Phoenix School of Law HRM 531 Final-Exam

| March 14, 2016

Question
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
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
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
Career paths represent logical and possible sequences of positions that
could 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
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
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

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