Flashcards

Assume you hired 10 of 100 white applicants; how many of the 10 Hispanic applicants must you hire in order not to have adverse impact? a) 1 b) 4 c) 8 d) 10

a) 1

A company that competes via an innovation strategy would a) emphasize the need for flexibility. b) use functional approach to job design. c) centralize decision-making. d) all of the above.

a) emphasize the need for flexibility.

Research is beginning to show that the employment interview works well when a) it is limited to questions concerning situations related to job performance. b) interviewers are trained to be more in turn with their instincts regarding candidates. c) the interview is unstructured. d) the interviewer asks different open-ended questions to different candidates.

a) it is limited to questions concerning situations related to job performance.

The traditional organization model includes all of the following HR practices except a) multidirectional communication. b) emphasis on efficiency. c) specific job description. d) vertical career paths.

a) multidirectional communication

Assume that you have a physical ability test that results in hiring 50 percent of the male applicants. What is the minimum passing rate in order for the test not to have adverse impact against females? a) 50 percent b) 40 percent c) 30 percent d) 25 percent

b) 40 percent

Which of the following cases would most likely be subject to a lawsuit filed under disparate impact theory? a) A woman is barred from applying for a job where exposure to toxic chemicals might damage a fetus. b) A group of women are disproportionately rejected for employment based on a physical strength test. c) A male employee is fired for protesting what he considers to be discriminatory hiring practices. d) A group of newly hired Hispanic employees is laid off due to a downturn in business.

b) A group of women are disproportionately rejected for employment based on a physical strength test.

Which of the following cases would most likely be subject to a lawsuit filed under disparate impact theory? a) White applicants with high test scores are rejected from firefighters jobs due to an affirmative action plan that uses race norming. b) Black applicants are being disproportionately rejected relative to whites by a paper and pencil test. c) A Hispanic applicant is told he will not be hired because "we don't like Mexicans here." d) A black employee is fired for testifying in a discrimination suite filed against an employer.

b) Black applicants are being disproportionately rejected relative to whites by a paper and pencil test.

A firm is likely to recruit from the outside and provide broad career paths while emphasizing compensation systems geared toward external equity when engaged in which strategy? a) Cost b) Differentiation c) Focus d) Retrenchment

b) Differentiation

IBM has consistently emphasized its brand image and its reputation for superior service while charging a higher price for its computers. This is an example of which of Porter's generic strategies? a) Overall cost leadership b) Differentiation c) Focus d) Prospectors

b) Differentiation

In which type of case is most of the debate focusing on the discriminatory consequences, rather than the intent to discriminate? a) Disparate treatment b) Disparate impact c) Reasonable accommodation d) Retaliation

b) Disparate impact

Which of the following is not one of the results that can be achieved by an organization's downsizing? a) Changing an organization's culture b) Dissolving labor union contracts c) Getting rid of dead wood d) Making way for fresh ideas

b) Dissolving labor union contracts

Which of the following is not a Competitive Challenge that HR practices can help companies meet? a) Global Challenge b) Economic Challenge c) High Performance Work Challenge d) Stakeholder Challenge

b) Economic Challenge

Which of the following sources of job analysis information would most likely provide accurate information regarding the time spent on various tasks? a) Supervisors b) Incumbents c) Customers d) Subordinates.

b) Incumbents

Which of the following approaches to job design focuses on efficiency as the major outcome of interest? a) Motivational approach b) Mechanistic approach c) Biological approach d) Perceptual-motor approach

b) Mechanistic approach

Which of the following was not identified as a training pressure point to consider during the needs assessment process? a) Performance problems b) New training techniques available c) Job redesign d) New legislation

b) New training techniques available

According to the Job Characteristics Model, which of the following is not an outcome of jobs high in the core job characteristics? a) Performance quality b) Quantity of performance c) Satisfaction d) Internal work motivation

b) Quantity of performance

The first step in the instructional design process is a) creating a learning environment. b) conducting a needs analysis. c) selecting training methods. d) ensuring employees' readiness for training.

b) conducting a needs analysis.

The process that allows employees to improve their ability to meet the challenges of a variety of new jobs is a) training. b) development. c) learning. d) acquisition.

b) development.

A physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such impairment is the definition of a) undue burden b) disability c) reasonable accommodation d) essential function

b) disability

In the next 10 years, the largest growing occupations will be a) computer operators. b) health and service related. c) farmers. d) machinists.

b) health and service related.

It is anticipated that technological advances will result in a) employees being given less responsibility for work and possessing fewer skills. b) job combinations that result in a flatter organization. c) managers' roles in planning, coordination, and controlling work increasing. d) the increased use of human resource information bases.

b) job combinations that result in a flatter organization.

Managing the human resource environment involves a) determining employees' productivity and the quality of their work. b) linking HRM practice to company business objectives. c) recruiting employees and placing them in jobs that best use their skills. d) identifying employees' work interests, goals, and values, and other career issues.

b) linking HRM practice to company business objectives.

Under the Americans with Disabilities Act (1991), employers a) cannot ask an applicant if he or she can perform the essential functions of the job. b) need not make accommodations that cause "undue hardship." c) must make all possible accommodations for disabled applicants, without regard to the cost or hardship that might be involved. d) are not permitted to consider safety threats to others (e.g., co-workers) in determining whether accommodations can be made to allow a disabled applicant to perform the essential functions of the job.

b) need not make accommodations that cause "undue hardship."

It is possible to improve the reliability of interviews by a) increasing the length to one hour b) structuring the interview format c) decreasing the number of interviewers. d) allowing the interview questioning format to vary in order to capture the unique KSAs of each applicant.

b) structuring the interview format

Which of the following acts was least aimed at providing equal employment opportunities for women? a) Title VII of Civil Rights Act b) Equal Pay Act c) Age Discrimination Act d) Family and Medical Leave Act

c) Age Discrimination Act

As a manager, you want to redesign a job to ensure that incumbents have fewer physical ailments such as backaches, and so on. which job design approach would be most helpful to you? a) Motivational approach b) Mechanistic approach c) Biological approach d) Perceptual-motor approach

c) Biological approach

Which of the following is an advantage of relying on internal recruitment sources? a) It is likely to promote diversity in terms of race and sex. b) It minimizes the impact of political consideration and the hiring decision. c) It is generally cheaper and faster to fill vacancies internally. d) For entry level positions, there will always be many recruits from which to select.

c) It is generally cheaper and faster to fill vacancies internally.

Which of the following illustrates a "threat" facing an organization? a) Customer markets not being served. b) Pending legislation that might help the firm. c) New competitors entering the market. d) Labor pools that have not been tapped.

c) New competitors entering the market.

During an interview for a sales position, you asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?" What type of interview question is this? a) Job sample b) Job knowledge c) Situational d) Worker requirements

c) Situational

Which of the following is false about task analysis? a) Results in a description of work activities, including tasks performed and skills, knowledge, and abilities required to successfully complete the tasks b) Develops preliminary list of tasks by interviewing and observing expert employees c) Used to assess employees' readiness for training d) The importance of the tasks are verified using task inventories and/or expert committees.

c) Used to assess employees' readiness for training

Companies that engage in human resource planning tend to use a) statistical forecasting methods. b) judgmental forecasting methods. c) a balanced approach: statistical and judgmental. d) a balanced approach: statistical and quantitative.

c) a balanced approach: statistical and judgmental.

Once forecasts for labor demand and supply are known, planners a) can set affirmative action targets. b) can implement desired human resource programs. c) can compare the figures to determine whether there will be a labor shortage or surplus for various job categories. d) can set contingency plans.

c) can compare the figures to determine whether there will be a labor shortage or surplus for various job categories.

Reasons for the failure of most downsizing efforts to live up to expectations include all of the following except a) downsizing efforts eliminate people who turn out to be irreplaceable assets. b) short-term cost savings turn negative in the long term. c) downsizing efforts reduce a firm's competitiveness. d) employees who survive downsizing become narrow minded and risk-adverse.

c) downsizing efforts reduce a firm's competitiveness.

Traditionally, U.S. companies have attempted to ensure quality by a) designing quality into a product as it is produced. b) motivating employees to produce quality products through the use of bonus plans. c) inspecting products following their production. d) measuring the number sold divided by customer returns.

c) inspecting products following their production.

Employment testing that results in a disparate (or "adverse") impact on a class protected under Title VII a) is legal when the discrimination is unintentional. b) is legal if the employer can demonstrate that its customers prefer employees who do well on the test. c) is legal if the employer can show that the test is job related and consistent with a business necessity. d) is illegal and prohibited under all circumstances.

c) is legal if the employer can show that the test is job related and consistent with a business necessity.

Direct applicants a) require more effort to get them "sold" on the organization. b) are more expensive because of necessary background checks. c) tend to show lower turnover rates when compared with candidates from other sources. d) tend to be much more diverse when compared with candidates from other sources.

c) tend to show lower turnover rates when compared with candidates from other sources.

The utility of any given test will tend to be low when a) the cost of administering the test is low. b) those who quite the job tend to be low performers. c) the job is one most people can perform well. d) the organization can afford to accept only a small percentage of those who apply for jobs.

c) the job is one most people can perform well.

An assessment center a) is a place where job applicants undergo rigorous psychological analysts. b) is relatively inexpensive. c) uses multiple selection methods to rate either applicants or job incumbents on their managerial potential. d) is a selection method generally used for clerical and secretarial positions.

c) uses multiple selection methods to rate either applicants or job incumbents on their managerial potential.

A typing test for an administrative assistant job is an example of a a) spatial abilities test. b) perceptual accuracy test. c) work sample test. d) mechanical test.

c) work sample test.

Which of the following is an indirect cost of training? a) Salaries of trainees b) Benefits for the employees who design the training program c) Cost of travel for trainees and trainers d) Administrative and staff support salaries

d) Administrative and staff support salaries

Which of the following is not a reason that job analysis is important to line managers? a) It provides them with an understanding of the workflow process. b) It provides them with job requirements to make more accurate hiring decisions. c) It provides them with knowledge of what is required in a job so that they can make more accurate evaluations of subordinates. d) It provides an avenue for communicating policy information.

d) It provides an avenue for communicating policy information.

Which of the following under the Equal Pay Act of 1963 is not a reason for paying men and women differently? a) Differences in performance b) Differences in seniority c) Differences in merit d) None of the above

d) None of the above

Which of the following is not a training implication for an organization following a business strategy of external growth (acquisition)? a) Integrate training systems b) Team building c) Determine capabilities of employees in acquired firms d) On-the-job training

d) On-the-job training

Transfer of training is best assessed by which types of training evaluation? a) Affective and content outcomes b) Cognitive and behavior outcomes c) Results and learning outcomes d) Skill-based and results outcomes

d) Skill-based and results outcomes

What is the name of the process in which the goal is to allocate an organization's resources in order to provide a competitive advantage? a) Strategic formulations b) Strategy implementation c) Strategic planning d) Strategic management

d) Strategic management

Which of the following is not typically true of work teams? a) They are used to increase employee responsibility and control. b) They perform inspection and quality control activities. c) They frequently select new team members and plan work schedules. d) They are especially effective when headed by managers skilled in controlling, planning, and coordinating activities.

d) They are especially effective when headed by managers skilled in controlling, planning, and coordinating activities.

Which of the following selection methods typically involves the least concern about legality of its use? a) Interviews b) Reference checks c) Physical ability tests d) Work sample tests

d) Work sample tests

Job analysis information usually is obtained from a) job incumbents. b) supervisors. c) co-workers. d) both a and b.

d) both a and b.

When an individual is promised a positive outcome for submission to sex, or threatened with a negative outcome for failure to submit to sex, this is referred to as a) disparate treatment. b) disparate impact. c) hostile working environment harassment. d) quid pro quo harassment.

d) quid pro quo harassment.

Coordinating the performance of individuals who work together to achieve a common goal describes a) adventure learning. b) self-directed learning. c) action learning. d) team training.

d) team training.

With few exceptions a) it is recommended that polygraph tests be routinely administered to managerial employees that have access to an organization's financial records or accounts. b) polygraph tests have been found to have high reliability, moderate validity, and moderate utility. c) polygraph tests have been found to have high reliability, high validity, and high utility. d) the use of polygraph tests has been banned by legislation.

d) the use of polygraph tests has been banned by legislation.

Lack of skilled employees affects small businesses most because a) they have to work harder to recruit skilled employees. b) hiring unskilled employees increases turnover. c) they can only attract high-skilled employees by offering high salaries. d) they can not afford to invest in training.

d) they can not afford to invest in training.

Recruiting advertisements in newspapers and periodicals a) are exempt from the requirements of Title VII. b) are most effective in attracting applicants who are currently employed. c) are generally not needed. d) typically generate less desirable recruits than direct applications of referrals.

d) typically generate less desirable recruits than direct applications of referrals.

Regardless of their background, all employees will likely value a) the ability to challenge the status quo. b) more simplistic tasks needing fewer necessary skills. c) managerial positions. d) work that leads to self-fulfillment.

d) work that leads to self-fulfillment.

Which of the following is not a right granted to workers under the Occupational Safety and Health Act? a) Request an inspection b) Have a dangerous substance identified c) Have an employee wellness program d) Have employer violations posted a the work site

C. Have an employee wellness program

Which of the following cases would be most likely to be subject to a lawsuit under the disparate treatment theory of discrimination? a) A woman is barred from applying for a job where exposure to toxic chemicals might damage a fetus. b) A group of women are disproportionately rejected for employment based on a physical strength test. c) A male employee is fired for protesting what he considers to be discriminatory hiring practices. d) A group of newly hired Hispanic employees is laid off due to a downturn in business.

a) A woman is barred from applying for a job where exposure to toxic chemicals might damage a fetus.

Assume that the minimum score on the LSAT for admission to a highly respected law school is 650. If 50 percent of whites, 45 percent of Asians, 40 percent of Hispanics, and 35 percent of blacks achieved this score, the test would have adverse impact against which group(s)? a) Blacks b) Blacks and Hispanics c) Blacks, Hispanics, and Asians d) None of these groups

a) Blacks

What type of strategy is used by a firm that focuses on what it does best within established markets? a) Concentration b) Internal growth c) External growth d) Divestment

a) Concentration

What type of strategy is used by a firm that specifically defines required skills and seeks efficiency through worker participation? a) Cost b) Differentiation c) Focus d) Analyzer

a) Cost

Which of the following options for reducing an expected labor surplus has the benefit of being a relatively fast solution, but is also high in human suffering? a) Downsizing b) Retirement c) Retraining d) Work Sharing

a) Downsizing

Which of the following is not a standard that human resource managers must satisfy for practices to be ethical? a) Managers must treat employees as family. b) Human resource practices must result in the greatest good for the largest number of people. c) Employment practices must respect basic human rights of privacy, due process, and free speech. d) Managers must treat employees and customers equitably and fairly.

a) Managers must treat employees as family.

As a manager, you want to redesign a job because your most recent attitude survey indicated that individuals were very bored with the monotony of their jobs. Which job design approach would be most helpful to you? a) Motivational approach b) Mechanistic approach c) Biological approach d) Perceptual-motor approach

a) Motivational approach

Which of the following approaches to job design focuses on job satisfaction as the major outcome of interest? a) Motivational approach b) Mechanistic approach c) Biological approach d) Perceptual-motor approach

a) Motivational approach

Which of Porter's generic strategies is achieved by constructing efficient, large-scale facilities? a) Overall cost leadership b) Differentiation c) Focus d) Prospectors

a) Overall cost leadership

Which of the following options for avoiding an expected labor shortage has the benefit of being a relatively fast solution and is high in terms of its revocability? a) Overtime b) Retrained transfer c) Turnover d) New external hires

a) Overtime

Job analysis information is often used to identify the behaviors and results that distinguish effective performance from ineffective performance. This is most relevant to which HR activity? a) Performance appraisal b) Training and development c) Job evaluation d) Work redesign

a) Performance appraisal

Which of the following sources of job analysis information would be the most likely to provide accurate information regarding the importance of various tasks? a) Supervisors b) Incumbents c) Customers d) Subordinates.

a) Supervisors

When performing a needs assessment, which type of analysis should be performed last? a) Task analysis b) Organizational analysis c) Person analysis d) High-leverage analysis

a) Task analysis

Information about human resource capabilities allows the organization's managers to a) choose the best strategy. b) consider the downside of each strategic alternative. c) realign HR practices. d) gain a competitive advantage.

a) choose the best strategy.

To successfully manage a diverse work force, managers need to develop a) communications and coaching skills b) analytical and financial skills. c) persuasion and planning skills. d) networking and language skills.

a) communications and coaching skills

Integrative linkage is a) dynamic and multifaceted, based on continuing rather than sequential interaction. b) dynamic and multifaceted, based on sequential rather than continuing interaction. c) simple, based on single rather than continuing interaction. d) simple, based on continuing rather than single interaction.

a) dynamic and multifaceted, based on continuing rather than sequential interaction.

A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hour-a-week schedule for the past two years. The company just received the largest contract in its history from a Saudi Company opening offices in the area. There is no expectation of repeat business from the Saudi Company. In order to complete the contract in the required six months, additional skilled woodworking manpower is needed. Under these circumstances, to avoid an expected labor shortage, the best option would be a) overtime. b) the use of temporary employees. c) turnover reduction. d) new external hires.

a) overtime.

Being unable to rule out the effects of business conditions or other factors as explanations for change is a disadvantage of the a) pretest/posttest evaluation design. b) time series evaluation design. c) pretest/posttest comparison group evaluation design. d) pretest only with comparison group evaluation design.

a) pretest/posttest evaluation design.

Training evaluation that uses the observation of a trainee to provide ratings of the frequency with which trainees exhibit behaviors emphasized in the training program is an example of a) skill-based outcomes. b) results outcomes. c) affective outcomes. d) cognitive outcomes.

a) skill-based outcomes.

Cost per hire is a) useful in establishing the efficiency of a recruiting source. b) lower for private employment agencies that for public employment agencies. c) lower for executive recruits than for clerical recruits. d) none of the above.

a) useful in establishing the efficiency of a recruiting source.