This document contains 30 multiple choice questions from an HRM 351 final exam, along with the questions and answer options. The questions cover topics like the components of costs associated with organizational stress, equal pay lawsuits, managing diversity, affirmative action, job analysis methods, recruitment, training practices, career management, rewards systems, benefits like social security, types of justice in the workplace, and diversity in companies.

1. HRM 351 FINAL EXAM
30/30 Questions with Answers
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

2. 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

3. 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

4. 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 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