Chapter 8 3 The questionnaire that asks for information such as the background

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Objective: 8.2

14. The questionnaire that asks for information such as the background, experience, and education of

each applicant is known as the job application form.

a. True

b. False

Difficulty: 1 Page-Reference: 250

Question ID: 08-2-143 Skill: Knowledge

Objective: 8.2

15. Marilyn has just received a batch of job applications. Her next step in the selection process is to

do reference checks.

a. True

b. False

Difficulty: 1 Page-Reference: 250

Question ID: 08-2-144 Skill: Application

Objective: 8.2

16. The two basic processes of external staffing are recruitment and selection.

a. True

b. False

Difficulty: 1 Page-Reference: 249

Question ID: 08-2-145 Skill: Knowledge

Objective: 8.2

17. Experience has shown that promoting staff from within is generally the best approach.

a. True

b. False

Difficulty: 2 Page-Reference: 247

Question ID: 08-2-146 Skill: Comprehension

Objective: 8.2

18. The process of determining the predictive value of information is called validation.

a. True

b. False

Difficulty: 2 Page-Reference: 249

Question ID: 08-2-147 Skill: Knowledge

Objective: 8.2

19. An assessment centre focuses on conducting interviews to determine whether job candidates are

suitable hires for the firm.

a. True

b. False

Difficulty: 1 Page-Reference: 250

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Question ID: 08-2-148 Skill: Comprehension

Objective: 8.2

20. Many companies are placing more emphasis on testing and less emphasis on interviewing

because job candidates are becoming clever at giving all the “right” answers during interviews.

a. True

b. False

Difficulty: 1 Page-Reference: 250-251

Question ID: 08-2-149 Skill: Comprehension

Objective: 8.2

21. Behaviour-based interviewing works well when assessing candidates for managerial positions,

but not so well when assessing candidates for technical positions like accounting.

a. True

b. False

Difficulty: 3 Page-Reference: 251

Question ID: 08-2-150 Skill: Comprehension

Objective: 8.2

22. According to the Canadian Human Rights Commission policy, pre-employment drug testing and

random drug testing are not permitted, but recent court rulings have not necessarily been consistent with

this policy.

a. True

b. False

Difficulty: 3 Page-Reference: 251

Question ID: 08-2-151 Skill: Knowledge

Objective: 8.2

23. The first step for a new employee is to enter a training program.

a. True

b. False

Difficulty: 2 Page-Reference: 251

Question ID: 08-2-152 Skill: Knowledge

Objective: 8.3

24. Vestibule training is an instructional-based program in which a trainer presents material in a

descriptive fashion to those attending a trainee program.

a. True

b. False

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-2-153 Skill: Knowledge

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

25. On–the-job training is generally more effective than vestibule training.

a. True

b. False

Difficulty: 2 Page-Reference: 252

Question ID: 08-2-154 Skill: Comprehension

Objective: 8.3

26. Systematic job rotations and transfers are more likely to be used for lower-level managers or

operating employees.

a. True

b. False

Difficulty: 2 Page-Reference: 252

Question ID: 08-2-155 Skill: Comprehension

Objective: 8.3

27. Instructional-based programs include on-the-job training, vestibule training, and systematic job

rotations and transfers.

a. True

b. False

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-2-156 Skill: Comprehension

Objective: 8.3

28. When airline pilots use the Airbus 380 simulator, this is an example of vestibule training.

a. True

b. False

Difficulty: 2 Page-Reference: 253

Question ID: 08-2-157 Skill: Comprehension

Objective: 8.3

29. Networking and mentoring are informal means of management development.

a. True

b. False

Difficulty: 2 Page-Reference: 253

Question ID: 08-2-158 Skill: Comprehension

Objective: 8.3

30. Reverse mentoring is becoming more common because of the popularity of social media.

a. True

b. False

Difficulty: 2 Page-Reference: 253

Question ID: 08-2-159 Skill: Comprehension

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

31. Training and development programs are used to learn new skills or to correct a deficiency.

a. True

b. False

Difficulty: 1 Page-Reference: 252

Question ID: 08-2-160 Skill: Knowledge

Objective: 8.3

32. A performance appraisal is primarily used to judge the effectiveness of training, such as an

accident prevention program.

a. True

b. False

Difficulty: 2 Page-Reference: 254

Question ID: 08-2-161 Skill: Knowledge

Objective: 8.4

33. A performance appraisal is used to evaluate how well an individual employee is doing in his or her

job.

a. True

b. False

Difficulty: 1 Page-Reference: 254

Question ID: 08-2-162 Skill: Knowledge

Objective: 8.4

34. The simple ranking method is more appropriate for upper-level management positions, while the

forced distribution method is more appropriate for lower-level management positions.

a. True

b. False

Difficulty: 1 Page-Reference: 254

Question ID: 08-2-163 Skill: Comprehension

Objective: 8.4

35. Barbara uses a rating system that consists of a series of statements about some aspect of an

individual’s job performance, and has five possible responses: strongly agree, agree, neither agree nor

disagree, disagree, and strongly disagree. Barbara is using the critical incident method to rate her

employees.

a. True

b. False

Difficulty: 1 Page-Reference: 255

Question ID: 08-2-164 Skill: Comprehension

Objective: 8.4

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

36. The simple ranking method requires a manager to rank-order from best to worst each member of

a particular workgroup or department.

a. True

b. False

Difficulty: 2 Page-Reference: 254

Question ID: 08-2-165 Skill: Knowledge

Objective: 8.4

37. The simple ranking method involves grouping employees into predefined frequencies of

performance ratings.

a. True

b. False

Difficulty: 2 Page-Reference: 254

Question ID: 08-2-166 Skill: Knowledge

Objective: 8.4

38. A critical incident is simply an example of especially good or poor performance on the part of the

employee.

a. True

b. False

Difficulty: 2 Page-Reference: 255

Question ID: 08-2-167 Skill: Knowledge

Objective: 8.4

39. Wages and salary are interchangeable terms that both refer to the amount of money an employee

is paid.

a. True

b. False

Difficulty: 1 Page-Reference: 256

Question ID: 08-2-168 Skill: Comprehension

Objective: 8.5

40. The highest-paid Canadian CEOs earn 189 times what the average Canadian worker earns.

a. True

b. False

Difficulty: 1 Page-Reference: 256

Question ID: 08-2-169 Skill: Knowledge

Objective: 8.5

41. Job evaluation is mainly concerned with establishing internal pay equity.

a. True

b. False

Difficulty: 2 Page-Reference: 257

Question ID: 08-2-170 Skill: Comprehension

Objective: 8.5

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

42. John has been at Mountain Co. for over 20 years and has seniority over Peter. This means that

he will have priority in promotions over Peter.

a. True

b. False

Difficulty: 2 Page-Reference: 247

Question ID: 08-2-171 Skill: Comprehension

Objective: 8.5

43. Company-wide incentive plans include pay-for-performance, profit-sharing, gain-sharing, and pay–

for-knowledge.

a. True

b. False

Difficulty: 1 Page-Reference: 257-259

Question ID: 08-2-172 Skill: Comprehension

Objective: 8.5

44. A profit-sharing plan means that employees receive a bonus when they reduce costs.

a. True

b. False

Difficulty: 2 Page-Reference: 258

Question ID: 08-2-173 Skill: Comprehension

Objective: 8.5

45. Compensation includes not only wages or salaries but incentives and benefits programs.

a. True

b. False

Difficulty: 2 Page-Reference: 256

Question ID: 08-2-174 Skill: Knowledge

Objective: 8.5

46. Merit pay awards pay according to the relative value of employee contributions.

a. True

b. False

Difficulty: 2 Page-Reference: 256

Question ID: 08-2-175 Skill: Knowledge

Objective: 8.5

47. When Palliser Furniture introduced a plan to reward employees for increasing production, this

was an example of a gain-sharing plan.

a. True

b. False

Difficulty: 2 Page-Reference: 259

Question ID: 08-2-176 Skill: Comprehension

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Objective: 8.5

48. Gain-sharing and profit-sharing are essentially identical incentive programs.

a. True

b. False

Difficulty: 2 Page-Reference: 258-259

Question ID: 08-2-177 Skill: Comprehension

Objective: 8.5

49. Individual incentive plans reward individual performance on a real-time basis, that is, they give

some financial reward for outstanding performance immediately or soon after it happens.

a. True

b. False

Difficulty: 1 Page-Reference: 258

Question ID: 08-2-178 Skill: Knowledge

Objective: 8.5

50. Workforce management systems develop data on the productivity of retail workers and are used

to schedule the most productive staff to work at the busiest times.

a. True

b. False

Difficulty: 2 Page-Reference: 258

Question ID: 08-2-179 Skill: Knowledge

Objective: 8.5

51. The Canada Pension Plan is in a worrisome deficit position.

a. True

b. False

Difficulty: 2 Page-Reference: 261

Question ID: 08-2-180 Skill: Knowledge

Objective: 8.5

52. The federal government requires that employers provide incentive programs such as retirement

benefits.

a. True

b. False

Difficulty: 2 Page-Reference: 260-261

Question ID: 08-2-181 Skill: Comprehension

Objective: 8.5

53. A cafeteria benefits plan provides a free lunch for all employees who are covered by the plan.

a. True

b. False

Difficulty: 1 Page-Reference: 261

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

Question ID: 08-2-182 Skill: Comprehension

Objective: 8.5

54. “Bona fide occupational” requirement means that an employer can choose one worker over

another based on overriding characteristics of the job.

a. True

b. False

Difficulty: 2 Page-Reference: 262

Question ID: 08-2-183 Skill: Knowledge

Objective: 8.6

55. The basic goal of equal employment opportunity regulations in Canada is to ensure that

individuals who want a job and are qualified for it actually get the job.

a. True

b. False

Difficulty: 3 Page-Reference: 262

Question ID: 08-2-184 Skill: Comprehension

Objective: 8.6

56. The Canadian Human Rights Act guarantees a job to any qualified person who wants one.

a. True

b. False

Difficulty: 2 Page-Reference: 262

Question ID: 08-2-185 Skill: Knowledge

Objective: 8.6

57. The Employment Equity Act of 1986 designates four groups as employment disadvantaged:

women, visible minorities, Aboriginal people, and people with disabilities. These four groups comprise

about 60 percent of the Canadian workforce.

a. True

b. False

Difficulty: 2 Page-Reference: 263

Question ID: 08-2-186 Skill: Knowledge

Objective: 8.6

58. Comparable worth programs focus mostly to paying similar wages or salaries to individuals who

hold that jobs that are of equal value to the employer.

a. True

b. False

Difficulty: 2 Page-Reference: 263

Question ID: 08-2-187 Skill: Knowledge

Objective: 8.6

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

59. The application of the comparable worth concept may result in very similar pay for jobs that are

very different.

a. True

b. False

Difficulty: 2 Page-Reference: 263-264

Question ID: 08-2-188 Skill: Comprehension

Objective: 8.6

60. Critics of comparable worth say that it ignores the supply and demand aspects of labour; that is, it

forces companies to pay people more than the open market price for their labour (which may happen in

jobs where there is a surplus of workers).

a. True

b. False

Difficulty: 2 Page-Reference: 264

Question ID: 08-2-189 Skill: Comprehension

Objective: 8.6

61. Comparable worth requires that employers use the same pay scale for employees regardless of

their race, colour, religion, national origin, or sex.

a. True

b. False

Difficulty: 1 Page-Reference: 263-264

Question ID: 08-2-190 Skill: Comprehension

Objective: 8.6

62. Quid pro quo harassment is the most blatant form of sexual harassment, while the creation of a

hostile work environment is more subtle.

a. True

b. False

Difficulty: 2 Page-Reference: 264

Question ID: 08-2-191 Skill: Comprehension

Objective: 8.6

63. In spite of the abolishment of a mandatory age for retirement in most provinces, workers in

Canada are actually retiring earlier than they used to.

a. True

b. False

Difficulty: 2 Page-Reference: 265

Question ID: 08-2-192 Skill: Knowledge

Objective: 8.6

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

64. Workforce diversity refers to the range of workers’ attitudes, values, beliefs, and behaviours that

differ by gender, race, ethnicity, age, and physical abilities.

a. True

b. False

Difficulty: 1 Page-Reference: 265

Question ID: 08-2-193 Skill: Knowledge

Objective: 8.7

65. In recent years, the number of contingent workers has increased dramatically.

a. True

b. False

Difficulty: 2 Page-Reference: 267

Question ID: 08-2-194 Skill: Knowledge

Objective: 8.7

66. Categories of contingent workers include independent contractors, but not on-call workers.

a. True

b. False

Difficulty: 3 Page-Reference: 267

Question ID: 08-2-195 Skill: Knowledge

Objective: 8.7

1. What are the key activities of human resource management?

Difficulty: 2 Page-Reference: 244

Question ID: 08-3-196 Skill: Knowledge

Objective: 8.1

2. What are the two documents that result from job analysis?

Difficulty: 2 Page-Reference: 244

Question ID: 08-3-197 Skill: Knowledge

Objective: 8.1

3. What type of information is included in a skills inventory?

Difficulty: 2 Page-Reference: 247

Question ID: 08-3-198 Skill: Knowledge

Objective: 8.1

4. What is recruitment?

Difficulty: 2 Page-Reference: 246

Question ID: 08-3-199 Skill: Knowledge

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

5. List four external recruitment methods.

Difficulty: 2 Page-Reference: 247

Question ID: 08-3-200 Skill: Knowledge

Objective: 8.2

6. What is validation?

Difficulty: 2 Page-Reference: 249

Question ID: 08-3-201 Skill: Knowledge

Objective: 8.2

7. What is vestibule training?

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-3-202 Skill: Knowledge

Objective: 8.3

8. What is the purpose of a performance appraisal?

Difficulty: 2 Page-Reference: 254

Question ID: 08-3-203 Skill: Knowledge

Objective: 8.4

9. What is a piece-rate incentive plan?

Difficulty: 2 Page-Reference: 258

Question ID: 08-3-204 Skill: Knowledge

Objective: 8.4

10. List three forms of performance-based compensation.

Difficulty: 2 Page-Reference: 258

Question ID: 08-3-205 Skill: Knowledge

Objective: 8.5

11. Describe two team and group incentive plans.

Difficulty: 2 Page-Reference: 258–259

Question ID: 08-3-206 Skill: Knowledge

Objective: 8.5

12. What are the two types of sexual harassment?

Difficulty: 2 Page-Reference: 264

Question ID: 08-3-207 Skill: Knowledge

Objective: 8.6

13. What are knowledge workers?

Difficulty: 2 Page-Reference: 266

Question ID: 08-3-208 Skill: Knowledge

Objective: 8.7

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

14. What are the various categories of contingent workers?

Difficulty: 2 Page-Reference: 267

Question ID: 08-3-209 Skill: Knowledge

Objective: 8.7

1. What is the difference between job analysis, job description, and job specification?

Difficulty: 2 Page-Reference: 244

Question ID: 08-4-210 Skill: Comprehension

Objective: 8.1

2. Why would a business firm wish to select employees for promotion from within the organization?

Describe how an internal staffing system works.

Difficulty: 1 Page-Reference: 247

Question ID: 08-4-211 Skill: Comprehension

Objective: 8.2

3. What does the organization hope to accomplish in a recruiting effort? Identify ways that this

recruiting may be accomplished.

Difficulty: 2 Page-Reference: 246-247

Question ID: 08-4-212 Skill: Comprehension

Objective: 8.2

4. What are the typical stages of selecting from external candidates?

Difficulty: 2 Page-Reference: 250-251

Question ID: 08-4-213 Skill: Knowledge

Objective: 8.2

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

5. What types of activities take place in the selection stage? Identify the variety of selection techniques

that are used.

Difficulty: 1 Page-Reference: 250-251

Question ID: 08-4-214 Skill: Comprehension

Objective: 8.2

6. Describe the human resources development process.

Difficulty: 2 Page-Reference: 251-254

Question ID: 08-4-215 Skill: Knowledge

Objective: 8.3

7. What are work-based programs? What are the three common methods of work-based training?

Difficulty: 2 Page-Reference: 252

Question ID: 08-4-216 Skill: Knowledge

Objective: 8.3

8. What is the difference between instructional-based programs and work-based programs?

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-4-217 Skill: Comprehension

Objective: 8.3

9. What are instructional-based programs? What are the two common methods of instructional-based

training?

Difficulty: 2 Page-Reference: 252-253

Question ID: 08-4-218 Skill: Knowledge

Objective: 8.3

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

10. What is the purpose of a performance appraisal system? Explain how a good system works and

how management uses the information obtained through this system.

Difficulty: 2 Page-Reference: 254-255

Question ID: 08-4-219 Skill: Comprehension

Objective: 8.4

11. There are many methods used to appraise performance. Some of the methods are based on

relative rankings and others are based on ratings. Discuss four of these methods.

Difficulty: 2 Page-Reference: 254-255

Question ID: 08-4-220 Skill: Knowledge

Objective: 8.4

12. Why do so many business firms have employee compensation and benefit programs? Identify

and describe some of the usual benefits.

Difficulty: 3 Page-Reference: 256-257

Question ID: 08-4-221 Skill: Comprehension

Objective: 8.5

13. Identify and discuss the various types of incentive compensation plans.

Difficulty: 2 Page-Reference: 257-259

Question ID: 08-4-222 Skill: Knowledge

Objective: 8.5

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

14. What is a cafeteria-style benefits plan?

Difficulty: 1 Page-Reference: 261-262

Question ID: 08-4-223 Skill: Knowledge

Objective: 8.5

15. Discuss some of the facts/issues of retirement.

Difficulty: 2 Page-Reference: 265

Question ID: 08-4-224 Skill: Comprehension

Objective: 8.6

16. Describe the concept of bona fide occupational requirements and provide two examples.

Difficulty: 2 Page-Reference: 262

Question ID: 08-4-225 Skill: Comprehension

Objective: 8.6

17. Explain the procedures to deal effectively with potential sexual harassment.

Difficulty: 1 Page-Reference: 264

Question ID: 08-4-226 Skill: Knowledge

Objective: 8.6

18. In an effort to reduce costs, companies are hiring contingent workers. Explain how this statement

can be misleading.

Difficulty: 2 Page-Reference: 267

Question ID: 08-4-227 Skill: Comprehension

Objective: 8.7

Business, Eighth Canadian Edition Griffin, Ebert, Starke, Dracopoulos, Lang

Chapter 8—Managing Human Resources

19. Discuss the four keys to using contingent and temporary workers effectively.

Difficulty: 2 Page-Reference: 267-268

Question ID: 08-4-228 Skill: Knowledge

Objective: 8.7