Q&A Hero

Q: Which of the following management styles came first? a) Classical approach b) Humanistic perspective c) Learning organization d) Theory Y

Q: Which of the following practices should NOT be followed while preparing for a telephone interview? a) Studying the organization ahead and matching your strengths to it b) Planning to take the call in a quiet, private location c) Practicing your voice tone and modulation to set a good first impression d) Attending the interview without preparing any questions

Q: __________ is the extent to which an individual's values, interests, and behaviors are consistent with the culture of an organization. a) Person-job fit b) Person-organization fit c) Recruitment d) Job satisfaction

Q: Which of the following processes occurs when companies try to attract a qualified pool of applicants? a) Planning b) Screening c) Selection d) Recruitment

Q: In the U.S., what percent of age discrimination suits result in some financial settlement in favor of the person filing the claim? a) 80 b) 20 c) 50 d) 35

Q: Which of the following statements is NOT true about privacy in the workplace? a) Technology can allow employers to monitor emails from company computers. b) Technology can allow employers to identify who is receiving phone calls. c) Technology can allow employers to track internet searches done on company equipment. d) Technology can allow employers to spy on employees to decide who will get a promotion.

Q: While safer to assume they have none, privacy at work is a right that applies to which of these? a) Only managers b) Only non-managers c) All employees d) Only top performing employees

Q: Which of the following bills signed by President Obama expanded workers' rights to sue employers on equal pay issue? a) The Pregnancy Discrimination Pay for Performance Act b) The Lilly Ledbetter Fair Pay Act c) The Age Discrimination Wage Restriction Act d) The Workplace Privacy Affirmative Action Pay Act

Q: Who among the following isleast likely to be protected by federal laws that guarantee equal opportunity? a) An applicant from a minority community b) A 40-year-old worker c) A job applicant who drinks d) A pregnant worker

Q: According to the equal employment opportunity guidelines, which of the following hiring requirements would be considered illegal? a) A special pilot's license to fly for major airlines b) A minimum weight requirement to serve as a restaurant chef c) Passing a criminal background check to be an elementary school teacher d) A medical license to be a doctor

Q: In the U.S. workforce, the proportion of employees aged 40 or above is: a) decreasing. b) increasing. c) staying constant. d) fluctuating randomly.

Q: Which of the following actions is NOT required for the affirmative action process? a) Hiring people from underrepresented classes, regardless of qualifications b) Survey of the relevant labor market to determine its demographics c) Comparison of the current company workforce with the available labor market d) Analysis of the demographics of the current company workforce

Q: Employment criteria justified by capacity to perform a job are called: a) discriminations. b) affirmative actions. c) bona fide occupational qualifications. d) career planning.

Q: Which of the following refers to an effort on the part of the federal government to ensure equal employment for members of protected groups by setting hiring quotas based on the demographics of relevant markets? a) Human resource management b) Right to work c) Affirmative action d) Equal employment opportunity

Q: The Equal Employment Opportunity (EEO) Act guarantees all of the following EXCEPT: a) the right to gain/keep employment based upon ability and performance. b) equal pay for men and women. c) protection from discrimination for people over 40. d) zero discrimination in the workplace.

Q: The Title VII of the 1964 Civil Rights Act (CRA) guarantees protection against discrimination based on all of the following categories EXCEPT: a) religion. b) race. c) color. d) age.

Q: Job discrimination, the denial based on non-performance related issues, occurs when an organization denies someone all of the following EXCEPT: a) employment. b) a job assignment. c) an advancement opportunity. d) vacation days.

Q: The right to employment and advancement without regard to race, sex, color, religion, or national origin is called: a) equal employment opportunity. b) discrimination. c) affirmative action. d) human resource management.

Q: Which of the following occurs when someone is denied a job or job assignment for non-job relevant reasons? a) Prejudice b) Bias c) Job discrimination d) Impairment

Q: Which of the following is NOT a task of human resource management? a) Supervising a quality workforce b) Attracting a quality workforce c) Developing a quality workforce d) Maintaining a quality workforce

Q: __________ is the process of attracting, developing, and maintaining a high quality workforce. a) Crowdsourcing b) Human resource management c) General management d) Outsourcing

Q: As a human resource manager, in order to raise recruitment and retention rates, you have been asked to design a new employee compensation package for the company. What plans and benefits would you include in this package? How much importance would you give to each component of your design?

Q: Explain how the decline of unions in the private sector and their growth in the public sector is related to organizational design.

Q: Name and define different methods used for conducting performance appraisals.

Q: What is affirmative action? As a human resource manager, would you actively pursue affirmative action? Give reasons.

Q: Define job discrimination, equal opportunity employment, affirmative action, and the relationship between them.

Q: List the three basic responsibilities of human resource management and the activities necessary to achieve them.

Q: Why is it important for managers to avoid discrimination in the workplace?

Q: The process involving management and unions working together to negotiate, administer, and interpret labor contracts is called __________.

Q: A __________ is a formal agreement between a union and an employer about the terms of work for union members.

Q: __________ are nonmonetary forms of compensation such as health insurance and retirement plans.

Q: __________ plans provide one-time payments based on performance accomplishments.

Q: __________ work as needed and part-time, often on a longer-term basis.

Q: A well-managed career should include a carefully thought out __________, as well as an eye for __________.

Q: A multiperson comparison method that requires evaluators to place each employee into a frequency distribution with several fixed performance classifications is called a __________.

Q: The __________ requires the maintenance of a log to capture the employee's effective and ineffective behaviors during the evaluation period.

Q: In __________, younger and newly hired employees mentor their seniors.

Q: The purpose of performance appraisals are both to __________ and document accomplishments, as well as initiate a process of __________.

Q: __________ is a program of activities that introduce a new hire to the policies, practices, expectations, and culture of an organization and its teams.

Q: __________ involves choosing to hire applicants who offer the greatest performance potential.

Q: The __________ is the exchange of value between an individual and an organization in the employment relationship.

Q: __________ is the extent to which an individual's knowledge, skills, experience, and personal characteristics are consistent with job requirements.

Q: An important cornerstone of U.S. laws designed to protect workers from job discrimination is Title VII of the __________.

Q: __________ penalizes a woman in a job or as a job applicant for being pregnant.

Q: Criteria for hiring that are linked to a person's ability to perform a job are called __________.

Q: __________ are packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for an organization.

Q: __________ is the talent people offer organizations in respect to their abilities, knowledge, experience, ideas, energies, and commitments.

Q: The trend in modern labor-management relations is toward more cooperation than adversity.

Q: Workers who have more flexibility with start and stop times find it difficult to maintain work-life balance.

Q: In order to get performance feedback from more sources than just an employee's supervisor, a program of 360 feedback can be implemented.

Q: An employment test is reliable when its scores demonstrate links with future job performance.

Q: Realistic job interviewers "sell" the positive features of a job in order to find potential employees.

Q: It is legal for men to earn twice as much as women for doing the same job.

Q: Affirmative action attempts to enforce equal employment opportunity legislation.

Q: Performance management aligns human capital with organizational strategies.

Q: The process of negotiating, administering, and interpreting a labor contract is called ___________. a) legal administration b) collective bargaining c) unionizing d) union manipulation

Q: __________ programs allow choice to personalize benefits within a set dollar allowance. a) Family-friendly b) Flexible benefits c) Employee assistance d) Collective bargaining

Q: Which of the following programs helps employees achieve better work-life balance? a) Bonus pay plans b) Flexible benefits c) Employee assistance programs d) Family-friendly benefits

Q: Which of the following statements is NOT true of labor unions? a) They are made up of workers. b) They act as a "collective" voice for the workers. c) They are run by a government agency. d) They bargain for the workers.

Q: Which of the following bodies deals with employers on the workers' collective behalf? a) A trade association b) An employer representative c) An employee organization d) A labor union

Q: Which of the following compensation plans gives employees the right to purchase shares at a fixed price in the future? a) Stock options b) Profit sharing c) Bonus pay d) Merit pay

Q: Which of the following plans allows employees to share in cost savings or productivity gains realized by their efforts? a) Stock options b) A bonus pay plan c) A merit pay plan d) Gain sharing

Q: Jenny, the sales executive in an insurance firm, achieves target sales well before the stipulated time. The company recognizes her performance by awarding her a cash prize. Which of the following compensation plans does this scenario illustrate? a) A merit pay plan b) Gain sharing plan c) A bonus pay plan d) Profit sharing plan

Q: A __________ awards pay increases in proportion to performance contributions. a) stock option plan b) bonus pay plan c) merit pay plan d) profit sharing plan

Q: __________ involves balancing career demands with personal and family needs. a) Work-life balance b) Employee management c) Career development d) Multiperson comparison

Q: Modern organizations prefer employing independent contractors because they are: a) available at minimum wage. b) easy to hire and fire. c) better workers. d) always available.

Q: People who are hired on temporary contracts and are not a part of an organization's permanent workforce are called __________. a) selective workers b) variable time employees c) flex time workers d) independent contractors

Q: The process of matching career goals and individual capabilities with opportunities for their fulfillment is called __________. a) career planning b) employee management c) career development d) multiperson comparison

Q: Which of the following is the process of managing how a person grows and progresses in a career? a) Career planning b) Employee management c) Career development d) Multiperson comparison

Q: Which of the following performance review techniques evaluates each employee against every other and then creates a summary ranking based on the number of superior scores? a) Survey b) Paired comparisons c) Self-appraisal d) Forced distribution

Q: The performance appraisal method that rates and ranks one person's performance with others is called __________. a) a behaviorally anchored rating scale b) the critical-incident technique c) a multiperson comparison d) a graphic rating scale

Q: __________ is the performance appraisal method that includes superiors, subordinates, peers, and even customers in the appraisal process. a) A behaviorally anchored rating scale b) The critical-incident technique c) The forced distribution method d) 360 feedback

Q: The performance appraisal method that uses a log of an employee's effective and ineffective job behaviors is called a__________. a) behaviorally anchored rating scale b) critical-incident technique c) forced distribution method d) graphic rating scale

Q: Which of the following appraisal methods uses specific descriptions of actual behaviors to rate various levels of performance? a) Graphic rating scale b) Paired comparison c) Critical-incident technique d) Behaviorally anchored rating scale

Q: Performance appraisal is the process of formally assessing performance and providing __________ to jobholders. a) motivation b) promotions c) feedback d) mentoring

Q: Assigning an early career employee as a protg to a more senior employee for the purpose of professional advice and career guidance is called __________. a) coaching b) mentoring c) assessing d) socialization

Q: Thomas is a new employee at Town Realty. Andrew, an experienced employee, has been assigned to offer performance advice to Thomas. This arrangement illustrates: a) on the job training. b) orientation. c) work sampling. d) coaching.

Q: __________ sessions run by human resource managers and other staff members communicate key information to new hires and allow them to complete employment documents. a) Documentation b) Socialization c) Orientation d) Coaching

Q: Allison, a long-term employee at AIM Corporation, helps William, a new employee, learn the culture of the organization. In this scenario, Allison uses the __________ process. a) assessment b) socialization c) affirmative action d) unionization

Q: The process of evaluating a candidate in an actual work situation is called __________. a) behavior analysis b) work sampling c) coaching d) socialization