HR Management Chp 3-4
_____ is a practice required for safe and efficient organizational operations. Disparate treatment Constructive dismissal A business necessity A business emergency
A business necessity
_____ occurs when making accommodations for individuals with disabilities imposes a significant difficulty or expense on an employer. Disparate impact An undue hardship An affirmative action Summary dismissal
An undue hardship
Samuel, an employee at BluClu LLC, is responsible for performing the job analysis process in his organization. He has introduced and communicated the job analysis process to all his managers. Which of the following will typically be Samuel's next step? Developing job descriptions and job specifications Maintaining and updating job descriptions and job specifications Planning the job analysis Conducting the job analysis
Conducting the job analysis
Dave, an HR Manager at GoPhone LLC, is responsible for performing the job analysis process in his organization. He is currently gathering, reviewing, and compiling job analysis data. Which of the following should typically be Dave's next step? Preparing for and introducing job analysis Conducting the job analysis Correct! Developing job descriptions and job specifications Planning the job analysis
Developing job descriptions and job specifications Planning the job analysis
According to Title VII of the Civil Rights Act of 1964, which of the following is considered illegal? Discriminating against employees on the basis of their educational qualification Discriminating against employees on the basis of their ethnicity Discriminating against employees on the basis of their work experience Discriminating against employees on the basis of their skill sets
Discriminating against employees on the basis of their ethnicity
In the context of job analysis methods, which of the following is a disadvantage of the questionnaire or survey method? The distribution of survey instruments to a large number of employees is an expensive process. Collecting information about a large number of jobs through questionnaires is a time-consuming process. Survey instruments that are developed ahead of time fail to identify job factors relevant to employees and managers. Employees may not accurately analyze and communicate information about their jobs.
Employees may not accurately analyze and communicate information about their jobs.
Which of the following is true of nonretaliatory practices in workplaces? Employers are prohibited from retaliating against individuals who file discrimination charges. Employees are prohibited from retaliating against organizations that practice discrimination. Employers are restricted from retaliating against employees who violate organizational ethics. Employees are restricted from retaliating against employers who use summary dismissal.
Employers are prohibited from retaliating against individuals who file discrimination charges.
In the context of job analysis responsibilities, which of the following is typically a responsibility of managers? Seeking assistance from outside experts for unusual analyses Coordinating job analysis Helping complete job analysis information Writing job descriptions and specifications
Helping complete job analysis information
Which of the following is true of the U.S. Department of Labor? The Equal Employment Opportunity Commission is part of the U.S. Department of Labor. Unlike the Equal Employment Opportunity Commission, it enforces employment laws for employers in both private and public workplaces. The employment requirements set out by executive orders for federal contractors and subcontractors is beyond the scope of the U.S. Department of Labor. It has broad enforcement power and oversees compliance with many employment-related laws.
It has broad enforcement power and oversees compliance with many employment-related laws.
Which of the following is a criticism of the use of criminal background checks in the selection process? It is likely to cause disparate impact directed at underrepresented groups. It leads to an increase in the number of status-blind employment decisions. It is merely an indicator of the past and not a predictor of the future. It reduces negative discrimination but increases positive discrimination.
It is likely to cause disparate impact directed at underrepresented groups.
Which of the following statements is true of using social networking sites to fill job positions? It results in employers making status-blind employment decisions. It is likely to result in disparate impact. It encourages positive discrimination by using anonymous application procedures. It prevents employers from engaging in racial discrimination.
It is likely to result in disparate impact.
In the context of job analysis methods and sources, which of the following statements is true of the work sampling method? It requires a job analyst to determine the content and pace of a typical workday through continuous observation. It requires a job analyst to attend to each detailed action throughout an entire work cycle. It assumes that employees can accurately analyze and communicate information about their jobs. It is particularly useful for routine and repetitive jobs.
It is particularly useful for routine and repetitive jobs.
Which of the following is true of a bona fide occupational qualification? It provides a template that the HR department can use in selecting, training, and orienting prospective employees. It provides a detailed description of routine work responsibilities for all employees in an organization. It provides an exhaustive list of the desired traits and characteristics expected from prospective employees. It provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration.
It provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration.
Which of the following statements is true of the Equal Pay Act of 1963? It states that tasks performed only intermittently or infrequently make jobs different enough to justify different wages. It requires employers to offer equal pay for all employees irrespective of their seniority. It states that the existence of pay differences in jobs held by women and men is sufficient to prove that illegal discrimination has occurred in the workplace. It requires employers to pay similar wage rates for similar work without regard to gender.
It requires employers to pay similar wage rates for similar work without regard to gender.
Which of the following is true of the Civil Rights Act of 1991? It requires employers to minimize instances of whistle-blowing in the workplace. It requires employers to discourage affirmative actions in the workplace. It requires employers to show that an employment practice is job related for a position. It requires employers to avoid making status-blind employment decisions.
It requires employers to show that an employment practice is job related for a position.
Which of the following statements is true of the Americans with Disabilities Act? It requires that organizations identify the essential job functions of a job. It establishes minimum wage, overtime, and child labor standards. It prohibits employers from discriminating against pregnant employees. It requires employers to provide a maximum of 12 weeks of unpaid leave to employees in certain situations.
It requires that organizations identify the essential job functions of a job.
Which of the following is true of the Family and Medical Leave Act? It applies exclusively to women in cases of childbirth. It grants leaves to adoptive parents only if the adopted child is under five months old. It requires that qualified individuals be given up to 12 weeks of unpaid family leave. It requires that qualified individuals be given 20 weeks of unpaid family leave.
It requires that qualified individuals be given up to 12 weeks of unpaid family leave
Cho, an employee at SunFun LLC, is responsible for handling the job analysis process in her organization. She has developed job descriptions and job specifications. Which of the following will typically be Cho's next step? Preparing for and introducing job analysis Maintaining and updating job descriptions and job specifications Planning the job analysis Conducting the job analysis
Maintaining and updating job descriptions and job specifications
Which of the following is typically the last step in the job analysis process? Developing job descriptions and job specifications Reviewing and compiling job analysis data Maintaining and updating job descriptions and job specifications Reviewing existing job documentation
Maintaining and updating job descriptions and job specifications
Affirmative action programs are reviewed by the _____. Equal Employment Opportunity Commission Office of Federal Contract Compliance Programs Committee on Oversight and Government Reform Department of Justice
Office of Federal Contract Compliance Programs
_____ flow directly from a job description and indicate what the job accomplishes and how performance is measured in key areas of the job description. Job specifications Performance appraisals Disclaimers and approvals Performance standards
Performance standards
Which of the following steps is typically performed first in the job analysis process? Preparing for and introducing job analysis Planning the job analysis Reviewing existing job documentation Developing job descriptions and job specifications
Planning the job analysis
The _____ of 1978 amended Title VII of the 1964 Civil Rights Act to require that employers treat maternity leave the same as other personal or medical leaves. Pregnancy Discrimination Act Family and Medical Leave Act Fair Labor Standards Act National Labor Relations Act
Pregnancy Discrimination Act
Max, an employee at HiFi LLC, is responsible for performing the job analysis process in her organization. She is currently planning the job analysis. Which of the following should typically be Max's next step? Preparing for and introducing job analysis Conducting the job analysis Developing job descriptions and job specifications Gathering job analysis data
Preparing for and introducing job analysis
Which of the following organizations must comply with rules and regulations established by specific government agencies to enforce the Equal Employment Opportunity Act of 1972? Government and private employers with a minimum of 10 employees Private employers with 15 or more employees Private organizations with a minimum of five employees Labor unions with five or more members
Private employers with 15 or more employees
In the context of job analysis methods, which of the following is a difference between the observation method and the interview method? The observation method is used to collect data about many jobs, while the interview method can only be used to collect data about a single job. The observation method is used to analyze jobs with long work hours, while the interview method is used to analyze jobs with short work hours. The observation method is best suited for repetitive jobs with short cycle times, while the interview method is best suited for technical or complicated jobs. The observation method requires frequent communication between employees and managers, while the interview method requires minimal communication between employees and managers.
The observation method is best suited for repetitive jobs with short cycle times, while the interview method is best suited for technical or complicated jobs.
Which of the following is true of executive orders 11246, 11375, and 11478? They require all educational institutions and private organizations with 10 or more employees to follow the regulations established by the Equal Employment Opportunity Act of 1972. They require public and private employers to conduct due diligence as soon as a business deal is closed. They require state governments and federal contractors to prevent the use of summary dismissal in organizations. They require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals with disabilities.
They require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals with disabilities.
Which of the following is the overall objective of an affirmative action program? To have a company's workforce demographics reflect as closely as possible the demographics in the labor market from which workers are recruited To ensure that organizations do not engage in unethical practices such as positive and negative discrimination and summary dismissal To stop companies from making status-blind employment decisions To encourage employers to conduct due diligence once a business deal is closed
To have a company's workforce demographics reflect as closely as possible the demographics in the labor market from which workers are recruited
Preventing workers from injuring themselves at the workplace is _____. a nonretaliatory practice the burden of proof a business necessity a business emergency
a business necessity
____ identifies a job's tasks, duties, and responsibilities. Organizational design A job description A job specification Organizational architecture
a job description
In the context of the job analysis process, gathering job analysis data is a subtask of _____. developing job descriptions and job specifications conducting the job analysis planning the job analysis preparing for and introducing job analysis
conducting the job analysis
In the context of the job analysis process, reviewing drafts of job descriptions with managers and employees is a subtask of _____. developing job descriptions and job specifications conducting the job analysis planning the job analysis preparing for and introducing job descriptions
developing job descriptions and job specifications
Sentinals FC, a soccer club, is hiring new players. The applicants are required to be of a certain height and physical build to qualify for the next round of the selection process. Consequently, some applicants do not qualify despite having exceptional soccer skills. This best exemplifies _____. nepotism disparate impact status-blind hiring summary dismissal
disparate impact
The Department Head of the supply chain unit of MacX Inc. issued a memo stating that all male employees must work in the evening shift for the next two months. This best exemplifies _____. disparate treatment unjustifiable dismissal a nepotistic decision a status-blind employment decision
disparate treatment
A(n) _____ is defined as a large work segment comprised of several tasks that are performed by individuals. duty obligation competency responsibility
duty
Allison, an HR Executive at BigMind Inc., must recruit suitable candidates from a list of 50 job applicants. Which of the following is a legally permissible criterion that Allison can use to make a hiring decision? Education Gender Age National origin
education
Job code and pay grade are job description components noted in the _____ section. job specifications essential job functions and duties general summary identification
identification
Affirmative action means that an employer takes proactive measures to _____. reduce both negative and positive discrimination in the organization minimize status-blind employment decisions increase the number of women and minorities in the workforce decrease instances of whistle-blowing in the workplace
increase the number of women and minorities in the workforce
A prospective candidate's educational details are noted in the _____ section of a job description. job specifications job disclaimers general summary identification
job specifications
_____ list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. Job references Job descriptions Job specifications Job referrals
job specifications
In the context of the job analysis process, periodically reviewing all jobs is a subtask of _____. developing job descriptions and job specifications conducting the job analysis maintaining and updating job descriptions and job specifications preparing for and introducing job analysis
maintaining and updating job descriptions and job specifications
In the context of the job analysis process, identifying jobs and methodology is a subtask of _____. developing job descriptions and job specifications conducting the job analysis planning the job analysis preparing for and introducing job analysis
preparing for and introducing job analysis
The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States. gender discrimination age discrimination race discrimination disability discrimination
race discrimination
Which of the following is an illegal criterion for rejecting job applicants? Education Work experience Skill set Religion
religion
Susan alleges that her job application was rejected by Bob & Ben Inc. because of her ethnicity. To establish that she was discriminated against based on her ethnicity and file suit against the company, Susan must: develop and present an affirmative action plan. prove that Bob & Ben Inc. engages in status-blind employment decisions. conduct due diligence. satisfy the burden of proof.
satisfy the burden of proof.
Equal employment opportunity is a broad-reaching concept that essentially requires employers to make _____ employment decisions. status-blind nepotistic egocentric means-end
status-blind
A _____ is defined as a distinct, identifiable work activity comprised of motions that employees perform. duty responsibility competency task
task
Which of the following sections of a job description is a concise statement of the typical responsibilities and components that make the job different from others? The job specifications section The essential job functions section The general summary section The identification section
the general summary section
Which of the following is typically the first section of a job description? The essential job functions and duties section The job specifications section The identification section The general summary section
the identification section
Which of the following sections of a job description includes the job title, department, reporting relationships, location, and date of analysis? The job specification section The identification section The general summary section The disclaimers and approvals section
the identification section
