Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Question
Which of the following is NOT an example of employee insubordination?A) deliberately defying company rules
B) repeatedly failing to perform tasks
C) disregarding the chain of command
D) publicly criticizing a supervisor
Answer
This answer is hidden. It contains 220 characters.
Related questions
Q:
In a brief essay, discuss Executive Orders 11246 and 11375 and their effect on affirmative action programs.
Q:
What were the three crucial guidelines affecting equal employment legislation that Chief Justice Burger identified in his written opinion on Griggs v. Duke Power Company?
Q:
U.S. employees of U.S. firms working abroad are covered by the guidelines of the Civil Rights Act of 1991.
Q:
According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.
Q:
Title VII forbids testing or screening of job applicants because testing could systematically discriminate against some protected classes.
Q:
If an employer offers its employees disability coverage, then it must treat pregnancy and childbirth like any other disability and include it in the plan as a covered condition.
Q:
According to Executive Order 11246, federal contractors and private firms must take affirmative action to improve employment opportunities for women and racial minorities.
Q:
The primary advantage of the alternation ranking method is its simplicity, but central tendency is a common problem with the method.
Q:
Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates.
Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
A) Other departments at Wilson Consulting have seen employee performance improve as a result of providing ongoing evaluations.
B) Due to economic difficulties, the firm will be laying off the two lowest-performing employees in Suzanne's department.
C) Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans.
D) Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance.
Q:
During the refreezing stage of Lewin's change process, managers are likely to use new appraisal systems and incentives as a way to reinforce desired behaviors.
Q:
What is talent management? What role do profiles play in the selection process?
Q:
Discuss the two basic types of interviews: structured and unstructured. Which one do you think is better? Why?
Q:
Situational interviews typically have a lower validity than behavioral interviews in predicting job performance.
Q:
Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.
Q:
Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.
Q:
Which area of an HR audit is most likely being assessed by an HR specialist who is reviewing job descriptions and the employment status of current employees?
A) employee relations
B) roles and head count
C) mandated benefits
D) group benefits
Q:
An HR specialist conducting an HR audit should review which of the following when auditing recruitment and selection practices?
A) disciplinary procedures
B) FLSA compliance
C) workers' compensation
D) background check policies
Q:
A ________ metric focuses on measuring the activities that contribute to achieving the company's strategic aims.
A) strategy-based
B) high-performance
C) human resource
D) benchmark
Q:
All of the following are commonly used HR metrics EXCEPT ________.
A) health care costs per employee
B) absence rate
C) cost per new hire
D) communication expenses
Q:
According to research, less than 35% of trainees are transferring what they learn to their jobs. As a manager, how would you improve this statistic?
Q:
Which of the following terms refers to delivering learning content via laptops and cell phones when needed?
A) mobile learning
B) individualized learning
C) demand-driven learning
D) computer-based learning
Q:
Which of the following enables employers to schedule, deliver, and manage online training?
A) virtual classrooms
B) qualification inventories
C) transaction processing systems
D) learning management systems
Q:
Which of the following focuses on using centralized call centers and outsourcing arrangements with vendors as a way to provide specialized support for certain HR activities?
A) transactional HR groups
B) corporate HR groups
C) embedded HR units
D) HR consulting firms
Q:
In general, how many human resource employees would be on staff for a firm with 500 total employees?A) 1B) 2C) 5D) 10
Q:
All of the following are examples of human resource specialties EXCEPT ________.
A) job analyst
B) training specialist
C) EEO coordinator
D) financial advisor
Q:
Larry is a line manager at a large sporting goods store. Which of the following is LEAST likely to be one of Larry's HR responsibilities?A) training new employeesB) interpreting company policiesC) sharing financial adviceD) disciplining employees
Q:
Members of the EEOC are appointed by the ________.
A) U.S. Senate
B) U.S. Supreme Court
C) President of the United States
D) Vice-President of the United States
Q:
To be a strategic positioner, means that one has to have the breadth of business knowledge necessary to be able to help top management develop its strategic plan.
Q:
Which term refers to the competency needed by today's HR managers to create a meaningful work environment and align strategy, culture, practices, and behavior?
A) capability builder
B) credible activist
C) strategic positioner
D) technology proponent
Q:
Dana, an HR manager at Coffman Consulting, wants to compare current employees' skills with the firm's projected strategic needs. Which of the following would most likely help Dana accomplish this task?A) computerized analytical programB) network monitoring softwareC) corporate intranet websiteD) streaming desktop video