60) ________ is a form of training in which a person works alongside someone who is skilled in
a particular craft and is taught by that person.
A) Apprenticeship
B) Work simulation
C) Micro-schooling
D) Job sharing
61) Which of the following methods gives the clearest assessment of the effectiveness of a
training program?
A) pre-training and post-training assessment
B) using the “smile” index to gauge effectiveness
C) administering a post-training questionnaire
D) testing employees on skills covered in the training
62) ________ focuses on the structuring or restructuring of key components of a job.
A) Job design
B) Job analysis
C) Job posting
D) Job rotation
63) ________ involves rethinking and radically redesigning business processes to achieve
dramatic improvements in performance, such as cost, quality, service, or speed.
A) Restructuring
B) Reengineering
C) Cross-training
D) Job rotation
64) Orangetree tries to help employees maintain a work-life balance by providing flexible job
arrangements. For instance, Alison works only on Mondays, Wednesdays, and Fridays, while
Joan fills the same role on Tuesdays, Thursdays, and Saturdays. Both find the arrangement
convenient, while the company gets the advantage of two workers for little more than the price
of one. This arrangement is known as ________.
A) job swapping
B) job exchange
C) job rotation
D) job sharing
65) Papercraft Inc. is considering introducing a job sharing program for some departments in the
company. Which of the following, if true, would weaken Papercraft’s decision?
A) An employee survey revealed that most employees would prefer to have more flexible work
timings.
B) The nature of the work involves very little feedback.
C) On account of the nature of the projects, most projects are undertaken single-handedly.
D) The company’s workforce is mainly composed of young, independent, single male
employees.
66) JEG recently evaluated its manufacturing processes and discovered that the monotonous
nature of jobs was contributing to employee dissatisfaction. As manufacturing worked on an
assembly-line system, each employee had to repetitively add just a single part to the product.
JEG decided to form the employees into teams and have each team assemble a complete product
together. This effort by JEG to make the work more interesting for its employees is known as
________.
A) reengineering
B) job sharing
C) job rotation
D) cross-training
67) ________ lists a set of qualities upon which to evaluate employees, and their level of
performance on each of these items is then rated in terms of a scale typically ranging from 1 to 5.
A) The Likert scale
B) The Guttman scale
C) A Borg scale
D) A graphic rating scale
68) Which of the following is true of graphic rating scales?
A) Graphic rating scales are time-consuming and difficult to complete.
B) There is no clear definition for the qualities measured by graphic rating scales.
C) The results obtained from graphic rating are difficult to quantify.
D) Graphic rating scales cannot be used to compare performance ratings between employees.
69) Which of the following is true for behaviorally anchored rating scales (BARS)?
A) BARS are very similar in methodology to 360-degree feedback.
B) BARS and graphic rating scales have nothing in common.
C) BARS rate employee characteristics using a quantitative scale.
D) BARS rank employees in terms of abstract qualities rather than specific behaviors.
70) Which of the following is true for 360-degree feedback?
A) The results are easily quantifiable and comparable across the company.
B) This technique completely eliminates the potential for bias in evaluations.
C) It is quick and easy to collect and quantify the data relevant to this feedback.
D) It attempts to measure a person’s performance from multiple perspectives.
71) A ________ is a specific instance in which the employee’s behavior and performance were
above or below expectations.
A) basis point
B) chronic incident
C) critical incident
D) pivot point
72) ________ compensation is pay that varies depending on specified conditions such as the
general profitability of the company, revenue, or individual performance targets.
A) At-risk
B) Broadband
C) Cafeteria plan
D) Deferred
73) A(n) ________ is a system that ties some compensation to employee performance.
A) broadband plan
B) cafeteria plan
C) incentive plan
D) open compensation
74) At JEG, a certain percentage of each employee’s salary remains fixed, while the rest varies
according to employee performance. This is an example of ________.
A) a cafeteria-style plan
B) a benefit plan
C) an incentive plan
D) a broadband plan
75) Immediately upon being promoted to store manager in a bookstore, Rachel receives details
of her new compensation package: her salary is tied to store profit, and she must customize her
benefit plan. This manager’s pay structure is a form of ________, and her benefit plan is
________.
A) at-risk compensation; traditional
B) at-risk compensation; cafeteria-style
C) variable compensation; traditional
D) piece-rate compensation; cafeteria-style
76) JEG requires any mid-level manager who wants to move into top management to spend three
years in each of the firm’s operational areas. This requirement is an example of ________.
A) at-risk compensation
B) 360 degree feedback
C) cross-functional job rotation
D) job sharing
77) ________ involve(s) the termination of groups of employees because of economic or
business reasons.
A) Layoffs
B) Furloughs
C) Outsourcing
D) Voluntary redundancy
78) ________ usually involve(s) the termination of an employee for criminal behavior, such as
theft of company property, or for violating the company’s policies, such as sharing confidential
information with its competitors.
A) Layoffs
B) Furloughs
C) Firing for cause
D) Voluntary redundancy
79) Janet has been a manager at N&S for the past six years. Following the retirement of her
superior, Janet expected to be promoted in his place. However, a male colleague with similar
qualifications and less experience was promoted instead. Janet notices that most top-level
managers in N&S are male, even though a substantial percentage of the employees are female.
Which of the following terms explains this scenario?
A) the golden handshake
B) the golden handcuffs
C) the glass ceiling
D) the glass cliff
80) A hiring and training program intended to correct past inequalities for certain categories of
people based on gender, race and ethnicity, age, or religion is known as a(n) ________.
A) redistributive justice system
B) affirmative action program
C) meritocracy
D) retributive justice system
81) ________ may use selection criteria regarded as discriminatory, but do not constitute
employment discrimination because they have a direct and material impact on job performance
and outcomes.
A) Graphic rating scales
B) Bona fide occupational qualifications
C) Behaviorally anchored ratings scales
D) Cross-functional job rotations
82) Which of the following is true for a bona fide occupational qualification?
A) It is based on performance and has an indirect impact on job performance.
B) It may use selection criteria regarded as discriminatory.
C) It is a prerequisite for inclusion in affirmative action programs.
D) It has no material impact on job outcomes.
83) Despite laws against discrimination, Disney can legally refuse to hire men with beards
because the company demonstrated statistically that being clean-shaven is a ________ at Disney
theme parks.
A) technical job skill
B) valid selection technique
C) bona fide occupational qualification
D) cross-functional job requirement
84) Which of the following is true for the Civil Rights Acts of 1866 and 1871?
A) They prohibit discrimination in employment against individuals aged 40 or older.
B) They grant all citizens the right to make, perform, modify, and terminate contracts and enjoy
all benefits, terms, and conditions of the contractual relationship.
C) They provide equal protection for all citizens and require due process in state action.
D) They require affirmative action in the employment of individuals with disabilities.
85) Which of the following is true for the Fourteenth Amendment?
A) It prohibits discrimination in employment against individuals aged 40 or older.
B) It grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all
benefits, terms, and conditions of the contractual relationship
C) It provides equal protection for all citizens and requires due process in state action.
D) It requires affirmative action in the employment of individuals with disabilities.
86) BEL Services is a long-time federal contractor. It was recently noticed that the company has
not been implementing affirmative action policies for people with disabilities. Which of the
following is BEL violating?
A) Fourteenth Amendment
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Rehabilitation Act of 1973
87) The ________ requires affirmative action in hiring women and minorities.
A) Fourteenth Amendment
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Rehabilitation Act of 1973
88) Name and briefly explain the various methods of recruiting candidates for a job opening.
89) What does “valid selection technique” mean in the context of job selection?
90) Compare structured and unstructured interviews and explain which type generates more valid
results.
91) List the various methods of selecting applicants for a job.
92) Explain how orientation programs train employees in technical, interpersonal, and
conceptual skills.
93) What is job sharing?
94) What are graphic rating scales? What are their advantages and disadvantages?
95) Explain 360-degree feedback.
96) What is a cafeteria-style benefit plan?
97) What constraints are affecting Mr. McCoy’s planning activities?
98) How might hiring a part-time teacher for this position be advantageous?
99) In this scenario, is the interview alone a valid selection technique?
100) How might a work sample validate the selection process in this scenario?
101) Given the circumstances in this scenario, on what type of skills might a training program
focus?
102) Explain “job design” in this scenario.
103) Why might a school principal rely on “critical incidents” to provide feedback to teachers
during appraisals?