Chap 8
86. The _____ is charged with enforcing Title VII as well as several other employment-related laws.
Equal Employment Opportunity Commission
88. _____ recruiting means considering present employees as candidates for openings.
Internal
95. _____ are employees whose contributions to an organization are based on what they know.
Knowledge workers
90. _____ compares employees directly with one another and orders them from best to worst.
Ranking
1. _____ is defined as the set of forces that cause people to behave in certain ways. a. Motivation b. Management c. Attribution d. Personality e. Contribution
a
10. The Age Discrimination in Employment Act forbids discrimination against workers above which of the following ages? a. 40 b. 45 c. 50 d. 55 e. 65
a
15. The _____ sets up a procedure for employees to vote on whether to have a union. a. National Labor Relations Act b. Labor Management Relations Act c. Taft-Hartley Act d. Civil Rights Act of 1991 e. Fair Labor Standards Act
a
21. _____ is a systematized procedure for collecting and recording information about jobs within an organization. a. Job analysis b. Job evaluation c. Job specialization d. Job enrichment e. Job enlargement
a
22. Which of the following is the first step in human resource planning? a. Assessing external and internal trends b. Predicting demand c. Forecasting supply d. Comparing future demand and internal supply e. Planning a response to predicted shortfalls or overstaffing
a
3. Madeline runs a lawn cutting service. She anticipates some increased expenses in her personal life in the next six months, and wants to earn more money to pay for them. Therefore, she has decided to take on additional clients and work more hours. Madeline's motivation is due to a. need or deficiency. b. negative reinforcement. c. low performance-to-outcome expectancy. d. dissatisfaction of physiological needs. e. need for belongingness.
a
34. Online postings, executive search firms, referrals by present employees, and hiring walk-ins are all _____ methods. a. external recruiting b. job analysis c. validation d. job evaluation e. realistic job preview
a
40. A company has all of its candidates who are qualifiable for promotion attend a five-day evaluation session during which they take a battery of tests, interviews, and perform in simulated work scenarios. The _____ method is used for the selection process in this scenario. a. assessment center b. structured orientation process c. job analysis d. job deskilling e. attrition
a
41. _____ refers to teaching managers and professionals the skills needed for both present and future jobs. a. Development b. Deskilling c. Validation d. Job evaluation e. Performance appraisal
a
49. Which of the following is an advantage of Web-based training methods? a. They can be easily updated and revised. b. They facilitate interpersonal skills better than all other training methods. c. They perfectly simulate real activities. d. They effectively facilitate face-to-face interaction. e. They can be easily used in place of vestibule training methods.
a
51. Which of the following is an example of an objective measure of performance? a. Dollar volume of sales b. Interpersonal agreeability c. Ranking d. Ratings e. Commitment
a
53. An example of judgmental performance measure is a. ranking. b. total sales. c. scrap rate. d. dollar volume of sales. e. number of units produced.
a
57. A _____ error occurs when the supervisor bases judgments on employee performance that is fresh in his or her mind. a. recency b. halo c. source monitoring d. severity e. average
a
62. At Omega Inc., a fixed amount of money is added to the salaries of employees if their performance exceeds a predetermined level of expectation. A smaller portion of the amount is added if the employees' performances just meet the expected level. Omega is most likely to be motivating their employees with a. incentives. b. intangible benefits. c. rankings. d. progressions. e. appraisals.
a
63. Sarah was considering job offers from two different firms. Both jobs are appealing to her, and the salaries meet her needs. However, VuVision offered more vacation days and free gym memberships, while OptiClear had a tuition reimbursement program. Sara was examining the _____ that these companies offer to help her make her decision. a. benefits b. intangible benefits c. incentives d. wages e. progressions
a
64. Gamma Inc. has a reputation for paying higher than the prevailing wages in its industry. They do this in order to attract and keep the best talent. Gamma Inc. is a(n) a. wage leader. b. benefit bonanza. c. wage evaluator. d. incentive leader. e. benefit provider.
a
65. The _____ is a management policy decision about whether a firm wants to pay above, at, or below the going rate for labor in the industry or the geographic area. a. wage-level decision b. benefit-level decision c. wage-structure decision d. individual wage decision e. individual benefit decision
a
7. When an organization uses an employment test that the majority ethnic group is known to pass at a higher rate than minority groups, it is exhibiting a. an indirect form of discrimination. b. equal employment opportunity. c. affirmative action. d. a direct form of discrimination. e. a realistic job preview.
a
70. A cafeteria benefits plan a. allows employees to choose from a set of optional benefits. b. provides performance-linked incentives to employees. c. reimburses employees for their food and transportation expenses. d. pays extra wages to employees for work they do during their lunch hour. e. allows employees to take a certain number of unpaid leaves.
a
72. Organizations with a diverse workforce are most likely to _____ when compared to less diverse organizations. a. have higher levels of productivity b. have higher levels of turnover c. have higher levels of absenteeism d. foster fewer conflicts e. have a lack of understanding of different market segments
a
74. An effective individual strategy for managing a diverse workforce is a. encouraging interpersonal communication. b. treating everyone the same without regard for their fundamental human differences. c. creating ethnically homogenous work teams. d. using micromanagement techniques. e. limiting managerial communication.
a
76. Which of the following statements is true in the context of diversity in an organization? a. Organizations with a diverse workforce are also better able to understand different market segments than are less diverse organizations. b. Organizations with diverse workforces are generally less creative and innovative than other organizations. c. Organizations that place emphasis on diversity tend to have fewer conflicts and communication problems than other organizations. d. Organizations that place emphasis on diversity have fewer training requirements than organizations with nondiverse workforces. e. Organizations with diverse workforces generally have lower levels of productivity than other organizations.
a
79. _____ is the process of dealing with employees who are represented by a union. a. Labor relations b. Public relations c. Human relations d. Operational management e. Assembly-line management
a
8. _____ is defined as intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in an organization. a. Affirmative action b. Direct form of discrimination c. Indirect form of discrimination d. Adverse impact e. Validation
a
82. The means by which a labor agreement is enforced is the a. grievance procedure. b. union rights clause. c. management rights clause. d. union security clause. e. strike/lockout procedure.
a
83. Executives who retire and then work as consultants are part of the _____ workforce. a. temporary b. emergent c. task-oriented d. job-specific e. union
a
85. A category of temporary workers is a. independent contractors. b. shareholders. c. intrapreneurs. d. angel investors. e. venture capitalists.
a
89. When Hortensia wants to ensure that her auto dealership hires sales people from a variety of groups, she places help wanted ads in the paper with the largest circulation, and the city's Spanish-language newspaper. By doing this, Hortensia is complying with _____ requirements.
affirmative action
11. Employment requirements such as test scores and other qualifications are legally defined as having a(n) _____ on minorities and women when such individuals meet or pass the requirement at a rate less than 80 percent of the rate of majority group members. a. affirmative action b. adverse impact c. confirmatory action d. lien e. divergent impact
b
13. The Civil Rights Act of 1991 a. increases punitive damages in lawsuits. b. makes it easier for employees to sue an organization for discrimination. c. requires employers to provide up to 12 weeks of paid leave for family and medical emergencies. d. limits union powers. e. sets standards for safe working conditions.
b
17. The Family and Medical Leave Act of 1993 requires employers to provide up to _____ of _____ leave for family and medical emergencies. a. six months, paid b. 12 weeks, unpaid c. 15 weeks, paid d. one year, unpaid e. one year, paid
b
2. _____ reflects an organization's investment in attracting, retaining, and motivating an effective workforce. a. Financial capital b. Human capital c. Surplus capital d. Enterprise capital e. Production capital
b
2. _____, used to determine individual performance, can be challenging for a manager to impart in an employee. a. Ability b. Motivation c. Work environment d. Skills e. Needs
b
23. The _____ lists the duties of a job, the job's working conditions, and the tools, materials, and equipment used to perform it. a. job specification b. job description c. replacement chart d. statement of qualification e. article of incorporation
b
26. Pat saw an advertisement for a job opening that she thought she might be suited for. She went to the company's website to look at the job description in order to find out the a. skills of existing employees. b. tools, materials, and equipment she would have to use to perform the job. c. educational background required of applicants. d. personal profile of a supervisor. e. kind of skills that a job demands.
b
32. While matching human resource supply and demand, managers can handle predicted shortfalls by a. avoiding the employment of new employees. b. convincing individuals who are approaching retirement to stay on. c. not replacing people who have quit. d. laying off employees. e. reducing the benefits provided to employees.
b
33. _____ is the process of attracting qualified persons to apply for jobs that are open. a. Mentoring b. Recruiting c. Job analysis d. Job evaluation e. Validation
b
38. Tests of ability, skill, aptitude, or knowledge that is relevant to the particular job a. are occasionally useful. b. are usually the best predictors of job success. c. are not as valuable as tests of general intelligence. d. are not as useful as personality tests. e. should not be administered before an applicant is hired.
b
39. The assessment center a. is used to select external candidates. b. is a content-valid simulation of major parts of the managerial job. c. is most likely to be biased against women and minority groups. d. essentially involves conducting physical exams and drug tests on candidates. e. essentially involves running credit checks on prospective employees.
b
44. Venus LLC has recently recruited a new batch of employees, and the HR manager intends to apprise company rules to the employees. Which of the following training methods is most preferable in this scenario? a. Electronic-media-based training b. The lecture method c. Role-playing d. Case discussion groups e. On-the-job training
b
47. _____ is an effective method to use for training employees about ethical dilemmas and ethical decision making. a. Job specialization b. Case discussion groups c. On-the-job training d. The lecture method e. Programmed instruction
b
54. _____ compares each employee with a fixed standard rather than comparison with other employees. a. An objective method b. Rating c. Ranking d. Job specialization e. Job enlargement
b
58. A performance appraisal system in which managers are evaluated by everyone around them—their boss, their peers, and their subordinates is known as a. employment at will. b. 360-degree feedback. c. source monitoring. d. job evaluation. e. job specialization.
b
59. _____ is the financial remuneration given by an organization to its employees in exchange for their work. a. Progression b. Compensation c. Validation d. An intangible benefit e. Insurance
b
6. Which of the following is an example of a direct form of discrimination? a. An organization intentionally seeking and hiring employees from groups that are underrepresented in the organization b. An organization refusing to promote employees belonging to an ethnic minority into management c. An organization hiring professionals based on their experience and skills d. An organization using employment tests that men pass at a higher rate than women e. An organization using realistic job previews to recruit employees
b
66. An attempt to assess the worth of each job relative to other jobs is known as a. job analysis. b. job evaluation. c. the wage-level decision. d. performance appraisal. e. benefit determination.
b
68. _____ are usually set up through a procedure called job evaluation—an attempt to assess the worth of each job relative to other jobs. a. Wage-level policies b. Wage structures c. Individual wage policies d. Wage level decisions e. Individual-benefit structures
b
81. Which of the following is a discussion process between a union and management that focuses on agreeing to a written contract that will cover all relevant aspects of their relationship? a. Job evaluation b. Collective bargaining c. The grievance procedure d. Certification e. Arbitration
b
91. Sick leave, vacation, and insurance are all examples of _____ that employees receive in addition to direct compensation.
benefits
18. Specific legislation was passed to prevent discrimination against people with what condition? a. People with cancer b. People with AIDS c. Women who are pregnant d. People who are obese e. People addicted to drugs
c
19. The Americans with Disabilities Act a. allows passive discrimination against individuals with disabilities. b. requires employers to pay higher wages to employees with disabilities. c. requires employers to provide reasonable accommodations for employees with disabilities. d. requires employers to provide 24 weeks of unpaid leave to employees with disabilities. e. requires employers to eliminate policies that support affirmative action.
c
3. _____forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship. a. The Citizen Rights Act of 1957 b. Title IV of the Sarbanes Oxley Act c. Title VII of the Civil Rights Act of 1964 d. Section 1107 of the Sarbanes Oxley Act e. Section 401 of the Public Company Accounting Reform and Investor Protection Act
c
30. Jennifer, the CEO of Phoenix Corp., is planning to build an internal design team for the company. She is looking for employees within the company who have the expertise and an interest in designing. Jennifer can find this information in the a. replacement chart. b. job specification. c. skills inventory. d. job description. e. article of incorporation.
c
37. A job application blank should not contain questions about an applicant's a. previous work history. b. educational background. c. national origin. d. age. e. personal interests.
c
4. A coffee shop refuses to employ servers over 45 years old. This illustrates a. confirmatory bias. b. affirmative action. c. a direct form of discrimination. d. equal employment opportunity. e. employment at will.
c
4. According to the motivation framework, after a worker notices an unfilled need, the next step is a. choosing a behavior that satisfies the need. b. determining future needs. c. searching for ways to satisfy the need. d. evaluating need satisfaction. e. identifying a need deficiency.
c
43. Sara is an efficient supervisor at a restaurant, which is part of a large national chain. She was recently sent to a two week educational course by her employer to help her get the skills she needs for promotion to a higher management post. The human resource management concept illustrated in the scenario is a. staffing. b. job rotation. c. development. d. training. e. recruitment.
c
45. _____is an ideal method for training employees in group decision making. a. Vestibule training b. Programmed learning c. Role-playing d. Assigned reading e. The lecture method
c
5. A school has a policy that it will never higher pregnant women as teachers. This scenario illustrates a. workforce diversity. b. source monitoring error. c. a direct form of discrimination. d. confirmatory bias. e. affirmative action.
c
5. Steve runs a lawn cutting service. He needed to earn more money. Since he wasn't able to cut any more lawns himself, he hired someone to help him. Since Steve signs up the clients and schedules the service, he takes a percentage from the charge for every lawn cut. It has been a month, and Steve is reviewing his finances to determine if this increased his income sufficiently. According to the motivation framework, what is Steve doing now? a. Feeling a need or deficiency b. Searching for ways to satisfy the need c. Evaluating need satisfaction d. Choosing a behavior to satisfy the need e. Determining future needs and how to satisfy them
c
50. _____ is a formal assessment of how well employees are doing their jobs. a. Job specialization b. Job analysis c. Performance appraisal d. Employment branding e. Validation
c
55. The Behaviorally Anchored Rating Scale (BARS) is a. a method used for the validation of a selection device. b. an objective method of performance appraisal. c. a judgmental method of performance appraisal. d. a job training technique. e. a job analysis technique.
c
6. Which of the following perspectives on motivation concerns "what" motivates people rather than "how" they are motivated? a. Reinforcement b. Process c. Content d. Equity e. Expectancy
c
60. A(n) _____ represents a special compensation opportunity that is usually tied to performance. a. wage b. salary c. incentive d. benefit e. intangible reward
c
67. When human resource managers determine how much each worker in a particular wage grade will be paid, they are making a(n) _____ decision. a. wage-level b. wage-structure c. individual wage d. benefit-level e. overall-benefit
c
71. In the business world, the term _____ is generally used to refer to demographic differences among people— differences in gender, age, ethnicity, and so forth. a. homogeneity b. synergy c. diversity d. divestiture e. entropy
c
73. Organizations that manage diversity effectively often have a. lower levels of productivity and turnover. b. higher levels of productivity and turnover. c. lower levels of turnover and absenteeism. d. higher levels of turnover and absenteeism. e. higher levels of productivity and absenteeism.
c
78. English-language classes for employees for foreign employees of a multi-national company who are on assignment in the United States is an example of what? a. Multicultural bias b. Corporate university c. Diversity and multicultural training d. Individual prejudice e. Multicultural threat reduction
c
80. Once employees have expressed interest in forming a union, the next step is to a. hold an election. b. certify the union. c. collect employees' signatures on authorization cards. d. enter into collective bargaining. e. initiate the grievance procedure.
c
9. Two high school students applied to the same college. There was only one slot left. The student with the slightly lower grades was accepted because he is a member of a minority ethnic group. This scenario illustrates a. confirmatory bias. b. employment at will. c. affirmative action. d. source monitoring error. e. equal employment opportunity.
c
94. A _____ worker is a person who works for an organization on something other than a permanent or full-time basis.
contingent
14. Legislation was passed specifically to extend affirmative action to veterans of what war? a. World War I b. World War II c. Korean War d. Vietnam War e. Gulf War
d
16. Which of the following laws limits union power and specifies management rights during a union-organizing campaign? a. The National Labor Relations Act b. The Employee Retirement Income Security Act of 1974 c. The Fair Labor Standards Act d. The Labor Management Relations Act e. The Occupational Safety and Health Act of 1970
d
28. A(n) _____ lists each important managerial position in an organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified fill-in. a. skills inventory b. employee information system c. enterprise resource planning system d. replacement chart e. Gantt chart
d
31. Jason, a manager, is trying to determine if he will be able to reach the appropriate staffing level for the summer rush season. He is viewing reports that indicate the number of people expected to be in the labor market and available for hiring when he needs them. Jason is a. analyzing the employee information system. b. reviewing the skills inventory. c. reviewing the replacement chart. d. forecasting the external labor supply. e. forecasting the internal labor supply.
d
35. _____ is defined as determining the extent to which a selection device is really predictive of future job performance. a. Realistic job preview b. Internal recruitment c. Job evaluation d. Validation e. Job analysis
d
42. In human resource management, _____ usually refers to teaching operational or technical employees how to do the job for which they were hired. a. job rotation b. job specialization c. development d. training e. deskilling
d
46. Ken is a newly hired police officer. He has been asked to spend a workday with a more experienced officer to learn about paperwork, how to handle accident scenes, how to interact with people, and other duties that he will be expected to perform. Which of the following concepts is illustrated in the scenario? a. Performance appraisal b. The assessment center method c. Training manuals d. On-the-job training e. The lecture method
d
48. A business that has a corporate university a. hires students straight out of high school. b. sets up a mentoring program with the local vocational school. c. trains workers for jobs with any company in a specific industry. d. has its own self-contained training facility. e. has an internship program with local colleges.
d
61. _____, sometimes called indirect compensation, are things of value other than compensation that an organization provides to its workers. a. Appraisals b. Ratings c. Rankings d. Benefits e. Scrap rates
d
77. Organizations with a diverse workforce a. have fewer training needs. b. find it difficult to gain competitive advantages. c. tend to have low productivity. d. may have conflict when diversity is misunderstood. e. find it difficult to understand different market segments.
d
24. The _____ lists the skills, abilities, and other credentials needed to do a job. a. article of incorporation b. replacement chart c. job description d. job specification e. statement of qualification
d 25. A(n) _____ is usually computerized and contains information on each employee's education, work experience, and career aspirations. a. bona fide occupational qualification b. article of incorporation c. skills inventory d. statement of qualification e. job description ANSWER: c
1. The set of activities directed at attracting, developing, and maintaining an effective workforce is called a. operations management. b. organization development. c. relationship management. d. enterprise feedback management. e. human resource management.
e
12. The Age Discrimination in Employment Act a. exclusively protects the elderly belonging to minority groups from discrimination. b. sets a minimum wage for the elderly and requires overtime pay for work in excess of 40 hours per week. c. protects individuals below the age of 25 years from discrimination. d. requires affirmative action. e. requires passive nondiscrimination.
e
20. The _____, passed in 1938 and amended frequently since then, sets a minimum wage and requires the payment of overtime rates for work in excess of 40 hours per week. a. National Labor Relations Act b. Labor Management Relations Act c. National Labor Relations Act d. Occupational Safety and Health Act e. Fair Labor Standards Act
e
27. You are reading a document that says that a job applicant must have good writing skills, be a citizen of the United States, and have a degree in management. You are reading a(n) a. article of incorporation. b. job analysis. c. job description. d. replacement chart. e. job specification.
e
29. The CEO of Redd Inc. needs to know the names of the line managers in the company who will soon be ready to take up positions in middle management. The CEO can obtain this information from the a. demand forecast. b. job analysis. c. supply forecast. d. job evaluation. e. replacement chart.
e
36. Nelson recently attended an interview where the HR manager showed him a video of an ordinary work day in the organization and explained in detail the expectations of the job. The HR manager also explained about the criteria for promotions in the company. Although some of the information did not appeal to Nelson, he was sure about what to expect from the job and the company. The organization used the _____ method in the interview. a. affirmative action b. training and development c. job enlargement d. job specialization e. realistic job preview
e
52. If some people have a better chance than others to achieve higher output, objective measures of performance are skewed by a. the halo effect. b. a recency error. c. the BARS bias. d. the vestibule effect. e. an opportunity bias.
e
56. Letitia is a salesperson. She routinely sells at a lower volume than her colleagues. However, she offers excellent customer service after the sale, and customers routinely give positive feedback when asked to fill out survey. Her supervisor routinely ranks her as either above average or superior on all items on her performance appraisal, including output. This is an example of _____ error influencing an appraisal. a. recency b. average c. validation d. source monitoring e. halo
e
69. A policy at Synergy Corp. states that the middle managers get a pay that is three times the pay of supervisors and the top managers get a pay that is six times the pay of first-line managers. The policy is regarding the _____ of Synergy. a. wage-benefit decision b. wage-level decision c. individual-wage structure d. benefit structure e. wage structure
e
75. An organization with a diverse workforce is a. most likely to have a high turnover. b. most likely to have low productivity. c. least likely to have conflicts. d. least likely to require communication. e. most likely to have a competitive advantage.
e
84. Top managers at Phoenix Inc. are all computer engineers and are highly regarded by other companies. They are frequently approached by executive search firms with information about openings at other companies. The managers are examples of a. temporary workers. b. emergent workers. c. contingent employees. d. job-specific employees. e. knowledge workers.
e
92. The last step in most performance appraisal systems is giving _____ to subordinates about their performance.
feedback
93. The first step in the _____ procedure is for the employee who feels he or she was treated unfairly to discuss the alleged contract violation with his or her immediate supervisor.
grievance
87. A(n) _____ provides the applicant with a real picture of what it would be like to perform the job that the organization is trying to fill.
realistic job preview
