The practice of valuing diversity views a heterogeneous workforce as a liability because
of the differences in perspectives and practices.
Teamwork gives employees the authority and ability to decide on how to do their work.
Content validation is most suitable for measuring abstract qualities such as intelligence
or leadership ability.
A transitional matrix is a chart that lists job categories held in one period and shows the
proportion of employees in each of those job categories in a future period.
High uncertainty avoidance refers to a strong cultural preference for structured
situations.
Disparate treatment on the basis of sex is illegal even if it is a bona fide occupational
qualification.
People experience occupational intimacy when they love their work, when they and
their co-workers care about one another, and when they find their work meaningful.
The goals an organization sets in its human resource planning process should come
directly from the analysis of its labor supply and demand.
The principles of justice convey that the organization must prepare for problems by
establishing a formal discipline process in which the consequences become severe if the
employee repeats the offense.
Instructional design logically should begin with needs assessment.
Pay level is the total amount an employee pays to the organization.
An offsite location in which multiple raters or evaluators evaluate employees’
performance on a number of exercises is known as a(n) _____.
A. development center
B. feedback center
C. control center
D. assessment center
E. counseling center
Tom, the marketing director of an automobile manufacturing company, enrolled a new
group of trainees in experiential programs based on the responses evoked during a
training session. Which of the following responses by the trainees could have resulted
in their enrollment in experiential programs?
A. The trainees expressed a desire to involve themselves in virtual realities that
provided an interactive and three-dimensional learning experience.
B. The trainees expressed a desire to partake in training sessions that involved
observing the behavior of others and practicing it themselves.
C. The trainees expressed a desire to create computer depictions of themselves, which
could be manipulated onscreen to play roles as workers in various situations.
D. The trainees expressed a desire to evaluate themselves and see the impact of their
decisions in a risk-free environment.
E. The trainees expressed a desire to be challenged and get out outside of their comfort
zone but within limits that kept their motivation strong.
A manufacturing company hit by a slump in demand is experiencing a labor surplus.
The company expects the market to improve in six months, and it does not want to lay
off any of its employees. Which of the following strategies is an equitable way to
handle this issue that results in spreading the burden more fairly?
A. Demotions
B. Outsourcing
C. Reduced work hours
D. Overtime
E. Employing temporary workers
Which of the following statements is true about the HR profession?
A. A degree in law is the sole requirement for those who wish to choose HRM as a
profession.
B. All HRM professionals have a postgraduate degree.
C. Professional certification in HRM continues to be the most common feature of a
majority of professionals in the field.
D. Usually, HR generalists get paid substantially more than HR specialists.
E. HR generalists usually perform the full range of HRM activities.
Which of the following is an example of a defined-contribution pension plan?
A. Consumer-driven pension plan
B. Money purchase plan
C. Cost-sharing plan
D. Flexible spending account plan
E. Unfunded PBGC plan
Which of the following is true of the Occupational Information Network (O*NET)?
A. It provides listings of fixed job titles and narrow task descriptions.
B. It uses a common language that generalizes across jobs to describe the abilities, work
styles, work activities, and work context required for various occupations.
C. It represents the first attempt made by the U.S. Department of Labor to match the
demand and supply of labor.
D. It uses an online platform to provide information about available federal jobs.
E. It was created by the U.S. Department of Labor in the 1930s as a vehicle for helping
the new public employment system link the demand and supply of skills in the U.S.
workforce.
Palin Inc., an electronics manufacturer, is headquartered in Texas. The firm shifted its
operations from Texas to China due to lower labor costs and the availability of required
skills in China. This scenario indicates that Palin engaged in the practice of _____.
A. downsizing
B. reengineering
C. offshoring
D. benchmarking
E. acquiring
Research asking employees about their benefits has shown that employees:
A. significantly underestimate the cost and value of their benefits.
B. only want their companies to provide them with cafeteria-style plans.
C. want health care professionals to be chosen by the organization.
D. prefer cash compensation over benefits.
E. understand the value of benefits without assistance from employers.
Grey Inc. is a start-up located in Orlando. It offers highly beneficial pension plans to its
employees. Which of the following categories of employees is the company most likely
to attract through its pension benefits?
A. Women of childbearing age
B. Disabled workers
C. Older people
D. Young people
E. Unmarried people
Joe’s Restaurant, a pizza chain, is known for its quick service. It takes the employees
four minutes to prepare the dough and add the sauce and toppings. Cooking and
packaging takes another four minutes before the pizza is ready. In this scenario, the
employees of Joe’s Restaurant are engaged in _____.
A. work processes
B. task identities
C. group dynamics
D. job analyses
E. ergonomic activities
Capnos Inc., an insurance company incurred losses of about $100 million. To analyze
its losses and to overcome them, the company began comparing its own practices
against those of its successful competitors. In this scenario, which of the following
procedures is adopted by Capnos?
A. Benchmarking
B. Job evaluation
C. Regression analysis
D. Delayering
E. Pay structuring
Which of the following is a method where a combination of performance measures
directed toward the company’s long- and short-term goals are used as the basis for
awarding incentive pay?
A. Merit pay
B. Profit sharing
C. Gainsharing
D. Balanced scorecard
E. Scanlon plan
How does the balanced scorecard help organizations deal with unethical behaviors of
executives?
A. It allows companies to deduct executive pay that exceeds $1 million.
B. It ensures that by rewarding the achievement of a variety of goals, temptation on the
executive’s part to gain bonuses by manipulating data are reduced.
C. It encourages executives to hold on to their stock options when the company is
undergoing financial problems.
D. It forces executives to focus on the company’s long-term success because ESOP
funds are guaranteed by the Pension Benefit Guarantee Corporation.
E. It mandates that an ESOP invest at least 51% of its assets in the company’s own
stock.
Identify the correct statement about the trends in union membership in the U.S. in
relation to trends in other countries.
A. In Western Europe, it is common to have union coverage rates of 80 to 90 percent.
B. Coverage rates within the United States are much higher than in most other
countries.
C. U.S. employees tend to have a larger, more formal role in organizational decision
making than in Western European countries.
D. Worker representatives on boards of directors are much more common in the United
States than in Western European countries.
E. The union membership rate in the U.S. is second only to that of Denmark.