Human Resource Management Chapters 1 - 4

Which of the following terms refer 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 Affirmative action refers to an organization's active effort to find opportunities to hire or promote people in a particular group.

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 in the job C. Share in company stock D. Salary and allowances E. Periodic bonuses

A. Meaningfulness of a job According to Herzberg's two-factor theory, individuals are motivated more by the intrinsic aspects of work (for example, the meaningfulness of a job) than by extrinsic rewards such as pay.

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 one 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 the organization E. To decrease the impact the job has on the lives of other people

A. To make jobs less repetitive and more interesting In a job design, job enlargement refers to broadening the types of tasks performed. The objective of job enlargement is to make jobs less repetitive and more interesting.

The largest number of immigrants to the U.S. workforce are from: A. Africa. B. Asia. C. North America. D. Europe. E. Central America.

B. Asia. The largest numbers of immigrants to the U.S. have come from Asia.

Which of the following is a trend that is seen in present 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 Among the trends that are occurring in today's high-performance work systems are reliance on knowledge workers, empowerment of employees to make decisions, and use of teamwork.

Employees' job security has increased as a result of the new psychological contract.

FALSE Under the new psychological contract, employers expect employees to take more responsibility for their own careers, from seeking training to balancing work and family. These expectations result in less job security for employees.

Which of the following refers to an employer's obligation to do something to enable an otherwise qualified person to perform a job? A. Reverse discrimination B. Reasonable accommodation C. Disparate impact D. Adverse action E. Reverse discrimination

B. Reasonable accommodation An employer's obligation to do something to enable an otherwise qualified person to perform a job is referred to as reasonable accommodation.

Total quality management is intended to bring about a continuous process of quality improvement.

TRUE Total quality management refers to a company-wide effort to continually improve the ways people, machines, and systems accomplish work.

Virtual teams rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities.

TRUE Virtual teams are teams that teams that rely on communications technology such as videoconferences, e-mail, and cell phones to keep in touch and coordinate activities.

Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.

FALSE In very small organizations, line managers may perform a job analysis, but usually the work is done by a human resource professional

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

D. ADEA outlaws making employment decisions based on a person's age being over 40. Congress in 1967 passed the Age Discrimination in Employment Act (ADEA), which prohibits discrimination against workers who are over the age of 40. Similar to Title VII, the ADEA outlaws hiring, firing, setting compensation rates or other employment decisions based on a person's age being over 40.

Martin Smiths works for a small chemical manufacturing company for the past ten years. Off late he and the other workers have developed minor respiratory problems. They confronted the management demanding proper ventilation at the factory as inhaling the chemical fumes continuously could prove fatal. When the management did not respond to their demands, they threatened to sue the company under the _____. A. OSH Act B. DINA C. Title VII of CRA D. ADA E. ADEA

A. OSH Act The main provision of the OSH Act states that each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm. This is called the act's general-duty clause.

_____ are the activities that a team's members engage in to produce a given output. A. Work processes B. Task identities C. Group dynamics D. Job analyses E. Ergonomic activities

A. Work processes Work processes are the activities that a work unit's members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of the process.

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

A. acquisition An acquisition happens when one company buys another company.

People's right to freedom of speech is the right to: A. criticize an organization's ethics if they do so in good conscience. B. refuse to do something that is environmentally unsafe. C. do as they wish in their private life. D. be treated only as they knowingly and willingly consent to be treated. E. prohibit criticism of the organization.

A. criticize an organization's ethics if they do so in good conscience. The right of freedom of speech states that people have the right to criticize an organization's ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization.

Under 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. eleven D. seven E. ten

A. five Under Uniformed Services Employment and Reemployment Rights Act of 1994, employers must reemploy workers who left jobs to fulfill military duties for up to five years.

After filing a discrimination complaint with the EEOC or other governmental agency, how long does an individual have to wait to sue in federal court? A. 30 days B. 60 days C. 10 days D. 20 days E. 40 days

B. 60 days After the EEOC receives a charge of discrimination, it has 60 days to investigate the complaint. If the EEOC either does not believe the complaint to be valid or fails to complete the investigation within 60 days, the individual has the right to sue in federal court.

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 In 1973, Congress passed the Vocational Rehabilitation Act to enhance employment opportunity for individuals with disabilities.

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

D. outsourcing The practice of having another company provide services is referred to as outsourcing.

Which of the following skills are more actively sought by U.S. employers today? A. Physical strength B. Mastery of particular machinery C. Interpersonal skills D. Ability to perform routine tasks E. Ability to work with a tool

C. Interpersonal skills The increasing use of computers to do routine tasks has shifted the kinds of skills needed for employees in the U.S. economy. Such qualities as physical strength and mastery of a particular piece of machinery are no longer important for many jobs. More employers are looking for mathematical, verbal, and interpersonal skills, such as the ability to solve math or other problems or reach decisions as part of a team.

Which of the following 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 Shared service centers consolidate different HR functions into a single location, eliminate redundancy, reduce administrative costs, and process all HR transactions at one time.

The term external labor market refers to the: 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. The external labor market consists of individuals who are actively seeking employment.

A telework arrangement is generally difficult to set up for _____. A. editors B. software programmers C. manufacturing workers D. graphic designers E. accountants

C. manufacturing workers Telework is easiest to implement for people in managerial, professional, or sales jobs, especially those that involve working and communicating on a computer. A telework arrangement is generally difficult to set up for manufacturing workers.

Under OSHA's Hazard Communication Standard, organizations must have _____ for chemicals that employees are exposed to. A. EEOC 1 forms B. white papers C. material safety data sheets D. standard operating protocols E. action reports

C. material safety data sheets MSDA books Under OSHA's Hazard Communication Standard, organizations must have material safety data sheets for chemicals that employees are exposed to.

The relationship between employer and 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. Unlike a written sales contract, this is not formally put into words. A. employee contract B. offer letter C. psychological contract D. union bond E. legal agreement

C. psychological contract A psychological contract between employer and employee is 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.

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

C. reengineering. Reengineering refers to a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality.

The temporary work visa granted by the U.S. government: A. allows workers to permanently bring their spouse and children to the United States. B. permits the workers to remain in the U.S. as immigrants. C. provides dual citizenship to highly qualified and valued immigrants. D. permits highly educated workers to work in the U.S. for a set period of time. E. allows the workers to work permanently in the U.S.

D. permits highly educated workers to work in the U.S. for a set period of time. The U.S. government grants temporary work visas to a limited number of highly educated workers, permitting them to work in the United States for a set period of time but not to remain as immigrants.

A male employee, over the objections of his female colleagues, continues to display a highly suggestive calendar containing indecent pictures within his office. This is an example of _____. A. corrective action B. affirmative action C. reverse discrimination D. sexual harassment E. undue hardship

D. sexual harassment Sexual harassment refers to unwelcome sexual advances as defined by the EEOC. Common complaints in sexual harassment lawsuits include claims that harassers ran their fingers through the plaintiffs' hair, made suggestive remarks, touched intimate body parts, posted pictures with sexual content in the workplace, and used sexually explicit language or told sex-related jokes.

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is called _____. A. high-performance management B. social media optimization C. substitutability D. sustainability E. supply chain management

D. sustainability Sustainability is broadly defined as an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community. It is a way of seeking profits in ways that communities, customers, and suppliers will support in the long run.

Which of the following statements best explains the term "labor force"? A. All the permanent employees of an organization B. All the people who have contracts to work at the company C. All the adult members of a population D. All the temporary workers of an organization E. All the people willing and able to work

E. All the people willing and able to work The term "labor force" is a general way to refer to all the people willing and able to work.

Disparate treatment could be legal if the discrimination _____. A. is practiced to increase efficiency B. is performed by a governmental organization C. is performed by a private employer D. is intended to reduce affirmative action E. is categorized as a bona fide occupational qualification

E. is categorized as a bona fide occupational qualification The courts have held that in some situations that a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job.

One of the qualities of human resources is that _____. A. it is highly substitutable and interchangeable B. it is easily available for all companies to utilize C. it is easily imitated by rivals D. it is negligible in terms of value E. it is indispensable for building a competitive advantage

E. it is indispensable for building a competitive advantage In terms of business strategy, an organization can succeed if it has a sustainable competitive advantage (is better than competitors at something and can hold that advantage over a sustained period of time). Human resources that are valuable, rare, inimitable, and hard to replace will give them such an advantage.

A _____ is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job. A. job rotation B. job definition C. job evaluation D. job scope E. job specification

E. job specification A job specification looks at the qualities or requirements the person performing the job must possess. It is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job.

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 In general, the most obvious examples of sexual harassment involve quid pro quo harassment, meaning that a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances.

The use of employee empowerment has shifted the recruiting focus away from general cognitive and interpersonal skills toward technical skills

FALSE As with the need for knowledge workers, use of employee empowerment shifts the recruiting focus away from technical skills and toward general cognitive and interpersonal skills.

Human resource management is increasingly becoming a purely administrative function.

FALSE At one time, human resource management was primarily an administrative function. As more organizations have come to appreciate the significance of highly skilled human resources, however, many HR departments have taken on a more active role in supporting the organization's strategy.

The employers can direct contract workers on details such as how and when they have to do their jobs without paying the employer's share of Social Security for those workers.

FALSE Contract company workers are employed directly by a company for a specific time specified in a written contract. If employers direct workers in the details of how and when they do their jobs, these workers are legally defined as employees, not contractors. In that case, employers must meet the legal requirements for paying the employer's share of Social Security, Medicare, and unemployment insurance.

Early-retirement programs are one of the most effective approaches to downsizing.

FALSE Early-retirement programs are humane, but they essentially reduce the workforce with a "grenade" approach—not distinguishing good performers from poor performers but rather eliminating an entire group of employees.

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 Evidence-based HR refers to demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders (employees, customers, community, shareholders).

Executive Order 11478 requires the federal government to base all its employment policies on national origin.

FALSE Executive Order 11478 requires the federal government to base all its employment policies on merit and fitness.

The concern for innovation and quality in recent time has forced companies to use more narrowly defined jobs to increase efficiency.

FALSE In general, jobs can vary from having a narrow range of simple tasks to having a broad array of complex tasks requiring multiple skills. In the past, many companies have emphasized the use of narrowly defined jobs to increase efficiency. However, greater concern for innovation and quality has shifted the trend to more use of broadly defined jobs

Job extension is defined as moving employees among several different jobs without changing the nature of the jobs the employee handles.

FALSE Job extension is enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks.

The members of Generation X are characterized by their comfort with the latest technology, and the need to be noticed, respected, and involved.

FALSE Members of Generation X (1965-1980) tend to be pragmatic and cynical, and they have well-developed self-management skills. Those born from 1981 to 1995, often called Millennials or Generation Y, are comfortable with the latest technology, and they want to be noticed, respected, and involved

An organization's critical work processes are not altered during a reengineering process.

FALSE Reengineering involves a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality

Jobs that have survived the downsizing of recession tend to have a narrower scope of responsibilities coupled with increased supervision.

FALSE Research suggests that successful downsizing efforts almost always entail changes in the nature of jobs, not just their number. Jobs that have survived the downsizing of the most recent recession tend to have a broader scope of responsibilities coupled with less supervision.

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

FALSE Right of privacy states that people have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. Concealing the nature of a job prior to hiring an employee would violate the human right of free consent which states that people have the right to be treated only as they knowingly and willingly consent to be treated.

The process of selection is limited to hiring new employees for job openings and excludes internal transfers and promotions

FALSE Selection refers to the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

Joe has opted for a schedule where he works 40 hours over four days instead of working eight hours a day for five days, and gets a three-day off over the weekend. Joe's schedule can be termed a compressed workweek

TRUE A compressed workweek is a schedule in which full-time workers complete their weekly hours in fewer than five days. For example, instead of working eight hours a day for five days, the employees could complete 40 hours of work in four 10-hour days.

The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.

TRUE Decisions made by the Supreme Court are binding; they can be overturned only through laws passed by Congress. The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions

Nathan, a citizen of England, works for an automobile company in England and is currently working on a project of the company in the United States. Nathan will hence be regarded as an expatriate.

TRUE Employees who take assignments in other countries are called expatriates.

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

TRUE For human resource practices to be considered ethical, they must result in the greatest good for the largest number of people. They must respect basic human rights of privacy, due process, consent and free speech, and treat employees and customers equitably and fairly.

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

If an attempt at a settlement fails, the EEOC may issue a "right to sue" letter to the alleged victim.

TRUE If the attempt at a settlement fails, the EEOC has two options. It may issue a "right to sue" letter to the alleged victim. This letter certifies that the agency has investigated the victim's allegations and found them to be valid.

Individuals who arrive in the United States without meeting the legal requirements for immigration or asylum are referred to as undocumented immigrants.

TRUE More than 1 million immigrants come to the United States legally each year as relatives of U.S. citizens, on work- or study-related visas, and other means. Other foreign-born workers in the United States arrive in this country without meeting the legal requirements for immigration or asylum. These individuals, known as undocumented or illegal immigrants, likely number in the millions.

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

TRUE Organizations depend on their HR department to help establish policies related to hiring, discipline, promotions, and benefits. Establishing and administering personnel policies allows the company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

When two firms in one industry join together to hold a greater share of the industry, it is regarded as a consolidation.

TRUE Some mergers and acquisitions result in consolidation within an industry, meaning that two firms in one industry join to hold a greater share of the industry.

An employer who investigates the conviction records of minority applicants, but does not do so for majority applicants, can be sued on the basis of disparate treatment.

TRUE To avoid disparate treatment, companies can evaluate the questions and investigations they use in making employment decisions. These should be applied equally. For example, if the company investigates conviction records of job applicants, it should investigate them for all applicants, not just for applicants from certain racial groups.

When forming Citigroup, Citicorp combined its banking business with Traveller's Group's insurance business. This is an example of a merger.

TRUE When two companies become one it is referred to as a merger.

Discuss the responsibilities of the three branches of the U.S. government in establishing and enforcing employment-related laws.

The three branches of the U.S. government are legislative, executive, and judicial branches. 1)The legislative branch: This branch consists of the two houses of Congress, and has enacted a number of laws governing human resource activities. Senators and U.S. Representatives generally develop these laws in response to perceived societal needs. This branch of the federal government consists of the House of Representatives and the Senate. These bodies develop and pass laws that govern many HR activities, and most of the laws stem from a perceived societal need. 2)The executive branch: This branch, including the many regulatory agencies that the president oversees, is responsible for enforcing the laws passed by Congress. Some federal agencies involved in regulating human resource management include the Equal Employment Opportunity Commission and the Occupational Safety and Health Administration. In addition, the president may issue executive orders, which are directives issued solely by the president, without requiring congressional approval. The executive branch consists of the President of the United States and the many regulatory agencies the President oversees. The executive branch is responsible for enforcing the laws passed by Congress. Agencies do this through a variety of actions, from drawing up regulations detailing how to abide by the laws to filing suit against alleged violators. In addition, the President may issue executive orders. 3) The judicial branch: This branch influences employment law by interpreting the law and holding trials concerning violations of the law. The U.S. Supreme Court, at the head of the judicial branch, is the court of final appeal. Decisions made by the Supreme Court are binding; they can be overturned only through laws passed by Congress. The judicial branch, the federal court system, influences employment law by interpreting the law and holding trials concerning violations of the law. The U.S. Supreme Court, at the head of the judicial branch, is the court of final appeal. Decisions made by the Supreme Court are binding; they can be overturned only through laws passed by Congress.

A(n) _____ is an area of personal capability that enables employees to perform their work successfully. A. competency B. entity C. identity D. duty E. opportunity

A. competency A competency is an area of personal capability that enables employees to perform their work successfully.

The process of getting detailed information about jobs is known as _____. A. job analysis B. job definition C. job training D. job swapping E. job rotation

A. job analysis Job analysis is the process of getting detailed information about jobs. Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal, and many other HR activities.

Alyona Carolls 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 HR 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 Opposition refers to expressing to someone through proper channels that you believe an illegal employment act has taken place or is taking place.

A bona fide occupational qualification _____. A. is considered illegal by the court B. is a necessary qualification for the job C. is strictly prohibited by organizations D. is a preferred qualification for the job E. is used to deem disparate treatment illegal

B. is a necessary qualification for the job The courts have held that in some situations, a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job. In this case disparate treatment is legal.

Which of the following refers to a list of the tasks, duties, and responsibilities that a job entails? A. job evaluation B. job description C. utilization analysis D. conjoint analysis E. job standardization.

B. job description A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions.

Susan Clarks, a white female applicant, is refused a job at a state university in favor of a less-qualified minority applicant. She considers suing the state university on charges of reverse discrimination against her, under _____. A. the Thirteenth Amendment B. the Fourteenth Amendment C. the Twenty-Second Amendment D. the Civil Rights Act of 1866 E. Title VII of CRA of 1964

B. the Fourteenth Amendment The Fourteenth Amendment forbids the states from taking life, liberty, or property without due process of law and prevents the states from denying equal protection of the laws. Recently it has been applied to the protection of whites in charges of reverse discrimination.

Which of the following refers to a comparison of the race, sex, and ethnic composition of the 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 Utilization analysis is a comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply. The percentages in the employer's workforce should not be greatly lower than the percentages in the labor supply.

As a type of resource, 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 the organization uses. C. tax-deferred value of an employee's 401(k) plan. D. employee characteristics that add economic value to the organization. E. total budget allocated to the HR department in an organization.

D. employee characteristics that add economic value to the organization. As a type of resource, human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.

Job descriptions generally contain all of the following components EXCEPT _____. A. the job title B. a list of essential duties C. a brief description of the responsibilities D. the details of pay and benefits attached to the job E. the details of the tasks involved

D. the details of pay and benefits attached to the job A job description typically includes the job title, a brief description of the TDRs, and a list of the essential duties with detailed specifications of the tasks involved in carrying out each duty.

An individual wishing to file a complaint with the EEOC or a similar state agency must file the complaint within _____ days of the incident. A. 30 B. 14 C. 360 D. 7 E. 180

E. 180 An individual wishing to file a complaint with the EEOC or a similar state agency must file the complaint within 180 days of the incident.

Which of the following individuals will NOT be covered under the Americans with Disabilities Act? A. An individual with a history of heart disease B. An individual with a history of mental illness C. An individual with cancer in remission D. An individual who is deaf and blind E. An individual who is subject to substance abuse

E. An individual who is subject to substance abuse Conditions not covered under the ADA include obesity, substance abuse, irritability, and poor judgment.

Managing cultural diversity involves: A. forming different pay structures for various groups. B. creating separate career tracks for employees with families. C. avoiding the use of affirmative action policies. D. reducing cultural diversity by selective hiring. E. encouraging career development for women and minorities.

E. encouraging career development for women and minorities. Managing cultural diversity involves creating an organizational culture that values diversity, ensuring that HRM systems are bias free, encouraging career development for women and minorities, promoting knowledge and acceptance of cultural differences, ensuring involvement in education both within and outside the organization and dealing with employees' resistance to diversity.

The Americans with Disabilities Act covers people with problems arising from substance abuse.

FALSE Conditions not covered by ADA include obesity, substance abuse, irritability and poor judgment

A person fired by a private employer can sue under the Fourteenth amendment on charges of racial discrimination.

FALSE The Fourteenth Amendment applies only to the decisions or actions of the government or of private groups whose activities are deemed government actions. A person could file a claim under the Fourteenth Amendment if he or she had been fired from a state university (a government organization) but not if the person had been fired by a private employer.

The legislative branch of the U.S. government is responsible for enforcing the laws passed by Congress.

FALSE The executive branch, including the many regulatory agencies that the president oversees, is responsible for enforcing the laws passed by Congress.

All job descriptions within an organization should follow the same format.

TRUE All job descriptions within an organization should follow the same format. This helps the organization make consistent decisions about such matters as pay and promotions. It also helps the organization show that it makes human resource decisions fairly.

_____ refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. A. Disparate impact B. Disparate treatment C. Corrective action D. Affirmative action E. Reasonable accommodation

A. Disparate impact Disparate impact refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

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 project

A. Emphasis on innovation and quality With many simple jobs, a company can easily find workers who can quickly be trained to perform the jobs at relatively low pay. However, greater concern for innovation and quality has shifted the trend to more use of broadly defined jobs.

What is the "new" psychological contract? What are its implications?

A "new" psychological contract is 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. Unlike a written sales contract, the psychological contract is not formally put into words. Instead, it describes unspoken expectations that are widely held by employers and employees. In the traditional version of this psychological contract, organizations expected their employees to contribute time, effort, skills, abilities, and loyalty. In return, the organizations would provide job security and opportunities for promotion. However, this arrangement is being replaced with a new type of psychological contract. Companies expect employees to take more responsibility for their own careers, from seeking training to balancing work and family. These expectations result in less job security for employees, who can count on working for several companies over. In exchange for top performance and working longer hours without job security, employees want companies to provide flexible work schedules, comfortable working conditions, more control over how they accomplish work, training and development opportunities, and financial incentives based on how the organization performs.

List and discuss the basic human rights suggested by the work of Immanuel Kant, as well as the tradition of the Enlightenment.

A widely adopted understanding of human rights, based on the work of the philosopher Immanuel Kant, as well as the tradition of the Enlightenment, assumes that in a moral universe, every person has certain basic rights: 1) Right of free consent: People have the right to be treated only as they knowingly and willingly consent to be treated. 2) Right of privacy: People have the right to do as they want in their private lives, and they have the right to control what they reveal about their private activities. 3) Right of freedom of conscience: People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. 4) Right of freedom of speech: People have the right to criticize an organization's ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. 5) Right to due process: If people believe their rights are being violated, they have the right to a fair and impartial hearing. One way to think about ethics in business is that the morally correct action is the one that minimizes encroachments on and avoids violations of these rights.

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

A. A work option in which two part-time employees carry out the tasks associated with a single job. Job sharing is a work option in which two part-time employees carry out the tasks associated with a single job. Such arrangements can enable an organization to attract or retain valued employees who want more time to attend school or to care for family members.

Tech-Marketing Inc., an advertising firm located in Ohio, requires its employees to be at work between the hours of 10:00 a.m. to 3:00 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 at Tech-Marketing. A. Zero-hour contract B. Flextime C. Compressed workweek D. Telework E. Retroactive overtime

B. Flextime Flextime is a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization. The flextime policy may require that employees be at work between certain hours, say, 10:00 a.m. and 3:00 p.m. Employees work additional hours before or after this period in order to work the full day.

Which of the following responsibilities is specifically associated with the HR function of support for strategy? A. Discipline B. Human resource planning and forecasting C. Wage and salary administration D. Developing employee handbooks and company publications E. Developing an HR information system

B. Human resource planning and forecasting Human resource planning and forecasting and change management help organization provide support for an organization's strategy.

Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a Web site on the organization's intranet? 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

B. Maintaining positive employee relations Organizations often depend on human resource professionals to help them maintain positive relations with employees. This function includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a Web site on the organization's intranet.

What is the goal of ergonomics? A. Empowering the employees by giving them decision-making authority B. Reducing the physical strain on employees performing the job C. Reducing the number of reporting relationships in the job D. Enlarging jobs by moving employees among several different jobs E. Increasing the job's mental demands

B. Reducing the physical strain on employees performing the job The goal of ergonomics is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works. Ergonomics therefore focuses on outcomes such as reducing physical fatigue, aches and pains, and health complaints.

Lucas Johnson, an employee with the U.S. postal services was deployed to Afghanistan, to serve in the U.S. army for two years. After the completion of his military duties, he reassumed work at the post office. He was reemployed at a higher status and provided a higher compensation package. Which of the following legislations was used to help Lucas return to reemployment on such favorable terms? A. GINA B. USERRA C. ADA D. ADEA E. OSH Act

B. USERRA According to the Uniformed Services Employment and Reemployment Rights Act (USERRA), employers must reemploy workers who left jobs to fulfill military duties for up to five years. When service members return from active duty, the employer must reemploy them in the job they would have held if they had not left to serve in the military, providing them with the same seniority, status, and pay rate they would have earned if their employment had not been interrupted.

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. Downsizing presents a number of challenges and opportunities for HRM. In terms of challenges, the HRM function must "surgically" reduce the workforce by cutting only the workers who are less valuable in their performance.

An HR manager becomes a(n) _____ when she is so well respected in the organization that she can influence the positions taken by managers. This involves delivering results with integrity, sharing information, building trusting relationships, influencing others, providing candid observation, and taking appropriate risks. A. administrator B. cultural steward C. recruitment manager D. operational aide E. trainer

B. cultural steward HR managers become cultural stewards when they are so well respected in the organization that they can influence the positions taken by managers. This involves delivering results with integrity, sharing information, building trusting relationships, influencing others, providing candid observation, and taking appropriate risks.

The process of analyzing the tasks necessary for the production of a product or service is termed as _____. A. ergonomics B. work flow design C. utilization analysis D. industrial engineering E. break-even analysis

B. work flow design Through the process of work flow design, managers analyze the tasks needed to produce a product or service. With this information, they assign these tasks to specific jobs and positions.

Which of the following is true about telework? A. Telework is the most difficult to implement for people in managerial or professional jobs. B. A telework arrangement is the easiest to set up for manufacturing workers. C. Telecommuting supports the strategy of corporate social responsibility by reducing the employee's need to commute by vehicles. D. Telework arrangements are mandatorily restricted to employees who are disabled or need to be available for children or elderly relatives. E. Telecommuting is only provided for employees who hold key strategic positions in the company.

C. Telecommuting supports the strategy of corporate social responsibility by reducing the employee's need to commute by vehicles. Telecommuting supports the strategy of corporate social responsibility because telecommuting employees do not produce the greenhouse gas emissions that result from commuting by car

Which of the following is true 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 replaceable as 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 are bound to work under the conditions imposed by the employer owing to the low status of their jobs.

C. They are not easily replaceable as they own the knowledge that the company requires to produce its products. Knowledge workers are in a position of power, because they own the knowledge that the company needs in order to produce its products and services, and they must share their knowledge and collaborate with others in order for their employer to succeed. Replacing these employees is difficult and time consuming. They have many job opportunities, even in a slow economy.

Which of the following amendments to the constitution abolished slavery? A. Third Amendment B. Fourth Amendment C. Thirteenth Amendment D. Fourteenth Amendment E. Tenth Amendment

C. Thirteenth Amendment The Thirteenth Amendment abolished slavery in the United States. It has been applied in cases where discrimination involved the "badges" (symbols) and "incidents" of slavery.

In which of the following scenarios will workers be less motivated to perform the job? A. When the job requires a variety of skills to be performed B. When the job requires completing the whole piece of work from beginning to end C. When the job has minimal impact on the lives of other people D. When the job allows individuals to take autonomous decisions about the job E. When a person receives clear information about performance effectiveness from the work itself

C. When the job has minimal impact on the lives of other people According to the Job Characteristics Model, task significance relates to the impact the job has on the lives of other people.The more of each of the five characteristics a job has, the more motivating the job will be

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. disparate impact B. affirmative action C. disparate treatment D. reasonable accommodation E. reverse discrimination

C. disparate treatment Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed disparate treatment.

Which of the following statements about the composition of the U.S. labor force during the next decade is true? 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. For the first time ever, the number of workers under 40 years of age will exceed the number of workers 40 years of age or older. D. Despite a small increase in the number of young workers, the overall workforce will be aging. E. The total cost of labor in the United States would considerably decrease.

D. Despite a small increase in the number of young workers, the overall workforce will be aging. It is expected that despite a small increase in the number of young workers, the overall workforce will be aging

Which of the following is a challenge for HRM 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 among employees E. Sustaining the brand image of the company

D. Developing conflict resolution skills among employees HRM should have a significant role in carrying out a merger or acquisition. Differences between the businesses involved in the deal make conflict inevitable. Training efforts should therefore include development of skills in conflict resolution. Also, HR professionals have to sort out differences in the two companies' practices with regard to compensation, performance appraisal, and other HR systems.

_____ are directives issued solely by the President, without requiring congressional approval. A. Constitutional amendments B. Judicial reviews C. Charters D. Executive orders E. Statutes

D. Executive orders Executive orders are directives issued solely by the president, without requiring congressional approval.

Which of the following defines organizations with 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

D. High-performance work systems High-performance work systems refer to organizations that have the best possible fit between their social system and technical system.

Define sexual harassment.

Sexual harassment refers to unwelcome sexual advances. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when: (1) Submission to such conduct is made either explicitly or implicitly a term of or condition of an individual's employment, (2) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (3) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Describe self-managing work teams. Also suggest steps to make such teams more effective.

Some organizations empower employees by designing work to be done by self-managing work teams. These teams have authority for an entire work process or segment. Team members typically have authority to schedule work, hire team members, resolve problems related to the team's performance, and perform other duties traditionally handled by management. Teamwork can give a job such motivating characteristics as autonomy, skill variety, and task identity. Because team members' responsibilities are great, their jobs usually are defined broadly and include sharing of work assignments. Team members may, at one time or another, perform every duty of the team. The challenge for the organization is to provide enough training so that the team members can learn the necessary skills. Another approach, when teams are responsible for particular work processes or customers, is to assign the team responsibility for the process or customer, then let the team decide which members will carry out which tasks. Studies have found that the right job design was associated with effective teamwork. In particular, when teams are self-managed and team members are highly involved in decision making, teams are more productive, employees more satisfied, and managers more pleased with performance. Teams also tend to do better when each team member performs a variety of tasks and when team members view their effort as significant.