There are at least ________ Latinos in the United States.
A) 22 million
B) 31 million
C) 50 million
D) 63 million
Which of the following involves hardball tactics to prevent a union from organizing
workers or to get rid of a union?
A) Union suppression
B) Union substitution
C) Distributive bargaining
D) Collective bargaining
Which of the following is NOT a characteristic of cross-functional training?
A) Implementing job rotation programs
B) Increasing the need for retraining
C) Expanding the skills of workers
D) Reducing employee boredom
The primary goal of state workers’ compensation laws is best described as:
A) providing a means for injured workers to receive care and income without having to
sue.
B) determining the cause of work-related accidents and minimizing future accidents.
C) ensuring that employers are not held responsible for accidents caused by worker
negligence.
D) spreading the cost of workplace accidents among all workers in the state.
EAPs cost companies about ________ per employee per year.
A) $40-50
B) $30-40
C) $20-30
D) $10-20
The HR professional conducts a task analysis in order to determine:
A) what knowledge and skills relate to job performance.
B) the immediate and long-term needs for the training.
C) what alternatives are available if training is too costly.
D) how well employees are carrying out the tasks that make up the job.
Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in
priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to
perform the job assigned under its current conditions, and 3) strong verbal and
quantitative skills. In addition, the cost of the selection process is a concern since you
want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial
imbalance among the management team, which favors white males. No evidence of
discrimination exists, and the firm has never received a discrimination complaint. The
firm’s hourly employees are about 50% female and 35% minority. You have actively
sought to provide access to disabled employees. Two years ago, the firm experienced an
incident in which one employee became violent and injured several other employees.
The firm was held liable for the occurrence.
Refer to Additional Case 5.3. Which of the following would most likely help the firm
avoid liability for negligent hiring?
A) Instituting a sexual harassment policy
B) Strictly using structured interview methods
C) Administering personality tests to screen for violent personalities
D) Developing hiring policies that require employee background checks
A utilization analysis looks at which of the following criteria?
A) The national population
B) Qualified workers in the local labor pool
C) The number of potential employees in public schools in the area
D) The number of federal contractors in the labor pool area
The two outer poles in the spectrum of assessment activities are:
A) self assessment and interactional assessment.
B) self assessment and organizational assessment.
C) organizational assessment and formal assessment.
D) self development and self assessment.
Which of the following is NOT an employee right that employers must consider?
A) Employment contracts
B) Safe working conditions
C) Unlimited free speech
D) Ethical treatment
Additional Case 11.1
The HR department at Sussex Enterprises has been asked to evaluate the effectiveness
of the firm’s team-based incentive plan. Managers at the firm report a decline in worker
performance, an increase in interpersonal conflicts, and an increase in complaints about
free riding team members. In addition, the manufacturing group has been accused of
producing more units than the marketing group can sell. HR at Sussex needs to
determine if the current incentive plan is appropriate or should be replaced.
Refer to Additional Case 11.1. Sussex executives have decided to change the firm’s
pay-for-performance plan to one that is individual-based. Which of the following best
supports this decision?
A) The organizational structure at Sussex has many hierarchical levels.
B) Most positions at Sussex require autonomy and very little cooperation.
C) Most Sussex employees are intrinsically motivated and committed to their work.
D) Consumer demand for products and services offered by Sussex is relatively stable.
Kora is reviewing her company’s pay structure and sees, “Grade 3, Able to work
independently and use WordPerfect software, $14.57 hr.” Kora is most likely reviewing
a:
A) job-based pay structure.
B) skill-based pay structure.
C) decentralized pay system.
D) knowledge-based pay system.
Generally, Hispanics:
A) come from a variety of racial heritages.
B) share a common cultural heritage.
C) are almost entirely from Latin America.
D) speak Spanish as their first language.
The EEOC primarily uses alternative dispute resolution systems to:
A) document employee concerns.
B) handle cases more quickly.
C) comply with employer requests.
D) meet federal requirements.
The Cumberland Highlands Recreation Center (CHRC) has hired an independent lawn
care company to maintain the county’s softball and baseball parks. Merle, who works
for the lawn care company, cut his hand very seriously while maintaining one of the
ball fields. Which of the following is most likely true?
A) OSHA does not consider Merle an employee of CHRC.
B) Workers’ compensation will not cover Merle’s injury.
C) The CHRC will pay for Merle’s workers’ compensation.
D) The lawn care company will probably win if it sues the CHRC for Merle’s worker
compensation.
Electra, Inc. is a company in an advanced stage of internationalization. It has little
allegiance to its country of origin, decentralized operations, relatively independent
business units, and weak ties to any given country. This company is most likely in stage
________ of international involvement.
A) 2
B) 3
C) 4
D) 5
Your boss wants you to take a personality test, an attitude test, and an interest inventory
as part of your promotion review process. Your boss is putting you through:
A) an assessment center.
B) situational exercises.
C) succession planning.
D) psychological testing.
Sam, a data analyst, has not been completing tasks as quickly as his manager, Elizabeth,
would like. Elizabeth has scheduled a meeting with Sam to discuss the issue. What
should Elizabeth do first at the meeting?
A) Ask Sam if he has been having personal problems at home
B) Enroll Sam in a training and development program
C) Tell Sam that he could lose his position soon
D) Define the performance problem for Sam
Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more
effectively. HR is facilitating meetings among middle managers to communicate this
idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than
what is already being done. She cites the company’s previous affirmative action plan.
“Also,” she argues, “we’ve given African-Americans and Asian-Americans more than
enough opportunity. I tried to promote a Latino to supervisor position, and you guys
(HR dept.) told me I really needed to give Kym, an African-American, the opportunity.”
Paul, a white supervisor, feels that management is management. Managing diversity is
just a gimmick or a passing fad. “I’ve been a supervisor for 20 years, and I’ve found that
if I treat people fairly and listen to them, things work out just fine.”
Ana, a relatively new middle-manager, is a bit more positive about the idea but has
significant reservations. She feels, however, that the company really needs to give
women and minorities access to the “old boys’ network.” If all the company does is
conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn’t care what they do.
He’s giving notice because he’s joining some other African-Americans in starting their
own company. He’s been a supervisor for five years and has been passed over for
promotion twice. He feels that he has experienced discrimination because he’s
African-American.
Refer to Additional Case 4.2. Ana’s concerns most likely reflect the experiences of
women and minorities with:
A) corporate cultural relativity.
B) resistance to organizational change.
C) segmented communication networks.
D) resentment between competing minorities.
Which of the following is the most likely problem of using team-based
pay-for-performance plans?
A) Employees’ retirement funds are put at risk.
B) Group cohesiveness is severely limited.
C) Intergroup competition causes a performance decline.
D) Managers have difficulty appraising group performance.
In nonunionized firms:
A) employees are required to open health savings accounts.
B) employees pay for their benefits strictly out-of-pocket.
C) employers and employees share most benefits costs.
D) employers pay for all health benefits.
________ is training employees to perform operations in areas other than their assigned
job.
The process of achieving internal equity involves six steps. Enumerate and explain this
process.
Your text gives four mistakes that managers should avoid when administering discipline
to employees. What are they?
What is the difference between a polycentric and a geocentric approach to international
management? How can managers ensure that HRM practices match a culture’s value
system when an employer uses one of these staffing approaches?
Discuss the concept of the “Just Cause Standard of Discipline,” identifying the seven
questions a manager needs to answer before proceeding with discipline.
A separation that occurs when an employer decides to terminate its relationship with an
employee due to economic necessity or a poor fit between the employee and the
organization is called ________.
________ is the process of informing new employees about what is expected of them in
the job and helping them cope with the stresses of transition.