Question1Which question should not be important in evaluating the value of training?

1

Which question should not be important in evaluating the value of training?

• • Was the cost of training within the budget?

• • Is the change due to training?

• • Is the change positive related to organizational goals?

• • Did change occur?

2

For organizations, _________ is an indirect cost associated with downsizing.

• • administrative processing

• • an increase in the unemployment tax rate

• • outplacement

• • severance pay

3

3

Employee demotions usually involve.

• • a reduction in pay but no loss of opportunity, status, or privilege

• • a decrease in status and privilege but no loss of opportunity or pay

• • an increase in pay and more responsibility

• a cut in pay, status, privilege, or opportunity

  4

  Hard quotas

  • • represent a mandate to hire or promote specific numbers or proportions of women or minority group members
  • • systematically favor women and minorities in hiringandpromotiondecisions
  • • are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
  • • 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

  5

  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.

  • • accept
  • • predict
  • • abandon
  • • assign

  6

  _____ analysis is the level of analysis that focuses on employees specifically.

  • • Employee
  • • Operations
  • • Environmental
  • • Individual

  7

  Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retentionawards, 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.

  • • Equal Pay Act (1963)
  • • Sarbanes–Oxley Act (2002)
  • • PayforPerformanceAct (2009)
  • • American Recovery and Reinvestment Act (2009)

  8

  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
  • • Inability to handle numerous projects
  • • Short attention spans

  9

  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.

  • • Short-Term Disability laws
  • • The Pension Protection Act (PPA) of 2006
  • • Short-Term Severance Pay laws
  • • Employer Cost Shifting laws

  10  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.

  external

  secondary

  primary

  internal

  11

  Mary arrives at her newjob. 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?

  Organizational development

  Information presentation

  On-the-job training

  Simulation

  12

  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

  quid pro quo

  hostile environment

  negligent hiring

  13

  _____ proceeds from an oral warning to a written warning to a suspension to dismissal.

  Due process

  Progressive discipline

  Procedural justice

  Positive discipline

  14

  Which of the following is a distinctive feature of the U.S. system compared with other countries?

  All agreements are of unlimited duration

  Low union dues and small unionstaffs

  Wages set by arbitration councils

  Exclusive representation

  15

  If objective performance data are available, which of the following is the best strategy to use?

  MBO

  summated rating scales

  work planning and review

  BARS

  16

  _____ implies that appraisal systems are easy for managers and employees to understand and use.

  Acceptability

  Sensitivity

  Practicality

  Reliability

  17

  Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.

  negative transfer of training

  applicability of training

  reinforcement of training

  simulation of training

  18

  A _____ occurs when parties are unable to move further toward settlement.

  mediation

  grievance

  bargaining impasse

  lockout

  19

  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.

  defamation

  constructive discharge

  lifestyle discrimination

  invasion of privacy

  20

  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.

  former employees

  outside labor markets

  entry-level employees

  their subsidiaries

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