MGMT 320 Ch. 3 & 4

Which popular method of job analysis was pioneered by the U.S. Air Force? a. Dynamic job analysis b. Team-based analysis c. Task inventory analysis d. Competency-based analysis

c. Task inventory analysis

In recent years, the number of age discrimination complaints filed with the Equal Employment Opportunity Commission (EEOC) has shown: a. a slow decline b. a dramatic increase c. a steady increase d. a rapid decline

c. a steady increase

EEOC guidelines are: a. part of the federal law framework b. part of the state laws c. administrative rules published in the Federal Register. d. only applicable to organizations that employ over 1000 people.

c. administrative rules published in the Federal Register.

A group staffed with a mix of specialists based on assignment (non-voluntary) that is formed to accomplish a specific objective is called a _____. a. self-directed team b. project team c. cross-functional team d. process-improvement team

c. cross-functional team

The degree to which carrying out the work activities required by the job results in the individual being given direct and clear information about the effectiveness of his or her performance is known as: a. task identity b. autonomy c. feedback d. task variety

c. feedback

d. In which Supreme Court decision involving an invalidated employment test for firemen did the Court state: "once the process has been established and employers have made clear their selection criteria, they may not then invalidate the test results, thus upsetting an employee's legitimate expectation not to be judged on the basis of race."? a. Ricci v. DeStefano b. Albemarle Paper Co. v. Moody c. University of California Regents v. Bakke d. United Steelworkers of America v. Weber

a. Ricci v. DeStefano

An employer interviews 150 qualified applicants, 100 whites and 50 Hispanics. If 25 whites are hired, a minimum of how many Hispanics would have to be hired to avoid charges of adverse impact? a. 20 b. 13 c. 10 d. 8

a. 20

Hackman and Oldham propose that the five characteristics in their job characteristics model lead to all of the following EXCEPT: a. work group synergy b. improved work performance c. internal motivation d. lower absenteeism and turnover

a. work group synergy

The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment is known as the: a. Equal Pay Act of 1963. b. Civil Rights Act of 1964. c. Equal Employment Act of 1972 d. Civil Rights Act of 1991.

b. Civil Rights Act of 1964.

The Equal Pay Act was passed as an amendment to the: a. Civil Rights Act. b. Fair Labor Standards Act. c. Equal Employment Opportunity Act. d. Age Discrimination in Employment Act.

b. Fair Labor Standards Act.

Affirmative action compliance is reviewed by the: a. Office of Federal Contract Compliance Programs. b. Equal Employment Opportunity Commission. c. Supreme Court. d. Justice Department

a. Office of Federal Contract Compliance Programs.

The Equal Pay Act prohibits employers from discrimination in pay based on: a. race b. gender c. religion d. age

b. gender

Which of the following is NOT a problem frequently associated with job descriptions? a. They tend to broaden the scope of activities of the jobholder. b. They may be vague or poorly written. c. They include illegal specifications. d. They include illegal specifications.

a. They tend to broaden the scope of activities of the jobholder.

_____ are groups of highly trained individuals performing a set of interdependent job tasks within a natural work unit. The team members rely on consensus-type decision-making to perform their work duties, solve problems, or deal with internal or external customers. a. Cross-functional teams b. Self-directed teams c. Project teams d. Task-force teams

b. Self-directed teams

Which law prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance and requires federal contractors to develop affirmative action plans to hire and promote disabled people? a. The Americans with Disabilities Act b. The Vocational Rehabilitation Act of 1973 c. Executive Order 11246 d. Executive Order 11478

b. The Vocational Rehabilitation Act of 1973

Individuals with AIDS or HIV are "disabled" within the meaning of the: a. Civil Rights Act of 1991. b. Vocational Rehabilitation Act of 1973 c. Executive Order 11246 d. state and local anti-discrimination laws only.

b. Vocational Rehabilitation Act of 1973

In 2011, the EEOC and state fair employment practice agencies processed ______ sexual harassment complaints nationwide. a. 85,572 b. 38,936 c. 11,364 d. 3,420

c. 11,364

The statements in a job description covering job duties or essential job functions are usually arranged in: a. alphabetical order. b. numerical order. c. order of importance. d. sequential order.

c. order of importance.

Job sharing is suited to all of the following EXCEPT: a. people who only wish to work part-time. b. spouses with families who want to work part-time. c. people who need full-time work to satisfy all of their obligations. d. older workers who wish to phase into retirement.

c. people who need full-time work to satisfy all of their obligations.

The American with Disabilities Act does NOT: a. require employers to make reasonable accommodation to disabled persons. b. define disability as a physical or mental impairment that substantially limits one or more major activities. c. provide protection for adjustment disorders d. protect people regarded as having disabilities.

c. provide protection for adjustment disorders

Organizations subject to Title VII are required to post: a. all job openings b. their blank applications c. specific employment records and reports d. affirmative action goals

c. specific employment records and reports

An organization-specific list of tasks and their descriptions used as a basis to identify components of a job is known as: a. functional job analysis. b. the critical incident method. c. task inventory analysis. d. competency-based analysis.

c. task inventory analysis.

Task significance refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of others. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.

c. the degree to which a job has impact on the work of others.

Feedback refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which an individual is given direct and clear information about the effectiveness of his or her performance. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.

c. the degree to which an individual is given direct and clear information about the effectiveness of his or her performance.

An important step in avoiding discriminatory practices during selection is to: a. base selection decisions solely on interviews. b. use multiple interviewers for each applicant. c. use validation studies to demonstrate the job-relatedness of a selection instrument. d. require all applicants to complete an application form.

c. use validation studies to demonstrate the job-relatedness of a selection instrument.

Which of the following is NOT under the jurisdiction of the Civil Rights Act of 1964? a. State and local governments b. Private and public employment agencies c. Private educational institutions d. Private employers in interstate commerce with less than ten employees

d. Private employers in interstate commerce with less than ten employees

Legally, an affirmative action program is required when: a. a firm has 25 or more employees. b. a firm wants to expand its workforce. c. a firm's union-management contract is being negotiated. d. a firm has a federal contract exceeding $50,000.

d. a firm has a federal contract exceeding $50,000.

Most job descriptions contain all of the following EXCEPT: a. the job title. b. a job identification section. c. a job duties section. d. a job evaluation section.

d. a job evaluation section.

Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as: a. sexual harassment b. retaliation c. affirmative action d. reverse discrimination

d. reverse discrimination

A comprehensive training program to prevent discrimination would include all of the following EXCEPT: a. understanding the prohibitions of EEO laws. b. how to respond to complaints of discrimination. c. procedures for investigating complaints. d. standards for employee conduct.

d. standards for employee conduct.

The degree to which the job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome is known as: a. autonomy b. task significance c. skill variety d. task identity

d. task identity

Based upon the work of Hackman and Oldham, which of the following is NOT one of the five core job dimensions related to psychological states? a. skill variety b. Task identity c. task significance d. task isolation

d. task isolation

The law that requires federal contractors to take affirmative action in hiring disabled individuals is: a. the Uniformed Services Employment and Reemployment Rights Act. b. the Vietnam Era Veterans' Readjustment Assistance Act. c. the Americans with Disabilities Act d. the Vocational Rehabilitation Act.

d. the Vocational Rehabilitation Act.

The Age Discrimination in Employment Act prohibits specific employers from discriminating against persons who are: a. 40 years of age or older. b. below 35 years of age. c. below 28 years of age. d. between 25 to 30 years.

a. 40 years of age or older.

The _____ has stringent rules requiring the payment of overtime to nonsupervisory employees who work more than forty hours a week. a. Fair Labor Standards Act b. Equal Pay Act c. Rehabilitation Act d. Taft-Hartley Act

a. Fair Labor Standards Act

To achieve empowerment, organizations must encourage participation, innovation, access to information, and _____. a. accountability b. feedback c. responsibility d. training

a. accountability

Fair employment practice laws: a. are often more comprehensive than federal laws. b. are established by the Equal Employment Opportunity Commission. c. cannot bar discrimination based on marital status or political affiliation. d. are provisions under the Veterans' Readjustment Act.

a. are often more comprehensive than federal laws.

The American with Disabilities Act requires that job duties and responsibilities must be: a. essential job functions for job success. b. adjusted to describe the reasonable accommodations that an employer is willing to provide. c. limited to not more than twenty individual job tasks. d. written by job incumbents most familiar with the job.

a. essential job functions for job success.

The advantages of flextime schedules include all of the following EXCEPT: a. improved communication among employees and supervisors. b. recruiting and retaining employees. c. improving customer service. d. balancing employee and organizational needs.

a. improved communication among employees and supervisors.

The law that enables people who enter the military for a total of five years to return to their private-sector jobs without risk of loss of seniority or benefits is: a. the Uniformed Services Employment and Reemployment Rights Act b. the Vocational Rehabilitation Act of 1973. c. the Equal Employment Opportunity Act of 1972. d. the Veterans' Readjustment Act

a. the Uniformed Services Employment and Reemployment Rights Act

Employers can determine adverse impact by using: a. the four-fifths rule b. the McDonnell-Douglas test. c. the ratio rule. d. the two-thirds rule.

a. the four-fifths rule

The job specification section of a job description should include: a. the skills required to perform the job. b. the location of the job. c. the person to whom the jobholder reports. d. the date of job posting.

a. the skills required to perform the job.

Age discrimination does NOT exist when: a. employers make off-hand remarks about older individuals b. advanced age affects organizational efficiency. c. older workers are pressured to take early retirement. d. older workers are terminated during downsizing.

b. advanced age affects organizational efficiency.

A disability under the Americans with Disabilities Act of 1990 can be defined by all of the following EXCEPT: a. a physical or mental impairment that substantially limits one or more major activities. b. conditions caused due to the demands of the work environment. c. having a record of physical or mental impairment. d. being regarded as having a physical or mental impairment.

b. conditions caused due to the demands of the work environment.

The Equal Employment Opportunity Commission (EEOC) conducts its operations through: a. state and local government offices. b. its administrative headquarters, district offices, and area offices. c. the Department of Justice. d. the Department of Labor.

b. its administrative headquarters, district offices, and area offices.

Disparate treatment cases involve: a. discharge complaints b. purposeful discrimination c. affirmative action goals d. immigration cases

b. purposeful discrimination

Employers favor job sharing since it serves to: a. reduce labor costs b. reduce layoffs c. reduce training costs d. reduce employee appraisals

b. reduce layoffs

A job analysis method by which important job tasks are identified for job success is known as: a. functional job analysis b. the critical incident method c. task inventory analysis d. the position analysis questionnaire system

b. the critical incident method

Task identity refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of other people. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.

b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome.

_____ refers to a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies. a. Dejobbing b. Job crafting c. Employee engagement d. Employee empowerment

c. Employee engagement

_____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being. a. Dejobbing b. Industrial engineering c. Ergonomics d. Autonomy

c. Ergonomics

Which of the following is NOT a disadvantage of flextime schedules? a. Flextime is difficult to implement in situations where workstations must be staffed at all times. b. Flextime makes communication and control more difficult for supervisors. c. Flextime makes it difficult to recruit and retain personnel d. Flextime leads to increased energy costs due to extended facility hours.

c. Flextime makes it difficult to recruit and retain personnel

_____ is a field of study concerned with analyzing work methods and establishing time standards. a. Ergonomics b. Functional job analysis c. Industrial engineering d. Competency-based analysis

c. Industrial engineering

The Pregnancy Discrimination Act states that: a. an employer can deny sick leave for morning sickness. b. an employer may set mandatory lengths for pregnancy leave. c. an employer must set pregnancy leave dates based on the individual employee's ability to work. d. pregnancy is a temporary medical condition and not a disability.

c. an employer must set pregnancy leave dates based on the individual employee's ability to work.

When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional information from all of the following EXCEPT: a. the employees b. the managers c. job analysts from a different organization. d. individuals who perform the same job.

c. job analysts from a different organization.

In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a _____, where the emphasis is on characteristics of successful performers rather than standard duties. a. dynamic job analysis b. team-based analysis c. strategic analysis of jobs d. competency-based analysis

d. competency-based analysis

The Glass Ceiling Act: a. never made it out of congressional committee. b. was declared unconstitutional by the U.S. Supreme Court. c. protects only white females. d. created the Glass Ceiling Commission.

d. created the Glass Ceiling Commission.

Affirmative action requires employers to: a. fill minority quotas. b. establish the validity of hiring procedures. c. provide additional facilities to employees with disabilities. d. develop a plan of action to correct areas of past discrimination.

d. develop a plan of action to correct areas of past discrimination.

Complete training for teams should cover each of the following skills, EXCEPT: a. leadership b. goal setting c. conflict resolution d. etiquette

d. etiquette

Autonomy refers to: a. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. b. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. c. the degree to which a job has impact on the work of others. d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.

d. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use.