Human Resource Management (HR)

1. A plaintiff must show an employer's intent to prove disparate impact in court. (True or False?)

2. A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job of which 50 are white and 40 are black. Assuming that the company decides to hire 25 whites and    10 blacks, what can be inferred using the four-fifths rule?

2 > 0.8, this indicates that there is evidence of   discrimination.

0.5 < 0.8, this indicates that there is no evidence of discrimination.

2 > 0.8, this indicates that there is no evidence of   discrimination.

The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence, there is no evidence of discrimination.

0.5 < 0.8, this indicates that there is evidence of   discrimination.

3. Identify the statement that accurately represents the Americans with   Disabilities Act.

It permits discrimination in areas such as layoffs and leaves.

It is used to protect individuals with conditions such as obesity and substance abuse.

It permits an employer to cut down on fringe benefits of individuals with disabilities.

It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.

It classifies a person who needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty as   disabled.

4. In employment law, reasonable accommodation refers to employees' obligation to adjust and make complete compromises to engage in all aspects of their jobs while disregarding their personal beliefs and practices that conflict with an organization's policies. (True or False?)

5. The Americans with Disabilities Act covers people with problems arising from substance abuse.  (True or False?)

6. Cultural differences are insignificant while promoting   safety internationally. (True or False?)

7. Which of the following arrangements would qualify as   job rotation?

A manager participating in a meeting while on vacation with   his family

Training support staff in front office functions through periods of alternating work arrangements

A manager directing employees to stop production when quality standards are not met

Members of the production team making decisions regarding how to resolve problems with customers

A receptionist hired to perform the jobs of file clerk and   typist

8. Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?

Recruiter traits

Recruitment sources

Applicant characteristics

Personnel policies

Recruiter behavior

9. Recruitment sources affect both the characteristics of vacancies and potential job applicants. (True/False?)

10. Joe, the CEO of TexTel Inc., studies the structure of his organization and finds that    many of its processes are inefficient. His company has a team-oriented culture in which people perform as groups and complete short-term projects to earn revenue. He decides   to downsize the organization to increase profits and use the profits to enhance the organization's efficiency. Emily, the company's HR manager, thinks downsizing is detrimental to the organization's growth. Which one of them is right?

Emily is right because downsizing requires moving to relatively expensive locations.

Joe is right because downsizing yields slow but long-term   profits.

Emily is right because downsizing often results in acquisition of companies by other organizations.

Emily is right because downsizing will affect the organization's team culture and result in poor productivity.

Joe is right because downsizing is the simplest way to ensure current and future competitiveness.

11. Nathaniel believes that assessing the reliability of a selection method is the only requirement for predicting the success of the selection method. Which of the following statements weakens his argument?

Reliability cannot answer whether something is measured accurately.

Reliability cannot be measured for generalizable selection methods.

Reliability cannot clarify if something that matters is being measured.

Reliability is only useful for tests that measure intelligence and leadership quality.

Reliability is only suitable for tests that measure abstract qualities.