MAN Quiz 9 Multiple Choice

The Equal Pay Act prohibits differences in pay for equal work on account of: A. religion. B. race. C. age. D. gender.

D

Which of the following would NOT be included among the most frequently used selection devices? A. Employment test B. Application form C. Interview D. Job description

D

Possible compensatory and punitive damages plus traditional back pay for cases of intentional discrimination brought under Title VII of the 1964 Civil Rights Act are provisions of the: A. Civil Rights Act of 1991. B. Occupational Safety and Health Act. C. Patient Protection and Affordable Care Act. D. Family and Medical Leave Act.

A

Avery is a highly trained IT technician. She has worked for three different companies during the past year on a temporary basis. Avery is what is known as a: A. contingent worker. B. pensioner. C. full-time employee. D. lifer.

A

Dominique is a police officer. She is on a call with her partner, Ron, to a report of gunshots. When they arrive, they find that a child has been wounded in a drive-by shooting. The child looks a lot like her own child, and Dominique is so concerned about not crying out of compassion that she cannot focus on what to do next. Dominique is experiencing: A. stereotype threat. B. the glass ceiling. C. ethnocentrism. D. pluralism.

A

In order to ensure that their pay rates are fair compared to other companies, HR managers may obtain _____ from a number of sources. A. wage and salary surveys B. job evaluations C. performance appraisals D. 360-degree feedback

A

In what way do the traditional model of diversity and the inclusive model of diversity differ? A. The traditional model excludes dimensions such as race, gender, age, and physical ability, whereas the inclusive model includes all of the ways in which employees differ. B. The traditional model includes all of the ways in which employees differ, whereas the inclusive model includes aspects of diversity that can be acquired. C. The traditional model includes all of the ways in which employees differ, whereas the inclusive model includes inborn differences that are immediately observable. D. The traditional model excludes dimensions such as race, gender, age, and physical ability, whereas the inclusive model includes inborn differences that are immediately observable.

A

Roger's father has just been diagnosed with an aggressive cancer and the prognosis is not good. Roger has asked his employer for time off to be with his father to take him to treatments and care for him at home as much as possible. Once Roger's vacation time is used up, he may apply for leave under the Family and Medical Leave Act, which requires his employer to provide: A. up to 12 weeks unpaid leave for family emergency. B. up to six months of unpaid leave for family emergency. C. six weeks of paid leave and indefinite unpaid leave. D. unpaid leave for the amount of time designated for a specific situation.

A

Roz is a production editor at a large publishing company. The department manager has asked Roz to walk Carl, a new employee, through the typical phases of book production, showing him how things work and what the tasks of his job are. This practice of _____ has worked well for the type of work Roz and Carl do. A. on-the-job-training B. school of hard knocks C. apprenticeship D. internship

A

Some companies engage in _____ in which they buy an early-stage start-up (usually shutting it down) in order to obtain the creative talent. A. acqui-hiring B. affirmative action C. contingent workforce hiring D. company branding

A

The following questions might appear on a job application. Which one is considered appropriate to ask on such an application? A. Do you have a legal right to work in the United States? B. What is your age? C. When did you graduate from high school? D. Have you ever been arrested for a crime?

A

The managers at Table Foods are examining the level of diversity within their company. Which of the following statements would indicate that Table Foods is an inclusively diverse company? A. The results of several employee satisfaction surveys show that employees feel accepted as members of the team and that their unique talents are appreciated. B. Company policy is that the dimensions included in the traditional model provide the formal guide for all actions to increase workforce diversity. C. Employees represent a range of ages, races, and genders. D. The level of conflicts, anxiety, and misunderstandings has decreased to nearly zero.

A

The recent economic downturn accelerated the erosion of the old social contract between employer and employee. When John was working in the 1980s and the old social contract was in force, John's employer focused on offering: A. standard training programs for employees. B. lateral career moves for employees. C. creative development opportunities for employees. D. employees opportunities to participate in decision making.

A

The tendency to view people who are different as being deficient is called: A. prejudice. B. monoculture. C. pluralism. D. stereotype.

A

Which of the following characteristics would be considered a traditional dimension of diversity? A. Disability B. Income C. Nationality D. Language

A

Which of the following statements best defines the difference between discrimination and affirmative action? A. Discrimination is the hiring or promoting of applicants based on criteria that are not job-relevant; affirmative action is taking positive steps to guarantee equal employment opportunities. B. Discrimination prevents the hiring of applicants of a different race from the employer; affirmative action prosecutes employers who do not hire applicants of a different race. C. Discrimination allows those not qualified to be hired; affirmative action mandates only qualified employees are hired. D. Discrimination allows managers to make choices in hiring decisions; affirmative action is the prescribed qualifications an applicant must have before being hired.

A

Which of the following statements is NOT characteristic of internal recruiting? A. It involves the use of advertising, state employment services, online recruiting services, and private employment agencies. B. It is less costly than the external recruiting method. C. It increases employee commitment. D. It offers opportunities for career advancement to employees rather than outsiders.

A

Which of the following would NOT be considered part of an employee's compensation? A. Income taxes B. Wages C. Health insurance D. Paid vacation

A

A company is most likely to use a realistic job preview (RJP) for which of the following reasons? A. It offers an arrangement in which an intern, usually a high school or college student, exchanges his or her services for the opportunity to gain work experience and see whether a particular career is appealing. B. It gives applicants all pertinent and accurate information, both positive and negative, about a job and an organization. C. It systematically gathers and interprets information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed. D. It trains employees in their domain before they take up live work.

B

A section of the company handbook reads as follows: "We recognize employees may come from cultures different from our own. We embrace that people are genuinely different from each other and that other value systems and behavioral norms may be a valuable resource to this company." This commitment expresses which of the following concepts? A. Halo effect B. Ethnorelativism C. Stereotype threat D. Traditional inclusion

B

As part of the workforce today that operates under the new social contract, John's daughter understands the focus of that social contract to be on: A. employees' job security. B. employees' learning and skill development. C. offering standard training programs for employees. D. offering routine jobs for employees.

B

Carson's company follows a strategic approach to human resource management (HRM). Which of the following statements would be true of the company? A. HRM is not specifically involved in successful company performance. B. All managers are involved in human resource activities. C. HRM is independent of the other functions in an organization. D. Buildings and machinery give the company its competitive edge.

B

Darren has been hired into the human resources department of a large corporation. Part of his responsibilities include overseeing a key development activity in human resource management (HRM). Darren is concerned with which of the following activities? A. Talent acquisition B. Performance appraisal C. External recruitment D. Selection

B

During the summer between her final two years of college, Anita had a(n) _____ position at a large news organization, which helped her gain valuable work experience before applying for full-time jobs after graduating with a journalism degree. A. employment test B. internship C. realistic job preview D. social contract

B

Given that their employees come from several distinct subcultures, company managers have made a conscious effort to create an environment that accommodates everyone, especially employees who might otherwise feel isolated and ignored. These managers are committed to: A. traditional diversity. B. pluralism. C. a strong monoculture. D. ethnocentrism.

B

In showing how investments in human capital contribute to stronger organizational performance and better financial results, managers can use a framework that begins at the foundation by: A. planning for factors such as globalization, changing technology, societal trends, and government regulations. B. assessing internal processes such as workforce planning, career development, and performance appraisal. C. increasing human capital capabilities that drive higher performance in key areas such as innovation or customer service. D. improving key performance areas to, in turn, lead to improved business results.

B

In strategic human resources management, which of the following would be a key factor in managing employees' talents? A. Terminations B. Appraisal C. Job analysis D. Forecasting

B

In the business world, recruiting is: A. forecasting human resource needs and the projected matching of individuals with expected vacancies. B. the activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied. C. the process where an organization and an individual attempt to match the needs, interests, and values that they offer each other. D. a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed.

B

Many companies try to gauge an applicant's innovativeness and ability to solve problems. One of the ways companies try to assess this quality is through _____, in which the answers aren't as important as how the applicant goes about addressing them. A. professional social media B. brain teasers C. personality tests D. online checks

B

Natalie is a secretary for several engineers in the product development department. She is quiet and shy as she does her job, but has an uncanny knack of knowing what different engineers will need in the way of supplies or information and will have it for them before they even ask. The department manager, who does not see all of the extra things Natalie does that helps the engineers be more efficient, has conducted a performance appraisal of Natalie's work and has given her mediocre ratings on her effectiveness and efficiency in her job. The manager is guilty of being influenced by: A. stereotyping. B. the halo effect. C. central tendency. D. homogeneity.

B

Talia is a recruiter in her company's human resources department. Her manager describes the goal of Talia's job as _____ to reflect the importance of the human factor in an organization's success. A. workforce development B. talent acquisition C. training D. task force formation

B

The CEO of Turner Ice Cream has asked the human resources department to put together a report of the various positions within the company and determine each one's worth or value to the output of the company. For this report, the HR staff will need to undertake: A. social learning. B. job evaluations. C. wage and salary surveys. D. on-the-job-training.

B

The executive team at Bloomers Nursery has decided to reduce the company's workforce so that the number of employees better fits the company's current situation. Communication with employees will help this process of _____ be smoother and more effective. A. exit interviews B. rightsizing C. termination D. performance appraisal

B

The recent economic downturn has accelerated the erosion of the old social contract between employer and employee. When John was working in the 1980s and the old social contract was in force, John could count on the focus of the social contract to be on his: A. role in business improvement. B. job security. C. employability. D. personal responsibility toward the organization.

B

To make performance evaluations as free of rating errors as possible, a manager can use critical incidents pertaining to job performance, described by specific behavioral statements, in a technique called: A. social learning. B. a behaviorally anchored rating scale (BARS). C. 360-degree feedback. D. stereotyping.

B

Which of the following is a provision of the Consolidated Omnibus Budget Reconciliation Act (COBRA)? A. It imposes a fee on firms with 50 or more employees if the government subsidizes their employees' health care coverage. B. It requires continued health insurance coverage—paid by employee—following termination. C. It establishes mandatory safety and health standards in organizations. D. It requires employers to provide up to 12 weeks unpaid leave for childbirth, adoption, or family emergencies.

B

Which of the following statements about diversity in corporate America is true? A. Of the total number of foreign-born workers, nearly half are Asian and 23 percent are Hispanic. B. Unlike different generations working together in the past, there are strong value differences among employees from different eras today. C. The number of workers age 55 and older is expected to decline from 66.9 to 63.7 percent by 2020. D. Men outnumber women in the workplace, and their numbers are projected to grow slightly faster.

B

Which of the following statements best conveys the concept of the female advantage in management? A. Women who want to move up the corporate ladder are finding more and more success because most women are voluntarily leaving the fast track. B. Women's management style tends to be a more collaborative, less hierarchical, relationship-oriented approach that is in tune with today's global and multicultural environment. C. Women are expected to be softer and gentler, yet their hard, more assertive qualities get them rewarded and promoted. D. Women don't want corporate power and status in the same way that men do.

B

Which of the following statements best describes the focus of HRM? A. It proscribes the creation of informal alliances among project managers. B. It integrates an organization's strategy and goals with the correct approach to managing employees. C. It informs the selection of market penetration strategies that will maximize the economic return of an organization. D. It develops the new products and services that benefit society.

B

_____ is the most common approach to employee compensation. A. Experience-based pay B. Job-based pay C. Skill-based pay D. Competency-based pay

B

As an HR manager, Jan plays a vital role in corporate strategy because: A. she brings people together in an interactive group over a computer network. B. she has the time and ability to process the limited amount of information with which to make decisions. C. her responsibility is putting the right people into action without which no strategy can be effective. D. she is more aware than other executives of problems or opportunities outside an organization.

C

As part of the workforce today that operates under the new social contract, John's daughter understands her employer's focus is on: A. offering traditional compensation packages and benefits to the employees. B. providing her with routine roles. C. offering lateral career moves and incentive compensation. D. providing limited information to the employees.

C

Assayers Inc. has several ongoing project teams. Because of the wide diversity among the teams, the level of conflict and diversity is affecting their productivity. Management is currently sending each team to a three-day retreat to receive training on critical thinking. Part of the training includes role playing. Which of the following benefits of workplace diversity is the focus here? A. Reduced costs associated with high turnover, absenteeism, and lawsuits B. Enhanced breadth of understanding in leadership positions C. Increased quality of team problem solving D. Increased understanding of the marketplace

C

Christopher has been offered a position as a sales representative for a medical equipment company. He is in the process of negotiating his compensation package. He has accepted the company's offer to provide a small base salary and be paid 5 percent of his actual sales, or a _____ compensation plan. A. job-based B. skill-based C. pay-for-performance D. competency-based

C

Diana, an accountant in the planning department at her company, was offered the position of department manager when the person in that job left suddenly. Knowing that the transition would be difficult and require more hours per week and additional travel, Diana declined the job, citing her children as a priority. Diana is: A. a victim of the glass ceiling. B. part of the female advantage. C. part of the opt-out trend. D. part of the queen bee syndrome.

C

IKEA's growth strategy is centered largely on franchising. Part of franchising involves disseminating marketing and sales approaches and information about new products to franchisees who attend sessions at the IKEA Concept Center. This facility and the approach IKEA uses is: A. an assessment center. B. a learning community. C. a corporate university. D. on-the-job training.

C

Jeff is in a wheelchair but is perfectly able to do his job at an engineering firm. Which of the following laws protects him from discrimination based on physical or mental disability? A. Occupational Safety and Health Act B. Age Discrimination in Employment Act C. Vocational Rehabilitation Act D. Patient Protection and Affordable Care Act

C

Recruiting activities can be divided into which of the following categories? A. Job specification and compensation techniques B. Employees and potential employees C. Internal recruiting and external recruiting D. Job analysis and contingency planning

C

Selena has just transferred from a position in the accounting department to one in the marketing department. In the accounting department, all the employees kept mostly to themselves, getting their work done as assigned by the manager. In the marketing department, coworkers are already asking for Selena's opinions and help on various projects. Her manager encourages her to pick one of the projects to focus on to learn department procedures. Several teams have encouraged Selena to join them. It is apparent that the marketing department puts greater emphasis on _____ than does the accounting department. A. rightsizing B. satisficing C. inclusion D. cultural norms

C

When CEOs were surveyed as to what factors were important for maintaining competitive success, _____ was listed as important by 71 percent of those surveyed. A. physical resources B. customer relationships C. human capital D. product and service innovation

C

When implemented well, _____ is considered the fastest and most effective type of training for facilitating learning in a workplace. A. social learning B. classroom learning C. on-the-job training D. simulation training

C

Which of the following examples describes a manager handling diversity well? A. A senior worker discarded employment applications, explaining that he could tell by the job seekers' names that they were black. B. A manager allows women to choose whether they want to work in administration or on the production line, while all men are assigned to the production line. C. Department managers initiate a company-wide program to support the progression of women into upper management positions. D. A manager gives employees a personality test and uses the results to create several teams in which the members are most like each other.

C

Which of the following questions is a human resources department most likely to ask in forecasting a company's HR needs? A. Is it better to do internal recruiting or external recruiting? B. What new regulations has OSHA put in place? C. What new technologies are emerging, and how will these affect the work system? D. Have any changes been made to the U.S. Tax Code that we need to incorporate?

C

Which of the following statements about the role that social media play in recruiting is true? A. High-achieving young professionals do not rank a company's social media reputation an important factor in naming companies they want to work for. B. Global talent acquisitions managers overwhelmingly prefer traditional recruiting methods. C. Professional social media can provide recruiters with an immense amount of data, such as work experience, skills, certifications, achievements, connections, and education. D. The role of big data analytics has not yet reached an influential level in managerial recruitment.

C

Within Consumer Group's human resources department, Carmen is responsible for reporting on and taking steps to implement affirmative action. Which of the following would be considered affirmative action? A. The company eliminates hiring and promotion decisions based on criteria that are not job-relevant. B. The company takes positive steps to guarantee promotion from within. C. The company takes positive steps to guarantee equal employment opportunities for people within protected groups. D. The company provides up to 12 weeks unpaid leave for childbirth, adoption, or family emergencies.

C

Many organizations cut benefits, particularly pension-related benefits, during the recent recession. In the near future, most companies plan to: A. switch to contract labor. B. restore those benefits. C. entirely revamp employee compensation. D. leave those cuts in place.

D

A manager at your company has been accused of sexual harassment. Which of the following laws has been violated? A. Title V of the Sarbanes-Oxley Act B. Freedom of Information Act C. Social Security Act Amendments D. Title VII of the Civil Rights Act

D

A manager wants to ensure a diversity of perspective is achieved within his department. Which of the following approaches would best achieve that goal? A. The manager stereotypes his or her team of employees based on their cultural backgrounds. B. The manager makes an employee feel like an esteemed member of a group in which his or her different skills are highly appreciated. C. The manager conforms to the consensus of his or her group. D. The manager creates a heterogeneous team made up of individuals with different backgrounds and skill sets.

D

Among the generational groups in the workforce, which has been characterized as ambitious but lacking loyalty to one organization? A. Silent generation B. Baby boomers C. Generation X D. Generation Y

D

As a job selection device, _____ have been found to be the most consistent predictor of good performance across a variety of jobs A. job analyses B. interviews C. applications D. IQ tests

D

At Lithium Technologies, the careers page on its website contains employee-written reviews about the company so that potential employees can get to know the company through its workers' eyes. Through this approach, Lithium provides a strong: A. Equal Employment Opportunity Commission compliance. B. affirmative action. C. contingency plan. D. employer brand.

D

Companies that use realistic job previews find that: A. they contribute to higher turnover. B. it is unhelpful to provide negative information about the job. C. they contribute to lower job satisfaction. D. applicants are better able to "self-select" out of positions.

D

Kristine and her manager, Len, are on a business trip to present a sales proposal to a prospective client. At dinner, Len tells Kristine that she can have the team leader job for the next big project the company gets if she sleeps with him that night. What type of sexual harassment has Len just committed? A. Generalized B. Positional authority C. Coercion with threat of punishment D. Solicitation with promise of reward

D

Kyle manages a research department for his company, which currently has two openings. Before the human resources department will send him applicants to interview for the positions, they want Kyle to provide a _____ that will summarize specific tasks and responsibilities of that position. A. curriculum vitae B. job application C. job specification D. job description

D

Susan has been a nurse at a hospital in a predominantly white community for more than 20 years. A new nurse, Emilio, has been assigned to work with Susan. Although Susan treats Emilio politely, she confides to another coworker that she doesn't understand why the hospital would hire male Hispanic nurses when it's obvious that they can't be as caring, compassionate, and effective as nurses like herself. This roadblock to diversity is called: A. inclusion. B. polarization. C. discrimination. D. ethnocentrism.

D

The company Booz Allen Hamilton has a(n) _____ system called "Inside First," which offers opportunities for career advancement to employees rather than outsiders. A. employee compensation B. contingency workforce C. training D. internal recruiting

D

Today's workplace is becoming more diverse. Which of the following currently represents the fastest-growing minority group? A. Asian B. White C. African American D. Hispanic

D

What is the difference between a job analysis and a job description? A. A job analysis involves recruiting newcomers from outside the organization, whereas in a job description the organization and the individual attempt to match each other's needs, interests, and values. B. A job analysis give applicants all pertinent and realistic information about the job and the organization, whereas a written job description outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform the job adequately. C. A job analysis is a clear and concise summary of the specific tasks, duties, and responsibilities, whereas a written job description outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform the job adequately. D. A job analysis is a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, whereas a written job description is a clear and concise summary of the specific tasks, duties, and responsibilities.

D

Which of the following is a most urgent concern for today's organizations? A. Decreasing diversity among staff B. Crafting generous employee benefit packages C. Ensuring political correctness within the workplace D. Hiring and keeping quality employees

D

Which of the following statements about the increasing diversity in the workplace is true? A. Diversity in the workplace is increasing as the number of women workers decreases. B. Diversity in the workplace is increasing as the number of college dropouts increases. C. Diversity in the workplace is increasing as the number of baby boomers age 55 years and older decreases. D. Diversity in the workplace is increasing as the number of foreign-born workers increases.

D

Which of the following statements best describes an exit interview? A. Online exit questionnaires have not been particularly helpful in eliciting open and honest information. B. Exit interviews are valuable HR tools only if the departing employee leaves voluntarily. C. Exit interviews provide an expensive way to learn about pockets of dissatisfaction within the organization. D. Information obtained from exit interviews can help reduce future turnover.

D

Which of the following statements best describes the 360-degree feedback approach to performance appraisal? A. The individual being evaluated also completes an evaluation after he or she has seen all other evaluations. B. Members of the appraisal group are limited to supervisors and coworkers. C. The 360-degree feedback allows for any number of evaluators along a one- or two-dimension evaluation. D. The main purpose of 360-degree feedback is to increase awareness of strengths and weaknesses and to guide employee development.

D

Which of the following statements provides the best description of human resource management (HRM)? A. It involves an informal alliance among managers who support a specific goal. B. It includes only those activities that focus on improving customer relationships. C. It involves insular activities, separate from the other organizational activities. D. It includes activities undertaken to attract, develop, and maintain an effective workforce.

D

Workplace diversity can benefit the organization in a number of ways. Which of the following would NOT be considered a dividend of workplace diversity? A. Better use of employee talent B. Increased quality of team problem solving C. Increased understanding of the marketplace D. Homogenous teams with cohesive cultural norms

D

_____ is an invisible barrier that separates women and minorities from senior management positions. A. Pluralism B. The opt-out trend C. The queen bee syndrome D. The glass ceiling

D