Question 1

Younger workers have startlingly high expectations for their pay, their responsibilities, and their job flexibility, but little willingness to "pay dues."

Accepted Answer

According to various studies and surveys, younger workers (particularly millennials) have shown a trend of having high expectations for their compensation, job responsibilities, and work-life balance, but do not have the same willingness to work their way up and "pay their dues" as previous generations.

Question 2

Even if a lawsuit is frivolous, and even if it's thrown out of court, it can still cost a company millions of dollars.

Accepted Answer

Even if a lawsuit is deemed frivolous and thrown out of court, a company will still have to spend money on legal fees and other related expenses, which can add up to millions of dollars.

Question 3

Gabby works in the HR department for a well­known corporation. Though she deals with people rather than with revenue­generating products, her efforts can still impact the value of the firm to its stockholders.

Accepted Answer

Gabby may not be directly involved in generating revenue, but her role in hiring, training, and retaining employees can have a significant impact on the corporation's success and therefore its value to stockholders.

Question 4

A job description defines the specific qualifications necessary to hold a particular position.

Accepted Answer

The answer of A job description defines the specific qualifications...

Question 5

Leading­edge firms expect every department including human resources to offer "big picture," strategic contributions that boost company value.

Accepted Answer

Leading-edge firms recognize the importance of every department, including HR, in making strategic contributions that increase the company's value.

Question 6

To remain relevant, human resources executives must be able to raise the value of the organization's human capital.

Accepted Answer

With the changing business environment and increasing competition, it is essential for human resources executives to focus on enhancing the value of the organization's human capital to remain relevant and contribute to the overall success of the organization.

Question 7

Middle­level managers usually demonstrate bias against worker flexibility programs, even when top management actively supports work­life balance programs.

Accepted Answer

This is because middle-level managers may feel that worker flexibility programs could negatively impact productivity or create logistical challenges within their specific departments. They may also be resistant to change and prefer traditional work arrangements.

Question 8

To gain respect from both senior management and their peers, human resources executives must make efforts to learn about their company.

Accepted Answer

Human resources executives who take the time to understand their company, its culture, and its goals will be better equipped to make decisions that align with the overall strategic direction of the organization. This demonstrates their value to senior management and earns the respect of their peers who see them as knowledgeable and competent professionals.

Question 9

As a 54­year­old human resource manager who has gradually and patiently worked his way up the management ladder of his company, George Singleton is likely to find that the attitudes of many of his company's recently hired younger workers toward work, pay, and company loyalty are quite different from those held by most members of his generation.

Accepted Answer

It is likely that younger workers have different attitudes toward work, pay, and company loyalty compared to those of an older generation like George Singleton.

Question 10

Human resource managers are generally held in very high regard by others within their organizations, because the human resources department generally attracts the best and brightest managerial talent in most companies.

Accepted Answer

Human resource managers are not universally held in high regard solely due to attracting the best talent; perceptions vary based on organizational culture and individual experiences.

Question 11

One problem faced by human resource managers is that employees in other areas of their companies often view the HR department as being either irrelevant or "the enemy."

Accepted Answer

Many employees view HR as administrative, bureaucratic, or focused solely on enforcing rules and policies, rather than supporting employee growth and development. This can create a challenge for HR managers to build trust and credibility with other departments, and to communicate their value and role effectively.

Question 12

Hannah is interested in applying for a managerial job in her company, but she would like to know more about the nature of the position. In particular, she wonders whether it would involve much travel and whether she would have any direct interaction with the company's key customers. This type of information is likely to be included in the job description.

Accepted Answer

Job descriptions typically include information about the responsibilities and requirements of the position, including details about travel and customer interaction.

Question 13

One sign that senior management doesn't place much value on the human resources function in the organization is an organization chart that shows the HR department reporting to the CFO.

Accepted Answer

When the HR department reports to the CFO, it suggests that the organization views HR primarily as a support function rather than a strategic partner. It can indicate that HR is seen as a "cost center" rather than a value-adding department.

Question 14

While unfair treatment has been an issue for many years, recent legal changes have not made it any easier for women to sue their companies for any discrimination they face.

Accepted Answer

Recent legal changes have actually made it easier for women to sue their companies for discrimination by expanding protections under Title VII of the Civil Rights Act and other laws.

Question 15

Shelly Tiller is a human resource manager at a medium­sized corporation. She has noticed that managers in other departments seldom include her or the other HR managers in their planning efforts. This can likely be attributed to the fact that it is virtually impossible to quantify the financial impact HR functions have on the company's bottom line.

Accepted Answer

HR functions can be quantified in terms of financial impact through metrics like employee turnover costs, productivity improvements, and compliance-related savings, which can influence the company's bottom line.

Question 16

Workers of all ages and both genders actively pursue more flexibility and work­life balance in their jobs.

Accepted Answer

The statement is true, as many people prioritize achieving a work-life balance in their jobs.

Question 17

You can often tell if a company values the human resource function within the company based on the reporting relationship the HR manager has to the CEO or to the CFO.

Accepted Answer

Generally, if the HR manager reports directly to the CEO, it signifies that the company considers HR as a vital function in achieving the company's objectives. If the HR manager reports to the CFO, it implies that HR is seen as a support function rather than a strategic partner in the company's growth.

Question 18

In response to the unfriendly business environment, many highly­qualified, professional women are leaving the workforce.

Accepted Answer

The statement asserts that many highly-qualified, professional women are leaving the workforce due to an unfriendly business environment.

Question 19

Job analysis is the examination of specific tasks assigned to a position, independent of who might be holding the job at any specific time.

Accepted Answer

Job analysis is focused on the tasks and responsibilities of a position, rather than on the skills or traits of any one individual.

Question 20

Job specifications define the jobholder's responsibilities.

Accepted Answer

Job specifications outline the qualifications, skills, and experience required for a job, not the responsibilities, which are defined in the job description.

Quiz 15: HRM: Building a Top Quality Workforce

Younger workers have startlingly high expectations for their pay, their responsibilities, and their job flexibility, but little willingness to "pay dues."

Even if a lawsuit is frivolous, and even if it's thrown out of court, it can still cost a company millions of dollars.

Gabby works in the HR department for a wellknown corporation. Though she deals with people rather than with revenuegenerating products, her efforts can still impact the value of the firm to its stockholders.

A job description defines the specific qualifications necessary to hold a particular position.

Leadingedge firms expect every department including human resources to offer "big picture," strategic contributions that boost company value.

To remain relevant, human resources executives must be able to raise the value of the organization's human capital.

Middlelevel managers usually demonstrate bias against worker flexibility programs, even when top management actively supports worklife balance programs.

To gain respect from both senior management and their peers, human resources executives must make efforts to learn about their company.

Human resource managers are generally held in very high regard by others within their organizations, because the human resources department generally attracts the best and brightest managerial talent in most companies.

One problem faced by human resource managers is that employees in other areas of their companies often view the HR department as being either irrelevant or "the enemy."

One sign that senior management doesn't place much value on the human resources function in the organization is an organization chart that shows the HR department reporting to the CFO.

While unfair treatment has been an issue for many years, recent legal changes have not made it any easier for women to sue their companies for any discrimination they face.

Workers of all ages and both genders actively pursue more flexibility and worklife balance in their jobs.

You can often tell if a company values the human resource function within the company based on the reporting relationship the HR manager has to the CEO or to the CFO.

In response to the unfriendly business environment, many highlyqualified, professional women are leaving the workforce.

Job analysis is the examination of specific tasks assigned to a position, independent of who might be holding the job at any specific time.

Job specifications define the jobholder's responsibilities.

Quiz 15: HRM: Building a Top Quality Workforce

Younger workers have startlingly high expectations for their pay, their responsibilities, and their job flexibility, but little willingness to "pay dues."

Even if a lawsuit is frivolous, and even if it's thrown out of court, it can still cost a company millions of dollars.

Gabby works in the HR department for a well­known corporation. Though she deals with people rather than with revenue­generating products, her efforts can still impact the value of the firm to its stockholders.

A job description defines the specific qualifications necessary to hold a particular position.

Leading­edge firms expect every department including human resources to offer "big picture," strategic contributions that boost company value.

To remain relevant, human resources executives must be able to raise the value of the organization's human capital.

Middle­level managers usually demonstrate bias against worker flexibility programs, even when top management actively supports work­life balance programs.

To gain respect from both senior management and their peers, human resources executives must make efforts to learn about their company.

Human resource managers are generally held in very high regard by others within their organizations, because the human resources department generally attracts the best and brightest managerial talent in most companies.

One problem faced by human resource managers is that employees in other areas of their companies often view the HR department as being either irrelevant or "the enemy."

One sign that senior management doesn't place much value on the human resources function in the organization is an organization chart that shows the HR department reporting to the CFO.

While unfair treatment has been an issue for many years, recent legal changes have not made it any easier for women to sue their companies for any discrimination they face.

Workers of all ages and both genders actively pursue more flexibility and work­life balance in their jobs.

You can often tell if a company values the human resource function within the company based on the reporting relationship the HR manager has to the CEO or to the CFO.

In response to the unfriendly business environment, many highly­qualified, professional women are leaving the workforce.

Job analysis is the examination of specific tasks assigned to a position, independent of who might be holding the job at any specific time.

Job specifications define the jobholder's responsibilities.

Gabby works in the HR department for a wellknown corporation. Though she deals with people rather than with revenuegenerating products, her efforts can still impact the value of the firm to its stockholders.

Leadingedge firms expect every department including human resources to offer "big picture," strategic contributions that boost company value.

Middlelevel managers usually demonstrate bias against worker flexibility programs, even when top management actively supports worklife balance programs.

Workers of all ages and both genders actively pursue more flexibility and worklife balance in their jobs.

In response to the unfriendly business environment, many highlyqualified, professional women are leaving the workforce.