Chapter 9 For Example Being Wheel Chair Doesn't Affect

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Answers to Questions in the Text

Chapter 9: Human Resources

Management

WORK APPLICATION SAMPLE ANSWERS

Most of the answers are actual student answers or based on student answers. You may give these

answers as part of your lecture before, after, or in place of getting student answers.

9–1. Describe the kinds of interactions you have had with the human resources department of an

organization you work for or have worked for.

When I applied for a summer job, I was a walk-in at the human resources department. I had a

9–2. Have you or has anyone you know been asked discriminatory questions during the

preemployment process? If yes, please explain the situation in language acceptable to all.

9–3. Have you or has anyone you know been harassed at work? If yes, please explain the situation

in language acceptable to all.

9–4. Complete a job analysis for a job you hold or held; write a simple job description and job

specifications.

Job description—Cashier, customer service; reports to Gail Cyr, manager; responsible for taking

9–5. For the job considered in Work Application 9–3, were you given a realistic job preview?

Explain.

9–6. Identify the recruiting source used to hire you for your current job or one of your previous

jobs.

I was hired for my job at the bank through educational institution recruiting. The bank called the co–

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9–7. Identify which selection methods were used in the process of selecting you for a job you have

now or one you held in the past. If a test was used, specify the type of test.

For my co-op job at the bank, I had to fill out an application form. I went through a screening

9–8. What types of job interviews have you experienced?

When I went to the bank for a screening interview with a personnel specialist, I went through a semi

9–9. Identify the types of questions you were asked during a job interview.

Closed-ended questions—Do you live in Springfield? Do you have a nursing license? Do you have a

9–10. Identify the steps that were used when you were interviewed for a job.

During my job interview, four of the five steps were followed:

call me within a week to let me know if I got the job or not.

9–11. Recall an orientation you experienced. Which elements did it include and exclude? Briefly

describe the orientation.

One of my job orientations included all five elements. They told me about the firm and how it

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9–12. Identify which steps of JIT your trainer used to train you for a present or past job. Was the

training conducted on or off the job?

My boss used steps 2 and 4 only. He showed me how to do the task and asked if I had any questions.

9–13. Explain the training methods used to teach you how to perform your present job or a past

job.

At my current job, the following methods were used:

9–14. Describe the compensation package offered by your present or past employer.

REVIEW QUESTION ANSWERS

9–1. List the two major rules of thumb to follow during preemployment inquiries.

9–2. What is a bona fide occupational qualification (BFOQ)?

9–3. What is a job analysis?

9–4. What are the types of internal recruiting?

Two common types of internal recruiting are (1) promotions from within and (2) employee referrals.

9–5. What are the stages in developing employees?

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9–6. What is the difference between training and development?

Training is the process of teaching employees the skills necessary to perform a job. Training typically

9–7. What is vestibule training?

9–8. How often should performance appraisals be conducted?

Performance appraisals should be an ongoing process, including both informal and formal sessions.

9–9. How is compensation used to both attract and retain employees?

Compensation is the total of an employee’s pay and benefits. The pay level, the amount of

9–10. What types of organizations have labor relations?

9–11. What is the difference between a mediator and an arbitrator?

A mediator is a neutral party who helps management and labor settle their disagreements. An

COMMUNICATION SKILLS ANSWERS

9–1. Why do you think that most organizations do not employ state-of-the-art human resources

management (HRM) practices?

9–2. What is your opinion of the use of bona fide occupational qualifications (BFOQs)?

9–3. What is your opinion of using promotions from within as a recruiting source?

Answers will vary.

9–4. Do you agree that the job interview should be the primary criterion for selection?

9–5. What is the most common problem to avoid during interviewing?

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Answers will vary.

9–6. If you work as a manager for a company with a human resources department, does this mean

that you don’t have to orient and train employees? Explain.

9–7. What is your view of performance appraisals? How can they be improved?

9–8. What pay system do you prefer? Why is this your preference?

Answers will vary.

9–9. Why don’t most employees realize how expensive benefits are and how much they

contribute to compensation cost?

9–10. Are unions greedy because they expect workers to receive more than they are worth, or is

management greedy because it takes excessive salaries and gives too large a share of the profits to

the owners?

APPLYING THE CONCEPT ANSWERS

Applying the Concept 9–1: Legal or Illegal Questions

As stated in the text: Remember if the question is not relevant to the candidates’ ability to do the

job, it may be illegal and should not be asked.

Using the two major rules of thumb for preemployment inquiries and Exhibit 9–3, identify whether

each question can or cannot be asked during a job interview.

A. legal (can ask)

B. illegal (cannot ask during preemployment)

1. I see that you are applying for a truck driver position with us at U.S. Freight Delivery. Are you a

member of the Teamsters?

2. What is your sexual orientation—straight or homosexual?

B. Illegal (cannot ask during preemployment). You cannot ask questions about the candidate’s sexual

orientation/preference if it has nothing to do with qualifications for the job.

3. How did you like your prior jobs? Did you file a lawsuit against an employer?

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4. Where do you live now, and how long have you resided there?

5. Have you ever tested positive for a sexually transmitted disease, HIV, or AIDS?

B. Illegal (cannot ask during preemployment). This is not job related and violates ADA laws.

6. How do you feel about unions?

7. What is your age?

8. Did you ever get arrested for stealing on the job?

9. Do you own your own car?

10. Tell me if you have any form of disability.

B. Illegal (cannot ask during preemployment). You can only ask this if there is anything that would

prevent an applicant from performing a specific task. For example, being in a wheel chair doesn’t

affect the ability to sit at a desk and work.

11. Do you belong to the Jewish Community Center, the Knights of Columbus, or other similar

organizations?

12. Do you have proof that you are legally eligible to work in the United States?

A. Legal (can ask). You can ask if an applicant can prove it, but not to actually prove it until after

hiring.

13. Can you speak any foreign languages?

14. What is your marital status: single, married, or divorced?

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15. I like children; do you have any?

Applying the Concept 9–2: Sexual Harassment

Indicate which kind of behavior is described in each statement.

A. sexual harassment: (1) quid pro quo or (2) hostile work environment

B. not sexual harassment

16. Gary and Sandra both hung up pictures of nude men and women on the walls near their desks,

in view of other employees who walk by.

A(2) Sexual harassment hostile work environment. Although no complaint is stated, the courts have

found offensive pictures to create a (2) hostile work environment.

17. Joe tells his coworker Kate an explicitly sexual joke, even though twice before Kate said she

doesn’t want to hear dirty jokes.

18. Tomas typically puts his hand on Tina’s shoulder as he talks to her, and she is comfortable with

touching.

19. Asif, the supervisor of the production department, tells subordinate Helene that he thinks she

is sexy and that he’d like to take her out.

20. Marisol tells her assistant Bill that if he goes to a motel with her, she will recommended him

for a promotion.

A(1) Sexual harassment quid pro quo. (1) Sex as a requirement for the job is illegal.

21. Cindy drops some cookie crumbs in Jamal’s lap and immediately brushes them off with her

hand and gives his privates a gentle squeeze that causes him to jump up in surprise.

AC 9–3: Recruiting Sources

Select the major recruiting source(s) that should be used for each of the job openings described.

A. internal recruiting/mobility

B. employee referrals

C. walk-ins

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D. outside organizations

E. agencies

F. advertising/Internet

22. “Hi, Carlos. Please go online and see if you can get us some applications for the software

engineer job opening.”

23. “Wauneta, Henry is taking a three-week paternity leave, so please recruit a replacement for

him.”

E. Agencies. Temporary agencies provide part- or full-time help for limited periods.

24. “Shane, our first-line supervisor Robert is retiring in two months. What recruiting method

should we use to replace him?”

25. “Oh, by the way, Lee Ann, do you know anyone who could fill the secretary position in your

department?”

B. Employee referral. This is having employees recruit.

26. “We need a new sales rep. Sales Manager Lena likes to hire young people without experience

in order to train them to sell using our unique approach, so please recruit for the position ASAP.”

27. “We need a person to perform routine cleaning services in a couple of weeks, but we have no

budget, Sonata. Can you please pick someone coming in looking for a job?”

Applying the Concept 9–4: Training Methods

To select the most appropriate training method for each situation, use the letters ranging from A to J

in Exhibit 9-7.

28. You will like the course because you get information on a company and do an analysis to

improve its performance by answering questions.

29. Now I’m going to show you how to run the machine.

30. The HR department needs to develop a method to developing interpersonal and decision-

making skills for managers all over the United States and three other countries that allows them to

get the training on their own whenever they can get it done.

J. Interactive video. This clear describes interactive videos.

31. You will be running a company by filling out these forms and getting quarterly results on your

performance; the most important measure of success is stock price.

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32. There has been a large increase in the number of employee complaints. You need to develop a

training program that will improve supervisors’ ability to resolve complaints.

33. Your company is growing fast and hiring lots of new employees who must learn several rules

and regulations before they can start their jobs.

B. Programmed learning. Programmed learning is appropriate when there is a large number of

employees to be trained on an ongoing basis. It is prepared once (time consuming) and reused

several times (time saved in the long run).

34. You have new employees whom you must train to handle the typical daily tasks and problems

that may come up that they will have to handle on the job.

35. I’m delegating to you the task of calculating the company’s turnover rate last year compared

to the last four years, and I need your report tomorrow.

36. You need to train employees to cover for each other when they are not on the job.

C. Job rotation. With job rotation, employees are trained to perform different jobs.

37. You want to conduct a diversity training program to improve the relationship between diverse

group members. You want them to better understand each other.

Applying the Concept 9–5: Performance Appraisal Methods

Select the performance appraisal method (see Exhibit 9–9) that is most appropriate for the given

situation.

A. critical incidents file

B. mangement by objectives (MBO)

C. narrative method

D. behaviorally anchored rating scales (BARS)

E. rating scale

F. ranking

38. Indra asked you for a letter of recommendation for a job she applied for at another company.

39. Samantha started a small company and now has a dozen employees. She wants to develop one

performance appraisal form that you can use with all employees.

E. Rating scale. Rating scales can be used across jobs because they are general in nature.

40. Usain has been promoted from a supervisory position to a middle-management position and

needs to select his replacement.

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41. Sunny is not performing up to standard level of production.

A. Critical incidents file. A critical incidents file is a record of positive and negative performance of an

42. Winnie wants to use an assessment system for developing each employee.

43. Employees have complained that the one existing appraisal form does not work well for

different types of employee jobs. John has decided to hire an HRM professional to develop a

performance appraisal system that is more objective and job specific, with forms for various

employee groups.

JOIN THE DISCUSSION

Join the Discussion 9–1: Homeless Workers

Andre Jehan, Pizza Schmizza founder of the Northwest chain, has an unusual way of recruiting and

selecting workers. Homeless people are given pizza slices and soda and sometimes a couple of

dollars to carry a sign that reads “Pizza Schmizza paid me to hold this sign instead of asking for

money.” Jehan believes he is helping the homeless, saying that carrying the signs has been a win-win

situation, as the homeless, many of whom have mental illness or other problems that keep them

from being able to hold a job, don’t feel embarrassed or exploited; they look forward to the work

and food. However, Donald Whitehead of National Coalition for the Homeless says Jehan is

exploiting the homeless.

1. Is Jehan exploiting the homeless?

2. Is it ethical and socially responsible to give homeless people food for carrying signs?

Join the Discussion 9–2: College Sports Agents

The National Collegiate Athletic Association (NCAA) continues to penalize college sports teams

because their athletes receive cars, cash, clothing, and other gifts from sports agents. NCAA rules

allow agents to meet with college athletes. However, they forbid these students from entering into

contracts—including oral deals—with agents or accepting gift incentives to sign contracts later. The

idea is to ensure fair play and to shield amateurs until they are done with school.

The amount of hours that student athletes put into collegiate sports, however, coupled with the

millions of dollars that some major universities earn from the performance of their student athletes,

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has sparked a debate as to whether these student athletes deserve monetary compensation, despite

the fact that they are still students and are playing at an amateur (not professional) level.

1. Is it ethical and socially responsible for college athletes to accept gift incentives from sports

agents?

2. Do you think the NCAA should change its rules and allow college athletes to get paid?

Join the Discussion 9–3: Sweatshops

Nike and many other companies have been criticized for using contract manufacturing with

sweatshops that employ workers for very low wages and in poor working conditions. In many

countries where much of today’s manufacturing takes place, there are few or no health and safety

regulations. Some employees get hurt and die on the job. People complain that the United States is

losing jobs overseas to companies that are exploiting people.

However, others argue that most Americans don’t want these jobs and that U.S. companies are

helping people in other countries by giving them jobs. Thus, these companies are raising the

standard of living in other countries and keeping prices down at home.

1. In your opinion, are companies that hire sweatshop workers helping these workers or exploiting

them?

Answers vary

2. Should a global company compensate all employees at the same rates, or should compensation

be based on the cost of doing business and the cost of living in a given country?

3. Is it possible for a company to apply the same health and safety standards that it follows in the

United States to its operations in other countries and still compete globally with companies that

don’t apply such standards?

4. Is it ethical and socially responsible to contract work with sweatshops?

5. What, if anything, should be done about sweatshops?

Answers vary