On average, unionized workers receive higher pay than their nonunionized
counterparts.
Job rotation increases employees’ understanding of different company functions.
The most common approach to pay differentials is to move an employee lower in the
pay structure to compensate for increasing costs.
Skill-based pay systems do not support empowerment of employees.
The most popular way to empower employees is to design work so that it can be
performed by individuals.
Job design is the process of defining how work will be performed and what tasks will
be required in a given job.
Job analysis can only be performed by certified external analysts of the U.S.
Department of Labor.
Traditional management thinking treated human resource management primarily as a
means to support a company’s strategy.
Russell claims that an apprenticeship prepares one better for a job than an internship.
Which of the following, if true, strengthens Russell’s claim?
A. Apprentices are paid while interns are not paid.
B. Apprentices, unlike interns, do not have fixed training periods.
C. Unlike interns who mostly file paperwork, apprentices have hands-on experience
during training.
D. Unlike interns who are sponsored by educational institutions, apprentices are
sponsored by labor unions.
E. Interns are more likely than apprentices to get admonished for their mistakes on the
job.
What are vesting rights?
A. Ability of retired employees to retain their seniority if they return to work at their
former employer.
B. Government commitment to provide retirement benefits to all U.S. workers.
C. Designation that retired workers will receive cost-of-living increases as part of their
monthly pension checks.
D. Guarantee that employees in a pension plan will receive a pension at retirement age,
regardless of whether they stay with the employer.
E. Ability of younger workers to move their retirement savings to another account after
leaving a specific employer.
Who among the following would hear and resolve a case if the alternative dispute
resolution method of arbitration is used?
A. An immediate supervisor
B. A higher-level manager
C. A panel of nonmanagement employees
D. A peer of the employee
E. A retired judge
Which of the following is an option of an employee assistance program (EAP) in which
a patient uses video conferencing equipment to participate in online meetings with a
therapist?
A. Headhunting
B. Videohealth
C. Alternative dispute resolution
D. Outplacement counseling
E. Telepsychiatry
Mathew was an employee at Bolton Inc., and he was dismissed for poor performance.
He filed a lawsuit against Bolton Inc. on the grounds of unjust dismissal. Which of the
following is likely to be a reason for Mathew’s claim?
A. Mathew’s manager was uninterested in the specific feedback provided by him.
B. Mathew was dismissed after he complained to senior management about his
manager’s unethical practices.
C. Mathew’s manager did not think he had the skills required for the job.
D. Mathew’s manager refused to restructure the job to fit Mathew’s capabilities.
E. Mathew was not given rewards by his manager when he did not perform his tasks
efficiently.
The relationship between an employer and an employee can be thought of in terms of
a(n) _____, a description of what an employee expects to contribute in an employment
relationship and what the employer will provide the employee in exchange for those
contributions.
A. employee contract
B. offer letter
C. psychological contract
D. legal bond
E. legal agreement
Which of the following is a federal law that establishes a minimum wage and
requirements for overtime pay and child labor?
A. FLSA
B. ADA
C. FMLA
D. ERISA
E. EAP
Irene is filling out an application form for the position of an elementary school teacher.
While she is filling it out, she comes across a section that asks for information about her
high school, college, courses, and grades. Which of the following sections of the
application form is being referred to here?
A. Mailing address
B. Work experience
C. Racial details
D. Educational background
E. Declaration
Which of the following statements is true of work flow analysis?
A. Information cannot be considered to be an input because it is not tangible.
B. All outputs must be strictly measured in terms of quantity.
C. Outputs may be tangible or intangible products of different work processes.
D. Quality standards are not a key criterion in the process of work flow analysis.
E. Inputs and outputs are only the two stages required to represent a complete work
flow cycle.
Ray Inc., a shoe manufacturer in Virginia, opens a new facility in Texas. Shelly, the
operations manager, prefers to give the new employees better wages than benefit
packages. Tanya, the HR manager, disagrees with her. Which of the following, if true,
will strengthen Tanya’s argument?
A. The income tax rate is higher in Texas than it is in Virginia.
B. Benefits are more complex to understand by employees than pay structures.
C. Benefits give lesser control over the advantages they receive from them than wages.
D. Higher cash compensation gives employees more purchasing power in Texas.
E. Different employees look for different types of benefits, which makes HR’s tasks
complicated.
Identify the correct statement regarding protean careers.
A. Employees in protean careers look for organizations to provide job security.
B. Employees in protean careers take lesser responsibility for managing protean careers
than for traditional careers.
C. A protean career is one that does not change frequently.
D. Employees in protean careers look for organizations to provide development
opportunities based on the modern psychological contract.
E. Protean careers are characterized by frequent changes due to changes in a person’s
desired level of compensation.
Sapheda Inc., a heavy machinery company, has employees belonging to the age group
of 17 to 30. Noah, a 17-year-old, is prohibited from working with heavy machinery
tools. His work involves working in the mail room. Under the laws governing Fair
Labor Standards Act (FLSA), which of the following will justify the organization’s
decision to forbid Noah from doing heavy machinery work?
A. Noah cannot be employed in hazardous occupations because he is 17 years old.
B. Noah is expected to work in a safe environment because he is male.
C. Noah is not a U.S. citizen, therefore he is prohibited from working in a hazardous
environment.
D. Noah has not yet completed college, therefore he should only be given
administrative duties.
E. Noah comes from an economically weaker background, therefore he is expected to
perform clerical duties.
Which of the following statements is true of equal employment opportunity laws?
A. These laws guarantee equal pay for whites and minorities.
B. The goal of these laws is for employers to provide equal pay for equal work.
C. Job descriptions and job structures cannot help organizations demonstrate that they
are upholding these laws.
D. These laws guarantee equal pay for men and women.
E. Under these laws, employers cannot tie differences in pay to business-related
considerations.
_____ means pervasive low levels of satisfaction with all aspects of life, compared with
other people’s feelings.
A. Negative affectivity
B. Outplacement
C. Expatriation
D. Systemic discrimination
E. Cognitive dissonance
Cliff Stiff Inc., a cement company, receives more than $2,000 in federal money. The
company hires employees belonging to the age group of 25 to 40. The company is
charged for violation of law under the Davis-Bacon Act of 1931 and the Walsh-Healy
Public Contracts Act of 1936. Which of the following best explains the reason for the
company being sued?
A. The employees of the company are not being paid at rates at least equal to the
prevailing wages in the area.
B. Cement industry employees are being paid only 15% above the minimum wage.
C. The company hires employees belonging to the age group of 25 to 30, and they are
being employed in hazardous environments.
D. Individuals eligible for overtime are being paid at one and a half times the
employee’s regular pay rate.
E. Employees below the age of 25 are not being hired by the company.
Leo Corp., a large-scale cell phone manufacturer, buys Milo Inc., a small cell phone
manufacturer, to secure a greater share of the cell phone industry. This scenario
exemplifies a(n) _____.
A. consolidation
B. partnership
C. acquisition
D. merger
E. strategic alliance
According to the Job Characteristics Model, _____ refers to the job characteristic that
reflects the degree to which a job allows an individual to make decisions about the way
the work is carried out.
A. task knowledge
B. task ability
C. skill variety
D. autonomy
E. feedback
Overlapping _____ give the organization more flexibility in transferring employees
among jobs, because transfers need not always involve a change in pay.
A. pay rates
B. pay ranges
C. pay policies
D. pay differentials
E. pay ranks
In a company’s merit pay program, individuals’ compa-ratio represents their:
A. pay relative to performance of other workers in the industry.
B. pay relative to average pay.
C. comparable worth versus others.
D. ratio of pay to benefits.
E. the average worth of the skills possessed by the individual.
Which of the following federal laws increased the responsibility of pension plan
trustees to protect retirees?
A. The Consolidated Omnibus Budget Reconciliation Act (COBRA)
B. The Age Discrimination in Employment Act (ADEA)
C. The American Disabilities Act (ADA)
D. The Fair Labor Standards Act (FLSA)
E. The Employee Retirement Income Security Act (ERISA)
What are right-to-work laws? Explain.
What is a learning organization? What are its key features?
Discuss the challenges associated with temporary workers and contract workers.
List five important responsibilities of HR, briefly describing the specific activities
associated with each.
In the context of training, what is e-learning?
What are the different ways in which job experiences help in employee development?
Job analysis is so important to HR managers that it has been called the building block
of everything that personnel do. Describe the instances that demonstrate the advantages
of using job analysis in various HR activities.
What are the limitations of using a job-based pay structure?