The traditional model of employer-employee relations in the United

Question

The traditional model of employer-employee relations in the United States was a “psychological contract” in which employees made long-term commitments to organizations in exchange for long-term job security, training and development, and internal opportunities for promotion. Beginning mainly with the recession in the early 1970’s, this paradigm began to unravel. Organizations began using extensive downsizing and outsourcing to decrease the number of permanent employees in the workforce. Among employees this situation has resulted in a decided shift in desire: instead of working their way up in an organization, many now prefer to work their way out. Entrepreneurship at the small business administration are now the fastest-growing majors in business schools.

Several factors have generated movement from the old paradigm to the new one. Organizations have had legitimate and pressing reasons to shift to a  new paradigm  of employer-employee relations. Large numbers of permanent employees make it difficult for organizations to respond quickly to downturns in demand by decreasing payroll costs. The enormous rights in wrongful discharge suites has created incentives for organizations to use temporary, contract, and leased employees in order to distance themselves from potential litigation problems. Moreover, top management is under increased pressure from shareholders to generate higher and higher levels of return on investment in the short run, resulting in declines in hiring, increases in layoffs, and shortage of funds for employee development.

At the same time, a lack of forthrightness on the part of organizations has led to increased cynicism among employees about management’s motivation and competence. Employees are now working 15 percent more hours per week than they were 20 years ago, but organizations acknowledge this fact only by running stress-management workshops to help employees to cope. Sales people are being asked to increase sales at the same time organizations have cut travel, phone, and advertising budgets. Employees could probably cope effectively with changes in the psychological contract if organizations were more forthright about how they were changing it. But the euphemistic jargon used by executives to justify the changes they were implementing frequently backfires; rather than engendering sympathy for management’s position, it sparks employees’ desire to be free of the organization all together. In a recent study of employees’ attitudes about management, 49 percent of the sample strongly agreed that “management will take advantage of you if given the chance.”   1 
 1. The primary purpose of the passage is to

A. discuss the financial implications of a recent shift in attitudes among workers
B. propose a new approach for businesses to increase loyalty among their employees
C. defend certain business practices in light of criticism of corporations, actions in a recent past
D. speculate about possible long term benefits of a recent change in the general business climate
E. consider some of the factors contributing to a major shift in employer-employee relationships

2 
 2. The passage suggests that which of the following is a legitimate reason for organizations’ shift to the new model of employer-employee relations?

A. Organizations tend to operate more effectively when they have a high manager-to-employee ratio.
B. Organizations can move their operations to less expensive locations more easily when they have fewer permanent employees.
C. Organizations have found that they often receive higher quality work when they engage in outsourcing.
D. Organizations with large pools of permanent workers risk significant financial losses if the demand for their product or service decreases.
E. Organizations are under increasing pressure to adopt new technologies that often obviate the need for certain workers.

3 
 3. Which of the following best characterizes the function of the final sentence of the passage?

A. It is such as an alternative explanation for phenomenon discussed earlier in the passage.
B. It provides data intended to correct a common misconception.
C. It further weakens an argument that is being challenged by the author.
D. It introduces a specific piece of evidence in support of a claim made at beginning of the final paragraph (lines 20-21).
E. It answers a question that is implicit in the preceding sentence (lines 27-30).

4 
 4. The passage suggests that organizations’ movement to the “ new paradigm ” is based in part on the expectation that wrongful discharge suites against employers are?

A. less likely to be filed by non-managerial employees than by managers
B. less likely to be filed by leased employees than by contract employees
C. less likely to be filed by contract employees than by permanent employees
D. more likely to be filed by employees with a long history in the organization than by newer hirers
E. more likely to be filed in small organizations than in large ones

5  
 Which of the following is NOT mentioned in the passage as a characteristic of the traditional model of employer-employee relations in the United States?

A. Attractive compensation packages for employees
B. Opportunities for employees to receive training
C. Long-term job security for employees
D. Opportunities for employee advancement within a company
E. Long-term commitment toward a company by employees

6  
 6. According to the passage, managers’ motivation for engaging in measures such as increased layoffs is often a result of

A. the hope that a smaller workforce will decrease the managers’ own workloads
B. shareholder pressure to generate increased short-term financial gains
C. a desire to eradicate the idea of a “psychological contract”
D. dissatisfaction with the performance of disgruntled employees
E. a desire to appear to be following modern organizational trends

JarvisR · Accepted Answer

Time Taken:8:57.
Question 5:The primary purpose of the passage is to
A. discuss the financial implications of a recent shift in attitudes among workers
B. propose a new approach for businesses to increase loyalty among their employees
C. defend certain business practices in light of criticism of corporations, actions in a recent past
D. speculate about possible long term benefits of a recent change in the general business climate
 E. consider some of the factors contributing to a major shift in employer-employee relationships
>> Basic introduction and then "Several factors have generated movement from the old paradigm to the new one. "

Question 6:The passage suggests that which of the following is a legitimate reason for organizations’ shift to the new model of employer-employee relations?
A. Organizations tend to operate more effectively when they have a high manager-to-employee ratio.
B. Organizations can move their operations to less expensive locations more easily when they have fewer permanent employees.
C. Organizations have found that they often receive higher quality work when they engage in outsourcing.
 D. Organizations with large pools of permanent workers risk significant financial losses if the demand for their product or service decreases.
>>Large numbers of permanent employees make it difficult for organizations to respond quickly to downturns in demand by decreasing payroll costs.
 E. Organizations are under increasing pressure to adopt new technologies that often obviate the need for certain workers.

Question 7:Which of the following best characterizes the function of the final sentence of the passage (lines 30-32)?
A. It is such as an alternative explanation for phenomenon discussed earlier in the passage.
B. It provides data intended to correct a common misconception.
C. It further weakens an argument that is being challenged by the author.
 D. It introduces a specific piece of evidence in support of a claim made at beginning of the final paragraph (lines 20-21).
>> But the euphemistic jargon used by executives to justify the changes they were implementing frequently backfires; rather than engendering sympathy for management’s position, it sparks employees’ desire to be free of the organization all together. In a recent study of employees’ attitudes about management, 49 percent of the sample strongly agreed that “management will take advantage of you if given the chance.” 
E. It answers a question that is implicit in the preceding sentence (lines 27-30).

Question 8:The passage suggests that organizations’ movement to the “new paradigm” (line 11) is based in part on the expectation that wrongful discharge suites against employers are?
A. less likely to be filed by non-managerial employees than by managers
B. less likely to be filed by leased employees than by contract employees
 C. less likely to be filed by contract employees than by permanent employees
>>The enormous rights in wrongful discharge suites has created incentives for organizations to use temporary, contract, and leased employees in order to distance themselves from potential litigation problems. 
D. more likely to be filed by employees with a long history in the organization than by newer hirers
E. more likely to be filed in small organizations than in large ones

Skywalker18 · Answer

8 mins 20 seconds , including 3 mins 40 seconds to read . All correct

1. The primary purpose of the passage is to
The traditional model of employer-employee relations in the United States was a “psychological contract” in which employees made long-term commitments to organizations in exchange for long-term job security, training and development, and internal opportunities for promotion.
Several factors have generated movement from the old paradigm to the new one.

E. consider some of the factors contributing to a major shift in employer-employee relationships

2. The passage suggests that which of the following is a legitimate reason for organizations’ shift to the new model of employer-employee relations?
. Large numbers of permanent employees make it difficult for organizations to respond quickly to downturns in demand by decreasing payroll costs.
D. Organizations with large pools of permanent workers risk significant financial losses if the demand for their product or service decreases.

3. Which of the following best characterizes the function of the final sentence of the passage (lines 30-32)?
 In a recent study of employees’ attitudes about management, 49 percent of the sample strongly agreed that “management will take advantage of you if given the chance.”
At the same time, a lack of forthrightness on the part of organizations has led to increased cynicism among employees about management’s motivation and competence.

D. It introduces a specific piece of evidence in support of a claim made at beginning of the final paragraph (lines 20-21).

4. The passage suggests that organizations’ movement to the “ new paradigm ” (line 11) is based in part on the expectation that wrongful discharge suites against employers are?
The enormous rights in wrongful discharge suites has created incentives for organizations to use temporary, contract, and leased employees in order to distance themselves from potential litigation problems.
C. less likely to be filed by contract employees than by permanent employees

mkmanderna · Answer

Why in the last (4th) question (C) is the correct answer? Option (B) and (C) both are talking about the same thing ?

bM22 · Answer

Hi  mkmanderna ,

Question 4 can be inferred from the lines:

"The enormous rights in wrongful discharge suites has created incentives for organizations to use temporary, contract, and leased employees in order to distance themselves from potential litigation problems."

Implication: The organizations’ movement to the “new paradigm” is based in part on the expectation that wrongful discharge suites against employers are less likely if the employees are not permanent.

Now B would have been correct if it would have been: less likely to be filed by leased employees than by  permanent  employees and not  contract  employees, as an organization might not face wrongful discharge suite from both kind of employees (leased and contract) as compared to permanent.

Hope this Helps.
Thanks.

100mitra · Answer

RC#9 - Long passage {3/4 correct}
  Pharaphasing

Para 1:   Employer-employee relations in the United States paradigm began to unravel from 1970, Employer reducing employees and employees looking out new opportunities, with growth in entrepreneurship

Para 2:   Effect of shift from old paradigm to new paradigm: 
- decreasing payroll costs by increasing outsource offering incentives to motivate 
- top management is under increased pressure for higher levels of return on investment in the short run
- resulting in declines in hiring, increases in layoffs, and shortage of funds for employee development.

Para 3:   
- Increased cynicism among employees about management’s motivation and competence
- Employee under high pressure for return of investment, with stress management workshop by employer
- the euphemistic jargon used by executives implementing frequently backfires & resulting in reduction of employee

1. The primary purpose of the passage is to  
A. discuss the financial implications of a recent shift in attitudes among workers
  Wrong:   Passage does not give information about financial implications of recent shifts among workers, it does speak about behaviour changes due to high pressure of return of investment without proper support from employer

B. propose a new approach for businesses to increase loyalty among their employees
  Wrong:   Passage gives information about shifting of old paradigm to new paradigm, no new approach is mentioned, in fact, there is no support for the employees expect stress management program, and incentives just to avoid conflicts is mentioned.

C. defend certain business practices in light of criticism of corporations, actions in a recent past
  Wrong:   No such details mentioned in the passage, in fact euphemistic jargon used, this too were backfired.

D. speculate about possible long-term benefits of a recent change in the general business climate
  Wrong:   No new ideas are mentioned in the passage about long term benefits to improve or change business climate.

E. consider some of the factors contributing to a major shift in employer-employee relationships
  Correct: as mentioned in passage 2 line 1 “Several factors have generated movement from the old paradigm to the new one” and entire para 3 interpretation can be concluded as mentioned below help us to make option E, correct choice
- Increased cynicism among employees about management’s motivation and competence
- Employee under high pressure for return of investment, with stress management workshop by employer

2. The passage suggests that which of the following is a legitimate reason for organizations’ shift to the new model of employer-employee relations?  
A. Organizations tend to operate more effectively when they have a high manager-to-employee ratio.
  Wrong:   as per information mentioned in passage, employer was reducing manpower because of recession in 1970, which ultimately divided same workload on remaining manpower, this made organization to adapt outsource manpower to complete the work, with this logic high manger to employee ratio cannot be justified.

B. Organizations can move their operations to less expensive locations more easily when they have fewer permanent employees.
  Wrong:   this is irrelevant, Passage has no information about employer less expensive location & fewer permeant employees

C. Organizations have found that they often receive higher quality work when they engage in outsourcing.
  Wrong:   very close to be correct & probably a trap, but the logic to eliminate option C, is the not the high quality work, but organization were having less manpower, and outsource agency were able to do the same with less cost to organization, this was not a choice or option with organization but after recession at limited staff, to make it survive they need to adapt outsourcing

D. Organizations with large pools of permanent workers risk significant financial losses if the demand for their product or service decreases.
  Correct: as mentioned in passage para 2, “Large numbers of permanent employees make it difficult for organizations to respond quickly to downturns in demand by decreasing payroll costs.”

E. Organizations are under increasing pressure to adopt new technologies that often obviate the need for certain workers
  Wrong:   Passage does not mention about adaptation of new technology

3. Which of the following best characterizes the function of the final sentence of the passage (lines 30-32)?  
  Last line: “In a recent study of employees’ attitudes about management, 49 percent of the sample strongly agreed that “management will take advantage of you if given the chance.”  
A. It is such as an alternative explanation for phenomenon discussed earlier in the passage.
  Wrong:  No this is not an alternative explanation, easy elimination

B. It provides data intended to correct a common misconception.
  Wrong:   No this is not a misconception backed with data explanation, easy elimination

C. It further weakens an argument that is being challenged by the author.
  Wrong:   this actually strengthen the author, as it supports the passage intended meaning about employee cynicism

D. It introduces a specific piece of evidence in support of a claim made at beginning of the final paragraph (lines 20-21).
  Line 20-21: “At the same time, a lack of forthrightness on the part of organizations has led to increased cynicism among employees about management’s motivation and competence.”  
  Correct: Line 20-21 is a argument and line 30-32 works as a support to argument with data

E. It answers a question that is implicit in the preceding sentence (lines 27-30)
Line 27-30 “But the euphemistic jargon used by executives to justify the changes they were implementing frequently backfires; rather than engendering sympathy for management’s position, it sparks employees’ desire to be free of the organization all together”
  Wrong:   Last line 27-30, when we ask, why employees are getting free? the answer is due to “the euphemistic jargon used by executives to justify the changes they were implementing frequently backfires, this has weaken the management position” , it cannot be “49% of sample – “management will take advantage of you”

4. The passage suggests that organizations’ movement to the “new paradigm” (line 11) is based in part on the expectation that wrongful discharge suites against employers are?  
  New Paradigm: we need relation between contract employee (out sourced) vs (permanent employee)   
A. less likely to be filed by non-managerial employees than by managers
  Wrong:   Non-Managerial and Manager employee, technically (both can be in same category)

B. less likely to be filed by leased employees than by contract employees
  Wrong:   Leased employees and contract employees, technically (both can be in same category)

C. less likely to be filed by contract employees than by permanent employees
  Correct: relation is between contract employees (out sourced) and permanent employee)
Supported by line mentioned in para 2: “The enormous rights in wrongful discharge suites have created incentives for organizations to use temporary, contract, and leased employees in order to distance themselves from potential litigation problems”

D. more likely to be filed by employees with a long history in the organization than by newer hirers
  Wrong:  New employee vs old employee of same organisation

E. more likely to be filed in small organizations than in large ones
  Wrong:   small organization vs large organization

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The traditional model of employer-employee relations in the United

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The traditional model of employer-employee relations in the United

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