MGMT 330 Exam 1
Sun Unlimited Energy is a company that produces solar panels for domestic use. It has 800 permanent employees working in different departments. Suppose the company gets involved in a case of intentional employee discrimination. What is the maximum amount of punitive damages it would have to pay under the Civil Rights Act of 1991?
$300,000
Fiona, a white female applicant, is refused a job at a local college in favor of a less qualified minority applicant. She could consider suing the college on charges of reverse discrimination under the
14th Amendment
The Age Discrimination in Employment Act protects only those workers who are over the age of
40
Jamie, a manager at a construction company, contends that applying industrial engineering is the simplest way to structure work and maximize efficiency. Which statement supports Jamie's argument?
Applying industrial engineering reduces the complexity of work.
Larry has been a systems analyst at a software company for six years. Although he works hard, gets favorable performance reviews, takes night classes in business management, and has applied for promotions, his coworkers always get the promotions instead. Larry asked his coworkers about this, and one of them said, "Don't you realize? This management will never promote someone like you." This supports Larry's concern that he may be a target of discrimination because he is black; other talented employees are black, but no black employees have moved into management positions. Larry decides to discuss the problem with the human resource manager. If he can't find a satisfactory solution that way, with which federal agency could he file a complaint?
Equal Employment Opportunity Commission
Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument.
Incumbents provide accurate information, but they may have an incentive to exaggerate what they do to appear more valuable to the organization.
What would be a benefit to the company if it plans on applying industrial engineering to existing jobs?
Industrial engineering will provide measurable and practical benefits.
Which statement is true regarding KSAOs?
KSAOs are characteristics of people and are not directly observable.
What is true about avoiding discrimination?
Reasonable accommodation is provided subject to the condition of undue hardship.
Brenda, a researcher, is of the opinion that organizations should empower employees, and suggests this should be done by designing work to be done by self-managing teams. Which statement would validate Brenda's argument?
Self-managing teams are highly involved in decision making.
Sarah, an HR executive, observes that telework or telecommuting has been a rising trend. She considers developing a policy to allow telecommuting at her company. Which statement is a fact about telecommuting that would support implementing this policy?
Telecommuting may support a strategy of corporate social responsibility.
Mia's use of illegal drugs limits her ability to walk properly. The elevator at her office was not working for many months, so Mia needed to climb two flights of stairs and had difficulty getting to her desk. She tried suing her company under the Americans with Disabilities Act, arguing that her company discriminates against individuals who cannot perform major life activities. Which statement would weaken Mia's argument?
The ADA does not cover conditions of substance abuse.
Matthew, a human resource manager at a manufacturing company, recommends that the company use the Position Analysis Questionnaire (PAQ) for conducting job analysis. Which statement best supports Matthew's recommendation?
The PAQ considers the whole work process, from inputs through outputs.
Karen is a human resource specialist. To gain competency in her field, she keeps up with business news related to human resource management. One area of the news she pays attention to is coverage of the cases the Supreme Court hears each year. Why would stories about the Supreme Court be relevant for Karen's career?
The Supreme Court may issue rulings that interpret employment law.
What is true about Title VII of the Civil Rights Act of 1964?
The act applies to organizations with 15 or more employees.
A survey of employee satisfaction among a county's 9-1-1 dispatchers found that employees struggle to keep up with calls, feel little or no control over their situation, and constantly worry about making mistakes. A suggestion is made to simplify the jobs in order to deal with these sources of dissatisfaction. Why would simplifying the jobs be beneficial in this case?
The costs of employee errors are severe.
Edward leaves an organization for three years to fulfill military duties. Which observation is true of his employer's obligation to reemploy Edward under the Uniformed Services Employment and Reemployment Rights Act?
The employer must reemploy Edward with the same seniority and status he would have earned if his employment had not been interrupted.
Which statement is true about the Civil Rights Acts of 1866 and 1871?
They were passed to further the Thirteenth Amendment's goal of abolishing slavery.
According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, which term refers to a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply?
Utilization Analysis
Which HR activity is similar to analyzing a job that does not yet exist?
Work redesign
Employees in a company's accounting department work 10 hours a day for 4 days a week, while employees in the other departments work 8 hours a day for 5 days a week. The flexible work schedule option affecting the accounting department is known as
a compressed workweek
Which action by employers can result in reverse discrimination?
affirmative action
According to the Job Characteristics Model, __________ refers to the job characteristic that reflects the degree to which a job allows an individual to make decisions about the way the work is carried out.
autonomy
Green Gusts is a two-year-old company that makes wind turbines. The business owner, Mike, is struggling to compete. Finding enough employees who know how to do the work has been difficult, and Mike believes that his labor costs are too high because he cannot afford to match the prices of his nearest competitors. To help with these problems, Mike hires a new HR manager, Jake. Jake recommends they start by bringing in an industrial engineer. How is this approach to job design most likely to help Green Gusts?
by simplifying work and increasing output per worker
A __________ refers to an agreement between the Equal Employment Opportunity Commission and an organization that the organization will cease certain discriminatory practices and possibly institute additional affirmative-action practices to rectify its history of discrimination.
consent decree
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
disparate treatment.
The Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for
individuals with disabilities.
Samuel's Security Inc. specializes in providing round-the-clock building security services to multinational companies. Samuel's Security selects security guards, conducts background checks, provides them with uniforms and training, and schedules guards to patrol and monitor security at clients' facilities. In the work flow analysis for Samuel's, which term best describes the security services?
outputs
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
quid pro quo harassment.
Which arrangement would qualify as job rotation?
support staff being trained in front-office functions through periods of alternating work arrangements
Which process involves analyzing the tasks necessary for the production of a product or service?
work flow design
What is necessary for the success of employee empowerment?
A) The jobs must be designed in such a manner that the managers have complete control over business processes. b) Employees must be properly trained to exert their wider authority and use information resources such as the Internet. c) Pay and other rewards should reflect employees' loyalty to the organization and not their authority. d) Employers should provide feedback only when employees resign and are about to leave the organization. e) Employers should create jobs that minimize the need for the employees to come up with innovative ideas and solutions. B
Alter App Corp. is a firm that develops software applications for other companies. After the company moves into a new office space, most of the employees complain about the lack of comfortable seating arrangements. Following up on the complaint, the HR department advises management to invest in studying the ergonomics of the new office space. What would serve as an incentive for the company to invest in the study of ergonomics?
Ergonomics reduces the physical strain on employees performing a job.
Rapp's Parts is a small machine shop that makes custom parts for manufacturers in the metropolitan area where it is located. For 20 years, Erin was the office assistant. She was hired to fill a position that involved keeping track of customers' orders and purchasing supplies. After Erin retired, the company hired another office assistant to perform the same tasks. Soon afterward, however, the company's owner began hearing from frustrated customers complaining that when they called the company with questions and problems, no one was taking responsibility and helping them as Erin had. What problem with job analysis is most likely to have occurred when Erin retired?
Erin took on customer service duties, but the job description didn't reflect the change.
Which statement is true regarding trends in job analysis?
Errors in job analysis have multiple sources, but most result from outdated job descriptions.
Which job analysis method requires subject-matter experts to evaluate a job in terms of abilities required to perform the job?
Fleishman Job Analysis System
Identify the step that can be taken by an organization to enrich manufacturing jobs for its employees.
Give employees more authority to manage the production process.
Which statement is true of a bona fide occupational qualification?
It is a necessary qualification for a job.
Which statement best defines a competency?
It is an area of personal capability that enables employees to perform successfully.
Which job design technique involving the addition of decision-making authorities to a job is credited to Frederick Herzberg?
Job Enrichment
Isabella has joined the HR department of PLT Inc. as an intern. The organization plans on giving all newly hired site engineers copies of their job descriptions to help them understand what the organization expects of them. Isabella has been given the task of conducting job analyses and creating job descriptions for the site engineers. What should Isabella consider while creating the job descriptions?
Job descriptions contain detailed specifications of the tasks involved in carrying out each duty.
Paytonics Inc., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Patrick, the HR manager, considers the requirements of the job, including the necessary knowledge, level of proficiency, enduring capabilities, and other personality traits, such as persistence or motivation to achieve. Which document includes these considerations to help Patrick in selecting a candidate?
Job specification
Identify the correct statement regarding reasonable accommodation.
Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs.
Caitlin's Consulting is a business consulting firm based in Nevada. The departments in the organization are based on the functions carried out by employees, such as customer service, marketing, tech support, and business consulting. Which statement is most likely true of the organizational structure of Caitlin's Consulting?
The workers work alone at highly specialized jobs.
When Lily started working for Tough Guy Construction, two of her coworkers made a point of telling sex-related jokes around her, and they occasionally ran their fingers through her hair and suggested meeting up after work. Lily feels uncomfortable. What grounds would she have for complaining to the human resource department about her coworkers?
Their behavior could be considered creation of a hostile working environment.
Bill, an employee with the U.S. Postal Service, was deployed to Iraq to serve in the U.S. Army for two years. After the completion of his military duties, he resumed work at the post office. He was reemployed with an increase in pay. Which law protected Bill by requiring that his employer reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during the time of his deployment?
Uniformed Services Employment and Reemployment Rights Act (USERRA)
A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Louisiana. A total of 90 eligible applicants apply for the job, of which 40 are black and 50 are white. Assuming that the company decides to hire 10 blacks and 25 whites, what can be inferred using the four-fifths rule?
a) 0.5 < 0.8; this indicates that there is no evidence of discrimination. b) 0.5 < 0.8; this indicates that there is evidence of discrimination. c) 2 > 0.8; this indicates that there is no evidence of discrimination. d) 2 > 0.8; this indicates that there is evidence of discrimination. e) The hiring rate for blacks is equal to four-fifths the hiring rate of whites; hence, there is no evidence of discrimination. B
Garin is an HR manager preparing a message to his company's employees, explaining the company's new policy of valuing diversity. Which statement should he use to express the best business case for valuing diversity?
a) A diverse workforce makes the company more competitive by providing insights into its diverse customers. b) Valuing diversity involves administrative decisions for the human resource department. c) Valuing diversity need not be limited to employees in categories protected by law. d) Valuing diversity takes many forms, including affirmative action and rewards for demonstrating respect. e) A diverse workforce is necessary to stay out of legal trouble related to equal employment opportunity. A
Which scenario demonstrates a violation of the right of freedom of conscience in a workplace environment?
a) A supervisor shares the previous employment details of an employee with a colleague. b) An interviewer does not specify the details of a job to a prospective employee. c) A supervisor coerces an employee to use unsafe practices to keep a project on schedule. d) An employee complains about his supervisor during a conference call with a client. e) supervisor does not provide a fair hearing when an employee complains about a colleague. C
__________ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.
a) Conjoint analysis b) Performance management c) Workforce analytics d) Career development e) Task analysis C
A downsizing strategy at City Corp. has resulted in negative stock returns and lower profitability following the layoffs. Which statement best explains the reason for these negative results at City Corp.?
a) Downsizing tends to eliminate good performers instead of poor performers first. b) Downsizing demands the HR department have a third-party vendor provide services, which results in lower revenues. c) Downsizing conducts a complete review of the organization's critical work processes, which results in heavy expenditures. d) The HRM of a firm must provide downsized employees with multiple stock options. e) When labor costs fall after a downsizing, sales per employee also tend to fall. E
Which statement is true of ethics in human resource management?
a) Evidence shows that HRM practices are invariably ethical. b) The general public has a positive perception of the ethical conduct of U.S. businesses. c) HR managers must view employees as having basic rights. d) Most managers have a positive perception of the ethical conduct of U.S. businesses. e) Most people believe that individuals apply values they hold in their personal lives to their professional activities. C
Filerton Inc. produces large quantities of products for their customers within tight deadlines. Recently, customers have been returning their products to Filerton, citing errors and defects in the items they have received. Which total quality management core value does Filerton need to employ to correct this issue?
a) Filerton needs to promote cooperation with vendors, suppliers, and customers. b) Filerton managers need to measure progress. c) Filerton needs to ensure quality is designed into their products so errors are prevented from occurring. d) Filerton needs to hold down costs. e) Filerton needs to employ methods to meet the needs of internal customers. C
Which statement is true about downsizing?
a) HRM cannot, and should not, inform all employees why downsizing is necessary. b) HRM should withhold information regarding downsizing rather than maintain open communication with remaining employees. c) Downsizing is associated with positive stock returns. d) Downsizing results in higher profitability following layoffs. e) HRM can provide downsized employees with outplacement services to help them find new jobs. E
Identify the correct statement regarding Human Resources.
a) Human resources can be imitated. b) Human resources are commonly found. c) Human resources have no good substitutes. d) Human resources seldom perform critical functions. e) Human resources are interchangeable, easily replaced parts of a system. C
In what way does teamwork make work more significant?
a) It centralizes authority so workers do not have to make decisions. b) Team members have less authority, so they can relax. c) Teams get to work on fast-moving assembly lines. d) Team members contribute to quality and assume many activities traditionally reserved for managers. e)Teams spare employees from having to work directly with customers. D
Dino Inc., a marketing firm, has employees who work in different cities in different time zones around the country. They coordinate their work efficiently with the help of technology, such as videoconferencing, mobile phones, and e-mail, for the production of marketing activities. Which statement is true of Dino Inc.?
a) It has a vertical organizational structure. b) It does not hold employees accountable for products and services. c) It encourages virtual teams. d) It encourages centralized decision making. e) It has self-employed individuals with multiple clients. C
Which statement is true of an intranet?
a) It is a system that uses powerful computers to analyze large amounts of data, such as data about employee traits. b) It is a network that uses Internet tools but limits access to authorized users in the organization. c) It is a network that is used by a business to reach out to the customers and send them product information. d) It is a system that is used by outside suppliers to update inventories. e) It is a network universally used by business organizations to transfer data from one geographical location to another. B
Which observation about reengineering is true?
a) It is primarily concerned with production processes. b) Critical processes are not altered during this process. c) Rapidly changing customer needs and technologies necessitate reengineering. d) It has no impact on human resource practices and systems. e) Retaining the current work processes with minimal change requires reengineering. C
Which statement best describes evidence-based HR?
a) It is the exclusive use of statistical models for planning, forecasting, and other related HR activities. b) It is establishing overlapping performance goals and desired outcomes during performance management. c) It is demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders. d) It is the process of ensuring that employees' activities and outputs match an organization's goals. e) It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills. C
What is a standard that human resource managers must satisfy for HRM practices to be ethical?
a) Managers must treat employees as family. b) Human resource practices must result in the greatest good for the largest number of people. c) Employment practices must respect employees' right of lifetime employment. d) Managers must always maintain that customers are right. e) Employment practices must limit the application of the principle of employment-at-will as it is unfair to employees. B
Fuller Corporation recently undertook a reengineering strategy to increase the efficiency of its processes. According to your text, will reengineering have any effect on Fuller's HR department?
a) No; the HR department will continue to accomplish its goals as it always has. b) Yes; the structure of pay and benefits will have to be redesigned. c) Yes; employees will require training, but only those in the top managerial positions. d) Yes; new employees with the same skill sets as current workers will need to be hired. e) No; employee levels will stay the same, with none being hired or laid off. B
Which statement is true of employee empowerment?
a) Proper training must be provided only to supervisors so that they can exert their wider authority. b) Managers should ensure that employees are not linked to resources outside the organization, such as customers. c) Employee empowerment shifts the recruiting focus away from cognitive and interpersonal skills toward general technical skills. d) Employee empowerment prevents holding employees accountable for the products and services they developed. e) Jobs must be designed to give employees the necessary latitude for making a variety of decisions. E
Justine, a marketing executive in her late thirties, had worked at a reputable marketing firm for the last three years. However, she was fired from the company without any prior notice when she collapsed at work after experiencing an epileptic seizure. Following this, Justine sued the company under
a) Rehabilitation Act of 1973. b) Executive Order 11246. c) Executive Order 11478. d) Americans with Disabilities Act. e) Occupational Safety and Health Act. D
Which statement is correct about HR responsibilities of supervisors?
a) Supervisors do not interview job candidates. b) In large organizations, all HR activities are carried out by supervisors. c) Supervisors do not need to be familiar with the basics of HRM. d) Job analysis and job design are techniques that lie outside the purview of supervisors. e) Supervisors typically have responsibilities related to all the HR functions. E
Lennon, the branch manager of a local bank, wants to initiate a teamwork system because he believes it will improve the performance of the branch. Which statement provides valid support for Lennon's idea?
a) Teamwork encourages centralized decision making, which will lower costs. b) Teamwork eliminates the need for quality control. c) Teamwork makes work motivating for employees and helps reduce labor costs. d) Teamwork simplifies each job to a few tasks, reducing errors. e) Teamwork reduces errors because team members must communicate face-to-face. C
Jordan is the human resource manager at a poultry-processing facility with 75 employees. He just received a call saying that an OSHA inspector has arrived at the facility. What can Jordan expect the company will need to do first?
a) Temporarily halt all poultry processing until the inspection is over. b) Provide the inspector with records of any deaths, injuries, and illnesses. c) Send the employees home for the day. d) Lead the inspector on a tour of the premises. e) Make the inspection officer aware of any health or safety problems. B
An OSHA inspector completed her inspection of a mining operation, including a walkaround and employee interviews. Then the OSHA inspector sought a restraining order from a federal court. What can you infer from this action by the inspector?
a) The inspector wants the company to have a reasonable time frame to correct violations. b) The inspector is requesting to conduct a closing conference. c) The inspector found a violation that could cause serious injury or death. d) The inspector is an attorney representing the employees of the mining company. e) The inspector looked for violations of the general-duty clause. C
Identify the correct statement regarding the composition of the U.S. labor force during the projected 2016-2026 period.
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) The segment of the workforce nearing retirement age will hold steady. d) Despite a small increase in the number of young workers, the overall workforce will be aging. e) The total workforce of the United States will considerably decrease D
In high-tech industries, such as computer software development, employers press the federal government for immigration laws that allow for a greater supply of foreign-born workers. What is the main reason these companies cite for that effort?
a) There is a lack of adequate technology in the United States. b) Undocumented immigrants work harder than U.S. citizens. c) Qualified technical workers are scarce in the United States. d) U.S. workers do not want this physically demanding work. e) The size of the U.S. workforce is declining. C
What is a key advantage of human resource information systems?
a) They can be used to scrutinize balance sheets. b) They can be used to develop new lines of products. c) They can ensure that data is kept private and confidential. d) They help HR professionals think strategically. e) They can be used to reduce the size of the HR staff. D
Which statement is correct 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 replaced because 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 do not have a lot of job opportunities because employers can simply order these employees to perform tasks. C
How do human resources professionals provide an organization with a sustainable competitive advantage?
a) They hire high-quality employees who provide a needed service as they perform many critical functions. b) They hire employees who are very enthusiastic despite lacking job experience and training. c) They keep the organization focused on the short term. d) They help the organization do what competitors are doing. e) They manage commonly available resources. A
Companies are finding that to survive they must contend in international markets as well as fend off foreign competitors' attempts to gain ground in the United States. What would help businesses in the United States meet these challenges?
a) They must focus on developing domestic markets rather than on developing global markets. b) They must hire only from a domestic labor pool. c) They must prepare employees for global assignments. d) They must eliminate reshoring—reestablishing operations in North America. e) They must reduce the workforce with a "grenade" approach—by eliminating an entire group of employees. C
Argus Chemicals is a chemicals manufacturer with a large research and development team searching for new alternatives to gasoline. Because it develops new chemicals and is constantly innovating, the Department of Labor cannot possibly keep up with specific safety and health standards for its workplace. Some of the managers are asking Brooklyn, the human resource manager, if that means they don't have to bother trying to comply with all the OSHA regulations. What should Brooklyn recommend?
a) Under the general-duty clause, the company is exempt from specific regulations. b) Focus on planning for emergency responses when injuries do occur. c) Simply focus on the health and safety risks that are widely known. d) Be constantly alert for potential sources of harm and correct them. e) Ask NIOSH to anticipate all possible hazards that could occur. D
Rachelle is starting a new business and is worried about OSHA regulations because she has often heard that they are extremely complex. Which statement offers Rachelle the best advice for meeting the requirements of the OSH Act?
a) Use the job hazard analysis technique to meet all the requirements. b) Contact the Department of Labor to set up an appointment with a business representative. c) Memorize the occupational health and safety standards published by NIOSH. d) Use the "Compliance Assistance Quick Start" on OSHA's website. e) Don't worry about the regulations, because they apply only to large companies. D
Connor Cell, a large-scale cell phone manufacturer, buys Minnow Inc., a small cell phone manufacturer, to secure a greater share of the cell phone industry. This scenario exemplifies
a) a consolidation. b) a partnership. c) downsizing. d) a merger. e) a strategic alliance. A
The process of getting detailed information about jobs is referred to as
a) a job rotation. b) supply chain management. c) a job analysis. d) policy creation. e) a job orientation. C
The concept of "human resource management" implies that employees are
a) a secondary component of a business. b) troublesome and need to be monitored. c) a rare component of the business world. d) an unnecessary cost to an employer. e) resources of the employer. E
Vinzo Pharmaceuticals and Aurora Medicines combined their businesses to create a new company, Aurora Pharmaceuticals Inc. This is an example of a(n)
a) acquisition. b) takeover. c) partnership. d) strategic alliance. e) merger. E
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
The practice of having another company provide services is known as
a) benchmarking. b) downsizing. c) codetermining. d) outsourcing. e) reengineering. D
At a supermarket chain, back injuries are a recurring problem around the loading docks, because employees in a rush forget to use proper lifting techniques. How could safety posters help the company improve safety?
a) by delivering a message that varies based on employees' languages and age groups b) by creating a paper trail to document a history of the employer's concern c) by replacing mobile devices, which should not be present on a loading dock d) by establishing direct communications between supervisors and their employees e) by serving as a constant reminder of how to lift safely E
How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?
a) by handling administrative tasks with a commitment to quality b) by providing business partner services to meet the company's goals c) by providing skills training and career development programs d) by understanding the existing human resources and providing new ones e) by answering questions on employee hiring and benefits D
Miller Inc. is a large corporation preparing to acquire GrowIt, a start-up business. Miller has many policies and procedures based on years of experience. Employees at GrowIt are used to figuring out the best practices as they go along. How can Miller's HR professionals help the company prepare for the acquisition to succeed in spite of these differences?
a) by replacing GrowIt's employees with new employees who will follow rules b) by reassuring everyone that any differences will disappear after the acquisition c) by identifying the differences and developing employees' skills in conflict resolution d) by planning systems to ensure there are no conflicts following the acquisition e) by training employees in how to set up new HR systems C
At ICS Inc., a company that deals in software products, employees regularly complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which HR function?
a) compliance with laws b) analysis and design of work c) compensation and benefits d) maintenance of employee relations e) recruitment and selection B
Which responsibility is specifically associated with the HR function of employee relations?
a) conducting attitude surveys b) analyzing work c) creating HR information systems d) planning and forecasting human resources e) creating a job design A
Clark Corp., an automobile manufacturer, purchases Forward Inc., a company that produces auto parts and accessories. This scenario exemplifies
a) consolidation. b) a partnership. c) an acquisition. d) a joint venture. e) a strategic alliance. C
When large U.S. software companies open facilities in developing countries to take advantage of the highly skilled labor available there at lower pay rates, they are engaging in
a) consolidation. b) nationalization. c) crowdsourcing. d) codetermining. e) offshoring. E
Twyla is a benefits specialist at McCallister Manufacturing. She negotiates contracts for insurance, retirement plans, and other employee benefits in order to get the best possible deal while meeting all legal requirements. She understands the details of each benefit and is able to help employees understand the value of their benefits. This scenario illustrates Twyla's competency in the area of
a) consultation. b) human resource expertise. c) relationship management. d) ethical practice. e) business acumen. B
The external labor market consists of
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
The new type of psychological contract has resulted in reduced
a) creativity. b) employee compensation. c) flexibility. d) training and development opportunities. e) job security. E
EnTech Inc., an electronics manufacturer, is headquartered in Florida. The firm shifted its operations from Florida to China due to lower labor costs and the availability of required skills in China. This scenario indicates that EnTech engaged in the practice of
a) downsizing. b) reengineering. c) offshoring. d) benchmarking. e) acquiring. C
The relationship between an employer and an 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.
a) employee contract b) offer letter c) psychological contract d) legal bond e) legal agreement C
The management of J&A Homes expects its employees to be enthusiastic about their work by seeking training, putting in long hours of work, initiating better work procedures, and maintaining a sound balance between professional life and personal life. In return, the firm's employees expect management to arrange for better incentives, flexible work schedules, and increased authority to execute their tasks. This scenario is an example of a(n)
a) employee contract. b) offer letter. c) legal agreement. d) legal bond. e) psychological contract. E
Michael, an employee at a book publishing company, is unhappy with his company's existing project management system. He decides to communicate this to the top management by expressing his complaints in an email. According to the work of philosopher Immanuel Kant, Michael is applying his right of
a) freedom of conscience. b) first refusal. c) freedom of speech. d) privacy. e) free consent. C
Kasey changes jobs on a regular basis. She does this to secure better career growth opportunities and to decrease boredom. Kasey engages in
a) freelancing. b) job enrichment. c) job hopping. d) benchmarking. e) moonlighting. C
Luke heads the human resource department at a technology development company. There, he monitors trends of the labor markets within the industry. Studying the trends, Luke realizes the company is likely going to need more sources of employees skilled in robotics. He gathers information about the best robotics training programs in the regions where the company operates. Then he applies that information to build connections with selected schools, thereby resolving a recruitment problem before it becomes serious. This scenario illustrates Luke's competency in
a) global and cultural effectiveness. b) communication. c) critical evaluation. d) leadership and navigation. e) relationship management. C
Lia, the human resource manager at AirTech Inc., has developed an inspiring vision of how the HR function should contribute to employees' well-being and the company's success. She models the values and behaviors supporting that vision, and she gets her staff excited to be part of realizing the vision. This indicates that Lia has competencies in the area of
a) global and cultural effectiveness. b) critical evaluation. c) relationship management. d) leadership and navigation. e) human resource expertise. D
What clusters of competencies are necessary for success in human resource management?
a) hiring, compensation, event planning, and training b) technical, interpersonal, business, and leadership c) technical, hiring, motivation, and compensation d) business, development, leadership, and interpersonal e) technical, business, training, and hiring B
In the context of HRM functions, the activities of performance management include
a) identifying applicants with the necessary knowledge and abilities that will help an organization achieve its goals. b) making a planned effort to enable employees to learn job-related knowledge, skills, and behavior. c) specifying the tasks and outcomes of a job that contribute to an organization's success. d) acquiring knowledge and skills that improve employees' ability to meet the challenges of a variety of new or existing jobs. e) seeking applicants for potential employment. C
Which action is one of the ways in which the executive branch helps create the legal environment for human resource management?
a) interpreting federal laws b) overturning Supreme Court decisions c) holding trials concerning violations of equal opportunity laws d) filing suit against violators of equal opportunity laws e) enacting laws governing worker safety and health D
Gamma is a company that develops software to help businesses with data processing. Their software performs multiple business functions, including processing payrolls, generating tax information for employees, and managing performance evaluation reports. The software is hosted on a remote server maintained by Gamma, and client businesses can access it online. Which technology is being used by Gamma to perform the computing tasks for other businesses?
a) intranet portal b) HR dashboard c) data mining d) cloud computing e) artificial intelligence D
Select the method that promotes safety by determining which specific element of a job led to a past accident.
a) job hazard analysis technique b) utilization analysis c) technic of operations review d) affirmative action e) reasonable accommodation C
The right of privacy is the right to
a) know the nature of the job a person is being hired for. b) autonomy in how a person carries out their work. c) control what a person reveals about their private life. d) a fair and impartial hearing. e) fight against a wrongful discharge. C
If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to
a) lifetime employment. b) privacy. c) due process. d) free consent. e) freedom of conscience. C
The HR function of maintaining positive employee relations includes
a) maintaining performance measures on outcomes. b) offering training programs on effective teamwork. c) selecting only those applicants that are referred by employees. d) maintaining communication with union representatives. e) planning employee pay and benefits. D
In the context of HRM functions, the activities of training and development include
a) making decisions on whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. b) keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. c) attempting to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. d) preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet. e) establishing policies related to hiring, discipline, promotions, and benefits. A
What is a characteristic of current-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
Which of the following is a type of person who works for an organization only when they are needed?
a) on-call workers b) moonlighting employees c) apprentices d) part-time employees e) trainees A
The use of technology by HR departments in business organizations has resulted in
a) organizations becoming more restrictive about information pertaining to workplace policies. b) the elimination of the self-service approach toward information dissemination. c) the elimination of face-to-face meetings and training sessions. d) the collection of employees' opinions through online surveys. e) HR employees having greater responsibilities for record keeping. D
Identify the process through which an organization seeks applicants for potential employment.
a) orientation b) training c) recruitment d) work analysis c) job design C
Fisher Inc., a cell phone manufacturer, has its assembly operations performed by Morton Corp., a firm that deals exclusively in assembling products for other companies. This scenario indicates that Fisher Inc. engages in the practice of
a) outsourcing. b) reengineering. c) downsizing. d) benchmarking. e) acquiring. A
Rhonda, an employee at Neon Corp., develops and distributes newsletters that announce upcoming events in the company. Which human resource management practice is being performed by Rhonda?
a) performance management b) employee relations c) selection d) training e) compensation B
Ralph works at Delta Corporation. He is responsible for identifying individuals with skills required for the various roles in the organization. Which human resource management practice is being performed by Ralph?
a) performance management b) employee relations c) selection d) training e) compensation C
In an attempt to motivate its current employees and to attract skilled professionals, Integrated Inc. decides to increase salaries as well as year-end bonuses for its best performers. Which HR function is demonstrated in this scenario?
a) performance management b) training and development c) recruitment d) planning and administering pay and benefits e) maintaining positive employee relations D
Given the increasing use of computers to do routine tasks, which skill is most likely to be actively sought by U.S. employers today?
a) physical strength b) mastery of a particular piece of machinery c) interpersonal skills d) ability to perform routine tasks e) ability to work with a tool C
According to the philosopher Immanuel Kant, the right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic right of
a) privacy. b) free consent. c) freedom of speech. d) freedom of conscience. e) first refusal. B
Peter, the human resource manager at Tinker Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Peter's responsibility of
a) providing administrative services. b) preparing a job analysis. c) providing business partner services. d) creating a job design. e) maintaining positive employee relations. C
The employees at Herby Financial often complain that they are not provided feedback about their work. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which HR function does Herby Financial need to specifically improve upon to resolve the complaints put forth by its employees?
a) recruitment b) employee selection c) training and development d) performance management e) planning and administering pay and benefits D
Which HR function involves offering programs through which employees acquire knowledge, skills, and behavior that improve their ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs?
a) recruitment b) personnel policy c) development d) employee relations e) selection C
When Grant Incorporated, a travel insurance company, decided to introduce new goals for its internal management, there was a rift regarding what should be implemented. Group A emphasized short-term goals that would benefit the company, while Group B believed in introducing policies that would create more mutually beneficial relationships with client businesses, such as major airlines. Which result would prove Group B's decision to be ideal?
a) rival businesses going bankrupt due to a slow economy b) an increase of quarterly bonuses offered to executives c) studies showing a rise in the number of consumers looking to take a vacation d) an increase of airline customers purchasing Grant Incorporated's insurance e) a steady decline of unhappy employees at Ulysses Corp. due to new healthcare benefits D
An HR manager can demonstrate competency in communication by excelling at which behavior?
a) setting a vision for the HR function b) listening effectively c) supporting inclusiveness d) maintaining confidentiality e) applying knowledge of business principles B
Heidi, a local farmer, buys her equipment exclusively from the manufacturer Farm Supply Inc. Because of this, Heidi is affected by Farm Supply Inc.'s operations. This indicates that Heidi is
a) stakeholder. b) business partner. c) workforce analyst. d) talent manager. e) strategic partner. A
Instabin Inc., a company in the recycling business, has revamped its management and business criteria. It has also added new objectives that would require recruitment of new and skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm. This responsibility of the HR department is known as
a) supply chain management. b) performance management. c) human resource planning. d) utilization analysis. e) performance planning. C
Eve & Rose Corp., an apparel manufacturer, has been profitable for a long time without depleting its resources—raw materials, employees, and the support of the local community. The company also caters to the needs of all its stakeholders. Which characteristic is illustrated in this scenario?
a) sustainability b) strategic architecture c) compliance with law d) talent management e) workforce analytics A
What is the primary professional organization for HRM that provides education and information services, and is also the world's largest human resource management association?
a) the Collective for Strategic Human Resource Management b) the Foundation for the Recognition of Professionals International c) the Society for Human Resource Management d) the Human Resource Certification Institute e) the Association for Human Resource Professionals C
Name the executive department that is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the Occupational Safety and Health Act.
a) the Department of Health b) the Department of Commerce c) the Department of Homeland Security d) the Department of Labor e) the Department of Justice A
Name the agency that is responsible for tracking changes in the composition of the U.S. labor force and forecasting employment trends.
a) the National Statistics Association b) the Occupational Outlook Bureau c) the U.S. Census Bureau d) the Bureau of Economic Analysis e) the Bureau of Labor Statistics E
According to the core values of total quality management,
a) the progress of employees should be measured through self-evaluation. b) external customers should not be given any importance while developing any process. c) only key personnel should receive training in quality. d) errors in a product or service should be prevented before occurrence. e) internal customers should be valued more than external customers. D
The specific ways in which human resource professionals support an organization's strategy vary according to
a) their level of involvement and the nature of the strategy. b) the location of the organization's corporate headquarters. c) the government regulations of the countries in which the organization does business. d) the mastery of a particular piece of machinery among the employees of the organization. e) the organization's market share in the industry. A
Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?
a) traditional management b) tangible capital c) working capital d) human capital e) capital expense D
BrightenUp Corp. uses a set of quantitative tools to assess employee data such as performance, compensation, designations, and benefits. This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals. BrightenUp is engaging in the practice of
a) training and development. b) job design. c) employee relations. d) talent management. e) workforce analytics. E
Independent contractors are
a) usually full-time company employees. b) self-employed individuals with multiple clients. c) people employed by a temporary agency. d) employed directly by a company for a specific time. e) people employed by a company to work on an independent project. B
Baker Corp., a financial services company, specializes in customers' preferences and cost-efficient processes. They also encourage self-managing teams that make all decisions regarding business development and the sale of services to their customers. The firm ensures that there is a good fit between its work system and its people. This scenario implies that Baker has a
a) workforce analysis system. b) high-performance work system. c) supply chain system. d) total quality management system. e) holistic management system. B
Which action associated with an OSHA inspection can result in criminal charges?
falsifying records subject to the inspection
GGT Ad Agency, an advertising firm, requires its employees to be at work between the hours of 11:00 a.m. and 2:00 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 in this scenario.
flextime
Killen Inc. is an interior design firm based in California. The firm has a team of interior designers working closely with manufacturers to create home décor products. In the context of a work flow analysis, the interior designers, manufacturers, and home décor products required to provide interior design services collectively constitute the
inputs
Julia is a line manager at Maddox Inc. She is assigned the task of understanding and gathering detailed information about the requirements of carrying out a certain job. Information gathered by Julia will be used to provide essential knowledge for staffing, training, performance appraisal, and other HR activities. What most likely corresponds to the task undertaken by Julia?
job analysis
Deborah is an HR executive looking for a new job. She comes across an advertisement in a newspaper seeking applications for the position of an HR manager. The advertisement exclusively highlights requirements such as strong communications skills, excellent teamwork abilities, and leadership skills. These requirements constitute a
job specification
Aubrey is a human resource executive for a manufacturing company that makes a variety of consumer products in several facilities. She is studying U.S. injury and illness trends from the Bureau of Labor Statistics to identify issues the company should address in its human resource policies. As she looks at nationwide trends since 1990, Aubrey identifies one that companies should correct. Which trend represents a problem for U.S. employers to address?
number of claims of retaliation against employees who report injuries
Breyers, Bear, & Associates, a consulting firm, equips all of its employees with laptop computers, which they use at their desks and carry to client meetings. What ergonomic challenge may result from employees using these devices throughout the day?
physical strain to wrists from improper positioning for typing
Ken, an HR manager at Colonial Corp., wishes to design jobs that do not exceed the mental capabilities and limitations of employees. To do so, Ken would most likely have to
reduce the information-processing requirements of a job.
According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of
sex
In which use of information technology is the technology reducing mental demands and the likelihood of errors?
software that creates a graph of daily production levels for a supervisor
Which of the following represents an act of participation in a proceeding?
testifying in an investigation
What is the name of the agency that is responsible for enforcing the executive orders that cover companies doing business with the federal government?
the Office of Federal Contract Compliance Programs
Titan Info Group is a software consulting firm based in Redmond. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, Titan Info Group is using
the Position Analysis Questionnaire.
Tech Surge applies research into physics and biochemistry to create advanced surgical instruments and implants. Its research department attracts some of the most talented professionals in these disciplines, each with a passion for his or her specialty. Next year, the position of vice president of research will be vacant, so the executive team is working with the HR department to define selection criteria for a new vice president. Given the company's structure, which quality will be important for the new vice president to possess?
the ability to align researchers' work with the company's strategy
According to the Job Characteristics Model, what best describes task identity?
the degree to which a job requires completing a "whole" piece of work from beginning to end
Suppose you are a human resource executive, supporting strategy. Executives in your industry are concluding that a certain HR-related law no longer seems relevant in the Internet age. To which government branch would it be most effective to turn for addressing the need for a change in the legal environment?
the legislative branch, requesting a new law in this area
Kaylee started a new job in a print shop. She worries about the different chemicals in the workplace, so she requests information about them from her employer. Which employee right under the OSH Act is Kaylee exercising?
the right to have dangerous substances identified
Jessica wants to set up a manufacturing unit, so she meets with Rachel, a human resource manager at her company. Rachel explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. She suggests they start by defining the outputs of the process. To do this, what should Jessica define?
the type of products that will need to be manufactured
Toys-For-All is a toy manufacturing company. As the new production manager, Craig notices that the production unit has been underperforming. In an attempt to streamline the existing work flow, Craig brings in an HR specialist to help him conduct a work flow analysis. Craig describes to the specialist the quantity and quality of products to be produced. What will the HR specialist have Craig define next?
the work processes used to generate the end product
What is the objective of job enlargement?
to make jobs less repetitive and more interesting
Tyler has joined a start-up manufacturing company as its human resource manager. One of his first responsibilities is to make sure the company complies with the OSH Act. Under this law, what records must Tyler keep?
work-related injuries and illnesses, with an annual summary of these
