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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
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.
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.
Invasion of privacy
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.
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.
Outside labor markets (page 211)
What is our country’s income maintenance program?
PPA (2006), 401(k)
____________ is the biggest hurdle to overcome in a pay-for-performance plan.
Salary cap performance level
___________ 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.
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.
Practicality (page 339)
The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?
Monetary damages and jury trials (page 85)
A _____ occurs when parties are unable to move further toward settlement.
Bargaining impasse (page 530)
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?
Simulation (page 309)
If objective performance data are available, which of the following is the best strategy to use?
Summated rating scales
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.
An increase in the unemployment tax rate (page 401)
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?
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
Recognition is a major factor in motivation (page 441)
What can affirmative action assist organizations in achieving that diversity initiatives cannot?
Correcting specific problems of the past (page 122)
Maximizing workforce commitment
_____ proceeds from an oral warning to a written warning to a suspension to dismissal.
Progressive discipline (page 694)
In determining the competitiveness of benefits, senior management tends to focus mainly on
Cost (page 471)
________________ include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others.
Nonfinancial rewards (page 692)
Internal pay objectives
General business strategies
_____ analysis is the level of analysis that focuses on employees specifically.
Individual (page 298)
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