Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
79. All of the following are considered incentive systems except
a. profit-sharing plans.
b. benefits.
c. individual incentive plans.
d. gain-sharing.
e. sales commissions.
Difficulty: 1 Page-Reference: 258-259
Question ID: 08-1-79 Skill: Comprehension
Objective: 8.5
80. Gina has heard good things about incentive programs, but doesn’t know much about them. She
asks you for examples of incentive programs and you tell her about two such program. They are
a. employee-of–the-month awards and profit-sharing plans.
b. wages based on comparable worth and profit-sharing plans.
c. gain-sharing plans and profit-sharing plans.
d. wages based on comparable worth and gain-sharing plans.
e. employee recognition and profit-sharing plans.
Difficulty: 2 Page-Reference: 258-259
Question ID: 08-1-80 Skill: Comprehension
Objective: 8.5
81. After a very successful year when the firm exceeded targeted earnings levels by 10 percent, the
CEO of Bain Industries decided to give each employee extra pay equal to 10 percent of what they earned
for the year. Bain is using a plan called
a. merit salary.
b. pay-for-knowledge.
c. profit-sharing.
d. gain-sharing.
e. pay–for-performance.
Difficulty: 2 Page-Reference: 258
Question ID: 08-1-81 Skill: Comprehension
Objective: 8.5
82. At Palliser Furniture, any profit resulting from production that exceeds a certain level is split 50–50
between the company and the employees. This is an example of
a. gain-sharing.
b. skill-based pay.
c. pay–for-knowledge.
d. profit-sharing.
e. a bonus.
Difficulty: 3 Page-Reference: 259
Question ID: 08-1-82 Skill: Comprehension
Objective: 8.5
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
83. Takato wants to set up either a gain-sharing plan or a profit-sharing plan, but doesn’t know the
difference between the two. You tell him that
a. profit-sharing plans are generally preferred by employees.
b. gain-sharing is based on cost savings from productivity improvements, while profit-sharing is based
on the firm’s profits.
c. gain-sharing plans generally result in more money being given to employees than profit-sharing
plans do.
d. there is really very little difference in the two types of plans.
e. gain-sharing plans are generally used only in the public sector, while profit-sharing plans are
generally used only in the private sector.
Difficulty: 3 Page-Reference: 258-259
Question ID: 08-1-83 Skill: Comprehension
Objective: 8.5
84. Brown Corp. distribute bonuses to all employees based upon reduced costs from working more
efficiently. The company is using ___________.
a. a profit-sharing plan.
b. a gain-sharing plan.
c. a merit salary system.
d. a bona fide occupational requirement.
e. an assessment centre.
Difficulty: 2 Page-Reference: 259
Question ID: 08-1-84 Skill: Comprehension
Objective: 8.5
85. Some benefits are voluntary and some are required by law. Benefits that companies often
voluntarily offer employees include all of the following except
a. life insurance.
b. dental benefits.
c. extended health coverage.
d. workers’ compensation coverage.
e. disability insurance.
Difficulty: 3 Page-Reference: 261
Question ID: 08-1-85 Skill: Comprehension
Objective: 8.5
86. Shawn has been hurt while working on his job. The cost for him to have the injury repaired and to
recuperate is covered under
a. major medical insurance.
b. disability insurance.
c. health insurance.
d. workers’ compensation.
e. hospitalization insurance.
Difficulty: 2 Page-Reference: 261
Question ID: 08-1-86 Skill: Comprehension
Objective: 8.5
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
87. Lee Corp. has a plan under which a certain dollar amount of benefits per employee is set aside
and employees select from a variety of alternatives. This is an example of a(n)
a. variable benefits plan.
b. optional benefits plan.
c. alternative benefits plan.
d. discretionary benefits plan.
e. cafeteria benefits plan.
Difficulty: 2 Page-Reference: 261-262
Question ID: 08-1-87 Skill: Comprehension
Objective: 8.5
88. Joan is finding that her current benefit package does not meet her needs since it is a “one size fits
all” approach. What would Joan likely recommend to her employer to improve her satisfaction with the
benefit package?
a. Impose a wage and salary freeze in order to expand the benefits offered.
b. Use a cafeteria benefit plan and let the employee select the benefits within a set monetary limit.
c. Lower commission rates for sales people in order to expand the benefits offered.
d. Pay employees more money so they can afford to purchase their own external benefits plan.
e. Offer only the benefits that are required by law.
Difficulty: 2 Page-Reference: 261-262
Question ID: 08-1-88 Skill: Application
Objective: 8.5
89. As a new employee of Mega Computers, Sam has received a package outlining possible benefits
that he may choose from. He has been given a specific amount of annual benefit dollars with which he
can select the benefits which best fit his situation. This is a(n)
a. discretionary benefits plan.
b. cafeteria benefits plan.
c. optional benefits plan.
d. alternative benefits plan.
e. variable benefits plan.
Difficulty: 2 Page-Reference: 261-262
Question ID: 08-1-89 Skill: Knowledge
Objective: 8.5
90. Which of the following is true with respect to mandated benefits?
a. The Canada Pension Plan is in a deficit position, and it is doubtful that people retiring after 2030
will get their full entitlement from the plan.
b. Employment insurance premiums for employees are $3.80 per hundred dollars of earnings.
c. The workers’ compensation premiums are related to each employer’s expected future experience
with job-related accidents and illnesses.
d. Only employers pay premiums to an employment insurance fund.
e. All of these statements are true.
Difficulty: 3 Page-Reference: 261
Question ID: 08-1-90 Skill: Knowledge
Objective: 8.5
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
91. At Maremount Corp., ten percent of each salesperson’s yearly bonus is based on whether the
company as a whole reaches its yearly financial goals. The company’s compensation structure is based
on which fundamental principle?
a. People will work to accomplish a goal if they have a real stake in the reaching the goal.
b. Incentive structures should be as simple as possible.
c. An incentive scheme will be more effective if it encourages individuals to act in ways that benefit
both society and the individual.
d. Compensation policies must be legal.
e. People are more likely to adhere to a policy if they have had some input into the development of the
policy.
Difficulty: 3 Page-Reference: 258
Question ID: 08-1-91 Skill: Analysis
Objective: 8.5
92. At Maremount Corp., ten percent of each salesperson’s yearly bonus is based on whether the
company as a whole reaches its yearly financial goals. The incentive plan is based on which assumption?
a. Salespeople are less interested in the company’s success than other employees are.
b. Salespeople think that they can have a significant effect on the overall performance of the
company.
c. In recent years, management has been concerned that salespeople have not consistently acted in
the best interests of the company.
d. Financial incentives are the only effective way to motivate employees.
e. Employees at Maremount are not much different than salespeople at other companies in the
industry.
Difficulty: 3 Page-Reference: 258
Question ID: 08-1-92 Skill: Analysis
Objective: 8.5
93. Landon Industries is considering a merger with Lake Industries. Landon offers its employees
competitive salaries and generous benefit packages, but salaries at Lake are below the industry average,
and Lake’s benefit packages is much lower than Landon’s. Not surprisingly, the employees at Landon are
concerned that a merger with Lake would cause their benefits to decline. The CEO of Landon thinks that
the best way to overcome the employees’ resistance to the merger is through education and
communication, but the CEO of Lake wants to force all employees in the newly merged companies to
accept the changes. Which of the following facts would MOST weaken the Landon CEO’s argument?
a. Lake’s strong financial situation means outstanding long–term stability for the merged companies.
b. Both companies use several different tools to communicate their respective corporate cultures.
c. Lake’s offer includes paying a higher price to Landon shareholders if the merged companies adopt
Lake’s benefits policy.
d. Landon divisions are departmentalized on the basis of customers served.
e. Lake has promised that it will adopt Landon’s policies for attracting and retaining talent.
Difficulty: 3 Page-Reference: 259–261
Question ID: 08-1-93 Skill: Analysis
Objective: 8.5
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
94. Landon Industries is considering a merger with Lake Industries. Landon offers its employees
competitive salaries and generous benefit packages, but salaries at Lake are below the industry average,
and Lake’s benefit packages is much lower than Landon’s. Not surprisingly, the employees at Landon are
concerned that a merger with Lake would cause their benefits to decline. The CEO of Landon thinks that
the best way to overcome the employees’ resistance to the merger is through education and
communication, but the CEO of Lake wants to force all employees in the newly merged companies to
accept the changes. Which of the following facts would MOST strongly support the Landon CEO’s
argument?
a. The terms of the merger include the guarantee that Lake employees with outstanding benefit
packages get to keep them in the merged company.
b. The shareholders of Landon support the merger.
c. Any savings that result from reducing benefits will be noted in a report one year after the merger
occurs.
d. The recent economic downturn means people are having a harder time finding new jobs.
e. Lake employees advance up the hierarchy faster than employees in most other companies in the
industry.
Difficulty: 3 Page-Reference: 259-261
Question ID: 08-1-94 Skill: Analysis
Objective: 8.5
95. Landon Industries is considering a merger with Lake Industries. Landon offers its employees
competitive salaries and generous benefit packages, but salaries at Lake are below the industry average,
and Lake’s benefit packages is much lower than Landon’s. Not surprisingly, the employees at Landon are
concerned that a merger with Lake would cause their benefits to decline. The CEO of Landon thinks that
the best way to overcome the employees’ resistance to the merger is through education and
communication, but the CEO of Lake wants to force all employees in the newly merged companies to
accept the changes. If the following facts were known, which one would strengthen the Lake CEO’s
argument?
a. Mergers in this industry are more common than mergers in most other industries.
b. If the two organizations have similar cultures, mergers are easier to do.
c. At Lake, the accounting, operations, and human resource departments are able to serve a much
larger organization.
d. Using coercion and threats to overcome resistance to change should be used only after other
options have been tried.
e. Lake gives its employees the opportunity to serve for a year or more in its overseas offices.
Difficulty: 3 Page-Reference: 259-261
Question ID: 08-1-95 Skill: Analysis
Objective: 8.5
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
96. Landon Industries is considering a merger with Lake Industries. Landon offers its employees
competitive salaries and generous benefit packages, but salaries at Lake are below the industry average,
and Lake’s benefit packages is much lower than Landon’s. Not surprisingly, the employees at Landon are
concerned that a merger with Lake would cause their benefits to decline. The CEO of Landon thinks that
the best way to overcome the employees’ resistance to the merger is through education and
communication, but the CEO of Lake wants to force all employees in the newly merged companies to
accept the changes. If the following facts were known, which one would weaken the Lake CEO’s
argument?
a. Several years ago, Lake merged with another company.
b. Employees at Landon have a variety of concerns about the merger, not just the concern about
reduced benefits.
c. Management’s credibilitiy is undermined if it attempts to overcome change by hiding the truth about
the effects of the change.
d. Landon’s customers are loyal to the salespeople they deal with, but they have little loyalty to
Landon as a company.
e. Employees at Landon are paid more than the people at Lake who are doing the same kind of work.
Difficulty: 3 Page-Reference: 259-261
Question ID: 08-1-96 Skill: Analysis
Objective: 8.5
97. Maurice works for Logan Trainers, a company that provides management development
workshops for businesses. Maurice is very popular and companies often ask for him by name, even
though Logan has a lot of different instructors it could assign to workshops. Logan pays all instructors the
same amount for teaching a workshop, but last week Maurice asked that he be given a higher rate of pay
than the other instructors because he is so popular with companies. If the following facts were known,
which one would MOST strengthen Maurice’s case?
a. He has led more training workshops than any other seminar leader who is employed by Logan.
b. If Logan lost Maurice, companies might stop coming to Logan for management development
workshops.
c. Maurice has worked for Logan for fifteen years, which is longer than any other instructor.
d. Maurice is also a teacher in the local high school, and he has received several awards for his
teaching.
e. The businesses that contract with Logan say that the workshops are essential to their operation.
Difficulty: 3 Page-Reference: 256-258
Question ID: 08-1-97 Skill: Analysis
Objective: 8.5
98. Maurice works for Logan Trainers, a company that provides management development
workshops for businesses. Maurice is very popular and companies often ask for him by name, even
though Logan has a lot of different instructors it could assign to workshops. Logan pays all instructors the
same amount for teaching a workshop, but last week Maurice asked that he be given a higher rate of pay
than the other instructors because he is so popular with companies. If the following facts were known,
which one would MOST strengthen Logan’s argument to keep Maurice at his current contract rate?
a. No one from Logan has ever directly observed Maurice’s performance in presenting a workshop.
b. Maurice does not receive retirement benefits because he is not a full-time worker at Logan.
c. Logan has received very few applications from other instructors.
d. Logan uses a single-rate pay system for contingent workers.
e. There is no other agency in the city with whom Maurice could contract to provide similar workshops.
Difficulty: 3 Page-Reference: 256-258
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
Question ID: 08-1-98 Skill: Analysis
Objective: 8.5
99. Nondiscrimination in employment on the basis of race, colour, creed, sex, or national origin is
a. reverse discrimination.
b. equal employment opportunity.
c. equal pay.
d. comparable worth.
e. affirmative action.
Difficulty: 2 Page-Reference: 262
Question ID: 08-1-99 Skill: Knowledge
Objective: 8.6
100. What is the objective of the Canadian Human Rights Act?
a. To ensure that everyone who wants a job can have one
b. To protect immigrants from being mistreated while on the job
c. To ensure that everyone who wants a job has an equal opportunity to compete for it
d. To prevent employers from discriminating among job applicants on the basis of past experience
e. All of these are objectives
Difficulty: 2 Page-Reference: 262
Question ID: 08-1-100 Skill: Comprehension
Objective: 8.6
101. What is the difference between the Employment Equity Act of 1986 and the Canadian Human
Rights Act of 1977?
a. The former applies only to government employees, while the latter applies only to private-sector
employees.
b. The former prohibits employment discrimination against four designated groups (women, visible
minorities, Aboriginal people, and people with disabilities), while the latter prohibits a variety of practices
in recruiting, selecting, and dismissing personnel.
c. The former supersedes the latter.
d. The former doesn’t try to achieve employment equity, while the latter does.
e. All of these statements are correct.
Difficulty: 3 Page-Reference: 262-263
Question ID: 08-1-101 Skill: Comprehension
Objective: 8.6
102. The ________ prohibits a wide variety of practices in recruiting, selecting, promoting, and
dismissing personnel.
a. Canada Labour Standards Act
b. National Labour Relations Act
c. Canadian Human Rights Act
d. Canadian Labour Relations Act
e. Employment Equity Act of 1986
Difficulty: 2 Page-Reference: 262
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
Question ID: 08-1-102 Skill: Knowledge
Objective: 8.6
103. When an employer may choose one applicant over another based on overriding characteristics
of the job, this is called
a. comparable worth.
b. discrimination.
c. harassment.
d. bona fide occupational requirement.
e. human rights.
Difficulty: 2 Page-Reference: 262
Question ID: 08-1-103 Skill: Knowledge
Objective: 8.6
104. The Athletic Club hires only women to supervise the women’s locker room. This is an example
of
a. comparable worth.
b. discrimination.
c. harassment.
d. bona fide occupational requirement.
e. human rights.
Difficulty: 2 Page-Reference: 262
Question ID: 08-1-104 Skill: Comprehension
Objective: 8.6
105. The ________ is federal legislation that designates four groups as employment disadvantaged:
women, visible minorities, aboriginal people, and people with disabilities.
a. Equal Pay Act of 1963
b. Canadian Human Rights Act
c. Fair Labour Standards Act
d. Employment Equity Act of 1986
e. Canadian Employment Rights Act
Difficulty: 2 Page-Reference: 263
Question ID: 08-1-105 Skill: Knowledge
Objective: 8.6
106. The program for the same wages to be paid for jobs that have similar value to a firm regardless
of the gender of the job holder is
a. equal employment opportunity.
b. reverse discrimination.
c. equal pay.
d. affirmative action.
e. comparable worth.
Difficulty: 2 Page-Reference: 263
Question ID: 08-1-106 Skill: Knowledge
Objective: 8.6
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
107. Comparing dissimilar jobs, such as those of nurses and mechanics, would be most likely
necessary if a manager is pursuing the idea of
a. bona fide occupational requirement.
b. affirmative action.
c. comparable worth.
d. reverse discrimination.
e. equal pay.
Difficulty: 1 Page-Reference: 263-264
Question ID: 08-1-107 Skill: Comprehension
Objective: 8.6
108. Ann keeps hearing the term “comparable worth.” She is confused about it, so you explain that it
means
a. that an employer cannot discriminate against workers who are older than 40 years of age.
b. that handicapped employees should be paid the same as their non-handicapped peers when they
perform comparable work.
c. men and women should receive equal wages.
d. wages should be the same for men and women who hold jobs which are of comparable value to the
firm.
e. men and women should be paid the same wages when their work requires equal skill, effort, and
responsibility and is performed under the same conditions.
Difficulty: 3 Page-Reference: 263-264
Question ID: 08-1-108 Skill: Comprehension
Objective: 8.6
109. What is the main argument that opponents of comparable worth make?
a. Women are not as strong as men.
b. The average woman spends a lower proportion of her potential years of work actually working.
c. Comparable worth ignores the supply and demand aspects of labour.
d. Comparable worth costs too much money.
e. Women live longer than men.
Difficulty: 2 Page-Reference: 264
Question ID: 08-1-109 Skill: Comprehension
Objective: 8.6
110. Mimi, a senior secretary, has a value to the company that is about the same as Tom, who is a
mechanic. She has found out that Tom is paid about the same as she is. The firm’s successful program is
a. equal pay.
b. male subjugation.
c. comparable worth.
d. affirmative action.
e. reverse discrimination.
Difficulty: 2 Page-Reference: 263–264
Question ID: 08-1-110 Skill: Comprehension
Objective: 8.6
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
111. Requests for sexual favors, unwelcome sexual advances, or verbal or physical conduct of a
sexual nature that creates an intimidating or hostile environment for an employee is called
a. discrimination.
b. an antiprogressive organization.
c. a hostile work environment.
d. repetitive strain.
e. sexual harassment.
Difficulty: 2 Page-Reference: 264
Question ID: 08-1-111 Skill: Knowledge
Objective: 8.6
112. Suppose that a company runs a series of programs to reduce the problem of sexual harassment
in the workplace. A survey conducted after the programs were completed showed that employee attitudes
and behaviours showed no improvement. Upon seeing these results, one manager concluded that the
survey was conducted improperly. What assumption was being made by this manager?
a. That every employee would benefit from some training in stopping sexual harassment.
b. That the company has more “bad” employees than other companies in the industry.
c. That the program that was offered was the most effective programs that could have been offered.
d. The effects of the educational programs in changing attitudes were greater than they were in
changing behaviour.
e. That educational programs have a significant effect on attitudes and behaviours.
Difficulty: 2 Page-Reference: 264
Question ID: 08-1-112 Skill: Analysis
Objective: 8.6
113. Jane, a supervisor, has offered George, a subordinate, a raise and promotion in exchange for a
sexual relationship. This is an example of ________ harassment.
a. employment-at-will
b. quid pro quo
c. reverse discrimination
d. affirmative action
e. hostile work environment
Difficulty: 3 Page-Reference: 264
Question ID: 08-1-113 Skill: Comprehension
Objective: 8.6
114. Mary’s male coworkers routinely make off-colour jokes and display calendars of scantily clad
women. This is an example of ________ harassment.
a. reverse discrimination
b. a hostile work environment
c. affirmative action
d. “boys-will-be-boys” behaviour
e. quid pro quo harassment
Difficulty: 3 Page-Reference: 264
Question ID: 08-1-114 Skill: Comprehension
Objective: 8.6
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
115. A company is liable in cases of sexual harassment
a. always, even if the harassment was done only once.
b. under no circumstances, as it is the actions of two private individuals.
c. only when the person doing the harassment holds a management position and the person being
harassed is a lower-level employee.
d. if management knew about the harassment but decided to do nothing about it.
e. only if the management intentionally harassed an employee.
Difficulty: 2 Page-Reference: 264
Question ID: 08-1-115 Skill: Comprehension
Objective: 8.6
116. To deal effectively with the potential for sexual harassment, managers should do all of the
following except
a. establish a procedure for dealing with harassment complaints.
b. train employees to recognize and refrain from sexual harassment.
c. try to work out sexual harassment complaints informally.
d. take action against those who are involved in sexual harassment.
e. develop clear and enforceable policies dealing with sexual harassment.
Difficulty: 2 Page-Reference: 264
Question ID: 08-1-116 Skill: Comprehension
Objective: 8.6
117. Safety supervisors and workers’ compensation boards have to deal with claims of repetitive
strain injuries. It is important to know that repetitive strain injuries
a. account for a clear majority of all time–loss claims.
b. are injuries that are not work-related.
c. account for nearly half of all time-loss claims.
d. account for one-quarter of all time-loss claims.
e. are very rare.
Difficulty: 3 Page-Reference: 265
Question ID: 08-1-117 Skill: Knowledge
Objective: 8.6
118. You are a pension consultant. In designing pension plans for companies you need to know that
the trend for retirement is:
a. the average age has remained about the same.
b. the average age is lower than it used to be.
c. there is no discernible trend.
d. the median age has been cyclical, being lower in good economic times and higher in poor
economic times.
e. the median age is higher than it used to be.
Difficulty: 2 Page-Reference: 265
Question ID: 08-1-118 Skill: Comprehension
Objective: 8.6
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
119. The range of workers’ attitudes, values, beliefs, and behaviours that differ by gender, race, and
ethnicity is called
a. glass ceiling.
b. affirmative action.
c. comparable worth.
d. reverse discrimination.
e. workforce diversity.
Difficulty: 1 Page-Reference: 265
Question ID: 08-1-119 Skill: Knowledge
Objective: 8.7
120. The DuPont Corporation offers a course for managers that teaches them to acknowledge the
individuality of each person they employ. This is an example of
a. employment equity.
b. affirmative action.
c. workforce diversity.
d. bona fide occupational requirement.
e. sensitivity training.
Difficulty: 2 Page-Reference: 265-266
Question ID: 08-1-120 Skill: Comprehension
Objective: 8.7
121. Which of the following is correct with regard to workforce diversity?
a. The proportion of Aboriginals in the workforce has risen rapidly during the last decade, but will
soon level off.
b. About half of the people who immigrated to Canada during the 1990s were visible minorities.
c. By 2017, visible minorities will comprise more than 50 percent of the populations of Toronto and
Vancouver.
d. Immigration officials are now starting to restrict the entrance of visible minorities into Canada.
e. All of these are correct.
Difficulty: 1 Page-Reference: 266
Question ID: 08-1-121 Skill: Knowledge
Objective: 8.7
122. Workers who are experts in specific fields and who add value because of what they know,
rather than how long they have worked or the job they do, are known as
a. knowledge workers.
b. information workers.
c. expert workers.
d. value workers.
e. specialized workers.
Difficulty: 2 Page-Reference: 266
Question ID: 08-1-122 Skill: Knowledge
Objective: 8.7
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
123. Which of the following is correct with regard to knowledge workers?
a. They add value to an organization because of their connections to technical workers in other
firms.
b. They tend to work for traditional manufacturing firms.
c. The need for knowledge workers is gradually declining as the general education level of the
workforce increases.
d. Training updates are important for knowledge workers so that their skills do not become obsolete.
e. All of these.
Difficulty: 2 Page-Reference: 266
Question ID: 08-1-123 Skill: Comprehension
Objective: 8.7
124. Knowledge workers include
a. top managers.
b. middle managers.
c. musicians.
d. production line workers.
e. engineers.
Difficulty: 1 Page-Reference: 266
Question ID: 08-1-124 Skill: Knowledge
Objective: 8.7
125. Computer scientists, engineers, and physical scientists are all be examples of ________.
a. contingent workers
b. temporary workers
c. shop stewards
d. knowledge workers
e. technical experts
Difficulty: 2 Page-Reference: 266
Question ID: 08-1-125 Skill: Comprehension
Objective: 8.7
126. An employee who is hired on something other than a permanent or full-time basis is a
a. technical employee.
b. knowledge worker.
c. contingent worker.
d. knowledge expert.
e. shop steward.
Difficulty: 1 Page-Reference: 267
Question ID: 08-1-126 Skill: Knowledge
Objective: 8.7
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
127. Independent contractors, on-call workers, temporary employees, contract employees, and
leased employees are all examples of
a. contingent workers.
b. flextime workers.
c. migratory workers.
d. telecommuters.
e. union trustbusters.
Difficulty: 2 Page-Reference: 267
Question ID: 08-1-127 Skill: Comprehension
Objective: 8.7
128. Categories of contingent workers include all of the following except
a. knowledge workers.
b. freelancers.
c. on-call workers.
d. part-time workers.
e. contract employees.
Difficulty: 1 Page-Reference: 267
Question ID: 08-1-128 Skill: Comprehension
Objective: 8.7
129. Cindy works on a temporary basis in order to supplement the organization’s permanent
workforce. Cindy is considered to be a
a. knowledge worker.
b. supervisor.
c. technician.
d. manager.
e. contingent worker.
Difficulty: 2 Page-Reference: 267
Question ID: 08-1-129 Skill: Comprehension
Objective: 8.7
1. Human resources management involves the recruitment, development, and maintenance of an
effective workforce.
a. True
b. False
Difficulty: 1 Page-Reference: 244
Question ID: 08-2-130 Skill: Knowledge
Objective: 8.1
2. Job analysis is a detailed study of a job to determine the specific duties and the human qualities
required to perform that job.
a. True
b. False
Difficulty: 1 Page-Reference: 244
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
Question ID: 08-2-131 Skill: Knowledge
Objective: 8.1
3. A job description outlines the key tasks, objectives, and responsibilities of a job.
a. True
b. False
Difficulty: 1 Page-Reference: 244
Question ID: 08-2-132 Skill: Knowledge
Objective: 8.1
4. In most companies, the job description is more important than the job specification.
a. True
b. False
Difficulty: 2 Page-Reference: 244
Question ID: 08-2-133 Skill: Comprehension
Objective: 8.1
5. Planning for human resources involves an analysis of the job and recruitment of a pool of job
applicants.
a. True
b. False
Difficulty: 2 Page-Reference: 244
Question ID: 08-2-134 Skill: Knowledge
Objective: 8.1
6. A key purpose of forecasting is to determine the demands that workers are likely to make for higher
wages and better working conditions.
a. True
b. False
Difficulty: 2 Page-Reference: 244-245
Question ID: 08-2-135 Skill: Knowledge
Objective: 8.1
7. At higher levels of the organization, the technique most commonly used to plan for specific people
and positions is the replacement chart.
a. True
b. False
Difficulty: 2 Page-Reference: 245-246
Question ID: 08-2-136 Skill: Comprehension
Objective: 8.1
Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang
Chapter 8—Managing Human Resources
8. After comparing future demand and internal supply, managers can make plans to manage predicted
shortfalls or overstaffing. If a shortfall is predicted, extra employees can be transferred and early
retirement may be encouraged.
a. True
b. False
Difficulty: 1 Page-Reference: 244-245
Question ID: 08-2-137 Skill: Comprehension
Objective: 8.1
9. The purpose of recruitment is to select the best applicant available for the position.
a. True
b. False
Difficulty: 1 Page-Reference: 246
Question ID: 08-2-138 Skill: Knowledge
Objective: 8.1
10. A study by the Canadian Federation of Independent Business found that the top three
characteristics employers are looking for when they hire people are good grooming, the ability to work
well with others, and good communication skills.
a. True
b. False
Difficulty: 1 Page-Reference: 246
Question ID: 08-2-139 Skill: Knowledge
Objective: 8.2
11. Both external and internal staffing start with effective recruiting.
a. True
b. False
Difficulty: 1 Page-Reference: 246
Question ID: 08-2-140 Skill: Knowledge
Objective: 8.2
12. Promotion from within can help build morale and keep high-quality employees from leaving.
a. True
b. False
Difficulty: 1 Page-Reference: 247
Question ID: 08-2-141 Skill: Comprehension
Objective: 8.2
13. External recruiting methods include advertising, union hiring halls, referrals by present
employees, internet advertising, and campus interviews.
a. True
b. False
Difficulty: 1 Page-Reference: 247
Question ID: 08-2-142 Skill: Comprehension