Question 1

Which style of interview is also known as a tag-team interview?
A)Team
B)Informational
C)Realistic Job Preview
D)Panel

Accepted Answer

A Panel interview is also known as a tag-team interview.
Key Takeaway: Also known as a "tag-team interview," a panel interview typically involves two or more interviewers who take turns asking questions of an employment candidate. Employers use this method to measure a number of things, including: how a candidate reacts to stress and how the candidate interacts with a variety of different people.

Question 2

Isabeau's employer, Catembung Industries, has a no-solicitation rule in effect for all employees. How does this rule affect any potential union organizing inside the company?
A)No-solicitation rules have no effect upon union organizing.
B)Unions cannot solicit for membership if there is a no-solicitation rule in effect.
C)Unions can only solicit for membership with the pre-approval of human resources.
D)Unions can only solicit for membership via the usage of written communications like memos and letters.

Accepted Answer

If a company has a no-solicitation rule in effect for all employees, unions cannot solicit for membership.
Key Takeaway: A no-solicitation rule simply states that, during work hours, unions cannot solicit employees for membership. It is important to remember that although companies are lawfully allowed to prohibit employees from soliciting or distributing materials during work time, they are not able to be kept from doing these things during breaks and lunch periods-as long as they do not disrupt people who may be involved in work.

Question 3

Isabeau is the human resources professional for a small company called Catembung Industries. Isabeau is interviewing Xander for a sales position and she has asked Xander to describe a past situation in which he dealt with a difficult customer, how he resolved the conflict, and what the outcome was. What type of interviewing technique is this?
A)Informational Interview
B)Prescreen Interview
C)Behavior-based Interview
D)Probing Interview

Accepted Answer

In this situation, Isabeau is conducting a behavior-based interview.
Key Takeaway: Behavior-based interviews refer to interviews in which candidates are asked about specific job incidents in the past and how they have reacted to those incidents in their previous jobs. In this type of interview, a candidate is expected to describe the problem, how it was resolved, and what the outcome was. Behavior-based interviews, if conducted correctly, are typically a great way to determine the depth of a candidate's experience.

Question 4

Mike is the CEO of Rosario Industries, a research organization, and he makes an annual salary of $200,000. Mike is chiefly responsible for the development of the organization, patenting all of the company's intellectual property, and licensing that property to grow the company's revenue. Which of the following white collar exemptions would Mike qualify for?
A)Executive
B)Well compensated
C)Professional
D)Administrative

Accepted Answer

In this scenario, Mike would qualify for the â€œwell compensatedâ€? exemption.
Key Takeaway: Highly-compensated employees who are performing office or other non-manual work are considered to have a white-collar exemption if they are paid $100,000 or more annually. Additionally, the employee must also meet one of the other standards tests for white-collar exemption, performing at least one of the duties of professional, executive, or administrative employees.

Question 5

What act, passed by Congress in 1978, declared that it was illegal to discriminate against women based upon childbirth or any related medical condition?
A)Civil Rights Act of 1978
B)Equal Employment Opportunity Act
C)Pregnancy Discrimination Act
D)None of the above

Accepted Answer

The Pregnancy Discrimination Act, passed by Congress in 1978, declared that it was illegal to discriminate against women based upon childbirth or any related medical condition.
Key Takeaway: In 1978, Congress amended Title VII to add the Pregnancy Discrimination Act. This act stated, for the first time, that it was actually illegal to discriminate against women based upon pregnancy, childbirth, or any related condition. The act also stated that any pregnant employees must receive the same benefits and treatments as employees with any other short-term disability.

Question 6

Green Gables, Inc. is a federal contractor with contracts in excess of $75,000 each year and has 100 employees. Is Costanza, Inc. subject to affirmative action?
A)Yes
B)No

Accepted Answer

Yes. Green Gables, Inc. is subject to affirmative action.
Key Takeaway: Because Green Gables, Inc. has contracts of more than $50,000 per year and has more than 50 employees, it is subject to an Affirmative Action Plan. The plan should correctly identify how many employees in various job classifications are members of the prescribed protected classes and compare that information to statistics regarding the availability of those protected classes in the labor market as a whole.

Question 7

Which type of organizational structure is basically organized by a line of products and is typically used when a company has very well-defined product lines that are clearly separate from one another?
A)Geographic structure
B)Divisional structure
C)Matrix structure
D)Product-based structure

Accepted Answer

A product-based structure is basically organized by a line of products and is typically used when a company has very well-defined product lines that are clearly separate from one another.
Key Takeaway: Also known as a customer-oriented structure, a product-based structure is basically organized by a clear line of products. It is only typically effective for a company with well-defined products lines. In this organizational structure, each product line reports directly to the CEO.

Question 8

Most likely, a company that is focusing upon improving the flexibility of their workforce and employee productivity is in what phase of organizational development?
A)Introduction
B)Growth
C)Maturity
D)Decline

Accepted Answer

Most likely, a company that is focusing upon improving the flexibility of their workforce and employee productivity is in the maturity phase of organizational development.
Key Takeaway: During the maturity phase, organizational culture and staffing issues begin to stabilize. Scheduling problems are largely resolved. The focus shifts to controlling labor costs and HR planning.

Question 9

After a series of minor managing problems, Serenity Now, Inc. has decided to hire a group of ex-CEOs to help build skills in key areas for identified senior managers. Which career development tool is Serenity Now, Inc. utilizing?
A)Coaching
B)Consulting
C)Counseling
D)Managerial training

Accepted Answer

If Serenity Now, Inc. hires a group of ex-CEOs to help build skills in key areas for identified senior managers, they are using the coaching career development tool.
Key Takeaway: In business, coaching is typically used to help employees plan and improve their job and overall career paths. Additionally, the coaching program can serve as a tool to develop new job-based knowledge and skills, as well as to evaluate any potential career issues. Coaching programs can provide both group and individual coaching.

Question 10

Which of the following is considered to be a leadership quality?
A)Intelligence
B)Integrity
C)Self-confidence
D)All of the above

Accepted Answer

All of the above-intelligence, integrity, and self-confidence-are considered to be leadership qualities.
Key Takeaway: Effective leadership traits are as follows: Empathy, passion, business knowledge, intelligence, quick decision making capabilities, honesty, integrity, and self-confidence.

Question 11

Which type of exempt employee is typically responsible for supporting the work of an entire company and making up the "back office" staff?
A)Professional
B)Executive
C)Administrative
D)Computer professionals

Accepted Answer

Exempt administrative employees are typically responsible for supporting the work of an entire company and making up the "back office" staff.
Key Takeaway: The so-called white-collar exemptions (executive, administrative, and professional) are often difficult to apply to real-life situations. One has to understand that those exemptions come with both salary and duties tests and that the exemptions follow certain underlying principles. The main white-collar exemptions are professional, executive, and administrative, but also include computer professionals and outside sales representatives.

Question 12

When there is a complaint of alleged discrimination within a company, what is the first step the Equal Employment Opportunity Commission (EEOC) will take to determine if there has been an incident and what will happen?
A)The EEOC will file charges against the company
B)The EEOC automatically assumes that it is a false allegation
C)The EEOC will send a letter to the company, notifying them that a complaint has been filed
D)The EEOC will send in informants to determine if the complaint was valid

Accepted Answer

When there is a complaint of alleged discrimination within the company, the first step the Equal Employment Opportunity Commission (EEOC) will take to determine if there has been an incident is to send a letter to the company, notifying them that a complaint has been filed.
Key Takeaway: The Equal Employment Opportunity Commission (often shortened to EEOC) is an independent agency that investigates and enforces laws against workplace discrimination. Under Title VII of The Civil Rights Act, the EEOC is responsible for discrimination complaints based upon an employee's race, color, national origin, religion, sex, age, and disability. In doing so, the EEOC is empowered to file suit against offending employers on behalf of victims of discrimination.

Question 13

Which motivation theory, based upon the work of Maslow, identifies the three basic needs as existence, relatedness, and growth?
A)ERG Theory
B)Acquired Needs Theory
C)The Hierarchy of Needs
D)Equity Theory

Accepted Answer

The ERG Theory, based upon the work of Maslow, identifies the three basic needs as existence, relatedness, and growth.
Key Takeaway: Clayton Alderfer is a psychologist who expanded upon Maslow's hierarchy of needs by categorizing the main parts of the hierarchy into his own theory, which he dubbed "ERG" (standing for Existence, Relatedness, and Growth). Alderfer categorized the lower order needs of Physiological and Safety into the "Existence" category; the love and esteem needs into the â€œRelatednessâ€? category; and the self actualization and self esteem needs into the "Growth" category.

Question 14

The Rehabilitation Act of 1973 was replaced by the Americans with Disabilities Act of 1990 and applies to all businesses that have more than 50 employees.

Accepted Answer

Key Takeaway: The Rehabilitation Act of 1973 prohibits discrimination based upon any physical or mental disabilities. It also requires certain employers to create reasonable accommodations for employees with physical or mental disabilities unless the employer is unable to do so because of undue hardship.

Question 15

Which of the following violates age discrimination provisions in the Employment Act?
A)A 62-year old cashier is demoted during store restructuring, while several younger, less qualified employees are not demoted
B)A 50-year old female editor who has had some job performance issues is transferred to a different department and is replaced by a younger editor
C)A 22-year old animator is thought to be too young to be considered for the Director role of the animation department
D)A 74-year old project manager is offered early retirement

Accepted Answer

Of the above scenarios, the only one that violates age discrimination provisions in the Employment Act is A, in which a 62-year-old cashier is demoted during store restructuring, while several younger, less qualified employees are not demoted.
Key Takeaway: The Age Discrimination in Employment Act of 1967 prohibits discrimination in employment for persons over the age of 40. Additionally, the Act forbids mandatory retirement based upon age, classifying employees based on age, or limiting them in any way that adversely affects their status because of their age.

Question 16

Of the risk management techniques, which is defined as an act of stopping or not attempting a business activity that may or may not result in some kind of loss?
A)Transferability
B)Avoidance
C)Retention
D)Accepting the consequences of the potential risks

Accepted Answer

Of the risk management techniques, avoidance is defined as an act of stopping or not attempting a business activity that may or may not result in some kind of loss.
Key Takeaway: Avoidance means an act of ceasing or not attempting an activity which may result in some kind of loss or risk. Avoidance is a better risk management technique to use when an organization lacks the appropriate resources to effectively carry out an action or program.

Question 17

What is used to identify possible replacement employees for key positions that will need to be filled immediately should the position become open?
A)Staffing chart
B)Urgency chart
C)Pareto diagram
D)Replacement chart

Accepted Answer

A replacement chart is used to identify possible replacement employees for key positions that will need to be filled immediately should those positions become open.
Key Takeaway: A replacement chart used at every organization level in order to identify and organize employees in one of the following categories: to be replaced, satisfactory in current position, develop for future promotion, or ready for promotion. This chart clearly identifies possible replacement employees for key positions that will need to be filled immediately if and when those positions become open.

Question 18

Who is responsible for placing greater attention on eliminating any artificial behaviors that stand in the way of the advancement of women to management positions in business?
A)The Equal Employment Opportunity Commission
B)Individual Human Resources Offices
C)The Glass Ceiling Commission
D)The President

Accepted Answer

The Glass Ceiling Commission is responsible for placing greater attention of eliminating any artificial barriers that stand in the way of the advancement of women to management positions in business.
Key Takeaway: In 1991, President George Bush appointed a bipartisan commission to review the concept of the "œglass ceiling." This Glass Ceiling Commission, developed out of the Civil Rights Act of 1991, was tasked with studying and attending to advancement opportunities for women and minorities and finding any artificial barriers that stand in the way of these people advancing to management positions. The Glass Ceiling Commission found that across the board, opportunities for women and minorities were not equal to those available for men and Caucasians.

Question 19

What type of compensation system is directly related to the employee's individual performance?
A)An incentive pay plan
B)A merit pay plan
C)A pension plan
D)All of the above

Accepted Answer

A merit pay plan is directly related to the employee's individual performance.
Key Takeaway: A performance based pay system, where an individual`s pay is determined solely by his or her individual performance, is also called a merit based pay system.

Question 20

Which employee evaluation method is typically thought of as the most valuable for a company?
A)Learning
B)Behavior
C)Results
D)Reaction

Accepted Answer

The Results method is typically thought of as the most valuable method of employee evaluation for a company.
Key Takeaway: There are four standard methods that businesses use to evaluate employees and their respective training: learning, behavior, and reaction. The learning method focuses upon how well an employee's training actually resulted in learning new competencies and skills; the reaction method looks at participant reactions to training; the behavior method quantifies on-the-job behavior modifications that have resulted from training; and the results method looks at the overall results of the organization. Typically, the results method is thought of as the most valuable method for a company.

Quiz 3: HR

Which style of interview is also known as a tag-team interview?

Isabeau's employer, Catembung Industries, has a no-solicitation rule in effect for all employees. How does this rule affect any potential union organizing inside the company?

What act, passed by Congress in 1978, declared that it was illegal to discriminate against women based upon childbirth or any related medical condition?

Green Gables, Inc. is a federal contractor with contracts in excess of $75,000 each year and has 100 employees. Is Costanza, Inc. subject to affirmative action?

Which type of organizational structure is basically organized by a line of products and is typically used when a company has very well-defined product lines that are clearly separate from one another?

Most likely, a company that is focusing upon improving the flexibility of their workforce and employee productivity is in what phase of organizational development?

After a series of minor managing problems, Serenity Now, Inc. has decided to hire a group of ex-CEOs to help build skills in key areas for identified senior managers. Which career development tool is Serenity Now, Inc. utilizing?

Which of the following is considered to be a leadership quality?

Which type of exempt employee is typically responsible for supporting the work of an entire company and making up the "back office" staff?

When there is a complaint of alleged discrimination within a company, what is the first step the Equal Employment Opportunity Commission (EEOC) will take to determine if there has been an incident and what will happen?

Which motivation theory, based upon the work of Maslow, identifies the three basic needs as existence, relatedness, and growth?

The Rehabilitation Act of 1973 was replaced by the Americans with Disabilities Act of 1990 and applies to all businesses that have more than 50 employees.

Which of the following violates age discrimination provisions in the Employment Act?

Of the risk management techniques, which is defined as an act of stopping or not attempting a business activity that may or may not result in some kind of loss?

What is used to identify possible replacement employees for key positions that will need to be filled immediately should the position become open?

Who is responsible for placing greater attention on eliminating any artificial behaviors that stand in the way of the advancement of women to management positions in business?

What type of compensation system is directly related to the employee's individual performance?

Which employee evaluation method is typically thought of as the most valuable for a company?