Chapter 11 Smartbook

For firms with ______ or more employees, the Civil Rights Act of 1964 outlawed discrimination in employment based on sex, race, color, religion, or national origin.

15

The law that prohibits employers from discriminating in hiring, pay, or promotion and requires reasonable accommodation for workers with disabilities is the ______.

Americans With Disabilities Act of 1990

In what ways did the Equal Employment Opportunity Act of 1972 strengthened the Civil Rights Act of 1964?

It mandated specific record keeping procedures for employers. It permitted the EEOC to issue guidelines for employer compliance. Enforcement powers were given to the EEOC.

Which of the compensation systems listed are likely to be effective in building cohesive teams?

Skill-based pay Gain-sharing

True or false: The National Labor Relations Act of 1935 limited management interference in the right of employees to have a collective bargaining agent.

True

The information gathered from comparing an employee's work to an established standard is ______.

a performance appraisal

Challenges for human resource managers today include:

a shortage of workers in areas such as computer technology

The controversial policy enforced by the EEOC that seeks to remedy past discrimination is:

affirmative action

What were two outcomes of The Age Discrimination in Employment Act?

bans mandatory retirement in most organizations allows age restrictions for airline pilots

The roles and responsibilities of HRM professionals have evolved primarily because:

changes in the law have rewritten traditional practices organizations recognize that employees are their ultimate resource

The National Labor Relations Act of 1935 established _________ bargaining in labor-management relations.

collective

The goal of the Civil Rights Act of 1964 was to stamp out _________, but specific language made enforcement quite difficult.

discrimination

The Equal Employment Opportunity Act of 1972 authorized the EEOC to issue ________ for acceptable employer conduct in administering equal employment opportunity laws.

guidelines

The tool that lists ages, names, education, capabilities, training, specialized skills, and other relevant information about an organization's employees is called a ______.

human resource inventory

A human resource _____ of an organization reveals the demographics of the firm's labor force and whether it is technically up-to-date and thoroughly trained, which is an important part of human resource management.

inventory

The Equal Employment Opportunity Act of 1972 strengthened the Equal Employment Opportunity Commission, an agency created by the Civil Rights Act of 1964, by:

issuing guidelines for employer conduct in complying with EEO mandating specific record keeping procedures giving it broad powers to enforce Title VII

The decision of the U.S. Supreme Court in 1988 giving access to certain clubs to women was important because:

it allowed them to enter established networking systems

When an organization's operational costs are primarily for their workforce, they are considered to be:

labor-intensive

The effects of legislation on human resource professionals is important because ______.

legislation affects all areas of human resource management

On-the-job coaching and job rotation are examples of ______.

management development programs

When a new employee is trained at the work site by observing an experienced worker and then doing the task, it is ______.

on-the-job training

The training that is provided to new employees that initiates them into the organization's policies, practices, and objectives is called:

orientation

The Equal Employment Opportunity Act of 1972 strengthened the Civil Rights Act of 1964 by:

permitting the EEOC to issue guidelines for employer compliance adding enforcement powers to the EEOC mandating specific record keeping procedures for employers

The affirmative action law led employers to actively:

recruit and give preference to women and minorities

The set of activities for obtaining the right number of qualified people at the right time to fill the needs of the organization is:

recruitment

Human resource managers perform several important functions so the organization has the people it needs to achieve its goals. They include:

recruitment and selection developing compensation systems training and development

What are two advantages of home-based work for employers?

reduces absenteeism saves office space costs

Since 2009, the Age Discrimination in Employment Act:

requires that age must be the determining reason for discrimination to prove any employment action against older workers

The Equal Employment Opportunity Act of 1972 authorized the EEOC to ______.

set guidelines for employers' administration of EEO

What is a performance appraisal?

the evaluation of employees' job performance and contributions to the organization

A challenge for human resource managers because of the change from traditional manufacturing to service and high-tech manufacturing industries is Blank______.

the need to retrain workers

An effect of changing legislation on human resources professionals is that ______. (Check all that apply)

they must update company HR policies and procedures to stay current with legal changes they must stay current with changes in the law

Management development programs include:

Understudy positions Job rotation On-the-job coaching

The process of gathering information and deciding who should be hired is called ______.

selection

Developing and establishing professional contacts that can assist you in finding employment is:

networking

The changes in the U.S. workforce that create challenges for human resource managers include:

new workers who are undereducated more single-parent homes employees who want leisure time

A human resource inventory should include which of the following types of information about employees?

Specialized skills Languages spoken Demographics such as age and education level

The Americans with Disabilities Act of 1990 prohibits employers from discriminating against _______ individuals with disabilities.

qualified

Under the Civil Rights Act of 1964, it is illegal for employers to discriminate based on:

race religion sex

The shift from traditional manufacturing industries to high-tech and service industries challenges human resource managers to:

re-train workers for more challenging jobs recognize that a company's people are its ultimate resource