Q&A Hero

Q: Most evidence suggests that the typical unstructured interview is a _______ predictor of future performance. a. poor b. moderate c. high d. perfect

Q: The most commonly used method to select employees is: a. employment interviews b. psychological tests c. physical tests d. letters of recommendations

Q: The most effective realistic job previews (RJPs) are presented in a(n) ______ format. a. written b. oral c. multimedia d. presentation mode does not matter

Q: Realistic job previews involve telling potential applicants the ____ a job with an objective of increasing _____. a. positive aspects of / applications b. positive aspects of / referrals c. truth about / performance d. truth about / tenure

Q: A private company whose website lists job openings for thousands of organizations and resumes for thousands of applicants is called: a. an employer-based website b. a job board c. social media d. a Wiki

Q: Which of the following is NOT an advantage of employer-based websites for recruitment? a. Applicants can apply for jobs online b. Applicants can take employment tests online c. Applicants can be immediately screened d. All three are advantages

Q: Direct mail recruiting works best for positions involving: a. low skill levels b. temporary work c. specialized skills d. part-time work

Q: Bastion Manufacturing plans to start a formal employee referral program in which employees referring an applicant will get an incentive. According to research, which of the following incentives would result in the most number of employee referrals? a. A $250 savings bond b. $1,000 in cash c. A two-day vacation d. The size of incentive doesn't matter

Q: One of the concessionaires in Yellowstone National Park offers its employees a financial incentive for recommending applicants who are subsequently hired and remain on the job for a specific period of time. This BEST exemplifies: a. internal recruitment b. external recruitment c. an employee referral program d. a situation-wanted recruitment approach

Q: Compared to employment agencies, executive search firms: a. are not ethical b. charge lower fees c. charge higher fees d. are more likely to charge the applicant

Q: Employment agencies charge the company or the applicant when the applicant takes the job. The amount charged usually ranges from _______ of the applicant's first year salary. a. 5% to 20% b. 10% to 30% c. 15% to 40% d. 20% to 50%

Q: To reduce the cost of campus recruiting, many large organizations are using: a. executive search firms b. virtual job fairs c. point-of-purchase methods d. internal recruitment only

Q: Placing a help-wanted sign on a pizza box or a placemat is an example of: a. electronic media advertising b. internal recruitment c. point-of-purchase recruitment d. using social media

Q: Which recruitment method is based on the same principles used to market products to consumers? a. Newspaper advertisements b. Point-of-purchase methods c. Campus recruiters d. Employment agencies

Q: Both McDonald's and the military often use ______ to recruit new employees. a. television ads b. newspaper ads c. send-resume ads d. situation-wanted ads

Q: In recent years, a trend in help-wanted advertising is to use: a. colorful ads b. creative, high energy ads c. local, rather than national newspapers d. short ads that contain little detail

Q: Which of the following will increase an applicant's attraction to an organization? a. Provide realistic information in the ad b. Make the organization seem better than it is c. Use blind-box ads d. Use several font colors in the ad

Q: When applicants respond to a newspaper advertisement by calling, they should: a. practice their first few sentences b. be prepared for a short interview c. have a resume handy d. all three would be great advice

Q: When an organization does not want its phones tied up with applicants calling, which of the following advertisement types would it NOT use? a. Apply in person b. Send a resume c. Respond by calling d. It would use all three methods

Q: Based on your text, newspaper advertisements typically ask the applicant to respond in one of four ways. Which of the following is NOT one of the four ways? a. Contact a recruiter b. Apply in person c. Send resume directly to the organization d. Send a resume to a blind box

Q: About what percent of external hires in large organizations were recruited through print media? a. Very few (2%) b. Many (33%) c. About half (50%) d. Most (65%)

Q: If a company has a high rate of promoting from within, which of the following may result? a. High group cohesiveness b. Diverse work force full of ideas c. Stale work force devoid of many ideas d. Decrease in benefits

Q: Based on the available research, which of the following recruitment strategies may enhance employee moral and motivation? a. Job analysis b. Internal recruitment c. External recruitment d. Use of electronic media

Q: Help-wanted signs, job fairs, and direct mailings are all examples of: a. internal recruitment methods b. external recruitment methods c. methods used by employment agencies d. the least expensive recruitment methods

Q: An employee moving from Engineer I to Engineer II within a company is an example of a(n): a. external promotion b. illegal promotion process c. career progression promotion d. competitive internal promotion

Q: To help employ qualified veterans, ______ are required to post all job openings with a state employment agency. a. all employers b. federal contractors c. public employers d. all private employers

Q: An organization has difficulty getting enough qualified applicants from its existing employees to fill a vacant position. As a result, the organization seeks qualified applicants from outside the organization. This best exemplifies: a. agency recruitment b. internal recruitment c. external recruitment d. personnel selection

Q: _____ is the process of attracting people with the right qualifications to apply for the job. a. Job analysis b. Recruitment c. Interviewing d. Selection

Q: What are the five key issues in determining the legality of an affirmative action plan involving preferential hiring or promotion of minorities?

Q: What are the four common reasons for affirmative action plans?

Q: What are the three major affirmative action strategies?

Q: What are the two types of sexual harassment?

Q: What employment practices are most subject to invasion of privacy issues?

Q: What are the federally protected classes?

Q: The case law most pertinent to privacy issues and psychological testing is: a. Soroka v. Dayton Hudson b. Oncale v. Sundowner Offshore Services c. Griggs v. Duke Power d. Harris v. Forklift Systems

Q: A test asking questions about sexual orientation or belief in God might be illegal due to: a. invasion of privacy b. adverse impact c. tort law d. low reliability

Q: Allowing employees to _________ removes the right of the organization to search the lockers. a. place their own locks on lockers b. place their name on the lockers c. sign a waiver d. organizations can never search lockers

Q: When rendering decisions involving the 4th Amendment, as it applies to drug testing,courts have based their decisions on all of the following factors except: a. reasonable suspicion of drug use b. adverse impact c. safety and trust of the public d. the opportunity to retest a specimen

Q: The ______ protects against unreasonable search and seizure. a. Fourth Amendment b. Fifth Amendment c. Fourteenth Amendment d. 1964 Civil Rights Act (Title VII)

Q: Research has indicated that employees hired due to affirmative action programs are perceived by coworkers as: a. lucky b. more competent c. equally competent d. less competent

Q: AT&G does not have any female employees. Ann Smith applied for a job as a machine operator. Though she did not obtain the minimum score of 40 on the machine operator test, AT&G plans to hire her as part of their new affirmative action plan. There are 10 men who passed the test who did not get hired. Is this legal? a. No, an applicant must be qualified to be given preference based on gender or race b. No, preference is never allowed c. Yes, because AT&G has no women employees, they can do this d. Yes, because they are only changing their rules for one person, this would be a reasonable plan

Q: Which of the following populations is used to statistically determine discrimination? a. Area population b. Qualified work force c. Control group population d. National census data

Q: With a _______, the agency agrees with a judge that it has not hired or promoted enough members of a protected class and is willing to make changes. a. labor union agreement b. desire to be a good citizen c. court order d. consent decree

Q: Organizations have affirmative action plans for one of four reasons. Which of the following is NOT one of the four reasons? a. Labor union agreement b. Desire to be a good citizen c. Court order d. Consent decree

Q: Which of the affirmative action strategies would involve an employer changing the company policy or the way an organization is decorated? a. Identification of discriminatory practices b. Preferential hiring and promotion of minorities c. Recruitment of minority applicants d. Recruiting through employee referrals

Q: There are several affirmative action strategies an employer could use. If an employer advertised in magazines and newspapers with a minority readership, it would be using which of the following strategies? a. Identification of discriminatory practices b. Preferential hiring and promotion of minorities c. Recruitment of minority applicants d. Recruiting through employee referrals

Q: Jean is the 2nd highest paid employee at Reilly, Inc. She has worked there 3 years and wants to take 4 weeks of unpaid leave to have a baby. She gave the company 45 days notice but they rejected her request. Under the FMLA, the company can do this because she: a. is a key employee b. hasn't worked at the company long enough c. asked for too much leave d. did not give the required amount of notice

Q: Employees using FMLA must: a. be given paid leave b. have at least 5 years of tenure c. give 30 days notice when possible d. all three of these are true

Q: Sexual harassment results in: a. decreased productivity b. increased absenteeism c. increased turnover d. all of these are results

Q: Which of the following components of a sexual harassment policy would be illegal? a. All complaints must be investigated b. The punishment must be severe c. Complaints must be kept confidential d. All of three are legal and good policy

Q: Asking a coworker out on a date is sexual harassment if: a. he/she is not interested b. the request is made several times c. both options must occur d. either of the two options occurs

Q: In a quid pro quo case of sexual harassment, ____ sexual advance(s) must have been made. a. two b. no c. one d. at least three

Q: A supervisor offering a promotion in exchange for sex would fall under the ______ form of sexual harassment. a. BFOQ b. quid pro quo c. sine quo non d. hostile environnent

Q: Which of the following types of harassment are NOT illegal? a. Age b. Sexual c. Racial d. All three types are illegal

Q: Based on the material presented in your text, which of the following is NOT an exception to the requirement of determining that an employment practice is job related? a. National security b. Bona fide seniority system c. Veteran's preference rights d. All three of these are exceptions

Q: An employment practice resulting in adverse impact may still be legal as long as: a. the test used was job related b. there was no intent to discriminate c. neither of the two options is true d. both of the options are true

Q: If ____ White applicants and ____ Black applicants were hired, adverse impact would occur. a. 35 of 50 / 12 of 20 b. 15 of 50 / 2 of 25 c. 12 of 24 / 11 of 25 d. 12 of 20 / 35 of 50

Q: For adverse impact to have practical significance, the minority selection ratio must be less than ____ percent of the majority selection ratio. a. 50 b. 30 c. 80 d. 75

Q: Which of the following can establish practical significance for adverse impact? a. Standard deviation test b. Four-fifths rule c. McDonnell Douglas standards d. Chi-square analysis

Q: _______ means a particular employment decision results in negative consequences more often for members of one protected group than for another. a. Adverse impact b. Bad faith dealings c. Disparate treatment d. Bona fide occupational qualification

Q: The courts have clearly ruled that a customer's satisfaction and/or preference ________ used to determine if a job requirement is a BFOQ. a. should be b. must be c. cannot be d. the courts haven't ruled on this issue

Q: If a job can only be performed by a person in a particular class, the requirement is considered: a. a BFOQ b. restrictive c. discriminatory d. to be none of these three choices

Q: Nagy Industries is considering reserving the best parking spots for employees who are 7 months pregnant. Is this legal? a. No, giving preference would violate the Pregnancy Discrimination Act b. No, pregnancy can not be treated better than other short term disabilities c. Yes, pregnancy can be treated better than other short term disabilities d. Yes, the Pregnancy Discrimination Act requires companies to provide accommodations

Q: If a disability keeps a person from performing the _______ of a job, the person does not have to be hired or retained. a. marginal functions b. essential functions c. remote functions d. standard functions

Q: Though Congress did not provide a list of disabilities, it did define disability in part as "being regarded as having such an impairment." Which of the following "disabilities" would qualify under this part of the definition? a. blindness b. severe burns c. asthma d. recovering alcoholics

Q: Though Congress did not provide a list of disabilities, it did define disability in part as "having a record of such impairment." Which of the following "disabilities" would qualify under this part of the definition? a. blindness b. severe burns c. asthma d. recovering alcoholics

Q: The _______ is thought to be the most important piece of employment legislation since the 1964 Civil Rights Act. a. Sexual Preference Fairness Act b. Equal Pay Act c. Americans with Disabilities Act d. Vietnam-Era Veterans Readjustment Act

Q: Which of the following is not an important factor in filing a complaint of age discrimination? a. you are at least 40 b. a younger person was hired to replace you c. you were a good employee d. all three are important factors

Q: The Age Discrimination in Employment Act (ADEA) forbids an employer from discriminating against an individual over the age of: a. 35 b. 40 c. 45 d. 50

Q: In determining if an employment decision is legal, the first question to ask is "does the employment practice directly refer to a member of a federally protected class? Which of the following is NOT a federally protected class? a. Sexual orientation b. Religion c. Color d. All are protected classes

Q: It is illegal to use an individual's religion in an employment decision unless the nature of the job involves: a. national security b. religion c. the public sector d. the private sector

Q: All employees at Wally World Amusement Park are required to work on weekends because that is when 80% of the customers visit the park. Alex likes to go to church on Sunday morning and asks that he not have to work on Sunday. Must the park accommodate his request? a. Yes, religious accommodations must always be make b. No, because going to church in the morning is a preference and he can go in the evening c. No, private sector organizations are not required to accommodate days of worship d. Yes, preferences for days and time of worship are protected

Q: "English only" requirements at work are: a. always illegal b. always legal c. are legal if they are job related d. legal if most of employees only speak English

Q: In the 1989 case of Walker v. Secretary of the Treasury, a district court found that a darker skinned black illegally fired a lighter skinned black employee. Which of the following protected classes were at issue in this case? a. Age b. Disability c. Race d. Color

Q: The Civil Rights Act has also been interpreted by the courts to cover such issues as sexual harassment, age harassment, and race harassment. These issues are related to the organization's: a. structure b. hiring practices c. atmosphere d. policies

Q: Unlike the Fourteenth Amendment, for an employment practice to be potentially illegal under the Civil Rights Act, the discrimination does not have to: a. be continuous b. be intentional c. effect large groups d. show past discrimination

Q: The 1964 Civil Rights Act (Title VII) and its 1972 and 1991 amendments cover: a. unintentional discrimination b. race, color, sex, religion, national origin c. companies with 15 or more people d. all of these

Q: The "equal protection" clause of the Fourteenth Amendment mandates that no state may deny a person equal protection under the law. Because any suite filed under the Fourteenth Amendment must demonstrate ______, it is not often used. a. intent b. past discrimination c. equal protection d. due process

Q: Based on the Civil Rights Acts of 1866, 1964, and 1991 as well as the 14th Amendment, it is illegal to discriminate against a person based on race. According to Congress, all of the following are protected races except: a. African Americans b. Asian Americans c. Native American Indians d. all three of these are protected races

Q: _______ is a judicial interpretation of a law and is important because it establishes a precedent for future cases. a. A statute b. Case law c. A briefing d. A sanction