1. The set of activities directed at attracting, developing, and maintaining an effective workforce is called _____.
a.
operations management
b.
organization development
c.
relationship management
d.
enterprise feedback management
e.
human resource management
2. _____ reflects an organization’s investment in attracting, retaining, and motivating an effective workforce.
a.
Financial capital
b.
Human capital
c.
Surplus capital
d.
Enterprise capital
e.
Production capital
an effective workforce.
p. 226
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
The Environmental Context of HRM
Digital Story: Engage
3. _____forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment
relationship.
a.
The Citizen Rights Act of 1957
b.
Title IV of the Sarbanes Oxley Act
c.
Title VII of the Civil Rights Act of 1964
d.
Section 1107 of the Sarbanes Oxley Act
e.
Section 401 of the Public Company Accounting Reform and Investor Protection Act
an effective workforce.
p. 226
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
4. A hospital refuses to employ male nurses. This illustrates _____.
a.
confirmatory bias
b.
affirmative action
c.
a direct form of discrimination
d.
equal employment opportunity
e.
employment at will
tests that whites pass at a higher rate than African Americans).
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG: Reflective Thinking
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Application
Digital Story: Perform
5. A taxi company has a policy that it will never hire women drivers. This scenario illustrates_____.
a.
b.
c.
d.
e.
p. 226
United States – AK – DISC: HRM
The Environmental Context of HRM
Digital Story: Engage
6. Which of the following is an example of a direct form of discrimination?
a.
An organization intentionally seeking and hiring employees from groups that are underrepresented in
the organization
b.
An organization refusing to promote employees belonging to an ethnic minority into management
c.
An organization hiring professionals based on their experience and skills
d.
An organization using employment tests that men pass at a higher rate than women
e.
An organization using realistic job previews to recruit employees
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Comprehension
Digital Story: Connect
7. When an organization uses an employment test that the majority ethnic group is known to pass at a higher rate than
minority groups , it is exhibiting _____.
a.
an indirect form of discrimination
b.
equal employment opportunity
c.
affirmative action
d.
a direct form of discrimination
e.
a realistic job preview
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG: Analytic
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Application
Digital Story: Perform
8. _____ is defined as intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic
groups that are underrepresented in an organization.
a.
Affirmative action
b.
Direct form of discrimination
c.
Indirect form of discrimination
d.
Adverse impact
e.
Validation
a
Easy
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG: Analytic
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
9. A medical student belonging to a minority ethnic group was selected for an internship program at a hospital even
though he had lower grades and test scores than other applicants. This scenario illustrates:
a.
confirmatory bias.
b.
employment at will.
c.
affirmative action.
d.
source monitoring error.
e.
equal employment opportunity.
c
organization.
Moderate
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG: Analytic
Moderate
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Comprehension
Digital Story: Connect
10. The Age Discrimination in Employment Act forbids discrimination against workers above which of the following
ages?
a.
40
b.
45
c.
50
d.
55
e.
65
a
workers. In its current form, it outlaws discrimination against people older than 40 years.
Easy
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
11. Employment requirements such as test scores and other qualifications are legally defined as having a(n) _____
on minorities and women when such individuals meet or pass the requirement at a rate less than 80 percent of the rate of
majority group members.
a.
affirmative action
b.
adverse impact
c.
confirmatory action
d.
lien
e.
divergent impact
Easy
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Application
Digital Story: Perform
12. The Age Discrimination in Employment Act:
a.
exclusively protects the elderly belonging to minority groups from discrimination.
b.
sets a minimum wage for the elderly and requires overtime pay for work in excess of 40 hours per week.
c.
protects individuals below the age of 25 years from discrimination.
d.
requires affirmative action.
e.
requires passive nondiscrimination.
13. The Civil Rights Act of 1991:
a.
increases punitive damages in lawsuits.
b.
makes it easier for employees to sue an organization for discrimination.
c.
requires employers to provide up to 12 weeks of paid leave for family and medical emergencies.
d.
limits union powers.
e.
sets standards for safe working conditions.
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
14. The Civil Rights Act of 1991:
a.
limits union powers.
b.
mandates affirmative action in all private business firms.
c.
limits punitive damages in lawsuits.
d.
allows passive discrimination.
e.
sets standards for product packaging
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Comprehension
Digital Story: Connect
15. The _____ sets up a procedure for employees to vote on whether to have a union.
a.
National Labor Relations Act
b.
Labor Management Relations Act
c.
Taft–Hartley Act
d.
Civil Rights Act of 1991
e.
Fair Labor Standards Act
p. 229
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
16. Which of the following laws limits union power and specifies management rights during union-organizing campaign?
a.
The National Labor Relations Act
b.
The Employee Retirement Income Security Act of 1974
c.
The Fair Labor Standards Act
d.
The Labor Management Relations Act
e.
The Occupational Safety and Health Act of 1970
p. 229
MGMT.GRIF.16. 8-1 – LO: 8-1
discrimination lawsuits while also limiting punitive damages.
p. 228
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
17. The Family and Medical Leave Act of 1993 requires employers to provide up to _____ for family and medical
emergencies.
a.
six months of paid leave
b.
12 weeks of unpaid leave
c.
15 weeks of paid leave
d.
one year of unpaid leave
e.
one year of paid leave
p. 229
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
18. _____ also contains the National Emergency Strike provision, which allows the president of the United States to
prevent or end a strike that endangers national security.
a.
The Civil Rights Act of 1991
b.
Title IV of the Sarbanes Oxley Act
c.
The Occupational Safety and Health Act of 1970
d.
The Taft–Hartley Act
e.
The Kennedy-Hawkins Act
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
Bloom’s: Comprehension
Digital Story: Connect
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
19. The Americans with Disabilities Act:
a.
allows passive discrimination against individuals with disabilities.
b.
requires employers to pay higher wages to employees with disabilities.
c.
requires employers to provide reasonable accommodations for employees with disabilities.
d.
requires employers to provide 24 weeks of unpaid leave to employees with disabilities.
e.
requires employers to eliminate policies that support affirmative action.
20. The _____, passed in 1938 and amended frequently since then, sets a minimum wage and requires the payment of
overtime rates for work in excess of 40 hours per week.
a.
National Labor Relations Act
b.
Labor Management Relations Act
c.
National Labor Relations Act
d.
Occupational Safety and Health Act
e.
Fair Labor Standards Act
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Knowledge
Digital Story: Engage
21. _____ is a systematized procedure for collecting and recording information about jobs within an organization.
a.
Job analysis
b.
Job evaluation
c.
Job specialization
d.
Job enrichment
e.
Job enlargement
requires employers to provide reasonable accommodations for disabled employees.
p. 228
MGMT.GRIF.16. 8-1 – LO: 8-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: Legal Responsibilities
The Environmental Context of HRM
Bloom’s: Comprehension
Digital Story: Connect
22. Which of the following is the first step in human resource planning?
a.
Assessing external and internal trends
b.
Predicting demand
c.
Forecasting supply
d.
Comparing future demand and internal supply
e.
Planning a response to predicted shortfalls or overstaffing
economic trends.
p. 231
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Knowledge
Digital Story: Engage
23. The _____ lists the duties of a job, the job’s working conditions, and the tools, materials, and equipment used to
perform it.
a.
job specification
b.
job description
c.
replacement chart
d.
statement of qualification
e.
article of incorporation
materials, and equipment used to perform it.
p. 230
MGMT.GRIF.16. 8-2 – LO: 8-2
p. 230
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Knowledge
Digital Story: Engage
24. The _____ lists the skills, abilities, and other credentials needed to do a job.
a.
article of incorporation
b.
replacement chart
c.
job description
d.
job specification
e.
statement of qualification
The job specification lists the skills, abilities, and other credentials needed to do a job.
p. 230
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Knowledge
Digital Story: Engage
25. A(n) _____ is usually computerized and contains information on each employee’s education, work experience, and
career aspirations.
a.
bona fide occupational qualification
b.
article of incorporation
c.
skills inventory
d.
statement of qualification
e.
job description
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Bloom’s: Knowledge
Digital Story: Engage
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Knowledge
Digital Story: Engage
26. A job description is most likely to provide information about:
a.
the skills of an existing employee.
b.
the tools, materials, and equipment used to perform the job.
c.
the educational background of an applicant.
d.
the personal profile of a supervisor.
e.
the kind of skills that a job demands.
27. You are reading a document that says that a job applicant must have good writing skills, be a citizen of the United
States, and have a degree in management. You are reading a(n) _____.
a.
article of incorporation
b.
job analysis
c.
job description
d.
replacement chart
e.
job specification
The job specification lists the skills, abilities, and other credentials needed to do the job.
p. 230
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
28. A(n) _____ lists each important managerial position in an organization, who occupies it, how long he or she
will probably remain in the position, and who is or will be a qualified fill-in.
a.
skills inventory
b.
employee information system
c.
enterprise resource planning system
d.
replacement chart
e.
Gantt chart
tools,materials, and equipment used to perform it.
p. 230
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Comprehension
Digital Story: Connect
29. The CEO of Redd Inc. needs to know the names of the line managers in the company who will soon be ready to take
up positions in middle management. The CEO can obtain this information from the _____.
a.
demand forecast
b.
job analysis
c.
supply forecast
d.
job evaluation
e.
replacement chart
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
30. Jennifer, the CEO of Phoenix Corp., is planning to build an internal design team for the company. She is looking for
employees within the company who have the expertise and an interest in designing. Jennifer can find this information in
the _____.
a.
replacement chart
b.
job specification
c.
skills inventory
d.
job description
e.
article of incorporation
work experience, and career aspirations and is usually computerized.
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Knowledge
Digital Story: Engage
31. Jason, a manager, is working on a new project that involves a lot of statistics. Jason is looking for employees with a
background in statistics. He can find this information in the _____ of his company.
a.
article of incorporation
b.
job description
c.
job specification
d.
skills inventory
e.
replacement chart
experience, and career aspirations.
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Bloom’s: Application
Digital Story: Perform
32. While matching human resource supply and demand, managers can handle predicted shortfalls by _____.
a.
avoiding the employment of new employees
b.
convincing individuals who are approaching retirement to stay on
c.
not replacing people who have quit
d.
laying off employees
e.
reducing the benefits provided to employees
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Comprehension
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
33. _____ is the process of attracting qualified persons to apply for jobs that are open.
a.
Mentoring
b.
Recruiting
c.
Job analysis
d.
Job evaluation
e.
Validation
Recruiting is the process of attracting qualified persons to apply for jobs that are open.
Easy
p. 232
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Digital Story: Engage
34. Advertising, campus interviews, employment agencies, and union hiring halls are all _____ methods.
a.
external recruiting
b.
job analysis
c.
validation
d.
job evaluation
e.
realistic job preview
a
Easy
p. 233
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Digital Story: Engage
35. _____ is defined as determining the extent to which a selection device is really predictive of future job performance.
a.
Realistic job preview
b.
Internal recruitment
c.
Job evaluation
d.
Validation
e.
Job analysis
Digital Story: Connect
36. Nelson recently attended an interview where the HR manager showed him a video of an ordinary work day in the
organization and explained in detail the expectations of the job. The HR manager also explained about the criteria for
promotions in the company. Although some of the information did not appeal to Nelson, he was sure about what to expect
from the job and the company. The organization used the _____ method in the interview.
a.
affirmative action
b.
training and development
c.
job enlargement
d.
job specialization
e.
realistic job preview
e
Moderate
p. 233
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
37. A job application blank should not contain questions about an applicant’s_____.
a.
previous work history
b.
educational background
c.
national origin
d.
age
e.
personal interests
c
Easy
p. 234
of future job performance.
Easy
p. 233
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Digital Story: Engage
38. Teresa, a recruiter, needs to know basic information such as the name, educational background, and the work
experience of a candidate she will be interviewing. Teresa can find this information in the candidate’s _____.
a.
skills inventory
b.
job description
c.
job specification
d.
application blank
e.
replacement chart
p. 234
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Reflective Thinking
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
39. The assessment center:
a.
is used to select external candidates.
b.
is a content-valid simulation of major parts of the managerial job.
c.
is most likely to be biased against women and minority groups.
d.
essentially involves conducting physical exams and drug tests on candidates.
e.
essentially involves running credit checks on prospective employees.
simulation of major parts of the managerial job.
p. 234
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Attracting Human Resources
Digital Story: Engage
40. A company has all of its candidates who are qualifiable for promotion attend a five-day evaluation session during
which they take a battery of tests, interviews, and perform in simulated work scenarios. The _____ method is used for the
selection process in this scenario.
a.
assessment center
b.
structured orientation process
c.
job analysis
d.
job deskilling
e.
attrition
a
Easy
p. 234
MGMT.GRIF.16. 8-2 – LO: 8-2
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Attracting Human Resources
Bloom’s: Application
Digital Story: Perform
41. _____ refers to teaching managers and professionals the skills needed for both present and future jobs.
a.
Development
b.
Deskilling
c.
Validation
d.
Job evaluation
e.
Performance appraisal
a
Easy
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Digital Story: Engage
42. In human resource management, _____ usually refers to teaching operational or technical employees how to do the
job for which they were hired.
a.
job rotation
Digital Story: Engage
b.
job specialization
c.
development
d.
training
e.
deskilling
43. Sara is an efficient supervisor at a restaurant, which is part of a large national chain. She was recently sent to a two–
week educational course by her employer to help her get the skills she needs for promotion to a higher management post.
The human resource management concept illustrated in the scenario is _____.
a.
job specialization
b.
job rotation
c.
development
d.
training
e.
recruitment
Moderate
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Application
Digital Story: Perform
44. Venus LLC has recently recruited a new batch of employees, and the HR manager intends to apprise company rules
to the employees. Which of the following training methods is most preferable in this scenario?
a.
Electronic-media–based training
b.
The lecture method
c.
Role-playing
d.
Case discussion groups
e.
On-the-job training
A deficiency of skills and knowledge among employees can be remedied by training.
Moderate
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Comprehension
Digital Story: Connect
45. _____is an ideal method for training employees in group decision making.
a.
Vestibule training
b.
Programmed learning
c.
Role-playing
d.
Assigned reading
e.
The lecture method
c
Moderate
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Knowledge
Digital Story: Engage
46. Ken is a newly hired police officer. He has been asked to spend a workday with a more experienced officer to
learn about paperwork, how to handle accident scenes, how to interact with people, and other duties that he will be
expected to perform. Which of the following concepts is illustrated in the scenario?
a.
Performance appraisal
b.
The assessment center method
c.
Training manuals
d.
On-the-job training
e.
The lecture method
Moderate
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Moderate
p. 235
MGMT.GRIF.16. 8-3 – LO: 8-3
United States – BUSPROG: Analytic
United States – AK – DISC: HRM
Developing Human Resources
Bloom’s: Application
Digital Story: Perform