Question 1

Sexual harassment is a violation of Title VII of the Civil Rights Act.

Accepted Answer

Sexual harassment is a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964.

Question 2

Human resource specialists, with the matching model, exploit the newly hired employees.

Accepted Answer

The matching model is a process used by human resource specialists to identify the best-fit candidates for specific roles within an organization. It does not involve exploiting newly hired employees.

Question 3

Structured interviews allow the applicant a great deal of freedom in determining the course of the conversation, with the interviewer taking care not to influence the person's remarks.

Accepted Answer

This statement is incorrect. Structured interviews are designed to be consistent and standardized to ensure that all applicants are evaluated based on the same criteria. The interviewer follows a predetermined set of questions and prompts to gather information from the applicant, rather than allowing the applicant to lead the conversation. This approach helps to minimize bias and subjectivity in the hiring process.

Question 4

The Family and Medical Leave Act established mandatory safety and health standards in organizations for working families.

Accepted Answer

The Family and Medical Leave Act provides eligible employees up to 12 weeks of unpaid, job-protected leave per year but does not establish mandatory safety and health standards in organizations.

Question 5

Hiring and keeping quality employees is one of the most urgent concerns for today's organizations.

Accepted Answer

This statement is true. Hiring and retaining high-quality employees is a critical issue for many modern organizations to maintain their competitive advantage and ensure long-term success.

Question 6

Job security is an employee expectation that existed with the old social contract, but is no longer an expectation in the new social contract.

Accepted Answer

The old social contract included job security as an expectation, but in the new social contract, there is no longer a guarantee of job security.

Question 7

Employability and personal responsibility are part of the old social contract between employees and employers.

Accepted Answer

The answer of Employability and personal responsibility are part of...

Question 8

The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.

Accepted Answer

The Civil Rights Act of 1964 did create the Equal Employment Opportunity Commission, which is responsible for enforcing federal laws that prohibit employment discrimination.

Question 9

Finding the right people to apply new information technology for e-business is a current strategic issue of particular concern for HR managers.

Accepted Answer

The statement is true as finding the right people with the necessary skills to apply new information technology for e-business is important for the success of the business, and is a strategic concern for HR managers.

Question 10

Challenging assignments and creative development opportunities are part of the new social contract between employees and employers.

Accepted Answer

With the changing demands of the workforce, employers are expected to provide challenging assignments and opportunities for creative development in order to attract and retain top talent. This is becoming a key component of the social contract between employees and employers.

Question 11

Affirmative action requires that an employer take positive steps to guarantee promotion from within.

Accepted Answer

Affirmative action is a policy that seeks to address discrimination and promote equal opportunity by giving preferential treatment to groups that have been historically disadvantaged. While it may require an employer to take certain steps to increase diversity and representation within their workforce, it does not mandate promotion from within. The focus is on creating a level playing field and ensuring a fair and unbiased selection process for hiring and advancement.

Question 12

A key element of the strategic approach to human resource management argues that human resource management is NOT a matching process and managers should avoid attempts to match or integrate employees to organization's strategy and goals.

Accepted Answer

The statement is incorrect. A key element of the strategic approach to human resource management argues that human resource management is a matching process, and managers should make efforts to match or integrate employees to organization's strategy and goals. This helps in creating a synergy between the employees and the organization, which ultimately leads to better performance and productivity.

Question 13

People who work for an organization, but not on a permanent or full-time basis are called "employees of choice."

Accepted Answer

Employees who work for an organization but not on a permanent or full-time basis are typically referred to as contract workers, freelancers, or part-time employees. "Employees of choice" is not a commonly used term in this context.

Question 14

The first three steps involved in attracting an effective work force are HR planning, choosing recruiting sources, and selecting the candidate.

Accepted Answer

These are the three initial steps involved in attracting an effective workforce. HR planning helps to identify the organization's staffing needs, choosing recruiting sources helps in identifying where to look for potential hires, and finally, selecting the candidate involves assessing the pool of potential candidates and identifying the best fit for the organization.

Question 15

The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and maintain the workforce over a long term.

Accepted Answer

This statement correctly identifies the three primary goals of HRM, which are to attract, manage, and maintain a talented and effective workforce.

Question 16

The economic value of the knowledge, experience, skills, and capabilities of employees refers to personal capital.

Accepted Answer

The economic value of the knowledge, experience, skills, and capabilities of employees is referred to as human capital, not personal capital.

Question 17

Prohibition of discrimination of qualified individuals by employers on the basis of disability and the requirement that "reasonable accommodations" be provided are enforced by the Americans with Disabilities Act of 1990.

Accepted Answer

The Americans with Disabilities Act of 1990 prohibits discrimination of qualified individuals by employers on the basis of disability and requires that "reasonable accommodations" be provided. These provisions are enforced by the government.

Question 18

Fortunately, today, part-time and temporary workers are not often used by most companies.

Accepted Answer

Part-time and temporary workers are still commonly used by many companies, especially in industries with fluctuating demand or for specific projects.

Question 19

The set of activities that are undertaken to attract, develop, and maintain an effective work force refers to human resource management.

Accepted Answer

Human resource management involves activities such as recruitment, training, performance management, and retention of employees.

Question 20

The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.

Accepted Answer

This statement is incorrect. In fact, the percentage of contingent workers has been on the rise since the early 2000s and continues to increase. The recession of the late 2010s may have affected the overall job market, but it did not significantly impact the trend of contingent work.

Quiz 12: Managing Human Resource