Question 1

The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.

Accepted Answer

A) True 
 B)False

Question 2

As a general rule concerning job offers, it can be said that __________.

Accepted Answer

A)  "low ball" job offers are expensive to the organization 
B)  "competitive" job offers have no important drawbacks 
C)  "competitive" job offers tend to leave room to negotiate 
D)  "competitive" offers usually stimulate the most positive reactions on the part of offer recipients 
A)  "low ball" job offers are expensive to the organization 
B)  "competitive" job offers have no important drawbacks 
C)  "competitive" job offers tend to leave room to negotiate 
D)  "competitive" offers usually stimulate the most positive reactions on the part of offer recipients

Question 3

In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

Accepted Answer

A)  It makes a difference who the competitors are. 
B)  Competitive offers should always be matched to ensure acceptance. 
C)  Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers. 
D)  Trade associations should be consulted for competitive information whenever possible. 
A)  It makes a difference who the competitors are. 
B)  Competitive offers should always be matched to ensure acceptance. 
C)  Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers. 
D)  Trade associations should be consulted for competitive information whenever possible.

Question 4

Organizations can gauge the likely reactions of job applicants to job offers not only by conducting formal research, but also by gathering information about various preferences from the offer recipient during the actual recruitment/selection process.

Accepted Answer

A) True 
 B)False

Question 5

In general, the employment relationship is an at-will one.

Accepted Answer

A) True 
 B)False

Question 6

In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ____.

Accepted Answer

A)  the promise was accurate 
B)  the promise was made in good faith 
C)  the defendant reneged on the promise 
D)  the promise was withdrawn, resulting in a detrimental effect 
A)  the promise was accurate 
B)  the promise was made in good faith 
C)  the defendant reneged on the promise 
D)  the promise was withdrawn, resulting in a detrimental effect

Question 7

Non-compete agreements should be drafted in such a way that they cover ____.

Accepted Answer

A)  high-value employees 
B)  experienced employees 
C)  all employees 
D)  only managerial, technical, and scientific staff 
A)  high-value employees 
B)  experienced employees 
C)  all employees 
D)  only managerial, technical, and scientific staff

Question 8

Most rejection messages sent to applicants are _________.

Accepted Answer

A)  specific in terms of the reason for the rejection 
B)  not conveyed by formal means 
C)  vague in content 
D)  designed carefully to "soften the blow" of the rejection 
A)  specific in terms of the reason for the rejection 
B)  not conveyed by formal means 
C)  vague in content 
D)  designed carefully to "soften the blow" of the rejection

Question 9

To reduce the likelihood of negligent hiring lawsuits organizations should _____.

Accepted Answer

A)  emphasize characteristics like licensure requirements, criminal records, and references 
B)  avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem 
C)  refuse to fire individuals with a history of mental illnesses 
D)  none of the above are useful to prevent negligent hiring suits 
A)  emphasize characteristics like licensure requirements, criminal records, and references 
B)  avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem 
C)  refuse to fire individuals with a history of mental illnesses 
D)  none of the above are useful to prevent negligent hiring suits

Question 10

A currently employed offer receiver normally incurs costs for leaving and will expect a "make whole" offer amounting to 20-30% of the offer receiver's current base pay.

Accepted Answer

A) True 
 B)False

Question 11

Statements in employee handbooks can be construed as employment contracts.

Accepted Answer

A) True 
 B)False

Question 12

Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract.

Accepted Answer

A) True 
 B)False

Question 13

Golden handcuff agreements legally bar employees from quitting a job for a specific period of time.

Accepted Answer

A) True 
 B)False

Question 14

The sales approach to presenting a job offer has been adopted by many organizations because ________.

Accepted Answer

A)  mechanical presentations of job offers have been proven not to work 
B)  they apply to all situations 
C)  they cost less than mechanical presentations 
D)  they may increase the likelihood of bringing job offers to closure 
A)  mechanical presentations of job offers have been proven not to work 
B)  they apply to all situations 
C)  they cost less than mechanical presentations 
D)  they may increase the likelihood of bringing job offers to closure

Question 15

The goal(s) of the socialization process is(are) ___________.

Accepted Answer

A)  to achieve an effective person/job match 
B)  to achieve an effective person/organization match 
C)  to help the newcomer fit into the job in the long-term 
D)  all of the above are true 
A)  to achieve an effective person/job match 
B)  to achieve an effective person/organization match 
C)  to help the newcomer fit into the job in the long-term 
D)  all of the above are true

Question 16

A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following statements about written contracts is false?

Accepted Answer

A)  The law favors written contracts over oral contracts. 
B)  A statement on a job application blank could be construed as a written contract. 
C)  Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts. 
D)  Internal job posting notices can be construed as written job contracts. 
A)  The law favors written contracts over oral contracts. 
B)  A statement on a job application blank could be construed as a written contract. 
C)  Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts. 
D)  Internal job posting notices can be construed as written job contracts.

Question 18

Under the requirements of the Immigration Reform and Control Act, employers must ___________.

Accepted Answer

A)  adjust pay scales for alien status 
B)  verify employability status for aliens only 
C)  verify employability status for all potential employees 
D)  verify employability status for applicants before an offer is extended 
A)  adjust pay scales for alien status 
B)  verify employability status for aliens only 
C)  verify employability status for all potential employees 
D)  verify employability status for applicants before an offer is extended

Question 19

Which of the following is not a choice involved in a strategic approach to job offers?

Accepted Answer

A)  determining a compelling offer the finalists will find difficult to turn down 
B)  deciding which short and long term pressures to respond to in an offer 
C)  deciding on specific pay levels that will apply to all individuals 
D)  determine whether there will be a "standard offer" for all finalists or whether "enhanced offers" will be possible for some finalists 
A)  determining a compelling offer the finalists will find difficult to turn down 
B)  deciding which short and long term pressures to respond to in an offer 
C)  deciding on specific pay levels that will apply to all individuals 
D)  determine whether there will be a "standard offer" for all finalists or whether "enhanced offers" will be possible for some finalists

Question 20

Flat pay rate job offers are least appropriate for _______.

Accepted Answer

A)  situations where applicants have very dissimilar KSAOs 
B)  jobs with a plentiful supply of applicants 
C)  situations where management desires to avoid inequities in starting pay among new employees 
D)  jobs where applicants have KSAOs of similar quality 
A)  situations where applicants have very dissimilar KSAOs 
B)  jobs with a plentiful supply of applicants 
C)  situations where management desires to avoid inequities in starting pay among new employees 
D)  jobs where applicants have KSAOs of similar quality

The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.

As a general rule concerning job offers, it can be said that __________.

In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

Organizations can gauge the likely reactions of job applicants to job offers not only by conducting formal research, but also by gathering information about various preferences from the offer recipient during the actual recruitment/selection process.

In general, the employment relationship is an at-will one.

In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ____.

Non-compete agreements should be drafted in such a way that they cover ____.

Most rejection messages sent to applicants are _________.

To reduce the likelihood of negligent hiring lawsuits organizations should _____.

A currently employed offer receiver normally incurs costs for leaving and will expect a "make whole" offer amounting to 20-30% of the offer receiver's current base pay.

Statements in employee handbooks can be construed as employment contracts.

Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract.

Golden handcuff agreements legally bar employees from quitting a job for a specific period of time.

The sales approach to presenting a job offer has been adopted by many organizations because ________.

The goal(s) of the socialization process is(are) ___________.

A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.

Which of the following statements about written contracts is false?

Under the requirements of the Immigration Reform and Control Act, employers must ___________.

Which of the following is not a choice involved in a strategic approach to job offers?

Flat pay rate job offers are least appropriate for _______.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Staffing System Management

Retention Management

Filters

Exam 12: Final Match

The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable.

As a general rule concerning job offers, it can be said that __________.

In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

Organizations can gauge the likely reactions of job applicants to job offers not only by conducting formal research, but also by gathering information about various preferences from the offer recipient during the actual recruitment/selection process.

In general, the employment relationship is an at-will one.

In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ____.

Non-compete agreements should be drafted in such a way that they cover ____.

Most rejection messages sent to applicants are _________.

To reduce the likelihood of negligent hiring lawsuits organizations should _____.

A currently employed offer receiver normally incurs costs for leaving and will expect a "make whole" offer amounting to 20-30% of the offer receiver's current base pay.

Statements in employee handbooks can be construed as employment contracts.

Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract.

Golden handcuff agreements legally bar employees from quitting a job for a specific period of time.

The sales approach to presenting a job offer has been adopted by many organizations because ________.

The goal(s) of the socialization process is(are) ___________.

A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.

Which of the following statements about written contracts is false?

Under the requirements of the Immigration Reform and Control Act, employers must ___________.

Which of the following is not a choice involved in a strategic approach to job offers?

Flat pay rate job offers are least appropriate for _______.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Staffing System Management

Retention Management

Filters