2015 HRM 531 Final Exam 1 When conduction a performance feedback discussion active listening requires verbal communications september 2023

HRM 531 Final Exam – 2015
2015 – HRM 531 Final Exam 1. When conduction a performance feedback discussion, active listening requires: • verbal communications only • summarizing what was said and what was agreed to • interruptions to get your point across • summarizing your key points. 2. Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information . • predict • abandon • assign • accept. 3. In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work. • constructive discharge • invasion of privacy • defamation • lifestyle discrimination. 4. In determining the competitiveness of benefits, senior management tends to focus mainly on • security • cost • worth • value. 5. When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity. • secondary • internal • primary • external. 6. Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2) • control-based compensation • recognition is a major factor in motivation • the Rucker plan • the Scanlon plan 7. To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should • present only the manager’s perspective • have friends testify • present only the employee’s perspective • document appraisal ratings and reason for termination. 8. Employee demotions usually involve. • a decrease in status and privilege but no loss of opportunity or pay • a cut in pay, status, privilege, or opportunity • an increase in pay and more responsibility • a reduction in pay but no loss of opportunity, status, or privilege. 9. If objective performance data are available, which of the following is the best strategy to use? • BARS • work planning and review • summated rating scales • MBO. 10 _____ implies that appraisal systems are easy for managers and employees to understand and use. • Sensitivity • Acceptability • Practicality • Reliability. 11 _____ analysis is the level of analysis that focuses on employees specifically. • Operations • Individual • Environmental • Employee. 12 Hard quotas • systematically favor women and minorities in hiring and promotion decisions • are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay • represent a mandate to hire or promote specific numbers or proportions of women or minority group members • are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination. 13 This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans. • Employer Cost Shifting laws • The Pension Protection Act (PPA) of 2006 • Short-Term Disability laws • Short-Term Severance Pay laws. 14.Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance. • applicability of training • simulation of training • negative transfer of training • reinforcement of training. 15 ____________ is the biggest hurdle to overcome in a pay-for-performance plan. • Inflation • Merit-pay increases • Salary cap performance level • Compensation equation 16 _____ proceeds from an oral warning to a written warning to a suspension to dismissal. • Procedural justice • Due process • Positive discipline • Progressive discipline 17 Which is not a quality of Generation Y? • A blurring of the lines between work and leisure time while on the job • The constant need for stimulation/entertainment • Short attention spans • Inability to handle numerous projects 18 A _____ occurs when parties are unable to move further toward settlement. • mediation • lockout • bargaining impasse • grievance 19 Which question should not be important in evaluating the value of training? • Was the cost of training within the budget? • Did change occur? • Is the change due to training? • Is the change positive related to organizational goals? 20.If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for • loss of consortium • hostile environment • negligent hiring • quid pro quo 21 What can affirmative action assist organizations in achieving that diversity initiatives cannot? • Maximizing creativity • Increased productivity • Correcting specific problems of the past • Maximizing workforce commitment 22 ___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future. • Recruiting • Performance management • Placement • Selection 23. Which of the following is a distinctive feature of the U.S. system compared with other countries? • Wages set by arbitration councils • Low union dues and small union staffs • All agreements are of unlimited duration • Exclusive representation 24. What is our country’s income maintenance program? • COBRA (1985) • ERISA (1974) • Social Security • PPA (2006), 401(k) 25. For organizations, _________ is an indirect cost associated with downsizing. • an increase in the unemployment tax rate. • severance pay • outplacement • administrative processing . 26 Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate. • Sarbanes–Oxley Act (2002) • Pay for Performance Act (2009) • American Recovery and Reinvestment Act (2009) • Equal Pay Act (1963) 27 Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use? • Simulation • Organizational development • Information presentation • On-the-job training 28. Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave. • entry-level employees • outside labor markets • former employees • their subsidiaries. 29 ________________ include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others. • Social responsibilities • General business strategies • Nonfinancial rewards • Internal pay objectives 30 The Civil Rights Act of 1991 offered what for victims of unintentional discrimination? • Race-norming • Adverse impact • Monetary damages and jury trials • Affirmative action.

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