C234 Part 2

Who must receive training on what constitutes sexual harassment and the organization's sexual harassment policy? A. All employees B. Employer C. HR managers D. Supervisors

A. All employees

Although private sector employers have more leeway in conducting searches on their employees, what can they do to better protect themselves if they are taken to court? A. Answer the question as to whether the employee has a reasonable expectation of privacy on the item searched B. Answer the question as to whether the item searched is on company property C. Answer the question as to whether the employee is in upper management D. Answer the question as to what kind of relationship the employee has to the organization

A. Answer the question as to whether the employee has a reasonable expectation of privacy on the item searched

Even though the attempts to improve performance management have not worked, most performance management strategies have focused on: A. Developing improved rating tools B. Finding ways to improve the negative attitudes toward Performance Management systems C. Finding ways to help managers keep the process and the communication ongoing D. All of the above

A. Developing improved rating tools

To implement Behavior Change as a training tool instead of the traditional training, the organization will have to focus on what? A. Focus on the knowing/doing gap B. Training only the manager C. Focus on navigating the formal process D. Focus on knowledge acquisition not skill building

A. Focus on the knowing/doing gap *Behavior Change is different in that it provides training for both the managers and the employees. It dives deeper focusing on the knowing/doing gap and is more individualized, using assessment results as a baseline. It uncovers underlying fears and attitudes that prevent change and creates accountability for learning and application. It also creates tools to facilitate the change on the job.

The Equal Pay Act of 1963 does NOT permit pay distinctions for which of the following factors? A. Gender differences B. Seniority differences C. Merit pay systems D. Different working conditions

A. Gender differences *1) Unequal responsibility 2) Different working conditions 3) Seniority differences 4) Merit pay systems 5) Quantity and quality of production

Employee monitoring occurs most often in which field of employment according to studies? A. Large Companies B. Retail sales C. Manufacturing D. Small Companies

A. Large Companies

What is the first step that the organization should take to manage diversity? A. Make diversity visible in the workforce B. Train how diversity should be managed by managers C. Get senior management to make a list of goals for the organization to achieve D. Show investors what changes the organization is making to become more diverse

A. Make diversity visible in the workforce *This is done by discussing diversity continually during meetings and ensuring the workforce is diverse in nature.

Who in the organization should be the first to resolve conflict? A. The employees B. The immediate supervisor C. The manager D. HR

A. The employees

What are the advantages of having an Internal Security professional work the investigations in an organization? A. They have training in investigation methods that help them find resources others may overlook B. They are familiar with the employees and so are less intimidating and more interpersonal with them. C. They are trained in employment law D. They are viewed more as a neutral party, not law enforcers

A. They have training in investigation methods that help them find resources others may overlook

Negative attitudes towards performance management systems have created a cycle of attempts to make improvements, then getting bad results, then trying again to make improvements. A. True B. False

A. True

True or False: Careful hiring helps an organization to create a climate of positive conflict with no negative conflict. A. True B. False

A. True

True or False: Diversity doesn't only entail visible differences such as race, ethnicity or gender, but also differences in personality and life experiences. A. True B. False

A. True

True or False: Employees can challenge an employer's monitoring policy through the ECPA as well as through common laws. A. True B. False

A. True

True or False: Employers can monitor the off-duty conduct of employees. A. True B. False

A. True

What is NOT a benefit of integrating performance management programs into day-to-day administrative systems? A. Employees think more frequently about their goals B. Employees will have multiple separate login's C. Employees will view performance management as less of an administrative tool D. Employees will view performance management as a way to help them achieve their goals

B. Employees will have multiple separate login's

True or False: Employers are now required to monitor their employees to protect them. A. True B. False

B. False

True or False: Employers have a responsibility and a duty to protect the company not its employees. A. True B. False

B. False

True or False: The only ones that benefit from effective diversity initiatives are those within the organization which includes all of the management as well as all of the employees. A. True B. False

B. False

True or False: When HR professionals uphold legal standards it means that they are always acting under the highest of ethical standards. A. True B. False

B. False

True or False: The ECPA is part of the Federal Government, so states do not have any say in how to implement privacy and employee monitoring. A. True B. False

B. False *The ECPA is a federal law that dictates how electronic communication in the workplace is monitored and states have the ability to enact laws that are more strict.

True or False: Inclusion is what provides the potential for greater innovation and creativity while Diversity is what enables organizations to realize the business benefits of this potential. A. True B. False

B. False *Diversity is what provides the potential for greater innovation and creativity while Inclusion is what enables organizations to realize the business benefits of this potential.

True or False: Because diversity is so broad, its impact to the company cannot be calculated empirically. A. True B. False

B. False *Several outcomes such as ROI, turnover rate, revenue and profits may be used to empirically measure the outcomes of diversity.

True or False: Generally employers have the right to monitor all calls on their business phones even if it is an employee making a personal phone call. A. True B. False

B. False *The Electronic Communications Privacy Act (ECPA) provides that the moment an employer realizes that a telephone conversation is personal in nature, the employer must stop listening. Employers may have more leeway if the telephone is designated for business use only.

Diversity initiatives should contain all of the following EXCEPT A. Very specific goals B. Focus on front line workers implementing it C. Have short and long-term focuses D. Be tied to the organization's overall business strategy

B. Focus on front line workers implementing it

What can HR do to develop a diversity scorecard? A. Increase diversity B. Get together the financial and non-financial information related to diversity initiatives C. Get top managers and HR together to develop goals D. Define what diversity is to the organization

B. Get together the financial and non-financial information related to diversity initiatives

What are some negative consequences that can occur when an employer does not manage workplace conflict correctly? A. It helps the employees remember the organization's mission B. It can damage the employer's reputation C. It can de-politicize the workplace since people will focus on the problem instead of politics D. It will make employees focus more on work to stay out of the problems

B. It can damage the employer's reputation

What is NOT one of the actions the EEOC should do if a charge is filed? A. Attempt a no-fault settlement B. Send the claimant to the civil courts C. Review for litigation D. Investigate the claim

B. Send the claimant to the civil courts

Before an employer can seek background information using a consumer credit report, what must they obtain from the job applicant or employee? A. They need written consent on the application B. They need written consent on a separate notice C.They need no consent, they just need to provide the employee with the details of what they will be verifying D. Verbal consent

B. They need written consent on a separate notice

What is mediation in terms of resolving workplace conflict? A. When the opposing sides go to court over the issue B. When a third party helps the sides come to an agreement C. When opposing sides settle the dispute themselves D. When a third party resolves the issue and makes a binding agreement

B. When a third party helps the sides come to an agreement

Employers with at least how many employees must have policies and procedures in place to prevent harassment? A. 15 employees B. 10 employees C. 1 employee D. 5 employees

C. 1 employee

When asked what purpose performance management SHOULD serve, managers cite important outcomes such as improving performance effectiveness and results. However, when asked "What DOES performance management serve, what did most people say? A. Developing employees B. Facilitating communication between employees and managers C. Administrative Purposes D. All of the above

C. Administrative Purposes

Inclusion is reached when employees: A. Are complying with rules B. Are tolerating the differences each other has C. Are respecting and understanding each other's needs D. Are following EEO standards

C. Are respecting and understanding each other's needs

What is an important metric for HR to measure when it comes to human relations? A. Average time it takes to fill an opening B. Average productivity C. Cost of grievances D. Average expenses

C. Cost of grievances *There are five principal employee relations metrics that HR should consider monitoring. * Cost of grievances * Average close time * Return on investment (ROI) * Causes of Grievances * Number of grievances filed in a period

What is informal feedback? A. Feedback that occurs in formal sit-down meetings B. Feedback that is initiated, led and controlled by the manager C. Feedback that covers a specific incident D. All of the above

C. Feedback that covers a specific incident *Informal Feedback occurs spontaneously whenever discussion is needed. It covers a specific incident—what went right or wrong and what to do differently.

How can an organization demonstrate its commitment to workplace diversity and make sure they are establishing accountability with management? A. Appoint entry-level employees to diversity task forces, not senior executives. B. Establish goals and objectives only for the management team. C. Have HR ask current employees how diversity should be managed. D. Have frontline workers develop the goals.

C. Have HR ask current employees how diversity should be managed.

What is NOT one of the 3 exceptions to the "Employment-At-Will-Doctrine"? A. Public Policy B. Breach of Implied Covenant C. Individual Policy D. Implied Contract

C. Individual Policy

Conflict between two or more persons required to interact is which type of conflict? A. Intergroup conflict B. External conflict C. Interpersonal conflict D. Intragroup conflict

C. Interpersonal conflict

When is it most necessary to encrypt data on company devices? A. It is never necessary to encrypt data B. It is necessary if the equipment stays on the company premises C. It is necessary if the equipment leaves the company premises D. It is always necessary to encrypt data

C. It is necessary if the equipment leaves the company premises

What can an organization do to help lessen the chances of conflict and to help resolve and manage it when it does occur? A. Make sure the managers know they are the ones that need to solve the issues, not the employees B. Make sure that the approaches for resolving conflict are set and not changed C. Make certain that policies are clear and consistent D. Ignore the conflict as this will help it not explode into something bigger

C. Make certain that policies are clear and consistent *Make certain that policies and communications are clear and consistent, and make the rationale for decisions transparent. *Ensure that all employees—not just managers—are accountable for resolving conflict *Do not ignore conflict, and do not avoid taking steps to prevent it *Seek to understand underlying emotions of employees in conflict *Keep in mind that approaches to resolving conflict may depend on the circumstances of the conflict.

Who is NOT protected under the Fourth Amendment? A. Public Sector Employees B. Government Officials C. Private Sector Employees D. Government Workers

C. Private Sector Employees

A sexual harassment policy should contain all of the following, EXCEPT... A. Clearly define what harassment is B. Establish a complaint procedure C. State when harassment is tolerated D. State what actions will be taken if harassment occurs

C. State when harassment is tolerated

Two of the exceptions to the ECPA (Electronic Communications Privacy Act) that have particular use to employers are the "business purpose exception" and the "consent exception". What is a main but often overlooked distinction between the two? A. The business purpose exception allows for monitoring personal electronic communication B. The consent exception only allows for business monitoring of electronic communication C. The consent exception allows for monitoring personal and business electronic communication D. The business purpose exception allows for monitoring personal and business monitoring of electronic communication

C. The consent exception allows for monitoring personal and business electronic communication

Which of the following is NOT a benefit of having employees resolve their own conflicts? A. Employees develop good conflict resolution skills B. Employees that develop higher conflict resolution skills may be promoted C. Uses more company resources D. Employees don't feel the manager takes sides

C. Uses more company resources

What is a Bona Fide Occupational Qualification? A. When decisions are made based on an employee's seniority within the organization B. When work-related requirements would inadvertently create a hardship on a protected group. C. A permissible discrimination for quantity and quality of production. D. A permissible discrimination in the areas of gender, religion or national origin.

D. A permissible discrimination in the areas of gender, religion or national origin.

What is an assumption often made about the outcomes of Performance Management that was challenged in this Topic? A. Performance management documentations help an organization defend itself B. Performance management helps make pay decisions C. Performance Management helps deal with unsatisfactory performers D. All of the above

D. All of the above

When done right, what type of benefits can performance management help the organization achieve? A. Better organizational performance B. Higher levels of retention C. Higher levels of engagement D. All of the above

D. All of the above

How does an organization show they are committed to the diversity initiatives it implements? A. A company only needs to place women and/or minorities in high-profile positions to show they are committed B. Making sure that in meetings and company conferences diversity is not on the agenda C. By having only short term goals D. By gaining top management support

D. By gaining top management support

What is employee relations? A. Employees working to help the organization's image B. Employees working to better their image with the organization C. Employees developing higher levels of technical competence D. Employees developing positive work relationships

D. Employees developing positive work relationships

What is "Quid Pro Quo" harassment? A. Harassment that is between a man and a woman B. Harassment based on a person's race C. Harassment that involves one employee trying to undermine the job of another D. Harassment that puts a condition of employment to the employee based on his/her agreement to some type of sexual activity.

D. Harassment that puts a condition of employment to the employee based on his/her agreement to some type of sexual activity.

Calculating how much money the employee relations program has saved the company is what metric in regards to human relations? A. Number of grievances per given period B. Cost of grievances C. Average close time D. Return on investment (ROI)

D. Return on investment (ROI)