HR Chapters 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, 16

The ___________________ states that displaced workers can retain their group medical coverage for up to 18 months for themselves and for up to 36 months for their dependents, if they pay the premiums themselves. A. Consolidated Omnibus Budget Reconciliation Act B. Worker Adjustment and Retraining Notification Act C. Family and Medical Leave Act D. Occupational Safety and Health Act

A. Consolidated Omnibus Budget Reconciliation Act

Vacancy costs, separation costs, and replacement costs are all associated with ________________. A. organizational design B. employee turnover C. involuntary absenteeism D. employee tardiness

B. employee turnover

CHAPTER 7

Selecting Human Resources

CHAPTER 14

Employee Rights and Responsibilities

CHAPTER 16

Global Human Resource Management

CHAPTER 1

Human Resource Management in Organizations

CHAPTER 5

Individual/Organization Relations and Retention

CHAPTER 10

Performance Management and Appraisal

CHAPTER 6

Recruiting High-Quality Talent

CHAPTER 13

Risk Management and Worker Protection

CHAPTER 11

Total Rewards and Compensation

CHAPTER 8

Training Human Resources

CHAPTER 15

Union--Management Relations

CHAPTER 4

Workforce, Jobs, and Job Analysis

Kyung-soo, a manager, would like to increase the intrinsic motivation of her employees. Which of the following should she do to achieve her objective? a. Redesign jobs to give employees more autonomy b. Implement gainsharing plans c. Implement employee stock plans d. Reward employees with spot bonuses

a. Redesign jobs to give employees more autonomy

Syncadia Inc. believes in focusing on hiring the best talent rather than hoping to develop mediocre talent over time. It can be said that Syncadia's talent management strategy invests more in employee selection than in _____. a. employee training b. employee outsourcing c. employee compliance d. employee absenteeism

a. employee training

Azure Inc., an information technology company, uses a quartile strategy and positions itself in the third quartile to develop its compensation strategy. It targets pay ranges so that 25 percent of other firms pay above it and the rest pay below it. In the context of compensation quartile strategies, Azure Inc. is most likely using the _____. a. lead-the-market strategy b. match-the-market strategy c. lag-the-market strategy d. below-the-market strategy

a. lead-the-market strategy

In addition to his salary, Roberto, the chief executive officer of a multinational company, has access to company cars for personal use. His membership at Golden Sands Country Club, one of the most exclusive country clubs in England, is paid for by his company. In the given scenario, the membership to the club and access to company cars are _____ that Roberto receives from his company. a. perquisites b. remittances c. free riders d. intrinsic rewards

a. perquisites

GoodFit Inc. is a clothing company with operations in various countries in South America and Asia. The management of the company appreciates the cultural differences between various countries and has tailored company policies to suit its local offices in different countries. In the context of international orientations, GoodFit Inc. most likely has a(n) _____ orientation. a. polycentric b. ethnocentric c. geocentric d. regiocentric

a. polycentric

After a district school's annual _____ revealed potential safety vulnerabilities associated with dark and isolated parking lots around the campus, the school administrators decided to invest $20,000 to install "panic button" emergency stations and additional lighting in these areas. a. security audit b. employee assistance program c. encapsulated development program d. appraisal

a. security audit

Henry is an employee at an investment firm that offers cafeteria-style benefits to its employees. He wants to change some of his benefit choices and track his investment funds for his retirement plan. He does this by logging onto an online portal that includes links to his retirement funds and other benefit plans. In this scenario, Henry is most likely able to access all benefits-related information because of _____. a. self-service b. an access badge c. a smart card d. haptic technology

a. self-service

_______ are obligations to perform certain tasks and duties. a. Mandates b. Responsibilities c. Statutes d. Rights

b. Responsibilities Responsibilities are obligations to perform certain tasks and duties. Mandates are official orders to do something. Rights are powers, privileges, or interests derived from law, nature, or tradition. Statutes refer to written laws passed by a local, state, or federal government.

Smith, the senior manager of a private investment firm, uses performance appraisals to make decisions related to promotions and pay increments. He further uses appraisals to terminate the employment of poor performers and to take disciplinary actions against those who violate the firm's policies. In this scenario, Smith focuses on the _____ of performance appraisals. a. mentoring uses b. administrative uses c. strategic uses d. developmental uses

b. administrative uses

Profit-sharing plans, employee stock ownership plans, and 401(k) plans are some popular _______. a.cafeteria-style benefit plans b. defined contribution plans c. defined benefit plans d. employee assistance plans

b. defined contribution plans A defined contribution plan is a retirement program in which an employer and/or employee makes payments to fund the employee's retirement account. The key to this plan is the contribution rate; employee retirement benefits depend on fixed contributions and investment earnings. Profit-sharing plans, employee stock ownership plans (ESOPs), and 401(k) plans are commonly defined contribution plans.

A day care center that fails to conduct background checks on job applicants and ends up recruiting someone with prior convictions for violent crimes might face legal charges for _____. a. employment-at-will infringement b. negligent hiring c. nepotism d. failing to ascertain person/job fit

b. negligent hiring

In a collective bargaining situation, topics such as internal union business and use of union labels generally fall under the domain of _________ bargaining issues. a. mandatory b. permissive c. illegal d. yellow dog

b. permissive

After working for the Canadian branch of his company for the past five years, Alex, a French national, was promoted and reassigned to the company headquarters in France. This is an example of _____. a. reshoring b. repatriation c. rerecruiting d. employee churn

b. repatriation

A company manufactures cell phone cases. The company's daily average level of output is 10,000 cases, and its total daily cost for workers (on average) is $50,000. What is the company's unit labor cost? a. $10.00 b. $1.00 c. $5.00 d. $50.00

c. $5.00

Which of the following is most likely to be asked of an applicant in a behavioral interview? a. What is your favorite hobby or leisure activity outside of work? b. How would your current manager describe your performance? c. Describe a time when you had to give another employee negative feedback about his or her performance. d. Describe what you would do if you observed a coworker using illegal drugs or substances while at work.

c. Describe a time when you had to give another employee negative feedback about his or her performance.

Which of the following statements is true of the changing nature of careers in the United States? a. Employees are spending more time working from office than from home. b. More employees are letting jobs define their lives. c. Employees are experiencing decreasing job security but more job opportunities. d. The average time an employee spends with one organization has increased.

c. Employees are experiencing decreasing job security but more job opportunities.

When Rasheed was on medical leave because of an illness, his manager shared private details of his illness with his coworkers without Rasheed's permission. In this scenario, Rasheed's manager violated the _____. a. Fair Labor Standards Act (FLSA) b. Consolidated Omnibus Budget Reconciliation Act (COBRA) c. Health Insurance Portability and Accountability Act (HIPAA) d. Family and Medical Leave Act (FMLA)

c. Health Insurance Portability and Accountability Act (HIPAA)

Which of the following is a common behavioral sign of substance abuse? a. Fatigue and slurred speech b. Emotional instability and depression c. High absenteeism and poor job performance d. Low self-concept and helplessness

c. High absenteeism and poor job performance

Based on statistics reported by the Bureau of Labor Statistics, who among the following employees is most likely to be a union member? a. Emory, a freelance journalist who writes for magazines and newspapers b. Michaela, a supervisor at a private marketing and public relations firm c. John, who is a clerk in a federal court d. Tara, an independent contractor who works with private firms

c. John, who is a clerk in a federal court

Which of the following is true of recent National Labor Relations Board (NLRB) rulings? a. They prohibit employees from posting derogatory comments about their employers on social media. b. They completely prohibit employees from discussing workplace conditions on social media. c. They give employees the right to post comments about workplace treatment on social media. d. They allow employers to rant against employees but prohibit employee comments regarding compensation on social media.

c. They give employees the right to post comments about workplace treatment on social media.

Health care costs across the United States: a. account for approximately 3.6 percent of gross domestic product (GDP). b. totaled $5.4 billion in 2016. c. account for approximately 18 percent of gross domestic product (GDP). d. more than tripled from 2000 to 2016.

c. account for approximately 18 percent of gross domestic product (GDP).

Maria is a graphic designer at an advertising firm. In the first two months of her tenure at the firm, she received thorough training in graphic designing and copywriting from a trained instructor. During the training process, she had to work on several mock projects. Besides performing her own tasks, Maria also performed the tasks of the firm's copywriters when their workload was high. In this scenario, Maria most likely received _____. a. informal training b. remedial training c. cross-training d. external training

c. cross-training

The perceived value of ________ can differ among employees, making the development and management of total rewards much more complex. a. tangible direct rewards b. benefits c. intangible rewards d. extrinsic rewards

c. intangible rewards The perceived value of intangible rewards can differ among employees, making the development and management of total rewards much more complex. Intangible rewards are elements of compensation that cannot be as easily measured or quantified. The option tangible direct rewards is incorrect because tangible direct rewards refer to the cash payments that employees receive, such as wages, salaries, and bonuses. The option benefits is incorrect because benefits are indirect rewards given to an employee or group of employees as part of membership in the organization, regardless of performance. The option extrinsic rewards is incorrect because extrinsic rewards are external to an individual and include base pay, monetary incentives, bonuses, and other measurable rewards.

In the context of union-management relations, a no-solicitation policy _____. a. cannot be enforced by employers under the Wagner Act b. applies only to solicitations that encourage union membership through payment of membership fees c. restricts employees and outsiders from distributing literature on company premises d. is legal in the right-to-work states but not in other states

c. restricts employees and outsiders from distributing literature on company premises

Evan is scheduled to attend a leadership training program next week. However, Evan believes that he cannot improve his leadership skills through this training. In this scenario, Evan has low _____. a. displaceability b. conscientiousness c. self-efficacy d. cross-cultural competence

c. self-efficacy

Which of the following statements is true in the context of employee benefits and status? a. Part-time employees are most likely to have access to health care, life insurance, and paid disability leave benefits. b. Part-time employees are least likely to receive retirement benefits and paid holidays and vacation. c. Even though gig workers are self-employed, companies that use their services offer them employee benefits. d. If same-sex couples get divorced, one partner may be entitled to a share of retirement benefits.

d. If same-sex couples get divorced, one partner may be entitled to a share of retirement benefits.

Monique has been working as a full-time employee at a U.S. law firm with 180 employees for the past five years. As one of the most dedicated employees of the firm, Monique had worked for more than 2,000 hours in the previous year. She is going to have a baby next month and wonders if she will be eligible for leave. Which of the following benefits should Monique receive under the federal Family and Medical Leave Act (FMLA)? a. Monique is only eligible for leave if her company's policies include time off for maternity or paternity leave. b. Monique is not entitled to any leave and must quit her job if she wants to take time off. c. Monique is entitled to a maximum of 6 weeks of paid leave. d. Monique is entitled to a maximum of 12 weeks of unpaid leave.

d. Monique is entitled to a maximum of 12 weeks of unpaid leave.

Which of the following factors is an objective measure of performance? a. The score of an employee's ethical values b. A rating of employee attitude c. A customer's rating of an employee's approachability and responsiveness d. The number of times an employee was absent or late to work in a given month

d. The number of times an employee was absent or late to work in a given month

____________ is a Level 1 workplace violence warning sign. a. Destruction of property b. Insubordination c. Physical altercation d. Verbal abuse

d. Verbal abuse Workplace violence warning signs may be exhibited at various levels. Verbal abuse is a Level 1 workplace violence warning sign. Insubordination is a Level 2 warning sign. Destruction of property and physical altercation are Level 3 warning signs.

Brigid is the representative of the labor union in a car manufacturing company in Norway. She is given a position on the company's board of directors. The given scenario exemplifies the concept of _____. a. repatriation b. employment at will c. distributive justice d. codetermination

d. codetermination

Faculty members at University of Colorado-Colorado Springs participated in strategic planning sessions to decide whether to emphasize undergraduate research programs as an area of special focus at the university. Part of this process included _____, during which the HR staff and faculty members identified potential opportunities (for instance, possible collaborations with local businesses that would result in mutual benefits to students and the businesses) and threats (dependency on tax funding for support). a. developing HR staffing plans b. benchmarking c. forecasting d. environmental scanning

d. environmental scanning

Brian is a very productive worker. However, the other three aspects of his job—quality of work, punctuality, and teamwork—need improvement. Despite this, during performance appraisal, Brian's supervisor gave him a high rating on all aspects of job performance because his productivity was high. This scenario illustrates the _____. a. horns effect b. strictness error c. contrast error d. halo effect

d. halo effect

Aligning HR activities means: a. redistributing work among HR personnel in accordance with their areas of expertise b. reducing dependence on human assets by replacing them with more efficient technology wherever possible. c. conducting cost-benefit analyses to examine the impact of outsourcing d. making HR efforts consistent with organizational efforts to improve productivity

d. making HR efforts consistent with organizational efforts to improve productivity

CHAPTER 12

Managing Employee Benefits

Which of the following is true of the Landrum-Griffin Act? a. It prohibits employees from engaging in protected concerted activities. b. It prohibits employers from asking employees to sign yellow dog contracts. c. It allows states to pass laws that restrict compulsory union membership. d. It requires unions to establish bylaws and make financial reports.

d. It requires unions to establish bylaws and make financial reports.

Maria has been working at a garment manufacturing company for the past 15 years. She works hard and is indispensable to the company. In the past five years, she has been passed over for promotion to the position of CEO thrice because the management is not keen on appointing a woman as the CEO of the company. The given scenario exemplifies _____. a. the glass cliff b. a glass elevator c. disparate impact d. a glass ceiling

d. a glass ceiling

Free riding is a problem most likely to be associated with _____. a. spot bonuses b. straight commission plans c. piece-rate systems d. gainsharing plans

d. gainsharing plans

A(n) _____ is a tangible indirect reward provided to employees for organizational membership. a. merit raise b. lump-sum bonus c. equity award d. retirement plan

d. retirement plan

The normal retirement age to receive maximum Social Security benefits has been increased to ______. a. 67 b. 65 c. 72 d. 70

a. 67 The normal retirement age to receive maximum Social Security benefits has been increased from 65 to 67.

CHAPTER 2

Human Resource Strategy and Planning

When grading student papers, Professor Arthur uses a grading rubric that specifies performance standards for grammar, organization, references, and creativity. However, rather than grading student papers based on the rubric, he tends to grade a paper by comparing it to the previously read paper. Professor Arthur's grading is most likely subject to _____. a. the halo effect b. the contrast error c. sampling error d. the horns effect

b. the contrast error

An organization that wishes to improve employee involvement, efficiency, and customer satisfaction might conduct _______________ that assesses how inputs coordinate to complete work and achieve the organizational outputs. A. job enlargement B. workflow analysis C. contingent worker evaluation D. utility analysis

B. workflow analysis

Pablo, a doctor who was terminated by the hospital where he worked, files a lawsuit for wrongful termination against the hospital. The hospital administration tells him that if he does not withdraw the lawsuit, the administration will ensure that he never gets a job in any hospital in the city. In the given scenario, the hospital administration's actions exemplify _____. a. nepotism b. retaliation c. disparate impact d. due diligence

b. retaliation

_________________ is a resource provided by the U.S. Department of Labor that can help organizations with the process of job analysis. A. O*Net B. TOSEC C. WeWork D. Vastari

A. O*Net

______________ consists of all persons who are actually evaluated for selection. A. The applicant pool B. A networking group C. The peripheral labor force D. A resource pool

A. The applicant pool The applicant pool consists of all persons who are actually evaluated for selection. Many factors can affect the size of the applicant pool, including the reputation of the organization and industry, a company's screening efforts, the job specifications, and the information available.

Some retailers such as Target provide ______________ to college students. These arrangements are believed to be mutually beneficial in providing students with much-needed experience and in giving the organization the chance to assess workers so that they can offer permanent positions to those who show good performance. A. internships B. pay equity C. reasonable accommodations D. outplacement services

A. internships Some retailers such as Target provide internships to college students. Internships give college students the opportunity to work for different companies and gain important career exposure. These work arrangements often lead to full-time employment after graduation, benefiting both the intern and the hiring organization. Since employers are more likely to hire college candidates with related employment experience, internships can critically enhance résumés.

Jaylyn works as a cashier at a grocery retail store. To relieve the monotony of the job, his manager asks him to perform other duties such as stocking the shelves and helping customers locate products and answering customers' queries. The given scenario exemplifies ________________ . A. job rotation B. job enlargement C. job enrichment D. job simplification

A. job rotation

Of the job analysis methods listed below, the _____________ is likely to be the fastest way for an organization to gather information about a large number of jobs inexpensively in a relatively short period of time. A. employee log method B. questionnaire method C. interview method D. observation method

B. questionnaire method

An organization that relies primarily on __________________ for attracting new applicants should be especially cautious about limiting diversity in its workforce and possibly violating equal employment opportunity (EEO) laws. A. Internet recruitment B. external recruitment C. current employee referrals D. private employment agencies

C. current employee referrals Although current employee referrals can provide an excellent source of highly qualified job applicants, one possible drawback is that people tend to refer people who are similar to themselves. Relying too heavily on employee referrals as an exclusive recruiting method may cause problems regarding equal employment regulations if diverse applicants are underrepresented in the organization's current workforce. Therefore, some external recruiting might be necessary to avoid legal problems in this area.

The __________________ section of a job description for a psychiatrist might state the following: Applicants should have a valid medical license and medical degree from an accredited school, and they should have strong critical thinking skills and knowledge of biology, medicine, and various counseling techniques. A. identification B. general summary C. job specifications D. disclaimers and approvals

C. job specifications

Organizations such as Google that offer desirable working conditions, compensation, and benefits such as free food, on-site gyms, and napping pods have ______________. Thus, Google can attract many job applicants even with minimal resources devoted directly to recruiting. A. high power distance B. a strong ethnocentric culture C. low affirmative action D. a strong employment brand

D. a strong employment brand Organizations such as Google that offer desirable working conditions and benefits such as free food, on-site gyms, and napping pods have a strong employment brand. The employment brand is the distinct image of the organization that captures the essence of the company to engage employees and outsiders. Those seen as desirable places to work are better able to attract qualified applicants compared to those that have poor reputations. Offering enticements such as a positive culture, solid leadership, job advancement and security, community outreach, desirable compensation and benefits, reasonable travel requirements, and a winning record are all ways that companies work to brand themselves as employers of choice.

Which of the following is an example of an intellectual property asset? A. equipment B. stocks C. skilled employees D. operating processes

D. operating processes

CHAPTER 9

Talent, Careers, and Development

Which of the following statements is true of a disabled person as defined by the Americans with Disabilities Act (ADA)? a. A person is considered disabled if he or she is thought to have a mental or physical challenge that greatly reduces his or her ability to perform important life functions. b. A person is considered disabled on the basis of his or her inability to do something, irrespective of his or her medical condition. c. A person is not considered disabled if any corrective measures or devices are used to reduce the impact of the disability. d. A person is not considered disabled if he or she has ever been a user of illegal drugs and substances.

a. A person is considered disabled if he or she is thought to have a mental or physical challenge that greatly reduces his or her ability to perform important life functions.

Which of the following scenarios depicts the concept of constructive discharge? a. Arturo makes the work environment so miserable for his assistant that the assistant resigns. b. Amber receives a generous severance package from her employer when she is terminated. c. Bethany is asked to resign from her job because of her poor performance and high absenteeism. d. Matthias lays off 200 employees when he decides to shut down one of the production plants of his company.

a. Arturo makes the work environment so miserable for his assistant that the assistant resigns.

Nathan is the owner of a trading firm. During the selection of new employees, he wants to test the candidates' reasoning and mathematical abilities. He also wants to evaluate their aptitude for teamwork and collaboration with other employees. Which of the following types of tests should Nathan administer during the selection process? a. Cognitive ability tests and emotional intelligence tests b. Psychomotor tests and emotional intelligence tests c. Situational judgment tests and physical ability tests d. Cognitive ability tests and honesty and integrity tests

a. Cognitive ability tests and emotional intelligence tests

The _________ requires employers to keep personnel records up to date and keep only the details that are needed. a. Data Protection Act b. Fair Labor Standards Act c. Social Security Act d. Lilly Ledbetter Act

a. Data Protection Act The Data Protection Act requires employers to keep personnel records up to date and keep only the details that are needed. Personnel files and records are usually maintained for three years. However, different types of records should be maintained for shorter or longer periods of time based on various legal and regulatory standards. The option "Fair Labor Standards Act" is incorrect because the Fair Labor Standards Act establishes minimum pay standards. The option "Social Security Act" is incorrect because the Social Security Act deals with Social Security benefits. The option "Lilly Ledbetter Act" is incorrect because the Lilly Ledbetter Act deals with pay equity.

Which of the following demonstrates a lack of distributive justice? a. Disciplinary action based on favoritism b. Dismissal of an employee without due process c. Rude behavior with an employee d. Use of racial profiling at the time of hiring

a. Disciplinary action based on favoritism

Daisy Delish is the owner of a fine-dining restaurant. She believes that women are more trustworthy and honest than men. Therefore, her hiring policy requires that male job applicants pass an integrity test, but it does not require that female job applicants take the test. Which of the following concepts does the given scenario illustrate? a. Disparate treatment b. Disparate impact c. Retaliation d. Nepotism

a. Disparate treatment

Who among the following individuals is most likely eligible to receive workers' compensation benefits? a. Ethan, who injured his right hand while fixing a machine at his company's production plant b. Gina, who hurt her back while skiing on a family vacation and is unable to perform her work as a delivery truck driver c. Howard, who was denied full retirement benefits after he retired from his job at the age of 67 d. Nora, who was terminated without just cause and filed a discrimination lawsuit against her employer

a. Ethan, who injured his right hand while fixing a machine at his company's production plant

Child labor regulations, including establishing the minimum age for working in hazardous conditions, are primarily addressed by the _______________. a. Fair Labor Standards Act b. Occupational Safety and Health Act c. Worker Adjustment and Retraining Notification Act d. Civil Rights Act

a. Fair Labor Standards Act Child labor provisions in the Fair Labor Standards Act (FLSA) set the minimum age for most employment at 16 years, with some exceptions for individuals who are 14 or 15 years old. There are certain exceptions for family-owned businesses and particular restrictions for hazardous occupations. In fact, teens working for farms and family-owned firms may be exposed to fewer hazards and incur fewer injuries.

__________ is an arrangement whereby a business can be replicated and expanded by granting the right to use its business model and brand. a. Franchising b. A licensing agreement c. Piggybacking d. A noncompete agreement

a. Franchising Franchising is an arrangement whereby a business can be replicated and expanded by granting the right to use its business model and brand. In return, the franchisee pays a fee to the franchisor. These arrangements are most common in fast food companies and other service industries. In a licensing agreement, an organization sells the rights to its products or trademarks to producers in foreign markets. Piggybacking refers to an arrangement in which an organization partners with another firm that sells complementary products or services. A noncompete agreement prohibits an individual who leaves an organization from working with an employer in the same line of business for a specified period of time.

Sheila has recently been promoted to a senior position in the HR department of a multinational company. According to her new job description, she will be responsible for building networks across countries to provide local support for the company's operations in various countries. Which of the following HR competency groups is most likely to enable Sheila to fulfill her job responsibilities effectively? a. Global and cultural effectiveness and relationship management b. Critical evaluation and consultation c. Leadership and navigation and relationship management d. Human resource expertise and consultation

a. Global and cultural effectiveness and relationship management

Who among the following individuals received a spot bonus? a. Henry, a software engineer, who received a $500 gift certificate from his boss after he found a fix for a software bug that had been causing problems b. Marnie, who received an additional $1,000 because a person whom she referred was hired by her company c. Rumi, who received a higher paycheck than she did in the last month because of the sales commission she received on acquiring a new client d. Georgia, a financial analyst, who received $1,000 over and above her regular salary as a token of appreciation for her tenure in the company

a. Henry, a software engineer, who received a $500 gift certificate from his boss after he found a fix for a software bug that had been causing problems

Ruby, Gary, Sam, and Anna work in a software development firm. Who among the following is responsible for the talent management and development function of the firm's HR department? a. Sam, who develops career planning programs for the firm's employees b. Ruby, who develops job descriptions and job specifications for vacant job positions c. Anna, who creates employee selection tools such as skills assessment test d. Gary, who ensures the availability of qualified individuals to fill vacant job positions in the firm

a. Sam, who develops career planning programs for the firm's employees

Which of the following is a component of the social awareness dimension of emotional intelligence? a. Service orientation b. Accurate self-assessment c. Conflict management d. Emotional self-control

a. Service orientation

_____ is based on the notion of person/environment fit. a. The attraction-selection-attrition theory b. Herzberg's motivation-hygiene theory c. Maslow's hierarchy of needs theory

a. The attraction-selection-attrition theory

Telework is not feasible for all kinds of jobs. Which of the following jobs would be best suited for telework? a. The job of a data entry and analysis consultant b. The job of a lifeguard c. The job of a hotel grounds and maintenance supervisor d. The job of a construction worker

a. The job of a data entry and analysis consultant

Which of the following is a difference between core workers and flexible workers of an organization? a. Unlike core workers, flexible workers are just-in-time workers who are employed for specific projects. b. The organization invests in the development of flexible workers, whereas it does not invest in the development of core workers. c. Flexible workers typically work year-round, whereas core workers do not. d. Unlike core workers, flexible workers are foundational to the organization.

a. Unlike core workers, flexible workers are just-in-time workers who are employed for specific projects.

Which of the following is a difference between the traditional career perspective and the contemporary career perspective? a. Unlike the traditional perspective, career success in the contemporary perspective is measured in terms of intrinsic satisfaction. b. Unlike the traditional perspective, individuals with the contemporary career perspective rely on their employers to take charge of their careers. c. Unlike the traditional perspective, career success in the contemporary perspective is represented by tangible things such as title, money, power, and status. d. Unlike the traditional perspective, career paths in the contemporary perspective focus on upward moves to gain status and financial rewards.

a. Unlike the traditional perspective, career success in the contemporary perspective is measured in terms of intrinsic satisfaction.

Which of the following actions is most likely to result in ethical behavior? a. communicating the company's code of ethics and standards of conduct in writing b. telling employees to resolve ethical conflicts by themselves and not bother their managers for advice c. keeping ethical misconduct of employees completely confidential from other employees so that others do not imitate the behavior d. showing faith in the employees' ethical values by not offering ethical behavior training

a. communicating the company's code of ethics and standards of conduct in writing

In the context of pay increases, a(n) ________ is a pay increment whereby every employee's pay is increased to compensate for inflation and rising prices and is usually tied to some general economic measure. a. cost-of-living adjustment b. lump-sum increase c. merit raise d. across-the-board increase

a. cost-of-living adjustment In the context of pay increases, a cost-of-living adjustment (COLA) is a pay increment whereby every employee's pay is increased to compensate for inflation and rising prices. Often, these adjustments are tied to changes in the consumer price index (CPI) or some other general economic measure. The option lump-sum increase is incorrect because lump-sum-increases are one-time payments that do not affect the base pay. The option merit raise is incorrect because merit raises are given for good performance. The option across-the-board increase is incorrect because across-the-board increases are usually given as a percentage raise based on standard market or financial budgeting determinations.

The first step in the succession planning process of an organization is ______________. a. defining key positions critical to the organization's strategy b. providing incentives for individual development c. assessing the talent available in the organization d. making top managers involved in talent identification and coaching

a. defining key positions critical to the organization's strategy

A manufacturing company starts an incentive plan in which all employees on a work team would receive a monthly bonus if they exceeded the monthly productivity targets. The bonus would be paid for by the revenue generated from the additional units produced. In this scenario, the manufacturing company is implementing a(n) _____. a. gainsharing plan b. straight commission system c. employee stock ownership plan d. piece-rate system

a. gainsharing plan

If Davy wants to quantify the amount of profit derived from investments in labor, he should calculate _____. a. human capital return on investment b. human capital value added (HCVA) c. profit investment ratio d. human economic value added (HEVA)

a. human capital return on investment

Rajesh is responsible for the HR functions of a small start-up. He wants to calculate the _________ to show the company's operating profit per full-time employee. This calculation will involve subtracting all operating expenses except labor expenses from revenue and then dividing this figure by the total full-time head count. a. human capital value added (HCVA) b. human economic value added (HEVA) c. working capital ratio d. human capital return on investment

a. human capital value added (HCVA)

Lily is a new employee at a firm that develops content for school books. She receives training from her supervisor Farah. Whenever Farah teaches Lily something new, she gives Lily a practice exercise to assess her learning. Once Lily finishes the exercise, Farah reviews it and provides Lily with instant feedback. Additionally, Farah gives Lily a note of appreciation if her work is good. This prevents Lily from repeating mistakes and motivates her to perform her best. The instructional strategy that Farah uses in the given scenario is called _____. a. immediate confirmation b. job enlargement c. behavioral modeling d. trace conditioning

a. immediate confirmation

Even in the absence of written documentation such as statements in an employee handbook, an employer can be held responsible for breaching ___________, which create employee expectations through the actions of the employer. a. implied contracts b. arbitration clauses c. employment-at-will clauses d. clawback provisions

a. implied contracts While union contracts and employee handbook statements can be interpreted as formal written contracts, implied contracts are unwritten agreements created by the actions of the parties involved. An implied contract establishes employee expectations, especially if there has been a long-term business relationship. Some court decisions have held that if an employer hires someone for an indefinite period or promises job security, the employer has created an implied contract. Arbitration clauses require the parties involved to resolve their disputes through the process of arbitration. Employment at will (EAW) is a common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary, and employees can quit at any time with or without notice. Clawback provisions allow companies to ask former employees to repay pay-based incentives in certain situations.

Matt, a new junior lawyer at a law firm, was closely supervised and monitored by Juan, a senior lawyer. Juan reviewed everything that Matt did and made modifications to Matt's work. However, lately, Juan has stopped monitoring Matt and supervising his work. He has also given Matt the freedom to make decisions related to his work. The given scenario is an example of ____________. a. job enrichment b. job enlargement c. job rotation d. job embeddedness

a. job enrichment

Diego, the HR Manager of an organization, conducts an anonymous survey of the employees in the organization to analyze the levels of job satisfaction and organizational commitment. While reviewing the results of the survey, Diego notices many comments that indicate employees feel disconnected with the organization and are not satisfied with their jobs. The results of the survey show that approximately 43 percent of the employees disagree with some of the organization's overarching goals and that 35 percent of the employees would leave the organization if they get a better job opportunity. In the given scenario, the results of the survey demonstrate: a. low organizational commitment. b. low churn. c. high involuntary turnover. d. high organizational citizenship behavior.

a. low organizational commitment.

The Fair Labor Standards Act (FLSA) provisions focus on ________. a. minimum wage b. Social Security benefits c. employee pension plans d. occupational safety

a. minimum wage The primary federal law affecting compensation is the FLSA, which was passed in 1938. It focuses on the following major areas: minimum wage, overtime pay, and limits on the use of child labor. The options Social Security benefits, employee pension plans, and occupational safety are incorrect because the Fair Labor Standards Act does not establish standards for Social Security benefits, employee pension, and occupational safety. Social Security benefits are covered under the Social Security Act, employee pension is covered under the Employee Retirement Income Security Act of 1974, and occupational safety is covered under the Occupational Safety and Hazard Act.

Fiona, an employee at a company, always helps her colleagues with their work. If she finishes her work before schedule, she helps her colleagues with their tasks to ensure that the company's projects get completed on time. This scenario exemplifies _____. a. organizational citizenship behavior b. functional employee turnover c. job embeddedness d. job enrichment

a. organizational citizenship behavior

Marcus is the owner of four Pizza Pizzazz restaurants in Santa Fe. Although the employee selection and training aspects of his business are carried out within the company, the payroll function is carried out by a local company. In this scenario, Marcus is _____ the payroll function of his business. a. outsourcing b. offshoring c. backsourcing d. nearshoring

a. outsourcing

Nathaniel's team members are habitually late to work and take long breaks than they are allowed under the company policy. Nathaniel decides to put a stop to this behavior and initiates the _____ by verbally reprimanding all the employees who arrived late to work or took long breaks. a. progressive discipline approach b. human resources approach c. self-discipline approach d. positive discipline approach

a. progressive discipline approach

Vineeta works for a reputable company headquartered in San Francisco. There is mutual understanding between the company's management and Vineeta about her functions in the company and her compensation. Vineeta clearly understands her roles and responsibilities in the company and the expectations of her superiors. She is also aware of the rewards she will receive from the company in return for her services. The given scenario most likely illustrates the concept of _____. a. psychological contract b. job enrichment c. organizational citizenship behavior d. continuance commitment

a. psychological contract

Mohit, an assembly line worker, had applied for a position in the production department of a food manufacturing company. During the selection process, he was asked to pick up marbles using forceps and place them perfectly on little grooves. This test enabled the examiners to test Mohit's hand-eye coordination and arm-hand steadiness. In this scenario, Mohit most likely took a _____. a. psychomotor test b. personality test c. situational judgment test d. cognitive ability test

a. psychomotor test

A(n) ____________ is an agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits, such as additional severance pay or other consideration. a. separation agreement b. nondisclosure agreement c. arbitration agreement d. noncompete agreement

a. separation agreement A separation agreement is an agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits, such as additional severance pay or other consideration. The option "nondisclosure agreement" is incorrect because a nondisclosure agreement prohibits employees from revealing confidential information of a company to anyone else. The option "arbitration agreement" is incorrect because arbitration agreements require the parties to resolve their disputes through the process of arbitration. The option "noncompete agreement" is incorrect because a noncompete agreement prohibits a departing employee from working for a rival firm.

Common problems associated with __________ include negative employee reactions such as feelings of threat and perceptions of unfairness. a. the appraisal process b. the job characteristics model c. self-appraisal d. job enrichment

a. the appraisal process Although performance appraisal is a potentially valuable opportunity for managers to provide employees with constructive feedback, it is also a time during which employees can feel threatened, anxious, and resentful, particularly if they are receiving a lot of negative feedback that they believe is not justified. Self-appraisal is incorrect because it does not lead to negative reactions. Job enrichment leads to a positive reaction among employees. The job characteristics model is related to job design and often leads to a positive reaction among employees.

A report by Catalyst in April 2015 found that while many women occupy middle-management positions, only 23 Fortune 500 companies have female CEOs. Catalyst's research findings are most likely consistent with the notion of _____________. a. the glass ceiling b. hostile environment harassment c. reverse mentoring d. quid pro quo harassment

a. the glass ceiling Catalyst's research findings are most likely consistent with the notion of the glass ceiling. The glass ceiling refers to the situation in which women fail to progress into top and senior management positions. Hostile environment harassment occurs when employees pass lewd comments about their colleagues in the workplace. Reverse mentoring occurs when junior employees are paired with more senior workers to address gaps in technology and other skills. Quid pro quo harassment occurs when a manager promises to promote an employee in exchange for sexual favors.

An HR department that files employee medical records with other personnel records is violating the recordkeeping provisions of the ____________. a. Fair Labor Standards Act b. Americans with Disabilities Act c. Affordable Health Care Act d. Lilly Ledbetter Act

b. Americans with Disabilities Act A provision in the Americans with Disabilities Act requires employers to keep all medical-related information separate from other confidential personnel records. The Health Insurance Portability and Accountability Act (HIPAA) also includes regulations related to privacy of medical information. The option "Fair Labor Standards Act" is incorrect because the Fair Labor Standards Act establishes minimum pay standards. The option "Affordable Health Care Act" is incorrect because the Affordable Health Care Act deals with employee medical coverage. The option "Lilly Ledbetter Act" is incorrect because the Lilly Ledbetter Act deals with pay equity.

Rodrick, an HR professional, works at Alicia Soft, a software development company. His company is planning to acquire a mobile app development company. Rodrick has been given information about three mobile app companies and needs to prepare a feasibility report to ascertain the most profitable of the three. Which of the following HR competencies should Rodrick have to be able to judge the information and provide his recommendations to the management? a. Ethical practice and consultation b. Critical evaluation and consultation c. Leadership and navigation and relationship management d. Global and cultural effectiveness and relationship management

b. Critical evaluation and consultation

Which of the following is true of an I-9 audit? a. It reviews specific HR subareas such as compensation or training. b. It reviews compliance with immigration regulations. c. It reviews compliance with employee health and safety laws. d. It reviews benefits administration and reporting.

b. It reviews compliance with immigration regulations.

Which of the following is true of the Wagner Act? a. It gives union members the right to hold elections to deauthorize or decertify the union. b. It states that employees have the right to engage in protected concerted activities. c. It allows employers to ask their employees to sign yellow dog contracts. d. It allows states to pass laws that restrict compulsory union membership.

b. It states that employees have the right to engage in protected concerted activities.

Which of the following tasks is most likely to be considered a marginal job function as opposed to an essential job function of a front-desk receptionist at a law firm? a. Written communication and note-taking b. Lifting and moving heavy boxes mailed or delivered to the office c. Oral communication (phone and in person) with clients and employees d. Providing customer service in a professional and prompt manner

b. Lifting and moving heavy boxes mailed or delivered to the office

A national retailer is reevaluating its existing recruiting strategies. In the past, the organization relied primarily on internal recruiting. If the organization decides to hire employees using external recruiting, which of the following would be the most likely advantage to the organization? a. The process may increase organization fit. b. New hires may bring new industry insights and expertise. c. The recruiting process would likely be faster and less expensive. d. New hires would require shorter adjustment periods and orientation efforts.

b. New hires may bring new industry insights and expertise.

_________ is a key part of performance management because it helps employees improve their job performance. a. Job enlargement b. Performance appraisal c. Organizational citizenship behavior d. Performance ethnography

b. Performance appraisal Performance appraisal is the process of determining how well employees do their jobs relative to a standard and communicating that information to them. This tool is a key part of performance management because it helps employees improve their job performance.

Which of the following statements is true of laid-off employees? a. They are required to forfeit their group medical coverage soon after they leave the job. b. They are legally not entitled to severance benefits. c. They can refuse the layoff and continue employment if they have a prior record of high performance. d. They are not allowed to use the outplacement services provided by their companies.

b. They are legally not entitled to severance benefits.

Imagine a firm that offers flextime, pays good salaries, has an open-door policy, and offers free lunch and snacks to its employees. The jobs in the firm, however, are monotonous, and there is little scope for advancement. Based on Frederick Herzberg's two-factor theory, which of the following statements is most likely to be accurate of the firm's employees? a. They will be highly motivated. b. They will not exert effort to improve their performance. c. They will be unhappy because the firm does not address hygiene factors. d. They will express high job dissatisfaction as hygiene factors are not met.

b. They will not exert effort to improve their performance.

Which of the following is a difference between structured interviews and unstructured interviews? a. Unlike structured interviews, unstructured interviews involve trained interviewers. b. Unlike structured interviews, unstructured interviews have no established scoring key. c. Unlike structured interviews, unstructured interviews involve asking the same questions for all candidates. d. Unlike structured interviews, unstructured interviews have acceptable reliability and validity.

b. Unlike structured interviews, unstructured interviews have no established scoring key.

Eleana is recruiting candidates to fill vacancies for machine operators in her organization. After the interviews, she offered positions to four candidates. However, only two of them were finally hired. The _____ in the given scenario is 50 percent. a. success base rate b. acceptance rate c. yield ratio d. churn ratio

b. acceptance rate

The employees of Blinnk Telecom, a multinational telecommunications company, participate in a program for three days in which they perform many activities involving test instruments and exercises designed to diagnose individuals' development needs. During the process, the employees also engage in activities that include role-plays, group discussions, computer-based simulations, and tests and exercises representing situations that require the use of individual skills and behaviors. The given scenario best describes the concept of _____. a. reverse mentoring b. assessment centers c. dual-career ladders d. succession planning

b. assessment centers

Malcolm Knowles's classic work on adult learning suggests five principles for designing training for adults. One of the principles is that adults ______________. a. are classified as Theory X workers and should be managed using an autocratic leadership style b. bring work-related experiences into the learning process c. are motivated primarily by extrinsic factors and need to be directed by trainers d. need to be monitored and controlled

b. bring work-related experiences into the learning process Malcolm Knowles's classic work on adult learning suggests five principles for designing training for adults. According to that work and subsequent work by others, adults bring work-related experiences into the learning process. The multigenerational workforce poses particular challenges in the design and delivery of training.

Anecia is a nonexempt government employee who earns ________ when she works overtime instead of the traditional overtime pay. Anecia likes the arrangement because it allows her to spend more time with her family. a. a sabbatical b. comp hours c. unpaid sick days d. leaves of absence

b. comp hours In the given scenario, Anecia earns comp hours. Public-sector nonexempt employees can earn compensatory time off in lieu of payment for extra time worked at the rate of one and a half times the number of hours over 40 that are worked in a week. The option a sabbatical is incorrect because a sabbatical refers to time off from job for rejuvenation and development. The option unpaid sick days is incorrect because unpaid sick days are not a compensation for overtime. The option leaves of absence is incorrect because leaves of absence are not a compensation for overtime.

Organizations should _______________ prior to implementing training initiatives in order to help maximize the use of resources invested in the training program. a. use job enlargement b. conduct needs assessment c. conduct simulation training d. use realistic job previewsItem 1

b. conduct needs assessment Needs assessment measures the competencies of a company, a group, or an individual as they relate to what is required. It is necessary to find out what is happening and what should be happening before deciding if training will help, and if so, what kind of training is needed. Identifying gaps in performance is key to the assessment process.

FabYarn Inc., a chain of high-end department stores, is renowned for providing exceptional customer service to shoppers. Its customer service is one of the major reasons for its long-term relationships with its customers. In this scenario, FabYarn's customer service is most likely one of its _____. a. patented intellectual capital assets b. core competencies c. human resource strategies d. trademarks

b. core competencies

Some very large companies such as McDonald's have used ___________ to develop managers and other employees by delivering courses that are designed to address company-specific knowledge and skills and that can provide a competitive edge for firms. a. on-the-job training b. corporate universities c. outdoor experiential activities d. assessment centers

b. corporate universities Large organizations may use corporate universities to develop managers and other employees. For instance, for over 50 years, McDonald's has used Hamburger University to deliver courses that prepare its managers for the challenges and opportunities associated with managing the company. Courses are designed to address company-specific knowledge and skills, and they can provide a competitive edge for the firm.

Carlie is a computer programmer who has developed carpal tunnel syndrome, which is a type of _____, because she has spent too many hours performing the repetitive action of typing. a. gastropathy b. cumulative trauma disorder c. circadian disorder d. androgen insensitivity syndrome

b. cumulative trauma disorder

An advantage of _________ is that they give employees an equity interest in their organization, which may motivate employees to be more productive and focused on organizational performance. a. commissions b. employee stock ownership plans c. golden parachutes d. piece-rate systems

b. employee stock ownership plans Employee stock ownership plans (ESOPs) give employees significant equity ownership in their organizations. Employees in an ESOP share in the growth and profitability of their firm. Employee ownership may motivate employees to be more productive and focused on organizational performance. The options commissions and employee piece-rate systems are incorrect because commissions and piece-rate systems are individual incentive plans that do not provide equity ownership. The option golden parachutes is incorrect because golden parachutes are typically a part of severance packages.

According to the Bureau of Labor Statistics, healthcare support occupations and technical occupations are projected to have the highest percentage growth in employment between 2016 and 2026. In the context of HR strategy and planning, this type of information is most likely to be helpful and relevant in _____. a. calculating the human capital return on investment b. forecasting HR supply and demand c. conducting a SWOT analysis d. revising the organizational mission statement

b. forecasting HR supply and demand

Speelgoed Inc., a toy manufacturing company, has operations in many countries in Asia and Europe. The company has adopted many of the best practices from the local work cultures of various countries and incorporated them in all their offices. In the context of international orientations, Speelgoed Inc. most likely has a(n) _____ orientation. a. polycentric b. geocentric c. ethnocentric d. regiocentric

b. geocentric

Hilda, a German national, works for a multinational enterprise that has branches in the United States, Asia, and South America. Hilda is the HR manager and works at the headquarters of the company in Germany. In the context of the types of global employees, Hilda is a _____. a. third-country national b. home-country national c. parent-country national d. host-country national

b. home-country national

Pablo, a U.S. national, is the Vice President of Sales in a multinational enterprise in the United States. He is asked to relocate to Finland on a global assignment. As the cost of living in Finland is higher than it is in the United States, the company agrees to pay him the difference in addition to his regular compensation so that he can maintain the same standard of living as he has in the United States. In the given scenario, Pablo's compensation is determined using the _____. a. host-country-based approach b. home-country-based approach c. traditional compensation approach d. global market approach

b. home-country-based approach

If Jennifer's employer offers her the grossed-up cash value of an insurance benefit that costs $300 in exchange for having the actual insurance, Jennifer should be paid _____. a. $300 b. more than $300 c. less than $300 d. nothing because employees cannot exchange indirect benefits for direct benefits

b. more than $300

In addition to direct costs associated with workplace accidents, such as workers' compensation premiums, employers experience immeasurable costs such as ___________. a. damage to work equipment b. negative publicity and damaged reputation c. fines for safety violations d. reduced work group efficiency

b. negative publicity and damaged reputation Workplace accidents are associated with direct, indirect, and immeasurable costs. Immeasurable costs include negative publicity and damaged reputation. Damage to work equipment and fines for safety violations are direct costs of workplace accidents. Reduced work group efficiency is an indirect cost of workplace accidents.

In the context of employee selection tests, faking is a potential problem associated with _____. a. dexterity and coordination tests b. personality tests c. cognitive ability tests d. physical strength and endurance tests

b. personality tests

The administrative role of HR management involves a. transferring operations to international locations on the basis of workforce needs. b. processing information and recordkeeping c. identifying and implementing needed programs and policies in the organization. d. evaluating mergers and acquisitions for organizational compatibility

b. processing information and recordkeeping

Which of the following is a challenge facing employers in all industries? a. creating a monocultural work environment b. retaining employee talent c. reducing reliance on technology d. encouraging ethnocentrism in the workplace

b. retaining employee talent

The farm system in major league baseball, in which young players are trained and groomed through play in the minor leagues and those with superior results are chosen for advancement to the major league, is a classic model of _____. a. knowledge management b. succession planning c. reverse mentoring d. encapsulated development

b. succession planning

Unite Labor Union and Three-Strikes Labor Union are the labor unions of an airline company. Unite Labor Union represents the interests of the flight crew, whereas Three-Strikes Labor Union represents the interests of the ground staff. When Three-Strikes Labor Union went on a strike to negotiate better pay, Unite Labor Union went on a strike to support Three-Strikes Labor Union, even though Unite Labor Union did not have any dispute with the company. The given scenario illustrates a(n) _____. a. jurisdictional strike b. sympathy strike c. economic strike d. wildcat strike

b. sympathy strike

During her performance appraisal, Jane received feedback from her peers, supervisors, subordinates, and customers. This type of feedback is called _____. a. 180-degree feedback b. downward feedback c. 360-degree feedback d. upward feedback

c. 360-degree feedback

In the context of union-management relations, which of the following is an example of salting? a. The representatives of a labor union refuse to discuss or negotiate their issues with the management in the absence of an impartial third party. b. The management at Lawley Consultants Inc. hires consultants who specialize in combating unionization efforts. c. A labor union in Wisconsin pays a group of nurses to apply for jobs in a hospital that does not have a nurses' union. d. The National Labor Relations Board appoints a third-party arbitrator to resolve a dispute between the union and the management in a public sector organization.

c. A labor union in Wisconsin pays a group of nurses to apply for jobs in a hospital that does not have a nurses' union.

Yvonne wants to use Hackman and Oldham's job characteristics model to redesign jobs in her department to improve employee motivation, performance, and satisfaction. Which of the following redesign actions would be the most helpful in achieving Yvonne's goals? a. Reducing task identity and significance so that employees have minimal work pressure and can work in a way that suits them b. Limiting the amount of feedback Yvonne provides to her employees about their performance so that they can learn through their own experience c. Asking employees to take personal responsibility for their work and allowing them greater freedom in how they complete certain aspects of their jobs d. Creating jobs with a very narrow focus so that employees can focus on utilizing just one or two of their skills

c. Asking employees to take personal responsibility for their work and allowing them greater freedom in how they complete certain aspects of their jobs

Which of the following employers are required to provide their employees with health care coverage under the Affordable Care Act? a. Companies with at least 20 part-time employees b. Employers who elect not to provide workers' compensation c. Companies with 50 or more full-time employees who work 30 hours a week or more d. All government and nonprofit employers with at least 10 employees

c. Companies with 50 or more full-time employees who work 30 hours a week or more

_____________ is an organizational approach to effective safety management. a. Utilizing proper guarding and alert systems b. Designing appropriate work settings and equipment c. Coordinating accident investigations d. Providing employee safety training

c. Coordinating accident investigations Coordinating accident investigations is an organizational approach to effective safety management. Utilizing proper guarding and alert systems and designing appropriate work settings and equipment are engineering approaches to effective safety management. Providing employee safety training is an individual approach to effective safety management.

Which of the following pathways is likely to help managers achieve success through managing talent? a. Establishing a strong ethnocentric culture and hiring employees who support and share similar cultural values b. Replacing workers rather than investing time and money in reducing skill gaps c. Establishing networking tools that encourage peer-to-peer learning d. Maintaining tight control over employees' career paths because most employees do not know what they want or how to get there

c. Establishing networking tools that encourage peer-to-peer learning

When Kelly McGuire, a nurse, announced that she was quitting her job at the hospital and relocating to another state, her coworkers felt somewhat relieved. Kelly was known for trying to pass off her work to other nurses and spreading rumors about employees and patients. Which type of turnover best describes Kelly's departure from the hospital? a. Controllable turnover b. Negative turnover c. Functional turnover d. Dysfunctional turnover

c. Functional turnover

Which of the following is true of the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994? a. It exempts employers from providing health insurance coverage to uniformed military personnel for the duration of military service. b. It requires employers to pay employees while they are on military leave. c. It requires employers to give uniformed military personnel up to five years of active duty service leave. d. It exempts employees from notifying their employers of military service obligations.

c. It requires employers to give uniformed military personnel up to five years of active duty service leave.

The management of Trowel Works, an agricultural equipment company, is conducting a strengths, weaknesses, opportunities, and threats (SWOT) analysis. In the given scenario, which of the following is most likely to be classified as a threat for Trowel Works? a. Lack of skilled employees in the company b. Limited budget for attracting the right talent c. Lack of suitable talent in the job market d. Limited online presence

c. Lack of suitable talent in the job market

Which of the following requirements in a job posting for a digital marketing specialist would most likely violate the Equal Employment Opportunity Commission (EEOC) guidelines? a. Must be able to communicate fluently in English and Spanish b. Must be available to work during evenings and on weekends c. Must be young and have a good knowledge of current trends among young customers d. Must have prior experience of working in digital marketing or related fields

c. Must be young and have a good knowledge of current trends among young customers

Which of the following is a drawback of the forced distribution method of performance appraisal? a. It is not useful for administrative decisions such as determining pay raises. b. It tends to offer equal compensation to all employees. c. Ongoing use of forced rankings tends to destroy employee retention and commitment. d. Ongoing use of forced rankings tends to increase leniency, central tendency, and strictness errors.

c. Ongoing use of forced rankings tends to destroy employee retention and commitment.

Which of the following scenarios is an example of involuntary absenteeism? a. Chinn going on a ten-day vacation with his wife without giving prior notice to his manager b. Holden missing one day of work to attend his friend's wedding c. Polly missing two days of work when she is admitted to a hospital after experiencing sharp abdominal pain d. Adela missing a week of work to volunteer for a project that provides vaccines to people in third-world countries

c. Polly missing two days of work when she is admitted to a hospital after experiencing sharp abdominal pain

In the context of Kirkpatrick's levels of training evaluation, which level is being assessed when trainees are asked to complete a survey that requires them to rate the style used by the training instructors and the extent to which they found the training valuable? a. Reciprocation b. Results c. Reaction d. Behaviors

c. Reaction

Which of the following is a difference between skill variety and multitasking? a. Unlike skill variety, multitasking is one of the five characteristics of job design identified by Hackman and Oldham in their job characteristics model. b. Unlike multitasking, skill variety is one of the desired outcomes identified by Hackman and Oldham in their job characteristics model. c. Skill variety is the extent to which the work requires several activities for successful completion, whereas multitasking involves doing several tasks at the same time. d. More skill variety leads to a greater knowledge of results, whereas more multitasking leads to a greater feeling of personal responsibility for the work.

c. Skill variety is the extent to which the work requires several activities for successful completion, whereas multitasking involves doing several tasks at the same time.

In the context of performance appraisals, in which of the following appraisal methods are managers most likely to make leniency and strictness errors? a. The ranking method b. The forced distribution method c. The graphic rating scale method d. The comparative evaluation method

c. The graphic rating scale method

Brian is applying for the position of a registered nurse at a hospital. Before his interview with the hiring manager and before the job is offered to him, Brian is asked to complete a medical examination to screen him for infectious diseases that might pose a transmission risk to patients. Which of the following statements is the most accurate about the hospital's selection process? a. The hospital can ask Brian to complete a medical examination only if he displays visible signs or symptoms of illness. b. The hospital's selection process is valid and legal because the medical examination is relevant to the job in question. c. The hospital cannot ask Brian to complete a medical examination until a conditional job offer has been made to him. d. The hospital's selection process is invalid because the hospital cannot ask Brian to complete a medical examination for any reason.

c. The hospital cannot ask Brian to complete a medical examination until a conditional job offer has been made to him.

An Occupational Safety and Health Administration (OSHA) inspector inspects the manufacturing unit of Telozed Inc. The inspector finds that the door handles of the toilets are faulty. Which of the following should ideally be the course of action in this situation? a. The inspector should categorize this violation as an other than serious violation. b. The inspector should categorize this violation as a de maximus violation. c. The inspector should mention the condition to the employer but need not impose a fine. d. The inspector should report the incident and impose a fine of at least $2,000.

c. The inspector should mention the condition to the employer but need not impose a fine.

Which of the following statements is true of repatriated employees? a. They enjoy a higher degree of flexibility and autonomy. b. They are likely to feel a net increase in their total income after returning from international assignments. c. They must readjust to closer reporting relationships with other corporate staff. d. They usually continue to receive special compensation packages even after their return from international assignments.

c. They must readjust to closer reporting relationships with other corporate staff.

Which of the following is a difference between special-purpose teams and self-directed work teams? a. Unlike special-purpose teams, self-directed work teams are short lived and do not need particularly to fit the underlying culture of the organization. b. Unlike self-directed work teams, special-purpose teams are formed to execute a specific task and do not require diverse perspectives. c. Unlike special-purpose teams, self-directed work teams use regular internal decision-making processes. d. Unlike self-directed work teams, special-purpose teams consist of managers from the same hierarchal level.

c. Unlike special-purpose teams, self-directed work teams use regular internal decision-making processes.

In the context of HR forecasting methods, which of the following is a difference between nominal groups and the Delphi technique? a. Unlike the Delphi technique, nominal groups can be used to forecast the effects of technology on HR management and staffing needs. b. Unlike the Delphi technique, the nominal groups method is a quantitative forecasting method. c. Unlike the Delphi technique, nominal groups require experts to meet face-to-face. d. Unlike the Delphi technique, nominal groups use productivity ratios to forecast the HR needs of a company.

c. Unlike the Delphi technique, nominal groups require experts to meet face-to-face.

To conform to the U.S. Immigration Reform and Control Act (IRCA), employers must ensure that: a. all employees have a certificate of naturalization. b. all foreign employees have an O-1A visa. c. all employees are legally eligible to work in the United States. d. all employees complete an I-9 form within the first seven days of employment.

c. all employees are legally eligible to work in the United States.

Vinod works as a waiter at a restaurant in the state of Nebraska and is compensated based on a fixed hourly wage plus any tips he receives from customers. According to the Fair Labor Standards Act (FLSA), Vinod's minimum hourly wage: a. should not be lower than the minimum wage earned by employees in any profession within that state. b. cannot be determined on the basis of federal pay laws as the minimum wage for tipped employees has not been set. c. can be less than the federal minimum wage as long as the tips he earns bring him up to the equivalent of the minimum wage. d. should be equivalent to the amount of money that someone working full-time should have to meet the basic costs of living in that state.

c. can be less than the federal minimum wage as long as the tips he earns bring him up to the equivalent of the minimum wage.

LuChen, an employee at a textile company, is asked by her supervisor to attend a training session on the latest technology in production. She attends the session and learns new and effective methods of production that would reduce wastage. However, when she returns to work, she realizes that her company neither uses the latest technology nor has the funds to adopt it. The given scenario best illustrates _____. a. disparate impact b. the glass ceiling c. encapsulated development d. job embeddedness

c. encapsulated development

Equal employment opportunity (EEO) laws strongly urge employers to provide training regarding _____. a. social media and online marketing b. teamwork c. harassment prevention and inclusion d. customer service

c. harassment prevention and inclusion

In the context of individual incentives, time and motion studies are particularly important and informative when creating effective _________. a. gainsharing plans b. profit sharing systems c. piece-rate systems d. stock option plans

c. piece-rate systems Piece-rate system wages are determined by multiplying the number of units produced (e.g., garments sewn or service calls handled) by the piece rate for one unit. Typically, a time and motion study is conducted to establish the standard work pace and to determine what level of output leads to additional pay. The option gainsharing plans is incorrect because gainsharing plans are team incentive plans. The options profit sharing systems and stock option plans are incorrect because profit sharing plans and employee stock option plans are organizational incentive plans.

Georgy, an employee at a telecommunications company, is in Pay Grade 3 and earns $14.50 an hour. The pay range for Grade 3 is $7 to $13 an hour. Georgy, therefore, is paid above the pay range set for his job. In the given scenario, Georgy is a _____. a. white-circled employee b. green-circled employee c. red-circled employee d. yellow-circled employee

c. red-circled employee

Mavericks Coffee is a small, locally owned coffee shop in Visalia, California. The owner currently employs three part-time baristas and wants to hire two more part-time workers for the summer. The owner posts an ad for two more baristas in Bowring High, a local high school. In the given scenario, all the students of Bowring High represent _____. a. independent contractors b. core employees c. the applicant population d. the peripheral labor force

c. the applicant population

One of the ways to ensure that training will be a good use of company time and resources is to establish a list of _____________; this list can be established by a gap analysis, which indicates the distance between where an organization is with its employee capabilities and where it needs to be. a. job analysis requirements b. training instructional strategies c. training objectives d. learner characteristics

c. training objectives Once training requirements have been identified using needs analyses, training objectives and priorities can be established by a "gap analysis," which indicates the distance between where an organization is with its employee capabilities and where it needs to be. The other options are incorrect because they cannot be established by performing a gap analysis.

Although employees tend not to report rude behavior and comments made by their coworkers, these forms of __________ can escalate to more severe behaviors or can be warning signs of a potentially violent individual. a. quid pro quo dealing b. affirmative action c. workplace incivility d. workplace terrorism

c. workplace incivility Workplace incivility occurs when rude behavior by ill-mannered coworkers or bosses makes the targets of incivility feel annoyed, frustrated, or offended. Some employees do not find incivility serious enough to file a formal complaint, and when they do complain, management does not always respond appropriately. These situations allow such misbehavior to spread and become a more serious cultural issue in an organization.

Sonja is the HR Manager of a large bank that wants to hire three loan officers. Sonja wants to get an estimate of the required size of the initial applicant pool. In this scenario, Sonja should calculate the _____. a. churn ratio b. success base rate c. yield ratio d. incidence rate

c. yield ratio

Which of the following companies is most likely a multinational corporation (MNC)? a. Pikma Inc., which outsources its HR operations to another company b. Regina Inc., which buys its raw materials from factories in different countries c. Atmos Autos, which buys vintage cars from all over the world and refinishes them for collectors d. Amtec Mobiles, which offshores the manufacturing of motherboards for its mobile phones

d. Amtec Mobiles, which offshores the manufacturing of motherboards for its mobile phones

Jamal, the HR Director for a growing marketing firm, announces that the firm is planning to implement the integrated talent management approach in the future. Which of the following actions should the employees expect the firm to perform in the future? a. Merging with other organizations to acquire additional talent b. Downsizing to save costs and increase efficiency c. Treating the major phases of the employment life cycle as individual units and integrating them at the time of performance appraisals d. Connecting multiple processes such as performance management, training and development, and career management

d. Connecting multiple processes such as performance management, training and development, and career management

In the context of religious diversity in the workplace, which of the following is a provision under Title VII of the Civil Rights Act? a. Employers are prohibited from providing reasonable accommodations for an employee's religious practices such as dress and appearance unless requested by the employee. b. Employers are prohibited from making accommodations such as changing an employee's job tasks or providing a lateral transfer for the employee's religious beliefs and practices. c. Employers must enforce uniform rules regarding the payment of union dues, irrespective of the religious views of employees. d. Employers must make reasonable accommodation efforts regarding an employee's religious beliefs unless they create an undue hardship for the employer.

d. Employers must make reasonable accommodation efforts regarding an employee's religious beliefs unless they create an undue hardship for the employer.

Steffie works for a small but growing company that provides interior decorating services to individuals and businesses. Currently, she is a(n) _____ because she performs all HR functions of the company. However, if the company continues to grow, the management will likely add additional HR employees, with each employee focusing on different areas within HR. a. licensed HR provider b. certified benefits professional c. HR specialist d. HR generalist

d. HR generalist

Which of the following is a myth about retention? a. Achieving a good match between people and work environments can do a great deal to improve employee retention. b. Money is not the main reason people leave an organization. c. Developing skills in employees makes them more marketable and tends to improve retention. d. If high performers want to leave, a company cannot hold them.

d. If high performers want to leave, a company cannot hold them.

Who among the following is a victim of an organizational policy regarding nepotism? a. Greg, who gets demoted following a rift with his employer b. Stan, who quits his job after finding out that his coworker, who performs similar work to his, gets paid significantly more than he does c. Tamara, whose job application gets rejected by an organization on the grounds that being a male is a bona fide occupational qualification for the job d. Jessica, who is asked to resign from her job after she marries her coworker, Ron

d. Jessica, who is asked to resign from her job after she marries her coworker, Ron

______________ is the art of creating value by using intellectual capital. a. Behavioral modeling b. Good-faith bargaining c. Microlearning d. Knowledge management

d. Knowledge management Knowledge management is the way an organization identifies and leverages knowledge to be competitive. It is the art of creating value by using intellectual capital, which is what the organization (or, more exactly, the people in the organization) knows. Knowledge management is a conscious effort to capture the explicit and tacit knowledge of the workers in the organization so that it can be shared and enhanced.

Which of the following is a potential disadvantage of using technology in recruiting? a. Lack of diversity b. Inability to find passive candidates c. High cost d. Loss of privacy

d. Loss of privacy

ManyEEs Inc. is a private consulting company that did not effectively forecast its HR staffing needs or the consumer demand for its services. On January 1, 2018, ManyEEs Inc. decided to downsize its workforce from 2,000 full-time employees to 1,500 full-time employees because of a surplus of talent. The CEO of the company informed 500 employees, most of whom had been part of the organization for over a year, that they would be laid off effective January 5, 2018. Which of the following laws did ManyEEs Inc. most likely violate? a. The Federal Unemployment Compensation Act (FUCA) b. The Social Security Act c. The National Labor Relations Act (NLRA) d. The Worker Adjustment and Retraining Notification (WARN) Act

d. The Worker Adjustment and Retraining Notification (WARN) Act

A police department requires that all applicants for a job in the department have a graduate degree and attain a minimum cutoff score on each of the four selection tests to be eligible for hiring. Which of the following approaches for combining predictors of selection criteria is the police department using? a. The quid pro quo approach b. The weighted compensatory approach c. The unweighted compensatory approach d. The multiple hurdles approach

d. The multiple hurdles approach

Which of the following is true of Executive Orders 11246, 11375, and 11478? a. They shift the burden of proof to the organization in case an unlawful discrimination suit has been filed against it. b. They enable employers to discriminate on the basis of sex if sex can be justified as a bona fide occupational qualification reasonably necessary to the normal operation of a particular business. c. They require employees to bear liability in cases of quid pro quo harassment. d. They require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals with disabilities.

d. They require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals with disabilities.

The staff and faculty members at California State University are represented by a labor union. They are required to pay a fee to the union even if they do not join the union. This type of arrangement describes a(n) _____. a. union shop b. closed shop c. maintenance-of-membership shop d. agency shop

d. agency shop

Although the employment-at-will doctrine typically allows employers to hire, fire, demote, or promote whomever they choose, employers must ensure that the language used in the policy statements in ________ does not negate this right. a. personnel records b.. separation agreements c. nondisclosure agreements d. employee handbooks

d. employee handbooks Employment at will is a common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary. Additionally, employers must exercise caution in writing policies with language that directly or indirectly negates the employment-at-will doctrine. The option "personnel records" is incorrect because personnel records do not state company policies. The option "separation agreements" is incorrect because a separation agreement is an agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits, such as additional severance pay or other consideration. The option "nondisclosure agreement" is incorrect because a nondisclosure agreement prohibits employees from revealing confidential information of a company to anyone else.

Mellow Marketing, a global American marketing firm, believes in maintaining American work culture and practices in their offices all over the world. The company has the same dress code, code of conduct, and general office policies in all its offices as in the head office in the United States. In the context of international orientations, Mellow Marketing demonstrates a(n) _____ orientation. a. regiocentric b. polycentric c. geocentric d. ethnocentric

d. ethnocentric

Melanie, a U.S. national who works for an American company, has been promoted and assigned to the company's branch in Thailand. As the cost of living is significantly lower in Thailand than in the United States, her compensation and benefits will remain at par with other executives in Thailand. In the given scenario, Melanie's compensation is determined using the _____. a. traditional compensation approach b. global market approach c. home-country-based approach d. host-country-based approach

d. host-country-based approach

Catherine wants to calculate the _____ to show the wealth created per employee. The formula for this calculation will involve subtracting the cost of capital from the net profit after taxes and then dividing this figure by the full-time head count. a. human capital return on investment b. working capital ratio c. human capital value added (HCVA) d. human economic value added (HEVA)

d. human economic value added (HEVA)

A developmental use of performance appraisals is ________. a. making job placement decisions on promotions b. determining pay adjustments c. taking disciplinary actions d. identifying employees' needs and potential

d. identifying employees' needs and potential Identifying employees' needs and potential is a developmental use of performance appraisals. Making job placement decisions on promotions, determining pay adjustments, and taking disciplinary actions are administrative uses of performance appraisals.

Even though Gloria was disappointed that she was not selected for a promotion, she experienced _____ in that she was treated with respect and kindness throughout the appraisal and promotion process. a. transformative justice b. distributive justice c. restorative justice d. interactional justice

d. interactional justice

In the United States, employee salaries are increasingly based on _________ rather than internal job evaluation methods such as the point factor method. a. the ranking method b. seniority c. the classification method d. market pricing

d. market pricing When making compensation decisions, companies are increasingly emphasizing market pricing, which uses market pay data to identify the relative value of jobs based on what other employers pay for similar jobs. The options the ranking method and the classification method are incorrect because the ranking method and the classification method are internal job evaluation methods. The option seniority is incorrect because seniority-based pay is an internal job evaluation method.

Abraham Maslow's needs theory of motivation assumes that: a. individuals are first motivated by self-actualization needs and then by other needs. b. there are only four types of human needs. c. individuals descend from higher needs to lower needs in a definite order. d. only unsatisfied needs motivate individuals.

d. only unsatisfied needs motivate individuals.

Lily is the HR manager of a cleaning services company. She is in the process of evaluating and updating pay rates for various jobs in the company. She is using a job evaluation method that involves determining job dimensions common to a group of jobs in the company and assigning values to each of them for each job. Some of the job dimensions include the level of education and experience required for the job. In the given scenario, Lily is using the _____. a. market price method b. job classification method c. ranking method d. point factor method

d. point factor method

Antony Lynch Inc. requires that all job applicants sign an agreement that they will not attempt to unionize if hired. Antony Lynch Inc. is violating the Norris-LaGuardia Act, which prohibits employers from asking employees to _____. a. agree to agency-shop union agreements b. agree to closed-shop union arrangements c. sign noncompete agreements d. sign yellow dog contracts

d. sign yellow dog contracts

_________ is a measure of the quantity and quality of work done, considering the cost of the resources used.

productivity

CHAPTER 3

Equal Employment Opportunity

Title VII of the ______________ identifies discrimination on the basis of religion as illegal. A. Equal Pay Act of 1963 B. Civil Rights Act of 1964 C. Privacy Act of 1974 D. Fair Labor Standards Act of 1938

B. Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on a person's race, color, religion, national origin, and/or sex. The option "Equal Pay Act of 1963" is incorrect because the Equal Pay Act of 1963 requires employers to pay similar wage rates for similar work without regard to gender. The option "Privacy Act of 1974" is incorrect because the Privacy Act of 1974 establishes policies on the use and dissemination of an individual's personal information. The option "Fair Labor Standards Act of 1938" is incorrect because the Fair Labor Standards Act of 1938 establishes minimum wage and overtime pay.

Employers often include a(n) _____________ disclaimer on application forms that states the right of the employer or the employee to terminate employment at any time with or without notice or cause. A. employment testing B. at-will employment C. information falsification D. copyright

B. at-will employment Application forms often include disclaimers and statements as a means of legal protection for the employer. The at-will employment disclaimer indicates the right of the employer or the employee to terminate employment at any time with or without notice or cause (where applicable by state law). The option "employment testing" is incorrect because the employment testing disclaimer notifies applicants of required drug tests, pencil-and-paper tests, physical exams, or electronic tests that will be used in the employment decision. The option "information falsification" is incorrect because the information falsification disclaimer conveys to an applicant that falsification of application information can be grounds for serious reprimand or termination. The option "copyright" is incorrect because the copyright disclaimer is not included in an application form.

To control absenteeism, some employers use a ______________ that offers employees the most flexibility and management over their own attendance and absences, which allows them to use days from their leave accounts at their discretion for illness, personal time, or vacation. A. disciplinary approach B. no-fault policy C. paid-time-off program D. combination approach

C. paid-time-off program

When Paul is assigned the task of reviewing his company's employee handbook, he should suggest that _____ be edited or removed to avoid implied contracts that might negate the company's employment-at-will rights. a. the phrases "probationary employee" and "permanent employee" b. disclaimers and limitations c. all references to employee labor unions d. the phrases "regular employee" and "continuous screening"

a. the phrases "probationary employee" and "permanent employee"