Chapter 11
The Equal Employment Opportunity Act of 1972 authorized the EEOC to issue __ for acceptable employer conduct in administering equal employment opportunity laws.
Guidelines
__ job transfers allow employees to develop and display new skills and learn more about the company overall instead of moving to a new firm.
Lateral
The controversial policy enforced by the EEOC that seeks to remedy past discrimination is:
affirmative action
The roles and responsibilities of HRM professionals have evolved primarily because:
changes in the law have rewritten traditional practices organizations recognize that employees are their ultimate resource
The training that is provided to new employees that initiates them into the organization's policies, practices, and objectives is called:
orientation
What is a performance appraisal?
the evaluation of employees' job performance and contributions to the organization
The change from traditional manufacturing to service and high-tech manufacturing requires highly ___ job skills.
Technical
The effects of legislation on human resource professionals is important because
legislation affects all areas of human resource management
The Equal Employment Opportunity Act of 1972 authorized the EEOC to
set guidelines for employers' administration of EEO
Under the Civil Rights Act of 1964, it is illegal for employers to discriminate based on:
sex religion race
A major provision of the Civil Rights Act of 1964, Title VII was that it prohibited discrimination in employment based on:
race religion sex
Reluctance to hire people in uncertain economic times is partially because there are high costs to terminating employees caused by:
risk of lawsuits for wrongful termination the loss of investment in training an employee
The law that prohibits employers from discriminating in hiring, pay, or promotion and requires reasonable accommodation for workers with disabilities is the
Americans With Disabilities Act of 1990
Sick-leave and vacation pay, pensions, and health plans that provide additional compensation are called __ benefits.
fringe
Management development programs include:
On-the-job coaching Job rotation Understudy positions
The Hay pay method is based on job __, each of which has a strict pay range.
grade
The __ method of compensation relies on job tiers and grade ranges.
hay
The set of activities for obtaining the right number of qualified people at the right time to fill the needs of the organization is:
recruitment
In what ways did the Equal Employment Opportunity Act of 1972 strengthened the Civil Rights Act of 1964?
It mandated specific record keeping procedures for employers. It permitted the EEOC to issue guidelines for employer compliance. Enforcement powers were given to the EEOC.
An effect of changing legislation on human resources professionals is that
they must update company HR policies and procedures to stay current with legal changes they must stay current with changes in the law
Since 2009, the Age Discrimination in Employment Act:
requires that age must be the determining reason for discrimination to prove any employment action against older workers
The process of gathering information and deciding who should be hired is called
selection
A challenge for human resource managers because of the change from traditional manufacturing to service and high-tech manufacturing industries is ______.
the need to retrain workers
The federal law that establishes the right to collective bargaining and limits the interference of management in the right of employees to have a collective bargaining agent is the:
National Labor Relations Act of 1935
__ is the process of establishing and maintaining contacts with key managers in your own organization or outside of it to serve as informal development systems.
Networking
Identify some of the job titles that are considered contingent workers.
Temporary workers Independent contractors
When an employee leaves the organization, whether by firing, retiring, or resigning, the process is known as
offboarding
Challenges for human resource managers today include:
a shortage of workers in areas such as computer technology
For firms with ______ or more employees, the Civil Rights Act of 1964 outlawed discrimination in employment based on sex, race, color, religion, or national origin.
15
The information gathered from comparing an employee's work to an established standard is
a performance appraisal
What were two outcomes of The Age Discrimination in Employment Act?
bans mandatory retirement in most organizations allows age restrictions for airline pilots
Individuals who are part-time, temporary, or seasonal workers are classified as
contingent workers
Human resource managers perform several important functions so the organization has the people it needs to achieve its goals. They include:
developing compensation systems training and development recruitment and selection
The goal of the Civil Rights Act of 1964 was to stamp out __, but specific language made enforcement quite difficult.
discrimination
A __ plan gives employees some freedom to choose which hours to work, as long as they work the required number of hours.
flextime
A(n) ___ plan allows employees to adjust to work-life demands.
flextime
The Equal Employment Opportunity Act of 1972 strengthened the Equal Employment Opportunity Commission, an agency created by the Civil Rights Act of 1964, by:
giving it broad powers to enforce Title VII issuing guidelines for employer conduct in complying with EEO mandating specific record keeping procedures
Some workers who are - may be able choose their own hours, interrupt work for child care, or take time out for personal reasons.
home-based
The tool that lists ages, names, education, capabilities, training, specialized skills, and other relevant information about an organization's employees is called a
human resource inventory
A human resource __ of an organization reveals the demographics of the firm's labor force and whether it is technically up-to-date and thoroughly trained, which is an important part of human resource management.
inventory
The decision of the U.S. Supreme Court in 1988 giving access to certain clubs to women was important because:
it allowed them to enter established networking systems
Service organizations, such as hospitals and schools, have high employee costs categorizing them as
labor intensive
When an organization's operational costs are primarily for their workforce, they are considered to be:
labor-intensive
On-the-job coaching and job rotation are examples of
management development programs
Whether employees are fired, resigning, or retiring, some of the things that must be done include:
managing payments conducting exit interviews returning company property
When a new employee is trained at the work site by observing an experienced worker and then doing the task, it is
on-the-job training
Costs associated with terminating employees include:
potential for costly wrongful discharge lawsuits lost investment in training and pay
The shift from traditional manufacturing industries to high-tech and service industries challenges human resource managers to:
recognize that a company's people are its ultimate resource re-train workers for more challenging jobs
The affirmative action law led employers to actively:
recruit and give preference to women and minorities
The process for obtaining qualified people is:
recruitment
A problem in developing effective compensation for teams is that:
rewarding individuals erodes cohesiveness
True or false: The National Labor Relations Act of 1935 limited management interference in the right of employees to have a collective bargaining agent.
true
Which of the compensation systems listed are likely to be effective in building cohesive teams?
Gain-sharing Skill-based pay
The changes in the U.S. workforce that create challenges for human resource managers include:
more single-parent homes new workers who are undereducated employees who want leisure time
Clubs that denied membership to women became illegal in 1988 because they prevented women from having access to Blank______ open to men.
networking systems
A challenge for human resource managers because of the change from traditional manufacturing to service and high-tech manufacturing industries is
the need to retrain workers
Companies may want to retain older, more experienced workers because:
they are able to train new workers to do their jobs there are few qualified workers able to do those jobs they could transfer their knowledge to younger workers