Chapter 6: Managing Human Resources

1. Human resource management involves training, motivating, and retaining competent employees.
Answer: True False
Diff: 1 Page Ref: 180
Objective: 6.1

2. Human resource management activities such as hiring and firing are the sole responsibility of the human
resource department.
Answer: True False
Diff: 2 Page Ref: 180
Objective: 6.1

3. Human resource management is about hiring and firing only.

Answer: True False
Diff: 2 Page Ref: 180
Objective: 6.1

4. The most important environmental force that affects HRM is the legal environment.
Answer: True False
Diff: 2 Page Ref: 180
Objective: 6.1

5. A community fire department can legally deny employment to a firefighter applicant who is confined to a
wheelchair.
Answer: True False
Diff: 2 Page Ref: 182
Objective: 6.1

6. Employers cannot legally discriminate with regard to race, sex, or religion, but there are no laws against
denying employment because of age.
Answer: True False
Diff: 2 Page Ref: 182
Objective: 6.1

7. Employees in Mexico are less likely to belong to a union than employees in the United States.
Answer: True False
Diff: 1 Page Ref: 182
Objective: 6.1

8. Western European countries differ from U.S. companies in that they have work councils that must be
consulted on personnel decisions.
Answer: True False
Diff: 2 Page Ref: 184
Objective: 6.1
 9. Employment planning includes two steps: assessing current human resources needs and developing a plan
to meet those needs.
Answer: True False
Diff: 2 Page Ref: 184
Objective: 6.2

10. A job description states the minimum qualifications a person needs to perform a job successfully.
Answer: True False
Diff: 2 Page Ref: 184
Objective: 6.2

11. Increased demand for employees typically is associated with increased demand for the products or services
offered by an organization.
Answer: True False
Diff: 2 Page Ref: 185
Objective: 6.2

12. Advertisements have been shown to be the most effective method for identifying the best applicants for jobs.
Answer: True False
Diff: 2 Page Ref: 186
Objective: 6.2

13. Employee referrals are usually reliable.

Answer: True False
Diff: 2 Page Ref: 186
Objective: 6.2

14. Firing, layoffs, furloughs, and early retirements are the only three downsizing options.
Answer: True False
Diff: 2 Page Ref: 187
Objective: 6.2

15. An accept error involves not hiring an employee who could have performed well in a job.
Answer: True False
Diff: 2 Page Ref: 187-188
Objective: 6.2

16. A selection device is valid if it can be proven to accurately measure the abilities of job applicants.
Answer: True False
Diff: 3 Page Ref: 188
Objective: 6.2

17. Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process.
Answer: True False
Diff: 2 Page Ref: 189
 Objective: 6.2

18. Performance-simulation tests are thought to be one of the best methods for evaluating job applicants in use
today.
Answer: True False
Diff: 2 Page Ref: 189
Objective: 6.2

19. Behavioral interviews involve placing an applicant in stressful circumstances and seeing how he or she deals
with the situation.
Answer: True False
Diff: 2 Page Ref: 190
Objective: 6.2

20. In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the job he is
applying for is slim.
Answer: True False
Diff: 2 Page Ref: 190
Objective: 6.2

21. Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job and the
organization.
Answer: True False
Diff: 2 Page Ref: 192
Objective: 6.3

22. Most job training does not take place on the job.
Answer: True False
Diff: 2 Page Ref: 193
Objective: 6.3

23. One car company claims that every dollar it spends on training ultimately results in $230 in productivity
gains.
Answer: True False
Diff: 2 Page Ref: 193
Objective: 6.3

24. Job training never addresses trainee attitudes toward the job or the organization.
Answer: True False
Diff: 2 Page Ref: 193
Objective: 6.3

25. The best way to measure the effectiveness of job training is to find out how stressful the process was for
trainees.
Answer: True False
Diff: 2 Page Ref: 197
 Objective: 6.4

26. The only goal of a performance management system is to assess training needs.
Answer: True False
Diff: 2 Page Ref: 195
Objective: 6.4

27. A strength of a written essay as an employee appraisal device is that it allows the writing skill of the
evaluator to be a determining factor in the appraisal of performance.
Answer: True False
Diff: 2 Page Ref: 195
Objective: 6.4

28. The most popular and effective employee appraisal device is the graphic rating scale approach.
Answer: True False
Diff: 2 Page Ref: 196
Objective: 6.4

29. The 360-degree appraisal includes an evaluation from the person who is being evaluated.
Answer: True False
Diff: 2 Page Ref: 196
Objective: 6.4

30. Using individual ranking as an employee appraisal device, two employees might be named "best" in the
group.
Answer: True False
Diff: 2 Page Ref: 196
Objective: 6.4

31. A key goal of compensation administration is to create a fair system that will provide incentive for
employees.
Answer: True False
Diff: 2 Page Ref: 198
Objective: 6.4

32. The primary determinant of an individual's pay is the type of job he or she performs.
Answer: True False
Diff: 2 Page Ref: 198
Objective: 6.4

33. Most U.S. jobs use a variable pay system in which employee compensation is based on status and seniority.
Answer: True False
Diff: 2 Page Ref: 199
Objective: 6.4
34. Most organizations are not legally required to provide benefits of any type for employees.
Answer: True False
Diff: 2 Page Ref: 199
Objective: 6.4

35. Downsizing can be as stressful for the survivors as it is for the victims.
Answer: True False
Diff: 2 Page Ref: 200
Objective: 6.5

36. Job referrals are generally not a good method for improving workplace diversity.
Answer: True False
Diff: 2 Page Ref: 201
Objective: 6.5

37. Although most sexual harassment complaints are filed by women, a significant number of complaints are
filed by men.
Answer: True False
Diff: 1 Page Ref: 201
Objective: 6.5

38. Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's
employment.
Answer: True False
Diff: 1 Page Ref: 202
Objective: 6.5

39. One major way that an organization can protect itself against sexual harassment cases is to make sure that all
employees are well-educated on the topic.
Answer: True False
Diff: 2 Page Ref: 203
Objective: 6.5

40. Workplace spirituality exclusively involves religion in the workplace.

Answer: True False
Diff: 2 Page Ref: 203
Objective: 6.5

41. Historically, spirituality has always had a place in management theory.

Answer: True False
Diff: 2 Page Ref: 203
Objective: 6.5

42. The first three activities of the human resource management (HRM) process are about ________.
A) downsizing
B) training
 C) planning
D) recruiting
Answer: C
Diff: 2 Page Ref: 180
Objective: 6.1

43. Human resource management is concerned with ________ competent employees.

A) training and keeping
B) obtaining, training, and motivating
C) obtaining
D) obtaining, training, motivating, and keeping
Answer: D
Diff: 2 Page Ref: 180
Objective: 6.1

44. For the most part, ________ are involved in HR decisions within their own department or unit.
A) very few managers
B) some managers
C) all managers are
D) most managers
Answer: C
Diff: 2 Page Ref: 180
Objective: 6.1

45. Separate HRM specialists are least common in these types of organizations.
A) non-profit
B) large
C) small
D) multinational corporations
Answer: C
Diff: 2 Page Ref: 180
Objective: 6.1

46. Employment planning involves ________.

A) addition of staff, reduction of staff, and selection only
B) addition of staff and reduction of staff only
C) addition of staff, reduction of staff, motivation of staff, and selection
D) addition of staff only
Answer: A
Diff: 2 Page Ref: 180
Objective: 6.1

47. This is the goal of employment planning.

A) obtaining competent employees with up-to-date skills
B) obtaining competent and high-performing employees
C) selecting competent employees
D) selecting high-performing employees only
Answer: C
 Diff: 2 Page Ref: 180
Objective: 6.1

48. The last steps of the HRM process all deal with ________.
A) performance and compensation
B) compensation only
C) training and compensation
D) skills
Answer: A
Diff: 2 Page Ref: 180
Objective: 6.1

49. The most important environmental factor in the HRM process is ________.
A) the scientific community
B) the legal environment
C) the business environment
D) the natural environment
Answer: B
Diff: 2 Page Ref: 180
Objective: 6.1

50. The ________ prohibits discrimination based on race, color, religion, national origin, or sex.
A) Sarbanes-Oxley Act
B) Privacy Act
C) Equal Pay Act
D) Civil Rights Act, Title VII
Answer: D
Diff: 2 Page Ref: 182
Objective: 6.1

51. It is against the law to discriminate on the basis of sexual orientation ________.
A) in all 50 states
B) nowhere in the United States
C) in many states
D) only in California
Answer: C
Diff: 2 Page Ref: 182
Objective: 6.1

52. A wheelchair-bound applicant may be denied a job ________.

A) in some states
B) if the job requires complete physical mobility
C) if the job is strenuous or physically tiring in some way
D) under no circumstances
Answer: B
Diff: 2 Page Ref: 180
Objective: 6.1
53. Affirmative action programs seek to make sure that employers ________ minority groups.
A) enhance employment opportunities for
B) provide unemployment benefits for
C) establish training programs for
D) pay equal wages to
Answer: A
Diff: 3 Page Ref: 182
Objective: 6.1

54. Which U.S. law gives you the legal right to see your professor's letter of recommendation?
A) Privacy Act of 1974
B) Sarbanes-Oxley Act of 2002
C) Polygraph Protection Act of 1988
D) Civil Rights Act of 1991
Answer: A
Diff: 1 Page Ref: 182
Objective: 6.1

55. Which of the following countries' laws pertaining to HRM practices most closely parallel those in the United
States?
A) Germany
B) Australia
C) Mexico
D) Canada
Answer: D
Diff: 2 Page Ref: 183
Objective: 6.1

56. ________ in Germany give employees the right to participate in personnel decisions.
A) Collective bargaining
B) Unionization
C) Work councils
D) Board representatives
Answer: C
Diff: 2 Page Ref: 184
Objective: 6.1

57. The first step in any employment planning process involves making a ________.
A) human resource inventory
B) job description
C) job specification
D) product evaluation
Answer: A
Diff: 2 Page Ref: 184
Objective: 6.2

58. The lengthy process by which a job is examined in detail in order to identify the skills, knowledge and
behaviors necessary to perform the job is known as a ________.
 A) job analysis
B) job description
C) job definition
D) job specification
Answer: A
Diff: 2 Page Ref: 184
Objective: 6.2

59. As one of his first tasks in a new job, Steve's boss asks him to develop a database that lists the educational
level, special capabilities, and specialized skills of all the employees in his firm. This is known as a ________.
A) lengthy process
B) job analysis
C) human resource inventory
D) job description
Answer: C
Diff: 2 Page Ref: 184
Objective: 6.2

60. A job description is ________.

A) not a written document
B) the official title for the job
C) something that employers keep secret from job candidates
D) a written document used to describe a job to job candidates
Answer: D
Diff: 2 Page Ref: 185
Objective: 6.2

61. A job specification is ________

A) a detailed description of the job
B) the description of a job that is used by an employment agency
C) usually several pages in length
D) a list of job qualifications only
Answer: D
Diff: 2 Page Ref: 185
Objective: 6.2

62. HR managers can estimate human resource needs by evaluating which of the following?
A) the general state of the economy
B) employment and unemployment statistics
C) demand for the organization's product
D) how competitors are performing
Answer: C
Diff: 2 Page Ref: 185
Objective: 6.2

63. A written statement of what a job holder does in his job, how it is done, and why it is done is known as a
________.
A) job qualifications
 B) job description
C) job definition
D) job specification
Answer: B
Diff: 1 Page Ref: 185
Objective: 6.2

64. To find out more about a job with a title of "assistant media buyer," you would find this to be most helpful.
A) job listing
B) job title
C) job description
D) job specification
Answer: C
Diff: 2 Page Ref: 185
Objective: 6.2

65. Recruitment is the process of ________.

A) locating, identifying, and attracting potential employees
B) hiring from outside the organization
C) hiring from inside the organization
D) assessing the national, international, and local labor market
Answer: A
Diff: 2 Page Ref: 185
Objective: 6.2

66. This is a key disadvantage to recruiting through employee referrals.

A) high cost
B) limited to entry-level positions
C) no diversity increase
D) lower-skilled candidates
Answer: C
Diff: 2 Page Ref: 186
Objective: 6.2

67. While ________ can reach the greatest number of applicants for a job, many of those candidates may be
unqualified for the job itself.
A) a temporary help service
B) advertising
C) school placement
D) an internal search
Answer: B
Diff: 2 Page Ref: 186
Objective: 6.2

68. Which of the following is an advantage of using private employment agencies for recruiting?
A) low cost
B) careful screening of applicants
C) improves employee morale
 D) candidates who are familiar with the organization
Answer: B
Diff: 2 Page Ref: 186
Objective: 6.2

69. If employment planning shows a large surplus of employees, management may want to ________.
A) recruit
B) expand
C) continue with current employment levels
D) downsize
Answer: D
Diff: 2 Page Ref: 186
Objective: 6.2

70. The difference between firing and layoffs is that ________.

A) layoffs are not permanent
B) layoffs are permanent
C) firing is not voluntary
D) firing is not permanent
Answer: A
Diff: 2 Page Ref: 187
Objective: 6.2

71. Which of the following is NOT a voluntary form of downsizing?

A) attrition
B) layoffs
C) job sharing
D) early retirement
Answer: B
Diff: 2 Page Ref: 187
Objective: 6.2

72. Which of the following downsizing methods can "happen on its own" if management suspends hiring
practices?
A) attrition
B) firing
C) transfers
D) reduced workweeks
Answer: A
Diff: 2 Page Ref: 187
Objective: 6.2

73. In the selection process there are ________ possible outcomes.

A) three
B) four
C) dozens of
D) two
Answer: B
 Diff: 2 Page Ref: 186-188
Objective: 6.2

74. An accept error occurs when an applicant ________.

A) who is hired performs poorly on the job
B) who is not hired is hired by another firm
C) who is hired performs adequately on the job
D) who is not hired would have performed well on the job
Answer: A
Diff: 2 Page Ref: 186-188
Objective: 6.2

75. A reject error occurs when an applicant ________.

A) who is hired performs the job at a high level
B) who is not hired would have performed poorly on the job
C) who is not hired would have performed well on the job
D) who is hired performs poorly on the job
Answer: C
Diff: 2 Page Ref: 186-188
Objective: 6.2

76. Today, selection techniques that result in reject errors can open the organization to ________.
A) reduced morale
B) charges of employee discrimination
C) a weakened workforce
D) decreased productivity and efficiency
Answer: B
Diff: 2 Page Ref: 186-188
Objective: 6.2

77. ________ indicates how consistently a selection device measures a criterion.

A) Operational scoring
B) Reliability
C) Qualification
D) Validity
Answer: B
Diff: 2 Page Ref: 188
Objective: 6.2

78. Which of the following is an example of selection device reliability?

A) An applicant was given the same interview score by all five independent interviewers.
B) An applicant took a test a second time and her score improved markedly.
C) An applicant was given very different interview scores by five independent interviewers.
D) An applicant took a test once and scored higher than any other applicant.
Answer: A
Diff: 2 Page Ref: 188
Objective: 6.2
79. A(n) ________ selection device shows a clear link between test performance and job performance.
A) valid
B) reliable
C) unreliable
D) invalid
Answer: A
Diff: 2 Page Ref: 188
Objective: 6.2

80. To use a physical test as a selection device, a company must demonstrate that ________.
A) the test does not discriminate against people with physical disabilities
B) the test is fair
C) physical ability is related to job performance
D) the test is reliable
Answer: C
Diff: 2 Page Ref: 188
Objective: 6.2

81. Asking a candidate for an automotive mechanic's position to deconstruct and reconstruct part of an engine
motor would be an example of what kind of selection device?
A) mechanical ability test
B) spatial ability test
C) perceptual accuracy test
D) performance-simulation test
Answer: D
Diff: 2 Page Ref: 189
Objective: 6.2

82. In an assessment center, an applicant for an engineering job might ________.

A) be interviewed by her prospective boss
B) be interviewed by fellow employees
C) take technical written tests
D) be given an engineering problem to solve
Answer: D
Diff: 2 Page Ref: 189
Objective: 6.2

83. The most important reason for why managers are increasingly using performance-simulation tests is that
they have been found to be ________.
A) valid predictors of job performance
B) a good way to test an applicant's character
C) non-discriminatory
D) easy to administer
Answer: A
Diff: 2 Page Ref: 189
Objective: 6.2

84. Few people are ever selected for a job without this.
 A) taking a performance-simulation test
B) taking a physical test
C) undergoing an interview
D) taking a written test
Answer: C
Diff: 1 Page Ref: 189
Objective: 6.2

85. Interviews are valid predictors of success in the workplace if ________.

A) questions are structured
B) the interview lasts only a few minutes
C) questions are unstructured
D) questions are short
Answer: A
Diff: 2 Page Ref: 190
Objective: 6.2

86. Which of the following is NOT a source of bias in a typical interview?

A) an applicant who shares the attitudes of the interviewer
B) the order in which applicants are interviewed
C) prior knowledge of the applicant
D) how articulate the interviewer is
Answer: D
Diff: 2 Page Ref: 190
Objective: 6.2

87. During an interview, an applicant for a managerial job is confronted with role players who make the claim
that they have been "harassed on the job." The applicant is then asked to deal with the complaints. What kind
of selection device is being used?
A) behavioral interview
B) structured interview
C) high-stress interview
D) performance-simulation test
Answer: A
Diff: 3 Page Ref: 190
Objective: 6.2

88. How effective are behavioral interviews?

A) less effective than other interviews
B) twice as effective as ordinary interviews
C) eight times as effective as ordinary interviews
D) no more effective than other interviews
Answer: C
Diff: 2 Page Ref: 190
Objective: 6.2

89. A realistic job preview (RJP) includes ________ a job.

A) only positive aspects of
 B) only negative aspects of
C) both positive and negative aspects of
D) only factual information about
Answer: C
Diff: 2 Page Ref: 190
Objective: 6.2

90. All of the following are goals of the orientation process EXCEPT ________.
A) familiarize the employee with job
B) introduce the employee to his coworkers
C) reduce anxiety
D) discuss payments and benefits
Answer: D
Diff: 2 Page Ref: 192
Objective: 6.3

91. Organizational orientation informs a new employee about ________.

A) what expectations she has about the job are unrealistic
B) how she will be evaluated on the job
C) the history and philosophy of the organization
D) her responsibilities for the job
Answer: C
Diff: 2 Page Ref: 192
Objective: 6.3

92. Which of the following is NOT a sign to look for in a successful orientation process?
A) The new employee feels comfortable.
B) The new employee understands her duties and responsibilities
C) The new employee is less likely to resign.
D) The new employee clearly exceeds all productivity goals for her work unit.
Answer: D
Diff: 2 Page Ref: 192
Objective: 6.3

93. Most training in U.S. organizations is ________.

A) on-the-job training
B) classroom training
C) off-the-job training
D) simulation exercise training
Answer: A
Diff: 2 Page Ref: 193
Objective: 6.3

94. Which form of on-the-job training might have a trainee working with a single mentor from the organization?
A) simulation exercises
B) job rotation
C) understudy assignments
D) vestibule training
 Answer: C
Diff: 2 Page Ref: 194
Objective: 6.3

95. Which of the following is NOT a positive feature of job rotation as a training method?
A) introduction to coworkers
B) exposure to many different work tasks
C) simulation of actual work tasks
D) does not take up too much of any one experienced worker's time
Answer: C
Diff: 2 Page Ref: 194
Objective: 6.3

96. Which of the following is the best way to evaluate a training program?
A) how much trainees say they learned
B) actual job performance of trainees
C) how much information trainees retain
D) how costly the method is
Answer: B
Diff: 3 Page Ref: 194
Objective: 6.3

97. To set pay standards HRM employs ________.

A) outside consultants
B) a panel of an employee's peers
C) a federal pay scale
D) a performance management system
Answer: D
Diff: 2 Page Ref: 195
Objective: 6.4

98. A disadvantage of a written essay for employee appraisal is that it tends to be biased by ________.
A) friendship between the employee and the evaluator
B) the writing skill of the employee
C) the prejudice of the evaluator
D) the writing skill of the evaluator
Answer: D
Diff: 2 Page Ref: 195
Objective: 6.4

99. All of the following are advantages of a graphic rating scale for employee evaluation EXCEPT ________.
A) provides the most thorough view of the employee
B) not time-consuming
C) easy to draw conclusions from and summarize
D) provides objective quantitative data that can be analyzed in a variety of ways
Answer: A
Diff: 2 Page Ref: 195
Objective: 6.4
100. A critical incidents employee appraisal method collects ________.
A) anecdotes that reveal the character and performance of an employee
B) statements from superiors that may or may not support an employee
C) data from an employee's computer to evaluate his or her performance
D) statements from coworkers in support of an employee
Answer: A
Diff: 2 Page Ref: 196
Objective: 6.4

101. A performance appraisal method that combines two other well-known methods into one process is called
________.
A) 360-degree feedback
B) graphic rating scales
C) written essay
D) BARS
Answer: D
Diff: 3 Page Ref: 196
Objective: 6.4

102. A 360-degree feedback process differs from other appraisal methods in that it includes ________.
A) a written essay
B) feedback from the employee
C) feedback from an employee's supervisor
D) honest feedback
Answer: B
Diff: 3 Page Ref: 196
Objective: 6.4

103. This appraisal method is used by more major corporations than any other method.
A) graphic rating scales
B) critical incidents
C) 360-degree appraisal
D) management by objectives
Answer: C
Diff: 3 Page Ref: 196
Objective: 6.4

104. What do the written essay, critical incidents, graphic rating scales, and BARS evaluation methods have in
common?
A) They rank employees by performance.
B) They compare one employee to his or her peers.
C) They compare individuals against standards.
D) They are multiperson comparisons.
Answer: C
Diff: 2 Page Ref: 195-196
Objective: 6.4
105. How would the individual ranking method rank a group of 30 employees?
A) Employees would be ranked in quintiles, e.g., the top fifth, the second fifth, and so on.
B) Each employee would be ranked by number from 1 to 30.
C) All 30 employees would be given a letter grade from A to F.
D) Employees would be ranked against one another in pairs.
Answer: B
Diff: 2 Page Ref: 196
Objective: 6.4

106. Which multiperson employee evaluation method allows for two or more employees to get the same rating?
A) individual ranking
B) group-order ranking
C) paired comparison
D) 360-degree feedback
Answer: B
Diff: 2 Page Ref: 196
Objective: 6.4

107. Which of the following would be most likely to result in a manager recommending counseling for an
employee?
A) The employee and the job are mismatched.
B) The employee has not been adequately trained.
C) The employee isn't putting out enough effort.
D) The employee does not have the skills required for the job.
Answer: C
Diff: 2 Page Ref: 197
Objective: 6.4

108. Why do managers often offer counseling to underperforming employees rather than just fire them?
A) to avoid unsettling other employees
B) to give the organization a favorable image
C) to avoid discord
D) to avoid the cost of replacing the employee
Answer: D
Diff: 2 Page Ref: 197
Objective: 6.4

109. Which of the following is NOT a reason that managers put a lot of importance into developing a good
compensation system?
A) to attract talented employees
B) to retain talented employees
C) to avoid breaking the law
D) a sense of fairness
Answer: C
Diff: 3 Page Ref: 196
Objective: 6.4

110. This is the most important factor in determining how much pay an employee receives.
 A) experience
B) the amount of time and effort the employee puts into the job
C) education level
D) the type of job the employee has
Answer: D
Diff: 2 Page Ref: 198
Objective: 6.4

111. Which of the following is NOT a factor that can influence compensation and benefits?
A) employee performance levels
B) seniority
C) geographical location
D) gender
Answer: D
Diff: 2 Page Ref: 198
Objective: 6.4

112. Nine out of ten organizations in the United States pay their workers on a scale that is based primarily on
________.
A) status
B) seniority
C) performance
D) skills
Answer: C
Diff: 2 Page Ref: 199
Objective: 6.4

113. Health insurance is an example of which of the following?

A) salary
B) wages
C) compensation
D) employee benefit
Answer: D
Diff: 1 Page Ref: 199
Objective: 6.4

114. Downsizing seems to harm ________.

A) victims who are dismissed only
B) both victims who are dismissed and survivors who stayed on
C) managers who carried out the dismissals and their families only
D) survivors who stayed on only
Answer: B
Diff: 1 Page Ref: 200
Objective: 6.5

115. To improve workplace diversity, a manager might ________.

A) advertise in an ethnic newspapers and Internet sites
B) post a notice that states he is an equal opportunity employer
 C) solicit referrals from existing employees
D) tighten his recruiting net
Answer: A
Diff: 3 Page Ref: 201
Objective: 6.5

116. According to the EEOC, sexual harassment is ________ that creates a hostile environment, interferes with a
person's work or diminishes the person's employment opportunities.
A) any speech or physical conduct of a sexual nature
B) any unwanted or unsolicited speech or physical conduct
C) any speech of a sexual nature
D) any speech
Answer: A
Diff: 2 Page Ref: 202
Objective: 6.5

117. ________ are filed with the EEOC each year.

A) About an equal number of sexual harassment complaints from males than females
B) Almost no sexual harassment complaints from males
C) More sexual harassment complaints from males than females
D) More sexual harassment complaints from females than males
Answer: D
Diff: 2 Page Ref: 202
Objective: 6.5

118. If an employee rebuffs inappropriate sexual advances from her boss but still receives a promotion ________.
A) the boss can't be guilty of sexual harassment
B) the employee is not allowed to lodge a complaint if she accepts the promotion
C) the boss can still be guilty of sexual harassment
D) the employee is not allowed to lodge a complaint
Answer: C
Diff: 3 Page Ref: 202
Objective: 6.5

119. The key to most sexual harassment cases against an organization is whether the organization ________.
A) had a policy against sexual harassment
B) fired the employee after the charges were lodged
C) had hired a known sex offender
D) knew about the behavior and what it did to stop it
Answer: D
Diff: 2 Page Ref: 203
Objective: 6.5

120. What financial threat does sexual harassment pose to companies?

A) none, because companies are insured against harassment
B) small legal fees only
C) enormous risk of major lawsuit settlements
D) none
 Answer: C
Diff: 2 Page Ref: 202-203
Objective: 6.5

121. Workplace spirituality focuses on all of the following EXCEPT ________.

A) employees carrying out religious practices
B) employees seeking to connect
C) a sense of community
D) employees seeking meaning and purpose
Answer: A
Diff: 2 Page Ref: 203
Objective: 6.5

122. Which of the following would you expect employees in a spiritual organization to have?
A) a strong sense of ethics
B) no interest in "worldly" matters
C) distrust in the federal government
D) membership in a church or religious organization
Answer: A
Diff: 2 Page Ref: 203
Objective: 6.5

123. A major criticism of workplace spirituality is whether ________.

A) workplace spirituality decreases productivity
B) individuals have the right to discuss religion in the workplace
C) organizations have the right to impose spiritual values on employees
D) a spiritual organization can engage in making profits
Answer: C
Diff: 3 Page Ref: 203
Objective: 6.5

124. Which benefit cost do companies see as their biggest worry?

A) Social Security
B) retirement plans
C) unemployment insurance
D) health care
Answer: D
Diff: 2 Page Ref: 204
Objective: 6.5

125. Which health care or safety issue concerns companies the most?
A) traffic accidents
B) smoking
C) disease
D) obesity
Answer: D
Diff: 2 Page Ref: 204
Objective: 6.5
The New Hire (Scenario)

Frances begins her career working in the human resources department of a major corporation. She is asked to help ensure
that the organization is following the federal guidelines for employment.

126. In setting up interviews for an executive position, Frances makes sure to include candidates of different
ethnic backgrounds, including individuals from protected minority groups. Which kind of program is she
attempting to carry out?
A) diversity protection
B) minority protection
C) affirmative action
D) positive action
Answer: C
Diff: 2 Page Ref: 182
Objective: 6.1

127. Prior to setting up the interviews for the executive position, Frances spent a great deal of time analyzing the
position and determining what skills, attitudes, and actions it would require. This lengthy review is called a
________.
A) job title
B) job analysis
C) job specification
D) job description
Answer: B
Diff: 3 Page Ref: 184
Objective: 6.1

128. To respond to a candidate for the executive position who wants to know more about the job, Frances is likely
to send which of the following?
A) human resource inventory
B) job title
C) job description
D) job analysis
Answer: C
Diff: 3 Page Ref: 185
Objective: 6.2

129. In testing for the executive position, Frances has a candidate fill out a typical sample budget for the
department he would be working in. This is an example of a(n) ________ test.
A) intelligence
B) performance-simulation
C) written
D) written interview
Answer: B
Diff: 3 Page Ref: 191
Objective: 6.2

130. Frances considers filling out a sample budget to be the most valid test for the job because ________.
 A) it is objective and quantitative
B) it is an actual task that would be required on the job
C) it takes a great deal of skill to complete successfully
D) it is a good predictor of performance on the job
Answer: D
Diff: 3 Page Ref: 189
Objective: 6.2

131. In an interview, Frances informs a candidate that the job is "absorbing" but its hours will be "long and
grueling." Frances is conducting this kind of interview.
A) behavioral
B) realistic job preview
C) role playing
D) stress
Answer: B
Diff: 3 Page Ref: 190
Objective: 6.2

Recruitment (Scenario)

Keena's company was expanding. After a period of downsizing, the company had decided to increase organizational
profitability by gaining market share, which meant a need for more people. As assistant manager of human resources, she
was in the process of evaluating what would be the most effective means of gaining new employees who were qualified,
were cost efficient, and could help maintain the company's commitment to a diversified workforce.

132. To reach the largest possible audience, Keena should consider ________ as a source of potential candidates.
A) employee referrals
B) private employment agencies
C) school placement
D) advertisements
Answer: D
Diff: 2 Page Ref: 186
Objective: 6.2

133. With regard to cost to HRM, which choice would probably be best for Keena?
A) internal search
B) employee leasing
C) advertisement
D) private employment agency
Answer: A
Diff: 2 Page Ref: 186
Objective: 6.2

134. Keena's company needs to increase the diversity of its workforce. Which choice might this requirement rule
out?
A) school placement
B) private employment agency
C) advertising
D) employee referral
 Answer: D
Diff: 2 Page Ref: 186
Objective: 6.2

135. In a short essay, discuss job analysis, job description, and job specification.
Answer: Job analysis is an assessment that defines jobs and the behaviors necessary to perform them. Job
analysis involves examining workflows, skills, and behaviors necessary to do a specified job. For
example, what skills, knowledge, and talents does a person need to be a school counselor? How do
these qualities differ from those of a teacher or school administrator?

With information from the job analysis, managers develop job descriptions and job specifications. A
job description is a written statement of what a job holder does, how it is done, and why it is done. A
job description typically describes job content, environment, and conditions of employment.

A job specification states the qualifications that a person must possess to perform a job successfully. It
identifies the knowledge, skills, and attitudes needed to do the job effectively. Both the job description
and specification are important documents for managers when they begin recruiting and selecting.
Diff: 3 Page Ref: 184-185
Objective: 6.2

136. In a short essay, list three major sources of potential job candidates. Include a discussion of the advantages
and disadvantages of each major source to support your answer.
Answer: Advertising
The advantages advertising provides is that it can reach large numbers of people and can get
immediate feedback. The disadvantage of advertising is that it generates many unqualified candidates.

Employee referrals
The great advantage of referrals is that they can generate strong candidates. Employees know their
reputation within the organization is at stake when they make a referral, so they tend to refer only
appropriate and well-qualified candidates. A disadvantage of employee referrals is that they tend to
be homogeneous and may produce a non-diverse field of candidates.

Internal searches
The advantages of internal searches include low cost, a tendency to build employee morale, and
candidates who are already familiar to the organization. The disadvantages of internal searches
include a limited, and often non-diverse supply of candidates.
Diff: 3 Page Ref: 186
Objective: 6.2

137. In a short essay, list three additional sources of potential job candidates. Include a discussion of the
advantages and disadvantages of each major source to support your answer.
Answer: Temporary help services
Temporary help services provide pre-screened, ready-to-work employees who can usually fit in well
with an organization. The disadvantage of this source is that the agency takes a cut of each employee's
pay, so the service tends to be quite expensive. Generally temp services are not a good choice for
long-term employment.

School placement
Schools can produce large numbers of diverse candidates whose education and skill levels can be
reliably assessed. When using school placement, companies are typically dealing with graduates who
have no relevant work experience, so candidates are often limited to filling entry-level positions.
 provide highly screened, highly qualified candidates who are highly likely to be successful on the job.
Employment This success comes at a cost however, as private agencies can be quite pricey. Public agencies have no
agencies cost, but their candidates typically aren't as well-screened or qualified as candidates from private
Private agencies. Generally speaking, a private agency might be a better choice for filling a high-ranking,
employment highly specialized position, while a public agency works well for finding everyday employees.
agencies can
Diff: 3 Page Ref: 186
Objective: 6.2

138. In a short essay, discuss the written test as a selection device for HRM.
Answer: Typical types of written tests include tests for intelligence, aptitude, ability, and interest. The strengths
of written tests is that they can often identify intellectual, spatial, motor, and mechanical ability, and
perceptual accuracy. All of these indicators can be valid predictors for many kinds of skilled,
unskilled, and managerial positions.

Many people feel that written tests are discriminatory, so their results should always be taken in the
context of the candidate's complete portfolio. Recently, written tests have been gaining in popularity
largely because they are easy to administer on the Internet.
Diff: 3 Page Ref: 189
Objective: 6.2

139. In a short essay, discuss the performance-simulation test as a selection device for HRM.
Answer: Performance-simulation tests are simulations of actual job tasks that job applicants are asked to carry
out in a test format. The strength of performance-simulation tests is that the HR manager can actually
see how the candidate performs tasks that are relevant to the job. This strength is not merely
theoretical—performance-simulation tests have been shown to be excellent predictors of actual job
performance. For this reason, performance-simulation tests are currently thought to be the most valid
forms of job selection device.

The best-known performance-simulation tests are work sampling and assessment centers. Work
sampling involves presenting applicants with a miniature model of a job and having them perform a
task or set of tasks that are central to it. Assessment centers are places in which job candidates undergo
performance-simulation tests that evaluate managerial potential.
Diff: 3 Page Ref: 189
Objective: 6.2

140. In a short essay, discuss the interview as a selection device for HRM.
Answer: The interview is the most common form of selection device. It is a universal component of almost all
job selection processes. The great strength of the interview is that it provides direct and personal
contact between the interviewer and candidate, often providing a wealth of information about the
candidate.

Unfortunately, this information can be misinterpreted or misused. Bias and inaccuracy often
unconsciously get inserted into the interview process. For example, prior knowledge about a
candidate, or similar attitudes between candidate and interviewer can cause the interviewer to lose his
sense of objectivity in the process. These kinds of flaws can be minimized if the interviewer employs a
structured interview format in which the interviewer sticks to a careful, disciplined plan during the
interview.
Diff: 3 Page Ref: 189
Objective: 6.2
141. In a short essay, discuss orientation.
Answer: The process of introducing a person starting a new job into an organization is called orientation. There
are two types of orientation. Job orientation familiarizes the individual with the specific duties and
responsibilities the job, while organizational orientation focuses on the goals and policies of the
organization the employee is joining.

The goal of orientation is to make the integration of the new employee into the organization as smooth
and as free of anxiety as possible. Successful orientation, whether formal or informal, results in an
outsider-insider transition that makes the new member feel comfortable and well adjusted, lowers the
likelihood of poor work performance, and reduces the probability of a surprise resignation by the new
employee.
Diff: 3 Page Ref: 192
Objective: 6.3

142. In a short essay, discuss on-the-job training methods.

Answer: Training can be either on the job or off the job. On-the-job training is more popular because it is
simple, inexpensive, and usually quite effective. On-the-job training comes in two forms—job rotation
and understudy assignments.

Job rotation has employees rotate from job to job within the organization, getting valuable exposure
and experience to a variety of tasks and seeing how the different units of the organization work
together.

Understudy assignments have the trainee take on a seasoned employee as mentor. The mentor
shepherds the employee through various tasks, giving the employee experience under a watchful eye
and providing valuable insight into the customs and values of the organization.
Diff: 3 Page Ref: 193-194
Objective: 6.3

143. In a short essay, discuss off-the-job training methods.

Answer: Off-the-job training is typically done when specialized training is needed. For example, when
employees need a thorough presentation of a body of knowledge that can't be reliably imparted by a
mentor, an organization often resorts to classroom lectures, films, and videos. These presentations
provide trainees with a comprehensive source of information that they couldn't get otherwise.

Simulation exercises give employees a chance to participate in specialized role playing, simulations, or
other face-to-face types of training. These exercises can familiarize trainees with actual job tasks
without interfering with the ongoing work of the organization.

Vestibule training takes simulation exercises even farther: employees use actual job equipment in a
simulated work environment to gain experience in solving typical problems that they will face on the
job.
Diff: 3 Page Ref: 193-194
Objective: 6.3

144. In a short essay, compare the critical incidents, graphic rating scales, and BARS appraisal methods.
Answer: Critical incident appraisals use critical anecdotes as identifiers of key employee actions and behaviors.
These anecdotes are chosen to reveal such qualities as efficiency, creativity, and carefulness in the
employee.
Graphic rating and so on.
scales provide a
quantitative rating Behaviorally anchored rating scales (BARS) combine critical incident and graphic rating appraisal
of the employee on methods. In BARS, the items rated in numeric scales are actual incidents rather than abstract
a variety of assessment categories, making BARS more personal and more thorough than graphic rating scales.
different scales
such as leadership, Of the three appraisal methods, critical incidents are the most revealing and subjective. Graphic rating
creativity, ability scales are accurate, but shallow and impersonal. BARS, both quantitative and personal, in some ways
to take initiative, combine the best of both methods.
Diff: 3 Page Ref: 195-197
Objective: 6.4

145. In a short essay, describe how multiperson comparison is done.

Answer: Group-order ranking requires the appraiser to rank a group in terms of quartiles, quintiles, or some
other fractional measure. In a group of 40, an appraiser might divide the group into quintiles: the top
fifth, the second fifth, and so on.

Individual ranking is a top-to-bottom ranking of all individuals in a group. No ties are allowed,
meaning that in a group of 40, individuals are ranked from 1 to 40.

Paired comparisons involve pairing individual match-ups of employees. In a group of four employees,
A, B, C, and D, for example, A might first be matched against B. Either A or B would be judged the
"winner," then A would be matched against C and the process repeated. All combinations of pairs
would eventually be generated, resulting in a head-to-head ranking of all employees. Clearly, this
method reveals a wealth of data—but it should also be clear that with large groups of employees it can
be extremely time-consuming.
Diff: 3 Page Ref: 196
Objective: 6.4

146. In a short essay, discuss why 360-degree appraisal is a popular appraisal method among successful
companies.
Answer: The problem with many appraisal methods is that they are one-dimensional: a manager rates an
employee without any context. 360-degree appraisal provides that much-needed context—in
360-degree appraisal not only do managers appraise employees, employees appraise managers,
themselves, and other employees. Participants also appraise the systems they use, the customers and
suppliers they have—all relevant people and entities are evaluated in the context of organizational
goals in a 360-degree appraisal.

The multi-dimensionality of the 360-degree appraisal gives managers (and others) valuable insights
into what they are doing right and wrong. For example, a manager may complain about the
productivity of a worker—when the worker is allowed to respond, reasons for that low productivity
can suddenly be easy to discern and, more importantly, easy to remedy.
Diff: 3 Page Ref: 196
Objective: 6.4

147. In a short essay, describe employee counseling and explain how it can be beneficial in remedying employee
underperformance due to lack of effort.
Answer: Employee counseling is a process designed to help employees overcome performance-related
problems. Employee counseling attempts to uncover why employees have lost their desire or ability to
work productively.
More importantly, in his personal life. Employee counseling attempts to assist employees in getting help to resolve
employee whatever is bothering them.
counseling is
designed to find Employee counseling is not just beneficial for the employee; it also benefits the organization. This is
ways to fix the because it is costly to fire an employee from an organization. Simply put, the time spent recruiting and
problem. An selecting, orienting, training, and developing employees translates into money. If, however, an
employee's lack of organization can help employees remedy their problems, it can avoid these costs.
productivity may
be a function of Note that counseling has its limits. If an employee can't or won't accept help, then disciplinary actions
what is occurring must be taken.
Diff: 3 Page Ref: 197
Objective: 6.4

148. In a short essay, discuss how workforce diversity is directly affected by recruitment, selection, orientation,
and training.
Answer: Recruitment to improve workforce diversity, managers need to widen their recruiting net. For
example, the popular practice of relying on employee referrals as a source of job applicants tends to
produce candidates who are similar to current employees. Managers may have to look for job
applicants in places where they might not have looked in the past, such as women's job networks,
urban job banks, disabled people's training centers, ethnic newspapers, and gay rights organizations.
This type of outreach should enable the organization to broaden its pool of diverse applicants.

Selection once a diverse set of applicants exists, efforts must be made to ensure that the selection
process does not discriminate. Moreover, applicants need to be made comfortable with the
organization's culture and be made aware of management's desire to accommodate their needs.

Orientation and training the outsider-insider transition is often more challenging for women and
minorities than for white males. Many organizations provide special workshops to raise diversity
awareness issues.
Diff: 3 Page Ref: 201
Objective: 6.5

149. In a short essay, discuss why sexual harassment is such a difficult problem in today's workplace.
Answer: First, sexual harassment is widespread. Some 12,000 cases of it are reported to the EEOC each year,
and many more may go unreported. Males as well as females suffer from sexual harassment—15
percent of cases are reported by males.

Sexual harassment is also expensive. Companies that lose sexual harassment lawsuits can lose
enormous sums of money. Just as important, the disruption and loss of reputation that sexual
harassment causes can be devastating to a company and its workers.

One of the worst aspects of sexual harassment is that it not only harms people, it also sometimes fails
to identify who is culpable in the situation. Sexual harassment is almost always a he-said/she-said
affair. Victims suffer terribly, but alleged harassers also have rights, and some of them are guilty of no
crime.

Ultimately, the only way to stop sexual harassment is to educate employees about the trouble it
causes, to be vigilant about discovering it, and to be aggressive in curtailing it.
Diff: 3 Page Ref: 201
Objective: 6.5