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Under FASB standards, employers fund retirement benefits on a pay-as-you-go basis.
Answer:[membership level="2,3,4,5"]
FALSE
Under FASB standards, employers must set aside the funds they expect to need for benefits
to be paid after retirement, rather than funding those benefits on a pay-as-you-go basis.
[/membership]
(p.341)An organization's job structure and pay levels are policies of the organization,
rather than the amount a particular employee earns.
Answer:[membership level="2,3,4,5"]TRUE
The organization's job structure and pay levels are policies of the organization, rather than
the amount a particular employee earns.[/membership]
(p.362)The equity of executive pay does not affect other employees.
Answer:[membership level="2,3,4,5"]
FALSE
Top executives help to set the tone or culture of the organization, and employees at all
levels are affected by behavior at the top. As a result, the equity of executive pay can affect
more employees than, say, equity among warehouse workers or salesclerks.[/membership]
Under the National Labor Relations Act, the union has a duty of fair representation, which
means the union must give equal representation to all members of the bargaining unit,
whether or not they actually belong to the union.
Answer:[membership level="2,3,4,5"]
TRUE
Under the National Labor Relations Act, the union has a duty of fair representation, which
means the union must give equal representation to all members of the bargaining unit,
whether or not they actually belong to the union.[/membership]
If at least 30 percent of an organization's employees sign an authorization card, the union
may request that the employer voluntarily recognize the union.
Answer:[membership level="2,3,4,5"]
FALSE
At the start of the organization process, union representatives make contact with
employees, present their message about the union, and invite them to sign an authorization
card. For the organization process to continue, at least 30 percent of the employees must
sign an authorization card. If over half the employees sign an authorization card, the union
may request that the employer voluntarily recognize the union.
[/membership]
High-performance organizations do not need selection methods that identify more than
technical skills.
Answer:[membership level="2,3,4,5"]
FALSE
High-performance organizations need selection methods that identify more than technical
skills like ability to perform accounting and engineering tasks. Employers may use group
interviews, open-ended questions, and psychological tests to find employees who innovate,
share ideas, and take initiative.
[/membership]
Raters should use only one part of a rating scale to avoid distributional errors from
occurring.
Answer:[membership level="2,3,4,5"]
FALSE
Raters make distributional errors when they tend to use only one part of a rating scale.
Distributional errors make it difficult to compare employees rated by the same person.
[/membership]
Legally defensible performance management systems are based on valid job analyses.
Answer:[membership level="2,3,4,5"]
TRUE
To protect against lawsuits, it is important to have a legally defensible performance
management system. Such a system would be based on valid job analyses, with the
requirements for job success clearly communicated to employees.[/membership]
Self-appraisals are not appropriate as the basis for administrative decisions.
Answer:[membership level="2,3,4,5"]
TRUE
Social psychologists have found that, in general, people tend to blame outside
circumstances for their failures while taking a large part of the credit for their successes.
Supervisors can soften this tendency by providing frequent feedback, but because people
tend to perceive situations this way, self-appraisals are not appropriate as the basis for
administrative decisions.[/membership]
A recruiter’s colleagues are most useful as a source of leads to qualified job candidates
than are people the recruiter communicates with only occasionally.
Answer:[membership level="2,3,4,5"]
FALSE
A recruiter’s closest friends and colleagues are less useful as a source of leads to
qualified job candidates than are people the recruiter communicates with only
occasionally. These less-close associates are likelier to have acquaintances who aren’t
already familiar to the recruiter.
[/membership]
A manager who promises a raise to an employee who will participate in sexual activities is
said to be engaging in quid pro quo harassment.
Answer:[membership level="2,3,4,5"]
TRUE A manager who promises a raise to an employee who will participate in sexual
activities is said to be engaging in quid pro quo harassment.TRUE
Quid pro quo harassment, indicates that a person makes a benefit (or punishment)
contingent on an employee’s submitting to (or rejecting) sexual advances. For
example, a manager who promises a raise to an employee who will participate in sexual
activities is engaging in quid pro quo harassment.[/membership]
(p.278) The outcome of action planning often takes the form of a career development plan.
Answer:[membership level="2,3,4,5"]
TRUE
In the final step of the career management process, employees prepare an action plan for
how they will achieve their short- and long-term career goals. The outcome of action
planning often takes the form of a career development plan.[/membership]
Presentation methods are preferred over hands-on training methods in helping trainees to
handle interpersonal issues.
Answer:[membership level="2,3,4,5"]
FALSE
Hands-on methods where trainees are actively involved in trying out skills through
on-the-job training, simulations, role-plays, and computer games are especially useful for
teaching how to handle interpersonal issues.
[/membership]
(p.341)Pay level is the average amount (including wages, salaries, and bonuses) the
organization pays for a particular job.
Answer:[membership level="2,3,4,5"]TRUE
Pay level is the average amount (including wages, salaries, and bonuses) the organization
pays for a particular job.[/membership]
Which type of interview allows the interviewer discretion in choosing the questions to be
asked and generally includes open-ended questions about the candidate’s strengths,
weaknesses, career goals, and work experience?
A. Behavioral
B. Situationa
C. Nondirective
D. Structured
E. Computerized
Answer:[membership level="2,3,4,5"]
C.
In a nondirective interview, the interviewer has great discretion in choosing questions. The
candidate's reply to one question may suggest other questions to ask. Nondirective
interviews typically include open-ended questions about the candidate's strengths,
weaknesses, career goals, and work experience.[/membership]
Which of the following is true about medical examinations of job candidates?
A. Medical examinations are conducted specifically for candidates of minority groups.
B. Medical examinations are conducted upon the receipt of the candidate’s
résumé.
C. Medical examinations are conducted specifically for individuals with disabilities.
