Fair Labor Standards Act B. Civil Rights Act C. Equal Pay Act D. Age Discrimination in Employment Act Question 26 of 40 2.5/ 2.5 Points A __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company. A. Scanlon B. Lincoln incentive C. Gainsharing D. ESOP Question 27 of 40 2.5/ 2.5 Points Factors that establish how the jobs compare to one another and set the pay for each job are called __________ factors. A. compensable B. job evaluation C. ranking D. analysis Question 28 of 40 2.5/ 2.5 Points A company using competency-based pay compensates for all of the following except an employee’s __________. A. range of skills B. job title C. depth of knowledge D. type of skills Question 29 of 40 2.5/ 2.5 Points External equity refers to __________. A. how a job’s pay rate in one company compares the job’s pay rate in other companies B. how fair the job’s pay rate is when compared to other jobs within the same company C. the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performance D. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay Question 30 of 40 2.5/ 2.5 Points The __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work. A. American Disabilities Act B. Civil Rights Act C. Employer Retirement Income Security Act D. Equal Pay Act Question 31 of 40 0.0/ 2.5 Points Jack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity. A. external B. internal C. distributive D. individual Question 32 of 40 2.5/ 2.5 Points __________ is any salary increase the firm awards to an individual employee based on his or her individual performance. A. Merit pay B. Variable pay C. Competency-based pay D. Piecework Question 33 of 40 2.5/ 2.5 Points A __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. A. pay group B. benchmark C. pay grade D. class Question 34 of 40 2.5/ 2.5 Points According to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent. A. two B. four C. six D. 12 Question 35 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________. A. classes B. grades C. sections D. cohorts Question 36 of 40 2.5/ 2.5 Points Supplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages. A. base pay B. short-term incentives C. long-term incentives D. executive benefits Question 37 of 40 2.5/ 2.5 Points Which of the following is categorized as an indirect payment portion of employee compensation? A. wages B. salaries C. employer-paid insurance D. bonuses Question 38 of 40 2.5/ 2.5 Points Which compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions? A. Davis-Bacon Act B. Fair Wages Act C. Civil Rights Act D. Fair Labor Standards Act Question 39 of 40 2.5/ 2.5 Points What type of pay plan is being used when workers are paid a sum for each unit they produce? A. base pay B. competency-based pay C. job-based pay D. piecework Question 40 of 40 2.5/ 2.5 Points When using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________. A. classes B. grades C. sections D. cohorts Business management homework help USGradeMiners.com is the world’s leading provider of custom academic essays. To have us write this paper for you, click on the ORDER NOW button below and choose your preferred deadline. Welcome to USGradeMiners – The Home of Homework Help!

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[managart]

Sex-Abortion: An Insight into the China’s Inevitable Underpopulation

Sex-selective abortion is the act of aborting an unborn child at the stage of a foetus based on its gender, usually with the preference of male children over female children. Globally, the two countries most guilty of sex-selective abortion are India and China. Europe, USA and several other countries also share a similar pattern of preference of males of females but for discursive reasons, China will be used as a case study.

Largely frowned upon in the 21st century, this essay aims to understand why sex-selective abortions were enacted, how such actions have affected current and future issues and why such practices should be discontinued.

Why Boys over Girls?

The root cause of discriminative sex-selective abortions can be summarised as a preference for sons over daughters. Traditionally, this is due to reasons of lineage, asset and liability, productivity and legal constitutions.

In 2004, the gender gap report for China indicated a sex ratio of 121.2 : 100, boys to girls (South China Morning Post). Whilst not wholly responsible, the reason for this discrepancy in numbers as compared to the international standard of 100.1 : 100 is largely on account of the one-child policy as a method of family planning, passed in 1979 after the second world war, driven by fear of economic growth becoming negated by an unrestrained growth in population. However, the efforts proved over-effective, as China now faces a severe threat of underpopulation.

Should the firstborn be a daughter, it is possible to apply for a permit to have a second child at the cost of 500USD, in the rural areas. The penalty for birthing a second child without a permit would be 1,500USD, an estimated number between 3 – 9 times of the family’s annual income.  For poorer families living in rural China who earn their livelihood through jobs that do not garner much income, the cost of giving birth to a child as well as raising him or her into adulthood could prove to be overwhelming with total expenses considered – as of 2015, the new policy of two children instead of one have been applied, but the aftermaths of the one-child policy are still observable.

Patrilineality is practiced by families in most parts of the world and China is no exception. One of the strongest advocates of a patriarchal system where family names are passed down from  generation to generation by male members of the family; sons are considered assets to the family, as they ‘bring in’ a wife when they marry, adding onto the family and bearing the responsibility of taking care of elderly parents, whereas daughters are ‘given away’ in exchange and therefore considered a liability as they do not contribute to the family which they are borne of.

In terms of finances, men are also considered to be the breadwinners as many families who live outside of the city operate their own farmlands, with sons considered more physically competent to work in farms as compared to daughters, who are conventionally more suited for housework.

Another possible reason for the disparaging numbers reflected by China’s gender gap report would be due to an underreport of children born. A demographic report from 2000 by Daniel Goodkind explains how 19% of adolescents between 0 – 4 years of age are not registered as citizens, hence creating unaccountable faults in studies of sex ratio in China which make it difficult to collate credible information, interfering with the statistics of birth in China itself. Nevertheless, China is not the only guilty offender of prevailing irregularities in human figures – India, another country also renowned for overpopulation shares similar anomalies in relation to numbers, issues of same-sex abortion, and the overpowering preference of bearing sons to daughters.

A victim of one of the most privatised and skewed healthcare systems in the world, foeticide and femicide are one of the many unfortunate by-products of the disastrous environment created by India’s corrupted culture of its Dowry System. 

As a main factor as to why sons are preferred over daughters, a dowry in olden times referred to gifts from the father of a bride to his son-in-law, as a voluntary form of blessings and well-wishes to his daughter’s union with her husband, but in a modern day context, the dowry has been bastardized by inflated requests and demands by grooms and their families to extract a high amount of earnings through the marriage, which spirals to dowry violence and the unjust treatment of women in India because of their families being unable to pay the price of dowry.  In 1986, a campaign against Sex Determination and Sex Pre-selection fought against the discrimination of female foetus abortion in Mumbai and revealed that many expecting mothers would choose an abortion in the case of a female child as they would rather spend a small fee on abortion than their entire fortunes on their daughter’s weddings.

Laws have been implemented since 1961 banning demands of dowry, but most reports of dowry violence are overlooked and many brides married into such families often suffered in silence. Consequentially, a National Family Health Survey in 2002 revealed a disproportionately large amount of male births in specific populations, with an estimated number of 100,000 female foetuses said to be aborted annually in India once the gender of the child was discovered.

The Cost of Same-Sex Abortion

Sex-selective foeticide is a sex crime against girls as the reasons for termination are purely based on gender and costs of these actions have already began to show through illegal human trafficking, unreported abortions, and behavioural problems in the surplus of men.

Human trafficking of girls into the bigger towns and states of India are have become commonplace in countries geographically close to India, such as Bangladesh and Nepal, or from poorer areas outside of cities and towns, with each girl being sold into marriage for an estimated 200USD, where the vicious cycle continues. The decreasing numbers of women in such societies are driven by the abortion of female children and even if denied the accessibility to safe abortion, many to-be mothers turn to illegal, riskier means of terminating their pregnancies, with many doctors already suspended due to the operations of such illegal clinics. With the lack of legal enforcements around the laws surrounding abortion, gathering concise data to gauge how much assistance the community needs becomes a challenge, which only proves to aggravates the problem of a missing gap in sex ratio.

Other than regular statistical numbers that are affixed to the controversial topic of same sex abortion, researchers neglect to address the long term psychological effect on members of communities exuding such problematic behaviour, with most studies focused on the problems surfacing from underlying issues but little actual quantifiable research done on the psychological effects for the adult humans caught up in the mess. This is in part due to costs as well as the fear of infringing on the rights of women involved as it advocates an almost ‘pro-life’ message that takes much mitigation and additional research into the strata of feminism, sex crimes, psychology, and sociology amongst several other related areas that would complicate matters substantially.

Nevertheless, 50 million girls are already missing as of 2011, based on the Canadian Medical Association. And as one of the most populated countries in the world, an imbalance in future reproductivity could be detrimental to future plans and expansions of the country.

While the numbers are speculative, there is little disagreement upon the fact that India and China will be facing a surplus of young male bachelors ranging between 10-20% in the next 20 years. Unable to find a female spouse, these men will likely face severe threats to their self-esteems and quality of life, as both China and India embrace the idea of marriage being a form of status, that starting a family indicates a promotion of adulthood and maturity. When deficient supply meets an overpowering amount of demand, women – the supply in question – go to the highest ‘bidders’. Following evolutionary rules, many poor, uneducated peasant men end up literally not being able to afford themselves a marriage, or a wife, as women now get to pick and choose while men fight for their attentions, the woman picking whomever she deems as most ‘attractive’. To summarise, marriage has turned into a rat race of a competition thanks to the one-child policy that brought same-sex abortion into practice.

Another separate issue China will face in the future would be an aging population. In 1995, China’s largest age group was 20-29 and its median age 27, but The American Enterprise predicts the largest age group to be 50-59 and its median age 40 by 2025. A long-term shortage of fertile women would lead to a decline in working manpower, hence challenging China’s ability to grow economically.

As a nation that rose rapidly in ranks due to its unprecedented increase in work force, it is predicted for China’s manpower to shrink by 10 million by 2025 and this begs the question; How would a nation facing aging population care for its elderly when the only form of social security in place for China’s poorer citizens are their family members?  

Pension funds are not readily available to people who live outside of the cities, where coincidentally, happens to be home to most of China’s poorer folks and by 2025, the children birthed during the period of the one child policy would be working to support their aged parents, signifying a decreased number of children to care for their parents in old age. Some may not even have surviving children to care for them, and left with scarce amounts of assistance to facilitate them in their later years, how will an entire generation be able to retire?

But is Same-Sex Abortion worth it?

However, some arguable pros have come out of Same Sex Abortion.

The access to prenatal sex determination results have increased the proportion of wanted births despite also increasing chances of same-sex abortion. Parents seeking help during the period of the mother’s pregnancy can receive aid from hospitals properly equipped to deal with gynaecology, with a report in 2001 (Junhong, Chu) confirming majority of hospitals in counties and towns in China to be equipped with ultra-sound machines and skilled technicians. This in turn helped to identify early signs of problems in pregnancies for interventions to be made before even the second trimesters, lowering mortality rates for mothers and children.

Sexual liberation of women due to an escalation of social statuses make them highly valuable and provided opportunities to choose potential husbands and to make decisions to their best interest, improving the woman’s self-esteem, mental health and well-being, including reduced preferences for sons, minimizing sex-selective abortions ultimately rebalancing the sex ratio in the long run.

The imbalance in sex ratio could also be a way to reduce growth and counter overpopulation, which was originally the intended effect of the one child policy in China.

However, Improved healthcare and better facilities for pregnant women should be a given, and not a way for expectant parents to get rid of unwanted daughters. Women should not have to be prized as a competitive tool for men to ascend into society via marriage and should be respected based on their own merits and accomplishments – the same being said for men who should not be ostracized because of a lack of opportunities which puts them at an unfair disadvantage, and finally, as much as overpopulation was a problem faced by both India and China, China especially has outdone itself in its efforts for population control, now instead facing underpopulation as an urgent concern that would affect all citizens of the country.

In conclusion, same-sex abortion is a traditional notion stirred by concerns of overpopulation, economic growth, and a lack of hindsight. In the current day and age, it is an irrational and indolent method of dealing with problems on part of the parties involved and it has garnered attention only recently due to the discrepancies in sex ratios that economists across the world have reported would be largely destructive to the economy.

To agree to practices of same-sex abortion, would be agreeing to the decimation of an entire country’s structure, from its working force, to its family values. Unless the Chinese government is prepared to face backlash from an entire country for its backwards policies that have put the moral grounds and wealth of the nation at risk, additional solutions to alleviate the inevitable impacts of same-sex abortion should be put forward as soon as possible to counter the damage done by decades of poorly-planned population control.

BLIOGRAPHY AND LIST OF CITATIONS:

1.       Agnivesh, Swami, et al. "Missing: 50 million Indian girls; Female foeticide." International Herald Tribune, 25 Nov. 2005, p. 8. Global Issues in Context, elibraryusa.state.gov/primo?url=http://link.galegroup.com/apps/doc/A139108729/GIC?u=wash89460&xid=d5485808. Accessed 27 Feb. 2017.

2.       “China Restricts Sex-Selective Abortion.” Reproductive Health Matters, vol. 11, no. 22, 2003, pp. 200–200., www.jstor.org/stable/3776080. Accessed 27 Feb. 2017.

3.       Dalvie, Suchitra S. “Second Trimester Abortions in India.” Reproductive Health Matters, vol. 16, no. 31, 2008, pp. 37–45., www.jstor.org/stable/25475399. Accessed 27 Feb. 2017.

4.       Eberstadt, Nicholas. "Demographic clouds on China's horizon." The American Enterprise, vol. 9, no. 4, 1998, p. 54+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA20850417&asid=b854f18cb499581ec83c16c339c49d3b. Accessed 28 Feb. 2017.

5.       Goodkind, Daniel. “Child Underreporting, Fertility, and Sex Ratio Imbalance in China.” Demography, vol. 48, no. 1, 2011, pp. 291–316., www.jstor.org/stable/41237721. Accessed 27 Feb. 2017.

6.       Hesketh, Therese, et al. "The consequences of son preference and sex-selective abortion in China and other Asian countries." CMAJ: Canadian Medical Association Journal, 6 Sept. 2011, p. 1374+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA267609577&asid=9d89d3fa33d62beb2c7c07a48bbc629c. Accessed 28 Feb. 2017.

7.       Jain, Anita. “Sex Selection and Abortion in India: Efforts to Curb Sex Selection Must Not Retard Progressive Safe Abortion Policies.” BMJ: British Medical Journal, vol. 346, no. 7902, 2013, pp. 8–8., www.jstor.org/stable/23494527. Accessed 28 Feb. 2017.

8.       Junhong, Chu. “Prenatal Sex Determination and Sex-Selective Abortion in Rural Central China.” Population and Development Review, vol. 27, no. 2, 2001, pp. 259–281., www.jstor.org/stable/2695209. Accessed 27 Feb. 2017.

9.       Murray, Charles. "Measuring abortion." Public Interest, no. 158, 2005, p. 131+. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com.vlib.interchange.at/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&it=r&id=GALE%7CA126552329&asid=5257ced4ce0b25bfdc1ccf068c7a8c3d. Accessed 28 Feb. 2017.

10.   PATEL, VIBHUTI. “A Long Battle for the Girl Child.” Economic and Political Weekly, vol. 46, no. 21, 2011, pp. 18–20., www.jstor.org/stable/23017217. Accessed 27 Feb. 2017.

11.   "The damage done by the sex-selection panic, India." Reproductive Health Matters, May 2014, p. 219. Academic OneFile, elibraryusa.state.gov/primo?url=http://go.galegroup.com/ps/i.do?p=AONE&sw=w&u=wash89460&v=2.1&id=GALE%7CA398828918&it=r&asid=75385b40ca5d6f3c078750dc8f3751c7. Accessed 27 Feb. 2017.

12.   Tucker, Catherine, and Jennifer Van Hook. “Surplus Chinese Men: Demographic Determinants of the Sex Ratio at Marriageable Ages in China.” Population and Development Review, vol. 39, no. 2, 2013, pp. 209–229., www.jstor.org/stable/41857593. Accessed 28 Feb. 2017.

13.   Zhu, Wei Xing, et al. “China's Excess Males, Sex Selective Abortion, and One Child Policy: Analysis of Data from 2005 National Intercensus Survey.” BMJ: British Medical Journal, vol. 338, no. 7700, 2009, pp. 920–923., www.jstor.org/stable/20512658. Accessed 27 Feb. 2017.

14.   Zhou, Viola.  “China has world’s most skewed sex ratio at birth – again.” South China Morning Post, 27 Oct. 2016, http://www.scmp.com/news/china/policies-politics/article/2040544/chinas-demographic-time-bomb-still-ticking-worlds-most. Accessed 28 Feb. 2017.

#Not overtly proud of this one but at least that means there's space to learn #Sex selective abortion #Aging Popu

[tutorsof]

C15 Online Exam 5_08 Score 97.5 percent

Question 1 of 402.5 Points

A centralized planning process:

  A.  should be replaced with a decentralized process in large corporations to ensure buy-in. 

  B.  can help managers understand how actions in one area have consequences for other units. 

  C.  focuses attention on different time horizons. 

  D.  ensures adequate assessment of external forces.

Question 2 of 402.5 Points

Which of the following statements is TRUE of globalization?

  A.  Firms are becoming less dependent on foreign markets for raw materials 

  B.  It is difficult to define what is "domestic" and what is "foreign" 

  C.  Borderless strategic alliances are less common with more fierce international competition today 

  D.  Firms are becoming less dependent on foreign markets for the sale of products and services

Question 3 of 402.5 Points

Separating the plan generators from the plan implementers often leads to:

  A.  a more effective implementation. 

  B.  the development of plans that lower level managers begrudgingly try to implement. 

  C.  ensuring the wisdom and experience of those managers higher in the organization are included in the plan. 

  D.  all of the above.

Question 4 of 402.5 Points

What are the three types of actions normally planned after objectives have been established?

  A.  Strategic, divisional, and departmental 

  B.  Strategic, tactical, and operational 

  C.  Operational, departmental, and executive 

  D.  Departmental, strategic, and mid-level

Question 5 of 402.5 Points

In keeping planning a continuous process that is attuned to changes in both the internal and external environment, firms should consider all of the following EXCEPT:

  A.  the use of two-way feedback between managers and employees in the performance appraisal process. 

  B.  scheduled retreats of key managers and employees. 

  C.  carefully analyzing circumstances and avoiding "seat of the pants" crisis management. 

  D.  the creation of standing cross-functional committees.

Question 6 of 402.5 Points

The performance targets set during the planning cycle are:

  A.  goals. 

  B.  procedures. 

  C.  budgets. 

  D.  objectives.

Question 7 of 402.5 Points

When the Justice Department sued Microsoft for a high-tech monopoly, which component of the external environment was being addressed?

  A.  Demographic trends 

  B.  Political/legal forces 

  C.  Economic trends 

  D.  Socio-cultural conditions

Question 8 of 402.5 Points

Which of the following is NOT considered a benefit of planning?

  A.  Planning requires managers to assess the external environment to better respond to challenges 

  B.  An effective planning process provides an opportunity to separate the planners from the implementers 

  C.  The planning goals give organizational members a sense of direction and purpose 

  D.  Planning may help the firm reduce uncertainty by forcing managers to think long term

Question 9 of 402.5 Points

A firm's strategic plan to create and manage a mix of businesses owned by the firm is a:

  A.  BCG Matrix. 

  B.  diversification strategy. 

  C.  business-unit strategy. 

  D.  functional-unit strategy.

Question 10 of 402.5 Points

When Best Buy and Circuit City evaluated the impact of Walmart's move to offer product warranties at half the price, they were engaging in which component of external analysis?

  A.  Assessing 

  B.  Scanning 

  C.  Monitoring 

  D.  Forecasting

Question 11 of 402.5 Points

When the Acme Company anticipates what may happen in the future by planning four different views of the future and then spells out what to do in each of these future views, they are using:

  A.  escalation of commitment. 

  B.  contingency planning. 

  C.  a control system. 

  D.  opportunistic planning.

Question 12 of 402.5 Points

Which of the following is NOT one of the five lessons companies can apply to plan for the worst?

  A.  Create alternative scenarios 

  B.  Be prepared for the unimaginable 

  C.  Try to estimate probabilities 

  D.  Try to avoid thinking the worst

Question 13 of 402.5 Points

Which of the following is NOT true of the SWOT analysis?

  A.  SWOT stands for strengths, weaknesses, opportunities, and threats 

  B.  Strengths and weaknesses are found in the internal analysis of the firm 

  C.  The SWOT analysis tells the firm what strategies to pursue 

  D.  The objective is to analyze factors from both inside and outside the organization that may influence success

Question 14 of 402.5 Points

The firm's overall plan concerning the number of businesses it holds, the variety of markets or industries it serves, and the distribution of resources among those businesses is referred to as the ____________ strategy.

  A.  diversification 

  B.  functional 

  C.  corporate-level 

  D.  business-level

Question 15 of 402.5 Points

What is the planning step that shows the intended actions that will be carried out?

  A.  Objectives 

  B.  Actions 

  C.  Resources 

  D.  Implementation

Question 16 of 402.5 Points

Observing environmental changes on a continuous basis to determine whether a clear trend is emerging is:

  A.  assessing. 

  B.  scanning. 

  C.  monitoring. 

  D.  forecasting.

Question 17 of 402.5 Points

Pepsi lost the "war" against Coke because Pepsi failed to:

  A.  balance its long-term objectives with short-term goals. 

  B.  encourage worker participation in the planning process. 

  C.  assess its external environment. 

  D.  define its priorities.

Question 18 of 402.5 Points

Planning that identifies different views of the future and spells out what to do in each session is referred to as:

  A.  escalation of commitment. 

  B.  contingency planning. 

  C.  a control system. 

  D.  formal planning.

Question 19 of 402.5 Points

Opportunistic planning:

  A.  is a system designed to identify objectives and to structure the major tasks of the organization to accomplish them. 

  B.  is derailed by unexpected events. 

  C.  involves programmatic actions triggered by unforeseen circumstances. 

  D.  seldom has discretionary resources.

Question 20 of 402.5 Points

Effective planning improves a company's control systems by:

  A.  making assumptions explicit. 

  B.  making it possible to compare target versus actual results and take corrective action on gaps to modify future activities. 

  C.  developing "what if" scenarios. 

  D.  ensuring adequate resources are available.

Question 21 of 402.5 Points

_________ workers are not considered a protected class under discrimination legislation.

  A.  Women 

  B.  Asian American 

  C.  Native American 

  D.  Young

Question 22 of 402.5 Points

Which of the following statements is TRUE about the strategic factors impacting the choice of organization design?

  A.  As organization size increases, work specialization decreases 

  B.  Large organizations need more coordinating mechanisms than small ones 

  C.  Centralized structures are used in turbulent environments 

  D.  Organizations that use digital technology tend to be structured on a centralized basis

Question 23 of 402.5 Points

__________ companies can coordinate activities in a consistent way across diverse departments of an organization.

  A.  Decentralized 

  B.  Centralized 

  C.  Formal 

  D.  Divisional

Question 24 of 402.5 Points

Organizational communication patterns operate:

  A.  downward. 

  B.  upward. 

  C.  horizontally. 

  D.  all of the above.

Question 25 of 402.5 Points

The first step in HRP is:

  A.  conducting a skills inventory.    (This is incorrect)

  B.  determining product demand. 

  C.  forecasting labor demand. 

  D.  forecasting labor supply.

Question 26 of 402.5 Points

Which of the following is NOT one of the basic organization designs?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 27 of 402.5 Points

Affirmative action:

  A.  aims to accomplish the goal of fair employment by urging employers to make a conscious effort to hire members from protected classes. 

  B.  aims to ensure that employment decisions are not made based on demographic characteristics such as race, sex, or age. 

  C.  does not hurt people who are not members of a protected class. 

  D.  has yet to be addressed in Supreme Court decisions.

Question 28 of 402.5 Points

A large span of control works best when there are:

  A.  routine tasks. 

  B.  highly trained subordinates. 

  C.  similar jobs with comparable performance measures. 

  D.  all of the above.

Question 29 of 402.5 Points

Which organization design is based on the classical perspective of management?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 30 of 402.5 Points

When the Acme Company sends a company-wide email to announce an acquisition, they are using:

  A.  noise. 

  B.  decoding. 

  C.  two-way communication. 

  D.  one-way communication.

Question 31 of 402.5 Points

When managers must work with managers of other units or with customers outside of their organization, they have been given __________ without equal levels of __________.

  A.  authority; responsibility 

  B.  accountability; responsibility 

  C.  responsibility; authority 

  D.  responsibility; accountability

Question 32 of 402.5 Points

Managers who assist others in achieving bottom-line results, but don't contribute directly to the outcomes, might include which of the following?

  A.  Accounting managers 

  B.  Legal department managers 

  C.  Human resource managers 

  D.  All of the above

Question 33 of 402.5 Points

The basis for dividing work into specific jobs and tasks and assigning those jobs into units such as departments is known as:

  A.  unity of command. 

  B.  responsibility. 

  C.  the horizontal dimension. 

  D.  the vertical dimension.

Question 34 of 402.5 Points

Which of the following is TRUE of workforce diversity?

  A.  The US workforce is becoming less diverse 

  B.  In large urban centers, the workforce is often 50% to 75% non-white 

  C.  The workforce includes a smaller proportion of disabled employees 

  D.  The workforce is becoming younger on average

Question 35 of 402.5 Points

A labor contract specifies:

  A.  pay schedules. 

  B.  fringe benefits. 

  C.  cost of living adjustment. 

  D.  all of the above.

Question 36 of 402.5 Points

A management role used to facilitate communications between two or more departments is referred to as the role of:

  A.  liaison. 

  B.  staff manager. 

  C.  line manager. 

  D.  brand manager.

Question 37 of 402.5 Points

Which organization design places an emphasis on teams that also may cross organization lines and relies on vertical and horizontal collaboration?

  A.  Mechanistic 

  B.  Matrix 

  C.  Boundaryless 

  D.  Organic

Question 38 of 402.5 Points

Organizing is reflected in:

  A.  the organization's division of labor that forms jobs and departments. 

  B.  formal lines of authority. 

  C.  the mechanisms used for coordinating diverse jobs and roles in the organization. 

  D.  all of the above.

Question 39 of 402.5 Points

A(n. __________ manager coordinates work on scientific, aerospace, or construction projects.

  A.  integrating 

  B.  project 

  C.  product 

  D.  brand

Question 40 of 402.5 Points

Small spans of control:

  A.  are usually associated with flatter organizational structures. 

  B.  may yield tall vertical structures that have too many levels of management separating front-line employees from top executives. 

  C.  mean more responsibility is pushed to lower levels. 

  D.  are generally seen in well-managed companies such as General Electric and NuCor.