Answer these HRM in the Not-for-Profit Sectors MCQs and assess your grip on the subject of HRM in the Not-for-Profit Sectors.
Scroll below and get started!
A. When most organisations within an industry or sector adopt practices similar to the highest performing organisation
B. When an institution is isolated from others in their field
C. When most organisations within an industry or sector do not know what is happening in rival organisations
D. Making sure you are the change agent for adopting new practices
A. Charities, voluntary organisations but not public sector organisations
B. Public sector organisations only
C. All organisations that do not sell product
D. Public and third sector organisations
A. Small and medium sized organisations
B. Not-for-profit, charitable and voluntary organisations
C. Run by Government bodies, publicly funded
D. The third highest performing group of organisations in the UK
A. Usually under Government jurisdiction and funded by tax
B. Run by private businesses
C. Run by the public
D. Usually have no budget
A. Ensuring that employees are the main focus, and are satisfied with their work
B. A method of ensuring service users know what to expect
C. Ensuring managers are satisfied with employees’ focus
D. Ensuring the user is always the main focus, as well as their satisfaction
A. Strong motivation policy, authoritarian management style, standardised employment practices and collectivism
B. Leader–member exchange, standardised employment practices, communism, aspiring to be ‘model’ employers of staff
C. Paternalistic management style, standardised employment practices, collectivism and aspiring to be ‘model’ employers of staff
D. Paternalistic management style, lack of standardised employment practices, collectivism and anarchy
A. 4
B. 8
C. 5
D. 7
A. Contextual variables
B. Corporate choice
C. Employee variables
D. Leadership factors
A. High in both sectors
B. Higher in the private sector
C. Low in both sectors
D. Lower in the private sector
A. A clear, well-structured succession plan
B. A well-articulated HR strategy to convey the direction
C. Communication and training to reinforce the message
D. Performance management and appraisal to realign and reinforce objectives and aims