Q&A Hero

Q: In order for a company to be able to use job relatedness as a defense the information needs to be both verifiable and reliable.

Q: Information collected for job analysis with the goal to develop a job description, should focus on gathering information related to the skill required to do the job at the entry level versus the skills possessed by any particular individual performing the job.

Q: A risk of diversity training programs is that they may alienate minorities.

Q: Position Analysis Questionnaire (PAQ) is considered to be trait-oriented approach.

Q: Orientation training is designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.

Q: The data and products of work analysis provide the foundation for all activities within HRM.

Q: The most accurate way to assess training effectiveness is to conduct pretests and posttests and then train all the employees.

Q: When conducting job analysis, only one source of data should be used to increase the validity of the data.

Q: The best stage to prepare for evaluating a training program is after the program has been implemented.

Q: CIT as a method used for job analysis, is a good source of data to develop performance appraisal instruments.

Q: If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

Q: The critical incident technique (CIT) is an example of a quantitative method.

Q: Along with physical elements, the training context should include emotional elements.

Q: Job specifications define the job in terms of its content and scope.

Q: Action learning uses challenging, structured outdoor activities, which include difficult sports.

Q: When does harassment become unlawful?

Q: Coordination training trains the team in understanding and practicing each others skills so that they are prepared to step in and take another members place.

Q: Define the four-fifths rule.

Q: Training programs use case studies to develop employees management skills.

Q: List any three regulatory interpretations issued by the EEOC.

Q: For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

Q: Define qualified individual with a disability.

Q: List the rules provided by the EEOC for the imposition of BFOQs.

Q: What is the purpose of the Equal Pay Act of 1963?

Q: (p. 201) Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs.

Q: A competitor of yours just lost a lawsuit involving disparate treatment in their selection practices of women, and will have to comply with a court-ordered affirmative action program. This has prompted you to review your practices, which revealed disparate impact in your hiring of women, as well as certain minorities. To avoid a lawsuit, you decide to implement a voluntary affirmative action program. Describe what constitutes a legal voluntary affirmative action program. What makes an involuntary affirmative action program legal?

Q: The training technique most widely used in the workplace is behavior modeling.

Q: Define disparate treatment and disparate (adverse) impact. How are they different? Give an example of each.

Q: Presentation methods are preferred over hands-on training methods in helping trainees to handle interpersonal issues.

Q: The organization that you work for has recently had sexual harassment litigation brought against it. In response, the CEO has asked you to develop a management strategy against sexual harassment. Discuss how you would develop such a plan.

Q: Effective training objectives include performance standards that are measurable.

Q: An individual believes that he or she has been a victim of illegal discrimination and wishes to pursue a claim through the legal system. Describe the process that he/she may go through.

Q: In the Zimpfer exercise, an ADEA case, the county, for its defense, would need to present A) The prima facie case. B) A reasonable factor other than age that was the basis of the decision. C) Proof that younger employees are preferred by customers. D Evidence that they never hire older employees because it is inconvenient E) Evidence of race norming that is supportive of the hiring decision

Q: Readiness for training is a combination of employee characteristics and positive work environment that permit training.

Q: Disparate treatment occurs when: A) When employment procedures have a disproportionately negative effect on members of a protected group. B) The selection rate for a protected group is less than four-fifths (80%) of the rate for the group with the highest selection rate. C) An employer intentionally discriminates against one or more members of a protected group. D) An employer is able to demonstrate job relatedness for an employment practice. E) When an employer claims undue hardship when considering the reasonableness of an accommodation under ADA

Q: What did the Supreme Court say about the use of tests in Griggs v. Duke Power? A) Tests are legal for selection if used for only entry-level jobs; they are not valid for internal candidates B) Tests are always illegal if they result in adverse impact, regardless of how performance is related to test results C) Personality tests cannot be used for selection if they are administered pre-offer D) Job relatedness can be an affirmative defense if the test is valid, regardless of adverse impact

Q: The task analysis phase of needs assessment includes determining employees readiness for training.

Q: As a manager gathering information necessary to determine the validity of a claim of disparate treatment alleged by a current employee, it would be important to consider: A) The plaintiffs race, gender, national origin, color and religion B) Is there evidence of intent? C) Consistency in decision making criteria, such as scores on an exam, by the company D) All of the above E) A and C only

Q: You are a manager with a U.S. company working in a division of the company that is located in Germany. You report to a Director, who is from Germany. You are due for a raise; however, your manager has indicated that you will only receive the increase in salary if you agree to start dating. Whish of the following is correct. A) As a U.S. citizen working outside the United States, you are only covered by local law, and if there is no local law, you will need to decide if you really want the raise. B) U.S. citizens working outside the United States are subject to Title VII and therefore you would be legally protected from the harassment C) With the exception of the Americans with Disabilities Act, the employees of a U.S. company working outside of the borders of the United States are subject to local law. D) You have a potential case of sexual harassment, and you will need to return to the United States to file the claim and pursue legal action. E) Multinational employers are required to engage in mediation to resolve all issues of employment discrimination.

Q: Instructional design logically should begin with needs assessment.

Q: A manager is suggesting that the company use the results of genetic testing as criteria for promotion to senior technical positions. The company will pay for the testing. Employees who do not agree to the testing will not be offered promotional opportunities. Which of the following is correct? A) This is legal because the company is paying for the costs associated with the testing, and they will apply the criteria consistently across all employees being considered B) It cannot be determined if this is legal or illegal because we do not have information that tell us if the criteria is job related or not. C) This is illegal under ADA because the testing is being imposed on current employees. If it were for outside applicants, it would be illegal D) This is legal under GINA, because employers are allowed to test current employees, however results of genetic testing cannot be used in decisions regarding applicants. E) This is illegal under GINA, which prohibits the use of genetic test results being used for firing, or promotional decisions.

Q: The last step in the instructional design process involves choosing a training method.

Q: Use the following to answer questions 45 and 46. During an exit interview, a manager discovers that the reason an employee is resigning is because of unlawful harassment from a co-worker. This is the first time the issue has been discussed; the employee did not file a complaint per the company policy before their resignation. The employee provides details of the harassment, including the names of witnesses, but requests that no action be taken. The employee just wants to move on and leave the entire situation behind. 46. If the employee departs the organization without following the organizations harassment prevention procedures, can the employee file a complaint with the EEOC? A) No, the employee must immediately follow the organizations harassment prevention procedures in order to qualify to file with the EEOC B) Yes, as long as the complaint is filed in and EEOC office within 180 days of when the harassment occurred. C) No, since the employee plans to voluntarily terminate the employment relationship, it is too late to file with the EEOC D) Yes, as long as the complaint is filed in an EEOC office within 180 days of the date employment was terminated. E. No, however the employee may decide to file with the state agency responsible for charges of discrimination, because they do no have a time constraint on harassment related charges.

Q: Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

Q: A charge of discrimination must be filed within __________ days from the date of the alleged violation, in order to protect the charging partys rights. A) 90 B) 45 C) 300 D) 180 E) 150

Q: If an individual believes that they have been a victim of illegal discrimination and wishes to pursue a claim through the legal system, the complaint must first be filed with the __________. A) EEOC B) ADA C) ADEA D) Civil Rights Act E) OFCCP

Q: __________ is 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) Retaliation B) Discrimination C) Arbitration D) Validation E) Mediation

Q: EEOC stands for __________. A) Equal Employment Opportunity Commission B) Equal Employment Opportunity Community C) Equal Employment Opportunity Channel D) Equal Employment Opportunity Committee E) Equal Employment Opportunity Contract

Q: If an action requires significant difficulty or expense when considered in relation to factors such as a businesss size, financial resources, and the nature and structure of its operation this could be considered to be a/an _________. A) Reasonable accommodation B) Prohibited inquiry C) Undue hardship D) Denial of benefits E) Reduced benefits

Q: Which of the following is not a provision of the ADA? A) Buildings financed with public funds need to be accessible to the disabled B) With accommodation, employees must be able to perform the essential functions of the job C) Employers are required to accommodate disabilities that do not cause undue hardship D) Disabled candidates need to provide written documentation of their disability E) Pre-employment medical examinations may be required before a job offer is made

Q: An organization has two final candidates for a new position. One is a 35-year-old female and the other is a 51-year-old male. The company makes a decision to hire the older candidate. Both candidates have very similar qualifications. Which of the following is true? A) The hiring manager should ensure that both candidates were presented with the same selection tests, and that scoring was done in a consistent manner B) The company may have been at risk, however, only impact theory is recognized, disparate treatment claims are not allowed under ADEA. C) The 51-year old candidate demonstrated that they have a disability and that is the reason for the preferential treatment under ADEA D) The company will have to show that the female candidate requested a higher level of compensation than the older candidate E) The 35-year-old female candidate may have a case of reverse discrimination and can file suit under the ADEA

Q: Which of the following conditions help an employer limit liability for sexual harassment? A) There was documented physical contact between the victim and the accused B) The grievance policy allows the victim to bring their complaint to someone other than their immediate supervisor C) At the time of the harassment there was no formal policy outlining the detailing the right to an environment free from harassment D) The employer took time between the filing of the complaint and the investigation in order to ensure that the victim was calm through the process E) The victim and the accused are of the same gender and did not work at the same location

Q: Define what is meant by reliability, validity, and utility in the employment selection context.

Q: In 2004, the Supreme Court ruled that race could be a factor in university admissions, but cannot be an overriding factor in admission decisions. The two cases from which the court drew these conclusions were: A) Smith v. Jackson and Watson v. Fort Worth Bank & Trust. B) Vinson v. Meritor and Harris v. Forklift. C) Harris v. Forklift and Gratz v. Bollinger. D) Gratz v. Bollinger and Grutter v. Bollinger. E) Grutter v. Bollinger and Vinson v. Meritor.

Q: The 1988 Supreme Court case of Watson v. Fort Worth Bank & Trust established that: A) employment testing must be job related. B) a hostile environment is necessary for sexual harassment to have occurred. C) psychological harm is necessary for sexual harassment to have occurred D) the disparate impact theory may be applied to subjective employment practices. E) bone fide occupational qualifications (BFOQs) are not a legal argument for discrimination.

Q: Which of the following information does NOT need to be included in a job offer? A. Employment history of the candidate B. Job responsibilities C. Work schedule D. Rate of pay E. Starting date

Q: The concept that both employees and employers can terminate an employment relationship at any time, for any reason other than those covered by law, is known as: A) employment rights. B) employer rights. C) contract at will. D) contract law. E) employment at will.

Q: Which of the following statements is true regarding job-relatedness? A) Employers have won the majority of cases dealing specifically with job relatedness after the prima facie case has been established B) In Connecticut v. Teal, the Supreme Court declared that the job relatedness argument does not have to be applied to all steps of a multiple-hurdle selection process. C) Employers are not required to use specific criteria to compare selection to actual job performance in order to measure job relatedness D) Employers need to establish the reliability of criteria required for a job; they do not need to meet the higher standard of validity in establishing job relatedness E) Employers can support job relatedness through the use of job analysis to identify specific knowledge, skills and abilities.

Q: The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is termed the _____ model. A. multiple-hurdle B. norming C. compensatory D. behavior description E. situational

Q: Which of the following cases dealt with the issue of sexual harassment? A) McDonnell Douglas v. Green B) Watson v. Fort Worth Bank & Trust C) Diaz vs. Pan American World Airways D) Harris v. Forklift E) United Steelworkers vs. Weber

Q: Which of the following best describes multiple-hurdle model of personnel selection? A. It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. B. It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. C. It is a selection process in which several members of the organization form a panel and interview each candidate. D. It is a testing program that establishes different norms for hiring members of different racial groups. E. It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

Q: Who carries the initial burden of proof when demonstrating that a prima facie case of discrimination exists? A) The court B) The defendant C) The district attorney D) The Equal Employment Opportunity Commission (EEOC) E) The plaintiff

Q: Which of the following is true about a well-planned interview? A. It should address subjective matters. B. It should specifically measure the individuals skills. C. It should focus on the job and the organization. D. It should be non-standardized and non-structured. E. It should focus on measuring the individuals abilities.

Q: To demonstrate that a prima facie case of employment discrimination exists, the plaintiff must: A) Show that there is high likelihood that a violation of EEO law has occurred. B) Demonstrate that the selection rate for a protected group is less than four-fifths (80%) of the rate for the group with the highest selection rate. C) Provide some proof of a legitimate, nondiscriminatory reason for the employment decision. D) Demonstrate that the alleged discrimination was intentional. E) Demonstrate that the test being used for selection is job related and there is no alternative method.

Q: Interviewing effectiveness may be enhanced by _____. A. emphasizing on making subjective judgments B. keeping the interviews narrow, structured, and standardized C. limiting the use of panel interviews D. focusing on questions that measure abilities and skills E. focusing on accomplishing a wide range of goals

Q: What does the term "prima facie" mean? A) A body of facts presumed to be true until proven otherwise B) An unintentional case of unfair discrimination C) The court's final ruling D) Past case law E) Past legislation

Q: Which of the following is an advantage of using interviews as part of a personnel selection process? A. They are by far the most accurate method for making selection decisions. B. They have high validity and reliability. C. They are the most inexpensive means of making selection decisions. D. They generally facilitate selection decisions that are free from bias against particular groups. E. None of these.

Q: Which the following constitutes a probable case of disparate impact? A) An organization hires 25 whites and no African-Americans from a pool of 50 white and 50 African-American applicants B) Female applicants of childbearing age are not hired for jobs requiring the use of chemicals. C) An organization hires 30 whites and 15 African Americans from a pool of 90 white and 20 African-American applicants. D) There are different criteria for promotion depending on a candidate's religion. E) An organization intentionally does not promote employees who are more than 50 years old.

Q: A(n) _____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. A. in-basket B. fitness-for-duty C. behavior description D. nondirective E. unstructured

Q: In the Goebel et al v. Frank Clothiers exercise, the company could have avoided adverse impact by interpreting the test scores according to ethnic classification of the test taker. Which of the following is correct regarding this approach? A) Although this would involve reverse discrimination, this is legally feasible B) This is known as race norming and is illegal under the CRA post 1991 C) This approach is consistent with sound HRM and High Performance Work Practices D) This method is recommended by the courts and supported by meta-analysis data E) This is race norming and is illegal under the CRA of 1991

Q: __________ is defined as employment decision making or working conditions that are advantageous (or disadvantageous) to members of one group compared to members of another group. A) Civil rights B) Implied contract C) Discrimination D) Employment at will E) Employment rights

Q: During an interview for a sales position at Cart-Logistics Inc., a candidate is asked about what he would do to regain business with a client whose consignment was damaged during a business transaction with Cart-Logistics. This is an example of a(n) _____ interview. A. behavior description B. situational C. nondirective D. exit E. in-basket

Q: Concern there may be a lawsuit filed is reason enough to use race or gender as a determinant of hiring, even if there is a detrimental impact on another group.

Q: A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask. A. situational B. nondirective C. structured D. behavior description E. work sample

Q: According to the decision in Ricci v. DeStefano, if an organization decides to not use the results of a selection test because of concerns there may be disparate impact against a protected class, then there cannot be a disparate impact case filed by another protected class.

Q: Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidates strengths, weaknesses, career goals, and work experience? A. Behavioral B. Situationa C. Nondirective D. Structured E. Computerized

Q: A company can establish a voluntary affirmative action program to hire and promote qualified minorities even if there is no history within the company of past discrimination.

Q: Which of the following is true about medical examinations of job candidates? A. Medical examinations are conducted specifically for candidates of minority groups. B. Medical examinations are conducted upon the receipt of the candidates rsum. C. Medical examinations are conducted specifically for individuals with disabilities. D. Medical examinations that measure size and strength can never be used for a job. E. Medical examinations are conducted after the candidate has been given a job offer.

Q: In Sexual Harassment cases, a company needs to ensure that they are protecting the rights of the accused in addition to those of the victim.

Q: A company can establish a BFOQ for a position and legally defend that job qualification by presenting evidence of customer preference for that quality in an employee.