Ch. 12

158. The _____ is developed from critical incidents pertaining to job performance. Each job performance scale is anchored with specific behavioral statements that describe varying degrees of performance.

BARS

136. The term _____ refers to activities undertaken to attract, develop, and maintain an effective workforce within an organization.

HRM

102. On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT: a. race or color of skin. b. if the applicant is over 18. c. if the applicant has ever been convicted of a crime. d. prior work experience. e. if the applicant has a legal right to work in the United States.

a

104. What type of interview allows the applicant a great deal of freedom in determining the course of the conversation, bringing to light information that could otherwise remain concealed? a. Nondirective interview b. Structured interview c. Panel interview d. Biographical interview e. Situational interview

a

114. In _____, an experienced manager shows a new employee how to perform job duties. a. on-the-job training b. classroom training c. orientation training d. computer-assisted instruction e. realistic job previews

a

116. When an experienced employee guides and supports a newcomer or less-experienced employee, this is referred to as _____. a. mentoring b. coaching c. managing d. directing e. consulting

a

119. ____ provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities. a. Promotions b. Appraisals c. Evaluations d. Endorsements e. Coaching

a

120. Which of the following is a process that uses multiple raters, including self-rating, to appraise employee performance and guide development? a. A 360-degree feedback b. Job evaluation c. Multiple-rater appraisal d. Performance appraisal interview e. Homogeneity appraisal

a

121. Which of the following performance appraisal methods essentially evaluates employees by pitting them against one another? a. Performance review ranking system b. Semantic differential rating scale c. Behaviorally anchored rating scale d. Unidimensional rating scale e. All of these

a

124. Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience and educational background were not that exceptional. What rating error did Colby succumb to? a. Halo effect b. Central tendency c. Homogeneity d. Leniency e. General tendency

a

128. _____ is incentive pay that ties at least part of compensation to employee effort and performance. a. Pay-for-performance b. Seniority pay c. Universal compensation plan d. Cafeteria-plan e. Group performance pay

a

51. _____ refers to the activities undertaken to attract, develop, and maintain an effective workforce within an organization. a. Human resource management b. Recruitment c. Talent search d. Strategic management e. Operations management

a

55. Today, more than ever, strategic decisions are related to human resource considerations. Which of the following refers to the economic value of the knowledge, experience, skills, and capabilities of employees? a. Human capital b. Economic capital c. Contingency assets d. Capital assets e. Economic assets

a

59. Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of _____. a. discrimination b. affirmative action c. equal employment opportunity d. employment-at-will e. termination-at-will

a

66. Which legal act establishes mandatory safety and health standards in organizations? a. Occupational Safety and Health Act b. Consolidated Omnibus Budget Reconciliation Act c. Family and Medical Leave Act d. Americans with Disabilities Act e. Civil Rights Act

a

68. Which Health/Safety law requires continued health insurance coverage (paid by employee) following termination? a. Consolidated Omnibus Budget Reconciliation Act b. Health Maintenance Organization Act c. Occupational Safety and Health Act d. Family and Medical Leave Act e. None of these

a

77. Which of the following means using computers and telecommunications equipment to do work without going to an office? a. Telecommuting b. Social Loafing c. New social contract d. Outsourcing e. Realistic Job Preview

a

89. _____ is a systematic process of gathering and interpreting information about the essential duties. a. A job analysis b. A job listing c. A job requirement d. A job description e. A realistic job preview

a

93. A(n) _____ typically lists job duties as well as desirable qualifications for a particular job. a. job description b. application form c. assessment test d. paper-and-pencil test e. OJT

a

139. A policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups is known as _____.

affirmative action

150. The _____ is used to collect information about the applicant's education, previous job experience, and other background characteristics.

application form

100. Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are examples of: a. equal employment opportunity. b. affirmative action. c. illegal discrimination. d. unfair labor practices. e. nepotism.

b

103. According to MANAGER'S SHOPTALK in chapter 12, which of the following would improve your chances of getting the job? a. Talking too much b. Turning questions into conversations c. Failing to effectively close d. Stretching the truth e. Making a fashion statement

b

109. Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him that he will ask him a series of standardized questions that are being asked of every applicant interviewing for the same position. This can best be described as what type of interview? a. Nondirective interview b. Structured interview c. Panel interview d. Biographical interview e. Situational interview

b

115. The most common form of formal corporate training is: a. on-the-job training. b. classroom training. c. orientation training. d. developmental training. e. external training.

b

125. Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to reward employees? a. Bonus b. Compensation c. Wages d. Incentive Pay e. Point System

b

129. _____ allow employees to select the benefits of greatest value to them. a. Pay-for-performance b. Cafeteria-plan benefits packages c. Incentive pay d. Group performance pay e. Merit-based pay

b

130. Intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation is referred to as _____. a. restructuring b. rightsizing c. supersizing d. reengineering e. recruiting

b

134. When making a performance evaluation, which of the following suggestions would NOT help Gregory? a. Be personally knowledgeable about the employee's job and performance levels. b. Be prepared to tell and sell his view to the employee when necessary. c. Give more frequent feedback to newer employees. d. All of these suggestions would be helpful.

b

135. In training employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

b

57. Which of the following created the Equal Employment Opportunity Commission? a. Americans with Disabilities Act b. Civil Rights Act c. Equal Pay Act d. Vocational Rehabilitation Act e. Immigration Reform and Control Act

b

61. Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of: a. equal employment opportunity. b. affirmative action. c. cultural bias. d. employment-at-will. e. sexual harassment.

b

63. The _____ prohibits discrimination against qualified individuals by employers for a demand of "reasonable accommodation" a. Civil Rights Act b. American with Disabilities Act c. Vocational Rehabilitation Act d. Family and Medical Leave Act e. Equal Pay Act

b

67. Family and Medical Leave Act require employers to provide up to _____ weeks unpaid leave for childbirth, adoption, or family emergencies. a. 8 b. 12 c. 16 d. 24 e. 52

b

73. A(n) _____ is a company that is highly attractive to potential employees because of human resources practices that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems. a. Fortune 500 company b. employer of choice c. socially responsible firm d. rural firm e. family-owned corporation

b

74. Which of the following is a key performance driver that is tied to human capital investments? a. Revenue growth b. Innovation c. Workforce planning d. Career development e. Recruiting

b

79. _____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied employees. a. Selecting the candidate b. Choosing recruiting procedures c. Applying the matching model d. Human resource planning e. Initiating change

b

80. In utilizing the matching model of employee selection, the organization offers _____ and the employee offers ____. a. contributions, inducements b. inducements, contributions c. contributions, pay and benefits d. ability, training e. skills, rewards

b

85. _____ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied. a. Selection b. Recruiting c. Training d. Developing e. Planning

b

86. An example of _____ is when current employees are given preference when a position opens in their organization. a. discrimination b. internal recruiting c. nepotism d. external recruiting e. cannibalizing

b

95. _____ dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money. a. Competitor referrals b. E-cruiting c. Newspaper ads d. Trade shows e. Hiring older workers

b

98. While interviews are _____, they are generally _____ predictors of subsequent job performance. a. rarely used, not valid b. widely used, not valid c. rarely used, excellent d. widely used, valid e. painful, excellent

b

105. _____ requires the applicant to play the role of a manager who must decide how to respond to ten memos in his or her in-basket within a two-hour period. a. Multitasking b. Employee motivation test c. In-basket simulation d. Employee capability test e. Cold call simulation

c

108. Which of these may include intelligence tests, aptitude and ability test, and personality inventories? a. Assessment tests b. Probability exams c. Employment tests d. Development tests e. Culture exams

c

111. Which of the following refers to a method of directing, instructing and training a person with the goal to develop specific management skills? a. Mentoring b. Shadowing c. Coaching d. Apprenticeship e. Guiding

c

112. A junior VP at a financial services firm meets regularly with Edward, a retired businessman who is now in the business of directing, instructing, and training managers in the development of their personal competencies. Edward can best be described as a(n) _____. a. enabler b. protege c. coach d. recruiter e. mentor

c

122. _____ is developed from critical incidents relating to job performance. a. Performance appraisal interview b. Semantic differential rating scale c. Behaviorally anchored rating scale d. Unidimensional rating scale e. All of these

c

123. One of the most dangerous performance evaluation errors is _____, which places an employee into a class or category based on one or a few traits or characteristics. a. homogeneity b. the halo effect c. stereotyping d. diversion e. leniency

c

126. With _____, compensation is linked to the specific tasks that an employee performs. a. skill-based pay b. incentive pay c. job-based pay d. salary e. competency-based pay

c

133. To select high-potential individuals for management positions, what is the best selection device that Gregory could use? a. Interview. b. Employment test. c. Assessment center. d. Job application form. e. None of these are essential.

c

53. All of the following are current strategic issues of particular concern to managers EXCEPT: a. right people to become more competitive on a global basis. b. right people for improving quality, innovation, and customer service. c. right people to become more competitive on a local basis. d. right people to retain during mergers and acquisitions. e. right people to apply new information technology for e-business.

c

58. The hiring of applicants based on criteria that are not job-related is called: a. affirmative action. b. equal employment opportunity. c. discrimination. d. reverse discrimination. e. employment-at-will.

c

65. The _____ prohibits discrimination based on physical or mental disability. a. Civil Rights Act b. Immigration Reform and Control Act c. Vocational Rehabilitation Act d. Age Discrimination in Employment Act e. Vietnam-Era Veterans Readjustment Act

c

71. From the employer's viewpoint, which of these is part of new social contract? a. Standard training programs b. Limited information c. Incentive compensation d. Routine jobs

c

76. Artie's Pretzels is a small but well-known company that receives thousands of job applications every year, though it only fills about 50 positions annually. Company managers have learned that Artie's human resource practices are one of the driving factors that attract potential employees. Artie's Pretzels is an example of a(n) _____. a. contingency employer b. employer of options c. employer of choice d. Employer of necessity e. telecommuter-friendly employer

c

81. The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as human resource _____. a. development b. organizing c. planning d. selection e. downsizing

c

82. Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next ten years. He is most likely to perform which of the following activities? a. Choosing a recruiting source b. Selecting an employment candidate c. Human resource planning d. Welcoming new employees e. Downsizing

c

83. All of the following are questions relevant to human resource planning EXCEPT: a. What is the current turnover rate b. What is the volume of business expected to be over the next five years? c. What was the volume of business over the past five years?" d. How will new technology affect the organization? e. All of these are relevant questions for human resource planning.

c

87. _____ generates higher employee commitment, development, and satisfaction than does_____. a. External recruiting, internal recruiting b. External selection, internal selection c. Internal recruiting, external recruiting d. Internal recruiting, internal selection e. Downsizing, monetary rewards

c

88. Conolly Company uses internal recruiting whenever possible. This practice: a. costs more than external recruiting. b. decreases employee satisfaction. c. generates increased employee commitment. d. demotivates existing employee given limited socializing opportunities. e. gives employees an upper hand in negotiations.

c

91. Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization? a. Reality check b. Affirmative action c. Realistic job preview d. Employment-at-will e. Chart selection approach

c

94. At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who subsequently accept employment with the company. This is an example of which innovation in recruiting? a. Trade group networking b. Social networking c. Employee referral d. Cold call recruiting e. Geographic networking

c

96. Which of the following is a device for collecting information about an applicant's education, previous job experience, and other background characteristics? a. An employment test b. An assessment center c. An application form d. An affirmative action form e. A privacy form

c

97. Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job? a. Recruiting b. Training c. Selection d. Development e. Orientation

c

Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees. 132. In recruiting and selecting employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

c

140. _____ are people who work for an organization, but not on a permanent or full-time basis.

contingent workers

154. A(n) _____ is an in-house training and education facility that offers broad-based learning opportunities for employees.

corporate university

110. While on a job interview for an administrative position at a university, Alyssa was asked to respond to simulated memos and emails that are similar to those she would address if she was in that position. This is an example of a(n) _____. a. cognitive ability test b. performance review c. 360 degree feedback test d. work sample test e. assessment center

d

117. Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees. Pizza Deluxe University would be considered a(n) _____. a. assessment center b. on-the-job training center c. orientation center d. corporate university e. learning community

d

118. The process of observing and evaluating an employee's performance, recording the assessment, and providing feedback to the employee is referred to as: a. orientation training. b. classroom training. c. a paper-and-pencil test. d. performance appraisal. e. none of these.

d

131. Which are used to help determine why employees are leaving their jobs? a. Termination interviews b. Focus groups c. Employment tests d. Exit interviews e. Assessment Centers

d

52. The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management? a. All managers are human resource managers. b. Employees are viewed as assets. c. Human resource management is a matching process. d. Only top-line managers are predominantly human resource managers. e. All of these are examples of key ingredients in human resource management.

d

54. All of the following are goals of human resource management EXCEPT : a. finding the right people for the job. b. managing talent so people achieve their potential. c. maintaining an effective work force. d. turning over an effective workforce. e. both attracting an effective work force and maintaining an effective work force.

d

56. Recruiting and selecting employees involves which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

d

60. ____ is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their organization. a. Equal employment opportunity b. Discrimination c. Reverse discrimination d. Affirmative action e. Employment-at-will

d

62. Which legal act underscored the need for well-written job descriptions and specifications that accurately reflect the mental and physical dimensions of jobs? a. Vocational Rehabilitation Act b. Accountability Act c. Civil Rights Act d. Americans with Disabilities Act e. Patient Protection and Affordable Care Act

d

64. Which of the following restricts mandatory retirement? a. The Americans with Disabilities Act b. The Immigration Reform and Control Act c. The Vocational Rehabilitation Act d. The Age Discrimination in Employment Act e. The Vietnam-Era Veterans Readjustment Act

d

69. _____ is part of the new social contract for employees. a. Job security b. A cog in the machine c. Knowing d. Employability, personal responsibility e. Routine jobs

d

72. _____ has led to the elimination of many positions in organizations. a. Globalization b. Insourcing c. Differentiation d. Restructuring e. All of these

d

75. In the new workplace, _____ are people who work for an organization, but not on a permanent or full-time basis. a. upper-level employees b. direct-related workers c. temporary employees d. contingent workers e. low-level employees

d

78. _____ is the first step in attracting an effective work force. a. Selecting the candidate b. Choosing recruiting sources c. Applying the matching model d. Human resource planning e. Initiating change

d

84. Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task? a.How many tellers are expected to retire over the next five years? b.What new technologies (e.g., automated teller machines) will be introduced over the next five years? c.How many new branches does the bank expect to open over the next five years? d. All of these are relevant. e. All of these are irrelevant.

d

90. Which of the following is NOT a method used in external recruiting? a. Private employment agencies b. Employee referrals c. Newspaper advertising d. Employee resource chart e. State employment services

d

92. _____ is a listing of job duties and desirable qualifications for a particular job. a. A job analysis b. A job listing c. A job requirement d. A job description e. A realistic job previews

d

99. Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that unmet expectations were the primary reason these people were leaving so soon. RBI can begin to solve this problem by emphasizing: a. external recruiting. b. affirmative action. c. better training and development. d. the use of realistic job previews. e. employment-at-will.

d

138. _____ is the hiring or promoting of applicants based on criteria that are not job relevant.

discrimination

101. Which of the following is inappropriate to ask on an employment application? a. If the applicant is over 18 b. Where the applicant went to school c. If the applicant has ever been convicted of a crime d. Whether the applicant has any disabilities that might inhibit job performance e. Applicant's ancestry/ethnicity

e

106. One of the newest ways of gauging whether a candidate is right for the company is by checking: a. previous places of employment. b. with references. c. trial employment period. d. aptitude tests. e. social networking sites.

e

107. All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) _____. a. application form b. interview c. employment test d. assessment center e. drug usage test

e

113. Which of these is(are) part of new approaches to recruiting? a. Recruiting welfare recipients b. E-cruiting c. Hiring former prison inmates d. Non-traditional sources of employees e. All of these

e

127. Sandra, a human resources manager at an advertising firm, is currently in the process of determining the value and worth of advertising executive positions within the agency. This is referred to as _____. a. compensation b. rightsizing c. wage and salary surveying d. incentive pay e. job evaluation

e

70. Which of the following is tied to the goal of managing talent in organizations? a. Labor relations b. Job analysis c. Wages and salary d. HRM planning e. Training and development

e

137. _____ refers to the economic value of the knowledge, experience, skills, and capabilities of employees.

human capital

145. The systematic process of gathering and interpreting information about essential duties refers to _____.

job analysis

146. The _____ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job.

job specification

142. With the _____, the organization and the individual attempt to match the needs, interests, and values that they offer each other.

matching model

162. _____ is incentive pay that ties at least part of compensation to employee effort and performance.

pay for performance

155. _____ comprises the steps of observing and assessing employee performance, recording and assessment, and providing feedback to the employee.

performance appraisal

149. In the _____ process, employers attempt to determine the skills, abilities, and other attributes a person needs to perform a particular job.

selection