4. A policy requiring employers to take positive steps to guarantee equal employment opportunities for
people within protected groups is known as ____________________.
5. ____________________ are people who work for an organization, but not on a permanent or full-time
basis.
6. ____________________ means using computers and telecommunications equipment to perform work
from home or another remote location.
7. With the ____________________, the organization and the individual attempt to match the needs,
interests, and values that they offer each other.
8. ____________________ is the forecasting of human resource needs.
9. ____________________ is defined as “activities or practices that define the characteristics of
applicants to whom selection procedures are ultimately applied.”
10. The systematic process of gathering and interpreting information about essential duties refers to
____________________.
11. The ____________________ outlines the knowledge, skills, education, physical abilities, and other
characteristics needed to adequately perform the job.
12. A recruiting approach that gives applicants all pertinent and realistic information about the job and the
organization is called a(n) ____________________.
13. A(n) ____________________ typically lists job duties as well as desirable qualifications for a
particular job.
14. In the ____________________ process, employers attempt to determine the skills, abilities, and other
attributes a person needs to perform a particular job.
15. The ____________________ is used to collect information about the applicant’s education, previous
job experience, and other background characteristics.
16. A written test, designed to measure a particular attribute such as intelligence or aptitude, is called a(n)
____________________.
17. ____________________ present a series of managerial situations to a group of applicants over a
period of time.
18. In ____________________, an experienced employee is asked to take a new employee “under his or
her wing” and show the newcomer how to perform job duties.
19. A(n) ____________________ is an in-house training and education facility that offers broad-based
learning opportunities for employees.
20. ____________________ comprises the steps of observing and assessing employee performance,
recording and assessment, and providing feedback to the employee.
21. A process that uses multiple raters including self-rating, to appraise employee performance and guide
development is called ____________________.
22. ____________________ occurs when an employee receives the same rating on all dimensions even if
his or her performance is good on some dimensions and poor on others.
23. The ____________________ is developed from critical incidents pertaining to job performance. Each
job performance scale is anchored with specific behavioral statements that describe varying degrees of
performance.
24. The term ____________________ refers to (1) all monetary payments and (2) all goods or
commodities used in lieu of money to reward employees.
25. ____________________ is the process of determining the value of jobs within an organization through
an examination of job content.
26. ____________________ show what other organizations pay incumbents in jobs that match a sample of
“key” jobs selected by the organization.
27. ____________________ is incentive pay that ties at least part of compensation to employee effort and
performance.
28. A(n) ____________________ is an interview conducted with departing employees to determine why
they are leaving.
29. Education, religious beliefs, military experience, geographic location and income are all
____________________ dimensions.
30. The belief that one’s own group or subculture is inherently superior to other groups or cultures is
known as ____________________.
31. A culture that accepts only one way of doing things and one set of values and beliefs is called a(n)
____________________.
32. ____________________ is the belief that groups and subcultures are inherently equal.
33. ____________________ means that an organization accommodates several subcultures, including
employees who would otherwise feel isolated and ignored.
34. The invisible barrier that separates women and minorities from top management positions is known as
the ____________________.
35. ____________________ serve as invisible barriers to important lateral movement within the
organization.
36. ____________________ is designed to make people aware of their own prejudices and stereotypes.
37. ____________________ are made up of members from diverse national, racial, ethnic, and cultural
backgrounds.
38. ____________________ implies that women’s commitment to their children limits their commitment
to the company or their ability to handle the rigors of corporate management.
39. A higher ranking, senior organizational member who is committed to providing upward mobility and
support to a protégé’s professional career is a(n) ____________________.
40. Groups that are based on social identity, such as gender or race, and organized by employees to focus
on concerns of employees from that group are called ____________________.
SHORT ANSWER
1. List the four steps in attracting an effective workforce.
2. List the most frequently used selection devices.
3. What are some innovative approaches that managers can use to recruit the right people?
4. List the three most common types of employment tests that organizations may use to select employees.
5. List the five categories or forms of sexual harassment.
6. Name five dividends of workplace diversity.
7. Name at least three factors that negatively affect women’s career advancement?
8. What are the five steps to developing diversity and cultural competence?
ESSAY
1. What are the three primary goals of human resource management (HRM)?
2. Explain the Americans with Disabilities Act.
3. Define discrimination and affirmative action.
4. Describe the concept of changing social contract by differentiating between the new and the old
contract.
5. Explain the purpose of the selection process and identify four of the most frequently used selection
devices.
6. Name and briefly describe four approaches to training and development.
7. Explain the appraisal process known as “360-degree feedback.”
8. Describe how to maintain an effective workforce.
9. Define workforce diversity. Identify the traditional and inclusive dimensions of diversity.
10. What is the difference between ethnocentrism and ethnorelativism?
11. Briefly explain the concepts of a glass wall and a glass ceiling.
12. What are the 5 steps in implementing a change to develop a truly diverse workplace?
13. List and describe the five forms of sexual harassment.