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
Quid
pro quo
Loss
of consortium
Negligent hiring
Hostile
environment
Which is not a quality of Generation Y?
Inability to handle numerous projects
The
constant need for stimulation/entertainment
A
blurring of the lines between work and leisure time while on the job
Short
attention spans
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
Primary
Secondary
Internal
In _____,
workers have been fired for refusing to quit smoking, for living with someone
without being married, drinking a competitors product, motorcycling, and other
legal activities outside of work.
Constructive
discharge
Lifestyle discrimination
Invasion
of privacy
Defamation
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
Assign
Predict
Abandon

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.
Pay
for Performance Act (2009)
American Recovery and Reinvestment Act
(2009)

Equal
Pay Act (1963)
SarbanesOxley
Act (2002)
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
(page 513)
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
Former
employees
Their
subsidiaries
Outside labor markets
(page 211)

What is our
countrys income maintenance program?
ERISA
(1974)
PPA
(2006), 401(k)
COBRA
(1985)
Social Security
____________ is
the biggest hurdle to overcome in a pay-for-performance plan.
Inflation
Compensation
equation
Salary
cap performance level
Merit-pay
increases
___________ 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.
Placement
Performance management
Selection
Recruiting

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
Employer
Cost Shifting laws
The Pension Protection Act (PPA) of
2006
(page 486)
Short-Term
Severance Pay laws
Training that
results in ______ is costly because of the cost of training (which proved to be
useless) and the cost of hampered performance.
Simulation
of training
Applicability
of training
Reinforcement
of training
Negative transfer of training
(page 306)

_____ implies
that appraisal systems are easy for managers and employees to understand and
use.
Sensitivity
Acceptability
Practicality (page 339)
Reliability

The Civil Rights
Act of 1991 offered what for victims of unintentional discrimination?
Affirmative
action
Monetary damages and jury trials
(page 85)
Race-norming
Adverse
impact
A _____ occurs
when parties are unable to move further toward settlement.
Lockout
Bargaining impasse
(page 530)
Mediation
Grievance
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 Marys new employer use?
Information
presentation
Simulation (page 309)
On-the-job
training
Organizational
development

If objective
performance data are available, which of the following is the best strategy to
use?
Summated
rating scales
BARS
MBO (page 348)
Work
planning and review
To avoid legal
difficulties related to performance appraisals and enhance credibility in
court, employers should
Present
only the managers perspective
Present
only the employees perspective
Have
friends testify
Document appraisal ratings and reason
for termination (page 340)
For
organizations, _________ is an indirect cost associated with downsizing.
Outplacement
Administrative
processing
An increase in the unemployment tax
rate
(page 401)
Severance
pay
Employee
demotions usually involve.
A cut in pay, status, privilege, or
opportunity
(page 398)
A
decrease in status and privilege but no loss of opportunity or pay
An
increase in pay and more responsibility
A
reduction in pay but no loss of opportunity, status, or privilege

Which question
should not be important in evaluating the value of training?
Was the cost of training within the
budget?
(page 311)
Is
the change positive related to organizational goals?
Did
change occur?
Is
the change due to training?
Hard quotas
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
(page 688)
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
Systematically
favor women and minorities in hiring and promotion decisions

When conduction
a performance feedback discussion, active listening requires
Verbal
communications only
Interruptions
to get your point across
Summarizing what was said and what was
agreed to
(page 362)
Summarizing
your key points
Properly
designed incentive programs work because they are based on two well-accepted
psychological principles: (1) increased motivation improves performance and (2)

The
Rucker plan
The
Scanlon plan
Control-based
compensation
Recognition is a major factor in
motivation
(page 441)
What can
affirmative action assist organizations in achieving that diversity initiatives
cannot?
Maximizing
creativity
Correcting specific problems of the
past
(page 122)
Maximizing
workforce commitment
Increased
productivity

_____ proceeds
from an oral warning to a written warning to a suspension to dismissal.
Procedural
justice
Progressive discipline
(page 694)
Positive
discipline
Due
process
In determining
the competitiveness of benefits, senior management tends to focus mainly on
Value
Worth
Cost (page 471)
Security
________________
include everything in a work environment that enhances a workers sense of
self-respect and esteem by others.
Nonfinancial rewards
(page 692)
Social
responsibilities
Internal
pay objectives
General
business strategies

_____ analysis
is the level of analysis that focuses on employees specifically.
Individual (page 298)
Operations
Employee
Environmental

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 Quid
pro quo Loss
of consortium Negligent hiring Hostile
environmentWhich is not a quality of Generation Y? Inability to handle numerous projects The
constant need for stimulation/entertainment A
blurring of the lines between work and leisure time while on the job Short
attention spansWhen 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 Primary Secondary InternalIn _____,
workers have been fired for refusing to quit smoking, for living with someone
without being married, drinking a competitors product, motorcycling, and other
legal activities outside of work. Constructive
discharge Lifestyle discrimination Invasion
of privacy DefamationBecause
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 Assign Predict AbandonTitle 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. Pay
for Performance Act (2009) American Recovery and Reinvestment Act
(2009)
Equal
Pay Act (1963) SarbanesOxley
Act (2002)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
(page 513)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 Former
employees Their
subsidiaries Outside labor markets
(page 211)What is our
countrys income maintenance program? ERISA
(1974) PPA
(2006), 401(k) COBRA
(1985) Social Security____________ is
the biggest hurdle to overcome in a pay-for-performance plan. Inflation Compensation
equation Salary
cap performance level Merit-pay
increases___________ 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. Placement Performance management Selection RecruitingThis 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 Employer
Cost Shifting laws The Pension Protection Act (PPA) of
2006
(page 486) Short-Term
Severance Pay lawsTraining that
results in ______ is costly because of the cost of training (which proved to be
useless) and the cost of hampered performance. Simulation
of training Applicability
of training Reinforcement
of training Negative transfer of training
(page 306)_____ implies
that appraisal systems are easy for managers and employees to understand and
use. Sensitivity Acceptability Practicality (page 339) ReliabilityThe Civil Rights
Act of 1991 offered what for victims of unintentional discrimination? Affirmative
action Monetary damages and jury trials
(page 85) Race-norming Adverse
impactA _____ occurs
when parties are unable to move further toward settlement. Lockout Bargaining impasse
(page 530) Mediation GrievanceMary 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 Marys new employer use? Information
presentation Simulation (page 309) On-the-job
training Organizational
developmentIf objective
performance data are available, which of the following is the best strategy to
use? Summated
rating scales BARS MBO (page 348) Work
planning and reviewTo avoid legal
difficulties related to performance appraisals and enhance credibility in
court, employers should Present
only the managers perspective Present
only the employees perspective Have
friends testify Document appraisal ratings and reason
for termination (page 340)For
organizations, _________ is an indirect cost associated with downsizing. Outplacement Administrative
processing An increase in the unemployment tax
rate
(page 401) Severance
payEmployee
demotions usually involve. A cut in pay, status, privilege, or
opportunity
(page 398) A
decrease in status and privilege but no loss of opportunity or pay An
increase in pay and more responsibility A
reduction in pay but no loss of opportunity, status, or privilegeWhich question
should not be important in evaluating the value of training? Was the cost of training within the
budget?
(page 311) Is
the change positive related to organizational goals? Did
change occur? Is
the change due to training?Hard quotas 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
(page 688) 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 Systematically
favor women and minorities in hiring and promotion decisionsWhen conduction
a performance feedback discussion, active listening requires Verbal
communications only Interruptions
to get your point across Summarizing what was said and what was
agreed to
(page 362) Summarizing
your key pointsProperly
designed incentive programs work because they are based on two well-accepted
psychological principles: (1) increased motivation improves performance and (2)
The
Rucker plan The
Scanlon plan Control-based
compensation Recognition is a major factor in
motivation
(page 441)What can
affirmative action assist organizations in achieving that diversity initiatives
cannot? Maximizing
creativity Correcting specific problems of the
past
(page 122) Maximizing
workforce commitment Increased
productivity_____ proceeds
from an oral warning to a written warning to a suspension to dismissal. Procedural
justice Progressive discipline
(page 694) Positive
discipline Due
processIn determining
the competitiveness of benefits, senior management tends to focus mainly on Value Worth Cost (page 471) Security________________
include everything in a work environment that enhances a workers sense of
self-respect and esteem by others. Nonfinancial rewards
(page 692) Social
responsibilities Internal
pay objectives General
business strategies_____ analysis
is the level of analysis that focuses on employees specifically. Individual (page 298) Operations Employee Environmental