Multiple Choice

1. __________ is the process of attracting, developing, and maintaining a high quality

workforce.
a) Crowdsourcing
b) Human resource management
c) General management
d) Outsourcing

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Human resource management attracts, develops, and maintains a talented
workforce.
AACSB: Analytic

2. Which of the following is NOT a task of human resource management?

a) Supervising a quality workforce
b) Attracting a quality workforce
c) Developing a quality workforce
d) Maintaining a quality workforce

Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Human resource management attracts, develops, and maintains a talented
workforce.
AACSB: Analytic
3. Which of the following occurs when someone is denied a job or job assignment for non-job
relevant reasons?
a) Prejudice
b) Bias
c) Job discrimination
d) Impairment

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

4. The right to employment and advancement without regard to race, sex, color, religion, or
national origin is called:
a) equal employment opportunity.
b) discrimination.
c) affirmative action.
d) human resource management.

Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

5. Job discrimination, the denial based on non-performance related issues, occurs when an
organization denies someone all of the following EXCEPT:
a) employment.
b) a job assignment.
c) an advancement opportunity.
d) vacation days.

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

6. The Title VII of the 1964 Civil Rights Act (CRA) guarantees protection against discrimination
based on all of the following categories EXCEPT:
a) religion.
b) race.
c) color.
d) age.

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Government legislation protects against employment discrimination.
AACSB: Analytic

7. The Equal Employment Opportunity (EEO) Act guarantees all of the following EXCEPT:
a) the right to gain/keep employment based upon ability and performance.
b) equal pay for men and women.
c) protection from discrimination for people over 40.
d) zero discrimination in the workplace.

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

8. Which of the following refers to an effort on the part of the federal government to ensure
equal employment for members of protected groups by setting hiring quotas based on the
demographics of relevant markets?
a) Human resource management
b) Right to work
c) Affirmative action
d) Equal employment opportunity

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

9. Employment criteria justified by capacity to perform a job are called:

a) discriminations.
b) affirmative actions.
c) bona fide occupational qualifications.
d) career planning.

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

10. Which of the following actions is NOT required for the affirmative action process?
a) Hiring people from underrepresented classes, regardless of qualifications
b) Survey of the relevant labor market to determine its demographics
c) Comparison of the current company workforce with the available labor market
d) Analysis of the demographics of the current company workforce

Ans: a
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

11. In the U.S. workforce, the proportion of employees aged 40 or above is:
a) decreasing.
b) increasing.
c) staying constant.
d) fluctuating randomly.

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic
12. According to the equal employment opportunity guidelines, which of the following hiring
requirements would be considered illegal?
a) A special pilot’s license to fly for major airlines
b) A minimum weight requirement to serve as a restaurant chef
c) Passing a criminal background check to be an elementary school teacher
d) A medical license to be a doctor

Ans: b
Bloom’s: Application
Level: Medium
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Reflective Thinking

13. Who among the following is least likely to be protected by federal laws that guarantee
equal opportunity?
a) An applicant from a minority community
b) A 40-year-old worker
c) A job applicant who drinks
d) A pregnant worker

Ans: c
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

14. Which of the following bills signed by President Obama expanded workers’ rights to sue
employers on equal pay issue?
a) The Pregnancy Discrimination Pay for Performance Act
b) The Lilly Ledbetter Fair Pay Act
c) The Age Discrimination Wage Restriction Act
d) The Workplace Privacy Affirmative Action Pay Act

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic

15. While safer to assume they have none, privacy at work is a right that applies to which of
these?
a) Only managers
b) Only non-managers
c) All employees
d) Only top performing employees

Ans: c
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic

16. Which of the following statements is NOT true about privacy in the workplace?
a) Technology can allow employers to monitor emails from company computers.
b) Technology can allow employers to identify who is receiving phone calls.
c) Technology can allow employers to track internet searches done on company equipment.
d) Technology can allow employers to spy on employees to decide who will get a promotion.

Ans: d
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic

17. In the U.S., what percent of age discrimination suits result in some financial settlement in
favor of the person filing the claim?
a) 80
b) 20
c) 50
d) 35

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic

18. Which of the following processes occurs when companies try to attract a qualified pool of
applicants?
a) Planning
b) Screening
c) Selection
d) Recruitment

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Recruitment attracts qualified job applicants.
AACSB: Analytic
19. __________ is the extent to which an individual’s values, interests, and behaviors are
consistent with the culture of an organization.
a) Person-job fit
b) Person-culture fit
c) Recruitment
d) Job satisfaction

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Strategic human resource management aligns human capital with
organizational strategies.
AACSB: Analytic

20. Which of the following practices should NOT be followed while preparing for a telephone
interview?
a) Studying the organization ahead and matching your strengths to it
b) Planning to take the call in a quiet, private location
c) Practicing your voice tone and modulation to set a good first impression
d) Attending the interview without preparing any questions

Ans: d
Bloom’s: Comprehension
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Recruitment attracts qualified job applicants.
AACSB: Analytic
21. During the interview for a job, the process that attempts to reveal both the good and bad
points of the job is called:
a) an in-depth interview.
b) recruitment.
c) a realistic job preview.
d) orientation.

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Recruitment attracts qualified job applicants.
AACSB: Analytic

22. The process of choosing whom to hire from a pool of qualified candidates is called
__________.
a) assessment
b) recruitment
c) selection
d) review

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

23. While designing an employment test, ensuring that the results are an accurate predictor of
future job performance guarantees that the test instrument is __________.
a) valid
b) reliable
c) realistic
d) socialized
Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

24. An assessment center evaluates a candidate’s:

a) professionalism.
b) socialization.
c) job potential.
d) behavior.

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

25. An assessment center evaluates candidates’ potential by:

a) placing each person into a frequency distribution.
b) evaluating each person against every other and then creating a summary ranking.
c) observing their performance in experiential activities designed to simulate daily work.
d) assigning them to senior employees are protégés.

Ans: c
Bloom’s: Comprehension
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic
26. The process of evaluating a candidate in an actual work situation is called __________.
a) behavior analysis
b) work sampling
c) coaching
d) socialization

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

27. Allison, a long-term employee at AIM Corporation, helps William, a new employee, learn
the culture of the organization. In this scenario, Allison uses the __________ process.
a) assessment
b) socialization
c) affirmative action
d) unionization

Ans: b
Bloom’s: Application
Level: Medium
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Onboarding introduces new hires to the organization and work team.
AACSB: Analytic

28. __________ sessions run by human resource managers and other staff members
communicate key information to new hires and allow them to complete employment
documents.
a) Documentation
b) Socialization
c) Orientation
d) Coaching

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Onboarding introduces new hires to the organization and work team.
AACSB: Analytic

29. Thomas is a new employee at Town Realty. Andrew, an experienced employee, has been
assigned to offer performance advice to Thomas. This arrangement illustrates:
a) on the job training.
b) orientation.
c) work sampling.
d) coaching.

Ans: d
Bloom’s: Application
Level: Medium
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Training develops employee skills and capabilities.
AACSB: Analytic

30. Assigning an early career employee as a protégé to a more senior employee for the purpose
of professional advice and career guidance is called __________.
a) coaching
b) mentoring
c) assessing
d) socialization

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Training develops employee skills and capabilities.
AACSB: Analytic

31. Performance appraisal is the process of formally assessing performance and providing
__________ to jobholders.
a) motivation
b) promotions
c) feedback
d) mentoring

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

32. Which of the following appraisal methods uses specific descriptions of actual behaviors to
rate various levels of performance?
a) Graphic rating scale
b) Paired comparison
c) Critical-incident technique
d) Behaviorally anchored rating scale

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic
33. The performance appraisal method that uses a log of an employee’s effective and
ineffective job behaviors is called a__________.
a) behaviorally anchored rating scale
b) critical-incident technique
c) forced distribution method
d) graphic rating scale

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

34. __________ is the performance appraisal method that includes superiors, subordinates,
peers, and even customers in the appraisal process.
a) A behaviorally anchored rating scale
b) The critical-incident technique
c) The forced distribution method
d) 360° feedback

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

35. The performance appraisal method that rates and ranks one person’s performance with
others is called __________.
a) a behaviorally anchored rating scale
b) the critical-incident technique
c) a multiperson comparison
d) a graphic rating scale
Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

36. Which of the following performance review techniques evaluates each employee against
every other and then creates a summary ranking based on the number of superior scores?
a) Survey
b) Paired comparisons
c) Self-appraisal
d) Forced distribution

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

37. Which of the following is the process of managing how a person grows and progresses in a
career?
a) Career planning
b) Employee management
c) Career development
d) Multiperson comparison

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Retention and career development provide career paths.
AACSB: Analytic

38. The process of matching career goals and individual capabilities with opportunities for their
fulfillment is called __________.
a) career planning
b) employee management
c) career development
d) multiperson comparison

Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Retention and career development provide career paths.
AACSB: Analytic

39. People who are hired on temporary contracts and are not a part of an organization’s
permanent workforce are called __________.
a) selective workers
b) variable time employees
c) flex time workers
d) independent contractors

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: More people are working as independent contractors and contingency
employees.
AACSB: Analytic

40. Modern organizations prefer employing independent contractors because they are:
a) available at minimum wage.
b) easy to hire and fire.
c) better workers.
d) always available.

Ans: b
Bloom’s: Comprehension
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: More people are working as independent contractors and contingency
employees.
AACSB: Analytic

41. __________ involves balancing career demands with personal and family needs.
a) Work-life balance
b) Employee management
c) Career development
d) Multiperson comparison

Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Demands are increasing for job flexibility and work–life balance.
AACSB: Analytic

42. A __________ awards pay increases in proportion to performance contributions.

a) stock option plan
b) bonus pay plan
c) merit pay plan
d) profit sharing plan

Ans: c
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Compensation plans influence employee recruitment and retention.
AACSB: Analytic

43. Jenny, the sales executive in an insurance firm, achieves target sales well before the
stipulated time. The company recognizes her performance by awarding her a cash prize. Which
of the following compensation plans does this scenario illustrate?
a) A merit pay plan
b) Gain sharing plan
c) A bonus pay plan
d) Profit sharing plan

Ans: c
Bloom’s: Application
Level: Medium
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Compensation plans influence employee recruitment and retention.
AACSB: Reflective Thinking

44. Which of the following plans allows employees to share in cost savings or productivity gains
realized by their efforts?
a) Stock options
b) A bonus pay plan
c) A merit pay plan
d) Gain sharing

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Compensation plans influence employee recruitment and retention.
AACSB: Analytic
45. Which of the following compensation plans gives employees the right to purchase shares at
a fixed price in the future?
a) Stock options
b) Profit sharing
c) Bonus pay
d) Merit pay

Ans: a
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management
Section Reference: Compensation plans influence employee recruitment and retention.
AACSB: Analytic

46. Which of the following bodies deals with employers on the workers’ collective behalf?
a) A trade association
b) An employer representative
c) An employee organization
d) A labor union

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

47. Which of the following statements is NOT true of labor unions?

a) They are made up of workers.
b) They act as a “collective” voice for the workers.
c) They are run by a government agency.
d) They bargain for the workers.
Ans: c
Bloom’s: Comprehension
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

48. Which of the following programs helps employees achieve better work-life balance? a)
Bonus pay plans
b) Flexible benefits
c) Employee assistance programs
d) Family-friendly benefits

Ans: d
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Fringe benefits are an important part of employee compensation packages.
AACSB: Analytic

49. __________ programs allow choice to personalize benefits within a set dollar allowance.
a) Family-friendly
b) Flexible benefits
c) Employee assistance
d) Collective bargaining

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Fringe benefits are an important part of employee compensation packages.
AACSB: Analytic
50. The process of negotiating, administering, and interpreting a labor contract is called
___________.
a) legal administration
b) collective bargaining
c) unionizing
d) union manipulation

Ans: b
Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

True/False

51. Performance management aligns human capital with organizational strategies.

Ans: False
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Strategic human resource management aligns human capital with
organizational strategies.
AACSB: Analytic

52. Affirmative action attempts to enforce equal employment opportunity legislation.

Ans: True
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

53. It is legal for men to earn twice as much as women for doing the same job.

Ans: False
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

54. Realistic job interviewers “sell” the positive features of a job in order to find potential
employees.

Ans: False
Bloom’s: Comprehension
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Recruitment attracts qualified job applications.
AACSB: Analytic

55. An employment test is reliable when its scores demonstrate links with future job
performance.

Ans: False
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

56. In order to get performance feedback from more sources than just an employee’s
supervisor, a program of 360° feedback can be implemented.

Ans: True
Bloom’s: Comprehension
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

57. Workers who have more flexibility with start and stop times find it difficult to maintain
work-life balance.

Ans: False
Bloom’s: Comprehension
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Today’s lifestyle increases demands for flexibility and work-life balance.
AACSB: Analytic

58. The trend in modern labor-management relations is toward more cooperation than
adversity.

Ans: True
Bloom’s: Comprehension
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

Fill-in

59. __________ is the talent people offer organizations in respect to their abilities, knowledge,
experience, ideas, energies, and commitments.

Ans: Human capital

Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Strategic human resource management aligns human capital with
organizational strategies.
AACSB: Analytic

60. __________ are packages of opportunities and rewards that make diverse and talented
people want to belong to and work hard for an organization.

Ans: Employee value propositions

Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Strategic human resource management aligns human capital with
organizational strategies.
AACSB: Analytic

61. Criteria for hiring that are linked to a person’s ability to perform a job are called
__________.
Ans: bona fide occupational qualifications
Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

62. __________ penalizes a woman in a job or as a job applicant for being pregnant.

Ans: Pregnancy discrimination

Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws can’t guarantee that employment discrimination will never happen.
AACSB: Analytic

63. An important cornerstone of U.S. laws designed to protect workers from job discrimination
is Title VII of the __________.

Ans: Civil Rights Act of 1964

Bloom’s: Knowledge
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

64. __________ is the extent to which an individual’s knowledge, skills, experience, and
personal characteristics are consistent with job requirements.
Ans: Person-job fit
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Recruitment attracts qualified job applicants.
AACSB: Analytic

65. The __________ is the exchange of value between an individual and an organization in the
employment relationship.

Ans: psychological contract

Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices
Section Reference: The psychological contract is the exchange of value between individuals and
organizations.
AACSB: Analytic

66. __________ involves choosing to hire applicants who offer the greatest performance
potential.

Ans: Selection
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Selection makes decisions to hire qualified job applicants.
AACSB: Analytic

67. __________ is a program of activities that introduce a new hire to the policies, practices,
expectations, and culture of an organization and its teams.
Ans: Onboarding
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Onboarding introduces new hires to the organization and work team.
AACSB: Analytic

68. The purpose of performance appraisals are both to __________ and document
accomplishments, as well as initiate a process of __________.

Ans: measure; development

Bloom’s: Comprehension
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

69. In __________, younger and newly hired employees mentor their seniors.

Ans: reverse mentoring

Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Training develops employee skills and capabilities.
AACSB: Analytic

70. The __________ requires the maintenance of a log to capture the employee’s effective and
ineffective behaviors during the evaluation period.

Ans: critical-incident technique

Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

71. A multiperson comparison method that requires evaluators to place each employee into a
frequency distribution with several fixed performance classifications is called a(n) __________.

Ans: forced distribution

Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic

72. A well-managed career should include a carefully thought out __________, as well as an eye
for __________.

Ans: career plan; opportunity

Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Retention and career development provide career paths.
AACSB: Analytic

73. __________ work as needed and part-time, often on a longer-term basis.

Ans: Contingency workers

Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: More people are working as independent contractors and contingency
employees.
AACSB: Analytic

74. __________ plans provide one-time payments based on performance accomplishments.

Ans: Bonus pay

Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Compensation plans influence employee recruitment and retention.
AACSB: Analytic

75. __________ are nonmonetary forms of compensation such as health insurance and
retirement plans.

Ans: Fringe benefits

Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Fringe benefits are an important part of employee compensation packages.
AACSB: Analytic

76. A(n) __________ is a formal agreement between a union and an employer about the terms
of work for union members.

Ans: labor contract

Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic
77. The process involving management and unions working together to negotiate, administer,
and interpret labor contracts is called __________.

Ans: collective bargaining

Bloom’s: Knowledge
Level: Easy
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

Essay

78. Why is it important for managers to avoid discrimination in the workplace?

Ans: Discrimination avoidance is called for in order to comply with the law, but this is not the
primary reason. Job discrimination deprives an organization of the talent of otherwise qualified
individuals, and these practices can destroy employee morale and motivation. Organizations
will perform better when they treat their members better.
Bloom’s: Analysis
Level: Medium
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Human resource management attracts, develops, and maintains a talented
workforce.
Section Reference: Strategic human resource management aligns human capital with
organizational strategies.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic

79. List the three basic responsibilities of human resource management and the activities
necessary to achieve them.
Ans: The three objectives of human resource management are to attract a quality workforce,
develop a quality workforce, and maintain a quality workforce.
The activities necessary to attract a quality workforce include planning, recruiting, and
selecting.
The activities necessary to develop a quality workforce include employee orientation, training,
and performance appraisal.
The activities necessary to maintain a quality workforce include career development, work-life
balance, compensation and benefits, retention and turnover, and labor-management relations.
Bloom’s: Comprehension
Level: Easy
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Human resource management attracts, develops, and maintains a talented
workforce.
AACSB: Analytic

80. Define job discrimination, equal opportunity employment, affirmative action, and the
relationship between them.

Ans: Job discrimination is the act of denying a person a job or job assignment for non-job
related reasons. Equal employment opportunity is the right to employment and advancement
without discrimination based on race, sex, color, religion, or national origin. Affirmative action
is an effort on the part of the federal government to ensure equal employment for members of
protected groups by setting hiring quotas based on the demographics of relevant markets.
Recognizing that discrimination is not only morally wrong but also harmful to the nation, the
government passed legislation intended to provide equal opportunity for all. To add strength to
the legislation, the legislation included affirmative action.
Bloom’s: Analysis
Level: Medium
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Analytic
81. What is affirmative action? As a human resource manager, would you actively pursue
affirmative action? Give reasons.
Ans: Affirmative action is an effort to give preference in employment to women and minority
group members. Title VII of the Civil Rights Act of 1964 requires organizations to show affirmative
action in their efforts to ensure equal employment opportunity for members of protected groups,
those historically underrepresented in the workforce. Employers are expected to analyze existing
workforce demographics, compare them with those in the relevant labor markets, and set goals for
correcting any underrepresentation that might exist. These goals are supported by affirmative action
plans that are designed to ensure that an organization’s workforce represents women and minorities
in -proportion to their labor market availability. Student answers will vary.
Bloom’s: Synthesis
Level: Hard
Learning Objective 1: Understand the purpose and legal context of human resource
management.
Section Reference: Laws protect against employment discrimination.
AACSB: Reflective Thinking

82. Name and define different methods used for conducting performance appraisals.

Ans: The methods for conducting performance appraisals are graphic rating scale, behaviorally
anchored rating scale, the critical-incident technique, 360°feedback, and multiperson
comparison.
A graphic rating scale uses a standard checklist or scorecard for rating an employee’s
performance.
A behaviorally anchored rating scale uses specific descriptions of actual behaviors to rate
various levels of performance.
The critical-incident technique uses a log of the employee’s effective and ineffective job
behaviors.
360 degree feedback formally gathers inputs from the many people that work with and depend
on the person being appraised.
A multiperson comparison rates and ranks employees relative to each other.
Bloom’s: Knowledge
Level: Easy
Learning Objective 2: Identify essential human resource management practices.
Section Reference: Performance reviews assess work accomplishments.
AACSB: Analytic
83. Explain how the decline of unions in the private sector and their growth in the public sector
is related to organizational design.

Ans: The basis for a union is a contract, which is very structured, hierarchical, and rule-bound.
This generally fits best into a mechanistic system of organization. In today’s competitive
environment, it is organic structures that prevail, not mechanistic ones. Thus, unions do not fit
well in the private sector. However, the government is still largely bureaucratic and
mechanistic. Union systems fit very well, therefore, in the public sector.
Bloom’s: Analysis
Level: Medium
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Labor relations and collective bargaining are closely governed by law.
AACSB: Analytic

84. As a human resource manager, in order to raise recruitment and retention rates, you have
been asked to design a new employee compensation package for the company. What plans and
benefits would you include in this package? How much importance would you give to each
component of your design?
Ans: Student answers will vary.
Bloom’s: Synthesis
Level: Hard
Learning Objective 3: Recognize current issues in human resource management.
Section Reference: Compensation plans influence employee recruitment and retention.
Section Reference: Fringe benefits are an important part of employee compensation packages.
AACSB: Reflective Thinking