True and False:

1. ____Today's managers have found that employees do not set aside their cultural values and lifestyle preferences when they come to work. The challenge is to make organizations more accommodating to diverse groups of people by addressing different lifestyles, family needs, and work styles.

2. ____Work Process Engineering is referred to at times as work process reengineering because it goes beyond incremental change and requires an organization to face the possibility that what the organization may really need is radical or quantum change.

3. ____Drug testing in today's organization is conducted not to eliminate illegal substance at the point of hire, but only to catch those using it in the workplace.

4. ____Type A behavior is characterized by a procrastinated sense of time urgency, excessively competitive drive, and difficulty accepting and enjoying leisure time.

5. ____The purpose of job analysis is ONLY concerned with the amount of money that is paid to the employee for following their job description.

6.___Some stress in organizations is absolutely necessary; without it, workers lack energy.

7.___Employee assistance programs (EAPS) are specific programs designed to help employees with personal problems.

Multiple Choice:

8. ____The Human Resource Management process consists of which basic functions listed in our textbook, which are subsets of management?

a. Staffing b. Planning c. organizing d. controlling e. leading

9. ____The Lilly Ledbetter Fair Pay Act, signed by President Obama in 2009, allowed workers to file pay discrimination claims within how many days of any discrimination paycheck.

a. 200 b. 100 c. 180 (300 days in some states) d. 720 e. 85

10. ___ Sexual harassment case which examined the employer liability.

a. Albemarle Paper Company v. Moody b. Griggs v. Duke Power Company c. Meritor Savings Bank v. Vinson, (1996) d. Toussaint v. Blue Cross and Blue Shield of Michigan e. none of the above

11. ___Sexual harassment is defined as having which one of the elements?

a. Quid pro quo b. Health Maintenance Organizations c. a hostile environment d. none of the above e. a & c

12. ___The implied employment contract was an issue in which employment law case concerning retirement age?

a. Toussaint v. Blue Cross and Blue Shield of Michigan b. Washington v. Davis c. McDonnell-Douglas Corporation v. Green d. Connecticut v. Teal e. all of the above

13.___An employee handbook is for which reason?

a. Policies and procedures of company the employee works for b. Who is dating who c. Ways to insult your employer d. How to destroy employer property e. ways to insult the customer

14. ___ Cultural values and business practices of the home country are predominant. Headquarters develops a managing and staffing approach and consistently applies it through the world. What is this term?

a. Geocentric approach b. Ethnocentric approach c. Third country national d. Host country national e. none of the above

15. ___What is it called when the employer provides the employee with REPEATED opportunities to discuss performance before any reward or punishment consequences occur that will eliminate surprises at the formal annual review?

a. Upward appraisal b. Ongoing feedback c. 360-degree appraisal d. Training e. validity

16. ___There is two goals of recruiting. One is recruiting to generate a large pool of applicants. The other one is?

a. How to discipline employees' b. How to compensate employees' c. Provide enough information for individual's to self-select out of the process d. Look for ways to increase recruiting costs e. look for ways to damage diversity

17. ___Typically, OSHA enforces the standards based on a five-term priority listing. One of them it is a serious accident that has occurred within the past ___ hours.

a. 75 b. 48 c. 24 d. working week e. none of the above

18. ___ When OSHA was originally passed and put into legislation an inspector had the right to levy a fine against the organization and award a fine with a maximum penalty of $ 10,000. Today, with the Omnibus Budget Reconciliation Act of 1990 the $10,000 penalty can increase to which dollar amount ___.

a. $ does not increase b. $ 10,000 c. $50,000 d. $80,000 e. $70,000

19.-22.Short Answers. Explain in short sentences to answer the question underneath the question. Please write a paragraph on your choices. Pick four questions and answer them. There are 1 point each.

• What is the Drug-Free Workplace Act of 1988 and why is it important for human resource management in the hiring process and in random drug testing during employment?

• Explain one of the major functions of Human Resource Management and how does it relate to the job description?

• What is an Employment-at-Will contract and list and explain one way it can be broken?

• What is the Equal Employment Opportunity Commission?

• List an intrinsic and extrinsic reward and explain how it is helpful in the workplace to increase validity?

• What is Succession Planning?

• What is the change process, metaphors, and change agent?

23. One Long Essay. Answer the following question in two paragraphs in your own words.

• Why is the ‘Globalization' an important part of diversity as it relates to Human Resource Management?

24. Mathematical Question.  The 4/5th's Rule

• Several applicants have applied to ‘XYZ' company. HRM wants to make sure that they are following the required standards for this rule in the staffing (recruitment and selection) of minorities. Below are the actual applicants that applied (majority and minority). Please find the missing percentages, analysis, and is HRM in compliance with the 80% or above required hiring standard?

Applicants

• Majority: 35 applicants
• Passed employment test: 29 applicants
• Percentage of applicants that passed employment test: 83%

Passed comprehensive interview: 20
• Percentage of applicants that passed comprehensive interview: 69%
• Applicants hired: 20
• Percentage of applicants hired 100%

• Analysis of majority applicants hired:?

• Minority: 10 applicants
• Passed employment test: 7 applicants
• Percentage of applicants that passed employment test: 70%
• Passed comprehensive interview: 4 applicants
• Percentage of applicants that passed comprehensive interview: 57%
• Applicants hired: 4
• Percentage of applicants hired: 100%

• Analysis of minority applicants hired?

• Final analysis of minority to majority applicant staffing?

• Is HRM in compliance with the 80% compliance standard?