Question 1: If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for
Quid pro quo
Loss of consortium
Negligent hiring
Hostile environment
Question 2: Which is not a quality of Generation Y?
Ø Inability to handle numerous projects
Ø The constant need for stimulation/entertainment
Ø A blurring of the lines between work and leisure time while on the job
Ø Short attention spans
Question 3: When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.
Ø External
Ø Primary
Ø Secondary
Ø Internal
Question 4: In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor's product, motorcycling, and other legal activities outside of work.
Ø Constructive discharge
Ø Lifestyle discrimination
Ø Invasion of privacy
Ø Defamation
Question 5: Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information.
Ø Accept
Ø Assign
Ø Predict
Ø Abandon
Question 6: Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.
Ø Pay for Performance Act (2009)
Ø American Recovery and Reinvestment Act (2009)
Ø Equal Pay Act (1963)
Ø Sarbanes-Oxley Act (2002)
Question 7: Which of the following is a distinctive feature of the U.S. system compared with other countries?
Ø Wages set by arbitration councils
Ø Low union dues and small union staffs
Ø All agreements are of unlimited duration
Ø Exclusive representation
Question 8: Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.
Ø Entry-level employees
Ø Former employees
Ø Their subsidiaries
Ø Outside labor markets
Question 9: What is our country's income maintenance program?
Ø ERISA (1974)
Ø PPA (2006), 401(k)
Ø COBRA (1985)
Ø Social Security
Question 10: ____________ is the biggest hurdle to overcome in a pay-for-performance plan.
Ø Inflation
Ø Compensation equation
Ø Salary cap performance level
Ø Merit-pay increases
Question 11: ___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.
Ø Placement
Ø Performance management
Ø Selection
Ø Recruiting
Question 12: This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.
Ø Short-Term Disability laws
Ø Employer Cost Shifting laws
Ø The Pension Protection Act (PPA) of 2006
Ø Short-Term Severance Pay laws
Question 13: Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.
Ø Simulation of training
Ø Applicability of training
Ø Reinforcement of training
Ø Negative transfer of training
Question 14: _____ implies that appraisal systems are easy for managers and employees to understand and use.
Ø Sensitivity
Ø Acceptability
Ø Practicality
Ø Reliability
Question 15: The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?
Ø Affirmative action
Ø Monetary damages and jury trials
Ø Race-norming
Ø Adverse impact
Question 16: A _____ occurs when parties are unable to move further toward settlement.
Ø Lockout
Ø Bargaining impasse
Ø Mediation
Ø Grievance
Question 17: Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary's new employer use?
Ø Information presentation
Ø Simulation
Ø On-the-job training
Ø Organizational development
Question 18: If objective performance data are available, which of the following is the best strategy to use?
Ø Summated rating scales
Ø BARS
Ø MBO
Ø Work planning and review
Question 19: To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should
Ø Present only the manager's perspective
Ø Present only the employee's perspective
Ø Have friends testify
Ø Document appraisal ratings and reason for termination
Question 20: For organizations, _________ is an indirect cost associated with downsizing.
Ø Outplacement
Ø Administrative processing
Ø An increase in the unemployment tax rate
Ø Severance pay
Question 21: Employee demotions usually involve.
Ø A cut in pay, status, privilege, or opportunity
Ø A decrease in status and privilege but no loss of opportunity or pay
Ø An increase in pay and more responsibility
Ø A reduction in pay but no loss of opportunity, status, or privilege
Question 22: Which question should not be important in evaluating the value of training?
Ø Was the cost of training within the budget?
Ø Is the change positive related to organizational goals?
Ø Did change occur?
Ø Is the change due to training?
Question 23: Hard quotas
Ø Are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
Ø Represent a mandate to hire or promote specific numbers or proportions of women or minority group members
Ø Are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination
Ø Systematically favor women and minorities in hiring and promotion decisions
Question 24: When conduction a performance feedback discussion, active listening requires
Ø Verbal communications only
Ø Interruptions to get your point across
Ø Summarizing what was said and what was agreed to
Ø Summarizing your key points
Question 25: Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2)
Ø The Rucker plan
Ø The Scanlon plan
Ø Control-based compensation
Ø Recognition is a major factor in motivation
Question 26: What can affirmative action assist organizations in achieving that diversity initiatives cannot?
Ø Maximizing creativity
Ø Correcting specific problems of the past
Ø Maximizing workforce commitment
Ø Increased productivity
Question 27: _____ proceeds from an oral warning to a written warning to a suspension to dismissal.
Ø Procedural justice
Ø Progressive discipline
Ø Positive discipline
Ø Due process
Question 28: In determining the competitiveness of benefits, senior management tends to focus mainly on
Ø Value
Ø Worth
Ø Cost
Ø Security
Question 29: ________________ include everything in a work environment that enhances a worker's sense of self-respect and esteem by others.
Ø Nonfinancial rewards
Ø Social responsibilities
Ø Internal pay objectives
Ø General business strategies
Question 30: _____ analysis is the level of analysis that focuses on employees specifically.
Ø Individual
Ø Operations
Ø Employee
Ø Environmental