Home>Homework Answsers>Human Resource Management Homework Help1) Which Of The Following Is Not True Of The

Home>Homework Answsers>Human Resource Management homework help1) Which of the following is NOT true of the Internet Revolution as it relates to HRM? a
Companies now must pay particular attention to legal issues concerning informa- tion passed over the Internet
b
Written communication skills must be increased
c
It is a major factor in helping employees find employers, and vice-versa, through job finding sites
d
Online corporate training is surpassing classroom training
e
Cross-cultural understanding is not as important, for the Internet is its own com- munity with its own culture
2) The need for skilled employees in the United States: a
has intensified in the service sector, which has produced more jobs than manu- facturing
b
has decreased as the number of service, technical, and managerial jobs requiring a college education has declined
c
has intensified in manufacturing, as the turnaround in the rust belt has resulted in a 20% decrease in jobs
d
has decreased due to increased immigration of highly educated information work- ers
e
is easing as both private and government training programs’ funding has resulted in a highly trained workforce
3) You are talking with a manager about one of his employees, Tom
The manager describes Tom as a person who has a strong desire to do the best possible job and put in the maximum effort to perform his assigned tasks
The manager is describing Tom’s: a
abilities
b
productivity level
c
motivation
d
career path
e
capabilities
4) Molly heads a large company that has just experienced a major brain drain
She immediately increases compensation to new employees and gives each employee with over 10 year experience an extra 3 days of paid vacation per year
This is an example of: a
strategic HR planning
b
reactive HR strategy
c
a knee-jerk reaction
d
proactive HR strategy
e
downsizing
5) When considering HR strategies regarding employee separations, managers must consider: a
whether to encourage decentralization or centralization of the firm to better enhance employee relations
b
whether to empower supervisors to make hiring decisions
c
whether to compensate long-term employees more than recent hires
d
whether to create rigid job descriptions in order to keep the responsibilities of managers and their subordinates from becoming interrelated
e
whether to use layoffs or voluntary inducements to downsize a firm
6) When developing performance appraisals, a firm needs to make strategic HR choices concerning: a
which kind of appraisal system (customized or general) will work best for the organization
b
training and career development for those whose job performance is substandard
c
he quality of work that an employee must exhibit in order to maintain his or her employment
d
how data will be used in job descriptions
e
how to maintain the privacy of managers and employees while collecting data regarding their job performance
7) Timberlake Corporation is reconsidering recent choices regarding employee and labor relations, including : a
the strong top-down communication from managers to subordinates
b
the new on-the-job training for incoming employees
c
the discipline policy regarding Internet use at work
d
a policy that tends to protect employees’ interests over those of the employer
e
compensation of managers versus compensation of lower-level employees
Final Examination 5 BAM 535 Advanced Human Resource Management 8) Which of the following HR strategies best fits a firm with an overall cost leadership business strategy? a
External recruitment b
Broad job classifications c
Emphasis on innovation and flexibility d
Performance appraisal as a control device e
All of the above Case 1
1 Caplin Company is having a strategic planning session with the director of HR
They are discussing the fit between the company’s overall management philosophy, organizational structure, organizational culture, and their current HR strategies
During the meeting, the management team asks the HR Director to profile the current workforce
The HR Director reports that the workforce used to be 85% white, 50% male
Now it is 50% white, 50% minority with twice as many women as men, but supervisors still tend to be white males
The management team begins to discuss how to control costs, improve quality, and create distinctive capabilities
Several ideas are raised, discussed, and either tabled or assigned to an individual for further exploration
Some managers noted that people tend to come in at start time and take 30 minutes to get down to work and that they begin to pack up for the day 30 minutes before quitting time
People don’t seem all that concerned about working hard and producing quality products
As the team wraps up the day’s meeting, they briefly discuss their commitment to the surrounding community
As a cost-cutting measure, they had eliminated their support of an Adult Literacy program, in which volunteers used company facilities to conduct reading classes
The management team decides that they should reinstate the program and ap¬points the Director of HR to notify the local literacy council
9) Refer to Case 1
1
The discussion about people’s work habits represents the organiza- tional challenge for HR of: a
organizational culture
b
the use of technology
c
outsourcing
d
the problems with empowerment
e
the ethics and social responsibility of employers
10) Business process reengineering is: a
75% successful in meeting objectives
b
occurring more in the United States than in Europe
c
occurring more in Europe than in the United States
d
determining whether a company should change organizational structure
e
a way to create more layers of management in small businesses
6 Final Examination BAM 535 Advanced Human Resource Management 11) When a company uses self-managed work teams, the teams may: a
eliminate the need for an HRM department by assuming its responsibilities at the team level
b
take responsibility for formulating company policies
c
set salary and benefits for teams
d
assume many managerial duties
e
assume responsibility for strategic planning
12) To work well, self-managed teams require training in three areas, including: a
motivation
b
HRIS
c
work flow analysis
d
technical skills
e
job analysis
13) Your organization is trying to decide if it should implement TQM
Management assembles a team to study the issue
The team will disband once the study is com- plete
The best type of team to use would be: a
a special project team
b
a work group
c
a self-managed team
d
a QWL team
e
a problem-solving team
14) In Herzberg’s theory of motivation, hygiene factors are those factors that: a
affect employee job dissatisfaction
b
are critical to the motivation of the employee
c
lead to employee advancement
d
permit an employee to set his/her own goals on the job
e
define the job the employee has to do
15) Which of the following types of job analysis focus on managerial positions? a
A guidelines-oriented job analysis b
A functional job analysis c
A critical incident technique d
A position analysis questionnaire (PAQ) e
A hay plan 16) The first step to create general guidelines for conducting any job analysis is to: a
gather job-related information
b
draft a preliminary job description
c
determine the uses of the job analysis
d
interview the job incumbents
e
select the jobs to be analyzed
17) Harolyn needs to hire some contingent workers
She needs people who are regularly available, but who will work less than 40 hours per week
They would be regular employees
Harolyn needs: a
contract workers
b
part-time permanent employees
c
subcontractors
d
temporary employees
e
to outsource her work
Case 2
1 Your company makes computer components and peripherals for assemblers like Dell and Gateway
You are a small manufacturer, and your market share is highly volatile based on the entrance and exit of competitors into the market
You buy the raw materials for your components from several suppliers who also supply competitors
Your company is young, and you have 2 layers of management between the CEO and the component maker on the line
Your CEO read a book on innovation and organizational change and now wants to look at what you should do about reorganizing, changing staffing practices, etc
He wants to re¬duce costs in order to increase profit margins because he sees that margins will continue to shrink
While productivity and quality are largely a function of the machines used in the process, your CEO still wants to focus on motivating your employees
He wants to motivate them by increasing wages through a bonus program, improving working conditions, and providing job security
18) Refer to Case 2
1
Your CEO’s suggestions for motivating the workforce have a signifi- cant flaw in them, which is: a
he’s not an HRM professional and therefore doesn’t know how to properly moti- vate employees
b
none of the things he wants to do impact motivation, only satisfaction or dissatis- faction
c
it does not take the diversity of the workforce into consideration
d
he’s not involving the employees in the decisions
e
an MBO-based strategy would be more effective
8 Final Examination BAM 535 Advanced Human Resource Management 19) Based on Supreme Court rulings, it seems safe to say that employers may: a
make employment decisions solely on affirmative action criteria
b
occasionally use affirmative action criteria in layoff situations
c
always use affirmative action criteria in layoff situations
d
base employment decisions in part on affirmative action criteria
e
no specific quotas can be made by the court 20) Which of the following is a basis upon which it is permissible to pay a male employee more than a female employee doing essentially the same work? a
When the male employee must commute to work and the female employee does not b
When the female employee is white and the male employee is Asian-American c
When the female employee has children and must sometimes take unpaid leave in order to care for them d
When the two employees live in two separate geographical areas where the local costs of living vary greatly e
When the female employee has supervisory responsibility over the male employee 21) Dorothy discovers that her employer is paying female managers about 15% less than male managers with the same responsibilities
Dorothy’s employer is violating: a
the Civil Rights Act of 1991
b
Executive Order 11246
c
Title VII of the Civil Rights Act
d
the Americans with Disabilities Act
e
the Equal Pay Act
22) The ADA, Americans with Disabilities Act, now covers employees of any employer who: a
has a federal contract
b
has revenues of more than $500,000 a year regardless of the number of employ- ees
c
is an academic institution
d
has state or local government contracts
e
has 15 or more employees
23) The legislation that laid the foundation for the Americans with Disabilities Act was the: a
Pregnancy Discrimination Act
b
Equal Pay Act
c
Vocational Rehabilitation Act
d
Age Discrimination in Employment Act
e
Civil Rights Act of 1964
24) A job requires rotating shift work
Which is an acceptable question for evaluating an applicant’s ability to perform that shift work? a
What child/dependent care provisions have you made in order to be available for this rotating shift? b
Do you have dependent responsibilities that would hinder your working a rotating shift? c
You understand that this job requires a rotating shift, don’t you? d
Are there any physical limitations that would make it difficult for you to work a rotating shift? e
Does your faith keep you from working weekends? 25) A position requires that employees be trustworthy because they handle a great deal of money
Which of the following is an acceptable interview question for examining this issue? a
Have you ever been arrested? b
What is your current marital status? c
Have you ever been denied credit? d
Do you own your own car or residence? e
None of the above Case 3
4 Your mid-sized architectural service company serves companies and the federal govern¬ment
Your company is organized into divisions based on client types
FedHelp is your federal division
A successful company, your buildings won awards for simplicity, beauty, and design in the 1970s
Sweeping staircases were used instead of elevators to reach the second and third floors
Broad marble steps lead up to the front of each office building, etc
Your upper management team is 100% male, over 50, and generally has been with the company over 25 years
Middle managers tend to be in their thirties, 40% female, and 1% minority
Hourly employees are 60% minority, 35% female
The communities from which you draw your hourly employees tend to be 75% minority, primarily Hispanic and Haitian, (35-40% female and as a group are generally better educated, with 35% having at least two years of college
)10 Final Examination BAM 535 Advanced Human Resource Management You are the new HR Director
Your predecessor lost her job when she did not anticipate and then did not handle an HRM-based lawsuit against the company to the president’s satisfaction
Your president believes that HRM should help the company avoid problems
You have three primary tasks: to anticipate future problems, advise management, and be an advocate for employees
Your boss doesn’t see a conflict in these roles
You discover employee recruitment records are not complete; many are missing I-9 forms
You imme¬diately begin to work on an affirmative action plan because of what you see happening in the company
26) Refer to Case 3
4
Which of the following is true about your company? a
Your company is probably in violation of the Uniformed Services Employment and Reemployment Rights Act
b
Your company is probably in compliance with the Immigration Reform and Control Act
c
Your company is probably guilty of reverse discrimination
d
A prima facie case for discrimination could be made using the four-fifths rule
e
Your company is probably in compliance with the Drug Free Workplace Act
Case 3
5 Tyra has been the head of HR at S
P
, Inc
for 20 years
During her time there, she has in¬stituted an internal EEO complaint resolution process and a no-tolerance policy for sexual harassment
Many of S
P
, Inc
employees are Asian immigrants, but there are half a dozen countries represented within the company
This is of great benefit to the company since much of their material is translated into foreign languages
Due to a great influx of work, S
P
, Inc
needs to hire a number of workers
Tyra has re¬ceived 70 applications for copyediting positions
She hires 60% of the white applicants who apply for the job and 25% of the African-Americans who apply for the job
27) Refer to Case 3
5
Should Tyra be concerned about her hiring practices? a
Yes, because there is prima facie evidence that her hiring practices are discrimi- natory
b
No, because the publishing department has a majority of African-Americans
c
Yes, because she is violating the Equal Pay Act of 1963
d
No, because there is no prima facie evidence that her hiring practices are discriminatory
e
No, because Tyra is African American and would not discriminate against other African Americans
28) The number of people over age 55 in the United States will grow by about ________ over the next decade
a
18% b
10% c
26% d
77% e
46% 29) According to the Census Bureau, whites will comprise less than ________ of the U
S
population by 2042
a
25% b
12% c
50% d
30% e
5% 30) In 2050, the share of the African American population will have increased to ________ of the U
S
population
a
20% b
15% c
10% d
25% e
5% 31) Currently, the legal employment status of homosexuals can be described as: a
comparable to other diverse groups, with legal protection but mixed compliance
b
rapidly changing through the extension of legal protection in many states
c
mixed, with little legal protection, some overt hostility, and some companies cre- ating gay-friendly environments
d
in decline as more states enact laws prohibiting legal protection for gays in the workplace
e
one in which they have no legal protection
32) Thelma is an older worker who has been employed at Hair Stylist, Inc
for over 25 years
Recently, Tracy, a 23-year old college graduate, has been hired as her assistant
Thelma feels slightly threatened by Tracy, who seems to be their immediate supervi- sor’s favorite
Thelma believes that her job may be in danger despite her excellent job performance appraisals
Tracy likes Thelma but believes that her work methods need to change to keep up with the times
This situation is an example of: a
generational conflict
b
discrimination
c
a segmented communication network
d
stereotyping
e
hegemony
33) Improving diversity management must begin with: a
senior mentoring
b
accommodating family needs
c
developing support groups for minorities
d
diversity training
e
top management’s commitment to valuing diversity
34) One way to guarantee managers’ buy-in and reinforcement of diversity efforts is to: a
avoid white male bashing
b
conduct a diversity audit
c
put them through diversity training
d
create support groups with managers leading them
e
hold them accountable for the programs’ success
Case 4
2 MGN, Inc
is a Fortune 500 company that has just come to realize its need for managing diversity
HR is facilitating meetings among middle managers to both communicate this idea and to get input from the managers about how best to carry out this goal
Mercedes, a Latina manager, suggests that the company ought not to do more than what is already being done
She cites the company’s previous affirmative action plan
Also, she argues, we’ve given African-Americans and Asian-Americans more than enough opportunity
I tried to promote a Latino to supervisor and you guys (HR dept
) told me I really needed to give Kym, an African-American, the opportunity
Paul, a white supervisor, feels that management is management
Managing diversity is just a gimmick, a passing fad
I’ve been a supervisor for 20 years and I’ve found that if I treat people fairly and listen to them, things work out just fine
Final Examination 13 BAM 535 Advanced Human Resource Management Ana, a relatively new middle-manager, is a bit more positive about the idea but has signifi¬cant reservations
She feels, however, that the company really needs to give women and minorities access to the old boy network
If all the company does is conduct training and devise slogans, nothing will happen
Finally, Rahkim, an African-American supervisor, says he doesn’t care what they do
He’s giving notice because he’s joining some other African-Americans in starting their own company
He’s been a supervisor for five years and has been passed over for promotion twice
He feels that he has experienced discrimination because he’s African-American
35) Refer to Case 4
2
Ana’s concerns reflect the reality of the experiences of women and minorities with: a
resentment
b
retention
c
individual versus group fairness
d
the resistance to change
e
segmented communication networks
36) A restaurant chain is forecasting its needs for managers, assistant managers and wait staff for next year
Currently, 10 restaurants each have their own managers
They ex- perience a 45% manager turnover yearly
They plan to open 4 more restaurants next year
Their projected need for managers for next year will be: (Round your answer up to the next full position
) a
13
b
10
c
9
d
12
e
11
37) ________ involves familiarizing new employees with company policies and procedures and orienting them to the company in general
a
Socialization b
Selection c
Recruiting d
Interviewing e
Human resource planning 38) Recruiting employees at colleges and universities: a
is more competitive for undergraduates than for graduates
b
is more competitive for graduates than for undergraduates
c
is decreasing presently as the job market weakens
d
is equally competitive for undergraduates and graduates
e
lacks the types of bonuses and benefits that Web recruiting often offers
39) You are in the HR department at Builders, Inc
Ashanti, a recruiter for the company, comes to you asking whether she should recruit externally or internally for a new middle-management position
You tell her that: a
employees recruited externally often need less time to adapt to a position than do internally recruited employees
b
companies that recruit internally can suffer from a lack of innovation
c
external recruiting is less costly than internal recruiting
d
internal recruiting poses fewer drawbacks than external recruiting
e
internal recruiting often causes greater cohesiveness within a given company
40) Tyrese has just measured Cambridge Corporation’s workforce
He is now trying to determine whether the tests he used are valid by comparing them to performance appraisals that supervisors have completed on the workers
He is attempting to find: a
the predictive validity of the tests
b
the concurrent validity of the tests
c
the reliability of the tests
d
the external validity of the tests
e
the content validity of the tests
41) Many former employers are reluctant to give references for fear of liability if the refer- ence keeps the former employee from getting a job
The courts have held that em- ployers have a qualified privilege if the employer: a
only gives information to an inquirer who has a job-related need to know
b
qualifies the information as his/her opinion and not necessarily factual
c
has personally observed the behavior he describes
d
has selection test information to support the reference
e
only discusses EEO-related information
42) Which of the following is a common loss associated with new hires? a
Loss of community within the business b
Loss of productivity by inexperienced hires c
Loss of diversity d
Loss of market share e
Loss of innovation 43) Karlie has recently resigned from her job as retail manager at a chain store
She comes to you, concerned about an interview that the store manager wishes to have with her before her last day of work
You tell her that: a
the store manager will help her to find new employment at this interview
b
this is probably an exit interview and that the store manager will want to understand the reasons why she is leaving
c
at this interview, the store manager will try to convince her to stay, offering increased financial benefits
d
it is a legal interview to make sure that all proper paperwork is signed and that neither she nor the company will have any further obligations to the other
e
the interview is generally a scare tactic to keep good employees involved with the business
44) A rings of defense strategy in terms of employment security and workforce reduc- tions is when: a
a company uses contingency workers to be able to add or subtract workers from its workforce as it needs to
b
a firm provides job security for its core employees
c
a company goes to job sharing in order to keep workers
d
a firm freezes wages to avoid laying off workers
e
a union has workers at other plants supplying the firm
45) Goodwill, Incorporated has recently proposed a plan to base 15% of employees’ sala- ries upon their meeting set goals and work requirements
Goodwill, Inc
is proposing what type of pay policy? a
Demotions b
Profit sharing c
Bumping d
Variable pay e
Pay freezing 46) When implementing a layoff, managers sometimes forget that: a
they may need to rehire these laid-off employees
b
they need to develop plans for the survivors of the layoff
c
there are hidden labor costs not reduced through layoffs
d
it is usually appropriate to escort laid-off employees off the premises
e
they need to plan for outplacement of the laid-off employees
Case 6
3 Terra Alta, Inc
, an employer of some 15,000 employees worldwide, wants to reduce its workforce through an early retirement program
They have hired you to put the program together and implement it
This will be a one-time offer
They want employees over age 58 to be eligible, but they don’t want to lose key older employees
Terra Alta wants a fairly accurate estimate of how many employees will take part in the program
Terra Alta wants a legal and humane pro¬gram
They do not want to be caught up in any litigation
They want employees to have an accurate picture of their future if they take part in the early retirement program
47) Refer to Case 6
3
How could Terra Alta manage the number of people who might participate in the early retirement program? a
Fine tune the incentives if a survey shows too many will participate
b
Build an estimate on industry data and stop the program when they get to that number
c
Hire retirees back as consultants
d
Take key employees aside and guarantee them their jobs
e
Offer protected class employees less generous retirement packages
48) Studies of performance appraisal systems show that the most influential element on the effectiveness of the system is the: a
gender and age of the employee being evaluated
b
job category for which the performance is being evaluated
c
type of tool or system used
d
number of employees for whom the rater is responsible
e
intelligence and experience of the rater
49) Ahmad has been a line manager at a large jewelry factory for nearly 10 years
This year, the factory is letting the employees directly under him contribute to Ahmad’s performance appraisal
This is an example of: a
performance review
b
self-review
c
management revision
d
superior review
e
subordinate review
50) Which of the following does a manager need to minimize in order to ensure an accurate measure of worker performance? a
Rater errors and bias b
Organizational politics c
Legal issues d
The influence of liking e
All of the above 51) Sheila believes the value of her employees’ performance depends on her agenda or goals, and not on any objective standard
Sheila’s perspective is a(n): a
absolute perspective
b
political perspective
c
rational perspective
d
relative perspective
e
trait-based perspective
Case 7
1 Shannon is the CEO of a service firm that provides high-tech service support to other small businesses
He wants to revise the performance appraisal system to align it more closely with company goals
Frank has no preconceived ideas, but he wants a tailored program that is fair, ethical, and that will produce consistent results
He wants service employees to work together to assist each other while providing maxi¬mum service quality
The sales force for Shannon’s company has not been particularly aggressive and sales are lagging
He wants sales people to both sell and assist in provid¬ing service to customers
Happy customers lead to better profits
In the past, his sales managers have been getting the same raises, regardless of their effectiveness
He wants to know whom his best-performing managers and executives are, and he wants to reward them accordingly
He wants to compare managers across func¬tions so he can identify people ready for greater and different responsibilities
52) Refer to Case 7
1
Shannon’s first step in developing the new performance appraisal system is to: a
identify the performance appraisal tool(s) he wants to use
b
identify the performance dimensions to measure
c
provide training for himself and other managers to avoid rater error
d
communicate the changes in the program to the employees
e
develop the performance management process he will use
18 Final Examination BAM 535 Advanced Human Resource Management Case 7
2 You are reviewing performance appraisals from across the company for a report to the president regarding manager performance
She wants to know not only how employees are doing, but also how well managers are evaluating their employees
Reading through Matt’s evaluations of his MIS team, you note that he tends to rate all of his people in the middle of the scale
You recall a conversation last week when he told you that overall his people were okay, but nothing to cheer about
He would like to get them more training and institute an incentive program to get them motivated
Madeline’s employee evaluations look pretty good
They range from very good to some weak performers
You are startled to see that Madeline has rated Juan rather low
Pulling his file, you note that he has always had very high ratings until this time
You remember a meeting two months ago when Juan vehemently disagreed with Madeline in front of the president, who sided with Juan (to Madeline’s embarrassment)
Edward’s employee evaluations seem to have no reason to them
Gary, a noted average performer has a very high rating
Jenny, another average performer who Anuar has been trying to convince to quit, has a very low rating
You remember hearing Edward say that Gary was the president’s son-in-law and that he thought Jenny needed to be motivated to do more than just get by
53) Refer to Case 7
2
Madeline’s evaluation of Juan may have a(n) ________ error
a
assessment criteria b
organizational politics c
influence of liking d
frame-of-reference e
central tendency 54) Conducting an organizational analysis prior to designing and implementing a training program tells the HR professional the: a
performance deficiencies that should be addressed in the training
b
key dimensions of the job for which the training is designed
c
overall support for the training
d
knowledge, skills, and abilities to be developed by the training
e
degree of need for the training
55) Which of the following is the best example of appropriate training objectives? a
A manager will be able to conduct personal problem-solving interviews
b
A manager will be able to listen to an employee, summarize the key points the employee makes, provide feedback related to the issue, and not attack the em- ployee
c
Managers will be more aware of cultural diversity issues
d
Managers will be friendly after participation in this interpersonal skills training
e
Managers will understand the ramifications of EEO law
56) Sherice is working for a luthier€“a violin maker
She learns the craft and anticipates becoming a luthier herself one day
Sherice is: a
an apprentice
b
receiving off-the-job training
c
being exploited
d
all of the above e
none of the above 57) You are planning EEO training for middle managers
You want to eliminate distrac- tions and maximize retention
Your best choice of a presentation format would be: a
off-the-job training
b
job rotation
c
transfer of managers among functions to gain cross-functional experience
d
OJT
e
mentoring by an experienced upper-level manager
58) Cross-functional training may be accomplished by: a
apprenticeships
b
team training
c
peer trainers
d
job redesign and enrichment
e
using computers and simulations
59) Creativity training: a
cannot be evaluated for effectiveness
b
has few critics
c
tends to focus on the imaginative and neglect the practical
d
tends to solve more problems for companies than any other type of training
e
is fading in the training world and is used less and less every day
60) When businesses do not provide career development to employees, it increases the possibilities that: a
employees will be encouraged by promotion possibilities
b
all employees will begin self