MAN4301 HRM Exam 1

· Among the following options for reducing an expected labor surplus, which one is high on human suffering?

Downsizing (layoff)

· .. it read 78F. Yiduo realized that the thermometer was not measuring her body temperature, but rather the room's temperature. Has:

low content validity

· The thermometer has a built-in magic power, such that it is only willing to take Yiduo's body temperature accurately. If someone else uses it, it will show a very weird number. Yiduo's thermometer has:

low generalizability

· Yiduo has thermometer. One morning, she took her body temperature and it read 98F. She took the temperature again with the same thermometer right away, and it read 58F. Yiduo's thermometer has:

low test-retest reliability

· The thermometer uses a very advanced technology, such that each time of usage will cost Yiduo 100 dollars. Yiduo could not afford it, so she decided not to use it anymore. Yiduo's thermometer has:

low utility; cost> benefit

· The perceptual-motor approach to job design focuses on

mental capability and limitations

According to the "Job Characteristics Model" ____ is the degree to which a job requires completing a "whole" piece of work from beginning to end.

Task identity

· In-basket exercise is a selection method based on:

work samples

· The Age Discrimination in Employment Act of 1967 prohibits discrimination against employees over the age of

40

· The director of movie auditions only white males to play the role of Abraham Lincoln in a biographical film. This is an example of:

Bona Fide Occupational Qualification

· Which is the most valid test?

Cognitive ability test

T/F: · Companies should not use job interview in the selection process, because it has lower reliability, utility, and legality.

False

T/F: · Work flow design is the process of analyzing the tasks necessary for the production of a product or service, and it is performed AFTER allocating and assigning these tasks to a particular job category or person.

False

T/F: · Cognitive ability test only tells what people WILL do, not necessarily what they CAN do.

False; CAN do, not necessarily what they WILL do

T/F: Divisional structures are most appropriate in stable and predictable environments.

False; Functional

T/F: · An employer can refuse employment if disability affects marginal job function.

False; affects essential job function

T/F: · Referrals are people who apply for a vacancy without prompting from the organization.

False; direct applicants

T/F: · "Employment-at-will" policy means that the company has policies formally lay out the steps an employee can take to appeal a termination decision.

False; due process policy

T/F: According to the prospect theory, people are more sensitive to gains than losses.

False; more sensitive to losses than gains

· Which statement is true of disparate treatment and disparate impact?

For there to be discrimination under disparate treatment, there has to be intentional discrimination.

· Which of the following is an advantage of relying on internal recruitment sources?

It generates a sample of applicants who are well known to the firm

· Which of the following is true about job design?

Job design has focused on making existing jobs more motivating.

· Which of the following approaches views job satisfaction as one of the most important outcomes of job design?

Motivational approach

· The goal of the biological approach to job design is to

Reduce the physical demands of certain jobs by improving the physical work environment

· Which of the following is true of statistical forecasting methods that capture historic trends?

They can provide predictions that are much more precise than judgmental methods

T/F: Promote from-within policies make it clear to applicants that there are opportunities for advancement within the company.

True

T/F: · Among KSOA, K and S are more trainable.

True

T/F: · Centralization is the degree to which decision-making authority resides at the top of the organizational chart as opposed to being distributed throughout lower levels (in which case authority is decentralized).

True

T/F: · Conscientiousness is the second-best predictor of job performance across most jobs.

True

T/F: · In terms of sexual harassment, both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

True

T/F: · Leading indicator is an objective measure that accurately predicts future labor demand.

True

T/F: · One important goal of recruitment is to attract applicants who FIT the position and organization.

True

T/F: · The process of determining whether there are any subgroups whose proportion in a given job category within a company is substantially different from their proportion in the relevant labor market is called workforce utilization review.

True