Question 1

The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring, promotion, or simply keeping one's job depend on whether an individual submits to being sexually harassed.

Accepted Answer

This is the definition of quid pro quo sexual harassment. By contrast, a hostile work environment occurs when unwelcome and demeaning sexually related behavior creates an intimidating, hostile, and offensive work environment.

Question 2

Human resource management (HRM) is the process of finding, developing, and keeping the right people for the company.

Accepted Answer

HRM involves all the activities related to managing people within an organization, including recruitment, selection, training and development, performance management, compensation, and retention. Its ultimate goal is to ensure that the company has the human capital it needs to achieve its strategic objectives and remain competitive in the market.

Question 3

If an HR manager were allowed to use just one selection test, cognitive ability tests would be the one to use.

Accepted Answer

Cognitive ability tests have consistently demonstrated strong predictive validity for job performance across a broad range of industries and occupations. They also have less adverse impact on protected groups compared to other types of selection tests. Therefore, if an HR manager could only use one selection test, cognitive ability tests would be the most reliable and fair option.

Question 4

Validation is the process of determining how well a selection test or procedure predicts future job performance.

Accepted Answer

Validation is specifically focused on determining how well a selection test or procedure predicts future job performance.

Question 5

A job specification summarizes the basic tasks, duties, and responsibilities of a job, and a job description summarizes the qualifications needed to successfully perform the job.

Accepted Answer

A job description summarizes the basic tasks, duties, and responsibilities of a job, while a job specification summarizes the qualifications needed to successfully perform the job.

Question 6

Full compliance with federal law is enough to ensure that an organization cannot incur liability in sexual harassment complaints.

Accepted Answer

Compliance with federal law is often not enough. In fact, organizations can be in full compliance with federal law while at the same time violating state or local sexual harassment laws.

Question 7

Cognitive ability tests are also called aptitude tests.

Accepted Answer

Specific ability tests are also called aptitude tests.

Question 8

Since interviews are especially good at assessing applicants' interpersonal skills, they work especially well together with cognitive ability tests, where the combination leads to even better selection decisions than using either alone.

Accepted Answer

The statement is true, as per research on the effectiveness of interviews and cognitive ability tests in making better selection decisions.

Question 9

The only time gender, age, religion, etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ).

Accepted Answer

The Civil Rights Act of 1964 prohibits discrimination based on gender, age, religion, and other protected characteristics in employment decisions. However, there is an exception to this rule called the bona fide occupational qualification (BFOQ) which allows employers to use these characteristics when they are considered necessary for the job. This exception is narrowly applied and requires a high level of justification.

Question 10

To choose the best training method, a company should consider such factors as the number of people to be trained, the cost of training, and the objectives of the training.

Accepted Answer

The statement is true. The number of people to be trained, the cost of training, and the objectives of the training are some of the factors that should be considered when selecting the best training method for a company.

Question 11

In legal terms, intentional discrimination by an employer is identified as adverse impact while unintentional discrimination is called disparate treatment.

Accepted Answer

In legal terms, intentional discrimination by an employer is identified as disparate treatment, while unintentional discrimination is called adverse impact. The definitions are reversed.

Question 12

Job analysis is a purposeful and systematic process of collecting information on the important work-related aspects of a job.

Accepted Answer

The statement correctly defines job analysis as a purposeful and systematic process of collecting information about a job's work-related aspects.

Question 13

Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board.

Accepted Answer

These criteria are defined in the Uniform Guidelines on Employee Selection Procedures, which were jointly issued by the Equal Employment Opportunity Commission (EEOC), the Department of Labor, the U.S. Justice Department, and the federal Office of Personnel Management.

Question 14

Piecework, sales commission, profit sharing, employee stock ownership plans, and stock options are common pay- variability options.

Accepted Answer

These options are indeed common pay-variability options.

Question 15

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Accepted Answer

Background checks involve checking an applicant's criminal history, employment history, educational qualifications, and other relevant data to confirm their accuracy and truthfulness.

Question 16

Wrongful discharge is a legal doctrine that requires a manager to have the approval of the human resource manager to terminate employees.

Accepted Answer

Wrongful discharge is a legal doctrine that requires employers to have a job-related reason to terminate employees.

Question 17

Training provides opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

Accepted Answer

Training is intended to enhance the job-specific skills and knowledge of employees to help them perform their duties effectively and efficiently. Through training sessions, employees will learn new techniques, acquire relevant certifications, and operate more efficiently in their positions, resulting in higher job satisfaction and productivity.

Question 18

In setting their pay structures, companies use a procedure known as performance assessment, which determines the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.

Accepted Answer

This procedure is actually known as job evaluation, not performance assessment.

Question 19

Once a company finishes the downsizing process, it should never need to downsize again.

Accepted Answer

Two-thirds of companies that downsize will downsize a second time within a year.

Question 20

Job analyses, job descriptions, and job specifications help companies meet the legal requirement that their human resource decisions be job-related.

Accepted Answer

Job analyses, job descriptions, and job specifications help companies ensure that their human resource decisions are based on the requirements and duties of the job, rather than on irrelevant factors such as a candidate's race or gender. Meeting this legal requirement is important for avoiding discrimination claims and ensuring fair and equitable employment practices.

Quiz 10: Section 1: Managing Teams