26 May Question 61. In plain language an “expediting charge” is really
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Question
61. In plain language an “expediting charge” is really
a. a legal gift.
b. a bribe.
c. a courtesy.
d. a benefit.
62. The Foreign Corrupt Practices Act (FCPA) prohibits
a. U.S. firms from engaging in corrupt practices in foreign countries.
b. foreign firms from engaging in corrupt practices in the U.S.
c. U.S. firms from doing business with foreign firms which engage in corrupt practices.
d. U.S. firms from engaging in practices which are corrupt under the laws of the countries in
which they are operating.
63. A not-for-profit scientific organization wishes to build a fisheries research station in a remote part of a
developing nation. In order to receive a construction permit from the local government, the scientific
organization had to agree to build an elementary school, a medical clinic, free housing for all workers
and to provide SUVs for the use of local officials. This is
a. a clear example of a violation of the Foreign Corrupt Practices Act.
b. an example of an ethical dilemma in deciding whether this action would be bribery or a
benevolent act by the U.S. organization.
c. an instance of the corrupting influence of U.S. organizations on developing countries.
d. an acceptable practice because it is legal in this nation, even though it is not legal in the
U.S.
64. All of the following are aspects of UPS’s corporate integrity program EXCEPT
a. a zero-tolerance policy regarding ethical lapses.
b. a detailed code-of-conduct manual.
c. annual ethics training.
d. a hotline for confidential calls on ethical problems.
65. Which of the following statements is TRUE?
a. The HR function in the organization is largely insulated from unethical behaviors.
b. The HR department is largely responsible for the unethical behaviors of employees in the
organization.
c. HR management is the voice of organizational ethics.
d. HR management must focus on clearly illegal behaviors within the firm and leave ethics
up to the conscience of each individual manager.
66. As Director of HR, you are designing an ethics program for your organization. You plan to develop a
written code of ethics, training for all organizational members, and means for organizational members
to obtain advice on ethical situations. What critical element is missing from your plan?
a. systems for confidential reporting of misconduct.
b. a discipline system for offenders against the code of ethics.
c. means for employees to blow the whistle on organizational wrongdoing to governmental
agencies.
d. ensuring that the organization’s code of ethics is not more restrictive than the relevant
laws.
67. In organizations, in order to decide whether certain behavior is ethical or not, a person must answer all
the following questions EXCEPT
a. Does this behavior conform to mainstream political standards?
b. Does this behavior meet all applicable laws, regulations, and government codes?
c. Does this behavior meet organizational standards?
d. Does this behavior meet professional standards?
68. Ethics deals with
a. what ought to be done.
b. what is required by law.
c. religious values.
d. standard practices and procedures.
69. Whether employees and managers of an organization behave ethically is fundamentally a function of
a. professional codes of ethics.
b. the relevant laws and legal guidelines applying to the organization and its industry.
c. whether the organization has a code of ethics.
d. the organization’s culture.
70. The Sarbanes-Oxley Act has had all of the following effects on HR EXCEPT
a. HR vendors must prove that they are in compliance with the act.
b. HR has had to staff the compliance verification effort involved with the act.
c. HR has to check time, attendance, and payroll more closely.
d. HR exempt-level professionals must have professional certification.
71. The position of vice-president of HR is open in a large paper-products manufacturing company. Two
individuals are being considered, both from the internal HR function at the firm. The selection
committee wants the new vice-president to be a strategic contributor to the firm. All of the following
competencies are highly desirable EXCEPT
a. that the candidate understands the paper-products business in all aspects.
b. that the candidate be a highly detail-oriented person.
c. that the candidate have personal and professional credibility.
d. that the candidate understand the long-term implications of HR issues.
72. Pauline is an employee of a large city. She is the lead negotiator for contracts between the city
government and the police and firefighters’ unions. Pauline is an HR
a. specialist.
b. technologist.
c. generalist.
d. interventionist.
73. The most common area for HR specialization is
a. EEO compliance.
b. labor/management relations.
c. benefits.
d. HR information systems.
74. The largest professional organization for HR generalists is
a. the International Personnel Management Association (IPMA).
b. the American Society for Training and Development (ASTD).
c. the Human Resource Certification Institute (HRCI).
d. the Society for Human Resource Management (SHRM).
75. Emil is the assistant HR manager at a commercial construction company. Emil handles almost every
aspect of human resources at the company, from employee questions about benefits to holding exit
interviews. Emil is an HR
a. generalist.
b. specialist.
c. technologist.
d. unit manager.
76. The ____ sponsors the most well-known certification program for HR generalists.
a. Human Resource Certification Institute
b. International Personnel Management Association
c. World at Work Association
d. American Society for Training and Development
77. You are the director of HR for a medium-sized firm. You are looking to hire a benefits specialist. You
would prefer the individual to be certified in this field. Consequently, you will check applicant
resumés for these initials
a. OHST.
b. CEBS
c. CPT.
d. GPHR.
78. HR professionals value their professional certification because
a. certification is required in order to hold an exempt-level position in HR.
b. PHR and SPHR certified professionals command higher pay.
c. of the credibility certification gives them with peers and senior managers.
d. certification is viewed as the equivalent of a master’s degree in HR.
TRUE/FALSE
1. Few firms bother to calculate the return they receive on human capital investments.
2. Effective use of a firm’s human capital may explain significant amounts of the difference in market
value between one company and another.
3. Intellectual capital is the thinking, knowledge, creativity, and decision-making that people in
organizations contribute.
4. The value of human capital is intangible and its contribution to the organization is not measurable,
even though it is of critical importance to the organization’s success.
5. HR management is exclusively concerned with activities and forces within the firm.
6. Human resource management is a technical discipline requiring specialized skills. Accordingly, all HR
activities should be carried out by HR professionals.
7. From a legal standpoint, it is critical that line managers not undertake HR management activities.
8. Most HR outsourcing is related to the administrative role of HR.
9. The top management team of an international chemical company is considering outsourcing some of
its HR functions. As a member of the HR staff who has been involved with top management in
strategic discussions about an upcoming acquisition, you ought to be updating your resumé because
you will probably be terminated.
10. Typical operational HR functions include legal compliance, processing applications, training
supervisors, and administering wages and salaries.
11. Operational HR is essentially reactive while strategic HR is essentially proactive.
12. When EconoPharm acquired a competing chain of discount drug stores, the vice president of HR was
brought in after the decision to acquire was made, in order to make plans for workforce changes. This
is an example of HR as a strategic partner.
13. An HR professional who seeks to work in international business must look for a job in a very large
firm.
14. The fastest-growing occupations are related to information technology and health care, but the most
job growth in terms of total number of jobs is in lower-skilled service fields.
15. If the U.S. educational system does not improve, U.S. employers will be forced to expand international
outsourcing of jobs.
16. Contingent workers have less legal protection regarding selection, discrimination, benefits, discipline
and termination than do regular employees.
17. Clark employs eleven international sales representatives who communicate with him entirely by
telephone and email. Clark is correct in calling them “my virtual employees.”
18. African-Americans make up the largest proportion of minorities in the overall U.S. workforce.
19. Employee problems with balancing work and family have resulted in growing retention problems for
firms.
20. As a recruiter for DeeLish Candies, Inc., Joyce has noticed a number of applicants for positions at
DeeLish Candies who were laid off from one of its main competitors. This competitor recently
completed a major restructuring of the organization. Although Joyce has no direct information about
this competitor, she surmises that the restructuring was due to cost pressures. Joyce is probably correct
in her guess.
21. It is illegal under discrimination laws for a firm to be hiring employees for some positions while
simultaneously laying off employees from other positions.
22. Because the core of HR management involves working with people one-on-one, the introduction of
web-based technology has had little impact on the day-to-day working lives of HR managers.
23. When HR departments of firms in the same industry collaborate, there is some concern that
competitive conflicts may arise.
24. The initial purpose served by an HRMS in an organization is efficiency: quicker processing of data
and activities with fewer HR staff.
25. HRMS have not been effective at improving HR work flow in most organizations because of
educational limitations of hourly-level employees.
26. Employee self-service in an HRMS means that employees can handle all their interactions with HR
electronically without ever needing to interact face-to-face with an HR professional.
27. Firms with high ethical standards are more likely to meet long-term strategic goals than firms which
behave unethically.
28. Because of higher European standards for business conduct, European businesses are less subject to
ethical scandals than are U.S. businesses.
29. A bribe to a government official will be exempt from the Foreign Corrupt Practices Act if the HR
professional involved records the transaction as a gift.
30. It is fair to say that at Enron (where there were widespread incidents of corruption) the organizational
culture supported unethical behavior.
31. A survey of HR professionals indicated that common ethical misconduct in HR activities included
favoritism in hiring and promotion as well as personal bias in performance appraisal and pay increases.
32. With respect to HR management, ethics is primarily concerned with legal compliance to avoid
expensive lawsuits and out-of-court settlements.
33. An important method for an HR professional to establish credibility in
a. a legal gift.
b. a bribe.
c. a courtesy.
d. a benefit.
62. The Foreign Corrupt Practices Act (FCPA) prohibits
a. U.S. firms from engaging in corrupt practices in foreign countries.
b. foreign firms from engaging in corrupt practices in the U.S.
c. U.S. firms from doing business with foreign firms which engage in corrupt practices.
d. U.S. firms from engaging in practices which are corrupt under the laws of the countries in
which they are operating.
63. A not-for-profit scientific organization wishes to build a fisheries research station in a remote part of a
developing nation. In order to receive a construction permit from the local government, the scientific
organization had to agree to build an elementary school, a medical clinic, free housing for all workers
and to provide SUVs for the use of local officials. This is
a. a clear example of a violation of the Foreign Corrupt Practices Act.
b. an example of an ethical dilemma in deciding whether this action would be bribery or a
benevolent act by the U.S. organization.
c. an instance of the corrupting influence of U.S. organizations on developing countries.
d. an acceptable practice because it is legal in this nation, even though it is not legal in the
U.S.
64. All of the following are aspects of UPS’s corporate integrity program EXCEPT
a. a zero-tolerance policy regarding ethical lapses.
b. a detailed code-of-conduct manual.
c. annual ethics training.
d. a hotline for confidential calls on ethical problems.
65. Which of the following statements is TRUE?
a. The HR function in the organization is largely insulated from unethical behaviors.
b. The HR department is largely responsible for the unethical behaviors of employees in the
organization.
c. HR management is the voice of organizational ethics.
d. HR management must focus on clearly illegal behaviors within the firm and leave ethics
up to the conscience of each individual manager.
66. As Director of HR, you are designing an ethics program for your organization. You plan to develop a
written code of ethics, training for all organizational members, and means for organizational members
to obtain advice on ethical situations. What critical element is missing from your plan?
a. systems for confidential reporting of misconduct.
b. a discipline system for offenders against the code of ethics.
c. means for employees to blow the whistle on organizational wrongdoing to governmental
agencies.
d. ensuring that the organization’s code of ethics is not more restrictive than the relevant
laws.
67. In organizations, in order to decide whether certain behavior is ethical or not, a person must answer all
the following questions EXCEPT
a. Does this behavior conform to mainstream political standards?
b. Does this behavior meet all applicable laws, regulations, and government codes?
c. Does this behavior meet organizational standards?
d. Does this behavior meet professional standards?
68. Ethics deals with
a. what ought to be done.
b. what is required by law.
c. religious values.
d. standard practices and procedures.
69. Whether employees and managers of an organization behave ethically is fundamentally a function of
a. professional codes of ethics.
b. the relevant laws and legal guidelines applying to the organization and its industry.
c. whether the organization has a code of ethics.
d. the organization’s culture.
70. The Sarbanes-Oxley Act has had all of the following effects on HR EXCEPT
a. HR vendors must prove that they are in compliance with the act.
b. HR has had to staff the compliance verification effort involved with the act.
c. HR has to check time, attendance, and payroll more closely.
d. HR exempt-level professionals must have professional certification.
71. The position of vice-president of HR is open in a large paper-products manufacturing company. Two
individuals are being considered, both from the internal HR function at the firm. The selection
committee wants the new vice-president to be a strategic contributor to the firm. All of the following
competencies are highly desirable EXCEPT
a. that the candidate understands the paper-products business in all aspects.
b. that the candidate be a highly detail-oriented person.
c. that the candidate have personal and professional credibility.
d. that the candidate understand the long-term implications of HR issues.
72. Pauline is an employee of a large city. She is the lead negotiator for contracts between the city
government and the police and firefighters’ unions. Pauline is an HR
a. specialist.
b. technologist.
c. generalist.
d. interventionist.
73. The most common area for HR specialization is
a. EEO compliance.
b. labor/management relations.
c. benefits.
d. HR information systems.
74. The largest professional organization for HR generalists is
a. the International Personnel Management Association (IPMA).
b. the American Society for Training and Development (ASTD).
c. the Human Resource Certification Institute (HRCI).
d. the Society for Human Resource Management (SHRM).
75. Emil is the assistant HR manager at a commercial construction company. Emil handles almost every
aspect of human resources at the company, from employee questions about benefits to holding exit
interviews. Emil is an HR
a. generalist.
b. specialist.
c. technologist.
d. unit manager.
76. The ____ sponsors the most well-known certification program for HR generalists.
a. Human Resource Certification Institute
b. International Personnel Management Association
c. World at Work Association
d. American Society for Training and Development
77. You are the director of HR for a medium-sized firm. You are looking to hire a benefits specialist. You
would prefer the individual to be certified in this field. Consequently, you will check applicant
resumés for these initials
a. OHST.
b. CEBS
c. CPT.
d. GPHR.
78. HR professionals value their professional certification because
a. certification is required in order to hold an exempt-level position in HR.
b. PHR and SPHR certified professionals command higher pay.
c. of the credibility certification gives them with peers and senior managers.
d. certification is viewed as the equivalent of a master’s degree in HR.
TRUE/FALSE
1. Few firms bother to calculate the return they receive on human capital investments.
2. Effective use of a firm’s human capital may explain significant amounts of the difference in market
value between one company and another.
3. Intellectual capital is the thinking, knowledge, creativity, and decision-making that people in
organizations contribute.
4. The value of human capital is intangible and its contribution to the organization is not measurable,
even though it is of critical importance to the organization’s success.
5. HR management is exclusively concerned with activities and forces within the firm.
6. Human resource management is a technical discipline requiring specialized skills. Accordingly, all HR
activities should be carried out by HR professionals.
7. From a legal standpoint, it is critical that line managers not undertake HR management activities.
8. Most HR outsourcing is related to the administrative role of HR.
9. The top management team of an international chemical company is considering outsourcing some of
its HR functions. As a member of the HR staff who has been involved with top management in
strategic discussions about an upcoming acquisition, you ought to be updating your resumé because
you will probably be terminated.
10. Typical operational HR functions include legal compliance, processing applications, training
supervisors, and administering wages and salaries.
11. Operational HR is essentially reactive while strategic HR is essentially proactive.
12. When EconoPharm acquired a competing chain of discount drug stores, the vice president of HR was
brought in after the decision to acquire was made, in order to make plans for workforce changes. This
is an example of HR as a strategic partner.
13. An HR professional who seeks to work in international business must look for a job in a very large
firm.
14. The fastest-growing occupations are related to information technology and health care, but the most
job growth in terms of total number of jobs is in lower-skilled service fields.
15. If the U.S. educational system does not improve, U.S. employers will be forced to expand international
outsourcing of jobs.
16. Contingent workers have less legal protection regarding selection, discrimination, benefits, discipline
and termination than do regular employees.
17. Clark employs eleven international sales representatives who communicate with him entirely by
telephone and email. Clark is correct in calling them “my virtual employees.”
18. African-Americans make up the largest proportion of minorities in the overall U.S. workforce.
19. Employee problems with balancing work and family have resulted in growing retention problems for
firms.
20. As a recruiter for DeeLish Candies, Inc., Joyce has noticed a number of applicants for positions at
DeeLish Candies who were laid off from one of its main competitors. This competitor recently
completed a major restructuring of the organization. Although Joyce has no direct information about
this competitor, she surmises that the restructuring was due to cost pressures. Joyce is probably correct
in her guess.
21. It is illegal under discrimination laws for a firm to be hiring employees for some positions while
simultaneously laying off employees from other positions.
22. Because the core of HR management involves working with people one-on-one, the introduction of
web-based technology has had little impact on the day-to-day working lives of HR managers.
23. When HR departments of firms in the same industry collaborate, there is some concern that
competitive conflicts may arise.
24. The initial purpose served by an HRMS in an organization is efficiency: quicker processing of data
and activities with fewer HR staff.
25. HRMS have not been effective at improving HR work flow in most organizations because of
educational limitations of hourly-level employees.
26. Employee self-service in an HRMS means that employees can handle all their interactions with HR
electronically without ever needing to interact face-to-face with an HR professional.
27. Firms with high ethical standards are more likely to meet long-term strategic goals than firms which
behave unethically.
28. Because of higher European standards for business conduct, European businesses are less subject to
ethical scandals than are U.S. businesses.
29. A bribe to a government official will be exempt from the Foreign Corrupt Practices Act if the HR
professional involved records the transaction as a gift.
30. It is fair to say that at Enron (where there were widespread incidents of corruption) the organizational
culture supported unethical behavior.
31. A survey of HR professionals indicated that common ethical misconduct in HR activities included
favoritism in hiring and promotion as well as personal bias in performance appraisal and pay increases.
32. With respect to HR management, ethics is primarily concerned with legal compliance to avoid
expensive lawsuits and out-of-court settlements.
33. An important method for an HR professional to establish credibility in
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