HR Final - Book Quiz Questions

_____ is defined as a firm's ability to make quick changes to gain a competitive advantage. a. Agility b. Sustainability c. Furloughing d. Offshoring

a. Agility

The management of Josie's, an apparel brand, needs to reduce costs while retaining the top talent and maximizing productivity. Which of the following approaches would allow the management to reduce labor cost temporarily by having employees take time off with either no pay or reduced pay? a. Furloughing b. Homeshoring c. Outsourcing d. Downsizing

a. Furloughing

_____ is the preference for hiring relatives of current employees. a. Nepotism b. Altruism c. Repatriation d. Codetermination

a. Nepotism

Which of the following is likely to help terminated employees find a job elsewhere? a. Outplacement services b. Golden parachutes c. Severance packages d. Relocation services

a. Outplacement services

Which of the following is a potential drawback of using social media, and the Internet in general, for recruiting? a. Relying too heavily on electronic recruiting could hurt a company's diversity efforts. b. Social media makes it difficult to find passive jobseekers. c. Social media makes it difficult for firms to establish employer brands. d. Electronic recruiting is more time consuming than traditional methods of recruiting.

a. Relying too heavily on electronic recruiting could hurt a company's diversity efforts.

Finn, a single dad of three, is a part-time employee at a hospital. He, along with another part-time employee, fills in the position of one paramedic. Despite being permanent employees of the hospital, each of them works every alternate week. This helps Finn meet the needs of his children while pursuing his career. In the context of flexible work schedules, this scenario illustrates _____. a. job sharing b. a compressed workweek c. a shift differential d. telecommuting

a. job sharing

A job description is defined as a statement: a. of the tasks, duties, and responsibilities of the job to be performed. b. of the factors that keep an employee at his or her job. c. identifying the three psychological states of jobholders that result in improved work performance, internal motivation, and lower absenteeism and turnover. d. describing the five core job characteristics identified by Hackman and Oldham.

a. of the tasks, duties, and responsibilities of the job to be performed.

Services, such as help in moving, provided to existing employees who transfer to a different location are called _____. a. relocation services b. golden parachutes c. tangible services d. outplacement services

a. relocation services

The process of choosing individuals who are qualified to fill existing or projected job openings is called: a. selection. b. mentoring. c. downsizing. d. retrenchment.

a. selection.

The difference between situational interviews and behavioral description interviews is that: a. situational interviews focus on hypothetical incidents rather than on actual work incidents. b. behavioral description interviews are highly susceptible to applicant faking. c. behavioral description interviews are less effective than situational interviews for hiring high-level positions. d. situational interviews assume that past performance is the best predictor of future performance.

a. situational interviews focus on hypothetical incidents rather than on actual work incidents.

_____ is the process of looking at your practices and performance in a given area and then comparing them with those of other companies. a. Value stream mapping b. Furloughing c. Benchmarking d. Nearshoring

c. Benchmarking

Which of the following is a similarity between the members of Generation Y and the members of Generation Z? a. Both value job security and are unwilling to try out new jobs and new tasks. b. Both are at the verge of retiring or have hit retirement age. c. Both want a good work-life balance. d. Both are less comfortable with racial, cultural, and sexual diversity than baby boomers.

c. Both want a good work-life balance.

_____ gives employees the option of choosing daily starting and quitting times, provided they work a certain number of hours per day or week. a. Coworking b. Job sharing c. Flextime d. Time clocking

c. Flextime

Which of the following is a difference between structured interviews and nondirective interviews? a. Structured interviews are less likely than nondirective interviews to be attacked in court. b. Nondirective interviews provide a more consistent basis for evaluating job candidates than structured interviews. c. Structured interviews are more likely to involve open-ended questions than nondirective interviews. d. Nondirective interviews are more reliable and valid than structured interviews.

a. Structured interviews are less likely than nondirective interviews to be attacked in court.

Which of the following is true about mentors? a. The age of a mentor does not matter. b. Mentoring is a one-way process. c. An individual only needs one mentor. d. Mentors exist only for career development.

a. The age of a mentor does not matter.

Which of the following is a framework that helps managers translate strategic goals into operational objectives? a. The balanced scorecard b. The growth-share matrix c. The Delphi technique d. The BCG matrix

a. The balanced scorecard

A yield ratio is the percentage of applicants from a particular source that make it to the next stage in the selection process. a. True b. False

a. True

Under the _____, people who enter the military for a total of five years can return to their private-sector jobs without risk of loss of seniority or benefits. a. Uniformed Services Employment and Reemployment Rights Act of 1994 b. Vocational Rehabilitation Act of 1973 c. Civil Rights Act of 1964 d. Equal Pay Act of 1963

a. Uniformed Services Employment and Reemployment Rights Act of 1994

Which of the following is a difference between staffing tables and skill inventories? a. Unlike staffing tables, skill inventories tend to focus on the types of employees and their abilities, knowledge, and experiences. b. Unlike skill inventories, staffing tables can be prepared either manually or using a human resources information system. c. Unlike staffing tables, skill inventories are used to forecast the supply of labor. d. Unlike skill inventories, staffing tables allow an organization to quickly match forthcoming job openings with employee backgrounds.

a. Unlike staffing tables, skill inventories tend to focus on the types of employees and their abilities, knowledge, and experiences.

Which of the following is an appropriate interview question? a. Where did you go to school? b. Are you a U.S. citizen? c. Have you ever been arrested? d. When did you graduate from school?

a. Where did you go to school?

The Uniform Guidelines on Employee Selection Procedures: a. assist employers in complying with the requirements of federal laws that prohibit employment discrimination. b. serve as the basis of employment law in the United States. c. establish requirements for registering illegal immigrants so they can permanently reside and work in the United States. d. provide legal protection when selection procedures have not been validated.

a. assist employers in complying with the requirements of federal laws that prohibit employment discrimination.

An interview in which an applicant is asked questions about what he or she actually did in a given situation is referred to as a _____. a. behavioral description interview b. hypothetical-question interview c. critical incident interview d. situational interview

a. behavioral description interview

The systems approach to training involves four phases. The first phase is a. conducting a needs assessment. b. evaluating the outcomes of a training program. c. designing a training program. d. implementing a training program.

a. conducting a needs assessment.

The extent to which a test measures a theoretical construct, or trait, is known as _____. a. construct validity b. concurrent validity c. content validity d. criterion-related validity

a. construct validity

In the context of career plateaus, a _____ occurs when a person has learned a job too well and is bored with day-to-day activities. a. content plateau b. life plateau c. structural plateau d. crisis plateau

a. content plateau

If the average job performance rating of the new hires of a firm (PR) is 4.0 on a 5.0 scale, the percentage of new hires reaching acceptable productivity with acceptable timeframe (HP) is 70%, the percentage of new hires retained after one year (HR) is 90%, and the number of performance indicators (N) is three, calculate the quality of fill. a. 75% b. 80% c. 90% d. 60%

b. 80%

According to the U.S. Department of Labor, which of the following is an unpaid internship guideline? a. An intern is entitled to a job at the conclusion of the internship. b. An intern does not displace regular employees but works under close supervision of existing staff. c. An internship is not similar to the training that would be given in an educational environment. d. An employer that provides the training derives immediate advantage from the activities of an intern.

b. An intern does not displace regular employees but works under close supervision of existing staff.

_____ refers to a process of structuring organizations not around jobs but around projects that are constantly changing and have different team members. a. Job crafting b. Dejobbing c. Flextime d. Project governance

b. Dejobbing

Labor markets in which workers are hired for entry-level jobs and higher-level jobs are filled from within are called external labor markets. a. True b. False

b. False

_____ outline the knowledge, skills, abilities, and other attributes required of a person performing a particular job. a. Job boards b. Job specifications c. Job roles d. Job attitudes

b. Job specifications

_____ refers to the shared values, beliefs, and assumptions people in an organization have. a. Organizational design b. Organizational culture c. Organizational commitment d. Organizational structure

b. Organizational culture

Which of the following is a technique for forecasting the supply of labor? a. Cultural audits b. Staffing tables c. Managerial estimates d. Process maps

b. Staffing tables

_____ is a selection decision model in which only the applicants with the highest scores at an initial test stage go on to the subsequent stages. a. A compensatory model b. The multiple hurdle model c. A Gantt chart d. The growth-share matrix

b. The multiple hurdle model

John is offering a safety training course. Which of the following is a principle of learning that he should address to ensure that a wide variety of participants benefit from the training? a. John should use negative reinforcement to motivate participants. b. The training program should account for and facilitate each person' s learning style. c. The training module should discourage participants from repeating behaviors. d. Each training module should have two or more trainers.

b. The training program should account for and facilitate each person' s learning style.

Which of the following is the first step that employees or job applicants should take if they believe they have been discriminated against? a. They should agree to a discrimination screening. b. They should file a charge form with the Equal Employment Opportunity Commission. c. They should provide a right-to-sue notice to the concerned employer. d. They should conduct workforce utilization analysis with the help of the Equal Employment Opportunity Commission.

b. They should file a charge form with the Equal Employment Opportunity Commission.

Which of the following acts prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin? a. The Uniformed Services Employment and Reemployment Rights Act b. Title VII of the Civil Rights Act of 1964 c. Title II of the Americans with Disabilities Act d. The Vocational Rehabilitation Act of 1973

b. Title VII of the Civil Rights Act of 1964

Which of the following is a difference between internal recruiting and external recruiting? a. Recruiting internally is generally slower than recruiting externally. b. Unlike internal recruiting, external recruiting can be a source of new ideas and creativity. c. Recruiting internally is generally more expensive than recruiting externally. d. Unlike external recruiting, internal recruiting can help companies meet their diversity goals.

b. Unlike internal recruiting, external recruiting can be a source of new ideas and creativity.

The _____ covers recipients of federal financial assistance and requires private employers with federal contracts over $2,500 to take action to hire individuals with a mental or physical disability. a. Americans with Disabilities Act 1990 b. Vocational Rehabilitation Act of 1973 c. Civil Rights Act of 1964 d. Equal Pay Act of 1963

b. Vocational Rehabilitation Act of 1973

Instructional objectives: a. list the psychological obstacles to learning. b. are the desired outcomes of a training program. c. are reward centered. d. make participants responsible for their own training.

b. are the desired outcomes of a training program.

HR professionals require an understanding of their organization's customers and economic and financial capabilities to help their organization shape and achieve its strategic direction and adjust it as needed. In the context of the human resource competency model, this is known as _____. a. personal credibility b. business mastery c. interpersonal mastery d. HR mastery

b. business mastery

One of the ways in which an organization can increase its productivity is by: a. increasing the amount that employees produce without adding human and physical capital to the process. a. increasing the amount that employees produce without adding human and physical capital to the process. b. enhancing the abilities of its employees, motivating them, and improving their work environment. c. furloughing employees who receive high salaries. d. adopting the cost approach, that is, by increasing its inputs.

b. enhancing the abilities of its employees, motivating them, and improving their work environment.

The Handbook for Employers lists several actions that employers must take to comply with the Immigration Reform and Control Act (IRCA). One of these actions is that employers must: a. retain Form I-9 for at least two years. b. have employees fill out their part of Form I-9. c. submit Form I-9 to the Department of State officers for them to fill out the employer's section on the form. d. present Form I-9 for inspection to a Department of Commerce officer upon request.

b. have employees fill out their part of Form I-9.

The objective of the critical incident method of job analysis is to: a. produce a comprehensive list of task statements that are applicable to all jobs in an organization. b. identify both desirable and undesirable behaviors that resulted in either a very good outcome or a very bad outcome on a job. c. determine the degree to which different tasks are involved in doing a particular job. d. identify key competencies that are essential for an organization's success through focus groups, surveys, or interviews.

b. identify both desirable and undesirable behaviors that resulted in either a very good outcome or a very bad outcome on a job.

The failure of an organization to discover, via due diligence, that an employee it recruited had the propensity to do harm to others is referred to as _____. a. wrongful discharge b. negligent hiring c. whistle-blowing d. due process

b. negligent hiring

Organizations can manage a surplus of labor by: a. reducing employee turnover. b. offering early retirement to employees. c. using contingent workers. d. utilizing overtime.

b. offering early retirement to employees.

An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences is called _____. a. a business necessity b. reasonable accommodation c. ethnocentrism d. a bona fide occupational qualification

b. reasonable accommodation

The degree to which interviews, tests, or other selection procedures result in consistent information about a candidate is known as _____. a. orientation b. reliability c. validity d. retrenchment

b. reliability

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are receiving unequal treatment is called _____. a. disparate treatment b. reverse discrimination c. quid pro quo harassment d. adverse impact

b. reverse discrimination

R&D scientists in a pharmaceutical company are an example of _____. a. blue-collar workers b. strategic knowledge workers c. hourly-waged employees d. alliance partners

b. strategic knowledge workers

_____ refers to the unintentional rejection for employment, placement, or promotion of a significantly higher percentage of members of a protected class when compared with members of non-protected classes. a. Disparate treatment b. Quid pro quo harassment c. Adverse impact d. Reverse discrimination

c. Adverse impact

_____ provides strategic decision makers with an inventory of organizational skills and resources as well as their performance levels. a. The BCG matrix b. The balanced scorecard c. An internal analysis d. A market basket analysis

c. An internal analysis

Which of the following statements is true of the ethnic and racial diversity in the American workforce? a. By 2050, the labor force participation rate of Hispanics is projected to be around 80 percent. b. Minorities in the United States are decreasing relative to the total population. c. Illegal immigrants make up about 5 percent of the labor force. d. By 2024, Hispanics are projected to make up nearly one-tenth of the labor force.

c. Illegal immigrants make up about 5 percent of the labor force.

Which of the following is a difference between industrial engineering and ergonomics? a. Unlike ergonomics, industrial engineering involves examining the climate employees work in and the temperatures of facilities. b. Industrial engineering is a top-down job design approach, whereas ergonomics is a bottom-up job design approach. c. Industrial engineering focuses on time and efficiency, whereas ergonomics focuses on the well-being of workers. d. Unlike ergonomics, industrial engineering focuses on the tasks of a job and how they can be done better.

c. Industrial engineering focuses on time and efficiency, whereas ergonomics focuses on the well-being of workers.

Which of the following statements is true of employee empowerment? a. It succeeds when an organization is ethnocentric and has centralized authority. b. It is a top-down approach to job design. c. It involves workers in their jobs in ways that give them more control and autonomous decision-making capabilities. d. It is a more-structured method of job design than job enlargement and allows managers to change the jobs of employees.v

c. It involves workers in their jobs in ways that give them more control and autonomous decision-making capabilities.

_____ is a naturally occurring phenomenon whereby employees mold their tasks to better fit their individual strengths, passions, and motives. a. Dejobbing b. Job shadowing c. Job crafting d. Organizational socialization

c. Job crafting

Which of the following illustrates quid pro quo harassment? a. Rita, the president of a firm, instructing the HR department to give a holiday bonus solely to the female employees of the firm b. Jake, who belongs to a minority group, being rejected for a job despite meeting all the requirements of the job c. Katie's manager promising to promote her if she agrees to go on a date with him after work d. Harold and his male colleagues passing lewd comments whenever Jennifer passes by their desks

c. Katie's manager promising to promote her if she agrees to go on a date with him after work

_____ is the practice of shifting work to locations abroad. a. Downsizing b. Retrenching c. Offshoring d. Furloughing

c. Offshoring

_____ is the degree to which someone is intellectual, philosophical, insightful, creative, and curious. a. Agreeableness b. Conscientiousness c. Openness to experience d. Extroversion

c. Openness to experience

_____ refers to a company's ability to produce a good or service without depleting the world's resources and to do the least amount of harm to the environment as possible. a. Philanthropy b. Furloughing c. Sustainability d. Reengineering

c. Sustainability

Which of the following is a difference between a firm's corporate strategy and its business strategy? a. Unlike a firm's business strategy, its corporate strategy is more focused on how the firm will compete against rival firms to create value for customers. b. Unlike a firm's business strategy, its corporate strategy includes either low-cost strategies or differentiation strategies. c. Unlike a firm's business strategy, its corporate strategy includes the markets in which it will compete, against whom, and how. d. Unlike a firm's business strategy, its corporate strategy is viewed in terms of domain navigation.

c. Unlike a firm's business strategy, its corporate strategy includes the markets in which it will compete, against whom, and how.

Identify a difference between criterion-related validity and content validity. a. Unlike content validity, criterion-related validity is used when limited samples of employees or applicants are available for testing. b. Unlike content validity, criterion-related validity is the most direct and least complicated type of validity to assess. c. Unlike criterion-related validity, content validity is not expressed as a correlation. d. Unlike criterion-related validity, content validity is of two types—concurrent and predictive.

c. Unlike criterion-related validity, content validity is not expressed as a correlation.

Which of the following tests requires an applicant to perform tasks that are actually a part of the work required on the job? a. Aptitude tests b. Job knowledge tests c. Work sample tests d. Assessment center tests

c. Work sample tests

When employee leasing is used, _____. a. a firm signs an agreement with a professional employer organization that allows the latter to use the former's employees for its purposes b. a firm hands over its employees to a professional employer organization, which then becomes the sole employer of the employees c. a firm signs an agreement with a professional employer organization that takes over the management of the firm's human resource tasks d. a professional employer organization takes over the business-related tasks of a smaller firm and the smaller firm performs human resource tasks, such as payroll and performance appraisal

c. a firm signs an agreement with a professional employer organization that takes over the management of the firm's human resource tasks

Task significance is the degree to which: a. a job provides a person the freedom and discretion to schedule his or her work and determine how to do it. b. a jobholder is able to complete a whole and identifiable piece of work. c. a job has a substantial impact on the lives or work of other people in one's organization or elsewhere. d. a job entails a variety of activities, which demand the use of a number of different skills and talents by the jobholder.

c. a job has a substantial impact on the lives or work of other people in one's organization or elsewhere.

Harnessing a company's talent means _____. a. having a bona fide occupational qualification b. simply managing workforce diversity rather than leveraging it for the company's advantage c. being aware of characteristics common to employees while also managing these employees as individuals d. developing an affirmative action plan

c. being aware of characteristics common to employees while also managing these employees as individuals

The bona fide occupational qualification (BFOQ) exception does not apply to discrimination based on _____. a. religion b. national origin c. color d. age

c. color

Enhancing a job by adding more meaningful tasks and duties to make work more rewarding or satisfying is known as _____. a. job embeddedness b. job evaluation c. job enrichment d. job shadowing

c. job enrichment

In the context of the parts of a job description, a _____ is psychologically important because it provides status to an employee. a. job role b. job identification number c. job title d. job specification

c. job title

The introduction of technology—and automation in particular—has reduced the number of jobs that require routine tasks and little skill and has increased the number of jobs that require considerable skill. This transformation has been referred to as a shift toward: a. tangible assets. b. blue-collar workers. c. knowledge workers. d. touch labor.

c. knowledge workers.

In the context of the forms of employee teams, a(n) _____ is defined as a group formed specifically to design a new product or service, and the group normally disbands after the task is completed. a. task-force team b. autonomous work group c. project team d. process-improvement team

c. project team

Reducing job duties of older employees would be a violation of _____. a. Title II of the Welfare of Senior Citizens Act of 2007 b. the Glass Ceiling Act of 1991 c. the Age Discrimination in Employment Act of 1967 d. Title VII Civil Rights Act of 1964

c. the Age Discrimination in Employment Act of 1967

Correlation coefficients range from: a. 0 to 100 b. 0 to 1.00 c. +1.00 to +100.00 d. -1.00 to +1.00

d. -1.00 to +1.00

In the context of the stages of career development, individuals in the midcareer stage are typically aged between _____. a. 25 and 40 b. 55 and 65 c. 18 and 25 d. 40 and 55

d. 40 and 55

Which of the following is the second step in the strategic planning process? a. Formulating a corporate strategy b. Forecasting the demand for and supply of labor c. Conducting a cultural audit d. Analyzing external opportunities and threats

d. Analyzing external opportunities and threats

_____ is defined as the planned elimination of jobs. a. Homeshoring b. Job embeddedness c. Furloughing d. Downsizing

d. Downsizing

_____ is the degree to which someone is social, active, talkative, and excitable. a. Openness to experience b. Neuroticism c. Conscientiousness d. Extroversion

d. Extroversion

Which of the following is a sign that firms need to work harder at grooming internal talent? a. Key positions are filled with confidence in the abilities of those chosen for them. b. Key positions are filled quickly. c. Promotions are made on the basis of performance. d. Replacements for positions are often unsuccessful in performing their new duties.

d. Replacements for positions are often unsuccessful in performing their new duties.

_____ are an internal source of recruitment. a. Walk-ins b. Newspaper advertisements c. Executive search firms d. Skills inventories

d. Skills inventories

Shyam, an employee at a local firm in the District of Columbia, is effeminate in nature and is attracted to males. Shyam's colleagues call him derogatory names and pass sexually oriented comments whenever he is around. Based on the given information, which of the following statements is most likely to be true? a. The Equal Employment Opportunity Commission will view this as a case of quid pro quo harassment. b. No action will be taken against Shyam's colleagues as this is neither a case of unlawful sex discrimination nor a case of quid pro quo harassment. c. Shyam will be arrested as Columbian law punishes LGBTQ individuals with the death penalty. d. The Equal Employment Opportunity Commission will view this as a case of unlawful sex discrimination.

d. The Equal Employment Opportunity Commission will view this as a case of unlawful sex discrimination.

Which of the following recruitment methods is most commonly used by job seekers? a. Newspaper advertisements b. College placement centers c. A temporary staffing agency d. The Internet

d. The Internet

Identify a true statement about a firm's secondary stakeholders. a. They have more influence on the decisions of the firm than the firm's primary stakeholders. b. They include the firm's customers, suppliers, and creditors. c. They have a direct stake in the firm and its success. d. They can affect or be affected by the firm.

d. They can affect or be affected by the firm.

In the context of quantitative job analysis approaches, identify a difference between a task inventory analysis and the position analysis questionnaire (PAQ) system. a. Unlike the PAQ, a task inventory questionnaire provides quantitative results. b. Unlike the PAQ, a task inventory questionnaire requires a person to have a high level of reading ability. c. Unlike the PAQ, a task inventory questionnaire identifies approximately 300 different worker tasks. d. Unlike the PAQ, a task inventory questionnaire can be tailored for a specific organization.

d. Unlike the PAQ, a task inventory questionnaire can be tailored for a specific organization.

Autonomy refers to the degree to which: a. a job has a substantial impact on the lives or work of other people in one's organization or elsewhere. b. an individual is given direct and clear information about the effectiveness of his or her job performance. c. a jobholder is able to complete a whole and identifiable piece of work. d. a job provides a person the freedom and discretion to schedule his or her work and determine how to do it.

d. a job provides a person the freedom and discretion to schedule his or her work and determine how to do it.

A line of advancement in an occupational field within an organization is called a: a. critical path. b. value stream map. c. process map. d. career path.

d. career path.

The extent to which a selection instrument adequately samples the knowledge and skills needed to perform a particular job is called _____. a. concurrent validity b. reliability c. predictive validity d. content validity

d. content validity

We develop enthusiastic employees and satisfied customers all the time." This statement is an example of a company's: a. tangible assets. b. vision statement. c. mission statement. d. core values.

d. core values.

Green Leaf Inc., a small firm, is finding it difficult to offer its employees most of the benefits that large firms can. Therefore, the firm's management decides to enter into an agreement with a professional employer organization, which would take over Green Leaf Inc.'s HR functions, including payroll and performance appraisal. In this context, it can be said that Green Leaf Inc. is responding to the competitive challenge of _____. a. leveraging employee differences b. sustainability c. technology d. cost containment

d. cost containment

The overall purpose of a task analysis is to: a. examine an organization's environment, goals, strategies, performance, and resources so as to determine what training it should do. b. identify the individuals who need training. c. identify the desired outcomes of a training program. d. determine the content of a training program by reviewing the job description and specifications of a particular position.

d. determine the content of a training program by reviewing the job description and specifications of a particular position.

The Lily Ledbetter Fair Pay Act states that: a. the 180-day statute of limitations for filing an equal-pay lawsuit with the Equal Employment Opportunity Commission is fixed and cannot be reconsidered. b. employers must file reports with the Department of Commerce on the standard pay they offer to their employees. c. employees cannot file a claim for unfair pay after they have terminated employment. d. employees can claim discrimination after years of getting unfair pay and demand to be compensated for the lost wages.

d. employees can claim discrimination after years of getting unfair pay and demand to be compensated for the lost wages.

The objective of a competency assessment is to: a. examine an organization's environment, goals, strategies, performance, and resources so as to determine what training it should do. b. determine the exact content of a training program. c. identify the employees who need training. d. focus on the set of skills and knowledge employees need to be successful for decision-oriented and knowledge-intensive jobs.

d. focus on the set of skills and knowledge employees need to be successful for decision-oriented and knowledge-intensive jobs.

Eighty males and sixty females applied for the positions of sales representatives in a company. Following the selection process, only 15 percent of the females and 70 percent of the males were hired. Despite being qualified for the job, most of the female candidates were rejected. In this scenario, the female candidates, being a protected class, can establish a case of adverse impact using the _____. a. exclusionary rule b. quid pro quo approach c. due process clause d. four-fifths rule

d. four-fifths rule

A major responsibility of human resource (HR) managers is to: a. increase dysfunctional turnover. b. direct other employees and oversee their work. c. resolve customer complaints and develop strong relationships with customers. d. give strategic advice and counsel to supervisors, managers, and executives.

d. give strategic advice and counsel to supervisors, managers, and executives.

The process of anticipating and providing for the movement of people into, within, and out of an organization is known as: a. environmental scanning. b. cultural auditing. c. furloughing. d. human resources planning.

d. human resources planning.

The aim of a person analysis is to: a. focus on the set of skills and knowledge employees need to be successful for decision-oriented and knowledge-intensive jobs. b. determine the exact content of a training program. c. describe the desired outcomes of a training program. d. identify the employees who need training.

d. identify the employees who need training.

Under Title VII of the Civil Rights Act of 1964, an employer: a. does not have to accommodate an employee's religion in the area of personal appearance. b. must allow complete religious freedom to his or her employees. c. must make a reasonable accommodation for religious observance or practice even if doing so means incurring undue hardship in the conduct of business. d. need only make a reasonable accommodation for a current employee's or job applicant's religious observance.

d. need only make a reasonable accommodation for a current employee's or job applicant's religious observance.

A change of assignment to a job at a higher level in an organization is called a _____. a. furlough b. sabbatical c. transfer d. promotion

d. promotion

The role of the human resource (HR) managers of an organization in the strategy execution process is to: a. determine the operational tactics that the organization will use in the future. b. create process maps and oversee the work of other employees. c. develop a framework to coordinate the activities of other employees. d. reconcile the organization's demand for employees with its supply of employees.

d. reconcile the organization's demand for employees with its supply of employees.

Team synergy is heightened when: a. the team exhibits an ethnocentric atmosphere. b. the team has a centralized structure. c. team members engage in a-type conflicts. d. team members engage in disagreements related to factual issues.

d. team members engage in disagreements related to factual issues.

Ergonomics is defined as: a. the degree to which a job provides freedom and discretion to the jobholder. b. a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better. c. the process of structuring organizations not around jobs but around projects that are constantly changing and have different team members. d. the process of studying and designing easy-to-use equipment and systems so the physical well-being of employees isn't compromised and work gets done more efficiently.

d. the process of studying and designing easy-to-use equipment and systems so the physical well-being of employees isn't compromised and work gets done more efficiently.

The _____ of a company ideally clarifies the long-term direction of the company and its strategic intent. a. normative statement b. proxy statement c. mission statement d. vision statement

d. vision statement