Principles of Management: Chapter 13 (Wesson)
regulates labor unions' internal affairs and their officials' relationships with employers
landrum-griffin act
set up procedures for employees to vote whether to have a union
wagner act
the new argument in which an organization should be able to fire only people who are poor performers or who violate rules
just cause
where an employee would file a violation of title vii
equal employment opportunity commission
requires men and women to be paid the same amount for doing the same jobs
equal pay act
says that the minority group members should be less than a certain percentage of those impacted by adverse forces
80/20 rule
federal law that protects personal medical information and recognizes the right to relevant medical information of family caregivers and others directly involved in providing or paying for care
HIPAA
requires that employers obey the safety and health standards established by the administration
OSHA
requires that employers provide a place of employment that is free from hazards that may cause death or serious physical harm
OSHA
grace is posting job openings in the company's manufacturing division to employment websites, as part of the _ process a. recruiting b. job analysis c. replacement chart d. employee information system
a
marta is a HR manager who spends much of her time on _. she systematically analyzes the content and requirements of jobs in the organization a. job analysis b. demand forecasting c. recruiting d. selection
a
the process of determining the predictive value of information is called a. validation b. diversification c. assimilation d. integration
a
performance tests measure _
ability
when minority group members pass a selection standard at a rate less than 80% of the rate of the majority group
adverse impact
a limit of _ is that you're only getting people who are actively looking for jobs
advertising
used to gather information about work history, educational background, and other job-related demographic data
application blanks
provide information about maximum, minimum, and average wages for a particular job in a labor market
area wage surveys
used for only managerial candidates or above
assessment centers
the use of logic and job analysis to determine that selection techniques measure the exact skills needed for job performance
content validation
used to establish the job relatedness of a selection device
content validation
training and development programs should always be _
evaluated
headhunters for high-level candidates
executive search firms
t/f application bank = resume
f
t/f application banks can ask for information unrelated to the job
f
t/f benefits stimulate high performance
f
t/f internal recruiting increases turnover
f
t/f performance feedback is best given to all the employees at once
f
t/f performance tests also measure motivation
f
t/f polygraphs are popular for assessing potential employees
f
t/f ranking is the easiest for a large number of employees
f
_ represent special compensation opportunities that are usually tied to performance
incentives
sales commissions are examples of _
incentives
benefits are a form of (direct/indirect) compensation
indirect
a disadvantage of _ is that it can create a "ripple effect"
internal recruiting
considering current employees as candidates for openings
internal recruiting
promotion from within
internal recruiting
viewed as pro-employee act
landrum-griffin act
is the following phrase in an interview legal or illegal? have you ever been convicted of a crime
legal
a formal assessment of how well workers do their jobs
performance appraisal
aids in making pay raise, promotion, and training decisions
performance appraisal
provides feedback to workers to improve their performance and plan future careers
performance appraisal
validates the selection process and the effects of training
performance appraisal
most difficult part of performance appraisal
performance feedback
_ refers to compensation paid for the total contribution of an employee and not based on total hours worked
salary
you've just received an employment offer to work as a route setter with extreme routes. the _ will be $55,000 annually, regardless of the hours worked
salary
predicting demand is the (first/second/third) step in HR planning
second
a job specification is (broad/specific)
specific
hr planning is not part of the _ planning process
strategic
interview validity can be improved by using _ interviews
structured
the level of unemployment in the labor force is a factor affecting the _ decision
wage-level
a management policy decision to pay above, at, or below the going rate for labor in an industry or geographic area
wage-level decision
pro-unions act
wagner
feedback system in which managers are evaluated by everyone around them
360-degree
evaluations at the end of a semester are examples of _ scales
graphic rating
_ are good training methods for factual information
lectures
is the following phrase in an interview legal or illegal? at your last job, how many times per month were you late for work
legal
teaching an employee how to use a saw is an example of (training/development)
training
provides a richer array of performance information on which to base an appraisal
360-degree feedback
provides content validation for major parts of the managerial job
assessment centers
the set of organizational activities directed at attracting, developing, and maintaining an effective workforce
human resource management
output of job analysis
job description, job specification
the fair labor standards act a. requires the payment of overtime rates for work in excess of 40 hours per week b. requires that men and women be paid the same amount for doing the same job c. regulates how organizations manage their pension funds d. sets up a procedure for employees to vote on whether to have a union
a
title vii of the civil rights act of 1964, the pregnancy discrimination act, age discrimination in employment act, americans with disabilities act, and the civil rights act of 1991 are all parts of which type of HRM legal environment a. equal employment opportunity b. compensation and benefits c. labor relations d. health and safety
a
why is unionization desirable for employees (can choose multiple) a. Employees may desire union representation when they perceive threats such as job insecurity, potential cuts to indirect compensation, and other organization changes. b. When a company faces restructuring to lower costs, a benefit of unionization is the ease with which the wage paid per hour per position can be decreased with ease. c. The outsourcing of low paying, unskilled jobs to Third World countries has eliminated the need for unions in developed countries. d. If a company's workforce is unionized, new employees can choose whether to work at-will or to become a union member. e. Unions engage in collective bargaining to negotiate labor contracts for its members.
a, e
a popular method for selecting that is particularly good for selecting current managers for promotion
assessment centers
_ is an attempt to assess the worth of each job relative to other jobs a. job attenuation b. job evaluation c. job specialization d. job validation
b
after employees at the grocery store where jeremy works formed a union, wage increases were determined through a _ process, rather than an employee-by-employee basis a. behaviorally anchored rating b. labor relations c. 360-degree feedback d. performance appraisal
b
comparing future demand and internal supply happens after a. predicting demand b. forecasting internal/external supply c. planning for dealing with predicted shortfalls or overstaffing
b
the fair labor standards act of 1938, equal pay act of 1963, employee retirement income security act of 1974, and the family and medical leave act of 1993 are all parts of which type of HRM legal environment a. equal employment opportunity b. compensation and benefits c. labor relations d. health and safety
b
the maine media workshop is similar to _ because it offers a wide variety of developmental classes for people in different stages of their careers a. mentoring b. a corporate university c. on-the-job training
b
type of rating that ties in behavioral descriptions for each number
behaviorally-anchored rating scale
a good _ plan encourages employees to stay with the company and attracts new employees
benefits
things of value other than compensation that an organization provides to its workers
benefits
a job description is (broad/specific)
broad
suppose your plant in mexico city needs someone with security clearance at the organization immediately, but the person must be fluent in spanish. you can use the organization's _ to search for current employees who meet the criteria a. employee manual b. employee newsletter c. employee information system d. instant messaging system
c
title vii of the civil rights act of 1964 a. outlaws discrimination against people older than 40 years b. requires employers with government contracts to engage in affirmative action c. forbids discrimination in all areas of employment relationship d. limits union power and requires organizations to bargain collectively with legally formed unions
c
which of the following is true of assessment centers a. they are permanent facilities established in every firm according to the law b. they conduct drug tests and credit checks c. they are particularly good for selecting current employees for promotion d. they reveal inherent biases in the way people perceive and judge others at a first meeting
c
flexible plans that provide basic coverage and allow employees to choose additional benefits they want up to the cost limit set by the organization
cafeteria benefit
_ are low-cost sources of external recruits, but you only get to do it a few times a year
campus interviews
occurs when a rater gives all the workers the same rating in order to avoid conflict between workers
central tendency error
_ came about because of the wagner act
collective bargaining
_ contracts contain agreements about wage, hours, and working conditions and how management will treat employees
collective bargaining
the process of agreeing on a satisfactory labor contract between management and labor
collective bargaining
a reflection of an employee's value to an organization
compensation
provide a tangible measure of the value of the individual to the organization
compensation
provide means to maintain a reasonable standard of living
compensation
the financial renumeration given by the organization to its employees in exchange for their work
compensation
an example of _ is giving job applicants typing tests for administrative assistants
content validation
denise compares her management policies to that of fitness unlimited, a competitor. fitness unlimited wants to recruit the best employees available. for this reason, it is a wage leader. management made this _ to intentionally pay more than average to attract high-quality employees a. wage structure decision b. job evaluation c. wage adjustments d. wage-level decision
d
the _ was passed in 1947 to limit union power a. fair labor standards act b. civil rights act c. national labor relations act d. labor-management relations act
d
leadership training is an example of (training/development)
development
teaching managers and professionals the skills needed for both present and future jobs
development
_ training allows employers to roll out large amounts of information
electronic
a database of employees' education, skills, work experience, and career expectations, usually computerized
employee information system
computerized system that helps identify where the company is missing skills/abilities
employee information system
biggest source of external recruits
employee referrals
_ give companies temporaries that turn into full-time employees
employment agencies
discussion in a performance feedback session should focus on the _
facts
assessing trends is the (first/second/third) step in HR planning
first
_ HR demand answers the question - do you need a person to fill a position
forecasting
allowing the assessment of the employee on one dimension to spread to that employee's ratings on other dimensions
halo error
hrm is increasingly important as firms realize the value of their _ in improving productivity
human capital
_ answers the question, how can we create value associated with our people
human resource management
at times, an organization could lay off a significant portion of its workforce while also recruiting for open positions. this sometimes happens because of the need for _ to maintain an effective workforce a. procurement b. restructuring initiatives c. operations control d. human resource management
human resource management
_ can be poor predictors of job success due to biases
interviews
a systematic analysis of jobs within an organization
job analysis
david, kenny and brian are completing questionnaires to describe the tasks they do in their jobs as part of their company's _ process a. employee information system b. recruiting c. job analysis d. replacement chart
job analysis
observations, interviews, and questionnaires are all ways to get through _
job analysis
using this is because you need to know what the job is before you attract someone
job analysis
where can employers find the essential functions of a job
job analysis
a listing of the job's duties, its working conditions, and the tools, materials, and equipment used to perform the job
job description
_ are the basis for determining the worth of each job relative to other jobs in the organizational wage-structure
job evaluations
a listing of the knowledge, skills, abilities, and other credentials the incumbent jobholder will need to do a job
job specification
describes what the current person is doing, and what they're actually using for the job
job specification
the process of dealing with employees when they are represented by a union
labor relations
is the following phrase in an interview legal or illegal? how many years of experience as [job title] do you have
legal
can employees be fired as part of an organization-wide cutback, even without just cause
no
you want a performance appraisal to be (subjective/objective)
objective
richest way to approach measuring relative job performance
observation
the majority of training comes from _
on-the-job
alternative to job analysis, talking about tasks, skills, knowledge, education, compensation
onet
bias where some have a better chance to perform than others on performance appraisals
opportunity
the point of _ is to create workplace protections
osha
correlating previously collected test scores of employees with the employees' actual job performance
predictive validation
creating an intelligence test to current employees, wanting to compare high performers to high scores, is an example of _
predictive validation
specifically outlaws discrimination on the basis of pregnancy
pregnancy discrimination act
warnings, suspensions, and termination make up a _
progressive discipline plan
form of sexual harassment based on power
quid pro quo
this for that - if you do this, i will give you that
quid pro quo
compares employees to each other, and can be good if you're only using quantifiable evidence
ranking
compares employees to a fixed statement
rating
considered a successful method to ensure person-job fit
realistic job preview
the tendency of the evaluator to base judgments on the subordinate's most recent performance because it is the most easily recalled
recency error
the process of attracting qualified persons to apply for jobs that are open
recruiting
a list of managerial positions in the organization, the occupants, how long they will stay in the position, and who will replace them
replacement chart
_ are good training methods for giving people ideas on what to expect/practice
role play, case studies
(waged/salaried) employees are exempt from the fair labor standards act's minimum wage and overtime provisions
salaried
(salary/wage) are generally exempt
salary
t/f BARS take a long time to develop
t
t/f employers can use credit checks to screen prospective employees
t
t/f exemptions for the equal pay act are seniority and merit pay
t
t/f incentives are forms of direct compensation
t
t/f management is required to bargain collectively with the union
t
t/f organizations prefer employees to remain nonunion
t
t/f pay for time not worked is an example of a type of benefit
t
t/f rankings do not provide useful information for employee feedback
t
allows the US president to prevent or end a strike that endangers national security
taft-hartley act
ability, skill, aptitude, or knowledge _ are usually the best predictors of job success
tests
forecasting internal/external supply is the (first/second/third) step in HR planning
third
determining what needs exist is the first step in developing a _ plan
training
interview validity can be improved by _ interviewers
training
teaching operational or technical employees how to do the job for which they were hired
training
determining the extent to which a selection device is predictive of future job performance
validation
the potential to predict performance
validation
decision to evaluate what a job is worth
wage-structure
_ are hourly compensation paid to operating employees
wages
gave unions the right to organize, created the term "collective bargaining"
wagner act
guarantees that employees will have the same/similar job when they return
family and medical leave act
outlaws discrimination against persons older than 40 years of age
age discrimination in employment act
forbids discrimination on the basis of disabilities and requires employers to provide reasonable accommodations for disabled employees
americans with disabilities act
name the law associated with the description prohibits discrimination against people with disabilities
americans with disabilities act
form of sexual harassment, creates an environment that is so uncomfortable that employees feel like they can't work
hostile work environment
is the following phrase in an interview legal or illegal? are you married
illegal
sets a minimum wage and requires overtime pay for work in excess of 40 hours per week for non-exempt employees
fair labor standards act
the _ act banned child labor
fair labor standards act
t/f affirmative action is a quota system
f
form of retirement account
pension
forbids discrimination in the employment relationship
title vii of the civil rights act
hrm is critical to _ performance of the firm
bottom-line
t/f every organization has to use affirmative action
f
the 360-degree feedback performance appraisal system tries to improve performance ratings by forcing managers to: a. include information from a wide variety of sources in their reviews b. rate employees based on intuition c. rate employees based on their actions, not their traits d. compare employees
a
your company plans to emphasize online sales in the future. you've been tasked with HRP, especially for the role of user-experience designers the company predicts it will need. what step do you take next a. forecast external supply of UX designers b. analyze the job duties of UX designers at other orgs c. assess trends in general economic trends d. analyze current jobs in the company
a
goals that have been put in place organizationally to help individuals that have historically been underrepresented in the organization/country
affirmative action
the wagner act, taft-hartley act, and the landrum-griffin act create the _
national labor code
the federal agency empowered to enforce provisions of the NLRA
national labor relations board
name the law associated with the description makes sure work conditions do not endanger employees' health
occupational safety and health act
amended NLRA to limit the power of unions and increase management's rights during organizing campaigns
taft-hartley act
very pro-management, shifted power back to management from unions
taft-hartley act
an increasing trend is to use more _ workers without the risk that the organization may have to eliminate their jobs
temporary
name the law associated with the description prohibits discrimination based on race, religion, color, sex, or national origin
title vii of the civil rights act
says employers are not required to seek out and hire minorities but they must treat fairly all who apply
title vii of the civil rights act
says protected classes include race or color, national origin, sex, and religion
title vii of the civil rights act
(salary/wage) are generally non-exempt
wage
during the _ process at the manufacturing plant, union leaders negotiate wages, working conditions, and benefits a. performance appraisal b. grievance procedure c. diversity d. collective bargaining
d
the occupational safety and health act of 1970 and the health insurance portability and accountability act are all parts of which type of HRM legal environment a. equal employment opportunity b. compensation and benefits c. labor relations d. health and safety
d
firms are increasingly having to make accommodations for _ partners by delaying transfers, offering employment to spouses, and providing more flexible work schedules and benefits packages
dual-career
sets standards for pension plan management and provides federal insurance if pension plans go bankrupt
employee retirement income security act
t/f age is one of the things included in title vii of the civil rights act
f
during a job interview for a waitstaff position, the manager told applicants that waiters need to be on their feet all day and that customers can sometimes be mean. HR professionals often recommend that interviewers provide this type of _ to applicants a. internal recruiting b. validation c. external recruiting d. realistic job preview
d
suppose you are writing an ad seeking candidates for a position at your company. your description of the job duties will come from the _ created during the job analysis a. job specification b. replacement chart c. performance appraisal form d. job description
d
a traditional view of the workplace in which an employer can fire an employee for any or no reason
employment-at-will
federal agency charged with enforcing title vii as well as several other employment-related laws
equal employment opportunity commission
name the law associated with the description requires that men and women be paid the same for doing the same work
equal pay act
t/f employers can ask if you are authorized to work in the us based on title vii of the civil rights act
f
t/f hostile work environment can happen even if it's a one-time thing
f
t/f nobody is exempt from the fair labor standards act
f
name the law associated with the description banned child labor and created a federal minimum wage
fair labor standards act
name the law associated with the description allows employees up to 12 weeks of unpaid leave to address medical issues for themselves or immediate family members
family and medical leave act
requires employers to provide up to 12 weeks of unpaid leave for family and medical emergencies
family and medical leave act
is the following phrase in an interview legal or illegal? do you have a mental illness
illegal
is the following phrase in an interview legal or illegal? how will you care for your children while you are working
illegal
is the following phrase in an interview legal or illegal? that's an interesting name. where's your family from
illegal
intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in the organization
affirmative action
several executive orders require federal contractors to develop _ plans and take action in hiring vets and the disabled
affirmative action
at extreme routes, in what ways are employees paid for time (can choose multiple) a. tuition reimbursements b. worker's compensation c. holidays d. sick leave e. vacation
c, d, e
amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits
civil rights act of 1991
the grocery store down the street from your house is non unionized. which of the following are likely to happen if its employees start a union (can choose multiple) a. employee benefits will increase b. employee wages will increase c. the company will experience more employee turnover d. employees will have higher job satisfaction
a, b
imagine that you are a HR manager at an online retailer. what will you do in order to know whether you will be giving layoff notices to your programming staff or recruiting for additional programmers a. conduct a job analysis b. create a replacement chart c. compare the future demand for programmers at the company to the internal supply d. assess the external labor market
c
name the law associated with the description makes it easier for employees to win discrimination lawsuits
civil rights act of 1991
name the law associated with the description protects people 40-65 years old from discrimination
age discrimination in employment act
says individuals with a disability must be given reasonable accomodations to meet the essential functions of the job
americans with disabilities act
why might denise consider reducing the benefits offered to employees at extreme routes (can choose multiple) a. benefits that aren't utilized by employees are an unnecessary cost b. cutting benefits is a way companies can cut costs without reducing the number of employees c. the cost of programs like health insurance continue to increase d. obamacare eliminates the need for extreme routes to offer defined benefits plans e. employees only value direct compensation, not the indirect compensation provided in the form of benefits
a, b, c
requires employers to ask: can you perform the essential functions of the job, with or without reasonable accomodations
americans with disabilities act
the national labor relations act of 1935, labor management relations act of 1947, and the labor management reporting and disclosure act of 1959 are all parts of which type of HRM legal environment a. equal employment opportunity b. compensation and benefits c. labor relations d. health and safety
c
is the following phrase in an interview legal or illegal? have you ever held a job under a different name? if so, please provide the name under which you worked
legal
