HOSP2040 Human Resources Management in Service Organizations Final Exam Part 1

When it comes to networking, what is an "elevator pitch"? -A replacement for a cover letter when sending a resume -A networking opportunity within a professional organization -A skills summary found on your LinkedIn site -A 30 second personal message about your goals and qualifications -An appeal to friends and colleagues to refer you to open positions

A 30 second personal message about your goals and qualifications

Ethics refers to: -A set of rules or principles that defines what is legal and what is illegal. -A set of rules or principles that defines right and wrong conduct. -A situation in which decisions are made based on religious rules or principles. -A situation in which individuals make decisions based primarily on their best interest. -A situation in which individuals act make decisions based primarily on the best interest of the most economically disadvantaged individuals.

A set of rules or principles that defines right and wrong conduct.

A security company instituted a 6'0'' height requirement as a condition of employment for security guards. Such a height requirement is likely to create. -Disparate treatment. -Adverse impact. -Bona fide occupational impact. -Reverse discrimination effect. -Reverse treatment effect.

Adverse impact.

Which of the following may be examples of age-related discrimination? -Physical fitness tests for executives. -Offering higher health insurance premiums for older employees. -Throwing an "Over the Hill" birthday party for an employee turning 40. -Moving older workers to positions that do not meet the public in order to appeal to younger customers. -All of the above.

All of the above.

Over two-thirds of all U.S. organizations use some form of drug testing. Which of the following is NOT true regarding substance abuse in the U.S. workplace? -Substance abusers are 10 times more likely to miss work. -20 percent of employers saw increased productivity after implementing a drug testing policy. -Applicants who test positive for substance abuse cannot be dropped from consideration. -Applicant drug testing is usually done after conditional job offers due to the expense. -Substance abusers are about a third less productive than non-users.

Applicants who test positive for substance abuse cannot be dropped from consideration.

Which of these questions can be safely asked in an interview? -Are you legally eligible for employment in the U.S.? -How long ago did you graduate from college? -Can your spouse watch your children if you need to work evenings? -Which church or community organizations do you belong to? -How much sick leave did you take at your last job?

Are you legally eligible for employment in the U.S.?

Tosi is interviewing for a managerial job with a global manufacturer. He has been screened and has completed the application form. Now he is in a group with 4 other candidates, making a stick model of a new product. Later today he is scheduled for a personality test. These activities identify which stage of the selection process? -Work sampling -Comprehensive interview -Assessment center -Physical characteristic evaluation -No stage. They are just waiting

Assessment center

Which type of interview is best in determining how a candidate might resolve future job issues? -Unstructured -One-on-one -Directive -Behavioral -Stress

Behavioral

How can an employer monitor an employee's use of company equipment such as phones and email without violating the Electronic Communications Privacy Act of 1986? -By having a written policy that allows employees to use employer property such as a laptop or cell phone for personal use only during nonworking hours -By requiring all employees to submit passwords on a regular basis -By prohibiting the inclusion of confidential information on equipment provided by the employer -By having a written policy that states that property of the employer is to be used for business only -By requiring all company property to be left at the company during non-work hours

By having a written policy that states that property of the employer is to be used for business only

According to the authors, evolving challenges facing HR leaders include all of the below except: -Contingent ethical functions. -Lack of attention to the HR function during mergers and acquisitions. -The changing role of unions and labor relations. -Creating an ethical culture. -Retraining workers who have assumed additional responsibilities due to the economy.

Contingent ethical functions.

Which of the following is NOT a constraint on recruiting efforts? -Organizational image. -Job attractiveness. -Internal organizational policies. -Cultural Influence. -Recruiting costs.

Cultural Influence

Which of these is a government agency that interprets and enforces laws involving employees and employers? -FEMA -National Labor Administration -Obamacare -Department of Labor -HRIS

Department of Labor

Which method tends to generate more likely acceptance from applicants and once employed have a higher job survival rate? -Online recruiting. -Executive search firm. -Employee referral. -Newspaper. -Online posting.

Employee referral

Which of the following is NOT an element of Performance Improvement Plans? -Document performance issues. -Develop an action plan. -Meet with employee. -Employee surveillance. -Follow-up.

Employee surveillance.

Which of these is not an example of how technology has changed HRM practices? -Employees have easier access to payroll information. -Recruiting is more effective. -Employees have more privacy. -Employee training is often delivered on demand rather than through scheduled courses. -Telecommuting requires managers to rethink how to supervise employees.

Employees have more privacy.

Which of the following describes the employee development function? -Providing technological support for all employees. -Ensuring that the organization has the necessary talent internally for meeting future human resource needs. -Assisting employees in acquiring better skills for their current job. -Assisting employees in advancing their work lives. -Facilitating system-wide changes in the organization.

Ensuring that the organization has the necessary talent internally for meeting future human resource needs.

An organization looking for a new executive vice president with strong financial management skills is most likely to use: -A blind box advertisement in the New York Times or Wall ---Street Journal. -Employee referrals. -Company website. -Executive search firms. -Job fairs.

Executive search firms

Recruiting should take place prior to creating job descriptions in order to match the job to the talent. T/F

False

The observation method of job analysis requires job incumbents to record their daily activities. T/F

False

Which of the following is a landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job? -Civil Rights Act of 1964 -Washington v. Davis (1967) -Griggs v. Duke Power Company (1971) -Civil Rights Act of 1991 -McDonnell-Douglas Corp. v. Green (1973)

Griggs v. Duke Power Company (1971)

Response rates to advertisements are influenced by which of the following variables? -Labor market conditions, ad placement, company reputation. -Skill level of the workforce, skill level in the organization, prestige of the journal. -Identification of the organization, labor market conditions, the degree of specification of job requirements. -Salary, season, skill. -Identification of the organization, location of the organization, language and cultural diversity.

Identification of the organization, labor market conditions, the degree of specification of job requirements.

When applicants dress up, use good manners and try to win over the interviewer, they are using: -Interviewer bias. -Realistic job previews. -Impression management. -Perception mismanagement. -Organizational fit.

Impression management

Which of the following is NOT a responsibility of human resource professionals? -Train employees to improve their productivity. -Design a work environment conducive to employee retention. -Manage the professional development of each employee. -Attract the best qualified employees. -Improve the well-being of employees by closely monitoring their personal and family life.

Improve the well-being of employees by closely monitoring their personal and family life.

What is the glass ceiling? -Institutional and psychological practices limit the advancement and mobility of women and minorities. -It is classic discrimination. -Subtle pressures force women and minority employees into highly visible, token organizational positions. -Although women and minorities are being hired in larger numbers, they are not being paid their comparable worth. -Work process engineering systematically excludes females and minorities from prestigious training offerings.

Institutional and psychological practices limit the advancement and mobility of women and minorities.

The most effective external recruiting sources are: -Professional organizations -Employment agencies -Schools and colleges -Advertisements -It depends on the needs of the organization

It depends on the needs of the organization

Which of the following is NOT true regarding sexual harassment? -It creates an intimidating offensive or hostile work environment. -It interferes with an individual's work or employment opportunities. -It originated with the #MeToo movement. -Victims are not required to prove that they suffered mental distress for harassment to occur. -Victims do not need to suffer negative job repercussions for harassment to occur.

It originated with the #MeToo movement.

Which of the following is NOT true regarding Title VII of the Civil Rights Act of 1964? -It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national origin. -It protects employees 30-65 years of age from discrimination. -It prohibits retaliation against an individual who files a charge of discrimination. -It prohibits retaliation against an individual who opposes any unlawful practice. -It specifies compliance based on the number of employees in the organization.

It protects employees 30-65 years of age from discrimination.

Which is NOT an advantage of a promote-from-within policy? -It reduces external applications. -Low cost per hire. -Reduces orientation costs. -Builds employee morale. -Promotes good public relations.

It reduces external applications.

An accurate portrayal of job content, environment, and conditions of employment should be developed using: -Job specifications. -Essential functions. -Job descriptions. -Job design. -Job evaluation.

Job descriptions.

Which of the following is NOT an external influence that affects HRM? -Labor unions -Laws and regulations -Job design -The dynamic environment -Current management practice

Job design

Characteristics of social media recruiting include which of the following: -Effective recruiting but with significantly higher cost per hire. -Facebook, LinkedIn and Instagram are among the least effective. -It's difficult to communicate organizational culture on social media. -Job seekers use social media sites to compare employee comments with recruiter claims. -Social media recruiting takes more time to produce candidates than other recruiting methods.

Job seekers use social media sites to compare employee comments with recruiter claims.

Which statement best compares job specifications and job descriptions? -Job description focuses on managerial positions. Job specification is used for hourly workers. -Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does. -Job description focuses on qualifications for incumbent. Job specification focuses on what the incumbent does. -Job description is the computerized version of job specification. -Job specification occurs after job analysis. Job description occurs before job analysis.

Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does.

Application forms typically include all of the following EXCEPT -A statement giving the employer the right to dismiss an employee for falsifying information. -A statement that employment is not guaranteed. -Permission for the employer to obtain previous work history. -Name, address, and telephone number. -Marital status.

Marital status.

Which of the following is NOT true regarding work/life issues in the United States? -Half of working mothers prefer part-time work. -Younger workers will not sacrifice family and leisure time for their career. -Globalism complicates employee communication. -Millennials prefer set schedules. -Communication technology allows employees to work at anytime from anywhere.

Millennials prefer set schedules.

All of these changes are causing an increased diversity in the U.S. workforce EXCEPT: -Fewer younger workers enter the workforce. -More baby boomers take early retirement. -Federal legislation prohibits employee discrimination. -Passage of the Senior Citizens Freedom to Work Act. -Globalization lowers barriers to immigrants.

More baby boomers take early retirement.

Kai, a human resources manager in a service organization, has re-evaluated and updated all job descriptions to make sure that they are aligned with organizational strategy. This is an example of which function of HRM? -Staffing. -Delegation. -Training and Development. -Motivation. -Maintenance.

Motivation.

Why do organizations conduct background checks on potential employees? -To identify good work team opportunities. -To comply with ADA regulations for reasonable accommodation. -The FLSA requires credit history on all hourly workers. -Past behavior is a good predictor of future behavior. -Most internal investigators have been reassigned from line responsibilities.

Past behavior is a good predictor of future behavior.

All of these are examples of rights that states extend to workers beyond federal regulations except: -Protecting ascribed status. -Mandatory sick leave. -Increasing minimum wage. -Protecting rights of smokers. -Limiting travel in bad weather.

Protecting ascribed status.

_______ include activities or modifications to the work environment that allow the qualified individual to perform the work. -Seniority systems -Affirmative action -Disparate treatment -Reasonable accommodations -Reverse discrimination

Reasonable accommodations

HRM provides support in all of these areas to increase employee involvement except -Delegation. -Retirement planning. -Work teams. -Goal setting. -Participative management.

Retirement planning.

Which of the following is NOT a protected status category? -Race -Sex -National origin -Seniority -Religion

Seniority

Job design does all of these EXCEPT: -Set the salary of a job. -Describe what tasks are included in a job. -Explain how and when tasks must be completed. -Provide a clear purpose. -Relate to organizational mission.

Set the salary of a job.

During a job analysis, which of these tasks are performed? -Promotion patterns and succession plans are identified. -An estimation of the labor supply is verified. -Skills, knowledge and abilities necessary to perform a job are determined. -Duties and responsibilities of a job are matched with pay grades. -EEO compliance is assessed.

Skills, knowledge and abilities necessary to perform a job are determined.

Which in true of online interviews? -Growth is slow due to unreliable technology. -Scheduling online interviews is more difficult. -Software that support real-time, one-on-one interviews is available. -It is used primarily by smaller companies with smaller recruiting budgets. -Consistent comparisons between applicants is more difficult.

Software that support real-time, one-on-one interviews is available.

Which of the following is NOT true with respect to job specifications? -Specify the relative value of each job in the company. -State the minimum acceptable qualifications that the incumbent must have to perform the job successfully. -Identify the knowledge, skills, and abilities required to perform the job successfully. -Represent one of the tangible outcomes of the job analysis process. -Help determine whether job applicants are essentially qualified to perform the firm's jobs.

Specify the relative value of each job in the company.

Which of the following is NOT a law affecting employee rights? -The Privacy Act -The Drug-Free Workplace Act -The Fair Credit Reporting Act -The Fairness in Employment Act -The Employee Polygraph Protection Act

The Fairness in Employment Act

Which of the following may offer some protection against termination for comments about an employer on a personal social media account such as Facebook or Twitter? -The National Labor Relations Board -The WARN Act -The Privacy Act -Employee Polygraph Protection Act -Employee Rights Act

The National Labor Relations Board

Who should make the actual hiring decision? -The HR manager -The general manager -The recruiter -The manager in the department where the vacancy exists -The compensation and benefits manager

The manager in the department where the vacancy exists

Which of the following is the most prominent piece of legislation regarding HRM? -Executive Order 11478 -Executive Order 11246 -Title VII of the Equal Employment Opportunity Act of 1972 -Title VII of the Civil Rights Act of 1991 -Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964

What is the purpose of conducting a credit report on a job candidate? -To assess the individual's character and general reputation -To maintain compliance with the Privacy Act of 1974 -To maintain compliance with the Fair Credit Reporting Act of 1971 -To eliminate the need for drug or polygraph testing -To ensure that the applicant is a U.S. citizen

To assess the individual's character and general reputation

Emmanuel conducts new employee orientation for a large organization. His work is within which basic HRM function? -Training and development -Work process engineering -Motivation -Career management -Staffing

Training and development

A comprehensive interview is used to assess a candidate's motivation, values, ability to work under pressure, and ability to fit in with the organizational culture. T/F

True

A replacement chart is an HRM organizational chart that indicates positions that may become vacant in the near future and the individuals who may fill the vacancies. T/F

True

Employers will need to provide flexible working environments to accommodate the preferences of Millennials. True or False

True

Frederick Taylor is often regarded as the father of scientific management. True or False

True

In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying. True or False

True

Inconsistent disciplinary actions lead to low morale, anxiety and low productivity. T/F

True

Sustainability practices include volunteer programs, energy conservation and recycling. True or False

True

The best results with respect to job analysis are usually achieved with some combination of job analysis methods. T/F

True

The mission statement is the foundation on which every decision in the organization should be made. T/F

True

Successful recruiting efforts are indicated by all of these outcomes EXCEPT: -Turnover increases. -Training costs go down. -More job seekers know about available jobs. -The applicant pool is increasingly diverse. -More job offers are accepted when they are offered to applicants.

Turnover increases

A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan? -Employment decisions are based on group membership rather than individual performance. -Knowledge, skills, and abilities have been removed from all job analysis activities. -Fair employment practices are based on the premise that certain groups of people like to work together. -Executive perks are reported independently to the IRS. -Workforce demographics and community demographic patterns are monitored continually.

Workforce demographics and community demographic patterns are monitored continually.

Which of the following is NOT true regarding workplace security? -Workplace security has become a critical issue for employers. -Workplace security is defined as actions on behalf of an employer to ensure that the employer's interests are protected. -Workplace security issues have become less prevalent in U.S. organizations over the last five years. -Smart badges have advanced technology that allow employers to track employees' movements. -Most large companies monitor their employees' email and Internet usage.

Workplace security issues have become less prevalent in U.S. organizations over the last five years.

Tamara is an HRM professional who's primarily involved in the motivation function. As such, she may perform all of these activities EXCEPT -employee benefits. -health and safety. -job design. -performance appraisals. -rewards and compensation.

health and safety.

Research studies suggest that -honesty tests are not reliable. -honesty tests are very expensive to administer. -a small number of companies in the United States are using honesty tests to screen applicants. -honesty tests can be effective devices to screen applicants. -honesty tests are not valid.

honesty tests can be effective devices to screen applicants.

The primary functions of management are -planning, organizing, adapting, and measuring. -organizing, planning, leading, and adapting. -leading, organizing, planning, and controlling. -planning, leading, controlling, and adapting. -planning, adapting, leading, and improvising.

leading,organizing,planning, and controlling.

Olga is an employment manager whose goal is to get qualified persons into the right job. This activity is better known as _______. -salary planning -communication programs -benefits -recruiting -career development

recruiting

Studies of realistic job previews show that they -increase turnover and increase acceptance rates. -reduce turnover and reduce acceptance rates. -challenge even the best HR professionals to explain the discrepancies. -reduce turnover without lowering acceptance rates. -reduce participation rates among majority applicants.

reduce turnover without lowering acceptance rates.

A replacement chart is used -to spot skill shortages in the organization. -to switch health care plans. -to help recruiters identify the best geographical areas to find certain skills. -to transfer technology to web based organization control systems. -to align salary data with skill and experience levels.

to spot skill shortages in the organization.

Discipline generally follows the typical sequence of the following four steps: -suspension, written verbal warning, dismissal, written warning. -dismissal, suspension, written warning, written verbal warning. -written warning, suspension, written verbal warning, dismissal. -written verbal warning, written warning, suspension, dismissal. -suspension, written warning, dismissal, writing verbal warning.

written verbal warning, written warning, suspension, dismissal.