南开大学22秋学期（高起本1709-1803、全层次1809-2103）《饭店业人力资源管理（一）（二）（EI双语）》在线作业二

奥鹏南开在线作业满分答案参考

22秋学期（高起本1709-1803、全层次1809-2103）《饭店业人力资源管理（一）（二）（EI双语）》在线作业-00002

1.Which of the following is not a factor that makes it difficult for HERE to unionize large segments of the hospitality industry?
选项A：The majority of hotel and restaurant employees are satisfied with their current employment conditions.
选项B：More than 40 percent of hotel and restaurant employees work less than thirty-five hours per week.
选项C：Many hotel and restaurant employees are from groups that have traditionally resisted unionization, e.g., women and minorities.
选项D：Many hotel and restaurant workers change jobs frequently.
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2.Which of the following job design techniques requires cross-training employees?
选项A：job simplification
选项B：job enlargement.
选项C：job rotation.
选项D：job enrichment.
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3.下面哪个培训方法不属于管理者培训?
选项A：会议培训
选项B：行为模仿
选项C：模拟培训
选项D：案例研究培训
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4.A selection method that consistently leads all managers to hire employees who then fail is:
选项A：reliable and valid.
选项B：reliable but invalid.
选项C：unreliable but valid.
选项D：unreliable and invalid.
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5.Which of the following statements about ergonomics is false?
选项A：Managers are responsible for monitoring workplace ergonomics.
选项B：Failure to implement good ergonomics policies can cost thousands of dollars.
选项C：The most common type of health problem that results from poor ergonomics is heart trouble.
选项D：Ergonomics is the applied science of equipment design intended to maximize productivity by reducing operator fatigue and discomfort.
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6.White-collar union membership has increased over the last 30 years. Much of this increase has come from:
选项A：public employees and teachers.
选项B：mid-level managers caught in downsizing programs.
选项C：administrators and faculty at small private colleges and universities.
选项D：service-sector employees.
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7.The social readjustment rating scale identifies and ranks which of the following?
选项A：job safety risks
选项B：job satisfaction
选项C：sources of stress
选项D：causes of turnover
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8.有些饭店把岗位引导分为两个部分,第一部分侧重(),第二部分侧重于具体工作环境。
选项A：企业历史
选项B：企业文化
选项C：企业宗旨
选项D：企业整体情况
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9.You are a human resources management consultant and you are trying to convince a hotel’s general manager to be more careful in the way he handles discharges. Your strongest argument would be that:
选项A：building a culture of discipline demands swift punishment.
选项B：failure to handle discharges properly could land the employer in court.
选项C：managers who handle discharges well have higher self-esteem and personal power than managers who do not.
选项D：surveys show that employee satisfaction skyrockets when managers handle discharges properly.
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10.工会谈判队伍一般由商业代理、工会管理员、谈判人员和()组成。
选项A：主谈判员
选项B：工会委员
选项C：工会代表
选项D：当地工会主任
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11.根据员工工作中的关键事件或具体行为进行评估的方法,与其他方法相比,这种方法较少依赖评估人的个人好恶判断。这种绩效评估方法是()。
选项A：强制分布
选项B：目标管理
选项C：关键事件
选项D：叙述文章
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12.Given the following paired comparison rankings, which employee would receive the highest appraisal in relation to guest service?
Guest Service Skills
Ellen is better than Jerome. Jerome is better than Lori. Bart is better than Jerome. Ellen is better than Lori. Ellen is better than Bart. Bart is better than Lori.
选项A：Ellen
选项B：Bart
选奥鹏南开在线作业满分答案参考项C：Jerome
选项D：Lori
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13.Which of the following statements about forecasting the labor supply needs of a hospitality operation is false?
选项A：A succession chart helps estimate the internal supply of employees for a particular position.
选项B：Skills inventories generally list each employee’s current skills, ability to learn new skills, qualifications, and career goals.
选项C：Succession charts are useful when filling open management positions.
选项D：Skills inventories for managers generally stress problem-solving skills.
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14.Which of the following pre-employment testing techniques asks applicants to perform or simulate specific tasks they would do on the job?
选项A：validity tests
选项B：weighted application tests
选项C：work sample tests
选项D：reliability tests
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15.Unions and company managers typically do their best to resolve grievances before arbitration becomes necessary. Arbitration is the last resort, primarily because:
选项A：arbitration usually involves the company president for the first time in the process.
选项B：in arbitration, a union official typically presents the written grievance to the company president and they discuss it.
选项C：neither side generally likes the final result.
选项D：arbitration costs both the union and the company a lot of money and time.
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16.把工作细分成最小构成部分,然后评价每一个部分的工作是如何进行的,亦称作“时间动作分析法”的方法是( )。
选项A：工作扩大化
选项B：工作丰富化
选项C：工作简化
选项D：工作轮换
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17.所有工资政策和薪酬支付过程都受到()的约束,任何实施与该法律不符的政策或过程的企业都会被处以罚金,并责令补足欠发工资。
选项A：《民权法》
选项B：《公平工资法》
选项C：《公平就业机会》
选项D：《公平劳动标准法》
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18.Long-term remedies for turnover differ from short-term prescriptions in that long-term remedies focus on:
选项A：time-intensive program development.
选项B：organizational change.
选项C：collecting and using information.
选项D：hiring “warm bodies” to fill immediate job needs.
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19.In one resort hotel, new chefs are given multiple opportunities to succeed. Which of the following aspects of socialization strategy is related to the number of chances a new employee is given to succeed?
选项A：serial vs. disjunctive
选项B：formal vs. informal
选项C：tournament vs. contest
选项D：fixed vs. variable
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20.Traditional approaches to discipline:
选项A：are reactive in nature.
选项B：are those in which disciplinary action precedes the undesirable behavior.
选项C：work well only with new hires.
选项D：emphasize the administration of discipline before an employee fails organizational norms and Standards.
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21.不同于远期校标效度和即期校标效度的预测方法,内容效度衡量方法是听取专家意见,其中包括以下哪些步骤( )?
选项A：完全工作分析
选项B：设计测试
选项C：由专家审查测试内容
选项D：由人力资源部门对测试内容进行修改
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22.为了吸引更多的申请者(并且录用后他们可以更有用)雇主希望培训的内容包括( )。
选项A：针对女性的技能培训
选项B：实地数学和阅读培训
选项C：针对英语非母语人士的英语培训
选项D：资助雇员在贸易和技术学校的学习
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23.对于企业而言,员工流动的成本很高。流动成本可以分为()?
选项A：可见成本
选项B：直接成本
选项C：间接成本
选项D：不可见成本
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24.适合各层级员工培训的方法包括( )?
选项A：工作轮换
选项B：角色扮演
选项C：在职培训
选项D：团队培训
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25.当今劳动力正在经历巨大的变化,下面哪些变化趋势影响到人力资源的规划和招聘?
选项A：劳动力在减少，技术不熟练
选项B：全球化趋势加强
选项C：变化越来越大
选项D：老龄化趋势严重
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26.研究人员发现造成流动的原因可以分为三种:报酬低;以及()。
选项A：团队成员的排挤
选项B：错误或不当的聘用行为
选项C：不适用企业的文化
选项D：管理不善和企业道德的缺失
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27.社交化过程通常包括以下哪几个阶段( )?
选项A：欢迎活动
选项B：熟悉组织的规章制度
选项C：执行真正的上岗入职计划
选项D：了解组织的历史、价值和目标
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28.即期校标效度和远期校标效度的区别是( )。
选项A：测试的内容不同
选项B：收集标准测试资料的时间尺度不同
选项C：关注点不同
选项D：由不同的专家审查测试内容
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29.在饭店企业招聘中人力资源计划中有几个步骤是关键的,这其中包括以下哪些内容( )?
选项A：物色潜在雇员
选项B：雇员的职业阶梯
选项C：鼓励潜在雇员来应聘
选项D：为不同职位甄选合适的人选
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30.基本纪律管理方法有三种,它们之间界限不很清晰,有重复的地方。以下哪些属于基本的纪律管理方法()?
选项A：红热炉法
选项B：地递进纪律法
选项C：口头警告
选项D：停薪留职
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31.技能清单、更换和接替图表都能简化内部招聘,而且经理可以通过内部招聘了解谁有能接受新的岗位,谁有意向做新的工作。
选项A：对
选项B：错
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32.所谓“五分之四”原则指的是任何种族、民族、性别群体的员工选择率和选择率最高的群体之比如果低于80%,就构成反向歧视的有力证据。
选项A：对
选项B：错
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33.怨气校标效度是用来预测应聘者将来在工作中是否会有出色的表现。
选项A：对
选项B：错
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34.外部招聘来源可以包括:职业中介、学校、大学、青年团体、公开招聘等形式。
选项A：对
选项B：错
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35.在人力资源信息系统中,个人资料不应包括有关个人婚姻状况的信息。
选项A：对
选项B：错
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36.选择是针对应聘者进行的合法歧视,其目的是选择能胜任工作的应聘者。选择应兼顾可靠性和有效性。
选项A：对
选项B：错
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37.人力资源管理过程包括企业需求和为这种需求提供适用的员工配备两方面。
选项A：对
选项B：错
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38.面试根据面试人的面试尺度可以分为3类:非机构性面试、半结构性面试和结构性面试。
选项A：对
选项B：错
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39.Return on investment (ROI) is the primary indicator used to evaluate training programs.
选项A：对
选项B：错
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40.一般申请表和个人情况介绍表提供的情况是可以证实的,而加权申请表所提供的信息是无法证实的。
选项A：对
选项B：错
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41.McClelland’s N-Achievement Theory is one of the content theories of motivation. According to this theory, the desire to assume leadership is portrayed by the need for affiliation.
选项A：对
选项B：错
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42.航空公司禁止怀孕空姐执行飞行任务是触犯《民权法》中名为经营必需的辩护的法律。
选项A：对
选项B：错
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43.Human resources management is the practice of legal discrimination; i.e., it adheres to the guidelines, laws, and regulations of the Equal Employment Opportunity Commission (EEOC).
选项A：对
选项B：错
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44.预测需求的目的是使供给能满足企业对员工和技能的要求。
选项A：对
选项B：错
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45.Waivers signed by job applicants that grant permission to contact references and to verify other credentials release the company from legal liability.
选项A：对
选项B：错
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46.Job rotation is one of the job design techniques which requires cross-training employees.
选项A：对
选项B：错
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47.社交化是了解组织文化及如何与组织内部其他人员相处的过程。
选项A：对
选项B：错
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48.Experienced managers are objective and unbiased when appraising employee performance.
选项A：对
选项B：错
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49.由于目的不同,工作分析需要收集的信息资料是不同的,工作分析过程中需收集的信息包括:实际工作活动;工具、设备及其他工作辅助设施;工作背景;个人特点;行为要求和表现水平。
选项A：对
选项B：错
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50.根据1978年的《怀孕歧视法》,雇主不能限定雇员产假开始和结束的时间。
选项A：对
选项B：错
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