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Management
Q:
_____ is the relatively stable set of psychological and behavioral attributes that distinguish one person from another.
a. Behavior
b. Perception
c. Attribution
d. Personality
e. Motivation
Q:
Officers in the US military have no control over employee pay. It is all based on time of service and rank. The military uses medals and ribbons to acknowledge excellence. The medals are an example of _____.
a. intangible rewards
b. job tasks
c. stressors
d. contributions
e. inducements
Q:
Identify the reason why organizations are unable to achieve a perfect person-job fit.
a. Imperfect selection processes
b. Static nature of people
c. Consistent traits among individuals
d. Static nature of organizations
e. Similarity in skills required for different jobs
Q:
Identify the inducement that an organization provides to its employees.
a. Effort
b. Ability
c. Loyalty
d. Skills
e. Pay
Q:
Katherine works as a photographer for a major news organization. She is assigned to cover stories from around the world. What organizational inducement applies to Katherine's situation?
a. Opportunities for advancement
b. Efforts to cover stories
c. Skills in photography
d. Opportunities to travel around the world
e. Loyalty to the organization
Q:
Identify the contribution made by an individual to a psychological contract.
a. Job security
b. Recognition
c. Pay
d. Effort
e. Benefit
Q:
Annika is excited about her new job. She thinks it will be exciting, fulfilling, rewarding, and allow her the standard of living she is looking for. She has made a(n) _____ with her new employer.
a. inducement
b. psychological contract
c. contribution
d. person-job fit
e. written agreement
Q:
Which of the following is an example of a direct form of discrimination?
a. An organization intentionally seeking and hiring employees from groups that are underrepresented in theorganization
b. An organization refusing to promote employees belonging to an ethnic minority into management
c. An organization hiring professionals based on their experience and skills
d. An organization using employment tests that men pass at a higher rate than women
e. An organization using realistic job previews to recruit employees
Q:
A taxi company has a policy that it will never hire women drivers. This scenario illustrates_____.
a. workforce diversity
b. source monitoring error
c. a direct form of discrimination
d. confirmatory bias
e. affirmative action
Q:
A hospital refuses to employ male nurses. This illustrates _____.
a. confirmatory bias
b. affirmative action
c. a direct form of discrimination
d. equal employment opportunity
e. employment at will
Q:
_____forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship.
a. The Citizen Rights Act of 1957
b. Title IV of the Sarbanes Oxley Act
c. Title VII of the Civil Rights Act of 1964
d. Section 1107 of the Sarbanes Oxley Act
e. Section 401 of the Public Company Accounting Reform and Investor Protection Act
Q:
_____ reflects an organization's investment in attracting, retaining, and motivating an effective workforce.
a. Financial capital
b. Human capital
c. Surplus capital
d. Enterprise capital
e. Production capital
Q:
The set of activities directed at attracting, developing, and maintaining an effective workforce is called _____.
a. operations management
b. organization development
c. relationship management
d. enterprise feedback management
e. human resource management
Q:
Match the following statements with the most accurate terms.You may use a response once, more than once, or not at all.a. Behaviorally Anchored Rating Scaleb. 360-degree feedback,c. Performance appraisalA formal assessment ofhow well employees are doing their jobs
Q:
Match the following statements with the most accurate terms.You may use a response once, more than once, or not at all.a. Behaviorally Anchored Rating Scaleb. 360-degree feedback,c. Performance appraisalA sophisticated and useful ratingmethod.
Q:
Match the following statements with the most accurate terms.You may use a response once, more than once, or not at all.a. Behaviorally Anchored Rating Scaleb. 360-degree feedback,c. Performance appraisalManagers are evaluated by everyonearound themtheir boss, their peers, and their subordinates.
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Employee Retirement Income Security Act of 1974 (ERISA) Equal Pay Act of 1963b. Fair Labor Standards Actc. Labor-Management Relations Act (Taft-Harley)d. National Labor Relations Act (Wagner)e. Equal Pay Act of 1963Regulates how organizations manage their pension funds
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Employee Retirement Income Security Act of 1974 (ERISA) Equal Pay Act of 1963b. Fair Labor Standards Actc. Labor-Management Relations Act (Taft-Harley)d. National Labor Relations Act (Wagner)e. Equal Pay Act of 1963Requires that men and women be paid the same amount for doing the same job
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Employee Retirement Income Security Act of 1974 (ERISA) Equal Pay Act of 1963b. Fair Labor Standards Actc. Labor-Management Relations Act (Taft-Harley)d. National Labor Relations Act (Wagner)e. Equal Pay Act of 1963Limits union power and specifies management rights during union-organizing campaign
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Employee Retirement Income Security Act of 1974 (ERISA) Equal Pay Act of 1963b. Fair Labor Standards Actc. Labor-Management Relations Act (Taft-Harley)d. National Labor Relations Act (Wagner)e. Equal Pay Act of 1963Establishes minimum wage
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Employee Retirement Income Security Act of 1974 (ERISA) Equal Pay Act of 1963b. Fair Labor Standards Actc. Labor-Management Relations Act (Taft-Harley)d. National Labor Relations Act (Wagner)e. Equal Pay Act of 1963Spells out procedures by which employees can establish labor unions
Q:
Describe the types of errors that can occur in performance appraisal systems.
Q:
Define recruiting. Discuss internal and external recruiting.
Q:
Discuss the contents of the Equal Employment Opportunity Title VII of the Civil Rights Act of 1964.
Q:
_____ are employees whose contributions to an organization are based on what they know.
Q:
A _____ worker is a person who works for an organization on something other than a permanent or full-time basis.
Q:
In _____, basic coverage is provided for all employees but employees are then allowed to choose which additional benefits they want.
Q:
_____ is the process of dealing with employees who are represented by a union.
Q:
School districts in Harry's city allocate as much money to teachers' indirect compensation, or _____ , as they do to teacher salaries and wages.
Q:
Deciding to pay your employees the industry average for a particular job is called the _____ decision.
Q:
When Hortensia wants to ensure that her auto dealership hires sales people from a variety of groups, she places help wanted ads in the paper with the largest circulation, and the city's Spanish-language newspaper. By doing this, Hortensia is complying with _____ requirements.
Q:
_____ is defined as determining the extent to which a selection device is really predictive of future job performance.
Q:
A(n) _____ provides the applicant with a real picture of what it would be like to perform the job that the organization is trying to fill.
Q:
The _____ is charged with enforcing Title VII as well as several other employment-related laws.
Q:
A category of temporary workers is:
a. independent contractors.
b. shareholders.
c. intrapreneurs.
d. angel investors.
e. venture capitalists.
Q:
Top managers at Phoenix Inc. are all computer engineers and are highly regarded by other companies. They are frequentlyapproached by executive search firms with information about openings at other companies. The managers areexamples of _____.
a. temporary workers
b. emergent workers
c. contingent employees
d. job-specific employees
e. knowledge workers
Q:
Executives who retire and then work as consultants are part of the _____ workforce.
a. temporary
b. emergent
c. task-oriented
d. job-specific
e. union
Q:
The means by which a labor agreement is enforced is the _____.
a. grievance procedure
b. union rights clause
c. management rights clause
d. union security clause
e. strike/lockout procedure
Q:
Which of the following is a discussion process between a union and management that focuses on agreeing to awritten contract that will cover all relevant aspects of their relationship?
a. Job evaluation
b. Collective bargaining
c. The grievance procedure
d. Certification
e. Arbitration
Q:
A person who works for an organization on something other than a permanent or fulltime basis is known as a(n)_____.
a. SCORE volunteer
b. union worker
c. contingent worker
d. knowledge worker
e. intrapreneur
Q:
_____ is the process of dealing with employees who are represented by a union.
a. Labor relations
b. Public relations
c. Human relations
d. Operational management
e. Assembly-line management
Q:
Which of the following statements is true in the context of effectively managing diverse workforces?
a. Tolerance is not required to effectively function in a diverse workforce.
b. A diverse workforce can be managed effectively by not acknowledging the differences among people.
c. Organizations can more effectively manage diversity by following practices and procedures that are based on flexibility.
d. Any effort to treat everyone the same, without regard for their fundamental human differences, will reduce problems.
e. Limiting communication among different ethnic groups is an effective way of handling conflicts in a diverse organization.
Q:
Organizations with a diverse workforce:
a. have fewer training needs.
b. find it difficult to gain competitive advantages.
c. tend to have low productivity.
d. tend to have conflicts.
e. find it difficult to understand different market segments.
Q:
Which of the following statements is true in the context of diversity in an organization?
a. Organizations with a diverse workforce are also better able to understand different market segments than are less diverse organizations.
b. Organizations with diverse workforces are generally less creative and innovative than other organizations.
c. Organizations that place emphasis on diversity tend to have fewer conflicts and communication problems than other organizations.
d. Organizations that place emphasis on diversity have fewer training requirements than organizations with non-diverse workforces.
e. Organizations with diverse workforces generally have lower levels of productivity than other organizations.
Q:
An organization with a diverse workforce:
a. is most likely to have a high turnover.
b. is most likely to have low productivity.
c. is least likely to have conflicts.
d. is least likely to require communication.
e. is most likely to have a competitive advantage.
Q:
An effective individual strategy for managing a diverse workforce is:
a. Encouraging interpersonal communication
b. Treating everyone the same without regard for their fundamental human differences
c. Creating ethnically homogenous work teams
d. Using micromanagement techniques
e. Limiting managerial communication
Q:
Which of the following is an effective individual strategy for managing diversity?
a. Using micromanagement techniques for managing minority groups
b. Limiting interpersonal communication
c. Fostering tolerance
d. Treating everyone the same without regard for their fundamental human differences
e. Forming culturally and ethnically homogenous work teams
Q:
Organizations with a diverse workforce are most likely to _____ when compared to less diverse organizations.
a. have higher levels of productivity
b. have higher levels of turnover
c. have higher levels of absenteeism
d. foster fewer conflicts
e. have a lack of understanding of different market segments
Q:
In the business world, the term _____ is generally used to refer to demographic differences among peopledifferences in gender, age, ethnicity, and so forth.
a. homogeneity
b. synergy
c. diversity
d. divestiture
e. entropy
Q:
A cafeteria benefits plan:
a. allows employees to choose from a set of optional benefits.
b. provides performance-linked incentives to employees.
c. reimburses employees for their food and transportation expenses.
d. pays extra wages to employees for work they do during their lunch hour.
e. allows employees to take a certain number of unpaid leaves.
Q:
A policy at Synergy Corp. states that the middle managers get a pay that is three times the pay of supervisors and the top managers get a pay that is six times the pay of first-line managers. The policy is regarding the _____ of Synergy.
a. wage-benefit decision
b. wage-level decision
c. individual-wage structure
d. benefit structure
e. wage structure
Q:
_____ are usually set up through a procedure called job evaluationan attempt to assess the worth of each job relative to other jobs.
a. Wage-level policies
b. Wage structures
c. Individual wage policies
d. Wage level decisions
e. Individual-benefit structures
Q:
When human resource managers determine how much each worker in a particular wage grade will be paid, they are making a(n) _____ decision.
a. wage-level
b. wage-structure
c. individual wage
d. benefit-level
e. overall-benefit
Q:
An attempt to assess the worth of each job relative to other jobs is known as _____.
a. job analysis
b. job evaluation
c. the wage-level decision
d. performance appraisal
e. benefit determination
Q:
The _____ is a management policy decision about whether a firm wants to pay above, at, or below the going rate for labor in the industry or the geographic area.
a. wage-level decision
b. benefit-level decision
c. wage-structure decision
d. individual wage decision
e. individual benefit decision
Q:
Gamma Inc. has a reputation for paying higher than the prevailing wages in its industry. This is an example of a(n)_____ decision by its management.
a. wage-level
b. wage-structure
c. individual wage
d. wage-benefit package
e. benefit-level
Q:
During a job interview, Sarah asked the HR manager if the company would provide her a family insurance or a retirement plan. She was discussing the _____ that companies generally offer.
a. benefits
b. intangible benefits
c. incentives
d. wages
e. progressions
Q:
At Omega Inc., a fixed amount of money is added to the salaries of employees if their performance exceeds a predetermined level of expectation. A smaller portion of the amount is added if the employees' performances just meet the expected level. Omega is most likely to be motivating their employees with _____.
a. incentives
b. intangible benefits
c. rankings
d. progressions
e. appraisals
Q:
_____, sometimes called indirect compensation, are things of value other than compensation that an organization provides to its workers.
a. Appraisals
b. Ratings
c. Rankings
d. Benefits
e. Scrap rates
Q:
A(n) _____ represents a special compensation opportunity that is usually tied to performance.
a. wage
b. salary
c. incentive
d. benefit
e. intangible reward
Q:
_____ is the financial remuneration given by an organization to its employees in exchange for their work.
a. Progression
b. Compensation
c. Validation
d. An intangible benefit
e. Insurance
Q:
A performance appraisal system in which managers are evaluated by everyone around themtheir boss, their peers, and their subordinates is known as _____.
a. employment at will
b. 360-degree feedback
c. source monitoring
d. job evaluation
e. job specialization
Q:
Jan works as a salesperson. She generally achieves the expected targets but has also failed several times. For the previous month, she performed better than all her team members and achieved a huge sales volume. Even though Jan has not achieved her targets on several occasions during the past one year, her supervisor ranked her as number one. This is an example of how a(n) _____ can influence a performance appraisal.
a. recency error
b. halo error
c. source monitoring error
d. severity error
e. average error
Q:
A(n) _____ occurs when a manager allows the assessment of an employee on one dimension to spread toratings of that employee on other dimensions.
a. recency error
b. average error
c. validation error
d. source monitoring error
e. halo error
Q:
The Behaviorally Anchored Rating Scale (BARS) is _____.
a. a method used for the validation of a selection device
b. an objective method of performance appraisal
c. a judgmental method of performance appraisal
d. a job training technique
e. a job analysis technique
Q:
_____ compares each employee with a fixed standard rather than comparison with other employees.
a. An objective method
b. Rating
c. Ranking
d. Job specialization
e. Job enlargement
Q:
An example of judgmental performance measure is _____.
a. ranking
b. total sales
c. scrap rate
d. dollar volume of sales
e. number of units produced
Q:
Number of claims processed, total sales, and scrap rate are all examples of _____.
a. training methods
b. predictive validation methods
c. content validation methods
d. judgmental performance appraisal criteria
e. objective performance appraisal criteria
Q:
Which of the following is an example of an objective measure of performance?
a. Dollar volume of sales
b. Interpersonal agreeability
c. Ranking
d. Ratings
e. Commitment
Q:
_____ is a formal assessment of how well employees are doing their jobs.
a. Job specialization
b. Job analysis
c. Performance appraisal
d. Employment branding
e. Validation
Q:
Which of the following is an advantage of Web-based training methods?
a. They can be easily updated and revised.
b. They facilitate interpersonal skills better than all other training methods.
c. They perfectly simulate real activities.
d. They effectively facilitate face-to-face interaction.
e. They can be easily used in place of vestibule training methods.
Q:
_____ is used when employees must learn a physical skill, and this method also enables participants to focus on safety, learning, and feedback rather than on productivity.
a. Job rotation
b. The lecture method
c. Case discussion groups
d. Vestibule training
e. Assigned reading
Q:
_____ is an effective method to use for training employees about ethical dilemmas and ethical decision making.
a. Job specialization
b. Case discussion groups
c. On-the-job training
d. The lecture method
e. Programmed instruction
Q:
Ken is a newly hired police officer. He has been asked to spend a workday with a more experienced officer to learnabout paperwork, how to handle accident scenes, how to interact with people, and other duties that he willbe expected to perform. Which of the following concepts is illustrated in the scenario?
a. Performance appraisal
b. The assessment center method
c. Training manuals
d. On-the-job training
e. The lecture method
Q:
_____is an ideal method for training employees in group decision making.
a. Vestibule training
b. Programmed learning
c. Role-playing
d. Assigned reading
e. The lecture method
Q:
Venus LLC has recently recruited a new batch of employees, and the HR manager intends to apprise company rules tothe employees. Which of the following training methods is most preferable in this scenario?
a. Electronic-media"based training
b. The lecture method
c. Role-playing
d. Case discussion groups
e. On-the-job training
Q:
Sara is an efficient supervisor at a restaurant, which is part of a large national chain. She was recently sent to a two-week educational course by her employer to help her get the skills she needs for promotion to a higher management post. The human resource management concept illustrated in the scenario is _____.
a. job specialization
b. job rotation
c. development
d. training
e. recruitment
Q:
In human resource management, _____ usually refers to teaching operational or technical employees how to dothe job for which they were hired.
a. job rotation
b. job specialization
c. development
d. training
e. deskilling
Q:
_____ refers to teaching managers and professionals the skills needed for both present and future jobs.
a. Development
b. Deskilling
c. Validation
d. Job evaluation
e. Performance appraisal
Q:
A company has all of its candidates who are qualifiable for promotion attend a five-day evaluation session during which they take a battery of tests, interviews, and perform in simulated work scenarios. The _____ method is used for the selection process in this scenario.
a. assessment center
b. structured orientation process
c. job analysis
d. job deskilling
e. attrition