77) Luke heads the human resource department at a technology development company. There, he
monitors trends of the labor markets within the industry. Studying the trends, Luke realizes the
company is likely going to need more sources of employees skilled in robotics. He gathers
information about the best robotics training programs in the regions where the company operates.
Then he applies that information to build connections with selected schools, thereby resolving a
recruitment problem before it becomes serious. This scenario illustrates Luke’s competency in
A) global and cultural effectiveness.
B) communication.
C) critical evaluation.
D) leadership and navigation.
E) relationship management.
78) Hayden is the human resource manager at Silver Corp. He clearly understands the company’s
strategy. He has a solid understanding of business principles, and he applies these to help the HR
department contribute to Silver’s success. This scenario indicates that Hayden has competency in
the area of
A) business acumen.
B) ethical practice.
C) communication.
D) leadership and navigation.
E) relationship management.
79) Which statement is correct about the HR responsibilities of supervisors?
A) Supervisors do not interview job candidates.
B) In large organizations, all HR activities are carried out by supervisors.
C) Supervisors do not need to be familiar with the basics of HRM.
D) Job analysis and job design are techniques that lie outside the purview of supervisors.
E) Supervisors typically have responsibilities related to all the HR functions.
80) Jarrod, one of the senior managers at United Inc., insists that the company supervisors handle
employee relations as part of their jobs. Which statement strengthens Jarrod’s argument?
A) The supervisors represent the company on a day-to-day basis.
B) The supervisors have the business experience to take up additional responsibilities.
C) The supervisors do not hold any stakes in the organization.
D) The supervisors are not a part of the employees’ union.
E) The supervisors are responsible for any action taken by the employees.
81) Which statement is true of ethics in human resource management?
A) Evidence shows that HRM practices are invariably ethical.
B) The general public has a positive perception of the ethical conduct of U.S. businesses.
C) HR managers must view employees as having basic rights.
D) Most managers have a positive perception of the ethical conduct of U.S. businesses.
E) Most people believe that individuals apply values they hold in their personal lives to their
professional activities.
82) Which view on employment reflects the ethical principles embodied in the U.S. Constitution
and Bill of Rights?
A) HR managers must view employees as having basic rights.
B) HR managers have the right to lifetime employment.
C) HR managers have the right to hire whoever they deem best suited for a job.
D) HR managers must view employees as a necessary expense.
E) HR managers must set aside quotas for minorities.
83) According to the philosopher Immanuel Kant, the right of employees to know the nature of
the job they are being hired to do and the obligation of a company not to deceive them in this
respect is mainly reflective of the basic right of
A) privacy.
B) free consent.
C) freedom of speech.
D) freedom of conscience.
E) first refusal.
84) Jayden, a manager, is rigid with his employees and does not allow them to voice their
opinions or criticisms about their superiors. On the other hand, Tonya, another manager at the
same firm, encourages her subordinates to communicate with her openly. Which statement uses
basic rights to argue in favor of Tonya’s practice over that of Jayden’s?
A) It enables Tonya to keep a tab on the grapevine communication in the company.
B) It engages the employees in expressing constructive criticisms and opinions.
C) It reduces the possibility of any whistle blowers in the company.
D) It enhances the chances of more employees being promoted.
E) It curbs the privacy and confidential requirements of an employee.
85) Which scenario demonstrates a violation of the right of freedom of conscience in a
workplace environment?
A) A supervisor shares the previous employment details of an employee with a colleague.
B) An interviewer does not specify the details of a job to a prospective employee.
C) A supervisor coerces an employee to use unsafe practices to keep a project on schedule.
D) An employee complains about his supervisor during a conference call with a client.
E) A supervisor does not provide a fair hearing when an employee complains about a colleague.
86) Which of Kant’s basic human rights is violated when a supervisor requires an employee to do
something that is unsafe or environmentally damaging, in spite of the employee clearly objecting
to the order?
A) right of freedom of speech
B) right of equal opportunity employment
C) right to due process
D) right of freedom of conscience
E) right of privacy
87) The right of privacy is the right to
A) know the nature of the job a person is being hired for.
B) autonomy in how a person carries out their work.
C) control what a person reveals about their private life.
D) a fair and impartial hearing.
E) fight against a wrongful discharge.
88) By keeping employees’ personal records confidential, an employer respects their right of
A) autonomy.
B) freedom of conscience.
C) equal opportunity.
D) freedom of speech.
E) privacy.
89) Michael, an employee at a book publishing company, is unhappy with his company’s existing
project management system. He decides to communicate this to the top management by
expressing his complaints in an email. According to the work of philosopher Immanuel Kant,
Michael is applying his right of
A) freedom of conscience.
B) first refusal.
C) freedom of speech.
D) privacy.
E) free consent.
90) Kent, a manager at ITP Inc., was asked by his supervisor to sign a contract with a new
supplier. The contract stated that the industrial waste released by the company would be released
into a local river. Kent was against this idea of polluting the river with the waste, so he refused to
sign the contract. In this scenario, Kent exercised his right of
A) freedom of conscience.
B) first refusal.
C) freedom of speech.
D) privacy.
E) free consent.
91) If people believe their rights are being violated, they have the right to a fair and impartial
hearing. This reflects the basic human right to
A) lifetime employment.
B) privacy.
C) due process.
D) free consent.
E) freedom of conscience.
92) Which statement best describes companies that are ethical and successful?
A) They are solely concerned about the benefits of the company while making business
decisions.
B) The owners most often assume responsibility for the actions of the company, rather than the
employees.
C) They are less concerned about the interests of the people involved in the business.
D) Their main aim is to maximize profits in all their transactions.
E) They have a sense of purpose and vision that the employees value and use in their day-to-day
work.
93) What is a standard that human resource managers must satisfy for HRM practices to be
ethical?
A) Managers must treat employees as family.
B) Human resource practices must result in the greatest good for the largest number of people.
C) Employment practices must respect employees’ right of lifetime employment.
D) Managers must always maintain that customers are right.
E) Employment practices must limit the application of the principle of employment-at-will as it
is unfair to employees.
94) What is one of the four principles that guides how ethical companies act?
A) shortchange customers and vendors
B) perform only in ways that benefit the company
C) have a sense of purpose or vision that employees value and use
D) only permit top management to take responsibility for the company
E) emphasize fairness only if it suits the company
95) When Grant Incorporated, a travel insurance company, decided to introduce new goals for its
internal management, there was a rift regarding what should be implemented. Group A
emphasized short-term goals that would benefit the company, while Group B believed in
introducing policies that would create more mutually beneficial relationships with client
businesses, such as major airlines. Which result would prove Group B’s decision to be ideal?
A) rival businesses going bankrupt due to a slow economy
B) an increase of quarterly bonuses offered to executives
C) studies showing a rise in the number of consumers looking to take a vacation
D) an increase of airline customers purchasing Grant Incorporated’s insurance
E) a steady decline of unhappy employees at Ulysses Corp. due to new healthcare benefits
96) Which statement is true about the HR profession?
A) A degree in law is the sole requirement for those who wish to choose HRM as a profession.
B) All HRM professionals have a postgraduate degree.
C) Professional certification in HRM continues to be the only way to get into the field.
D) Usually, HR generalists get paid substantially more than HR training directors.
E) HR generalists usually perform the full range of HRM activities.
97) What is the primary professional organization for HRM that provides education and
information services, and is also the world’s largest human resource management association?
A) the Collective for Strategic Human Resource Management
B) the Foundation for the Recognition of Professionals International
C) the Society for Human Resource Management
D) the Human Resource Certification Institute
E) the Association for Human Resource Professionals
98) List the qualities associated with human resources that help an organization gain a
sustainable competitive advantage.
1) Human resources are valuable. High-quality employees provide a needed service as they
2) Human resources are rare. A person with high levels of the needed skills and knowledge is not
3) Human resources cannot be imitated. To imitate human resources at a high-performing
competitor, one would have to first figure out which employees are providing the advantage and
4) Human resources have no good substitutes. When people are well trained and highly
motivated, they learn, develop their abilities, and care about customers. It is difficult for another
99) List five of the HRM functions, briefly describing the specific activities associated with each.
1) Analysis and design of work: Work analysis, job design, and job descriptions.
2) Recruitment and selection: Recruiting, job postings, interviewing, testing, and coordinating
3) Training and development: Orientation, skills training, and career development programs.
4) Performance management: Performance measures; preparation and administration of
5) Compensation and benefits: Wage and salary administration, incentive pay, insurance,
6) Employee relations: Attitude surveys, labor relations, employee handbooks, company
7) Personnel policies: Policy creation and policy communication.
8) Employee data and information systems: Record keeping, HR information systems, and
9) Compliance with laws: Policies to ensure lawful behavior, reporting, posting information,
10) Support for strategy: Human resource planning and forecasting, talent management, and
100) Explain human resource planning and evidence-based HR. How do these concepts help HR
in supporting an organization’s strategy?
101) Briefly describe the nine categories of HRM competencies that the Society for Human
Resource Management found to be associated with success. Provide an example of a behavior
for each.
52
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written consent of McGraw-Hill Education.
(9) Business acumen involves understanding how information can be used to support the
organization’s strategy. Behaviors can include gaining and applying knowledge of business
principles and how HR functions relate to business success.
Difficulty: 3 Hard
Topic: The Role of Human Resource Managers
Learning Objective: 01-03 Summarize the types of competencies needed for human resource
management.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
102) Explain why supervisors and non-HR managers are expected to be familiar with the basics
of HRM. List five examples of the types of HR responsibilities supervisors are expected to
perform.
103) What is the difference between training and development of employees?
104) What is the impact of planning and administering pay and benefits on an organization?
105) Who are the typical stakeholders in an organization?
106) What are the four principles followed by ethical, successful companies?
107) How can HR professionals increase their career opportunities?