MGMT 2009 2nd Edition Chuck Williams – Test Bank

Questionnaire Bank For MGMT 2009 Second Edition by Chuck Williams

1. ISBN-10

   032478712X
2. ISBN-13

   978-0324787122

   MGMT, an innovative resource in your course on the principles of management, originated from YOU. We gathered your insight, the students, through discussions, focus groups, surveys, and interviews, about your optimal learning methods. Incorporating your feedback and suggestions from educators, we transformed them into perhaps the most pioneering approach to teaching and grasping management principles in the present era. This student-tested, faculty-approved streamlined text and array of multimedia learning tools are designed to cater to the active and varied lifestyles of contemporary learners. With MGMT, you will discover everything necessary to prepare thoroughly and excel in your management course.

   Chapter 11—Supervising Human Resource Tactics

   TRUE/FALSE

   1. Human resource management (HRM) involves discovering, nurturing, and retaining the appropriate individuals to form a skilled workforce.

   ANS: T PTS: 1 DIF: Simple REF: 192
   TOP: AACSB Analytical KEY: HRM

   2. The only circumstance where gender, age, religion, etc. can factor into employment decisions is when they are deemed a bona fide occupational qualification (BFOQ).

   ANS: T PTS: 1 DIF: Simple REF: 194
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

   3. There are three categories of federal laws vital to the human resource management procedure. These include federal employment laws, federal labor laws (which govern the relationship between management and worker unions representing groups of employees), and the Occupational Safety and Health Act (OSHA).

   ANS: T PTS: 1 DIF: Difficult REF: 195
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

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

   ANS: F
   These standards are outlined in the Uniform Guidelines on Employee Selection Procedures, jointly issued by the Equal Employment Opportunity Commission (EEOC), the Department of Labor, the U.S. Department of Justice, and the federal Office of Personnel Management.

   PTS: 1 DIF: Reasonable REF: 196
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

   5. Legally, intentional discrimination by an employer is known as adverse treatment while unintentional discrimination is referred to as disparate impact.

   ANS: F
   Legally, intentional discrimination by an employer is identified as disparate treatment, whereas unintentional discrimination is termed adverse impact.

   PTS: 1 DIF: Simple REF: 196
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

   6. The form of sexual harassment known as hostile work environment arises when employment decisions, such as hiring, promotions, or job retention, hinge on whether an individual submits to being sexually harassed.

   ANS: F
   This delineates quid pro quo sexual harassment. On the contrary, a hostile work environment transpires when unwelcome and demeaning sexually-related conduct creates a threatening, unpleasant, and inappropriate work atmosphere.

   PTS: 1 DIF: Reasonable REF: 196
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

   7. Merely complying with federal law is insufficient to prevent an organization from facing liability in sexual harassment complaints.

   ANS: F
   Mere compliance with federal law is often inadequate. In fact, organizations can fully comply with federal regulations while simultaneously violating state or local sexual harassment statutes.

   PTS: 1 DIF: Difficult REF: 197
   TOP: AACSB Analytical| AACSB Ethics
   KEY: HRM | Authorized Duties | Moral Obligations

   8. Job analysis is a methodical and systematic procedure for gathering information concerning the essential work-related aspects of a role.

   ANS: T PTS: 1 DIF: Simple REF: 197
   TOP: AACSB Analytical KEY: HRM

   9. A job specification outlines the fundamental duties, responsibilities, and obligations of a position, whereas a job description outlines the qualifications necessary to effectively carry out the job.

   ANS: F
   A job description outlines the fundamental duties, responsibilities, and obligations of a position, while a job specification details the qualifications necessary to effectively execute the job.

   PTS: 1 DIF: Reasonable REF: 197 TOP: AACSB Analytical
   KEY: HRM

   10. Job analyses, job descriptions, and job specifications aid organizations in meeting the legal mandate that their human resource decisions be role-related.

   ANS: T PTS: 1 DIF: Reasonable REF: 198
   TOP: AACSB Analytical KEY: HRM | Authorized Duties