1.

Question : The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a
basis for applying different terms and conditions to employees.
Student
Answer:

True

False

Points Received: 1 of 1
Comments:



Question 2. Question : The sample size used in job analysis is quite important when attempting to establish legal
defensibility.
Student
Answer:

True


False

Points Received: 1 of 1
Comments:



Question 3. Question : Competency-based job analysis attempts to identify and describe job requirements in the
form of general KSAOs that are required across a range of job.
Student
Answer:

True

False

Points Received: 1 of 1
Comments:



Question 4. Question : When a job analysis is likely to be legally, technically or politically scrutinized, it is best to
use an internal person to do the analysis, rather than an external consultant.
Student
Answer: True


False

Points Received: 1 of 1
Comments:



Question 5. Question : Interviews are more personal than surveys, but the summary and analysis of interview data
is more time consuming and difficult.
Student
Answer:

True

False

Points Received: 1 of 1
Comments:



Question 6. Question : One advantage of intrinsic rewards is that they are basically cost-free.
Student
Answer: True


False

Points Received: 1 of 1
Comments:



Question 7. Question : A major disadvantage of a flexible work force is that _________.
Student Answer:
it leads to loss of some control over workers

it can lead to conflict between core and flexible workers

flexible workers are often less familiar with equipment and procedures


all of the above

Points Received: 2 of 2
Comments:



Question 8. Question : The primary source of common law in the United States is ________.
Student Answer:
the U.S. Constitution

federal statutes


past court decisions

federal agency guidelines

Points Received: 2 of 2
Comments:



Question 9. Question : You collect data on sales, the economy, and taxes over a number of years, and use this
information to create a statistical equation that shows how each of these predictors has
affected staffing levels in the past. Then you use the equation to predict future staffing
levels. This is an example of__________.
Student Answer:

regression analysis

ratio analysis

trend analysis

Markov analysis

Points Received: 2 of 2
Comments:



Question 10. Question : Which of the following statements is false regarding person-job match?
Student Answer:
Jobs are characterized by their requirements and embedded rewards.

Individuals are characterized by their level of qualification.

Individuals can be characterized by their motivation levels.


Organizational culture is an important aspect of person-job match.

Points Received: 2 of 2
Comments:



Question 11. Question : When jobs are highly fluid, it is probably advisable for organizations to focus more on:
Student Answer:
person-job match.


person-organization match.

recruiter-recruit match.

dynamic equilibrium.

Points Received: 2 of 2
Comments:



Question 12. Question : Which of the following are unique properties of teams, from a staffing point of view?
Student Answer:

Competencies are not generally useful for selection in teams because of the division
of responsibility in teams.

KSAOs for teams involve job-spanning skills because members perform multiple
roles.

Most research shows intelligence is unrelated to team success.

Both A and C.

Points Received: 2 of 2
Comments:



Question 13. Question : Which of the following best represents the order of job characteristics that are important for
job satisfaction (as identified in surveys), from most valued to least valued?
Student Answer:
Variety of work, relationship with supervisor, compensation, and networking

Relationship with supervisor, networking, variety of work, and compensation


Compensation, relationship with supervisor, variety of work, and networking

Networking, variety of work, relationship with supervisor, and compensation

Points Received: 2 of 2
Comments:



Question 14. Question : Briefly describe the difference between person/job match and person/organization match.
Provide 1 concrete example of a work situation where one would be more desirable than
the other.
Student Answer:

The person/job match is basically noting the importance of finding the right person for the
job, meaning that their skill set and experience is a match for what the position requires.
The person/organization match places emphases on if the applicant is the right fit for the
organization's culture and values. An example of person/organization match being more
desirable than a person/organization match is two applicants who are both equally qualified
for the position at Google. However the culture at Google is very relaxed and forward
thinking in that they allow employees to wander around on company provided Segway's
and write ideas on white boards everywhere. One applicant fits this ideal because of their
work style and the other applicant is more rigid in their work habit and requires a more
traditional work environment. The more traditional style employee might not be the best fit
for Google.

Points Received: 5 of 5
Comments:



Question 15. Question : List and briefly explain 3 of the many aspects of employment that are protected by
employment anti-discrimination laws (Title VII, the ADA, the ADEA, etc.).
Student Answer:

Title VII - Civil Rights Act passed that says employers cannot discriminate against an
applicant or employee based on their sex, race, origin, or religion. ADA - An employer
cannot discriminate against any handicapped applicant or employee who is qualified for the
position and must accommodate needs that do not cause the company duress. ADEA - An
employer cannot discriminate against an applicant or employee based on their age if they
are qualified for a position.

Points Received: 4 of 5
Comments: Must be ago 40 or more for ADEA to apply.



Question 16. Question : Name and define 2 alternative methods of dealing with employee surpluses. Briefly,
describe when and how each might be useful in a staffing plan.
Student Answer:

2 methods of dealing with employee surpluses are 1. implementing a hiring freeze to keep
the company from hiring more unneeded employee's and 2. offering early retirement plans
to those who might be getting close to retirement. This can help to stop unneeded hiring
and to thin out employee's who might consider leaving the organization early.

Points Received: 5 of 5
Comments:



Question 17. Question : List and define 2 task criteria that might be used to gather information about tasks in a job
analysis. Discuss the pros and cons of each.
Student Answer:

2 task criteria that might be used to gather information about tasks in a job analysis are 1.
to ask the employee in the position which could be negative because they could inflate
their tasks or positive because they could save the company time and money by helping
with this task. 2. Using the knowledge's contained in O*Net, this could be cost effective and
faster than other methods but it might not be tailored to that position in a certain industry
where the position tasks vary slightly.

Points Received: 5 of 5
Comments: