Which of the following is an advantage of a structured interview?
It allows an interviewer to ask any question, including non-job-related questions.
It does not require the questions to be prepared in advance before the interview takes place.
It reduces the chances that interviewers will ask questions about topics that violate employment laws.
It allows an interviewer to probe into missing information uncovered during the unstructured portion of the
interview.
It reduces the chances that interviewers will ask questions about topics that violate employment laws.
Which of the following is true of the Occupational Safety and Health Act [OSHA]?
It permits workers to take up to twelve weeks of unpaid leave for pregnancy and/or birth of a new child, adoption or foster care of a new child; illness of an immediate family member; or personal medical
leave.
It guarantees employees the right to form and join unions of their own choosing.
It requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
It prohibits discrimination on the basis of physical or mental disabilities.
It requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
Mary's company trained her to perform managerial functions, formulate innovative strategies, and also solve technical issues. Given this information, it is likely that Mary's company provided her _____.
diversity training
decision-making training
interpersonal skills training
cross-training
cross-training
Which of the following statements is true of organizational plurality?
All members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves.
Some members are treated as superior to others based on their ethnicity.
The individuality of each member is viewed by segmenting or polarizing people on the basis of their membership in a particular group.
The members of minority groups are denied from advancing to the
top jobs in organizations.
All members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves.
Agreeableness is the degree to which someone is _____.
resolute and has a problem-solving attitude
curious
flexible and forgiving
thorough, persevering, and achievement oriented
flexible and forgiving
In the context of pay-structure decisions, which of the following is a difference between hierarchical pay structures and compressed pay structures?
Unlike hierarchical pay structures, in compressed pay structures, there are big differences from one pay level to another.
Unlike hierarchical pay structures, the basic idea behind compressed pay structures is that large differences in pay between jobs should motivate people to work
harder to obtain those higher-paying jobs.
Unlike hierarchical pay structures, in compressed pay structures, pay is more dispersed and varied across jobs in a company.
Unlike hierarchical pay structures, the basic idea behind compressed pay structures is that similar pay levels should lead to higher levels of cooperation and better group and team performance.
Unlike hierarchical pay structures, the basic idea behind compressed pay structures is that similar pay levels should lead to higher levels of cooperation and better group and team performance.
Which of the following statements is true of a work team?
In a work team, top management is responsible for organizational outcomes and performance.
In a work team, each member of the team pursues different goals.
A work team consists of a small number of people with complementary skills.
A work team usually restricts minority
domination.
A work team consists of a small number of people with complementary skills.
Which of the following is an advantage of cross-training?
It suppresses the skills and knowledge of an organization's competitors.
It increases the external pool of resources for recruitment.
It reduces training expenses for an organization.
It allows a team to function normally even in the absence of a
member.
It allows a team to function normally even in the absence of a member.
In the context of work teams, which of the following increases employee job satisfaction?
Working under an autocratic leadership
Being trained to meet the needs of specific customers
Taking direct responsibility for the quality of a company's products
Being involved in decision-making processes
Being involved in decision-making processes
Which of the following is a disadvantage of work teams?
Lack of transparency
Initially high turnover
Inefficient product development
Lack of participation in group decision making
Initially high turnover
Social loafing occurs when:
team members feel intense pressure to not disagree with
each other so that the team can approve a proposed solution.
workers develop healthy interpersonal relationships with other team members.
workers complete the assigned tasks and feel obligated to socialize with other team members.
team members withhold their efforts and fail to perform their share of the work.
team members withhold their efforts and fail to perform their share of the work.
Which of the following statements is true of groupthink?
It leads to consideration of a limited number of alternative solutions.
It increases conflicts among group members.
It encourages discussion of issues from multiple perspectives.
It usually results in good decisions.
It leads to consideration of a limited number of alternative solutions.
Which of the following is most likely a result of minority domination?
Team members withhold their efforts and fail to perform their share of the work.
Team members feel intense pressure not to disagree with each other.
Team members do not feel accountable for the decision and actions taken by their teams.
Team members do not share their views in fear of being criticized.
Team members do not feel accountable for the decision and actions taken by their teams.
_____ is the degree to which workers in a team have the discretion, freedom, and independence to decide how and when to accomplish their jobs.
Synergy
Cohesiveness
Groupthink
Autonomy
Autonomy
In the context of the different kinds of teams, which of the following is a difference between traditional work groups and self-designing teams?
Traditional work groups have the least autonomy, whereas
self-designing teams have the most autonomy.
Traditional work groups can provide advice to management and have the authority to make decisions, whereas self-designing teams can only provide advice and suggestions to management.
Unlike self-designing teams, traditional work groups can control and change the memberships of the teams.
Unlike self-designing teams, traditional work groups can manage and control all of the major tasks directly related to production of a product without first
getting approval from management.
Traditional work groups have the least autonomy, whereas self-designing teams have the most autonomy.
Traditional work groups are different from self-managing teams in that team members:
manage and control all of the major tasks directly related to production.
have the freedom to make suggestions to management.
do not have direct responsibility or control over their
work.
do not have the authority to change the design of their teams.
do not have direct responsibility or control over their work.
In the context of autonomy, which of the following is a similarity between traditional work groups and employee involvement teams?
Both lack the authority to make decisions related to the major tasks required to produce a product or service.
Both control all of the major
tasks directly related to production.
Both lack the right to provide advice or make suggestions to management.
Both can control and change the design of the teams themselves.
Both lack the authority to make decisions related to the major tasks required to produce a product or service.
In the context of autonomy, unlike semi-autonomous work groups, employee involvement teams:
control all the major
tasks related to production.
lack the authority to make decisions.
can change the design of the tasks they perform.
have the power to change the design of the teams.
lack the authority to make decisions.
In the context of autonomy, which of the following is a similarity between employee involvement teams and semi-autonomous work groups?
Both have the authority to make decisions and solve
problems.
Both have the power to manage and control all of the major tasks related to production.
Both can change the design of the teams.
Both can provide advice or make suggestions to management.
Both can provide advice or make suggestions to management.
Self-managing teams are different from semi-autonomous work groups in that team members:
do not have the authority to make decisions.
can
control and change the design of the teams.
manage and control all of the major tasks directly related to production of a product without first getting approval from management.
can provide advice or make suggestions to management concerning specific issues such as plant safety, customer relations, or product quality.
manage and control all of the major tasks directly related to production of a product without first getting approval from management.
In the context of autonomy, which of the following is a similarity between self-managing teams and self-designing teams?
Both have the authority to change the design of the teams and the tasks they do.
Both can manage and control all of the major tasks directly related to production of a product.
Both need the approval of management before making any changes.
Both can choose the types of projects they want and select their
own team members.
Both can manage and control all of the major tasks directly related to production of a product.
In the context of autonomy, unlike self-managing teams, self-designing teams:
can provide advice and suggestions to management.
can manage all of the major tasks directly related to production of a product.
can control and change the memberships of the teams.
can work without first
getting approval from management.
can control and change the memberships of the teams.
Which of the following has the most autonomy in the autonomy continuum?
Semi-autonomous work groups
Self-designing teams
Employee involvement teams
Traditional work groups
Self-designing teams
Which of the following is true of employee involvement teams?
They manage and control all the major tasks directly without getting approval from management.
They offer advice and suggestions to management concerning specific issues.
They are intentionally composed of employees from different functional areas of the organization.
They hold authority to permit the team members of a company to make decisions and change the designs of teams.
They offer advice and suggestions to management concerning specific issues.
Which of the following is a difference between employee involvement teams and semi-autonomous work groups?
Members of employee involvement teams can change the designs of teams, whereas members of semi-autonomous groups cannot change the designs of teams.
Employee involvement teams do not have the authority to make decisions, whereas semi-autonomous groups have the authority to make decisions.
Employee
involvement teams provide advice and suggestions to management, whereas semi-autonomous groups do not have the authority to give advice and suggestions to management.
Members of employee involvement teams are selected based on their experience, whereas members of semi-autonomous groups are selected based on their expertise.
Employee involvement teams do not have the authority to make decisions, whereas semi-autonomous groups have the authority to make decisions.
Which of the following statements is true of members of self-managing teams?
They handle and control all of the major tasks directly related to production of a product or service without first getting approval from management.
They offer advice and suggestions to management concerning specific issues, but they do not have the authority to make decisions.
They are responsible for doing the work or executing a task, but they do not
have direct responsibility or control over their work.
They can control and change the design of the teams themselves, the tasks they do and how and when they do them, and the membership of the teams.
They handle and control all of the major tasks directly related to production of a product or service without first getting approval from management.
Which of the following statements is true of self-designing teams?
They require management approval to perform a task.
They control work tasks and team membership.
They are also known as self-managing teams.
They have less autonomy than employee involvement teams.
They control work tasks and team membership.
Identify a true statement about cross-functional teams.
They can only be used with part-time or temporary team assignments.
They
generate less ideas and alternative solutions than traditional teams.
They are intentionally composed of employees from different departments of an organization.
They usually attack problems from one perspective.
They are intentionally composed of employees from different departments of an organization.
The best employees from the finance, research and development, marketing, and production departments of a company formed a team to formulate strategies to help the company deal with a financial crisis. The members identified all the problem areas in their respective departments and put forward unanimous solutions to resolve the issues. This team is an example of a[n] _____.
cross-functional team
department team
traditional work group
employee involvement team
cross-functional team
Which of the following statements is true of members of virtual teams?
They often meet face-to-face to discuss business strategies.
They are usually located in a single geographic area.
They use email and videoconferencing for business communication.
They are essentially part of temporary teams.
They use email and videoconferencing for business communication.
Which of the following is a drawback of virtual teams?
They are highly rigid because of organizationally dispersed team members.
They make communication difficult among team members because of a lack of means of communication.
They often suffer from a lack of understanding regarding the team's purpose.
They lack variety in team composition.
They often suffer from a lack of understanding regarding the team's purpose.
A[n] _____ is created to complete specific, one-time tasks within a limited time.
project team
traditional work group
employee involvement team
functional team
project team
Which of the following is an advantage of project teams?
They give full autonomy to team members.
They offer permanent membership.
They allow employees to work remotely.
They reduce communication barriers.
They reduce communication barriers.
A team of scientists is assembled to conduct research on a new source of renewable energy. Research and development will continue for one year after which the team will be disbanded. This team is an example of a[n] _____.
self-designing team
advisory team
project team
virtual team
project team
A team of engineers and architects has been formed to work on the construction of a bridge. The team will work together on-site till the construction of the bridge is complete. Thereafter, it will be dissolved. This team is an example of a[n] _____.
self-designing team
advisory team
project team
virtual team
project team
Which of the following statements is true of team norms?
They allow flexibility in terms of job
performance, absenteeism, and safety.
They regulate the everyday actions that allow teams to function effectively.
They indicate the extent to which team members are attracted to a team.
They are rules that are formally signed and agreed upon by team members.
They regulate the everyday actions that allow teams to function effectively.
Identify a true statement about team norms.
They often allow
flexibility in terms of job performance.
They are rules that are formally signed and agreed upon by team members.
They often lead to stronger organizational commitment.
They indicate the extent to which team members are attracted to a team.
They often lead to stronger organizational commitment.
Which of the following is true of the right team size for good performance?
A team must be small enough
to encourage minority domination.
A team must be small in order to gain the advantages of team decision making.
A team must be large so that the team can be splintered into smaller subgroups.
A team must be large enough to take advantage of team members' diverse skills and knowledge.
A team must be large enough to take advantage of team members' diverse skills and knowledge.
Which of the following signs indicates that a team's size needs to be changed?
If the team members have varied functional expertise
If employee turnover is low
If a few members dominate the team
If the team members have diverse perspectives
If a few members dominate the team
In the context of team conflict, unlike affective conflict, cognitive conflict:
focuses on the emotional reactions that can occur when
disagreements become personal rather than professional.
is strongly associated with improvements in team performance.
often results in hostility, anger, resentment, distrust, cynicism, and apathy.
is associated with decreases in team performance.
is strongly associated with improvements in team performance.
Which of the following is a characteristic of cognitive conflict?
Reconciliation
Resentment
Cynicism
Hostility
Reconciliation
Unlike cognitive conflict, affective conflict:
undermines team performance by preventing teams from engaging in the kinds of activities that are critical to team effectiveness.
is characterized by a willingness to examine, compare, and reconcile differences to produce the best possible solution.
increases the satisfaction of team members, leads to cordiality between coworkers, and
increases team cohesiveness.
involves emotional reactions that occur when disagreements between coworkers are professional rather than personal.
undermines team performance by preventing teams from engaging in the kinds of activities that are critical to team effectiveness.
In which of the following ways can teams have healthy conflicts?
By imposing a consensus to resolve issues
By establishing
individual goals
By using limited and subjective data
By focusing on issues rather than personalities
By focusing on issues rather than personalities
_____ is the stage of team development when team members jockey for position and try to establish a favorable role for themselves on the team.
Storming
Norming
Performing
Forming
Storming
During the norming stage of team development, team members:
are likely to disagree about what the group should do.
try to establish a favorable role for themselves on the team.
begin to settle into their roles as team members.
meet each other for the first time.
begin to settle into their roles as team members.
In the _____ stage of team development, team members often become intensely loyal to one another and feel mutual accountability for team successes and failures.
storming
performing
forming
norming
performing
Which of the following is necessary for stretch goals to effectively motivate teams?
Teams must be empowered with control of resources, such as budgets, workspaces, and computers.
Teams must include employees from a single functional
area.
Teams must go through the process of multilevel reviews and sign-offs to get management approval before making changes.
Teams must have a low degree of autonomy over how they achieve their goals.
Teams must be empowered with control of resources, such as budgets, workspaces, and computers.
_____ means that teams no longer have to go through the frustratingly slow process of multilevel reviews and sign-offs to get management approval before making changes.
Social loafing
Bureaucratic immunity
Structural accommodation
Minority domination
Bureaucratic immunity
_____ represents the variances or differences in ability, experience, personality, or any other factor on a team.
Team equity
Team autonomy
Team synergy
Team diversity
Team diversity
Which of the following statements is true of team compensation?
Skill-based pay works best in relatively stable environments where employees can focus on improving productivity, cost savings, or quality.
Nonfinancial awards tend to be most effective when teams or team-based interventions are first introduced.
Gainsharing is most effective for self-managing and self-directing teams performing complex tasks.
Gainsharing programs
are especially effective when coupled with management recognition, such as awards, certificates, and praise.
Nonfinancial awards tend to be most effective when teams or team-based interventions are first introduced.
Rewards that depend on team performance rather than individual performance are the key to rewarding team behaviors and efforts.
True
In the storming stage of team development, team members will have accepted team goals, be operating as a unit, and, as indicated by the increase in performance, be working together effectively.
False
If employees can work effectively on their own, they can always work effectively in teams.
False
Cross-training is less appropriate for teams of highly skilled workers.
True
Gainsharing works best in unstable environments where employees are required to learn additional skills or knowledge.
False
Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?
The Civil Rights Act of 1991
The Uniformed Services Employment and Reemployment Rights Act of 1994
The Equal Pay Act of 1963
The Fair Labor Standards Act of 1938
The Civil Rights Act of 1991
Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?
Equal rights
Disparate treatment
Unbiased recruitment
Opportunistic behavior
Unbiased recruitment
Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?
A company's hiring policies dictated that only 10% of the employees in the company can be
women.
The women in a company were given responsibilities equal to that of men but were paid lower salaries than men.
Sixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
The chief executive officer of an American company blatantly refused to employ an African American although he had an excellent academic record and was also the best performer in the
interview.
Sixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?
Unlike adverse impact, disparate treatment can be calculated by dividing the
decision rate for a protected group of people by the decision rate for a nonprotected group.
Unlike disparate impact, adverse impact is unintentional discrimination.
Violation of the four-fifths rule is not an automatic indication of disparate treatment, whereas violation of the four-fifths rule is an automatic indication of adverse impact.
Disparate treatment occurs when members of an ethnic group are harmed because they are hired or promoted at substantially lower rates than others,
whereas adverse impact occurs when people are not given the same hiring opportunities as other employees because of their race and age.
Unlike disparate impact, adverse impact is unintentional discrimination.
Which of the following is a difference between a quid pro quo case and a case of hostile work environment?
A quid pro quo case deals with the sexual harassment of male employees, whereas a case of
hostile work environment deals with the sexual harassment of female employees.
A quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
In a quid pro quo case, discrimination is intentional, whereas in a case of hostile work environment, discrimination is unintentional.
In a quid pro quo case, an individual submits to sexual harassment, whereas in a hostile work environment case, an individual resists sexual
harassment.
A quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
_____ is the process of developing a pool of qualified job applicants.
Brainstorming
Recruiting
Forecasting
Downsizing
Recruiting
In the context of recruiting, which of the following kinds of information can be gathered by job analysis?
The knowledge, skills, and abilities needed to perform a particular task
Personal characteristics of the existing employees in an organization
Confidential data of a client
The list of shareholders involved in a particular project
The knowledge, skills, and abilities needed to perform a particular task
Job specifications can be defined as:
a set of procedures for advertising job openings within a company to existing employees.
written descriptions of the basic responsibilities required of an employee holding a particular job.
planned sequences of jobs through which employees may advance within an organization.
a written summary of the qualifications needed to successfully perform a particular job.
a written summary of the qualifications needed to successfully perform a particular job.
_____ helps a company meet the legal requirement that its human resource decisions be job related.
Job rotation
A job description
Job enrichment
A job posting
A job description
Which of the following is true of internal recruiting?
It involves organizing career conferences and job fairs.
It includes employee referrals and
walk-ins.
It increases recruitment start-up time and costs.
It improves employee commitment and morale.
It improves employee commitment and morale.
Which of the following defines job posting?
It is a planned sequence of jobs through which employees may advance within an organization.
It is a procedure for advertising job openings within a company to existing employees.
It is a written
description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.
It is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
It is a procedure for advertising job openings within a company to existing employees.
_____ is a planned sequence of jobs through which employees may advance within an organization.
Job design
A process map
A career path
Job posting
A career path
Which of the following is an external recruitment method?
Promotion
Job postings
Transfer
Walk-ins
Walk-ins
Which of the following is a difference between internal recruiting and external recruiting?
Unlike external recruiting,
internal recruiting increases recruitment start-up time and costs.
Internal recruitment methods include employee referrals and walk-ins, whereas external recruitment methods include job posting and career paths.
Unlike external recruiting, internal recruiting involves hiring passive candidates.
Internal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company.
Internal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company.
In the context of recruitment, which of the following best defines validation?
It is the process of developing a pool of qualified job applicants from people who already work in a company.
It is the process of assessing how well employees are doing their jobs.
It is the process of determining how
well a selection test or procedure predicts future job performance.
It is the process of identifying and prioritizing the learning needs of employees.
It is the process of determining how well a selection test or procedure predicts future job performance.
It is a violation to ask a female applicant for her _____ in a job application form.
maiden name
educational history
work
experience
address
maiden name
_____ measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude.
Specific ability tests
Performance tests
Work sample tests
Cognitive ability tests
Cognitive ability tests
In the context of selection tests, which of the following is a difference between specific ability tests and work sample tests?
Unlike specific ability tests, work sample tests measure the extent to which an applicant possesses
different kinds of job-related behavioral dimensions.
Specific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job.
Unlike work sample tests, specific ability tests directly
measure job applicants' capability to do a job.
Specific ability tests are also called performance tests, whereas work sample tests are also called aptitude tests.
Specific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job.
_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.
Forecasting
Training
Screening
Brainstorming
Training
In the context of training methods, which of the following is a difference between on-the-job training and role-playing?
In on-the-job training, top-level managers give informal advice and suggestions to trainees, whereas in role-playing,
mentors guide trainees through live tasks.
On-the-job training requires organizations to hire skilled trainers, whereas role-playing does not involve trainers.
In on-the-job training, trainees learn by watching experienced employees perform their job and eventually by working alongside the experienced employees, whereas in role-playing, trainees practice new behaviors by acting out what they would do in job-related situations.
On-the-job training is specifically used when the training
objective is to develop analytical and personality skills, whereas role-playing is usually used when the training objective is to impart knowledge to trainees.
In on-the-job training, trainees learn by watching experienced employees perform their job and eventually by working alongside the experienced employees, whereas in role-playing, trainees practice new behaviors by acting out what they would do in job-related situations.
Which of the following is a purpose of performance appraisals of employees?
Increasing the number of human resources
Evaluating human resource programs
Providing learning opportunities to employees
Promoting interaction among employees
Evaluating human resource programs
In the process of performance appraisal, _____ occurs when assessors rate all workers as average.
halo
error
central tendency error
similar-to-me error
leniency error
central tendency error
Identify a difference between central tendency error and leniency error.
Central tendency error occurs when assessors rate all workers as performing below expectations, whereas leniency error occurs when assessors rate all workers as performing above expectations.
Central tendency error occurs when assessors
rate all workers as average, whereas leniency error occurs when assessors rate all workers as performing particularly well.
Central tendency error is a performance rating error, whereas leniency error is a selection error.
Central tendency error is also known as horns error, whereas leniency error is also known as halo error.
Central tendency error occurs when assessors rate all workers as average, whereas leniency error occurs when assessors rate all workers as performing particularly well.
In the context of measuring job performance of employees, identify a subjective performance measure.
Customer complaints
Sales
Rejection rates
Graphic rating scales
Graphic rating scales
In the context of performance appraisal, which of the following is true of developmental feedback?
It is designed to
improve future performance.
It is a reward for past performance.
It is also known as administrative feedback.
It requires the managers giving feedback to act as judges.
It is designed to improve future performance.
In the context of performance appraisal, which of the following is a difference between developmental feedback and administrative feedback?
Developmental feedback is used as a reward
for past performance, whereas administrative feedback is designed to improve future performance.
During developmental feedback, employees are defensive and closed to feedback, whereas during administrative feedback, employees are typically open and receptive to feedback.
Managers are evaluative during developmental feedback, whereas managers are encouraging during administrative feedback.
Managers act as coaches when they give developmental feedback, whereas managers act as judges when
they give administrative feedback.
Managers act as coaches when they give developmental feedback, whereas managers act as judges when they give administrative feedback.
_____ includes both the financial and nonfinancial rewards that organizations give employees in exchange for their work.
Compensation
Synergy
Goodwill
Insurance
Compensation
The top management of a company decided to lay off about 20 percent of its employees to cope with the financial loss the company incurred over the year. This scenario is an example of _____.
job embeddedness
involuntary separation
functional turnover
reverse discrimination
involuntary separation
Companies use early retirement incentive programs [ERIPs] to:
increase
the number of experienced employees.
create job opportunities for people inside the organization.
add new job positions after employees retire.
replace high-paid, less-experienced employees with lower-paid, more experienced employees.
create job opportunities for people inside the organization.
_____ is the planned elimination of jobs in a company.
Retirement
Offshoring
Validation
Downsizing
Downsizing
Which of the following statements is true of phased retirement?
It increases the hiring and training costs incurred by companies.
Employees can no longer avail any of the benefits they would otherwise receive when working full time.
It allows companies to retain experienced, valuable workers.
Employees are provided legal reasoning and a huge compensation to voluntarily retire before the
retirement age.
It allows companies to retain experienced, valuable workers.
Which of the following statements is true of employee turnover?
The top management of a company prefers dysfunctional turnover to functional turnover.
One of the best ways to influence functional and dysfunctional turnover is to link pay directly to performance.
Functional turnover is the loss of high-performing employees
who voluntarily choose to leave a company.
Dysfunctional turnover gives an organization a chance to replace poor performers with better workers.
One of the best ways to influence functional and dysfunctional turnover is to link pay directly to performance.
The Fair Labor Standards Act of 1938 is a major federal employment law.
True
Laws and regulations governing safety standards regulate the interaction between management and labor unions.
False
Adverse impact is intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs.
False
The first selection devices that most job applicants encounter when they seek a job are application forms and résumés.
True
Managers should verify the information collected via résumés and application forms by comparing it with additional information collected during interviews and other stages of the selection process.
True
Employment references include the names of previous employers or coworkers of an applicant.
True
In unstructured interviews, interviewers ask only for important, job-related information.
False
Coaching and mentoring are helpful for reinforcing other kinds of training and for trainees who benefit from support and personal encouragement.
True
In the context of job performance, customer complaints are an objective performance measure.
True
When managers give administrative feedback, they are acting as coaches.
False
Job evaluation determines the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.
True
Downsizing is the loss of employees who voluntarily choose to leave a company.
False
Companies use early retirement incentive programs [ERIPs] to increase the number of employees in an organization.
False
A disadvantage of phased retirement is that it increases a company's hiring and training costs.
False
Dysfunctional turnover is the loss of poor-performing employees who choose to leave an organization.
False
The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.
heteronormativity
attrition
diversity
amalgamation
diversity
The purpose of _____ is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.
the balanced scorecard
affirmative action programs
employee assistance programs
a
social integration plan
affirmative action programs
Unlike affirmative action, diversity:
is basically a punitive approach to create a positive work environment.
can exist even if organizations do not take purposeful steps to create it.
is required by law for private employers with fifty or more employees.
focuses on creating employment opportunities for minorities and women.
can exist even if organizations do not take purposeful steps to create it.
A difference between workplace diversity and affirmative action is that:
unlike diversity programs, organizations that pursue affirmative action programs do so voluntarily.
organizations cannot achieve diversity without affirmative action, whereas affirmative action can take place without diversity.
affirmative action guarantees diversity,
whereas diversity does not guarantee affirmative action.
affirmative action is required by law for private employers with fifty or more employees, whereas diversity is not.
affirmative action is required by law for private employers with fifty or more employees, whereas diversity is not.
One of the ways in which affirmative action differs from workplace diversity is that:
the Equal Employment
Opportunity Commission oversees the enforcement of affirmative action, whereas there is no federal law or agency to oversee diversity.
diversity originated with Executive Order 11246, whereas an affirmative action is related to the 1964 Civil Rights Act.
the purpose of affirmative action is to create a positive work environment, whereas the purpose of diversity is to compensate for past discrimination.
affirmative action guarantees diversity, whereas diversity does not guarantee
affirmative action.
the Equal Employment Opportunity Commission oversees the enforcement of affirmative action, whereas there is no federal law or agency to oversee diversity.
Which of the following is a difference between a diversity program and an affirmative action program?
A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an
affirmative action program aims at compensating for past discrimination.
A diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not.
A diversity program punishes companies for not achieving specific sex and race ratios in their workforces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.
A diversity
program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences.
A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination.
Organizations that fail to uphold affirmative action laws may be required to:
give a share of their common stock to individuals against whom discrimination takes place.
layoff all existing employees and hire new employees based on the guidelines provided by the 1964 Civil Rights Act.
suspend business operations for a period of two consecutive days.
hire, promote, or give back pay to those not hired or promoted.
hire, promote, or give back pay to those not hired or promoted.
Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?
A validation program
An appraisal program
A diversity program
An affirmative action program
A diversity program
A setback of affirmative action is that:
those benefitting from affirmative action begin to experience self-doubts about their competence and merit.
people who are the subject of affirmative action are viewed as being more qualified than they actually are.
women and minorities usually feel deprived.
employees start to overpower the management.
those benefitting from affirmative action begin to experience self-doubts about their competence and merit.
Which of the following is true of diversity?
It curbs business growth.
It often leads to expensive lawsuits.
It increases employee turnover.
It decreases absenteeism.
It decreases absenteeism.
Diversity drives business growth by:
attracting different customers and
markets.
reinforcing affirmative action.
weakening business monopoly.
decreasing competition in the industry.
attracting different customers and markets.
Unlike surface-level diversity, deep-level diversity consists of differences that are:
objective and typically unchangeable.
learned only through extended interaction with others.
easy to measure.
used to form initial impressions and
categorizations of coworkers.
learned only through extended interaction with others.
easy to measure.
Unlike deep-level diversity, surface-level diversity:
is exemplified by personality differences, attitudes, beliefs, and values.
consists of differences that are learned through extended interaction with others.
is communicated through verbal and nonverbal behaviors.
consists of differences
that are easy to measure.
consists of differences that are easy to measure.
Which of the following is a difference between surface-level diversity and deep-level diversity?
Surface-level diversity can only be perceived by a few, whereas deep-level diversity can be perceived by almost everyone.
Surface-level diversity consists of differences that are typically changeable, whereas deep-level diversity
consists of differences that are typically unchangeable.
Knowledge of deep-level diversity gives way to the better understanding of surface-level diversity, whereas surface-level diversity is not helpful in understanding deep-level diversity.
Surface-level diversity is immediately observable, whereas deep-level diversity usually reveals itself at a later stage.
Surface-level diversity is immediately observable, whereas deep-level diversity usually reveals itself at a later stage.
If managed properly, the shift from surface- to deep-level diversity can accomplish two things:
gender-based discretion and openness to experience.
openness to experience and the glass ceiling effect.
reduction in prejudice and social integration.
social integration and an ethnocentric work environment.
reduction in prejudice and social integration.
It is commonly believed that older workers:
are bad at judging situations.
are more likely to show up late.
are more likely to switch jobs.
are less productive.
are less productive.
Which of the following is true of older workers?
They are more likely to be careful about the quality of their work.
They are more likely to switch jobs.
They are more likely
to be absent because of health issues.
They are more likely to engage in workplace aggression.
They are more likely to be careful about the quality of their work.
In the context of age discrimination, unlike younger workers, older workers:
care less about the quality of their work.
are more likely to consume alcohol at work.
are less likely to quit or show up late to work.
tend to engage more
in workplace aggression.
are less likely to quit or show up late to work.
Which of the following is a difference between the older workers and the younger workers of a company?
Unlike older workers, younger workers are more likely to help others at work.
Unlike older workers, younger workers exhibit more concern about the quality of their work.
Unlike younger workers, older workers are more likely to
be involved in accidents.
Unlike younger workers, older workers tend to show better judgement.
Unlike younger workers, older workers tend to show better judgement.
Which of the following steps should companies take to reduce age discrimination?
They should train recruiters to make hiring decisions on the basis of candidates' age.
They need to ensure that younger workers have slow interaction with
older workers.
They need to monitor the extent to which older workers receive training.
They should refrain from recruiting baby boomers.
They need to monitor the extent to which older workers receive training.
One of the ways for companies to reduce age discrimination in the workplace is to:
minimize the extent to which younger employees receive training.
eliminate all early retirement schemes
prevalent in the company.
ensure that younger and older workers interact with each other.
offer golden parachutes to older workers.
ensure that younger and older workers interact with each other.
In the context of surface-level diversity, _____ occurs when people are treated differently because of their gender.
racial discrimination
sex discrimination
ethnic discrimination
genetic
discrimination
sex discrimination
Which of the following is true of the glass ceiling?
It is a barrier that prevents women from advancing to the top jobs in organizations.
It refers to the level of transparency between the external and internal stakeholders of an organization.
It is an invisible barrier that prevents communication between the top management and the lower-level employees of an
organization.
It refers to the phenomenon of men joining professions that were previously dominated by women.
It is a barrier that prevents women from advancing to the top jobs in organizations.
Which of the following is a significant factor behind the lack of women at top levels of management?
Women are more prone to illness and accidents.
Women are easily contended.
Women face sex
discrimination.
Women are less likely to be proactive in asserting themselves.
Women face sex discrimination.
Which of the following strategies should be used by companies to minimize sex discrimination?
Pairing promising female executives with senior executives for mentoring
Excluding women from male-dominated social activities
Employing more male managers to train and supervise female
employees
Creating work teams consisting of only female employees
Pairing promising female executives with senior executives for mentoring
Which of the following is a reason for smaller representation of minority groups in management positions?
Most companies implement affirmative action programs.
Most companies do not prefer hiring candidates of minority groups.
Members of minority groups
prioritize family values over career goals.
Members of minority groups are assumed to be not interested in learning new things.
Most companies do not prefer hiring candidates of minority groups.
_____ is a mental or physical impairment that substantially limits one or more major life activities.
A disposition
A disability
Redundancy
Competency
A disability
A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?
Racial discrimination
Disability discrimination
Age discrimination
Ethnicity discrimination
Disability discrimination
In which of the following ways can companies ensure that people with disabilities have the same opportunities as everyone else?
Recruiting disabled candidates at least for the entry-level jobs
Refraining from assigning additional responsibilities to disabled employees
Employing people with disabilities only for jobs that do not require movement
Providing reasonable workplace accommodations for disabled employees
Providing reasonable workplace accommodations for disabled employees
_____ gives workers with disabilities the tools they need to overcome their disabilities and is also an effective strategy to recruit, retain, and enhance the productivity of people with disabilities.
Machine learning
Integration sustenance
Assistive technology
Impulse system
Assistive technology
Recognizing deep-level diversity is important because it can:
result in less prejudice, discrimination,
and conflict in the workplace.
help in reinforcing dimensions of surface-level diversity.
help in forming initial impressions about others.
enable managers to focus on differences based on age, ethnicity, and physical capabilities.
result in less prejudice, discrimination, and conflict in the workplace.
In the context of deep-level diversity, a[n] _____ is the tendency to respond to situations and events in a predetermined manner.
disability
disposition
tribulation
intervention
disposition
In the context of deep-level diversity, _____ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes individuals different from each other.
ego
personality
veracity
integrity
personality
_____ is the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented.
Cordiality
Agreeableness
Extraversion
Conscientiousness
Conscientiousness
Under the _____, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.
access and legitimacy paradigm
learning and effectiveness paradigm
discrimination and fairness paradigm
array-oriented paradigm
discrimination and fairness paradigm
Unlike the learning and effectiveness paradigm, the discrimination and fairness paradigm focuses on:
integrating deep-level diversity differences into the actual work of an
organization.
the surface-level diversity dimensions of sex, race, and ethnicity.
matching demographic differences inside a company with those of key customers and stakeholders.
creating a demographically diverse workforce that attracts a broader customer base.
the surface-level diversity dimensions of sex, race, and ethnicity.
Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?
Both focus on assimilation rather than differentiation.
Both focus only on the surface-level diversity dimensions of sex, race, and ethnicity.
Both make a distinction between individual and group differences.
Both focus on integrating deep-level diversity differences into the actual work of the organization.
Both focus only on the surface-level diversity dimensions of sex, race, and ethnicity.
Unlike the discrimination and fairness paradigm, the access and legitimacy paradigm:
focuses on assimilation.
focuses on differentiation.
integrates deep-level diversity differences into the actual work of the organization.
makes a distinction between individual and group differences.
focuses on differentiation.
The access and legitimacy paradigm focuses on:
equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.
integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
the acceptance and celebration of
differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:
creating a demographically diverse workforce that
attracts a broader customer base.
integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
matching demographic differences inside a company with those of key customers and local communities.
the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
access and legitimacy paradigm
discrimination and fairness paradigm
learning and effectiveness paradigm
acceptance and celebration paradigm
learning and effectiveness paradigm
Which of the following will help managers in managing company diversity programs effectively?
Treating group differences as special
Focusing more on positive feedback
Disregarding the dimensions of deep-level diversity
Tailoring opportunities to individuals
Tailoring opportunities to individuals
_____ teaches employees the practical expertise they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.
Skills-based diversity training
Diversity pairing
Work sample assessment
Awareness training
Skills-based diversity training
Unlike skills-based diversity training, awareness training:
aims to challenge underlying
assumptions that people have about others.
teaches employees the practical aspects of managing a diverse workforce.
focuses on negotiation and conflict resolution.
involves teaching skills such as flexibility and adaptability.
aims to challenge underlying assumptions that people have about others.
The _____ measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.
Specific Ability Test
Cognitive Ability Test
Implicit Association Test
Situational Judgment Test
Specific Ability Test
Cognitive Ability Test
Implicit Association Test
Situational Judgment Test
Implicit Association Test
_____ are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.
Compliance audits
Operational audits
Investigative audits
Diversity audits
Diversity audits
Which of the following is true of diversity pairing?
It involves pairing customer service executives and customers based on their cultural or racial similarities.
It is aimed at curbing
preferential treatment of employees.
It involves preparing formal assessments that measure employee and management attitudes.
It is aimed at changing stereotypical beliefs and attitudes.
It is aimed at changing stereotypical beliefs and attitudes.