Quiz -- Chapter 15 - Business 101

Which of the following is most likely an optional benefit that companies generally offer their employees? a. Social Security benefits b. Workers' compensation c. Wages d. Health insurance

d. Health insurance Optional benefits usually include some or all of the following: paid vacation days and holidays, paid sick days, health insurance, retirement programs, and product discounts (15-4: Human Resource Planning: Drawing the Map).

Who among the following are most likely to be contingent workers? a. Regular workers b. Probationary employees c. Permanent full-time workers d. Independent contractors

d. Independent contractors Contingent employees include temporary full-time workers, independent contractors, on-call workers, and temporary agency or contract agency workers (15-4: Human Resource Planning: Drawing the Map).

After their annual performance appraisals, Nathan and Danny, copy editors at a travel magazine, were given lump sum payments to reward them for their excellent job performance in all four quarters of the last fiscal year. Given this information, Nathan and Danny were most likely paid __________. a. wages b. salaries c. commissions d. bonuses

d. bonuses Given this information, Nathan and Danny were most likely paid bonuses. Bonuses are lump-sum payments, typically to reward strong performance from individual employees (15-4: Human Resource Planning: Drawing the Map).

Thomas was a warehouse specialist at Finkorg, a company that sells consumer durables. When the company was going through a financial crisis, its management decided to cut down the number of jobs in its factory and warehouses. As a result, Thomas was laid off. In the context of human resource planning, this scenario best illustrates ____________________ at Finkorg. a. halo effect b. employee selection c. negative leniency d. employee separation

d. employee separation In the context of human resource planning, this scenario best illustrates employee separation at Finkorg. Employees leave jobs for a number of different reasons. Experiencing failure, they may be fired. Or in response to changing business needs, their employer might transfer them or lay them off (15-4: Human Resource Planning: Drawing the Map).

Which of the following statements is true of sexual harassment? a. It involves discrimination against a person based on his or her gender. b. A sexual harasser is always the victim's supervisor. c. It violates the Occupational Safety and Health Act of 1970. d. Male workers can never be harassed in the workplace.

a. It involves discrimination against a person based on his or her gender. Sexual harassment refers to workplace discrimination against a person based on his or her gender. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment can range from requests for sexual favors to the presence of a hostile work environment (15-5: Legal Issues: HR and the Long Arm of the Law).

Which of the following employee training approaches makes most sense for complex, high-risk positions? a. Job simulation b. An orientation program c. An apprenticeship program d. Computer-based training

a. Job simulation Job simulation is a training approach that attempts to duplicate the exact conditions that a trainee will face on the job. This approach makes sense for complex, high-risk positions such as astronaut or airline pilot (15-4: Human Resource Planning: Drawing the Map).

____________________ typically cover specific issues that a business faces but also less-tangible—yet equally important—topics, such as communication, planning, business-analysis, change-management, coaching, and team-building skills. a. Management development programs b. Internship training programs c. Apprenticeship programs d. Orientation programs

a. Management development programs Management development programs typically cover specific issues that a business faces but also less-tangible—yet equally important—topics, such as communication, planning, business-analysis, change-management, coaching, and team-building skills (15-4: Human Resource Planning: Drawing the Map).

Randy, the production manager at a computer hardware manufacturing company, is never satisfied with the productivity of his workers even when they meet or exceed production targets. Hence, he gives equally bad ratings to almost all the factory workers. In the context of performance appraisals, which of the following does this scenario best illustrate? a. Negative leniency b. Affirmative action c. Halo effect d. Employee separation

a. Negative leniency In the context of performance appraisals, this scenario best illustrates negative leniency. While appraisals are a bit subjective by their very nature, some managers filter every comment through their personal biases. An example is negative leniency. Negative leniency occurs when a manager feels "I have high expectations, so I give everyone low scores." (15-4: Human Resource Planning: Drawing the Map).

__________ refer to the pay that employees receive over a fixed period, most often weekly or monthly. a. Salaries b. Bonuses c. Wages d. Commissions

a. Salaries Salaries refer to the pay that employees receive over a fixed period, most often weekly or monthly (15-4: Human Resource Planning: Drawing the Map).

James is a new employee at BubFizz Soda Inc. As part of the company's employee benefits program, the company gives him the option to work three twelve-hour days instead of four nine-hour days. Which of the following benefits is BubFizz Soda Inc. offering James? a. The compressed workweek b. Workers' compensation c. A stock option plan d. Telecommuting

a. The compressed workweek In the given scenario, BubFizz Soda Inc. is offering James a compressed workweek program. The compressed workweek allows employees to work a full-time number of hours in less than the standard workweek (15-4: Human Resource Planning: Drawing the Map).

Julios Inc., a popular apparel brand, pays handsome salaries to its employees. However, to recognize the constant hard work of its employees, it also rewards them with noncash compensation in the form of health insurance, paid sick days, and the options of flextime and telecommuting. In this scenario, Julios Inc. is providing __________ to its employees in addition to salaries. a. benefits b. commissions c. gratuities d. bursaries

a. benefits In the given scenario, Julios Inc. is providing benefits to its employees in addition to salaries. Benefits represent noncash compensation, including programs such as health insurance, vacation, and childcare (15-4: Human Resource Planning: Drawing the Map).

Mailinkpro, a stationery manufacturer, has registered itself with jobappln.com, an employment website. Mailinkpro's human resource (HR) department posts all job vacancies in the company on jobappln.com and pays an annual fee to the website for availing its services. In the context of HR planning, this scenario best illustrates ____________________. a. external recruitment b. management development c. employee separation d. employee selection

a. external recruitment In the context of HR planning, this scenario best illustrates external recruitment. External recruitment is the process of seeking new employees from outside the firm. The possibilities of external recruitment include employment websites, newspaper ads, job fairs, trade associations, college and university employment centers, and employment agencies (15-4: Human Resource Planning: Drawing the Map).

While hiring candidates for the post of clothing manufacturing engineer, the recruiters at Afrophasi, an apparel manufacturing company, test the technical knowledge of the candidates by asking them a fixed set of questions. In the context of employee selection, this scenario most likely illustrates __________. a. structured interviews b. exit interviews c. open-ended interviews d. appraisal interviews

a. structured interviews In the context of employee selection, this scenario most likely illustrates structured interviews. A structured interview is an interviewing approach that involves developing a list of questions beforehand and asking the same questions in the same order to each candidate (15-4: Human Resource Planning: Drawing the Map).

Which of the following is a main category of employment testing? a. Structured interviews b. Physical exams c. Background checks d. Nondirective interviews

b. Physical exams The main categories of employment testing include skills testing, personality testing, drug testing, and physical exams (15-4: Human Resource Planning: Drawing the Map).

For her excellent job performance, Joan, a creative director at an advertising firm, was given a lump sum payment at the end of the year. Given this information, Joan was most likely paid a __________. a. wage b. bonus c. salary d. commission

b. bonus Given this information, Joan was most likely paid a bonus. Bonuses are lump-sum payments, typically to reward strong performance from individual employees (15-4: Human Resource Planning: Drawing the Map).

Isabella had been working as the credit and collections supervisor at Emovityl, a chocolate manufacturing company, for over five years. She felt the need to change her job and choose an alternative career. Therefore, she resigned from her job at Emovityl. In the context of human resource planning, this scenario best illustrates __________ at Emovityl. a. negative leniency b. employee separation c. halo effect d. employee selection

b. employee separation In the context of human resource planning, this scenario best illustrates employee separation at Emovityl. Employees leave jobs for completely personal reasons such as family needs, retirement, or a change in career aspirations (15-4: Human Resource Planning: Drawing the Map).

The ____________________ required firms with 50 or more employees to provide up to 12 weeks of job-secure, unpaid leave on the birth or adoption of a child or the serious illness of a spouse, child, or parent. a. Equal Pay Act of 1963 b. Fair Labor Standards Act of 1938 c. Family and Medical Leave Act of 1993 d. Americans with Disabilities Act of 1990

c. Family and Medical Leave Act of 1993 The Family and Medical Leave Act of 1993 required firms with 50 or more employees to provide up to 12 weeks of job-secure, unpaid leave on the birth or adoption of a child or the serious illness of a spouse, child, or parent (15-5: Legal Issues: HR and the Long Arm of the Law).

Despite not having achieved his annual targets, Ted, a bank salesman, got high scores for his performance appraisal because his manager is fond of him. Which of the following common appraisal goofs did Ted's manager make? a. What have you done for me lately? b. Straight from the gut c. The "me filter" d. The once-a-year wonder

c. The "me filter" The appraisal goof that Ted's manager made was the "me filter." While appraisals are a bit subjective by their very nature, some managers filter every comment through their personal biases. Halo effect occurs when managers feel "I like this employee so I'll give her top scores across the board." (15-4: Human Resource Planning: Drawing the Map).

The human resource (HR) department of Wardund, an event management company, sent emails to all the employees of the firm, inviting qualified candidates to apply for the position of business development manager in the company. In the context of HR planning, this scenario best illustrates __________. a. employee selection b. employee separation c. internal recruitment d. management development

c. internal recruitment In the context of HR planning, this scenario best illustrates internal recruitment. Internal recruitment is the process of seeking employees who are currently within the firm to fill open positions (15-4: Human Resource Planning: Drawing the Map).