Management, 9e (Kinicki)
Chapter 9 Human Resource Management: Getting the Right People
for Managerial Success
1) Human resource (HR) management consists of the activities managers perform to plan for,
attract, develop, and retain an effective workforce.
2) A job specification describes the minimum qualifications a person must have to perform the job
successfully. For example, a job specification for an editor may require all editors to have flawless
grammar skills.
3) The Family and Medical Leave Act requires employers to provide 12 weeks of unpaid leave for
medical and family reasons, including for childbirth, adoption, or family emergency.
4) Therese is an architect for the building of a large office complex downtown. Frequently a group
of steel workers whistle at her as she climbs a ladder or interacts with staff. The men’s actions
create a hostile work environment.
5) The most effective sources of new employee sources are job postings on websites.
6) Explaining the organization’s mission and operations, the job routine and the organization’s
work rules and benefits should be an integral part of employee orientation.
7) The type of appraisal in which employees are evaluated by their managers, peers, and
subordinates is called the 360-degree assessment.
8) Every year, 10 percent of GE’s managers are assigned the bottom grade during the annual
review cycle, and if they don’t improve, they are asked to leave the company. GE uses a forced
ranking performance review system.
9) Benefits are additional nonmonetary forms of compensation designed to enrich the lives of all
employees in the organization. Common benefits include medical insurance, vacation days, and
credit unions, all paid for in whole or in part by the company.
10) Mediation is the process in which a neutral third party, an arbitrator, listens to both parties in a
dispute and makes a decision that the parties have agreed will be binding on them.
11) ________ includes the activities managers perform to plan for, attract, develop, and retain an
effective workforce.
A) Personnel development
B) Contingency planning
C) Job analysis
D) Human resource management
E) Performance appraisal
12) Which of the following is NOT part of the strategic human resource management process?
A) Plan for human resources needs.
B) Establish a grand strategy.
C) Recruit and select people.
D) Orient, train, and develop personnel.
E) Negotiate employment contracts.
13) What is the final step in the strategic human resource management process?
A) Plan future human resources needs.
B) Recruit and select people.
C) Assess success of the recruitment process.
D) Perform appraisals of people.
E) Orient, train, and develop people.
14) ________ capital is the economic or productive potential of employee knowledge and actions.
A) Human
B) Labor
C) Social
D) Potential
E) Productivity
15) ________ capital is the economic or productive potential of strong, trusting, and cooperative
relationships. This type of capital can help you land a job; a national survey of recruiters revealed
that 74 percent had found the highest-quality applicants through employee referrals.
A) Relational
B) Social
C) Personal
D) Productivity
E) Human
16) ________ is the purpose of the strategic human resource process.
A) Maintaining a stable workforce for minimum expense
B) Informing the grand strategy
C) Formulating human resource-sensitive strategic plans
D) Getting optimal work performance to help realize the company’s mission and vision
E) Finding the human resources needed in a timely fashion
17) A specialist at FedEx who rides with couriers to learn about delivery time measurements and
potential service problems is conducting a job
A) analysis.
B) specification.
C) posting.
D) description.
E) rotation.
18) Sylvia had been working as an executive assistant to the president for nearly 25 years, so when
she retired, no one had a good idea of all that her job entailed. Before Sylvia retired, Meaghan sat
with her for two weeks to observe her duties and ask her to explain all the functions she performs
as executive assistant to the president. Meaghan was performing a(n)
A) behavioral-description interview.
B) performance appraisal.
C) informal appraisal.
D) job rotation.
E) job analysis.
19) A ________ summarizes what the holder of the job does and how and why he or she does it.
For example, this document might state, “In this job, the worker delivers pizzas within a 10-mile
radius of the pizzeria, quickly and promptly, while obeying all traffic laws and driving
responsibly.”
A) job analysis
B) realistic job preview
C) job specification
D) job description
E) performance appraisal
20) In considering the staffing an organization might need in the future, human resource managers
should
A) focus efforts on replacing those who retire or resign.
B) assume that the organization will not change much.
C) assume that there will be radical changes in the supply of labor and the nature of the
organization’s jobs, and therefore defer planning.
D) hire 10% more people than were needed last year to cover possible growth.
E) understand the organization’s vision and strategy in order to hire personnel to support them.
21) A(n) ________ is a report listing an organization’s employees by name, education, training,
languages, and other important information.
A) performance appraisal
B) skills record
C) human resource inventory
D) job analysis
E) employee database
22) To ________, Lance, an HR manager, used reports from the U.S. Bureau of Labor Statistics
and the U.S. Census Bureau for information about his industry’s labor pool in his geographic area.
A) perform a job analysis
B) recruit from inside the organization
C) recruit from outside the organization
D) develop an affirmative action program
E) analyze human capital
23) The ________ enforce(s) procedures allowing employees to vote to have a union and for
collective bargaining.
A) Fair Labor Standards Act
B) National Labor Relations Board
C) Civil Rights Acts
D) Occupational Safety and Health Department
E) Equal Employment Opportunity Commission
24) Which piece of legislation first established the U.S. federal minimum wage?
A) Age Discrimination in Employment Act (ADEA)
B) Social Security Act
C) Civil Rights Act
D) Occupational Safety and Health Act
E) Fair Labor Standards Act of 1938
25) The Equal Employment Opportunity Commission was established by the
A) Equal Pay Act.
B) Wagner Act.
C) Title VII of the Civil Rights Act.
D) Occupational Safety and Health Act.
E) Social Security Act.
26) Which of the following helps guarantee nonhazardous working conditions for employees?
A) Civil Rights Act
B) Fair Labor Standards Act
C) Occupational Safety and Health Act
D) National Labor Relations Board
E) Sarbanes–Oxley Act
27) The ________ is a law that requires an extension of health insurance benefits after termination.
A) Health Insurance Portability and Accountability Act (HIPAA)
B) Social Security Act
C) Civil Rights Act
D) Occupational Safety and Health Act
E) Consolidated Omnibus Budget Reconciliation Act (COBRA)
28) The ________ requires employers with more than 50 employees to provide health insurance.
A) Patient Protection and Affordable Care Act
B) Social Security Act
C) Health Insurance Portability and Accountability Act (HIPAA)
D) Occupational Safety and Health Act
E) Consolidated Omnibus Budget Reconciliation Act (COBRA)
29) A Seattle-based software firm, Sysco, was growing rapidly and hiring frequently, but it
primarily focused on campus recruiting at two Washington universities, UW and Seattle
University. When one 45-year-old candidate did not get an interview after a phone screening, he
went to the company’s website and noted all of the young people in charge. Which law allows him
to file a lawsuit against Sysco alleging discrimination?
A) Age Discrimination in Employment
B) Civil Rights Act
C) Sarbanes–Oxley Act
D) Consolidated Omnibus Budget Reconciliation Act (COBRA)
E) Americans with Disabilities Act
30) Lacey has a degenerative eye disease that is causing her to gradually lose her eyesight. When
Lacey asked her employer, Ideal Accessories, to purchase a low-vision computer for her use at
work, she was fired. Ideal Accessories has violated the
A) Family and Medical Leave Act.
B) Americans with Disabilities Act (ADA).
C) Occupational Safety and Health Act (OSHA).
D) Privacy Act.
E) Patient Protection and Affordable Care Act.
31) ________ occurs when people are hired or promoted, or denied hiring or promotion, for
reasons not relevant to the job.
A) Affirmative action
B) A hostile working environment
C) Quid pro quo
D) Bullying
E) Discrimination
32) After being referred by a friend, Hedyeh attended a job interview. She didn’t feel it went well,
but she was surprised when her friend told her the boss didn’t like that Hedyeh had worn her hijab,
a traditional headscarf worn by Muslim women. The boss told a coworker after the interview, “Our
customers prefer working with Christians.” Hedyeh is a victim of
A) affirmative action.
B) discrimination.
C) quid pro quo.
D) favoritism.
E) a hostile work environment.
33) Which type of workplace discrimination occurs when an organization uses an employment
practice that results in unfavorable outcomes to a protected class?
A) disparate treatment
B) reverse discrimination
C) unequal application
D) harassment
E) adverse impact
34) If a firm gives all international assignments to people without disabilities, assuming they will
therefore not require special accommodations, which type of workplace discrimination has
occurred?
A) adverse impact
B) reverse discrimination
C) harassment
D) wage gap
E) disparate treatment
35) For years, a mathematics professor experienced abusive behavior at a community college
where he taught. It began with a few deans spreading rumors and false accusations that threatened
his job. The abuse was emotionally draining and took time and focus away from his job. The
professor was the victim of
A) reverse discrimination.
B) bullying.
C) disparate treatment.
D) quid pro quo.
E) adverse impact.
36) Which of the following statements about sexual harassment is true?
A) A hostile work environment is characterized by a tangible economic harm.
B) A person who feels he or she must acquiesce to a sexual proposition to keep his or her job is
facing quid pro quo harassment.
C) The organization cannot be sued for sexual harassment as long as its managers did not know
about the situation.
D) Uninvited hugging or patting someone is not considered sexual harassment.
E) Sexual harassment is defined as occurring between members of the opposite sex.
37) Marlene works in a manufacturing facility, Carz Parts. Throughout the building there were
posters and calendars of a sexually explicit nature, making Marlene very uncomfortable. Carz
Parts
A) has a hostile work environment.
B) has no legal worries because none of the offensive materials are directed at Marlene.
C) practices sexual discrimination.
D) has no legal worries because Marlene is not suffering any economic injury.
E) is engaging in quid pro quo harassment.
38) ________ is the process of locating and attracting qualified applicants for jobs open in the
organization.
A) Recruiting
B) Selection
C) Hiring
D) Job posting
E) Interviewing
39) ________ entails job posting, which means placing information about job vacancies and
qualifications in places where employees can see them such as on bulletin boards or the company’s
intranet.
A) Job analysis
B) Realistic job previewing
C) Position advertising
D) Internal recruiting
E) External recruiting
40) Which of the following is the most effective source of new employees?
A) private employment agencies
B) newspaper and LinkedIn ads
C) employee referrals
D) college recruiters
E) unions
41) Compared to internal recruiting, which of the following is true of external recruiting?
A) It encourages greater employee loyalty.
B) The process is more expensive and takes longer.
C) It creates the need for multiple recruitments.
D) The pool of talent is more limited.
E) The process is cheaper.
42) When Jorge became one of three final candidates for a managerial position with a large
pharmaceutical company, the hiring manager scheduled a special meeting with him. The two
talked about the stressful deadlines and heavy travel required of the position, as well as the
compensation and benefits. Jorge appreciated that the hiring manager took the time to provide a(n)
A) behavioral-description interview.
B) performance appraisal.
C) unstructured interview.
D) situational interview.
E) realistic job preview.
43) A(n) ________ is susceptible to legal attack because some questions may infringe on
non-job-related matters such as privacy, diversity, or disability.
A) realistic job preview
B) situational interview
C) performance interview
D) behavioral-description interview
E) unstructured interview