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HRM 351 Final ExamANSWERS ARE HERE 1) Distrust, disrespect, and animosity pertain to which component of indirect costs associatedwith mismanaged organizational stress?A. Quality of work relationsB. Participation and membershipC. Performance on the jobD. Communication breakdowns2) Inventory shrinkages and accidents pertain to which component of direct costs associatedwith mismanaged organizational stress?A. Employee conflictB. Performance on the jobC. Loss of vitalityD. Communication breakdowns3) Thousands of equal-pay lawsuits have been filed, predominantly by ___________ since theEqual Pay Act of 1963 was passedA. womenB. African AmericansC. the elderlyD. Americans with disabilities4) What term refers to those actions appropriate to overcome the effects of past or presentpolicies, practices, or other barriers to equal employment opportunity?A. ReparationB. EmancipationC. DesegregationD. Affirmative action5) In the employment context, _______________ can be viewed broadly as giving an unfairadvantage or disadvantage to the members of a particular group in comparison with themembers of other groupsA. ethnocentrismB. discriminationC. seniority systemD. race norming6) Thousands of equal-pay suits have been filed, predominantly by ___________ since theEqual Pay Act of 1963 was passedA. womenB. African AmericansC. the elderlyD. Americans with disabilities7) Which of the following observations is correct?A. Diversity is problem focused, and affirmative action is opportunity focusedB. Diversity is government initiated, and affirmative action is voluntaryC. Diversity is proactive, and affirmative action is reactiveD. Diversity is quantitative, and affirmative action is qualitative
8) Which of the following would you associate with managing diversity?A. Government initiatedB. Assumes integrationC. Internally focusedD. Quantitative9) "To be the worlds best quick-service restaurant" is an example of what?A. Organizational charterB. Standard operating procedureC. Code of ethicsD. Vision statement10) _________ is a job analysis method that lists tasks or behaviors and involves workers ratingeach 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 overallperformanceA. Job performanceB. Structured questionnairesC. InterviewsD. Critical incidents11) Recruitment begins by specifying _____, which are the typical results of job analysis andworkforce planning activitiesA. human resource requirementsB. strategic imperativesC. succession plansD. affirmative action candidates12) The step following recruitment is _____, which is basically a rapid, rough selection processA. an orientationB. an initial screeningC. a suspensionD. a workforce plan13) During the _____ stage, it is most important to select the managers who can develop stablemanagement systems to preserve the gains achieved during the embryonic stageA. matureB. high-growthC. agingD. embryonic14) Increasing an individuals employability outside the company simultaneously increases hisor her job security and desire to stay with the current employer. What is this known as?A. Training paradoxB. Pygmalion effectC. Distributed practiceD. Massed practice15) Which is a characteristic of the most effective training practices?A. Training starts at the bottom of the organizationB. Training is part of the corporate cultureC. Training is evaluated by checking participant reactionsD. Little time is spent assessing training needs16) Which analysis is helpful in determining the special needs of a particular group, such asolder workers, women, or managers at different levels?
A. IndividualB. OperationsC. DemographicD. Organization17) Providing adequate resources to get a job done right and on time, and paying carefulattention to selecting employees, are parts ofA. employee welfareB. grievance managementC. performance appraisalD. performance facilitation18) This can be thought of as a compass that indicates a persons actual direction as well as apersons desired direction.A. Management by objectivesB. Forced distributionC. Central tendencyD. Performance management19) 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 appraisalB. performance facilitationC. performance encouragementD. performance standard20) When managing careers, what should organizations do?A. Plan for shorter employment relationshipsB. Focus primarily on employee needs and aspirationsC. Allow employees to structure work assignmentsD. Focus on and recognize career stages that employees go through21) A sequence of positions occupied by a person during the course of a lifetime ischaracteristic of what type of career?A. SubjectiveB. ObjectiveC. SpecificD. General22) In the new world of career management, the primary goal is to provide which of the followingfor employees?A. Rising aspirationsB. Executive rankingC. Psychological successD. Time off when they need it23) At a broad level, _____ includes anything an employee values and desires that an employeris able and willing to offer in exchange for employee contributionsA. a competency-based pay systemB. an employee stock ownership planC. an organizational reward systemD. a merit-pay method24) This benefit, tied mostly to profitability and promising better job security, but notguaranteeing it, is at the center of the evolving bonus systemA. Contribution-based payB. Competency-based pay
C. Skill-based payD. Flexible pay25) Financial rewards include direct payments plus indirect payments in the form of what?A. Individual equityB. Corporate compensationC. Spot awardsD. Employee benefits26) Which law offers full coverage for retirees, dependent survivors, and disabled personsinsured by 40 quarters of payroll taxes on their past earnings or earnings of heads ofhouseholds?A. Federal Unemployment Tax ActB. Social Security ActC. Workers compensationD. Employee Retirement Income Security Act27) Plans are known as _____ when the employees share in the cost of the premiumsA. share-basedB. contributoryC. distributiveD. peer participating28) Which type of justice refers to the quality of interpersonal treatment that employees receivein their everyday work?A. InteractionalB. InformationalC. DistributiveD. Blind29) Procedural justice affects citizenship behaviors by influencing employees perceptions of_____, the extent to which the organization values employees’ general contributions and caresfor their well being.A. due processB. management accessibilityC. indirect compensationD. organizational support30) When companies discover they can communicate better with their customers throughemployees who are similar to their customers, those companies then realize they haveincreased their _____ diversity.A. primaryB. secondaryC. internalD. external