175. (p. 312) The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from
the firms that discriminated against them.
176. (p. 312) Recent federal law clearly and strongly supports the notion that companies must use employment
quotas to correct for past discriminatory actions.
177. (p. 313) The concept of “reasonable accommodations” means that all workers should be treated in the same
manner.
178. (p. 313) Most firms have a lot of trouble implementing the structural changes required by the Americans with
Disabilities Act.
179. (p. 313) In their efforts to accommodate disabled workers, most firms are having more trouble with cultural
changes than with structural changes.
180. (p. 313) The Age Discrimination in Employment Act only prevents discrimination against employees who are
over the age of 65.
181. (p. 313) The Age Discrimination in Employment Act does allow age limits in professions where it can be
established that ability to perform the job declines significantly with age.
182. (p. 314) One way human resource managers can keep current on human resource legislation and rulings is to
read current business periodicals such as The Wall Street Journal and Business Week.
183. (p. 312, Legal Briefcase box) When it comes to human resource management issues, the federal government
generally has taken a “hands off” approach since the early 1960s.
184. (p. 312) Chip Dodson is a middle-aged white male employed by the Karr Corporation. Recently, he was
passed over for a promotion, despite receiving an excellent performance appraisal. The promotion went to a
woman Chip felt was less qualified. His supervisor told him the woman got the promotion because Karr was
trying to comply with affirmative action guidelines. Critics of affirmative action would cite Chip’s experience as
a case of reverse discrimination.
185. (p. 313) Ruth Gray is a manager who takes pride in her ability to be fair and impartial. She treats all workers
the same way, and evaluates them all using the same standards. Ruth is likely to have difficulty with the
adjustments needed to accommodate disabled workers.
186. (p. 313) Sonny Skies is in his late fifties and loves his work as a pilot for a major airline. He wants to continue
working for many more years. The Age Discrimination in Employment Act provides Sonny with the right to
keep his job as long as his company is financially sound and he does not commit a felony.
187. (p. 288) _____________ is the process of evaluating human resource needs and then recruiting, selecting,
developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals.
A. Staffing
188. (p. 288) The ultimate resource of a firm is its:
A. business plan.
189. (p. 288) One of the key functions of human resource management is:
D. auditing.
190. (p. 289) Today, human resource management has become so important that in many firms it has become:
D. a function handled only by the firm’s top management.
191. (p. 289) __________ workers have a higher skill level than their current job requires.
A. Structurally unemployed
192. (p. 289) The changes in the American business system that have had the most dramatic impact on the
workings of the free enterprise system are the changes in:
D. consumer behavior.
193. (p. 289) In coming years, high tech growth areas such as computers, biotechnology, and robots are likely to
experience a:
A. surplus of labor.
194. (p. 289) Which of the following statements best describes the current view of the role of human resource
management within a firm?
A. Human resource management is largely a clerical function that involves keeping records, processing payroll,
and making sure that federal regulations are met.
195. (p. 289-290) Which of the following is a challenge that is facing the human resources managers of today?
A. too many unemployed scientists and computer engineers
196. (p. 290) Which of the following statements about human resource management opportunities and challenges
is most accurate?
D. The number of workers who have received training in high tech fields far exceeds the number of job
openings in these areas.
197. (p. 289) Which of the following statements about human resource management opportunities and challenges
is most accurate?
D. Workers now desire more stability and predictability in their careers, so they now give their employers more
loyalty and expect more loyalty from their employers in return.
198. (p. 289) When Carl Remmick lost his job as a highly skilled craftsman at a metal working shop, he searched
for a good job for several months before finally accepting a position as a maintenance worker at a local
community college. He is happy to have a job, but frustrated by the fact that he had to settle for a job that did
not take full advantage of his skills. Carl is a(n):
A. structurally unemployed worker.
199. (p. 289) Frank Lehman is a human resource manager at a major corporation. If Frank’s company is like most
firms today, which of the following statements about Frank’s job is likely to be the most accurate?
A. Most of Frank’s time will be devoted to clerical duties such as processing payroll checks and keeping
employee files updated.
200. (p. 290) According to the “Dealing With Change” box in Chapter 11, the aging of the population suggests
which of the following implications?
D. difficulty in getting older workers to retire
201. (p. 290) The “Dealing with Change” box in Chapter 11 discusses the aging of the workforce in the U.S. One
way the U.S. is dealing with this problem is by:
A. setting a lower minimum wage for senior citizens, thus giving U.S. firms an incentive to hire older workers.
202. (p. 290) The first step in the human resources planning process is to:
A. prepare a forecast of human resource needs.
203. (p. 291) The last step of the human resource planning system is to:
A. publish a human resource inventory listing the names, ages, job titles, skills, and other pertinent information
for all employees in the organization.
204. (p. 290-291) A(n) __________ is prepared as part of the human resource planning process, and indicates the
characteristics and qualifications of the organization’s labor force, thus helping the firm determine whether its
employees are technically up-to-date and adequately trained.
A. job analysis
205. (p. 291) A __________ is a study of what is done by employees who fill various job titles.
D. job title review
206. (p. 291) A job analysis results in two written statements known as:
A. human resource inventories and affirmative action plans.
207. (p. 291) A ____________ is a statement that identifies the minimum qualifications required of a worker in
order to perform a specific job.
208. (p. 291) A job ___________ is a statement that identifies the objectives of a job, the type of work to be done,
the responsibilities and duties that are associated with the job, the working conditions, and the relationship of
the job to other functions.
D. analysis
209. (p. 291) After preparing a job analysis, the next step in the human resource planning process is to:
D. establish a strategic plan.
210. (p. 292) The __________, which is developed from the previous four steps of the human resource planning
process, addresses how the firm will accomplish a wide array of human resource functions such as recruiting,
selecting, training and developing, appraising, compensating, and scheduling its employees.
D. Gantt chart
LL: 1
Nickels – Chapter 11 #210
211. (p. 290-291) A human resource inventory is designed to reveal whether:
A. all workers are paid a fair wage.
212. (p. 291) Which of the following is an essential element of a job description?
D. the age of the person that should hold the job
213. (p. 291) Which of the following statements identifies a key difference between a job description and a job
specification?
A. A job description is concerned with the short-run objectives of a job, but a job specification is concerned
with the job’s long-run objectives.
214. (p. 290-291) Steve Patterson is gathering information about the names, ages, education, specialized skills, and
D. Gantt chart.
215. (p. 290-291) Harold Hilton is a human resource manager with Golden Years Elder Care Services. The company
is considering offering some new services, and he wants to know how many of his existing employees have
certain types of skills and training that the performance of these new services will require. A document that
would help Harold answer this question is the firm’s:
D. social audit.
216. (p. 291) Kandew Electronics requires all employees who work as research specialists in its electrical
engineering department to have a minimum of a bachelor’s degree in electrical engineering (BSEE). This
educational requirement would most likely be stated in the job _________ for this type of position.
A. analysis
217. (p. 290-291) Ben Eisner is a human resource manager at Claymont Communications who is currently involved
in human resource planning. Which of the following tasks would Ben perform as a part of the planning
process?
D. interview potential workers
218. (p. 292) _________ is the set of activities used to legally obtain a sufficient number of the right people at the
right time and to select those who best meet the needs of the organization.
D. Preemptive hiring
219. (p. 294) CareerBuilder and the Monster are:
A. web browsers.
220. (p. 292, figure 11.3) Promotions and transfers are __________ sources available to human resource managers in
their recruiting efforts.
221. (p. 292, figure 11.3) Help wanted ads, public and private employment agencies, and college placement bureaus
are all ________ sources that human resource managers can use in the recruiting efforts.
A. secondary
222. (p. 293, Spotlight on Small Business box) Which of the following can be used to attract qualified employees to work for a
small business according to the “Spotlight on Small Business” box in Chapter 11?
D. offer an initial high starting salary
223. (p. 292) Al Whitt is a human resource manager who recently has spent much of his time trying to obtain a
sufficient number of the right types of people at the right time to allow the company to select those who best
meet its needs. Al has been involved in:
D. job orienteering.
224. (p. 292, figure 11.3) Which of the following would be used by a manager who wanted to fill a position using an
D. private employment agencies
225. (p. 292, figure 11.3) Which of the following is an external recruitment source?
D. recommendations of employees
226. (p. 292) Recruiting has become very difficult for which of the following reasons?
D. There are far too many qualified candidates for each position, increasing the required paperwork.
227. (p. 293) Which of the following is the most important advantage of using internal sources to hire from within?
Hiring from within:
A. eliminates the need to meet affirmative action regulations.
228. (p. 293) Which of the following statements about recruiting is most accurate?
D. One advantage to using external sources when recruiting is that this approach tends to result in higher morale
among the firm’s existing employees.
229. (p. 293) Sally is a human resource manager with Weldun Cooking Supplies who needs to recruit people to fill
several positions within her company. Sally is most likely to rely on external recruiting sources if she:
D. needs to keep the cost of her recruiting efforts to a minimum.
230. (p. 293) According to the material in the “Spotlight on Small Business” box in Chapter 11, which of the
following statements about recruiting workers for a small business is the most accurate?
D. Small businesses should avoid hiring their own customers, since doing so is likely to cause a conflict of
interest.
231. (p. 294) In human resource management, _____________ is the process of deciding who should be hired,
under legal guidelines, for the best interests of the individual and the organization.
A. interviewing
232. (p. 294) The first step in the selection process is usually:
C. the initial interview.
D. aptitude testing.
233. (p. 294) During the employee selection process, the initial interview is often conducted by:
D. the company’s affirmative action officer.
234. (p. 294) One way major firms such as Target and Blockbuster have made the application process more
efficient and effective is by:
A. concentrating on internal sources of recruitment so that detailed information is already available.
235. (p. 294) One of the main complaints made by critics of employment tests is that these tests:
A. fail to take the interests and personalities of the test takers into account.
236. (p. 295) A _________________ is a check of a potential employee’s work record, academic record, credit
history, and recommendations.
D. character review
237. (p. 295) _____________ workers do not have the expectation of regular, full-time employment.
D. Underemployed
Nickels – Chapter 11 #237
238. (p. 294-295) Employment testing:
A. was declared illegal by the EEOC in 1989, because it was often used to discriminate against women and
minorities.
239. (p. 295) Jolie is a human resource manager who is currently involved in selecting employees. Which of the
following activities is Jolie most likely to be working on in her present assignment?
A. performing a job analysis