BUS 335 Week 11 Quiz– Strayer
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Quiz
10 Chapter 14
Student:
___________________________________________________________________________
1. There
are several positive, functional outcomes of employee
turnover.
True False
2. Avoidable
turnover is that which could have been prevented by actions like a pay raise or
a new job assignment.
True False
3. An
employee's perceived desirability of movement can depend on reasons that have
little or nothing to do with the job.
True False
4. An
employee's overall intention to quit depends on the desirability of leaving,
ease of leaving, and alternatives available to the
employee.
True False
5. Employees
who have a high intention to quit necessarily end up quitting their
jobs.
True False
6. Desirability
of movement is a weak predictor of voluntary employee
turnover.
True False
7. Availability
of promotions or transfers may lessen or eliminate any intentions to quit, even
though the employee is very dissatisfied with the current
job.
True False
8. Discharge
turnover is primarily due to extremely poor person/organization
matches.
True False
9. Downsizing
turnover is a reflection of a staffing level mismatch in which the organization
actually is, or is projected to be,
overstaffed.
True False
10. Of
the three types of employee turnover, discharges are the most
prevalent.
True False
11. The
types of employee turnover include
___________.
A. voluntary
B. discharge
C. downsizing
D. all
of the above
12. Discharge
turnover is usually due to ___________.
A. a site or plant closing
B. permanent
layoff
C. poor employee performance
D. none of the above
13. Turnover
due to organizational downsizing is classified as
______.
A. voluntary
B. involuntary
C. supplemental
D. it
depends on the circumstances of the downsizing
14. The
desirability of leaving an organization is often an outgrowth of
_________.
A. poor person/organization match
B. favorable labor
market conditions
C. general, transferable KSAOs
D. none of the above
15. An
employee's intention to leave an organization is influenced by
__________.
A. perceived desirability of movement
B. perceived
ease of movement
C. alternatives available to the employee
D. all of
the above
16. Ease
of leaving is greater when ____.
A. employees are highly
embedded
B. employees possess ample employer-specific KSAOs
C. labor
markets are loose
D. all of the above
17. Downsizing
is typically a reflection of
__________.
A. overstaffing
B. understaffing
C. an
appropriate staffing level
D. none of the above
18. Data
are seldom available regarding when or where employee turnover is occurring in
most organizations.
True False
19. Research
suggests that there are differences between the reasons for turnover that
employees provide in exit interviews and the reasons employees provide in
anonymous surveys.
True False
20. Because
it is typically very easy to collect and analyze job satisfaction data
meaningfully, most organizations make this a cornerstone of their retention
strategy.
True False
21. Exit
interviews should be conducted by exiting employee's immediate supervisor
whenever possible.
True False
22. The
interviewee in an exit interview should be told that the comments that he/she
makes will be confidential and that only aggregate results will be used by the
organization.
True False
23. Postexit
surveys should ask be mailed quite some time after the employee's last day of
work so the individual has sufficient time to reflect on his or her
experiences.
True False
24. Economic
costs associated with voluntary turnover include accrued paid time off and
temporary coverage.
True False
25. Material
and equipment costs are likely to be the most prevalent in replacement and
training costs.
True False
26. The
primary immediate benefit of turnover for employers is hiring
inducements.
True False
27. Compared
to discharge turnover, voluntary turnover is usually more
costly.
True False
28. Turnover
cost estimates are very precise and accurate in most
cases.
True False
29. Many
turnover costs are hidden in the time demands placed on the many employees who
must handle the separation, replacement, and training
activities.
True False
30. One
potential benefit of employee discharges is the development of improved
performance management and disciplinary
skills.
True False
31. Downsizing
costs are concentrated in separation costs for permanent reductions in
force.
True False
32. Exit
interviews can be used to explain _________ to departing
employees.
A. rehiring rights
B. benefits
C. confidentiality
agreements
D. all of the above
33. Which
of the following is a suggestion for conducting an appropriate exit
interview?
A. The interviewer should be the employee's immediate
supervisor.
B. There should be an unstructured interview
format.
C. The interviewer should prepare for each interview by reviewing
the interview format and the interviewee's personnel file.
D. None of the
above
34. Which
of the following is a common tool to assess employee reasons for
leaving?
A. Position analysis
B. Job rotation
C. Exit
interview
D. Discharge notification
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