aPHR employee relations, policy to performance

Which statement describes what an organization hopes to become or achieve in the long-term future?

1. Values statement
   A values statement lists the beliefs and principles that guide behavior.
2. Mission statement
   A mission statement describes the organization's present purpose: what it does, for whom, and why.
3. Policy statement
   A policy statement sets rules or guidelines for a specific topic, such as attendance.
4. Vision statement
   A vision statement describes the future the organization aspires to reach.

In a SWOT analysis for Hollis Machine Works, an economic slowdown expected to cut orders for its products would be classified as what?

1. Weakness
   Weaknesses are internal shortcomings; the economy is external.
2. Opportunity
   Opportunities are external conditions the organization could use to its advantage.
3. Threat
   Threats are external conditions that could harm the organization, such as falling demand from a slowdown.
4. Strength
   Strengths are internal advantages, not outside pressures.

At Orion Aerospace, engineers report to an engineering department manager and also to the project manager of the program they are assigned to. Which organizational structure is this?

1. Matrix structure
   A matrix structure gives employees two reporting lines: a functional manager and a project or product manager.
2. Flat structure
   A flat structure has few management layers; it does not imply dual reporting.
3. Functional structure
   A functional structure groups people by function, with a single reporting line.
4. Divisional structure
   A divisional structure groups people by product, region, or customer, still with one reporting line.

A document gives employees step-by-step instructions for requesting paid time off in the HRIS, including who approves and by when. What type of document is this?

1. Policy
   A policy states the rule or guideline and its purpose; the steps to follow it belong in a procedure.
2. Procedure
   A procedure spells out the steps for carrying out a policy.
3. Job description
   A job description lists a position's duties and requirements.
4. Mission statement
   A mission statement describes the organization's purpose, not how to request time off.

Employees at Calder Foods submit ideas through an online suggestion box and raise concerns in quarterly skip-level meetings. Which direction of communication is this?

1. Downward communication
   Downward communication flows from management to employees, such as announcements and directives.
2. Upward communication
   Upward communication flows from employees to management, through suggestion systems, surveys, and skip-level meetings.
3. Lateral communication
   Lateral communication flows between peers at the same level.
4. Diagonal communication
   Diagonal communication crosses both departments and levels, such as a clerk contacting another unit's director.

Why do organizations usually make employee engagement surveys anonymous or confidential?

1. Federal law requires engagement surveys to be anonymous
   No federal law requires engagement surveys to be anonymous.
2. To avoid having to act on the results
   Anonymity does not remove the need to act; acting on results is what makes surveys useful.
3. To keep managers from seeing any of the results
   Managers usually see grouped results so they can act on them.
4. To encourage honest answers from employees
   People answer more candidly when they know their individual responses cannot be traced back to them.

Analysts at Sandoval Insurance work from home on Mondays and Fridays and in the office Tuesday through Thursday. What is this arrangement called?

1. Job sharing
   Job sharing splits one position between two people.
2. Compressed workweek
   A compressed workweek fits full-time hours into fewer days.
3. Hybrid work
   Hybrid work splits the workweek between remote and on-site work.
4. Flextime
   Flextime lets employees vary their start and end times; it does not set remote days.

Which performance goal for an accounts payable clerk best meets the SMART criteria?

1. Cut invoice errors from 5% to 2% by the end of Q3
   This goal is specific, measurable, realistic, job-relevant, and has a deadline.
2. Reach 100% invoice accuracy at all times
   Perfect accuracy at all times is not realistically achievable and has no deadline.
3. Do a much better job on invoices in 2026
   'A much better job' is vague and cannot be measured, even with a year attached.
4. Reduce invoice errors as much as possible
   'As much as possible' sets no measurable target and no deadline.

An appraisal form lists factors such as 'quality of work,' 'dependability,' and 'teamwork,' and the supervisor circles a number from 1 to 5 for each. Which appraisal method is this?

1. Graphic rating scale
   A graphic rating scale rates each listed factor on a numeric scale.
2. Forced distribution
   Forced distribution places employees into set percentage categories.
3. Paired comparison
   Paired comparison ranks each employee against every other employee one pair at a time.
4. Critical incident method
   The critical incident method relies on a log of notable behaviors.

Each year, employees at Linden Insurance anonymously rate their own supervisor on coaching, communication, and fairness. What is this kind of appraisal called?

1. Self-appraisal
   A self-appraisal is the employee rating their own performance.
2. Upward appraisal
   In an upward appraisal, direct reports evaluate their manager.
3. Forced distribution
   Forced distribution sorts employees into set percentages.
4. Peer review
   A peer review is done by coworkers at the same level.

Because an employee's desk is always messy, his manager rates him low on teamwork, customer service, and accuracy, even though those are strong. Which rating error is this?

1. Horn effect
   The horn effect lets one negative trait drag down ratings on unrelated qualities.
2. Contrast effect
   The contrast effect compares a person with someone else rather than with the standard.
3. Leniency error
   Leniency error rates too generously; these ratings are too low.
4. Halo effect
   The halo effect is the reverse: one positive trait raises every rating.

Under a typical progressive discipline policy, an employee has received a documented verbal warning for tardiness and the lateness continues. What is the usual next step?

1. A suspension without pay
   Suspension usually comes after a written warning, not directly after a verbal one.
2. Immediate termination
   Termination is normally the last step, after the earlier steps have failed.
3. A written warning
   Progressive discipline usually moves from a verbal warning to a written warning, then a final warning or suspension, then termination.
4. A demotion to a lower job
   Demotion is not a standard step after a first verbal warning for tardiness.

Which note is the best example of documentation for an attendance problem?

1. Jen is late all the time, and the team is annoyed by it
   'All the time' is vague, and others' feelings are not facts about her conduct.
2. On 3/4 and 3/11, Jen clocked in 25 and 40 minutes late without calling
   Good documentation records specific, dated, observable facts.
3. Since March, Jen has had a bad attitude about her job
   This states an opinion about attitude, not observable facts, even with a month attached.
4. In March, Jen seemed to have personal problems at home
   This speculates about her personal life rather than recording conduct.

Several employees at Pioneer Distributing come to work with the flu because they fear falling behind, and their output drops sharply. What is this problem called?

1. Absenteeism
   Absenteeism is missing scheduled work; these employees are at work.
2. Tardiness
   Tardiness is arriving late.
3. Presenteeism
   Presenteeism is being on the job while ill or otherwise not able to work productively.
4. Moonlighting
   Moonlighting is holding a second job.

Which action is an example of retaliation?

1. Denying a raise after a below-expectations rating under the usual process
   A decision based on a standard performance process, with no link to protected activity, is not retaliation.
2. Giving every employee the same updated attendance policy
   Applying a policy to everyone is not an action against someone for complaining.
3. Transferring an employee to another site at her own written request
   A transfer the employee asked for is not an adverse action against her.
4. Moving an employee to a worse shift after she files a harassment complaint
   Retaliation is an adverse action taken because an employee complained or took part in an investigation.

Westover Health tells employees they may bring concerns to any manager, including senior leaders, without going through their own supervisor first. What is this called?

1. Open-door policy
   An open-door policy invites employees to raise concerns with any level of management.
2. Peer review panel
   A peer review panel is a group of coworkers that decides a grievance; this policy gives access to managers.
3. Chain of command
   Chain of command is the formal reporting line, which this policy lets employees bypass.
4. Grievance arbitration
   Grievance arbitration is a formal step, usually under a union contract, ending in a binding decision.

A manager at Calder Foods notices two clerks bickering over desk space and decides not to address it, hoping it will blow over. Which conflict-handling style is this?

1. Compromising
   Compromising has each side give up something to reach a middle ground.
2. Accommodating
   Accommodating gives in to the other party's wishes; here no one's wishes are acted on.
3. Avoiding
   Avoiding is low in both assertiveness and cooperation: the conflict is sidestepped or put off.
4. Competing
   Competing pursues one side's goals at the other's expense.

What is the term for attitudes or stereotypes that influence a person's decisions without that person being aware of them?

1. Groupthink
   Groupthink is a group's pressure toward agreement that suppresses dissent.
2. Unconscious bias
   Unconscious (implicit) bias works outside awareness and can affect hiring, ratings, and other decisions.
3. Stereotype threat
   Stereotype threat is a person's worry about confirming a negative stereotype about their own group.
4. Disparate treatment
   Disparate treatment is intentional discrimination against someone because of a protected characteristic.