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Flashcards in Quiz Chapter 11 Deck (47):
1

T/F - Job posting is a purposeful, systematic process for collecting information on the important work-related aspects of a job.

F

2

T/F - The Family and Medical Leave Act is administered by the Equal Employment Opportunity Commission.

F

3

Which of the following is true of structured interviews?
a. Interviewers are free to ask applicants anything they want.
b. They tend to include fewer job-related questions than unstructured interviews.
c. Comparing applicants is much easier in this type of interviews.
d. They are half as accurate as unstructured interviews when it comes to predicting job performance.
e. Different interviewers tend to ask applicants very different questions.

Comparing applicants is much easier in this type of interviews.

4

T/F - A company that is looking to hire trainers is in the process of assessing all the job applicants. The interviewers are free to ask candidates whatever questions they want, from scenario-based discussion questions to questions about their subjective views. This is an example of an unstructured interview.

T

5

T/F - The most common kind of objective performance measure is the graphic rating scale.

F

6

Which of the following laws is administered by the Department of Labor?
a. American with Disabilities Act of 1990
b. Family and Medical Leave Act of 1993
c. Equal pay Act of 1963
d. Civil Rights Act of 1991
e. Pregnancy Discrimination Act of 1978

Family and Medical Leave Act of 1993

7

T/F - Validation is the process of determining how well a selection test or procedure predicts future job performance.

T

8

John, while assessing the performance of his subordinates for the past six months, has rated all workers as performing at the same level, average, in all parts of their job. The error that John has most likely made while assessing his workers is known as _____.
a. leniency error
b. halo error
c. central tendency error
d. contrast error
e. recency error

halo error

9

T/F - In 360 degree feedback, feedback comes from the subordinates and peers.

T

10

T/F - Career path is a method of external recruiting.

F

11

_____ is unintentional discrimination, occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others.
a. Affirmative action
b. Adverse impact
c. Disparate treatment
d. Hostile work environment
e. Opportunism

Adverse impact

12

Which of the following is true of specific ability tests?
a. They measure how quickly applicants understand spatial dimensions.
b. They are used to assess how well applicants can comprehend information.
c. They measure past behavior to predict future behavior.
d. They are extensive surveys that ask applicants questions about their personal backgrounds and life experiences.
e. They measure aptitude for doing a particular task well.

They measure aptitude for doing a particular task well.

13

T/F - During an interview, an interviewer should ask questions about citizenship.

F

14

Which of the following is true about functional turnover?
a. It is the layoff of highly paid employees by the employer due to losses incurred by the company.
b. It is a costly loss to the organization.
c. It is the loss of poor-performing employees who choose to leave the organization.
d. It is the planned elimination of jobs in a company.
e. It is the termination of employees without a proper job-related reason.

It is the loss of poor-performing employees who choose to leave the organization.

15

There are very few pay levels at Venus Inc. The average employee at the company makes $45,000 per year, while the average company executive makes $52,000. This type of pay structure is known as a(n) _____.
a. incentive pay structure
b. business-level pay structure
c. variable pay structure
d. hierarchical pay structure
e. compressed pay structure

compressed pay structure

16

_____ occurs when unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment, but may not result in economic injury.
a. wrongful discharge
b. disparate treatment
c. quid pro quo sexual harassment
d. adverse impact
e. hostile work environment

hostile work environment

17

T/F - Needs assessments can be conducted by identifying performance deficiencies, listening to customer complaints, surveying employees and managers, or formally testing employees’ skills and knowledge.

T

18

T/F - Voluntary separation occurs when employees quit or retire.

T

19

T/F - Adverse impact occurs if the decision rate for a protected group is less than four-fifths of the decision rate for a nonprotected group.

T

20

T/F - Specific ability tests accurately predict job performance in almost all kinds of job.

F

21

_____ is the process of developing a pool of qualified job applicants from outside the company.
a. Job evaluation
b. Validation
c. Disparate treatment
d. External recruiting

External recruiting

22

Daniel is an employee at a food processing company who wants to collect information about the work activities and schedules of the employees in the packaging unit. He has sent questionnaires to the employees and supervisors of the packaging unit to collect all the details regarding their jobs. In this scenario, which of the following activities is Daniel performing?
a. External recruiting
b. Job analysis
c. Job enrichment
d. Job posting
e. Job specification

Job analysis

23

T/F - Quid pro quo sexual harassment occurs when employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to being sexually harassed.

T

24

Alpha Motors Corp. is using certain procedures to validate the accuracy of the information provided by job applicants. Alpha Motors is contacting the applicants' previous employers to get more information on the applicants' behavior and performance. The company wants to uncover any information about the applicants that can adversely affect the company. Which of the following procedures is being performed by Alpha Motors?
a. Validation
b. Job evaluation
c. Background check
d. Needs assessment
e. Job analysis

Background check

25

According to _____, it is legal to hire and employ someone on the basis of sex, religion, or national origin when there is a bona fide occupational qualification.
a. Family and Medical Leave Act of 1993
b. Age Discrimination in Employment Act of 1967
c. Equal Pay Act of 1963
d. Title VII of the 1964 Civil Rights Act
e. American with Disabilities Act of 1990

Title VII of the 1964 Civil Rights Act

26

Gordon is a job applicant at Fixit, an auto garage. The recruiter asks him to change the oil on a car a customer just drove in for service to test his capability to do the job. Gordon is about to take a _____ test.
a. personality
b. biodata
c. work sample
d. cognitive ability
e. specific ability

work sample

27

Question
a. statement of qualification
b. article of incorporation
c. bona fide occupational qualification
d. purpose statement
e. four-fifths rule

bona fide occupational qualification

28

Question
a. planned readings
b. vestibule training
c. role-playing
d. on-the-job training
e. lecture training

on-the-job training

29

T/F - A customer support employee is evaluated on the basis of how many sales calls she can place in an hour. This is an example of a company using objective performance measures.

T

30

T/F - Dysfunctional turnover is beneficial to an organization.

F

31

The only time that sex, age, religion, and the like can be used to make employment decisions is when they are considered a bona fide occupational qualification.

T

32

Training can be evaluated in four ways: on reactions, on learning, on behavior, or on results.

T

33

Which of the following is prohibited by Title VII of the Civil Rights Act of 1964?
a. Discrimination against those serving in the armed forces reserve, the National Guard, or other uniformed services
b. Discrimination in employment decisions against persons age forty and older
c. Employment discrimination on the basis of race, color, religion, gender, or national origin
d. Discrimination on the basis of physical or mental disabilities
e. Hiring of employees aged 20 years and below

Employment discrimination on the basis of race, color, religion, gender, or national origin

34

_____ is intentional discrimination that occurs when people, despite being qualified are not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.
a. Disparate treatment
b. Job deskilling
c. Reasonable accommodation
d. Adverse impact
e. Affirmative action

Disparate treatment

35

A(n) _____is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.”

bona fide occupational qualification

36

_____ is the process of developing a pool of qualified job applicants.
a. Performance appraisal
b. Job deskilling
c. Validation
d. Recruiting
e. Job analysis

Recruiting

37

Redd Communications Inc. has made an organizational announcement in the company's newsletter that three positions for the role of digital art specialist are open in the digital media team of the company. Redd Communications has informed that all its employees are eligible to apply for these positions. Which form of recruiting is illustrated in the scenario?
a. Job deskilling
b. External recruiting
c. Job posting
d. Career progression
e. Downsizing

Job posting

38

_____ is the process of gathering information about job applicants to decide who should be offered a job.
a. Job posting
b. Selection
c. Job analysis
d. Validation
e. Needs assessment

Selection

39

Miranda has been selected for a job post in Alba Inc. The company has been trying to find more information about Miranda's background and work experience. However, Miranda's previous employers have refused to divulge any information about her to Alba. There are also very few references from which Alba can get adequate information about Miranda. If Alba decides to recruit Miranda despite this, the company is more likely to be at risk of _____ lawsuits.
a. adverse impact
b. affirmative action
c. disparate treatment
d. negligent hiring
e. whistleblower

negligent hiring

40

Which of the following is true about cognitive ability tests?
a. They measure aptitude for doing a specific task well.
b. They assess personality traits and leadership qualities of managers.
c. They measure past behavior to predict future behavior of the applicants.
d. They are extensive surveys that ask applicants questions about their personal backgrounds and life experiences.
e. They measure how quickly applicants understand spatial dimensions.

They measure how quickly applicants understand spatial dimensions.

41

e. They measure how quickly applicants understand spatial dimensions.
Which of the following is true of structured interviews?
a. They tend to include fewer job-related questions than unstructured interviews.
b. They are half as accurate as unstructured interviews when it comes to predicting job performance.
c. Different interviewers tend to ask applicants very different questions.
d. Comparing applicants is much easier in this type of interviews.
e. Interviewers are free to ask applicants anything they want.

Comparing applicants is much easier in this type of interviews.

42

The process of identifying and prioritizing the learning requirements of employees is called _____.
a. job specification
b. job analysis
c. mentoring
d. role-playing
e. needs assessment

needs assessment

43

In _____, new employees are assigned to experienced employees; the new employee learns by watching the experienced employee perform the task and eventually by working alongside the experienced employee.
a. role-playing
b. lecture training
c. vestibule training
d. on-the-job training
e. planned readings

on-the-job training

44

_____ measures are measures of performance that are easily and directly counted or quantified.
a. Job analysis
b. Subjective performance
c. Job evaluation
d. Objective performance
e. Job specification

Objective performance

45

Which of the following would be an objective performance measure at an auto assembly plant?
a. How well an employee gets along with management
b. Scores on a graphic rating scale
c. How friendly an employee is with customers
d. The number of welds an employee makes in an hour
e. What co-workers think about an employee's personality

The number of welds an employee makes in an hour

46

In order to attract more workers, Johnson Manufacturing decides to offer its employees 15 percent more pay than its competitors. This type of compensation decision is known as a(n) _____.
a. pay-sharing decision
b. profit sharing decision
c. pay-level decision
d. employee stock ownership plan
e. pay-variability decision

pay-level decision

47

_____ provide employment counselling for employees faced with downsizing.
a. Functional turnovers
b. Job postings
c. Early retirement incentive programs
d. Stock options
e. Outplacement services

Outplacement services