HB 307

The observable and measureable human behaviors that make performance possible are known as​ _______. A. Competencies B. Skill sets C. Proficiency levels D. Task statements E. Observable behaviors

A. Competencies

Which of the following uses tools such as statistical analysis to sift through data looking for​ relationships? A. Data Mining B. HR audit C. Benchmarking D. Data analytics E. Digital dashboard

A. Data Mining

Toni is reviewing graphs and charts that show how the company is doing on the metrics from the HR scorecard process. Toni is using which of the​ following? A. Digital Dashboard B. Data mining C. Benchmarking D. HR audit E. SWOT analysis

A. Digital Dashboard

What is the result of an employer treating an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group? A. Disparate treatment B. Adverse impact C. Disparate impact D. Prima facie discrimination E. Disparate rejection

A. Disparate treatment

Amazing Industries has decided it will add two product​ lines, close a​ plant, and expand its production facilities in two locations. Amazing Industries is at what step in the strategic management​ process? A. Executing the strategy B. Performing an analysis of strengths, weaknesses, opportunities, and threats (SWOT) C. Determining the new business direction D. Formulating the strategy and course of action

A. Executing the strategy

When there is a large number of employees who all do similar work , what might be an efficient way of gathering information for a job analysis? A. Group interviews B. Participant logs C. position analysis questionnaires D. Direct observations E. supervisor interviews

A. Group interviews

Which of the following would NOT be found in the​ proficiency-level section of a competency​ statement? A. Identification of knowledge and experience needed B. Identification of project risks and dependencies C. Description of systems used to monitor risks and report changes D. Description of implications of related internal and external business conditions E. Documentation of changing conditions and impact to risks and preventative action

A. Identification of knowledge and experience needed

A brief description of the job would most likely be found in which section of the job​ description? A. Job Summary B. Standards of performance C. Working conditions D. Responsibilities and duties E. Job identification

A. Job Summary

Which of the following occurs when employees are assigned additional activities at the same level of​ responsibility? A. Job enlargement B. Job enrichment C. Job elimination D. Business process reengineering E. Job rotation

A. Job enlargement

Which type of work simulation usually takes 2dash3 days and includes a variety of tasks such as the​ in-basket, leaderless group​ discussion, presentations, and​ testing? A. Management assessment center B. Interest inventory C. Cognitive test D. Personality assessment E. Expectancy chart

A. Management assessment center

Which of the following shows the title of each​ supervisor's position​ and, by means of connecting​ lines, who is accountable to​ whom, who has authority for each​ area, and who is expected to communicate with​ whom? A. Organization chart B. Process chart C. Job analysis D. Job requirements matrix E. Job specification

A. Organization chart

Matching the competencies of an applicant to the required​ knowledge, skills, and abilities required to perform the job is known as which of the​ following? A. Person-job fit B. Corporate culture C. Position fit D. Organization fit E. Person-organization fit

A. Person-job fit

Which of the following are NOT covered by Title VII of the Civil Rights Act? A. Public employers of 5 or more employees B. Private educational institutions C. Private employers of 15 or more employees D. Local governments E. Most labor unions

A. Public employers of 5 or more employees

Which section of the job description is critical in ensuring compliance with the Americans with Disabilities Act (ADA)? A. Responsibilities and duties B. Working conditions C. Job summary D. Performance standards E. Job specification

A. Responsibilities and duties

Which of the following is an indication of discrimination against nonminority applicants and employees? A. Reverse discrimination B. Good-faith effort strategies C. Ethnocentrism D. Employee resistance E. Quid pro quo

A. Reverse discrimination

To develop a legally defensible approach to job specifications, what should the specifications be based on? A. Statistical analysis B. Competency model C. Task statement D. Judgement E. Job-requirements matrix

A. Statistical analysis

Why was the Equal Employment Opportunity Commission (EEOC) established? A. To enforce the Civil Rights Act for workers B. To support affirmative action programs C. To determine the burden of proof in civil rights lawsuits D. To ensure reasonable accommodation E. To identify the essential functions of jobs

A. To enforce the Civil Rights Act for workers

What is the main step when creating a job-requirements matrix? A. Writing the task statement B. Complying with EEO and ADA requirements C. Including all necessary criteria of job effectiveness D. Identifying the position to be analyzed E. Identifying predictors

A. Writing the task statement

How does the Fair Labor Standards Act​ (FLSA) affect the importance of the job​ description, such as job identification component of the job description? A. the FLSA uses the job description to determine whether an employee is expempt or nonexempt from overtime and minimum wage provisions B. The FLSA uses the job summary section of the job description to understand the essence of each job and its relationship within the organization C. The FLSA requires a specific job title on the job description to determine the role the job plays in the organization

A. the FLSA uses the job description to determine whether an employee is expempt or nonexempt from overtime and minimum wage provisions

According to the Society for Human Resource Management (SHRM), which of the following best describes competency? A. Critical-thinking skills that are used in critical evaluations, allowing successful job performance B. A cluster of interrelated attributes that result in a certain behavior C. An indication of future engagement based on past performance D. what the worker does on each of a main job duty's separate job tasks and how the worker does it E. A guidepost for recruiting, selecting, training, evaluating, and developing employees for each job

B. A cluster of interrelated attributes that result in a certain behavior

Chip Conley discusses how he wanted to differentiate his first hotel with a funky vibe and low price that would be accessible to everyone. This describes his intended​ direction, which is called​ _______. A. A corporate strategy B. A vision statement C. A mission statement D. An HR Scorecard E. Employee Engagement

B. A vision statement

Title VII bars public and private agencies from failing to employ any individual on any of the following grounds EXCEPT which of the​ following? A. Color B. Age C. Religion D. Sex E. Ethnicity

B. Age

Which of the following is a 2013-2016 Equal Employment Opportunity Commission (EEOC) enforcement priority? A. Clarifying the term "spouse" as it pertains to eligibility for employer-provided benefits B. Elimination potentially discriminatory hiring barriers such as credit checks C. Permitting states to adopt constitutional amendments that ban public university admissions based on affirmative action D. Making it more difficult to bring retaliation claims against employers E. Redefining the meaning of "supervisor" to limit employer liability

B. Elimination potentially discriminatory hiring barriers such as credit checks

The HR department at​ Incredible, Inc. is measuring where it currently stands and determining what it needs to accomplish. This department is performing which of the​ following? A. Data analysis B. HR audit C. Benchmarking D. HR scorecard E. SWOT analysis

B. HR audit

Joni often hears her mostly male coworkers telling dirty jokes and recounting stories about their sexual escapades. When her coworkers open their locker doors she sees sexually explicit posters hung inside. Joni is teased daily because her body does not look like the women in the posters. Joni frequently clocks in to work late because she avoids entering the locker room until her coworkers have left. Which of the following is Joni​ experiencing? A. Gender discrimination B. Hostile environment harassment C. Ethnocentrism D. Undue harship E. Adverse impact

B. Hostile environment harassment

Employers often use which of the following to coordinate their processes for​ planning, recruiting,​ selecting, developing,​ managing, and compensating​ employees? A. Recruiting B. Talent management software C. Performance appraisal D. Job analysis E. Staffing

B. Talent management software

Which of the following is the main step in creating a​ job-requirements matrix? A. Working conditions B. Task statement C. Job identification D. Responsibilities and duties E. Job summary

B. Task statement

In terms of sexual harassment charges, the US Supreme Court ruled that same-sex sexual harassment is actionable under which of the following? A. Federal Violence Against Women Act 1994 B. Title VII of the 1964 Civil Rights Act C. Meritor Savings Bank, FSB v. Vinson D. Civil Rights Act of 1991 E. Ward Cove v. Antonio

B. Title VII of the 1964 Civil Rights Act

​_______ answers the​ question, "Does this test measure what​ it's supposed to​ measure?" A. Utility analysis B. Validity C. Trend Analysis D. Reliability E. Alternate form estimate

B. Validity

Always-On Internet Corporation requires applicants to take a​ pre-employment test. This test has been shown to be more difficult for older applicants because it requires the installation and use of an app on the​ applicants' smartphones. This test could be considered to be discriminatory because of the​ ________ protected applicants who are over 40 years old. A. reverse discrimination of B. adverse impact on C. undue hardship on D. hostile environment for E. disparate rejection rate for

B. adverse impact on

Which part of the job analysis contains information about the education level and work experience needed for the​ job? A. job content B. human requirements C. Work activities D. human behaviors E. performance standards

B. human requirements

How did noted psychologist Fredrick Herzberg believe workers could be best motivated? A. job redesign B. job enrichment C. job enlargement D. job analysis E. job rotation

B. job enrichment

When using statistical analysis to build job specifications, traits such as intelligence, dexterity, or height are considered to be ______________. A. criteria B. predictors C. performance skills D. knowledge, skills, abilities, and other human characteristics (KSAOs) E. man job duties

B. predictors

Under the Americans with Disabilities Act of​ 1990, an employer must make an effort to provide​ ________ for an employee with a disability unless doing so would create an undue hardship on the employer. A. mixed-motive cases B. reasonable accommodations C. restricted policies D. disparate rejection rates E. bona fide occupational qualifications

B. reasonable accommodations

The consistency of a test is described as​ _______. A. Criterion validity B. reliability C. content validity D. Alternate form estimate E. Construct validity

B. reliability

The key advantage of using a talent management process is that _____________ A. each step in the process can loop back to the previous step if needed B. the steps interactively affect each other and work together C. the employer cannot move to the next step in the process until the previous step is complete D. the employer can determine an individual need in the process E. each step can be viewed as a separate step in the process

B. the steps interactively affect each other and work together

Under the Americans with Disability Act (ADA), who would be considered a qualified individual for a job? A. A candidate who has the educational background and experience needed, but who would create an undue harship for the employer B. A candidate who can perform most, but not all, of the job functions that are considered essential C. A candidate who can perform the essential functions of the job with or without reasonable accommodation D. A candidate who does not have experience, but who has a disability where it is easy to make reasonable accommodation E. A candidate who is disabled but does not have the right educational background for the job

C. A candidate who can perform the essential functions of the job with or without reasonable accommodation

Providing more training than other companies in the industry is an example of which of the​ following? A. A digital dashboard B. Data analytics C. A high-performance work-system D. An HR audit E. An HR scorecard

C. A high-performance work-system

At which step in the strategic management process does a manager review the​ economic, competitive, and political trends that may affect the​ company? A. Asking, "where are we now" B. Executing the strategy C. Asking, "Are we in the right business?" D. Formulating the strategy and course of action E. Determining the new business direction

C. Asking, "Are we in the right business?"

What defense can be used to allow an employer to hire an employee based on religion, sex, or national origin when those qualifications are necessary to the position or operation? A. 4/5th rule B. McDonnell-Douglas test C. Bona fide occupational qualification (BFOQ) D. restricted policy E. population comparison

C. Bona fide occupational qualification (BFOQ)

Chip Conley explains that Joie de Vivre Hospitality creates an​ "experience" for both customers and​ employees, and he cites this experience as a major reason for the​ company's success. This ability to create an​ "experience" could be seen as the​ company's _________. A. corporate-level strategy B. Vision Statement C. Competitive Advantage D. Strategy Mao E. Functional Strategy

C. Competitive Advantage

Marissa is always on time and always prepared. Everyone knows she never misses a deadline. Which personality dimension is Marissa​ displaying? A. Emotional stability B. Extroversion C. Conscientiousness D. Agreeableness E. Openness to experience

C. Conscientiousness

According to a study by Development Dimensions​ International, which of the following is a trait that seems to predict the likelihood that a candidate will become an engaged​ employee? A. Years of service B. Previous training C. Emotional maturity D. Previous job performance E. Sensory skills

C. Emotional maturity

Jason was in a hurry to fill his open sales​ position, so he allowed his new employee to start before the background check was complete. The new employee burglarized a​ customer's home, and it was later discovered this was not the first time. Jason could be held liable for which of the​ following? A. Negligent supervision B. Unforeseeable circumstances C. Negligent hiring D. Poor planning E. Improper hiring

C. Negligent hiring

Which job analysis technique would work best when the job consists mainly of physical​ activities? A. Participant logs B. Questionnaires C. Observation D. Interviews E. Participant diaries

C. Observation

When the hotel industry was in a​ downturn, Chip Conley made sure that workers felt their jobs would be safe. This could be seen as the management employee engagement activity of​ _______. A. Understanding how their departments contribute B. Seeing how their efforts contribute C. Providing Support D. Getting a sense of accomplishment E. Holding managers responsible

C. Providing Support

Which section of the job description lists the level of achievement for each main duty of the job that the company expects of its​ employees? A. Job identification B. Responsibilities and duties C. Standards of performance D. Job summary E. Working conditions

C. Standards of performance

Joe is a maintenance supervisor who believes he should only hire men in his department because women are not mechanically inclined. Which of the following barriers to diversity is Joe​ exhibiting? A. Eethnocentrism B. Bona fide occupational qualification (BFOQ) C. Stereotyping D. Sexual harassment E. Tokenism

C. Stereotyping

Which of the following is an example of a discriminatory but acceptable business​ necessity? A. Requiring a high school diploma or GED for all positions B. Hiring only through word-of-mouth so that all new employees are related to, or friends of, current employees C. Testing all job candidates to determine whether they have skills to perform the job safely D. Discharging employees with multiple garnishments because of the added cost of the employer E. Hiring only applicants that can lit 25 pounds or more for positions in the maintenance administration office

C. Testing all job candidates to determine whether they have skills to perform the job safely

The Equal Employment Opportunity Commission​ (EEOC) enforcement process begins when an employment discrimination claim is filed. Which of the following is typically the next step in the​ process? A. The EEOC serves notice on the employer B. The EEOC works out a conciliation agreement C. The EEOC accepts the charge D. The EEOC issues a Notice of Right to Sue E. The EEOC investigates the charge to determine reasonable cause

C. The EEOC accepts the charge

In terms of HR​ practices, which of the following is true of​ high-performing companies? A. They do not use tests for recruiting B. They have a smaller recruitment pool for candidates C. They use more selection tests when recruiting D. They have higher turnover of poor performers E. They spend less on new employee training

C. They use more selection tests when recruiting

When does the Equal Employment Opportunity Commission (EEOC) enforcement process begin? A. When the EEOC serves notice to an employer B. When the EEOC issues a notice to sue C. When an individual files a written charge with the EEOC D. When an employee and employer agree to voluntary mediation E. When the EEOC receives a phone call and agrees to further investigation

C. When an individual files a written charge with the EEOC

By using categories that include data, people, and things, how does the Department of Labor (DOL) describe what worker's do? A. by job cycles B. by worker reactions C. by worker functions D. by worker skill sets E. by job importance

C. by worker functions

Because of increasingly flatter company hierarchies, what do many employers use to replace the traditional approach to job analysis? A. Proficiency levels B. Development dimensions C. competency models D. KSAO statements E. Task statements

C. competency models

An identification of what a worker actually does, how the employee does the job, and an account of the working conditions are found in which area of the job analysis? A. responsibilities and duties B. standards of performance C. job description D. job identification E. job specification

C. job description

During an equal employment opportunity (EEO) investigation, the Equal Employment Opportunity Commission (EEOC) will issue an outcome to the investigation of a charge. Which of the following can be a potential outcome during the investigation of an EEO charge? A. Mediation B. Conciliation C. Notice to sue D. Cause/no cause E. Fact-finding conference

D. Cause/no cause

Which of the following allows employees to sue for monetary damages in cases of intentional discrimination, including compensatory and punitive damages? A. Albemarle Paper Company v. Moody B. Equal Pay Act of 1963 C. Griggs v. Duke Power Company D. Civil Rights Act of 1991 E. Title VII of the 1964 Civil Rights Act

D. Civil Rights Act of 1991

According to the U.S. Department of Labor's online occupational information network (Ostar NET or O*Net), which of the following is an example of a process skill? A. Negotiation B. Writing C. Persuasion D. Critical thinking E. Reading

D. Critical thinking

The case of Griggs v. Duke Power Company established five key principles that affect the interpretation of equal employment opportunity (EEO). Which of the following was NOT an outcome of Griggs v. Duke Power Company? A. Performance on employment tests must relate to job performance B. The burden of proof falls on the employer C. Business necessity can be used by employers as a legal defense D. Employers must have intentionally discriminated against the employee for a claim to be filed E. Selection practices must be job related

D. Employers must have intentionally discriminated against the employee for a claim to be filed

Which of the following regulates background​ checks? A. Federal Privacy Act B. Employee Polygraph Protection Act C. Freedom of Information Act D. Fair Credit Reporting Act E. Family Education Rights and Privacy Act

D. Fair Credit Reporting Act

A company that provides a product that its customers​ can't get anywhere else is employing which competitive​ strategy? A. Cost leadership B. Corporate-level C. Functional D. Focuser E. Differentiation

D. Focuser

A company that uses genetic information to deny employees health insurance is violating which act of legislation? A. ADEA B. ADAAA C. CRA D. GINA E. Title VII

D. GINA

In regard to automobile manufacturer Kia​ Motors, which of the following was a key step in creating​ Kia's new employee engagement​ strategy? A. Measuring results B. Redesigning work C. Increasing wage scales D. Instituting a new employee development program E. Revising the employee handbook

D. Instituting a new employee

Which of the following identifies the human traits and experiences needed to do a job effectively? A. Job identification B. Job duties C. Standards of performance D. Job specification E. Job summary

D. Job specification

Which of the following is a list of the necessary​ education, skills, and personality for a​ job? A. Job selection B. Job training C. Job analysis D. Job specification E. Job description

D. Job specification

Which of the following is used to show intentional disparate treatment rather than unintentional disparate impact? A. population comparison B. 4/5th rule C. restricted policy D. McDonnell-Douglas test E. standard deviation rule

D. McDonnell-Douglas test

Under the Americans with Disabilities Act (ADA), whcih of the following is considered a disability by the Equal Employment Opportunity Commission (EEOC)? A. Gender B. Age C. Broken Leg D. Mental impairment E. Illegal drug use

D. Mental impairment

What must be done to determine the duties of a job and the characteristics of the people needed for those jobs? A. Complete performance analysis B. Implement a talent management survey C. Complete a job specification D. Perform a job analysis E. Create a job description

D. Perform a job analysis

Flexible work arrangements that reduce commuting can help a company to reach which type of​ goals? A. Strategic B. Competitive C. Corporate D. Sustainability E. Functional

D. Sustainability

The​ holistic, integrated, and results and​ goal-oriented process of​ planning, recruiting,​ selecting, developing,​ managing, and compensating employees defines which of the​ following? A. Process chart B. Position analysis C. Job Selection D. Talent management E. Job enlargement

D. Talent management

Using​ _______ is an easy way for companies to avoid hiring mistakes. A. physicals B. personality tests C. motor skills tests D. background checks E. projective tests

D. background checks

Combining steps in a work-related activity to improve interaction among teams and implement a new way of doing work is known as _____________. A. job redesign B. workflow analysis C. job enrichment D. business process reengineering E. job enlargement

D. business process reengineering

The Uniform Guidelines issued by the Equal Employment Opportunity Commission (EEOC) try to prevent discrimination of women and minorities by requiring validation of _______________. A. reasonable accommodations B. pay scales C. business necessities D. employment selection devices E. affirmative action plans

D. employment selection devices

Companies with engaged employees are likely to experience​ a(n) _______. A. higher level of absenteeism B. greater incidence of accidents C. decrease in product quality D. increase in productivity E. move toward unionization

D. increase in productivity

Which part of a job analysis can help identify the type of a person needed for a job? A. Performance standards B. Human behaviors C. Human requirements D. job specifications E. Work activities

D. job specifications

An employer must be able to show that a test is a valid predictor of performance on the job to avoid __________. A. population comparison B. disparate rejection C. restricted policy D. prima facie discrimination E. adverse impact

D. prima facie discrimination

Companies that perform​ a(n) _______ are more likely to have applicants turn down job offers but less likely to have employees that accept the offers leave the company. A. cognitive test B. interest inventory C. personality assessment D. realistic job preview E. written honesty test

D. realistic job preview

According to the Equal Pay Act of 1963, men and women who hold the same position cannot be paid differently if the difference is based on ______________. A. quality of work B. quantity of work C. educational bachground D. sex E. seniority

D. sex

In which case did the U.S. Supreme Court affirm reverse discrimination by stating that policies that use race as the only factor when making an employment decision are​ unlawful? A. Oncale v. Sundowner Offshore Services, Inc. B. Spurlock v. United Airlines C. Albemarle Paper Company v. Moody D. Griggs v. Duke Power Company E. Bakke v. Regents of the University of California

E. Bakke v. Regents of the University of California

Which of the following does an IQ test​ measure? A. Motor and physical abilities B. Personality C. Achievement D. Interests E. Cognitive abilities

E. Cognitive abilities

Excellence Enterprises promotes itself as a company that guarantees​ on-time delivery. Which competitive strategy is Excellence Enterprises​ using? A. Formal B. Strategic C. Production D. Cost leadership E. Differentiation

E. Differentiation

Being psychologically involved​ in, connected​ to, and committed to getting​ one's jobs done is known as which of the​ following? A. Working conditions B. Job enrichment C. Responsibilities and duties D. Job enlargement E. Employee engagement

E. Employee engagement

What is a key disadvantage to using an interview to collect information for a job analysis? A. The interviewer may identify activities that occur only on occasion, and that are, therefore, considered, nonessential B. It is difficult and time consuming together in-depth data about the job C. Managers may hear about employee frustrations that might otherwise go unnoticed D. It allows interviewers to identify informal contacts and relationships that are not on the organization chart E. Employees may distort information to make the job seem more important than it is

E. Employees may distort information to make the job seem more important than it is

Which is the tendency to view members of other social groups less favorably than one's own? A. discrimination B. Tokenism C. Stereotyping D. Prejudice E. Ethnocentrism

E. Ethnocentrism

Which of the following could result in a supervisor having to pay for a portion of a judgment in an employment discrimination​ case? A. Arbitration B. Voluntary mediation C. Retailiation D. Alternative dispute resolution E. Management malpractice

E. Management malpractice

Which of the following do courts use to relate the percentage of protected groups in an organization with the percentage of corresponding group in the labor market? A. restricted policy B. McDonnell-Douglas test C. 4/5th rule D. Standard deviation E. Population comparison

E. Population comparison

If an employer is conducting a job analysis and wants to use data to better determine pay classes, which type of analysis tools should be used? A. The Department of Labor's Dictionary of Occupational Titles B. Structured interviews C. Participant diaries D. Direct observations E. Position analysis questionnaires (PAQ)

E. Position analysis questionnaires (PAQ)

What is considered to be the best predictor of future employee engagement? A. Ability to adapt B. Emotional maturity C. Passion for work D. Achievement orientation E. Previous track record

E. Previous track record

Which of the following can be charged by providing that rejecting a supervisor's advances adversely affected opportunities for a "tangible work action" such as promotion? A. Hostile environment created by supervisors B. Hostile environment created by nonemployees C. Physical conduct of a sexual nature D. Condition of employment violation E. Quid pro quo

E. Quid pro quo

It is important for Joie de Vivre Hospitality to match its internal strengths and weaknesses with external opportunities and threats in the hotel industry. This is accomplished through​ a(n) _______. A. HR Audit B. HR Metric C. HR Scorecard D. Mission Statement E. Strategic Plan

E. Strategic Plan

During a downturn in the hotel​ industry, Chip​ Conley, founder of Joie de Vivre​ Hospitality, dealt with the situation by not taking pay himself and reducing​ managers' salaries, but not reducing​ line-level employees' pay. With regard to dealing with this​ issue, these decisions can be seen as​ a(n)_______________. A. HR Scorecard B. mission statement C. Vision Statement D. HR Audit E. Strategy

E. Strategy

The​ open-ended question​ "How would you describe your​ job?" would most likely be used in which type of job analysis​ method? A. Structured interview B. Participant diary C. Observation D. Questionnaire E. Unstructured interview

E. Unstructured interview

Under which condition are employers liable for sexually harassing acts of non-supervisory coworkers or clients? A. When the employer exercises reasonable care to prevent the sexually harassing act B. When a non-sexually harassing act has been reported C. When a sexually harassing act becomes frequent or severe D. When the employer promptly corrects the sexually harassing act E. When the employer knew or should have known about the sexually harassing act

E. When the employer knew or should have known about the sexually harassing act

How can an organization ensure it is maximizing the potential skills and abilities of all employees while minimizing the potential problems that can undermine cooperation? A. Compulsory actions B. Reverse discrimination programs C. Affirmative action programs D. Inclusion policies E. diversity management programs

E. diversity management programs

A(n) ____________ provides a detailed picture of a job workflow. A. performance appraisal B. job specification C. job description D. organization chart E. process chart

E. process chart

Which is the term for the attribution of specific behavioral traits to individuals based on apparent membership in a group? A. prejudice B. discrimination C. ethnocentrism D. tokenism E. stereotyping

E. stereotyping

What type of information should be included in the responsibilites and duties section of the job description? A. the relationship between this position and others in the organization B. the title and exemption status for the position C. A summary of the job's major functions D. Standards of performance and working conditions for the job E. the job's most significant responsibilities and essential functions

E. the job's most significant responsibilities and essential functions

Why is it crucial for the job analysis process to consider the essential job functions of each job? A. To better develop training programs B. to have more meaningful recruitment and selection processes C. to conduct accurate performance appraisals D. To develop equitable wage scales E. to ensure equal employment opportunity (EEO) compliance

E. to ensure equal employment opportunity (EEO) compliance

Which of the following is an informal process in which a neutral theirs party assists the opposing parties in reaching a voluntary resolution to the charges of discrimination? A. Fact-finding conference B. mandatory arbitration C. Alternative dispute resolution D. conciliation E. voluntary mediation

E. voluntary mediation

The Equal Pay Act prohibits discrimination in pay based on __________

gender