HR Management Midterm Exam

_______________ is a type of observation method of job analysis that is based on working on taking statistical samples of job actions throughout a workday, as opposed to continuous observation of all actions. a. functional job analysis b. affirmative action plan c. condensed work week study d. work sampling

d. work sampling

True or False: An employer with an anti-harassment policy will avoid liability for sexual harassment committed by a victim's coworker.

False

True or False: Disparate treatment refers to unintentional discrimination involving employment practices that appear to be neutral but adversely affect a protected class of people.

False

True or False: Equal employment opportunity means that an employer must give preference to women and minorities in the workplace.

False; a common misconception is that equal employment opportunity means that an employer must give preference to women and minorities in the workplace. However, EEO refers to the right of all people to work and to advance on the basis of merit, ability, and potential.

True or False: An employer will not be liable for sexual harassment committed by managers or supervisors as long as it is not aware of the conduct.

False; an employer will be liable for sexual harassment committed by managers or supervisors with direct or successively higher authority over the victim, regardless of whether it was aware of the conduct.

True or False: If a supervisor sees that an employee has posted sexually explicit posters in his work area, but nobody has complained about it, no further action is required.

False; an employer's inaction means tacit approval.

True or False: Quid pro quo sexual harassment (promising more favorable working conditions in return for sex) can be committed by managers, coworkers, and even customers.

False; only supervisors or members of management with authority to affect an employee's working conditions can engage in quid pro quo harassment.

True or False: It is not unlawful harassment for a manager or supervisor to assign unfavorable work duties only to women.

False; the act of assigning unfavorable work only to members of a certain gender is a form of discriminatory treatment and may be considered a hostile act that has the effect of creating a hostile work environment for employees of that particular gender

Can you are what country an applicant is a citizen of in an interview?

No

Can you ask an applicant how they would feel working for a woman/man in an interview?

No

Can you ask an applicant what their birthday is in an interview?

No

True or False: To bring a lawsuit for sexual harassment, a victim does not need to show that he or she suffered a monetary or economic harm, such as being fired or demoted.

True

True or False: In an employment discrimination case, the EEOC will attempt to conciliate an agreement between a charging party and the employer if the EEOC's investigation finds reasonable cause that discrimination has occured.

True; A proposed conciliation agreement is sent to the respondents in cases where the EEOC finds reasonable cause that discrimination has occurred. The proposal normally includes a suggested remedy to eliminate the unlawful practices and to take appropriate corrective and affirmative action.

True or False: The most frequent accommodation issue under Title VII's religious discrimination provisions arises from the conflict between religious practices and work schedules.

True; Title VII of the Civil Rights Act of 1964, as originally enacted, prohibited discrimination based on religion but did not define the term. The most frequent accommodation issue under Title VII's religious discrimination provisions arises from the conflict between religious practices and work schedules.

True or False: Abusive behavior aimed at one sex that is not "sexual" in nature (a supervisor who is constantly rude to female employees and tells them that they are "dumb broads") can be sexual harassment.

True; abusive conduct that is directed only at employees of one gender can violet Title VII

True or False: An employer may set higher standards of conduct for its employees than the law requires.

True; not only can an employer set higher standards, it should.

True or False: The Human Resource function in an organization represents one of the organization's largest investments.

True; the HR of an organization represent one of its largest investments. In fact, government reports show that approximately 61% of national income is used to compensate employees.

True or False: The EEOC is an agency within the US Department of Labor.

True; while the EEOC is an independent agency within the federal government, the Office of Federal Contract Compliance Programs is within the US Department of Labor.

Can you ask an applicant is they are able to perform the tasks described in the job description in an interview?

Yes

Can you ask if applicant is 18 years or older in an interview?

Yes

Leon works in a company as the wholesale distributor for regular business customers. His job involves the same few tasks each time. However, his job allows him considerable freedom in organizing and pacing his work. Based on this information, it can be concluded that Leon's job is: a. Low in scope but high in depth b. high in scope but low in depth c. Low in scope and in depth d. High in scope and in depth

a. Low in scope but high in depth

This type of organization structure uses an inclusive and collaborative approach, allows maximum utilization of individual capabilities, and keep jobs dynamic and challenging. a. circular b. vertical c. flat d. tall

a. circular

Unintentional discrimination involving employment practices that appear to be neutral but adversely affect a protected class of people is called: a. disparate impact b. disparate treatment c. disparate mishap d. disparate result

a. disparate impact

In determining whether discrimination against groups protected by the law has occurred, the EEOC considers the relevant labor market to be the: a. geographical area from which the employer recruits b. nations with which the employer trades c. geographical area within 30 miles of the employer d. nation in which the employer has his or her head office

a. geographical area from which the employer recruits

A __________________ explains, in written form, what a job is called, what it requires to be done, where it is to be done, and how it is to be done. a. job description b. organizational chart c. job position d. work sampling

a. job description

Which of the following information does a job specification provide? a. knowledge, skills, abilities, and other characteristics needed to perform a job b. a supervision a jobholder will receive c. the meetings to be attended and reports to be filed by a jobholder d. the duties and responsibilities involved in a job

a. knowledge, skills, and abilities, and other characteristics needed to perform a job

Which is NOT a method of job analysis? a. recruitment b. interviews c. observations d. questionnaires

a. recruitment

Equal employment opportunity considers all of the following bases for work and advancement EXCEPT: a. social status b. ability c. merit d. potential

a. social status

In the job description organizational chart presented in class, the step following the job analysis is: a. determining the position's legal considerations b. developing the job description c. setting goals and objectives for the position d. developing the job announcement for recruitment

b. developing the job description

Which of the following would be most critical component of a job description? a. salary range b. essential functions c. agency information d. policies and procedures

b. essential functions

In considering supervisory skills, which skill is most essential to the success of all employees of an organization, regardless of the employee's level? a. technical b. human c. conceptual d. none of the above

b. human

The biggest disadvantage of a tall organizational chart for a leisure service agency is: a. bureaucracy b. micromanagement c. span of control d. chain of command

b. micromanagement

An affirmative action plan seeks to remedy: a. criminal cases that the supreme court cannot settle b. past discriminatory practices c. occupational parity within an organization d. hostility within an organization

b. past discriminatory practices Affirmative action plan is written document outlining specific goals and timetables for remedying past discriminatory actions.

Title VII does not prohibit employment discrimination on the basis of this characteristic, yet it may be covered by state and local laws. Identify the characteristic. a. religion b. sexual orientation c. gender d. national origin

b. sexual orientation Title VII does not prohibit employment discrimination against effeminate males, homosexuals, or masculine-acting females. Court have also held uniformly that adverse action against individuals who undergo or announce an intention to undergo sex-change surgery does not violate Title VII. Therefore, people who fall in those groups are protected only when a local or state statute is enacted to protect them.

Which of the following information options does a job specification provide? a. the meetings to be attended and reports to be filed by a jobholder b. the knowledge, skills, abilities, and other characteristics needed to perform a job c. the supervision a jobholder will receive d. the duties and responsibilities involved in a job

b. the knowledge, skills, abilities, and other characteristics needed to perform a job

The first challenge of human resource planning (HRP) is to: a. help other departments devise their strategic objectives b. translate an organization's plans and objectives into a timed schedule of employee requirements c. devise plans for securing the necessary employees d. ensure that all the decisions made within an organization are ethical in nature and consistent with its mission statement

b. translate an organization's plans and objectives into timed schedule of employee requirements

Which type of employer is exempt from the Civil Rights Act of 1964? a. Labor unions with more than 25 members b. Educational institutions (public and private) c. Employers with fewer than 15 employees d. State and local governments

c. Employers with fewer than 15 employees Organizations covered by the provisions of the Title VII of the CRA include: -all private employers of 15 or more people who are employed 20 or more weeks per year -all public and private educational institutions -state and local governments -public and private employment agencies -labor unions that maintain and operate a hiring hall or hiring office or have 15 or more members -joint labor-management committees for apprenticeships and training

Occupational parity exists when the proportion of minorities and women employed in various occupations with an organization: a. equals their proportion in the national population's ten year census b. exceeds expectations based on demographic trends c. equals their proportion in the organization's relevant labor market d. increases by twenty percent each year

c. equals their proportion in the organization's relevant labor market

Americans with Disabilities Amendment Act of 2008: a. permits persons with disabilities to have a jury trial and sue for punitive damages if they can prove workplace discrimination b. provides protection for employees with disabilities in regard to benefits c. expands the definition of what constitutes a disability and creates a greater responsibility for employers to provide reasonable accommodation d. requires employers to treat pregnancy just like any other medical condition with regard to benefits and leave policies

c. expands the definition of what constitutes a disability and creates a greater responsibility for employers to provide reasonable accommodation

Which is NOT a function of Human Resource Management? a. compensation and benefits b. planning, recruitment, and development c. technological services and development d. safety and health

c. technological services and development

Americans with Disabilities Act states that employers may not: a. inquire whether an individual has a disability b. limit advancement opportunity for a disabled person c. use tests or job requirements that screen out the disabled d. all of the above

d. all of the above

Sue, an entry-level supervisor at Tours and Special Events Unlimited, wants to conduct a job analysis for the seasonal/part-time positions she is responsible for supervising. She plans on collecting work samples via a questionnaire from her employees for 1 day. What problem is she likely to encounter? a. she is not involving management in the process b. she will be using only a single means for gathering data c. insufficient time will be allowed for conducting the job analyses d. all of the above

d. all of the above

You would want to do this prior to offering employment to a candidate: a. background check b. check references c. interview the applicant d. all of the above

d. all of the above

The first step in the process of organizing your workforce is to: a. determine whether the organization should recruit internally or externally b. develop a job description c. establish an itinerary for interviewing candidates d. conduct a job analysis

d. conduct a job analysis

Which type of employer is exempt from the Civil Rights Act of 1964? a. employment agencies b. state and local governments c. educational institutions d. employers with fewer than 15 employees

d. employers with fewer than 15 employees

The organization Rachelle works for permits her to start her workday early by 7 am and finish by 3 pm. This arrangement allows Rachelle to spend some quality time with her children as well as attend to other household responsibilities. Which of the following work arrangements does this scenario best illustrate? a. job rotation b. telecommuting c. compressed work week d. flextime

d. flextime

Which of the following major human resource functions would include forecasting the human resource requirements of an organization to achieve its objectives: a. compensation and benefits b. human resource training and development c. employee and labor returns d. human resource planning, recruitment, and selection e. all the answers are correct

d. human resource planning, recruitment, and selection

Which of the following is NOT considered a legal BFOQ? a. age b. gender c. religion d. sexual orientation

d. sexual orientation