Human resource All unit test
d
Diversity training is specifically designed to: a. help an organization learn from past mistakes and adapt to its environment. b. ensure that employees give preferential treatment to colleagues belonging to protected classes. c. ensure that employees do not make presumptions about organizational roles based on group identity. d. enable members of an organization to function better in a diverse workplace.
c
A _____ lists the tasks, duties, and responsibilities that a particular job entails. a. job specification b. job title c. job description d. job application blank
a
A ________ occurs when an organization finds that its current operations are not effective, and major changes are usually needed to rectify the problem. a. turnaround strategy b. diversification strategy c. stability strategy d. growth strategy unit 1
d
A ____________ occurs when workers suddenly go on strike, without the authorization of the striker's union and while a binding labor agreement is still in effect. a. work in strike b. partial strike c. slowdown strike d. wildcat strike unit 4
b
A company that implements a growth strategy is likely to: a. reduces its recruiting efforts b. hire employees readily without additional work c. rolls out early retirement offers and packages d. downsizes its workforce
b
A company that implements a stability strategy is most likely to: a. intensifies recruitment efforts and design attractive salary packages b. increase value of the existing employees through additional training c. downsizes its workforce through terminations and layoffs d. offer early retirement offers and packages to its employees
a
Fulfilling the psychological contract between employers and employees aligns with the human resource management goal of _____. a. promoting individual growth and development b. adhering to legal business guidelines c. complying with social obligations d. creating an ethnocentric work environment unit 1
c
Glenda, a line manager, is asked to perform a job analysis of the new jobs that have emerged as part of her company's expansion process. She decides to pick the most common approach to job analysis and prepares a text description of all the new jobs. She writes detailed explanations of the jobs and the effort involved in completing them. In the given scenario, Glenda is using _____. a. functional job analysis b. the task analysis inventory c. narrative job analysis d. the Fleishman job analysis system
c
Goal theory suggests that: a. impossible goals are the most effective in motivating employees. b. all goals are created equal. c. employees will exert the greatest effort when they have specific, difficult goals to work toward. d. employees are most motivated by vague and unspecific goals.
a
Grenstall Inc., a software development firm, has adopted a new job evaluation system in which managers are asked to objectively quantify the value of eight to ten compensable factors of each job in the organization. These compensable factors are based on their importance to that particular job and may include skill, physical effort, mental effort, and so forth. In this system, jobs are compared against a standard of key ratings. Which of the following job evaluation systems is Grenstall Inc. most likely using in the given a. The point system b. The market-basket analysis method c. The factor-comparison method d. The classification system
d
In the context of basic selection criteria, _____ is the amount of time an individual has spent working in either a general capacity or a particular field of study. a. knowledge b. education c. competency d. experience
a
In the context of cafeteria-style benefits plans, _____ refers to the fact that the employee most likely to select a benefit is also most likely to use the benefit, which tends to drive up benefit costs. a. adverse selection b. blowback c. the Peltzman effect d. the cobra effect
a
In the context of compensations, perquisites are: a. usually made available only to members of top management. b. paid for solely by the government. c. mandated family health-care benefits. d. benefits targeted at different stages in an employee's life.
a
Janice, a third-year undergraduate student, joins a publication house as a temporary employee for a period of two months to gain work experience. At the end of this period, based on her work, she is offered a permanent position in the organization. Considering that Janice is still a student, she is offered a contract that would be effective on graduation. Janice confirms to the publication house that she will take up the job as soon as she graduates. The given scenario is an example of _____. a. an internship b. vestibule training c. an apprenticeship d. outbound training
b
A construction company provides employees working at construction sites with hard hats. It also provides them with coveralls so that workers do not come into direct contact with any harmful materials. These measures taken by the company are in compliance with the ________. a. Worker Adjustment and Retraining Notifications Act b. Occupational Safety and Health Act c. Landrum Griffin Act d. Taft Hartley Act unit 1
b
A reason for the existence of the glass ceiling in organizations is that: a. women are not interested in reaching management positions. b. some male managers are still reluctant to promote female managers. c. there are no laws prohibiting discrimination against women. d. women are not as competent as men in managerial positions.
c
A(n) _____ is established to give senior managers of a company the option to buy the company shares in the future at a predetermined, fixed price. a. social security system b. employee assistance plan c. stock-option plan d. life-cycle benefit
d
Adelint Inc., a retail store chain, had been incurring high costs and hence downsized its workforce to increase its profits. However, the company's business grew over the next six months, and it had to recruit many new employees. The company hence ended up incurring the usual high infrastructure costs as well as the cost for recruiting the new employees. Instead of downsizing its workforce, Adelint Inc. could have _____ a. invested in plant machinery b. outsourced its work. c. rightsized its workforce d. reduced its fixed assets
a
An advantage of retaining highly performing employees is that: a. it helps in avoiding expenses involved in replacing them b. it helps in increasing job embeddedness at the workplace c. it helps in fostering normative commitment in the workplace d. it helps in reducing functional turnover
c
An employee of Speedz Corp, a car manufacturing company, dies on the job because of equipment malfunction. However, the management does not report the incident to the concerned authorities. In this scenario, Speedz Corp has violated the _______. a. Worker Adjustment and Retraining Notification Act b. Fair Labor Standards Act c. Occupational Safety and Health Act d. National Labor Relations Act unit 4
a
Jennifer, an account manager in an automobile company, has a previous work experience of six years and has become one of the best employees of the company in the two years since joining. However, she resigns her job when she finds out that most of the new employees of the company, who have only two or three years of experience, get the same salary as her. In the given scenario, Jennifer most likely resigned due to _____. a. pay compression b. external inequity c. pay inversion d. wage elasticity
b
Job-analysis methods used for establishing compensation rates are often referred to as _____. a. job enlargement b. job evaluation c. job specification d. job enrichment
b
Judd, an HR manager at an information technology firm, is asked by his supervisor to develop a pool of qualified applicants for the position of a senior content analyst. His employer will then conduct tests and interviews to select the best candidate. In this scenario, Judd is involved in the process of _____. a. scheduling b. recruiting c. onboarding d. planning
b
Klebo and Philly is a growing pharmaceutical company. As part of its expansion process, the company has to hire many new employees. It hires job analysts to list the knowledge, skills, and abilities that all future employees must have to perform the jobs that will emerge as a result of the expansion plan. In the given scenario, the job analysts hired by Klebo and Philly will most likely be creating a _____. a. job title b. job specification c. job role d. job description
a
Labor relations is the process of dealing with employees who are represented by ________. a. union b. the government c. a task force d. the board of directors of the firm unit 1
d
Berta, a kindergarten teacher, ignores her students' bad conduct and rewards them when they are obedient. As a result, they always listen to her and do as she says. In this scenario, Berta is using a(n) _____ technique. a. free association b. intrinsic motivation c. systematic desensitization d. behavior modification
a
Mechateron Inc., a mechanical products manufacturing company, pays its employees $1 for every 10 fiberglass pipes they weld. In this scenario, which of the following performance-based reward systems is Mechateron Inc. most likely using? a. piece rate system b. Profit sharing c. A fixed incentive system d. Gainsharing
a
Process theories of motivation: a. focus on how people become motivated and what they are motivated to do. b. focus on what motivates a person. c. suggest that methods such as reinforcement and punishment cannot be used to motivate people. d. explain all aspects of motivation.
d
TechUp Inc., a computer manufacturing firm, hires an external specialist agency to perform background checks on its new employees. By doing this, TechUp Inc. ensures quality service and saves both time and labor costs. In the given scenario, TechUp Inc. is using _____. a. importing b. crowdsourcing c. foreign direct investment d. outsourcing unit 1
a
The American Federation (AF of L) focused on __________. a. better employment contracts b. legislative and political activities c. controlling the supply of skilled labor d. organizing employees by industry unit 4
a
The American Federation of Labor (AF of L) grew rapidly in the early twentieth century because a. workers preferred the businesslike approach of the AF of L b. it accepted only skilled craftspersons for specifically defined jobs c. workers preferred the radical nature of the AF of L d. it focused on organizing employees by industry rather than by skills unit 4
a
The ______ is the human resource management field's largest professional HR organization. a. Society for Human Resource Management b. Human Resources Professional Association c. Institute of Human Resource Capital Consultancy d. Human resources Management Association unit 1
a
The _________ requires that all federal agencies, as well as federal contractors and subcontractors receiving more than 2,500 a year from the federal government, engage in affirmative action for disabled individuals. a. Vocational Rehabilitation Act of 1973 b. Union Relief Act of 2009 c. Family and Medical Leave Act of 1993 d. Occupational Safety and Health Act of 1970 unit 1
a
The __________ established, for the first time, the workweek in the United States as 40 hours per week. a. Fair Labor Standards Act of 1938 b. Occupational Safety Act of 1938 c. Labor Management Relations Act of 1947 d. Worker Adjustment and Retraining Notification Act of 1988
a
The __________ prohibits employers from collecting information about an employee's family history of disease. a. Genetic Information Nondiscrimination Act b. Family and Medical Leave Act c. Confidentially of Medical Information Act d. American with Disabilities Act unit 1
c
The ___________ is used when an organization tries to target a specific segment of the marketplace for its products or services. a. analyzer strategy b. stability strategy c. focus strategy d. defender strategy unit 1
c
The ___________ requires that national labor unions elect new leaders at least once every 5 years. a, Sherman Antitrust Act b. Taft-Hartley Act c. Landrum Griffin Act d. Wagner Act unit 4
a
The ____________ of 1974 guarantees a basic minimum benefit that employees could expect to be paid at retirement. a. Employee Retirement Income Security Act b. Fair Labors Standards Act c. Retirement Equity Act d. National Labor Relations Act unit 1
a
The __________revealed that individual and group behavior played an important role in organizations and that human behavior at work was something mangers really needed to understand more fully. a. Hawthorne studies b. Industrial Revolution c. scientific management approach d. systems approach to management unit 1
d
The typical form of the employee stock ownership plan (ESOP) involves a company: a. offering restricted stock plans to all its employees, which are really used as a retention tool rather than as a performance incentive. b. offering shares of stock to its employees only if they remain with the company for a specified period of time. c. providing its employees with an option to buy its stock in the future at a predetermined fixed price. d. taking out a loan, which is then used to buy a portion of the company's stock in the open market.
b
Which of the following statements is true of the Management Position Description Questionnaire (MPDQ)? a. it is the most popular standardized job analysis instrument available b. it is used to classify administrative positions and estimate reasonable compensation for them c. it is a standardized job analysis instrument consisting of 194 items d. it is the first attempt to develop a single instrument that can describe all jobs in common terms
c
Which of the following statements is true of the Taft-Hartley Act? a. it established procedures and listed tactics that employees could use on strikes. b. it prohibited employers from hiring nonunion members c. it was established as a response to public outcries against the strikes following World War II d. it repealed the right to work laws unit 4
c
Which of the following statements is true of the classification system as a job evaluation method? a. It is difficult to construct. b. It assumes that a flexible relationship exists between job factors and their value to an organization. c. It can easily accommodate changes in the value of various individual jobs in an organization. d. It is difficult to communicate to employees.
c
Which of the following statements is true of the contingent workforce of an organization? a. it refers to the permanent employees of an organization b. it includes employees who work more than 50 hours per week c. it includes all part item employees who are employed by the organization to fill in for permeant employees during peak demand
d
Which of the following statements is true of the task-analysis inventory? a. it is easy to make comparison across job families using this method b. jobs are described in terms of the level of involvement with people, data, and things c. the task analysis inventory is complex and relatively difficult to use d. the information generated by this method is often detailed and useful for setting training needs
c
Which of the following statements is true of traditional line managers? a. they make indirect bottom line contributions to the organization b. they are responsible for a support functions c. they are directly responsible for creating goods and services d. they include human resource mangers unit1
b
Which of the following statements reflects a current trend in union-management relations in the United States? a. The relation between labor unions and management has become adversarial b. Unions recognize that they do not have as much power s they once held c. Basic issues such as wages and benefits no longer figure in union management negotiations d. Labor unions have negligible power over management in the steel industry unit 4
a
Which of the following strategies is used by owners to minimize union strength in professional sports? a. a lockout b. mediation c. a slowdown d. final offer arbitration unit 4
d
Which of the following supplanted scientific management as the dominant approach to management during the 1930s? a. the open book management approach b. the personnel management approach c. the systems-oriented view to human resource management d. the human relations era unit 1
a
________ may be included in collective bargaining only if both parties agree. a. permissive items b. intellectual items c. obligatory items d. mandatory items unit 4
d
________ suggests that disparate impact exists if a selection criterions results in a selection rate for a protected class that is less than 80 percent of that form the majority group . a. A bona fide occupational qualification b. a quid pro quo approach c. The McDonnell-Douglas theory d. The four-fifths rule unit 1
d
_________ refers to treating social outcomes and financial outcomes as complementary, rather than competing outcomes. a. shareholder primacy b. personnel management c. corporate governance d. conscious capitalism unit 1
c
_________ states that a condition like race, sex, or other personal characteristic legitimately affects a person's ability to perform a job, and therefore can be used as a legal requirement for selection. a. The four-fifths rule b. A quid pro quo approach c. A bona fide occupational qualification d. the exclusionary rule unit 1
c
__________ exists when individual in similar situations are regarded differently based on the individual's race, color, religion, sex, national origin, age, or disability statue. a. disparate impact discrimination b. retaliations c. disparate treatment discrimination d. reverse discrimination unit 1
c
__________ is the process of dealing with employees who are represented by a union. a. Job embedded b. Unionization c. Labor relations d. Acculturation unit 4
b
___________ is an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual organization, industry, or economic system relative to the value of the inputs used to create them. a. quality b. productivity c. reliability d. sustainability unit 1
a
___________ is most appropriate in relatively stable conditions with a moderate degree of uncertainty and risk. a. The analyzer strategy b. defender strategy c. the prospector strategy d. a turnaround strategy unit 1
c
____________ refers to the framework of jobs, positions, group of positions, and reporting relationships among positions that are used to construct an organization. a. human resource planning b. Corporate culture c. organization design d. development strategy unit1
c
Under _____, an organization pays an employee a certain amount of money for every unit she or he produces. a. a fixed incentive plan b. the Scanlon plan c. a piece-rate incentive plan d. the merit-pay plan
c
Which of the following departments of an organization was usually thought of as a staff function? a. the operations department b. the finance department c. the legal department d. the marketing department unit 1
a
Which of the following exceptions to the employment-at-will doctrine protects whistle-blowers? a. Public-policy exception b. The Taft-Hartley Act exception c. The due process exception d. Breach of goods faith exception
d
Which of the following industries has the most number of fatalists in 2014 due to violence at the workplace? a. the business services industry b. the manufacturing industry c. the construction industry d. the retail trade industry unit 4
c
Which of the following is a benefit of outsourcing? a. it helps a firm meet its expansion needs b. reduces a firm's risk of facing intellectual property c. it eliminates jobs that tend to be repetitions d. it make employees self reliant Unit 1
b
Which of the following is a critical component of a behavior-modification plan? a. Making sure that behavior is not reinforced using the continuous schedule of reinforcement b. Making sure that desirable conduct is never punished and that undesirable conduct is never rewarded c. Providing employees with easy and unspecific goals d. Ensuring that punishment is not used to eliminate undesirable behavior
d
Which of the following is a difference between salaries and wages? a. Wages are paid to managerial employees within a firm, whereas salaries are paid to operational and lower-level employees within a firm. b. Wages are paid to permanent employees, whereas salaries are paid to temporary employees. c. Performance is the basis for wages, whereas time is the basis for salaries. d. Waged employees are eligible for the overtime provisions of the Fair Labor Standards Act, whereas salaried employees are exempt from them.
d
Which of the following is a difference between the functional design and the divisional design of organizations? a. the functional design is used by large corporations, whereas the divisional design is used by small and new organizations b. in the functional design, each business unit within a firm has its own human resource department, whereas in the divisional design, a firm has a single corporate-level human resource department to manage all human resource activities. c. the functional design looks similar to the H-form design, whereas the divisional design looks similar to the U-form design. d. In the functional design, senior management usually provides coordination across departments, whereas in the divisional design, coordination is usually decentralized down to the various operating companies unit 1
d
Which of the following is a drawback of the task-analysis inventory? a. the task analysis inventory is complex and relatively difficult to use b. the information generated by this method is very vague and imprecise c. training needs cannot be established using this method d. it is difficult to make comparisons across job families using a single task inventory
b
Which of the following is a life-cycle benefit offered by employers? a. employees deal with domestic problems b. Providing company-paid day care facilities to employees c. Providing fitness and nutrition consultation to employees d. Helping employees cope with chronic drug and alcohol problems
b
Which of the following is a reason for the existence of the glass ceiling in organizations? a. There are no laws prohibiting discrimination against women. b. Some women choose to suspend or slow their career progression to have children. c. Women are not as competent as men in managerial positions. d. Women are not interested in reaching management positions in organizations.
d
Which of the following is a reason for the increased workforce diversity in organizations? a. The increased need for job embeddedness b. The privatization movement c. Legislation that mandates organizations to adopt ethnocentric practices d. Legislastion that has forced organizations to hire more broadly
b
Which of the following is a similarity between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)? a. Both allow managers to rate the frequency with which each employee has exhibited effective and ineffective behaviors during the rating period. b. Both are developed from critical incidents. c. Both involve grouping employees into predefined frequencies of performance ratings. d. Both are cheap to develop.
b
Which of the following is a similarity between leniency and central tendency? a. Both are behaviors that are never stated as formal requirements of a job. b. Both are types of distributional errors in performance appraisals. c. Both are contrast errors in performance appraisals. d. Both occur when people are compared against one another instead of against an objective standard.
d
Which of the following is a step in the task-analysis inventory method of job analysis? a. employees complete a questionnaire reflecting work behavior, working conditions, and job characteristics b. job analysist evaluates a taxonomy of fitty two abilities that account for differences in employee performance c. supervisors generate examples of effective and infective performance of employee when they are assigned particular tasks d. subject matter experts generate a list of tasks, and job increments evaluate each task on several dimensions
c
Which of the following is an important ingredient in controlling accidents at work? a. ethnocentrism b. job embeddedness c. employee training d. disability insurance unit 4
d
Which of the following is one of the most common alternatives to the traditional workweek? a. Job enlargement b. A work team c. job rotation d. A flexible work hour plan
c
Which of the following is the most basic form of incentive compensation? a. A sales commission b. A stock-option plan c. Merit pay d. Profit sharing
a
Which of the following is true of psychomotor ability tests? a. they measure the manual dexterity of individuals b. they measure the reasoning and problem-solving skills of individuals c. they are designed to measure a wide spectrum of the personality traits of individuals d. they focus on predicting the future performance of individuals
d
Which of the following is true of the Wagner Act? a. it requires that national labor unions elect new leaders at least once every 5 years b. it requires unions to files annual financial statements with the Department of Labor c. it prohibits convicted felons from holding national union office d. it prohibits employers from engaging in certain unfair labor practices. unit 4
a
Which of the following laws allows law enforcement agencies to carry out investigations of potential terrorist without having to inform the targets of those investigations? a. The PATRIOT Act b. the Taft-Hartley Act c. The Landrum-Griffin Act d. The WARN Act unit 1
b
Which of the following legislation outlawed closed-shop agreements? a. the Sherman Antitrust Act b. The Taft-Hartley Act c. The Wagner Act d. The Landrum- Griffin Act unit 4
c
Which of the following occurs in the first step of the unionization process? a. The National Labor Relations Board defines the bargaining unit b. The National Labor Relations Board conducts an election via secret ballot c. Employees figure some interest in joining a union d. employees sign authorization cards giving consent to the formation of a union unit 4
b
Which of the following organizations trades in knowledge? a. A food manufacturing firm that manufactures health products b. A consulting firm that sells its expertise in dealing with management problems c. A recruitment agency that specializes in finding executives for companies d. A leading newspaper that provides political magazines as supplements to its readers
d
Which of the following poses a workplace hazard that may cause accidents? a. bright lighting at the workplace b. elevators in the office building c. horizontal layout of office space d. poor housekeeping of office space unit 4
a
Which of the following statement is true of a mission statement? a. it provides subtle cues about the importance that an organization places on its human resources b. it is created by the junior employees of an organization c. it attempts to identify the weakness of an organization and the threats that it is likely to face d. it specifies the basic reason for the existence of an organization unit 1
a
Which of the following statements is true of the Americans with Disabilities Act (ADA)? a. It presents a challenge to managers who try to balance treating everyone the same with treating everyone equitably. b. It mandates that organizations provide all the accommodations requested by employees with disabilities. c. It focuses solely on those disabilities that are permanent in nature. d. it specifies different criteria for dealing with disabilities in men and women
b
Which of the following statements is true of the Congress of Industrial Organizations (CIO)? a. it merged with the industrial workers of the world in 1995. b. it organized the steel, mining and meat meatpacking c. it emerged from a dissenting faction of the Knights of Labor d. it classified workers according to their crafts unit 4
a
In Abraham Maslow's hierarchy of needs, _____ include the need to have a positive view of oneself. a. esteem needs b. physiological needs c. social needs d. security needs
a
In a selection context, _____ refers to the formal classroom training an individual has received in public or private school and in a college, university, or technical school. a. education b. competency c. experience d. knowledge
c
In almost every organization offering flexible work hour plans, there is a(n) _____ each day during which every employee must be at work. a. overtime b. down time c. core time d. flextime
d
In her job as a flight atte3ndent, Cortney is required to be on her feet for long periods of time. She helps people with their baggage, pushes food carts, and responds to the customer requests. She needs to b efficient in her work to ensure that she retinas her job as her company is in the process of downsizing. the given scenario illustrates the ________ of Courtney's Job. a. role demands b. interpersonal demands c. task demands d. physical demands unit 4
c
In the Position Analysis Questionnaire (PAQ), the section on information inputs: a. represents the reason and information processing activities involved in performing a job b. includes the physical activities, tools and devices used by a worker to perform his or her job c. includes where and how a worker gets data needed to perform his or her job d. includes the relationships with other people that are required in performing a job
a
In the context of Abraham Maslow's hierarchy of needs, who among the following individuals exhibits security needs? a. Ali, who expects his organization to provide him a pension plan to help him after his retirement b. Samantha, who wants to maintain a positive view of herself by improving her performance c. Tara, who expects her organization to provide her with basic amenities such as potable drinking water d. Denver, who cherishes having meaningful interactions and healthy relationships with his co-workers
a
In the context of agency theory, identify a true statement about agents. a. They are less likely than principals to take risks when they make decisions. b. They are less likely than principals to focus on a short time horizon. c. They have less information about the day-to-day business than do principals. d. They always behave in ways that are consistent with the goals of the owners.
a
Individuals are more likely to retire when: a. their spouses have retired. b. their work is part time. c. they reach the establishment stage of their careers. d. they face gender and racial discrimination at work.
c
Iron Crafters Inc., a hardware manufacturing company, has employed experts to carefully analyze its operating unit, to identify potential health hazards to employees, and to find solutions to reduce the effects of such hazards. In this scenario, Iron Crafters Inc, is using __________ to improve the security of the workplace. a. an institutional program b l a collateral stress program c. safely engineering d. hardiness unit 4
b
. Glebson Security, a security services agency in North Carolina, adds another process to its traditional interview round to make its selection procedure more stringent. In this new process, shortlisted candidates are individually sent into a room in which a trained clinician shows them an ambiguous inkblot as a stimulus and asks them what they see in it. This process helps the firm measure the personality traits of prospective employees. In this scenario, Glebson Security has decided to use _____. a. an in-basket exercise b. the projective technique c. the logistic regression technique d. a self-report inventory
c
. In the context of external recruiting, an individual working for an executive search firm is also known as a _____. a. curator b. mentor c. headhunter d. gatekeeper
b
. Mirage Inc., a management consulting firm, plans to increase its profits by expanding its services to target new customers. It wants to hire more employees to maintain the quality of its services and hence launches an intense recruitment drive. It also collaborates with colleges to tap potential employees. In the given scenario, Mirage Inc. is implementing a _____. a. stability strategy b. growth strategy c. reduction strategy d. retrenchment strategy
c
. Which of the following statement is true of a business necessity? a. a condition such as race or sex does not affect a person's ability to perform the job and therefore can never be used as a business necessity b. a business necessity cannot be used to claim a bona fide occupational qualification c. it is a practice that is important for the safe and efficient operation of a business d. it is used as the basis for establishing a prima facie case of disparate impact discrimination against an organization unit 1
a
A factor that accounts for the increased workforce diversity in organizations is: a. changing demographics in the labor force. b. the increased need for job embeddedness. c. the privatization movement. d. legal actions that have forced organizations to adopt ethnocentric practices.
a
An organization can promote diversity by: a. ensuring that diversity exists in its key committees and executive teams. b. attracting diverse work groups by inducing high levels of job embeddedness in the workplace. c. adopting a hierarchical approach to controlling diversity. d. encouraging diversity through its ethnocentric practices.
c
An organization can try to make its workplace safer by a. not hiring employees with any kind of ailments or disabilities b. focusing solely on the number of accidents c. focusing on safe behaviors at the workplace d. involving the Occupational Safety and Health Administration in the creation of all safety precautions unit 4
b
An organization's _______ refers to the set of values that helps its members understand what the organization stands for, how it accomplishes what it wants to accomplish, and what it considers important. a. profile b. culture c. design d. purpose unit 1
c
Brandton Corp., a private company with a rigid, hierarchical organizational structure, is looking to fill the position of a senior supervisor. Francesca is among the top five applicants being considered for the post. Francesca does not have the expertise necessary for the position, but she comes across as a person who abides by rules and thrives under supervision and directions. This matches the organization's requirements. As a result, Francesca is hired. In the context of basic selection criteria, Brandton Corp. most likely hired Francesca on the basis of _____. a. education b. skill c. fit d. knowledge
a
Charles, a manager in a multinational company, leads a team of ten people from various countries. Although he does not like certain behaviors exhibited by his team members, he accepts them as fundamental cultural differences between him and them. Therefore, Charles is dealing with the diversity of his team by using _____. a. tolerance b. pluralism c. holism d. empathy
d
Donald, the CEO of a multinational organization, is given a reward by the organization in the form of a contract that allows him to purchase 5 percent shares of the company anytime in the future at a predetermined price. Three years later, Donald purchases those shares at half their market price. Additionally, he gets more motivated to work toward increasing the performance of the organization. In this scenario, Donald was given a _____. a. employee assistance plan b. cafeteria-style benefits plan c. life-cycle benefit d. stock-option plan
a
Eduardo Institute, a school opened by former businesswomen, provides vocational training to underprivileged women. The institute also helps them find jobs, thereby making them financially independent. The management of the school focuses on dealing with social problems than on making profits. In the given scenario, Eduardo Institute is engaged in _____. a. social entrepreneurship b. corporate social responsibility c. greenwashing d. conscious capitalism
c
Employees who add value to a firm simply because of what they know are called _____. a. free riders b. expatriates c. knowledge workers d. blue-collar workers
a
Except for _____, it is not always clear that errors in performance appraisals are really errors. a. contrast errors b. horns errors c. halo errors d. distributional errors
b
Exceptions to the employment-at-will doctrine are inapplicable when: a. an employee is discharged for refusing to commit a crime b. an employee is an objectively documented poor performer c. an individual is terminated because of union activity d. an individual has an implied contract guaranteeing employment
b
Identify a true statement about faith-based businesses. a. They do not provide compensation for their employees. b. They tend to be closed on Sunday. c. They include benefit packages that extend coverage to same-sex partners of employees. d. They are not privately owned.
b
Identify a true statement about goal theory. a. It posits that employees are most motivated by vague and unspecific goals. b. It suggests that not all goals are created equal. c. It posits that impossible goals are the most effective in motivating employees. d. It suggests that easy goals are preferable to difficult goals.
a
Identify a true statement about the productivity measurement and evaluation system (ProMES). a. It incorporates ideas from goal setting to feedback, and it includes incentives for improvement. b. It focuses on individual-level performance. c. It relies on intrinsic motivation to motivate employees. d. It posits that the relationship between performance and attaining outcomes is irrelevant in productivity measurement and evaluation.
c
If a person experiences psychological consequence of stress, he or she is most likely to a. suffer from frequent headaches b. take up smoking as a means to relieve stress c. sleep too mush or not enough sleep d. have skin conditions such as acne unit 4
a
In the context of cybersecurity, which of the following statements is true of Planning Tool for Resource Integration, Synchronization and Management (PRISM)? a. It can access information about American citizens when information is collected incidentally as part of a sweep of information about a foreign operative. b. It helps the Secretary of Homeland Security facilitate national efforts to protect sensitive information from cyberthreats. c. It can intentionally access information about American citizens. d. It is a tool used to ensure good cyberhygiene in terms of computer-usage policies.
d
In the context of making hiring decisions, the best way an organization can avoid legal issues is by: a. selecting a candidate with an authorized recommendation letter. b. not making a selection decision based on a candidate's personality and values c. making sure that a selection decision is based on organizational fit d. not asking for a persona's age, gender, or marital status in the employment application
b
In the context of need-based theories of motivation, _____ identifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs. a.social learning theory b. dual factor theory c. expectancy theory d. equity theory
d
In the context of performance appraisals, a _____ occurs when a rater tends to use only one part of a rating scale. a. horns error b. halo error c. contrast error d. distributional error
d
In the context of performance-appraisal methods, one of the major criticisms that had been leveled against graphic rating scales is that they were especially prone to a series of _____. a. halo errors b. horns errors c. contrast errors d. distributional errors
b
In the context of performance-based rewards, the most general form of the merit-pay plan is to: a. pay some portion of the company's profits into a profit-sharing pool. b. provide annual salary increases to employees based on the relative value of their contributions to the organization. c. share the cost savings from productivity improvements with employees. d. reward the individual performance of employees on a real-time basis rather than increasing their base salary at the end of the year.
b
In the context of progressive discipline, _____ refers to following unacceptable behavior with some type of negative consequences. a. interpersonal justice b. punishment c. extinction d. procedural justice
d
In the context of reinforcement theory, _____ are schedules in which the number of times a behavior must occur before it is rewarded remains a. variable ratio schedules b. variable interval schedules c. fixed interval schedules d. fixed ratio schedules
c
In the context of the adaptational model, the __________ is a strategic alternative that is seen as a strategic failure and is not held up as a model that any firm should emulate. a. analyzer b. defender c. reactor d. prospector unit 1
d
In the context of the cause of stress at work, which of the following is a role demand stressor? a. Occupation b. Overload c. Security d. Ambiguity unit 4
a
In the context of the differences how one experiences stress, _________ is characterized as being highly competitive with few interests outside of work. a. The type A personality b. The type B personality c. Dysfunctional behavior d. Hardiness unit 4
d
In the context of the process of unionization, which of the following is the next step after the National Labor Relations Board (NLRB) defines the bargaining unit? a. union organizations elect officers, establish a meeting site, and begin to recruit members from the labor force in the bargaining unit to join the union b. union organization petitui8n the workers to conduct an election among themselves c. union organization generate interest in unionization among workers d. union organization strive to get 30 percent of the eligible workers within the bargaining unit to sign authorization cards requesting a certification election unit 4
c
In the context of unionization in the United States, the ________ was founded in 1869m and its leaders admitted anyone to membership, regardless of race or creed, except for those they considered to be social parasites. a. Iron Molders b. American Federations of Labor c Knights of Labor d. Congress of Industrial Organizations unit 4
d
In the context of unionization, _________ refers to the specifically defined group of employees who are eligible for representation by the union. a. a worker thread b. a contingent workforce c. the labor council d. the bargaining unit unit 4
d
In the context of work teams, if work is designed to be done by teams, _____. a. it is easy to motivate employees who exert exceptional effort b. it is easy to reward individuals in true teamwork settings c. there is less likelihood of shirking d. all rewards must be based on team performance
a
In the negotiation process, a party makes a final offer exactly at the _________ of the other party when it finds out the maximum amount the other party is willing to pay. a. a resistance point b. break even point c. target point d. arbitration point unit 4
d
In the organizational development (OD) technique of _____, an OD advisor observes managers in the organization to develop an understanding of their communication patterns, decision-making and leadership processes, and methods of cooperation and conflict resolution. a. third party peacemaking b. survey feedback c. vestibule training d. process consultation
d
In the unionization process, the number of representations that the National Labor Relations Board (NLRB) sends to a company to conduct an election is based on the a. a type of labor contract proposed to be signed b. financial strength of the company c. staffing strategy employed by the company d. size of the bargaining unit unit 4
b
One relatively new innovation in performance-appraisal methods is the use of _____. a. the forced-distribution method b. computer monitoring c. the graphic rating scale d. career counseling
b
Quid pro quo harassment typically involves a. making off color jokes and passing lewd sexual comments about a particular gender b. asking sexual favors in exchange for something of value c. decorating the workplace with inappropriate photographs to create a hostile work environment d. making inappropriate nonverbal gestures, such as ogling and winking at female colleagues unit 1
b
Reliance on _____ is a common method for external recruiting. a. supervisory recommendations b. employment agencies c. self-report inventories d. job postings
a
Robert, the president of the labor union of a company, speaks to the management of the company about the requirement for an extra worker to assist in the delivery process. He suggests hiring one of his cousins for the job, as his cousin has prior experience in the field. The management, however, finds out that there is no requirement for another worker in the unit and Robert made made up the reason solely to get a job for his cousin. In the given scenario, Robert has violated the _________. a. Taft-Hartley Act b. Landrum- Griffin Act c. Sherman Antitrust Act d. Wagner Act unit 4
b
Rochelle, the head of the content team at Artsy Inc., was asked by her manager to nominate candidates from her team who could be considered for a promotion to the position of an editor. Rochelle carefully considered all potential candidates and submitted the names of the two most promising employees to the manager. The manager later chose one of the two employees. In this scenario, Rochelle's manager used _____ for recruiting. a. job posting b. a supervisory recommendation c. word of mouth communication d. a headhunter
d
Romero Inc. manufactures paper products. One set of workers at Romero Inc. has the full-time job of sorting scrap as it enters the facility. The quality of sorting is regularly monitored by checking the quality of the paper products, and necessary instructions are given to the scrap sorters. In the context of the core dimensions of the job characteristics approach, Romero Inc. stresses on _____. a. skill variety b. task identity c. autonomy d. feedback
b
Sean, the owner of a hardware store, pays incentives to the members of his sales team based on their ability to sell products to industrial buyers. Each salesperson receives 20 percent of the amount earned from his or her total sales. In this scenario, which of the following incentive systems is Sean most likely using to reward his employees? A piece-rate plan b. A commission c. Gainsharing d. Profit sharing
c
Seventh Heaven, a mattress manufacturer and distributor, is a large profitable organization. It has decided to stay in its current business. The firm has a normal rate of attrition, and it takes steps to retain its existing employees. The company provides the employees with training programs and additional benefits, such as flexible work timings, to make sure they are satisfied with their jobs. In the given scenario, Seventh Heaven is using a _____. a. growth strategy b. diversification strategy c. stability strategy d. reduction strategy
a
The Landrum Griffin Act requires a. unions to file annual financial statements with the Department of Labor b. prison laborers to submit identification documents before starting work c. national labor unions to elect a new leader every year d. employers to not reveal information about their fiances to union unit 4
b
The _____ offers three core certifications: Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR). a. Institute of Human Resources Capital Consultancy b. Human Resource Certification Institute c. National Academy of Human Resources d. American Human Resources Certification Assoc. unit 1
a
The assembly line workers of Autowon Inc. petitioned the top management to provide basic amenities such as access to potable water and a clean working environment. In the context of Abraham Maslow's hierarchy of needs, this scenario illustrates the workers' _____. a. physiological needs b. esteem needs c. security needs d. social needs
a
The basic premise of the human relations era was that a. satisfied employees work harder and are more productive b. individuals work best in an ethnocentric environment c. union activities are harmful for an organization d. employee have to be intimidated to be motivated unit 1
b
The basic purpose of the _______ was curtail and limit union practices. a. Wagner Act b. Taft-Hartley Act c. Sherman Antitrust Act d. Rowlatt Act unit 4
d
The first step in the job-analysis process of an organization involves determining: a. the methods for obtaining the information that the organization requiress b. who is responsible for collecting data c. the subject matter experts within the organization d. the precise information needs of the organization
d
The knowledge workers of an organization: a. include blue collar workers b. add value to the organization simply because of their experience c. require little or no specialization d. often believe they have the right to work autonomously
b
The management of Finny, a small-scale food delivery company, uses a highly integrated, automated system that allows the management to maintain a database of all the details of its employees. This system helps the company to keep a record of the date of hire, educational background, and job history of the employees. It also helps to keep track of every employee's job performance. The given scenario illustrates the use of _____. a. human capital investment b. human resource information systems c. the management by objective systems d. the occupational information network
a
The management of Jadex, a mobile phone manufacturer, decides to manufacture tablet computers. However, before beginning the production, the management wants to analyze the jobs that will have to be performed and the tasks involved in each of these jobs. It wants to use a simple and relatively inexpensive technique for this. Furthermore, it does not want to spend too much on training an analyst to analyze the jobs. Which of the following job-analysis techniques will best suit Jadex's requirements? a. the narrative job analysis technique b. the task analysis inventory c. the Fleishman job analysis system d. The Position Analysis Questionnaire
a
The name _____, and some of its basic principles, is derived from the fact that, in most modern organizations, the individuals who own a firm do not actually run it on a daily basis. a. agency theory b. expectancy theory c. VIE theory d. ERG theory
c
The pool of _____ is a source of replacement labor for companies. a. worker threads b. shop stewards c. contingent workers d. knowledge workers unit 4
a
The primary reason for companies to export jobs to other countries is to a. cut down on overall costs b. create external equity c. increase their global presence d. attract talent from other countries unit 4
b
The third step in the factor-comparison method for job evaluation is: a. identifying benchmark or key jobs in an organization. b. ranking the benchmark jobs in an organization on each compensable job factor. c. developing a job-comparison chart to display the benchmark jobs in an organization. d. selecting and defining the comparison factors to be used.
a
To manage a diverse organization effectively, managers should first: a. acknowledge the differences among people. b. assign organizational roles based on group identity. c. increase the job embeddedness in the organization. d. implement ethnocentric staffing strategies.
b
Wags is a chain of veterinary clinics. As a growing organization, the management of Wags recognizes the need to coordinate various human resource management (HRM) activities. It feels that all staffing activities should be directed at identifying and attracting skilled workers and that appraisals, compensation, and performance management should reflect an employee's nature. Which of the following approaches to HRM explains the management's recognition of the need to coordinate HRM activities? a. the scientific management approach b. the systems approach c. the functional approach d. the open book management approach unit 1
d
When an organization is using a turnaround strategy, its human resource managers need to be involved in a. rotating mangers across various businesses of the corporation b. recruiting entrepreneurial employees who are highly flexible and ambitious c. retaining the existing employees when the firm cannot offer any advancement opportunities d. decreasing the size of the organization's workforce unit 1
d
When every group represented in a company strives to understand every other group better, the company is said to be characterized by _____. a. ethnocentrism b. xenophobia c. full structural integration d. pluralism
b
When there is a difference of opinion between an employee who is a union member and his or her supervisor, the employee can initially take his or her complaint to _________. a. an expatriate b. the shop steward c. an arbitrator d. the chief management officer unit 4
c
When underpayment inequity is perceived, an employee will most likely: a. feel that any effort will be fairly rewarded. b. exert effort at work. c. reduce his or her inputs. d. decrease his or her outcomes.
a
Which of the following can be used by an organization to plan systematically for a gradual decrease in the workforce? a. early retirements b. involuntary terminations c. contingent workers d. employee leasing
b
Which of the following statements best defines a stability strategy? a. it is used by companies that are adding new products, product lines or business to their existing core products, product liens, or businesses. b. it is adopted by a company that plans to stay in its current business and intends to mange them as they are already being managed. c. it occurs when an organization finds that its current operations are not effective d. it can be pursued externally through mergers, joint ventures, and the acquisition of the acquisition of other businesses unit 1
b
Which of the following statements defines health hazards? a. it is a set of expected behaviors associated with a position in a group or organization b. it refers to elements of work environment that more slowly and systematically, and perhaps cumulatively, result in change to an employee's health c. it refers to the stressors associated with the specific job a person performs d. it is a set of general feelings of exhaustion that develop when a healthy individual experiences too few sources of satisfaction unit 4
a
Which of the following statements is true in the context of ERG theory? a. Clayton Alderfer suggested that people always march neatly up a hierarchy. b. ERG theory suggests that everyone is motivated by the same set of requirements at any one time. c. Clayton Alderfer allowed for multiple levels of needs being prepotent. d. ERG theory is concerned with how a person becomes motivated to perform in a certain way. Response Feedback: Rationale: Correct. A need-based theory of motivation proposed by Clayton Alderfer, ERG theory involves three rather than two levels of needs, and also allows for someone to regress from a higher-level need to a lower-level need. Alderfer suggested that people might move either up or down the hierarchy, and he allowed for multiple levels of needs being prepotent. See 13-2: Motivation and NeedsMotivation and Needs
d
Which of the following statements is true in the context of goal theory? a. Goal theory suggests that employees are most motivated by vague and unspecific goals. b. Goal theory suggests that all goals are created equal. c. Impossible goals are the most effective in motivating employees. d. Difficult goals are preferable to easy goals.
b
Which of the following statements is true in the context of trends in HR? a. The class system in the modern workplace is changing from a two-class system to a three-class system. b. Businesses in Silicon Valley are offering increasingly lavish, unusual, and expensive benefits to their employees. c. Silicon Valley companies spend far less on employee benefits than do average U.S. employers. d. Employee benefits are the least likely to be affected by cost-cutting requirements.
a
Which of the following statements is true of a positive settlement zone? a. it refers to an overlap between an organization's and its union's demands and expectations in the bargaining zone b. it refers to a phase in the negotiation process that prohibits the use of mediation or arbitration in case of a disagreement c. it refers to a situation where both the management of an organization and its employee agree to have third-party intervention d. it refers to an organization achieving the desired results in a negotiation without giving in to the employee's demands. unit 4
b
Which of the following statements is true of cafeteria-style benefits plans offered by organizations? a. They are benefits targeted at different stages in an employee's life. b. Some evidence suggests that these programs can lead to increased satisfaction and reduced turnover. c. Cafeteria-style benefits are funded jointly by the employer and the government. d. They typically take the form of referrals for employees with a disabled parent or one who needs constant care.
c
Which of the following statements is true of expectancy theory? a. It is a simple theory from a cognitive perspective. b. It deals with the actual relationships between the components in the model. c. It is concerned with three components and the links among them. d. It is a need-based theory of motivation.
d
Which of the following statements is true of external inequity? a. Overpaying individuals for the value of their contributions can effectively solve external equity issues. b. It occurs when lower-level employees in a firm receive less incentives than the top executives. c. The most commonly used source of information concerning external equity is job evaluation. d. Problems with external equity may result in dissatisfied and unhappy workers. Response Feedback: Rationale: Correct. Problems with external equity may result in higher turnover (because employees will leave for better opportunities elsewhere), dissatisfied and unhappy workers, and difficulties in attracting new employees. See 9-1: Developing a Compensation StrategyDeveloping a Compensation Strategy
c
Which of the following statements is true of internal equity? a. Overpaying individuals for the value of their contributions can effectively solve internal equity issues. b. Much of the information concerning internal equity comes from a pay survey. c. Problems with internal equity can result in conflict, feelings of mistrust, and low morale. d. It occurs when lower-level employees in a firm receive the same incentives as the top executives.
c
Which of the following statements is true of market wage rates? a. they are the same as the living wage that a person receives b. they remain the same across various regions in a country c. they change according to the demand for and supply of labor d. they are solely influenced by the local unemployment rate
c
Which of the following statements is true of people who work in rotational shifts? a. they are less likely to have ulcers than other workers b. their bodies easily fine equilibrium c. they can never establish a new biological rhythm for sleep d. they are not prone to accidents at workplace compared to regular shift workers unit 4
b
Which of the following statements is true of skill- and knowledge-based pay? a. They reward employees for increased performance. b. They reward employees for increasing their capacity to perform well in the future. c. They are based on an organization's present needs. d. They are traditional group incentive systems that focus on short-term goals.
d
________ are organizational programs created specifically to help employees deal with tension and anxiety. a. institutional programs b. employee assistance programs c. enrichment programs d. collateral stress programs unit 4
c
Who among the following individuals is facing the problem of the glass ceiling? a. Ben, who is denied a job by several companies despite being qualified because of a physical disability that resulted from an accident b. Sean, who feels uncomfortable in his new workplace as he finds it difficult to appreciate and adjust to the new culture c. Meryl, who refuses a promotion opportunity because she is planning to start a family and does not want extra responsibilities at work d. Anna, who is not given a promotion as she is not technically qualified to manage the work and responsibilities that she would have had to handle if promoted
c
Who among the following individuals is most likely to be susceptible to occupational health hazards? a. Sally, who works in manufacturing company where equipment is arranged in a random manner b. Robert, who has a congested workstation c. Edwin, who works for a company that manufacturers insecticides d. Rose, who has to climb a set of metal steps to enter her office unit 4
d
Who among the following is subject to the regulations of the Drug Fee Workplace Act of 1988? a. Holly, who is a fashion designer and runs her own line of garments b. Allen, who works as a bartender in a famous pub c. Carla, who works as a senior accountant at a private law firm d. Brett, who is a truck driver and transports armaments to military unit 1
b
Who among the following managers is most likely to be effective at providing performance feedback? a. Meena, who focuses on providing details to her subordinates on how they have been evaluated b. Daniel, who focuses on providing developmental feedback targeted at his subordinates' behavior c. Emily, who focuses exclusively on the effective performance of her employees d. Farhan, who focuses on each employee's character
a
________ is a person's adaptive response to a stimulus that places excessive psychological or physical demands on him or her. a. Stress b. Exhaustion c. Conflict d. Turnover unit 4
c
____ is an alternative to job specialization that takes into account the work system and employeepreferences. a. Employee disengagement b. The job enlargement approach c. The job characteristics approach d. Employee outsourcing
b
_____ are gainsharing plans in which teams or groups of employees are encouraged to suggest strategies for reducing costs, and the gains are distributed according to who suggested the cost-reduction strategy. a. Profit sharing plans b. Scanlon plans c. Stock-purchase plans d. Merit-pay plans
d
_____ are plans in which employees usually must work 40 hours per week and typically 5 days a week but in which they have control over the starting and ending times for work on each day. a. Compressed workweeks b. Home work programs c. Part-time work plans d. Flexible work hour plans
b
_____ are private pension plans in which the size of the benefit depends on how much money is put into the plan. a. Unemployment insurances b. Defined contribution plans c. Cafeteria-style benefits plans d. Workers' compensations
a
_____ are private pension plans in which the size of the benefit is precisely known and is usually based on a simple formula using input such as years of service and salary. a. Defined benefit plans b. Unemployment insurances c. Workers' compensations d. Cafeteria-style benefits plans
c
_____ involves interaction between an individual employee or manager in an organization and either a line manager or a human resource manager in that organization. a. Internal discourse b. A pay survey c. Career counseling d. An individual assessment
a
_____ is a dimension of interactional justice that deals with the extent to which an individual is treated with respect and dignity when he or she is told about the decision of layoff. a. interpersonal justice b. distributive justice c. procedural justice d. informational justice
d
_____ is a person's perception of the probability that an increase in effort will result in an increase in performance. a. instrumentality b. Dissonance c. Valence d. Expectancy
b
_____ is a process theory of motivation that suggests that organizations can best influence performance by establishing clear links between increased performance and rewards. a. Herzberg's dual factor theory b. Expectancy theory c. Maslow's hierarchy of needs theory d. ERG theory
b
_____ is an alternative work arrangement in which employees may do almost all of their work at home and may even receive assignments electronically. a. A flexible work hour plan b. Telecommuting c. Social workspace d. A compressed workweek
c
_____ is an approach that attempts to emphasize for managers the fact that performance is multidimensional in nature and to teach those managers about the actual content of various performance dimensions. a. The critical incident method b. The forced-distribution method c. Frame of reference training d. Contextual performance
a
_____ is an attempt to determine the extent to which a selection system provides real benefit to the organization. a. utility analysis b. banding c. a self-report inventory d. a realistic job review
a
_____ is awarded to employees on the basis of the relative value of their contributions to the organization. a. Merit pay b. A sales commission c. A stock option d. Base pay
c
_____ is the degree to which an employee identifies with a firm and is willing to exert effort on behalf of the firm. a. contextual performance b. organizational citizenship behavior c. organizational commitment d. job embeddedness
b
_____ is the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life. a. Contextual performance b. Exploration c. An appraisal d. A career
a
_____ refers to hours worked above the normal 40-hour workweek, for which there is usually a pay premium. a. overtime b. functional turnover c. expectations d. voluntary turnover
c
_____ was developed to increase the total number of tasks workers perform based on the assumption that doing the same basic task over and over is the primary cause of worker dissatisfaction a. Employee offshoring b. Job enlargement c. Job rotation d. Employee disengagement
a
______ mirrors the Civil Rights Act in terms of outlawing discrimination, but also requires federal contractors and subcontractors, with contracts greater than 50,000 to file written affirmative action plans a. Executive Order 11246 b. The Wagner Act c. The Fair Labor Standards Act d. Executive Order 11478 unit 1
b
_______ is a person's adaptive response to a stimulus that places excessive psychological or physical demands on that person. a. altruism b. stress c. attitude d. conscientiousness unit 1
a
_______ prohibits discrimination on the basis of an individual's race, color, religious beliefs, sex or national origin. a. Title VII of the Civil Rights Act of 1964 b. The Taft Hartley Act of 1947 c. Section 5 of Worker Adjustment and Retraining Notification Act of 1988 d. The Labor Management Relations Act of 1947 unit 1
a
_______ refers to the relatively stable set of psychological attributes or traits that distinguish one person from another. a. personality b. reinforcement c. attitude d. motivation unit 1
