Question 1) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Quality of work relations

1) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress?
A. Quality of work relations
B. Participation and membership
C. Performance on the job
D. Communication breakdowns

2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress?
A. Employee conflict
B. Performance on the job
C. Loss of vitality
D. Communication breakdowns

3) Thousands of equal-pay lawsuits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed
A. women
B. African Americans
C. the elderly
D. Americans with disabilities

4) What term refers to those actions appropriate to overcome the effects of past or present policies, practices, or other barriers to equal employment opportunity?
A. Reparation
B. Emancipation
C. Desegregation
D. Affirmative action

5) In the employment context, _______________ can be viewed broadly as giving an unfair advantage or disadvantage to the members of a particular group in comparison with the members of other groups
A. ethnocentrism
B. discrimination
C. seniority system
D. race norming

6) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed
A. women
B. African Americans
C. the elderly
D. Americans with disabilities

7) Which of the following observations is correct?
A. Diversity is problem focused, and affirmative action is opportunity focused
B. Diversity is government initiated, and affirmative action is voluntary
C. Diversity is proactive, and affirmative action is reactive
D. Diversity is quantitative, and affirmative action is qualitative

8) Which of the following would you associate with managing diversity?
A. Government initiated
B. Assumes integration
C. Internally focused
D. Quantitative

9) “To be the world’s best quick-service restaurant” is an example of what?
A. Organizational charter
B. Standard operating procedure
C. Code of ethics
D. Vision statement

10) _________ is a job analysis method that lists tasks or behaviors and involves workers rating each task or behavior in terms of whether or not it is performed. If the task is performed, workers also rate the frequency, importance, level of difficulty, and relationship to overall performance
A. Job performance
B. Structured questionnaires
C. Interviews
D. Critical incidents

11) Recruitment begins by specifying _____, which are the typical results of job analysis and workforce planning activities
A. human resource requirements
B. strategic imperatives
C. succession plans
D. affirmative action candidates

12) The step following recruitment is _____, which is basically a rapid, rough selection process
A. an orientation
B. an initial screening
C. a suspension
D. a workforce plan

13) During the _____ stage, it is most important to select the managers who can develop stable management systems to preserve the gains achieved during the embryonic stage
A. mature
B. high-growth
C. aging
D. embryonic

14) Increasing an individual’s employability outside the company simultaneously increases his or her job security and desire to stay with the current employer. What is this known as?
A. Training paradox
B. Pygmalion effect
C. Distributed practice
D. Massed practice

15) Which is a characteristic of the most effective training practices?
A. Training starts at the bottom of the organization
B. Training is part of the corporate culture
C. Training is evaluated by checking participant reactions
D. Little time is spent assessing training needs

16) Which analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels?
A. Individual
B. Operations
C. Demographic
D. Organization

17) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees, are parts of
A. employee welfare
B. grievance management
C. performance appraisal
D. performance facilitation

18) This can be thought of as a compass that indicates a person’s actual direction as well as a person’s desired direction.
A. Management by objectives
B. Forced distribution
C. Central tendency
D. Performance management

19) What would you call a meeting that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams?
A. performance appraisal
B. performance facilitation
C. performance encouragement
D. performance standard

20) When managing careers, what should organizations do?
A. Plan for shorter employment relationships
B. Focus primarily on employee needs and aspirations
C. Allow employees to structure work assignments
D. Focus on and recognize career stages that employees go through

21) A sequence of positions occupied by a person during the course of a lifetime is characteristic of what type of career?
A. Subjective
B. Objective
C. Specific
D. General

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