Test 3 BUS 371
Jamal is always telling lewd jokes and is known for making offensive comments about women in general. Jamal can be considered as creating which of these? A. Hostile environment B. Inclusion environment C. Glass ceiling D. Quid pro quo harassment E. Groupthink
A
Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. Jay's boss tells him that if any of BNB's current human resources and compensation policies conflict with pay for performance, they should be reviewed and changed. Jay should focus on which of the following step in the framework to address these issues? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.
A
Performance management began as a simple tool to drive _____ but has evolved more recently into a tool used for _____. A. accountability; employee development B. profits; stockholder education C. market share; corporate acquisition D. employee development; accountability E. stockholder education; profits
A
According to the evolution of HR work, in _____, HR continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions. A. Wave 1 B. Wave 2 C. Wave 3 D. Wave 4 E. Wave 5
D
In 1981, _____ championed the forced-ranking system. A. the US Military B. Max Weber C. Frederick Taylor D. Jack Welch E. Elton Mayo
D
Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. Jay's boss is interested in the following questions: How much differentiation of performance will we have? What is the cost of doing this pay-for-performance? Jay should focus on which of the following step in the framework to obtain these answers? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.
D
The decision to be transparent about sexual orientation is called ______. A. passing B. groupthink C. cognitive diversity D. revealing E. inclusion
D
Which act prohibits discrimination against people with disabilities in employment, public services, public accommodations, and in telecommunications? A. EPA B. ADEA C. FMLA D. ADA E. PDA
D
In organizations today, success depends on talent acquisition outsourcing to external recruiters.
F
The similarity-attraction paradigm explains how diversity can have positive outcomes for an organization.
F
The term managing diversity is often used to reflect ways in which organizations show appreciation for diversity among job applicants, employees, and customers.
F
Unfortunately, research has shown that racially diverse firms have poorer financial performance than more homogeneous firms.
F
Women constitute approximately 53% of the workforce compared to approximately 47% for men.
F
Which agency was created by Title VII of the Civil Rights Act of 1964 with the primary goal of making it illegal to discriminate against someone in the workplace due to their race, national origin, sex, disability, religion, or pregnancy status? A. EEOC B. ADA C. SEC D. NRA E. EPA
A
Which term includes traits that are nonobservable such as attitudes, values, and beliefs? A. Deep-level diversity B. Valuing diversity C. Hidden diversity D. Managing diversity E. Surface-level diversity
A
Which of these demonstrates how a diverse workforce can create a sustainable competitive advantage for organizations? A. Cognitive diversity B. Groupthink C. Resource-based view D. Revealing E. Cognitive flexibility
C
_____ is the process for reviewing key roles and determining the readiness levels of potential internal and external candidates to fill these roles. A. Performance management B. Talent acquisition C. Succession planning D. Talent review calibration process E. War for talent
C
______ represents the degree to which employees are accepted and treated fairly by their organization. A. Diversity B. Identity group C. Inclusion D. Quid pro quo E. Groupthink
C
Human resources compliance is an area that traces back to the very origin of the human resources function—to A. integration of HR strategy with the overall business strategy. B. administrative and regulatory functions. C. be a partner to the business. D. become a competitive practice for responding to external business conditions. E. financial management and compliance.
B
Which legislation established the minimum wage, overtime pay, recordkeeping, and youth employment standards? A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993
B
Which term defines the strategy for selection, recruiting, and hiring processes? A. Performance management B. Talent acquisition C. Succession planning D. Talent review calibration process E. Total rewards strategy
B
Which term describes a collective of individuals who share the same demographic characteristics such as race, sex, or age? A. Diversity B. Identity group C. Inclusion D. Quid pro quo E. Groupthink
B
The identity-based differences include such things as race and ethnicity, gender, sexual orientation, and age.
T
According to the evolution of HR work, the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance were the focus of which of the following? A. Wave 1 B. Wave 2 C. Wave 3 D. Wave 4 E. Wave 5
A
All the following best practices illustrate the key steps for effective recruiting of key leadership hires EXCEPT: A. Specify the compensation B. Develop the pool C. Close the deal D. Integrate the newcomer E. Anticipate your needs
A
Behavioral event interview should be conducted during which step for effective recruiting of key leadership hires? A. Assess the candidates B. Develop the pool C. Close the deal D. Integrate the newcomer E. Anticipate your needs
A
Compared to _____% in 1977, the labor force participation rate for men is now approximately ______% and is expected to decrease through 2024 to _____%. A. 59; 53; 52 B. 33; 66; 75 C. 20; 40; 60 D. 45; 65; 85 E. 80; 60; 40
A
Talent reviews often employ the use of a(n) ______, which plots employee performance versus employee potential and provides the reviewer with nine distinct options, or boxes, to categorize where the employee is. A. 9-box template B. 360 assessment C. employee life cycle D. merit matrix E. pay-for-performance model
A
Which act prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities? A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993
A
Which term is commonly used to refer to ways in which organizations seek to ensure that members of diverse groups are valued and treated fairly within organizations in all areas including hiring, compensation, performance evaluation, and customer service activities? A. Managing diversity B. Valuing diversity C. Inclusion D. Quid pro quo E. Groupthink
A
With growing dissatisfaction with performance management processes, Agile Manifesto was developed by software developers and emphasized principles of all of these EXCEPT: A. emotional intelligence. B. regular reflection on how to work more effectively. C. self-direction. D. self-organization. E. collaboration.
A
______ are the fastest-growing ethnic group in the United States, growing 72% between 2000 and 2015. A. Asians B. Pacific Islanders C. Hispanics D. Native Americans E. Blacks
A
______ refers to identity-based differences among and between two or more people that affect their lives as applicants, employees, and customers. A. Diversity B. Inclusion C. Glass ceiling D. Quid pro quo E. Groupthink
A
________ discrimination is a catchall term that describes when people are denied employment opportunities because of their identity group or personal characteristics such as sex, race, age, or other factors. A. Access B. Treatment C. Reverse D. Covert E. Age
A
A dysfunction in decision-making that occurs in homogeneous groups as a result of group pressures and group members' desire for conformity and consensus is called ____. A. passing B. groupthink C. cognitive diversity D. revealing E. inclusion
B
According to the evolution of HR work, ______ focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing. A. Wave 1 B. Wave 2 C. Wave 3 D. Wave 4 E. Wave 5
B
An evaluation tool that collects feedback from manager, peers, direct reports, and customers is called ______. A. 9-box template B. 360 assessment C. employee life cycle D. merit matrix E. pay-for-performance model
B
The skills, knowledge, and experience of an individual or group and its value to an organization refers to _____. A. war for talent B. human capital C. succession planning D. 360 assessment E. employee life cycle
B
Which term describes a stereotype that portrays Asian men and women as obedient and successful and is often used to justify socioeconomic disparities between other racial minority groups? A. Inclusion B. Model minority myth C. Justification-suppression model D. National origin discrimination E. Similarity-attraction paradigm
B
Within an organization, the primary lever to address the drive to _____ is culture, and the actions are to foster mutual reliance and friendships, to value collaboration and teamwork, and to encourage best practice sharing. A. acquire B. bond C. comprehend D. defend E. esteem
B
Women today earn about ____ cents to every dollar that men earn, even while performing the same or similar jobs. A. 50 B. 80 C. 95 D. 120 E. 60
B
_____ discrimination describes a situation in which people are employed but are treated differently while employed, mainly by receiving different and unequal job-related opportunities or rewards. A. Access B. Treatment C. Reverse D. Covert E. Age
B
According to the evolution of HR work, the integration of HR strategy with the overall business strategy has been the focus of which of the following? A. Wave 1 B. Wave 2 C. Wave 3 D. Wave 4 E. Wave 5
C
Although HR is responsible for creating and facilitating the performance management processes, it is the ______ that need to strongly support the process and communicate the linkage of performance management to overall organizational goals and performance. A. employees B. board of directors C. organizational managers D. government bodies E. EEOC officers
C
Human resource management includes the leadership and facilitation of all the following key life cycle process areas EXCEPT: A. Employee selection, hiring, and onboarding B. Compensation rewards and benefits C. Financial management and compliance D. Talent development and succession planning E. Performance management
C
Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. In these efforts, Jay's boss tells him to include the design of a merit matrix that ties employee annual pay increases to performance as well as the design of a short-term bonus matrix and a long-term bonus pay-for-performance strategy. Jay should focus on which of the following step in the framework to address these issues? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.
C
People born between 1946 and 1964 are classified as which of these? A. Generation X B. Generation Next C. Baby Boomers D. Generation Y E. Lost generation
C
Which term includes traits that are deep-level but may be concealed or revealed at the discretion of individuals who possess them? A. Inclusion B. Valuing diversity C. Hidden diversity D. Managing diversity E. Surface-level diversity
C
Within an organization, the primary lever to address the drive to _____ is job design, and the actions are to design jobs that have distinct and important roles in the organization, as well as jobs that are meaningful and foster a sense of contribution. A. acquire B. bond C. comprehend D. defend E. esteem
C
World at Work defines a total rewards strategy as the six elements of total rewards that collectively define an organization's strategy to attract, motivate, retain and engage employees. Which of the following is NOT an element of this total rewards? A. Benefits B. Recognition C. Employee life cycle D. Work-life effectiveness E. Compensation
C
_____ extends rights to many private-sector employees, including the right to organize and bargain with their employer collectively. A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993
C
Which of these term is often used to reflect ways in which organizations show appreciation for diversity among job applicants, employees, and customers? A. Managing diversity B. Quid pro quo C. Inclusion D. Valuing diversity E. Groupthink
D
Which term describes discrimination that manifests itself in ways that are not visible or readily identifiable, yet is serious because it can impact interpersonal interactions between employees, employees and customers, and other important workplace relationships? A. Access B. Treatment C. Reverse D. Covert E. Age
D
Within an organization, the primary lever to address the drive to _____ are performance management and resource-allocation processes, and the actions are to increase process transparency and fairness, and to build trust by being just in granting rewards, assignments, and other recognition. A. acquire B. bond C. comprehend D. defend E. esteem
D
______ occurs when an employee or an applicant is treated unfairly at work or in the job hiring process due to an identity group, condition, or personal characteristic. A. Cognitive diversity B. Groupthink C. Cognitive flexibility D. Workplace discrimination E. Revealing
D
Which act protects workers, their families, and communities by requiring employers to provide notification 60 calendar days in advance of plant closings and mass layoffs? A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADE Act of 1967 E. WARN Act of 1988
E
Which of the following best describe the ability to think about things differently and adapt one's perspective? A. Passing B. Groupthink C. Cognitive diversity D. Revealing E. Cognitive flexibility
E
Which of the following was developed in 2001 as the dissatisfaction with performance management processes began to increase? A. Forced-ranking system B. Merit rating system C. Radical redesign D. Merit matrix E. Agile Manifesto
E
Which of these refers to the increasing competition for recruiting? A. Performance management B. Talent acquisition C. Succession planning D. Talent review calibration process E. War for talent
E
Which term represents an individual's visible characteristics, including, but not limited to, age, body size, visible disabilities, race, or sex? A. Deep-level diversity B. Valuing diversity C. Hidden diversity D. Managing diversity E. Surface-level diversity
E
_____ entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993
E
_______ is a term that has been used to describe a situation in which dominant group members perceive that they are experiencing discrimination based on their race or sex. A. Cognitive diversity B. Groupthink C. Cognitive flexibility D. Revealing
E
Access discrimination involves discrimination that manifests itself in ways that are not visible or readily identifiable, yet is serious because it can impact interpersonal interactions between employees, employees and customers, and other important workplace relationships.
F
Compensation and benefits are the two elements that make up the total reward strategy used by organizations to attract, motivate, retain and engage employees.
F
Four different drives that underlie motivation include the drives to acquire, enjoy, expand, and defend.
F
In Wave 2 of the evolution of HR, it looks outside their organizations to customers, investors, and communities to define success—in the form of customer share, investor confidence, and community reputation.
F
One downside of diverse teams, according to research, is that they enhance groupthink.
F
The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age or older from employment discrimination based on age.
F
The evolution of HR work can be described terms of waves where wave 1 focused on the integration of HR strategy with the overall business strategy.
F
In a recent public survey by Deloitte Services, 58% of executives surveyed believed that their current performance management approach drives neither employee engagement nor high performance.
T
Researchers contend that physical diversity characteristics such as race, age, or sex positively influence performance because team members contribute unique cognitive attributes based on their experiences stemming from their demographic background.
T
Scheduling HR compliance audits should be part of the company's overall strategy to avoid legal risk.
T
Studies show that women and minorities have greater job-pursuit intentions and higher attraction toward organizations that promote workplace diversity in their recruitment materials compared to organizations that do not.
T
Talent development and succession planning are two of the most critical human resource management processes within an organization.
T
The EEOC was created by Title VII of the Civil Rights Act of 1964 with the primary goal of making it illegal to discriminate against someone in the workplace due to their race, national origin, sex, disability, religion, or pregnancy status.
T
The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons.
T
The identification of poor performers is a challenge that has existed since the earliest days of performance management, and even the most formal performance management process does not seem to be particularly good at weeding out poor performers.
T
The integration-and-learning perspective posits that the different life experiences, skills, and perspectives that members of diverse cultural identity groups possess can be a valuable resource in the context of work groups.
T
Two of the advantages of diversity include cost advantages and improved resource acquisition
T
By the 1960s nearly _____% of all U.S. companies were using a performance appraisal process. A. 30 B. 15 C. 90 D. 60 E. 45
C
Discrimination is a term that has been used to describe a situation in which dominant group members perceive that they are experiencing discrimination based on their race or sex.
F
Which is an invisible barrier based on the prejudicial beliefs that underlie organizational decisions that prevent women from moving beyond certain levels within a company? A. Diversity B. Inclusion C. Glass ceiling D. Quid pro quo E. Groupthink
C
Which of the following group is projected to make up almost one-fifth of the labor force by 2024? A. Asians B. White males C. Hispanics D. Women E. African-American
C
According to Nohria, Groysberg, and Lee, within an organization, the primary lever to address the drive to ____ is the reward system. A. acquire B. bond C. comprehend D. defend E. esteem
A
Jay Patel is the HR manager at BNB Manufacturing. Jay is interested in establishing the pay-for-performance structure at BNB. Which of the following should be the first step in establishing this framework Jay should focus on? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.
B
Performance management can be tracked back to which of these? A. Fortune 500 top leaders B. The U.S. military's merit rating system C. The Egyptian Pyramids D. China Silk Roads E. Indian Vidas
B
When Suzanne wanted to learn about the law that protects individuals who are 40 years of age or older from employment discrimination based on age, she should read up on which of the following? A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993
D
Which of the following is NOT an advantage of diversity? A. Cost advantages B. Improved resource acquisition C. System flexibility D. Greater marketing expenditure E. Enhanced creativity
D
Which of the following refers to the exchange of rewards for sexual favors or punishments for refusal to grant sexual favors? A. Hostile environment B. Inclusion C. Glass ceiling D. Quid pro quo harassment E. Groupthink
D
Performance management began as a simple tool used for employee development.
F
According to experts, hiring discrimination against _____ has not declined over the past 25 years while workplace discrimination against other racial minority groups has declined. A. Asians B. White males C. Hispanics D. Women E. Blacks
E
At BAC Toys, employees go through hiring and onboarding, to performance management and talent development, all the way through to transitions such as job change and promotion, to retirement and exit. This is called ______. A. war for talent B. talent review calibration process C. succession planning D. 360 assessment E. employee life cycle
E
Jay Patel is the HR manager at BNB Manufacturing. Jay is interested in establishing the pay-for-performance structure at BNB. Which of the following should be the final step in establishing this framework Jay should focus on? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.
E
Which act prohibits any discrimination as it relates to pregnancy, including hiring, firing, compensation, training, job assignment, insurance, or any other employment conditions? A. EPA B. ADEA C. FMLA D. ADA E. PDA
E
Due to the fact that multiracial births have risen tenfold between 1970 and 2013, their participation in the labor force is around 20%.
F
Although Blacks do not make up the largest share of the workforce for racial minorities, research studies show they face discrimination more often than other racial minorities.
T
Best practices for effective recruiting of key leadership hires suggest that every two to three years there should be a review of high-level leadership requirements based on the strategic plan.
T
From its earliest inception as a primarily compliance-type function, human resource management has further expanded and evolved into its current state as a key driver of human capital development.
T
Higher-potential employees, no matter what the level, often display the following competencies: business acumen, strategic thinking, leadership skills, people skills, learning agility, and technology skills.
T
If employees are penalized for refusing to respond to repeated sexual advances, quid pro quo sexual harassment has taken place.
T