Chapter 9

Which of the following statements about sexual harassment is true?

A person who feels he or she must acquiesce to a sexual proposition to keep his or her job is facing a quid pro quo.

A California software firm was growing rapidly and hiring frequently but primarily focused on campus recruiting at UC Berkeley and Stanford. When one older candidate did not get an interview after a phone screening, he went to the companies website and noticed all the young people in charge. He filed a discrimination lawsuit based on which law?

Age discrimination in employment

Allie has a degenerative I disease that is causing her to gradually lose her eyesight. When Allie asked her employer to purchase a low vision computer for her use at work, she was instead let go. This violates provisions of the__

American with disabilities act

The__ is a law that requires an extension of health insurance benefits after termination

Consolidated omnibus budget re-conciliation act

__Occurs when people are hired or promoted, or denied hiring or promotion, for reasons not relevant to the job

Discrimination

Which piece of legislation first established the U.S. federal minimum wage?

Fair Labor Standards Act of 1938

A company that evaluates its truckers based on miles of freight hauled is using subjective appraisals.

False

A job analysis gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired.

False

An assessment center is typically used to assess physical capabilities of skilled labor candidates.

False

Antidiscrimination laws require employers to extend preferential treatment because of race, color, or religion.

False

Application forms, interviews, and educational requirements are not legally considered employment tests.

False

Factors such as what the individual's level is in the organization or how much experience he or she has do not determine basic compensation.

False

Formal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

False

Google's treatment of its employees is indicative of its belief that its biggest competitive advantage lies in its personnel department.

False

Hostile environment occurs when the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces.

False

In a behavioral-description interview, the interviewer explores how applicants might respond to situations in the future.

False

Incentives are not considered a part of compensation.

False

Mediation is the process in which a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.

False

Most jobs are filled through external recruiting, mainly through job postings.

False

Products from child labor were banned under the Taft-Hartley Act.

False

Programs that try to make up for past discrimination in employment by actively finding, hiring, and developing the talents of people from groups traditionally discriminated against are known as Title VII.

False

Recreation options, country club memberships, and discounts on merchandise are not considered examples of benefits.

False

Recruiting is the process of screening job applicants to hire the best candidate.

False

Reports from the U.S. Census Bureau are a good source of information to assess internal candidates for promotion.

False

Social capital is the economic or productive potential of employee knowledge and actions.

False

Stock options are found not to induce employees to be more productive or to attract or retain top performers.

False

Structured interviews are more accurate than unstructured interviews in assessing an applicant's job-related personality traits.

False

Structured interviews involve asking each applicant different questions and comparing their responses to a standardized set of answers.

False

Subjective appraisals are harder to challenge legally than objective appraisals.

False

The "closed shop," in which an employer may hire for a job only workers who are already in the union, is legal in the United States.

False

The 2010 health care reform legislation requires employers with less than 50 employees to provide health insurance.

False

The Equal Pay Act requires an extension of health insurance benefits after termination.

False

The sole purpose of the human resource management process is to recruit and select people.

False

Understanding current employee needs is the sole purpose of strategic human resource planning.

False

________________ is the purpose of the strategic human resource process.

Getting optimal work performance to help realize company's mission and vision

______________ is the economic or productive potential of employee knowledge and actions.

Human capital

____________ includes the activities managers perform to plan for, attract, develop, and retain an effective workforce.

Human resource management

The ______________ enforce(s) procedures so employees may vote to have an union and for collective bargaining.

National Labor Relations Board

Which of the following is not part of the strategic human resouce management process?

Negotiate employment contract

Which of the following helps guarantee non-hazardous working conditions for employees?

Occupational safety and health act

The__ requires employers with more than 50 employees to provide health insurance.

Patient protection and affordable care act

What is the final step in the strategic resource management process?

Perform appraisals of people

__________________ includes aspects such as goodwill, mutual respect, trust, cooperation, and teamwork.

Social capital

Compared to internal recruiting which of the following is true of external recruiting?

The process is more expensive and taken longer

The equal employment opportunity commission was established by the_act

Title seven of the civil rights

A 1947 law, the Taft-Hartley Act, allows the President of the United States to prevent or end a strike that threatens national security.

True

A behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors.

True

A job specification describes the minimum qualifications a person must have to perform the job successfully.

True

A report that lists an organization's employees by name, education, training, languages, and other important information is called a human resource inventory.

True

An employee can be dismissed permanently "for cause" for absenteeism.

True

An example of a behavioral-description interview question is "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?"

True

An orientation helps a newcomer fit smoothly into the job and the organization.

True

Because the evaluator's personal bias can affect the ratings, trait appraisals' validity may be questionable.

True

Changing the name from personnel department to the human resource department is intended to suggest the importance of staffing to a company's success.

True

Collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.

True

Computer-assisted instruction is often a type of off-the-job training.

True

Depending on preparation, the forced ranking performance review system may have negative effects on morale, productivity, and loyalty or it may encourage managers to identify and remove poor performers.

True

Designed to enrich the lives of all employees in the organization, who are paid all or in part by the organization, benefits are additional nonmonetary forms of compensation.

True

Establishing the mission and vision is the first step in the strategic human resource process.

True

Every year 10% of GE's managers are assigned the bottom grade, and if they don't improve, they are asked to leave the company. This is an example of a forced ranking performance review system.

True

HR professionals distinguish between training and development.

True

Human resource (HR) management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.

True

If there is a problem such as an employee who has personal differences with his or her boss, a transfer may be used to solve the problem.

True

In the United States, private industry spends an average of $31.93 per hour worked in employment compensation, of which wages and salaries accounted for 69.9% and benefits 30.1%.

True

Internal recruitment, hiring from the inside, means making people already employed by the organization aware of job openings.

True

Interviewing is the most commonly used employee-selection technique.

True

Interviews with people who currently hold a job is part of a job analysis for that position.

True

LinkedIn, a business-oriented social network, accounts for 94% of the people hired via social media.

True

Performance tests are a more direct measure of how well the employee will perform in the job on actual job tasks than personality tests.

True

References are an ineffective way to obtain reliable information about a prospective job candidate.

True

Simplicity is one of the keys to a successful incentive-pay plan.

True

Social capital is the economic or productive potential of strong, trusting, and cooperative relationships.

True

Studies show that when companies have high-quality human resource practices and programs, those companies have higher levels of employee satisfaction, financial performance, and service performance.

True

The Family and Medical Leave Act requires employers to provide 12 weeks of unpaid leave for medical and family reasons, including for childbirth, adoption, or family emergency.

True

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement is called performance management.

True

The first step in the training process is an assessment of what training is needed.

True

The great majority of union workers are in the public-sector.

True

The process of writing job analyses, descriptions, and specifications often helps you to avoid hiring people who are underqualified.

True

The type of appraisal in which employees are evaluated by their managers, peers, and subordinates is called the 360-degree assessment.

True

There are fewer risks with internal recruiting because internal candidates are already known and are familiar with the organization.

True

Tiffany is an architect for the building of a large office complex downtown. Frequently a group of steel workers whistle at her as she climbs a ladder or interacts with staff. The men's actions create a hostile work environment.

True

To protect their own reputations, employees are fairly careful about whom they recommend and provide a good source of employee referrals.

True

Understanding the organization's mission and operations, the job routine and the organization's work rules and benefits should be considered an integral part of employee orientation.

True

Validity means that the test measures what it purports to measure and is free of bias.

True

When doing a performance appraisal, the manager will assess the employee's performance and provide feedback.

True

Maria worked in a manufacturing facility. Throughout the building there were posters and calendars of a sexually explicit nature, and they made Maria very uncomfortable. This is __________.

a hostile work environment

Which type of workplace discrimination occurs when an organization uses an employment practice that results in unfavorable outcomes to a protected class?

adverse impact

A specialist at UPS who rides with couriers to learn about delivery time measurements and potential service problems is conducting a job __________________.

analysis

For years, a mathematics professor experienced abusive behavior at a community college where he taught. It began with a group of managers spreading rumors and false accusations that threatened his job. It was emotionally draining and took time and focus away from his job. This is an example of __________.

bullying

After being referred by a friend, Hasina attended a job interview. She didn't feel it went well, but was surprised when her friend told her the boss didn't like that she had worn her hijab, a traditional headscarf. The boss told a coworker after the interview, "Our customers prefer working with Christians." This is an example of __________.

discrimination

If a firm gives all international assignments to people without disabilities, assuming they will therefore not require special accommodations, which type of workplace discrimination has occurred?

disparate treatment

Which of the following is the most effective source of new employees?

employee referrals

Which of the following is not one of the soft skills employers often find lacking in many Millennial applicants?

familiarity with social media

A(n) ___________ is a report listing your organization's employees by name, education, training, languages, and other important information.

human resource inventory

________ entails job posting, placing information about job vacancies and qualifications in places where employees can see them such as on bulletin boards or the company's intranet.

internatl recruiting

Michele had been working as an executive assistant to the president for nearly 25 years, so when she retired no one had a good idea of all that her job entailed. Before she left, Sharon sat with her for two weeks to observe her duties and ask her the details of all functions. Sharon was performing a(n) __________.

job analysis

A ______ summarizes what the holder of the job does and how and why he or she does it.

job description

Ricco, a HR manager, used reports from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau for information about his industry's labor pool in his geographic area to __________.

recruit from outside the organization

_______________ is the process of locating and attracting qualified applicants for jobs open in the organization.

recruiting

In considering the staffing an organization might need in the future, human resource managers should __________.

understand the organization's vision and strategy and hire to support them