Chapter 1, Chapter 2, Chapter 3, Chapter 4, Chapter 5, Chapter 6

Which of the following best describes job design? A. It is the process of defining the way work will be performed and the tasks that a given job requires. B. It is the process of generating a pool of potential candidates for a job. C. It is the process of identifying suitable candidates for jobs. D. It is the technique of enabling employees to learn job-related knowledge, skills, and behavior. E. It is the technique of presenting candidates with detailed information about a job. Job design is the process of defining the way work will be performed and the tasks that a given job requires.

A: It is the process of defining the way work will be performed and the tasks that a given job requires

Kurt, a manager at Marshall Inc., was asked by his supervisor to sign a contract with a new supplier. The contract stated that the industrial waste released by the company would be released into a local river. Kurt was against this idea of polluting the river with the waste, so he refused to sign the contract. In this scenario, Kurt exercised his right of A. freedom of conscience. B. first refusal. C. freedom of speech. D. privacy. E. free consent.

A: freedom of conscience.

Joanna, a local farmer, buys her equipment exclusively from the manufacturer Wooster. Inc. Because of this, Joanna is affected by Wooster Inc.'s operations. This indicates that Joanna is a _____. A. stakeholder B. business partner C. workforce analyst D. talent manager E. strategic partner

A: stakeholder

Blandings Corp., an apparel manufacturer, has been profitable for a long time without depleting its resources—raw materials, employees, and the support of the local community. The company also caters to the needs of all its stakeholders. Which of the following characteristics is illustrated in this scenario? A. sustainability B. strategic architecture C. compliance with law D. talent management E. workforce analytics

A: sustainability

Which of the following best describes the multiple-hurdle model of personnel selection? A. It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. B. It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. C. It is a selection process in which several members of an organization form a panel and interview each candidate. D. It is a testing program that establishes different norms for hiring members of different racial groups. E. It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

B. It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.

Which of the following is true of the Occupational Information Network (O*NET)? A. It provides listings of fixed job titles and narrow task descriptions. B. It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations. C. It represents the first attempt made by the U.S. Department of Labor to match the demand and supply of labor. D. It uses an online platform to provide information about available federal jobs. E. It was created by the U.S. Department of Labor in the 1930s as a vehicle for helping the new public employment system link the demand and supply of skills in the U.S. workforce.

B. It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations.

Identify the correct statement regarding predictive validation. A. It is the least effective method of measuring validity. B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance. C. It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance. D. It is the quickest and easiest method compared to other ways of measuring validity. E. Its scores are influenced by applicants' job experiences.

B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance.

Identify an accurate difference between predictive validation and concurrent validation. A. Predictive validation correlates current job roles and job performance; concurrent validation does not. B. Predictive validation correlates future job performance and applicant test scores; concurrent validation does not. C. Concurrent validation is very time-consuming; predictive validation is not. D. Concurrent validation is difficult to employ; predictive validation is not. E. Concurrent validation is utilized on new recruits; predictive validation is not.

B. Predictive validation correlates future job performance and applicant test scores; concurrent validation does not.

_____ influence the kinds of job applicants an organization reaches. A. Personnel policies B. Recruitment sources C. Characteristics of the recruiter D. Financial sources E. Industry competitors

B. Recruitment sources

In which of the following uses of information technology is the technology reducing mental demands and the likelihood of errors? A. Email notifications popping up on a clerk's screen while he is entering data B. Software that creates a graph of daily production levels for a supervisor C. Text messages arriving on a salesperson's phone while she is meeting with a client D. Searches for office supplies that generate 12,000 results to compare E. Instant messages from a supervisor who expects responses within a few minutes

B. Software that creates a graph of daily production levels for a supervisor

Which of the following is true of self-managing work teams? A. Team members' job duties are narrowly defined. B. Team members usually share work assignments. C. Team members' joint responsibilities are minimal. D. Team members only have the authority to schedule work. E. Team members are only responsible for their individual tasks.

B. Team members usually share work assignments.

Hunter works in the human resource department of a well-known and highly respected maker of athletic equipment. He suggests that the company expand its recruiting by placing job advertisements on popular websites for job seekers. However, his supervisor says this has become a poor use of the company's recruiting dollars. Which is the most likely reason for the supervisor's objection? A. These types websites are too difficult for most job hunters to use. B. The company will be flooded with applications from individuals who are barely qualified. C. Employers can't search these sites; only job seekers can conduct searches. D. The company will get very few applications, because job hunters read the ads slowly. E. Finding a match between job seekers and job vacancies is inefficient on these sites.

B. The company will be flooded with applications from individuals who are barely qualified.

A survey of employee satisfaction among a county's 9-1-1 dispatchers found that employees struggle to keep up with calls, feel little or no control over their situation, and constantly worry about making mistakes. A suggestion is made to simplify the jobs in order to deal with these sources of dissatisfaction. Why would simplifying the jobs be beneficial in this case? A. The employees face few challenges already. B. The costs of employee errors are severe. C. The scope for employee errors is minimal. D. The employees do not engage in multitasking. E. The information-processing requirements of the job are minimal.

B. The costs of employee errors are severe.

Identify a benefit of applying statistical forecasting methods. A. They are particularly useful in dynamic environments. B. Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment. C. They are particularly useful in predicting important events that have no historical precedent. D. They are invariably better than the "best guesses" of experts. E. They can be used by organizations as a substitute for relying on the subjective judgments of experts.

B. Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment

For what purpose do organizations typically review applicant résumés? A. as a substitute for interviews B. as a basis for deciding which candidates to investigate further C. as a way to avoid the cost of administering tests related to job performance D. as a way to control the content of the information and the way it is presented E. as a way to obtain an objective source of information

B. as a basis for deciding which candidates to investigate further

Which of the following is a step a downsized company can take to counter negative employee emotions? A. demonstrate that the employees that were downsized deserved it B. build confidence in the company's plans for a stronger future C. show the organization's commitment to its management D. encourage employees to work harder, increasing their value and thus keeping them with the company longer E. pursue a commitment to the customers over a commitment to the community

B. build confidence in the company's plans for a stronger future

To test the validity of a selection test for advanced widget designers, Techspark Inc. administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Techspark? A. predictive validation B. concurrent validation C. content validation D. construct validation E. diagnostic validation

B. concurrent validation

The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as _____. A. predictive validity B. content validity C. concurrent validity D. diagnostic validity E. construct validity

B. content validity

Identify the traits that are found in a conscientious person. A. sociable, gregarious, assertive, and talkative B. dependable, organized, persevering, and achievement-oriented C. courteous, trusting, good-natured, and tolerant D. emotionally stable, nondepressed, secure, and content E. curious, imaginative, artistically sensitive, and broad-minded

B. dependable, organized, persevering, and achievement-oriented

Jonathan, the CEO of Maxofan Inc., finds that the company needs to eliminate a labor surplus to avoid financial difficulties. To deal with this problem, he chooses a strategy that gives him fast results. However, the amount of suffering caused to employees is high. Jonathan is most likely using the _____ strategy to reduce the labor surplus. A. early retirement B. downsizing C. natural attrition D. retraining E. hiring freeze

B. downsizing

DigiAd Inc., an advertising firm, requires its employees to be at work between the hours of 11:00 a.m. and 2:00 p.m. This work rule allows employees to work additional hours before or after the time period in order to work the full day. Identify the job design method implemented in this scenario. A. zero-hour contract B. flextime C. compressed workweek D. telework E. retroactive overtime

B. flextime

Which of the following are the most widespread methods for eliminating labor shortages? A. downsizing and merging with other organizations B. hiring temporary workers and outsourcing work C. retrained transfers and turnover reduction D. overtime and new external hires E. overtime and retrained transfers

B. hiring temporary workers and outsourcing work

In order to cultivate a favorable picture of the organization, Rhodes Group, a financial services corporation, advertises itself to potential applicants by using the slogan, "Investing in you no matter what road you take." This scenario is an example of _____ advertising. A. viral B. image C. proactive D. saturation E. signature

B. image

Zoe is a recruiter with a bachelor's degree in business administration. She is well respected among her peers for her professional standards and understanding of the HR field. However, she has noticed that when she recruits engineers for her company, they sometimes seem unresponsive to her. According to your text, the most likely reason for this is because Zoe A. is not warm enough to the applicants. B. is perceived as less credible because she is an HR specialist. C. does not give applicants enough information, leaving them with more questions than answers. D. comes off as being too professional for someone in the HR field. E. is not approaching the candidate with enough skepticism.

B. is perceived as less credible because she is an HR specialist.

A list of the tasks, duties, and responsibilities that a job entails is called a _____. A. job evaluation B. job description C. utilization analysis D. conjoint analysis E. job standardization

B. job description

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for _____. A. negligence B. misrepresentation C. defamation D. misappropriation E. libel

B. misrepresentation

Brendan and Angela are HR managers at Seattle Investments. They are expecting a labor surplus over the next two years resulting in the organization having 24 more employees than required. Typically, two employees leave the organization each month. Which of the following HR strategies should Brendan and Angela consider, taking into account the length of time they have available? A. downsizing B. natural attrition C. pay reductions D. demotions E. transfers

B. natural attrition

Margaret, the HR manager at Frexotel Inc., recruits her cousin Linda as production manager in the company. This move results in resentment among several of the company's employees. By hiring her cousin, Margaret has engaged in the practice of hiring relatives, or _____. A. localism B. nepotism C. structuralism D. voluntarism E. abstractionism

B. nepotism

Organizations use outsourcing as a way to A. reduce a labor surplus. B. operate more efficiently and save money. C. replace labor with technology. D. ease the transition from temporary worker to employee. E. hold onto good employees during a labor surplus until they can be hired back.

B. operate more efficiently and save money.

Emma, a manager at Synergy Inc., conducted an interview with Sean for a job as regional sales manager. During the course of the interview, she asked Sean to take a test that would assess Sean's integrity by asking him about his attitude toward shoplifting and his own experiences with shoplifting, if any. Which of the following tests was conducted by Emma? A. exit test B. paper-and-pencil honesty test C. cognitive ability test D. work sample test E. in-basket test

B. paper-and-pencil honesty test

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft? A. polygraph test B. paper-and-pencil honesty test C. cognitive ability test D. personality inventory test E. in-basket test

B. paper-and-pencil honesty test

Juliette is a recruiter for Kaskade Inc. When she interviews job candidates, she works hard to provide background information about the job's positive and negative qualities. She aims to be sure every detail is accurate, so that any employees hired will feel they got what they expected and will want to stay on with the company. Juliette's behavior is an example of providing a _____. A. yield ratio B. realistic job preview C. core competency D. due-process policy E. job posting

B. realistic job preview

The industrial engineering approach is most likely to emphasize _____. A. defining work arrangements and reporting requirements B. streamlining jobs to make them simpler and more efficient C. designing jobs in such a way that they require minimal specialization D. exploring new and diverse ways of doing the same job E. creating complex and challenging jobs that require innovative employees

B. streamlining jobs to make them simpler and more efficient

Which of the following arrangements would qualify as job rotation? A. a receptionist hired to perform the jobs of file clerk and typist B. support staff being trained in front-office functions through periods of alternating work arrangements C. members of the production team making decisions regarding how to resolve problems with customers D. a manager participating in a meeting while on vacation with his family E. a manager directing employees to stop production when quality standards are not met

B. support staff being trained in front-office functions through periods of alternating work arrangements

The _____ of an employment test is indicated by the extent to which the test scores relate to actual job performance. A. reliability B. validity C. generalizability D. utility E. dependability

B. validity

Which of the following processes involves analyzing the tasks necessary for the production of a product or service? A. ergonomics B. work flow design C. utilization analysis D. Industrial engineering E. break-even analysis

B. work flow design

Montero Inc., an automobile manufacturing company, had the largest number of employees in the manufacturing sector last year. Instead of hiring more employees, the company decided to invest heavily in training its employees on automotive maintenance and design. Which of the following beliefs has most likely led the company to take this decision? A. The employees in the company are interchangeable. B. The employees are the source of the company's success or failure. C. The union employees in the company will resign once their contract expires. D. A majority of the employees own shares in the company. E. A majority of the employees in the company have an automotive engineering background.

B: The employees are the source of the company's success or failure.

After filing a discrimination complaint with the Equal Employment Opportunity Commission (EEOC) or other governmental agency, how long will an individual have to wait before having the right to sue in federal court? A. 30 days B. 60 days C. 10 days D. 20 days E. 40 days

B: 60 days

Which of the following is necessary for the success of employee empowerment? A. The jobs must be designed in such a manner that the managers have complete control over business processes. B. Employees must be properly trained to exert their wider authority and use information resources such as the Internet. C. Pay and other rewards should reflect employees' loyalty to the organization and not their authority. D. Employers should provide feedback only when employees resign and are about to leave the organization. E. Employers should create jobs that minimize the need for the employees to come up with innovative ideas and solutions.

B: Employees must be properly trained to exert their wider authority and use information resources such as the Internet

Which of the following statements reflects a violation of the Age Discrimination in Employment Act? A. Older employees are permitted to work even after attaining the retirement age. B. Employees over the age of 40 are forced to retire as part of a company's downsizing program. C. An employee is denied employment because of the fact that he is a minor. D. Older workers in an organization are better compensated than the younger workers. E. An employee chooses voluntary retirement before attaining the retirement age.

B: Employees over the age of 40 are forced to retire as part of a company's downsizing program.

Aaron has been a systems analyst at a software company for six years. Although he works hard, gets favorable performance reviews, takes night classes in business management, and has applied for promotions, his coworkers always get the promotions instead. Aaron started asking his coworkers about this, and one of them said, "Don't you realize? This management will never promote someone like you." This supports Aaron's concern that he may be a target of discrimination because he is black; other talented employees are black, but no black employees have moved into management positions. Aaron decides to discuss the problem with the human resource manager. If he can't find a satisfactory solution that way, with which federal agency could he file a complaint? A. Anti-Discrimination Federal Agency B. Equal Employment Opportunity Commission C. Office of Federal Contract Compliance Programs D. Uniform Guidelines on Employee Selection Procedures E. Federal Register

B: Equal Employment Opportunity Commission

Which of the following requires the federal government to base all its employment policies on merit and fitness? A. Executive Order 11246 B. Executive Order 11478 C. The Civil Rights Act of 1866 D. The Civil Rights Act of 1871 E. The Rehabilitation Act of 1973

B: Executive Order 11478

Fiona, a manager at Norman Corp., is responsible for workforce analytics in the organization. Her supervisor, Martin, argues it is an unnecessary expense as he believes that collecting employee-related information is just an administrative responsibility. Which of the following statements, if true, would weaken Martin's argument? A. Fiona established policies regarding violations of company regulations. B. Fiona identified subordinates who showed the potential to become leaders in the company based on the data. C. Fiona prepared and distributed company publications on the organization's intranet. D. Fiona was able to actively recruit candidates from external sources, such as Internet job postings and college recruiting events. E. Fiona was able to specify the tasks and outcomes of a job that contributed to the organization's success.

B: Fiona identified subordinates who showed the potential to become leaders in the company based on the data.

Naomi, a white female applicant, is refused a job at a state university in favor of a less qualified minority applicant. She could consider suing the university on charges of reverse discrimination against her under the _____. A. Thirteenth Amendment B. Fourteenth Amendment C. Twenty-Second Amendment D. Civil Rights Act of 1866 E. Occupational Safety and Health Act

B: Fourteenth Amendment

Kathleen is a member of the human resource department at Jade Corp. Setting a goal to enhance the firm's strategy, Kathleen works to attain it by understanding the current human resources. Through a series of surveys, interviews, and observations, she learns what talents the various departments of Jade Corp. are currently in need of, and attracts new human resources according to those requirements. What kind of HRM responsibility does this example illustrate? A. HRM's responsibility to handle administrative tasks B. HRM's responsibility to serve as a strategic partner C. HRM's responsibility to carry out transactions D. HRM's responsibility to develop effective systems E. HRM's responsibility to answer questions

B: HRM's responsibility to serve as a strategic partner

Which of the following refers to organizations that have the best possible fit between their social system and their technical system? A. Workforce analysis systems B. Holistic management systems C. Supply chain systems D. High-performance work systems E. Total quality management systems

B: Holistic management systems

Which of the following is a standard that human resource managers must satisfy for HRM practices to be ethical? A. Managers must treat employees as family. B. Human resource practices must result in the greatest good for the largest number of people. C. Employment practices must respect employees' right of lifetime employment. D. Managers must always maintain that customers are right. E. Employment practices must limit the application of the principle of employment-at-will as it is unfair to employees.

B: Human resource practices must result in the greatest good for the largest number of people.

Which of the following is TRUE of an intranet? A. It is a system that uses powerful computers to analyze large amounts of data, such as data about employee traits. B. It is a network that uses Internet tools but limits access to authorized users in the organization. C. It is a network that is used by a business to reach out to the customers and send them product information. D. It is a system that is used by outside suppliers to update inventories. E. It is a network universally used by business organizations to transfer data from one geographical location to the other.

B: It is a network that uses Internet tools but limits access to authorized users in the organization.

Given that the National Institute for Occupational Safety and Health (NIOSH) has published numerous standards, what is the significance of the OSH Act's general-duty clause? A. It is extremely significant, because NIOSH standards are for government workers only. B. It is very significant, because NIOSH cannot anticipate all possible hazards. C. It is somewhat significant, because companies may not understand the NIOSH standards. D. It is slightly significant, because eventually the NIOSH standards may replace the general-duty clause. E. It is not at all significant, because the NIOSH standards have taken the place of the general-duty clause.

B: It is very significant, because NIOSH cannot anticipate all possible hazards

Which of the following is TRUE of quid pro quo harassment? A. It involves mocking an individual's sexual orientation. B. It refers to an individual gaining benefit in return for a sexual favor. C. It involves making hiring decisions based on the gender of the applicant. D. It involves harassment against people based exclusively on the factor of age. E. It provides preferential treatment for the minority gender at the workplace.

B: It refers to an individual gaining benefit in return for a sexual favor.

Which of the following best describes offshoring? A. It is the practice of having another company provide services. B. It refers to moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available. C. It is a method of staffing other than the traditional hiring of full-time employees. D. It is a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality of products and services. E. It refers to acquiring a new company in a distant location or another country in order to acquire higher market share or growth.

B: It refers to moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.

Which of the following statements is TRUE of an organizational policy of valuing diversity? A. The practice of valuing diversity has a single form, written into business theory. B. Organizations that value diversity see a diverse workforce as a competitive advantage. C. Valuing diversity means learning respect for the organization's shared values, not each individual. D. The types of diversity that are valued are limited to the categories protected by law. E. Valuing diversity is an alternative to supporting equal employment opportunity.

B: Organizations that value diversity see a diverse workforce as a competitive advantage.

Chelsea is a human resource manager at a construction company. Allison, an employee from one of the job sites, told Chelsea she is upset because her site supervisor has been flirting and asking her to go out with him, even after she asked him to stop. Chelsea meets with the supervisor and tells him the company could be sued for violating anti-discrimination laws. The supervisor says, "Aw, Allison knows I'm just joking! No worries, I'll give her a big raise when her performance review comes up, and then she'll know I'm a nice guy." Which of the following points does Chelsea need to stress with the supervisor? A. The supervisor needs to give Allison a raise immediately, to calm the situation. B. Sexual harassment includes conduct that creates an offensive work environment. C. Sexual harassment includes physical contact. D. Sexual harassment includes requiring sexual favors as a basis for employment decisions. E. The supervisor must report his conduct to the Equal Employment Opportunity Commission.

B: Sexual harassment includes conduct that creates an offensive work environment.

Which of the following is true about Title VII of the Civil Rights Act of 1964? A. The act permits employers to hire job applicants belonging exclusively to a particular nationality. B. The act applies to organizations with 15 or more employees. C. The act permits employers to retaliate against employees participating in a proceeding against an employer. D. The act protects employers from an employee's opposition to an alleged illegal employment practice. E. The act permits employers to hire an individual based on his or her gender and race in the absence of a bona fide occupational qualification (BFOQ).

B: The act applies to organizations with 15 or more employees.

Sam leaves an organization for three years to fulfill military duties. Which of the following observations is true of his employer's obligation to reemploy Sam under the Uniformed Services Employment and Reemployment Rights Act? A. The employer is not obligated to reemploy Sam. B. The employer must reemploy Sam with the same seniority and status he would have earned if his employment had not been interrupted. C. The employer must reemploy Sam, but is exempted from providing him any fringe benefits or retirement benefits. D. The employer must implement an early-retirement incentive program for Sam. E. The employer must reemploy Sam with a lower pay scale to compensate for his absence.

B: The employer must reemploy Sam with the same seniority and status he would have earned if his employment had not been interrupted.

William, an employee with the U.S. Postal Service, was deployed to Afghanistan to serve in the U.S. Army for two years. After the completion of his military duties, he resumed work at the post office. He was reemployed with an increase in pay. Which of the following laws protected William by requiring that his employer reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during the time of his deployment? A. Vocational Rehabilitation Act B. Uniformed Services Employment and Reemployment Rights Act (USERRA) C. Americans with Disabilities Act (ADA) D. Age Discrimination in Employment Act (ADEA) E. Occupational Safety and Health Act

B: Uniformed Services Employment and Reemployment Rights Act (USERRA)

Megan is starting a new business and is worried about OSHA regulations because she has often heard that they are extremely complex. Which statement offers Megan the best advice for meeting the requirements of the OSH Act? ' A. Don't worry about the regulations, because they apply only to large companies. B. Use the "Compliance Assistance Quick Start" on OSHA's website. C. Contact the Department of Labor to set up an appointment with a business representative. D. Use the job hazard analysis technique to meet all the requirements. E. Memorize the occupational health and safety standards published by NIOSH.

B: Use the "Compliance Assistance Quick Start" on OSHA's website.

What is an HR dashboard? A. a messaging system used by HR managers to communicate with employees B. a display of how the company is performing on specific HR metrics C. a tool used to measure the profitability and growth rate of the organization D. a computer system used to acquire and distribute information about work schedules and job duties E. a system used to store, analyze, and process the information regarding the levels of demand and inventory

B: a display of how the company is performing on specific HR metrics

The use of independent contractors, on-call workers, temporary workers, and contract company workers, collectively constitutes A. outsourcing. B. alternative work arrangements. C. consolidation. D. high-performance work systems. E. offshoring.

B: alternative work arrangements.

At Tech Scale Inc., a company that deals in software products, employees often complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which of the following HR functions? A. compliance with laws B. analysis and design of work C. compensation and benefits D. maintenance of employee relations E. recruitment and selection

B: analysis and design of work

The HRM function during downsizing is to terminate the workers who A. are performing multiple organizational roles. B. are less valuable in their performance. C. are a part of the external labor force. D. are older than the other employees. E. are being paid the highest salaries.

B: are less valuable in their performance.

M&B Textiles Inc., a garment manufacturing company, implements a new technology to improve the speed of its production process. To do this effectively, the company decides to train its employees on how to use this new process. The company also implements new quality checks and efficiency measures, reducing the costs of production while delivering better quality products. This process of making changes to vital company technology to make it more efficient is known as A. outsourcing. B. codetermining. C. downsizing. D. hedging. E. reengineering.

B: codetermining.

Nicole, an employee at Neo Corp., develops and distributes newsletters that announce upcoming events in the company. Which of the following human resource management practices is being performed by Nicole? A. performance management B. employee relations C. selection D. training E. compensation

B: employee relations

Some of the employees of RVZ Services are unhappy with their supervisor's comments and remarks. They feel they are being unduly discriminated against by the supervisor, and so they turn to the HR department for help. Addressing such problems is a part of the HR function of A. recruitment and selection. B. employee relations. C. training and development of employees. D. performance management. E. planning and administration of pay and benefits.

B: employee relations

Which of the following actions associated with an OSHA inspection can result in criminal charges? A. missing the walkaround B. falsifying records subject to the inspection C. allowing conditions that lead to an employee's injury D. failing to notify the employer of an upcoming inspection E. seeking a restraining order from a U.S. District Cour

B: falsifying records subject to the inspection

Moore Corp., a financial services company, specializes in customers' preferences and cost-efficient processes. They also encourage self-managing teams that make all decisions regarding business development and the sale of services to their customers. The firm ensures that there is a good fit between its work system and its people. This scenario implies that Moore has a A. workforce analysis system. B. high-performance work system. C. supply chain system. D. total quality management system. E. holistic management system.

B: high-performance work system.

Heather is a benefits specialist at McCoy Manufacturing. She negotiates contracts for insurance, retirement plans, and other employee benefits in order to get the best possible deal while meeting all legal requirements. She understands the details of each benefit and is able to help employees understand the value of their benefits. This scenario illustrates Heather's competency in the area of A. consultation. B. human resource expertise. C. relationship management. D. ethical practice. E. business acumen.

B: human resource expertise.

Abdul, a financial analyst, is not employed directly by any company. He works for several clients based on their requirements. Abdul would be classified as a(n) A. permanent employee. B. independent contractor. C. part-time employee. D. contract company worker.

B: independent contractor.

Which of the following statements is TRUE of a bona fide occupational qualification? A. it is considered illegal by a court B. it is a necessary qualification for a job C. it is strictly prohibited by organizations D. it is a preferred qualification for the job E. it is used to deem disparate treatment illegal

B: it is a necessary qualification for a job

An HR manager can demonstrate competency in communication by excelling at which of the following behaviors? A. setting a vision for the HR function B. listening effectively C. supporting inclusiveness D. maintaining confidentiality E. applying knowledge of business principles

B: listening effectively

When large U.S. software companies open facilities in developing countries to take advantage of the highly skilled labor available there at lower pay rates, they are engaging in A. consolidation. B. nationalization. C. crowdsourcing. D. codetermining. E. offshoring.

B: nationalization.

Daily Needs Inc. is a consumer goods company that provides the option of door-to-door delivery. The company has partnered with a packaging company for transporting its goods to the customers. This is an example of A. cause marketing. B. outsourcing. C. reengineering. D. disinvesting. E. downsizing.

B: outsourcing.

Dakota is the human resource manager at a poultry-processing facility with 75 employees. He just received a call saying that an OSHA inspector has arrived at the facility. What can Dakota expect the company will need to do first? A. send the employees home for the day B. provide the inspector with records of any deaths, injuries, and illnesses C. lead the inspector on a tour of the premises D. make the inspection officer aware of any health or safety problems E. temporarily halt all poultry processing until the inspection is over

B: provide the inspector with records of any deaths, injuries, and illnesses

As part of a company-wide business strategy, Wright Inc. conducts a comprehensive examination of its critical work techniques to increase their efficiency. The results of the examination are used to create a strategy to provide high-quality goods and services to the firm's customers. Which of the following HRM practices does Wright use? A. outsourcing B. reengineering C. downsizing D. merger E. acquisition

B: reengineering

Independent contractors are A. usually full-time company employees. B. self-employed individuals with multiple clients. C. people employed by a temporary agency. D. employed directly by a company for a specific time. E. people employed by a company to work on an independent project.

B: self-employed individuals with multiple clients.

Which of the following is a characteristic of current-day high-performance work systems? A. mismatches in technical system and social system B. employee empowerment in decision making C. increase in individual assignments D. centralized decision making E. reduced reliance on knowledge workers

B: employee empowerment in decision making

According to the philosopher Immanuel Kant, the right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic right of A. privacy. B. free consent. C. freedom of speech. D. freedom of conscience. E. first refusal.

B: free consent.

Ellie is a human resource manager at Harris Corp. She skillfully handles personal interactions with her staff and the other department managers. She is highly admired by others in the organization because she treats others with respect and builds trust. This scenario indicates Ellie has strengths in the HR success competency of A. consultation. B. relationship management. C. leadership and navigation. D. global and cultural effectiveness. E. critical evaluation.

B: relationship management.

The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as A. orientation. B. selection. C. compensation. D. work analysis. E. performance management.

B: selection

The parties with an interest in a company's success—typically, shareholders, the community, customers, and employees—constitute which members of the company? A. advisors B. stakeholders C. management D. personnel E. strategic partners

B: stakeholders

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight? A. performance management B. human capital C. tangible capital D. traditional management E. working capital

B: human capital

Identify the correct statement regarding downsizing. A. Downsizing improves long-term organizational effectiveness. B. The negative effect of downsizing is especially low among firms that engage in high-involvement work practices. C. Downsizing often disrupts the social networks through which people are creative and flexible. D. The negative impact of downsizing is especially low for those organizations that emphasize research and development. E. Downsizing campaigns only eliminate people who are replaceable.

C. Downsizing often disrupts the social networks through which people are creative and flexible.

Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument. A. Incumbents are a logical source of information; however, they may not be able to provide precise information. B. Incumbents provide accurate estimates of the importance of job duties, whereas supervisors provide accurate information about the time spent on safety-related risk factors. C. Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization. D. Depending on external job analysts to supplement incumbents' information could be risky due to the relative inexperience of the analysts involved. E. Information provided by observers who look for a match between what incumbents are doing and what they are supposed to do may be unreliable.

C. Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization.

Which of the following is the correct statement regarding internal recruitment sources? A. Research indicates that most organizational positions are filled internally. B. Internal recruitment sources expose an organization to new ideas or new ways of doing business. C. Internal recruiting minimizes the possibility of unrealistic employee expectations. D. Employee referrals are the most common source of job applicants for internal recruitment. E. Internal sources are the most appropriate for specialized upper-level positions.

C. Internal recruiting minimizes the possibility of unrealistic employee expectations

Identify the benefit of relying on internal recruitment sources. A. Internal candidates are likely to promote diversity in terms of race and sex. B. Internal applicants minimize the impact of political considerations in the hiring decision. C. Internal sources are generally cheaper and faster than other means. D. Internal sources expose an organization to new ideas or new ways of doing business. E. Current employees are well suited to recruit people for specialized upper-level positions.

C. Internal sources are generally cheaper and faster than other means.

Which of the following best describes a phased-retirement program? A. It refers to laying off older employees in small batches. B. It refers to giving lucrative incentives to a large number of older employees to voluntarily retire. C. It refers to reducing both the number of hours older employees work as well as the cost of these employees. D. It refers to giving older employees a certain time limit to voluntarily retire. E. It refers to offering alternative work locations and work responsibilities to older employees.

C. It refers to reducing both the number of hours older employees work as well as the cost of these employees.

Which of the following statements is true of an assessment center? A. It is a place where job applicants for manufacturing jobs undergo physical ability tests. B. It conducts a single test for all job applicants to test their technical potential. C. It uses multiple selection methods to rate applicants on their management potential. D. It is a selection method generally used for unskilled applicants. E. It has the lowest validity because it combines several assessment methods.

C. It uses multiple selection methods to rate applicants on their management potentia

INRT Software Solutions is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does INRT Software Solutions mean by this? A. Its employees have previous experience in performing similar jobs. B. It has factual or procedural information that is necessary for successfully performing a task. C. Its employees have a significant level of proficiency required to perform a particular task. D. Its employees are highly motivated. E. Its employees have software certifications. A skill is an individual's level of proficiency at performing a particular task—that is, the capability to perform it well.

C. Its employees have a significant level of proficiency required to perform a particular task.

Henry has been newly appointed as the head of the HR team at AAS Technologies. In an attempt to establish a more efficient and reliable workflow, Henry has taken up the responsibility of creating job descriptions and job specifications for the newly hired and current engineers within the organization. While doing so, Henry gathers information about the knowledge, skills, abilities, and other characteristics (KSAOs) required for an engineer to successfully perform the job. How will determining the KSAOs most benefit the organization? A. KSAOs will show engineers the work to be performed on the job. B. KSAOs will be a resource for writing job descriptions. C. KSAOs play a significant role in interviews and selection decisions. D. KSAOs will enable line managers to carry out job analysis. E. KSAOs should limit the number of factors listed in job specifications.

C. KSAOs play a significant role in interviews and selection decisions.

Which of the following statements is true of work flow analysis? A. Information cannot be considered to be an input because it is not tangible. B. All outputs must be strictly measured in terms of quantity. C. Outputs may be tangible or intangible products of the work processes. D. Quality standards are not a key criterion in the process of work flow analysis. E. Inputs and outputs are only the two stages required to represent a complete work flow cycle.

C. Outputs may be tangible or intangible products of the work processes.

Which of the following laws requires employers to make "reasonable accommodation" to incapacitated individuals? A. The Civil Rights Act of 1991 B. The Equal Employment Opportunity Act of 1988 C. The Americans with Disabilities Act of 1991 D. The Age Discrimination in Employment Act of 1967 E. The Fair Labor Standards Act of 1938

C. The Americans with Disabilities Act of 1991

Which of the following statements is true about referrals? A. Referrals fall under the category of internal sources of recruitment. B. The use of referrals tends to increase the likelihood of exposing an organization to different viewpoints. C. The use of referrals can contribute to nepotism. D. Referrals cost much more than other formal recruiting efforts. E. Referrals are the least preferred sources of new hires.

C. The use of referrals can contribute to nepotism.

Which of the following statements is true of selection decisions? A. They should be a simple matter of whom the supervisor likes best. B. They should be based on the amount of confidence observed in job candidates. C. They should be based on which candidate best meets the requirements of the position. D. They should be a simple matter of which candidate will take the lowest offer. E. They should be based on motivation, not abilities.

C. They should be based on which candidate best meets the requirements of the position.

Which of the following is true of telework arrangements? A. They are the most difficult to implement for people in managerial or professional jobs. B. They are the easiest to set up for manufacturing workers. C. They support the strategy of corporate social responsibility by reducing an employee's need to commute using a vehicle. D. They are limited to employees who are disabled or need to be available for children or elderly relatives. E. They are only provided for employees who hold key strategic positions in a company.

C. They support the strategy of corporate social responsibility by reducing an employee's need to commute using a vehicle.

Which of the following exemplifies the best use of utility for a selection procedure? A. Bette's, a suburban diner, spends a lot of time and money recruiting a server. B. A local gas station has a recruitment procedure that spans four months for the position of a cashier. C. Tywell Capital, an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO. D. Shinecare, a local car wash, employs a three-month-long selection procedure for hiring one of its operators. E. Haleview High School conducts several rounds of interviews to recruiting a maintenance worker.

C. Tywell Capital, an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO.

Generally, an organization checks references A. only if it believes the information provided by an applicant is incorrect. B. immediately after an applicant submits a résumé. C. after it has determined that an applicant is a finalist for a job. D. because it is a legal requirement under equal employment opportunity laws. E. because it is an unbiased source of information.

C. after it has determined that an applicant is a finalist for a job.

How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation? A. by giving as much information as possible B. by exclusively giving out positive information about a candidate C. by only giving information about observable, job-related behaviors D. by giving only broad opinions E. by excluding employment dates and the employee's final salary

C. by only giving information about observable, job-related behaviors

A manager of a functional department would require skills in aligning employees' efforts with the organization's higher-level goals. This is a valid statement because A. employees in a functional department need to work in a team. B. broad responsibilities are assigned to employees working in a functional department. C. employees in functional departments tend to identify more with their own departments. D. employees expect their managers to empower them by allowing them to work in self-managing teams. E. employees in such departments tend to work in cross-functional teams.

C. employees in functional departments tend to identify more with their own departments.

Steve, the CEO at Winsfeld Inc., learns that his company is perceived as low-value by customers. He plans to combat this by hiring highly skilled and knowledgeable employees in order to improve Winsfeld's competitive standing. In this scenario, Steve will most likely be hiring A. outsourced employees. B. offshored employees. C. employees with a core competency. D. employees with a college degree. E. temporary workers.

C. employees with a core competency.

Which of the following is a strategy used by the Occupational Safety and Health Administration to increase ergonomic job design? A. issuing regulations rather than guidelines for industries B. penalizing companies that allow employee participation in ergonomic redesign C. enforcing violations of its requirement that employers have a general duty to protect workers from hazards, including ergonomic hazards D. levying fines on employers who issue computers with keyboards instead of touchscreen tablets E. working with organizations to design workspaces in such a manner that they meet

C. enforcing violations of its requirement that employers have a general duty to protect workers from hazards, including ergonomic hazards

The manager of a local grocery store introduces a short conveyor belt that allows customers to place items on it prior to checking out. This saves the cashier from the physical strain of bending forward and reaching into the carts to retrieve the items. This change is an example of the _____ approach to job design. A. telecommuting B. job enrichment C. ergonomic D. flextime E. job sharing

C. ergonomic

Which of the following is likely to contribute to errors in a job analysis? A. use of multiple analysis methods to obtain a detailed job analysis B. inputs from multiple sources such as incumbents and supervisors C. fixed and unchanging job descriptions for various jobs D. a combination of internal and external sources of information for job analysis E. the creation of comprehensive and detailed job descriptions

C. fixed and unchanging job descriptions for various jobs

The second step in human resource planning is _____. A. forecasting labor shortage B. forecasting labor surplus C. goal setting and strategic planning D. program implementation and evaluation E. program goal setting

C. goal setting and strategic planning

Bob, an HR manager at Delair Inc., is expecting a labor surplus for the company in the month of December. This gives Bob nearly eight months to deal with the problem. In order to reduce the labor surplus, Bob decides to use a _____ strategy, which causes less suffering for employees. A. downsizing B. demotion C. hiring freeze D. pay reduction E. transfer

C. hiring freeze

In the context of evaluating the quality of a recruitment source, yield ratios express the A. output yielded by a new hire in relation to the cost of recruiting the new hire. B. dollar costs incurred per hire in relation to the number of applicants interviewed. C. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them. E. percentage of applicants who complete one year in the organization after recruitment.

C. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Which of the following is a challenge associated with an outsourcing strategy? A. labor shortage B. increased cost C. quality-control problems D. lack of necessary technology E. diseconomies of scale

C. quality-control problems

Nazir, an HR manager at Solomon Beverages, identifies and attracts potential job seekers to his organization. In the context of HRM functions, Nazir is carrying out the _____ process. A. promoting B. appraising C. recruiting D. forecasting E. disbanding

C. recruiting

A manufacturing company, hit by a slump in demand, is experiencing a labor surplus. The company expects the market to improve in six months, and it does not want to lay off any of its employees. Which of the following strategies is an equitable way to handle this issue and spread the burden more fairly? A. demotions B. outsourcing C. reduced work hours D. overtime E. employing temporary workers

C. reduced work hours

In most organizations, the first step in the personnel selection process is A. verifying the applicants' qualifications through reference and background checks. B. negotiating with the employee regarding salary and benefits. C. screening the applications to see which ones meet the basic requirements for the job. D. administering tests and reviewing work samples to rate the candidates' abilities. E. inviting candidates with the best abilities to the organization for one or more interviews.

C. screening the applications to see which ones meet the basic requirements for the job.

A correlation coefficient of -1.0 between two sets of numbers indicates _____. A. a complete lack of any correlation between the two sets B. that when one set of numbers goes up, so does the other set C. that when one set of numbers goes up, the other set goes down D. a positive correlation between the two sets E. an indefinite relationship between the two sets

C. that when one set of numbers goes up, the other set goes down

Name the model that was developed by Richard Hackman and Greg Oldham to describe ways to make jobs more motivating. A. the Cognitive Dissonance Model B. the Situational Leadership Model C. the Job Characteristics Model D. the Fleishman Job Analysis Model E. the Motivation-Hygiene Model

C. the Job Characteristics Model

Dave wants to set up a manufacturing unit, so he meets with Rodney, a human resource manager at his company. Rodney explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. He suggests they start by defining the outputs of the process. To do this, which of the following should Dave define? A. the processes that will be involved in manufacturing B. the number of people required for production C. the type of products that will need to be manufactured D. the special equipment, facilities, and systems needed for production E. the data and information needed by the work unit

C. the type of products that will need to be manufactured

Sasha, a production manager at ZestCorp Inc., must predict future labor demand using information about inventory levels from the past three years. Sasha will most likely use _____ to predict the demand. A. yield ratio B. workforce utilization review C. trend analysis D. cost per hire E. capacity utilization analysis

C. trend analysis

The employees at NeiFra Infosystems Inc., a website design company, have been struggling to provide quality services to clients. An investigation reveals that employees feel dissatisfied and mentally fatigued due to the challenging nature of their jobs. Ellen, the HR manager, suggests simplifying jobs in order to reduce errors and increase accuracy. Which of the following options would be a way to simplify the mental demands of employees' jobs? A. imposing rigorous quality control standards B. training employees to multitask between different job responsibilities C. using software that helps with tracking progress D. providing comfortably designed office chairs E. increasing the information-processing requirements of the job

C. using software that helps with tracking progress

Along with 50 other candidates, Rita applied for the position of analyst at Mechalium Inc. Because Rita's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which of the following would most likely be the next step taken by the recruiter? A. reviewing Rita's work samples B. negotiating salary and benefits with Rita C. verifying Rita's qualifications through background checks D. sending Rita a job offer letter E. getting Rita to sign the job offer

C. verifying Rita's qualifications through background checks

In the context of HRM functions, the activities of performance management include A. identifying applicants with the necessary knowledge and abilities that will help an organization achieve its goals. B. making a planned effort to enable employees to learn job-related knowledge, skills, and behavior. C. specifying the tasks and outcomes of a job that contribute to an organization's success. D. acquiring knowledge and skills that improve employees' ability to meet the challenges of a variety of new or existing jobs. E. seeking applicants for potential employment. The activities of performance management include specifying the tasks and outcomes of a

C: specifying the tasks and outcomes of a job that contribute to an organization's success.

Florence, a marketing executive in her late thirties, had worked at a reputable marketing firm for the last three years. However, she was fired from the company without any prior notice when she collapsed at work after experiencing an epileptic seizure. Following this, Florence sued the company under _____. A. Executive Order 11246 B. Rehabilitation Act of 1973 C. Americans with Disabilities Act D. Occupational Safety and Health Act E. Executive Order 11478

C: Americans with Disabilities Act

Select the case that would most likely be filed under disparate impact. A. Hakeem is not permitted to train on a new manufacturing machine because he has not yet completed his company's mandatory workplace safety training course. B. Betsy's coworker, Candice, is up for a promotion. Both were hired at the same time for the same entry-level accounting positions, and both have the same level of education. However Candice consistently seeks to take on additional responsibilities, while Betsy barely turns her own work in on time. C. Chantel wants to be part of her local police force. Both men and women are encouraged to apply, but Chantel discovers the force has a minimum height requirement of 5'10''. She is 5'6''. D. Ralph is reviewing applications for an open position at his company. One step in the hiring process requires him to investigate conviction records for all of the job applicants. E. Heather, an HR employee at a university, is putting together a job listing for an open faculty position. Her listing specifies that interested applicants must have a doctoral degree.

C: Chantel wants to be part of her local police force. Both men and women are encouraged to apply, but Chantel discovers the force has a minimum height requirement of 5'10''. She is 5'6''.

Which HR function involves offering programs through which employees acquire knowledge, skills, and behavior that improve their ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs? A. recruitment B. personnel policy C. development D. employee relations E. selection

C: Development

Carmen, a Hispanic female in the accounting department of a large retail chain, believes she has been the victim of race and sex discrimination. Why can't she turn to the Office of Federal Contract Compliance Programs (OFCCP) for assistance with this problem? A. The injury to Carmen is under the $50,000 threshold. B. The OFCCP protection does not cover sex discrimination. C. Her employer doesn't have contracts with the federal government. D. A retail chain would not be affected by federal anti-discrimination laws. E. Her company does not have an affirmative-action plan on file.

C: Her employer doesn't have contracts with the federal government.

Iris Corp. has made a name for itself by following long-standing methods to manufacture wooden furniture. Recently, competitors using more modern technology have appeared in the furniture market, and Iris has found its business suffering as a result. Using a TQM approach, which of the following might help Iris Corp. improve? A. Iris should firmly resist engaging in any risk taking, instead continuing to follow its traditional methods and processes. B. Iris management should not involve subordinates when looking to solve the corporation's problems. C. Iris should create an atmosphere that promotes innovation. D. Iris should ignore its customer needs and requests. E. Iris should provide quality training only to those in top management.

C: Iris should create an atmosphere that promotes innovation.

Zino Inc., a marketing firm, has employees who work in different cities in different time zones around the country. They coordinate their work efficiently with the help of technology, such as videoconferencing, mobile phones, and e-mail, for the production of marketing activities. Which of the following statements is true of Zino? A. It has a vertical organizational structure. B. It does not hold employees accountable for products and services. C. It encourages virtual teams. D. It encourages centralized decision-making. E. It has self-employed individuals with multiple clients.

C: It encourages virtual teams

Identify the statement that accurately represents the Americans with Disabilities Act. A. It permits an employer to cut down on fringe benefits of individuals with disabilities. B. It permits discrimination in areas such as layoffs and leaves. C. It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation. D. It classifies a person who needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty as disabled. E. It is used to protect individuals with conditions such as obesity and substance abuse.

C: It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.

How has the use of employee empowerment affected the recruitment process in the U.S.? A. It has enhanced the need for people with working knowledge of operating different kinds of machinery. B. It has substantially increased employment opportunities for workers with less education. C. It has shifted the focus away from technical skills to general cognitive and interpersonal skills. D. It has significantly reduced recruitment costs by using low-cost strategies, though it hinders innovation. E. It has made the recruitment process less time consuming.

C: It has shifted the focus away from technical skills to general cognitive and interpersonal skills.

What is the legal basis for considering sexual harassment to be illegal discrimination? A. It is a threat to workplace safety. B. It is a form of disability-related discrimination. C. It is a form of sex discrimination. D. It is a form of age discrimination. E. It is a form of workplace violence.

C: It is a form of sex discrimination.

Which of the following scenarios exemplifies an individual in the external labor market? A. Katie, a contract worker, working for a certain period specified in a written contract. B. Andrew, a temporary worker, being paid by a company for his services. C. Jill, an engineering graduate, looking for a job. D. Hilary, an employee, going through training. E. Salim, an employee, securing his financial services certification.

C: Jill, an engineering graduate, looking for a job.

Kelton Inc. produces large quantities of products for their customers within tight deadlines. Recently, customers have been returning their products to Kelton, citing errors and defects in the items they have received. Which of the following total quality management cores values does Kelton need to employ to correct this issue? A. Kelton needs to promote cooperation with vendors, suppliers, and customers. B. Kelton managers need to measure progress. C. Kelton needs to ensure quality is designed into their products so errors are prevented from occurring. D. Kelton needs to hold down costs. E. Kelton needs to employ methods to meet the needs of internal customers.

C: Kelton needs to ensure quality is designed into their products so errors are prevented from occurring.

In high-tech industries, such as computer software development, employers press the federal government for immigration laws that allow for a greater supply of foreign-born workers. What is the main reason these companies cite for that effort? A. There is a lack of adequate technology in the United States. B. Undocumented immigrants work harder than U.S. citizens. C. Qualified technical workers are scarce in the United States. D. U.S workers do not want this physically demanding work. E. The size of the U.S. workforce is declining.

C: Qualified technical workers are scarce in the United States.

Identify the correct statement regarding reasonable accommodation. A. Reasonable accommodation is the same as reverse discrimination. B. Reasonable accommodation exclusively compensates for the poor educational background that hampers the progress of employees. C. Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs. D. Reasonable accommodation is provided on a homogeneous basis without the provisions being tailored to the individual needs of employees. E. Reasonable accommodation is provided by an organization even if the requisite changes create undue hardship on the organization.

C: Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs.

Reese's use of illegal drugs limits her ability to walk properly. The elevator at her office was not working for many months, so Reese needed to climb two flights of stairs and had difficulty getting to her desk. She tried suing her company under the Americans with Disabilities Act, arguing that her company discriminates against individuals who cannot perform major life activities. Which of the following would weaken Reese's argument? A. Reese is not a senior employee. B. The ADA prohibits discrimination only against workers who are over the age of 40. C. The ADA does not cover conditions of substance abuse. D. Reese is not pregnant. E. The ADA applies only to the decisions or actions of the government.

C: The ADA does not cover conditions of substance abuse.

_____ granted all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts. A. The Thirteenth Amendment B. The Fourteenth Amendment C. The Civil Rights Act of 1866 D. Title VII of the Civil Rights Act E. Executive Order 11246

C: The Civil Rights Act of 1866

Emma, a 24-year-old Hispanic woman, pressed charges of sexual harassment against Jonathan, a politician. The case became sensational because the accused was one of the strongest candidates in the upcoming elections. In the case's final stage, the United States Supreme Court issued a verdict that cleared Jonathan of all charges on the grounds of lack of evidence. The ruling spurred angry protests from many interest groups, especially Hispanic women, and they wanted the verdict reversed. According to the prevalent system, which among the following would overturn the verdict in this case? A. a mass petition from the public B. an appeal from the minority population C. a law passed by Congress D. a ruling by the Equal Employment Opportunity Commission E. a petition from the United States Women Rights Council

C: a law passed by Congress

Finch Inc., a software company, uses an approach in which software developers and programmers interact directly with customers. The team asks the customers for their requirements, develops a sample, and sends it to them for feedback. The team continues production based on the feedback given by their clients. The firm spends less time on negotiating contracts and documenting processes. This scenario implies that Finch is using which of the following approaches? A. just-in-time B. total quality management C. agile D. downsizing E. outsourcing

C: agile

Milton Inc. is a large corporation preparing to acquire Quick Grow, a start-up business. Milton has many policies and procedures based on years of experience. Employees at Quick Grow are used to figuring out the best practices as they go along. How can Milton's HR professionals help the company prepare for the acquisition to succeed in spite of these differences? A. by replacing Quick Grow's employees with new employees who will follow rules B. by reassuring everyone that any differences will disappear after the acquisition C. by identifying the differences and developing employees' skills in conflict resolution D. by planning systems to ensure there are no conflicts following the acquisition E. by training employees in how to set up new HR systems

C: by identifying the differences and developing employees' skills in conflict resolution

At a supermarket chain, back injuries are a recurring problem around the loading docks, because employees in a rush forget to use proper lifting techniques. How could safety posters help the company improve safety? A. by establishing direct communications between supervisors and their employees B. by creating a paper trail to document a history of the employer's concern C. by serving as a constant reminder of how to lift safely D. by replacing mobile devices, which should not be present on a loading dock E. by delivering a message that varies based on employees' languages and age groups

C: by serving as a constant reminder of how to lift safely

A _____ refers to an agreement between the Equal Employment Opportunity Commission and an organization that the organization will cease certain discriminatory practices and possibly institute additional affirmative-action practices to rectify its history of discrimination. A. trust agreement B. good faith bargaining C. consent decree D. letter of indemnity E. judicial estoppel

C: consent decree

According to your text, the right of privacy is the right to A. know the nature of the job a person is being hired for. B. autonomy in how a person carries out their work. C. control what a person reveals about their private life. D. a fair and impartial hearing. E. fight against a wrongful discharge.

C: control what a person reveals about their private life.

Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as _____. A. sexual discrimination B. affirmative action C. disparate treatment D. reasonable accommodation E. reverse discrimination

C: disparate treatment

Gabriel opened up a small business that prints custom T-shirts, mugs, and trophies. He trains his 15 employees carefully, and after two years, no employee has experienced an on-the-job injury or illness. Under the requirements of the Occupational Safety and Health Act, what must Gabriel post in the workplace? A. OSHA Small Business Handbook B. OSHA Certificate of Compliance C. form 300A, Summary of Work-Related Injuries and Illnesses D. form 310A, Certification of Injury-Free Status E. general-duty clause

C: form 300A, Summary of Work-Related Injuries and Illnesses

Which of the following is one of the four principles that guides how ethical companies act? A. short change customers and vendors B. perform only in ways that benefit the company C. have a sense of purpose or vision that employees value and use D. only permit top management to take responsibility for the company E. emphasize fairness only if it suits the company

C: have a sense of purpose or vision that employees value and use

Costabin Inc., a company in the recycling business, has revamped its management and business criteria. It has also added new objectives that would require recruitment of new and skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm. This responsibility of the HR department is known as A. supply chain management. B. performance management. C. human resource planning. D. utilization analysis. E. performance planning.

C: human resource planning.

Oliver works at Tate Corp., an environmentally-conscious apparel manufacturing company. He primarily focuses on the tastes and needs of the firm's customers. He achieves this by managing a team that regularly interacts with customers through various promotional activities and events. He also provides insights on how to produce eco-friendly outfits through his specialized knowledge of cost-efficient manufacturing processes. This implies that Oliver A. is an HR professional. B. encourages centralized decision making. C. is a knowledge worker. D. encourages a narrow business focus. E. belongs to the external labor market.

C: is a knowledge worker

An automobile painting facility experienced a breakdown in one of its ventilation fans, causing a buildup of fumes. What must the facility do in this situation to meet the employee rights under the OSH Act? A. request an OSHA inspection B. provide an employee representative for an OSHA inspection C. promptly inform the affected employees about their exposure to hazards D. follow the steps in OSHA's "Compliance Assistance Quick Start" E. levy fines for safety violations

C: promptly inform the affected employees about their exposure to hazards

Which of the following technologies can be used to consolidate different HR functions into a single location, eliminate redundancy, and reduce administrative costs? A. Internet portals B. application services C. shared service centers D. business intelligence systems E. electronic performance support systems

C: shared service centers

Cody works at a machine production facility assembling small parts in a specialized division. In addition to his regular job duties, Cody works in tandem with his other coworkers to schedule work, select new team members, and carry out multiple assembly tasks. This style of work is best described as A. centralized. B. a virtual team. C. teamwork. D. agile development. E. knowledge work.

C: teamwork.

After a large fire at Rowen Mills Inc., the company called the employees together at the facility to investigate the incident. Management began by asking each of the employees to describe their understanding of what happened. Once all employees had given their views individually, they discussed the situation until they could agree on the single systemic failure that caused the fire. Which of the following methods is Rowen Mills using? A. operations cycle review B. standard protocol review C. technic of operations review D. job hazard analysis technique E. utilization analysis

C: technic of operations review

Select the method that promotes safety by determining which specific element of a job led to a past accident. A. reasonable accommodation B. affirmation action C. technic of operations review D. job hazard analysis technique E. utilization analysis

C: technic of operations review

What is the name of the agency that is responsible for enforcing the executive orders that cover companies doing business with the federal government? A. the Occupational Safety and Health Administration B. the National Institute for Occupational Safety and Health C. the Office of Federal Contract Compliance Programs D. the Equal Employment Opportunity Commission E. the Federal Department of Employment and Workplace Relations

C: the Office of Federal Contract Compliance Programs

During downsizing, the HRM function must "surgically" reduce the workforce by cutting only the workers who are less valuable in their performance. According to your text, which of the following is a reason for this being difficult to achieve? A. the definition of "less valuable" is fluid and hard to define B. downsizing companies tend to have a strong, interconnected hierarchy C. the best workers may leave before the organization lays off anyone D. voluntary turnover is encouraged for all levels of employees E. decision making has become decentralized, leaving no department with the power to reduce the workforce

C: the best workers may leave before the organization lays off anyone

Which of the following agencies is primarily responsible for enforcing the laws passed by Congress? A. the U.S. House of Representatives B. the U.S. Senate C. the executive branch of the government D. the legislative branch of the government E. the U.S. Cabinet

C: the executive branch of the government

Logan has joined a start-up manufacturing company as its human resource manager. One of his first responsibilities is to make sure the company complies with the OSH Act. Under this law, what records must Logan keep? A. a list of violations of the general-duty clause B. work-related injuries, plus an annual summary of employee illnesses C. work-related injuries and illnesses, with an annual summary of these D. schedule of employee-requested OSHA inspections E. responses to questions in OSHA's Small Business Handbook

C: work-related injuries and illnesses, with an annual summary of these

Joshua, the human resource manager at Potter Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua's responsibility of A. providing administrative services. B. preparing a job analysis. C. providing business partner services. D. creating a job design. E. maintaining positive employee relations.

C: providing business partner services.

Which of the following scenarios demonstrates a violation of the right of freedom of conscience in a workplace environment? A. A supervisor shares the previous employment details of an employee with a colleague. B. An interviewer does not specify the details of a job to a prospective employee. C. A supervisor coerces an employee to use unsafe practices to keep a project on schedule. D. An employee complains about his supervisor during a conference call with a client. E. A supervisor does not provide a fair hearing when an employee complains about a colleague.

C: A supervisor coerces an employee to use unsafe practices to keep a project on schedule.

Which of the following is TRUE of ethics in human resource management? A. evidence shows that HRM practices are invariably ethical B. the general public has a positive perception of the ethical conduct of U.S. businesses C. HR managers must view employees as having basic rights D. most managers have a positive perception of the ethical conduct of U.S. businesses E. most people believe that individuals apply values they hold in their personal lives to their professional activities

C: HR managers must view employees as having basic rights

Which of the following best describes evidence-based HR? A. It is the exclusive use of statistical models for planning, forecasting, and other related HR activities. B. It refers to establishing overlapping performance goals and desired outcomes during performance management. C. It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders. D. It is the process of ensuring that employees' activities and outputs match an organization's goals. E. It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.

C: It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders.

Charles heads the human resource department at technology development company Schultz Inc. There, he monitors trends of the labor markets in Schultz's industry. Studying the trends, Charles realizes the company is likely going to need more sources of employees skilled in robotics. He gathers information about the best robotics training programs in the regions where the company operates. Then he applies that information to build connections with selected schools, thereby resolving a recruitment problem before it becomes serious. This scenario illustrates Charles's competency in A. global and cultural effectiveness. B. communication. C. critical evaluation. D. leadership and navigation. E. relationship management.

C: critical evaluation.

If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to A. lifetime employment. B. privacy. C. due process. D. free consent. E. freedom of conscience.

C: due process.

The external labor market consists of A. contract workers in the organization. B. current employees of the organization. C. individuals who are actively seeking employment. D. employees who have direct contact with customers. E. employees of the immediate competitors of the organization.

C: individuals who are actively seeking employment.

Wilma heads the production department at Riden Inc., a firm that stresses the importance of maintaining regular contact with customers. Wilma is expecting a labor surplus in the future. John, a supervisor, recommends downsizing as an option to deal with this labor surplus, however, Wilma rejects this option. Which of the following statements will validate that Wilma made the right decision? A. Downsizing cannot be used to reduce the number of managers. B. Downsizing would result in increased operational costs. C. Downsizing cannot provide an immediate solution to labor surplus. D. Downsizing would hurt long-term organizational effectiveness. E. Downsizing would harm the hierarchy of top management.

D. Downsizing would hurt long-term organizational effectiveness.

Errol, a manager at a large holiday decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which of the following strategies would be the best option to help Errol avoid a labor shortage? A. Errol should hire new employees because he will most likely need additional workers after the holiday season to deal with an increasing sales trend. B. Errol should consider increasing his current employees' pay during the holiday season so they will work harder to achieve sales targets. C. Errol should keep his store closed during non-peak hours to compensate for labor shortages. This will ensure his current employees work harder during peak hours. D. Errol should hire temporary employees because he can let them go once the holiday season is over. E. Errol should consider increasing the prices of toys so that he can make higher profits with fewer sales, thereby reducing the number of customers and consequently solving the labor shortage issue.

D. Errol should hire temporary employees because he can let them go once the holiday season is over.

Identify the step that can be taken by an organization to enrich manufacturing jobs for its employees. A. Divide tasks among employees in greater detail. B. Carry out time-and-motion studies to identify the best way to perform a job. C. Make the tasks repetitive and simple to avoid errors. D. Give employees more authority to manage the production process. E. Establish a centralized decision-making process.

D. Give employees more authority to manage the production process.

Which of the following would be a benefit to the company if it plans on applying industrial engineering to existing jobs? A. Industrial engineering will increase the complexity of the work. B. Industrial engineering will eliminate the need for specialization in the job. C. Industrial engineering will make jobs less specialized and less repetitive. D. Industrial engineering will provide measurable and practical benefits. E. Industrial engineering will represent the best way to make jobs more meaningful.

D. Industrial engineering will provide measurable and practical benefits.

Marjorie has joined the HR department of Thomas Johnson Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Marjorie has been given the task of conducting job analyses and creating job descriptions for the site engineers. Which of the following should Marjorie consider while creating the job descriptions? A. Job descriptions do not include the job title. B. Job descriptions focus on the qualities or requirements a person performing a job must possess. C. Job descriptions contain only a brief statement that represents the set of responsibilities. D. Job descriptions contain detailed specifications of the tasks involved in carrying out each duty. E. Job descriptions are lists of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job.

D. Job descriptions contain detailed specifications of the tasks involved in carrying out each duty.

Malik is an HR manager at a large accounting firm. He hires and trains the firm's staff of recruiters. Malik hires people with education in human resource management and a warm attitude that displays a positive interest in people. How else should he equip the recruiters so that they have success in this kind of work? A. Malik should give them a realistic job preview about the recruiters' position. B. Malik should select recruiters in an ideal age range. C. Malik should train the recruiters in how to perform candidates' jobs. D. Malik should equip recruiters with the kinds of information job applicants are seeking. E. Malik should tell recruiters to downplay any negative information about the firm.

D. Malik should equip recruiters with the kinds of information job applicants are seeking.

Leeding Engines Inc. specializes in manufacturing internal combustion engines. Recently, Leeding has decided to create a division for the flexible fuel field. During this time, Mark, the HR manager, has been reviewing and updating job descriptions. With the knowledge that a new division of jobs will be created, what would be the appropriate course of action for Mark to take next? A. Mark should amend the original job descriptions to say they all will eventually take on flexible fuel responsibilities. B. Mark should take care to avoid including the titles of the jobs while formulating new job descriptions. C. Mark should wait until the new employees are hired before creating the new job descriptions. D. Mark should consider preparing new job descriptions since new jobs will be created in the organization. E. Mark should reuse the old job descriptions for the new jobs, instead of creating new ones.

D. Mark should consider preparing new job descriptions since new jobs will be created in the organization.

Yienze Inc., a manufacturer of electronic goods, is experiencing financial losses. The company is also facing the problem of a labor surplus due to low demand for its products. In this context, which of the following would be the best way for Yienze to deal with this labor surplus? A. The company must consider work sharing because it causes relatively less suffering to the employees. B. The company must choose an early retirement option because it gives an option to employees to voluntarily leave the organization with suitable monetary compensation. C. The company must freeze employee hiring and focus on natural attrition because it is a relatively fast way to reduce a labor surplus. D. The company must consider downsizing because it is the quickest way to deal with a labor surplus that results in financial losses. E. The company must consider retraining employees because it helps improve their interpersonal skills.

D. The company must consider downsizing because it is the quickest way to deal with a labor surplus that results in financial losses.

A strategic approach to selection requires ways to measure the effectiveness of selection tools. According to your text, which of the following is a basic standard for this? A. The method can be personally relatable. B. The method will highlight invalid information. C. The information provided will always be specific to the candidates applying. D. The method offers practical value. E. The legality of the selection criteria depends on which country the measurement is performed.

D. The method offers practical value.

LRPN Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which of the following is most likely true of the organizational structure of LRPN Consulting? A. Management jobs are not affected by the organizational structure. B. The jobs mostly involve teamwork or broad responsibilities. C. The focus is primarily on products or customer groups within LRPN. D. The workers work alone at highly specialized jobs. E. The workers have more authority and are involved in decision making.

D. The workers work alone at highly specialized jobs.

Identify a disadvantage of using temporary and contract workers. A. Revocability of this method is more difficult than other methods of avoiding labor shortage. B. These kinds of workers cannot be hired through an agency. C. These methods are a relatively slow solution to labor shortage. D. These workers tend to be less committed to an organization. E. These workers work well in key jobs, but not in those jobs that supplement permanent employees.

D. These workers tend to be less committed to an organization.

According to the Job Characteristics Model, _____ refers to the job characteristic that reflects the degree to which a job allows an individual to make decisions about the way the work is carried out. A. task knowledge B. task ability C. skill variety D. autonomy E. feedback

D. autonomy

Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability are referred to as _____ tests. A. job performance B. honesty C. personality inventories D. cognitive ability E. physical ability

D. cognitive ability

For tests that measure abstract qualities such as intelligence or leadership skills, validity would best be established by _____ validation. A. criterion-related B. content C. concurrent D. construct E. predictive

D. construct

Identify the detail that can be asked in an application form to gather information about suitable candidates. A. marital status B. history of disabilities C. number of children D. educational background E. applicant's race

D. educational background

Bitstar Global Inc. is a soft-drink manufacturing company. Kelly, the production manager, works with a human resource consultant to design a new work flow for the production unit. Together they define the necessary inputs. These include raw materials, information, human resources, and _____. A. skills B. outputs C. work processes D. equipment E. activity

D. equipment

Which of the following is a "Big Five" personality trait? A. physical ability B. cognitive ability C. aptitude D. extroversion E. honesty

D. extroversion

Organizations carry out human resource planning to A. reduce hiring of workers from colleges and universities. B. increase hiring costs to match industry standards. C. avoid taking risks. D. gain an advantage over competitors. E. replace technology with highly skilled workers.

D. gain an advantage over competitors.

David Carr is the HR manager of Witherspoon Inc., a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. This scenario suggests that he wants to know if this test is a(n) _____ method. A. substitutable B. evaluative C. practical D. generalizable E. nondirective

D. generalizable

Carmella, an HR manager at Crexion Inc., is dealing with labor shortage problems due to a sudden increase in production levels at the company. Among the following options, the fastest way to fix this problem is to _____. A. use retrained transfers B. focus on turnover reductions C. hire new employees D. hire temporary employees E. focus on technological innovation

D. hire temporary employees

Britt, a production manager at Frelix Inc., is expecting a labor shortage for a short period of time. He would like to avoid it with a strategy that can be easily eliminated in the future when there is optimal labor available for work. Which of the following options for avoiding a labor shortage would be the right solution for Britt? A. hiring new employees B. employing technological innovation C. using retrained transfers D. hiring temporary employees E. reducing managerial staff

D. hiring temporary employees

Pamela, the manager of an electronics store in California, gives her staff the authority to resolve customer complaints. She lets the staff decide whether to issue refunds or replace merchandise in case of consumer grievances. Which of the following job design techniques is Pamela implementing in her store? A. job sharing B. job extension C. job rotation D. job enrichment E. job evaluation

D. job enrichment

Which of the following is an internal source of recruitment? A. employee referrals B. direct applicants C. employment agencies D. job postings E. personal interviews

D. job postings

Catherine is an HR executive looking for a new job. She comes across an advertisement in a newspaper seeking applications for the position of an HR manager. The advertisement exclusively highlights requirements such as strong communications skills, excellent teamwork abilities, and leadership skills. These requirements constitute a _____. A. job evaluation B. job analysis C. job description D. job specification E. job orientation

D. job specification

What does a correlation of 0 mean? A. a negative correlation B. a positive correlation C. a correlation where one number goes up and the other goes down D. no correlation at all E. an error in the correlation coefficients

D. no correlation at all

Walters & Williams, a consulting firm, equips all of its employees with laptop computers, which they use at their desks and carry to client meetings. What ergonomic challenge may result from employees using these devices throughout the day? A. shoulder strain from carrying them around B. pain from the tactile feedback of pressing keys C. fatigue from taking frequent breaks to move around D. physical strain to wrists from improper positioning for typing E. distraction from paying attention to posture

D. physical strain to wrists from improper positioning for typing

Connor is a human resource specialist at a company with a promote-from-within policy. Based on that policy, what method should he include in his recruiting efforts to fill an open position for an accounting supervisor? A. using the services of a private employment agency B. inviting employees to refer a friend C. sending recruiters to colleges D. posting the job on the company's intranet E. posting the job on the company's careers website

D. posting the job on the company's intranet

Harriett wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Harriett. Which of the following terms refers to the job information given by the recruiter? A. vacancy analysis B. substantive job criticism C. pragmatic job survey D. realistic job preview E. role examination

D. realistic job preview

Steve applies for a job at Texel Inc. because his friend Dan, who is a manager there, prompts him to do so. In this scenario, Steve is a(n) _____. A. direct applicant B. natural applicant C. neutral applicant D. referral E. executive search professional

D. referral

In the context of HR planning, implementation that ties planning and recruiting to an organization's strategy and to its efforts to develop employees becomes a complete program of A. reengineering. B. total quality management. C. benchmarking. D. talent management. E. workforce utilization.

D. talent management.

Next Tech applies research into physics and biochemistry to create advanced surgical instruments and implants. Its research department attracts some of the most talented professionals in these disciplines, each with a passion for his or her specialty. Next year, the position of vice president of research will be vacant, so the executive team is working with the HR department to define selection criteria for a new vice president. Given the company's structure, which of the following qualities will be important for the new vice president to possess? A. experience in setting up divisions based on customer groups B. experience in leading employees with broad responsibilities C. skill in setting up structures and jobs D. the ability to align researchers' work with the company's strategy E. the ability to motivate employees to identify more heavily with their profession

D. the ability to align researchers' work with the company's strategy

According to the Job Characteristics Model, which of the following best describes task identity? A. the extent to which a job requires a variety of skills to carry out the tasks involved B. the degree to which a job allows an individual to make decisions about the way the work will be carried out C. the extent to which a person receives clear information about performance effectiveness from the work itself D. the degree to which a job requires completing a "whole" piece of work from beginning to end E. the extent to which a job has an important impact on the lives of other people

D. the degree to which a job requires completing a "whole" piece of work from beginning to end

Which of the following HR activities is similar to analyzing a job that does not yet exist? A. human resource planning B. performance appraisal C. job evaluation D. work redesign E. selection

D. work redesign

A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job, of which 40 are black and 50 are white. Assuming that the company decides to hire 10 blacks and 25 whites, what can be inferred using the four-fifths rule? A. 0.5 < 0.8; this indicates that there is no evidence of discrimination. B. 2 > 0.8; this indicates that there is evidence of discrimination. C. The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence, there is no evidence of discrimination. D. 0.5 < 0.8; this indicates that there is evidence of discrimination. E. 2 > 0.8; this indicates that there is no evidence of discrimination. The four-fifths rule finds evidence of discrimination. If an organization's hiring

D: 0.5 < 0.8; this indicates that there is evidence of discrimination.

How has the requirement for creating high-performance work systems changed? A. There is a drive toward low-cost strategy in the labor market. B. Employees prefer implementation of a 40-hour workweek. C. Competitors are looking for ways to standardize prices in their respective industries. D. Employers are looking for ways to tap people's creativity and interpersonal skills. E. Customers are demanding standardized products over customized products.

D: Employers are looking for ways to tap people's creativity and interpersonal skills.v

Identify the case in which disparate treatment is considered legal. A. In a particular retail outlet, male workers are employed to handle the sales. B. In an electrical company, male workers are exclusively employed to work as electricians. C. In a vehicle manufacturing company, male workers are exclusively employed in all departments. D. In a certain shopping mall, female workers are exclusively employed to clean the women's restroom. E. In a particular hospital, only female nurses are appointed.

D: In a certain shopping mall, female workers are exclusively employed to clean the women's restroom.

Select the statement that characterizes the Civil Rights Act of 1991. A. It limits damage claims to attorney's fees and costs. B. It requires violators to pay punitive damages that specifically cover emotional pain and suffering. C. It prohibits violators from paying compensatory damages. D. It limits the maximum punitive damages allowed depending on the size of an organization. E. It limits the maximum punitive damages to $50,000 for all organizations even if the discrimination was intentional.

D: It limits the maximum punitive damages allowed depending on the size of an organization.

Identify the statement that characterizes the Age Discrimination in Employment Act. A. It favors the idea of coercing employees to accept early-retirement incentives. B. It permits an employer to reduce the fringe benefits to all employees over 40. C. It permits companies to lay off older workers when the economy is slow. D. It outlaws making employment decisions based on a person's age being over 40. E. It recommends early-retirement incentive programs wherein employees agree not to sue the company for ageism.

D: It outlaws making employment decisions based on a person's age being over 40.

Which of the following is true about avoiding discrimination? A. A bona fide occupational qualification is a merely preferred qualification for performing a job. B. Proving disparate impact in court requires showing an employer's intent. C. Proving disparate treatment in court does not require the plaintiff showing an employer's intent. D. Reasonable accommodation is provided subject to the condition of undue hardship. E. If the four-fifths rule is satisfied, substantial evidence of discrimination exists.

D: Reasonable accommodation is provided subject to the condition of undue hardship.

In what way does teamwork make work more significant? A. It centralizes authority so workers do not have to make decisions. B. Team members have less authority, so they can relax. C. Teams get to work on fast-moving assembly lines. D. Team members contribute to quality and assume many activities traditionally reserved for managers. E. Teams spare employees from having to work directly with customers.

D: Team members contribute to quality and assume many activities traditionally reserved for managers

Anne, a business researcher, believes that organizations will have to spend a lot of money on employee health care in the future. Her colleague Nick argues that organizations will not have to increase their spending on employee health care benefits. Which of the following statements weakens Nick's argument? A. The labor force is expected to grow at a greater rate by 2024 than at any other time in U.S. history. B. The largest proportion of the labor force is expected to be in the 16- to 25-year age group. C. The fastest-growing age group is workers 16-25, who are prone to having accidents. D. The fastest-growing share of the workforce is at least 55 years old. E. The total cost of labor in the United States will decrease considerably in the near future.

D: The fastest-growing share of the workforce is at least 55 years old.

Identify the correct statement about flexible work schedules. A. Flexible work schedules prevent work demands from spilling over to employees' personal lives. B. Flexible work schedules require companies to be staffed 12 hours a day, five days a week. C. Employees in manufacturing environments and service call centers are being asked to work 16-hour days. D. The globalization of the world economy and the development of e-commerce have made the notion of a 40-hour workweek obsolete. E. Professional employees do not face long hours anymore due to flexible work schedules.

D: The globalization of the world economy and the development of e-commerce have made the notion of a 40-hour workweek obsolete.

AlphaTech is a company that develops software to help businesses with data processing. Their software performs multiple businesses functions, including processing payrolls, generating tax information for employees, and managing performance evaluation reports. The software is hosted on a remote server maintained by AlphaTech, and client businesses can access it online. Which of the following technologies is being used by AlphaTech to perform the computing tasks for other businesses? A. Intranet portal B. HR dashboard C. data mining D. cloud computing E. business Intelligence

D: cloud computing

A person that is employed directly by a company for a certain amount of time, specified in a formal agreement between the company and the workers, is referred to as a(n) A. on-call worker. B. independent contractor. C. temporary worker. D. contract company worker. E. part-time worker.

D: contract company worker.

According to your text, which of the following is a challenge for human resource management during mergers? A. scrutinizing balance sheets B. evaluating the financial worth of the new company C. developing competitively priced products D. developing conflict resolution skills E. sustaining the brand image of the company

D: developing conflict resolution skills

Which of the following reflects a core value of total quality management? A. providing quality training to specific employees B. detecting errors and correcting them as they appear in an error-prone product or service C. developing generalized methods and processes that only focus on meeting the needs of external customers D. encouraging cooperation with vendors, suppliers, and customers to improve quality E. measuring an employee's progress based on how productive the employee appears

D: encouraging cooperation with vendors, suppliers, and customers to improve quality

According to the core values of total quality management, A. the progress of employees should be measured through self-evaluation. B. external customers should not be given any importance while developing any process. C. only key personnel should receive training in quality. D. errors in a product or service should be prevented before occurrence. E. internal customers should be valued more than external customers.

D: errors in a product or service should be prevented before occurrence.

Which of the following actions could be an example of how the Occupational Safety and Health Administration plays a role in the legal environment for human resource management? A. passing laws to protect workers' safety and health B. holding trials concerning alleged violations of its regulations C. holding trials concerning alleged violations of the Occupational Safety and Health Act D. filing lawsuits against alleged violators of the Occupational Safety and Health Act E. issuing executive orders related to worker safety and health

D: filing lawsuits against alleged violators of the Occupational Safety and Health Act

The Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____. A. women B. minors C. older employees D. individuals with disabilities E. minorities

D: individuals with disabilities

Which of the following is an advantage of using a human resource information system in an organization? A. it can be used to scrutinize balance sheets B. it can be used to develop new lines of products C. it can be used to scout potential offshoring locations D. it can help avoid litigation and lawsuits E. it can be used by salespeople to improve sales

D: it can help avoid litigation and lawsuits

Reese, the human resource manager at Axis Inc., has developed an inspiring vision of how the HR function should contribute to employees' well-being and the company's success. She models the values and behaviors supporting that vision, and she gets her staff excited to be part of realizing the vision. This indicates that Reese has competencies in the area of A. global and cultural effectiveness. B. critical evaluation. C. relationship management. D. leadership and navigation. E. human resource expertise.

D: leadership and navigation

The HR function of maintaining positive employee relations includes A. maintaining performance measures on outcomes. B. offering training programs on effective teamwork. C. selecting only those applicants that are referred by employees. D. maintaining communication with union representatives. E. planning employee pay and benefits.

D: maintaining communication with union representatives.

A meatpacking facility has been neglecting employee health and safety. If employees contact OSHA to request an inspection, what can the facility's management expect? A. a form from OSHA requesting that management give permission for the visit B. a phone call from OSHA to schedule the inspection C. a letter from OSHA announcing an inspection within the next month D. no advance notification from OSHA E. a form signed by the employees requesting the inspection

D: no advance notification from OSHA

Which of the following is defined as the process of ensuring employees' activities and outputs match an organization's goals? A. job analysis B. supply chain management C. employee development D. performance management E. career planning

D: performance management

Logan, a blind man in his early twenties, was recently hired as a DJ at a local radio station in Miami. He was given permission by his manager to bring his guide dog to work. In this instance, Logan's employer makes a(n) _____. A. disparate impact B. disparate treatment C. reverse discrimination D. reasonable accommodation E. undue hardship

D: reasonable accommodation

Which of Kant's basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order? A. right of freedom of speech B. right of equal opportunity employment C. right to due process D. right of freedom of conscience E. right of privacy

D: right of freedom of conscience

The growth in e-commerce and the information economy has led to an increase in the demand for employees in A. technical jobs. B. mining and resource extraction. C. agriculture. D. service occupations. E. manufacturing.

D: service occupations.

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community, is called A. adjustability. B. absorbability. C. substitutability. D. sustainability. E. credibility.

D: sustainability.

Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers? A. work flow analysis B. job analysis C. conjoint analysis D. talent management E. performance management

D: talent management

The use of technology by HR departments in business organizations has resulted in A. organizations becoming more restrictive about information pertaining to workplace policies. B. the elimination of the self-service approach toward information dissemination. C. the elimination of face-to-face meetings and training sessions. D. the collection of employees' opinions through online surveys. E. HR employees having greater responsibilities for record keeping.

D: the collection of employees' opinions through online surveys.

Vanessa started a new job in a print shop. She worries about the different chemicals in the workplace, so she requests information about them from her employer. Which employee right under the OSH Act is Vanessa exercising? A. the right to request an OSHA inspection B. the right to have a representative present at an OSHA inspection C. the right to a workplace free of chemicals D. the right to have dangerous substances identified E. the right to have employer violations posted at the work site

D: the right to have dangerous substances identified

Liberty Eagle Enterprises has a policy statement making it clear that it does not tolerate sexual harassment. It set up an employee hot line for reporting harassment. When it received complaints about one of the maintenance workers, the company took action and corrected the problem immediately. However, two months later, it is receiving more complaints, this time about a supervisor on the night shift. What else should Liberty Eagle do to keep the workplace free from sexual harassment? A. modify the complaint procedure so employees don't overuse it B. wait to investigate the new complaints C. file a complaint with the Equal Employment Opportunity Commission D. train all employees to identify inappropriate workplace behavior E. broaden the policy to include harassment of men, not just women

D: train all employees to identify inappropriate workplace behavior

According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, which of the following refers to a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply? A. content analysis B. job analysis C. SWOT analysis D. utilization analysis E. applied behavior analysis

D: utilization analysis

Identify the correct statement regarding the composition of the U.S. labor force during the projected 2014-2024 period. A. The labor force is expected to grow at a greater rate than at any other time in U.S. history. B. The largest proportion of the labor force is expected to be in the 16- to 25-year age group. C. The segment of the workforce nearing retirement age will hold steady. D. Despite a small increase in the number of young workers, the overall workforce will be aging. E. The total workforce of the United States will considerably decrease. It is expected that despite a small increase in the number of young workers, the overall workforce will be aging.

D: Despite a small increase in the number of young workers, the overall workforce will be aging.

When a manufacturer experienced a slowdown in sales, it laid off the two employees with the poorest attendance. One of the employees sued the company, saying it should have laid off the most recently hired workers. What defense would the company most likely offer? A. The layoffs were not discriminatory. B. The company was forced to make the layoffs. C. There are no federal laws that apply to this situation. D. The layoffs were instances of employment at will. E. The age of the company's workforce has been rising.

D: The layoffs were instances of employment at will.

How do human resources professionals provide an organization with a sustainable competitive advantage? A. They manage commonly available resources. B. They help the organization do what competitors are doing. C. They keep the organization focused on the short term. D. They hire high-quality employees who provide a needed service as they perform many critical functions. E. They hire employees who are very enthusiastic despite lacking job experience and training.

D: They hire high-quality employees who provide a needed service as they perform many critical functions.

When Ulysses Corp., a travel insurance company, decided to introduce new goals for its internal management, there was a rift regarding what should be implemented. Group A emphasized short-term goals that would benefit the company, while Group B believed in introducing policies that would create more mutually-beneficial relationships with client businesses, such as major airlines. Which of the following results would prove Group B's decision to be ideal? A. rival businesses going bankrupt due to a slow economy B. an increase of quarterly bonuses offered to executives C. studies showing a rise in the number of consumers looking to take a vacation D. an increase of airline customers purchasing Ulysses' insurance E. a steady decline of unhappy employees at Ulysses Corp. due to new healthcare benefits

D: an increase of airline customers purchasing Ulysses' insurance

A human resource professional of a company exhibits the competency of business acumen when he or she A. acquires knowledge of other cultures. B. responds to reports of unethical conduct. C. applies statistical knowledge to understand data. D. applies knowledge of how HR functions contribute to business success. E. uses HR technology correctly.

D: applies knowledge of how HR functions contribute to business success.

Acme Manufacturing wants to build a new factory and is comparing locations in three states. How could an HR professional use consultation competencies to support this effort? A. by handling the personal interactions among the decision makers B. by encouraging people to collaborate on a decision C. by setting a vision for the HR function D. by gathering data about labor supply and demand in the states E. by gaining knowledge of business principles

D: by gathering data about labor supply and demand in the states

In the context of human resource management, human capital refers to the A. wages, benefits, and other costs incurred in support of HR functions in an organization. B. cash, equipment, technology, and facilities that an organization uses. C. tax-deferred value of an employee's 401(k) plan. D. organization's employees, which add economic value to the company. E. total budget allocated to the HR department in an organization.

D: organization's employees, which add economic value to the company

Which of the following would qualify as a compressed workweek? A. Employees are required to be at work from 10:00 a.m. to 3:00 p.m. and can choose additional hours before or after this period. B. Two part-time employees work in different shifts and share the tasks of a specific job. C. Employees work in the office two days a week and work from home the other three days. D. Employees can choose to work away from a centrally located work area. E. Employees work 10 hours a day so that they work fewer days per week.

E. Employees work 10 hours a day so that they work fewer days per week.

Which of the following statements is true of the Americans with Disabilities Act of 1991? A. Employers can ask pre-employment questions to investigate disabilities. B. Interviewers are prohibited from asking a candidate if he or she can meet the attendance requirements for a job. C. Interviewers are permitted to ask candidates the number of sick leaves he or she took at his or her previous job. D. Employers are permitted, in making hiring decisions, to use employment physical exams that could reveal a psychological or physical disability. E. Employers are required to make reasonable accommodation to disabled individuals.

E. Employers are required to make reasonable accommodation to disabled individuals.

_____ states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause. A. Due-process policy B. Employment flexibility C. Rule of fair treatment D. Rule of law E. Employment at will

E. Employment at will

Gordon, a supervisor at AutoMate Inc., realizes that a couple of months from now, he might experience a labor shortage for approximately two weeks due to increased demand for the company's products. Which of the following options would be best for dealing with this labor shortage? A. Gordon should hire new employees because it is a simple process. B. Gordon should depend on technological innovation because it helps replace human labor with machines. C. Gordon should use outsourcing because it reduces internal costs. D. Gordon should encourage employees to stay with the company. E. Gordon should encourage employee overtime because it helps to increase productivity for a short period of time.

E. Gordon should encourage employee overtime because it helps to increase productivity for a short period of time.

Which of the following best defines a competency? A. It is the set of duties performed by a particular team. B. It is the list of tasks, duties, and responsibilities (TDRs) that a particular job entails. C. It is a set of related duties for accomplishing work. D. It is the activity that a work unit's members engage in to produce a given output. E. It is an area of personal capability that enables employees to perform successfully.

E. It is an area of personal capability that enables employees to perform successfully.

Identify the disadvantage of using the Position Analysis Questionnaire (PAQ). A. It applies exclusively to similar job profiles. B. It measures only the inputs of a work process. C. It fails to provide computerized reports. D. It only deals with the mental processes involved in performing a job. E. It results in abstract reports that are of limited use.

E. It results in abstract reports that are of limited use.

What is a basic difference between job specifications and job descriptions? A. Job specifications define tasks, and job descriptions define responsibilities. B. Job specifications list observable actions, and job descriptions describe general qualities. C. Job specifications look at a job's activities, and job descriptions look at the qualities needed to do the job. D. Job descriptions define tasks, and job specifications define responsibilities. E. Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job.

E. Job descriptions look at a job's activities, and job specifications look at the qualities needed to do the job

Which of the following is true about medical examinations of job candidates? A. Medical examinations may not be related to job requirements. B. Medical examinations are conducted upon the receipt of a candidate's résumé. C. Medical examinations are conducted specifically for individuals with disabilities. D. Medical examinations that measure size and strength can never be used for a job. E. Medical examinations are conducted after a candidate has been given a job offer

E. Medical examinations are conducted after a candidate has been given a job offer

Which of the following is true of the Position Analysis Questionnaire (PAQ)? A. It considers only the inputs of a work process, ignoring the outputs. B. PAQ reports are very useful for writing job descriptions or redesigning jobs. C. PAQ ratings cannot be used to compare dissimilar jobs. D. The descriptions in the PAQ reports are very clear and specific. E. The PAQ is meant to be completed only by job analysts trained in this method.

E. The PAQ is meant to be completed only by job analysts trained in this method.

What is a disadvantage of using résumés as a source of information about job applicants? A. It is a relatively expensive method of gathering information. B. It does not allow applicants to highlight accomplishments. C. Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. D. A résumé is biased in favor of the employer. E. The content of the résumé is controlled by the applicant.

E. The content of the résumé is controlled by the applicant.

Which of the following is true of executive search firms? A. They find new jobs almost exclusively for high-level, unemployed executives. B. They help organizations in on-campus recruiting. C. They help only entry-level and inexperienced employees to find jobs. D. They are agencies administered by the federal government or governmental organizations. E. They serve as a buffer, providing confidentiality between an employer and a recruit.

E. They serve as a buffer, providing confidentiality between an employer and a recruit.

Sharon, an HR manager, is considering methods of job analysis to introduce at her organization in order to improve the process of writing job descriptions. One option she is considering is the Position Analysis Questionnaire (PAQ). Which of the following statements best explains a drawback of the PAQ that would be relevant to her objectives? A. This method considers only the inputs of a work process, ignoring the outputs. B. This method relies on fixed job titles and narrow task descriptions. C. This method cannot be used to compare dissimilar jobs. D. This method allows people with very basic reading skills to fill out the questionnaire. E. This method provides descriptions that are rather abstract.

E. This method provides descriptions that are rather abstract.

Which of the following is true of validity? A. Validity cannot be explained using correlation coefficients. B. Validity identifies how free a measurement is from random error. C. Validity measures the level of cultural fit. D. Validity can only be measured in one way. E. Validity ensures the fairness of employment practices during selection procedures.

E. Validity ensures the fairness of employment practices during selection procedures.

Which of the following is a permissible question to ask in job applications and interviews? A. How would you feel about working for someone younger than you? B. Are you a citizen of the United States? C. What religious holidays do you observe? D. Where were you born? E. Will you need any reasonable accommodation for this hiring process?

E. Will you need any reasonable accommodation for this hiring process?

In terms of the Job Characteristics Model, feedback refers to the extent to which _____. A. a job requires a variety of skills to carry out the tasks involved in the job and its duties B. employees are given the authority to make decisions C. performance appraisals are perceived as transparent and fair by employees D. a job requires a variety of skills to carry out the tasks involved E. a person receives clear information about performance effectiveness from the work itself

E. a person receives clear information about performance effectiveness from the work itself

Statistics that measure the degree to which two sets of numbers are related are known as _____. A. aligned statistics B. important integers C. reliable ratings D. natural numbers E. correlation coefficients

E. correlation coefficients

Gilbert, an HR manager at MaxNet Inc., hires 50 employees in five months. He has used different sources of recruitment to recruit these employees. He wants to know which kind of source delivered the most new hires for the money. To answer that question, Gilbert should determine the _____. A. hiring conversion rate B. prospective cost C. return on investment D. yield ratio E. cost per hire

E. cost per hire

Which of the following is an element in the final stage of human resources planning? A. estimating labor demand B. forecasting labor supply C. estimating labor surplus or shortage D. strategic planning E. evaluating outcomes

E. evaluating outcomes

Orange Banking Group, a corporation that has a global presence, is seeking to hire employees for its IT team. Among the available job positions are those of system administrators and chief technology officer. Who among the following is most likely to be the best source for preparing an analysis of skills needed to fill these important technical positions? A. HR executives B. incumbents C. supervisors D. line managers E. external job analysts

E. external job analysts

Koland Corp. is an interior design firm based in California. The firm has a team of interior designers working closely with manufacturers to create home décor products. In the context of a work flow analysis, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute the _____. A. outputs B. jobs C. work processes D. operating procedures E. inputs

E. inputs

Creations Media Inc., a publishing company, conducted an internal survey on employee satisfaction. The results indicated that a majority of its support staff considered their jobs to be monotonous. In order to change this, management decided to combine the job duties of assistants, typists, and file clerks into a single job that requires all three kinds of work. Which of the following techniques of job design did this move constitute? A. job analysis B. job review C. job identification D. job evaluation E. job extension

E. job extension

N-Pax Technology Corp., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Nathan, the HR manager, considers the requirements of the job, including the necessary knowledge, level of proficiency, enduring capabilities, and other personality traits, such as persistence or motivation to achieve. Which of the following documents includes these considerations to help Nathan in selecting a candidate? A. job description B. job definition C. job evaluation D. job scope E. job specification

E. job specification

Trotta Inc., a manufacturer of widgets, has entered into a contract with a third party to perform services related to processing orders, managing inventory levels, and shipping products to customers. The company is engaged in A. offshoring. B. consolidating. C. licensing. D. acquiring. E. outsourcing.

E. outsourcing.

Pluto Inc. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) _____. A. behavior description interview B. in-basket interview C. situational interview D. exit interview E. panel interview

E. panel interview

Russell, an entrepreneur, wants to hire a human resource professional who can help him make decisions about who will or will not be allowed to join his organization. In advertising for this professional, what term should he use to describe the process he wants help with? A. predictive validation B. job analysis C. concurrent validation D. trend analysis E. personnel selection

E. personnel selection

The structure of HealthCo Hospital is strongly based on function. Which statement is most describes staff positions at this hospital? A. positions require more cognitive ability than at other hospitals B. most positions are structured around teamwork C. employees have broad authority for decision making D. employees work in teams to care for groups of patients E. positions are highly specialized

E. positions are highly specialized

Anthony, an HR manager at Synergy Inc., wishes to design jobs that do not exceed the mental capabilities and limitations of employees. To do so, Anthony would most likely have to ______. A. allow employees to opt for a compact workweek schedule B. control autonomy and stress error-free work C. increase the amount of reporting requirements and documentation D. train employees to multitask and self-manage teams E. reduce the information-processing requirements of a job

E. reduce the information-processing requirements of a job

ALTS Infosystems is a software consulting firm based in Redmond. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, ALTS Infosystems is using _____. A. a utilization analysis B. the Fleishman Job Analysis System C. a work flow design D. a conjoint analysis E. the Position Analysis Questionnaire

E. the Position Analysis Questionnaire

Solenz Inc. is a relatively new company that employs 23 workers. When it finished a major contract, the owner realized that there wasn't enough work left for all the remaining workers. The company is negotiating contracts that could provide future work in a few months, but it currently must address its labor surplus in order to remain financially sound. Which of the following is the best strategy to deal with this labor surplus? A. an early-retirement program B. natural attrition C. a hiring freeze D. downsizing E. work sharing

E. work sharing

In a recent trend, some companies are doing away with their human resource departments altogether because they A. prefer to have vertical organizational structures. B. want to establish a centralized decision-making system. C. need more narrowly-defined jobs due to greater concern for innovation and quality. D. do not need HR for recruitment as they rely heavily on promotions from within and applicants referred by current employees. E. want to encourage department managers and other employees to handle HR issues as they arise.

E: want to encourage department managers and other employees to handle HR issues as they arise.

Solar Energy Inc. is a company that produces solar panels for domestic use. It has 800 permanent employees working in different departments. Suppose the company gets involved in a case of intentional employee discrimination. What is the maximum amount of punitive damages it would have to pay under the Civil Rights Act of 1991? A. $50,000 B. $100,000 C. $200,000 D. $250,000 E. $300,000

E: $300,000

Which of the following statements is TRUE of a psychological contract? A. A psychological contract describes spoken expectations that are widely held by employers and employees. B. In the new version of the psychological contract, organizations manage the career paths for their employees. C. In the traditional version of the psychological contract, organizations expected employees to take more responsibility for their own careers, from seeking training to balancing work and family. D. A psychological contract is a display of how the company is performing on specific HR metrics, such as productivity and absenteeism. E. A psychological contract is not formally put into words

E: A psychological contract is not formally put into words

The _____ is the set of guidelines issued by the Equal Employment Opportunity Commission (EEOC) and other agencies to identify how an organization should establish a recruitment process that is free and fair. A. Uniform Commercial Code B. Equal Opportunity Legislation and Policy C. Code of Federal Regulations D. Uniform Guidelines on Employee Selection Procedures E. Equal Employment Opportunity Commission's Employer Information Report

E: Equal Employment Opportunity Commission's Employer Information Report

Which of the following statements is true about downsizing? A. HRM cannot, and should not, inform all employees why downsizing is necessary B. HRM should withhold information regarding downsizing rather than maintain open communication with remaining employees C. downsizing is associated with positive stock returns D. downsizing results in higher profitability following layoffs E. HRM can provide downsized employees with outplacement services to help them find new jobs

E: HRM can provide downsized employees with outplacement services to help them find new jobs

Identify the correct statement regarding the Occupational Safety and Health Act (OSHA). A. In a closing conference, all the findings of the inspection are kept confidential with the concerned officers. B. OSHA compliance officers do not entertain any kind of input or complaints from employees during the inspection. C. OSHA compliance officers notify employers a month in advance before the inspection. D. The OSHA compliance officer will seek a restraining order from the U.S. District Court, even if the inspection reveals that the problem is minor. E. If an OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

E: If an OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

Which of the following statements is TRUE of employee empowerment? A. Proper training must be provided only to supervisors so that they can exert their wider authority. B. Managers should ensure that employees are not linked to resources outside the organization, such as customers. C. Employee empowerment shifts the recruiting focus away from cognitive and interpersonal skills toward general technical skills. D. Employee empowerment prevents holding employees accountable for the products and services they developed. E. Jobs must be designed to give employees the necessary latitude for making a variety of decisions.

E: Jobs must be designed to give employees the necessary latitude for making a variety of decisions.

Jonathan and Nicole hold the same position at an organization. However, Jonathan is paid more than Nicole. According to the Equal Pay Act of 1963, which of the following will strengthen the fact that the pay difference is a legal one? A. Jonathan is more skilled than Nicole because he is a male. B. Nicole is not an American citizen. C. Jonathan is younger than Nicole. D. Nicole is pregnant. E. Jonathan works the night shift.

E: Jonathan works the night shift.

Which of the following is the most common reason why U.S. organizations hire employees in foreign countries? A. lack of technology in the U.S. B. lack of demand for their products in the U.S. C. poor quality of labor in the U.S. D. governmental pressure E. low cost of labor in foreign countries

E: Low cost of labor in foreign countries

An OSHA compliance officer visited a warehouse of ABC Worldwide to conduct an inspection. The inspector found several safety violations related to items that could tip over and fall. She discussed these violations with ABC Worldwide's facility supervisor and human resource manager. What is most likely to happen next? A. the officer conducts employee interviews B. the officer conducts a "walkaround" tour of the employer's premises C. the company pays a $20,000 fine for each violation D. the company asks employees to notify management of any future OSHA inspections E. OSHA gives the company a time frame within which to correct the violations

E: OSHA gives the company a time frame within which to correct the violations

Rhea is an employee at Diaz Inc. She specializes in interacting with customers and understanding their preferences in order to design user interface products that meet their needs. Which of the following statements is true about Rhea? A. She specializes in outsourcing. B. She is a part of the external labor market. C. She bases her work on the terms of a psychological contract. D. She is an on-call worker. E. She is a knowledge worker.

E: She is a knowledge worker.

Which of the following is the correct statement about the HR responsibilities of supervisors? A. Supervisors do not interview job candidates. B. In large organizations, all HR activities are carried out by supervisors. C. Supervisors do not need to be familiar with the basics of HRM. D. Job analysis and job design are techniques that lie outside the purview of supervisors. E. Supervisors typically have responsibilities related to all the HR functions.

E: Supervisors typically have responsibilities related to all the HR functions.

When Nicole started working for Brawny Construction, two of her coworkers made a point of telling sex-related jokes around her, and they occasionally ran their fingers through her hair and suggested meeting up after work. Nicole feels uncomfortable. What grounds would she have for complaining to the human resource department about her coworkers? A. Their behavior violates Executive Order 11246. B. Their behavior violates the Thirteenth Amendment. C. Their behavior probably violates the OSH Act. D. Their behavior could be considered quid pro quo harassment. E. Their behavior could be considered creation of a hostile working environment.

E: Their behavior could be considered creation of a hostile working environment.

Which of the following describes companies that are ethical and successful? A. They are solely concerned about the benefits of the company while making business decisions. B. The owners most often assume responsibility for the actions of the company, rather than the employees. C. They are less concerned about the interests of the people involved in the business. D. Their main aim is to maximize profits in all their transactions. E. They have a sense of purpose and vision that the employees value and use in their day-to-day work.

E: They have a sense of purpose and vision that the employees value and use in their day-to-day work.

Which of the following statements is true about the Civil Rights Acts of 1866 and 1871? A. They denied plaintiffs any form of compensatory and punitive damages. B. They restricted the rights of entering into and enforcing contracts to white citizens only. C. They denied individuals the right to sue in federal court. D. They excluded other individuals from having the same property rights as white citizens. E. They were passed to further the Thirteenth Amendment's goal of abolishing slavery.

E: They were passed to further the Thirteenth Amendment's goal of abolishing slavery.

A downsizing strategy at Archer Corp. has resulted in negative stock returns and lower profitability following the layoffs. According to your text, which of the following best explains the reason for these negative results at Archer? A. Downsizing tends to eliminate good performers instead of poor performers first. B. Downsizing demands the HR department have a third-party vendor provide services, which results in lower revenues. C. Downsizing conducts a complete review of the organization's critical work processes, which results in heavy expenditures. D. The HRM of a firm must provide downsized employees with multiple stock options. E. When labor costs fall after a downsizing, sales per employee also tend to fall.

E: When labor costs fall after a downsizing, sales per employee also tend to fall.

Mega Homes wants to expand rapidly by building homes in major markets throughout the United States. Which of the following forecasts by the Bureau of Labor Statistics presents the most significant challenge to rapid expansion? A. whites continuing be the largest racial group B. more women participating in the paid labor force C. Asian-Americans being the fastest-growing racial group D. greater racial and ethnic diversity E. a slowing growth rate for the U.S. civilian labor force

E: a slowing growth rate for the U.S. civilian labor force

Forward Fuels is a chemicals manufacturer with a large research and development team searching for new alternatives to gasoline. Because it develops new chemicals and is constantly innovating, the Department of Labor cannot possibly keep up with specific safety and health standards for its workplace. Some of the managers are asking Destiny, the human resource manager, if that means they don't have to bother trying to comply with all the OSHA regulations. What should Destiny recommend? A. ask NIOSH to anticipate all possible hazards that could occur B. focus on planning for emergency responses when injuries do occur C. under the general-duty clause, the company is exempt from specific regulations D. simply focus on the health and safety risks that are widely known E. be constantly alert for potential sources of harm and correct them

E: be constantly alert for potential sources of harm and correct them

Which of the following technologies provides insight into commercial trends and patterns and helps organizations improve decisions? A. electronic performance support systems B. Internet portals C. shared service centers D. application service provider E. business intelligence

E: business intelligence

Dave is the project manager at Arc Inc. He encourages his team members to have brainstorming sessions before initiating a project to determine the best method to deliver positive results. He provides his team members with complete authority to execute all production tasks independently. This scenario indicates that Dave promotes A. centralized decision making. B. risk aversion. C. downsizing. D. outsourcing. E. employee empowerment.

E: employee empowerment.

Which of the following refers to full involvement in one's work and commitment to one's job and company? A. job enhancement B. employee selection C. employee appraisal D. job specialization E. employee engagement

E: employee engagement

Which of the following refers to the process of getting detailed information about jobs? A. job rotation B. supply chain management C. job analysis D. policy creation E. job orientation

E: job orientation

The new type of psychological contract has resulted in reduced A. creativity. B. employee compensation. C. flexibility. D. training and development opportunities. E. job security.

E: job security.

The management of Holmes Inc. expects its employees to be enthusiastic about their work by seeking training, putting in long hours of work, initiating better work procedures, and maintaining a sound balance between professional life and personal life. In return, the firm's employees expect management to arrange for better incentives, flexible work schedules, and increased authority to execute their tasks. This scenario is an example of a(n) A. employee contract. B. offer letter. C. legal agreement. D. legal bond. E. psychological contract.

E: psychological contract.

When an individual is promised a positive outcome for submission to sex, or threatened with a negative outcome for failure to submit to sex, this is referred to as _____. A. adverse impact B. disparate impact C. reverse discrimination D. undue hardship E. quid pro quo harassment

E: quid pro quo harassment

The system in which employees have online access to information about human resource issues and go online to enroll themselves in programs and provide feedback through surveys is termed A. social facilitation. B. payroll automation. C. cloud computing. D. data mining. E. self-service.

E: self-service

Which of the following represents an act of participation in a proceeding? A. removing a whistleblower from employment B. implementing affirmative action measures C. expressing dissatisfaction over employment casually D. retaliating against a whistleblower E. testifying in an investigation

E: testifying in an investigation

Name the agency that is responsible for tracking changes in the composition of the U.S. labor force and forecasting employment trends. A. the National Statistics Association B. the Occupational Outlook Bureau C. the U.S. Census Bureau D. the Bureau of Economic Analysis E. the Bureau of Labor Statistics

E: the Bureau of Labor Statistics

An OSHA inspector completed her inspection of a mining operation, including a walkaround and employee interviews. Then the OSHA inspector sought a restraining order from a federal court. What can you infer from this action by the inspector? A. the inspector is an attorney representing the employees of the mining company B. the inspector looked for violations of the general-duty clause C. the inspector is requesting to conduct a closing conference D. the inspector wants the company to have a reasonable time frame to correct violations E. the inspector found a violation that could cause serious injury or death

E: the inspector found a violation that could cause serious injury or death

Which of the following is true of early-retirement programs that are used as a method of downsizing? A. they are the most effective B. they are linked to greater employee suffering and distress C. they offer a better alternative to the "grenade" approach D. they help in distinguishing between good and poor performers E. they are humane

E: they are humane

Albright Corp. uses a set of quantitative tools to assess employee data such as performance, compensation, designations, and benefits. This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals. Albright is engaging in the practice of _____. A. training and development B. job design C. employee relations D. talent management E. workforce analytics

E: workforce analytics

Which of the following statements is true about the HR profession? A. A degree in law is the sole requirement for those who wish to choose HRM as a profession. B. All HRM professionals have a postgraduate degree. C. Professional certification in HRM continues to be the only way to get into the field. D. Usually, HR generalists get paid substantially more than HR training directors. E. HR generalists usually perform the full range of HRM activities.

E: HR generalists usually perform the full range of HRM activities.

Daniel, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel's view because she thinks HRM is an unnecessary expense for the company. Which of the following statements weakens Melissa's belief? A. HRM is highly substitutable and interchangeable. B. HRM is easily available for all companies to utilize. C. HRM helps an organization imitate human resources at a high-performing competitor. D. HRM ensures that persons with high levels of the needed skills and knowledge are easily found. E: HRM is indispensable for building a competitive advantage.

E: HRM is indispensable for building a competitive advantage.

HR activities are exclusively carried out by an HR specialist in small organizations.

FALSE

Human resource management is increasingly becoming a purely administrative function.

FALSE

In companies that are ethical and successful, senior executives are the only stakeholders who are responsible for the actions of the company.

FALSE

The concept of "human resource management" implies that employees in an organization cannot be considered as a resource and hence are interchangeable.

FALSE

The right of free consent states that employers can conceal the nature of a job while hiring an employee for a particular position.

FALSE

The role of an HR generalist is essentially limited to recruitment and selection.

FASLE

FALSE

Managers and economists traditionally have seen human resource management as a source of value to their organizations

Greater concern for innovation and quality has shifted the job trend to using more broadly defined jobs.

TRUE

Greater use of electronic databases has increased concerns about how employers protect employees' privacy.

TRUE

High-performance work systems have been essential in making organizations strong enough to weather the storm of a recession and remain profitable when the economy begins to expand after the recession.

TRUE

In organizations with sustainable strategies, the HR departments focus on employee development and empowerment rather than short-term costs.

TRUE

Kira feels that being denied a promotion has more to do with being a woman than with her overall performance. However, her supervisors and the HR department are refusing to hear her case. This suggests that Kira has been denied her right to due process

TRUE

No two human resource departments have precisely the same roles and responsibilities.

TRUE

The Society for Human Resource Management is the primary professional organization for HRM and the world's largest human resource management association.

TRUE

The clusters of competencies needed by human resource professionals include technical, interpersonal, business, and leadership competencies.

TRUE

The supervisors in an organization play a key role in employee relations because they are most often the voice of management for the employees.

TRUE

The vast majority of HRM professionals have a college degree.

TRUE

When a person evaluating performance is not familiar with the details of a job, outcomes tend to be easier to evaluate than specific behaviors.

TRUE

Luis is an HR manager preparing a message to his company's employees, explaining the company's new policy of valuing diversity. Which of the following statements should he use to express the best business case for valuing diversity? A. A diverse workforce makes the company more competitive by providing insights into its diverse customers. B. A diverse workforce is necessary to stay out of legal trouble related to equal employment opportunity. C. Valuing diversity takes many forms, including affirmative action and rewards for demonstrating respect. D. Valuing diversity need not be limited to employees in categories protected by law. E. Valuing diversity involves administrative decisions for the human resource department.

A. A diverse workforce makes the company more competitive by providing insights into its diverse customers.

Natalie, a manager at a construction company, contends that applying industrial engineering is the simplest way to structure work and maximize efficiency. Which of the following statements supports Natalie's argument? A. Applying industrial engineering reduces the complexity of work. B. Applying industrial engineering makes jobs more dynamic. C. Organizations cannot combine industrial engineering with other approaches to job design. D. Applying industrial engineering makes training people extremely difficult and time consuming. E. Applying industrial engineering to a job increases its complexity.

A. Applying industrial engineering reduces the complexity of work.

Gary, the new human resource manager at Alchemy Corp., proposes using automated systems for screening résumés of applicants. Gary claims that automated systems are better than humans at picking the right profiles. Which of the following statements weakens Gary's claim? A. Automated systems might reject qualified people who didn't use the same keywords as the job description. B. Automated systems reduce the pace of the selection process by a large margin. C. Automated systems prevent candidates from knowing the status of their applications. D. Automated systems do not help in matching résumés to the keywords in job requirements. E. Automated systems refrain from replying to the candidates when their profiles are rejected.

A. Automated systems might reject qualified people who didn't use the same keywords as the job description.

Identify the similarity between the natural attrition and early retirement strategies for reducing a labor surplus. A. Both strategies yield slow results for an organization. B. Both strategies cause high suffering to the employees of an organization. C. Both strategies can be applied for preventing labor shortages. D. Both strategies are expensive to implement. E. Both strategies encourage layoffs.

A. Both strategies yield slow results for an organization.

Which of the following is a requirement under the Immigration Reform and Control Act of 1986? A. Employers must verify and maintain records on the legal rights of applicants to work in the United States. B. Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. C. Employers must pay lower wages to immigrant workers. D. Employers must verify the legal age of employees who do not hold American citizenship. E. Employers must ask a potential employee's religion.

A. Employers must verify and maintain records on the legal rights of applicants to work in the United States.

Steve contends that a manager conducting a job analysis is required not only to define jobs when they are created but also to detect changes in jobs. What is the validity of Steve's argument? A. Errors in job analysis have multiple sources, but most result from outdated job descriptions. B. Today's workplace is more or less inflexible and is not constantly subject to change. C. People imagine jobs to be unstable, whereas jobs actually do not change or evolve over time. D. Changes in jobs occur only when there is a change in the descriptions of jobs. E. Steve's argument is incorrect because new jobs do not have job descriptions.

A. Errors in job analysis have multiple sources, but most result from outdated job descriptions.

Why is temporary employment popular with employers? A. It gives employers flexibility in operations. B. It allows employers to comply with the requirements of affirmative action imposed by the government. C. The quality of work from temporary workers is usually far superior. D. It is the most effective strategy for key customer service jobs. E. Temporary workers are more committed to the organization.

A. It gives employers flexibility in operations

Which of the following best describes job sharing? A. It is a work option in which two part-time employees carry out the tasks associated with a single job. B. It is a work option that allows full-time employees to choose start and end times within the guidelines specified by an organization. C. It is a work option that empowers individual workers by adding more opportunities for specialization in their current job duties. D. It is a work option that enlarges jobs by combining several relatively simple jobs to form a job with a wider range of tasks. E. It is a work option that enlarges jobs in an organization by moving employees among several different jobs.

A. It is a work option in which two part-time employees carry out the tasks associated with a single job.

Which of the following is true about content validity? A. It is usually measured on the basis of expert judgment. B. It indicates how free a measurement is from random errors. C. It is most suitable for tests that measure abstract qualities. D. A test that scores high on content validity tends to score low on generalizability. E. It is useful for tests that measure intelligence and leadership quality.

A. It is usually measured on the basis of expert judgment.

Which of the following best describes outsourcing? A. It refers to contracting with another organization to perform a broad set of services. B. It refers to finding cheap resources in another country to gain a competitive advantage. C. It refers to using a temporary or contract employee to fill a single job vacancy. D. It refers to buying the necessary raw materials needed to conduct business from external suppliers. E. It refers to moving operations away from the home location to decrease cost savings.

A. It refers to contracting with another organization to perform a broad set of services.

Which of the following is a true statement regarding KSAOs? A. KSAOs are characteristics of people and are not directly observable. B. KSAOs and TDRs are the same thing. C. In developing job specifications, considering all elements of KSAOs is unimportant. D. The term stands for knowledge, skill, adaptability, and other characteristics. E. KSAOs detail the tasks, duties, and responsibilities of a job.

A. KSAOs are characteristics of people and are not directly observable

Richard, a researcher, is of the opinion that organizations should empower employees, and suggests this should be done by designing work to be done by self-managing teams. Which of the following statements would validate Richard's argument? A. Self-managing teams are highly involved in decision making. B. Self-managing teams do not have the authority to schedule work or hire team members. C. Organizations do not have to incur additional training expenditures. D. Team members do not have to perform a wide variety of tasks, and they view their effort as significant. E. Self-managing teams consume more time and result in lower productivity.

A. Self-managing teams are highly involved in decision making.

In the past, hospitals deferred to physicians' judgments in how they carry out their work. More recently, hospitals have begun asking surgical teams to use pre-surgical checklists aimed at avoiding miscommunications and oversights. From a job design perspective, why is this aspect of work flow an appropriate one for a hospital to focus on? A. Simplifying work is especially beneficial when jobs are challenging and the costs of error are severe. B. Simplifying work is especially important when jobs are challenging and employees are poorly trained. C. When jobs are complex and challenging, job design should focus on motivational issues such as autonomy. D. Simplifying the mental demands of the jobs may enable a hospital to replace high-priced physicians with technicians. E. Use of checklists will limit the amount of memorization and information required by a surgical team.

A. Simplifying work is especially beneficial when jobs are challenging and the costs of error are severe.

Adam, an HR executive observes that telework or telecommuting has been a rising trend. He considers developing a policy to allow telecommuting at his company. Which of the following statements is a fact about telecommuting that would support implementing this policy? A. Telecommuting may support a strategy of corporate social responsibility. B. Organizations that use telecommuting require more office space. C. Employees telecommuting may have greater absences from work. D. A telework arrangement is easy to set up for manufacturing workers. E. A telework arrangement is difficult to set up for people in managerial, professional, or sales jobs.

A. Telecommuting may support a strategy of corporate social responsibility.

Josh, a human resource manager at a manufacturing company, recommends that the company use the Position Analysis Questionnaire (PAQ) for conducting job analysis. Which of the following statements best supports Josh's recommendation? A. The PAQ considers the whole work process, from inputs through outputs. B. The PAQ can be easily scored without a computer. C. The PAQ is based on 52 categories of abilities. D. The PAQ can be completed by untrained personnel. E. A person who fills out the PAQ does not need college-level reading skills.

A. The PAQ considers the whole work process, from inputs through outputs.

Which of the following is true about cognitive ability tests? A. They are especially valid for jobs requiring adaptability. B. They are relatively expensive compared to the other tests. C. They measure strength, endurance, psychomotor abilities, and other physical abilities. D. They are free from legal complications. E. They are especially valid for simple jobs.

A. They are especially valid for jobs requiring adaptability.

Which of the following is true of competency models? A. They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy. B. They identify and describe a few competencies required for success in a particular occupation or set of jobs. C. They are only applicable to middle managers of an organization. D. They focus more on tasks and outcomes and not on how people work. E. They are only created for different occupational groups in an organization.

A. They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy.

Which of the following is true of companies that use a "lead-the-market" pay strategy? A. They pay more than the current market wages for a job. B. They have a recruiting disadvantage. C. They recruit fewer employees than needed and depend on overtime. D. They provide relatively better working conditions to employees compared to competitors. E. They usually have low pay, coupled with overtime and flex-time.

A. They pay more than the current market wages for a job.

Identify the correct statement regarding job performance tests. A. They provide fair evaluations for applicants. B. They have the lowest level of validity compared to other tests. C. These tests are highly generalizable. D. Customization of these tests for various jobs is inexpensive. E. They are best suited for identifying the particular skills or traits the individual possesses.

A. They provide fair evaluations for applicants.

Premiere Software is having difficulty filling all its positions for systems analysts. The company's human resource manager suggests introducing a kind of personnel policy known as a due-process policy. How is that most likely to help with recruitment? A. This policy implies greater job security and concern for employees. B. Due-process implies that employees won't be bound to a contract. C. Implementing a due-process policy suggests that the organization is innovative and fun. D. Applicants know a due-process policy always leads to a lead-the-market pay strategy. E. The due-process policy supports a "promote from within" practice, which will encourage current employees to apply.

A. This policy implies greater job security and concern for employees.

The controversial practice that treats a range of scores as being similar and thus allows employers to give preference to underrepresented groups within these similar scores is known as _____. A. banding B. generalizing C. affirmative action D. sensitizing E. race norming

A. banding

In general, the results of reference checks for job applicants will be most valid if employers _____. A. contact many references B. rely exclusively on the list provided by applicants C. avoid direct contact with references D. restrict contact with references through e-mails E. receive positive opinions about the applicants from their references

A. contact many references

Which of the following measures of validity is based on showing a substantial correlation between test scores and job performance scores? A. criterion-related validity B. diagnostic validity C. content validity D. convergent validity E. construct validity

A. criterion-related validity

If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. A. defamation B. misappropriation C. fraud D. misrepresentation E. negligence

A. defamation

People who apply for a vacancy without prompting from an organization are referred to as A. direct applicants. B. natural applicants. C. internal applicants. D. neutral applicants. E. referred applicants.

A. direct applicants

Brianna and Natalie are planning an e-commerce company for business travelers. They want to be sure that all the employees have a wide scope of decision-making authority. Which kind of organizational structure is most appropriate for this kind of work? A. divisions focused on customer groups B. a highly centralized structure C. highly specialized departments D. employees grouped according to function E. authority concentrated in a few people at the top

A. divisions focused on customer groups

Job enrichment differs from job rotation in that job enrichment A. empowers workers by adding more decision-making authority to their jobs. B. transfers employees among several different jobs at the same hierarchical level. C. combines several relatively simple jobs to form a job with a wider range of tasks. D. allows employees to mutually exchange work roles at the same organizational level. E. assesses the relative dollar value of each job to an organization.

A. empowers workers by adding more decision-making authority to their jobs.

Which of the following is the first step in the human resource planning process? A. forecasting B. goal setting C. program implementation D. program evaluation E. performance evaluation

A. forecasting

Javier, a regional manager for a leading automobile company in the U.S., decides to design a manufacturing job based on the principles of industrial engineering. Following its successful implementation, which of the following outcomes should he expect? A. increased efficiency B. increased complexity C. decreased repetitiveness D. increased skill requirements E. decreased specialization

A. increased efficiency

Jenny is a line manager at Maxvin Corp. She is assigned the task of understanding and gathering detailed information about the requirements of carrying out a certain job. Information gathered by Jenny will be used to provide essential knowledge for staffing, training, performance appraisal, and other HR activities. Which of the following most likely corresponds to the task undertaken by Jenny? A. job analysis B. job definition C. job training D. job swapping E. job rotation

A. job analysis

Aaron, an HR manager, observes that the number of employees quitting their jobs has been steadily increasing over the last six months. On closer inspection, he finds that a majority of the employees who quit were unhappy with the pay structures. Aaron assesses the significance of each job to the organization, which helps him set up fair pay structures. This in turn helps the organization retain valuable employees. Which of the following most likely relates to the task undertaken by Aaron? A. job evaluation B. career planning C. job training D. performance appraisal E. selection

A. job evaluation

A typing test for an administrative assistant's job is an example of a(n) _____ test. A. job performance B. cognitive ability C. physical ability D. personality inventories E. emotional intelligence

A. job performance

In-basket tests are examples of _____ tests. A. job performance B. physical ability C. honesty D. personality E. cognitive ability

A. job performance

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else an organization communicates with employees is referred to as A. job posting. B. external hiring. C. employment referral. D. a workforce utilization review. E. direct sourcing.

A. job posting.

In the context of forecasting the demand for labor, using trend analysis, inventory levels, changes in technology, and actions of competitors are examples of _____. A. leading indicators B. performance indicators C. coincident pointers D. transitional matrices E. functional pointers

A. leading indicators

According to Herzberg's two-factor theory, which of the following factors would motivate individuals the most? A. meaningfulness of a job B. fringe benefits of a job C. shares of company stock D. salary and allowances E. periodic bonuses

A. meaningfulness of a job

Themost important source of recruits for entry-level professional and managerial vacancies is A. on-campus interviewing. B. public employment agencies. C. advertisements in newspapers and magazines. D. private employment agencies. E. employee referrals.

A. on-campus interviewing.

Samcys Services Inc. specializes in providing round-the-clock building security services to multinational companies. Samcys selects security guards, conducts background checks, provides them with uniforms and training, and schedules guards to patrol and monitor security at clients' facilities. In the work flow analysis for Samcys, which of the following terms best describes the security services? A. outputs B. inputs C. resources D. jobs E. processes

A. outputs

In the context of human resource planning, the primary goal of forecasting is to A. predict labor shortages or surpluses in specific areas of an organization. B. determine labor supply. C. set goals for hiring employees. D. focus attention on a problem and provide a basis for measuring an organization's success. E. eliminate large numbers of personnel with the goal of enhancing an organization's competitiveness.

A. predict labor shortages or surpluses in specific areas of an organization.

According to your text, selection methods should accurately predict how well individuals perform, and they should A. produce information that actually benefits the organization. B. not cost the company a great deal of money. C. all be applicable to many different roles in many different locations. D. only be applicable to the company where they are being used. E. only be used on current employees with leadership aspirations.

A. produce information that actually benefits the organization.

In the context of managing human resources, the process of _____ creates a buffer between planning and the actual selection of new employees. A. recruiting B. evaluating C. inducting D. outsourcing E. training

A. recruiting

The _____ of a type of measurement indicates how free that measurement is from random error. A. reliability B. validity C. generalizability D. utility E. verifiability

A. reliability

To gather information about worker requirements, the Fleishman Job Analysis System typically asks _____ to evaluate a job in terms of the abilities required to perform the job. A. subject-matter experts B. supervisors C. HR specialists D. external analysts E. CEOs

A. subject-matter experts

In the context of work flow design, which of the following best describes a position? A. the set of duties performed by a person B. a set of related duties fulfilled by many employees C. an aggregate of similar jobs D. the set of skills and abilities that is required of a person in a job E. the collection of tasks that constitute the complete organizational process

A. the set of duties performed by a person

Which of the following is the objective of job enlargement? A. to make jobs less repetitive and more interesting B. to increase efficiency by identifying the best way to perform a job C. to decrease the burden of decision-making responsibilities for employees D. to assess the relative dollar value of each job to an organization E. to decrease the impact a job has on the lives of other people

A. to make jobs less repetitive and more interesting

Ron, an HR manager at Franton Inc., is preparing for a 5 percent increase in the production labor force next year. To do this, he needs to determine what the current number of production employees is and how the number is likely to change by the end of the year. To help with this analysis, Ron should use a _____. A. transitional matrix B. propensity analysis C. trend analysis D. multiple regression E. leading indicator

A. transitional matrix

Reliability answers the important question of A. whether you are measuring something accurately. B. whether you are measuring something that matters. C. how you are measuring correlation coefficients. D. how many errors something can achieve while still being considered useful. E. intelligence in employees.

A. whether you are measuring something accurately.

Keri, a trainer at Klemens Inc., plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the _____. A. yield ratios B. cost per hire C. prospective costs D. returns on investment E. liquidity ratios

A. yield ratios

The employees at Circa Financial often complain that they are not provided feedback about their work. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which of the following HR functions does Circa Financial need to specifically improve upon to resolve the complaints put forth by its employees? A. recruitment B. employee selection C. training and development D. performance management E. planning and administering pay and benefits

A.: recruitment

Jonathan is a part of the HR department in an advertising firm that has recently brought in employees specializing in analysis of large volumes of data about consumer behavior. The manager to whom these analysts report does not share their knowledge of quantitative methods, but wants them to develop recommendations for better decision making. Jonathan is supporting the department by developing a form the manager will follow in measuring the analysts' performance. What kinds of performance measures should Jonathan focus on? A. The form should measure outcomes, such as timely and useful recommendations, because the manager will not be able to evaluate specific technical behaviors. B. The form should measure specific technical behaviors, because the methods used by the analysts will determine the usefulness of their recommendations. C. The form should measure both outcomes and behaviors, because both are essential to success in the job. D. The form should measure personal traits, such as getting along with others, because Jonathan and the manager don't understand the technical requirements. E. The form should ask broad questions, so the manager can discuss whatever they think is important.

A: The form should measure outcomes, such as timely and useful recommendations, because the manager will not be able to evaluate specific technical behaviors.

If a company, as part of its job redesign program, plans to set up teams to manufacture products, which of the following programs might it offer to help employees learn the ins and outs of effective teamwork? A. development programs B. recruitment programs C. orientation programs D. selection programs E. performance management programs

A: development programs

In the context of HRM functions, the activities of training and development include A. making decisions whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. B. keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. C. attempting to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. D. preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet. E. establishing policies related to hiring, discipline, promotions, and benefits.

A: making decisions whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both.

Julie works at Matrix Inc. Her primary role in the company is to create self-rating, job-related questionnaires for the employees. Which of the following human resource management practices is being performed by Julie? A. performance management B. employee relations C. selection D. training E. compensation

A: performance management

Olivia works in the human resource department at Hercules Corp. Her chief responsibilities include administering salaries, determining incentives, managing group insurance, and employee vacation and leave. Which human resource management function is being performed by Olivia? A. performance management B. employee relations C. selection D. training and development E. compensation and benefits

A: performance management

Which of the following views on employment reflects the ethical principles embodied in the U.S. Constitution and Bill of Rights? A. HR managers must view employees as having basic rights. B. HR managers have the right to lifetime employment. C. HR managers have the right to hire whoever they deem best suited for a job. D. HR managers must view employees as a necessary expense. E. HR managers must set aside quotas for minorities.

A: HR managers must view employees as having basic rights.

According to the National Association of Manufacturers, manufacturing companies have difficulty finding enough people who can operate their computer-controlled machinery. Which of the following actions is the most reasonable response to that difficulty? A. Hiring unqualified employees and hoping they will catch on eventually. B. Relying more on employees' physical strength than technical skills. C. Hiring high school students before they learn that manufacturing is not a desirable career. D. Paying tuition for employees to attend four-year colleges and universities. E. Working with community colleges to set up apprenticeship and training programs.

A: Hiring unqualified employees and hoping they will catch on eventually.

Tom Fender has worked for a small chemical manufacturing company for the past 10 years. As of late, he and the other workers have developed minor respiratory problems. They confronted management demanding proper ventilation at the factory because inhaling chemical fumes continuously could prove fatal. If management does not respond to their demands, they could sue the company under the _____. A. Occupational Safety and Health Act B. Equal Pay Act of 1963 C. Title VII of the Civil Rights Act of 1964 D. Americans with Disabilities Act E. Age Discrimination in Employment Act

A: Occupational Safety and Health Act

Victoria is a human resource specialist. To gain competency in her field, she keeps up with business news related to human resource management. One area of the news she pays attention to is coverage of the cases the Supreme Court hears each year. Why would stories about the Supreme Court be relevant for Victoria's career? A. The Supreme Court may issue rulings that interpret employment law. B. The Supreme Court may pass laws regulating employment practices. C. The Supreme Court may issue executive orders related to employee safety. D. The Supreme Court may require federal contractors to engage in affirmative action. E. Decisions made by the Supreme Court cannot be overturned by the federal government.

A: The Supreme Court may issue rulings that interpret employment law.

Craig, one of the senior managers at Clayton Inc., insists that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument? A. The supervisors represent the company on a day-to-day basis. B. The supervisors have the business experience to take up additional responsibilities. C. The supervisors do not hold any stakes in the organization. D. The supervisors are not a part of the employees' union. E. The supervisors are responsible for any action taken by the employees.

A: The supervisors represent the company on a day-to-day basis.

Which of the following actions by employers can result in reverse discrimination? A. affirmative action B. reasonable accommodation C. disparate treatment D. retaliation E. disparate impact

A: affirmative action

Which of the following refers to an organization's active effort to find opportunities to hire or promote people in a particular group? A. affirmative action B. disparate impact C. reasonable accommodation D. reverse discrimination E. adverse impact

A: affirmative action

A chemical company buying a medical equipment manufacturing company is an example of A. an acquisition. B. a partnership. C. a consolidation. D. a joint venture. E. a strategic alliance.

A: an acquisition.

Identify the technology that lets a company rent space on a remote computer system and use the system's software to manage its human resource activities, including security and upgrades. A. application service providers B. Internet portals C. shared service centers D. business intelligence systems E. electronic performance support systems

A: application service providers

Which of the following is a responsibility that is specifically associated with the HR function of employee relations? A. conducting attitude surveys B. analyzing work C. creating HR information systems D. planning and forecasting human resources E. creating a job design

A: conducting attitude surveys

If two firms in one industry join to hold a greater share of the industry, it will be referred to as A. consolidation. B. a takeover. C. an acquisition. D. a conglomerate. E. assimilation.

A: consolidation.

Leo Corp., a large-scale cell phone manufacturer, buys Milo Inc., a small cell phone manufacturer, to secure a greater share of the cell phone industry. This scenario exemplifies A. consolidation. B. a partnership. C. downsizing. D. a merger. E. a strategic alliance.

A: consolidation.

An accounting firm is in the processing of interviewing candidates for the position of receptionist. A job candidate arrives at an interview accompanied by a service dog. Which of the following actions by an employer would best meet the requirements of equal employment opportunity? A. describing job requirements and asking the employee how she would meet them B. telling the candidate politely that a blind person can't be a receptionist C. explaining that the company has a no-pets rule D. making every possible accommodation for this person, at any cost E. hiring the candidate, whether or not she is qualified for the job

A: describing job requirements and asking the employee how she would meet them

Identify the type of case where most of the debate focuses on discriminatory consequences and the plaintiff need not prove an employer's intent to discriminate. A. disparate impact B. disparate treatment C. reasonable accommodation D. affirmative action E. corrective action

A: disparate impact

Amy is interested in a career in human resource management. She expected her first job to focus on giving employees access to information and enrollment forms for training, benefits, and other programs. However, she has since learned that HR employees spend less time doing that kind of work. Which of the following trends is behind that change? A. employees can now get such information through self-service B. benefits have been cut from most company programs C. managers have taken over those HR duties D. lack of voluntary participation has led to the elimination of employee training programs E. due to privacy laws, human resources cannot obtain any sensitive employee information

A: employees can now get such information through self-service

Which of the following describes an advantage of electronic human resource management (e-HRM)? A. employees in different geographic areas can receive the same training B. protecting privacy is not an issue C. it eliminates the need for a company intranet D. employees can get face-to-face answers instead of going online E. not many HRM activities have moved onto the Internet, so data will be secure

A: employees in different geographic areas can receive the same training

Which of the following actions is one of the ways in which the executive branch helps create the legal environment for human resource management? A. filing suit against violators of equal opportunity laws B. enacting laws governing worker safety and health C. interpreting federal laws D. overturning Supreme Court decisions E. holding trials concerning violations of equal opportunity laws

A: filing suit against violators of equal opportunity laws

Identify the method that breaks down jobs into basic elements to rate them for their potential for harm or injury. A. job hazard analysis technique B. utilization analysis C. technic of operations review D. action plan analysis E. diversity plan

A: job hazard analysis technique

Which of the following terms refers to the intentional practice of changing jobs frequently? A. job hopping B. moonlighting C. job enlargement D. job enrichment E. freelancing

A: job hopping

Rachel is a human resource executive for a manufacturing company that makes a variety of consumer products in several facilities. She is studying U.S. injury and illness trends from the Bureau of Labor Statistics to identify issues the company should address in its human resource policies. As she looks at nationwide trends since 1990, Rachel identifies one that companies should correct. Which of the following trends represents a problem for U.S. employers to address? A. number of claims of retaliation against employees who report injuries B. rate of injuries C. rate of illnesses D. illnesses as a share of total injuries and illnesses E. number of employees learning that the law forbids retaliation for filing a complaint

A: number of claims of retaliation against employees who report injuries

Which of the following is a type of person who works for an organization only when they are needed? A. on-call workers B. moonlighting employees C. apprentices D. part-time employees E. trainees

A: on-call workers

Alyssa thinks that her company is discriminating against a particular group of employees by denying them seniority or promotions. She expresses her concern to a senior human resources manager. This method of expressing concern about an instance of illegal employment through proper channels is known as _____. A. opposition B. retaliation C. participation in a proceeding D. discrimination E. affirmative action

A: opposition

Identify the process through which an organization seeks applicants for potential employment. A. orientation B. training C. recruitment D. work analysis E. job design

A: orientation

Carroll Inc., a cell phone manufacturer, has its assembly operations performed by Mortimer Corp., a firm that deals exclusively in assembling products for other companies. This scenario indicates that Carroll engages in the practice of A. outsourcing. B. reengineering. C. downsizing. D. benchmarking. E. acquiring.

A: outsourcing.

Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies? A. recruitment and selection B. maintaining positive employee relations C. ensuring compliance with labor laws D. performance management E. planning and administering pay and benefits

A: recruitment and selection

Which of the following responsibilities is specifically associated with the HR function of support for strategy? A. temporary labor recruitment and record keeping B. human resource planning and forecasting C. wage and salary administration D. development of employee handbooks and company publications E. development of an HR information system

A: temporary labor recruitment and record keeping

Name the executive department that is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the Occupational Safety and Health Act. A. the Department of Health B. the Department of Commerce C. the Department of Justice D. the Department of Labor E. the Department of Homeland Security

A: the Department of Health

The specific ways in which human resource professionals support an organization's strategy vary according to A. their level of involvement and the nature of the strategy. B. the location of the organization's corporate headquarters. C. the government regulations of the countries in which the organization does business. D. the mastery of a particular piece of machinery among the employees of the organization. E. the organization's market share in the industry.

A: their level of involvement and the nature of the strategy.

Under the Uniformed Services Employment and Reemployment Rights Act of 1994, employers must reemploy workers who left jobs to fulfill military duties for up to _____ years. A. five B. eight C. six D. seven E. nine

A: five

A test that is valid in other contexts beyond the context in which it was developed is known as a(n) _____ method. A. practical B. generalizable C. reliable D. invalid E. concurrent

B. generalizable

Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant? A. recruitment sources B. personnel policies C. recruiter traits D. recruiter behavior E. applicant characteristics

B. personnel policies

Which of the following job design techniques involving the addition of decision-making authorities to a job is credited to Frederick Herzberg? A. job extension B. job rotation C. job enrichment D. job enlargement E. job sharing

C. job enrichment

The Age Discrimination in Employment Act protects only those workers who are over the age of _____. A. 30 B. 25 C. 20 D. 40 E. 35

D: 40

Employees who take assignments in other countries are called A. host-country nationals. B. immigrants. C. external employees. D. expatriates. E. emigrants.

D: expatriates.

An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

TRUE

HR competencies are the sets of knowledge and skills associated with successful human resource management.

TRUE

Human resources cannot be imitated.

TRUE

Miller Inc., a maker of chocolate products, assigns its packaging and labeling to Labels U.S.A., a firm that specializes in packaging and labeling other companies' products. Which of the following HRM practices is Miller Inc. using in this scenario? A. acquiring B. reengineering C. downsizing D. benchmarking E. outsourcing

E: outsourcing

By keeping employees' personal records confidential, an employer respects their right of A. autonomy. B. freedom of conscience. C. equal opportunity. D. freedom of speech. E. privacy.

E: privacy.

Jacob is the human resource manager at Platinum Corp. He clearly understands the company's strategy. He has a solid understanding of business principles, and he applies these to help the HR department contribute to Platinum's success. This scenario indicates that Jacob has competency in the area of A. business acumen. B. ethical practice. C. communication. D. leadership and navigation. E. relationship management.

A: business acumen.

Identify the similarity between the outsourcing and overtime strategies for avoiding a labor shortage. A. Both strategies yield slow results. B. Both strategies have high revocability. C. Both strategies are expensive to implement. D. Both strategies involve contracting with another organization to perform a broad set of services. E. Both strategies can be used for reducing labor surplus.

B. Both strategies have high revocability.

Tim, a human resource manager, has studied a transitional matrix to identify how his company has been filling its demand for lab technicians. Where else should Tim get information related to the labor supply? A. the Bureau of Labor Statistics B. the Equal Employment Opportunity Commission C. the Occupational Safety and Health Administration D. his company's marketing plan E. statistical models that capture "once-in-a-lifetime" changes

A. the Bureau of Labor Statistics

According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, _____ refer(s) to a plan identifying the ways in which an organization will meet its diversity goals. A. action steps B. utilization analysis C. diversification D. affirmative action E. disparate impact

A: action steps

Which of the following is responsible for the shift in the job trend, from the use of narrowly defined jobs to the use of broadly defined jobs in organizations? A. emphasis on innovation and quality B. increased demand for low skilled workers C. increased focus on simplifying jobs D. lack of competition E. reduced use of team-based projects

A: emphasis on innovation and quality

In the context of today's organizations, which of the following statements is true of employees? A. Employees are not easily the replaced parts of a system; they are the source of a company's success or failure. B. Employees have good substitutes when the substitutes are well trained and highly motivated. C. Employees with high levels of the required skills and knowledge can be easily imitated. D. Employees within an organization seldom perform critical functions.

A: Employees are not easily the replaced parts of a system; they are the source of a company's success or failure.

What is the advantage of establishing and administering policies in organizations? A. It allows companies to handle situations more fairly and objectively. B. It allows companies to address issues on a case-by-case basis. C. It eliminates the need for documentation and record keeping. D. It encourages employees to defend themselves by claiming ignorance of disciplinary norms. E. It leaves a lot of room for subjective decision-making

A: It allows companies to handle situations more fairly and objectively.

Jarvis, a manager at Carmile Inc., is rigid with his employees and does not allow them to voice their opinions or criticisms about their superiors. On the other hand, Michelle, another manager at the same firm, encourages her subordinates to communicate with her openly. Which of the following statements uses basic rights to argue in favor of Michelle's practice over that of Jarvis's? A. It enables Michelle to keep a tab on the grapevine communication in the company. B. It engages the employees in expressing constructive criticisms and opinions. C. It reduces the possibility of any whistle blowers in the company. D. It enhances the chances of more employees being promoted. E. It curbs the privacy and confidential requirements of an employee.

A: It enables Michelle to keep a tab on the grapevine communication in the company.

Omar is proud of his team of warm, knowledgeable, and ethical recruiters at Luvya Insurance. They practice their presentations to be sure they give realistic job previews, and they keep up-to-date on the company's policy so they can provide applicants with accurate answers to a host of questions. However, over the past year, Omar observes that the proportion of applicants who accept offers from Luvya has fallen. He follows up with several who turned down offers and learns that they took jobs elsewhere because they developed an unfavorable opinion of Luvya. Which of the following situations most likely explains this problem? A. The recruiters lack the characteristics associated with success. B. Candidates are not getting timely feedback about their applications. C. The job previews by the recruiters are not realistic. D. The recruiters are not the most appealing race and sex. E. The organization has begun recruiting with teams of recruiters.

B. Candidates are not getting timely feedback about their applications.

Which of the following is an accurate feature of a job application form? A. It is an expensive way of gathering information from candidates. B. It ensures that certain standard categories of information are obtained. C. It prevents human resource personnel from ranking candidates. D. It has a customized format for every candidate. E. It is usually unsigned and undated.

B. It ensures that certain standard categories of information are obtained.

Employees in a company's accounting department work 10 hours a day for 4 days a week, while employees in the other departments work 8 hours a day for 5 days a week. The flexible work schedule option affecting the accounting department is known as _____. A. a zero-hour contract B. a compressed workweek C. a flexible workweek D. retroactive overtime E. telework

B. a compressed workweek

The extent to which something provides economic value greater than its cost is called its _____. A. practicality B. utility C. validity D. accountability E. reliability

B. utility

Which of the following racial groups will form the majority of the U.S. labor force according to the 2014-2024 Employment Projections from the Bureau of Labor Statistics? A. African Americans B. Whites C. Hispanics D. Asians E. Native Americans

B: Whites

Brighton Corporation recently undertook a reengineering strategy to increase the efficiency of its processes. According to your text, will reengineering have any effect on Brighton's HR department? A. No; the HR department will continue to accomplish its goals as it always has. B. Yes; the structure of pay and benefits will have to be redesigned. C. Yes; employees will require training, but only those in the top managerial positions. D. Yes; new employees with the same skill sets as current workers will need to be hired. E. No; employee levels will stay the same, with none being hired or laid off. Reengineering affects human resource management.

B: Yes; the structure of pay and benefits will have to be redesigned.

Which of the following occurs when two companies join forces and become one entity? A. an acquisition B. a merger C. a takeover D. a joint venture E. a strategic alliance

B: a merger

The Americans with Disabilities Act protects individuals who A. are obese. B. are severely disfigured. C. engage in substance abuse. D. are left-handed. E. are nearsighted.

B: are severely disfigured.

What clusters of competencies are necessary for success in human resource management? A. hiring, compensation, event planning, and training B. technical, interpersonal, business, and leadership C. technical, hiring, motivation, and compensation D. business, development, leadership, and interpersonal E. technical, business, training, and hiring

B: technical, interpersonal, business, and leadership

A physicist at AdVanTech recently received an award for several patents he earned that enabled AdVanTech to help slow climate change by reducing carbon emissions. Shelby, AdVanTech's vice president of human resources, is eager to get news coverage of the physicist's award. She knows that, in addition to drawing positive attention to the company, the publicity will support recruitment. Which statement best supports Shelby's thinking? A. Publicity about AdVanTech will create more opportunities for advancement within the company. B. A lead-the-market pay strategy requires that people be familiar with the company's track record. C. Creating the impression of AdVanTech as a place where talented people make a difference can attract talented job candidates. D. People who learn about the physicist will be less likely to expect that AdVanTech has an employment-at-will policy. E. This kind of image advertising will give more people the impression that AdVanTech

C. Creating the impression of AdVanTech as a place where talented people make a difference can attract talented job candidates.

Which of the following job analysis methods requires subject-matter experts to evaluate a job in terms of abilities required to perform the job? A. Work Sampling Technique B. Participant Observation Technique C. Fleishman Job Analysis System D. Position Analysis Questionnaire E. Conjoint Analysis Technique

C. Fleishman Job Analysis System

Maxwin Infomatics Corp., a nationwide logistics company, has announced the opening of a new unit for the manufacturing division. Alex, the HR manager, has been asked to help plan for the creation of the new unit. Which of the following relates to the task undertaken by Alex, if he is involved in the process of explaining how an employee will execute his or her tasks? A. job rotation B. job evaluation C. job design D. job enrichment E. job extension

C. job design

Nicole, a human resource manager at an electronics firm, observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which of the following statements best explains the reason for this trend among older employees? A. there are laws against gender discrimination B. there is a rise in the availability of pensions C. jobs are becoming less physically demanding D. phased-retirement programs require employees to work longer hours E. older workers generally don't have much debt

C. jobs are becoming less physically demanding

Identify the limitation of cognitive ability tests. A. lack of validity of the tests for complex jobs B. lack of reliable and commercially available tests C. legal issues related to administering the tests D. lack of validity of the tests for those jobs that require adaptability E. relatively high cost of the tests

C. legal issues related to administering the tests

A _____ interview allows interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. A. behavioral B. situational C. nondirective D. structured E. computerized

C. nondirective

Grace is the HR manager of Trelsoft Inc., a software company located in Boston. She wants to establish the validity of a test designed for computer technicians using a predictive validation strategy. Accordingly, Grace must administer the test to _____. A. at least half the present computer technicians in Trelsoft B. people doing similar jobs in other companies C. people applying for computer technician jobs in Trelsoft D. only those computer technicians in Trelsoft who are performing at acceptable levels E. a random selection of computer technicians currently employed at Trelsoft

C. people applying for computer technician jobs in Trelsoft

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed A. nepotism. B. employee referral. C. self-selection. D. internal recruitment. E. employment at will.

C. self-selection.

Bright Sky Health Care Systems set up a program that encourages employees to share their ideas for patient satisfaction and cost savings. After a year of collecting these ideas, the HR department conducted an employee survey and learned that its employees did not feel very empowered. What else should Bright Sky do to improve the sense of empowerment? A. Hold employees accountable for their results. B. Train employees to use information resources. C. Show that management is listening to the ideas and implementing the valuable ones. D. Train managers to link employees to resources within and outside the organization. E. Encourage employees to interact with staff throughout the organization.

C: Show that management is listening to the ideas and implementing the valuable ones.

Gilbert, the branch manager of a local bank, wants to initiate a teamwork system because he believes it will improve the performance of the branch. Which of the following statements provides valid support for Gilbert's idea? A. Teamwork encourages centralized decision making, which will lower costs. B. Teamwork eliminates the need for quality control. C. Teamwork makes work motivating for employees and helps reduce labor costs. D. Teamwork simplifies each job to a few tasks, reducing errors. E. Teamwork reduces errors because team members must communicate face-to-face.

C: Teamwork makes work motivating for employees and helps reduce labor costs.

Identify the correct statement regarding sustainable organizations. A. They primarily focus on maximizing profits and delivering high returns to investors. B. They focus on smooth turnover and outsourcing rather than long-term planning. C. They are more concerned about justice and fairness rather than short-term profits. D. They are less concerned about employee development and empowerment. E. They are more concerned with the quantum of output than quality standards.

C: They are more concerned about justice and fairness rather than short-term profits.

Which of the following is a correct statement regarding skilled knowledge workers? A. They do not have considerable autonomy to make decisions. B. They are most likely to experience a lack of opportunities in a slow economy. C. They are not easily replaced because they own the knowledge that the company requires to produce its products. D. They are not expected to be technically efficient and are only involved in direct interactions with customers. E. They do not have a lot of job opportunities because employers can simply order these employees to perform tasks.

C: They are not easily replaced because they own the knowledge that the company requires to produce its products.

_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. A. Conjoint analysis B. Performance management C. Workforce analytics D. Career development E. Task analysis

C: Workforce analytics

Employees realize that many companies are no longer able to provide long-term employment security. Instead, the employees now want A. increased pay. B. less demanding work. C. employability. D. written employment contracts. E. additional benefits.

C: employability.

Under the Occupational Safety and Health Act's Hazard Communication Standard, organizations must have _____ for chemicals that employees are exposed to. A. EEO-1 forms B. white papers C. material safety data sheets D. standard operating protocols E. action reports

C: material safety data sheets

Palin Inc., an electronics manufacturer, is headquartered in Texas. The firm shifted its operations from Texas to China due to lower labor costs and the availability of required skills in China. This scenario indicates that Palin engaged in the practice of A. downsizing. B. reengineering. C. offshoring. D. benchmarking. E. acquiring.

C: offshoring.

The relationship between an employer and an employee can be thought of in terms of a(n) _____, a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions. A. employee contract B. offer letter C. psychological contract D. legal bond E. legal agreement

C: psychological contract

Which of the following observations about reengineering is TRUE? A. it is primarily concerned with production processes B. critical processes are not altered during this process C. rapidly changing customer needs and technologies necessitate reengineering D. it has no impact on human resource practices and systems E. retaining the current work processes with minimal change requires reengineering

C: rapidly changing customer needs and technologies necessitate reengineering

When an organization undertakes a complete review of its critical work processes to make them more efficient in an effort to deliver higher quality, it is engaging in A. outsourcing. B. offshoring. C. reengineering. D. greenfield venturing. E. codetermining.

C: reengineering.

Which of the following is the most comprehensive U.S. law regarding worker safety? A. the Thirteenth Amendment B. the Fourteenth Amendment C. the Occupational Safety and Health Act D. the Rehabilitation Act of 1973 E. the Civil Rights Act of 1991

C: the Occupational Safety and Health Act

Kylie changes jobs on a regular basis. She does this to secure better career growth opportunities and to decrease boredom. Kylie engages in A. freelancing. B. job enrichment. C. job hopping. D. benchmarking. E. moonlighting.

C: job hopping.

According to your text, it is not enough for HR professionals to know how to perform tasks specific to human resource management. HR professionals also must be able to work effectively with others, contribute to business success, and A. keep up-to-date on technology laws. B. Instruct others in the use of HR technology. C. lead others ethically. D. occasionally gather relevant data. E. ensure policies remain unchanged.

C: lead others ethically.

Which of the following is the primary professional organization for HRM that provides education and information services, and is also the world's largest human resource management association? A. the Collective for Strategic Human Resource Management B. the Foundation for the Recognition of Professionals International C. the Society for Human Resource Management D. the Human Resource Certification Institute E. the Association for Human Resource Professionals

C: the Society for Human Resource Management

Identify the correct statement regarding human resources. A. Human resources can be imitated. B. Human resources are commonly found. C. Human resources have no good substitutes. D. Human resources seldom perform critical functions. E. Human resources are interchangeable, easily replaced parts of a system.

C: Human resources have no good substitutes.

The concept of "human resource management" implies that employees are A. a secondary component of a business. B. troublesome and need to be monitored. C. resources of the employer. D. an unnecessary cost to an employer. E. a rare component of the business world.

C: resources of the employe.

_____ formally lay out the steps an employee may take to appeal an employer's decision to terminate that employee. A. Leading indicators B. Trend analyses C. Transitional matrices D. Due-process policies E. Employment-at-will contracts

D. Due-process policies

Janet, an HR manager at SensNet Inc., hires employees who provide a specific set of knowledge and skills that will give her company advantage over its competitors. In the context of strategic planning, Janet is A. outsourcing a broad set of services. B. using propensity analysis. C. seeking leading indicators. D. hiring individuals with a core competency. E. using trend analysis.

D. hiring individuals with a core competency.

Mirth Inc., a cookie manufacturer, combines with Herge Corp., a chocolate manufacturer, to form a company called Hobbes Inc. This scenario illustrates A. consolidation. B. a partnership. C. an acquisition. D. a merger. E. a strategic alliance.

D: a merger.

The practice of having another company provide services is known as A. benchmarking. B. downsizing. C. codetermining. D. outsourcing. E. reengineering.

D: outsourcing.

How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage? A. by handling administrative tasks with a commitment to quality B. by providing business partner services to meet the company's goals C. by providing skills training and career development programs D. by understanding the existing human resources and providing new ones E. by answering questions on employee hiring and benefits

D: by understanding the existing human resources and providing new ones

Nikita heads the human resource team at Strait Corp., a marketing firm with a diverse group of employees in three countries. She has knowledge about the cultures of the employees and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all her employees bring different strengths to the company, and she helps to foster a climate in which all are encouraged to contribute. This scenario illustrates Nikita's competency in the area of A. ethical practice. B. critical evaluation. C. business acumen. D. global and cultural effectiveness. E. human resource expertise.

D: global and cultural effectiveness.

Suppose you are a human resource executive, supporting strategy. Executives in your industry are concluding that a certain HR-related law no longer seems relevant in the Internet age. To which government branch would it be most effective to turn for addressing the need for a change in the legal environment? A. the executive branch, requesting it not enforce the existing law B. the executive branch, requesting a new law in this area C. the judicial branch, requesting a new law in this area D. the legislative branch, requesting a new law in this area E. the legislative branch, requesting it not enforce the existing law

D: the legislative branch, requesting a new law in this area

Which of the following is a permissible question for job applications and interviews? A. What is the nationality of your name? B. Have you ever been arrested for a crime? C. Was your college a Catholic university? D. Do you have any disabilities? E. Can you meet the requirements of the work schedule?

E. Can you meet the requirements of the work schedule?

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a _____. A. labor review B. trend analysis C. forecast D. leading indicator E. transitional matrix

E. transitional matrix

Which of the following is enforced by the Equal Employment Opportunity Commission? A. Thirteenth Amendment B. Rehabilitation Act of 1973 C. Fourteenth Amendment D. Executive Order 11246 E. Americans with Disabilities Act of 1990

E: Americans with Disabilities Act of 1990

Neo Pharmaceuticals and Ayurva Medicines combined their businesses to create a new company, Ayurva Pharmaceuticals Inc. This is an example of A. an acquisition. B. a takeover. C. a partnership. D. a strategic alliance. E. a merger.

E: a merger

According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of _____. A. merit B. seniority C. education D. quality of production E. sex

E: sex

Zeus Trucking had its human resource department set up an online suggestion program, and employees submitted 376 ideas for improving workers' safety and health. An assistant in the department entered all the responses into a database. What additional step would be most important to add to this safety program? A. distributing the survey results to the employees B. creating a database where employees can look up the ideas submitted C. expanding the program to include more wide-ranging, long-term goals D. employing the job hazard analysis technique E. working with management to ensure the company acts on the suggestions

E: working with management to ensure the company acts on the suggestions

Evidence-based HR refers to the practice of initiating disciplinary action against employees only in the presence of clear and demonstrable proof of undesirable behavior.

FALSE

Establishing and administering personnel policies allows a company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

TRUE

For human resource practices to be considered ethical, they must result in the greatest good for the largest number of people.

TRUE