While it is true that unionized workers have higher base pay than non-unionized
workers, the same cannot be said for the level of benefits received by unionized
workers, who generally have fewer benefits than their peers in nonunion organizations.
Relapse prevention emphasizes the learning of a set of self-control and coping
strategies when the trainee is faced with high-risk situations.
The OSHA was created in 1990 to reduce occupational diseases and on-the-job injuries.
Personnel selection applies only for promotions.
Work analysis information can be presented only in the qualitative form.
Career resource centers consist of methods for evaluating employees potential for
growth and development in the organization.
Reliability is defined as the extent to which the measure used to define performance is
correlated with some criterion of organizational performance.
The WARN Act requires employers to give 60 days notice to their competitors if there
is going to be a layoff of 500 or more employees.
When communicating benefits information to employees it is best to focus on general
information that is relevant to all employees rather than focus on individual customized
reports that explain the employees coverages and costs.
A licensee leases the right to use intellectual property of another firm.
If the employee does not suffer economic injury, or discharge there can be no charge of
discrimination.
A major disadvantage to joint ventures is the potential for conflict between the partners.
The critical incident technique (CIT) is an example of a quantitative method.
The 80 percent or four-fifths rule derives from the EEOCs Uniform Guidelines on
Employee Selection Procedures.
Research on Employee Stock Ownership Plans (ESOPs) shows:
A) ESOPs work better when combined with extensive employee involvement.
B) They have little effect on profitability.
C) Decrease in employee absenteeism under ESOPs.
D) ESOPs work better when the price of the stock is stable.
E) Restricted company flexibility in a competitive environment.
Reporting misconduct by individuals either inside or outside of the organization to
people who have the power to take action is known as:
A) Implied contract
B) Covenant of nondisclosure
C) Fair Ethics Act
D) Whistleblowing
E) Public policy
The _____ was designed as a work analysis method to be used primarily in the
development of personnel selection instruments.
A) Critical Incident Technique (CIT)
B) Job Diagnostic Survey (JDS)
C) Job Compatibility Questionnaire (JCQ)
D) Position Analysis Questionnaire (PAQ)
E) Management Position Description Questionnaire (MPDQ)
In 2004, the Supreme Court ruled that race could be a factor in university admissions,
but cannot be an overriding factor in admission decisions. The two cases from which
the court drew these conclusions were:
A) Smith v. Jackson and Watson v. Fort Worth Bank & Trust.
B) Vinson v. Meritor and Harris v. Forklift.
C) Harris v. Forklift and Gratz v. Bollinger.
D) Gratz v. Bollinger and Grutter v. Bollinger.
E) Grutter v. Bollinger and Vinson v. Meritor.
If an individual believes that they have been a victim of illegal discrimination and
wishes to pursue a claim through the legal system, the complaint must first be filed with
the __________.
A) EEOC
B) ADA
C) ADEA
D) Civil Rights Act
E) OFCCP
An arrangement that allows two people to divide the responsibilities of a regular,
fulltime job is called __________.
A) job sharing
B) compressed workweek
C) flexplace
D) permanent part-time work
E) alternative work scheduling
Which of the following statements is FALSE regarding short-term and long-term
incentives?
A) Short-term incentives are usually additional salary rewards that an employee can
receive on a quarterly or yearly basis.
B) Short-term incentives are based on meeting short-run objectives such as a quarterly
sales or a production goal.
C) Long-term rewards focus on future profitability.
D) Stock options are a common short-term incentive.
E) Long-term incentives are usually best for upper-level executives who have a wider
area of discretion in making decisions that affect the firm.
Information provided by recruiters, interviewers, the company internet site and candid
interviews with job incumbents provides candidates with a(n) _______.
A) realistic job preview
B) job analysis
C) job classification
D) work process mapping
E) internal scanning
The Equal Pay Act (EPA) of 1963 sets minimum wage, overtime pay requirements, and
rules governing child labor.
Which of the following is associated with workers compensation?
A) Hazard communication
B) Right to know
C) Liability without fault
D) Comparable worth
E) Define contribution
A(n) __________ is formed when companies agree to partner with one another, but do
not set up a separate entity.
A) Joint venture
B) Merger
C) Strategic alliance
D) Sole ownership
E) Task force
Your company has decided to open a branch in another country. As the human resource
manager, it is your job to determine how the foreign subsidiary will interact with the
parent corporation. Define the four international human resource management strategies
you may choose from. Be sure to describe the role both locals and expatriates would
play in the subsidiarys development.
Discuss the advantages and disadvantages of internal versus external recruitment
sources.
Describe the Job Characteristics Model.
What can be done to maximize transfer of training back to ones job?
What are the three major questions to be answered for designing a PFP system?