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Question
(p. 32) For many years, Congressman Reggie Lader has called for more government regulation of business. "After all," the Congressman said recently, "businesspeople are out to make a profit, not to create jobs or serve their customers. The government must pass more laws to require businesses to take the interests of consumers and workers into account." From these comments, it is clear that Congressman Lader:
A. agrees with the ideas of Thomas Malthus.
B. does not accept the philosophy behind Adam Smith's invisible hand.
C. is unaware of the fact that most businesses in the United States are actually owned by the government.
D. does not realize that government regulation is already the main determinant of business decisions in capitalist economies.
Answer
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Related questions
Q:
(p. 299) ___________ is the process of training and educating employees to become good managers and then developing their managerial skills over time.
A. Management development
B. Vestibule training
C. Pre-mentoring
D. Self-actualization training
Q:
(p. 298) _________ is a popular form of distance learning.
A. Job rotation
B. Vestibule training
C. Role playing
D. Online training
Q:
(p. 297) ____________ introduces new employees to the organization, their fellow workers, their supervisors, and to the policies, practices, and objectives of the firm.
A. Vestibule training
B. Employee initiation
C. Employee orientation
D. Job specification
Q:
(p. 296) Which of the following statements about contingent workers is most accurate?
A. More than 75 percent of contingent workers are employed in office-clerical work.
B. The number of contingent workers in the U.S. has steadily declined over the past decade.
C. U.S. labor laws require firms to offer contingent employees the same wages and benefits as other employees performing similar work.
D. The most common reason firms give for hiring contingent workers is a varying need for employees.
Q:
(p. 295) Preemployment physical examinations are:
A. an excellent way to screen out unwanted employees.
B. legal in some states, but only if given to everyone applying for the position.
C. illegal under current employment legislation in all 50 states.
D. legal in all states, but seldom used.
Q:
(p. 295) Jolie is a human resource manager who is currently involved in selecting employees. Which of the following activities is Jolie most likely to be working on in her present assignment?
A. performing a job analysis
B. writing a help wanted ad
C. conducting an orientation program
D. completing a background investigation
Q:
(p. 294-295) Employment testing:
A. was declared illegal by the EEOC in 1989, because it was often used to discriminate against women and minorities.
B. is legal, but has been shown to be a very poor predictor of worker performance.
C. should be directly related to the job.
D. should focus on the most basic and general skills rather than on skills directly related to the job.
Q:
(p. 295) _____________ workers do not have the expectation of regular, full-time employment.
A. Contingent
B. Apprenticed
C. Indentured
D. Underemployed
Q:
(p. 295) A _________________ is a check of a potential employee's work record, academic record, credit history, and recommendations.
A. personality profile
B. background investigation
C. fidelity appraisal
D. character review
Q:
(p. 294) During the employee selection process, the initial interview is often conducted by:
A. the current workers in the applicant's department.
B. a member of the human resources department staff.
C. a selection committee consisting of managers from all departments within the organization.
D. the company's affirmative action officer.
Q:
(p. 291) Which of the following statements identifies a key difference between a job description and a job specification?
A. A job description is concerned with the short-run objectives of a job, but a job specification is concerned with the job's long-run objectives.
B. A job description is based on a human resource inventory, while a job specification is the result of a performance appraisal.
C. A job description is a statement about the job, while a job specification is a statement about the person who does the job.
D. A job description is a brief summary of what a job involves, while a job specification is a detailed and technically complete statement of what a job involves.
Q:
(p. 290-291) A human resource inventory is designed to reveal whether:
A. all workers are paid a fair wage.
B. the firm has enough land and capital to use with its labor.
C. the firm's labor force is technically up-to-date and well trained.
D. worker morale is high or low.
Q:
(p. 292) The __________, which is developed from the previous four steps of the human resource planning process, addresses how the firm will accomplish a wide array of human resource functions such as recruiting, selecting, training and developing, appraising, compensating, and scheduling its employees.
A. strategic plan
B. tactical plan
C. job specification
D. Gantt chart
Q:
(p. 290-291) A(n) __________ is prepared as part of the human resource planning process, and indicates the characteristics and qualifications of the organization's labor force, thus helping the firm determine whether its employees are technically up-to-date and adequately trained.
A. job analysis
B. performance appraisal
C. human resource inventory
D. organization chart
Q:
(p. 289) In coming years, high tech growth areas such as computers, biotechnology, and robots are likely to experience a:
A. surplus of labor.
B. significant decline in market demand, leading to a stagnant labor market.
C. shortage of skilled labor.
D. stable equilibrium in the labor market.
Q:
(p. 289) Today, human resource management has become so important that in many firms it has become:
A. a function of managers in all areas of the organization.
B. the sole responsibility of the firm's legal staff.
C. a function handled only by specialists in the human resource department.
D. a function handled only by the firm's top management.
Q:
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A. departmentalizing.
B. recruiting.
C. budgeting.
D. auditing.
Q:
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Q:
(p. 312) Reverse discrimination is the term the EEOC uses to refer to activities designed to "right past wrongs" that resulted from discrimination against women and minorities.
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(p. 310) The "employment at will" doctrine maintained that a firm could only fire a worker if it could demonstrate "just cause."
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(p. 309) Managers at the Halperin Credit Union are concerned that many of the company's employees are frequently late for work and appear to be dealing with personal problems during work hours. Job sharing might be a good staffing arrangement for Halperin to implement.
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(p. 309) Job sharing tends to increase absenteeism and tardiness, because part-time workers are not as dedicated and loyal as full-time workers.
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