南开23春学期（高起本：1609、1703）《饭店业人力资源管理（一）（二）（EI双语）》在线作业三

奥鹏南开大学新学期作业参考

南开大学23春学期（高起本：1609、1703）《饭店业人力资源管理（一）（二）（EI双语）》在线作业

1.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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2.A wise management consultant is encouraging the manager of a limited service hotel to make the most of exit interviews. “Exit interviews,” he says, “in an exit interview system that is effective, take place:
选项A：with employees who leave for any reason.”
选项B：only with employees who are likely to sue for wrongful discharge.”
选项C：only with employees who have not turned in all company property that was issued to them.”
选项D：mainly with employees who have found other employment that seems better to them.”
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3.A selection method that consistently le奥鹏南开大学新学期作业参考ads 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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4.在选择过程中,饭店企业决定是否聘用应聘者主要是看他/她是否同时具有几种技能和综合能力的方法是( )。
选项A：多重障碍战略
选项B：补偿战略
选项C：长期战略
选项D：短期战略
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5.Filing workers’ compensation claims, serving on juries, refusing to commit perjury, whistle- blowing—all these fall under the category of and cannot legally be the basis for discharge.
选项A：judicial prerogative
选项B：public policy
选项C：employee responsibilities to the employer
选项D：employer responsibilities to the employee
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6.The Scanlon plan is a type of group incentive program. Hospitality operations find the Scanlon plan useful because:
选项A：it effectively distributes profits among employees.
选项B：individual performance is more important than team performance in hospitality.
选项C：person-to-person contact is most important in hospitality, and the plan rewards labor savings.
选项D：it allows employees to purchase company stock.
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7.Sometimes an employer’s negotiating team or a union’s team takes extreme positions before arbitration begins in order to take as much ground as possible. This problem can be avoided by using which of the following?
选项A：mediation-arbitration
选项B：boulwarism
选项C：cool-down arbitration
选项D：final offer arbitration
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8.饭店企业必须精心设计上岗引导计划解答员工关于工作的问题,这方面的信息可以分为三类,其中有关可接受的行为规范,定义可接受的行为和偏激的行为,管理理念、企业传统和战略宗旨的信息属于( )。
选项A：关于企业文化
选项B：工作相关情况
选项C：具体的工作责任
选项D：具体的工作技能
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9.个人奖励计划包括()、标准工时计划、佣金计划、奖金计划、知识工资和绩效工资。
选项A：技能工资
选项B：标准工资
选项C：加班奖励工资
选项D：计件奖励工资
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10.A certain group of employees lists the following as their most significant work-family stressors: psychologically demanding work, irregular starting times, inflexibility of work schedules, lack of control over decisions to work overtime, and the number of hours worked. Many of these stressors have to do with time constraints. What is the most likely identity of this group?
选项A：management trainees
选项B：employees who smoke
选项C：employees who abuse drugs
选项D：employees who care for children or seniors at home
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11.OSHA recommends that company-sponsored safety and health programs be developed and administered by:
选项A：OSHA compliance officers.
选项B：company management.
选项C：a committee of company managers and employees.
选项D：a committee of company managers and OSHA officers.
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12.A hotel’s managers have been inspired by a conference speaker to institute a company-wide group incentive program. They have high hopes for their plan. But they should keep in mind the following disadvantage of such plans:
选项A：unless properly managed, group incentive plans can unfairly reward employees who perform worse than the group as a whole.
选项B：under a group incentive plan, employees profit even when the company has a bad year.
选项C：group incentive plans result in a distinct connection between pay and the individual efforts of each group member.
选项D：group incentive plans cost the company the most in years of low sales.
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13.饭店业的压力主要来自劳动力短缺、()、长时间且不方便的工作时间以及长时期处于压力之下。
选项A：员工薪金上涨
选项B：员工流失率高
选项C：饭店之间的竞争
选项D：社会政治经济状况
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14.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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15.业绩评估直接影响雇用决策,因此要对其过程进行仔细推敲以免引起歧视,一般相关的调查要点在于工作相关性和客观性,因此业绩评估必须直接与()相关。
选项A：工作绩效
选项B：工作职责
选项C：工作行为
选项D：工作态度
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16.The Welcome Inn has its new orientation program in place. The general manager has decided that new hires will work in relatively easy jobs until they get a feel for the work and get familiar with the industry. The Welcome Inn management is using which of the following undesirable approaches to orientation?
选项A：a Mickey Mouse approach
选项B：suffocation
选项C：unrealistic job previews
选项D：emphasis on paperwork
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17.让新员工介入整个企业的价值、规范和行为体系中来的过程被称为( )。
选项A：上岗引导
选项B：入职培训
选项C：上岗培训
选项D：社交化训练
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18.利润共享计划共有三个类型:现金计划、()和复合计划。
选项A：实物计划
选项B：福利计划
选项C：远期计划
选项D：近期计划
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19.Which of the following methods of collecting job analysis information is most likely to be influenced by the Heisenberg Effect?
选项A：interviews
选项B：observation
选项C：critical incidents
选项D：daily logs
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20.员工享受的公司资助的许多其他福利,这其中最常见的是()、员工援助项目、子女或抚养人照料计划、自选式及弹性福利计划、法律顾问服务、长期护理保险和带薪假期。
选项A：教育福利
选项B：健康保险
选项C：退休福利
选项D：捐助退休计划
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21.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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22.饭店业的压力主要来自劳动力短缺、()、长时间且不方便的工作时间。
选项A：员工薪金上涨
选项B：员工流失率高
选项C：饭店之间的竞争
选项D：长期处于压力之下
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23.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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24.罢工可以分为六种类型:经济罢工、司法权罢工、()、静坐罢工以及二级罢工。
选项A：民众罢工
选项B：工人罢工
选项C：野猫罢工
选项D：不正当劳资罢工
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25.管理方谈判队伍一般包括()、一名律师和一名受过集体谈判训练的顾问。
选项A：总经理
选项B：主谈判员
选项C：一名律师
选项D：人力资源部经理
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26.内部招聘的优势包括( )
选项A：改变晋升员工的精神面貌
选项B：比外部招聘省钱
选项C：降低培训费用
选项D：改变为自己找发展机会的员工的态度
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27.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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28.与个人抢矿介绍表不同,加权申请表侧重应聘者的( )。
选项A：工作经验
选项B：个人态度
选项C：生活经验
选项D：社会价值观
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29.女性工作可能产生的问题主要涉及( )
选项A：小孩看护
选项B：协作工作
选项C：灵活的工作时间
选项D：公平分配薪金
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30.在申请表的设计方面有两个重点问题,它们是( )?
选项A：申请表表格内容必须包括企业需要了解和必须了解得情况
选项B：申请表的长短设计，优势会出现太长或太短的情况。
选项C：申请表的设计必须要符合企业的长远战略
选项D：申请表的设计必须要体现企业的企业文化
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31.Candidates should arrive to interviews ten to fifteen minutes early.
选项A：对
选项B：错
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32.Exit interview data are best stored in files separate from those maintained by an HRIS.
选项A：对
选项B：错
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33.有差异的对待指雇主因种族、性别、肤色、宗教、国籍及其他受法律保护的人的特征而对某一个人给予特殊。
选项A：对
选项B：错
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34.评价中心的主要评价思想是把应聘者放在一系列真是场景下让他们做出决断病采取行动,由观察者根据应聘者的行为对其表现做出主观评价。
选项A：对
选项B：错
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35.The degree of change associated with a position determines how often a job is analyzed.
选项A：对
选项B：错
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36.1963年的《公平工资法》是1938年《公平劳工标准法》的补充文件,主要规定男女同工同酬。
选项A：对
选项B：错
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37.生产率是评价工作质量的标准。
选项A：对
选项B：错
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38.在人力资源信息系统中,离职面谈资料应包括工资表注销日期、自称离职原因、变更地址等信息。
选项A：对
选项B：错
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39.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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40.Self-appraisals tend to be more critical than appraisals by others.
选项A：对
选项B：错
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41.No valid criteria exist by which to judge the effectiveness of performance appraisals.
选项A：对
选项B：错
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42.选择的信度强调选择方法产生相同结果的一致性程度。
选项A：对
选项B：错
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43.The two managerial tools most commonly derived from a job analysis are job descriptions and job specifications.
选项A：对
选项B：错
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44.Herzberg’s Two-Factor Theory classifies human needs into only two types. Recognition is an example of one of Herzberg’s hygiene factors
选项A：对
选项B：错
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45.Performance standards establish the required levels of quality in the work performed.
选项A：对
选项B：错
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46.Civil Rights Act of 1991 allows for employees to sue for damage awards, whereas previously employees could receive only back pay and equitable relief.
选项A：对
选项B：错
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47.Observation is the simplest and least expensive method of collecting job analysis information.
选项A：对
选项B：错
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48.It is illegal for a company to refuse to hire individuals whose religious beliefs might prevent them from working at certain times.
选项A：对
选项B：错
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49.Selection tests are considered illegal if they measure issues not related to job specifications.
选项A：对
选项B：错
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50.Outsourced employees are not actually employed by the hospitality organization. They work for a separate company that the hospitality company pays for the services the outsourced employees provide.
选项A：对
选项B：错
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