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Question
Which of the bases for dismissal is defined as an employee's inability to do the assigned work despite his or her diligence?
A) unsatisfactory performance
B) misconduct
C) lack of qualifications for job
D) changed requirements of job
Answer: C
37 Lack of qualifications, one of the bases for dismissal, is defined as ________.
A) the deliberate and willful violation of the employer's rules and may include stealing and insubordination
B) an employee's inability to do the assigned work despite his or her diligence
C) the persistent failure to perform assigned duties or to meet prescribed standards on the job
D) stealing, chronic tardiness, and flat-out disobedience
Answer: B
Answer
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Related questions
Q:
Which of the following may be included in a job specification?
A) traits
B) skills
C) required background
D) All of the above.
Q:
Which of the following types of information can be collected via a job analysis?
A) work activities
B) human behaviors
C) performance standards
D) All of the above.
Q:
What is ethics?
Answer: Ethics refers to the standards someone uses to decide what his or her conduct should be. Ethical decisions always involve morality.
[HH4] 92) Explain what it means to have authority.
Answer: Authority is the right to make decisions, to direct the work of others and to give orders.
[HH1]Could this answer choice be shortened so that it stops after "management job"?
[HH2]Changed the wording on these two choices because the original wording was somewhat confusing at first. Accept or reject.
Q:
The term ethics referes to:
Q:
Why are demographic trends important to HR managers?
Q:
Studies show that top managers still do NOT recognize the crucial role human resource managers can play in achieving strategic goals.
Q:
Today's trend is for HR managers to spend more time on administrative, transactional services.
Q:
Ethical issues such as workplace safety, security of employee records, comparable work, and employee privacy rights are all related to human resource management.
Q:
As baby boomers retire from the workforce, there will be more people entering the labor pool than leaving it.
Q:
Human resource managers do the following: recruiting, training, evaluating, rewarding, counseling, promoting, and hiring employees.
Q:
Industries in production and operation still employee the majority of the U.S. workforce.
Q:
The EEOC does not have the power to sue on behalf of complainants.
Q:
When a job involves an equivalent amount of skills, effort, and responsibility then an employer must give equal pay.
Q:
According to the Equal Pay Act, management must pay workers the same under all circumstances.
Q:
Only an aggrieved individual can file discrimination charges against another.
Q:
There is no need to develop support for an affirmative action program: They are universally liked.
Q:
The EEOC receives and investigates job discrimination complaints from aggrieved individuals.
Q:
Changing performance appraisal to include components regarding intergroup conflicts is not helpful in managing diversity.
Q:
________ aims to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age has an equal chance for a job based on his or her qualifications, and requires employers to make an extra effort to hire and promote those in a protected group.
A) Equal employment opportunity
B) Affirmative action
C) Diversity management
D) BFOQ
Q:
Firms using ________ make an extra effort to hire and promote those in protected groups.
A) ethical hiring practices
B) affirmative action
C) diversity management
D) BFOQ
Q:
The EEOC describes a ________ as an informal process in which a neutral third party assists the opposing parties to reach a voluntary, negotiated resolution of a charge of discrimination.
A) fact-finding conference
B) voluntary mediation
C) negotiation
D) mandatory arbitration
Q:
The following may be examples of discriminatory selection standards except:
A) educational requirements.
B) arrest records when security clearance is necessary.
C) height, weight, and physical characteristics.
D) None of the above; all may be discriminatory selection standards.
Q:
When harassment is of a serious nature, an employee can consider suing for ________.
A) assault and battery
B) emotional distress
C) compensatory and punitive damages
D) All of the above.
Q:
Which equal employment act allows the plaintiff to sue for compensatory damages?
A) Civil Rights Act of 1991
B) Title VI
C) Title VIII
D) American with Dysfunctions Act
Q:
Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment?
A) Meritor Savings v. Vinson
B) Burlington Industries v. Ellerth
C) Farragher v. City of Boca Raton
D) Griggs v. Duke Power
Answer: A
28) Under the Federal Agency Uniform guidelines, it may be ________ to discriminate against persons even within the 40+ age bracket.
A) unlawful
B) lawful
C) necessary
D) Both B and C.
Answer: A
Q:
The Age Discrimination in Employment Act of 1967 protects workers who are ________ and older.
A) 40
B) 50
C) 55
D) 63
Q:
When companies utilize ________, they take steps to eliminate the present effects of past discrimination.
A) affirmative action
B) executive orders
C) rehabilitation action
D) anti-discrimination guidelines
Q:
The Equal Pay Act of 1963 allows differences in pay based on which of the following factors?
A) a factor other than sex
B) a merit system
C) a seniority
D) All of the above.
Q:
Members of the EEOC are appointed by the ________.
A) Senate
B) Supreme Court
C) President of the United States
D) Vice-President of the United States
Q:
Employers may provide employees pocket dictating machines and iPads to record activities at random times of the workday.