MGMT chapter 11
Which of the following types of tests accurately predicts job performance in almost all kinds of jobs?
a. Cognitive ability tests
_____ is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs.
a. Disparate treatment
Which of the following statements about performance appraisals is true?
a. Performance appraisals are used for making administrative decisions.
Bona fide occupational qualifications are most likely to be included in a(n) _____.
a. job specification
If a CEO opens a nationwide sales force meeting with a crude sexually explicit joke, it would be an example of a(n) _____.
a. sexual harassment
The _____ interview uses only standardized, job-related interview questions that are prepared ahead of time so that all candidates are asked the same questions.
a. structured
Which of the following is NOT an example of a pay-variability decision used to motivate employee performance?
b. Hierarchical pay
_____ can be best defined as the process of finding, developing, and keeping the right people to form a qualified work force.
b. Human resource management
_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.
b. Training
Two of the most important results of a job analysis are _____.
b. job descriptions and job specifications
Which of the following factors is considered while conducting an objective performance measure?
c. Output of an employee
Which of the following should managers do in order to minimize the problems inherent in firing employees?
c. They should give employees a chance to change their behavior before firing them.
_____ is a legal doctrine that requires employers to have a job-related reason to terminate employees.
c. Wrongful discharge
Darlene Jespersen used to work in a sports bar. She was an outstanding employee, but she did not wear makeup because she felt it "took away her credibility" and interfered with her ability to be an effective bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when the sports bar implemented a "beverage department image transformation" program. Female employees were told they would be fired if they did not wear makeup. Since male employees did not have to wear makeup, Darlene contended it. This is an example of _____.
c. disparate treatment
A _____ is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
c. job analysis
In order to be considered _____, recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important aspects of the job, as identified by a careful job analysis.
c. job related
Under a sales _____ plan, salespeople are paid a percentage of the purchase price of items they sell.
commission
The term _____ refers to both the financial and nonfinancial rewards organizations give employees in exchange for their work.
compensation
From a legal perspective, the two kinds of sexual harassment are _____.
d. quid pro quo and hostile work environment
A violation of the _____ used by the courts and federal agencies to determine whether there is evidence of adverse impact occurs when the members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.
e. 80 percent rule
_____ is unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.
e. Adverse impact
_____ is the process of gathering information about job applicants to decide who should be offered a job.
e. Selection
Which of the following statements about federal employment laws is true?
e. The intent of these laws is to make factors such as gender, race, or age irrelevant in employment decisions.
Due to an increase in the amount of employment turnover in a company, the company decided to be very thorough with gathering accurate information about the job applicants. They decided to uncover all job-related information not provided by the applicants in order to hire only those employees who do not have an inconsistent employment history. In this context, the company has decided to perform a _____.
e. background check
The managers of a company decided to lay off about twenty percent of their employees to cope with the financial loss they incurred over the year. This is an example of a(n) _____.
e. involuntary separation