Ch9 – HR & Diversity Test Bank | 11th Edition

View Product website:

https://selldocx.com/docx/ch9-hr-diversity-test-bank-11th-edition-1281

Fundamentals of Management, 11e (Robbins)

Chapter 9 Managing Human Resources and Diversity

1) The first three activities of the human resource management (HRM) process are about ________.

A) recruiting

B) planning

C) training

D) downsizing

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

2) Of the choices given, the most accurate description of the human resource management is that it is concerned with ________ competent employees.

A) obtaining

B) obtaining, training, motivating, and retaining

C) obtaining, training, and motivating

D) training and keeping

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

3) For the most part, ________ are involved in HR decisions within their own department or unit.

A) very few managers

B) some managers

C) most managers

D) all managers

Diff: 2

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

4) Employment planning involves ________.

A) addition of staff only

B) addition of staff and reduction of staff only

C) addition of staff, reduction of staff, and selection only

D) addition of staff, reduction of staff, motivation of staff, and selection

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

5) Which one of the following is the goal of employment planning?

A) selecting competent employees

B) obtaining competent employees with up-to-date skills

C) obtaining competent and high-performing employees

D) selecting high-performing employees only

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

6) The last steps of the HRM process deal with ________.

A) performance and compensation

B) training and compensation

C) compensation only

D) skills

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

7) The most important environmental factor in the HRM process is ________.

A) the business environment

B) the natural environment

C) the legal environment

D) the scientific community

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

8) ________ prohibits discrimination based on race, color, religion, national origin, or sex.

A) The Privacy Act

B) Title VII of the Civil Rights Act

C) The Equal Pay Act

D) The Sarbanes-Oxley Act

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

9) A wheelchair-bound applicant may be denied a job ________.

A) under no circumstances

B) if the job is strenuous or physically tiring in some way

C) if the job requires complete physical mobility

D) in some states

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Concept

10) Affirmative action programs seek to make sure that employers ________ minority groups.

A) pay equal wages to

B) enhance employment opportunities for

C) provide unemployment benefits for

D) establish training programs for

Diff: 3

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Concept

11) Which U.S. law gives you the legal right to see your professor's letter of recommendation?

A) Civil Rights Act of 1991

B) Privacy Act of 1974

C) Polygraph Protection Act of 1988

D) Sarbanes-Oxley Act of 2002

Diff: 2

AACSB: Application of knowledge

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Application

12) Which one of the following countries' laws pertaining to HRM practices is most closely parallel to those in the United States?

A) Canada

B) Mexico

C) Australia

D) Germany

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

13) ________ in Germany give(s) employees the right to participate in personnel decisions.

A) Collective bargaining

B) Unionization

C) Board representatives

D) Work councils

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Concept

14) Human resource management involves training, motivating, and retaining competent employees.

Diff: 1

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Concept

15) Human resource management activities are restricted to the functional level and do not have an impact on organizational strategy or design.

Diff: 2

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

16) Human resource management is about hiring and firing only.

Diff: 1

AACSB: Analytical thinking

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

17) The most important environmental force that affects HRM is the legal environment.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

18) A community fire department can legally deny employment to a firefighter applicant who is confined to a wheelchair.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Application

19) Employers cannot legally discriminate with regard to race, sex, or religion, but there are no laws against denying employment because of age.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Concept

20) Unionization rates in Mexico are increasing while unionization rates in the United States are increasing.

Diff: 1

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

21) Western European countries differ from U.S. companies in that they have work councils that must be consulted on personnel decisions.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.1: Describe the key components of the human resource management process and the important influences on that process.

Question Category: Analytical

The New Hire (Scenario)

Francesca begins her career working in the human resources department of a major corporation. She is asked to help ensure the organization is following the federal guidelines for employment.

22) In setting up interviews for an executive position, Francesca makes sure to include candidates of different ethnic backgrounds, including individuals from protected minority groups. Which kind of program is she attempting to carry out?

A) minority protection

B) positive action

C) diversity protection

D) affirmative action

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

23) Prior to setting up the interviews for the executive position, Francesca spent a great deal of time analyzing the position and determining what skills, attitudes, and actions it would require. This lengthy review is called a ________.

A) job description

B) job specification

C) job title

D) job analysis

Diff: 1

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

24) The first step in any employment planning process involves making a ________.

A) job description

B) human resource inventory

C) product evaluation

D) job specification

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

25) The lengthy process by which a job is examined in detail in order to identify the skills, knowledge and behaviors necessary to perform the job is known as a ________.

A) job description

B) job specification

C) job definition

D) job analysis

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

26) As one of his first tasks in a new job, Steve's boss asks him to develop a database that lists the educational level, special capabilities, and specialized skills of all the employees in his firm. This is known as a ________.

A) job description

B) human resource inventory

C) lengthy process

D) job analysis

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

27) A job description is ________.

A) not a written document

B) a written document used to describe a job to job candidates

C) something that employers keep secret from job candidates

D) the official title for the job

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

28) A job specification is ________.

A) a list of job qualifications

B) a detailed description of the job

C) the description of a job that is used by an employment agency

D) usually several pages in length

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

29) HR managers can accurately estimate human resource needs for an organization by evaluating which one of the following?

A) employment and unemployment statistics

B) the general state of the economy

C) demand for the organization's product

D) how competitors are performing

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

30) A written statement of what a job holder does in his or her job, how it is done, and why it is done is known as a ________.

A) job specification

B) job qualification

C) job definition

D) job description

Diff: 1

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

31) To find out more about a job with a title of "assistant media buyer," you would find this to be most helpful.

A) job title

B) job specification

C) job listing

D) job description

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

32) Recruitment is the process of ________.

A) hiring from outside the organization

B) locating, identifying, and attracting potential employees

C) assessing the national, international, and local labor market

D) hiring from inside the organization

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

33) This is a key disadvantage to recruiting through employee referrals.

A) limited to entry-level positions

B) high cost

C) no diversity increase

D) lower-skilled candidates

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

34) While ________ can reach the greatest number of applicants for a job, many of those candidates may be unqualified for the job.

A) an internal search

B) advertising openings on the company's website

C) a temporary help service

D) school placement

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

35) If employment planning shows a large surplus of employees, management may want to ________.

A) recruit

B) downsize

C) expand

D) continue with current employment levels

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

36) The difference between firing and layoffs is that ________.

A) layoffs are not permanent

B) layoffs are permanent

C) firing is not permanent

D) firing is not voluntary

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

37) Which one of the following is NOT a voluntary form of downsizing?

A) attrition

B) early retirement

C) job sharing

D) layoff

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

38) Which one of the following downsizing methods can "happen on its own" if management suspends hiring practices?

A) firing

B) reduced workweeks

C) attrition

D) transfer

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

39) ABC Company declined to hire Marla to fill the receptionist position. Marla was later hired as receptionist at XYZ Company, where she earned high scores on her 90-day evaluation. Which type of outcome is illustrated here?

A) failure to hire the wrong person

B) hiring the wrong person

C) failure to hire the right person

D) hiring the right person

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

40) An accept error occurs when an applicant ________.

A) who is hired performs poorly on the job

B) who is not hired would have performed well on the job

C) who is not hired is hired by another firm

D) who is hired performs adequately on the job

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

41) A reject error occurs when an applicant ________.

A) who is hired performs poorly on the job

B) who is not hired would have performed well on the job

C) who is hired performs the job at a high level

D) who is not hired would have performed poorly on the job

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

42) Today, selection techniques that result in reject errors can open the organization to ________.

A) decreased productivity and efficiency

B) charges of employee discrimination

C) reduced morale

D) a weakened workforce

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

43) ________ indicates how consistently a selection device measures a criterion.

A) Operational scoring

B) Qualification

C) Reliability

D) Validity

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

44) Which one of the following is an example of selection device reliability?

A) An applicant was given very different interview scores by five independent interviewers.

B) An applicant was given the same interview score by five independent interviewers.

C) An applicant took a test a second time and her score improved markedly.

D) An applicant took a test once and scored higher than any other applicant.

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

45) A(n) ________ selection device shows a clear link between test performance and job performance.

A) reliable

B) invalid

C) unreliable

D) valid

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

46) To use a physical test as a selection device, a company must demonstrate that ________.

A) physical ability is related to job performance

B) the test is fair

C) the test is reliable

D) the test does not discriminate against people with physical disabilities

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

47) Asking a candidate for an automotive mechanic's position to deconstruct and reconstruct part of an engine motor would be an example of what kind of selection device?

A) spatial ability test

B) performance-simulation test

C) mechanical ability test

D) perceptual accuracy test

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

48) In an assessment center, an applicant for an engineering job might ________.

A) be interviewed by her prospective boss

B) take technical written tests

C) be interviewed by fellow employees

D) be given an engineering problem to solve

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

49) The most important reason that managers are increasingly using performance-simulation tests is that they have been found to be ________.

A) valid predictors of job performance

B) nondiscriminatory

C) a good way to test an applicant's character

D) easy to administer

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

50) Few people are ever selected for a job without this.

A) taking a written test

B) undergoing an interview

C) taking a performance-simulation test

D) taking a physical test

Diff: 1

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

51) Interviews are valid predictors of success in the workplace if ________.

A) questions are short

B) questions are unstructured

C) questions are structured

D) the interview lasts only a few minutes

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

52) Which one of the following is NOT a source of bias in a typical interview?

A) prior knowledge of the applicant

B) how articulate the interviewer is

C) the order in which applicants are interviewed

D) an applicant who shares the attitudes of the interviewer

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

53) During an interview, an applicant for a managerial job is confronted with role players who make the claim that they have been "harassed on the job." The applicant is then asked to deal with the complaints. What kind of selection device is being used?

A) performance-simulation test

B) structured interview

C) behavioral interview

D) high-stress interview

Diff: 3

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

54) How effective are behavioral interviews?

A) no more effective than other interviews

B) less effective than other interviews

C) eight times as effective as ordinary interviews

D) twice as effective as ordinary interviews

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

55) A realistic job preview (RJP) includes ________ a job.

A) only factual information about

B) only positive aspects of

C) only negative aspects of

D) both positive and negative aspects of

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

The New Hire (Scenario)

Francesca begins her career working in the human resources department of a major corporation. She is asked to help ensure the organization is following the federal guidelines for employment.

56) To respond to a candidate for the executive position who wants to know more about the job, Francesca is likely to send which one of the following?

A) job analysis

B) job description

C) job title

D) human resource inventory

Diff: 3

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

57) In testing for the executive position, Francesca has a candidate fill out a typical sample budget for the department he would be working in. This is an example of a(n) ________ test.

A) written

B) performance-simulation

C) intelligence

D) written interview

Diff: 3

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

58) Francesca considers filling out a sample budget to be the most valid test for the job because ________.

A) it takes a great deal of skill to complete successfully

B) it is an actual task that would be required on the job

C) it is a good predictor of performance on the job

D) it is objective and quantitative

Diff: 3

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

59) In an interview, Francesca informs a candidate that the job is "exciting" but its hours will be "long and grueling." Francesca is conducting this kind of interview.

A) role-playing

B) stress

C) behavioral

D) realistic job preview

Diff: 3

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

Recruitment (Scenario)

Keena's company was expanding. After a period of downsizing, the company has decided to increase organizational profitability by gaining market share, which means a need for more people. As assistant manager of human resources, she is in the process of evaluating what would be the most effective means of gaining new employees who are qualified, are cost efficient, and can help maintain the company's commitment to a diversified workforce.

60) To reach the largest possible audience, Keena should consider ________ as a source of potential candidates.

A) the Internet

B) employee referrals

C) school placement

D) private employment agencies

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

61) With regard to costs to HRM, which choice would probably be best for Keena?

A) advertisement

B) employee leasing

C) private employment agency

D) internal search

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

62) Keena's company needs to increase the diversity of its workforce. Which choice might this requirement rule out?

A) employee referral

B) advertising

C) school placement

D) private employment agency

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

63) Employment planning includes two steps: assessing current human resources needs and developing a plan to meet those needs.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

64) A job description states the minimum qualifications a person needs to perform a job successfully.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

65) Increased demand for employees is typically associated with increased demand for the products or services offered by an organization.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

66) Advertisements have been shown to be the most effective method for identifying the best applicants for jobs.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

67) Employee referrals are usually reliable.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

68) Firing, layoffs, furloughs, and early retirements are the most common three downsizing options.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

69) An accept error involves not hiring an employee who could have performed well in a job.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

70) A selection device is valid if it can be proven to accurately measure the abilities of job applicants.

Diff: 3

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

71) Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

72) Performance-simulation tests are thought to be one of the best methods for evaluating job applicants in use today.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Concept

73) Behavioral interviews involve placing an applicant in a situation and seeing how he or she deals with it.

Diff: 2

AACSB: Analytical thinking

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Analytical

74) In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the job he is applying for is slim.

Diff: 2

AACSB: Application of knowledge

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Application

75) In a short essay, discuss job analysis, job description, and job specification.

With information from the job analysis, managers develop job descriptions and job specifications. A job description is a written statement of what a job holder does, how it is done, and why it is done. A job description typically describes job content, environment, and conditions of employment.

A job specification states the qualifications that a person must possess to perform a job successfully. It identifies the knowledge, skills, and attitudes needed to do the job effectively. Both the job description and specification are important documents for managers when they begin recruiting and selecting.

Diff: 3

AACSB: Written and oral communication

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Critical thinking

76) In a short essay, discuss the written test as a selection device for HRM.

Many people feel that written tests are discriminatory, so their results should always be taken in the context of the candidate's complete portfolio. Recently, written tests have been gaining in popularity largely because they are easy to administer on the Internet.

Diff: 3

AACSB: Written and oral communication

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Critical thinking

77) In a short essay, discuss the performance-simulation test as a selection device for HRM.

The best-known performance-simulation tests are work sampling and assessment centers. Work sampling involves presenting applicants with a miniature model of a job and having them perform a task or set of tasks that are central to it. Assessment centers are places in which job candidates undergo performance-simulation tests that evaluate managerial potential.

Diff: 3

AACSB: Written and oral communication

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Critical thinking

78) In a short essay, discuss the interview as a selection device for HRM.

Unfortunately, this information can be misinterpreted or misused. Bias and inaccuracy often unconsciously get inserted into the interview process. For example, prior knowledge about a candidate or similar attitudes between candidate and interviewer can cause the interviewer to lose his or her sense of objectivity in the process. These kinds of flaws can be minimized if the interviewer employs a structured interview format in which the interviewer sticks to a careful, disciplined plan during the interview.

Diff: 3

AACSB: Written and oral communication

LO: 9.2: Discuss the tasks associated with identifying and selecting competent employees.

Question Category: Critical thinking

79) All of the following are goals of orientation EXCEPT ________.

A) reduce anxiety

B) familiarize the employee with the job

C) introduce the employee to his or her coworkers

D) discuss payments and benefits

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Concept

80) Organization orientation informs a new employee about ________.

A) his or her responsibilities for the job

B) the history and philosophy of the organization

C) what expectations he or she has about the job are unrealistic

D) how their manager will evaluate the employee on the job

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Concept

81) Which one of the following is NOT a sign to look for in a successful orientation process?

A) The new employee feels comfortable.

B) The new employee clearly exceeds all productivity goals for his or her work unit.

C) The new employee has an easier transition into the workplace.

D) The new employee understands his or her duties and responsibilities.

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

82) Most training in U.S. organizations is ________.

A) on-the-job training

B) off-the-job training

C) classroom training

D) simulation exercise training

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

83) Which form of on-the-job training might have a trainee working with a single mentor from the organization?

A) vestibule training

B) simulation exercises

C) understudy assignments

D) job rotation

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Concept

84) Which one of the following is the best way (of the choices given) to evaluate a training program?

A) how much trainees say they learned

B) how costly the method is

C) how much information trainees retain

D) actual job performance of trainees

Diff: 3

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

85) Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job and the organization.

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

86) Most job training does not take place on the job.

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

87) The Neil Huffman Auto group claims that every dollar it spends on training ultimately results in $230 in productivity gains.

Diff: 2

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

88) Job training in the United States has been significantly impacted by advances in information technology.

Diff: 2

AACSB: Information technology

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Concept

89) The best way to measure the effectiveness of job training is to simply ask trainees how they felt about the trainer and their impressions of what they learned.

Diff: 2

AACSB: Analytical thinking

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Analytical

90) In a short essay, discuss the process of orientation and its major goals.

The goal of orientation is to make the integration of the new employee into the organization as smooth and free of anxiety as possible. Successful orientation, whether formal or informal, results in an outsider-insider transition that makes the new member feel comfortable and well adjusted, lowers the likelihood of poor work performance, and reduces the probability of a surprise resignation by the new employee.

Diff: 3

AACSB: Written and oral communication

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Critical thinking

91) In a short essay, discuss on-the-job training methods.

Job rotation has employees rotate from job to job within the organization, getting valuable exposure and experience to a variety of tasks and seeing how the different units of the organization work together.

Understudy assignments have the trainee take on a seasoned employee as mentor. The mentor shepherds the employee through various tasks, giving the employee experience under a watchful eye and providing valuable insight into the customs and values of the organization.

Diff: 3

AACSB: Written and oral communication

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Critical thinking

92) In a short essay, discuss off-the-job training methods.

Employees may participate in role-playing, simulations, or other face-to-face types of training. Other forms of training may involve workbooks or manuals, perhaps in conjunction with classroom training.

Other methods include CD-ROM/DVD, videotapes/audiotapes, podcasts, videoconferencing, teleconferencing, and satellite TV. The Internet provides convenience to the employee and can also include simulations.

Diff: 3

AACSB: Written and oral communication

LO: 9.3: Explain how employees are provided with needed skills and knowledge.

Question Category: Critical thinking

93) A disadvantage of a written essay for employee appraisal is that it tends to be biased by ________.

A) the prejudice of the evaluator

B) friendship between the employee and the evaluator

C) the writing skill of the evaluator

D) the writing skill of the employee

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

94) All of the following are true of an adjective rating scale for employee evaluation EXCEPT ________.

A) it provides the most thorough view of the employee

B) it provides objective quantitative data that can be analyzed in a variety of ways

C) it is not time-consuming

D) it lists performance factors

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

95) A critical incident employee appraisal method collects ________.

A) anecdotes that reveal the character and performance of an employee

B) statements from coworkers in support of an employee

C) statements from superiors that may or may not support an employee

D) data from an employee's computer to evaluate his or her performance

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

96) A performance appraisal method that combines two other well-known methods into one process is called ________.

A) written essay

B) 360-degree feedback

C) adjective rating scales

D) BARS

Diff: 3

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

97) A 360-degree feedback process differs from other appraisal methods in that it includes ________.

A) a written essay

B) feedback from an employee's supervisor

C) honest feedback

D) feedback from those who interact with the employee

Diff: 3

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

98) What do the written essay, critical incidents, adjective rating scales, and BARS evaluation methods have in common?

A) They compare individuals against standards.

B) They are multiperson comparisons.

C) They compare one employee to his or her peers.

D) They rank employees by performance.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

99) How would the individual ranking method rank a group of 30 employees?

A) All 30 employees would be given a letter grade from A to F.

B) Employees would be ranked in quintiles, e.g., the top fifth, the second fifth, and so on.

C) Employees would be ranked against one another in pairs.

D) Each employee would be ranked by number from 1 to 30.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

100) Which multiperson employee evaluation method allows for two or more employees to get the same rating?

A) group-order ranking

B) individual ranking

C) paired comparison

D) 360-degree feedback

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

101) Which one of the following would be most likely to result in a manager recommending counseling for an employee?

A) The employee and the job are mismatched.

B) The employee lacks desire to do the job.

C) The employee does not have the skills required for the job.

D) The employee has not been adequately trained.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

102) What is the best course of action when there is a mismatch between the employee and the job?

A) employee counseling

B) fire the employee

C) reassign the employee to a better-matched job

D) provide training

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

103) Which one of the following is NOT an outcome of an effective compensation system?

A) keeping employees motivated

B) attracting talented employees

C) greater unionization of the workforce

D) retaining talented employees

Diff: 3

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

104) Of the choices given, this is the most important factor in determining how much pay an employee receives.

A) education level

B) experience

C) the type of job the employee has

D) the amount of time and effort the employee puts into the job

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

105) Which one of the following is NOT a factor that should influence compensation and benefits?

A) gender

B) seniority

C) geographical location

D) employee performance levels

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

106) Nine out of ten organizations in the United States pay their workers on a scale that is based primarily on ________.

A) skills

B) seniority

C) status

D) performance

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

107) Health insurance is an example of which one of the following?

A) compensation

B) employee benefit

C) salary

D) wages

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

108) The only goal of a performance management system is to assess manufacturing levels and technological efficiency.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

109) A strength of a written essay as an employee appraisal device is that it allows the writing skill of the evaluator to be a determining factor in the appraisal of performance.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

110) The BARS appraisal method is the easiest to develop.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

111) The 360-degree appraisal includes evaluations from multiple people who interact with the employee.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

112) Using individual ranking as an employee appraisal device, two employees might be named "best" in the group.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Concept

113) A key goal of a compensation system is to keep employees motivated.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

114) The primary determinant of an individual's pay is the type of job he or she performs.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

115) Most U.S. jobs use a variable pay system to compensate employees.

Diff: 2

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

116) Organizations are not legally required to provide benefits of any type for employees.

Diff: 2

AACSB: Analytical thinking

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Analytical

117) In a short essay, compare the critical incident, adjective rating scales, and BARS appraisal methods.

The adjective rating scales method provides a quantitative rating of the employee on a variety of different scales such as leadership, creativity, ability to take initiative, and so on.

Behaviorally anchored rating scales (BARS) combines critical incident and graphic rating appraisal methods. In BARS, the items rated in numeric scales are actual incidents rather than abstract assessment categories, making BARS more personal and more thorough than adjective rating scales.

Of the three appraisal methods, critical incident is the most revealing and subjective. The adjective rating scales method is accurate, but shallow and impersonal. BARS, both quantitative and personal, in some ways combines the best of both methods.

Diff: 3

AACSB: Written and oral communication

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Critical thinking

118) In a short essay, describe how multiperson comparison is done.

Individual ranking is a top-to-bottom ranking of all individuals in a group. No ties are allowed, meaning that in a group of 40, individuals are ranked from 1 to 40.

Paired comparison involves pairing individual match-ups of employees. In a group of four employees, A, B, C, and D, for example, A might first be matched against B. Either A or B would be judged the "winner," then A would be matched against C and the process repeated. All combinations of pairs would eventually be generated, resulting in a head-to-head ranking of all employees. Clearly, this method reveals a wealth of data—but it should also be clear that with large groups of employees it can be extremely time-consuming.

Diff: 3

AACSB: Written and oral communication

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Critical thinking

119) In a short essay, discuss why 360-degree appraisal is a popular appraisal method among successful companies.

The multidimensionality of the 360-degree appraisal gives managers (and others) valuable insights into what they are doing right and wrong. For example, a manager may complain about the productivity of a worker. When the worker is allowed to respond, reasons for that low productivity can suddenly be easy to discern and, more importantly, easy to remedy.

Diff: 3

AACSB: Written and oral communication

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Critical thinking

120) In a short essay, describe employee counseling and explain how it can be beneficial in remedying employee underperformance due to lack of effort.

More importantly, employee counseling is designed to find ways to fix the problem. An employee's lack of productivity may be a function of what is occurring in his or her personal life. Employee counseling attempts to assist employees in getting help to resolve whatever is bothering them.

Employee counseling is not just beneficial for the employee; it also benefits the organization. This is because it is costly to fire an employee from an organization. Simply put, the time spent recruiting and selecting, orienting, training, and developing employees translates into money. If, however, an organization can help employees remedy their problems, it can avoid these costs.

Note that counseling has its limits. If an employee can't or won't accept help, then disciplinary actions must be taken.

Diff: 3

AACSB: Written and oral communication

LO: 9.4: Describe strategies for retaining competent, high-performing employees.

Question Category: Critical thinking

121) In global companies, a major cause of the line between work and non-work getting blurred is ________.

A) employees needing to commute long distances

B) needing to communicate with overseas operations in different time zones

C) needing to communicate on a face-to-face basis with employees

D) employees needing to work on holidays

Diff: 1

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

122) Downsizing seems to harm ________.

A) victims who are dismissed only

B) both victims who are dismissed and survivors who stayed on

C) survivors who stayed on only

D) managers who carried out the dismissals and their families only

Diff: 2

AACSB: Analytical thinking

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

123) To improve workplace diversity, a manager might ________.

A) advertise in ethnic newspapers

B) tighten his recruiting net

C) solicit referrals from existing employees

D) post a notice that states he is an equal opportunity employer

Diff: 3

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

124) According to the EEOC, sexual harassment is ________ that creates a hostile environment, interferes with a person's work or diminishes the person's employment opportunities.

A) any speech

B) any unwanted or unsolicited speech or physical conduct

C) any speech of a sexual nature

D) any speech or physical conduct of a sexual nature

Diff: 2

AACSB: Analytical thinking

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

125) ________ are filed with the EEOC each year.

A) More sexual harassment complaints from males than females

B) More sexual harassment complaints from females than males

C) About an equal number of sexual harassment complaints from males and females

D) Almost no sexual harassment complaints from males

Diff: 2

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

126) If an employee rebuffs inappropriate sexual advances from her boss but still receives a promotion, ________.

A) the boss can't be guilty of sexual harassment

B) the employee is not allowed to lodge a complaint

C) the boss can still be guilty of sexual harassment

D) the employee is not allowed to lodge a complaint if she accepts the promotion

Diff: 3

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

127) The key to most sexual harassment cases against an organization is whether the organization ________.

A) knew about the behavior and what it did to stop it

B) told other employees in the department that harassment occurred

C) fired the employee after the charges were lodged

D) had hired a known sex offender

Diff: 2

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

128) What financial threat does sexual harassment pose to companies?

A) minor risk of fine

B) small legal fees only

C) enormous risk of major lawsuit settlements

D) none, because companies are insured against harassment

Diff: 2

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

129) Who would usually hear an appeal if an employee felt he or she had been inappropriately accused of sexual harassment?

A) the employee's direct supervisor

B) the director of human resources

C) a manager at a higher level not associated with the case

D) a manager at a higher level who is already involved in the case

Diff: 2

AACSB: Analytical thinking

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

130) Which one of the following would be considered grounds for a sexual harassment charge?

A) jokes that had a sexual theme but no one found offensive

B) artwork that, while some considered classic, made some employees feel uncomfortable

C) hiring a male employee who had been previously convicted of a sex crime

D) consensual dating between an employee and supervisor

Diff: 2

AACSB: Application of knowledge

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Application

131) Part-time, temporary, and contract workers who are available for hire on an as-needed basis are known as ________.

A) consultants

B) core employees

C) summer employees

D) a contingent workforce

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

132) Downsizing can be as stressful for the survivors as it is for the victims.

Diff: 2

AACSB: Analytical thinking

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

133) Job referrals generally are NOT a good method for improving workplace diversity.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

134) Although most sexual harassment complaints are filed by women, a significant number of complaints are filed by men.

Diff: 1

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

135) Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's employment.

Diff: 1

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

136) One major way that an organization can protect itself against sexual harassment cases is to make sure that all employees are well educated on the topic.

Diff: 2

AACSB: Ethical understanding and reasoning

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

137) Today's younger workers tend to give family a higher priority than their jobs.

Diff: 3

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

138) Caterpillar is forced to have flexible work times because it deals with suppliers or customers who may be 8 to 10 time zones away.

Diff: 3

AACSB: Diverse and multicultural work environments

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Analytical

139) Managers should expect contingent workers and core employees to be equally committed to the organization's goals.

Diff: 2

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Concept

140) In a short essay, discuss why sexual harassment is such a difficult problem in today's workplace.

Sexual harassment is also expensive. Companies that lose sexual harassment lawsuits can lose enormous sums of money. Just as important, the disruption and loss of reputation that sexual harassment causes can be devastating to a company and its workers.

One of the worst aspects of sexual harassment is that it not only harms people, it also sometimes fails to identify who is culpable in the situation. Sexual harassment is almost always a he-said, she-said affair. Victims suffer terribly, but alleged harassers also have rights, and some of them are guilty of no crime.

Ultimately, the only way to stop sexual harassment is to educate employees about the trouble it causes, to be vigilant about discovering it, and to be aggressive in curtailing it.

Diff: 3

AACSB: Written and oral communication

LO: 9.5: Discuss contemporary issues in managing human resources.

Question Category: Critical thinking

141) Which one of the following is commonly considered a category of workforce diversity?

A) education level

B) computer skills

C) style of dress

D) age

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

142) Which one of the following would be most likely to be true of two random people of the same race?

A) They are likely to have very different skin color and hair type.

B) They are unlikely to speak the same language.

C) They are likely to have similar skin color and hair type.

D) They are likely to share the same cultural traditions.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

143) In addition to prohibiting age discrimination, what else does the Age Discrimination Act do?

A) Sets the mandatory age for receiving Social Security benefits.

B) Allows for early retirement for age related causes of poor performance.

C) Restricts mandatory retirement at specific ages.

D) Created the Equal Employment Opportunity Commission.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

144) Which kind of discrimination is NOT prohibited under federal law?

A) discrimination against gays and lesbians

B) discrimination against Muslims

C) discrimination against people from the Middle East

D) discrimination against women or men

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

145) Which problems are women LEAST likely to face in today's workplace?

A) a gender pay gap

B) being outnumbered in the workplace

C) career interruptions due to childbirth

D) skepticism about whether they are qualified to do the job

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Analytical

146) Workplace diversity focuses on the differences between people, but not their similarities.

Diff: 2

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

147) The U.S. workforce is now over 70 percent male.

Diff: 1

AACSB: Diverse and multicultural work environments

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Concept

148) In a short essay, discuss how workforce diversity is directly affected by recruitment, selection, orientation, and training.

Selection—once a diverse set of applicants exists, efforts must be made to ensure that the selection process does not discriminate. Moreover, applicants need to be made comfortable with the organization's culture and be made aware of management's desire to accommodate their needs.

Orientation and training—the outsider-insider transition is often more challenging for women and minorities than for white males. Many organizations provide special workshops to raise diversity awareness issues.

Diff: 3

AACSB: Written and oral communication

LO: 9.6: Explain what diversity and inclusion are and how they affect the HRM process.

Question Category: Critical thinking