Management Test 3 (11&12)

A violation of the _____ used by the courts and federal agencies to determine whether there is evidence of adverse impact occurs when the members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.

80 percent rule

_____ is unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.

Adverse impact

Which of the following types of tests accurately predicts job performance in almost all kinds of jobs?

Cognitive ability tests

_____ is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs.

Disparate treatment

Which of the following is NOT an example of a pay-variability decision used to motivate employee performance?

Hierarchical pay

_____ can be best defined as the process of finding, developing, and keeping the right people to form a qualified work force.

Human resource management

Which of the following factors is considered while conducting an objective performance measure?

Output of an employee

Which of the following statements about performance appraisals is true?

Performance appraisals are used for making administrative decisions on how well employees are doing their jobs

_____ is the process of gathering information about job applicants to decide who should be offered a job.

Selection

Which of the following statements about federal employment laws is true?

The intent of these laws is to make factors such as gender, race, or age irrelevant in employment decisions

Which of the following should managers do in order to minimize the problems inherent in firing employees?

They should give employees a chance to change their behavior before firing them.

_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

Training

_____ is a legal doctrine that requires employers to have a job-related reason to terminate employees.

Wrongful discharge

profit sharing

a compensation system in which a company pays a % of its profits to employees in addition to the regular compensation

piecework

a compensation system in which employees are paid a set rate for each item they produce

employee stock ownership plan

a compensation system that awards employees shares of company's stock in addition to their regular compensation

stock options

a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price

Human resource information system

a computerized system for gathering, analyzing, storing and disseminating info related to the HRM process

quid pro qup sexual harassment

a form of sexual harassment in which employment outcomes, such as hiring, promotion or simply keeping ones job, depend on whether an individual submits to sexual harassment

hostile work environments

a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidation and offensive work environment

diversity pairing

a mentoring program in which people if different cultural backgrounds, sex, or races are paired together to get to know each other and chance stereotypical beliefs and attitudes

360 degree feedback

a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers and the employees themselves

job evaluation

a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it

assessment centers

a series of managerial simulations, graded by trained observers, that are used to determine applicants capability for managerial work

organizational plurality

a work environment where 1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers and themselves 2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a group

job description

a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

job specifications

a written summary of the qualifications needed to successfully perform a particular job

the purposeful steps taken by an organization to create employment opportunities for minorities an women is called

affirmative action

which of the following statements is true regarding discrimination based on sex

although progress is being made, sex discrimination continues to operate vie the glass ceiling at higher levels in organizations

Bona fide occupational qualification

an exception in employment law that permits sex, age, religion and the like to be used when making employment decisions, but only if they are 'reasonably necessary to the normal operation of that particular business (monitored by Equal Emp. Opp. comm)

which of the following is an example of deep level diversity

attitudes

the two basic types of diversity training programs are _____

awareness and skill based

Due to an increase in the amount of employment turnover in a company, the company decided to be very thorough with gathering accurate information about the job applicants. They decided to uncover all job-related information not provided by the applicants in order to hire only those employees who do not have an inconsistent employment history. In this context, the company has decided to perform a _____.

background check

Under a sales _____ plan, salespeople are paid a percentage of the purchase price of items they sell.

commission

how do companies typically fare when they are accused of discrimination and must go to court to defend themselves

companies lose, on average, two thirds of the discrimination cases brought against them

affirmative action programs are typically designed to

compensate for past discrimination

The term _____ refers to both the financial and nonfinancial rewards organizations give employees in exchange for their work.

compensation

the term ______- refers to the degree to which someone is organized, hardworking, responsible, preserving thorough and achievement oriented

conscientiousness

______ consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and nonverbal behaviors

deep-level diversity

external recruiting

developing a pool of qualifies job applicants from outside the company

surface level diversity

differences such as age, sex, race, and physical disabilities that are observable, typically unchangeable and easy to measure

Darlene Jespersen used to work in a sports bar. She was an outstanding employee, but she did not wear makeup because she felt it "took away her credibility" and interfered with her ability to be an effective bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when the sports bar implemented a "beverage department image transformation" program. Female employees were told they would be fired if they did not wear makeup. Since male employees did not have to wear makeup, Darlene contended it. This is an example of _____.

disparate treatment

an individuals _____ refer to his or her tendency to respond to situations and events in a predetermined manner

disposition

______ is a term that describes a situation in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there

diversity

a key difference between affirmative action and diversity is

diversity has a broader focus, while affirmative action does not

which of the following statements explains why diversity makes good business sense

diversity helps companies attract and retain talented employees

people with high degree of ________ respond well under stress

emotional stability

outplacement services

employment counseling services offered to employees who are losing their job bc of downsizing

the glass ceiling is most closely associated with _____

ethnic, racial, and gender discrimination

biographical data ( biodata)

extensive surveys that ask applicants questions about their personal backgrounds and life experiences

diversity audits

formal assessment that measure employee and management attitudes, investigate the extent to which people are advantages or disadvantaged with respect to hiring and promotions, and review companies diversity related policies and procedures

disparate treatment

intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities bc of their race, color, sex, age, ethnic group, or religious beliefs

The managers of a company decided to lay off about twenty percent of their employees to cope with the financial loss they incurred over the year. This is an example of a(n) _____.

involuntary separation

which of the following statements is true regarding the discrimination and fairness paradigm

it focuses only on surface level dimensions of diversity

A _____ is a purposeful, systematic process for collecting information on the important work-related aspects of a job.

job analysis

Two of the most important results of a job analysis are _____.

job descriptions and job specifications

In order to be considered _____, recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important aspects of the job, as identified by a careful job analysis.

job related

Bona fide occupational qualifications are most likely to be included in a(n) _____.

job specification

employee turnover

loss of employees who voluntarily choose to leave the company

dysfunctional turnover

loss of high performing employees who voluntarily choose to leave a company

functional turnover

loss of poor performing employees who voluntarily choose to leave the company

objective performance measures

measure the job performance that are easily and directly counted or quantified

subjective performance measures

measures the job performance that require someone to judge or assess a worker's performance

which of the following statements about disabilities is true

people with disabilities have better safety records

______ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other

personality

what are the four dimensions of surface-level diversity that many managers use to form initial impressions which can sometimes lead to discrimination

physical capabilities, gender, race/ethnicity, and age

affirmative action

purposeful steps taken by an organization to create employment opportunities for minorities and women

From a legal perspective, the two kinds of sexual harassment are _____.

quid pro quo and hostile work environment

which of the following might account for the disparities of african, hispanic, Asian american among the general population and their smaller representation in management positions

racial or ethnic discrimination in the workplace

behavioral observation scales

rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance

four-fifths (80% rule)

rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80% of the selection rate for a non protected group

which of the following job positions most likely requires people with high degree of extraversion

salesperson

______ occurs when people are treated differently because of their gender

sex discrimination

If a CEO opens a nationwide sales force meeting with a crude sexually explicit joke, it would be an example of a(n) _____.

sexual harassment

_____ is the degree to which group members are psychologically attracted to working with each other to accomplish a common objective

social integration

when the worlds biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either of ages over 50 or under 30. this age differences brought conflicts on important decisions which the company identified as a threat to its growth ______ was needed to get these two groups to respect each others work abilities

social integration

The _____ interview uses only standardized, job-related interview questions that are prepared ahead of time so that all candidates are asked the same questions.

structured

specific ability tests (aptitude tests)

tests that measure the extent to which an applicant processes the particular kind of ability needed to do a job well

cognitive ability test

tests that measure the extent to which applicants have the abilities, in particular speed, verbal comprehension, numerical aptitude, general reasoning and spatial aptitude

work sample tests

tests that require applicants to perform tasks that are actually done on the job

extraversion

the degree to which someone is active, assertive, gregarious, sociable, talkative and energized by others

which of the following is the most commonly used paradigm for managing diversity

the discrimination and fairness paradigm

glass celling

the invisible barrier that prevents women and minorities from advancing to the top of jobs in an organization

validation

the process of determining how well a selection test or procedure predicts future job performance; the better the prediction the more valid a test is said to be

internal recruiting

the process of developing a pool of qualified job applicants from people who already work for the company

needs assessment

the process of identifying and prioritizing the learning needs of employess

rater training

training performance appraisal raters in how to avoid rating errors and increase rating accuracy

awareness training

training that is designed to raise employees awareness of diversity issues and to challenge the underlying assumptions they may have about others

skills based diversity training

training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility, and adaptability, negotiation, problem solving and conflict resolution

with surface level diversity, differences are immediately observable, easy to measure and

typically unchangeable

adverse impact

unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged bc they are hired, promoted, or trained at substantially lower rates that others

employee separation

voluntary or involuntary loss of an employee