Deck 10: Staffing the Workforce

Question 1

The effects from sexual harassment litigation can be long lasting and costly.

Answer 1

True

Question 2

AIDS and drug testing are illegal in the United States.

Answer 2

False

Question 3

E-mail is not appropriate for reporting sexual harassment.

Answer 3

False

Question 4

Medical tests of a person's genetic makeup cannot identify his or her predisposition to diseases like heart disease and certain types of cancer.

Question 5

Staffing,which follows standing plans,links people and processes.

Question 6

Companies that employ unionized workers must bargain collectively to create a contract.

Question 7

The proportion of men in the labor force is declining.

Question 8

The Mandatory Retirement Act of 1987 prohibits discrimination on the basis of physical or mental handicap.

Question 9

All elements of the staffing process are components for every staffing problem.

Question 10

Female employees "bump their heads" more often on glass ceilings than male employees.

Question 11

Title VII of the 1964 Civil Rights Act requires parties who file discrimination complaints to do so within 90 days of the alleged violation.

Question 12

Human Resource and Personnel are organizational department titles often used interchangeably.

Question 13

Union mediators offer recommendations and arbitrators make determinations.

Question 14

The function of staffing actually starts with planning.

Question 15

A company's best defense against accusations of discrimination is to acknowledge a bona fide occupational qualification.

Question 16

Training is the stage of the staffing process where employees become acclimated to their work surroundings.

Question 17

Several states,counties,and municipalities have passed legislation that prohibits discrimination based on sexual orientation.

Question 18

The Equal Employment Opportunity Commission is a say-all and do-nothing governmental agency.

Question 19

Selection follows recruiting within the staffing process.

Question 20

Staffing is an in-house activity not effected by outside influences.

Question 21

The process of performance appraisals is informal and unstructured.

Question 22

Physical exam results can be used to "filter out" unqualified job candidates.

Question 23

A promotion is a reassignment to a lower rank in an organization's hierarchy.

Question 24

Separations,terminations,layoffs,and firings all mean employment ceases.

Question 25

Employment perks are awarded mostly to middle managers.

Question 26

A test is any criterion or performance measure used as a basis for any employment decision.

Question 27

Once in place,job descriptions and specifications are indefinite.

Question 28

Voluntary benefits include profit-sharing and unemployment compensation.

Question 29

A demotion is a reduction of pay,status,and responsibilities in the workplace.

Question 30

Objective performance appraisals are quantifiable and observable.

Question 31

The primary aim of human resource inventory is to "take stock" of existing personnel.

Question 32

Job analyses are lists of duties and skills.

Question 33

The recruiting phase of the selection process seeks out or solicits potential candidates for employment.

Question 34

Employment reference checks are an outdated managerial hiring technique.

Question 35

Figuratively,if compensation is the "cake" for employees,then benefits are the frosting.

Question 36

Transfers are really lateral promotions to another area or department.

Question 37

A preliminary interview may only be structured.

Question 38

Employment application tests that single out a specific demographic group are lawful in some states.

Question 39

Management by objectives (MBO)is a method of appraising performance.

Question 40

Employee training and development are synonymous.

Question 41

Collective bargaining is negotiations between a union and an employer in regard to the following except

A)wages/benefits.
B)acquisitions and mergers.
C)hours of work.
D)rules and grievance procedures.

Question 42

The U.S.labor force is becoming ____________.

A)dominated by younger males
B)dominated by older males
C)dominated by females
D)more diversified

Question 43

The National Association of Working Women,9 to 5,offer guidelines for creating a meaningful sexual harassment policy to include the following except:

A)clearly defining procedures to protect the complainant and the accused.
B)investigating promptly.
C)involving only disciplined employees
D)indicating appropriate discipline.

Question 44

Two major US federal laws govern the protection of the differently abled,:

A)the Rehabilitation Act of 1973,the American Disabilities Act of 1990
B)the Rehabilitation Act of 1973,the Equal Employment Act of 1987
C)the American Disabilities Act of 1990,the Title VII
D)Affirmative Action,the Equal Employment Act of 1987

Question 45

________ prohibits paying employees of one sex less than employees of the opposite sex for doing roughly equivalent work.

A)EEOC guidelines
B)Title VII 1964 Civil Rights Act
C)Privacy Act of 1974
D)Equal Pay Act of 1963

Question 46

All of the following are elements of the staffing process except:

A)human resource planning.
B)selection.
C)employment decisions.
D)intellectual capital.

Question 47

Within the staffing process,performance appraisal is followed by compensation and,in turn,compensation is followed by ____________.

A)human resource planning
B)recruitment
C)selection
D)employment decisions

Question 48

Potential candidates for employment can request to examine or review letters of recommendation according to the ____________.

A)Privacy Act of 1974
B)Equal Pay Act of 1963
C)Rehabilitation Act of 1973
D)Executive Order 11246

Question 49

The Equal Employment Opportunity Commission (EEOC)enforces:

A)drug testing in the workplace.
B)collective bargaining.
C)human resource forecasting.
D)antidiscrimination laws.

Question 50

Drug-addicted employees are protected from discrimination by the:

A)Americans with Disabilities Act.
B)Rehabilitation Act.
C)Civil Rights Act.
D)Equal Employment Opportunity Guidelines

Question 51

A company's best defense against accusations of discrimination or bias in hiring is to be certain that any employment practice or device adheres to the following except:

A)it is job related.
B)performance standards are met.
C)it acknowledges a bona fide occupational qualification.
D)it is a business necessity.

Question 52

Which of the following is true regarding Acquired Immune Deficiency Syndrome (AIDS)?

A)By law,people with AIDS cannot be hired.
B)AIDS causes the HIV virus.
C)AIDS sufferers are not protected by law.
D)The virus cannot be casually transmitted.

Question 53

A business program to intentionally employ the same proportion of minorities who live in that same community would be termed ____________.

A)antidiscrimination
B)prejudicial hiring
C)reverse discrimination
D)affirmative action

Question 54

The staffing function "ultimately" strives to ____________.

A)honor the EEOC laws
B)protect people's rights
C)support affirmative action policies
D)assist all employees in gaining job satisfaction

Question 55

The Equal Employment Opportunity Commission (EEOC)enforces ____________.

A)peacekeeping tactics
B)antidiscrimination laws
C)criminal bench warrants
D)command orders

Question 56

Laws and legal principles act as ____________ on managers with staffing responsibilities.

A)controls
B)complex and misunderstood variables
C)personal obligations
D)positive encouragements

Question 57

The term "glass ceiling" refers to:

A)invisible barriers of discrimination that prevent managers from advancing employees.
B)invisible barriers of discrimination that involve the physical environment of the company.
C)invisible barriers of discrimination against unprotected groups.
D)invisible barriers of discrimination that block protected groups from advancing into upper management.

Question 58

Discrimination against women can impact the entire organization through ____.

A)lost morale
B)lost commitment
C)lost productivity
D)all of the above

Question 59

Not hiring women shorter than five feet in height would be considered ____________.

A)a selective management decision
B)appropriate for warehouse employees
C)a disparate impact
D)a slam to tall women

Question 60

The most valued organizational asset or resource is ____________.

A)cash
B)accounts receivable
C)sales volume
D)people

Question 61

The initial work for developing a human resource plan is to conduct a ____________.

A)job description
B)job enrichment
C)job specification
D)job analysis

Question 62

All of the following are components of the appraisal system except:

A)criteria
B)ratings
C)promotion potential
D)methods

Question 63

Potential employees seeking work at large or sophisticated organizations can typically expect ____________.

A)one interview
B)the same number of interviews as with small companies
C)several interviews
D)unlawful interview or application questions

Question 64

A job description should include all of the following except:

A)function.
B)responsibilities.
C)physical conditions.
D)gender and age preference.

Question 65

Pre-employment physical examinations can be used for all the following except:

A)medical histories
B)excuses for not hiring
C)prevention of insurance fraud claims
D)certification of physical capabilities

Question 66

The most appropriate statement that encompasses the total purpose of employee training would be: ____________.

A)I'm doing what I was trained to do
B)Training helps people
C)Training creates an improved today and tomorrow
D)Work today,train tomorrow

Question 67

The assignment of conducting the in-depth interview normally will be granted to the ____________.

A)personnel department
B)applicant's reporting superior
C)Director of Personnel
D)training department

Question 68

The word most closely associated with employment orientation is ____________.

A)compensation
B)settlement
C)remuneration
D)familiarization

Question 69

The human resource inventory takes into account ____________ personnel.

A)future
B)past
C)potential
D)present

Question 70

Performance appraisal systems include the following components except:

A)job evaluation methodology.
B)the criteria against which the employee's performance is measured.
C)the rating that summarizes how well the employee is doing.
D)the methods used to determine the ratings.

Question 71

All of the following would be considered sources for personnel recruitment except ____________.

A)the employed
B)the unemployed
C)potential leased employees
D)the unemployed not seeking employment

Question 72

The two documents produced by a job analysis are ____________.

A)a job description and a job specification
B)a job opening and a job list
C)a job offer and a job acceptance
D)a job application and a job summary

Question 73

Generally,employment interview questions that ask about age or marital status are considered ____________.

A)unlawful
B)required
C)within an unstructured interview format
D)lawful

Question 74

To determine whether or not to hire from within the organization or externally,managers should compare __________ and _________.

A)costs,benefits
B)talents,expectations
C)inventory,forecast
D)desires,career potential

Question 75

An arbitrator's decision following a formal grievance process is ____________.

A)neutral
B)not binding
C)merely a recommendation
D)final

Question 76

Development techniques include:

A)job rotation
B)professional seminars
C)paying for formal education
D)all of the above

Question 77

Turnover of employees,constant change,and an uncertain future force managers to use human resource ____________.

A)descriptions
B)forecasting
C)accounting
D)analysis

Question 78

____________ begins where recruiting ends.

A)Training
B)Orientation
C)Job development
D)Selection

Question 79

In-house training techniques take the following forms except:

A)on-the-job training.
B)job rotation.
C)orientation training.
D)machine-based training

Question 80

A predictor of correlation between employment applicant test results and future job performance is known as ____________.

A)test awareness
B)test application
C)test results
D)test validity