HRM531 week 6 Final Exam

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

Which is not a quality of Generation Y?

Inability to handle numerous projects

The constant need for stimulation/entertainment

A blurring of the lines between work and leisure time while on the job

Short attention spans

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. 

External

Primary

Secondary

Internal

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. 

Constructive discharge

Lifestyle discrimination

Invasion of privacy

Defamation

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.

Accept

Assign

Predict

Abandon

 

 

 

 

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.

Pay for Performance Act (2009)

American Recovery and Reinvestment Act (2009) 

Equal Pay Act (1963)

Sarbanes–Oxley Act (2002)

Which of the following is a distinctive feature of the U.S. system compared with other countries? 

Wages set by arbitration councils

Low union dues and small union staffs

All agreements are of unlimited duration

Exclusive representation (page 513)

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.

Entry-level employees

Former employees

Their subsidiaries

Outside labor markets (page 211)

 

What is our country’s income maintenance program?

ERISA (1974)

PPA (2006), 401(k)

COBRA (1985)

Social Security

____________ is the biggest hurdle to overcome in a pay-for-performance plan.

Inflation

Compensation equation

Salary cap performance level

Merit-pay increases

___________ 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.

Placement

Performance management

Selection

Recruiting

 

 

 

 

 

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.

Short-Term Disability laws

Employer Cost Shifting laws

The Pension Protection Act (PPA) of 2006 (page 486) 

Short-Term Severance Pay laws

Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.

Simulation of training

Applicability of training

Reinforcement of training

Negative transfer of training (page 306)

 

_____ implies that appraisal systems are easy for managers and employees to understand and use.

Sensitivity

Acceptability

Practicality (page 339)

Reliability

 

The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?

Affirmative action

Monetary damages and jury trials (page 85)

Race-norming

Adverse impact

A _____ occurs when parties are unable to move further toward settlement.

Lockout

Bargaining impasse (page 530)

Mediation

Grievance

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?

Information presentation

Simulation (page 309)

On-the-job training

Organizational development

 

If objective performance data are available, which of the following is the best strategy to use? 

Summated rating scales

BARS

MBO (page 348)

Work planning and review

To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should    

Present only the manager’s perspective

Present only the employee’s perspective

Have friends testify

Document appraisal ratings and reason for termination (page 340)

For organizations, _________ is an indirect cost associated with downsizing.

Outplacement

Administrative processing

An increase in the unemployment tax rate (page 401)

Severance pay

Employee demotions usually involve.

A cut in pay, status, privilege, or opportunity (page 398)      

A decrease in status and privilege but no loss of opportunity or pay

An increase in pay and more responsibility

A reduction in pay but no loss of opportunity, status, or privilege

 

Which question should not be important in evaluating the value of training? 

Was the cost of training within the budget? (page 311)

Is the change positive related to organizational goals?

Did change occur?

Is the change due to training?

Hard quotas

Are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay

Represent a mandate to hire or promote specific numbers or proportions of women or minority group members (page 688)

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

Systematically favor women and minorities in hiring and promotion decisions

 

 

When conduction a performance feedback discussion, active listening requires

Verbal communications only

Interruptions to get your point across

Summarizing what was said and what was agreed to (page 362)

Summarizing your key points

Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2) 

The Rucker plan

The Scanlon plan

Control-based compensation

Recognition is a major factor in motivation (page 441)

What can affirmative action assist organizations in achieving that diversity initiatives cannot?

Maximizing creativity

Correcting specific problems of the past (page 122)

Maximizing workforce commitment

Increased productivity

 

_____ proceeds from an oral warning to a written warning to a suspension to dismissal. 

Procedural justice

Progressive discipline (page 694)

Positive discipline

Due process

In determining the competitiveness of benefits, senior management tends to focus mainly on

Value

Worth

Cost (page 471)

Security

________________ include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others.

Nonfinancial rewards (page 692)

Social responsibilities 

Internal pay objectives

General business strategies

 

 

 

 

 

 

 

 

_____ analysis is the level of analysis that focuses on employees specifically. 

Individual (page 298) 

Operations

Employee

Environmental