1. Which best describes technology's impact on employee engagement levels?

A) The boundaries between work and non-work life are increasingly overlapping, contributing to employee fatigue and burnout.
B) Employees can work fewer hours while many tasks are completed much more quickly.
C) Technology has enabled employers to more consistently comply with federal wage and hour laws due to time tracking.
D) Anxiety among employees has declined, as many mundane jobs can now be done by technology.



2. Which managerial competency would best support the relationship between the well-being and engagement of employees?

A) Offering feedback in a manner that focuses on an employee's work performance and does not intrude on the employee's life outside of work
B) Managing with a task orientation style to reinforce organization and structure
C) Treating all employees the same with respect to work to minimize the perception of favoritism among staff
D) Demonstrating interest in employees as individuals and contributors



3. Which work relationships are most closely tied to creating and sustaining employee engagement?

A) Leadership-manager relationships
B) Leadership-employee relationships
C) Manager-employee relationships
D) Coworker relationships



4. An advertising firm has experienced significant turnover among its creative writers. During exit interviews, the writers have expressed dissatisfaction with rigid starting times, a lack of recognition for their work, and poor communication between managers and employees. Which actions should HR recommend managers implement to improve employee engagement?

A) Requesting and valuing employee input on important organizational issues
B) Meeting with employees to discuss projects and plans for completion
C) Defining tasks and responsibilities and hold employees accountable
D) Including employees and their families in social gatherings



5. A consulting company knows that its primary advantage lies in the expertise and commitment of its people. Which practice should HR recommend that leaders focus on?

A) Formal processes
B) Retention
C) Improved benefits
D) Recruitment



6. A recent employee satisfaction survey indicated that 83% of respondents were satisfied with their jobs. The CEO believes that employee engagement initiatives have met expectations and that money budgeted for additional employee engagement efforts should be shifted to other projects. Which is the best way to respond?

A) Thank the CEO for his faith in the survey results and assist in allocating the budget dollars elsewhere.
B) Explain that employee engagement is about performance outcomes not always reflected in survey results, so initiatives should continue.
C) Recommend that a second survey be administered before shifting to other projects to ensure that the satisfaction scores are truly valid.
D) Negotiate with the CEO to assess employee vigor, dedication, and absorption before ending the engagement effort.



7. A company is expanding into a new country and wants to extend its collaborative, team-based approach to help engage its new workforce. Which driver of engagement should the HR director consider first?

A) Proceed without delay; collaboration is a global driver of engagement.
B) Align company practices to new country practices using valid research to guide changes.
C) Conduct a pilot test in the new workplace to see if localization of company practices will be accepted.
D) Continue with new country practices, as changes could cause engagement to decrease.



8. A line manager approaches HR to explore ways to increase cross-training among her employees. How can HR meet the manager's need while increasing employee engagement?

A) Incorporate a job rotation program to expose employees to different jobs throughout the organization.
B) Consult with the manager to understand which duties of the specific role incorporate higher levels of decision making.
C) Consult with the manager to identify developmental opportunities for employees to expand their skills and abilities.
D) Advise the manager to review her hiring criteria to ensure that the role accurately portrays increased decision making in the recruitment process.



9. A new HR leader would like to assess the level of employee engagement in the organization. His focus will be on behavioral engagement. Which of the following characteristics should the HR leader look for?

A) Only characteristics found in trait engagement
B) Effort employees put into their jobs
C) Characteristics that support transactional tasks
D) Workplace conditions that are improved by management



10. Assessing Employee Engagement An HR professional is compiling the questions for an upcoming institutional engagement survey. How best can she determine the most effective survey questions?

A) By determining employee attitudes toward the employer
B) By linking the questions to business objectives
C) By uncovering opinions and ideas to improve work processes
D) By exploring employee satisfaction