TEST #3 Ch.

11/12/13/14/15 Closes 12/17

Started: December 8, 2012 5:05 PM Questions: 75

1.
(Points: 1) All but which of the following costs are associated with workplace law infractions?

a. Attorney and court fees b. Lost management time c. Damage awards d. All of the above are costs associated with workplace law infractions.

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2.
(Points: 1) Willing compliance with workplace justice laws helps firms gain competitive advantage by ____.

a. Lowering litigation costs b. Enhancing the company image c. Developing more positive employee attitudes

d. All of the above factors lead to competitive advantage.

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3.
(Points: 1) Empirical studies indicate that organizational efforts to protect workers from arbitrary treatment and to ensure their basic rights enhance ____ because workers view them as an expression of the organization's concern for their well-being.

a. Organizational behavior b. Organizational citizenship c. Organizational commitment d. Organizational effectiveness

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4.
(Points: 1) ____ occurs when an employee or applicant must provide sexual favors in order to be hired or promote

a. Hostile environment sexual harassment b. Quid pro quo sexual harassment

c. Sexual misconduct d. Victimization

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5.
(Points: 1) In judging if an environment is hostile, courts employ ____.

a. The reasonable woman rule b. The Harris rule c. The reasonable person rule d. The reasonable perception rule

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6.
(Points: 1) An employer is held responsible for acts of sexual harassment committed by non-employees when:

a. They fail to take immediate appropriate action. b. There is no liability for non-employee harassment. c. The harassment was welcome.

d. They can not control the conduct of the employee.

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7.
(Points: 1) When assessing if sexually harassing behavior meets the severe or abrasive standard, courts examine all but which of the following?

a. The severity of the behavior b. The frequency of the behavior c. The context of the situation d. Courts look at all of the above when assessing the severity or abrasiveness of the behavior.

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8.
(Points: 1) The ____ prohibits discrimination against employees on the basis of pregnancy, childbirth, or related medical conditions.

a. Americans with Disabilities Act b. Title VII of the 1964 Civil Rights Act

c. Pregnancy Discrimination Act d. National Labor Relations Act

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9.
(Points: 1) ____ means that the employee should be informed of the charges against them and be given an opportunity to defend themselves.

a. Progressive process b. Just cause c. Due process d. Constructive cause

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10.
(Points: 1) Sexual harassment causes all but which of the following problems for employers?

a. High turnover b. Employee stress c. Increased layoffs

d. Increased absenteeism

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11.
(Points: 1) In which of the following cases is sexually harassing behavior considered unlawful?

a. When submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment b. When submission to or rejection of such conduct by an individual is used as the basis for employment decisions c. When an employee is denied a job opportunity because it has been granted to someone who has submitted to the employer's advances d. Sexually harassing behavior is unlawful in all of the above cases.

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12.
(Points: 1) In which of the following cases would an environment be judged hostile?

a. If a reasonable person would perceive the situation as hostile b. If a reasonable person would reasonably perceive the situation as hostile

c. If a reasonable person would reasonably perceive the situation as abusive d. An environment would be judged hostile in all of the above cases.

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13.
(Points: 1) Which type of sexual harassment occurs when a person is denied an employment opportunity that was given to someone who complied with requests for sexual favors?

a. Indirect sexual harassment b. Reverse sexual harassment c. Quid pro quo sexual harassment d. Hostile environment sexual harassment

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14.
(Points: 1) With regard to sexual harassment, ____ is a judgment call depending on the circumstances surrounding the challenged behavior.

a. Severity b. Abusiveness

c. Tangible loss d. Psychological harm

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15.
(Points: 1) All but which of the following are EEOC guidelines on pregnancy discrimination?

a. If an employer provides for accrual of seniority during absence for medical reasons, then seniority must accrue during pregnancy leave. b. A maternity leave policy that dictates a predetermined length of leave time is mandatory. c. Health care benefits must cover pregnancy-related illnesses at the same percentage as they cover other temporary disabilities.

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16.
(Points: 1) In which of the following circumstances would an employee be liable to reimburse the employer for insurance premiums paid during leave?

a. If the employee is unable to return to work after leave is over b. If the employee goes on leave without providing 30 days notice

c. If the employee is able to return to work after leave, yet chooses not to d. If the leave is due to personal health problems not covered by insurance

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17.
(Points: 1) Employers issue FPPs due to all but which of the following reasons?

a. Minimize potential legal liability arising from birth defects b. Avoid publicity arising from lawsuits involving the birth of a deformed child c. Meet their moral obligation to prevent birth defects by keeping female employees away from workplace hazards d. Employers issue FPPs due to all of the above reasons.

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18.
(Points: 1) What was the Supreme Courts stand in the case in which a company's FPP barred all fertile women from jobs involving exposure to high amounts of lead?

a. The Supreme Court ruled that the FPP was discriminatory. b. The Supreme Court ruled that the FPP was well-intentione

c. The Supreme Court ruled that the FPP was an OSHA requirement. d. The Supreme Court ruled that the FPP minimized the employers legal liability.

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19.
(Points: 1) What is the first step in a progressive discipline system?

a. Probation b. Suspension c. Oral warning d. Written warning

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20.
(Points: 1) In all but which of the following cases of violation of workplace rules will firms generally bypass the progressive discipline system and directly terminate the employee?

a. If the violation involves theft b. If the violation involves sabotage c. If the violation involves drug use

d. If the violation involves injury to self or others

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21.
(Points: 1) The Privacy Act of 1974 specifically states that the employees have the right to do all but which of the following?

a. Review the information that is being kept on them by their employers b. Correct erroneous information that is being kept on them by their employers c. Delete unnecessary information that is being kept on them by their employers d. Prevent the information from being used for a purpose other than that for which it was collected

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22.
(Points: 1) The line manager's role in ensuring workplace justice includes all but which of the following?

a. Communicate workplace policies and procedures to their employees b. Establish written workplace justice policies and procedures c. Create work environments that foster adherence to policies and procedures

d. Take appropriate action when possible violations arise

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23.
(Points: 1) ____ is a process in which the parties to a dispute allow a neutral third party to make a binding decision.

a. Mediation b. Fact finding c. Ombudsman d. Arbitration

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24.
(Points: 1) When deciding on an appropriate disciplinary action, an employer should consider all but which of the following.

a. The seriousness of the offense b. The offender's past record c. The offender's intent

d. The offender's race

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25.
(Points: 1) ____ are organizations of any kind in which employees participate and which exist for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.

a. Labor unions b. Bargaining units c. Grievance systems d. Arbitration panels

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26.
(Points: 1) ____ identify and negotiate plant issues in national collective bargaining agreements.

a. Local unions b. Industrial unions c. National unions

d. International unions

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27.
(Points: 1) Company unions that bear a superficial resemblance to unions in the sense that workforce representatives met with management to discuss working conditions were outlawed by ____.

a. The Norris-LaGuardia Act b. The Wagner Act c. The Taft-Hartley Act d. The Landrum-Griffin Act

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28.
(Points: 1) In a ____, a worker promises that he or she will not organize, support, or join a union as a condition of employment.

a. Yellow-dog contract b. Open shop agreement c. Closed shop agreement

d. Union shop agreement

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29.
(Points: 1) Which act, passed in 1935, gave workers the right to form unions and bargain collectively without being subject to coercion by their employers?

a. Wagner Act b. Taft-Hartley Act c. Landrum-Griffin Act d. Norris-LaGuardia Act

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30.
(Points: 1) Which type of companies are the rule in right-to-work states?

a. Closed shop b. Union shop c. Open shop

d. Agency shop

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31.
(Points: 1) Which act regulated the internal affairs of unions?

a. Wagner Act b. Taft-Hartley Act c. Landrum-Griffin Act d. Norris-LaGuardia Act

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32.
(Points: 1) ____ is a system for governing relations between representatives of employers and employees through bilateral negotiations to reach mutual agreement about employment terms.

a. Procedural bargaining b. Bilateral bargaining c. Collective bargaining d. Representative bargaining

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33.
(Points: 1) ____ provides a forum in which disagreements concerning violations of contract rights can be adjudicate

a. The cancellation system b. The grievance system c. The mediation system d. The union shop system

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34.
(Points: 1) ____ is the final step in virtually all union grievance procedures.

a. A strike b. A walk out c. Mediation d. Arbitration

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35.
(Points: 1) HRM departments help with all but which of the following in unionized firms?

a. Help negotiate collective bargaining agreements b. Help administer the collective bargaining agreement c. Help top management find ways to avoid compliance with the collective bargaining agreement d. Help design policies to facilitate compliance with the collective bargaining agreement

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36.
(Points: 1) Grievances may involve all but which of the following?

a. An unfair performance appraisal b. An unreasonable assignment c. Perceived favoritism d. A grievance may involve all of the above.

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37.
(Points: 1) Employers who violate safety and health regulations can incur all but which of the following?

a. Reduced down-time b. Fines c. Criminal liability d. Have their workers' compensation insurance raised

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38.
(Points: 1) ____ gives workers the right to know what hazardous substances they are dealing with on the jo

a. Employee Right-to-Know Law of 1984 b. National Labor Relations Act c. Fair Labor Standards Act d. Hazard Free Workplace Act of 1988

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39.
(Points: 1) Companies with fewer than ____ employees are exempt from OSHA inspections.

a. Ten b. Fifteen c. Twenty d. Thirty

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40.
(Points: 1) In which of the following cases of willful violation of OSHA standards will the employer be both fined and imprisoned for the offence?

a. If the violation resulted grievous injury b. If the violation resulted in the loss of a limb c. If the violation resulted in death d. An employer will be fined and imprisoned in all of the above cases.

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41.
(Points: 1) All but which of the following are typical violations of the OSHA Hazard Communication Standard?

a. Lack of essential first aid material b. Lack of properly labeled chemical containers c. Lack of written hazard communication programs d. Lack of material safety data sheets at the work site

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42.
(Points: 1) All but which of the following is a problem associated with safety incentive programs?

a. Workers conceal their injuries to win incentives. b. Workers continue to perform in an unsafe manner. c. Companies remain unaware of safety problems due to failure in reporting injuries. d. All of the above are problems associated with safety incentive programs.

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43.

(Points: 1) ____ affect tendons that become inflamed from the stress and strain of repeated forceful motions.

a. Procedural stress injuries b. Psychological stress injuries c. Repetitive stress injuries d. Cumulative stress injuries

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44.
(Points: 1) ____ is the science of designing and arranging work stations so that people and material interact safely and efficiently.

a. Economics b. Ergonomics c. Efficiency d. Enrichment

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45.
(Points: 1) Occupations with the greatest risk of lower-back disorders include all but which of the following?

a. Typists b. Truck drivers c. Nurses aids d. College professors

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46.
(Points: 1) Employers can legally combat substance abuse at the workplace by doing all but which of the following?

a. Using pre-employment drug screening b. Training supervisors to recognize and detect substance abuse c. Summarily terminating employees suspected of abusing drugs d. Providing employees with rehabilitation options

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47.
(Points: 1) Organizations can utilize all but which of the following to minimize job stress?

a. Effective selection and training procedures b. Clearly written job descriptions c. Effective performance appraisal systems d. Organizations can utilize all of the above to minimize job stress.

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48.
(Points: 1) Employers can do all but which of the following to minimize the occurrence of violent acts?

a. Improve lighting b. Institute policies regarding visitor access c. Use bullet-proof glass d. All of the above can minimize the occurrence of violent acts in the workplace.

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49.

(Points: 1) Which of the following models will be best suited for an American firm intending to set up operations in a foreign country where it lacks marketing experience?

a. Joint ventures b. Offshore production c. Wholly owned subsidiaries d. Outsourced business operations

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50.
(Points: 1) Which of the following dictates which behaviors are appropriate and which are not in a particular culture?

a. Beliefs b. Values c. Artifacts d. Assumptions

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51.

(Points: 1) ____ is(are) a society's set of assumptions, values, and rules about social interaction.

a. Artifacts b. Values c. Culture d. Religion

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52.
(Points: 1) ____ is an employee moved from one country to, and for employment in, another country.

a. A naturalized citizen b. An expatriate c. An I-9 employee d. A foreigner

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53.
(Points: 1) Expatriate managers can usually communicate information about important business functions

overseas more effectively than host-national managers because ____.

a. They have better sources for information. b. They have better communication channels. c. They have a better understanding of the informational needs. d. They have a better understanding of the firm's corporate culture.

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54.
(Points: 1) U.S. firms have difficulty conducting performance appraisals on their expatriate employees because:

a. They use criteria applied to the host country's culture. b. They use criteria applied to the host country's laws. c. They use criteria applicable in the U.S. that may not be applicable to the host country. d. They use criteria applicable to the economic environment.

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55.
(Points: 1) Companies can overcome misunderstandings associated with expatriate performance appraisals

by:

a. Superimposing American performance standards b. Using host country nationals to perform the evaluation c. Using multiple raters including some who have experience in the host country d. Using only American evaluators

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56.
(Points: 1) Which allowance is given to expatriates to make up for any mistakes made in any of the other allowances for unforeseen complications?

a. Utility allowance b. Hardship allowance c. Relocation allowance d. Foreign service premium

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57.
(Points: 1) To prepare employees for overseas assignments, organizations should develop programs that

include:

a. Mentoring b. Formalized career planning c. Communication systems d. Organizations should develop programs that include all of the above.

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58.
(Points: 1) When developing international HRM practices, the organization should consider all but which of the following?

a. Local customs b. Local laws c. Local culture d. Organizations should develop HRM practices that consider all of the above.

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59.
(Points: 1) In which of the following cases is a line managers' job significantly affected by international

human resource management issues?

a. When work is outsourced to a foreign company b. When a superior goes to work in a foreign operation c. When a subordinate is sent to work in a foreign operation d. The line managers job is affected in all of the above cases.

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60.
(Points: 1) Who is responsible for helping expatriate managers understand how to work with, and for, people from different cultures?

a. Repatriates b. HR professionals c. Host-national managers d. Home office superiors

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61.
(Points: 1) Career opportunities in the field of HRM are rapidly expanding because firms are becoming

increasingly aware of the impact of HRM practices on ____.

a. Strategic goals b. Strategic planning c. Organizational commitment d. Organizational effectiveness

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62.
(Points: 1) Someone wishing to enter the HRM field may choose one of two routes:

a. Specialist or apprentice b. Specialist or generalist c. Generalist or apprentice d. Apprentice or intern

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63.
(Points: 1) HRM generalists might hire outside consultants to help their organizations do all but which of the following?

a. Revamp its compensation system b. Validate its selection practices c. Analyze its training needs d. HRM generalists would likely hire outside consultants to help their organization do all of the above.

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64.
(Points: 1) HRM specialty areas found in large organizations include all but which of the following?

a. Compensation manager b. Benefits manager c. Management information systems manager d. Labor relations manager

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65.
(Points: 1) ____ usually conduct training needs analysis and develop and implement succession planning programs.

a. Compensation specialists b. Diversity specialists c. Industrial relations specialists d. Training and development specialists

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66.
(Points: 1) New HRM specialty areas that have emerged in recent years include all but which of the following?

a. Work and family programs b. EEO/affirmative action c. Cross-cultural training d. Managed care

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67.
(Points: 1) Most of today's HR professionals enter the HR field through ____.

a. Apprenticeship programs b. Internship programs c. Self-directed career steps d. MBA programs

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68.
(Points: 1) HRM new hires in the recent years generally have degrees in all but which of the following areas?

a. HRM b. Education c. Management d. General business

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69.
(Points: 1) In deciding who can successfully climb to the top of the career ladder in HR, companies consider all but which of the following criteria?

a. Job performance b. Interpersonal skills c. Race d. Credibility with senior management

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70.
(Points: 1) The largest professional association of HR professionals is ____.

a. Society for Human Resource Management b. American Society for Training and Development c. American Society of Personnel Administrators d. The Academy of Management

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71.
(Points: 1) SHRM's mission includes all but which of the following?

a. Provide its membership with professional journals b. Provide its membership with certification designations c. Provide its membership with education and information services d. Provide its membership with government and media representation

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72.
(Points: 1) Which of the following professional HRM associations does not focus on a particular specialty area within the field?

a. American Compensation Association b. Human Resource Certification Institute c. American Society for Training and Development d. International Personnel Management Association

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73.
(Points: 1) ____ represent(s) a recognition that an individual has demonstrated a mastery of a defined body of knowledge required for success in a fiel

a. Awards b. Merit pay c. Honors d. Certification

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74.
(Points: 1) The most highly regarded certification designed for HRM professionals is issued by ____.

a. HRCI b. ASTD c. IPMA d. ASPA

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75.
(Points: 1) HR professionals can demonstrate the bottom-line implications of each HRM practice by linking traditional HRM practices to ____.

a. Strategic goals

b. Tangible business goals c. Organizational effectiveness d. Productivity improvement programs

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