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

A. Quality of work relations   pg 44

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 pg 44

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 pg 80

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 pg 119

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 pg 104

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 pg 120

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 pg 120

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 pg 158

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 pg 171 number 5

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 pg 199

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 pg 200

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 pg 236

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   pg293

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 pg293

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 pg 295

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  pg 332

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 pg 363

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 p363

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  pg 393

Career paths represent logical and possible sequences of positions thatcould be held, based on an analysis of what people actually do in an organization.91 Career paths should

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 pg 679

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 pg 378

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 pg 420

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 pg 419

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 pg 420

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 pg 466

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 pg 471

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 pg 685

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 pg 550

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 pg 122

D. external

1) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress?2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress?3) Thousands of equal-pay lawsuits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed4) What term refers to those actions appropriate to overcome the effects of past or present policies, practices, or other barriers to equal employment opportunity?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

6) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed7) Which of the following observations is correct?8) Which of the following would you associate with managing diversity?9) "To be the world's best quick-service restaurant" is an example of what?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 performance11) Recruitment begins by specifying _____, which are the typical results of job analysis and workforce planning activities12) The step following recruitment is _____, which is basically a rapid, rough selection process13) 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 stage14) 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?15) Which is a characteristic of the most effective training practices?16) Which analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels?17) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees, are parts of18) This can be thought of as a compass that indicates a person's actual direction as well as a person's desired direction.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?20) When managing careers, what should organizations do?21) A sequence of positions occupied by a person during the course of a lifetime is characteristic of what type of career?22) In the new world of career management, the primary goal is to provide which of the following for employees?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 contributions24) This benefit, tied mostly to profitability and promising better job security, but not guaranteeing it, is at the center of the evolving bonus system25) Financial rewards include direct payments plus indirect payments in the form of what?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?27) Plans are known as _____ when the employees share in the cost of the premiums28) Which type of justice refers to the quality of interpersonal treatment that employees receive in their everyday work?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.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.

HRM/531 Human Capital Management Final Exam Progress: (0/36)

1) ____________ are internal states that focus on particular aspects of or objects in the environment.

A. Concepts B. Abilities C. Attitudes D. Values c attidutes pg 678

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

A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership

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

A. Communication breakdowns B. Performance on the job C. Participation and membership D. Quality of work relations

4) Title VII is most relevant to the employment context because it __________on the basis of race, color, religion, sex, or national origin in all aspects of employment.

A. prevents layoffs B. eliminates nepotism C. prohibits discrimination D. encourages advancement C page 679

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

A. Americans with disabilities B. the elderly C. African Americans D. women

6) The Thirteenth Amendment

A. prohibits each government in the U.S. to stop a citizen from voting based on race B. prohibits the denial, termination, or suspension of government contracts C. prohibits slavery and involuntary servitude D. guarantees equal protection of the law for all citizens C pg 79

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

A. Quantitative B. Internally focused C. Government initiated D. Assumes integration

8) _____________ is an inevitable byproduct of teamwork, especially when teams are drawn from a diverse base of employees.

A. Declining productivity B. Discrimination C. Diversity D. Intolerance C pg123

9) Which of the following observations is correct?

A. Diversity is quantitative and affirmative action is qualitative. B. Diversity is proactive and affirmative action is reactive. C. Diversity is problem focused and affirmative action is opportunity focused. D. Diversity is government initiated and affirmative action is voluntary. HRM/531 Human Capital Management Final Exam Progress: (0/36)

10) Which of the following defines the crucial elements for a strategy's success? A. Strategy analysis B. Strategy formulation C. Strategy facilitation D. Strategy implementation B pg 157

11) How does a mission statement differ from a vision statement? A. The mission statement includes the result of an analysis of the future availability of labor and also future labor requirements. B. The mission statement is an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. C. The mission statement typically includes a fairly substantial effort to establish

some direct line-of-sight between individual competency requirements and the broader goals of an organization. D. The mission statement includes the purpose of the company as well as the basis of competition and competitive advantage.

Pg 158

12) "To be the world's best quick-service restaurant" is an example of a(n) A. vision statement B. code of ethics C. organizational charter D. mission statement

13) Which of the following statements about a company using a passive nondiscrimination posture is true? A. It systematically favors women and minorities in hiring and promotion decisions. B. No attempt is made by the company to recruit actively among prospective minority applicants. C. It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination. D. This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.

B pg 202

14) The step following recruitment is _____, which is basically a rapid, rough "selection" process. A. workforce planning B. orientation C. performance management D. initial screening

15) Instances where employees are selected specifically to fill certain positions are called _____ selection or placement programs. A. focused B. one-shot C. rapid D. one-chance B pg 201

16) Organizations in the high-growth stage focus on A. the maintenance of market share B. extreme cost control C. cost reductions through economies of scale D. refining and extending product lines A pg 236

17) Organizations that are in the embryonic stage are characterized by all of the following EXCEPT A. heavy emphasis on product engineering B. high growth rates C. significant customer loyalty D. basic product lines 18) Individuals who fit best into mature organizations have a(n) _____ style of management. A. laissez-faire B. autocratic C. bureaucratic D. democratic HRM/531 Human Capital Management Final Exam Progress: (0/36) C pg 236

19) Increasing an individual's employability outside the company simultaneously increases his or her job security and desire to stay with the current employer is known as the A. massed practice B. training paradox C. distributed practice D. Pygmalion effect

20) At the structural level, which of the following training issues can be examined? A. Who gets training? B. How can the outcomes of training efforts be evaluated? C. How can the delivery of training programs be structured? D. What types of training seem to yield positive outcomes for organizations? Not sure… page 288

21) According to the text, the Intel example illustrates how major layoffs can be avoided through a strong in-house A. sexual harassment policy B. wage and benefits package C. worker redeployment policy D. performance management program HRM/531 Human Capital Management Final Exam Progress: (0/36) C pg 290

22) An exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is A. performance standard B. performance facilitation C. performance encouragement D. performance appraisal

23) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees are parts of A. performance facilitation B. performance encouragement C. performance appraisal D. performance monitoring

24) When there is a clear link between organizational goals and performance standards for a particular job, the appraisal system is said to exhibit A. sensitivity B. reliability C. relevance D. acceptability C pg 336

25) In managing careers, organizations should A. focus mainly on the needs of minorities and women B. focus primarily on employee needs and aspirations C. allow employees to structure work assignments D. plan for shorter employment relationships see number 20 pg 393

26) The process of moving inside or becoming more involved in a particular organization is A. organizational learning B. integration C. socialization D. organizational entry D pg 383

27) Traditionally, career success has been defined as A. making higher than expected income B. a satisfying job C. a good relationship with the boss D. occupational advancement HRM/531 Human Capital Management Final Exam Progress: (0/36)

D pg 378

28) At a broad level, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions. A. merit-pay method B. employee stock ownership plan C. organizational reward system D. competency-based pay system C pg 420

29) If pay systems are to accomplish the objectives set for them, ultimately they must be perceived as A. relevant and competitive B. immediate and fair C. adequate and equitable D. generous and timely C pg 422

30) Financial rewards include direct payments plus indirect payments in the form of A. employee benefits B. spot awards C. individual equity D. corporate compensation A pg 420

31) The benefits of this act are based on a percentage of average weekly earnings and are available for up to 26 weeks. A. Federal Unemployment Tax Act B. Balanced Budget Act C. Administrative Procedure Act D. Social Security Act A pg 467

32) Plans are known as _____ when the employees share in the cost of the premiums. A. peer participating B. distributive C. share-based D. contributory D pg 471

33) 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. Employee Retirement Income Security Act B. Workers' compensation C. Federal Unemployment Tax Act D. Social Security Act HRM/531 Human Capital Management Final Exam Progress: (0/36)

34) _____ justice refers to the quality of interpersonal treatment that employees receive in their everyday work. A. Blind B. Distributive C. Interactional D. Informational

35) Procedural justice affects citizenship behaviors by influencing employees' perceptions of _____, the extent to which the organization values employee's general contributions and cares for their well being. A. organizational support B. nonpunitiveness C. due process D. management accessibility

36) Distributive justice focuses on the fairness of the _____ of decisions. A. responses B. content C. procedures D. outcomes