Question 1

Which of the following statements about federal employment law is true?

Accepted Answer

A)  This body of law has not changed during the last two decades. 
B)  The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions. 
C)  Federal law prohibits the use of gender, race, and age as the basis for employment decisions under all circumstances. 
D)  All federal laws are administered by the Department of Labor. 
E)  Federal employment laws do not deal with training and development activities. 
A)  This body of law has not changed during the last two decades. 
B)  The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions. 
C)  Federal law prohibits the use of gender, race, and age as the basis for employment decisions under all circumstances. 
D)  All federal laws are administered by the Department of Labor. 
E)  Federal employment laws do not deal with training and development activities.

Question 2

Which of the following statements about employee turnover is true?

Accepted Answer

A)  For top management, dysfunctional turnover is preferable to functional turnover. 
B)  One of the best ways to discourage turnover is to link pay directly to performance. 
C)  Employee turnover is the loss of employees who involuntarily choose to leave a company. 
D)  Functional turnover requires outplacement centers. 
E)  Sales commissions and bonuses should not be used to decrease employee turnover. 
A)  For top management, dysfunctional turnover is preferable to functional turnover. 
B)  One of the best ways to discourage turnover is to link pay directly to performance. 
C)  Employee turnover is the loss of employees who involuntarily choose to leave a company. 
D)  Functional turnover requires outplacement centers. 
E)  Sales commissions and bonuses should not be used to decrease employee turnover.

Question 3

________is the process of finding, developing, and keeping the right people for the company.

Accepted Answer

A)  Functional resource planning 
B)  Human resource management 
C)  Work force forecasting 
D)  Recruiting 
E)  Human resource implementation 
A)  Functional resource planning 
B)  Human resource management 
C)  Work force forecasting 
D)  Recruiting 
E)  Human resource implementation

Question 4

________are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.

Accepted Answer

A)  Integrity checks 
B)  Background checks 
C)  Recruitment evaluation procedures 
D)  Biographical data assessments 
E)  Validation tests 
A)  Integrity checks 
B)  Background checks 
C)  Recruitment evaluation procedures 
D)  Biographical data assessments 
E)  Validation tests

Question 5

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant ________.

Accepted Answer

A)  should not use the employee as a reference 
B)  must not list references on the job application 
C)  can sue for defamation 
D)  must lie on the job application form 
E)  must hire an HR expert to check their résumés 
A)  should not use the employee as a reference 
B)  must not list references on the job application 
C)  can sue for defamation 
D)  must lie on the job application form 
E)  must hire an HR expert to check their résumés

Question 6

Explain how job analysis is related to recruiting. Be sure to specify how it helps an organization to meet a basic legal requirement for human resource management.

Accepted Answer

Recruiting is the process of developing

Question 7

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?

Accepted Answer

A)  selection decisions 
B)  compensation decisions 
C)  performance appraisals 
D)  training and development activities 
E)  all of these 
A)  selection decisions 
B)  compensation decisions 
C)  performance appraisals 
D)  training and development activities 
E)  all of these

Question 8

________interviewing typically leads to much more accurate hiring decisions (i.e., correctly predicting which job applicants will perform better, and therefore should be hired).

Accepted Answer

A)  Structured 
B)  Unstructured 
C)  Scripted 
D)  Formalized 
E)  Scenario 
A)  Structured 
B)  Unstructured 
C)  Scripted 
D)  Formalized 
E)  Scenario

Question 9

Training provides opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

Accepted Answer

A) True 
 B)False

Question 10

The U.S. chemical industry faces a looming shortage of process operators and is hiring new ones as fast as it can. The average age of an effective process operator is 50. A wave of retirements among these highly qualified and experienced operators in coming years will create openings for as many as 10,000 operators in the chemical industry. The retirement of the current operators is an example of ________ .

Accepted Answer

A)  de-employment 
B)  dysfunctional turnover 
C)  reactive turnover 
D)  regressive turnover 
E)  a "brain leak" 
A)  de-employment 
B)  dysfunctional turnover 
C)  reactive turnover 
D)  regressive turnover 
E)  a "brain leak"

Question 11

________help companies meet the legal requirement that their human resource decisions be job-related.

Accepted Answer

A)  Job analyses, task evaluations, and employee-needs assessment 
B)  Job descriptions, external environments, and employee mapping 
C)  Job specifications, job analyses, and job descriptions 
D)  Job analyses, task specializations, and external environments 
E)  Internal environments, external environments, and job descriptions 
A)  Job analyses, task evaluations, and employee-needs assessment 
B)  Job descriptions, external environments, and employee mapping 
C)  Job specifications, job analyses, and job descriptions 
D)  Job analyses, task specializations, and external environments 
E)  Internal environments, external environments, and job descriptions

Question 12

Once a company finishes the downsizing process, it should never need to downsize again.

Accepted Answer

A) True 
 B)False

Question 13

A perennial problem of teacher education programs is to screen the highest quality candidates from those who should not work in schools. One suggested method is to ask applicants a series of questions about their experiences with siblings, how they treat stress, their attitude toward procrastination, and ways they like to have fun. This method, which can use over 100 questions, gathers________ .

Accepted Answer

A)  background data 
B)  validation material 
C)  work situation assessments 
D)  biodata 
E)  information on affective skills 
A)  background data 
B)  validation material 
C)  work situation assessments 
D)  biodata 
E)  information on affective skills

Question 14

To minimize the problems inherent in firing employees, managers should do which of the following?

Accepted Answer

A)  Before firing employees, managers should give them a chance to improve. 
B)  Employees should be fired if they develop a health problem that will put an unforeseen burden on the company's insurance carrier. 
C)  Employees should never be fired in private. 
D)  While written records are not necessary, managers should be sure to verbally report the reason for the firing to the human resource department. 
E)  None of these statements describes what a manager should do to minimize the problems inherent in firing employees. 
A)  Before firing employees, managers should give them a chance to improve. 
B)  Employees should be fired if they develop a health problem that will put an unforeseen burden on the company's insurance carrier. 
C)  Employees should never be fired in private. 
D)  While written records are not necessary, managers should be sure to verbally report the reason for the firing to the human resource department. 
E)  None of these statements describes what a manager should do to minimize the problems inherent in firing employees.

Question 15

Identify three things that managers can do to minimize the problems inherent in terminating employees.

Accepted Answer

Getting fired is a terrible thing, but m

Question 16

Before beginning to recruit, organizations must________ .

Accepted Answer

A)  advertise for job candidates 
B)  create a job description 
C)  conduct a job analysis 
D)  create a job specification 
E)  match salaries to industry averages 
A)  advertise for job candidates 
B)  create a job description 
C)  conduct a job analysis 
D)  create a job specification 
E)  match salaries to industry averages

Question 17

One of the reasons items manufactured in Southeast Asia are imported into the United States less expensively is that workers are paid a small amount of money for each item produced. The manufacturers operating in Southeast Asia use what type of pay plan?

Accepted Answer

A)  real-time pay 
B)  compressed pay 
C)  piecework 
D)  batch processing 
E)  commission 
A)  real-time pay 
B)  compressed pay 
C)  piecework 
D)  batch processing 
E)  commission

Question 18

Trends in Hiring Practices
Zachary Schneider saw a sign in the window of an Amy’s Ice Creams franchise operation. The sign said the company was looking for new employees. When he went in to ask for a job application, he was given a paper bag and told to do “something creative with it.” The test was to see whether the job applicant was suited to carrying out the chain’s mission: “To make people’s day.” This type of pre­employment assessment is not unusual. Gourmet grocery chain Central Market uses a four­page application form which includes essay questions such as “Tell us about your favorite food experience.” If it seems an applicant is a good match for the company, he or she is asked to make a statement about himself or herself using items found in the grocery store and to participate with other applicants in a roundtable discussion.

-Refer to Trends in Hiring Practices. Central Market uses its application form to_______ .

Accepted Answer

A)  shield it from EEOC prosecution 
B)  avoid reference checks 
C)  administer selection tests 
D)  determine how well future employees are performing 
E)  train new employees 
A)  shield it from EEOC prosecution 
B)  avoid reference checks 
C)  administer selection tests 
D)  determine how well future employees are performing 
E)  train new employees

Question 19

All job applicants for a position in an interior design company were given 10 swatches of fabrics of different colors and textures, 30 different paint chips, and 6 different floor treatments. They were then told to select the best fabric, paint, and floor treatment for an office. What type of selection test was used in this example?

Accepted Answer

A)  biotesting 
B)  cognitive ability testing 
C)  environmental sensitivity testing 
D)  aptitude testing 
E)  personality testing 
A)  biotesting 
B)  cognitive ability testing 
C)  environmental sensitivity testing 
D)  aptitude testing 
E)  personality testing

Question 20

If an HR manager were allowed to use just one selection test, cognitive ability tests would be the one to use.

Accepted Answer

A) True 
 B)False

Exam 10: Section 1: Managing Teams

Which of the following statements about federal employment law is true?

Which of the following statements about employee turnover is true?

________is the process of finding, developing, and keeping the right people for the company.

________are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant ________.

Explain how job analysis is related to recruiting. Be sure to specify how it helps an organization to meet a basic legal requirement for human resource management.

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?

________interviewing typically leads to much more accurate hiring decisions (i.e., correctly predicting which job applicants will perform better, and therefore should be hired).

Training provides opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

________help companies meet the legal requirement that their human resource decisions be job-related.

Once a company finishes the downsizing process, it should never need to downsize again.

To minimize the problems inherent in firing employees, managers should do which of the following?

Identify three things that managers can do to minimize the problems inherent in terminating employees.

Before beginning to recruit, organizations must________ .

One of the reasons items manufactured in Southeast Asia are imported into the United States less expensively is that workers are paid a small amount of money for each item produced. The manufacturers operating in Southeast Asia use what type of pay plan?

If an HR manager were allowed to use just one selection test, cognitive ability tests would be the one to use.

Section 1: Management

Section 2: Management

Section 3: Management

Section 1: History of Management

Section 2: History of Management

Section 3: History of Management

Section 1: Organizational Environments and Cultures

Section 2: Organizational Environments and Cultures

Section 3: Organizational Environments and Cultures

Section 1: Ethics and Social Responsibility

Section 2: Ethics and Social Responsibility

Section 3: Ethics and Social Responsibility

Section 1: Planning and Decision Making

Section 2: Planning and Decision Making

Section 3: Planning and Decision Making

Section 1: Organizational Strategy

Section 2: Organizational Strategy

Section 3: Organizational Strategy

Section 1: Innovation and Change

Section 2: Innovation and Change

Section 3: Innovation and Change

Section 1: Global Management

Section 2: Global Management

Section 1: Designing Adaptive Organizations

Section 2:designing Adaptive Organizations

Section 2: Managing Teams

Section 3: Managing Teams

Section 1: Managing Human Resource Systems

Section 2: Managing Human Resource Systems

Section 3: Managing Human Resource Systems

Section 1: Managing Individuals and a Diverse Work Force

Section 2: Managing Individuals and a Diverse Work Force

Section 3: Managing Individuals and a Diverse Work Force

Section 1: Motivation

Section 2: Motivation

Section 3: Motivation

Section 1: Leadership

Section 2: Leadership

Section 3: Leadership

Section 1: Managing Communication

Section 2: Managing Communication

Section 1: Control

Section 2: Control

Section 3: Control

Section 1: Managing Information

Section 2: Managing Information

Section 3: Managing Information

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