1. Human resource management involves training, motivating, and retaining competent employees. Answer: True False Diff: 1 Page Ref: 180 Objective: 6.

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1 Chapter 6: Managing Human Resources 1. Human resource management involves training, motivating, and retaining competent employees. True False Diff: 1 Page Ref: Human resource management activities such as hiring and firing are the sole responsibility of the human resource department. True False 3. Human resource management is about hiring and firing only. True False 4. The most important environmental force that affects HRM is the legal environment. True False 5. A community fire department can legally deny employment to a firefighter applicant who is confined to a wheelchair. True False Diff: 2 Page Ref: Employers cannot legally discriminate with regard to race, sex, or religion, but there are no laws against denying employment because of age. True False Diff: 2 Page Ref: Employees in Mexico are less likely to belong to a union than employees in the United States. True False Diff: 1 Page Ref: Western European countries differ from U.S. companies in that they have work councils that must be consulted on personnel decisions. True False Diff: 2 Page Ref: 184

2 9. Employment planning includes two steps: assessing current human resources needs and developing a plan to meet those needs. True False Diff: 2 Page Ref: A job description states the minimum qualifications a person needs to perform a job successfully. True False Diff: 2 Page Ref: Increased demand for employees typically is associated with increased demand for the products or services offered by an organization. True False Diff: 2 Page Ref: Advertisements have been shown to be the most effective method for identifying the best applicants for jobs. True False Diff: 2 Page Ref: Employee referrals are usually reliable. True False Diff: 2 Page Ref: Firing, layoffs, furloughs, and early retirements are the only three downsizing options. True False Diff: 2 Page Ref: An accept error involves not hiring an employee who could have performed well in a job. True False Diff: 2 Page Ref: A selection device is valid if it can be proven to accurately measure the abilities of job applicants. True False Diff: 3 Page Ref: Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process. True False Diff: 2 Page Ref: 189

3 18. Performance-simulation tests are thought to be one of the best methods for evaluating job applicants in use today. True False Diff: 2 Page Ref: Behavioral interviews involve placing an applicant in stressful circumstances and seeing how he or she deals with the situation. True False Diff: 2 Page Ref: In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the job he is applying for is slim. True False Diff: 2 Page Ref: Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job and the organization. True False Diff: 2 Page Ref: Most job training does not take place on the job. True False Diff: 2 Page Ref: One car company claims that every dollar it spends on training ultimately results in $230 in productivity gains. True False Diff: 2 Page Ref: Job training never addresses trainee attitudes toward the job or the organization. True False Diff: 2 Page Ref: The best way to measure the effectiveness of job training is to find out how stressful the process was for trainees. True False Diff: 2 Page Ref: 197

4 26. The only goal of a performance management system is to assess training needs. True False Diff: 2 Page Ref: A strength of a written essay as an employee appraisal device is that it allows the writing skill of the evaluator to be a determining factor in the appraisal of performance. True False Diff: 2 Page Ref: The most popular and effective employee appraisal device is the graphic rating scale approach. True False Diff: 2 Page Ref: The 360-degree appraisal includes an evaluation from the person who is being evaluated. True False Diff: 2 Page Ref: Using individual ranking as an employee appraisal device, two employees might be named "best" in the group. True False Diff: 2 Page Ref: A key goal of compensation administration is to create a fair system that will provide incentive for employees. True False Diff: 2 Page Ref: The primary determinant of an individual's pay is the type of job he or she performs. True False Diff: 2 Page Ref: Most U.S. jobs use a variable pay system in which employee compensation is based on status and seniority. True False Diff: 2 Page Ref: 199

5 34. Most organizations are not legally required to provide benefits of any type for employees. True False Diff: 2 Page Ref: Downsizing can be as stressful for the survivors as it is for the victims. True False Diff: 2 Page Ref: Job referrals are generally not a good method for improving workplace diversity. True False Diff: 2 Page Ref: Although most sexual harassment complaints are filed by women, a significant number of complaints are filed by men. True False Diff: 1 Page Ref: Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's employment. True False Diff: 1 Page Ref: One major way that an organization can protect itself against sexual harassment cases is to make sure that all employees are well-educated on the topic. True False Diff: 2 Page Ref: Workplace spirituality exclusively involves religion in the workplace. True False Diff: 2 Page Ref: Historically, spirituality has always had a place in management theory. True False Diff: 2 Page Ref: The first three activities of the human resource management (HRM) process are about. A) downsizing B) training

6 C) planning D) recruiting 43. Human resource management is concerned with competent employees. A) training and keeping B) obtaining, training, and motivating C) obtaining D) obtaining, training, motivating, and keeping 44. For the most part, are involved in HR decisions within their own department or unit. A) very few managers B) some managers C) all managers are D) most managers 45. Separate HRM specialists are least common in these types of organizations. A) non-profit B) large C) small D) multinational corporations 46. Employment planning involves. A) addition of staff, reduction of staff, and selection only B) addition of staff and reduction of staff only C) addition of staff, reduction of staff, motivation of staff, and selection D) addition of staff only 47. This is the goal of employment planning. A) obtaining competent employees with up-to-date skills B) obtaining competent and high-performing employees C) selecting competent employees D) selecting high-performing employees only

7 48. The last steps of the HRM process all deal with. A) performance and compensation B) compensation only C) training and compensation D) skills 49. The most important environmental factor in the HRM process is. A) the scientific community B) the legal environment C) the business environment D) the natural environment 50. The prohibits discrimination based on race, color, religion, national origin, or sex. A) Sarbanes-Oxley Act B) Privacy Act C) Equal Pay Act D) Civil Rights Act, Title VII Diff: 2 Page Ref: It is against the law to discriminate on the basis of sexual orientation. A) in all 50 states B) nowhere in the United States C) in many states D) only in California Diff: 2 Page Ref: A wheelchair-bound applicant may be denied a job. A) in some states B) if the job requires complete physical mobility C) if the job is strenuous or physically tiring in some way D) under no circumstances

8 53. Affirmative action programs seek to make sure that employers minority groups. A) enhance employment opportunities for B) provide unemployment benefits for C) establish training programs for D) pay equal wages to Diff: 3 Page Ref: Which U.S. law gives you the legal right to see your professor's letter of recommendation? A) Privacy Act of 1974 B) Sarbanes-Oxley Act of 2002 C) Polygraph Protection Act of 1988 D) Civil Rights Act of 1991 Diff: 1 Page Ref: Which of the following countries' laws pertaining to HRM practices most closely parallel those in the United States? A) Germany B) Australia C) Mexico D) Canada Diff: 2 Page Ref: in Germany give employees the right to participate in personnel decisions. A) Collective bargaining B) Unionization C) Work councils D) Board representatives Diff: 2 Page Ref: The first step in any employment planning process involves making a. A) human resource inventory B) job description C) job specification D) product evaluation Diff: 2 Page Ref: The lengthy process by which a job is examined in detail in order to identify the skills, knowledge and behaviors necessary to perform the job is known as a.

9 A) job analysis B) job description C) job definition D) job specification Diff: 2 Page Ref: As one of his first tasks in a new job, Steve's boss asks him to develop a database that lists the educational level, special capabilities, and specialized skills of all the employees in his firm. This is known as a. A) lengthy process B) job analysis C) human resource inventory D) job description Diff: 2 Page Ref: A job description is. A) not a written document B) the official title for the job C) something that employers keep secret from job candidates D) a written document used to describe a job to job candidates Diff: 2 Page Ref: A job specification is A) a detailed description of the job B) the description of a job that is used by an employment agency C) usually several pages in length D) a list of job qualifications only Diff: 2 Page Ref: HR managers can estimate human resource needs by evaluating which of the following? A) the general state of the economy B) employment and unemployment statistics C) demand for the organization's product D) how competitors are performing Diff: 2 Page Ref: A written statement of what a job holder does in his job, how it is done, and why it is done is known as a. A) job qualifications

10 B) job description C) job definition D) job specification Diff: 1 Page Ref: To find out more about a job with a title of "assistant media buyer," you would find this to be most helpful. A) job listing B) job title C) job description D) job specification Diff: 2 Page Ref: Recruitment is the process of. A) locating, identifying, and attracting potential employees B) hiring from outside the organization C) hiring from inside the organization D) assessing the national, international, and local labor market Diff: 2 Page Ref: This is a key disadvantage to recruiting through employee referrals. A) high cost B) limited to entry-level positions C) no diversity increase D) lower-skilled candidates Diff: 2 Page Ref: While can reach the greatest number of applicants for a job, many of those candidates may be unqualified for the job itself. A) a temporary help service B) advertising C) school placement D) an internal search Diff: 2 Page Ref: Which of the following is an advantage of using private employment agencies for recruiting? A) low cost B) careful screening of applicants C) improves employee morale

11 D) candidates who are familiar with the organization Diff: 2 Page Ref: If employment planning shows a large surplus of employees, management may want to. A) recruit B) expand C) continue with current employment levels D) downsize Diff: 2 Page Ref: The difference between firing and layoffs is that. A) layoffs are not permanent B) layoffs are permanent C) firing is not voluntary D) firing is not permanent Diff: 2 Page Ref: Which of the following is NOT a voluntary form of downsizing? A) attrition B) layoffs C) job sharing D) early retirement Diff: 2 Page Ref: Which of the following downsizing methods can "happen on its own" if management suspends hiring practices? A) attrition B) firing C) transfers D) reduced workweeks Diff: 2 Page Ref: In the selection process there are possible outcomes. A) three B) four C) dozens of D) two

12 Diff: 2 Page Ref: An accept error occurs when an applicant. A) who is hired performs poorly on the job B) who is not hired is hired by another firm C) who is hired performs adequately on the job D) who is not hired would have performed well on the job Diff: 2 Page Ref: A reject error occurs when an applicant. A) who is hired performs the job at a high level B) who is not hired would have performed poorly on the job C) who is not hired would have performed well on the job D) who is hired performs poorly on the job Diff: 2 Page Ref: Today, selection techniques that result in reject errors can open the organization to. A) reduced morale B) charges of employee discrimination C) a weakened workforce D) decreased productivity and efficiency Diff: 2 Page Ref: indicates how consistently a selection device measures a criterion. A) Operational scoring B) Reliability C) Qualification D) Validity Diff: 2 Page Ref: Which of the following is an example of selection device reliability? A) An applicant was given the same interview score by all five independent interviewers. B) An applicant took a test a second time and her score improved markedly. C) An applicant was given very different interview scores by five independent interviewers. D) An applicant took a test once and scored higher than any other applicant. Diff: 2 Page Ref: 188

13 79. A(n) selection device shows a clear link between test performance and job performance. A) valid B) reliable C) unreliable D) invalid Diff: 2 Page Ref: To use a physical test as a selection device, a company must demonstrate that. A) the test does not discriminate against people with physical disabilities B) the test is fair C) physical ability is related to job performance D) the test is reliable Diff: 2 Page Ref: Asking a candidate for an automotive mechanic's position to deconstruct and reconstruct part of an engine motor would be an example of what kind of selection device? A) mechanical ability test B) spatial ability test C) perceptual accuracy test D) performance-simulation test Diff: 2 Page Ref: In an assessment center, an applicant for an engineering job might. A) be interviewed by her prospective boss B) be interviewed by fellow employees C) take technical written tests D) be given an engineering problem to solve Diff: 2 Page Ref: The most important reason for why managers are increasingly using performance-simulation tests is that they have been found to be. A) valid predictors of job performance B) a good way to test an applicant's character C) non-discriminatory D) easy to administer Diff: 2 Page Ref: Few people are ever selected for a job without this.

14 A) taking a performance-simulation test B) taking a physical test C) undergoing an interview D) taking a written test Diff: 1 Page Ref: Interviews are valid predictors of success in the workplace if. A) questions are structured B) the interview lasts only a few minutes C) questions are unstructured D) questions are short Diff: 2 Page Ref: Which of the following is NOT a source of bias in a typical interview? A) an applicant who shares the attitudes of the interviewer B) the order in which applicants are interviewed C) prior knowledge of the applicant D) how articulate the interviewer is Diff: 2 Page Ref: During an interview, an applicant for a managerial job is confronted with role players who make the claim that they have been "harassed on the job." The applicant is then asked to deal with the complaints. What kind of selection device is being used? A) behavioral interview B) structured interview C) high-stress interview D) performance-simulation test Diff: 3 Page Ref: How effective are behavioral interviews? A) less effective than other interviews B) twice as effective as ordinary interviews C) eight times as effective as ordinary interviews D) no more effective than other interviews Diff: 2 Page Ref: A realistic job preview (RJP) includes a job. A) only positive aspects of

15 B) only negative aspects of C) both positive and negative aspects of D) only factual information about Diff: 2 Page Ref: All of the following are goals of the orientation process EXCEPT. A) familiarize the employee with job B) introduce the employee to his coworkers C) reduce anxiety D) discuss payments and benefits Diff: 2 Page Ref: Organizational orientation informs a new employee about. A) what expectations she has about the job are unrealistic B) how she will be evaluated on the job C) the history and philosophy of the organization D) her responsibilities for the job Diff: 2 Page Ref: Which of the following is NOT a sign to look for in a successful orientation process? A) The new employee feels comfortable. B) The new employee understands her duties and responsibilities C) The new employee is less likely to resign. D) The new employee clearly exceeds all productivity goals for her work unit. Diff: 2 Page Ref: Most training in U.S. organizations is. A) on-the-job training B) classroom training C) off-the-job training D) simulation exercise training Diff: 2 Page Ref: Which form of on-the-job training might have a trainee working with a single mentor from the organization? A) simulation exercises B) job rotation C) understudy assignments D) vestibule training

16 Diff: 2 Page Ref: Which of the following is NOT a positive feature of job rotation as a training method? A) introduction to coworkers B) exposure to many different work tasks C) simulation of actual work tasks D) does not take up too much of any one experienced worker's time Diff: 2 Page Ref: Which of the following is the best way to evaluate a training program? A) how much trainees say they learned B) actual job performance of trainees C) how much information trainees retain D) how costly the method is Diff: 3 Page Ref: To set pay standards HRM employs. A) outside consultants B) a panel of an employee's peers C) a federal pay scale D) a performance management system Diff: 2 Page Ref: A disadvantage of a written essay for employee appraisal is that it tends to be biased by. A) friendship between the employee and the evaluator B) the writing skill of the employee C) the prejudice of the evaluator D) the writing skill of the evaluator Diff: 2 Page Ref: All of the following are advantages of a graphic rating scale for employee evaluation EXCEPT. A) provides the most thorough view of the employee B) not time-consuming C) easy to draw conclusions from and summarize D) provides objective quantitative data that can be analyzed in a variety of ways Diff: 2 Page Ref: 195

17 100. A critical incidents employee appraisal method collects. A) anecdotes that reveal the character and performance of an employee B) statements from superiors that may or may not support an employee C) data from an employee's computer to evaluate his or her performance D) statements from coworkers in support of an employee Diff: 2 Page Ref: A performance appraisal method that combines two other well-known methods into one process is called. A) 360-degree feedback B) graphic rating scales C) written essay D) BARS Diff: 3 Page Ref: A 360-degree feedback process differs from other appraisal methods in that it includes. A) a written essay B) feedback from the employee C) feedback from an employee's supervisor D) honest feedback Diff: 3 Page Ref: This appraisal method is used by more major corporations than any other method. A) graphic rating scales B) critical incidents C) 360-degree appraisal D) management by objectives Diff: 3 Page Ref: What do the written essay, critical incidents, graphic rating scales, and BARS evaluation methods have in common? A) They rank employees by performance. B) They compare one employee to his or her peers. C) They compare individuals against standards. D) They are multiperson comparisons. Diff: 2 Page Ref:

18 105. How would the individual ranking method rank a group of 30 employees? A) Employees would be ranked in quintiles, e.g., the top fifth, the second fifth, and so on. B) Each employee would be ranked by number from 1 to 30. C) All 30 employees would be given a letter grade from A to F. D) Employees would be ranked against one another in pairs. Diff: 2 Page Ref: Which multiperson employee evaluation method allows for two or more employees to get the same rating? A) individual ranking B) group-order ranking C) paired comparison D) 360-degree feedback Diff: 2 Page Ref: Which of the following would be most likely to result in a manager recommending counseling for an employee? A) The employee and the job are mismatched. B) The employee has not been adequately trained. C) The employee isn't putting out enough effort. D) The employee does not have the skills required for the job. Diff: 2 Page Ref: Why do managers often offer counseling to underperforming employees rather than just fire them? A) to avoid unsettling other employees B) to give the organization a favorable image C) to avoid discord D) to avoid the cost of replacing the employee Diff: 2 Page Ref: Which of the following is NOT a reason that managers put a lot of importance into developing a good compensation system? A) to attract talented employees B) to retain talented employees C) to avoid breaking the law D) a sense of fairness Diff: 3 Page Ref: This is the most important factor in determining how much pay an employee receives.

19 A) experience B) the amount of time and effort the employee puts into the job C) education level D) the type of job the employee has Diff: 2 Page Ref: Which of the following is NOT a factor that can influence compensation and benefits? A) employee performance levels B) seniority C) geographical location D) gender Diff: 2 Page Ref: Nine out of ten organizations in the United States pay their workers on a scale that is based primarily on. A) status B) seniority C) performance D) skills Diff: 2 Page Ref: Health insurance is an example of which of the following? A) salary B) wages C) compensation D) employee benefit Diff: 1 Page Ref: Downsizing seems to harm. A) victims who are dismissed only B) both victims who are dismissed and survivors who stayed on C) managers who carried out the dismissals and their families only D) survivors who stayed on only Diff: 1 Page Ref: To improve workplace diversity, a manager might. A) advertise in an ethnic newspapers and Internet sites B) post a notice that states he is an equal opportunity employer

20 C) solicit referrals from existing employees D) tighten his recruiting net Diff: 3 Page Ref: According to the EEOC, sexual harassment is that creates a hostile environment, interferes with a person's work or diminishes the person's employment opportunities. A) any speech or physical conduct of a sexual nature B) any unwanted or unsolicited speech or physical conduct C) any speech of a sexual nature D) any speech Diff: 2 Page Ref: are filed with the EEOC each year. A) About an equal number of sexual harassment complaints from males than females B) Almost no sexual harassment complaints from males C) More sexual harassment complaints from males than females D) More sexual harassment complaints from females than males Diff: 2 Page Ref: If an employee rebuffs inappropriate sexual advances from her boss but still receives a promotion. A) the boss can't be guilty of sexual harassment B) the employee is not allowed to lodge a complaint if she accepts the promotion C) the boss can still be guilty of sexual harassment D) the employee is not allowed to lodge a complaint Diff: 3 Page Ref: The key to most sexual harassment cases against an organization is whether the organization. A) had a policy against sexual harassment B) fired the employee after the charges were lodged C) had hired a known sex offender D) knew about the behavior and what it did to stop it Diff: 2 Page Ref: What financial threat does sexual harassment pose to companies? A) none, because companies are insured against harassment B) small legal fees only C) enormous risk of major lawsuit settlements D) none

21 Diff: 2 Page Ref: Workplace spirituality focuses on all of the following EXCEPT. A) employees carrying out religious practices B) employees seeking to connect C) a sense of community D) employees seeking meaning and purpose Diff: 2 Page Ref: Which of the following would you expect employees in a spiritual organization to have? A) a strong sense of ethics B) no interest in "worldly" matters C) distrust in the federal government D) membership in a church or religious organization Diff: 2 Page Ref: A major criticism of workplace spirituality is whether. A) workplace spirituality decreases productivity B) individuals have the right to discuss religion in the workplace C) organizations have the right to impose spiritual values on employees D) a spiritual organization can engage in making profits Diff: 3 Page Ref: Which benefit cost do companies see as their biggest worry? A) Social Security B) retirement plans C) unemployment insurance D) health care Diff: 2 Page Ref: Which health care or safety issue concerns companies the most? A) traffic accidents B) smoking C) disease D) obesity Diff: 2 Page Ref: 204