التوقعات المرئية CH9

Chapter 9 Human Resource Management and Diversity 39
CHAPTER 9
HUMAN RESOURCE MANAGEMENT AND
DIVERSITY
True/False Questions
*1.
Human resource management is the set of activities that are undertaken to

attract, develop and maintain an effective work force.
T
*2.
The three primary activities of HRM are to attract, develop, and maintain an
effective workforce.T
3.
Organizational capital refers to the economic value of the knowledge,

experience, skills, and capabilities of employees.T
4.
The Americans with Disabilities Act of 1990 prohibits discrimination of

qualified individuals by employers on the basis of disability and requires
reasonable accommodations be provided.(T)
*5.
Telecommuting means using computers and telephones at the office ( for

work-related activities. F ( from homes)
6.
Human resource planning is the implementation ( forecasting (T)) of human

resource needs by matching individuals with vacancies.(F)
7.
Job design( Job analysis (T) ) is a systematic process of gathering and

interpreting information about the essential duties. (F)
8.
One of the fastest-growing approaches to recruiting today is the use of the

Internet.(T)
*9.
The relationship between an applicant's score on a selection device and

his or her future job performance is called reliability ( Validity) . (F)
10.
Orientation ( Human Capabilities ) is the process of determining the skills,

abilities, and other attributes a person needs to perform a particular job.(F)
11.
An interview is a one way ( Two way ) communication channel that allows

the organization to obtain information about the applicant. ( F )
*12. The most common method of employee training ( on job training) occurs in
the classroom. (F)
40 Chapter 9 Human Resource Management
13.
To obtain an accurate performance rating, managers must acknowledge

that jobs are multidimensional, and job performances may be
multidimensional as well. ( T )
*14.
The homogeneity (Halo effect) error is a type of rating error that

occurs when an employee receives the same rating on all dimensions
regardless of performance.(F)
15.
BARS (Behaviorally anchored rating scale) stand for

Behaviorally Administered Rating Scale and is used to measure
performance evaluation errors. (F)
16.
A skill-based pay system is often also called a competency-based pay
system.(T)
17.
Exit interviews are valuable tools because they provide an excellent and
inexpensive tool for learning about pockets of dissatisfaction within the
organization and ways to reduce future turnover. (T)
*18.
Most managers are well prepared to handle multicultural differences.(F)
19.
Ethnocentrism refers to the belief that your group and subculture is not as
good as other groups and subcultures. .(F)
20.
A culture that accepts only one way of doing things and one set of values
and beliefs, produced by ethnocentrism, is known as monoculture. (T)
21.
Pluralism means an organization accommodates several subcultures,

including employees who would otherwise feel isolated and ignored.(T)
*22. In most organizations, the shift from a monoculture to one of pluralism

requires very little effort.( F)
23.
The average worker is older now, and many more women, people of color,
and immigrants are entering the workforce. ( T)
24.
Affirmative action occurs when minority applicants are hired or promoted

based on criteria that are not job relevant. (F)
25.
Affirmative action requires that an employer take positive steps to

guarantee promotion from within. (F)
*26.
Emotional intimacy in the workplace has resulted in a disruption of the

balance of power and has threatened the stability of the organization.(T)
*27.
Men and women are equally affected by sexual harassment issues.(T)
Multiple Choice Questions

1.
Which of the following statements about human resource management is

true?
a.
All managers are human resource managers, employees are not
viewed as assets, and human resource management is a matching
process.
b.
All managers are not human resource managers, nor should
employees be viewed as assets, and human resource management is
a matching process.
c.
All managers are not human resource managers, nor should
employees be viewed as assets, and human resource management is
certainly not a matching process.
d.
All managers are human resource managers, employees are viewed
as assets, and human resource management is a matching process.
e.
Only those managers who work in the HRM department are human
resource managers, only productive employees are viewed as
assets, and human resource management is a matching process .
2.
The purpose of the HRM activities and goals is to:

a.
run a fun place within which to work,
b.
attract an effective workforce to the organization, develop the
workforce to its potential, and maintain the workforce over the long
term,
c.
attract competition, develop markets, and design products that will
last for a long period,
d.
develop a competitive organization that is profitable,
e.
create jobs, make a good product, and be a good neighbor,
*3.
General Motors (GM) is installing both modular and special-purpose robots

on its assembly lines in Detroit. This strategic decision by GM will impact:
a.
how GM recruits potential employees.
b.
the demand for employees at GM.
c.
how GM trains employees.
d.
the company's ability to build human capital.
e.
all of these. ( not sure)
*4.
Which of the following terms refers to the economic value of the

knowledge, experience, skills, and capabilities of employees?
a.
human capital
b.
economic capital
c.
contingency assets
d.
capital assets
e.
economic assets
*5.
The most basic use of a(n) _____ is to handle pay, benefits, and retirement
plans, which can lead to significant cost savings. It is one way HRM uses
IT.
a.
transactions processing system
b.
human resource information system
c.
accounting processing system
d.
expert system
e.
management information system
*6.
The practice of hiring or promoting of applicants based on criteria that are

not job relevant is called:
a.
affirmative action.
b.
equal employment opportunity.
c.
minority preference.
d.
discrimination.
e.
employment-at-will.
7.
Failure to comply with equal employment opportunity legislation

can result in:
a.
substantial fines and penalties for employees
b.
limited inconvenience and no penalties for employers
c.
substantial fines and penalties for employers
d.
no fines or penalties for either the employee or employer
e.
no severe fines and penalties for employees and employers
8.
The Equal Employment Opportunity Commission was created by the:

a.
Americans with Disabilities Act
b.
Civil Rights Act
c.
Equal Pay Act
d.
Vocational Rehabilitation Act
e.
Immigration Reform and Control Act
*9.
After meeting all the requirements, Raj Ganpoor was denied a promotion to
partner in his accounting firm because of his race. This is an example of:
a.
discrimination
b.
affirmative action
c.
equal employment opportunity
d.
employment-at-will
e.
termination-at-will
*10.
The scope of equal employment opportunity legislation is:

a.
increasing at federal, state, and municipal levels
b.
decreasing at federal, state, and municipal levels
c.
being eliminated at all levels
d.
remaining the same at all levels
e.
only being increased at the state level
*11.
Which of these federal laws restricts mandatory retirement?

a.
the Americans with Disabilities Act
b.
the Immigration Reform and Control Act
c.
the Vocational Rehabilitation Act
d.
the Age Discrimination in Employment Act
e.
the Vietnam-Era Veterans Readjustment Act
12.
The _____ prohibits discrimination based on physical or mental disability:

a.
Civil Rights Act
b.
Immigration Reform and Control Act
c.
Vocational Rehabilitation Act
d.
Age Discrimination in Employment Act
e.
Vietnam-Era Veterans Readjustment Act
*13.
Which federal law requires continued health insurance coverage (paid by

employee) following termination?
a.
Consolidated Omnibus Budget Reconciliation Act
b.
Health Maintenance Organization Act
c.
Occupational Safety and Health Act
d.
Family and Medical Leave Act
e.
Equal Pay Act
*14.
From the employees' point of view, which of these is representative of the

new social contract?
a.
job security
b.
piecework
c.
knowledge
d.
employability, personal responsibility
e.
routinization of jobs
*15.
From the employer's viewpoint, which of these is representative of the new

social contract?
a.
standard training programs
b.
limited information
c.
incentive compensation
d.
routinization of jobs
e.
one-way communication
*16.
With _____, an employee can use computers and other

telecommunications equipment to do work without going to an office.
a.
telecommuting
b.
social loafing
c.
the new social contract
d.
outsourcing
e.
downsizing
17.
In the new workplace, _____ are people who work for an organization, but
not on a permanent or full-time basis.
a.
b.
c.
d.
e.
upper-level employees
direct-related workers
temporary staff
contingent workers
low-level staff
*18.
Adecco, the worldwide leader in the staffing industry, is seeing an

interesting trend in California. In industries where the assembly line and
quality inspector jobs are seasonal positions, many of the accounting,
managerial and technical positions are being hired on a temporary basis
and not as full-time employees. These accounting, managerial and
technical positions are being filled by:
a.
upper-level employees
b.
direct-related workers
c.
temporary line personnel
d.
contingent workers
e.
low-level line personnel
*19.
Virtual teams:
a.
are composed of members who are geographically concentrated.
b.
typically meet face-to-face at least once per month.
c.
use telecommuting software.( not Sure)
d.
use collaborative software.
e.
are described by all of these
*20.
When Sanyo announced plans in 2005 to reduce its work force by 15

percent to reduce its debt, it was engaged in:
a.
downsizing
b.
virtual termination
c.
benchmarking
d.
external stakeholder empowerment
e.
an unplanned reduction of human capital
21.
In utilizing the matching model of employee selection, the organization

offers ________ and the employee offers ________.
a.
contributions, inducements
b.
inducements, needs
c.
contributions, pay and benefits
d.
ability, training
e.
skills, rewards
*22.
The first step in attracting an effective workforce is to:

a.
select the candidate
b.
choose recruiting sources
c.
apply the matching model
d.
e.
engage in human resource planning

Initiate change
*23. Job sculpting

a.
reverses the roles played by job descriptions and job specializations
b.
is based on the Frederick Taylor's theory of work specialization
c.
is a form of internal recruitment
d.
is done in lieu of job termination
e.
attempts to match people to jobs that enable them to fulfill deeply
embedded life interests
*24.
The forecasting of human resource needs and the projected matching of

individuals with expected job vacancies is referred to as:
a.
human resource development
b.
organizational fulfillment
c.
human resource planning
d.
restructuring
e.
job forecasting
*25.
Which of the following is NOT a question relevant to human resource

planning?
a.
What is the current turnover rate?
b.
What is the volume of business expected to be over the next five
years?
c.
What was the volume of business over the past five years?
d.
How will new technology affect the organization?
e.
Can we use contingent workers to handle some tasks?
*26.
Ken Lenz, who works in the human resource department, has been
instructed to gather data on the projected number of resignations and
retirements over the next ten years as well as the company's demand for
contingent workers. He is most likely:
a.
choosing a recruiting source
b.
selecting an employment candidate
c.
engaging in human resource planning
d.
welcoming new employees
e.
downsizing
*27.
Reagan Li has been asked to predict how many new tellers her bank will
need to hire over the next five years. Which of the following questions is
relevant to her task?
a.
How many tellers are expected to retire over the next five years?
b.
What new technologies (e.g., automated teller machines) will be
introduced over the next five years?
c.
How many new branches does the bank expect to open over the next
five years?
d.
Can contingent works be used as tellers?
e.
All of these questions are relevant.
*28.
_____ is defined as activities or practices that define the characteristics of

applicants to whom selection procedures are ultimately applied.
a.
Selection
b.
Recruiting
c.
Training
d.
Developing
e.
Planning
29.
If current employees are given preference when a position opens in their

organization, it is an example of:
a.
discrimination
b.
internal recruiting
c.
nepotism
d.
external recruiting
e.
cannibalizing
30.
Which of the following is NOT a method used in external recruiting?

a.
private employment agencies
b.
employee referrals
c.
newspaper advertising
d.
employee resource chart
e.
state employment services
*31.
Which of these is a recruiting approach that gives applicants all pertinent

and realistic information about the job and the organization?
a.
reality check
b.
affirmative action
c.
realistic job preview
d.
employment-at-will
e.
job interview
*32.
A _____ is a systematic process of gathering and interpreting information

about the essential duties an employee and/or prospect will have to
perform.
a.
job analysis
b.
job listing
c.
job requirement
d.
job description
e.
*33.
A _____ is a listing of job duties and desirable qualifications for a

particular job.
a.
job analysis
b.
job listing
c.
job requirement
d.
e.
*34.
job description
task listing
A catalog retailer has a relatively high turnover rate among its new
employees who are hired to work in its cavernous distribution center.
Recently, the human resource department conducted a series of interviews
with distribution center employees who were choosing to leave after only a
couple of months. It was concluded that the employees felt too much time
pressure to get orders of multiple items assembled; they did not know how
difficult it was going to be. This was the primary reason these people were
leaving so soon. One way the retailer can begin to solve this problem by
using:
a.
external recruiting
b.
Affirmative action
c.
better training and development
d.
realistic job previews
e.
employment-at-will (means: An at-will employee can be fired at any time,
for any reason (except for a few illegal reasons, spelled out below). If the employer
decides to let you go, that's the end of your job--and you have very limited legal rights to
fight your termination.)
*35.
Debbie's Gingerbread Factory produces kits for making gingerbread

houses. Two of the skills listed on its _____ are knowledge of how to make
a gingerbread house from scratch and the skill to draw pictures showing
how to put the house together.
a.
job specification
b.
job listing
c.
job requirement
d.
job description
e.
task listing
*36.
Debbie's Gingerbread Factory produces kits for making gingerbread

houses. A _____ shows that a recently hired employee had to be able to
answer questions about making gingerbread houses over the telephone
and via e-mail.
a.
job specification (describes the knowledge, skills, education,
experience, and abilities you believe are essential to performing a
particular job)
b.
job listing
c.
job requirement
d.
job description(A concise summary of the specific
tasks and responsibilities of a particular job)

e.
*37.
task listing
A _____ for a sales job would include information on how often the average
salesperson's product is rejected by the prospect and how a salesperson
has to learn not to take this rejection personally. It would also tell
prospects about how much time can go into making a sale before the
salesperson ever earns any commission.
a.
pragmatic job walk-through
b.
c.
rational job analysis
d.
task assessment
e.
formal job description
38.
Recruiting methods that are used to promote the hiring, development, and
retention of protected groups are examples of:
a.
b.
affirmative action
c.
illegal discrimination
d.
unfair labor practices
e.
nepotism
39.
One of the cheapest and most reliable methods of external recruiting is:
a.
employee referral
b.
private employment agencies
c.
newspaper advertising
d.
bulletin boards
e.
promote from within
*40.
_____ is the process of determining the skills, abilities, and other attributes
a person needs to perform a particular job.
a.
Recruiting
b.
Training
c.
Selection
d.
Development
e.
Orientation
*41.
Which of the following is NOT a selection device used for assessing

applicant qualifications?
a.
application form
b.
interview
c.
employment test
d.
assessment center
e.
BARS
*42.
Validity refers to the:

a.
amount of allowable error in a test.
b.
importance of referral comments to job performance.
c.
relationship between a score on a selection test and subsequent job
performance.
d.
e.
relevance of a test.
relationship between the scores of all applicants on a selection test.
*43.
Adeben Lavant scored high in the employee test used to check his ability
to deal with dissatisfied customers. But after he was hired for the job, his
ability to handle dissatisfied customers and the stress they cause has been
well below average. It would seem the selection tests used:
a.
did the job it was supposed to
b.
do not appear to be valid
c.
is very reliable
d.
must be augmented with EEOC testing
e.
is only an appropriate item for lower-level jobs
*44.
A(n) _____ is a device for collecting information about an applicant's

education, previous job experience, and other background characteristics.
a.
paper-and-pencil test
b.
assessment role-playing
c.
job application form
d.
affirmative action form
e.
reference check
*45.
Toddy Caf manufactures machines for cold brewing coffee. These

machines are marketed at its Web site. The company uses a standard
application form for most jobs in its organization. Which of the following
questions obviously might have an adverse effect on a protected group?
a.
Do you know how to make coffee?
b.
Do you plan on getting pregnant soon?
c.
Do you have computer competency?
d.
Have you ever worked in sales?
e.
Can you work on weekends?
*46.
While interviews are _______, they are generally ______ predictors of

subsequent job performance.
a.
rarely used; not valid
b.
widely used; not valid
c.
rarely used; excellent
d.
widely used; valid
e.
closely monitored; excellent
47.
_____ may include intelligence tests, aptitude and ability test, and
personality inventories.
a.
Job assessment tests
b.
Success-predicting examinations
c.
Employment tests
d.
Mentored tests
e.
Individual assessments
48.
In _____, an experienced manager shows a new employee how to perform

job duties.
a.
on-the-job training
b.
classroom training
c.
orientation training
d.
computer-assisted instruction
e.
realistic job previews
49.
_____ are techniques for selecting individuals with high managerial

potential based on their performances on a series of evaluated managerial
tasks.
a.
Corporate universities
b.
Training seminars
c.
Assessment centers
d.
Orientation centers
e.
On-line training programs
*50.
_____ attempts to introduce newcomers to the organization's culture.

a.
On-the-job training
b.
Classroom training
c.
Orientation training
d.
Role playing
e.
Self-directed learning
*51.
Many universities are finding it necessary to hire part-time faculty to handle

the high enrollments. Often senior instructors are asked to help the parttime faculty in developing his or her syllabus, setting up office hours, and
dealing with student issues. This is an example of:
a.
on-the-job training (OJT)
b.
classroom training
c.
orientation
d.
self-directed learning
e.
a corporate university
*52.
Many companies are increasing training budgets and experimenting with a

variety of new on-the-job training methods. ________ enables employees
to learn multiple skills so they can perform a number of different jobs.
a.
Cross-training
b.
Discipline training
c.
Integrated training
d.
Focused training
e.
Multifunctional training
*53.
A(n) _____ is an in-house training and education facility that offers broadbased learning appropriate to employees.
a.
assessment center
b.
on-the-job training center
c.
orientation center
d.
corporate university
e.
learning organization
*54.
_____ is a process that uses multiple raters, including self-rating, to

appraise employee performance and guide development.
a.
360-degree feedback
b.
Job evaluation
c.
Multiple-rater appraisal
d.
Performance appraisal interview
e.
Homogeneity evaluation
*55.
The process of observing and evaluating an employee's performance,

recording the assessment, and providing feedback to the employee is
referred to as:
a.
orientation training
b.
classroom training
c.
a periodic evaluation
d.
performance appraisal
e.
observational research
*56.
A(n) _____ is developed from critical incidents relating to job performance.

a.
performance appraisal interview
b.
semantic differential rating scale
c.
behaviorally anchored rating scale
d.
unidimensional rating scale
e.
task correlation evaluation
57.
One of the most dangerous performance evaluation errors is _____, which

places an employee into a class or category based on one or a few traits or
characteristics.
a.
homogeneity
b.
the halo effect
c.
stereotyping
d.
diversion
e.
leniency
*58.
Armando is a new interviewer who just finished an interview with Jocelyn.

Her professional style and her flawless grooming
immediately struck him. Armando gave Jocelyn a very good evaluation
although her previous work experience and educational background were
not that exceptional . This is an example of which type of rating
error?
a.
halo effect
b.
central tendency
c.
homogeneity
d.
leniency
e.
general tendency
*59.
_____ occurs when an employee receives the same rating on all

dimensions even if his or her performance is good in some areas and poor
in other dimensions.
a.
Homogeneity
b.
Halo effect
c.
360-degree feedback
d.
OJT
e.
Fair appraisal
60.
One approach to overcoming management performance evaluation errors

is to use a behavioral-based rating technique, such as the:
a.
180-degree feedback
b.
semantic differential scale
c.
behaviorally anchored rating scale (BARS)
d.
realistic job assessment
e.
mystery-supervisor evaluation
61.
The term compensation refers to:

a.
all goods and services the employee takes from the employer with or
without permission
b.
cash only rewarded to employees
c.
all goods and commodities used in lieu of money to reward
employees
d.
(1) all money payments and (2) all goods or commodities used in lieu
of money to reward employees
e.
(1) cash; (2) stolen goods; and (3) all other goods and commodities
used instead of money to reward employees
62.
With _____, compensation is linked to the specific tasks that an employee

performs.
a.
skill-based pay (Skill-based pay refers to a system which promotes
workforce flexibility by rewarding individuals based on the number, type and
depth of skills acquired, mastered and applied)
b.
c.
incentive pay "pay for

job-based pay ( Not sure)
performance)
d.
e.
salary
competency-based pay (competency as an underlying
characteristic of an individual which is causally-related to

effective or superior performance)
63.
Managers wishing to maintain a sense of fairness and equity within the pay
structure will often conduct a:
a.
layoff
b.
job evaluation
c.
drop in pay
d.
time and motion study
e.
hiring freeze
*64. Wage and salary surveys are used to show what other organizations pay
incumbents in jobs that match a sample of _____ jobs selected by the
organization.
a.
entry level
b.
departmental
c.
functional
d.
key
e.
team-based
*65.
How is termination valuable to an organization that wants to maintain an

effective workforce?
a.
Employees who are productive move on and supervisors who are
tired of employees' complaints get a break.
b.
Employees who are low performers can be dismissed and employers
can use exit interviews to find problems.
c.
High-producing employees can be dismissed and relatives and other
dependents can be hired.
d.
Complainers and troublemakers can be laid off and mistakes on the
part of supervisors can be covered up.
e.
Productive employees who resent low-producing performers can be
dismissed and other more positive and less verbal low producers
can be hired.
66.
_____ are used to help determine why employees are leaving their jobs.
a.
Termination tests
b.
Employee focus groups
c.
Outbound orientations
d.
Exit interviews
e.
Re-assessment centers
*67. _______ is the belief that one's own group and subculture are inherently
superior to other groups or cultures.
a.
Monoculturalism
b.
Pluralism
c.
Ethonorelativism
d.
Ethnocentrism
e.
Insularism
*68. _____ is the belief that there is only one way of doing things and one set of
values and beliefs.
a.
Monoculturalism
b.
Pluralism
c.
Ethonorelativism
d.
Ethnocentrism
e.
Insularism
69.
______ means that an organization accommodates several subcultures.

a.
Monoculturalism
b.
Pluralism
c.
Ethnorelativism
d.
Insularism
e.
Ethnocentrism
*70.
Hansbrook Trucking Company has a very strong set of corporate values. In

fact, Hansbrook has been known to discourage the emergence of alternative
value systems. Hansbrook is most likely:
a.
a diverse organization
b.
an organization that encourages pluralism
c.
a monoculture
d.
geocentric
e.
a minority-owned organization
*71. _____ is the belief that groups and subcultures are inherently equal.
a.
Monoculturalism
b.
Pluralism
c.
Ethnorelativism
d.
Ethnocentrism
e.
Insularism
*72.
Which of the following conditions was responsible for the establishment of

affirmative action?
a.
Economic conditions were unstable.
b.
The economy was stagnant.
c.
White males dominated the work force.
d.
Women were making great strides in climbing the corporate ladder.
e.
Protected groups were taking control of top-management roles.
*73.
An organization that requires all managers to undergo gender sensitivity

training with the intent of eliminating gender stereotypes in the
organization is responding to the government mandate of:
a.
b.
affirmative action
c.
cultural bias
d.
employment-at-will
e.
sexual harassment
74.
A policy requiring employers to take positive steps to guarantee equal

employment opportunities for people within protected groups is known as:
a.
employer flexibility
b.
a diversity policy
c.
discrimination enhancement policy
d.
employment-at-will policy
e.
affirmative action
*75.
An invisible barrier that separates women and minorities from top

management positions is known as:
a.
the gender barrier to entry
b.
affirmative action
c.
equal opportunity
d.
the glass ceiling
e.
the glass wall
*76.
The most common explanation for the glass ceiling effect is the:
a.
number of women in top management positions
b.
relative lack of skills possessed by women and minorities
c.
dominance of ethnorelativism throughout corporate America
d.
monoculture at top levels of management in this country
e.
pluralism at top levels of management
*77.
What is the opt-out trend?

a.
It is the way many women are dealing with the glass ceiling.
b.
c.
d.
e.
It is a hiring practice that allows employees to experiment with various

positions in the organization.
It is a way companies are coping with a monocultural mentality.
It is how many companies are dealing with problems associated with
stereotyping.
It is a way to let employees engage in peer-to-peer performance
appraisals.
*78.
According to a recent study, nonromantic love relationships:(

a.
had a negative impact on organizational effectiveness
b.
had a negative impact on individual productivity
c.
had a positive influence on individual compensation
d.
had a positive impact on an individual's career
e.
has no discernible effect on an individual's career
*79.
Which of the following is a category of sexual harassment?

a.
inappropriate/offensive
b.
coercion with threat of punishment
c.
solicitation with promise of reward
d.
generalized
e.
all of the above
*80.
The U.S. Supreme Court has:

a.
restricted the definition of sexual harassment to exclude office
romance
b.
broadened the definition of sexual harassment to include same
sex harassment
c.
restricted the definition of sexual harassment to include
harassment of men by female coworkers
d.
broadened the definition of sexual harassment to include the
invasion of personal space
e.
applied sexual harassment regulations to all international companies
Short-Answer Questions
*1.
Define human resource management.
*2.
What is human capital?
*3.
When does discrimination occur?
*4.
Who are contingent workers?
*5.
When is an employee engaging in telecommuting?
6.
List the four steps in attracting an effective workforce.
*7.
What is another name for the forecasting of human resource needs?
*8.
Define recruiting.
*9.
What is the name for a recruiting approach that gives applicants all
pertinent and realistic information about the job and the organization?
*10.
Distinguish among a job analysis, a job specification, and a job

description.
*11.
What happens during the selection process?
*12.
Define validity.
*13. Why are job applicants asked to fill out application forms?
*14. What do employment tests measure?
Page: 340
*15. What is the most frequently used selection devices?
Pages: 337-340
*16. What are assessment centers?
Page: 340
*17.
When Ed Jason began selling heating and cooling systems, he was helped
by an experienced salesperson who took Ed under his wing and showed
the new-comer how to perform job duties. What is the term used to
describe what the experienced salesperson did for Jason?
Page: 340
*18. What are the steps in the performance appraisal?
Page: 343*
19.
What is the name of the performance appraisal process that uses multiple
raters including self-rating, to appraise employee performance and guide
development?
Page: 343
*20. When does a halo effect occur?

Page: 344
*21. How is a behaviorally anchored rating scale (BARS) created?
Page: 344
*22. What are the two forms of compensation?
Page: 345
*23. Why would an organization conduct wage and salary surveys?
Page: 346
*24. Why do organizations conduct exit interviews?
Page: 347
*25. Define ethnocentrism.
Page: 351
*26. What type of culture accepts only one way of doing things and one set of
values and beliefs?
Page: 352
*27. What is ethnorelativism?
Page: 353
*28. What does it mean to use the term pluralism to describe an organization?
Page: 353
*29. What is the name for the policy that requires employers to take positive
steps to guarantee equal employment opportunities for people within
protected groups?
Page: 357
*30. What is the invisible barrier that separates women and minorities from top
management positions?
Page: 357
*31. What are the invisible barriers that prevent women and minorities from
making important lateral movement within the organization?
Page: 358
32.
List the five categories or forms of sexual harassment.
Page: 361
Essay Questions
1.
What are the three primary activities of human resource management
(HRM)?
Page: 325
2.
What are the three primary ways human resource management is
changing?
Page: 325
*3.
What is the relationship between discrimination and affirmative action?
Pages: 327; 357
4.
Describe the concept of changing social contract by differentiating
between the new and the old contract.
Page: 330
5.
Explain the purpose of the selection process. Identify four of the most
frequently used selection devices.
Pages: 337-340
6.
Explain the appraisal process known as "360-degree feedback."
Page: 343
*7. What are the two forms of compensation? Give one example of each.
Page: 345
*8.
Compare and contrast internal and external recruiting policies. Be sure to
explain the benefits of internal recruiting.
Page: 333
*9.
Name and briefly describe four alternative methods of training.
Pages: 340-341
10.
Name four ways performance appraisals can be a positive force in an
organization.
Page: 343
11.
What is the difference between ethnocentrism and ethnorelativism?
Pages: 351; 353
*12. Define glass wall. Define glass ceiling. Be sure to explain how the two
concepts differ?
Pages: 357-358
13. Why is ethnorelativism the appropriate attitude for today's companies?
Page: 353

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Chapter 9 Human Resource Management and Diversity 39

Human resource management is the set of activities that are undertaken to

Organizational capital refers to the economic value of the knowledge,

The Americans with Disabilities Act of 1990 prohibits discrimination of

Telecommuting means using computers and telephones at the office ( for

Human resource planning is the implementation ( forecasting (T)) of human

Job design( Job analysis (T) ) is a systematic process of gathering and

One of the fastest-growing approaches to recruiting today is the use of the

The relationship between an applicant's score on a selection device and

Orientation ( Human Capabilities ) is the process of determining the skills,

An interview is a one way ( Two way ) communication channel that allows

40 Chapter 9 Human Resource Management

To obtain an accurate performance rating, managers must acknowledge

The homogeneity (Halo effect) error is a type of rating error that

BARS (Behaviorally anchored rating scale) stand for

Most managers are well prepared to handle multicultural differences.(F)

Pluralism means an organization accommodates several subcultures,

*22. In most organizations, the shift from a monoculture to one of pluralism

Affirmative action occurs when minority applicants are hired or promoted

Affirmative action requires that an employer take positive steps to

Emotional intimacy in the workplace has resulted in a disruption of the

Men and women are equally affected by sexual harassment issues.(T)

Chapter 9 Human Resource Management and Diversity 41

Multiple Choice Questions

Which of the following statements about human resource management is

The purpose of the HRM activities and goals is to:

General Motors (GM) is installing both modular and special-purpose robots

Which of the following terms refers to the economic value of the

42 Chapter 9 Human Resource Management

The practice of hiring or promoting of applicants based on criteria that are

Failure to comply with equal employment opportunity legislation

The Equal Employment Opportunity Commission was created by the:

The scope of equal employment opportunity legislation is:

Chapter 9 Human Resource Management and Diversity 43

Which of these federal laws restricts mandatory retirement?

The _____ prohibits discrimination based on physical or mental disability:

Which federal law requires continued health insurance coverage (paid by

From the employees' point of view, which of these is representative of the

From the employer's viewpoint, which of these is representative of the new

With _____, an employee can use computers and other

44 Chapter 9 Human Resource Management

Adecco, the worldwide leader in the staffing industry, is seeing an

When Sanyo announced plans in 2005 to reduce its work force by 15

In utilizing the matching model of employee selection, the organization

The first step in attracting an effective workforce is to:

Chapter 9 Human Resource Management and Diversity 45

engage in human resource planning

*23. Job sculpting

The forecasting of human resource needs and the projected matching of

Which of the following is NOT a question relevant to human resource

46 Chapter 9 Human Resource Management

_____ is defined as activities or practices that define the characteristics of

If current employees are given preference when a position opens in their

Which of the following is NOT a method used in external recruiting?

Which of these is a recruiting approach that gives applicants all pertinent

A _____ is a systematic process of gathering and interpreting information

A _____ is a listing of job duties and desirable qualifications for a

Chapter 9 Human Resource Management and Diversity 47

Debbie's Gingerbread Factory produces kits for making gingerbread

Debbie's Gingerbread Factory produces kits for making gingerbread

tasks and responsibilities of a particular job)

48 Chapter 9 Human Resource Management

Which of the following is NOT a selection device used for assessing

Validity refers to the:

While interviews are _, they are generally predictors of