Question 1

The only time that gender, age, religion, etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ).

Accepted Answer

According to Title VII of the Civil Rights Act, discrimination based on gender, age, religion, etc. is generally prohibited in employment decisions. However, there are certain limited circumstances where these characteristics can be considered a BFOQ, such as hiring a female model for a women's clothing advertisement or hiring an actor to play a specific age or gender role in a movie.

Question 2

Functional turnover is the loss of high-performing employees who choose to leave the organization.

Accepted Answer

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

Question 3

Which of the following type of tests accurately predicts job performance in almost all kinds of jobs?&#10;A) specific ability tests&#10;B) cognitive ability tests&#10;C) personality tests&#10;D) achievement tests&#10;E) work sample tests

Accepted Answer

Cognitive ability tests measure the extent to which applicants understand words, numbers, logic, and spatial dimensions.

Question 4

_________is the loss of high-performing employees who voluntarily choose to leave a company.&#10;A) De-employment&#10;B) Dysfunctional turnover&#10;C) Reactive turnover&#10;D) Regressive turnover&#10;E) A &#34;brain leak&#34;

Accepted Answer

Dysfunctional turnover refers to the loss of high-performing employees who voluntarily choose to leave a company. This can have a negative impact on the organization's performance and productivity. Other types of turnover include reactive (in response to a specific event or situation), regressive (loss of low-performing employees), and a "brain leak" (loss of highly skilled or knowledgeable employees). De-employment is not a recognized term in the context of turnover.

Question 5

To which of the following aspects of the human resource management process does federal employment law apply?&#10;A) selection decisions&#10;B) compensation decisions&#10;C) performance appraisals&#10;D) training and development activities&#10;E) all of these

Accepted Answer

Federal employment law applies to all aspects of the human resource management process, including selection decisions, compensation decisions, performance appraisals, and training and development activities. Therefore, option E, "all of these," is the best choice.

Question 6

Human resource management (HRM) is the process of finding, developing, and keeping the right people to form a qualified work force.

Accepted Answer

Human resource management (HRM) includes activities such as recruiting, selecting, training, compensating, and evaluating employees to ensure that the organization has the right people with the right skills to achieve its goals. Retaining qualified employees is also an important aspect of HRM to reduce turnover, increase productivity, and maintain a positive work environment.

Question 7

Which of the following is an example of a subjective performance measure?&#10;A) behavioral observation scales&#10;B) sales quotas&#10;C) production rate&#10;D) revenues&#10;E) customer complaints

Accepted Answer

A subjective performance measure measures by requiring someone to judge a worker's
performance.

Question 8

Which training method is NOT used to practice, learn, or change job behaviors?&#10;A) On-the-job training&#10;B) Role-playing&#10;C) Simulations and games&#10;D) Lectures&#10;E) Vestibule training

Accepted Answer

Lectures are a training method where the trainer is the only active participant, and the learners are passive listeners. This method does not involve practice, feedback, or active learning, which are crucial for learning and changing job behaviors. Therefore, lectures are not an effective training method.

Question 9

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Accepted Answer

Background checks are conducted to verify information provided by applicants and to uncover any potential red flags or criminal history that may not have been disclosed. This can include verification of education and employment history, criminal and financial records, and references. It helps ensure that employers are making informed decisions about who they hire and helps to reduce risk to the organization.

Question 10

The _________interview uses only standardized, job-related interview questions that are prepared ahead of time and asked of all candidates&#10;A) formalized&#10;B) structured&#10;C) semi-structured&#10;D) scripted&#10;E) canned

Accepted Answer

A structured interview follows a standardized format with a predetermined set of questions that are asked of all candidates. This ensures that all candidates are evaluated fairly, and that the interviewer remains focused on job-related criteria.

Deck 10: Section 2: Managing Teams