HRM531 Final EXAM 100
HRM531 Final EXAM 100
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Date Created: 11/09/15
Transcript 1._____ proceeds from an oral warning to a written warning to a suspension to dismissal. A. Positive discipline B. Progressive discipline C. Procedural justice D. Due process 2. Which question should not be important in evaluating the value of training? A. Was the cost of training within the budget? B. Did change occur? C. Is the change due to training? D. Is the change positive related to organizational goals 3.________________ include everything in a work environment that enhances a worker’s sense of selfrespect and esteem by others. A. Social responsibilities B. Nonfinancial rewards C. Internal pay objectives D. General business strategies 4. Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information. A. assign B. accept C. abandon D. Predict 5. Which of the following is a distinctive feature of the U.S. system compared with other countries? A. All agreements are of unlimited duration B. Low union dues and small union staffs C. Exclusive representation D. Wages set by arbitration councils 6._____ implies that appraisal systems are easy for managers and employees to understand and use. A. Reliability B. Sensitivity C. Acceptability D. Practicality 7._____ analysis is the level of analysis that focuses on employees specifically. A. Environmental B. Individual C. Employee D. Operations 8. What can affirmative action assist organizations in achieving that diversity initiatives cannot? A. Maximizing creativity B. Increased productivity C. Correcting specific problems of the past D. Maximizing workforce commitment 9. Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate. A. American Recovery and Reinvestment Act (2009) B. Sarbanes–Oxley Act (2002) C. Pay for Performance Act (2009) D. Equal Pay Act (1963) 10. Which is not a quality of Generation Y? A. Short attention spans B. The constant need for stimulation/entertainment C. A blurring of the lines between work and leisure time while on the job D. Inability to handle numerous projects 11. When conducting a performance feedback discussion, active listening requires A. Interruptions to get your point across. B. Verbal communications only. C. Summarizing your key points. D. Summarizing what was said and what was agreed to. 12. Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance. A. simulation of training B. applicability of training C. reinforcement of training D. negative transfer of training 13. Employee demotions usually involve A. A reduction in pay but no loss of opportunity, status, or privilege. B. A decrease in status and privilege but no loss of opportunity or pay. C. An increase in pay and more responsibility. D. A cut in pay, status, privilege, or opportunity. 14. What is our country’s income maintenance program? A. PPA (2006), 401(k) B. ERISA (1974) C. COBRA (1985) D. Social Security 15. For organizations, _________ is an indirect cost associated with downsizing. A. an increase in the unemployment tax rate B. administrative processing C. severance pay D. outplacement 16. ____________ is the biggest hurdle to overcome in a payforperformance plan. A. Meritpay increases B. Inflation C. Salary cap performance level D. Compensation equation 17. To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should A. Present only the employee’s perspective. B. Have friends testify. C. Present only the manager’s perspective. D. Document appraisal ratings and reason for termination. 18.___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future. A. Performance management B. Selection C. Placement D. Recruiting 19. If objective performance data are available, which of the following is the best strategy to use? A. MBO B. BARS C. summated rating scales D. work planning and review 20. In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work. A. constructive discharge B. lifestyle discrimination C. invasion of privacy D. Defamation 21. Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave. A. entrylevel employees B. their subsidiaries C. outside labor markets D. former employees 22. This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employersponsored, qualified (for tax deferral) retirementbenefit plans. A. The Pension Protection Act (PPA) of 2006 B. ShortTerm Severance Pay laws C. Employer Cost Shifting laws D. ShortTerm Disability laws 23. The Civil Rights Act of 1991 offered what for victims of unintentional discrimination? A. Racenorming B. Affirmative action C. Monetary damages and jury trials D. Adverse impact 24. 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. external B. internal C. primary D. secondary 25. In determining the competitiveness of benefits, senior management tends to focus mainly on A. worth B. value C. security D. Cost 26. If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for A. Loss of consortium. B. Negligent hiring. C. Hostile environment. D. Quid pro quo. 27. Properly designed incentive programs work because they are based on two wellaccepted psychological principles: (1) increased motivation improves performance and (2) A. recognition is a major factor in motivation B. the Rucker plan C. controlbased compensation D. the Scanlon plan 28. Hard quotas A. Are 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? B. Systematically favor women and minorities in hiring and promotion decisions. C. Are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay? D. Represent a mandate to hire or promote specific numbers or proportions of women or minority group members. 29. Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use? A. Simulation B. Onthejob training C. Organizational development D. Information presentation 30. A _____ occurs when parties are unable to move further toward settlement. A. lockout B. grievance C. bargaining impasse D. Mediation
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