Principles of Management Ch 13

Which of the following is a method of external recruitment? A. Divisional transfers B. Company electronic postings C. Manager recommendations D. Expatriation E. Employee referrals

E

Which of the following is an example of off-the-job training methods? A. Job rotation B. Coaching C. Temporary promotions D. Mentoring E. Management development

E

Andrew applied for a position as a truck driver at a transport company. Andrew was asked by his interviewers to drive a loaded truck for about 200 miles to assess his driving abilities. Andrew's interviewers have used _____ to assess him. A. work sampling B. biodata method C. behaviorally anchored rating scale D. critical-incident technique E. graphic rating scale

A

Richard wants to hire Mark for a position as a security guard in his company. In his interview with Mark, Richard asks Mark if he has any previous experience as a security guard. Richard is trying to assess Mark's _____. A. Person-job fit B. person-organization fit C. comparable worth D. graphic rating scale E. behaviorally anchored rating scale

A

When Anna was inducted into her new organization, she was briefed about the work processes, introduced to other employees, and informed about the organization's vision and objectives. Which of the following terms best describes this process? A. Orientation B. Socialization C. Training D. Job rotation E. Coaching

A

_____ is the process of negotiating, administering, and interpreting a labor contract in labor-management relations. A. Collective bargaining B. Acculturation C. Mediation D. Nepotism E. Affirmative action

A

During a job interview, Clive is asked about the time when he had accidently revealed a secret about his coworker and how he had managed to diffuse the tension between him and the coworker. Clive has undergone a(n) _____ interview. A. structured B. behavioral C. exit D. situational E. operational

B

Following sentence was printed in the advertisement of a job vacancy, "Only men under the age of 45 may apply for the job because it entails strenuous physical work for long hours." Which of the following does this statement exemplify? A. Affirmative action B. Bona fide occupational qualification C. Sexual discrimination D. Age discrimination E. Comparable worth

B

The marketing head of Rexcam Inc. has recently quit. Rexcam needs to hire a new marketing head, but it does not want to spend much money. Which of the following recruitment options is most suitable for Rexcam? A. External recruitment B. Internal recruitment C. Social recruitment D. Traditional recruitment E. Campus recruitment

B

_____ clarifies the right of government employees to join and be represented by labor unions. A. The Glass-Steagall Act of 1933 B. The Civil Service Reform Act of 1978 C. The Fair Labor Standards Act of 1938 D. The National Labor Relations Act of 1935 E. The Civil Rights Act of 1991

B

Which of the following is true of results-based approaches? A. They only focus on employee traits or specific behaviors. B. They are typically qualitative. C. They may ignore the impact of circumstances beyond the employee's control. D. They are subjective methods of appraisal. E. They focus on recent performances rather than past performances.

C

While interviewing candidates for a job vacancy, an interviewer asked different questions with varying degrees of difficulty to different candidates. No pre- established list of questions was used during the interview. The interview described in this case is most likely to be an example of a(n) _____ interview. A. structured B. behavioral C. unstructured D. situational E. operational

C

_____ allows people to more easily balance personal affairs and work responsibilities. A. Recency bias B. Leniency C. Flexibility D. Affirmative action E. Nepotism

C

As part of the selection process for a job, Derek was asked to work for a few hours inside a facility where the real work conditions of the job were simulated. Which of the following selection techniques is being used in this case? A. Work sampling B. Biodata method C. Behavioral interview D. Assessment center E. Situational interview

D

Family-friendly benefits include _____. A. stock options B. counseling on alcohol C. referrals for sexual abuse D. part-time employment options E. counseling for stress

D

In _____ interviews, the interviewer does not work from a formal and pre- established list of questions that is asked of all interviewees. A. structured B. high validity C. standardized D. unstructured E. closed

D

Quid pro quo sexual harassment occurs when _____. A. an employee is deliberately provoked by mocking or teasing in an aggressive manner B. an employee is playfully but not maliciously harassed C. any unwelcome form of sexual conduct creates an intimidating, hostile, or offensive working environment D. a job decision is made based on whether an employee submits to or rejects sexual advances E. an employee is threatened with physical attack

D

The _____ is a behavior-based approach that can reduce the influence of recency bias on evaluations by keeping a running log or inventory of a person's effective and ineffective job behaviors. A. 360-degree appraisal B. multiperson comparison C. graphic rating scale D. critical-incident technique E. behaviorally anchored rating scale

D

The _____ of a selection technique refers to the consistency of results provided by the selection device. A. validity B. accountability C. compatibility D. reliability E. sensitivity

D

The _____ purpose of performance assessment focuses on past performance and measures results against standards. A. interviewing B. training C. sampling D. evaluation E. selection

D

The principle of _____ gives workers legal protections against discriminatory firings and employers must have bona-fide job-related reasons for a termination. A. employment-at-will B. collective bargaining C. merit pay D. wrongful discharge E. affirmative action

D

Walter is the manager of a restaurant. He keeps a log of all the times his waiters get a good or bad review from the customers. Walter is using the _____. A. graphic rating scale B. behaviorally anchored rating scale C. work sampling technique D. critical-incident technique E. job analysis technique

D

Which of the following is involved in the HRM task of maintaining a quality workforce? A. Employee selection B. Training and development C. Performance management D. Labor-management relations E. Employee recruitment

D

Which of the following is the final step of the recruitment process? A. Personal interview B. Behavioral interview C. Preliminary contact with potential job candidates D. Initial screening to create a pool of qualified applicants E. Employment test

D

Which of the following is true of people high on conscientiousness? A. They tend to be laid back. B. They are always overachievers. C. They always feel guilty about taking breaks. D. They are self-disciplined. E. They are often procrastinators.

D

Which of the following is true of traditional recruitment? A. It focuses on communicating the positive and negative features of a job. B. The negatives of a job are always clearly revealed and not downplayed or concealed. C. It leads to higher levels of early job satisfaction and greater trust in an organization. D. Employers could suffer lost productivity and the added costs of having to recruit again. E. New employees always have less inclination to quit prematurely.

D

What is discrimination? List and explain examples of different U.S. laws against employment discrimination.

Discrimination occurs when someone is denied a job or job assignment for reasons that are not job-relevant. The legal protections are quite extensive, as the following examples show: 1. Race, Sex, or Religion—Title VII of the Civil Rights Act of 1964 banned discrimination in all aspects of employment (including hiring, promotion, compensation, and termination) based on race, color, religion, sex, or national origin. 2. Disabilities—The Americans with Disabilities Act of 1990 (ADA) outlaws discrimination against qualified individuals with disabilities—physical or mental impairments that substantially limit one or more major life activities, and requires employers to provide reasonable accommodations for disabled employees. 3. Age—The Age Discrimination in Employment Act (ADEA) of 1967 as amended in 1978 and 1986 prohibits employment discrimination against persons 40 years of age or older. Age discrimination occurs when a qualified individual is adversely affected by a job action that replaces him or her with a younger worker. The ADEA includes a broad ban against age discrimination, and specifically outlaws discrimination in hiring, promotion, compensation, or firing. It forbids statements in job notices or advertisements of age preference and limitations. It also prohibits mandatory retirement ages in most employment sectors. 4. Pregnancy—The Pregnancy Discrimination Act of 1978 protects women from discrimination because of pregnancy. This law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment. 5. Family matters—The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12- month period for specified family and medical reasons such as childbirth, adoption, or serious health conditions involving the employee or his/her family member. To be eligible, an employee must have worked for a covered employer for 12 months and at least 1,250 hours over the previous 12 months. Employers must have at least 50 employees to be covered by this act.

HRM specialists within organizations deal with _____. A. inventory management B. quality assurance C. publicity D. customer feedback E. employee relations

E

In _____, companies ask applicants to do actual job tasks while being graded by observers on their performance. A. situational interviews B. assessment centers C. cognitive interviews D. psychiatric interviews E. work sampling

E

Jim has been sent to Australia by his company to learn some processes involved in a different role than his in the company's subsidiary there. Which of the following is best described by this situation? A. Socialization B. Mentoring C. Work sampling D. Orientation E. Job rotation

E

The use of bona fide occupational qualifications based on _____ is not allowed under any circumstances. A. sex B. religion C. age D. national origin E. race

E

What is the primary difference between profit-sharing and gain-sharing plans? A. Profit-sharing plans provide one-time payments based on performance accomplishments, whereas gain-sharing plans provide weekly and/or monthly payments. B. Profit-sharing plans pay increases in proportion to performance contributions, whereas gain-sharing plans pay in proportion to seniority and experience. C. Profit-sharing plans are most common at the executive level, whereas gain-sharing plans are most common at the lower levels. D. Profit-sharing plans are monetary forms of compensation, whereas gain-sharing plans are nonmonetary. E. Profit-sharing plans distribute to employees a proportion of net profits earned by the organization, whereas gain-sharing plans allow employees to share gains realized by their efforts.

E

_____ protects employers from unfair labor practices by unions and allows workers to decertify unions. A. The Fair Labor Standards Act of 1938 B. The Age Discrimination in Employment Act of 1967 C. The Civil Rights Act of 1991 D. The Wagner Act of 1935 E. The Taft-Hartley Act of 1947

E

A job analysis lists the qualifications required of a job holder.

F

Affirmative action is the process through which labor and management representatives negotiate, administer, and interpret labor contracts.

F

Employee benefits are monetary forms of compensation like travel costs and other reimbursements.

F

Higher levels of early job satisfaction, greater trust in an organization, and less inclination to quit prematurely are among the expected benefits of traditional recruitment practices.

F

The strategic role of HRM does not extend to supporting core values and corporate culture.

F

The use of bona fide occupational qualifications based on sex, religion, age, and national origin are not allowed under any circumstances.

F

Define Human resource management (HRM). Describe its goal and major tasks.

Human resource management is a process of attracting, developing, and maintaining a talented work force. The goal of human resource management is to enhance organizational performance through the effective utilization of people. All managers, not just human resource specialists, share the responsibility to ensure that highly capable and enthusiastic people are in the right positions and working with the support they need to be successful. The three major tasks in human resource management are typically described as: 1. Attracting a quality workforce—human resource planning, employee recruitment, and employee selection. 2. Developing a quality workforce—employee orientation, training and development, and performance management. 3. Maintaining a quality workforce—career development, work-life balance, compensation and benefits, retention and turnover, and labor-management relations.

Describe the process of employee selection.

Once a manager has a pool of qualified candidates, the next step is to select whom to hire. The process of selection involves gathering and assessing information about job candidates and making a hiring decision. Interviews: Very few individuals are hired for professional positions without first sitting through one or more interviews. And, the traditional face-to-face interview with HR staff and/or hiring manager remains the most common method of assessment in the selection process. But rapidly increasing in frequency and importance are the telephone interview and the virtual or online video interview. Both are often part of an initial screening that tests applicants for basics such as technical skill set and experience, as well as communication skills, personal impression, and potential person-organizational culture fit. In unstructured interviews the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees. Behavioral interviews ask job candidates about their past behavior, focusing specifically on actions that are likely to be important in the work environment. Situational interviews ask applicants how they would react when confronted with specific work situations they would be likely to experience on the job. Employment Tests: Employment tests are often used to identify intelligence, aptitudes, personality, interests, and even ethics. Biodata methods usually take the form of multiple-choice, self- report questionnaires. They collect "hard" biographical information and also include "soft" items that inquire about more abstract things such as value judgments, aspirations, motivations, attitudes, and expectations. When used in conjunction with ability tests, this method can increase the reliability and validity of the selection process. Other types of employment testing involve actual demonstrations of job-relevant skills and personal characteristics. An assessment center evaluates a person's potential by observing his or her performance in experiential activities designed to simulate daily work. When using work sampling, companies ask applicants to do actual job tasks while being graded by observers on their performance. Generally speaking, organizations should use a combination of methods in order to increase the predictive validity of the selection process.

Describe the process of recruiting. What are the different types of recruiting? Explain the advantages and disadvantages of each

Recruitment is a set of activities designed to attract a qualified pool of job applicants to an organization. The three steps in a typical recruitment process are: 1. advertisement of a job vacancy, 2. preliminary contact with potential job candidates, and 3. initial screening to create a pool of qualified applicants. Recruitment can be external or internal. The recruiting that takes place on college campuses is one example of external recruitment, in which job candidates are sought from outside the hiring organization. Company websites and their social media sites, virtual job fairs, or specialized recruiting websites such as Monster and CareerBuilder, employment agencies and headhunters, university placement centers, personal contacts and employee referrals are all sources of external recruits. Internal recruitment, by contrast, seeks applicants from inside the organization. Most organizations have a procedure for announcing vacancies through newsletters, electronic postings, and the like. They also rely on managers to recommend candidates for advancement. Both recruitment methods have potential advantages and disadvantages. External recruitment brings outsider applicants with fresh perspectives, expertise, and work experience. But extra effort is needed to get reliable information on them. Internal recruitment is usually quicker and focuses on persons whose performance records are well known. A history of internal recruitment builds employee commitment and motivation by showing that opportunities exist to advance within the organization. It also helps to reduce turnover rates and aids in the retention of high-quality employees.

360-degree appraisals may include self-evaluations by a job holder to identify strengths, weaknesses, and development needs.

T

All trait-based performance appraisal methods tend to be very subjective and as a result, have relatively poor reliability and validity.

T

External recruitment brings outsider applicants with fresh perspectives, expertise, and work experience; but extra effort is needed to get reliable information on them.

T

If you are part of a merit pay system, your pay increases will be based on some assessment of how well you perform.

T

Person-organization fit is the extent to which an individual's values, interests, and behavior are consistent with the culture of his or her organization.

T

Quid pro quo sexual harassment occurs when job decisions are made based on whether an employee submits to or rejects sexual advances.

T

Results-based performance measures may ignore the impact of circumstances beyond an employee's control, such as economic conditions or poor performance by someone else.

T

Which of the following is an HRM job title? A. Copywriter B. Sales representative C. Corporate recruiter D. File clerk E. Marketing manager

C

Which of the following is a method of internal recruitment? A. Recruiting websites B. Virtual job fairs C. Managers' recommendations D. Employment agencies E. Headhunters

C

Biodata methods: A. collect certain personal information that has been proven to correlate with good job performance. B. examine how job candidates handle simulated work situations. C. evaluate applicants while performing actual work tasks. D. ask job candidates about their past behavior, focusing specifically on actions that are likely to be important in a work environment. E. ask job candidates how they would react when confronted with specific work situations they would be likely to experience on the job.

A

Eva, an employee at DrexCom Inc., is experiencing marital problems. She would be pleased to learn that her employer has a(n) _____ program to help her on such matters. A. employee assistance B. cafeteria benefits C. comparable worth D. collective bargaining E. affirmative action

A

In _____, pay increases are awarded to an employee in proportion to his/her performance contributions. A. merit pay systems B. seniority pay systems C. employee stock ownership plans D. profit-sharing plans E. early retirement incentive programs

A

In a face-to-face interview with a manager, a candidate is asked how he would dismiss a group of employees during a lay-off if he was the HR manager. This would be an example of a(n) _____ interview. A. situational B. cognitive C. psychiatric D. technical E. informal

A

The information in a job analysis can be used to create _____, which list the qualifications required of a job holder. A. job specifications B. job descriptions C. bona fide occupational qualifications D. equal employment opportunities E. job roles

A

_____ are intended to gather feedback from multiple sources in order to provide a comprehensive evaluation of an employee's performance. A. 360-degree appraisals B. Results-based performance appraisals C. Critical-incident techniques D. Behavior-based performance appraisals E. Trait-based performance appraisals

A

_____ is a set of activities designed to attract a qualified pool of job applicants to an organization. A. Recruitment B. Remuneration C. Probation D. Orientation E. Training

A

_____ is an approach that focuses on providing employees with more frequent and more developmental feedback in an effort to improve their job performance. A. Performance coaching B. Performance evaluation C. Job orientation D. Job evaluation E. Remuneration

A

_____ is the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments. A. Human capital B. Operating capital C. Risk capital D. Venture capital E. Financial capital

A

_____ is the orderly study of job facets to determine what is done when, where, how, why, and by whom. A. Job analysis B. Job description C. Job specification D. Job supervision E. Job detailing

A

_____ occurs when someone is denied a job or a job assignment for reasons that are not job-relevant. A. Discrimination B. Domination C. Acculturation D. Affirmative action E. Nepotism

A

_____ refers to the involuntary dismissal of an employee. A. Termination B. Retirement C. Affirmative action D. Resignation E. Collective bargaining

A

Stock options: A. do not lose value even if the stock price ends up lower. B. are nonmonetary forms of compensation. C. give an owner the right to buy shares of stock at a future date at a fixed price. D. provide one-time or lump-sum payments to employees who meet specific performance targets. E. offer workers to purchase stock in their employing companies whenever they chose to.

C

The purpose of _____ programs is to ensure that women and minorities are represented in the workforce in proportion to their labor market availability. A. realistic recruiting B. bona fide occupational qualifications C. affirmative action D. employee assistance E. discriminative action

C

A graphic rating scale _____. A. uses specific descriptions of actual behaviors to rate various levels of performance B. uses a checklist of traits or characteristics to evaluate performance C. keeps a log of someone's effective and ineffective job behaviors D. is a slow and difficult approach for performance evaluation E. is very objective and has relatively high reliability and validity

B

A job _____ details the duties and responsibilities of a job holder. A. specification B. description C. analysis D. evaluation E. supervision

B

All male mechanics at a local garage are paid $50 per day. However, Sally, the sole female employee with the same job role is paid $30. Sally demands that she be paid the same wages as her male counterparts, as she performs the same jobs. Sally's demand is based on the idea of_____. A. permatemp B. comparable worth C. base compensation D. recency bias E. critical-incident technique

B

The employment-at-will doctrine assumes that _____. A. employers must have bona-fide job-related reasons for a termination B. employers can terminate employees at any time for any reason C. workers should be provided legal protections against discriminatory firings D. workers should be provided financial incentives to retire early E. workers should be provided severance packages in the event of dismissal

B

The goal of human resource management is to _____. A. maintain the files and databases of an organization B. enhance organizational performance through the effective utilization of people C. control the promotion and advertising expenditures D. represent a business and sell its merchandise to customers in a store E. maintain and audit all the business accounts of an organization

B

The traditional_____ is the most common method of assessment in selection processes. A. assessment test B. face-to-face interview C. work sample D. telephone interview E. virtual interview

B

Title VII of the Civil Rights Act of 1964 prohibits discrimination in all aspects of employment based on _____. A. education B. national origin C. age D. pregnancy E. family matters

B

Which of the following employee benefits is mandated by law? A. Vacation B. Social Security C. Health care D. Retirement plan E. Sick leave

B

Which of the following is an advantage of external recruitment? A. It is easier to get reliable information on applicants from outside an organization. B. It brings outsider applicants with fresh perspectives, expertise, and work experience. C. It is usually quicker and focuses on persons whose performance records are well known. D. It reduces turnover rates. E. It aids in the retention of high-quality employees.

B

Which of the following is the first step of a selection process? A. Interview B. Screening applicant information C. Site visit D. Pre-employment check E. Employment testing

B

Which of the following performance appraisal methods uses specific descriptions of actual behaviors to rate various levels of performance? A. Graphic rating scale B. Behaviorally anchored rating scale C. 360-degree appraisal D. Multiperson comparison E. Critical-incident technique

B

____ fit is the extent to which an individual's knowledge, skills, experiences, and personal characteristics are consistent with the requirements of their work. A. Person-team B. Person-job C. Person-organization D. Employer-person E. Person-manager

B

_____ is a process of attracting, developing, and maintaining a talented work force. A. Customer relationship management B. Human resource management C. Database management D. Supply chain management E. Enterprise feedback management

B

_____ is the process of choosing individuals to hire from a pool of qualified job applicants. A. Orientation B. Selection C. Assignment D. Promotion E. Remuneration

B

_____ is the tendency to give employees a higher performance rating than they deserve. A. Recency bias B. Leniency C. Nepotism D. Neutrality E. Affirmative action

B

_____ overemphasizes the latest behaviors of an individual when evaluating the individual's performance. A. The critical-incident technique B. Recency bias C. A graphic rating scale D. 360-degree appraisals E. A multiperson comparison

B

_____ refers to a set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization as a whole. A. Training B. Orientation C. Recruiting D. Selection E. Development

B

Which of the following is involved in the HRM task of attracting a quality workforce? A. Performance management B. Career development C. Human resource planning D. Labor-management relations E. Compensation and benefits

C

Which of the following is involved in the HRM task of developing a quality workforce? A. Employee recruitment B. Employee selection C. Employee orientation D. Retention and turnover E. Compensation and benefits

C

Which of the following is required for performance appraisal methods to be reliable and valid? A. They should yield different results over time. B. They should yield different results for different raters. C. They should not measure factors indirectly relevant to job performance. D. They should be biased against poor performers. E. They should measure all factors directly and indirectly relevant to job performance.

C

Which of the following is the first step in a typical recruitment process? A. Preliminary contact with potential job candidates B. Face-to-face interview C. Advertisement of a job vacancy D. Initial screening to create a pool of qualified applicants E. Employment test

C

Which of the following is true of the behaviorally anchored rating scale (BARS)? A. It is less reliable and valid than the graphic rating scale. B. It is not consistent with the development purpose of the performance appraisal. C. It tends to focus on recent behaviors rather than on behavior that occurred throughout the evaluation period. D. An employee with a BARS rating of 4 most likely treats his customers rudely and with disrespect. E. It describes expected behaviors for various levels of performance achievement in a job.

C

_____ are hired as needed and are not part of an organization's permanent workforce. A. Part-time workers B. Frontline staff C. Independent contractors D. Flextime employees E. Line managers

C

_____ include nonmonetary forms of compensation that are intended to improve the work and personal lives of employees. A. Profit-sharing and gain-sharing plans B. Stock ownership and stock options C. Employee benefits packages D. Bonus pay plans E. Merit pay system

C

_____ is a form of coaching in which early-career employees are formally assigned as protégés to senior persons. A. Job rotation B. Orientation C. Mentoring D. Conditioning E. Inducting

C

_____ means that scores on a selection device have demonstrated links with future job performance. A. Compatibility B. Reliability C. Validity D. Equity E. Accountability

C

Which of the following is true of realistic job previews? A. It focuses on only communicating the most positive features of a job and Test Bank organization to all applicants. B. The negatives of a job are often downplayed or concealed. C. It creates unrealistic expectations that cause costly turnover when new hires become disillusioned and quit. D. Less inclination of employees to quit prematurely is an expected benefit of using realistic job previews. E. Lower levels of early job satisfaction and lesser trust in organizations are the expected consequences of using realistic job previews.

D

_____ holds that persons performing jobs of similar importance should be paid at comparable levels. A. Affirmative action B. Equal employment opportunity C. Merit pay D. Comparable worth E. Equality principle

D

_____ is a set of activities that helps people acquire and improve job-related skills. A. Interviewing B. Sampling C. Recruitment D. Training E. Selection

D

_____ is the degree to which an individual is achievement-oriented, careful, hard- working, organized, persevering, responsible, and thorough. A. Veracity B. Fecundity C. Righteousness D. Conscientiousness E. Precariousness

D

_____ plans provide one-time or lump-sum payments to employees who meet specific performance targets or make some other extraordinary contribution, such as an idea for a work improvement. A. Profit-sharing B. Gain sharing C. Merit pay D. Bonus pay E. Employee stock ownership

D

_____ protects employees by recognizing their right to join unions and engage in union activities. A. The Sarbanes-Oxley Act of 2002 B. The Glass-Steagall Act of 1933 C. The Civil Service Reform Act of 1978 D. The Wagner Act of 1935 E. The Taft-Hartley Act of 1947

D

In an interview, an interviewer asks a candidate, "Describe a situation in which you disagreed with your superior and how you resolved that situation." This is an example of a(n) _____ interview. A. exit B. reference C. technical D. closed E. behavioral

E

Which of the following is true of conscientiousness? A. Conscientious individuals pay less attention to the details of their jobs. B. The job performance of conscientious individuals always tends to decrease over time. C. Conscientiousness is the extent to which a person exhibits a high-Mach personality. D. Conscientiousness decreases performance in training programs. E. Conscientiousness improves the job knowledge of employees.

E

Which of the following is true of the Age Discrimination in Employment Act (ADEA)? A. It allows employees to lie about their age to their employers. B. It does not outlaw discrimination in hiring and promotion. C. It requires employers to provide specialized accommodations for aged employees. D. It allows statements in job notices or advertisements of age preference and limitations. E. It restricts mandatory retirement ages in most employment sectors.

E

____ is the process of formally assessing the work accomplishments and providing feedback to an employee. A. Promotion B. Orientation C. Work sampling D. Training E. Performance appraisal

E

_____ fit is the extent to which an individual's values, interests, and behavior are consistent with the culture of his or her organization. A. Manager-person B. Person-team C. Employer-organization D. Person-job E. Person-organization

E

_____ is a common approach of on-the-job training where people are allowed to spend time working in different jobs or departments or even geographical locations, and thus expand the range of their job capabilities. A. Coaching B. Mentoring C. Socialization D. Orientation E. Job rotation

E

_____ is a salary or hourly wage paid to an individual. A. Indemnity B. Emolument C. Reimbursement D. Reparation E. Base compensation

E

In an assessment center, applicants are evaluated while performing actual work tasks.

F

In contrast to straight bonuses, profit-sharing plans allow employees to share in cost savings or productivity gains realized by their efforts.

F

Labor unions are organizations to which employers belong and that deal with workers on the employers' behalf.

F

Mentoring is a form of off-the-job training in which early-career employees are formally assigned as protégés to senior persons.

F

Recruiting websites such as Monster and CareerBuilder are sources of internal recruits.

F

The evaluation purpose of performance appraisal focuses on future performance.

F

Lift-cam Inc. has an immediate need for accountants and does not have sufficient funds to invest in training. Hence, hiring for best existing qualifications, rather than the best person, should be preferred.

T

The critical-incident technique is a behavior-based approach that can reduce the influence of recency bias on evaluations.

T

The goal of human resource management is to support organizational performance by aligning people and their talents with organizational strategies and objectives.

T

The logic behind stock options is that the option holders will work hard so that their company performs well and they reap some of the financial benefits.

T

The potential benefits of early retirement incentive programs for employers are opportunities to lower payroll costs by reducing positions and replacing higher- wage workers with less expensive newer hires.

T

The principle of employment-at-will gives employees the right to quit their job at any time for any reason.

T

When orientation is weak or neglected, socialization largely takes place informally as newcomers learn about the organization and their jobs through casual interactions with coworkers.

T