Question 1

________is the process of finding, developing, and keeping the right people for the company.
A) Functional resource planning
B) Human resource management
C) Work force forecasting
D) Recruiting
E) Human resource implementation

Accepted Answer

The process of finding, developing, and keeping the right people for the company is known as human resource management. This involves activities such as talent acquisition (recruiting), onboarding, training and development, performance management, and retention strategies. Functional resource planning and work force forecasting are related concepts but do not capture the full scope of HRM activities. Human resource implementation is not a commonly used term in the HR field.

Question 2

Which of the following statements about federal employment law is true?
A) This body of law has not changed during the last two decades.
B) The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions.
C) Federal law prohibits the use of gender, race, and age as the basis for employment decisions under all circumstances.
D) All federal laws are administered by the Department of Labor.
E) Federal employment laws do not deal with training and development activities.

Accepted Answer

The Family and Medical Leave Act was passed in 1993, so the body of law has changed within the past two decades. BFOQs allow the use of gender, race, and age as the basis for employment decisions under some circumstances. The EEOC administers the federal law. Federal laws apply to the entire HRM process.

Question 3

The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of produce is legal as a result of________ .
A) the four-fifths rule
B) adverse impact rulings
C) bona fide occupational qualifications (BFOQs)
D) gender selectivity
E) benefits and features for occupational quality (BFOQs)

Accepted Answer

A BFOQ is an exception in employment law that permits gender, age, religion, etc. to be used when making employment decisions.

Question 4

Engineered Fabrics makes bladders for airplane gas tanks. In the event of a puncture, the bladder will prevent the tank from exploding. The bladders must be defect-free. To check the bladders, company employees must be able to crawl in an 18-inch diameter hole in the bladder side and look for light leaks. A limitation on weight and height of individuals working in quality control at this company would be legal because it is an example of________ .
A) the four-fifths rule
B) adverse impact rulings
C) bona fide occupational qualifications (BFOQs)
D) gender selectivity
E) benefits and features of occupational quality (BFOQs)

Accepted Answer

A BFOQ is an exception in employment law that permits gender, age, religion, etc. to be used when making employment decisions.

Question 5

From a legal perspective, there are two kinds of sexual harassment. They are________ .
A) quid pro quo and hostile work environment
B) hostile work environment and bona fide
C) adverse impact and bona fide
D) quid pro quo and bona fide
E) adverse impact and disparate treatment

Accepted Answer

Quid pro quo sexual harassment refers to situations where employment decisions or opportunities are based on an individual's willingness to submit to sexual advances or harassment. Hostile work environment sexual harassment refers to a work environment that is intimidating or offensive due to unwelcome sexual conduct or comments. These two types of harassment are recognized under Title VII of the Civil Rights Act of 1964 and can be legally actionable.

Question 6

________is unintentional discrimination in which there is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, age, ethnicity, or protected group.
A) Disparate treatment
B) Adverse impact
C) Bona fide discrimination
D) Unsolicited discrimination
E) Demographic discrimination

Accepted Answer

Adverse impact refers to unintentional discrimination where a certain group of people is historically disadvantaged due to various reasons such as gender, race, ethnicity, etc. It is also referred to as "disparate impact" where there is a substantial difference in the rate of selection for hiring or promotion, which affects the targeted or disadvantaged group adversely.

Question 7

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?
A) selection decisions
B) compensation decisions
C) performance appraisals
D) training and development activities
E) all of these

Accepted Answer

U.S. 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. It is important for organizations to comply with these laws to avoid legal issues and ensure fair treatment of employees.

Question 8

When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an example of ____.
A) an unwelcome sexual advance
B) adverse impact discrimination
C) demographic discrimination
D) sexual harassment
E) disparate treatment

Accepted Answer

Sexual harassment is a form of discrimination in which unwelcome verbal or physical
conduct of a sexual nature occurs while performing one's job.

Question 9

Bona fide occupational qualifications would be most likely included in a(n) ________.
A) job specification
B) employee assignment list
C) labor resource guide
D) job description
E) task inventory

Accepted Answer

A job specification is a written summary of the qualifications needed to perform a particular job.

Question 10

________is the form of sexual harassment in which employment outcomes such as hiring, promotion, or simply keeping one's job depend on whether an individual submits to sexual harassment.
A) Bona fide sexual harassment
B) Quid pro quo sexual harassment
C) Adverse impact sexual harassment
D) Disparate gender treatment
E) Hostile work environment sexual harassment

Accepted Answer

This type of sexual harassment is known as quid pro quo, which literally means "this for that." In this situation, a supervisor or higher-ranking employee offers job benefits or promises in exchange for sexual favors. The decision regarding the individual's employment status depends on their willingness to submit to the harassment.

Question 11

Which of the following statements about sexual harassment is true?
A) Only people who have themselves been harassed can file complaints or lawsuits.
B) Nonemployees cannot be guilty of sexual harassment.
C) Sexual harassment can occur between people of the same sex.
D) The three kinds of sexual harassment are quid pro quo, bona fide, and disparate treatment.
E) None of these statements about sexual harassment is true.

Accepted Answer

Anyone who feels they have been sexually harassed can file suit, including former employees. There are only two kinds of sexual harassment, quid pro quo and hostile work environment.

Question 12

The________ is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a nonprotected group.
A) two-fifths rule
B) 80 percent rule
C) dysfunctional turnover rule
D) disparate treatment rule
E) principle of adverse impact

Accepted Answer

The 80 percent rule, also known as the four-fifths rule, is a commonly used rule of thumb to determine evidence of adverse impact. It is violated if the selection rate for a protected group is less than 80% of the selection rate for a nonprotected group. This rule is used by courts and the EEOC to determine whether discrimination has occurred in the selection process.

Question 13

Dysfunctional turnover is the loss of high-performing employees due to unplanned downsizing.

Accepted Answer

Dysfunctional turnover is the loss of high-performing employees who voluntarily choose to leave a company.

Question 14

Employee turnover is always bad for an organization.

Accepted Answer

Not all kinds of employee turnover are bad for organizations. In fact, some turnover can actually be good. For instance, functional turnover is the loss of poor-performing employees who choose to leave the organization.

Question 15

Former female employees of a national real estate brokerage firm claimed that they were subjected to lewd remarks, unwanted groping, and sexual propositions by male co-workers. According to their attorney, "The firm created a frat-house culture and then failed to do anything about it." Their suit claims the women were victims of ____.
A) disparate treatment
B) a hostile work environment
C) gender discrimination
D) quid pro quo sexual harassment
E) adverse treatment

Accepted Answer

A hostile work environment is a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an offensive work environment.

Question 16

Two of the most important results of a job analysis are________ .
A) recruiting guidelines and selection boundaries
B) job descriptions and job specifications
C) rater training and selection validation
D) employee-needs assessment and performance appraisal evaluation
E) employee-needs assessment and job mapping

Accepted Answer

Job analysis results in two important documents: job descriptions, which describe the duties, tasks, and responsibilities of a job, and job specifications, which outline the knowledge, skills, abilities, and other characteristics needed to perform the job effectively. These documents are essential for recruitment, selection, training, performance appraisal, and other HR activities. Therefore, option B is the best choice. Options A, C, D, and E might be relevant to HR, but they are not the most important results of job analysis.

Question 17

________is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs.
A) Disparate treatment
B) Adverse harassment
C) The four-fifths rule
D) Deliberate negative reinforcement
E) Inequitable discrimination

Accepted Answer

Disparate treatment is the intentional discrimination that occurs when individuals or groups are treated differently based on their protected characteristics such as their race, sex, age, or religion. This type of discrimination is illegal under civil rights laws.

Question 18

Darlene Jespersen worked in a sports bar. She was an outstanding employee, but she didn't wear makeup because she felt it "took away her credibility" and interfered with her ability to be an effective bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when the sports bar implemented a "beverage department image transformation" program. Female employees were told they would be fired if they did not wear makeup. Jespersen contended that it was an example of ________because male employees did not have to wear makeup.
A) disparate treatment
B) adverse harassment
C) the four-fifths rule
D) deliberate negative reinforcement
E) inequitable discrimination
Because male employees did not have to wear

Accepted Answer

Disparate treatment is intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs

Question 19

To ensure that sexual harassment laws are followed and not violated, companies should________ .
A) respond immediately when sexual harassment is reported
B) write a clear, understandable, strongly worded policy that is well publicized within the company
C) make sure they are acting in compliance with not only federal but also local laws
D) respect the privacy of the accused and the accusers
E) do all of these

Accepted Answer

All of the options listed are important in ensuring that sexual harassment laws are followed and not violated. Responding immediately to reports of sexual harassment sends the message that the company takes the issue seriously. A clear, well-publicized policy helps to prevent sexual harassment and makes it clear that such behavior will not be tolerated. Compliance with both federal and local laws is important to ensure that the company is not inadvertently committing violations. Finally, respecting the privacy of both the accused and accusers is important to protect both parties and to prevent retaliation.

Question 20

The International Gay Rodeo Association (IGRA) began in 1976. By the end of the 1980s, gay rodeos were being held in more than a dozen states, and today there are 24 chapters that have raised millions for charity. But even the IGRA is not exempt from concerns about discrimination. To avoid claims of ________, straights are allowed to participate in all IGRA events.
A) bona fide discrimination
B) disparate treatment
C) gender selectivity
D) quid pro quo selectivity
E) hostile impact , straights are allowed to

Accepted Answer

Disparate treatment is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs.

Quiz 10: Section 1: Managing Teams

________is the process of finding, developing, and keeping the right people for the company.

Which of the following statements about federal employment law is true?

The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of produce is legal as a result of________ .

From a legal perspective, there are two kinds of sexual harassment. They are________ .

________is unintentional discrimination in which there is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, age, ethnicity, or protected group.

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?

When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an example of ____.

Bona fide occupational qualifications would be most likely included in a(n) ________.

________is the form of sexual harassment in which employment outcomes such as hiring, promotion, or simply keeping one's job depend on whether an individual submits to sexual harassment.

Which of the following statements about sexual harassment is true?

The________ is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a nonprotected group.

Dysfunctional turnover is the loss of high-performing employees due to unplanned downsizing.

Employee turnover is always bad for an organization.

Two of the most important results of a job analysis are________ .

________is intentional discrimination that occurs when people are purposefully not given the same hiring, promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin, or religious beliefs.

To ensure that sexual harassment laws are followed and not violated, companies should________ .