Human Resource Management Verified Test Bank Ch.10

Exploring Management, 7e (Schermerhorn)

Chapter 10 Human Resource Management

1) ________ is the process of attracting, developing, and maintaining a high quality workforce.

A) Crowdsourcing

B) Human resource management

C) General management

D) Outsourcing

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Human resource management attracts, develops, and maintains a talented workforce.

AACSB: Analytic

2) Which of the following is NOT a task of human resource management?

A) Supervising a quality workforce

B) Attracting a quality workforce

C) Developing a quality workforce

D) Maintaining a quality workforce

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Human resource management attracts, develops, and maintains a talented workforce.

AACSB: Analytic

3) Which of the following occurs when someone is denied a job or job assignment for non-job relevant reasons?

A) Job prejudice

B) Job bias

C) Job discrimination

D) Job impairment

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

4) The right to employment and advancement without regard to race, sex, color, religion, or national origin is called ________.

A) equal employment opportunity

B) discrimination

C) affirmative action

D) human resource management

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

5) Job discrimination, when denial is based on non-performance related issues, occurs when an organization denies someone all of the following EXCEPT ________.

A) employment

B) a job assignment

C) an advancement opportunity

D) vacation days

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

6) The Title VII of the 1964 Civil Rights Act (CRA) guarantees protection against discrimination based on all of the following categories EXCEPT ________.

A) religion

B) race

C) color

D) age

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

7) The Equal Employment Opportunity (EEO) Act guarantees all of the following EXCEPT ________.

A) the right to gain/keep employment based upon ability and performance

B) equal pay for men and women

C) 12 weeks of paid leave for family emergencies

D) protection for sexual orientation and gender identity

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

8) Which of the following refers to an effort on the part of the federal government to ensure equal employment for members of protected groups by setting hiring quotas based on the demographics of relevant markets?

A) Human resource management

B) Right to work

C) Affirmative action

D) Equal employment opportunity

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

9) Employment criteria justified by capacity to perform a job are called ________.

A) discriminations

B) affirmative actions

C) bona fide occupational qualifications

D) career planning

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

10) Which of the following actions is NOT required for the affirmative action process?

A) Hiring people from underrepresented classes, regardless of qualifications

B) Survey of the relevant labor market to determine its demographics

C) Comparison of the current company workforce with the available labor market

D) Analysis of the demographics of the current company workforce

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

11) In the U.S. workforce, the proportion of employees aged 40 or above is ________.

A) decreasing

B) increasing

C) staying constant

D) fluctuating randomly

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

12) According to the equal employment opportunity guidelines, which of the following hiring requirements would be considered illegal?

A) A special pilot's license to fly for major airlines

B) A minimum weight requirement to serve as a restaurant chef

C) Passing a criminal background check to be an elementary school teacher

D) A medical license to be a doctor

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Reflective Thinking

13) Who among the following is least likely to be protected by federal laws that guarantee equal opportunity?

A) An applicant from a minority community

B) A 40-year-old worker

C) A job applicant who drinks

D) A pregnant worker

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

14) Which of the following bills signed by President Obama expanded workers' rights to sue employers on equal pay issue?

A) The Pregnancy Discrimination Pay for Performance Act

B) The Lilly Ledbetter Fair Pay Act

C) The Age Discrimination Wage Restriction Act

D) The Workplace Privacy Affirmative Action Pay Act

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

15) Privacy at work is a right that applies to ________.

A) only managers

B) only non-managers

C) all employees

D) all minorities

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

16) Which of the following statements is NOT true about privacy in the workplace?

A) Technology can allow employers to monitor emails from company computers.

B) Technology can allow employers to identify who is receiving phone calls.

C) Technology can allow employers to track internet searches done on company equipment.

D) Technology can allow employers to block personal social media usage outside of work.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

17) In the U.S., what percent of age discrimination suits result in some financial settlement in favor of the person filing the claim?

A) 80

B) 20

C) 50

D) 35

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

18) Which of the following processes occurs when companies try to attract a qualified pool of applicants?

A) Planning

B) Screening

C) Selection

D) Recruitment

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

19) Isabela is a 22-year-old new hire at FAN, Inc. She helps Sacha, a 50-year-old veteran at the company, learn how to use social media and online collaboration platforms for communicating with customers. This is an example of ________ mentoring.

A) upward

B) downward

C) forward

D) reverse

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

20) Which of the following practices should NOT be followed while preparing for an online interview?

A) Studying the organization ahead and matching your strengths to it

B) Planning to attend the interview in a quiet, private location

C) Practicing your voice tone and modulation to set a good first impression

D) Attending the interview without preparing any questions

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

21) During the interview for a job, the process that attempts to reveal both the good and bad points of the job and organization is called ________.

A) an in-depth interview

B) recruitment

C) a realistic job preview

D) orientation

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

22) The process of choosing whom to hire from a pool of qualified candidates is called ________.

A) assessment

B) recruitment

C) selection

D) review

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

23) While designing an employment test, ________ means that scores on the test are good predictors of future job performance.

A) validity

B) reliability

C) realism

D) socialization

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

24) An assessment center evaluates job candidates ________.

A) in real work situations

B) with repeated measures

C) in simulated work situations

D) with predictive analytics

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

25) An assessment center evaluates candidates' potential by ________.

A) placing each person into a frequency distribution

B) evaluating each person and then creating a summary ranking to compare against other candidates

C) observing their performance in experiential activities designed to simulate daily work

D) assigning them to senior employees

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

26) The process of evaluating a candidate in an actual work situation is called ________.

A) behavior analysis

B) work sampling

C) coaching

D) socialization

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

27) Feechi is a long-term employee at AIM Corporation. She helps Veer, a new employee, learn the culture of the organization. In this scenario, Feechi uses the ________ process to help Veer "learn the ropes" at AIM Corporation.

A) assessment

B) socialization

C) affirmative action

D) unionization

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

28) ________ sessions run by human resource managers and other staff members communicate key information to, set expectations for, and answer questions from new hires and allow them to complete employment documents.

A) Documentation

B) Socialization

C) Orientation

D) Coaching

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

29) Azad is a new employee at Town Realty. Ling, an experienced employee, has been assigned to offer performance advice to Azad. This arrangement illustrates ________.

A) on the job training

B) orientation

C) work sampling

D) coaching

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

30) Assigning an early career employee as a protégé to a more senior employee for the purpose of professional advice and career guidance is called ________.

A) coaching

B) mentoring

C) assessing

D) socialization

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

31) Performance appraisal is the process of formally assessing performance and providing ________ to employees.

A) motivation

B) promotions

C) feedback

D) mentoring

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

32) Which of the following appraisal methods uses specific descriptions of actual behaviors to rate various levels of performance?

A) Graphic rating scale

B) Paired comparison

C) Critical-incident technique

D) Behaviorally anchored rating scale

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

33) The performance appraisal method that uses a log of an employee's effective and ineffective job behaviors is called a ________.

A) behaviorally anchored rating scale

B) critical-incident technique

C) forced distribution method

D) graphic rating scale

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

34) ________ is the performance appraisal method that includes superiors, subordinates, peers, and even customers in the appraisal process.

A) A behaviorally anchored rating scale

B) The critical-incident technique

C) The forced distribution method

D) 360° feedback

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

35) The performance appraisal method that rates and ranks one person's performance against that of others is called ________.

A) a behaviorally anchored rating scale

B) the critical-incident technique

C) a multiperson comparison

D) a graphic rating scale

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

36) Which of the following performance review techniques evaluates each employee against every other and then creates a summary ranking based on the number of superior scores?

A) Survey

B) Paired comparisons

C) Self-appraisal

D) Forced distribution

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

37) Which of the following is the process of managing how a person grows and progresses in a career?

A) Career planning

B) Employee management

C) Career development

D) Multiperson comparison

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Retention and career development provide career paths.

AACSB: Analytic

38) The process of matching career goals and individual capabilities with opportunities for their fulfillment is called ________.

A) career planning

B) employee management

C) career development

D) multiperson comparison

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Retention and career development provide career paths.

AACSB: Analytic

39) People who are hired on temporary contracts and are not a part of an organization's permanent workforce are called ________.

A) selective workers

B) variable time employees

C) flex time workers

D) independent contractors

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

40) Modern organizations prefer employing independent contractors because they are ________.

A) available at minimum wage

B) easy to hire and fire

C) better workers

D) always available

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

41) Which of the following bodies deals with employers on the workers' collective behalf?

A) A trade association

B) An employer representative

C) An employee organization

D) A labor union

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

42) A ________ awards pay increases in proportion to performance contributions.

A) stock option plan

B) bonus pay system

C) merit pay system

D) profit sharing plan

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.

AACSB: Analytic

43) Jenny, the sales executive in an insurance firm, achieves target sales well before the stipulated time. The company recognizes her performance by awarding her a cash prize. Which of the following compensation plans does this scenario illustrate?

A) A merit pay plan

B) Gain sharing plan

C) A bonus pay plan

D) Profit sharing plan

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.

AACSB: Reflective Thinking

44) Which of the following plans allows employees to share in cost savings or productivity gains realized by their efforts?

A) Stock options

B) A bonus pay plan

C) A merit pay plan

D) Gain sharing

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.

AACSB: Analytic

45) Which of the following compensation plans gives employees the right to purchase shares at a fixed price in the future?

A) Stock options

B) Profit sharing

C) Bonus pay

D) Merit pay

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.

AACSB: Analytic

46) Which of the following statements is NOT true of labor unions?

A) They are made up of workers.

B) They act as a "collective" voice for the workers.

C) They are run by a government agency.

D) They bargain for the workers.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

47) ________ involves balancing career demands with personal and family needs.

A) Work-life balance

B) Employee management

C) Career development

D) Multiperson comparison

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Job flexibility and work-life balance are top priorities for job seekers.

AACSB: Analytic

48) Which of the following programs helps employees achieve better work-life balance?

A) Bonus pay plans

B) Flexible benefits

C) Employee assistance programs

D) Family-friendly benefits

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

49) ________ programs allow choice to personalize benefits within a set dollar allowance.

A) Family-friendly

B) Flexible benefits

C) Employee assistance

D) Collective bargaining

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

50) The process of negotiating, administering, and interpreting a labor contract is called ________.

A) legal administration

B) collective bargaining

C) unionizing

D) union manipulation

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

51) Performance management aligns human capital with organizational strategies.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

52) Affirmative action attempts to enforce equal employment opportunity legislation.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

53) It is legal for men to earn 10% more than women for doing the same job.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

54) Realistic job interviewers "sell" the positive features of a job in order to find potential employees.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

55) An employment test is reliable when its scores demonstrate links with future job performance.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

56) In order to get performance feedback from more sources than just an employee's supervisor, a program of 360° feedback can be implemented.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

57) Workers who have more flexibility with start and stop times find it difficult to maintain work-life balance.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Job flexibility and work-life balance are top priorities for job seekers.

AACSB: Analytic

58) The trend in modern labor-management relations is toward more cooperation than adversity.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

59) ________ is the talent people offer organizations in the form of abilities, knowledge, experience, ideas, energies, and commitments.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

60) ________ are packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for an organization.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

61) ________ are employment criteria justified by a person's ability to perform a job.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

62) ________ penalizes a woman in a job or as a job applicant for being pregnant.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

63) An important cornerstone of U.S. laws designed to protect workers from job discrimination is Title VII of the ________of 1964.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

64) ________ is the extent to which an individual's knowledge, skills, experience, and personal characteristics are consistent with job requirements.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

65) The ________ is the exchange of value between an individual and an organization in the employment relationship.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

66) ________ involves choosing to hire applicants who offer the greatest performance potential.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

67) ________ is a program of activities that introduce a new hire to the policies, practices, expectations, and culture of an organization and its teams.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

68) The purpose of performance appraisals are both to ________ and document accomplishments, as well as initiate a process of ________.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

69) In ________, younger and newly hired employees mentor their seniors.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

70) The ________ requires the maintenance of a log to capture the employee's effective and ineffective behaviors during the evaluation period.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

71) A multiperson comparison method that requires evaluators to place each employee into a frequency distribution with several fixed performance classifications is called a(n) ________.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

72) A well-managed career should include a carefully thought out ________, as well as an eye for ________.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Career development provides for retention and career paths.

AACSB: Analytic

73) ________ work as needed and part-time, often on a longer-term basis.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

74) ________ plans provide one-time payments based on performance accomplishments.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.

AACSB: Analytic

75) ________ are nonmonetary forms of compensation such as health insurance and retirement plans.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

76) A(n) ________ is a formal agreement between a union and an employer about the terms of work for union members.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

77) The process involving management and unions working together to negotiate, administer, and interpret labor contracts is called ________.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

78) Why is it important for managers to avoid discrimination in the workplace?

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Human resource management attracts, develops, and maintains a talented workforce.; Strategic human resource management aligns human capital with organizational strategies.; Laws protect against employment discrimination.

AACSB: Analytic

79) List the three basic responsibilities of human resource management and the activities necessary to achieve them.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Human resource management attracts, develops, and maintains a talented workforce.

AACSB: Analytic

80) Define job discrimination, equal opportunity employment, affirmative action, and the relationship between them.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

81) What is affirmative action? As a human resource manager, would you actively pursue affirmative action? Give reasons.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Reflective Thinking

82) Name and define different methods used for conducting performance appraisals.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

83) Explain how the decline of unions in the private sector and their growth in the public sector is related to organizational design.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

84) As a human resource manager, in order to raise recruitment and retention rates, you have been asked to design a new employee compensation package for the company. What plans and benefits would you include in this package? How much importance would you give to each component of your design?

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence employee recruitment and retention.; Fringe benefits are an important part of employee compensation packages.

AACSB: Reflective Thinking

85) ________ is the extent to which an individual's values, interests, and behaviors are consistent with the culture of an organization.

A) Person-job fit

B) Person-culture fit

C) Recruitment

D) Job satisfaction

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

86) ________ is the extent to which an individual's knowledge, skills, experiences, and personal characteristics are consistent with job requirements.

A) Person-job fit

B) Person-culture fit

C) Recruitment

D) Job satisfaction

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

87) ________ is talent people offer organizations in the form of abilities, knowledge, experience, ideas, energies, and commitments.

A) Recruitment

B) Human capital

C) Strategic human resource management

D) An employee value proposition

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

88) ________ aligns human capital with organizational strategies and objectives.

A) Recruitment

B) Strategic social capital

C) Strategic human resource management

D) An employee value proposition

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

89) ________ is package of opportunities and rewards that make diverse and talented people want to belong to and work hard for the organization.

A) Recruitment

B) Human capital

C) Strategic human resource management

D) An employee value proposition

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

90) The employee value proposition comes to life as a ________ contract.

A) human resources

B) recruitment

C) psychological

D) social

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

91) The process of building and maintaining psychological contracts begins with ________.

A) hiring

B) promotions

C) firing

D) recruitment

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

92) Aliyah starts a new job at Happiness In A Box, Inc. She negotiates a flexible work schedule and a competitive starting salary. She agrees to be loyal to the company while lending her creativity and skills to innovate new products. She and the company have negotiated a ________ contract.

A) human resources

B) recruitment

C) psychological

D) social

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

93) Alexander works from home two days a week to take care of his newborn daughter. This is an example of ________ balance.

A) family-business

B) work-life

C) time-cost

D) fun-work

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Job flexibility and work-life balance are top priorities for job seekers.

AACSB: Analytic

94) Person-job fit is the extent an individual's values, interests, and behavior are consistent with the culture of the organization.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

95) HR analytics mine employee data for insights that are helpful to strategic HRM.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

96) Zappos pays a "bye-bye bounty" of $4000 to an employee who is unhappy with the firm after going through initial training.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

97) The protections against sex discrimination do not currently extend to gender identity.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

98) It is easy to get bona fide occupational qualifications approved by the EEOC.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws protect against employment discrimination.

AACSB: Analytic

99) Sexual harassment remains an important workplace concern.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

100) Quid pro quo sexual harassment occurs when an unwelcome form of sexual conduct creates an intimidating, hostile, or offensive work setting.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

101) Most age discrimination lawsuits result in some financial settlement.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

102) Employees should assume they have no privacy at work.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Laws can't guarantee that employment discrimination will never happen.

AACSB: Analytic

103) The process of building and maintaining psychological contracts begins with the initial recruitment of new hires and extends throughout their careers.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

104) Perceived fairness is critical when creating a psychological contract.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

105) Employees that are not paid well compared to other companies in the market tend to perform poorly. This is an example of a socialization contract that has a perceived fairness issue.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Psychological contracts set the exchange value between individuals and organizations.

AACSB: Analytic

106) Onboarding influences the expectations, behavior, and attitudes of new members of groups and organizations.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

107) Onboarding influences the expectations, behavior, and attitudes of new members of groups and organizations.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

108) Onboarding can be conducted via online platforms such as Zoom and Slack.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Onboarding introduces new hires to the organization.

AACSB: Analytic

109) Coaching assigns an experienced person to provide performance advice to a new hire.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

110) Upward mentoring gives younger and newly hired employees an opportunity to mentor senior employees on things like social media on online collaboration.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

111) BARS uses a checklist of traits or characteristics to evaluate performance.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

112) A multiperson comparison rates and ranks one person's performance against that of others.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

113) Career development is the process of matching career goals and individual capabilities with opportunities for their fulfillment.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Career development provides for retention and career paths.

AACSB: Analytic

114) Employees and employers should work together to create a successful career development plan.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Career development provides for retention and career paths.

AACSB: Analytic

115) COVID-19 made remote work largely mainstream with both benefits and downsides.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Job flexibility and work-life balance are top priorities for job seekers.

AACSB: Analytic

116) Independent contractors work as needed and part-time often on a longer-term basis.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

117) Permatemp work is equally beneficial to employers and employees.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

118) The gig economy has become a survival option for those who cannot get full-time jobs.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: More people are working as independent contractors and contingency workers.

AACSB: Analytic

119) Merit pay plans provide one-time payments based on performance accomplishments.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence recruitment and retention.

AACSB: Analytic

120) Profit sharing distributes to employees a proportion of net profits earned by the organization.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence recruitment and retention.

AACSB: Analytic

121) Gain sharing gives employees the right to purchase shares at a fixed price in the future.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Compensation plans influence recruitment and retention.

AACSB: Analytic

122) Fringe benefits are monetary forms of compensation.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

123) Family-friendly benefits, such as child care and flexible schedules, help employees achieve better work-life balance.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

124) Employee assistance programs help employees cope with personal stresses and problems.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Fringe benefits are an important part of compensation.

AACSB: Analytic

125) A labor contract is an informal agreement between a union and an employer outlining the terms of work for union members.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

126) Three-tier wage systems pay new hires less than workers already doing the same jobs with more seniority.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

127) Collective bargaining is the process of negotiating, administering, and interpreting a labor contract.

Learning Objective: 10.3: Summarize Current Issues in Human Resource Management.

Section Reference: Labor relations and collective bargaining are closely governed by law.

AACSB: Analytic

128) ________ a quality workforce means a company excels at recruitment and selection; this is a responsibility of ________.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Human resource management attracts, develops, and maintains a talented workforce.

AACSB: Analytic

129) ________ mine employee data for insights helpful to strategic HRM.

Learning Objective: 10.1: Describe the Purpose and Legal Context of Human Resource Management.

Section Reference: Strategic human resource management aligns human capital with organizational strategies.

AACSB: Analytic

130) ________ is a set of activities designed to attract qualified job applicants.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

131) ________ evaluates job candidates as they perform actual work tasks.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

132) A(n) ________ is a trial hire where the job candidate is given a short-term employment contract to demonstrate performance capabilities.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Selection makes decisions to hire qualified job applicants.

AACSB: Analytic

133) ________ assigns an experienced person to provide performance advice to a new hire.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Training develops employee skills and capabilities.

AACSB: Analytic

134) A(n) ________ uses a checklist of traits or characteristics to evaluate performance.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

135) The critical incident technique keeps a log of someone's effective and ineffective ________.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Performance reviews assess work accomplishments.

AACSB: Analytic

136) Discuss five tips for succeeding in online interviews.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

137) ________ job previews provide job candidates with all pertinent information about a job and organization.

Learning Objective: 10.2: Explain Essential Human Resource Management Practices.

Section Reference: Recruitment attracts qualified job applications.

AACSB: Analytic

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