Q&A Hero

Q: Scenario 2.1Tia's Tamale Factory employs 50 workers to make and ship food products all over the United States. Tia's factory is located in Southern California, in a community where 60 percent of the residents have Spanish surnames or identify themselves as Hispanic. Tia must hire a new cook and despite her best efforts, she gets only three applicants. Conchita is a 35-year-old Hispanic female, Sancho is a 17-year-old Hispanic male, and Maureen is a 48-year-old white woman who uses a wheelchair.Refer to Scenario 2.1. Suppose Tia does not hire Sancho. Which of the following regulations could Sancho use in an attempt to claim that Tia discriminated against him?a. Americans with Disabilities Actb. The disparate treatment clause of Title VII, due to his racec. The disparate treatment clause of Title VII, due to his genderd. Occupational Safety and Health Acte. Age Discrimination in Employment Act

Q: Trainability is influenced by all of the following factors: motivation, ability and your level of education:

Q: A major goal of HRD efforts includes all except:a. Stay within budget b. Help employees attain their goals c. Improve organizational performanced. Change employee behavior

Q: Scenario 2.1Tia's Tamale Factory employs 50 workers to make and ship food products all over the United States. Tia's factory is located in Southern California, in a community where 60 percent of the residents have Spanish surnames or identify themselves as Hispanic. Tia must hire a new cook and despite her best efforts, she gets only three applicants. Conchita is a 35-year-old Hispanic female, Sancho is a 17-year-old Hispanic male, and Maureen is a 48-year-old white woman who uses a wheelchair.Refer to Scenario 2.1. Tia's workers are mostly Hispanic women. If Tia believes that only a Hispanic women could fit in at her workplace and hires Conchita for this reason, it will likely bea. discrimination on the basis of national origin in violation of Title VII.b. discrimination on the basis of age in violation of the ADEA.c. permissible discrimination because of affirmative action.d. permissible because most of the local residents are Hispanics.e. permissible because Tia is a private employer.

Q: Abilities a. Are a combination of what you can do and what you have learned over time b. Reflects what you have been trained to do c. Are an understanding you have of a particular subject d. Are a general capacity to perform a task

Q: The Privacy Act of 1974 applies directly to ____ employees.a. federalb. statec. for-profitd. not-for-profite. municipality

Q: The behavioral intentions model: a. Explains why attitudes always predict actual behaviors b. Impact behavior only to the extent that they influence one's intentions c. Is the best way to evaluate a training program d. Has no link to employee's intentions to use what they learn during a training program.

Q: The basic premise of OSHA is that each employer must provide a workplace that is safe for employees, which is known as the a. qualification standard. b. inspection agreement. c. general duty clause. d. arbitration agreement. e. lawful worker treatment clause.

Q: The ____ established the workweek in the United States as 40 hours per week. a. ADA b. ADEA c. FMLA d. ERISA e. FLSA

Q: Which is the correct sequence of events according to Behavior modeling theory? a. Let them see a model, tell the trainee what to do practice, feedback and social reinforcement b. Tell the trainee what to do, let them see a model, practice, feedback and social reinforcement c. Tell the trainee what to do, let them see a model, feedback, practice and social reinforcement d. Tell the trainee what to do, let them see a model, social reinforcement, practice and feedback

Q: The Vietnam Era Veterans' Readjustment Act of 1974 is directed primary at: a. federal contractors. b. federal subcontractors. c. all private companies. d. bothfederal contractors andfederal subcontractors. e. state contractors.

Q: According to Social Learning Theory a person's self-efficacy expectations will determine: a. Whether or not they will do the task correctly b. How much effort a person will spend on a task c. The size of the reward they expect d. Whether or not they like doing the task

Q: What are the steps for evaluating legal compliance? a. Internal audit, management understanding, legal and HR staff review, and external audit b. External audit and legal review c. Management understanding, legal and HR staff review, and external audit d. Internal audit, HR staff review, management understanding, legal review, and external audit e. Make decisions, then ask for forgiveness later

Q: Goals setting theory: a. Is well supported by research b. Works only for some employees c. Has no role in training d. Works only if the goals are easy to achieve

Q: Charlie Company is evaluating its human resource legal compliance. Who is the LEAST likely to be involved? a. The firm's legal staff b. Managers c. Line workers d. Human resource staff e. Outside legal auditors

Q: Motivation focuses on all of the following processes affecting behavior except: a. Energizing b. Direction c. Cohesiveness d. Persistence

Q: Alpha-Beta Company closed a plant and laid off 100 workers, who each made $100 per day in pay and benefits. The closing was announced by company managers on April 1 and took place 30 days later. Under the provisions of the Worker Adjustment and Retraining Act of 1988 (WARN), Alpha-Beta must pay a penalty of a. $0. b. $200. c. $40,000. d. $100,000. e. $300,000.

Q: Alderfer's theory of motivation: a. Contains 2 factors - hygiene and motivator factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true

Q: Herzberg's theory of motivation: a. Contains 2 factors - hygiene and motivator factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true

Q: The law that prohibits employers from collecting genetic information about their employees is called the: a. Age Discrimination of Employment Act b. Pregnancy Discrimination Act c. Title VII of the 1964 Civil Rights Act d. American Disabilities Act e. Genetic Information Nondiscrimination Act

Q: Maslow's need theory of motivation: a. Contains 2 factors b. Contains 5 categories of needs c. Focuses on existence, relatedness and growth d. None of the above are true

Q: The Privacy Act of 1974 ensures that a. federal employees can review their personnel files for accuracy. b. workers who reveal company secrets to competitors face severe penalties. c. employers cannot monitor personal emails received on work computers. d. employees' behavior outside of work cannot be monitored or tested. e. an employee's medical information cannot be shared without permission from the employee.

Q: Social loafing: a. Increases as group size increases b. Goes down as the group gets smaller c. Is a tendency of members to reduce performance d. All of the above are true

Q: The Drug-Free Workplace Act of 1988 was passed to a. reduce the use of all drugs in the workplace. b. reduce the use of illegal drugs in the workplace. c. illuminate the use of all drugs during working hours. d. enable companies to monitor the use of drugs outside of the workplace. e. all of these.

Q: A norm is best defined as: a. A part of company policy b. An informal rule for appropriate behavior with a group c. A written policy for behavior d. Something each employees makes up for themselves

Q: The Occupational Safety and Health Act a. is enforced by the EEOC. b. requires employers to provide a hazard-free work environment. c. permits inspections by specially trained officers called inspectors general. d. provides for criminal penalties for willful violations of the act. e. was passed in the late 1980s.

Q: Employees at Borders Bookstore in Ann Arbor, Michigan, recently held a strike to force their employer to negotiate a labor contract. Borders' employees were given the right to do this by the a. Taft-Hartley Act. b. National Labor Relations Act. c. Landrum-Griffin Act. d. Occupational Safety and Health Act. e. Fair Labor Standards Act.

Q: Organizational rewards: a. Includes only things like pay and benefits b. Has no impact on employee behavior c. Includes pay and intangible things like recognition. d. Work most effectively when they are used as control mechanisms

Q: Groupthink means that: a. People are grouped at work by their IQ b. People in groups usually seek unanimity c. Groups spend more time thinking than doing d. It actually does not exist as a concept

Q: ____ was passed to protect employee safety. a. ADA b. FLSA c. ERISA d. ADEA e. OSHA

Q: Job design is: a. Not important in the way employees behave b. A function of the tasks one performs and the scope of responsibilities c. Done by HR Designers only once each year d. The way the employee performs the job

Q: Which labor law was passed to regulate union actions and internal affairs related to employee representation, shifting some power away from unions? a. Taft-Hartley Act b. Fair Practices Act c. Wagner Act d. Norris-LaGuardia Act e. Fair Labor Standards Act

Q: ____ was passed to protect employee pensions benefits. a. ADA b. FLSA c. ERISA d. ADEA e. OSHA

Q: Organization culture is: a. Illegal to talk about b. Of no interest to training and development c. A set of values, beliefs and patterns of behaviors that are shared by members of the organization d. A factor only for management level employees

Q: Titleist makes most of the golf clubs it sells to U.S. buyers in China, where the average hourly wage is the equivalent of less than $1 per hour. Under the provisions of the Fair Labor Standards Act, Titleist a. is in violation of the act, because $1 per hour is less than the mandated minimum wage. b. is in violation of the act, because some of the workers are younger than 16 years of age. c. is in violation of the act, because the Chinese workers are nonexempt. d. is NOT in violation of the act, because the FLSA applies only to workers in the United States. e. is NOT in violation of the act, because the Chinese workers work fewer than 40 hours per week.

Q: According to path-goal theory of leadership motivation and job satisfaction will be high if: a. The leader identifies the goals and clarifies the paths employees can take to reach these goals. b. The leader identifies the goals and lets the employees seek their own path to reach these goals. c. The leader lets the employee identify their own goals and then ignores their efforts d. None of the above are true

Q: The organization impacts employee behaviors based on: a. The type, distribution and criteria for rewarding people b. How much money a person makes compared to others c. Whether or not there is a bonus d. Pay has not impact on employee behaviors

Q: The Fair Labor Standards Act legislates such issues as: a. disparate impact. b. union activity. c. child labor. d. collective bargaining. e. all of these.

Q: The American with Disabilities Act requires companies to a. hire everyone with a documented disability. b. discriminate against those persons who have a disability. c. hire a diversity consultant. d. make reasonable accommodations for disabled individuals. e. spend $100,000 per year on disability training.

Q: The self-fulfilling prophecy means that: a. What you see is what you get b. A picture is worth 1000 words c. If you value the reward you will work hard d. The supervisors expectations can impact employee behavior

Q: The Vocational Rehabilitation Act of 1973 requires that federal contractors receiving more than ____ must have affirmative action plans for persons who have disabilities. a. $100 b. $1,000 c. $2,500 d. $25,000 e. $50,000

Q: The concept of the self-fulfilling prophecy is also called: a. Pygmalion effect b. Self efficacy c. Instrumentality d. Valence

Q: Employee behavior at work is not influenced by: a. Coworkers b. Political issues outside work c. The organization reward structure d. The supervisor one works for

Q: The Family Medical Leave Act requires employers to provide which of the following for employees under certain emergency circumstances? a. Up to 4 weeks of paid leave b. Up to 4 weeks of unpaid leave c. Up to 12 weeks of paid leave d. Up to 12 weeks of unpaid leave e. Unlimited unpaid leave

Q: Downsizing is: a. When one company buys another b. When two companies merge their operations c. When an employees work load is reduced by hiring more employees d. When a company reduced the size of the work force

Q: Which of the following would probably NOT be covered by the Americans with Disabilities Act? a. A mentally retarded employee b. An employee with a learning disability c. An employee with cancer d. A person with poor vision that is correctable with glasses e. An employee who is thought to be disabled but is not

Q: The Age Discrimination in Employment Act prohibits discrimination with respect to age of employees or applicants a. near retirement age. b. 40 and over. c. over 18. d. 65 or over. e. for all ages.

Q: Internal forces that impact employee behavior: a. Organizational culture b. Performance expectations c. Job design d. All of the above impact employee behavior

Q: Executive Order 11478 requires that federal contractors receiving more than ____ must have affirmative action plans. a. $1 b. $10,000 c. $50,000 d. $100,000 e. $1,000,000

Q: In terms of salesperson's knowledge, skills and abilities, which of the following task would be considered ability? a. technical troubleshooting b. "cold calling" c. developing relationships d. audiovisual expertise

Q: Quid pro quo sexual harassment typically involves a. unwelcome individual advances for a date. b. sexual favors in return for something of value. c. making jokes about a particular gender. d. inappropriate pictures with sexual content displayed on the wall. e. meeting colleagues for dinner after work hours.

Q: Behavior modification principles suggest four choices for controlling an employee's behavior. These include all of the following EXCEPT: a. positive reinforcement b. termination c. extinction d. negative reinforcement

Q: The most noteworthy factors used to characterize a protected class include a. disability status. b. religion. c. national origin. d. gender. e. all of these.

Q: According to the text an organization can influence employee behavior in the following ways EXCEPT: a. bonus pay b. culture c. laws and regulations d. job design

Q: One method for establishing whether disparate impact exists in a company's hiring practices involves a. focus groups. b. using the one-third rule. c. using absolute counts of protected class members. d. practicing retaliation. e. geographic comparisons.

Q: Organizational Citizenship Behaviors (OCB) is: a. Also called task performance b. Never a job-related behavior c. Required behavior by most organizations d. Contribute to organizational effectiveness

Q: The following are factors in the work environment that affect an employee's behavior EXCEPT: a. supervision b. coworkers c. organizational design d. outcomes

Q: The most important human resource regulatory agency is the a. Department of Labor. b. Equal Employment Opportunity Commission. c. National Labor Relations Board. d. Department of Justice. e. Affirmative Action Agency.

Q: The steps in the regulatory process are a. burden, enforcement, and implementation. b. creation, enforcement, implementation, revision, enforcement, and revision. c. creation, enforcement, and implementation. d. creation, burden, implementation, and enforcement. e. creation, implementation, and enforcement.

Q: The idea that a supervisor's (or trainer's) expectations for an employee (or trainee) can influence the employee's (or trainee's) behavior is referred to as the: a. Pygmalion effect b. vertical-dyad-linkage theory c. path-goal theory d. Groupthink theory

Q: The motivational theories by Maslow and Alderfer are examples of what type of motivational approach? a. cognitive b. meta-analytic c. noncognitive d. need-based

Q: All of the following are forces that effect the legal environment of human relations in the US EXCEPT a. the Supreme Court. b. the President of the United States. c. the State legislatures. d. Congress. e. Employees.

Q: A person's general feeling of favorableness or unfavorable toward some object is the definition of a(n): a. ability b. outcome c. motivation d. attitude

Q: Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following EXCEPT a. national origin. b. race. c. sex. d. religion. e. knowledge, skills, and abilities.

Q: Reinforcement theory deals mainly with: a. trainability b. rewards and punishment c. intrinsic motivation d. the need for social belonging

Q: Describe the common paths to a human resource management career. What are the human resource professional certifications?

Q: Which motivation theory suggests that people compare the outcomes they received to the outcomes received by others? a. equity theory b. attribution theory c. goal-setting theory d. expectancy theory

Q: What are the contemporary human resource perspectives?

Q: What are the important goals of human resource management? For each goal, give two examples of specific HR actions or techniques that organizations can use to obtain that goal.

Q: According to social learning theory, self-efficacy is defined as a person's beliefs: a. about their ability to successfully perform a particular task or activity b. about their overall worth or sense of value c. that performing a particular task will lead to a given outcome d. that the cause of their behavior is something external to themselves

Q: In expectancy theory, the importance that an individual places upon a particular outcome is called a(n): a. instrumentality b. valence c. expectancy d. extrinsic motivation

Q: What is meant by a "human resource management system," and how does this relate to the concept of an organization as a system?

Q: Contrast scientific management and the human relations movement in terms of their focus on employees and their behaviors.

Q: An organizational outcome of employee behavior would include: a. Downsizing b. Pay c. Productivity d. Recognition

Q: A personal outcome of employee behavior would include: a. Downsizing b. Pay and recognition c. Teamwork d. Productivity

Q: In order to take the PHR, SPHR, or GPHR certification exams, an individual must have at least 10 years of professional experience.

Q: Downsizing. a. Is not very common among large companies b. Was a trend of the 1950's but not seen often today c. Usually causes a large jump in profits and stock price d. Is a voluntary reduction in the overall size of the workforce

Q: Utility analysis attempts to measure the effectiveness of different HR approaches in terms of such metrics as a firm's financial performance.

Q: Designing jobs that are more challenging and satisfying is part of a company's HR compliance with legal obligations.

Q: Internal forces impacting employee behavior include all of the following except? a. Supervisors b. Co-workers c. Global influences d. The organizational reward structure