If an attempt at a settlement fails, the Equal Employment Opportunity Commission
(EEOC) may issue a “right to sue” letter to the alleged victim.
The approaches to employee development fall into four broad categories: formal
education, assessment, job experiences, and interpersonal relationships.
Stock options are best suited to motivate day-to-day effort or to attract and retain top
individual performers.
The Job Descriptive Index is an example of a job satisfaction instrument.
Behavioral approaches to performance measurement, such as organizational behavior
modification and rating scales, tend to be biased.
European companies usually link stock options to specific performance goals, such as
the increase in a company’s share price compared with that of its competitors.
U.S. organizations exert more centralized control over labor relations in the various
countries where they operate when compared with European organizations.
The process of selecting employees remains constant for all organizations and for all
jobs.
Task analysis determines whether employees are ready to undergo training.
Under the Equal Pay Act of 1963, pay differences are permitted between men and
women performing the same job if the difference arises from any factor other than sex.
Cooperation between labor and management may feature employee involvement in
decision making and self-managing employer teams.
In the context of e-HRM, online appraisal or talent management systems provide data
that can help managers spot high performers to reward or types of skills where
additional training is a priority.
Social security benefits increase if a worker earns wages above the exempt amount.
A protean career is one that remains constant despite the changes in a person’s interests,
abilities, and values and in the work environment.
The open-door policy is an example of an alternative dispute resolution.
Catherine is an HR executive looking for a new job. She comes across an advertisement
in a newspaper seeking applications for the position of an HR manager. The
advertisement exclusively highlights requirements such as strong communications
skills, excellent teamwork abilities, and leadership skills. These requirements constitute
a _____.
A. job evaluation
B. job analysis
C. job description
D. job specification
E. job orientation
In terms of the Job Characteristics Model, feedback refers to the extent to which _____.
A. a job requires a variety of skills to carry out the tasks involved in the job and its
duties
B. employees are given the authority to make decisions
C. performance appraisals are perceived as transparent and fair by employees
D. a job requires a variety of skills to carry out the tasks involved
E. a person receives clear information about performance effectiveness from the work
itself
Companies are finding that to survive they must contend in international markets as
well as fend off foreign competitors’ attempts to gain ground in the United States.
Which of the following would help businesses in the United States meet these
challenges?
A. They must focus on developing domestic markets rather than on developing global
markets.
B. They must hire only from a domestic labor pool.
C. They must prepare employees for global assignments.
D. They must eliminate reshoring-reestablishing operations in North America.
E. They must reduce the workforce with a “grenade” approach-by eliminating an entire
group of employees.
Behavior modeling is especially useful for improving:
A. technical skills.
B. interpersonal skills.
C. spatial skills.
D. clerical skills.
E. cognitive skills.
Roberto, a manager at Z-Cart Inc., is asked by his manager to rate his subordinates’
performance. He needs to rate 30 employees on a scale that ranges from 1 to 10. He
rates 25 employees with a score of 8. In doing so, Roberto commits a rating error. In the
context of types of rating errors, Roberto’s mistake is called _____.
A. central tendency
B. halo error
C. horns error
D. leniency
E. statistical error
_____ is an employee’s recognition that demands of the job are incompatible or
contradictory.
A. Role conflict
B. Role overload
C. Role underload
D. Role ambiguity
E. Role autonomy
The specific ways in which human resource professionals support an organization’s
strategy vary according to:
A. their level of involvement and the nature of the strategy.
B. the location of the organization’s corporate headquarters.
C. the government regulations of the countries in which the organization does business.
D. the mastery of a particular piece of machinery among the employees of the
organization.
E. the organization’s market share in the industry.
Lewis Corp., an automobile manufacturer, purchases Vision Inc., a company that
produces auto parts and accessories. This scenario exemplifies a(n) _____.
A. consolidation
B. partnership
C. acquisition
D. joint venture
E. strategic alliance
An employer’s exclusion of workers from a workplace until they meet certain
conditions is known as a _____.
A. strike
B. lockout
C. mediation
D. picket line
E. sabbatical
Stan, the CEO of a company, considers dropping medical insurance from the list of
benefits provided to employees. Alisha, the operations director, disagrees with Stan by
stating that medical insurance is a high-value benefit. Which of the following supports
Alisha’s statement?
A. Companies that do not provide medical insurance cannot have their retirement plans
considered as qualified plans.
B. Most employees do not appreciate what health insurance costs the employer.
C. Medical insurance plans do not cover mental illness.
D. Health insurance rate is higher than general insurance rate.
E. Employees usually realize that surgery or a major illness can be financially
devastating.
In most organizations, the first step in the personnel selection process is:
A. verifying the applicants’ qualifications through reference and background checks.
B. negotiating with the employee regarding salary and benefits.
C. screening the applications to see who meet the basic requirements for the job.
D. administering tests and reviewing work samples to rate the candidates’ abilities.
E. inviting candidates with the best abilities to the organization for one or more
interviews.
Which of the following represents an act of participation in a proceeding?
A. Removing a whistleblower from employment
B. Implementing affirmative action measures
C. Expressing dissatisfaction over employment casually
D. Retaliating against a whistleblower
E. Testifying in an investigation
A formal review of the outcomes of HRM functions, based on identifying key HRM
functions and measures of business performance, is referred to as a(n) _____.
A. balanced scorecard
B. profit-and-loss statement
C. evidence-based HRM
D. job description
E. HRM audit
Iris Corp. manufactures products by following traditional methods, and managers make
decisions without obtaining input from their subordinates. Recently the firm has been
receiving complaints from its customers regarding the quality of its products. Which of
the following would help the firm avoid these complaints in the future?
A. Iris should not engage in risk taking.
B. Iris should not involve subordinates when solving problems.
C. Iris should create an atmosphere that promotes innovation.
D. Iris should focus less on creativity.
E. Iris should provide quality training only to those in top management.
Which of the following statements is true about referrals?
A. Referrals fall under the category of internal sources of recruitment.
B. The use of referrals tends to increase the likelihood of exposing an organization to
different viewpoints.
C. The use of referrals tends to promote nepotism.
D. Referrals cost much more than other formal recruiting efforts.
E. Referrals are the least preferred sources of new hires.
Which of the following is a “Big Five” personality trait?
A. Physical ability
B. Cognitive ability
C. Aptitude
D. Extroversion
E. Honesty
Craig, one of the senior managers at Clayton Inc., insisted that company supervisors
handle employee relations as part of their jobs. Which of the following statements
strengthens Craig’s argument?
A. The supervisors represent the company on a day-to-day basis.
B. The supervisors have the business experience to take up additional responsibilities.
C. The supervisors do not hold any stakes in the organization.
D. The supervisors are not a part of the employees’ union.
E. The supervisors are responsible for any action taken by the employees.
Margaret, a production manager at Falcon Inc., needs to measure the performance of 12
of her subordinates. She divides the number of employees into categories like
exceptional, above average, average, and below average. She assigns a certain
percentage of employees to each category to determine the quality of their
performances. In the context of methods for measuring performance, Margaret is using
the _____ method.
A. alternation ranking
B. rating attribute
C. mixed-standard
D. paired-comparison
E. forced-distribution
Once a foreign assignment is completed, how can companies help expatriates return to
their home countries?
What are the objectives of the unemployment insurance program established by the
Social Security Act of 1935? How is this program funded?
Li
How are cash balance plans different from defined-benefit and defined-contribution
plans?
What is job satisfaction? Describe the components of job satisfaction.