1) Distrust,
disrespect, and animosity pertain to which component of indirect costs
associated with mismanaged organizational stress?

 A.
Quality of work relations

B. Participation and membership

 

C. Performance on the job

D. Communication breakdowns

2) Inventory shrinkages and
accidents pertain to which component of direct costs associated with mismanaged
organizational stress?

A. Employee conflict

B. Performance on the job

C. Loss of vitality

D. Communication breakdowns

 

3) Thousands of equal-pay
lawsuits have been filed, predominantly by ___________ since the Equal Pay Act
of 1963 was passed

A. women

B. African Americans

C. the elderly

D. Americans with disabilities

4) What term refers to those
actions appropriate to overcome the effects of past or present policies,
practices, or other barriers to equal employment opportunity?

A. Reparation

B. Emancipation

C. Desegregation

D. Affirmative action

 

5) In the employment context,
_______________ can be viewed broadly as giving an unfair advantage or
disadvantage to the members of a particular group in comparison with the
members of other groups

A. ethnocentrism

B. discrimination

 

C. seniority system

D. race norming

 

6) Thousands of equal-pay suits
have been filed, predominantly by ___________ since the Equal Pay Act of 1963
was passed

A. women

 

B. African Americans

C. the elderly

D. Americans with disabilities

 

7) Which of the following
observations is correct?

A. Diversity is problem focused, and
affirmative action is opportunity focused

 

B. Diversity is government
initiated, and affirmative action is voluntary

 

C. Diversity is proactive, and
affirmative action is reactive

 

D. Diversity is quantitative, and
affirmative action is qualitative

 

 

8) Which of the following would
you associate with managing diversity?

 

A. Government initiated

 

B. Assumes integration

 

C. Internally focused

D. Quantitative

9) “To be the world’s best
quick-service restaurant” is an example of what?

A. Organizational charter

B. Standard operating procedure

 

C. Code of ethics

 

D. Vision statement

 

 

10) _________ is a job analysis
method that lists tasks or behaviors and involves workers rating each task or
behavior in terms of whether or not it is performed. If the task is performed,
workers also rate the frequency, importance, level of difficulty, and
relationship to overall performance

A. Job performance

B. Structured questionnaires

 

C. Interviews

 

D. Critical incidents

 

11) Recruitment begins by
specifying _____, which are the typical results of job analysis and workforce
planning activities

A. human resource requirements

 

B. strategic imperatives

 

C. succession plans

 

D. affirmative action candidates

 

12) The step following
recruitment is _____, which is basically a rapid, rough selection process

A. an orientation

B. an initial screening

C. a suspension

D. a workforce plan

 

13) During the _____ stage, it
is most important to select the managers who can develop stable management
systems to preserve the gains achieved during the embryonic stage

 

A. mature

B. high-growth

C. aging

D. embryonic

 

14) Increasing an individual’s
employability outside the company simultaneously increases his or her job
security and desire to stay with the current employer. What is this known as?

A. Training paradox

B. Pygmalion effect

C. Distributed practice

 

D. Massed practice

15) Which is a characteristic
of the most effective training practices?

 

A. Training starts at the bottom of
the organization

B. Training is part of the corporate
culture

C. Training is evaluated by checking
participant reactions

D. Little time is spent assessing
training needs

 

16) Which analysis is helpful
in determining the special needs of a particular group, such as older workers,
women, or managers at different levels?

A. Individual

B. Operations

 

C. Demographic

D. Organization

 

17) Providing adequate
resources to get a job done right and on time, and paying careful attention to
selecting employees, are parts of

A. employee welfare

B. grievance management

C. performance appraisal

 

D. performance facilitation

 

 

 

18) This can be thought of as a
compass that indicates a person’s actual direction as well as a person’s
desired direction.

A. Management by objectives

B. Forced distribution

C. Central tendency

D. Performance management

 

19) What would you call a
meeting that is typically done once a year to identify and discuss job-relevant
strengths and weaknesses of individuals or work teams?

A. performance appraisal

B. performance facilitation

C. performance encouragement

D. performance standard

 

20) When managing careers, what
should organizations do?

A. Plan for shorter employment
relationships

 

B. Focus primarily on employee needs
and aspirations

 

C. Allow employees to structure work
assignments

 

D. Focus on and recognize career
stages that employees go through

 

21) A sequence of positions
occupied by a person during the course of a lifetime is characteristic of what
type of career?

A. Subjective

 

B. Objective

C. Specific

D. General

 

22) In the new world of career
management, the primary goal is to provide which of the following for
employees?

A. Rising aspirations

B. Executive ranking

C. Psychological success

 

D. Time off when they need it

 

23) At a broad level, _____
includes anything an employee values and desires that an employer is able and
willing to offer in exchange for employee contributions

 

A. a competency-based pay system

B. an employee stock ownership plan

C. an organizational reward system

D. a merit-pay method

 

 

24) This benefit, tied mostly
to profitability and promising better job security, but not guaranteeing it, is
at the center of the evolving bonus system

A. Contribution-based pay

B. Competency-based pay

C. Skill-based pay

D. Flexible pay

 

25) Financial rewards include
direct payments plus indirect payments in the form of what?

A. Individual equity

B. Corporate compensation

C. Spot awards

D. Employee benefits

26) Which law offers full
coverage for retirees, dependent survivors, and disabled persons insured by 40
quarters of payroll taxes on their past earnings or earnings of heads of
households?

 

A. Federal Unemployment Tax Act

B. Social Security Act

C. Workers’ compensation

 

D. Employee Retirement Income
Security Act

 

 

 

27) Plans are known as _____
when the employees share in the cost of the premiums

A. share-based

B. contributory

C. distributive

D. peer participating

 

28) Which type of justice
refers to the quality of interpersonal treatment that employees receive in
their everyday work?

A. Interactional

B. Informational

C. Distributive

D. Blind

29) Procedural justice affects
citizenship behaviors by influencing employees’ perceptions of _____, the
extent to which the organization values employees’ general contributions and
cares for their well being.

A. due process

B. management accessibility

 

C. indirect compensation

 

D. organizational support

 

30) When companies discover
they can HRM 531 Final Exam communicate better with their customers through employees who are
similar to their customers, those companies then realize they have increased
their _____ diversity.

A.
primary

 

B. secondary

C. internal

D. external