Management Chapter 10 the process of attracting, developing, and maintaining a high quality workforce

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

File: Chapter 1009: Human Resource Management

Multiple Choice

1. __________ is the process of attracting, developing, and maintaining a high quality

workforce.

a) Crowdsourcing

b) Human resource management

c) General management

d) Outsourcing

2. Which of the following is NOT a task of human resource management?

a) Supervising a quality workforce

b) Attracting a quality workforce

c) Developing a quality workforce

d) Maintaining a quality workforce

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

Ans: d

Bloom’s: Knowledge

Level: Easy

Learning Objective 1: Understand the purpose and legal context of human resource management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

6. The Title VII of the 1964 Civil Rights Act (CRA) guarantees protection against discrimination

based on all of the following categories EXCEPT:

a) religion.

b) race.

c) color.

d) age.

7. The Equal Employment Opportunity (EEO) Act guarantees all of the following EXCEPT:

a) the right to gain/keep employment based upon ability and performance.

b) equal pay for men and women.

c) protection from discrimination for people over 40.

d) zero discrimination in the workplace.

11. In the U.S. workforce, the proportion of employees aged 40 or above is:

a) decreasing.

b) increasing.

c) staying constant.

d) fluctuating randomly.

12. According to the equal employment opportunity guidelines, which of the following hiring

requirements would be considered illegal?

a) A special pilot’s license to fly for major airlines

b) A minimum weight requirement to serve as a restaurant chef

c) Passing a criminal background check to be an elementary school teacher

d) A medical license to be a doctor

13. Who among the following is least likely to be protected by federal laws that guarantee equal

opportunity?

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

a) An applicant from a minority community

b) A 40-year-old worker

c) A job applicant who drinks

d) A pregnant worker

14. Which of the following bills signed by President Obama expanded workers’ rights to sue

employers on equal pay issue?

a) The Pregnancy Discrimination Pay for Performance Act

b) The Lilly Ledbetter Fair Pay Act

c) The Age Discrimination Wage Restriction Act

d) The Workplace Privacy Affirmative Action Pay Act

15. While safer to assume they have none, privacy at work is a right that applies to which of

these?

a) Only managers

b) Only non-managers

c) All employees

d) Only top performing employees

16. Which of the following statements is NOT true about privacy in the workplace?

a) Technology can allow employers to monitor emails from company computers.

b) Technology can allow employers to identify who is receiving phone calls.

c) Technology can allow employers to track internet searches done on company equipment.

d) Technology can allow employers to spy on employees to decide who will get a promotion.

17. In the U.S., what percent of age discrimination suits result in some financial settlement in

favor of the person filing the claim?

a) 80

b) 20

c) 50

d) 35

18. Which of the following processes occurs when companies try to attract a qualified pool of

applicants?

a) Planning

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

b) Screening

c) Selection

d) Recruitment

19. __________ is the extent to which an individual’s values, interests, and behaviors are

consistent with the culture of an organization.

a) Person-job fit

b) Person-organization culture fit

c) Recruitment

d) Job satisfaction

20. Which of the following practices should NOT be followed while preparing for a telephone

interview?

a) Studying the organization ahead and matching your strengths to it

b) Planning to take the call in a quiet, private location

c) Practicing your voice tone and modulation to set a good first impression

d) Attending the interview without preparing any questions

21. During the interview for a job, the process that attempts to reveal both the good and bad

points of the job is called:

a) an in-depth interview.

b) recruitment.

c) a realistic job preview.

d) orientation.

22. The process of choosing whom to hire from a pool of qualified candidates is called

__________.

a) assessment

b) recruitment

c) selection

d) review

26. The process of evaluating a candidate in an actual work situation is called __________.

a) behavior analysis

b) work sampling

c) coaching

d) socialization

27. Allison, a long-term employee at AIM Corporation, helps William, a new employee, learn

the culture of the organization. In this scenario, Allison uses the __________ process.

a) assessment

b) socialization

c) affirmative action

d) unionization

28. __________ sessions run by human resource managers and other staff members

communicate key information to new hires and allow them to complete employment documents.

a) Documentation

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

b) Socialization

c) Orientation

d) Coaching

29. Thomas is a new employee at Town Realty. Andrew, an experienced employee, has been

assigned to offer performance advice to Thomas. This arrangement illustrates:

a) on the job training.

b) orientation.

c) work sampling.

d) coaching.

30. Assigning an early career employee as a protégé to a more senior employee for the purpose

of professional advice and career guidance is called __________.

a) coaching

b) mentoring

c) assessing

d) socialization

31. Performance appraisal is the process of formally assessing performance and providing

__________ to jobholders.

a) motivation

b) promotions

c) feedback

d) mentoring

32. Which of the following appraisal methods uses specific descriptions of actual behaviors to

rate various levels of performance?

a) Graphic rating scale

b) Paired comparison

c) Critical-incident technique

d) Behaviorally anchored rating scale

33. The performance appraisal method that uses a log of an employee’s effective and ineffective

job behaviors is called a__________.

a) behaviorally anchored rating scale

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

b) critical-incident technique

c) forced distribution method

d) graphic rating scale

34. __________ is the performance appraisal method that includes superiors, subordinates, peers,

and even customers in the appraisal process.

a) A behaviorally anchored rating scale

b) The critical-incident technique

c) The forced distribution method

d) 360 feedback

35. The performance appraisal method that rates and ranks one person’s performance with others

is called __________.

a) a behaviorally anchored rating scale

b) the critical-incident technique

c) a multiperson comparison

d) a graphic rating scale

36. Which of the following performance review techniques evaluates each employee against

every other and then creates a summary ranking based on the number of superior scores?

a) Survey

b) Paired comparisons

c) Self-appraisal

d) Forced distribution

37. Which of the following is the process of managing how a person grows and progresses in a

career?

a) Career planning

b) Employee management

c) Career development

d) Multiperson comparison

38. The process of matching career goals and individual capabilities with opportunities for their

fulfillment is called __________.

a) career planning

b) employee management

Schermerhorn & Bachrach / Exploring Management, 56th Edition Test Bank

c) career development

d) multiperson comparison

39. People who are hired on temporary contracts and are not a part of an organization’s

permanent workforce are called __________.

a) selective workers

b) variable time employees

c) flex time workers

d) independent contractors

40. Modern organizations prefer employing independent contractors because they are:

a) available at minimum wage.

b) easy to hire and fire.

c) better workers.

d) always available.