An organization that has outsourced the HRM function is evaluating the possibility of presenting a labor force adjustment plan. The analysis of this problem would be more objective if this function was not outsourced.

An organization that has outsourced the HRM function is evaluating the possibility of presenting a labor force adjustment plan. The analysis of this problem would be more objective if this function was not outsourced.

Answer: False

The integrated HRM function involves the disappearance of the figure of the Human Resources Manager.

The integrated HRM function involves the disappearance of the figure of the Human Resources Manager.

Answer: False

Between the Human Resources manager and the outsourcer there should be collaboration and communication in order to overcome the outsourcer lack of knowledge about the company's particularities.

Between the Human Resources manager and the outsourcer there should be collaboration and communication in order to overcome the outsourcer's lack of knowledge about the company's particularities.

Answer: True

The HR Department develops a functional relationship with top management and line relationships with other departments.

The HR Department develops a functional relationship with top management and line relationships with other departments.

Answer: False

According to the Clover organizational framework, there can be three typologies of employment contracts: permanent contracts, temporary contracts and outsourcing.

According to the Clover organizational framework, there can be three typologies of employment contracts: permanent contracts, temporary contracts and outsourcing.

Answer: False

An ability can only be considered a competence when is embodied in behavior and used as such.

An ability can only be considered a competence when is embodied in behavior and used as such.

Answer: True

According to the Resource-Based Theory, an organisational capability is the ability of a company to undertake an activity through the use of their resources or inputs in the production process.

According to the Resource-Based Theory, an organisational capability is the ability of a company to undertake an activity through the use of their resources or inputs in the production process.

Answer: True

In the labor stage of HRM, the human resources function was a relegated part, dependent on other departments and centred on administrative tasks linked to labor relations.

In the labor stage of HRM, the human resources function was a relegated part, dependent on other departments and centred on administrative tasks linked to labor relations.

Answer: False

The historical evolution of the HR function has resulted from the organizational perspective, the transition from tactical to strategic perspective.

The historical evolution of the HR function has resulted from the organizational perspective, the transition from tactical to strategic perspective.

Answer: True

The need to adapt to the changing environment requires organizations internal functional flexibility and numerical flexibility.

The need to adapt to the changing environment requires organizations internal functional flexibility and numerical flexibility.

Answer: True

The _____ was enacted in 1931 for the purpose of setting wage rates for laborers and mechanics employed by contractors working for the Federal Government.

The _____ was enacted in 1931 for the purpose of setting wage rates for laborers and mechanics employed by contractors working for the Federal Government.

A. Civil Rights Act
B. Davis-Bacon Act
C. Fair Labor Standards Act
D. Walsh-Healey Public Contract
E. Fair Wages Act

Answer: B

A _____ is most likely categorized as nonexempt from the overtime pay provisions of the Fair Labor Standards Act.

A _____ is most likely categorized as nonexempt from the overtime pay provisions of the Fair Labor Standards Act.

A. Computer Systems analyst
B. Bank Teller
C. Personnel Director
D. Scientist

Answer: B

Which of the following , if true, supports the argument that Banderhouse executives should primarily address internal equity issues when developing a new compensation plan?

Banderhouse, a national chain of appliance stores, employs nearly 600 workers. Over the past few years, the company's market share has dropped significantly and employee turnover has increased. Upper management is considering revising the compensation policy in its efforts to turn the company around. Historically, the company has paid all employee similarly with some variation for seniority but no distinction between high and low performers.

Which of the following , if true, supports the argument that Banderhouse executives should primarily address internal equity issues when developing a new compensation plan? 

A. Most of Banderhouse's former employees are now employed at competitor's stores in similar positions.
B. Banderhouse employees receive annual performance appraisals at which time they set career goals.
C. Salary surveys indicate dissatisfaction among the Banderhouse managers in different departments.
D. Banderhouse pays its sales managers sales commissions in addition to base salaries and health benefits.
E. Online pay sites show the pay range for sales associates at both Banderhouse and its competitors.




Answer: C

Performance appraisals and incentive pay are management tools to maintain ______ equity.

Performance appraisals and incentive pay are management tools to maintain ______ equity.

A. Procedural
B. Individual
C. External
D. Group
E. Internal

Answer: B

Internal equity is best defined by _____.

Internal equity is best defined by _____.

A. How a job's pay rate in one company compares to the job's pay rate in other companies
B. The use of salary surveys and job evaluation comparisons to monitor pay levels within an industry
C. How fair the job's pay rate is when compared to other jobs within the same company
D. The perceived fairness of the processes and procedures used to make compensation decisions

Answer: C

______ equity refers to the perceived fairness of the processes used to make decision regarding the allocation of pay.

______ equity refers to the perceived fairness of the processes used to make decision regarding the allocation of pay. 

A. Individual
B. External
C. Distributive
D. Procedural
E. Internal

Answer: D

__ has the LEAST effect on an organization's. pay plan

__ has the LEAST effect on an organization's. pay plan

A. Company vision
B. Equity
C. Company Policy
D. Legal
E. Union

Answer: A

____ is NOT one of the compensable factors emphasized in the Equal Pay Act.

____ is NOT one of the compensable factors emphasized in the Equal Pay Act.

A. Accountability
B. Working Conditions
C. Effort
D. Responsibility
E. Skills

Answer: A

Under the Fair Labor Standards Act, all of the following occupations are exempt from overtime provisions EXCEPT ______.

Under the Fair Labor Standards Act, all of the following occupations are exempt from overtime provisions EXCEPT ______.

A. Taxi Drivers
B. Teachers
C. Physicians
D. Bank Tellers
E. Agricultural employees

Answer: D

The job evaluation method that is associated with almost every comparable worth lawsuit is the _______.

The job evaluation method that is associated with almost every comparable worth lawsuit is the _______.

A. Job Grading Method
B. Point Method
C. Job Classification Method
D. Factor Comparison Method
E. Ranking Method

Answer: B

If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to:

If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to:

a. lifetime employment.
b. privacy.
c. due process.
d. free consent.
e. freedom of conscience.

Answer: C

Select the correct statement about HR responsibilities of supervisors.

Select the correct statement about HR responsibilities of supervisors.

a. Supervisors do not interview job candidates.
b. In large organizations, all HR activities are carried out by supervisors.
c. Supervisors do not need to be familiar with the basics of HRM. Incorrect
d. Job analysis and job design are techniques that lie outside the purview of supervisors.
e. Supervisors typically have responsibilities related to all the HR functions.

Answer: E

In the role of a cultural steward, an HR manager primarily:

In the role of a cultural steward, an HR manager primarily:

a. administers day-to-day work of managing people.
b. facilitates an organization's culture and helps to build and strengthen or change that culture.
c. develops people strategies to control attrition rates.
d. understands how the business makes money.
e. recognizes business trends and their impact on the business.

Answer: B

An HR manager becomes a(n) _____ when he or she understands an organization's culture and helps to build and strengthen or change that culture by identifying and expressing its values through words and actions.

An HR manager becomes a(n) _____ when he or she understands an organization's culture and helps to build and strengthen or change that culture by identifying and expressing its values through words and actions.

a. administrator
b. cultural steward
c. recruitment manager
d. operational aide
e. trainer

Answer: B

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is called _____.

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is called _____.

a. adjustability
b. absorbability
c. substitutability Incorrect
d. sustainability
e. credibility

Answer: D

Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers?

Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers?

a. Work flow analysis
b. Job analysis Incorrect
c. Conjoint analysis
d. Talent management
e. Performance management

Answer: D

Which of the following best describes evidence-based HR?

Which of the following best describes evidence-based HR?

a. It is the exclusive use of statistical models for planning, forecasting, and other related HR activities.
b. It refers to establishing overlapping performance goals and desired outcomes during performance management.
c. It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders.
d. It is the process of ensuring that employees' activities and outputs match an organization's goals.
e. It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills. Incorrect

Answer: C

_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

a. Conjoint analysis
b. Performance management
c. Workforce analytics
d. Career development
e. Task analysis

Answer: C

The HR function of maintaining positive employee relations includes:

The HR function of maintaining positive employee relations includes:

a. maintaining performance measures on outcomes. Incorrect
b. offering training programs on effective teamwork.
c. selecting only those applicants that are referred by employees.
d. maintaining communication with union representatives.
e. planning employee pay and benefits.

Answer: D

How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?

How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?

a. By handling administrative tasks with a commitment to quality
b. By providing business partner services to meet the company's goals
c. By providing skills training and career development programs
d. By providing the needed human resources to the company and understanding the existing ones
e. By answering questions on employee hiring and benefits

Answer: D

Craig, one of the senior managers at Clayton Inc., insisted that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument?

Craig, one of the senior managers at Clayton Inc., insisted that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument?

a. The supervisors represent the company on a day-to-day basis.
b. The supervisors have the business experience to take up additional responsibilities. (incorrect)
c. The supervisors do not hold any stakes in the organization.
d. The supervisors are not a part of the employees' union.
e. The supervisors are responsible for any action taken by the employees. (Incorrect)

Answer: A

Ellie is a human resource (HR) manager at Harris Corp. She has the greatest impact on the firm's success. She is highly admired and respected by others in the organization because she is extremely reliable. This scenario indicates that Ellie is a _____.

Ellie is a human resource (HR) manager at Harris Corp. She has the greatest impact on the firm's success. She is highly admired and respected by others in the organization because she is extremely reliable. This scenario indicates that Ellie is a _____.

a. cultural and change steward
b. credible activist
c. strategic architect
d. business ally
e. strategic partner

Answer: B

Joanna, a local farmer, is affected by the operations of Wooster Inc. because she buys the products manufactured by the company. This indicates that Joanna is a _____.

Joanna, a local farmer, is affected by the operations of Wooster Inc. because she buys the products manufactured by the company. This indicates that Joanna is a _____.

a. stakeholder
b. change steward
c. strategic architect
d. business ally (Incorrect)
e. strategic partner (incorrect)

Answer: A

In the context of HRM functions, the activities of training and development include:

In the context of HRM functions, the activities of training and development include:

a. making decisions whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both.
b. keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position.
c. attempting to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
d. preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet.
e. establishing policies related to hiring, discipline, promotions, and benefits.

Answer: A

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?

a. Performance management
b. Human capital
c. Tangible capital
d. Traditional management
e. Working capital

Answer: B

Joshua, the human resource (HR) manager at Potter Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua's responsibility of:

Joshua, the human resource (HR) manager at Potter Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua's responsibility of:

a. providing administrative services.
b. preparing a job analysis. (Incorrect)
c. providing business partner services.
d. creating a job design.
e. maintaining positive employee relations.

Answer: C

How do human resources professionals provide an organization with a valuable advantage?

How do human resources professionals provide an organization with a valuable advantage?

a. They hire highly skilled and knowledgeable employees who are commonly available.
b. They can inspire the organization to easily duplicate the success of competitors.
c. They can help the organization to develop strong commitment toward its employees. (incorrect)
d. They hire high-quality employees who provide a needed service as they perform many critical functions.
e. They hire employees who are very enthusiastic but lack job experience and training.

Answer: D

The _____ is the primary professional organization for HRM that provides education and information services, and it is the world's largest human resource management association.

The _____ is the primary professional organization for HRM that provides education and information services, and it is the world's largest human resource management association.

a. Strategic Human Resource Management
b. Recognition Professionals International
c. Society for Human Resource Management
d. Human Resource Certification Institute
e. Human Resource Professionals Association

Answer: C

When Ulysses Corp., a travel insurance company, introduced new goals for internal management, there was a rift in the management regarding their implementation. Group A emphasized achieving short-term goals, while Group B believed in introducing policies that created a more efficient employee-management relationship. Which of the following results would prove Group B's decision to be ideal?

When Ulysses Corp., a travel insurance company, introduced new goals for internal management, there was a rift in the management regarding their implementation. Group A emphasized achieving short-term goals, while Group B believed in introducing policies that created a more efficient employee-management relationship. Which of the following results would prove Group B's decision to be ideal?

a. A loss in the financial statement of the particular year
b. More employees resigning their jobs
c. An increase in the cost of production
d. Employee surveys showing higher levels of engagement with the company
e. An increasing employee agitation regarding the management policies of the company

Answer: D

Identify the correct statement regarding companies that are ethical and successful.

Identify the correct statement regarding companies that are ethical and successful.

a. They are solely concerned about the benefits of the company while making business decisions.
b. The owners most often assume responsibility for the actions of the company rather than the employees.
c. They are less concerned about the interests of the people involved in the business.
d. Their main aim is to maximize profits in all their transactions.
e. They have a sense of purpose and vision that the employees value and use in their day-to-day work.

Answer: E

Under a commission incentive system, which is the basis for individuals' compensation?

Under a commission incentive system, which is the basis for individuals' compensation?

a. merit
b. sales volume
c. units of output
d. performance
e. seniority

Answer: B

Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?

Under which type of incentive compensation system does the organization pay an employee a certain amount of money for each unit of output he or she produces?

a. piece rate
b. merit
c. bonus
d. commission
e. individual

Answer: A

What is the MOST general form of a merit-pay plan?

What is the MOST general form of a merit-pay plan?

a. bonuses
b. incentives
c. annual salary increases
d. gainsharing
e. skill-based pay

Answer: C

In a flexible work hour program, what is the term for the time of day when every employee must be at work?

In a flexible work hour program, what is the term for the time of day when every employee must be at work?

a. regular time
b. core time
c. full-time
d. flextime
e. mandatory time

Answer: B

What is the work schedule plan that involves employees working a forty-hour, five-day week but with some employee control over starting and ending times for work each day?

What is the work schedule plan that involves employees working a forty-hour, five-day week but with some employee control over starting and ending times for work each day?

a. flexible work hour program
b. compressed workweek
c. home work program
d. telecommuting
e. cafeteria-style work plan

Answer: A

Any true measure of organizational success must tie back to the organization's

Any true measure of organizational success must tie back to the organization's

a. strategic goals
b. mission statement
c. tactical goals
d. strategic plans
e. tactical plans

Answer: A

When an organization is interested in measuring the effectiveness of a performance-enhancement technique, it makes sense to examine

When an organization is interested in measuring the effectiveness of a performance-enhancement technique, it makes sense to examine

a. multiple indicators
b. stock price
c. return on assets
d. labor costs
e. accident rates

Answer: A

Individual performance can be measured by

Individual performance can be measured by

a. stock price
b. market share
c. units produced
d. return on assets
e. return on investment

Answer: C

Human Resource indicators include all of the following EXCEPT

Human Resource indicators include all of the following EXCEPT

a. turnover rates
b. absenteeism
c. return on investment
d. accident rates
e. general labor costs

Answer: C

Sharia laws

Sharia laws

a. forbid the charging of interest
b. specify the punishment for a number of crimes specifically in the Qur'an or in the writing of Mohammed
c. allow men to become divorced at will by just saying it aloud
d. specify the dietary restrictions known as Halal
e. all of these

Answer: E

Equity theory discusses individuals' perceptions about the relationship between __ and __.

Equity theory discusses individuals' perceptions about the relationship between __ and __.

a. instrumentality, valence
b. financial incentives, non-financial rewards
c. equity, reinforcement
d. rewards, punishment
e. inputs, outcomes

Answer: E

Which component of expectancy theory covers the relative value of rewards and other consequences?

Which component of expectancy theory covers the relative value of rewards and other consequences?

a. dissonance
b. valence
c. expectancy
d. instrumentality
e. VIE

Answer: B

Which of the following reinforcement schedules targets behavior on the basis of the passage of time?

Which of the following reinforcement schedules targets behavior on the basis of the passage of time?

a. interval
b. ratio
c. rational
d. bounded rational
e. instrumentality

Answer: A

In Herzberg's two-factor theory of motivation, what element can be used to satisfy individual needs?

In Herzberg's two-factor theory of motivation, what element can be used to satisfy individual needs?

a. merit
b. motivators
c. hygiene factors
d. all of these
e. both motivators and hygiene factors

Answer: E

How many levels appear in Alderfer's ERG theory?

How many levels appear in Alderfer's ERG theory?

a. 1
b. 2
c. 3
d. 4
e. 5

Answer: C

Which of the levels in Maslow's hierarchy of needs states that food, water, and shelter are motivational factors?

Which of the levels in Maslow's hierarchy of needs states that food, water, and shelter are motivational factors?

a. physiological
b. security
c. self-actualization
d. esteem
e. belongingness

Answer: A

Which of the levels in Maslow's hierarchy of needs states that having a positive view of one's self is a motivational factor?

Which of the levels in Maslow's hierarchy of needs states that having a positive view of one's self is a motivational factor?

a. physiological
b. security
c. self-actualization
d. esteem
e. belongingness

Answer: D

Which of the levels in Maslow's hierarchy of needs states that a safe environment is a motivational factor?

Which of the levels in Maslow's hierarchy of needs states that a safe environment is a motivational factor?

a. physiological
b. security
c. self-actualization
d. esteem
e. belongingness

Answer: B

Which of the following is NOT a determinant of performance in an organization?

Which of the following is NOT a determinant of performance in an organization?

a. employees' ability to perform
b. environment in which the performance takes place
c. support factors such as machinery and materials
d. demand for the organization's products or services
e. employees' motivation to perform

Answer: D

___ is usually not the purview of human resources.

___ is usually not the purview of human resources.

a. motivation
b. context
c. ability
d. reward
e. evaluation

Answer: B

The physical work environment has an impact on all of the following EXCEPT

The physical work environment has an impact on all of the following EXCEPT 

a. personality
b. health
c. productivity
d. attitude
e. safety

Answer: A

Which of the following is an organizational consequence of stress?

Which of the following is an organizational consequence of stress?

a. Appetite disorders
b. backaches
c. sleep disruption
d. ulcers
e. absenteeism

Answer: E

What federal agency enforces the Occupational Safety and Health Act?

What federal agency enforces the Occupational Safety and Health Act?

a. Department of Health
b. Department of Labor
c. World Health Organization
d. Office of Federal Contract Compliance Programs
e. National Institutes of Health

Answer: B

Which of the following is a difference between health hazards and safety hazards?

Which of the following is a difference between health hazards and safety hazards?

a. safety hazards cause more serious injuries than health hazards
b. health hazards cause more serious injuries than safety hazards
c. safety hazards have a more cumulative effect than health hazards
d. health hazards work more slowly and systematically than safety hazards
e. health hazards can be eliminated; safety hazards cannot be eliminated

Answer: D

___ indicate to people when they should eat and sleep.

___ indicate to people when they should eat and sleep.

a. circadian rhythms
b. hyper processes
c. psycho-dynamic processes
d. behavioral patterns
e. security needs

Answer: A

____ are individuals who carefully examine the safety elements of the workplace and advance solutions to safety problems.

____ are individuals who carefully examine the safety elements of the workplace and advance solutions to safety problems.

a. Safety engineers
b. TQM experts
c. Quality control specialists
d. environmental impact experts
e. process engineers

Answer: A

The ___ Act of 1970 is a comprehensive law that enforces safety in organizations.

The ___ Act of 1970 is a comprehensive law that enforces safety in organizations.

a. Work Hazards
b. Occupational Performance
c. Safety and Response
d. Safe Working Environment
e. Occupational Safety and Health

Answer: E

One of the most dangerous occupations in the United States is

One of the most dangerous occupations in the United States is

a. business executive
b. plumber
c. bus driver
d. construction
e. environmental engineer

Answer: D

The conditions on the job that can slowly harm an employee's are called

The conditions on the job that can slowly harm an employee's are called

a. safety hazards
b. health hazards
c. interpersonal hazards
d. motivation factors
e. hygiene factors

Answer: B

The conditions on the job that can harm employees are called

The conditions on the job that can harm employees are called

a. safety hazards
b. health hazards
c. interpersonal hazards
d. motivation factors
e. hygiene factors

Answer: A

____ items may be included in the collective bargaining if both parties agree.

____ items may be included in the collective bargaining if both parties agree.

a. mandatory
b. oblique
c. permissive
d. progressive
e. regressive

Answer: C

One difference between mediation and arbitration is that

One difference between mediation and arbitration is that

a. arbitration occurs in a court of law; mediation does not
b. arbitration is compulsory; mediation is not
c. the recommendation of the arbitrator is binding; the recommendation of the mediator is not
d. mediation is compulsory; arbitration is not
e. the recommendation of the mediator is binding; the recommendation of the arbitrator is not

Answer: C

Which of the following is the term given to items such as wages, working hours, and benefits?

Which of the following is the term given to items such as wages, working hours, and benefits?

a. mandatory items
b. permissive items
c. negotiated items
d. price-point items
e. strike items

Answer: A

Which of the following is NOT a mandatory subject of collective bargaining?

Which of the following is NOT a mandatory subject of collective bargaining?

a. wages
b. no-strike clauses
c. pension benefits
d. health benefits
e. working hours

Answer: B

The Taft-Hartley Act of 1947 outlawed

The Taft-Hartley Act of 1947 outlawed

a. union memberships
b. collective bargaining
c. union shops
d. union stewards
e. union negotiations of working conditions

Answer: C

The American Federation of Labor focused on what types of work?

The American Federation of Labor focused on what types of work?

a. blue-collar jobs
b. craft-based jobs
c. professional-level jobs
d. secretarial jobs
e. white-collar jobs

Answer: B

Which of the following acts required labor unions to bargain with management in good faith?

Which of the following acts required labor unions to bargain with management in good faith?

a. Taft-Hartley Act
b. Wagner Act
c. Landrum-Griffin Act
d. Sherman Act
e. Union Shop Act

Answer: A

Which of the following acts required management to bargain with labor unions in good faith?

Which of the following acts required management to bargain with labor unions in good faith?

a. Taft-Hartley
b. Wagner Act
c. Landrum-Griffin Act
d. Sherman Act
e. Union Shop Act

Answer: B

___ is the process by which managers and union representatives negotiate the terms and conditions of employment.

___ is the process by which managers and union representatives negotiate the terms and conditions of employment.

a. benchmarking
b. total quality management
c. negotiated contracting
d. management by objectives
e. collective bargaining

Answer: E

The process of dealing with individuals in a company who are represented by a union is called:

The process of dealing with individuals in a company who are represented by a union is called:

a. labor relations
b. benchmarking
c. total quality management
d. management by objectives
e. negotiated contracting

Answer: A

Career management is ultimately the responsibility of the

Career management is ultimately the responsibility of the

a. human resource manager
b. line supervisor
c. organization
d. individual
e. recruiter

Answer: D

The type of error that involves giving low ratings to all employees by using unrealistically high standards is called

The type of error that involves giving low ratings to all employees by using unrealistically high standards is called

a. central tendency
b. halo error
c. horns error
d. leniency
e. severity

Answer: E

Susan was offered a promotion that requires relocating. Her husband and children are happy in the current location. Susan is stressed about the career management issue of

Susan was offered a promotion that requires relocating. Her husband and children are happy in the current location. Susan is stressed about the career management issue of

a. dual-career management
b. work family balance
c. elder care
d. flexible work schedules
e. quality child care management

Answer: B

Which career stage may involve individuals' analysis of their own competencies and skills ?

Which career stage may involve individuals' analysis of their own competencies and skills ?

a. maintenance
b. individual assessment
c. establishment
d. retirement
e. trial

Answer: B

What mechanism in the career planning process is designed to align the organization's and individual's expectations of the individual's role and career prospects within the organization?

What mechanism in the career planning process is designed to align the organization's and individual's expectations of the individual's role and career prospects within the organization?

a. individual assessment
b. specification of career paths
c. performance management
d. communication
e. career counseling

Answer: E

What is the final step in the career planning process?

What is the final step in the career planning process?

a. individual assessment
b. career counseling
c. exploration
d. communication
e. trial

Answer: B

Which career stage may involve individuals' viewing work as less important and non-work activities as more important?

Which career stage may involve individuals' viewing work as less important and non-work activities as more important?

a. maintenance
b. disengagement
c. establishment
d. exploration
e. trial

Answer: B

A midcareer plateau happens during the ____ career stage.

A midcareer plateau happens during the ____ career stage.

a. exploration
b. establishment
c. maintenance
d. disengagement
e. retirement

Answer: C

When a rater compares people against one another instead of using a set standard, which type of error is the rater prohibiting?

When a rater compares people against one another instead of using a set standard, which type of error is the rater prohibiting?

a. projection
b. halo
c. horns
d. contrast
e. distributional

Answer: D

Which of the following was NOT given as a reason for the importance of performance appraisal?

Which of the following was NOT given as a reason for the importance of performance appraisal?

a. it helps managers assess the quality of their recruitment and selection activities
b. it provides documentation that an organization's promotion and reward allocation activities are nondiscriminatory
c. it plays a large role in allocation of profit-sharing rewards to employees
d. it provides useful input into an organization's human resource planning process
d. it provides feedback to employees, which may enhance their motivation and development

Answer: C

A program that allows employees to select the benefits they want is called a(n)

A program that allows employees to select the benefits they want is called a(n) 

a. cafeteria-style benefits plan
b. employee assistance plan
c. wellness program
d. defined benefit plan
e. worker's compensation

Answer: A

A special program that helps employees with drug or alcohol problems is called a(n)

A special program that helps employees with drug or alcohol problems is called a(n)

a. cafeteria-style benefits plan
b. employee assistance plan
c. wellness program
d. defined benefit plan
e. worker's compensation

Answer: B

A special program that helps prevent employee sickness is called a(n)

A special program that helps prevent employee sickness is called a(n)

a. defined contribution plan
b. employee assistance plan
c. wellness program
d. defined benefit plan
e. worker's compensation

Answer: C

All of the following are non-mandated benefits EXCEPT?

All of the following are non-mandated benefits EXCEPT?

a. paid time off
b. worker's compensation
c. health insurance
d. defined benefit plan
e. defined contribution plan

Answer: B

Which of the following is NOT a mandated benefit?

Which of the following is NOT a mandated benefit?

a. worker's compensation
b. social security
c. unemployment insurance
d. private pension plan
e. all of these benefits are mandated

Answer: D

Which mandated type of insurance covers individuals who suffer a job-related illness or accident?

Which mandated type of insurance covers individuals who suffer a job-related illness or accident?

a. unemployment insurance
b. social security
c. workers' compensation
d. health insurance
e. accidental death and dismemberment insurance

Answer: C

Which mandated employee benefit is designed to provide a basic subsistence payment to employees between jobs?

Which mandated employee benefit is designed to provide a basic subsistence payment to employees between jobs?

a. unemployment insurance
b. social security
c. workers compensation
d. medical insurance
e. accidental death and dismemberment insurance

Answer: A

The job evaluation system that results in a number of job grades is called

The job evaluation system that results in a number of job grades is called

a. job ranking
b. the classification system
c. the point system
d. the factor comparison method
e. job analysis

Answer: B

Under ERISA, vesting rights become operational after _____ years at the most, and employees with less service are still usually eligible to receive some portion of their retirement benefits.

Under ERISA, vesting rights become operational after _____ years at the most, and employees with less service are still usually eligible to receive some portion of their retirement benefits.

a. 2
b. 8
c. 4
d. 10
e. 6

Answer: E

In general, salaries are paid to

In general, salaries are paid to

a. professionals
b. executives
c. line workers
d. all of these
e. both professionals and executives

Answer: E

Employees who add value to the firm because of their expertise, background, or training are called ____ workers.

Employees who add value to the firm because of their expertise, background, or training are called ____ workers.

a. knowledge
b. conflict
c. integration
d. network
e. structural

Answer: A

Applying business skills and tools to deal with social problems is called

Applying business skills and tools to deal with social problems is called

a. corporate social responsibility
b. social entrepreneurship
c. conscious capitalism
d. equal employment opportunity
e. diversity management

Answer: B

____ is a dedication to build organizations that are accountable, responsible, transparent, and ecologically sustainable.

____ is a dedication to build organizations that are accountable, responsible, transparent, and ecologically sustainable.

a. corporate social responsibility
b. social entrepreneurship
c. conscious capitalism
d. compassionate conservatism
e. diversity management

Answer: A

____ refers to the collective, institutional record of past events.

____ refers to the collective, institutional record of past events.

a. organizational memory
b. organizational learning
c. organizational knowledge
d. organizational knowledge workers
e.organizational experience

Answer: A

Sometimes managers must realize that individual differences cause employees to act in very different ways, which suggests that workers cannot all be treated similarly. Which of the following is the BEST individual strategy for dealing with this issue?

Sometimes managers must realize that individual differences cause employees to act in very different ways, which suggests that workers cannot all be treated similarly. Which of the following is the BEST individual strategy for dealing with this issue?

a. understanding
b. communication
c. development
d. tolerance
e. training

Answer: A

Which of the following is the BEST definition of empathy?

Which of the following is the BEST definition of empathy?

a. understanding that differences exist among people
b. tolerating behavior of others even though you do not understand it
c. openly discussing problems that you have with others
d. understanding the perspectives of others who are different
e. treating people fairly and equitably

Answer: D

Which of the following is NOT true about older workers?

Which of the following is NOT true about older workers?

a. older workers tend to be more stable
b. older workers have lower accident rates
c. older workers require higher levels of insurance coverage and medical benefits
d. older workers can make greater contributions to productivity
e. older workers tend to have more experience

Answer: B

The average age of the US workforce is

The average age of the US workforce is

a. decreasing because of earlier retirement ages
b. increasing because of immigration of older workers from other countries
c. decreasing because the women entering the workforce are younger
d. increasing because baby boomers are still working
e. decreasing because of immigration of younger workers from other countries

Answer: D

Which law requires employers to treat people of different religions and national origins fairly in the workplace?

Which law requires employers to treat people of different religions and national origins fairly in the workplace?

a. Richard Osborn Act
b. The Civil Rights Act of 1964
c. The Americans with Disabilities Act
d. Sarbanes-Oxley Act
e. Fair Credit Reporting Act

Answer: B

Diversity always involves

Diversity always involves

a. employee's individual differences
b. a quota system
c. mandatory affirmative action plan
d. legal constraints
e. similarities in product offerings

Answer: A

Which selection criteria more directly relate to specific qualifications and capabilities of an individuals to perform a specific job?

Which selection criteria more directly relate to specific qualifications and capabilities of an individuals to perform a specific job?

a. Competencies and experience
b. Skills and education
c. Abilities and competencies
d. Experience and education
e. Skills and abilities

Answer: E

The number of years spent working in a profession is an example of which of the following basic selection criteria?

The number of years spent working in a profession is an example of which of the following basic selection criteria?

a. Education
b. Competencies
c. Experience
d. Skills
e. Abilities

Answer: C

Judd is a human resource manager responsible for creating a pool of qualified applicants from which his employer can choose. Judd is involved in human resource

Judd is a human resource manager responsible for creating a pool of qualified applicants from which his employer can choose. Judd is involved in human resource

a. Alternative work arrangements
b. Recruiting
c. Selecting
d. Planning
e. Training

Answer: B

A realistic job preview is

A realistic job preview is

a. A description of the actual nature of a job and it's working conditions
b. similar to an internship
c. Useful for attracting top candidates by presenting a job as exciting and glamorous
d. A probationary work period
e. The opportunity for a job applicant to perform a job in advance of accepting it

Answer: A

Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization. He notices one day on the bulletin board that a promotion opportunity in his work group is available, so he decides to apply for the position. What type of recruiting method was used?

Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization. He notices one day on the bulletin board that a promotion opportunity in his work group is available, so he decides to apply for the position. What type of recruiting method was used?

a. Referral
b. Job posting
c. Direct applicant
d. College recruit
e. Word-of-mouth recruit

Answer: B

If an organization wants to assess whether an applicant can actually perform a particular job, which selection technique would BEST provide this assessment?

If an organization wants to assess whether an applicant can actually perform a particular job, which selection technique would BEST provide this assessment?

a. Employment test
b. Cognitive ability test
c. Integrity test
d. Work simulation
e. Structured interview

Answer: D

At which step in the selection process is information gathered about the candidates?

At which step in the selection process is information gathered about the candidates?

a. Step one
b. Step two
c. Step three
d. Step four
e. Step five

Answer: A

What is probably the MOST common method organizations use for internal recruiting?

What is probably the MOST common method organizations use for internal recruiting?

a. referrals
b. Job Posting
c. Union Halls
d. Walk-in Applicants
e. Supervisory Recommendations

Answer: B

The second step in the selection process is to

The second step in the selection process is to 

a. Generate a pool of qualified applicants
b. Gather information about the pool o qualified applicants
c. Evaluate the qualifications of each applicant
d. Make a decision regarding who is the best fit for the job
e. Extend a job offer to an applicant

Answer: C

The Hu Dong Zhong Hua Shipbuilding Group of Shanghai offers its line workers courses tailored to specific job skills. Hu Dong Zhong Hua is offering

The Hu Dong Zhong Hua Shipbuilding Group of Shanghai offers its line workers courses tailored to specific job skills. Hu Dong Zhong Hua is offering

a. Motivation
b. Learning Theory
c. Development
d. Training
e. Orientation

Answer: D

Which of the following organizational designs is MOST likely to have few managerial levels?

Which of the following organizational designs is MOST likely to have few managerial levels?

a. flat
b. H-form
c. M-form
d. conglomerate
e. divisional

Answer: A

Prada creates fashions that convey status and luxury. It follows a differentiation strategy. Therefore, an important goal of its human resource strategy will likely be to

Prada creates fashions that convey status and luxury. It follows a differentiation strategy. Therefore, an important goal of its human resource strategy will likely be to 

a. focus employee training on cost reduction efforts.
b. hire workers who are flexible and can perform a variety of tasks.
c. keep the size of the workforce small to increase efficiency.
d. retrench using layoffs and terminations.
e. provide minimal compensation and benefits.

Answer: B

A publisher groups its personnel into different departments on the basis of the customer because the processes are closely related. This is called the ____ design.

A publisher groups its personnel into different departments on the basis of the customer because the processes are closely related. This is called the ____ design.

a. functional
b. U-form
c. H-form
d. divisional
e. both functional and U-form

Answer: D

Which adaptation model of business strategy is characterized by ignoring the environment?

Which adaptation model of business strategy is characterized by ignoring the environment?

a. defender
b. prospector
c. analyzer
d. differentiation
e. reactor

Answer: E

Which adaptation model of business strategy is best used when the situation is highly stable with low uncertainty?

Which adaptation model of business strategy is best used when the situation is highly stable with low uncertainty?

a. defender
b. prospector
c. analyzer
d. differentiation
e. cost leadership

Answer: A

An organization made up of various businesses similar in the products or services they provide is pursuing which type of strategy?

An organization made up of various businesses similar in the products or services they provide is pursuing which type of strategy?

a. Growth
b. Related diversification
c. Differentiation
d. Stability
e. Prospector

Answer: B

When a company decides to own and operate several separate companies, which strategy is being employed?

When a company decides to own and operate several separate companies, which strategy is being employed?

a. Diversification
b. Stability
c. Retrenchment
d. Multifaceted
e. Branching

Answer: A

When organizations are downsizing the number of employees in the hierarchy, this usually involves a ____ strategy.

When organizations are downsizing the number of employees in the hierarchy, this usually involves a ____ strategy.

a. growth
b. retrenchment
c. stability
d. business
e. diversification

Answer: B

_____ strategy involves the actions taken by firms to better operate in a relevant industry or market.

_____ strategy involves the actions taken by firms to better operate in a relevant industry or market.

a. Adaptation
b. Business
c. Functional
d. Competitive
e. Corporate

Answer: B

An organization's mission

An organization's mission

a. specifies how it will achieve its purpose.
b. affects its human resources practices.
c. is its basic reason for existence.
d. describes its unique characteristics and strengths.
e. all of these.

Answer: E

HCNs are LEAST likely to work in _______ positions.

HCNs are LEAST likely to work in _______ positions.

a. Clerical
b. Line worker
c. Maintenance
d. Management
e. Office worker

Answer: D

Which of the following is an accurate statement about labor unions outside the United States?

Which of the following is an accurate statement about labor unions outside the United States?

a. In foreign countries, few workers belong to labor unions.
b. Labor unions outside the United States are regulated by U.S. laws.
c. Foreign labor unions are more likely to be involved in political and social issues.
d. Outside the United States, labor contracts are formal legal contracts and employers can be sued in court by the unions for breaking them.
e. Foreign employers rarely negotiate with unions in their home country.

Answer: C

Repatriation occurs when a(n)

Repatriation occurs when a(n)

a. Company sends a manager to a second foreign assignment
b. Expatriate manager comes home from a foreign assignment
c. Manager likes a foreign assignment so much that he or she remains in that foreign country
d. Manager is sent on a foreign assignment
e. Manager on a foreign assignment in compensated in the local currency

Answer: B

Locating a facility in a relatively underdeveloped area will impact all of the following human resource activities EXCEPT

Locating a facility in a relatively underdeveloped area will impact all of the following human resource activities EXCEPT

a. Training needs
b. Recruitment activities
c. Selection requirements
d. Development issues
e. Production design

Answer: E

Local issues that must be dealt with by firms conducting business in foreign markets include all of the following EXCEPT

Local issues that must be dealt with by firms conducting business in foreign markets include all of the following EXCEPT

a. Recruiting
b. Compensation
c. Selection
d. Human resource technology
e. Training

Answer: D

Under which international strategy will several companies agree to cooperate for mutual benefit?

Under which international strategy will several companies agree to cooperate for mutual benefit?

a. Exporting
b. Importing
c. Direct investment
d. Multinational organization
e. Strategic alliance

Answer: E

Under which two approaches to international business will the human resource function be LEAST affected?

Under which two approaches to international business will the human resource function be LEAST affected?

a. Licensing and joint ventures
b. Direct investment and strategic alliances
c. Exporting and licensing
d. Joint ventures and strategic alliances
e. Exporting and direct investment

Answer: C

What is the term used when a company lets a foreign firm make and/or distribute its product in a local market?

What is the term used when a company lets a foreign firm make and/or distribute its product in a local market?

a. Exporting
b. Licensing
c. Direct investment
d. Joint venture
e. Strategic alliance

Answer: B

What aspect of international business do NAFTA and the EU represent?

What aspect of international business do NAFTA and the EU represent?

a. Tariff systems
b. Economic communities
c. Trade controls
d. Export regulations
e. Quota guidelines

Answer: B

Which internal staffing model involves staffing high-level foreign jobs with parent-country nationals?

Which internal staffing model involves staffing high-level foreign jobs with parent-country nationals?

a. Globalcentric
b. Polycentric
c. Geocentric
d. Egocentric
e. None of these

Answer: E

______ was passed to protect employee safety.

______ was passed to protect employee safety.

a. ADA
b. FLSA
c. ERISA
d. ADEA
e. OSHA

Answer: E

The basic premise of OSHA is that each employer must provide a workplace that is safe for employees, which is known as the

The basic premise of OSHA is that each employer must provide a workplace that is safe for employees, which is known as the 

a. Qualification standard
b. Inspection agreement
c. General duty clause
d. Arbitration agreement
e. Lawful worker treatment clause

Answer: C

The Family Medical Leave Act requires employers to provide which of the following for employees under certain emergency circumstances?

The Family Medical Leave Act requires employers to provide which of the following for employees under certain emergency circumstances?

a. Up to 4 weeks of paid leave
b. Up to 4 weeks of unpaid leave
c. Up to 12 weeks of paid leave
d. Up to 12 weeks of unpaid leave
e. Unlimited unpaid leave

Answer: D

Which of the following would probably NOT be covered by the Americans with Disabilities Act?

Which of the following would probably NOT be covered by the Americans with Disabilities Act?

a. A mentally retarded employee
b. An employee with a learning disability
c. An employee with cancer
d. A person with poor vision that is correctable with glasses
e. An employee who is thought to be disabled but is not

Answer: D

The Age Discrimination in Employment Act prohibits discrimination with respect to age of employees or applicants

The Age Discrimination in Employment Act prohibits discrimination with respect to age of employees or applicants

a. Near retirement age
b. 40 and over
c. Over 18
d. 65 or over
e. For all ages

Answer: B

Quid pro quo sexual harassment typically involves

Quid pro quo sexual harassment typically involves 

a. Unwelcome individual advances for a date
b. Sexual favors in return for something of value
c. Making jokes about a particular gender
d. Inappropriate pictures with sexual content displayed on the wall
e. Meeting colleagues for dinner after work hours

Answer: B

The most noteworthy factors used to characterize a protected class include

The most noteworthy factors used to characterize a protected class include

a. Disability status
b. Religion
c. National origin
d. Gender
e. All of these

Answer: E

One method for establishing whether disparate impact exists in a company's hiring practice involves

One method for establishing whether disparate impact exists in a company's hiring practice involves

a. Focus groups
b. Using the one-third rule
c. Using absolute counts of protected class members
d. Practicing retaliation
e. Geographic comparison

Answer: E

The most important human resource regulatory agency is the

The most important human resource regulatory agency is the 

a. Department of Labor
b. Equal Employment Opportunity Commission
c. National Labor Relations Board
d. Department of Justice
e. Affirmative Action Agency

Answer: B

Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following EXCEPT

Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following EXCEPT

a. National origins
b. Race
c. Sex
d. Religion
e. Knowledge, skills, and abilities

Answer: E