Test Bank For Management of Human Resources The Essentials, 5th Edition by Gary Dessler, Nita Chhinz

TEST BANK For Audrey Wubbenhorst Humber College

Human Resources Management: The Essentials Fifth Canadian Edition Gary Dessler Florida University College

Nita Chhinzer Guelph University

Gary Gannon Durham College

ISBN: 978-0-13-488295-6

Management of Human Resources, 5e (Dessler et al.)

Chapter 1 The Strategic Role of Human Resources Management 1) Human resources management refers to A) management techniques for controlling people at work.

B) concepts and techniques used in leading people at work.

C) the management of people in organizations.

D) all managerial activities.

E) concepts and techniques for organizing work activities.

Answer: C Diff: 1 Page Ref: 2 Skill: Recall Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

2) The knowledge, education, training, skills, and expertise of a firm's workers are known as A) management's philosophy.

B) human capital.

C) physical capital.

D) production capital.

E) cultural diversity.

Answer: B Diff: 1 Page Ref: 2 Skill: Recall Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

3) A company uses a system to measure the impact of human resources which balances measures relating to financial results, customers, internal business processes, and human capital management. This system is known as the HRIS. A) balanced scorecard B) Human Capital Index C) balanced strategy D) none of the above E) all of the above Answer: A Diff: 3 Page Ref: 8 Skill: Applied Objective: LO-2 Describe the two categories of activities required of HR managers and discuss examples of each.

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4) The emotional and intellectual involvement of employees in their work, and the intensity, focus, and involvement they bring to their jobs is known as A) employee recognition.

B) workplace diversity.

C) employee engagement.

D) job design indicators.

E) employee relations.

Answer: C Diff: 2 Page Ref: 5 Skill: Applied Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

5) HR department staff members are traditionally involved in key operational responsibilities. Which of the following is an operational responsibility?

A) analyzing metrics B) dealing with employees' administrative needs C) interpreting human right laws D) setting goals and objectives E) interpreting health and safety legislation Answer: B Diff: 2 Page Ref: 6 Skill: Applied Objective: LO-2 Describe the two categories of activities required of HR managers and discuss examples of each.

6) Being completely familiar with employment legislation, HR policies and procedures, collective agreements, and the outcome of recent arbitration hearings and court decisions is most closely related to which of the following HR activities?

A) environmental scanning B) formulating policies and procedures C) providing services D) serving as a consultant E) serving as a change agent Answer: A Diff: 3 Page Ref: 6 Skill: Applied Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

7) The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as A) payroll and benefits administration.

B) outsourcing.

C) labour-management relations.

D) contract administration.

E) hiring temporary employees.

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Diff: 1 Page Ref: 6 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 8) The company's plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage is known as A) HR strategy.

B) environmental scanning.

C) strategy.

D) policies and procedures.

E) none of the above.

Answer: C Diff: 1 Page Ref: 6 Skill: Recall Objective: LO-2 Describe the two categories of activities required of HR managers and discuss examples of each.

9) Rita is the HR Director of a manufacturing company. She recently undertook research to identify competitor compensation and incentive plans, information about pending legislative changes, and availability of talent in the labour market for the upcoming strategic planning meeting. Rita was conducting A) an employee engagement survey.

B) an external opportunities/threats study.

C) an environmental scan.

D) an external market survey.

E) an environmental study.

Answer: C Diff: 3 Page Ref: 6 Skill: Applied Objective: LO-2 Describe the two categories of activities required of HR managers and discuss examples of each.

10) The core values, beliefs, and assumptions that are widely shared by members of an organization are known as A) the strategic plan.

B) the mission statement.

C) organizational culture.

D) organizational climate.

E) the pervading atmosphere.

Answer: C Diff: 2 Page Ref: 16 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

11) As the HR consultant of a newly formed company, Arun has planned a presentation for the line managers on organizational culture and the purpose it serves. Which of the following points would Arun have included in his presentation?

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A) increasing training levels B) fostering employee loyalty and commitment C) fostering employee loyalty and commitment and providing employees with a sense of direction D) succession planning E) creating a more worldly atmosphere Answer: C Diff: 2 Page Ref: 16 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

12) The prevailing atmosphere or ''internal weather" that exists in an organization and its impact on employees is A) the need for performance appraisals.

B) the importance of having a mission statement.

C) a myth about organizations.

D) organizational climate.

E) the need for a corporate culture.

Answer: D Diff: 1 Page Ref: 16 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

13) Revlex Inc. has decided to allow its front line workers to make decisions regarding the ordering of certain supplies that were formerly made by managers. This initiative is an example of A) workplace incentives.

B) a change in organizational climate.

C) job restructuring.

D) employee empowerment.

E) management development.

Answer: D Diff: 2 Page Ref: 17 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

14) Joe Brown was hired by a manufacturing firm as a supervisor. During his first few weeks as a supervisor, he realized that employees who report to him expect a lot of direction and expect him to do all of the decision making. Joe Brown decided to train his employees to take on additional responsibilities and make decisions within a specific scope. Joe Brown is A) outsourcing his staff.

B) reducing his staff.

C) embracing his staff.

D) empowering his staff.

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E) none of the above.

Answer: D Diff: 3 Page Ref: 17 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

15) Economic downturns are generally associated with A) high turnover.

B) lower unemployment rates.

C) skills shortages.

D) an overwhelming number of job applicants for vacancies.

E) more competition for qualified employees.

Answer: D Diff: 2 Page Ref: 12 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

16) The ratio of an organization's outputs to its inputs is known as A) the labour market.

B) the supply and demand equation.

C) competitive ability.

D) the equity ratio.

E) productivity.

Answer: E Diff: 2 Page Ref: 12 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

17) External environmental influences having a direct or indirect influence on HRM include which of the following?

A) increasing empowerment B) decreasing workforce diversity C) labour market conditions D) organizational climate E) organizational culture Answer: C Diff: 2 Page Ref: 12 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

18) The ratio of an organization's outputs, such as goods, to its inputs, such as capital, is which of the following?

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B) workforce diversity C) the labour market D) productivity E) an internal environmental influence Answer: D Diff: 1 Page Ref: 12 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

19) When unemployment rates fall A) there is always a greater demand for services.

B) training and retention strategies increase in importance.

C) unions are more likely to organize workers.

D) there is always a greater demand for services, and training strategies increase in importance.

E) retention strategies increase in importance.

Answer: B Diff: 2 Page Ref: 12 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

20) Mortgage Financial needs to recruit 10 employees for a period of three months to assist its team of underwriters during the busy season. The company does not want to provide these 10 employees regular full-time or part-time status. As the HR manager, what would you suggest the company do in this situation?

A) develop a retention plan B) outsource the underwriting function C) increase the workload of staff D) use contingent employees E) do nothing about the situation Answer: D Diff: 3 Page Ref: 13 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

21) The characteristics of the workforce are known as A) organizational climate.

B) population trends.

C) diversity.

D) unionization.

E) demographics.

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Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

22) Any attribute that humans are likely to use to tell themselves "that person is different from me," including factors such as race, gender, age, values, and cultural norms, is known as A) differences.

B) characteristics.

C) perceptions.

D) minorities.

E) diversity.

Answer: E Diff: 1 Page Ref: 12 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

23) Baby boomers A) were born between 1981 and 2000.

B) were born between 1946 and 1965.

C) resulted in a focus on recruitment and selection in organizations in the past.

D) have very high fertility rates.

E) are currently causing a great deal of competition for advancement.

Answer: B Diff: 2 Page Ref: 13 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

24) Gen Xers A) are risk averse.

B) were born between 1965 and 1980.

C) have a sense of security linked to corporate loyalty.

D) will increase rapidly in number over the next few decades.

E) were born between 1981 and 2000.

Answer: B Diff: 3 Page Ref: 13 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

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25) If you were the HR advisor of a company where the majority of the workforce consisted of employees born after 1980, what initiatives would you recommend providing to keep the group challenged?

A) continuous skill development B) job security C) empowerment and challenging work D) eldercare benefits E) flexible work arrangements Answer: C Diff: 3 Page Ref: 17 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

26) If you were the HR advisor of a company where the majority of the workforce consisted of employees born before 1965, what initiatives would you recommend providing to keep the group challenged?

A) independent work B) job security C) onsite gym facilities D) eldercare and pension benefits E) flexible work arrangements Answer: D Diff: 3 Page Ref: 13 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

27) Canadians who are functionally illiterate are A) involved in academic upgrading through their place of employment.

B) older Canadians who did not have the opportunity to attend school.

C) no longer in the workforce.

D) able to perform routine technical tasks without assistance.

E) exacting a toll on organizations' productivity levels.

Answer: E Diff: 2 Page Ref: 13 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

28) Which of the following statements is TRUE? A) Ethnic diversity is starting to level off in Canada.

B) Canada's workforce is among the most ethnically diverse in the world.

C) The majority of Canadians are of French or British origin.

D) Most visible and ethnic-minority Canadians are professionals.

E) The proportion of visible and ethnic minorities entering the Canadian labour market peaked in the mid-1990s and is gradually decreasing.

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Answer: B Diff: 2 Page Ref: 12 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

29) Technological advances have A) resulted in outsourcing operational HR activities.

B) decreased the importance of white-collar jobs.

C) resulted in a decline in the impact of workforce diversity.

D) had little impact on service-sector firms.

E) led to significant increases in the employment of persons with disabilities.

Answer: A Diff: 2 Page Ref: 6 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 30) Questions concerning ________ are at the core of a growing controversy brought about by new information technologies.

A) data control, accuracy, right to privacy, and ethics B) employee stress levels C) job satisfaction D) privacy and social responsibility E) speed, accuracy, and efficiency Answer: A Diff: 2 Page Ref: 15 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

31) You are the HR generalist of a national railway. Which employment legislation would you refer to when it comes to employee relations issues within the organization?

A) provincial/territorial B) provincial C) territorial D) federal E) none of the above Answer: D Diff: 3 Page Ref: 15 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

32) Which of the following apply to employers and employees across Canada?

A) the Canada Labour Code B) employment equity legislation C) employment insurance and the Canada/Quebec Pension Plan D) employment insurance and employment legislation Copyright © xxxx Pearson Canada Inc., Toronto, Canada x

E) employment insurance and human rights legislation Answer: C Diff: 2 Page Ref: 15 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

33) The tendency of firms to extend their sales or manufacturing to new markets abroad is known as A) cultural diversity.

B) globalization.

C) international marketing.

D) product diversification.

E) domestication.

Answer: B Diff: 1 Page Ref: 15 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

34) The globalization of markets and manufacturing has vastly increased A) employee turnover.

B) the quality of products and services.

C) standardization practices.

D) the prices of products and services.

E) international competition.

Answer: E Diff: 2 Page Ref: 15 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

35) Management practices in the late 1800s and early 1900s emphasized A) self-management.

B) workplace harmony.

C) higher wages.

D) empowerment.

E) task simplification and performance-based pay.

Answer: E Diff: 2 Page Ref: 3 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 36) The management philosophy based on the belief that attitudes and feelings of workers are important and deserve more attention is known as A) socialism.

B) scientific management.

C) the human resources movement.

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D) the human relations movement.

E) psychology.

Answer: D Diff: 1 Page Ref: 4 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 37) Which of the following activities was part of the traditional role of personnel management in the early 1900s?

A) hiring and firing employees B) environmental scanning C) coaching and mentoring D) being part of the strategy planning discussions E) handling union-management relations Answer: A Diff: 3 Page Ref: 3 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 38) In the early 1900s, personnel administration, as it was called then A) focused on trying to improve the human element in organizations.

B) served a key advisory role in organizations.

C) was closely tied to union-management relations.

D) was highly influenced by laws and regulations.

E) played a very subservient role in organizations.

Answer: E Diff: 2 Page Ref: 3 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 39) The second phase of personnel management arrived in the 1930s with A) a decrease in unionizing activities.

B) minimum wage legislation.

C) a decrease in unionizing activities and minimum wage legislation.

D) the decreasing momentum of the scientific management movement.

E) health and safety legislation.

Answer: B Diff: 3 Page Ref: 3 Skill: Applied Objective: LO-4 Describe the three stages in the evolution of HRM. 40) The third major phase in personnel management was a direct result of A) the increasing amount of government legislation.

B) the impact of the human relations movement.

C) a desire for professionalism.

D) government intervention following the depression of the 1930s.

E) an increase in unionizing activities.

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Answer: A Diff: 2 Page Ref: 3 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 41) The current phase of HRM is ongoing. Current management thinking holds that A) the goals and aims of management must be achieved at all costs.

B) employees are motivated primarily by compensation and benefits.

C) social influences are no longer important to most employees.

D) employees are quite similar in terms of the rewards they seek.

E) employees are often the firm's best competitive advantage.

Answer: E Diff: 2 Page Ref: 4 Skill: Recall Objective: LO-4 Describe the three stages in the evolution of HRM. 42) The broad objectives of HR associations across the country include A) skills updating.

B) assisting in the provision of training in the field of HR. C) serving as a voice for HR practitioners.

D) providing opportunities for information exchange.

E) all of the above.

Answer: E Diff: 2 Page Ref: 9-10 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

43) The Canadian national body through which all provincial and specialist HR associations are affiliated is called the A) Canadian Management Association.

B) Canadian Council of Human Resources Associations.

C) Society for Human Resource Management.

D) Human Resources Professionals Association of Ontario.

E) International Personnel Management Association-Canada.

Answer: B Diff: 2 Page Ref: 9 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

44) Developing a reputation as an environmental leader and demonstrating corporate social responsibility A) is part of every organization's mission statement.

B) is not supported by shareholders in for-profit enterprises.

C) is only common in not-for-profit enterprises.

D) helps organizations to gain market share and retain employees.

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E) is a key responsibility of the human resources leader.

Answer: D Diff: 2 Page Ref: 10 Skill: Recall Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

45) The goal of HRM is to align people practices with organizational strategy to produce behaviours required to achieve organizational goals.

Answer: TRUE Diff: 2 Page Ref: 2 Skill: Recall Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

46) HR responsibilities have shifted from operational to strategic responsibilities which involve formulating and executing organizational strategy.

Answer: TRUE Diff: 3 Page Ref: 6 Skill: Applied Objective: LO-2 Describe the two categories of activities required of HR managers and discuss examples of each.

47) An HR professional can build employee engagement by coaching line managers to build trusting relationships with their employees, establishing recognition programs, and providing management development programs.

Answer: TRUE Diff: 5 Page Ref: 6 Skill: Applied Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

48) Management can lose its authority and power by empowering its employees.

Answer: FALSE Diff: 2 Page Ref: 7 Skill: Applied Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

49) HR professionals are increasingly expected by their employers to be change agents who lead the organization and its employees through change.

Answer: TRUE Diff: 2 Page Ref: 6 Skill: Recall Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

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50) The growing emphasis on education and human capital reflects several social and economic factors, such as the increase in primary-sector employment.

Answer: FALSE Diff: 2 Page Ref: 12 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

51) Recent research indicates that there is a strong positive relationship between employee engagement and organizational performance.

Answer: TRUE Diff: 2 Page Ref: 5 Skill: Recall Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

52) HRM has evolved over the last few decades due to economic forces such as globalization, technological changes, and intense competition, all of which make human capital more important.

Answer: TRUE Diff: 2 Page Ref: 5 Skill: Applied Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

53) Define and briefly describe the term "human resources management."

Answer: Five points recommended: 2 for a definition that is close to the textbook ("management of people in organizations") and 3 for being able to identify something close to "formulating and implementing HRM systems (such as recruitment, performance appraisal, and compensation) that are aligned with the organization's strategy…"

Diff: 2 Page Ref: 2 Skill: Applied Objective: LO-1 Define human resources management and analyze the strategic significance of human resources management.

54) HR has evolved towards helping the organization to achieve its strategic objectives.

There are five critical pieces of knowledge that are part of HR professionalism. Identify and describe in detail two of these HR competencies.

Answer: Some detailed and accurate description of two of credible activist, culture and change steward, talent manager and organizational designer, strategy architect, operational executor, and business ally.

Diff: 2 Page Ref: 5-8 Skill: Recall Objective: LO-5 Explain how HRM has changed over recent years to include a higherlevel advisory role.

55) The condition of the labour market is a key environmental influence on human Copyright © xxxx Pearson Canada Inc., Toronto, Canada xv

resources management in any organization. With the end of mandatory retirement in most Canadian jurisdictions, there are employees from all four of the demographic groups in the workforce. Identify and briefly describe each of the four demographic groups, then describe two challenges posed by the differences between the demographic groups in the workplace.

Answer: For the first 8 points of this 10 point question, identify each of the groups (Traditionalists, Baby Boomers, Generation X, and Generation Y) and one or two characteristics for each group. For the last 2 points, the student should express how the attitudes/values/expectations/differences may create issues in the workplace. See Table 1.4 on page 13.

Diff: 3 Page Ref: 13 Skill: Applied Objective: LO-3 Discuss the internal and external environmental factors affecting human resources management policies and practices and explain their impact.

Management of Human Resources, 5e (Dessler et al.)

Chapter 2 The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces 1) A company with employees in different provinces/territories must monitor the legislation in each of those jurisdictions because A) it is specified under employment law.

B) legislation changes and it may vary from one jurisdiction to another.

C) it is required under Canada Labour Code.

D) it is required under the Human Rights Act. E) legislation has commonalities across jurisdictions.

Answer: B Diff: 2 Page Ref: 23 Skill: Applied Objective: LO-1 Explain how employment-related issues are governed in Canada.

2) The government in each jurisdiction has created special regulatory bodies to enforce compliance with the law and aid in its interpretation. Two such bodies are the A) human rights commission and labour unions.

B) ministry of labour and the HRSDC. C) ministry of labour and labour unions.

D) employment equity commission and ministry of labour.

E) human rights commission and ministry of labour.

Answer: E Diff: 2 Page Ref: 26 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

3) Establishing minimum employee entitlements is most closely associated with A) employment equity legislation.

B) the Charter of Rights and Freedoms.

C) pay equity legislation.

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D) human rights legislation.

E) employment standards legislation.

Answer: E Diff: 1 Page Ref: 23 Skill: Applied Objective: LO-1 Explain how employment-related issues are governed in Canada.

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4) Which of the following statements about equal pay for equal work legislation is TRUE? A) In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act since 1971.

B) The principle "equal pay for equal work" makes it illegal to discriminate through pay on the basis of age.

C) Entitlements are found in the employment/labour standards legislation in every Canadian jurisdiction.

D) The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if their jobs are deemed to be of equal worth to the employer.

E) Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work.

Answer: E Diff: 3 Page Ref: 38 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

5) Equal pay for equal work specifies that A) there can be no pay discrimination on the basis of race, gender, or age.

B) male-dominated and female-dominated jobs of equal value must be paid the same.

C) jobs with similar titles must be paid the same.

D) all people doing the same job should receive an identical pay rate.

E) an employer cannot pay male and female employees differently if they are performing substantially the same work.

Answer: E Diff: 3 Page Ref: 38 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

6) If a company classifies male employees as administrators and female employees doing the same work as clerks and provides different wage rates based on the classifications, the company is violating the A) collective agreement.

B) principle of equal pay for equal work.

C) gender-based discrimination principle.

D) Income Tax Act. E) none of the above.

Answer: B Diff: 3 Page Ref: 38 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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7) The Charter of Rights and Freedoms A) is part of the Constitution Act of 1992.

B) applies to all Canadian employees and employers.

C) ensures that no laws infringe on Charter rights.

D) takes precedence over all other laws.

E) is fairly limited in scope.

Answer: D Diff: 2 Page Ref: 25 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

8) Which of the following statements describe the Charter of Rights and Freedoms accurately?

A) Legislation cannot be exempted from challenge under the Charter if a legislative body invokes the "notwithstanding" provision.

B) The Courts of Appeal are the ultimate interpreters of the Charter.

C) The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as reasonable limits in a free and democratic society.

D) Employment standards legislation supersedes the Charter.

E) It applies to employees in certain provinces only.

Answer: C Diff: 3 Page Ref: 25 Skill: Applied Objective: LO-1 Explain how employment-related issues are governed in Canada.

9) The Charter of Rights and Freedoms and the rights it contains, such as freedom of association, apply to A) private sector employers only.

B) actions of the federal government only.

C) actions of the federal, provincial, and municipal governments.

D) public and private sector employers.

E) actions of all governments and all employers.

Answer: C Diff: 2 Page Ref: 25 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

10) Which of the following statements about the Charter of Rights and Freedoms is TRUE? A) The federal government is the final arbiter of the Charter.

B) The overall impact of the Charter on the LR scene has been significant.

C) The Charter provides the right to live and work anywhere in Canada.

D) The Charter provides for minority language education rights and the right to live and work anywhere in Canada.

E) The Charter guarantees the right to strike.

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Diff: 3 Page Ref: 25 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

11) Human rights legislation A) primarily affects compensation and selection.

B) prohibits intentional discrimination only.

C) affects every employer in Canada.

D) is quite limited in scope.

E) is critically important to HR specialists, but has a relatively insignificant impact on supervisors and managers throughout the firm.

Answer: C Diff: 2 Page Ref: 26 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

12) All jurisdictions in Canada prohibit discrimination on the grounds of A) national or ethnic origin, race, and family status.

B) criminal history, sex, and creed or religion.

C) length of employment, race, and marital status.

D) race, sexual orientation, and marital status.

E) sexual orientation, ancestry or place of origin, and family status.

Answer: D Diff: 3 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

13) A company in the manufacturing sector terminated an employee because she was pregnant and about to go on maternity leave. This is a direct violation of the A) Charter of Rights and Freedoms.

B) Employment Standards Act. C) human rights legislation of the applicable province.

D) employment equity legislation of the applicable province.

E) health and safety legislation.

Answer: D Diff: 3 Page Ref: 26 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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14) Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of A) discrimination on the basis of association.

B) intentional/direct discrimination.

C) intentional and indirect discrimination.

D) systemic discrimination.

E) unintentional discrimination.

Answer: B Diff: 1 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

15) Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of A) discrimination on the basis of gender.

B) discrimination on the basis of association.

C) systemic discrimination.

D) reverse discrimination.

E) a permissible employer practice.

Answer: A Diff: 2 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

16) Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of A) discrimination on the basis of age.

B) discrimination on the basis of age and gender.

C) discrimination on the basis of age and race.

D) a permissible employer practice.

E) unintentional direct discrimination.

Answer: B Diff: 3 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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17) Refusing to hire a man who had been convicted and then pardoned for a drug-related offence as a counsellor at a federal correctional centre is an example of A) intentional direct discrimination.

B) pro-active recruitment.

C) systemic discrimination.

D) protection against negligent hiring.

E) a permissible employer practice under all human rights legislation.

Answer: A Diff: 3 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

18) Refusing to promote a highly qualified white male into senior management because his wife has just been diagnosed with a chronic illness that might interfere with his willingness to work long hours is an example of A) differential treatment.

B) discrimination on the basis of association.

C) discrimination on the basis of disability.

D) systemic discrimination.

E) reverse discrimination.

Answer: B Diff: 3 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

19) The most difficult type of discrimination to detect and combat is A) differential treatment.

B) intentional direct discrimination.

C) intentional indirect discrimination.

D) reverse discrimination.

E) systemic discrimination.

Answer: E Diff: 1 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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20) A local airline refuses to hire as flight attendants any person who is below 5 feet tall.

This is an example of A) discrimination on the basis of age.

B) a permissible employer practice.

C) a neutral hiring policy.

D) discrimination on the basis of race.

E) discrimination on the basis of race and gender.

Answer: E Diff: 3 Page Ref: 27 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

21) Examples of systemic discrimination include A) internal or word-of-mouth hiring policies in workplaces that have embraced diversity.

B) job-related employment tests.

C) lack of explicit anti-harassment guidelines.

D) refusing to hire persons convicted of a crime in Canada.

E) refusing to hire persons of Asian origin.

Answer: C Diff: 2 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

22) Which of the following statements is accurate about reasonable accommodation?

A) Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances.

B) An employer is only required to accommodate in the case of discrimination on the basis of gender.

C) Employers are expected to redesign a work station to enable an individual with a physical disability to do a job.

D) Employers are not expected to adjust work schedules to accommodate religious beliefs.

E) Employers are not expected to adjust employment policies and practices if discrimination is found.

Answer: C Diff: 3 Page Ref: 29 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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23) A justifiable reason for discrimination based on business necessity is known as A) reasonable accommodation.

B) permissible discrimination.

C) a business necessity requirement.

D) reverse discrimination.

E) a bona fide occupational requirement.

Answer: E Diff: 1 Page Ref: 28 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

24) Which of the following statements is accurate?

A) It is not legally permissible to refuse to hire a blind person to drive a truck.

B) Organizations must be able to show that any physical standards used for selecting employees for a particular job are truly necessary.

C) Accommodating work schedules around religious holidays is generally not required by human rights legislation.

D) Imposing rigid physical standards for certain jobs is not systemic discrimination.

E) Accommodating the needs of an employee with depression to the point of undue hardship is not required in certain Canadian jurisdictions.

Answer: B Diff: 3 Page Ref: 28 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

25) The Royal Canadian Mounted Police has a requirement that guards be of the same sex as prisoners being guarded. This is an example of A) a violation of a bona fide occupational requirement.

B) reasonable accommodation.

C) intentional and indirect discrimination.

D) a bona fide occupational requirement.

E) systemic discrimination.

Answer: D Diff: 3 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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26) Which of the following statements is TRUE? A) Human rights legislation prohibits discrimination against all Canadians only in the area of employment.

B) The human rights tribunal has the power to award damages to a person who has been discriminated against in hiring and can fine employers who violate human rights protections, but cannot order an employer to employ someone.

C) It is legally permissible for a bus company to require new drivers to be between the ages of 24 and 35 for the business purpose that newly hired drivers will get the least favourable routes and must therefore be young enough to cope with stress.

D) Evidence is readily available to support the position that age is an accurate indication of a person's ability to perform a particular type of work.

E) The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against and also has the power to order financial compensation for pain and suffering.

Answer: E Diff: 3 Page Ref: 35 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

27) Harassment A) directed by clients or customers towards an employee is not the employer's responsibility once it has been reported.

B) is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation.

C) includes offensive or humiliating behaviour that is related to a person's sex, as well as behaviour of a sexual nature.

D) on a prohibited ground is not constituted by directing derogatory remarks about Italians towards an Italian employee.

E) includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome.

Answer: E Diff: 2 Page Ref: 32 Skill: Recall Objective: LO-3 Describe behaviour that could constitute harassment.

28) The Supreme Court of Canada has made it clear that A) it is an employee's responsibility to prevent and report harassment.

B) having a harassment policy is sufficient to prevent harassment claims.

C) supervisors can be liable for failing to take action against harassment.

D) if harassment is occurring, supervisors can ignore it unless an employee reports it to them directly.

E) alleged harassers should be severely punished.

Answer: C Diff: 2 Page Ref: 32 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada xxv

Objective: LO-4 Explain the employers' responsibilities regarding harassment.

29) A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of A) executive privilege.

B) sexual coercion.

C) a job-related annoyance.

D) sexual annoyance.

E) a BFOR. Answer: B Diff: 2 Page Ref: 35 Skill: Applied Objective: LO-3 Describe behaviour that could constitute harassment.

30) A "poisoned" work environment is associated with A) an occupational health and safety violation.

B) sexual annoyance.

C) a direct link to tangible job benefits.

D) sexual coercion.

E) toxic substances.

Answer: B Diff: 2 Page Ref: 33 Skill: Recall Objective: LO-3 Describe behaviour that could constitute harassment.

31) Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour is offensive and intimidating to the female employees. Jim's behaviour is an example of A) sexual annoyance.

B) permissible behaviour.

C) permissible behaviour as long as it does not violate a policy.

D) sexual harassment.

E) sexual coercion.

Answer: D Diff: 3 Page Ref: 33 Skill: Applied Objective: LO-3 Describe behaviour that could constitute harassment.

32) Guidelines for implementing a harassment policy should include A) ensuring that a copy of the charge is placed in the file of the alleged harasser.

B) information for victims (for example, identifying and defining harassment).

C) requiring each employee to sign a document indicating that he or she has received harassment training.

D) developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act. E) all of the above.

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Diff: 2 Page Ref: 32 Skill: Recall Objective: LO-4 Explain the employers' responsibilities regarding harassment.

33) Which of the following statements is TRUE about human rights enforcement procedures?

A) Human rights investigators must obtain a court order before entering an employer's premises.

B) Most human rights complaints are settled by a Board of Inquiry or Tribunal.

C) A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice.

D) Filing a human rights complaint involves significant employee costs.

E) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally regulated employers and employees.

Answer: C Diff: 3 Page Ref: 35 Skill: Recall Objective: LO-4 Explain the employers' responsibilities regarding harassment.

34) Remedies for human rights code violations do NOT include A) a written letter of apology.

B) implementation of an employment equity program.

C) compensation for pain and humiliation.

D) compensation for general damages.

E) ordering an employer to discriminate on a different prohibited ground than the one complained about.

Answer: E Diff: 2 Page Ref: 36 Skill: Applied Objective: LO-4 Explain the employers' responsibilities regarding harassment.

35) The groups identified as having been subjected to pervasive patterns of differential treatment by Canadian employers, referred to in the federal employment equity legislation as designated groups, include A) men.

B) women.

C) homosexuals.

D) clergy.

E) none of the above.

Answer: B Diff: 1 Page Ref: 38 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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36) Evidence of pervasive patterns of differential treatment against the employment equity designated groups includes A) harassment.

B) systemic discrimination.

C) sexual harassment.

D) discrimination.

E) underemployment.

Answer: E Diff: 2 Page Ref: 39 Skill: Applied Objective: LO-1 Explain how employment-related issues are governed in Canada.

37) The existence of certain occupations that have traditionally been performed by males and others that have been female dominated is known as A) concentration.

B) occupational segregation.

C) the glass ceiling.

D) underemployment.

E) underutilization.

Answer: B Diff: 1 Page Ref: 37 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

38) Employment equity legislation aims to A) bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force.

B) remove employment barriers and promote equality for women, visible minorities, aboriginal people, and persons with disabilities.

C) remedy discrimination on the basis of gender, race, and disability.

D) request employers under provincial jurisdiction to have a better representation of the designated groups at all levels within the organization.

E) request employers under federal and provincial jurisdiction to have a better representation of the designated groups at all levels within the organization.

Answer: B Diff: 3 Page Ref: 37 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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39) An employment equity program is designed to A) increase representation of men on corporate boards.

B) increase occupational segregation.

C) achieve a balanced representation of designated group members.

D) reduce harassment and related complaints.

E) reduce effects of a poisoned environment.

Answer: C Diff: 2 Page Ref: 37 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

40) For an employment equity program to be successful A) an employment equity policy statement should be filed in the company's HR policies and procedures manual.

B) a senior official should be appointed with the authority to discipline those failing to comply.

C) an employment equity committee should be given ultimate authority.

D) senior management should be responsible for the implementation process.

E) a written policy, endorsed by senior management and posted throughout the organization or distributed to every employee, is an essential first step.

Answer: E Diff: 2 Page Ref: 37 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

41) Steps in the employment equity process typically include A) obtaining senior-management commitment and support, data collection, employment systems review training, and follow-up.

B) obtaining senior-management commitment and support, employment systems review, diversity training, and systems review.

C) obtaining senior-management commitment and support, employment systems review, implementation, and follow-up.

D) obtaining senior-management commitment and support, data collection and analysis, employment systems review, plan development, implementation, and monitoring.

E) obtaining senior-management commitment and support, data collection and analysis, employment systems review, and diversity training.

Answer: D Diff: 3 Page Ref: 37 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

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42) Which of the following statements is TRUE regarding people with disabilities?

A) People with disabilities still fall short of their estimated labour market availability.

B) People with disabilities make up only 2.5% of the federal private sector workforce.

C) The representation of persons with disabilities in the federal public sector increased to 5.7% in 2004.

D) Of all the designated groups, people with disabilities in the private sector have benefited least from the Employment Equity Act. E) The median employment income of persons with disabilities is significantly less than that of other Canadian workers.

Answer: E Diff: 3 Page Ref: 39 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

43) While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that A) the Toronto mayor has never been a visible minority.

B) in a study of 3257 leaders in the Greater Toronto Area, only 13% were visible minorities.

C) visible minorities are more likely to be hired under employment equity policies than under "open" recruitment and selection processes.

D) many people who are visible minorities own restaurants catering to specific ethnic tastes.

E) crime rates in visible minority neighbourhoods are much higher than the overall crime rate.

Answer: B Diff: 1 Page Ref: 39 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

44) Employers are grappling with the problem of how to balance employee privacy rights with their need to monitor the use of technology-related tools because A) employers are trying to understand how to use technology to increase employee productivity.

B) employers want to enable employees to respond to work issues when they are at home and on weekends.

C) employers want to eliminate wasted time and abuse of company resources.

D) employers want employees to voluntarily maintain the organization's Facebook page.

E) employers fundamentally do not trust their employees.

Answer: C Diff: 1 Page Ref: 41 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

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45) The Personal Information Protection and Electronic Documents Act governs A) the collection, use, and disclosure of personal information across Canada.

B) how governments at all levels may collect and use personal information across Canada.

C) the limits for the collection, use, and disclosure of personal information by employers.

D) the approved uses for data collected using "cookies" on corporate websites.

E) the establishment of "do not call" lists in every Canadian jurisdiction.

Answer: A Diff: 1 Page Ref: 41 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

46) ABC company has installed video surveillance equipment throughout its premises, including in the employee washrooms, in order to prevent theft of company equipment and supplies. What would the likely result be if employees object?

A) Courts would uphold the right of ABC company to install video surveillance equipment anywhere on its property.

B) Courts would deny the right of ABC company to install video surveillance equipment since it is an invasion of employee privacy.

C) If the company could demonstrate evidence of widespread employee theft, the surveillance system would be allowed.

D) Courts would refuse to rule because the case lacks merit.

E) Courts would ask if there is a less invasive way to monitor employees and order the removal of the video surveillance in the washrooms.

Answer: E Diff: 3 Page Ref: 42 Skill: Applied Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

47) XYZ is a technology company. In the lobby of its corporate office, it has a largescreen television that profiles employees who work at XYZ, as well as other company information. Employees are asked to supply their name, business title, and their favourite hobby. The collection of employee information for this purpose A) is a violation of PIPEDA and not allowed.

B) can be made a condition of continued employment at XYZ. C) is allowed as long as the hobby listed doesn't contain any information that is defamatory or would otherwise harm the image of the employer.

D) is allowed as long as everyone participates without discrimination based on age, race, or sex.

E) is allowed if employees give their consent.

Answer: E Diff: 3 Page Ref: 41 Skill: Applied Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

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48) Contract law governs collective agreements and individual employment contracts.

Answer: TRUE Diff: 1 Page Ref: 24 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

49) Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

Answer: TRUE Diff: 2 Page Ref: 38 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

50) Job evaluation systems that undervalue jobs traditionally held by women are an example of systemic discrimination.

Answer: TRUE Diff: 3 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

51) Gender identity is a protected ground for discrimination in British Columbia.

Answer: TRUE Diff: 3 Page Ref: 27 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

52) Employers are expected to accommodate to the point of undue hardship.

Answer: TRUE Diff: 2 Page Ref: 29 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

53) Refusing to hire an individual for a security guard position on the basis that he or she is considered to be too large and heavy is an example of a bona fide occupational requirement.

Answer: FALSE Diff: 3 Page Ref: 29 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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54) Although women make up almost one-half of the Canadian work force, they are still underrepresented on executive teams.

Answer: TRUE Diff: 1 Page Ref: 38 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

55) A deliberately structured process is involved when developing an employment equity program.

Answer: TRUE Diff: 1 Page Ref: 37 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

56) Enforcement of human rights acts is the responsibility of the RCMP in Canada.

Answer: FALSE Diff: 1 Page Ref: 35 Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.

57) Youth aged 17 to 24 are a designated group for Employment Equity due to the high unemployment rates experienced by that group.

Answer: FALSE Diff: 2 Page Ref: 38 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

58) The advancement of women into senior management positions has been hindered by the existence of a "glass ceiling."

Answer: TRUE Diff: 1 Page Ref: 37 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

59) A company policy that limits employee use of the internet on company computers is a violation of the privacy rights of employees.

Answer: FALSE Diff: 2 Page Ref: 41 Skill: Applied Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

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60) Any information collected by an employer beyond name, title, business address, and telephone number is considered personal and private and may not be disclosed without employee consent.

Answer: TRUE Diff: 1 Page Ref: 41 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

61) Employers may not use video surveillance in the workplace if a less invasive way of monitoring employees is reasonable and available.

Answer: TRUE Diff: 2 Page Ref: 42 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

62) Define and give an example of 1) intentional discrimination and 2) unintentional discrimination—also known as constructive or systematic discrimination.

Answer: Intentional discrimination—deliberately refusing to hire/train/promote someone on the basis of one of the protected grounds. Unintentional discrimination—policies or practices that have an adverse impact on specific groups of people for reasons that are not job related.

Diff: 2 Page Ref: 28 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

63) Identify five prohibited grounds of discrimination and describe how ONE of the five you identify can be the source of constructive discrimination.

Answer: Any five of the prohibited grounds will do with an example of constructive discrimination, e.g., a height requirement for police officers.

Diff: 3 Page Ref: 27-35 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

64) What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.

Answer: A bona fide occupational requirement is a justifiable reason for discrimination based on business necessity. For a truck driver, a BFOR would be corrected vision of approximately 20/20.

Diff: 2 Page Ref: 28 Skill: Applied Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

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65) Two job ads for a store clerk position are posted on Craigslist. One is for a small corner store that employs only two clerks. The other is for a large department store chain.

Both ads say "must be available to work on Saturday." A qualified individual whose religious observances mean they are unavailable for work on Saturday applies for each job. Describe the employer's responsibility for reasonable accommodation in this case, and why you think the employer would be expected to accommodate the job applicant in each case.

Answer: The requirement to work on Saturday is reasonable and would be a BFOR. Employers would generally be expected, however, to devise a work schedule to accommodate the job applicant. For the small corner store, this might not be possible, and the accommodation might be "undue hardship" given the number of people working at the store. For the large department store chain the accommodation could be made more easily.

Diff: 3 Page Ref: 28 Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

66) Sexual harassment has two categories: sexual coercion and sexual annoyance. Define the two terms and describe three components of an anti-harassment policy.

Answer: Sexual coercion involves offering benefits for sex. Sexual annoyance involves unwelcome remarks, advances, etc., that create a "poisoned work environment."

Components for an effective policy can be any of the guidelines from p. 34.

Diff: 3 Page Ref: 33-35 Skill: Applied Objective: LO-3 Describe behaviour that could constitute harassment.

67) Identify the four designated groups under Employment Equity legislation. For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.

Answer: Women, aboriginals, people with disabilities, and visible minorities. Women are under-represented in leadership positions and remain under-represented in certain occupations (such as engineering). Aboriginal peoples have an unemployment rate significantly higher than the general population, and the same is true for persons with disabilities. Visible minorities are frequently under-employed, with qualifications that are not recognized in Canada.

Diff: 3 Page Ref: 38 Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.

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68) What steps should an employer use to design an employment equity program and ensure success?

Answer: Employment equity programs are designed to achieve a balanced representation of designated group members in the organization. It is a major management exercise because existing employees must be comfortable with other from diverse backgrounds, cultures, religions, etc. The following are the key steps to follow when designing a program:1. Obtaining senior management commitment and support—a written policy endorsed by senior management should be posted throughout the organization or distributed to all employees2. Data collection and analysis—this permits the organization to develop an internal work force profile3. Employment systems review—a comprehensive examination of existing policies, procedures, practices, etc., to determine their impact on designated group members, so that existing intentional and systemic barriers can be eliminated4. Plan development—setting of goals and timetable5.

Implementation6. Monitoring, evaluating and revising Diff: 2 Page Ref: 37 Skill: Recall Objective: LO-6 Discuss HR's role in ensuring compliance with employment legislation in Canada.

Management of Human Resources, 5e (Dessler et al.)

Chapter 3 Designing and Analyzing Jobs 1) The definition of ________ is the formal relationships among jobs in an organization.

A) chain of command B) organization chart C) job hierarchy D) organizational structure E) organizational design Answer: D Diff: 1 Page Ref: 49 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

2) An organization chart is often used to depict the structure of an organization. The chart is also used to A) present a "snapshot" of the firm at a particular point in time.

B) indicate the types of departments established in the firm.

C) specify duties and responsibilities.

D) clarify the chain of command and show who is accountable to whom.

E) do none of the above.

Answer: D Diff: 2 Page Ref: 49 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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3) Which of the following statements about organizational structures is TRUE? A) Flat structures are increasingly the norm.

B) Bureaucratic designs are becoming more common.

C) There are four types of organizational structure.

D) Emphasis on teams whose members cross organizational boundaries is a characteristic of flat structures.

E) An organization's structure should be appropriate to the organization's strategic goals.

Answer: E Diff: 2 Page Ref: 49 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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4) Maria is the vice-president of operations for a company in the retail industry. She has 10 store managers and 200 associates. The associates report to the store managers and they in turn report to Maria. Management has a decentralized approach towards individual stores. This company has the structure of a A) bureaucratic organization.

B) hierarchical organization.

C) flat organization.

D) boundaryless organization.

E) decentralized organization.

Answer: C Diff: 3 Page Ref: 51 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

5) James Martini is the director of HR for Study Inc. He is working on a project to restructure the organization. At the moment, the organization has a top-down management approach with many levels of management. Jobs are highly specified with a narrow focus. The company wants to move into a more decentralized management approach with a high focus on teams and customer service. The organization is planning to move from a ________ organization to a ________ organization.

A) bureaucratic; boundaryless B) bureaucratic; flat C) flat; bureaucratic D) boundaryless; flat E) none of the above Answer: B Diff: 3 Page Ref: 51 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

6) The process of systematically organizing work into tasks is involved in A) organizational design.

B) job design.

C) job analysis.

D) job evaluation.

E) writing job descriptions.

Answer: B Diff: 1 Page Ref: 52 Skill: Recall Objective: LO-2 Define job design and explain the difference between a job and a position.

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7) The collection of tasks and responsibilities performed by one person is known as A) a job specification.

B) a job description.

C) a job analysis.

D) a job.

E) a position.

Answer: E Diff: 1 Page Ref: 47 Skill: Recall Objective: LO-2 Define job design and explain the difference between a job and a position.

8) In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are A) four jobs and four positions.

B) six jobs and six positions.

C) four positions and four jobs.

D) four jobs and six positions.

E) four positions and six jobs.

Answer: D Diff: 3 Page Ref: 47 Skill: Applied Objective: LO-2 Define job design and explain the difference between a job and a position.

9) Work simplification is an approach to job design. Which of the following statement is TRUE of work simplification?

A) It can sometimes lead to a reduced demand for premium pay.

B) It may be very appropriate in settings employing highly educated persons.

C) It is effective in a changing environment.

D) It can be used to motivate highly educated employees.

E) It is based on the premise that work can be broken down into clearly defined tasks.

Answer: E Diff: 2 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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10) The field of study concerned with analyzing work methods and establishing time standards is known as A) ergonomics.

B) job analysis.

C) job design.

D) job evaluation.

E) industrial engineering.

Answer: E Diff: 1 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

11) Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with A) industrial democracy.

B) job rotation.

C) co-determination.

D) job enlargement.

E) job enrichment.

Answer: E Diff: 1 Page Ref: 54 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

12) Job enlargement involves A) vertical loading.

B) multi-skilling.

C) systematically moving employees from one job to another.

D) increased challenge.

E) horizontal loading.

Answer: E Diff: 1 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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13) Amal works for a production line. His task is to sew a button to the buttonhole of winter jackets. Since last month he was also given the task of creating the buttonhole in addition to attaching the button to the hole of the jacket. This is known as A) job enlargement.

B) job rotation.

C) job enrichment.

D) vertical loading.

E) skill variety.

Answer: A Diff: 3 Page Ref: 53 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

14) Lee has been with a financial institution for over a year now as a call centre specialist. During his time, he has had the opportunity to work in two other departments.

The organization adopts a similar technique with other employees in the call centre. This is known as A) job enrichment.

B) vertical loading.

C) skill variety.

D) job rotation.

E) job enlargement.

Answer: D Diff: 3 Page Ref: 54 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

15) Which of the following is TRUE of work simplification?

A) It increases autonomy.

B) It often leads to lower job satisfaction.

C) Among educated workers it often leads to lower job satisfaction.

D) It enhances skill variety.

E) Among educated workers it often leads to lower job satisfaction and a demand for premium pay.

Answer: E Diff: 2 Page Ref: 53 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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16) Which of the following is TRUE of industrial engineering?

A) It is about control and autonomy.

B) It is a field of study concerned with analyzing work methods.

C) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient.

D) It is a field of study focused on satisfying psychological needs.

E) It is a field of study focused on worker autonomy.

Answer: C Diff: 1 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

17) Which of the following statements is TRUE? A) Unions are generally very supportive of job enrichment.

B) Most employees today want additional responsibilities.

C) Job enrichment programs are more successful in some jobs and settings than others.

D) Job redesign efforts can correct almost all job dissatisfaction problems.

E) Managers tend to be very supportive of job enrichment because it makes their jobs easier.

Answer: C Diff: 2 Page Ref: 54 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

18) Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as A) industrial engineering.

B) job enrichment.

C) scientific management.

D) ergonomics.

E) job enlargement.

Answer: D Diff: 1 Page Ref: 54 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

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19) Ergonomics aims to adapt the entire job system to match human characteristics.

Doing so results in eliminating or minimizing A) product defects.

B) worker injuries.

C) product defects, worker injuries, and task variability.

D) product defects, worker injuries, and negative psychological effects.

E) negative psychological effects.

Answer: A Diff: 2 Page Ref: 54 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

20) The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as A) preparing a job description.

B) job design.

C) job evaluation.

D) job analysis.

E) writing a job specification.

Answer: D Diff: 2 Page Ref: 54 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

21) Job analysis provides data on job requirements that can be used to develop A) a staffing table.

B) a skills inventory.

C) HR policies and procedures.

D) an organization chart.

E) a job description.

Answer: E Diff: 1 Page Ref: 54 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

22) A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as A) a position analysis.

B) the job standards.

C) a job specification.

D) a job description.

E) a job analysis questionnaire.

Answer: D Diff: 2 Page Ref: 62 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada xliii

Objective: LO-6 Explain the difference between a job description and a job specification.

23) A list of the knowledge, skills, and abilities needed to perform a particular job is known as A) a position analysis.

B) a job description.

C) a job specification.

D) the job standards.

E) the human requirements.

Answer: C Diff: 2 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

24) Collecting job analysis data in a larger organization usually involves A) the work of the HR specialist alone.

B) the work of the supervisor alone.

C) HR generalists who are not consultants.

D) a labour union.

E) a joint effort by an HR specialist, the incumbent, and the supervisor.

Answer: E Diff: 2 Page Ref: 62 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

25) The final step in job analysis involves A) performance management.

B) developing a job description and a job specification.

C) developing a compensation policy.

D) reviewing the information collected with job incumbents.

E) collecting data on job activities.

Answer: B Diff: 2 Page Ref: 62 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

26) By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists. This is particularly useful for A) establishing recruitment criteria.

B) determining a job's pay range.

C) training and development.

D) designing the job.

E) union negotiations.

Answer: C Diff: 2 Page Ref: 48 Copyright © xxxx Pearson Canada Inc., Toronto, Canada xliv

Skill: Applied Objective: LO-2 Define job design and explain the difference between a job and a position.

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27) The blueprint that shows the flow of inputs to outputs for the job under study is known as A) a process chart.

B) an organization chart.

C) a job description.

D) a job specification.

E) a pay grade.

Answer: A Diff: 2 Page Ref: 50 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

28) During a job analysis process, it is important to consider A) reviewing information with job holders and immediate supervisors.

B) selecting representative positions and jobs to be analyzed.

C) collecting data on identified jobs using job analysis techniques.

D) reviewing the organization chart, process charts and existing job descriptions.

E) all of the above.

Answer: E Diff: 2 Page Ref: 54 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

29) Job analysis information should be verified by A) jobholder(s).

B) comparison with the procedures manual.

C) comparison with the previous job description.

D) HR department staff members.

E) speaking to co-workers.

Answer: A Diff: 1 Page Ref: 56 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

30) Collecting job analysis information generally involves A) a union representative.

B) the jobholder's immediate supervisor.

C) a member from senior management.

D) peer groups.

E) an external consultant.

Answer: D Diff: 1 Page Ref: 58 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis Copyright © xxxx Pearson Canada Inc., Toronto, Canada xlvi

information.

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31) most widely used method for determining the duties and responsibilities of a job is A) direct observation.

B) a participant diary/log.

C) an interview.

D) a position analysis questionnaire.

E) a survey questionnaire.

Answer: C Diff: 2 Page Ref: 58 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

32) An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job. Which type of interview is the HR department using?

A) group interview B) supervisory interview C) individual interview D) structured interview E) checklist interview Answer: A Diff: 2 Page Ref: 58 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

33) A typical job analysis questionnaire has several A) non-job-related questions.

B) questions regarding biographical data.

C) open-ended questions.

D) questions about the incumbent's educational background.

E) closed-ended questions.

Answer: C Diff: 3 Page Ref: 59 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

34) Which of the following jobs could be analyzed effectively using direct observation?

A) human resources manager B) lawyer C) accounting clerk D) design engineer E) Any of these jobs could be analyzed using direct observation Answer: C Diff: 2 Page Ref: 60 Skill: Applied Copyright © xxxx Pearson Canada Inc., Toronto, Canada xlviii

Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

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35) Direct observation is often combined with which other job analysis method?

A) questionnaires B) participant diary/log C) functional job analysis D) position analysis questionnaire E) interviewing Answer: E Diff: 2 Page Ref: 60 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

36) The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of A) a participant diary/log.

B) a position analysis questionnaire.

C) an individual interview.

D) a survey questionnaire.

E) functional job analysis.

Answer: A Diff: 2 Page Ref: 60 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

37) Which job analysis technique is meaningless for jobs requiring mental effort?

A) a survey questionnaire B) direct observation C) an individual interview D) a position analysis questionnaire E) a participant diary/log Answer: B Diff: 1 Page Ref: 60 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

38) The following data collection method of job analysis can be used structured, unstructured, or in combination. When structured, questions are read to job holders and supervisors and/or fixed response choices are provided. When unstructured, questions are posed to job holders and supervisors and/or general response choices are provided. This is called the A) group interview method.

B) questionnaire method.

C) observation method.

D) diary/log method.

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E) individual interview method.

Answer: E Diff: 2 Page Ref: 58 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

39) The job analysis technique that involves 194 items, each of which represents a basic element that may or may not play an important role in the job, is known as A) functional job analysis.

B) a participant diary/log.

C) a structured survey.

D) the point factor method.

E) a position analysis questionnaire (PAQ).

Answer: E Diff: 1 Page Ref: 59 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

40) A quantitative approach to job analysis is more suitable when A) the aim is to assign a value to each job for comparisons for pay purposes.

B) the organization exceeds 200 in number of staff.

C) the organization has limited time and financial resources.

D) the aim is to reduce the amount of data collection.

E) the organization is using external consultants for job analysis purposes.

Answer: A Diff: 2 Page Ref: 60 Skill: Applied Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

41) The PAQ rates jobs on which of the following dimension?

A) mental processes and job context B) incumbent performance C) processing information and incumbent performance D) safety risks E) job context Answer: A Diff: 1 Page Ref: 59 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

42) The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as A) functional job analysis.

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B) direct observation.

C) a structured survey.

D) a participant diary/log.

E) PAQ. Answer: A Diff: 1 Page Ref: 59 Skill: Recall Objective: LO-5 Describe and evaluate multiple methods of collecting job analysis information.

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43) An individual preparing a job description for the first time would find it helpful to refer to the A) HRDC Job Classification Dictionary.

B) National Occupational Classification.

C) Canadian Classification and Dictionary of Occupations.

D) Dictionary of Occupational Titles.

E) Standard Occupational Classification.

Answer: B Diff: 2 Page Ref: 60 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

44) A written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed, is known as A) a job analysis.

B) a job evaluation.

C) a job description.

D) the job standards.

E) a job specification.

Answer: C Diff: 1 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

45) Jim was recently hired as an HR assistant. As his first project, his immediate supervisor requested that he put forward a proposal to develop job descriptions for some of the key positions within the organization. What do you think Jim would have identified in the proposal as the most common areas to be included in a job description?

A) summary of performance evaluations B) job holder's name C) work culture D) duties and responsibilities E) company name Answer: D Diff: 2 Page Ref: 62 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

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46) The job identification section of a job description includes which of the following?

A) working conditions B) job title C) performance standards D) job summary E) relationships Answer: B Diff: 1 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

47) The section of the job description in which the major functions or activities are briefly identified is the A) job summary.

B) job identification.

C) working conditions.

D) relationships.

E) job duties.

Answer: A Diff: 1 Page Ref: 63 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

48) The subsection of the job description that describes contact with others inside and outside the organization is titled A) relationships.

B) job identification.

C) job summary.

D) authority.

E) working conditions.

Answer: A Diff: 1 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

49) Which of the following should you avoid writing in a job description?

A) a separate listing of each major duty B) an indication of which tasks are most important C) a description of the working conditions D) a general statement such as "performs other duties as assigned" E) a definition of the limits of the jobholder's authority Answer: D Diff: 2 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

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50) The part of the job description in which budgetary limitations are identified is titled A) relationships.

B) duties and responsibilities.

C) authority.

D) working conditions.

E) performance standards.

Answer: C Diff: 2 Page Ref: 49 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

51) "No more than three posting errors per month occur on average." Which component of the job description would this statement belong to?

A) job identification B) performance standards C) job summary D) relationships E) responsibilities and duties Answer: B Diff: 3 Page Ref: 48 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

52) Which of the following would not be included in the subsection of the job description titled "working conditions"?

A) amount of travel B) equipment failure C) hazardous conditions D) frequency of interruptions E) noise level Answer: B Diff: 2 Page Ref: 62 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

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53) Which of the following statements related to legal compliance is TRUE? A) If a candidate is unable to perform one or more of the essential job duties due to a physical disability, it is legally permissible for an employer to refuse to hire that individual.

B) If a candidate is unable to work on Friday evenings due to religious beliefs and rotating shifts are a job requirement specified in the working conditions subsection of the job description, the reasonable accommodation provisions of human rights legislation do not apply.

C) When assessing suitability for employment, employers can assess factors other than those related to the knowledge, skills, and abilities required for the essential job duties.

D) Canadian employers are legally obligated to have job descriptions.

E) Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential tasks and responsibilities.

Answer: E Diff: 3 Page Ref: 48 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

54) The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?" is the A) job specification.

B) position analysis questionnaire.

C) job description.

D) job evaluation.

E) position description.

Answer: A Diff: 1 Page Ref: 62 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

55) A physical demands analysis identifies A) mental/emotional demands involved in the job.

B) senses used and amount of mental effort involved in the job.

C) type and frequency of motions used.

D) senses used, and the type, frequency, and amount of physical effort involved in the job.

E) the work environment.

Answer: D Diff: 2 Page Ref: 65 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

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56) When writing job specifications, it is important to list all bona fide occupational requirements based on job duties and responsibilities because A) organizations are required to comply with federal employment legislation.

B) organizations are required to provide reasonable accommodation.

C) organizations are required to comply with human rights legislation.

D) job specifications are limited to specific jobs.

E) of none of the above.

Answer: C Diff: 3 Page Ref: 65 Skill: Applied Objective: LO-6 Explain the difference between a job description and a job specification.

57) Identifying human requirements for a job can be accomplished through A) a judgmental approach.

B) an interview approach.

C) questionnaires.

D) supervisors' interviews.

E) none of the above.

Answer: A Diff: 2 Page Ref: 65 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

58) A survey instrument designed to assist managers in identifying potential personalityrelated traits that may be important in a job is called a(n) A) SPSS. B) PPRF. C) FAQ. D) PAQ. E) all of the above.

Answer: B Diff: 1 Page Ref: 65 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

59) The traditional meaning of a "job" as a set of well-defined responsibilities is changing. This is because A) of reduced hierarchical structures.

B) employees are expected to adapt to changes infrequently.

C) employees are expected to adapt to changes frequently.

D) work is becoming more team based.

E) of all of the above.

Answer: C Diff: 2 Page Ref: 52 Skill: Recall Objective: LO-4 Explain the three reasons why competency-based job analysis has become more common.

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60) Designing an organizational structure depends on the strategic goals of the company.

Answer: TRUE Diff: 2 Page Ref: 49 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

61) Taking only industrial engineering concerns into consideration in job design is sufficient because research does not support the view that human considerations are also critical.

Answer: FALSE Diff: 1 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

62) Work simplification can increase operating efficiency in a stable environment.

Answer: TRUE Diff: 2 Page Ref: 53 Skill: Recall Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

63) Job analysis is called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

Answer: TRUE Diff: 2 Page Ref: 54 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

64) Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

Answer: FALSE Diff: 2 Page Ref: 54 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

65) The National Occupational Classification is a reference tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions—skill level and skill type.

Answer: TRUE Diff: 2 Page Ref: 60 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

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66) A job description should not include phrases such as "other duties as assigned" because it can leave open the nature of the job and can be subject to abuse.

Answer: TRUE Diff: 3 Page Ref: 64 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

67) If an employee is unable to perform one or more of the essential duties of the job due to a physical or mental disability, accommodation is not required.

Answer: FALSE Diff: 3 Page Ref: 65 Skill: Recall Objective: LO-6 Explain the difference between a job description and a job specification.

68) Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Answer: TRUE Diff: 3 Page Ref: 52 Skill: Recall Objective: LO-4 Explain the three reasons why competency-based job analysis has become more common.

69) Identify and briefly describe the three main types of organizational structure. Which type would you recommend for a retail convenience store?

Answer: 1 point each for identification and 2 points for accurate description of bureaucratic, flat, and matrix structures. 1 point for recommending a flat organizational structure for the convenience store.

Diff: 3 Page Ref: 51 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

70) Job analysis supports many key HR processes. Identify three (3) different HR areas where job analysis information is used and describe how job analysis information supports that area. For the last point, comment on the risk to organizations of not having up-to-date job analysis information.

Answer: Identify any three of human resources planning, recruitment and selection, compensation, performance management, labour relations, training development and career management, or restructuring. The summary comment might describe the legal issues associated with making HR decisions based on faulty data or the significance of errors resulting from faulty data.

Diff: 3 Page Ref: 54 Skill: Applied Objective: LO-1 Explain the steps in job analysis.

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71) Organizations that want to implement a high-performance work system will tend not to use traditional job descriptions in favour of using competency analysis. Outline the three reasons why competency analysis is preferred in a high-performance work system and given one example of a core competency.

Answer: Three points for each of the main reasons: competency-based jobs support work performed in teams, competency analysis is strategically aligned with key competencies identified by an organization for its success, and competency analysis supports an organization's performance management process. One point for an example of a core competency from the description on pp. 57-58.

Diff: 3 Page Ref: 57-58 Skill: Applied Objective: LO-4 Explain the three reasons why competency-based job analysis has become more common.

72) Among educated employees, simplified jobs often lead to lower satisfaction, higher rates of absenteeism, and turnover. Discuss three ways in which job content can be modified to improve employee engagement.

Answer: Three points each for identification (1) and description (2) of job enrichment, job rotation, and job enlargement. An extra point is given for associating job enlargement with horizontal loading or job enrichment with vertical loading.

Diff: 2 Page Ref: 62 Skill: Applied Objective: LO-3 Describe the evolution of job design and how organizational structure influences job design.

73) List and describe the six steps involved in job analysis.

Answer: 1. Review relevant organizational information 2. Select jobs to be analyzed 3. Collecting job analysis information 4. Verifying Information 5. Writing job descriptions and specifications 6. Communication and preparation for review Diff: 2 Page Ref: 49-66 Skill: Recall Objective: LO-1 Explain the steps in job analysis.

Management of Human Resources, 5e (Dessler et al.)

Chapter 4 Human Resources Planning 1) The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as A) selection.

B) training and development.

C) strategic planning.

D) recruitment.

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E) human resources planning.

Answer: E Diff: 1 Page Ref: 70 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

2) Each of the following statements about HRP is true EXCEPT that A) it is also known as employment planning.

B) a fundamental HRP decision when demand exceeds supply is whether projected positions will be filled externally or internally.

C) it is a reactive process.

D) a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.

E) it can lead to significant costs if done poorly.

Answer: C Diff: 2 Page Ref: 70 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

3) A potential solution when labour demand exceeds labour supply is A) finding employees alternative jobs within the organization.

B) job sharing.

C) hiring temporary workers.

D) work sharing.

E) any of the above Answer: C Diff: 2 Page Ref: 77 Skill: Applied Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

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4) Potential solutions, when labour supply exceeds labour demand, include all of the following EXCEPT A) downsizing through attrition.

B) employee layoffs.

C) termination of employment.

D) instituting a hiring freeze.

E) subcontracting.

Answer: E Diff: 2 Page Ref: 77 Skill: Applied Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

5) Effective HRP helps an organization to do all of the following EXCEPT A) achieve its goals and objectives.

B) make major labour market demands more successfully.

C) anticipate and avoid shortages and surpluses of human resources.

D) plan and coordinate recruitment, selection, training, and career planning more effectively.

E) comply with privacy laws.

Answer: E Diff: 1 Page Ref: 70 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

6) Inadequate human resources planning within an organization can result in direct costs when labour demand decreases significantly for an extended period of time. Which of the following provides an accurate reason for this?

A) There is a link to privacy laws.

B) It would cause hiring more HR staff.

C) It would cause costs associated with hiring part-time workers.

D) There are project management costs.

E) Severance pay is required for a large number of staff.

Answer: E Diff: 2 Page Ref: 70 Skill: Applied Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

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7) Failure to integrate HRP and strategic planning A) primarily affects the workload of HR staff who must work without a plan for their activities.

B) results in an oversupply of labour which in turn causes layoffs.

C) is the source of complaints to the HRP bureau and may result in substantial fines or penalties for the organization.

D) puts the achievement of the organization's strategy at risk.

E) is only a problem for for-profit businesses.

Answer: D Diff: 2 Page Ref: 70-71 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

8) Each of the following statements about the relationship between HRP and strategic planning is true EXCEPT A) environmental scanning is a critical component of both HRP and strategic planning.

B) HRP and strategic planning become effective when there is a reciprocal and interdependent relationship between them.

C) HRP has long been part of the strategic planning process.

D) determining whether or not people will be available is a critical element of strategic planning.

E) failure to integrate HRP and strategic planning can have very serious consequences.

Answer: C Diff: 2 Page Ref: 70 Skill: Applied Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

9) External environmental factors that are most frequently monitored in HR and strategic planning include all of the following EXCEPT A) demographic trends.

B) new or revised laws.

C) market and competitive trends.

D) economic conditions.

E) international trade patterns.

Answer: E Diff: 2 Page Ref: 76-77 Skill: Applied Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

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10) Which of the following is the first step in human resource planning?

A) forecasting future HR needs B) forecasting the availability of internal candidates C) forecasting the availability of external candidates D) analyzing the HR implications of the organization's strategic plans E) balancing supply and demand Answer: B Diff: 2 Page Ref: 72-73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

11) The first step in the HRP process, after the HR implications of the firm's strategic plans have been analyzed, is A) forecasting future human resources needs.

B) monitoring and evaluating the results.

C) job analysis and design.

D) forecasting availability of internal and external candidates.

E) planning and implementing HR programs to balance supply and demand.

Answer: A Diff: 1 Page Ref: 72-73 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

12) Factors that should be considered when forecasting the number and type of people needed to meet organizational objectives include all of the following EXCEPT A) projected turnover.

B) the financial resources available to each department.

C) projected recruitment figures.

D) the quality and nature of employees.

E) decisions to upgrade the quality of products or services or enter into new markets.

Answer: C Diff: 3 Page Ref: 72-73 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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13) Which of the following is a quantitative approach to forecasting?

A) the Delphi technique B) trend analysis and the nominal group technique C) the nominal group technique D) trend analysis E) managerial judgment Answer: D Diff: 2 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

14) Quantitative techniques of forecasting include all of the following EXCEPT A) regression analysis.

B) the nominal group technique.

C) a scatter plot.

D) trend analysis.

E) ratio analysis.

Answer: B Diff: 1 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

15) Computing the number of employees in the firm at the end of the last five years is associated with which of the following forecasting techniques?

A) time-series analysis B) a scatter plot C) regression analysis D) ratio analysis E) trend analysis Answer: E Diff: 2 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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16) A forecasting technique for determining future staff needs by using ratios between sales volume and the number of employees needed is A) a scatter plot.

B) time-series analysis.

C) trend analysis.

D) regression analysis.

E) ratio analysis.

Answer: E Diff: 1 Page Ref: 79 Skill: Applied Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

17) Like ________, ratio analysis assumes that productivity remains much the same and is therefore not appropriate in changing environments.

A) regression analysis B) trend analysis C) the nominal group technique D) time-series analysis E) a scatter plot Answer: B Diff: 2 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

18) A ________ illustrates the relationship between two factors: a measure of business activity and staffing levels.

A) trend analysis B) time-series analysis C) regression analysis D) scatter plot E) ratio analysis Answer: D Diff: 2 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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19) A statistical technique involving the use of a mathematical formula to project future demands, based on an established relationship between an organization's employment level and some measurable factor of output, is known as A) regression analysis.

B) a scatter plot.

C) a computerized forecast.

D) trend analysis.

E) ratio analysis.

Answer: A Diff: 2 Page Ref: 80 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

20) In contrast to quantitative approaches, qualitative techniques rely solely on A) mathematical calculations.

B) regression analysis.

C) trend analysis.

D) statistics.

E) expert judgments.

Answer: E Diff: 2 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

21) Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are A) trend analysis and scatter plot.

B) nominal group and Delphi technique.

C) regression analysis and nominal group technique.

D) ratio analysis and nominal group technique.

E) scatter plot and Delphi technique.

Answer: B Diff: 1 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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22) A decision-making technique that involves a group of experts meeting face to face and can be used for HR forecasting is known as A) an informal expert forecast.

B) managerial judgment.

C) the nominal group technique.

D) a formal expert forecast.

E) the Delphi technique.

Answer: C Diff: 1 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

23) Which forecasting technique has shortcomings that include subjectivity and the potential for group pressure to lead to less accurate assessments than could be obtained through other means?

A) a formal expert forecast B) an informal expert forecast C) managerial judgment D) the Delphi technique E) the nominal group technique Answer: E Diff: 2 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

24) You have just been hired as the director of human resources at a mid-sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to use a forecasting technique which will generate an exchange of ideas among the directors of all division. She would like you to use a technique that will lead to greater acceptance of results among the directors. Which technique do you use?

A) the nominal group technique B) trend analysis C) regression analysis D) an informal expert forecast E) a formal expert forecast Answer: A Diff: 2 Page Ref: 81 Skill: Applied Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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25) You have just been hired as the director of human resources at a mid-sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and would like you to first use a qualitative technique which is useful for long-range forecasting. Which technique do you choose?

A) a formal expert forecast B) the nominal group technique C) an informal expert forecast D) the Delphi technique E) managerial judgment Answer: D Diff: 2 Page Ref: 81 Skill: Applied Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

26) The drawbacks of which forecasting technique include the fact that judgments may not efficiently use objective data?

A) a formal expert forecast B) the Delphi technique C) the nominal group technique D) an informal expert forecast E) managerial judgment Answer: B Diff: 3 Page Ref: 82 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

27) Permitting a group to critically evaluate a wide range of views to generate a longterm forecast is an advantage of which forecasting technique?

A) an informal expert forecast B) the nominal group technique C) the Delphi technique D) a formal expert forecast E) trend analysis Answer: C Diff: 2 Page Ref: 82 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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28) Regardless of the forecasting method utilized, ________ should be applied before making decisions.

A) management control systems.

B) HRIS data.

C) managerial judgment.

D) changing market conditions.

E) changing economic conditions.

Answer: C Diff: 2 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

29) Neerja is the HR consultant advising Nexus Inc., a small but successful software development firm, on how to conduct human resource planning. In forecasting future demand for human resources, what step should she advise management to take first?

A) project turnover B) project the sales for each of the firm's products and estimate quality and nature of employees needed C) create a replacement chart D) project the sales for each of the firm's products and calculate the volume of production needed to meet sales requirements E) develop a staffing table Answer: D Diff: 2 Page Ref: 72 Skill: Applied Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

30) A pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements, is known as A) a scatter plot.

B) an organization chart.

C) a replacement chart.

D) a skills inventory.

E) a staffing table.

Answer: E Diff: 2 Page Ref: 82 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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31) Projected openings are filled by using which of the following sources of supply?

A) individuals employed at other firms B) unemployed individuals C) external and internal sources D) promoted employees E) employees who are transferred Answer: C Diff: 2 Page Ref: 72 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

32) Short-term and long-range HR demand forecasts provide A) half of the staffing equation.

B) external supply forecasts.

C) present employees who can be transferred or promoted to meet anticipated needs.

D) internal supply forecasts.

E) the full staffing equation.

Answer: A Diff: 2 Page Ref: 72-73 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

33) Alice is the HR consultant advising Nexus Inc., a small but successful software development firm, on how to conduct human resource planning. She is currently explaining the "forecasting supply" step in the planning process to the CEO and confirms that projected openings are to be filled by using two sources. Those sources are A) contracting-out and outsourcing.

B) recruitment and promotion.

C) internal and external supply.

D) transferring and promotion.

E) overtime and temporary workers.

Answer: C Diff: 2 Page Ref: 73 Skill: Applied Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

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34) A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix is known as A) trend analysis.

B) ratio analysis.

C) multiple regression analysis.

D) Markov analysis.

E) computerized forecasting.

Answer: D Diff: 2 Page Ref: 73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

35) Databases summarizing employees' education, experience, interests, skills, etc., which are used to identify internal candidates eligible for transfer and/or promotion, are known as A) staffing tables.

B) job descriptions.

C) skills inventories.

D) replacement charts.

E) Markov analyses.

Answer: C Diff: 1 Page Ref: 73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

36) Management inventories A) are visual representations of who will replace whom in the event of a job opening.

B) record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion.

C) are used to keep track of employees' qualifications.

D) are a method used to arrive at a group decision involving outside experts.

E) are a method of forecasting labour supply that involves tracking the pattern of employee movements.

Answer: B Diff: 2 Page Ref: 73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

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37) You have been hired as the director of HR at Targus Inc., a clothing retailer. To project the supply of outside candidates in the HRP process for the firm, you will need to assess A) national labour market conditions.

B) staffing tables.

C) succession plans.

D) skills inventories.

E) management inventories.

Answer: A Diff: 2 Page Ref: 77 Skill: Applied Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

38) In general terms, the lower the rate of unemployment A) the smaller the labour supply.

B) the easier it will be to recruit.

C) the larger the labour supply.

D) the smaller the labour demand.

E) the larger the labour demand.

Answer: A Diff: 3 Page Ref: 72-73 Skill: Applied Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

39) Highly educated immigrants are one predominant driver of A) local labour market conditions.

B) national labour market conditions.

C) competitors' strategies.

D) growth.

E) organizational training and development.

Answer: D Diff: 1 Page Ref: 77 Skill: Applied Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

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40) To project the supply of outside candidates, employers generally assess all of the following EXCEPT A) internal skills inventories.

B) national labour market conditions.

C) general economic conditions.

D) occupational market conditions.

E) local labour market conditions.

Answer: A Diff: 2 Page Ref: 77 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

41) In general terms, the lower the rate of unemployment A) the more difficult it is to recruit employees.

B) the easier it is to fill positions.

C) the harder it is to fill skills-shortage positions.

D) the larger the labour supply.

E) the less competition there is for employees.

Answer: A Diff: 2 Page Ref: 71 Skill: Applied Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

42) Demographic trends have a significant impact on A) unemployment rates.

B) local labour market conditions.

C) general economic conditions.

D) occupational market conditions.

E) national labour market conditions.

Answer: E Diff: 2 Page Ref: 83 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

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43) There is currently a shortage of available workers in which occupational market?

A) teachers/professors B) healthcare C) industrial chemists D) accountants E) geologists Answer: B Diff: 1 Page Ref: 78 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

44) ________ allow an employee who may be interested in taking time away from work for a variety of reasons to have a set period of time away from their position without pay, but with a guarantee that their job will be available upon their return.

A) Leaves of absence B) Work sharing C) Flex time D) Job sharing E) Attrition Answer: A Diff: 1 Page Ref: 84 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

45) Shahzad is an HR Consultant at a hospital. Three of the five senior managers will be retiring in the next 18 months. His HR Director has asked him to plan ahead for these vacancies by reviewing their managerial inventory. What is the name of this process?

A) effective recruitment policies and systems B) career tracking C) succession planning D) effective selection and placement strategies E) training and development Answer: C Diff: 3 Page Ref: 74 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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46) A hiring freeze is all of the following EXCEPT A) when openings are filled by reassigning current employees.

B) a common response to an employee surplus.

C) a strategy that most employers use initially to balance demand and supply.

D) no outsiders are hired.

E) a solution when demand exceeds supply.

Answer: E Diff: 1 Page Ref: 83 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

47) Specific strategies must be formulated to balance supply and demand. Possible scenarios are A) supply matches expected demand.

B) labour supply exceeds demand.

C) there is a shortage of labour.

D) expected demand matches supply.

E) all of the above.

Answer: E Diff: 2 Page Ref: 83 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

48) You have been hired as the director of HR at Targus Inc., a clothing retailer. Due to a reduction in consumer demand, you have been asked to advise management on how to reduce the amount of staff by 5% over the next 2 years. Although slow, a method for reducing numbers which generally presents the least amount of problems is A) introducing a reduced work week.

B) laying off employees.

C) offering attractive buyout packages.

D) downsizing through attrition.

E) offering attractive early-retirement packages.

Answer: D Diff: 2 Page Ref: 83 Skill: Applied Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

49) Drawbacks of attrition include that A) it is hard to implement.

B) it costs large sums of money.

C) employees do not accept this strategy.

D) the organization has no control over which employees leave and which employees stay.

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E) it takes a short period of time.

Answer: D Diff: 3 Page Ref: 83 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

50) When the internal supply of employees exceeds the organization's demand, strategies used by employers include all of the following EXCEPT A) hiring new employees.

B) downsizing through attrition.

C) offering attractive buyout packages.

D) initiating job-share positions.

E) laying off employees.

Answer: A Diff: 2 Page Ref: 83 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

51) You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2 years. There is little in the budget for payment of up-front money. Which of the following would you not recommend?

A) work sharing B) layoffs based on reverse seniority C) buyouts and early retirement packages D) reduced work weeks E) job sharing Answer: C Diff: 2 Page Ref: 83 Skill: Applied Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

52) With which of the following strategies for handling a labour surplus is the potential for a human rights violation most closely associated?

A) early retirement packages B) termination of employment C) work sharing D) reduced work weeks E) job sharing Answer: A Diff: 2 Page Ref: 83 Skill: Applied Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

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53) layoff-avoidance strategy introduced by the federal government is known as A) work sharing.

B) supplemental unemployment benefits.

C) the reduced work week.

D) job sharing.

E) the early leave package.

Answer: A Diff: 2 Page Ref: 84 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

54) Jayden runs a small family import business. He is concerned about succession planning. What step should he take in developing a succession plan?

A) Identify potential successors from among company managers.

B) Complete a Markov analysis.

C) Complete a labour market analysis.

D) Develop a scatter plot.

E) Wait until he is within three months of retirement to make a plan.

Answer: A Diff: 2 Page Ref: 74 Skill: Applied Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

55) HRP is a process of reviewing human resources requirements to ensure that an organization has the required number of employees, with the necessary skills, to meet its goals.

Answer: TRUE Diff: 1 Page Ref: 70 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

56) In the next decade, labour force growth in Canada will be entirely dependent on new immigrants.

Answer: FALSE Diff: 2 Page Ref: 83 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

57) Human resources planning is a reactive process which both anticipates and influences an organization's future.

Answer: FALSE Diff: 2 Page Ref: 70 Copyright © xxxx Pearson Canada Inc., Toronto, Canada lxxviii

Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

58) Trend analysis is valuable as an initial estimate of HR demand only.

Answer: TRUE Diff: 2 Page Ref: 79 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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59) Regression analysis determines the line of best fit.

Answer: TRUE Diff: 2 Page Ref: 80 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

60) Exchanging ideas with a face-to-face interaction is a characteristic of the nominal group forecasting technique.

Answer: TRUE Diff: 1 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

61) Managerial judgment is central to qualitative forecasting, but is also a significant factor in quantitative forecasting techniques.

Answer: FALSE Diff: 2 Page Ref: 81 Skill: Recall Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

62) External supply is one source of human resources supply.

Answer: TRUE Diff: 1 Page Ref: 82 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

63) Short-term and long-range HR demand forecasts only provide half of the staffing equation by answering the question "How many employees will we need?"

Answer: TRUE Diff: 1 Page Ref: 82 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

64) A Markov analysis can be used to forecast internal labour supply.

Answer: TRUE Diff: 1 Page Ref: 75 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

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65) Failure to update skills and management inventories can lead to present employees being overlooked for job openings.

Answer: TRUE Diff: 2 Page Ref: 73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

66) To project the supply of outside candidates, employers assess general economic conditions.

Answer: TRUE Diff: 1 Page Ref: 76 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

67) The first step to project the supply of outside candidates is to forecast local market conditions.

Answer: FALSE Diff: 3 Page Ref: 83 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

68) Highly educated immigrants are one predominant drivers of growth in the Canadian labour pool.

Answer: TRUE Diff: 2 Page Ref: 83-84 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

69) Specific strategies must be formulated to balance supply and demand considerations.

Answer: TRUE Diff: 2 Page Ref: 83 Skill: Applied Objective: LO-3 Describe four quantitative and two qualitative techniques used to forecast human resources demand.

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70) A labour surplus exists when the internal supply of employees exceeds the organization's demand. Most employers respond initially by terminating employment.

Answer: FALSE Diff: 3 Page Ref: 83 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

71) A strategy used to deal with an employee surplus is the promotion of employees.

Answer: FALSE Diff: 3 Page Ref: 86 Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

72) Describe human resources planning (HRP) (4 points) and explain its connection to strategic planning using an example (6 points).

Answer: Something close to the textbook definition, "the process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meets its strategic objectives." The connection to strategy will be an application of HRP perhaps discussed in class, which illustrates the matching of internal demand and external plus internal supply of labour.

Diff: 2 Page Ref: 70 Skill: Recall Objective: LO-1 Define human resources planning [HRP] and discuss its strategic importance.

73) Briefly identify and describe how management can forecast how many candidates may be available from within the organization for any openings resulting from a demand analysis.

Answer: Identification and description of skills/management inventories, replacement charts/summaries, and succession plans. One point for identification and up to two points for accurate description.

Diff: 2 Page Ref: 72-73 Skill: Recall Objective: LO-2 Discuss briefly the four strategies used to forecast internal human resources supply and four types of market conditions assessed when forecasting external human resources supply.

74) You are the HR professional in charge of human resources planning at BlueFruit, a company that designs and makes cell phones and tablets. Recently, demand for your products has been falling, resulting in a surplus of human resources. Identify and describe five possible solutions you would consider implementing in order to reduce the oversupply of human resources at BlueFruit.

Answer: Accurate identification and description of any five of the possible solutions listed in Figure 4.4 on page 89 of the text.

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Skill: Recall Objective: LO-4 Explain how organizations deal with labour surpluses and labour shortages.

Management of Human Resources, 5e (Dessler et al.)

Chapter 5 Talent Acquisition 1) Which of the following are considered to be "hidden" costs of a poor selection process?

A) the cost of beginning the selection process over again when an unsuccessful employee is terminated B) the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated C) Strategic objectives will not be met.

D) customer alienation and internal disorganization when an unsuccessful employee is terminated E) customer alienation only Answer: D Diff: 2 Page Ref: 106 Skill: Applied Objective: LO-4 Define selection and discuss its strategic importance.

2) Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information, she has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?

A) ensuring selection criteria are based on job descriptions B) ensuring selection criteria are based on job specifications C) carefully scrutinizing application forms and checking references D) obtaining consent to check references E) adequately assessing the applicant's ability to meet performance standards Answer: C Diff: 3 Page Ref: 122 Skill: Applied Objective: LO-4 Define selection and discuss its strategic importance.

3) A selection ratio of 1:3 generally means that A) there are many applicants from whom to select.

B) there are high quality recruits and many applicants from whom to select.

C) there are low quality recruits, but many applicants, from whom to select.

D) there are a limited number of applicants from whom to select.

E) there are a limited number of applicants from whom to select who are also likely low quality recruits.

Answer: E Diff: 3 Page Ref: 106 Skill: Applied Objective: LO-4 Define selection and discuss its strategic importance.

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4) The multiple hurdle strategy is an approach to selection involving A) a selection of instruments for selection purposes.

B) a series of interviews.

C) a reliability and validity analysis.

D) a series of successive steps or hurdles.

E) none of the above.

Answer: D Diff: 2 Page Ref: 106 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

5) Which of the following is TRUE of the interview question, "How would you handle an angry customer?"

A) It tests intellectual capacity.

B) It tests knowledge and experience.

C) It is an example of behavioural interviewing.

D) It is a situational question.

E) It is a situational question which tests knowledge and experience.

Answer: E Diff: 3 Page Ref: 117 Skill: Applied Objective: LO-4 Define selection and discuss its strategic importance.

6) Selection is a strategic activity in that the ideal individual will possess the A) required skills and fit for the organizational culture.

B) ability to fit with the strategic direction of the organization.

C) required skills, technical ability, and knowledge.

D) required KSAs, excellent performance, and fit for the organizational culture.

E) required KSAs with the right experience.

Answer: B Diff: 2 Page Ref: 105 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

7) Strategic selection is important because of A) ethical reasons.

B) the time and costs involved.

C) the costs involved, impact on performance, and legal implications.

D) the employment equity plan.

E) the budget required and legal implications.

Answer: C Diff: 2 Page Ref: 105 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

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8) To be effective, promotion from within requires using each of the following tools EXCEPT A) newspaper advertisements.

B) skills inventories.

C) interviewing.

D) human resources records.

E) job posting.

Answer: A Diff: 2 Page Ref: 94 Skill: Applied Objective: LO-2 Analyze the role of various internal and external recruitment methods.

9) Which of the following statements is TRUE? A) The HR department staff members generally screen and test applicants, perform reference checking, and make the final selection decision.

B) The types of selection instruments and screening devices used are fairly standardized.

C) Selection strategies should be continually refined, regardless of cost.

D) Successful candidates must align with the strategic direction of the organization.

E) Selection plays a relatively minor role in the achievement of employment equity goals.

Answer: D Diff: 2 Page Ref: 106 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

10) Suggested guidelines to avoid negative legal consequences include all of the following EXCEPT A) adequately assessing each applicant's ability to meet performance standards.

B) keeping careful records documenting each stage of the selection process.

C) rejecting applicants who make false statements on their application forms.

D) checking references very carefully.

E) All of the above guidelines will help to avoid negative legal consequences.

Answer: E Diff: 2 Page Ref: 106 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

11) A selection ratio is A) the ratio of the number of interviews successfully completed to the total number of applicants.

B) the ratio of the total number of applicants hired to the total number of applicants.

C) the ratio of the total number of applicants to the number of applicants hired.

D) the ratio of the number of offers extended to the total number of applicants.

E) the cost per hire.

Answer: B Diff: 2 Page Ref: 106 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada lxxxv

Objective: LO-4 Define selection and discuss its strategic importance.

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12) Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank. The branch recently had to hire 5 new tellers to meet the rise in demand for branch services. The branch relied mainly on candidate interviews as a selection tool.

Although Sandeep thought he had planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire. The primary problem with the selection tool chosen and designed by Sandeep is one of A) validity.

B) integrity.

C) reliability.

D) impression management.

E) nothing. There is no problem with this selection tool.

Answer: A Diff: 3 Page Ref: 108 Skill: Applied Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

13) The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of A) reliability.

B) construct validity.

C) criterion-related reliability.

D) content validity.

E) validity.

Answer: A Diff: 2 Page Ref: 108 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

14) Each of the following is a potential source of unreliability EXCEPT A) tiredness of the applicant.

B) the conditions under which the instrument is administered.

C) changes within the applicant.

D) chance response tendencies.

E) none of the above. There are no exceptions listed there.

Answer: E Diff: 2 Page Ref: 106 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

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15) Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of A) differential validity.

B) validity.

C) reliability.

D) aptitude and achievement.

E) personality and behaviour.

Answer: B Diff: 2 Page Ref: 106 Skill: Applied Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

16) The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as A) reliability.

B) predictive validity.

C) criterion-related validity.

D) differential validity.

E) content validity.

Answer: C Diff: 2 Page Ref: 109 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

17) Differential validity is A) the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour.

B) confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males.

C) the accuracy with which a predictor measures what it is supposed to measure.

D) the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well.

E) none of the above.

Answer: B Diff: 2 Page Ref: 108 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

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18) Which of the following is TRUE of preliminary applicant screening?

A) The use of technology is becoming increasingly popular at this stage of the selection process.

B) It involves eliminating candidates lacking the "nice to have" selection criteria.

C) Initial applicant screening is generally performed by the line managers.

D) It may involve selection testing.

E) It may involve candidate interviews.

Answer: A Diff: 2 Page Ref: 108 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

19) Initial applicant screening is typically performed by A) computer technology.

B) HR professionals.

C) line managers.

D) an external recruitment agency.

E) voice-response technology.

Answer: B Diff: 2 Page Ref: 108 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

20) Which of the following statements about selection testing is TRUE? A) Studies have shown that approximately two-thirds of Canadian organizations use tests for hiring.

B) The use of tests has been declining in recent years.

C) Selection testing generally involves a demonstration of skills.

D) Testing is more prevalent in small organizations.

E) Personality and aptitude tests are not commonly used for selection purposes.

Answer: A Diff: 3 Page Ref: 106 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

21) Intelligence tests measure all of the following traits EXCEPT A) verbal fluency.

B) memory.

C) extrasensory perception.

D) numerical ability.

E) vocabulary.

Answer: C Diff: 2 Page Ref: 110 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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22) Tests that measure an individual's potential to perform a job, provided he or she is given proper training, are known as A) aptitude tests.

B) interest inventories.

C) achievement tests.

D) personality tests.

E) intelligence tests.

Answer: A Diff: 1 Page Ref: 111 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

23) A number of tests commonly used in selection can conveniently be classified according to whether they measure each of the following characteristics EXCEPT A) personal attractiveness and suitability.

B) motor and physical abilities.

C) memory.

D) monitoring one's own emotions.

E) general intellectual abilities.

Answer: A Diff: 1 Page Ref: 110-115 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

24) Motor abilities a firm might want to measure include all of the following EXCEPT A) reaction time.

B) speed of arm movement.

C) manual dexterity.

D) finger dexterity.

E) spatial visualization.

Answer: E Diff: 1 Page Ref: 112 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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25) The following are physical abilities that an employer might want to measure EXCEPT A) climbing.

B) verbal abilities.

C) pulling/pushing strength.

D) lifting strength.

E) stamina.

Answer: B Diff: 1 Page Ref: 112 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

26) Personality tests can measure basic aspects of an applicant's personality, which includes all of the following EXCEPT A) neurotic tendency.

B) stability.

C) introversion.

D) motivation.

E) dexterity.

Answer: E Diff: 1 Page Ref: 113 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

27) A test in which an ambiguous stimulus is presented and the person taking the test is expected to interpret or react to it, is a common type of A) achievement test.

B) interest inventory.

C) intelligence test.

D) personality test.

E) aptitude test.

Answer: D Diff: 2 Page Ref: 113 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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28) The screening tool which is most often used by employers in the selection process is A) working sampling.

B) an assessment centre.

C) an interview.

D) a personality test.

E) an interview and personality test.

Answer: C Diff: 2 Page Ref: 116 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

29) Which of the following statements about personality testing is TRUE? A) The "Big Five" personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

B) Attainment of the full potential of personality testing relates primarily to the careful analysis of test results.

C) Personality tests are not very useful for hiring purposes.

D) The predictive power of personality tests is generally quite low.

E) Extroversion is a valid predictor of performance for all occupations.

Answer: A Diff: 3 Page Ref: 113 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

30) Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as A) achievement tests.

B) intelligence tests.

C) personality tests.

D) interest inventories.

E) aptitude tests.

Answer: A Diff: 1 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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31) Work samples focus on measuring A) hypothetical situations.

B) expert appraisers' evaluations.

C) the "Big Five" personality dimensions.

D) physical abilities only.

E) job performance directly.

Answer: E Diff: 2 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

32) Interest inventories are tests that A) measure basic elements of personality.

B) compare a candidate's interests with those of people in various occupations.

C) measure job performance directly.

D) apply to extroversion and emotional stability.

E) measure knowledge and/or proficiency.

Answer: B Diff: 2 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

33) The two- to three-day strategy used to assess candidates' management potential is known as A) a leaderless group discussion.

B) a managerial aptitude test.

C) a management assessment centre.

D) a supervisory interest inventory.

E) an in-basket exercise.

Answer: C Diff: 1 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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34) Examples of strategies used in a typical assessment centre include all of the following EXCEPT A) an in-basket exercise.

B) a leaderless group discussion.

C) on-the-job training.

D) individual presentations.

E) objective tests.

Answer: C Diff: 2 Page Ref: 114 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

35) Assessment centres are A) useful for predicting success in jobs of all levels.

B) a better predictor of performance than any other selection tool.

C) a tool that assesses management potential using a special room with a one-way mirror.

D) an inexpensive selection strategy.

E) characterized by all of the above.

Answer: C Diff: 2 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

36) Micro-assessment focuses on A) individual performance.

B) paper-based questions.

C) verbal questions.

D) group performance.

E) computer-based questions.

Answer: A Diff: 2 Page Ref: 115 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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37) All of the following are reasons that employers may include a medical examination as a step in the selection process EXCEPT A) to provide documentation to justify not hiring a qualified individual with a physical disability that would prevent him or her from performing the essential job duties.

B) to reduce absenteeism and accidents.

C) to determine that the applicant qualifies for the physical requirements of the position.

D) to establish a baseline for future insurance or compensation claims.

E) none, there are no exceptions listed above.

Answer: A Diff: 3 Page Ref: 115 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

38) The purpose of pre-employment substance abuse testing is to A) determine that the applicant qualifies for the physical requirements of the position.

B) address absenteeism.

C) test mental abilities.

D) avoid hiring employees who would pose unnecessary risks to themselves or others.

E) reduce accidents.

Answer: D Diff: 2 Page Ref: 116 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

39) All of the following statements about selection interviews are true EXCEPT that A) interviews significantly affect job applicants' views of the job and firm.

B) the interview is used by virtually all organizations for selection purposes.

C) interviews are conducted following testing in a majority of firms.

D) interviews enable the employer to fill in information gaps.

E) interview objectives include providing job applicants with information about expected duties of the position.

Answer: C Diff: 2 Page Ref: 116 Skill: Applied Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

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40) All of the following are common interviewer objectives EXCEPT A) selling their skills.

B) assessing applicants' qualifications.

C) providing candidates with information about the job.

D) promoting the organization.

E) observing interpersonal skills.

Answer: A Diff: 1 Page Ref: 116 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

41) The interview technique that involves questions being asked as they come to mind is known as A) directive.

B) mixed.

C) unstructured.

D) sequential.

E) structured.

Answer: C Diff: 1 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

42) The interview format that may seem quite mechanical to all concerned is known as A) nondirective.

B) structured.

C) mixed.

D) unstructured.

E) stress-producing.

Answer: B Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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43) The interview format that yields comparable answers and in-depth insights is known as A) mixed.

B) behavioural.

C) stress-producing.

D) situational.

E) patterned.

Answer: A Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

44) Which interview format involves a series of preset questions asked of all candidates and a series of preset candidate-specific questions?

A) mixed B) situational C) structured D) nondirective E) behavioural Answer: A Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

45) Asking an applicant how he or she would handle a situation where his or her manager assigned work with competing deadlines would be an example of which interview technique?

A) stress B) behavioural C) situational D) nondirective E) structured Answer: C Diff: 3 Page Ref: 117 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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46) While ________ interviews ask interviewees to describe how they would react in a given situation, ________ interviews ask candidates to describe how they did react in that situation in the past.

A) stress; situational B) behavioural; situational C) structured; situational D) situational; behavioural E) nondirective; behavioural Answer: D Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

47) Behavioural questions describe A) hypothetical situations.

B) various situations experienced in the past.

C) future behaviour.

D) candidate personality.

E) preset candidate reactions.

Answer: B Diff: 1 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

48) An example of a behavioural question is A) "What type of work do you want to be doing in five years?"

B) "Tell me about a time when you managed a situation requiring negotiation."

C) "If a co-worker hurt her back, what would you do?"

D) "What are the skill areas you must develop?"

E) None of the above are behavioural questions.

Answer: B Diff: 2 Page Ref: 117 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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49) An example of a situational question is A) "Tell me about a time when you managed numerous priorities in a short period of time."

B) "Tell me about a time when you had to discipline an employee arriving late for work three days in a row."

C) "How would you handle an irate boss who was just told that the output in the department was below standard?"

D) "What type of computer skills are you proficient in?"

E) none of the above.

Answer: C Diff: 2 Page Ref: 117 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

50) A serialized interview occurs when A) a candidate's oral and/or computerized responses are obtained in response to computerized oral and written questions.

B) a panel simultaneously interviews several candidates.

C) each interviewer rates the candidate on a standard evaluation form and the ratings are compared before the hiring decision is made.

D) each interviewee only attends one interview.

E) each interviewer evaluates the applicant from his or her own point of view.

Answer: C Diff: 3 Page Ref: 118 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

51) Most interviews are administered A) simultaneously by a group.

B) by computers.

C) simultaneously by several candidates.

D) one-on-one.

E) on a standard evaluation form.

Answer: D Diff: 3 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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52) The interviewing method in which the applicant is interviewed by a number of people at once is known as a ________ interview.

A) panel B) mass C) sequential D) serialized E) behavioural Answer: A Diff: 2 Page Ref: 118 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

53) Advantages of a panel interview include all of the following EXCEPT that A) they require less time overall.

B) they include varied questions pertaining to each interviewer's area of expertise.

C) the likelihood of human rights or employment equity violations is greatly reduced.

D) there is less likelihood of interviewer error.

E) there are no exceptions listed above.

Answer: E Diff: 2 Page Ref: 118 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

54) When several candidates are interviewed simultaneously by a panel, this is referred to as a ________ interview.

A) mass B) panel C) sequential D) stress E) patterned Answer: A Diff: 1 Page Ref: 118 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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55) To comply with human rights laws, an interviewer should not ask questions about any of the following EXCEPT A) ethnic background.

B) childcare arrangements.

C) marital status.

D) workers' compensation history.

E) educational qualifications.

Answer: E Diff: 2 Page Ref: 96 Skill: Applied Objective: LO-2 Analyze the role of various internal and external recruitment methods.

56) The most likely way to find a job in Canada is through A) traditional networking.

B) internet job boards.

C) agencies and recruiters.

D) cold calls.

E) newspapers.

Answer: A Diff: 1 Page Ref: 97 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

57) The halo effect related to selection is A) a negative initial impression that distorts an interviewer's rating.

B) a positive initial impression that distorts an interviewer's rating.

C) a negative impression made at the end of the interview that will distort an interviewer's rating.

D) a positive impression made at the end of the interview that will distort an interviewer's rating.

E) none of the above.

Answer: B Diff: 3 Page Ref: 119 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

58) A common interviewing mistake is to make the interview itself mostly a search for A) negative information.

B) information about medical history.

C) personal information.

D) positive information.

E) the ideal candidate.

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Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

59) Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on A) incorrect stereotypes.

B) applicant screening.

C) letters of reference.

D) employment test results.

E) candidate responses.

Answer: A Diff: 2 Page Ref: 119 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

60) Which error is of particular concern from a human rights law perspective?

A) influence of nonverbal behaviour B) too little talking C) playing attorney D) contrast (candidate-order) error E) telegraphing Answer: A Diff: 2 Page Ref: 119 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

61) Nonverbal behaviours often account for more than ________ percent of the applicant's rating.

A) 60 B) 50 C) 80 D) 70 E) 40 Answer: C Diff: 2 Page Ref: 119 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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62) Research has shown that those rated as more physically attractive than other candidates are also rated as A) equally suitable for employment.

B) suitable for temporary employment.

C) unsuitable for employment.

D) more suitable for employment.

E) less suitable for employment.

Answer: D Diff: 2 Page Ref: 119 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

63) According to the 30/70 rule A) interviewees should remain silent 30 percent of the time.

B) interviewers should speak 70 percent of the time and interviewees should speak 30 percent of the time.

C) interviewers should remain silent 30 percent of the time.

D) the interview should be structured to begin with 30 minutes of questions from the interviewer followed by 70 minutes of questions from the interviewee.

E) interviewers should speak 30 percent of the time and interviewees should speak 70 percent of the time.

Answer: E Diff: 2 Page Ref: 120 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

64) Hints for conducting an effective panel interview include all of the following EXCEPT A) plan the interview.

B) evaluate the candidate.

C) build rapport.

D) listen carefully rather than taking notes.

E) ask questions.

Answer: D Diff: 1 Page Ref: 118 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

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65) Suggestions to ensure that questioning is effective include all of the following EXCEPT A) prepare questions in advance.

B) listen to the candidate and encourage the full expression of his or her thoughts.

C) interrogate the applicant.

D) ask questions in order.

E) record the candidate's answers briefly but thoroughly.

Answer: C Diff: 2 Page Ref: 119 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

66) Toward the end of the interview, time should be allotted to do all of the following EXCEPT A) advocate for the firm, if appropriate.

B) politely advise a candidate if it has been determined that he or she will not be given further consideration.

C) advocate for the position, if appropriate.

D) thank the interviewee.

E) answer any questions the candidate may have.

Answer: B Diff: 2 Page Ref: 121 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

67) Each of the following statements about the legal issues involved in obtaining and providing reference information is true EXCEPT A) failure to check references can lead to negligent or wrongful hiring suits.

B) as long as reference information is honest, fair, and candid, reference givers are legally protected.

C) many companies are adopting a "no reference" policy.

D) the defence of "qualified privilege" protects reference givers, regardless of the circumstances.

E) even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected.

Answer: D Diff: 3 Page Ref: 123 Skill: Applied Objective: LO-8 Explain the importance of reference checking, describe strategies to make such checking effective, and analyze the legal issues involved., and manner of administration.

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68) The immediate supervisor is generally responsible for making the final selection decision. Reasons for this include all of the following EXCEPT that A) he or she is generally best qualified to assess job knowledge and skills.

B) he or she is often highly skilled in the selection process.

C) it is important that the individual selected fits in with current department members.

D) if he or she is not committed to the selected individual, that person can easily be set up for failure.

E) he or she must provide guidance and assistance to the new hire.

Answer: B Diff: 2 Page Ref: 124 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

69) The best strategy for creating appropriate expectations about the job is A) providing a realistic job preview.

B) using realistic testing.

C) providing an in-depth interview.

D) giving each applicant a copy of the job description.

E) using simulations.

Answer: A Diff: 2 Page Ref: 124 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

70) The selection decision-making technique which involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression, is called A) multiple-evaluation approach.

B) statistical strategy.

C) multiple-hurdle strategy.

D) benchmark approach.

E) clinical strategy.

Answer: B Diff: 2 Page Ref: 125 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

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71) Which of the following is TRUE of employer branding?

A) It is the image of the organization as an employer held by persons external to the organization only.

B) It is the image of the organization as an employer held by applicants for a position with the organization only.

C) It is important only for persons who are eventually hired by the organization.

D) It is the image of the organization as an employer held by current employees only.

E) It is the image of the organization as an employer held by persons external to the organization as well as current employees.

Answer: E Diff: 2 Page Ref: 91 Skill: Applied Objective: LO-1 Define talent acquisition and discuss the relevant components of this new perspective on traditional staffing of organizations.

72) There are legal implications associated with ineffective or incompetent selection.

Answer: TRUE Diff: 1 Page Ref: 105 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

73) In many instances, a small selection ratio also means a low quality of recruits.

Answer: TRUE Diff: 3 Page Ref: 106 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

74) Reliability is the accuracy with which a predictor measures what it purports to measure.

Answer: FALSE Diff: 2 Page Ref: 108 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

75) Intelligence, verbal skills, analytical ability, and leadership skills are examples of constructs.

Answer: TRUE Diff: 2 Page Ref: 110 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

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76) Criterion-related validity is the extent to which a selection instrument, such as a test, samples the knowledge and skills needed to perform the job.

Answer: TRUE Diff: 2 Page Ref: 109 Skill: Recall Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

77) Benefits of hiring older workers may include high job satisfaction and a strong sense of loyalty and organizational commitment.

Answer: TRUE Diff: 2 Page Ref: 102 Skill: Recall Objective: LO-3 Discuss strategies for recruiting a more diverse workforce.

78) Management assessment centres include activities and exercises that involve interviews and individual presentations.

Answer: TRUE Diff: 2 Page Ref: 114 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

79) Complicating the entire issue of substance abuse testing are the protections under human rights codes in Canada.

Answer: TRUE Diff: 1 Page Ref: 115 Skill: Recall Objective: LO-6 Describe at least four types of testing used in selection and analyze the conflicting legal concerns related to alcohol and drug testing.

80) The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past. This is an example of a behavioural interview question.

Answer: TRUE Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

81) The four designated groups who are typically disadvantaged in employment include: women, visible minorities, Aboriginal people and people with disabilities.

Answer: TRUE Diff: 2 Page Ref: 102 Skill: Recall Objective: LO-3 Discuss strategies for recruiting a more diverse workforce.

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82) A final selection decision should not be reached until all assessments, including reference checking, have been completed.

Answer: TRUE Diff: 2 Page Ref: 121 Skill: Recall Objective: LO-8 Explain the importance of reference checking, describe strategies to make such checking effective, and analyze the legal issues involved., and manner of administration.

83) Most organizations use the statistical strategy to arrive at a selection decision, since this strategy is generally more reliable and valid.

Answer: TRUE Diff: 3 Page Ref: 125 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

84) There are typically six steps in the selection process that results in the hiring decision (which is step number six). Identify and briefly describe the five steps that typically lead up to the hiring decision.

Answer: 10 points for correct identification and brief description of:1. Preliminary screening2. Selection testing3. Selection interview4. Background/reference checking5.

Supervisory interview and realistic job preview.

Diff: 2 Page Ref: 107 Skill: Recall Objective: LO-4 Define selection and discuss its strategic importance.

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85) You are the director of human resources at an accounting firm and are preparing to advise the hiring manager in interviewing candidates for articling positions with the firm.

You've already identified key selection criteria for the position, which include excellent analytical skills, ability to work under pressure, and the ability to interact well with clients and coworkers. Generate one situational interview question and one behavioural interview question for the positions. Be sure to explain how each of the questions is relevant to any of the selection criteria identified. Complete answers are worth 5 points for each question—10 total.

Answer: Situational interview question- The question must ask about a hypothetical situation. It should also address one or more of the competencies listed (i.e., have analytical skills, work under pressure, interact well). - Example: "Assume you got a call from one of your clients at 1 a.m. on Sunday. The client said he had something he needed to discuss immediately. You were in bed when you received the call. How would you handle the client's request?" The question should set up a specific hypothetical situation. For the relevance of the question, the there must be justification that the question examines one or more of the competencies. (In the case of the example, the question tests knowledge of best practices in handling client interactions and, to a certain extent, ability to work under pressure.) Behavioural interview question- The question must ask about the candidate's past experience. - Example: "Tell me about a time when you had a dispute or disagreement with a coworker. How did you resolve the issue?" - For the relevance of the question, there must be justification that the question examines one or more of the competencies. (In the case of the example, the question tests ability to interact well with coworkers and resolve differences.)

Diff: 3 Page Ref: 117 Skill: Applied Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

86) Astrid is considering using a selection test for the position of line cook in a hotel kitchen. This position must prepare meals to the specifications of the executive chef and follow instructions exactly. Astrid wants to make sure her test is both reliable and valid.

Give Astrid some help by explaining what it means for a selection test to be both reliable and valid AND provide an example of a test she can use for the line cook that will be both reliable and valid. 10 points total—5 for accurate description of what "reliable" means and how the test you devise is reliable and 5 for accurate description of what "valid" means and how the test you devise is valid.

Answer: Reliability is the degree to which tests yield comparable data over time—the stability of the measures used. Validity is the accuracy with which a predictor measures what it is intended to measure (in this case, successful performance as a line cook). An example of a reliable and valid test would be to ask the applicant to prepare a meal from the recipe/notes of the executive chef.

Diff: 2 Page Ref: 108 Skill: Applied Objective: LO-5 Define reliability and validity and explain their importance in selection techniques.

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87) Interviews are subject to many common errors, which may limit the reliability or validity of the interview. Identify and describe five (5) common interviewing mistakes.

Answer: 2 points for correctly identifying and describing any five of the following: poor planning, snap judgments, negative emphasis, halo effect, poor knowledge of the job, contrast error, influence of non-verbal behaviour, leading, too much/too little talking, and similar to me bias.

Diff: 2 Page Ref: 117 Skill: Recall Objective: LO-7 Describe the major types of selection interviews by degree of structure, type of content, and manner of administration.

88) Describe the four (4) steps in the recruitment process.

Answer: 1. Identify job requirements.

2. Specify job requirements.

3. Select methods of recruitment.

4. Generate a pool of qualified candidates.

Diff: 2 Page Ref: 92 Skill: Recall Objective: LO-2 Analyze the role of various internal and external recruitment methods.

89) Define talent acquisition.

Answer: Talent acquisition is an emerging HRM programming concept focused on finding, acquiring, assessing, and hiring job candidates. Traditional recruiting and selection activities are now viewed as key elements of a company's talent acquisition strategy, along with linkages to corporate marketing, HR planning, employee retention, and career development programs.

Diff: 1 Page Ref: 90 Skill: Recall Objective: LO-1 Define talent acquisition and discuss the relevant components of this new perspective on traditional staffing of organizations.

90) Neerja is the HR Manager at a large hospital. They want to improve the diversity of their nursing population. What are some strategies Neerja could use when recruiting for new nurses?

Answer: Neerja should consider alternative publications or web site targeted at designated group members (women, visible minorities, people with disabilities and Aboriginal people). She can also forge partnerships with organizations and agencies specializing in assisting designated group members.

Diff: 1 Page Ref: 102-103 Skill: Applied Objective: LO-3 Discuss strategies for recruiting a more diverse workforce.

Management of Human Resources, 5e (Dessler et al.)

Chapter 6 Onboarding and Training 1) Once employees have been recruited and selected, the next step would be Copyright © xxxx Pearson Canada Inc., Toronto, Canada cx

A) orientation and training.

B) discipline and counselling.

C) interviews by coworkers.

D) rules and procedures.

E) affirmative action and equal access to a job.

Answer: A Diff: 2 Page Ref: 129 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

2) You have been hired as the new executive director of a child and family services agency and are considering implementing an employee onboarding program at this organization. The benefits that this new program will likely bring to the organization include A) legal compliance.

B) affirmative action.

C) making employees more productive more quickly.

D) making employees more productive more quickly and establishing a foundation for ongoing performance management.

E) promoting workforce diversity.

Answer: D Diff: 3 Page Ref: 148 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

3) Recent research indicates that implementing a comprehensive onboarding program in a corporation carries which of the following additional direct benefits?

A) increasing work-life balance for employees B) increasing customer loyalty C) improving management's leadership ability D) improving employee perceptions of management's leadership abilities and reducing employee turnover E) improving employee perceptions of management's leadership abilities Answer: D Diff: 3 Page Ref: 130 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

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4) The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization and its departments is A) performance appraisal.

B) affirmative action.

C) job evaluation.

D) socialization.

E) culture.

Answer: D Diff: 2 Page Ref: 130 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

5) The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is A) reality shock.

B) job instruction training.

C) affirmative action.

D) mentoring.

E) socialization.

Answer: A Diff: 1 Page Ref: 131 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

6) A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect A) contemporary attitudes and norms.

B) conservative views and news.

C) new knowledge and insights.

D) traditional standards and values.

E) the skills of its employees.

Answer: C Diff: 1 Page Ref: 145 Skill: Recall Objective: LO-5 Explain the evolution of career development and the impact of that on employers and employees.

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7) You have just been hired as the director of human resources at a sportswear retailer.

The employee handbook states that "all employees will have the benefits listed in the handbook for as long as they are employed with the company." In revising the contents of the employee handbook, it is an important component of your role to be aware of which of the following?

A) Employee handbooks should not form part of the orientation process.

B) It should not be a job requirement that employees review the handbook.

C) In employee dismissal situations courts rarely review handbooks.

D) Courts have found certain terms in employee handbooks to constitute terms of the employment contract and, therefore, the company is at legal risk if it decides to alter the benefits package in the future.

E) It is a best practice to keep benefits static over time.

Answer: D Diff: 3 Page Ref: 131 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

8) A new employee's supervisor orients the employee by A) explaining the exact nature of the job.

B) explaining the retirement plan.

C) taking the entire work group out to lunch.

D) conducting an appraisal session.

E) conducting an exit interview.

Answer: A Diff: 1 Page Ref: 132 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

9) Targus, an engineering consulting company based in Vancouver, Canada, has opened new offices in Hong Kong and Singapore. Targus wishes to hire Asian-born staff for these new offices and would also like to increase the percentage of aboriginal persons it hires as engineering consultants in British Columbia and Saskatchewan. Given this shift in hiring practices, designing the orientation program for the company will present which of the following challenges?

A) Nothing, there is no challenge.

B) the challenge of union vs non-union employees C) Orienting employees from a different background poses a special challenge in that the values of the organization may be new to them.

D) Hiring a diverse workforce creates a new corporate culture.

E) The main learning style of new employees will be auditory.

Answer: C Diff: 3 Page Ref: 132 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

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10) A concern or value that a person who is engaged in career planning will not give up if a choice must be made, is referred to as a(n) A) value anchor.

B) skill.

C) anchor.

D) planning anchor.

E) career anchor.

Answer: E Diff: 2 Page Ref: 145 Skill: Recall Objective: LO-5 Analyze the factors that affect career choices.

11) One approach to the evaluation of onboarding programs is A) regression analysis.

B) case studies.

C) cost-benefit analysis.

D) quality circles.

E) Markov analysis.

Answer: C Diff: 1 Page Ref: 135 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

12) An important key to successful executive integration is A) norms of the organization must be understood before the first day of work.

B) the realization that executives rarely experience reality shock.

C) to let executives integrate on their own initiative.

D) stressing the importance of listening as well as demonstrating competency.

E) stressing the importance of listening as well as demonstrating competency and identifying position specifications.

Answer: E Diff: 2 Page Ref: 134 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

13) Integration at senior levels in the organization requires an ongoing process that can continue for months as the new executive learns about A) socialization.

B) the organizational structure.

C) performance appraisals.

D) how decisions are made and who holds what type of power.

E) senior management.

Answer: D Diff: 3 Page Ref: 134 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

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14) The process of teaching new employees the basic skills they need to perform their jobs is A) recruiting.

B) training.

C) orientation.

D) affirmative action.

E) coaching.

Answer: B Diff: 1 Page Ref: 135 Skill: Recall Objective: LO-2 Describe the five-step training process.

15) Development is training of a A) immediate nature.

B) technical nature.

C) specific strategic nature.

D) short-term nature.

E) long-term nature.

Answer: E Diff: 1 Page Ref: 135 Skill: Recall Objective: LO-2 Describe the five-step training process.

16) Training is part of an organization's A) business needs.

B) tactical plan.

C) business plan.

D) strategic plan.

E) immediate plan.

Answer: D Diff: 2 Page Ref: 135 Skill: Recall Objective: LO-2 Describe the five-step training process.

17) In today's service-based economy, a company's most important assets are often A) cash.

B) plant facilities.

C) office premises.

D) highly knowledgeable workers.

E) machinery.

Answer: D Diff: 2 Page Ref: 136 Skill: Recall Objective: LO-2 Describe the five-step training process.

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18) More employers today are also taking advantage of the fact that training can strengthen employee A) absenteeism.

B) turnover.

C) quality.

D) complacency.

E) commitment.

Answer: E Diff: 2 Page Ref: 129 Skill: Applied Objective: LO-2 Describe the five-step training process.

19) Training is essentially a(n) A) testing process.

B) technical process.

C) learning process.

D) assessment process.

E) memorizing process.

Answer: C Diff: 1 Page Ref: 135 Skill: Recall Objective: LO-2 Describe the five-step training process.

20) People have three main learning styles, one of which is A) similarities.

B) visual.

C) presenting.

D) organizing.

E) differences.

Answer: B Diff: 1 Page Ref: 136 Skill: Recall Objective: LO-2 Describe the five-step training process.

21) Negligent training occurs when an employer A) does not do a needs analysis.

B) fails to develop an employee for long-term opportunity.

C) does not implement a validation process.

D) fails to train adequately and an employee subsequently harms a third party.

E) does not evaluate the training.

Answer: B Diff: 3 Page Ref: 137 Skill: Applied Objective: LO-2 Describe the five-step training process.

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22) Purposes of training needs analysis include the following EXCEPT A) developing reasonable performance objectives.

B) analyzing skills and needs of prospective trainees.

C) identifying specific job performance and skills needed.

D) ensuring employment equity goals are met.

E) developing specific knowledge objectives.

Answer: D Diff: 2 Page Ref: 138 Skill: Applied Objective: LO-2 Describe the five-step training process.

23) The following are all steps in an employee's training program EXCEPT A) evaluating the training.

B) assessing training needs.

C) designing the training program.

D) validating the training program.

E) attending the onboarding program.

Answer: E Diff: 2 Page Ref: 138-143 Skill: Applied Objective: LO-2 Describe the five-step training process.

24) The following are all steps in an ideal training program EXCEPT A) instructional design.

B) evaluation.

C) summarize and review.

D) needs analysis.

E) validation.

Answer: C Diff: 2 Page Ref: 138 Skill: Applied Objective: LO-2 Describe the five-step training process.

25) Effective pre-training preparation includes A) creating a perceived need for training in the mind of participants.

B) employee testing.

C) a realistic job preview.

D) reality shock.

E) employee orientation.

Answer: A Diff: 2 Page Ref: 137 Skill: Recall Objective: LO-2 Describe the five-step training process.

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26) Trainees learn best when they learn at A) the pace set by their trainer.

B) an off-the-job setting.

C) the pace set by their supervisor.

D) their own pace.

E) a country resort.

Answer: D Diff: 2 Page Ref: 137 Skill: Applied Objective: LO-2 Describe the five-step training process.

27) Under Canadian human rights legislation, several aspects of training programs must be assessed with an eye toward the program's impact on A) reverse discrimination.

B) white males.

C) company profits.

D) highly educated workers.

E) designated group members.

Answer: E Diff: 3 Page Ref: 137 Skill: Applied Objective: LO-2 Describe the five-step training process.

28) The legal aspects of training may require showing that the admissions procedures are A) valid.

B) invalid.

C) external.

D) reliable.

E) reviewed regularly.

Answer: A Diff: 2 Page Ref: 137 Skill: Applied Objective: LO-2 Describe the five-step training process.

29) Members of designated groups should have as much chance of successfully completing the training program as others to prevent any A) job instruction training.

B) on-the-job training.

C) unreliable results.

D) grievance actions.

E) discrimination.

Answer: E Diff: 2 Page Ref: 137 Skill: Recall Objective: LO-2 Describe the five-step training process.

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30) When an employer fails to train adequately, this is referred to as A) job instruction training.

B) affirmative action.

C) negligent training.

D) on-the-job training.

E) simulated training.

Answer: C Diff: 2 Page Ref: 137 Skill: Recall Objective: LO-2 Describe the five-step training process.

31) To reduce the risk of negligent training accusations, an employer should A) train all employees who work with dangerous equipment, materials, or processes.

B) never change the training program content.

C) offer basic training programs only.

D) accept all applicants for training programs.

E) hire consultants to do training.

Answer: A Diff: 3 Page Ref: 137 Skill: Applied Objective: LO-2 Describe the five-step training process.

32) The first step in a training program is to determine A) on-the-job training.

B) the number of trainees.

C) training needs.

D) job instruction training.

E) training evaluation.

Answer: C Diff: 1 Page Ref: 138 Skill: Recall Objective: LO-2 Describe the five-step training process.

33) A technique for determining the training needs of newly hired employees is A) task analysis.

B) observations.

C) personnel records.

D) performance analysis.

E) testing.

Answer: A Diff: 2 Page Ref: 138 Skill: Recall Objective: LO-2 Describe the five-step training process.

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34) It is common for organizations to hire and train entry-level workers who are A) very intelligent.

B) highly educated.

C) inexperienced.

D) highly experienced.

E) highly motivated.

Answer: C Diff: 1 Page Ref: 138 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

35) The list of specific duties and skills required on the job, which are used in determining the training required for performing the job, are found in A) job instruction and on-the-job training.

B) equal access and affirmative action.

C) job standards and specialization.

D) performance standards.

E) job descriptions and job specifications.

Answer: E Diff: 1 Page Ref: 138 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

36) The type of information that is found on an employer task analysis record form includes all of the following EXCEPT A) performance conditions.

B) quantity and quality standards.

C) a task list.

D) skills not required to learn.

E) how often performed.

Answer: D Diff: 2 Page Ref: 138 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

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37) In a task analysis record form, the task list defines the jobs A) primary tasks.

B) secondary tasks.

C) main tasks and subtasks.

D) supplementary tasks.

E) supplemental tasks.

Answer: C Diff: 1 Page Ref: 138 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

38) In a task analysis record form, the standards of performance should be A) as loose as possible.

B) tightly woven.

C) randomly selected.

D) stated in measurable terms.

E) estimated.

Answer: D Diff: 2 Page Ref: 138 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

39) A technique for determining the training needs of current employees is A) questionnaires.

B) task analysis.

C) training analysis.

D) motivation analysis.

E) performance analysis.

Answer: E Diff: 2 Page Ref: 138-139 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

40) The task analysis indicates whether the task is best learned from A) job instruction training.

B) on-the-job training.

C) on- or off-the-job training.

D) vestibule training.

E) simulated training.

Answer: C Diff: 2 Page Ref: 138 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxi

how to evaluate the training effort.

41) The technique used when verifying whether there is a significant performance deficiency, and determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee), is called A) training analysis.

B) task analysis.

C) motivation analysis.

D) employee analysis.

E) performance analysis.

Answer: E Diff: 3 Page Ref: 139 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

42) The first step in performance analysis is to appraise the employee's performance since, to improve it, the firm must first determine the person's current performance compared to A) what it should be.

B) co-workers' performance.

C) what it really is.

D) work group performance.

E) managerial performance.

Answer: C Diff: 2 Page Ref: 139 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

43) The heart of performance analysis is distinguishing between A) different supervisory practices.

B) can't do and won't do problems.

C) employee training levels.

D) good and bad employees.

E) experience levels of employees.

Answer: B Diff: 2 Page Ref: 139 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

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44) Effective training needs analysis results in A) task analysis.

B) performance analysis.

C) concrete, measurable training objectives.

D) performance standards.

E) excellent job performance.

Answer: C Diff: 2 Page Ref: 138 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

45) Training objectives provide a focus for the efforts of the trainer and the trainees, as well as A) input for Markov analysis.

B) performance analysis techniques.

C) a benchmark for evaluating the success of the training program.

D) orientation topics.

E) data for the task analysis record form data.

Answer: C Diff: 2 Page Ref: 139 Skill: Recall Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

46) When an employee actually learns a job by performing it, it is called A) computerized training.

B) job instruction training.

C) vestibule training.

D) on-the-job training.

E) distance learning.

Answer: D Diff: 1 Page Ref: 140 Skill: Recall Objective: LO-2 Describe the five-step training process.

47) Advantages of on-the-job training include all of the following EXCEPT A) learning while producing.

B) minimal or no use of classrooms or programmed learning devices.

C) trainees get quick feedback.

D) being relatively inexpensive.

E) self-paced training.

Answer: E Diff: 2 Page Ref: 140 Skill: Applied Objective: LO-2 Describe the five-step training process.

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48) A structured process by which individuals become skilled workers through a combination of classroom instruction and on-the-job training is referred to as A) vestibule training.

B) job instruction training.

C) apprenticeship training.

D) computerized training.

E) special assignment training.

Answer: C Diff: 3 Page Ref: 140 Skill: Recall Objective: LO-2 Describe the five-step training process.

49) Many jobs consist of a logical sequence of steps and are best taught step by step. This type of training is called A) vestibule training.

B) job instruction training.

C) on-the-job training.

D) computerized training.

E) process training.

Answer: B Diff: 2 Page Ref: 140 Skill: Recall Objective: LO-2 Describe the five-step training process.

50) Audiovisual training techniques are useful in all of the following situations EXCEPT A) when training is going to be used organization-wide.

B) when trainees must be exposed to events that are not easily demonstrated in live lectures.

C) when it is too costly to move trainers from place to place.

D) when stop-action, instant-replay, or fast- or slow-motion capabilities are needed.

E) when a training method less expensive than conventional lectures is needed.

Answer: E Diff: 2 Page Ref: 140 Skill: Applied Objective: LO-2 Describe the five-step training process.

51) A training method that joins two or more distant groups using a combination of audio and visual equipment is called A) computer program training.

B) videoconferencing.

C) programmed learning.

D) on-the-job training.

E) job instruction training.

Answer: B Diff: 1 Page Ref: 142 Skill: Recall Objective: LO-2 Describe the five-step training process.

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52) Before getting in front of a camera for videoconferencing, the instructor should A) participate in computerized training.

B) visit other cities where learners will be located.

C) arrive just before going on camera.

D) prepare a training manual for learners.

E) practice vestibule training.

Answer: D Diff: 2 Page Ref: 142 Skill: Applied Objective: LO-2 Describe the five-step training process.

53) A systematic method of training that is used for teaching job skills involving presenting questions or facts, allowing the trainee to respond, and giving the trainee immediate feedback on the accuracy of his/her answers, is known as A) programmed learning.

B) responsive learning.

C) immediate feedback learning.

D) systematic learning.

E) on-the-job training.

Answer: A Diff: 2 Page Ref: 139 Skill: Recall Objective: LO-2 Describe the five-step training process.

54) The following are all functions of programmed learning EXCEPT A) presenting questions or problems to the learner.

B) permitting the trainee to perform on the job.

C) presenting facts to the learner.

D) providing feedback on the accuracy of his or her answers.

E) allowing the person to respond.

Answer: B Diff: 3 Page Ref: 139 Skill: Applied Objective: LO-2 Describe the five-step training process.

55) A training technique in which trainees learn on the actual or simulated equipment they will use on the job, but the trainees are actually trained off the job, is known as A) on-the-job training.

B) actual training.

C) off-the-job training.

D) vestibule or simulated training.

E) programmed learning.

Answer: D Diff: 1 Page Ref: 142 Skill: Recall Objective: LO-2 Describe the five-step training process.

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56) Learning management systems are A) learner support tools.

B) able to deliver personalized content in small "chunks."

C) educational strategies.

D) blended learning systems.

E) focused on the logistics of managing learning.

Answer: E Diff: 2 Page Ref: 141 Skill: Recall Objective: LO-2 Describe the five-step training process.

57) E-learning costs about ________ less than traditional Autonomy, independence, security and lifestyle are all examples of A) career transitions B) career development C) career changes D) career anchors which impact career planning E) managerial competencies Answer: D Diff: 2 Page Ref: 146 Skill: Recall Objective: LO-5 Explain the evolution of career development and the impact of that on employers and employees.

58) Employee orientation refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.

Answer: FALSE Diff: 2 Page Ref: 130 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

59) Orientation provides new employees with basic background information about the employer and specific information that they need to perform their jobs satisfactorily.

Answer: TRUE Diff: 1 Page Ref: 130 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

60) An employee handbook is never considered to represent a contract with the employee.

Answer: FALSE Diff: 2 Page Ref: 149 Skill: Applied Objective: LO-1 Explain how to develop an onboarding program.

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61) Management development is training of a more long-term nature.

Answer: TRUE Diff: 2 Page Ref: 135 Skill: Recall Objective: LO-1 Explain how to develop an onboarding program.

62) Emerging trends in career development focus more on the individual employee’s needs and aspirations.

Answer: TRUE Diff: 2 Page Ref: 144 Skill: Recall Objective: LO-5 Explain the evolution of career development and the impact of that on employers and employees.

63) Training is essentially a learning process.

Answer: TRUE Diff: 2 Page Ref: 135 Skill: Applied Objective: LO-2 Describe the five-step training process.

64) The manager's role in career development includes providing timely and objective performance feedback.

Answer: TRUE Diff: 1 Page Ref: 144 Skill: Recall Objective: LO-5 Explain the evolution of career development and the impact of that on employers and employees.

65) Identify and briefly describe the five steps in the training and development process.

Answer: Up to 2 points each for accurate identification and description of needs analysis, instructional design, validation, implementation, and evaluation/follow-up.

Diff: 2 Page Ref: 138 Skill: Recall Objective: LO-2 Describe the five-step training process.

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66) You have recently been hired as the human resources director of a retailer operating across Canada. One of your first priorities is to determine whether training is an issue in some stores that are not meeting expectations for sales. How will you determine if there is a need for training at these stores?

Answer: Two points for stating that the objective of a needs analysis is to separate can't do from won't do problems. Three points for outlining a process for determining the required task analysis of store employees (perhaps by referencing performance of employees at stores where targets are being met). Three points for outlining a process for assessing current performance of employees at stores where the targets are not being met.

Two points for determining which aspect of the performance gap is due to insufficient skills and abilities that can be addressed through training.

Diff: 3 Page Ref: 154-156 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

67) Identify and briefly describe five different training techniques.

Answer: Two points each for accurate identification and description of any five of onthe-job training, apprenticeship training, informal learning, job instruction training, classroom training, audiovisual techniques, programmed learning, and vestibule or simulated training, E-learning and videoconferencing.

Diff: 2 Page Ref: 157-160 Skill: Recall Objective: LO-2 Describe the five-step training process.

68) You are the newly hired HR manager for a manufacturing facility that makes food products. You have been asked to review the training for workers at the facility. When reviewing the training programs, you immediately see that there has been no evaluation of the training that is being conducted. Outline the training effects that you would use as a focus for your assessment of training.

Answer: Two and a half (2.5) points for correct identification, description, and application of the four levels of evaluation: reaction, learning, behavior, and results.

Diff: 3 Page Ref: 161 Skill: Applied Objective: LO-3 Discuss two techniques used for assessing training needs and describe how to evaluate the training effort.

69) You are the HR manager of a manufacturing facility that is about to expand to a second shift, which means hiring about 30 new production workers who will all start their jobs at about the same time. Outline the content of the orientation program you will design for the new employees.

Answer: Up to 10 points that includes the following items: internal publications/employee handbook, facility tour and introductions, job-related documents including duties and responsibilities and company policies, training to be received, and performance appraisal criteria.

Diff: 2 Page Ref: 148-149 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxviii

Objective: LO-1 Explain how to develop an onboarding program.

70) Identify and briefly describe emerging trends in career development.

Answer: Two points for emerging trends such as: an increasing number of career transitions, focus on the individual (not the organization), focusing on life transitions and career anchors.

Diff: 2 Page Ref: 144 Skill: Recall Objective: LO-5 Explain the evolution of career development and the impact of that on employers and employees.

Management of Human Resources, 5e (Dessler et al.)

Chapter 7 Performance Management 1) Which of the following is TRUE about performance management?

A) The process contains 3 steps.

B) Research indicates that most companies manage performance well.

C) It is indirectly related to achieving strategic objectives.

D) The process does not involve coaching.

E) Better performance management represents a largely untapped opportunity to improve company profitability.

Answer: E Diff: 1 Page Ref: 153 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

2) The critical step in employees' understanding of how their work makes a contribution is A) the career planning session.

B) the promotion decision.

C) the appraisal session.

D) defining performance expectations.

E) the pay decision.

Answer: D Diff: 2 Page Ref: 154 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

3) clarify performance expectations, ________ should be developed.

A) strategic objectives B) a list of traits C) an HR strategy D) a business plan E) measurable standards Answer: E Diff: 2 Page Ref: 181 Skill: Applied Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxix

Objective: LO-1 Explain the five steps in the performance management process.

4) The following are all reasons for the failure of a performance appraisal EXCEPT A) arguing and poor communications which arise as problems during feedback sessions.

B) not telling employees ahead of time exactly what is expected of them.

C) having poor measures of performance.

D) clearly defining performance standards.

E) a lenient supervisor.

Answer: D Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

5) The simplest and most popular technique for appraising employees is the A) alternation ranking method.

B) critical incident method.

C) forced distribution method.

D) graphic rating scale.

E) paired comparison method.

Answer: D Diff: 3 Page Ref: 165 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

6) A scale that lists a number of traits and a range of performance for each is called a(n) A) alternation ranking method.

B) behaviourally anchored rating scale.

C) graphic rating scale.

D) forced distribution method.

E) paired comparison scale.

Answer: C Diff: 1 Page Ref: 165 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

7) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as "teamwork" and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using which of the following appraisal methods?

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Answer: D Diff: 2 Page Ref: 165 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

8) A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the A) behaviourally anchored rating scale.

B) paired comparison method.

C) forced distribution method.

D) alternation ranking method.

E) graphic rating scale.

Answer: D Diff: 2 Page Ref: 158 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

9) An example of the alternation ranking method would include all of the following steps EXCEPT A) crossing off names not known well enough to rank.

B) defining the compensable factors.

C) putting the lowest-ranking employee on the last line.

D) listing the highest-ranking employee on the first line.

E) listing all the employees to be ranked.

Answer: B Diff: 3 Page Ref: 158 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

10) The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the A) paired comparison method.

B) forced distribution method.

C) alternation ranking method.

D) graphic rating scale.

E) critical incident method.

Answer: A Diff: 3 Page Ref: 158 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

11) The performance appraisal method that would use a "+" to denote "better than" and a Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxxi

"‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the A) alternation ranking method.

B) critical incident method.

C) paired comparison method.

D) forced distribution method.

E) graphic rating scale method.

Answer: C Diff: 2 Page Ref: 158 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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12) The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the A) paired comparison method.

B) critical incident method.

C) alternation ranking method.

D) graphic rating scale.

E) forced distribution method.

Answer: E Diff: 2 Page Ref: 158 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

13) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal. What criticism of using this method do you advise her about?

A) Traits being appraised are decided by management.

B) Predetermined percentages of employees are placed in performance categories.

C) Employees are rated on a comparison basis.

D) It is similar to grading on a curve.

E) A considerable proportion of the workforce is classified as less than average.

Answer: E Diff: 2 Page Ref: 158 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

14) The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the A) paired comparison method.

B) behaviourally anchored rating scales.

C) alternation ranking method.

D) critical incident method.

E) forced distribution method.

Answer: D Diff: 2 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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15) All of the following are advantages of the critical incident method EXCEPT that it A) provides concrete examples of what an employee can do to eliminate any performance deficiencies.

B) ensures that the evaluator thinks about the employee's appraisal all during the year.

C) ensures that the evaluator will only consider the employee's most recent job performance.

D) can be used to supplement another appraisal technique.

E) provides the evaluator with some specific hard facts for explaining the appraisal.

Answer: C Diff: 3 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

16) The critical incident method of performance appraisal is often used to supplement a A) management-by-objectives method.

B) paired comparison method.

C) narrative form.

D) forced distribution method.

E) ranking method.

Answer: E Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

17) In a behaviourally anchored rating scale, there are critical incident anchors along the A) performance rating scale.

B) forced distribution scale.

C) graphic rating scale.

D) paired comparison scale.

E) alternation ranking method scale.

Answer: A Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

18) An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the A) graphic rating scale method.

B) paired narrative-quantitative method.

C) critical incident method.

D) behaviourally anchored rating scale method.

E) anchored narrative-quantitative method.

Answer: D Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxxiv

Diff: 3 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

19) The following are all steps in developing a behaviourally anchored rating scale EXCEPT A) developing performance dimensions.

B) causing critical incidents to occur.

C) scaling the incidents.

D) generating critical incidents.

E) developing the final instrument.

Answer: B Diff: 2 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

20) The simplest and most popular technique for appraising performance is A) simply giving raises to the employees you like.

B) forced distribution.

C) graphic rating scales.

D) behaviourally anchored rating scales.

E) paired comparison.

Answer: C Diff: 3 Page Ref: 156 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

21) An advantage of the critical incident method is that A) it provides instant feedback to employees on critical issues.

B) it focuses on the whole job and how every task is performed.

C) results are easily linked to pay increase decisions.

D) the process is transparent for both managers and their employees as the criteria are agreed to in advance.

E) it provides hard facts for explaining the appraisal.

Answer: E Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

22) The following are all advantages of the behaviourally anchored rating scale appraisal method EXCEPT A) clearer standards.

B) consistency.

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C) specific forced behavioural dimensions.

D) specific feedback for supervisors to give employees.

E) a more accurate measure.

Answer: C Diff: 3 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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23) A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called A) progress review method.

B) critical goal method.

C) behaviourally anchored rating scale method.

D) management by objectives.

E) periodic review method.

Answer: D Diff: 2 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

24) MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps EXCEPT A) setting long-term performance targets.

B) setting the organization's goals.

C) setting the department's goals.

D) providing feedback to employees.

E) discussing the department's goals.

Answer: A Diff: 3 Page Ref: 161 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

25) All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal EXCEPT A) time-consuming procedures.

B) unmeasurable objectives.

C) tug of war concerning objectives between supervisor and employee.

D) unclear objectives.

E) measurable objectives.

Answer: E Diff: 2 Page Ref: 161 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

26) When it comes to performance appraisals, most firms combine A) computerized techniques and BARS. B) manual techniques and MBO. C) computerized and narrative techniques.

D) several appraisal techniques.

E) manual and subjective techniques.

Answer: D Diff: 2 Page Ref: 161 Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxxvii

Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

27) When using MBO, in order to avoid having the process demotivate employees, objectives must be A) easy to attain.

B) fair and attainable.

C) based on the employee's educational level.

D) difficult to attain.

E) the same for all employees in the same job.

Answer: B Diff: 2 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

28) Because of good results, more employers are turning to a new approach to appraisal, namely a A) bell-shaped curve.

B) point method plan.

C) forced distribution system.

D) critical incidents narrative.

E) computerized performance appraisal system.

Answer: E Diff: 3 Page Ref: 168 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

29) Which of the following is NOT an advantage of the behaviourally anchored rating scale method?

A) It is relatively consistent and reliable.

B) The critical incidents allow for clearer standards.

C) It is generally a more accurate measure of performance.

D) It is the simplest form of performance appraisal, so little supervisor time is involved in using this performance appraisal tool.

E) It provides specific behavioural examples for each trait.

Answer: D Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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30) Appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same performance.

A) reliable; valid B) reliable; reliable C) valid; measurable D) measurable; valid E) valid; reliable Answer: E Diff: 2 Page Ref: 154 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

31) The following are all problems for managers when using performance appraisal methods EXCEPT A) unclear standards.

B) central tendency.

C) appraisal bias.

D) halo effect.

E) quota appraisals.

Answer: E Diff: 2 Page Ref: 165-166 Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

32) When an appraisal scale is too open to interpretation, it is characterized as having A) non-quantitative standards.

B) translation openness.

C) unclear performance standards.

D) lack of appraisal specificity.

E) critical incidents.

Answer: C Diff: 2 Page Ref: 165 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

33) A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are A) open to interpretation.

B) tightly structured.

C) well defined.

D) specific in nature.

E) too strict/lenient.

Answer: A Diff: 3 Page Ref: 167 Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxxxix

Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

34) Gary is the supervisor of Mindy. He is very impressed with Mindy's ability to work in a team, so he has rated her as "outstanding" for this trait. Although she has had more missed delivery deadlines than her peers over the past financial quarter, Gary rated her as "above average" for the trait of "personal effectiveness." Gary's actions indicate which of the following performance appraisal problem?

A) bias B) halo effect C) trait effect D) appraisal bias E) trait bias Answer: B Diff: 2 Page Ref: 165 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

35) Kai has a tendency to rate all of his direct reports as average. Kai's actions indicate which of the following performance appraisal problems?

A) central tendency B) halo effect C) bias D) appraisal bias E) equal rating tendency Answer: A Diff: 2 Page Ref: 165 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

36) When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as A) halo effect.

B) bias.

C) appraisal bias.

D) central tendency.

E) leniency/strictness.

Answer: E Diff: 2 Page Ref: 166 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

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37) When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as A) strictness/leniency.

B) central tendency.

C) appraisal bias.

D) halo effect.

E) trait effect.

Answer: C Diff: 1 Page Ref: 166 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

38) When an employee's most recent performance can affect the evaluation of his or her overall performance, a ________ error has occurred.

A) appraisal bias B) recency C) central tendency D) similar-to-me E) halo Answer: B Diff: 2 Page Ref: 166 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

39) The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, EXCEPT A) training supervisors to eliminate rating errors.

B) refraining from confusing the employee by including him or her in the rating and evaluation process.

C) becoming familiar with the typical rating errors that can undermine rating scale appraisals.

D) trying to understand the problem in order to prevent it.

E) choosing the right appraisal tool.

Answer: B Diff: 3 Page Ref: 165-166 Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

40) Improving appraisal accuracy calls not just for training of supervisors, but also for A) a quantitative job evaluation system.

B) MBO. C) reducing outside factors, such as union pressure and time constraints.

D) performance bonuses.

E) an effective employee orientation program.

Answer: C Diff: 2 Page Ref: 167 Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxli

Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

41) All of the following are advantages of various appraisal tools EXCEPT that A) alternation ranking is simple to use.

B) forced distribution results depend on the adequacy of the original choice of cutoff points.

C) BARS is very accurate.

D) a graphic rating scale is simple to use.

E) MBO is tied to jointly agreed goals.

Answer: B Diff: 3 Page Ref: 167 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

42) The following are all disadvantages of appraisal tools EXCEPT that A) a graphic rating scale is simple to use.

B) MBO is time-consuming.

C) the critical incident method is difficult to use to rate employees relative to one another.

D) BARS is difficult to develop.

E) the alternation ranking method can cause disagreements among employees.

Answer: A Diff: 3 Page Ref: 167 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

43) Guidelines for developing a legally defensible performance appraisal process include all of the following EXCEPT A) using clearly defined individual dimensions of job performance.

B) documenting evaluations.

C) providing definitive performance standards to rater and ratees.

D) incorporating job characteristics into a rating instrument.

E) conducting job specialization for each employee.

Answer: E Diff: 2 Page Ref: 155 Skill: Applied Objective: LO-6 Discuss the future of performance management.

44) The individual ratings that are still the heart of most appraisal systems are the A) customer ratings.

B) individual ratings.

C) peer ratings.

D) self-paced ratings.

E) supervisor's ratings.

Answer: E Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxlii

Diff: 2 Page Ref: 169 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

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45) A potential problem with peer appraisal occurs when all the peers get together to rate each other highly. This is called A) halo error.

B) logrolling.

C) appraisal bias.

D) preferential evaluation.

E) leniency error.

Answer: B Diff: 2 Page Ref: 169 Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

46) The following are all advantages of using rating committees in the performance appraisal process EXCEPT A) the composite ratings tend to be more fair than those of individual raters.

B) the composite ratings tend to be more reliable and valid than those of individual raters.

C) appraisal is generally more biased because of personality clashes.

D) several raters can help cancel out problems like bias and halo effect on the part of individual raters.

E) variations in raters' ratings usually stem from the fact that raters often observe different facets of an employee's performance.

Answer: C Diff: 3 Page Ref: 170 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

47) Rating committees are usually composed of the employee's immediate supervisor and A) three or four peers.

B) that supervisor's boss.

C) that supervisor's boss and a customer.

D) three or four other supervisors.

E) other supervisors and peers.

Answer: D Diff: 2 Page Ref: 170 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

48) The basic problem with employee self-ratings is A) lack of anonymity.

B) employee reluctance to self-rate.

C) peers rate themselves lower than they are rated by supervisors or peers.

D) supervisor distrust of employee self-ratings.

E) employees rate themselves higher than they are rated by supervisors or peers.

Answer: E Diff: 2 Page Ref: 169 Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxliv

Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

49) More firms today let employees anonymously evaluate their supervisors' performance. This process is known as A) 360-degree appraisal.

B) team appraisal.

C) supervisor appraisal.

D) upward feedback.

E) anonymous evaluation.

Answer: D Diff: 2 Page Ref: 170 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

50) The 360-degree appraisal approach supports all of the following activities EXCEPT A) coaching.

B) leadership development.

C) succession planning.

D) job evaluation.

E) recognition.

Answer: D Diff: 2 Page Ref: 171 Skill: Applied Objective: LO-4 Discuss 360-degree appraisal from multiple sources.

51) 360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of A) job evaluation.

B) performance and pay.

C) employee orientation.

D) customer service.

E) rating errors.

Answer: B Diff: 2 Page Ref: 171 Skill: Applied Objective: LO-4 Discuss 360-degree appraisal from multiple sources.

52) The 360-degree appraisal approach fits closely with the goals of organizations committed to A) employment equity.

B) hierarchical chain of command.

C) MBO. D) continuous learning.

E) pay equity.

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Answer: D Diff: 2 Page Ref: 171 Skill: Recall Objective: LO-4 Discuss 360-degree appraisal from multiple sources.

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53) An employee's 360-degree appraisal usually involves all of the following appraisers EXCEPT A) any employees reporting to the person being appraised.

B) supervisors.

C) peers.

D) competitors.

E) customers.

Answer: D Diff: 2 Page Ref: 171 Skill: Recall Objective: LO-4 Discuss 360-degree appraisal from multiple sources.

54) Organizations that have implemented 360-degree appraisal would give the following advice to those considering it EXCEPT A) provide training for supervisors, raters and ratees.

B) be clear about who will have access to reports.

C) assure all raters that their comments will be kept anonymous.

D) use standard questionnaires.

E) plan to evaluate the system for fine tuning.

Answer: D Diff: 2 Page Ref: 171 Skill: Recall Objective: LO-4 Discuss 360-degree appraisal from multiple sources.

55) The easiest appraisal interview to conduct is ________ performance, ________ employee.

A) satisfactory; unpromotable B) unsatisfactory; unpromotable C) unsatisfactory; correctable D) unsatisfactory; uncorrectable E) satisfactory; promotable Answer: E Diff: 3 Page Ref: 163 Skill: Recall Objective: LO-5 Describe the three types of appraisal interviews.

56) When preparing for the appraisal interview, there are three things to do. First, assemble the data, second, prepare the employee, and finally A) choose the time and place.

B) prepare the appraisal examination.

C) do the performance appraisal.

D) lay out an action plan.

E) document all information to be discussed in the interview.

Answer: A Diff: 2 Page Ref: 163 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxlvii

Objective: LO-5 Describe the three types of appraisal interviews.

57) When conducting the appraisal interview, all of the following should be kept in mind EXCEPT A) developing an action plan.

B) being direct and specific.

C) encouraging the person to talk.

D) talking in generalities.

E) not getting personal.

Answer: D Diff: 3 Page Ref: 163 Skill: Recall Objective: LO-5 Describe the three types of appraisal interviews.

58) Best practices when dealing with defensive employees include A) using intimidation to convince.

B) solving all problems quickly.

C) recognizing that defensive behaviour is normal.

D) explaining the person's behaviour to them.

E) never backing down.

Answer: C Diff: 2 Page Ref: 162 Skill: Applied Objective: LO-5 Describe the three types of appraisal interviews.

59) A written warning to an employee with poor performance should include all of the following EXCEPT A) specifying that 360-degree appraisal will be used in future.

B) specifying any violation of the standards.

C) making it clear the employee was aware of the standards.

D) identifying standards under which the employee is judged.

E) indicating that the employee had an opportunity to correct their behaviour.

Answer: A Diff: 2 Page Ref: 163 Skill: Recall Objective: LO-5 Describe the three types of appraisal interviews.

60) Susan, the HR director, is developing performance management training sessions for junior managers. She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance. The factor she emphasizes is A) effective career development discussions.

B) the quality of the performance appraisal dialogue between the manager and employee.

C) linking pay with performance.

D) legally compliant policies.

E) none of the above.

Answer: B Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxlviii

Diff: 2 Page Ref: 174 Skill: Applied Objective: LO-6 Discuss the future of performance management.

61) The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

Answer: FALSE Diff: 2 Page Ref: 153 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

62) Most organizations are dissatisfied with their performance appraisal programs. They need to downsize poor performers, but appraisal records indicate that all employees are performing adequately.

Answer: TRUE Diff: 2 Page Ref: 153 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

63) Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Answer: TRUE Diff: 2 Page Ref: 174 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

64) The most popular technique for appraising performance is the graphic rating scale.

Answer: TRUE Diff: 2 Page Ref: 156 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

65) When using the paired comparison method, for every trait, every employee is compared to every other employee in pairs.

Answer: TRUE Diff: 2 Page Ref: 158 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

66) With the critical incident method, the rating reflects only the employee's most recent performance.

Answer: FALSE Diff: 2 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of Copyright © xxxx Pearson Canada Inc., Toronto, Canada cxlix

each.

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67) The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

Answer: TRUE Diff: 3 Page Ref: 159 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

68) A behaviourally anchored rating scale (BARS) combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

Answer: TRUE Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

69) A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Answer: FALSE Diff: 2 Page Ref: 159 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

70) A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

Answer: TRUE Diff: 2 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

71) It would be a disadvantage for firms to combine several appraisal tools.

Answer: FALSE Diff: 2 Page Ref: 161 Skill: Applied Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

72) The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Answer: TRUE Diff: 2 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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73) MBO is time consuming.

Answer: TRUE Diff: 1 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

74) When using a graphic rating scale, the central tendency error occurs when raters rate people too high.

Answer: FALSE Diff: 2 Page Ref: 156 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

75) Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex) can affect the ratings they receive from supervisors.

Answer: TRUE Diff: 2 Page Ref: 166 Skill: Applied Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

76) Rater training is the most important thing to do to improve performance appraisal accuracy.

Answer: FALSE Diff: 3 Page Ref: 167 Skill: Recall Objective: LO-3 Discuss the major problems inhibiting effective performance appraisals.

77) The performance management process contains five steps. Identify and briefly describe each step of the performance management process.

Answer: Two points each for accurate identification and description of the five steps:1.

Defining performance expectations and goals2. Providing ongoing feedback and counseling 3. Conducting performance appraisal evaluation discussions4. Determining performance rewards/consequences5. Conducting development and career opportunities discussions Diff: 2 Page Ref: 153 Skill: Recall Objective: LO-1 Explain the five steps in the performance management process.

78) Identify and briefly describe five different performance appraisal methods.

Answer: Two points each for accurate identification and description of any five of graphic rating scale, alteration ranking, paired comparison, forced distribution, critical incident, narrative forms, BARS, or MBO. Diff: 2 Page Ref: 156-161 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada clii

Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

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79) Define MBO, describe the steps in the MBO appraisal program, and explain three problems to avoid.

Answer: Management by objectives (MBO) involves setting specific measurable goals with each employee and then periodically reviewing the progress made.Set the organization's goals- establish an organization-wide plan for next year and set goalsSet departmental goals- department heads and their superiors jointly set goals for their departmentsDiscuss departmental goals- department heads discuss the department's goals with all employees in the department (often at a department-wide meeting) and ask them to develop their own individual goals. In other words, how can each employee contribute to the department's attainment of its goals?Define expected results (set individual goals)department heads and employees set short-term performance targetsPerformance reviews: Measure the results- department heads compare the actual performance of each employee with the expected resultsProvide feedback- department heads hold periodic performance review meetings with employees to discuss and evaluate progress in achieving expected resultsProblems to Avoid- Setting unclear, unmeasurable objectives is the main one- MBO is time-consuming- setting objectives with an employee sometimes turns into a tug of war, with the manager pushing for higher goals and the employee pushing for lower ones Diff: 2 Page Ref: 161 Skill: Recall Objective: LO-2 Describe five performance appraisal methods and the pros and cons of each.

Management of Human Resources, 5e (Dessler et al.)

Chapter 8 Strategic Pay Plans 1) Total rewards refers to A) payroll costs.

B) all forms of pay or other compensation provided to employees.

C) cash payments only.

D) certain forms of pay and rewards to employees.

E) contractual pay methods or fringe benefits to employees.

Answer: B Diff: 1 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

2) A total rewards approach considers A) cost constraints.

B) business strategy.

C) individual reward components as part of an integrated whole.

D) employee value.

E) compensation and benefits together.

Answer: C Diff: 2 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

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3) Work/life programs help employees do their jobs effectively using A) flexible scheduling and childcare.

B) vacation and holidays.

C) employer-paid insurance.

D) advancement opportunities.

E) recognition programs.

Answer: A Diff: 2 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

4) An employee value proposition is A) providing competitive base pay.

B) transactional rewards which are consistent across competing organizations.

C) the total value an employee receives from the employer, including compensation, benefits, career management, workplace/lifestyle and employee pride.

D) the belief that the organization cares about talent management.

E) relational work experiences.

Answer: C Diff: 2 Page Ref: 200 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

5) The Revlex Company did a salary survey and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors. The problem the company faces is A) comparable worth.

B) pay equity.

C) external equity.

D) internal inequity.

E) broadbanding.

Answer: C Diff: 2 Page Ref: 182 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

6) Pay equity laws were enacted in response to A) pay discrimination against senior citizens.

B) the variety of compensable factors being used to evaluate jobs.

C) the historical undervaluing of "women's work."

D) gender-neutral job evaluation systems.

E) the variety of job evaluation systems being used to evaluate jobs.

Answer: C Diff: 2 Page Ref: 182 Skill: Recall Objective: LO-4 Define pay equity and explain its importance today.

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7) Important considerations for paying employees include all the following EXCEPT A) equity considerations.

B) legal considerations.

C) average age considerations.

D) union considerations.

E) policy considerations.

Answer: C Diff: 2 Page Ref: 182 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

8) Compensation policies are usually written by the HR or compensation manager together with A) supervisors.

B) employees.

C) stockholders.

D) compensation consultants.

E) senior management.

Answer: E Diff: 1 Page Ref: 182 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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9) Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. This is known as A) compensation policy.

B) internal equity.

C) wage compensation.

D) external equity.

E) need for equity.

Answer: D Diff: 3 Page Ref: 182 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

10) Pay rates must be equitable for each employee relative to other pay rates inside the organization. This is known as A) need for equity.

B) internal equity.

C) compensation plan.

D) external equity.

E) wage compensation.

Answer: B Diff: 2 Page Ref: 182 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

11) Job evaluation is a technique used to determine A) performance appraisals of individuals to the group.

B) promotability.

C) merit reviews of individuals to the group.

D) the relative value of an individual's career earnings to the group's.

E) the relative worth of each job.

Answer: E Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

12) The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of all of the following EXCEPT A) effort.

B) responsibility.

C) working conditions.

D) personality traits.

E) skill.

Answer: D Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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13) Job evaluation involves comparing jobs to one another based on their content. Job content is assessed using A) critical incidence.

B) job design.

C) comparable worth.

D) behavioural anchors.

E) compensable factors.

Answer: E Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

14) Jeffrey is the newly hired HR professional who is responsible for evaluating compensation practices at the company. To determine if there are issues with internal equity, he has chosen to conduct a job evaluation according to the method popularized by the Hay consulting firm. Which of the following are the compensable factors he uses to evaluate jobs?

A) skill, effort, problem solving, and working conditions B) responsibility, skill, effort, and working conditions C) know-how, problem solving, accountability, and working conditions D) effort, responsibility, authority, and working conditions E) knowledge, problem solving, responsibility, and working conditions Answer: B Diff: 3 Page Ref: 183 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

15) Job evaluation is mostly a judgmental process which requires close cooperation and input from all of the following EXCEPT A) customer responses.

B) compensation specialists.

C) union representatives.

D) supervisors.

E) employees.

Answer: A Diff: 2 Page Ref: 184 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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16) The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a A) performance appraisal.

B) job evaluation committee.

C) union negotiating team.

D) management negotiating team.

E) position review committee.

Answer: B Diff: 2 Page Ref: 184 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

17) The following are all primary functions of the job evaluation committee EXCEPT A) evaluating the worth of each job.

B) selecting a job evaluation method.

C) identifying 10 or 15 key benchmark jobs.

D) selecting behavioural anchors.

E) selecting compensable factors.

Answer: D Diff: 3 Page Ref: 184 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

18) The classification method is widely used A) in small businesses.

B) in leading-edge Fortune 500 businesses.

C) in the public sector.

D) for technicians/technologists in hospitals.

E) for executive positions that are too difficult to assess using other methods.

Answer: C Diff: 1 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

19) The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like "job difficulty," is the A) critical incidence method.

B) factor comparison method.

C) classification method.

D) point method plan.

E) ranking method.

Answer: E Diff: 3 Page Ref: 184 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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20) The job classification method of job evaluation is a widely used method in which jobs are categorized into A) functions.

B) groups.

C) factors.

D) clusters.

E) departments.

Answer: B Diff: 1 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

21) The type of job evaluation method where the groups are called classes if they contain similar jobs is called the A) ranking method.

B) point method.

C) Hay plan method.

D) job classification method.

E) factor comparison method.

Answer: D Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

22) Another way to categorize jobs when undertaking the job classification method, other than using class descriptions, is to A) draw up a set of classifying rules.

B) rank jobs by compensable factors.

C) rank jobs against one another.

D) assign points to compensable factors.

E) rank jobs from lowest to highest.

Answer: A Diff: 3 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

23) A disadvantage of the job classification method of job evaluation is the difficulty in A) grouping jobs.

B) classifying jobs.

C) writing job descriptions.

D) writing grade descriptions.

E) developing job clusters.

Answer: C Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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24) The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the A) factor comparison method.

B) ranking method.

C) point method.

D) Hay plan method.

E) job classification method.

Answer: C Diff: 3 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

25) The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to A) degrees to which each of these factors is present in the job.

B) degrees within a present job.

C) identifying behavioural anchors.

D) establishing points in ranking jobs.

E) ranking jobs.

Answer: A Diff: 3 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

26) Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into A) labour contracts.

B) range rates.

C) personal contracts.

D) department classes.

E) pay grades.

Answer: E Diff: 2 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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27) The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance) into grades for A) personal growth.

B) pay purposes.

C) assessment purposes.

D) wage structure purposes.

E) non-economic reasons.

Answer: B Diff: 3 Page Ref: 188 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

28) In establishing pay rates, an employer should conduct a salary survey for the purpose of A) fine tuning pay rates.

B) pricing jobs.

C) job evaluation.

D) performance appraisals.

E) slotting jobs into pay grades.

Answer: B Diff: 2 Page Ref: 188 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

29) Establishing pay rates involves three stages, which are A) job evaluation, conducting salary surveys, and combining job evaluation and salary survey results.

B) consulting with industry, determining salaries for executive positions, and deciding on a benefits plan.

C) pricing of benchmark jobs, collecting data on insurance benefits, and evaluating benefits packages.

D) collecting data on insurance benefits, creating a salary survey, and hiring external consultants.

E) collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist.

Answer: A Diff: 3 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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30) Wage surveys undertaken by the human resources department may collect other data which would include all of the following EXCEPT A) sick leave benefits.

B) vacation time.

C) industry demand.

D) employee benefits.

E) insurance benefits.

Answer: C Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

31) The problem resulting from using data in employee compensation surveys is known as A) employee discrimination.

B) upward bias.

C) systemic undervaluing.

D) stereotyping of data.

E) report bias.

Answer: B Diff: 2 Page Ref: 189 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

32) An example of an informal survey conducted by an employer would be a(n) A) governmental agency survey.

B) professional organization survey.

C) telephone survey.

D) industry-wide survey.

E) commercial survey.

Answer: C Diff: 2 Page Ref: 188 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

33) Statistics Canada provides monthly data on earnings by A) geographic area and size of company.

B) size of company.

C) industry and city.

D) geographic area, industry, and occupation.

E) city and occupation.

Answer: D Diff: 2 Page Ref: 188 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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34) A wage survey that pertains to members of associations might involve A) Professional Engineers Ontario.

B) geographic surveys.

C) area surveys.

D) local surveys.

E) benefits surveys.

Answer: A Diff: 1 Page Ref: 188 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

35) The graphic description of the relationship between the value of the job and the average wage paid for this job is called a A) pay grade.

B) wage curve.

C) rate range.

D) wage structure.

E) wage grade.

Answer: B Diff: 2 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

36) Assigning pay rates to each pay grade (or to each job) is usually accomplished with a A) rate range.

B) job evaluation.

C) wage grade.

D) wage curve.

E) performance appraisal.

Answer: D Diff: 1 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

37) There are several steps in pricing jobs with a wage curve. The first is to A) create a wage line.

B) find the average pay for each pay grade.

C) determine the pay grade.

D) determine the pay rate for a cluster of jobs.

E) determine the rate range.

Answer: B Diff: 3 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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38) There are several steps in pricing jobs with a wage curve. The second is to A) price jobs.

B) determine the rate range.

C) find the average pay for each pay grade.

D) create a wage line.

E) plot the pay rates.

Answer: E Diff: 3 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

39) Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon A) peer appraisals.

B) years of education.

C) years of service.

D) teamwork.

E) amount of responsibility.

Answer: C Diff: 2 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

40) One way to depict the pay rate ranges for each pay grade is with a wage structure graphically depicting the A) range of pay grades for each pay rate.

B) range of pay rates for each pay grade.

C) range of jobs.

D) pay for each job.

E) scatter-plot points within a pay grade.

Answer: B Diff: 3 Page Ref: 190 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

41) An advantage of using rate ranges for each pay grade is that it allows for A) age differences.

B) gender differences.

C) education differences.

D) employer inflexibility.

E) performance differences.

Answer: E Diff: 2 Page Ref: 190-191 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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42) The rate range is usually built around the A) job evaluation.

B) wage line or curve.

C) performance appraisal.

D) job specialization.

E) Hay system.

Answer: B Diff: 3 Page Ref: 190-191 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

43) Collapsing salary grades and ranges into just a few wide levels or "bands" is called A) broadbanding.

B) job specialization.

C) wide banding.

D) compensation banding.

E) red circle banding.

Answer: A Diff: 2 Page Ref: 192 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

44) Broadbanding facilitates less specialized, boundaryless A) jobs and organizations.

B) division of work.

C) job evaluation.

D) geographic dispersion.

E) leniency and error.

Answer: A Diff: 2 Page Ref: 192 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

45) The problem with having a wage structure with underpaid employees can be solved through raising their wages to A) another pay grade.

B) the midrange of an employee's pay grade.

C) the minimum of the rate range for their pay grade.

D) the maximum of the rate range for their pay grade.

E) be competitive with other jobs in the firm.

Answer: C Diff: 3 Page Ref: 192 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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46) Rates being paid to overpaid employees are often called A) red circle pay rates.

B) premium jobs pay rates.

C) excessive pay rates.

D) silver circle pay rates.

E) black circle pay rates.

Answer: A Diff: 2 Page Ref: 192 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

47) An alternative method to a traditional job evaluation is pay A) based on seniority.

B) for education.

C) for skill/competency.

D) for responsibility.

E) for ability.

Answer: C Diff: 1 Page Ref: 192 Skill: Recall Objective: LO-3 Discuss competency-based pay.

48) With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for all the following EXCEPT A) knowledge.

B) depth of skills.

C) years of experience.

D) types of skills.

E) range of skills.

Answer: C Diff: 2 Page Ref: 192 Skill: Recall Objective: LO-3 Discuss competency-based pay.

49) Which of the following encourages a sense of ownership in the business and its longterm success?

A) profit-sharing B) gainsharing C) employee share ownership D) merit pay E) annual individual bonuses Answer: C Diff: 2 Page Ref: 197 Skill: Applied Objective: LO-6 Compare the three types of organization-wide incentive plans.

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50) The "wage gap" between men and women is a result of systemic discrimination, as well as all of the following EXCEPT A) differences in hours worked.

B) education levels.

C) performance levels.

D) experience levels.

E) level of unionization.

Answer: C Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-4 Define pay equity and explain its importance today.

51) You are the HR professional at a forestry company in New Brunswick. Regarding pay equity, you should A) hire pay equity consultants to develop a pay equity plan if you don't have one already, since pay equity is required in New Brunswick.

B) not worry about pay equity at all since the rates are set through negotiation with the union.

C) review pay rates for gender bias and monitor legislative requirements.

D) make sure that some women are promoted into higher-paying jobs to satisfy quota requirements.

E) initiate a plan to systematically reduce over-paid male employees by red-circling their wages.

Answer: C Diff: 3 Page Ref: 183 Skill: Applied Objective: LO-4 Define pay equity and explain its importance today.

52) Total rewards refers to all forms of pay or other compensation arising from employment.

Answer: TRUE Diff: 1 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

53) The two bases upon which to pay employees are increments of performance and seniority.

Answer: FALSE Diff: 3 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

54) Most of the pay equity acts in Canada focus on four compensable factors—skill, effort, responsibility, and working conditions.

Answer: TRUE Diff: 2 Page Ref: 183 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada clxviii

Objective: LO-4 Define pay equity and explain its importance today.

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55) The Employment Insurance Act provides unemployment compensation for up to 65 weeks for all Canadian workers.

Answer: TRUE Diff: 2 Page Ref: 183 Skill: Recall Objective: LO-4 Define pay equity and explain its importance today.

56) Profit-sharing may be more appropriate than an employee share ownership plan if the company’s objective is to stimulate short-term sales.

Answer: TRUE Diff: 3 Page Ref: 196 Skill: Applied Objective: LO-6 Compare the three types of organization-wide incentive plans.

57) Management does not have the right to serve on a job evaluation committee, because this would constitute a conflict of interest.

Answer: FALSE Diff: 3 Page Ref: 184 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

58) The only way to categorize jobs is to draw up class descriptions and place jobs into classes based on their correspondence to these descriptions.

Answer: FALSE Diff: 2 Page Ref: 184 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

59) The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.

Answer: TRUE Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

60) The point method of job evaluation is easily explained to employees.

Answer: TRUE Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

61) Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.

Answer: TRUE Diff: 1 Page Ref: 188 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada clxx

Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

62) Most employers pay just one pay rate for all jobs in a particular pay grade.

Answer: FALSE Diff: 1 Page Ref: 190 Skill: Applied Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

63) With skill/competency-based pay, employees are paid for the range, depth, and type of skills and knowledge they are capable of using, rather than for the job currently held.

Answer: TRUE Diff: 2 Page Ref: 192-193 Skill: Recall Objective: LO-3 Discuss competency-based pay.

64) Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.

Answer: FALSE Diff: 3 Page Ref: 192-193 Skill: Recall Objective: LO-3 Discuss competency-based pay.

65) Identify and briefly describe the five components of total rewards.

Answer: Two points each for accurate identification and description of compensation, benefits, work-life programs, performance and recognition, and development and career opportunities.

Diff: 2 Page Ref: 179 Skill: Recall Objective: LO-1 Explain the strategic importance of total rewards.

66) Dominique has just been hired as the HR manager for a small but growing manufacturing company. Up until now, pay rates have been determined at the time of hire and are loosely based on "market" pay rates. Dominique has already noticed that some employees don't think the rates of pay are fair. How should Dominique go about establishing pay rates that are both externally and internally equitable? In your answer, indicate the issues that may arise if this is not done.

Answer: Three points each for identifying and describing each of the stages: 1.

Determining job worth through a method of job evaluation to insure internal equity 2.

Conducting wage/salary surveys to determine external equity 3. Combining the information to establish pay rates for the company. One point for a good rationale for doing this (reduce turnover, reduce adverse impact on motivation, etc.).

Diff: 3 Page Ref: 182-183 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

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67) Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.

Answer: One point for each major factor plus up to one and a half (1.5) points for the identification and brief description of relevant sub-factors for each factor: skill (education, experience, interpersonal skills), effort (physical, mental), responsibility (people, tools, equipment, budgets), and working conditions (physical Environment, travel) Diff: 2 Page Ref: 185 Skill: Recall Objective: LO-2 Explain in detail each of the three stages in establishing pay rates.

68) Amir is the director of human resources at a management consulting firm. He has been asked to implement an organization-wide incentive plan aimed at increasing employee commitment to company goals. Identify and discuss two different organizationwide incentive plans Amir should consider.

Answer: Up to five points each for describing the application of two of profit sharing, employee share purchase, or gainsharing Diff: 2 Page Ref: 195-198 Skill: Applied Objective: LO-6 Compare the three types of organization-wide incentive plans.

Management of Human Resources, 5e (Dessler et al.)

Chapter 9 Employee Benefits and Services 1) Any indirect financial payments given to employees are known as A) financial incentives.

B) stock options.

C) perquisites.

D) commissions.

E) employee benefits.

Answer: E Diff: 1 Page Ref: 211 Skill: Recall Objective: LO-1 Explain the strategic role of employee benefits.

2) Outsourcing benefits administration to a third-party expert has which of the following advantage(s)?

A) greater efficiency and consistency and enhanced service B) reduced cost and enhanced service C) fewer benefit claims D) reduced cost E) increased employee understanding of benefits Answer: A Diff: 2 Page Ref: 212 Skill: Applied Objective: LO-6 Explain how to set up a flexible benefits program.

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3) The average cost of benefits, as a percentage of payroll, is approximately A) 30%.

B) 37%.

C) 50%.

D) 25%.

E) 10%.

Answer: B Diff: 2 Page Ref: 211 Skill: Recall Objective: LO-1 Explain the strategic role of employee benefits.

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4) A government-sponsored program that provides weekly income benefits if a person is unable to work through no fault of his or her own is usually called A) strike pay.

B) employment insurance.

C) severance pay.

D) termination pay.

E) sick pay.

Answer: B Diff: 2 Page Ref: 212 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

5) The EI benefit is generally 55% of average earnings during the last 14 to 26 weeks of the A) qualifying period.

B) previous calendar year.

C) probationary period.

D) previous 52 weeks.

E) benefit period.

Answer: A Diff: 3 Page Ref: 212 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

6) The purpose of an SUB plan is A) to supplement EI benefits by receiving a combined benefit closer to the actual working wage.

B) to provide benefits separate from EI so that employees can better maintain their standard of living during periods of unemployment.

C) to supplement maternity leave.

D) the result of collective bargaining.

E) to facilitate an agreement between an employer and the employees.

Answer: A Diff: 2 Page Ref: 213 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

7) The three types of benefits provided under the Canada/Quebec Pension Plan are A) disability, survivor, and old age security.

B) retirement, vacation, and disability.

C) retirement, survivor, and old age security.

D) retirement, disability, and survivor.

E) retirement, survivor, and health care.

Answer: D Diff: 2 Page Ref: 215 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

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8) Workers' compensation is, in effect, a ________ insurance plan to help employees with work-related injuries or illnesses get well and return to work.

A) pension B) bureaucratic C) guaranteed D) "no cost" E) "no fault" Answer: E Diff: 2 Page Ref: 215 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

9) Individualized benefit plans allowed by some employers, in order to accommodate employee preferences for benefits, are known as A) perquisite benefits plans.

B) flexible benefits programs.

C) individualized benefits plans.

D) constrained benefits plans.

E) family-friendly benefits.

Answer: B Diff: 2 Page Ref: 232 Skill: Recall Objective: LO-6 Explain how to set up a flexible benefits program.

10) A benefit that provides pay to an employee when he or she is out of work because of a non-work related injury or illness is called A) severance pay.

B) unemployment pay.

C) workers' compensation.

D) short-term disability/sick leave.

E) hospitalization benefits.

Answer: D Diff: 1 Page Ref: 222 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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11) The amount of time off provided for bereavement leave varies by jurisdiction and also depends on A) the employee's length of service.

B) family circumstances.

C) the location of the funeral.

D) the closeness of the relationship between the employee and the deceased.

E) the reason for the death.

Answer: D Diff: 2 Page Ref: 214 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

12) Employees in Ontario and the federal jurisdiction may be eligible for ________ in certain termination situations, in addition to pay in lieu of notice.

A) unemployment pay B) notice pay C) exit pay D) severance pay E) terminal pay Answer: D Diff: 2 Page Ref: 213 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

13) An employer is required to provide advance notice to an employee whose employment is being terminated, unless the employee is working on a short-term contract or A) the company is shutting down.

B) a mass layoff is occurring.

C) the employee is eligible for early retirement.

D) the employee works outdoors.

E) the employee is being fired for just cause.

Answer: E Diff: 2 Page Ref: 213 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

14) Some provinces require additional termination pay when mass layoffs occur. The amount of additional pay depends on A) the level of unemployment in the region.

B) the employee's length of service.

C) the time of year.

D) the number of employees being laid off.

E) the reasons for the layoff.

Answer: D Diff: 2 Page Ref: 214 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada clxxvii

Objective: LO-2 Describe seven government-mandated benefits.

15) A type of life insurance that provides lower rates than individual insurance, and includes all employees, regardless of health or physical condition, is called A) whole life insurance.

B) group life insurance.

C) endowment insurance.

D) term insurance.

E) universal life insurance.

Answer: B Diff: 1 Page Ref: 218 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

16) Group life insurance is usually provided in the amount of A) $100,000.

B) five years' salary.

C) two years' salary.

D) $25,000.

E) one year's salary.

Answer: C Diff: 1 Page Ref: 238 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

17) The benefit that provides a fixed lump-sum benefit in addition to life insurance benefits when death is accidental is A) major medical insurance.

B) dental coverage.

C) survivors' benefit.

D) accidental death and dismemberment insurance.

E) health insurance.

Answer: D Diff: 1 Page Ref: 218 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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18) Critical illness insurance is A) coverage providing a lump-sum benefit to an employee who is diagnosed with a lifethreatening illness.

B) coverage for prescription drugs.

C) a deductible expense per year that gives money for expensive new drugs.

D) money for an employee paid in incrementals for critical illness.

E) coverage providing a fixed lump-sum benefit in addition to life insurance benefits when death is accidental.

Answer: A Diff: 1 Page Ref: 218 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

19) The benefits that form the cornerstone of almost all benefits programs are A) life insurance and supplementary health care/medical insurance.

B) life insurance, long-term disability, and supplementary health care/medical insurance.

C) long-term disability and pension plan.

D) life insurance and pension plan.

E) life insurance and long-term disability.

Answer: B Diff: 2 Page Ref: 219 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

20) Employers provide supplementary health care/medical insurance to provide protection for employees against all of the following costs EXCEPT A) medical supplies.

B) prescription drugs.

C) physiotherapy.

D) physician's fees.

E) private duty nursing.

Answer: D Diff: 2 Page Ref: 219 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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21) Common health-related insurance plans, other than supplementary health care/medical insurance, include A) vision care and physiotherapy.

B) chronic illness benefits, vision care, and dental care.

C) vision care, hearing aids, and dental care.

D) vision care, psychological counseling, and dental insurance.

E) group legal insurance.

Answer: C Diff: 2 Page Ref: 219 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

22) The amount of health/dental expenses an employee must pay before insurance benefits will be paid is called A) life insurance.

B) coinsurance.

C) workers' compensation.

D) dental coverage.

E) the deductible.

Answer: E Diff: 1 Page Ref: 219 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

23) The biggest issue facing benefits managers in Canada today is A) workers' compensation costs.

B) pension funding.

C) AIDS coverage.

D) retiree benefits.

E) increasing health care benefit costs.

Answer: E Diff: 2 Page Ref: 219 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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24) Canadian employers pay about ________% of all health care expenses in Canada, most of which is for prescription drugs.

A) 36 B) 25 C) 40 D) 30 E) 50 Answer: D Diff: 2 Page Ref: 220 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

25) A golden parachute is an executive perk in the form of a salary guarantee in which of the following circumstances?

A) overseas transfer B) targeting of the company for acquisition or merger C) termination of employment D) death of the executive in a work-related accident E) divorce from spouse Answer: B Diff: 2 Page Ref: 232 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

26) The percentage of expenses (in excess of the deductible) that are paid for by the insurance plan is called the A) insured amount.

B) uninsured amount.

C) co-insurance level.

D) premium.

E) assessment.

Answer: C Diff: 1 Page Ref: 240 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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27) The simplest approach to reducing health benefit costs is to increase the amount of health care costs paid by A) employees.

B) the federal government.

C) workers' compensation plans.

D) smokers.

E) provincial governments.

Answer: A Diff: 2 Page Ref: 219-220 Skill: Applied Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

28) Approaches to health care that benefit cost reduction include all of the following EXCEPT A) increasing government subsidies.

B) increase the amount of health care costs paid by employees.

C) risk-assessment programs.

D) health promotion.

E) publishing a restricted list of drugs that will be paid for under the plan.

Answer: A Diff: 2 Page Ref: 219-220 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

29) Employers can reduce the cost of retiree benefits in any of the following ways EXCEPT A) increasing deductibles.

B) increasing retiree contributions.

C) increasing costs paid by workers' compensation.

D) tightening eligibility requirements.

E) reducing maximum payouts.

Answer: C Diff: 2 Page Ref: 221 Skill: Applied Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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30) Executive perquisites are usually provided to A) executives with base salaries of $100 000 or more.

B) only a few top executives.

C) the CEO and the president.

D) head office executives.

E) all executives.

Answer: B Diff: 1 Page Ref: 231-232 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

31) Disability management is a A) proactive, employer-centred process that coordinates activities of the employer, the insurance company, and health care providers.

B) proactive, employer-centred process.

C) reactive, employer-centred process.

D) proactive, employee-centred process.

E) process that coordinates the activities of employer and employee.

Answer: A Diff: 2 Page Ref: 211 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

32) Effective disability management programs include A) monitoring worker's compensation.

B) early and safe return-to-work policies.

C) remedial programs.

D) monitoring sick leave plans.

E) a required company medical.

Answer: B Diff: 3 Page Ref: 211 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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33) One of the most common approaches to returning a worker with a disability to work is A) prevention programs.

B) reduced work duties.

C) providing termination pay.

D) early assessment and intervention.

E) providing additional compensation.

Answer: B Diff: 2 Page Ref: 211 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

34) Costs associated with mental health problems relate to A) younger workers.

B) short- and long-term disability.

C) short-term disability and increased drug usage.

D) long-term disability and increased drug usage.

E) increased drug usage.

Answer: B Diff: 2 Page Ref: 223 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

35) The fastest growing occupational disabilities are A) HIV/AIDS-related.

B) back problems.

C) psychiatric.

D) chronic fatigue.

E) repetitive strain injuries.

Answer: C Diff: 1 Page Ref: 223 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

36) The most common psychiatric disability is A) schizophrenia.

B) depression.

C) obsessive-compulsive disorder.

D) anxiety attacks.

E) multiple personality disorder.

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Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

37) The fastest-growing occupational disability category is A) repetitive strain injuries.

B) back injuries.

C) eye strain and injuries.

D) falls from a height (including ladders).

E) psychiatric disabilities.

Answer: E Diff: 1 Page Ref: 223 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

38) Many companies are trying to support employees with eldercare with the all of following initiatives EXCEPT A) maternity leave policies.

B) compassionate care leaves.

C) education programs.

D) flex time.

E) access to programs such as senior recreation.

Answer: A Diff: 2 Page Ref: 231 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

39) Unlike government-provided retirement benefits, employer-sponsored pension plans are A) restricted to deferred profit sharing.

B) easily managed.

C) invested in foreign securities.

D) pre-funded.

E) formalized.

Answer: D Diff: 3 Page Ref: 223 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

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40) A type of pension plan that contains a formula for determining retirement benefits so that the actual benefits to be received are defined ahead of time is called a A) money purchase pension plan.

B) defined contribution pension plan.

C) defined benefit pension plan.

D) deferred profit-sharing plan.

E) retirement plan.

Answer: C Diff: 1 Page Ref: 223 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

41) A type of pension plan that specifies what contribution the employer will make to a retirement or savings fund set up for the employee is called a A) government-sponsored plan.

B) defined contribution pension plan.

C) defined benefit pension plan.

D) retirement plan.

E) deferred profit-sharing plan.

Answer: B Diff: 2 Page Ref: 223 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

42) A type of retirement plan that does not guarantee the eventual pension benefit an employee will receive at retirement, but only what the employee and employer contributions to the plan will be, is called a A) government-sponsored plan.

B) defined contribution pension plan.

C) deferred profit-sharing plan.

D) retirement plan.

E) defined benefit pension plan.

Answer: B Diff: 1 Page Ref: 223 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

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43) A pension plan in which a certain amount of profit is credited to each employee's account, payable at retirement, termination, or death, is a A) group pension plan.

B) defined benefit pension plan.

C) defined contribution plan.

D) deferred profit-sharing plan.

E) group RRSP. Answer: D Diff: 2 Page Ref: 225 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

44) In a contributory pension plan, contributions are made by A) the government and the employee.

B) the employer only.

C) the government and the employer.

D) both the employer and the employee.

E) the employee only.

Answer: D Diff: 2 Page Ref: 229 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

45) Defined benefit pension plans pay out a benefit at retirement A) that is defined by the amount that the employee contributes to the pension plan.

B) that is defined by the amount that the employer contributes to the pension plan.

C) that is based on years of service and final earnings.

D) that is defined by the amount that both the employee and employer have contributed.

E) as defined by the union agreement.

Answer: C Diff: 2 Page Ref: 224 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

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46) A provision in pension plans referring to the money contributed by the employer that has been placed in a pension fund and cannot be forfeited for any reason is A) vesting.

B) stockholder equity.

C) non-funding.

D) investing.

E) bonding.

Answer: A Diff: 1 Page Ref: 227 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

47) A pension provision whereby employees who change jobs can transfer the lump sum value of the pension they have earned to a locked-in RRSP or their new employer's pension plan is A) non-funding.

B) vesting.

C) a non-locked-in provision.

D) flexible pensions.

E) portability.

Answer: E Diff: 2 Page Ref: 227 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

48) Once an employee is vested, he or she will not receive any benefit from the pension plan until A) changing jobs.

B) retirement.

C) 30 years of service.

D) disability.

E) termination.

Answer: B Diff: 2 Page Ref: 227 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

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49) Employers who offer a defined contribution pension plan must pay careful attention to their obligation to educate and inform plan members about A) pension benefits formula.

B) pension vesting.

C) early retirement incentives.

D) pension investments.

E) pension portability.

Answer: D Diff: 2 Page Ref: 229 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

50) Employers must pay careful attention to their obligation to educate and ________ plan members about pension investment.

A) advise B) inform C) counsel D) provide quarterly bulletins to E) provide sessions to Answer: B Diff: 2 Page Ref: 225 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

51) The looming labour shortage based on when baby boomers start retiring is resulting in employers seeking to retain older employees. Mel's organization is experiencing this issue. One program to support this issue is A) RRSPs. B) supplemental employee retirement plans.

C) defined benefit pension plans.

D) phased retirement.

E) defined contribution pension plans.

Answer: D Diff: 1 Page Ref: 227 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

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52) A formal employer program for providing employees with counselling and/or treatment programs for problems such as mental health issues, marital/family problems, legal problems, or stress is called a(n) A) employee assistance program.

B) legal aid benefits.

C) AA and NA program.

D) rehabilitation program.

E) employee services benefit.

Answer: A Diff: 1 Page Ref: 221 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

53) A job-related services benefit that is designed to help employees who must help elderly parents or relatives who are not fully able to care for themselves is known as A) personal care.

B) eldercare.

C) aging care.

D) family medical care.

E) on-site eldercare.

Answer: B Diff: 1 Page Ref: 230 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

54) The number of EAPs in Canada is growing because they are a proactive way for organizations to reduce A) disability costs.

B) employee services costs.

C) counselling costs.

D) supervisory training costs.

E) disciplinary costs.

Answer: A Diff: 2 Page Ref: 229 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

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55) Based on survey data, the following are all benefits to employers who institute subsidized day-care centres EXCEPT A) lowered absenteeism.

B) enhanced recruitment.

C) lower performance appraisals.

D) lower turnover.

E) increased productivity.

Answer: C Diff: 2 Page Ref: 220 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

56) To date, the evidence regarding the actual effects of employer-sponsored childcare on employee absenteeism, turnover, productivity, recruitment, or job satisfaction is A) positive, without consideration of obstacles or attitudes toward work.

B) neutral, with some positive and some negative effects.

C) positive, with respect to increasing obstacles in coming to work.

D) positive, with respect to reducing obstacles in coming to work and improving workers' attitudes.

E) negative, in respect to employees' attitudes.

Answer: D Diff: 3 Page Ref: 220 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

57) Employee benefits are available to specific employees and do not include health and life insurance, vacations, and child-care facilities.

Answer: FALSE Diff: 1 Page Ref: 211 Skill: Recall Objective: LO-1 Explain the strategic role of employee benefits.

58) The EI program is funded solely by contributions from eligible employees.

Answer: FALSE Diff: 2 Page Ref: 213 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

59) Unemployment benefits are meant for workers who are unable to work through no fault of their own.

Answer: TRUE Diff: 2 Page Ref: 213 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

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60) The Canada/Quebec Pension Plan provides three types of benefits: retirement income, survivor benefits, and disability benefits.

Answer: TRUE Diff: 2 Page Ref: 215 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

61) Eligibility requirements for vacations (in excess of the legislated minimum amount) vary from firm to firm.

Answer: TRUE Diff: 1 Page Ref: 237 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

62) Unpaid leaves of absence are costless for employers.

Answer: FALSE Diff: 3 Page Ref: 235-214 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

63) Employees who work during the notice period provided by the employer before employment is terminated receive a lump sum payment called "pay in lieu of notice."

Answer: FALSE Diff: 2 Page Ref: 214 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

64) Most group life insurance plans contain a provision for including all employees regardless of health or physical condition.

Answer: TRUE Diff: 1 Page Ref: 218 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

65) Accidental death and dismemberment coverage provides annuity payments in addition to life insurance benefits when death is accidental.

Answer: FALSE Diff: 2 Page Ref: 218 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

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66) Employers are not required to disclose liabilities related to retiree benefits.

Answer: FALSE Diff: 3 Page Ref: 221 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

67) A defined benefit pension plan contains a formula.

Answer: TRUE Diff: 1 Page Ref: 224 Skill: Recall Objective: LO-4 Describe the two categories of pension plans and the shift that is occurring in their relative popularity.

68) Eldercare is designed to help older employees who are not fully able to care for themselves.

Answer: FALSE Diff: 1 Page Ref: 230 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

69) Some employers provide subsidized employee transportation.

Answer: TRUE Diff: 1 Page Ref: 231 Skill: Recall Objective: LO-5 Discuss three types of personal employee services and six types of jobrelated services offered to employees.

70) Briefly describe five government-sponsored employee benefits in Canada.

Answer: Two points for Employment Insurance (EI): provides income benefits if a person is unable to work through no fault of his or her own.Two points for Canada/Quebec Pension Plan (C/QPP): programs that provide three types of benefits— retirement income, survivor/death benefits, and disability benefits. Benefits are payable only to workers who make contributions to the plans and/or their family members.Two points for Workers' Compensation: provides income and medical benefits to victims of work-related accidents or illnesses and/or their dependents, regardless of fault.Two points for Vacations & Holidays: provides minimum amount of paid vacation, usually 2 weeks per year.Two points for Pay on termination of employment: minimum standards for notice of termination, and severance payAnother possibility is leaves of absence, but it is a stretch to call an unpaid leave of absence a benefit.

Diff: 1 Page Ref: 212 Skill: Recall Objective: LO-2 Describe seven government-mandated benefits.

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71) Identify and describe 5 different voluntary employer-sponsored benefits.

Answer: Two points each for accurate identification and description of life insurance, supplemental healthcare, short-term disability, long-term disability, and retirement benefits or sabbaticals.

Diff: 1 Page Ref: 212 Skill: Recall Objective: LO-3 Explain why the cost of health insurance benefits is increasing and how employers can reduce these costs.

72) Carlos has noticed that employees in his organization don't really value the benefits package his organization has designed for them. The workforce in Carlos' organization is quite diverse in age and other demographic variables. Give Carlos some advice about flexible benefits—describe what they are and be sure to tell him about at least two key advantages and disadvantages of flexible benefits.

Answer: Two points for accurate description of flexible benefits and up to two points each of two advantages and two disadvantages.

Diff: 2 Page Ref: 232 Skill: Recall Objective: LO-6 Explain how to set up a flexible benefits program.

Management of Human Resources, 5e (Dessler et al.)

Chapter 10 Occupational Health and Safety 1) Safety and accident prevention concerns managers because A) work-related accidents figures are staggering.

B) of global competition.

C) cutting costs is essential.

D) customer service is extremely important.

E) employees need to be motivated.

Answer: A Diff: 1 Page Ref: 237 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

2) Surveys have shown that ________ percent of Canadians believe that workplace accidents are inevitable.

A) 75 B) 52 C) 64 D) 61 E) 50 Answer: D Diff: 3 Page Ref: 237 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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3) Occupational health and safety legislation is based on the principle of A) due diligence.

B) complexity.

C) participation.

D) joint responsibility.

E) education.

Answer: D Diff: 2 Page Ref: 238 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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4) Occupational health and safety legislation falls into three categories. One of those categories is A) WHMIS. B) workplace injuries.

C) rules for specific industries.

D) protective clothing.

E) safety inspections.

Answer: C Diff: 2 Page Ref: 238 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

5) The "due diligence" requirement in occupational health and safety legislation requires that every reasonable precaution to ensure the health and safety of workers be taken by A) employers.

B) safety associations.

C) employers and employees.

D) employees.

E) government.

Answer: A Diff: 1 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

6) If employees have "reasonable cause" to believe that work is dangerous, they have the right under health and safety legislation to A) ignore their concern.

B) file a lawsuit against the company.

C) ask someone else to do the work.

D) refuse to do the work.

E) go straight to the company president and complain.

Answer: D Diff: 1 Page Ref: 239 Skill: Applied Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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7) A supervisor at a mine site sent employees reporting to him into the mine even though he had read a report stating that underground tremors were likely to occur during the time that the employees were in the mine. Three hours into the employees' work shift, a significant tremor occurred causing part of the mine to collapse. One employee was killed and three others were seriously injured. Under what law could the supervisor be charged with a criminal offense?

A) Employment Standards Act B) Occupational Health and Safety Act C) the Criminal Code D) human rights legislation E) employment standards legislation Answer: C Diff: 2 Page Ref: 241 Skill: Applied Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

8) The function of joint health and safety committees is to provide a ________ atmosphere where management and labour can work together to ensure a safe and healthy workplace.

A) structured B) directive C) non-adversarial D) collegial E) supportive Answer: C Diff: 2 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

9) Most occupational health and safety legislation in Canada has the following features in common EXCEPT for A) joint health and safety committees.

B) enforcement of occupational health and safety laws.

C) responsibilities and rights of employers and employees.

D) control of toxic substances.

E) employee drug testing.

Answer: E Diff: 2 Page Ref: 250 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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10) Health and safety hazard control can be achieved by all of the following EXCEPT A) addressing safety issues before injuries occur.

B) refusing to do unsafe work.

C) establishing procedures to ensure that a potential hazard will not reoccur.

D) identifying ways in which a hazardous situation can be prevented by workers.

E) addressing safety issues before accidents happen.

Answer: B Diff: 2 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

11) The responsibilities of occupational health and safety committees include all of the following EXCEPT A) accident investigation.

B) investigation of employee complaints.

C) hazard identification.

D) paying for safety certification programs.

E) dissemination of information about health and safety laws and regulations.

Answer: D Diff: 2 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

12) Occupational health and safety inspectors have all of the following powers EXCEPT A) issuing orders to stop work.

B) entering a workplace at any time without a warrant or prior notification.

C) imposing jail terms.

D) carrying out safety inspections of workplaces.

E) issuing orders to stop emission of contaminants.

Answer: C Diff: 2 Page Ref: 240 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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13) You are a newly hired human resources professional at a Canadian Border Services office located near the Halifax Port. Employees often have to board container ships and search their cargo. To which law do you look for Canada-wide standards on hazardous materials in the workplace?

A) VDT/RSI B) Bill C-45 C) MSDS D) OHSA E) WHMIS Answer: E Diff: 2 Page Ref: 242 Skill: Applied Objective: LO-2 Explain WHMIS legislation.

14) The components of WHMIS are A) public information sessions, MSDS, and employee training.

B) labelling of hazardous material, MSDS, and employee training.

C) labelling of hazardous material, public information sessions, and MSDS. D) labelling of hazardous material and employee training.

E) MSDS and employee training.

Answer: B Diff: 2 Page Ref: 242 Skill: Recall Objective: LO-2 Explain WHMIS legislation.

15) Every jurisdiction in Canada has an interlaced web of legislation that includes A) human rights, labour relations, and employment standards.

B) labour relations and employment standards.

C) health and safety, human rights, labour relations, and employment standards.

D) health and safety, WHMIS, and employment standards.

E) health and safety and human rights.

Answer: C Diff: 2 Page Ref: 242 Skill: Recall Objective: LO-2 Explain WHMIS legislation.

16) Most safety experts agree that safety commitment must begin with A) the rank-and-file employee.

B) work teams.

C) the line supervisor.

D) top management.

E) middle management.

Answer: D Diff: 1 Page Ref: 246 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

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17) An attempt to reduce unsafe acts by workers will meet with little success without the commitment of the critical link in the chain of management, namely A) first-line supervisors.

B) government officials.

C) competitors.

D) company presidents.

E) safety inspectors.

Answer: A Diff: 2 Page Ref: 246 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

18) Which of the following are the main causes of accidents in organizations?

A) chance occurrences and unsafe conditions B) unsafe acts on the part of employees C) chance occurrences, unsafe conditions, and unsafe acts on the part of employees D) ineffective health and safety committees and cost cutting E) unsafe conditions and cost cutting Answer: C Diff: 3 Page Ref: 241 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

19) Mechanical and physical conditions that cause accidents are referred to as A) safety risks.

B) hazards.

C) toxic substances.

D) perils.

E) unsafe conditions.

Answer: E Diff: 2 Page Ref: 242 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

20) All of the following are unsafe conditions in a plant EXCEPT A) defective equipment.

B) improperly guarded equipment.

C) computers that are not protected from viruses.

D) hazardous procedures in, on, or around machines or equipment.

E) improper illumination such as glare and insufficient light.

Answer: C Diff: 2 Page Ref: 247 Skill: Applied Objective: LO-3 Analyze in detail three basic causes of accidents.

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21) Common indicators of job hazards include all of the following EXCEPT A) employee modifications to workstations.

B) an increased number of accidents.

C) low levels of absenteeism and turnover.

D) poor product quality.

E) employee complaints.

Answer: C Diff: 2 Page Ref: 242 Skill: Applied Objective: LO-3 Analyze in detail three basic causes of accidents.

22) In addition to unsafe conditions, which of the following are work-related factors that contribute to accidents?

A) the psychological climate of the workplace and the work itself B) the job itself, the work schedule and the psychological climate of the workplace C) the work schedule and the job itself D) the work schedule and the psychological climate of the workplace E) none of the above Answer: B Diff: 2 Page Ref: 242 Skill: Applied Objective: LO-3 Analyze in detail three basic causes of accidents.

23) Many experts believe that the psychological climate of the workplace affects A) labour relations.

B) the accident rate.

C) the external environmental workforce.

D) teamwork.

E) the management rights clause.

Answer: B Diff: 2 Page Ref: 242 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

24) Most safety experts and managers know that it is impossible to eliminate accidents just by reducing A) high-tech firms.

B) automation in the workplace.

C) hours of work.

D) unsafe conditions.

E) gross domestic product.

Answer: D Diff: 1 Page Ref: 242 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

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25) Accidents can be caused by behaviour tendencies and undesirable attitudes that result in A) occupational hazards.

B) unsafe human conditions.

C) accident-prone acts.

D) unsafe acts.

E) at-risk behaviours.

Answer: D Diff: 2 Page Ref: 243 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

26) Personal characteristics, such as personality and motivation, serve as the basis for certain unsafe "behaviour tendencies," such as A) creating human resource plans and environmental forces.

B) deciding whether to join or not join a labour union.

C) focusing on detail rather than the "big picture."

D) formulating policy and creating norms.

E) the tendency to take risks.

Answer: E Diff: 3 Page Ref: 244 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

27) A person who is accident prone on one job may not be on a different job. Thus, accident proneness is A) age-related.

B) situational.

C) inherited.

D) consistent.

E) unchanging.

Answer: B Diff: 1 Page Ref: 245 Skill: Applied Objective: LO-3 Analyze in detail three basic causes of accidents.

28) Accidents are generally most frequent between the ages of 17 and 28, declining thereafter to reach a low A) in the late twenties and thirties.

B) in the late forties and fifties.

C) in the late thirties and forties.

D) in the late fifties and sixties.

E) at age 65.

Answer: D Diff: 2 Page Ref: 245 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

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29) One researcher concludes that a worker who reacts more quickly than he or she can perceive is A) less likely to have accidents.

B) no better off with respect to frequency of accidents than others.

C) more likely to have accidents.

D) a safe worker.

E) definitely not accident prone.

Answer: C Diff: 2 Page Ref: 245 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

30) You are the new human resources professional at a plastics manufacturing company.

In improving the workplace health and safety program, which basic activities should you focus on?

A) policies and procedures within the department B) turmoil and morale in the plant C) healthy labour-management relations D) pro-union or non-union voting E) reducing unsafe conditions and unsafe acts Answer: E Diff: 2 Page Ref: 246 Skill: Applied Objective: LO-4 Describe how accidents at work can be prevented.

31) You are the new human resources professional at a plastics manufacturing company.

Which of the following tests human traits that might be related to accidents on a specific job and could be used to determine whether test scores are related to accidents on the job?

A) intelligence tests B) literacy tests C) emotional stability and personality tests D) measures of muscular coordination and visual skills E) self-awareness tests Answer: D Diff: 3 Page Ref: 247 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

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32) Amin is the manager of an auto parts manufacturing plant in Oakville, Ontario. The plant has experienced a rise in workplace injuries over the past year. Amin is considering which questions he can ask during candidate interviews. Which of the following questions would not pose a legal risk to the company if he asked it?

A) Have you ever been injured at work?

B) How many workers compensation claims have you filed?

C) Do you know of any reason that you would not be able to perform the essential functions of this job?

D) Have you suffered from a workplace-related illness?

E) Are you currently being compensated for a workplace injury?

Answer: C Diff: 1 Page Ref: 247 Skill: Applied Objective: LO-4 Describe how accidents at work can be prevented.

33) Unsafe acts can be reduced by using a behavioural approach, specifically A) discipline.

B) extinction.

C) behaviour modification.

D) positive reinforcement.

E) negative reinforcement.

Answer: D Diff: 1 Page Ref: 248 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

34) One of the most consistent findings in the literature is that successful safety programs require A) employee teams.

B) career development.

C) behaviour modification.

D) strong management commitment.

E) achievement.

Answer: D Diff: 1 Page Ref: 247 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

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35) Senior management commitment to safety can be demonstrated in all of the following ways EXCEPT by A) giving the company safety officer high rank and status.

B) giving safety matters high priority in company meetings.

C) including safety training in new workers' training.

D) minimizing the organization's investment in safety equipment.

E) senior managers being personally involved in safety activities on a routine basis.

Answer: D Diff: 2 Page Ref: 247 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

36) Workers' compensation premiums for employers are proportional to A) the safety reputation of the firm.

B) the number of employees in the firm.

C) the location of the workplace.

D) the number of workers' compensation claims (experience rate).

E) the variety of different jobs being done by workers.

Answer: D Diff: 2 Page Ref: 247 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

37) After a workplace accident occurs, the employer can reduce workers' compensation claims in any of the following ways EXCEPT by A) telling the worker to take as much time off as necessary.

B) filing any required accident reports.

C) making it clear to the worker that the employer is interested in the employee and his or her fears and questions.

D) providing first aid and ensuring that the injured worker gets medical attention.

E) documenting the accident.

Answer: A Diff: 2 Page Ref: 248 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

38) Perhaps the most important and effective thing that an employer can do to reduce workers' compensation costs is to develop an aggressive A) accident investigation program.

B) loss-control program.

C) health and safety program.

D) return-to-work program.

E) accident-reporting program.

Answer: D Diff: 2 Page Ref: 248 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

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39) Wellness programs take a ________ approach to employee well-being and EAPs take a ________ to employee health issues.

A) proactive; proactive B) reactive; reactive C) reactive; proactive D) proactive; reactive E) none of the above Answer: D Diff: 2 Page Ref: 260 Skill: Recall Objective: LO-6 Explain why employee wellness programs are becoming increasingly popular.

40) A program that takes a proactive approach to employee health and well-being is called A) workplace accommodation.

B) an employee assistance program.

C) a loss-control program.

D) management by objectives.

E) an employee wellness program.

Answer: E Diff: 2 Page Ref: 260 Skill: Recall Objective: LO-6 Explain why employee wellness programs are becoming increasingly popular.

41) A number of health-related issues and challenges can undermine employee performance at work. These can include any of the following EXCEPT A) smoking.

B) employee welfare programs.

C) workplace toxins.

D) alcoholism and substance abuse.

E) workplace violence.

Answer: B Diff: 2 Page Ref: 249 Skill: Applied Objective: LO-6 Explain why employee wellness programs are becoming increasingly popular.

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42) Maike is a supervisor of a team of oil rig workers. She has discovered that two of her direct reports have a substance abuse problem. Which of the following actions should she take?

A) Make a written record of observed behaviour and follow up on each incident.

B) Ask the employees to see the HR representative since supervisors are never the company's first line of defence with employee substance abuse issues.

C) Troubled employees should be escorted to the organizational psychologist's office for counselling.

D) Fire the employees if they are unfit to work.

E) Regardless of suspicion of substance abuse, only focus on the work to be performed by the employee.

Answer: A Diff: 3 Page Ref: 252 Skill: Applied Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

43) The following are all traditional techniques used for dealing with worker alcoholism and substance abuse problems EXCEPT A) referral to an outside agency.

B) discharge.

C) outplacement counselling.

D) in-house counselling.

E) disciplining.

Answer: C Diff: 3 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

44) Specific actions that employers can take to deal with employee alcoholism include any of the following EXCEPT A) referral to EAP programs.

B) use of outside agencies such as clinics and AA. C) taking personal responsibility for the employee.

D) in-house counselling through the HR department or medical staff.

E) use of treatment centres.

Answer: C Diff: 1 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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45) In Canada, when dealing with alcohol and substance abuse, employers must balance conflicting legal obligations from occupational health and safety legislation and A) employment standards legislation.

B) human rights and privacy laws.

C) employment equity/pay equity legislation.

D) Charter of Rights and Freedoms.

E) WHMIS. Answer: B Diff: 2 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

46) In order for drug and alcohol testing to be legal in Canada, one of the conditions that must be met is that A) everyone in the organization must undergo the same testing.

B) the test is rationally connected to the performance of the job.

C) the individuals tested must have complete privacy while the test is administered.

D) the test must be administered by an independent third party within two hours of a suspicion of drug or alcohol use or the start of a work shift, whichever is earlier.

E) there are no restrictions to administering drug or alcohol tests in Canada.

Answer: B Diff: 2 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

47) The two main sources of job stress are A) a lack of control over work and environmental factors.

B) personal factors and unclear company direction.

C) personal factors and inconsistent performance management.

D) environmental factors and personal factors.

E) environmental factors and poor supervision.

Answer: D Diff: 2 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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48) The consequences of job stress can include any of the following EXCEPT A) job satisfaction.

B) anger.

C) anxiety.

D) depression.

E) accidents.

Answer: A Diff: 2 Page Ref: 252 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

49) Too little stress can create A) employee commitment.

B) accidents.

C) anxiety.

D) boredom and apathy.

E) creativity.

Answer: D Diff: 2 Page Ref: 253 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

50) Abacus Inc., a mining company, recently polled its employees about the level of stress they experience at work. The survey indicated that 45% of employees experience moderate to high levels of stress. Which of the following would not be an appropriate measure for managing workplace stress at this company?

A) Provide career planning to ensure the employee moves toward a job that makes sense in terms of his or her aptitude.

B) Insist on strict deadlines for all work projects.

C) Monitor each employee's performance to identify symptoms of stress.

D) Ensure effective person-job match.

E) Use attitude surveys to identify organizational sources of stress.

Answer: B Diff: 1 Page Ref: 253 Skill: Applied Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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51) The total depletion of physical and mental resources caused by excessive striving to reach some unrealistic work-related goal is referred to by the term A) nervous breakdown.

B) obsessive-compulsive disorder.

C) stress-related illness.

D) emotional instability.

E) burnout.

Answer: E Diff: 1 Page Ref: 254 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

52) Virtually all of the energies of burnout victims are focused on A) family matters.

B) commitment to the organization.

C) attaining unrealistic work-related goals.

D) client problems.

E) getting a promotion.

Answer: C Diff: 2 Page Ref: 254 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

53) The art of fitting the workstation and work tools to the individual is known as A) retrofitting.

B) workplace accommodation.

C) ergonomics.

D) retooling.

E) due diligence.

Answer: C Diff: 1 Page Ref: 255 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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54) Warning signs of repetitive strain injury can include any of the following EXCEPT A) frequent dropping of tools.

B) hands falling asleep.

C) numbness and tingling in fingertips.

D) tightness or stiffness in the hands, elbow, wrists, shoulder and neck.

E) headaches.

Answer: E Diff: 2 Page Ref: 255 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

55) Ergonomics will become more and more important as the workforce ages and requires accommodation of physical changes in all of the following EXCEPT A) muscular strength.

B) hand function.

C) vision.

D) tolerance for pain.

E) cardiovascular capacity.

Answer: D Diff: 2 Page Ref: 255 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

56) Short-term eye problems like burning, itching, and tearing, as well as eye strain and eye soreness, are common complaints among A) human resources managers.

B) students.

C) accountants and bookkeepers.

D) video display operators.

E) industrial engineers.

Answer: D Diff: 3 Page Ref: 256 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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57) General recommendations regarding the use of video display operators include all of the following EXCEPT A) work stations designed for maximum flexibility.

B) glare reduction with devices such as antiglare shades over windows and terminal screens.

C) adequate employee rest breaks every hour.

D) complete pre-placement vision exams.

E) maximum amount of sunlight.

Answer: E Diff: 2 Page Ref: 256 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

58) The leading cause of work-related deaths around the world is A) accidents/violence.

B) communicable diseases.

C) mental disorders.

D) cancer.

E) none of the above.

Answer: D Diff: 1 Page Ref: 256 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

59) There is an erroneous perception that cancer-causing agents in the workplace are A) affecting men and women in the same way.

B) increasing in significance.

C) affecting management's position in collective bargaining.

D) disappearing.

E) increasing costs for employers.

Answer: D Diff: 1 Page Ref: 256 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

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60) In general, when compared to non-smoking employees, smokers exhibit the following characteristics EXCEPT for A) higher disability claims.

B) reduced productivity.

C) endangering of coworkers who breathe smoky air.

D) a greater risk of occupational accidents.

E) higher turnover.

Answer: E Diff: 2 Page Ref: 257 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

61) Smoking in the workplace creates the following costs for an employer EXCEPT for A) significantly greater risk of occupational accidents.

B) higher supplementary health care/medical insurance costs.

C) higher disability insurance costs.

D) increased attendance.

E) reduced productivity.

Answer: D Diff: 1 Page Ref: 257 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

62) Victims of workplace violence are generally A) police officers.

B) women in health care professions.

C) postal workers.

D) convenience store clerks.

E) construction workers.

Answer: B Diff: 2 Page Ref: 258 Skill: Recall Objective: LO-5 Discuss six major employee health issues at work and recommend how they should be handled.

63) Employees, are responsible for taking reasonable care to protect their own health and safety and, in most cases, that of their co-workers.

Answer: TRUE Diff: 1 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

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64) The "due diligence" requirement for employees mandates that they take every reasonable precaution to ensure their own health and safety.

Answer: FALSE Diff: 3 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

65) The function of joint health and safety committees is to provide a non-adversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace.

Answer: TRUE Diff: 2 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

66) Government health and safety inspectors may enter a workplace at any time, provided they have a warrant and give prior notification.

Answer: FALSE Diff: 1 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

67) Canadian corporate executives and directors may be held directly responsible for workplace injuries.

Answer: TRUE Diff: 1 Page Ref: 241 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

68) WHMIS is the outcome of a cooperative effort between Canada, the United States of America, and Mexico.

Answer: FALSE Diff: 3 Page Ref: 241 Skill: Recall Objective: LO-2 Explain WHMIS legislation.

69) Most safety experts agree that safety commitment must begin with hourly employees.

Answer: FALSE Diff: 2 Page Ref: 268 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

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70) In addition to unsafe working conditions, other work-related factors contribute to accidents, such as the job itself, work schedules and the psychological climate of the workplace.

Answer: TRUE Diff: 3 Page Ref: 263 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

71) An employee whose perceptual skill is at a lower level than his or her motor skill is a relatively safe worker.

Answer: FALSE Diff: 1 Page Ref: 266 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

72) Vision is related to accident frequency for many jobs, since workers who have high visual skills have fewer injuries than those who do not.

Answer: TRUE Diff: 2 Page Ref: 266 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

73) Safety programs based on positive reinforcement have improved safety at work.

Answer: TRUE Diff: 1 Page Ref: 269 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

74) HR managers have an important role to play in communicating the importance of health and safety to senior management by demonstrating how it affects the bottom line.

Answer: TRUE Diff: 2 Page Ref: 268 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

75) Employers should inquire about the workers' compensation history of job applicants in order to avoid hiring accident-prone individuals.

Answer: FALSE Diff: 3 Page Ref: 268 Skill: Recall Objective: LO-4 Describe how accidents at work can be prevented.

76) The appropriate time to begin "controlling" workers' compensation claims is before the accident happens, not after.

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Objective: LO-4 Describe how accidents at work can be prevented.

77) List and describe the three basic rights of employees under the joint responsibility model of occupational health and safety and describe the employer's "due diligence" requirement.

Answer: Three points for accurate identification and description of:1. The right to know about workplace hazards2. The right to participate in the health and safety process3. The right to refuse unsafe work the employee has "reasonable cause" to believe is dangerousOne point for the definition of "due diligence"—employers must take every reasonable precaution to ensure the health and safety of their workers.

Diff: 2 Page Ref: 239 Skill: Recall Objective: LO-1 Analyze the responsibilities and rights of employees and employers under occupational health and safety legislation.

78) Briefly discuss the three basic causes of accidents in the workplace.

Answer: Two points for "Chance Occurrences" as a cause and four points each for identifying and accurately describing unsafe conditions and unsafe acts.

Diff: 1 Page Ref: 241-242 Skill: Recall Objective: LO-3 Analyze in detail three basic causes of accidents.

79) Amin is the manager of an auto parts manufacturing plant in Oakville, Ontario. The plant has experienced a rise in workplace injuries over the past year. Discuss what Amin should focus on to prevent accidents in the workplace.

Answer: 2.5 points for accurate identification and description of:1. Selection testing2.

Top management commitment3. Training and education4. Positive reinforcement.

Diff: 2 Page Ref: 246-248 Skill: Applied Objective: LO-4 Describe how accidents at work can be prevented.

Management of Human Resources, 5e (Dessler et al.)

Chapter 11 Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management 1) Helena feels that her employer's process for deciding on pay increases is not fair.

Helena is concerned with which of the following components of organizational justice?

A) allocational justice B) distributive justice C) interactional justice D) procedural justice E) pay equity Answer: D Diff: 2 Page Ref: 274 Skill: Applied Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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2) Suggestion programs have several benefits. The net effect is A) they let management continually monitor employees' concerns.

B) there is less likelihood that small problems will grow into big ones.

C) they make it clear that employees have several channels through which to communicate.

D) they make it clear that employees have several channels through which to get responses.

E) they let management continually monitor employees' feelings.

Answer: B Diff: 2 Page Ref: 276 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

3) Questionnaires that regularly ask employees their opinions about the company, management, and work life are called A) employee opinion surveys.

B) employee sampling surveys.

C) employee participation programs.

D) employee training programs.

E) employee development programs.

Answer: A Diff: 1 Page Ref: 276 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

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4) The Employee Feedback System is an employee satisfaction survey covering all of the following EXCEPT A) quality focus.

B) job satisfaction.

C) coworker cohesion.

D) recruitment policies.

E) employee commitment.

Answer: D Diff: 2 Page Ref: 276 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

5) Traditional employee communication media, such as newsletters, are being replaced with all of the following EXCEPT A) verbal presentations.

B) email.

C) electronic bulletin boards.

D) intranets.

E) videos.

Answer: A Diff: 2 Page Ref: 276 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

6) With respect to employee relations, experts generally define organizational justice in terms of three components. One of those components is A) internal justice.

B) constructive justice.

C) top-down communication justice.

D) distributive justice.

E) fair treatment justice.

Answer: D Diff: 2 Page Ref: 274 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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7) Procedural justice refers to A) fairness in interpersonal interactions by treating others with respect.

B) the fairness of the process used to make a decision.

C) managers conducting their interpersonal dealings.

D) highly publicized vehicles through which employees can appeal.

E) the fairness and justice of the outcome of a decision.

Answer: B Diff: 3 Page Ref: 274 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

8) The average age of retirement in the private sector is A) 65.

B) 72.

C) 62.

D) 60.

E) 66.

Answer: C Diff: 1 Page Ref: 268 Skill: Recall Objective: LO-2 Discuss the drivers and outcomes of each turnover method.

9) A layoff occurs where which of the following condition(s) are present?

A) There is a permanent severing of the employment relationship.

B) There is no work and there is a permanent severing of the employment relationship.

C) There is no work and management intends to recall the employees when work is available again.

D) There is an issue of poor performance and a permanent severing of the employment relationship.

E) The owner and president decides, for economic and personal reasons, to shut down the business permanently.

Answer: C Diff: 3 Page Ref: 271 Skill: Applied Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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10) A software firm has lost a major client and the immediate impact is a loss of work.

Software programmers are difficult to recruit and train, so the firm is considering alternatives to laying off employees. The company could consider any of the following EXCEPT A) asking employees if they are willing to take unpaid leaves to help reduce costs.

B) asking employees to schedule vacation during the period when there is less work.

C) asking employees to participate in a lottery to determine who should be let go (since it is unbiased).

D) asking employees to take a voluntary reduction in pay (or reduced hours of work).

E) All of the above are options for the software firm.

Answer: C Diff: 3 Page Ref: 271 Skill: Applied Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

11) The first foundation of an effective disciplinary process is A) effective supervision of employees.

B) using technology to monitor employee behaviour.

C) a high-performance culture in the organization.

D) a clear system of progressive sanctions of employee behaviour.

E) rules and regulations.

Answer: E Diff: 2 Page Ref: 269 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

12) A fair and just discipline process is based on which of the following prerequisite(s)?

A) a system of progressive penalties and an appeals process B) a set of rules and regulations, a system of progressive penalties, and an appeals process C) a set of clear rules and regulations, a system of progressive penalties, and a system of guided procedures D) an appeals process E) a system of guided procedures Answer: B Diff: 3 Page Ref: 269 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

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13) The following issues should all be included in a set of rules and regulations regarding discipline EXCEPT A) transfer of one's job.

B) theft.

C) insubordination.

D) destruction of company property.

E) drinking on the job.

Answer: A Diff: 1 Page Ref: 269 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

14) The following are all progressive penalties an employer may use for effective discipline EXCEPT A) loss of vacation.

B) suspension from the job.

C) written warnings.

D) oral warnings.

E) discharge from the job.

Answer: A Diff: 2 Page Ref: 270 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

15) A process that helps ensure that discipline is applied fairly and equitably is called a(n) A) "justice and dignity" procedure.

B) wildcat strike.

C) appeals process.

D) grievance procedure.

E) management lockout.

Answer: C Diff: 1 Page Ref: 270 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

16) Involuntary termination of an employee's employment with the firm is called A) misconduct.

B) sufficient cause.

C) dismissal.

D) insubordination.

E) just cause.

Answer: C Diff: 1 Page Ref: 270 Skill: Recall Objective: LO-1 Define voluntary and involuntary turnover and explain the impact of each.

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17) Employee dismissal should occur only after action has been taken to A) promote the employee.

B) suspend the employee.

C) demote the employee.

D) rehabilitate the employee.

E) transfer the employee.

Answer: D Diff: 2 Page Ref: 269 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

18) "Willful disregard or disobedience of the boss's authority or legitimate orders and criticizing the boss in public" is known as A) reprimanding.

B) insubordination.

C) job specialization.

D) sabotage.

E) consulting.

Answer: B Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

19) All of the following acts are considered insubordination, whenever and wherever they occur, EXCEPT A) deliberate defiance of clearly-stated company policies, rules, regulations, and procedures.

B) strict adherence to the chain of command.

C) criticizing the boss in public.

D) flat-out disobedience of or refusal to obey the boss's orders, particularly in front of others.

E) direct disregard of the boss's authority.

Answer: B Diff: 3 Page Ref: 271 Skill: Applied Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

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20) The following acts are considered insubordination, whenever and wherever they occur, EXCEPT A) blatantly following the boss's unreasonable instructions.

B) contemptuous displays of disrespect, such as making insolent comments and, more importantly, portraying these feelings in the attitude shown while on the job.

C) leading or participating in an effort to undermine and remove the boss from power.

D) public criticism of the boss.

E) showing disregard for the chain of command by going around the immediate supervisor or manager with a complaint, suggestion, or political maneuver.

Answer: A Diff: 2 Page Ref: 271 Skill: Applied Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

21) Employees are often hired under an implied contract where the understanding is that the employment is for an indefinite period of time and may be terminated by either party only A) when reasonable notice is given.

B) when they mutually agree to terminate the employment relationship.

C) "at will."

D) when just cause exists.

E) when the probationary period is over.

Answer: A Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

22) Just cause for dismissal is usually considered to include any of the following EXCEPT A) insubordination.

B) disobedience.

C) alcoholism.

D) incompetence.

E) fighting.

Answer: C Diff: 2 Page Ref: 269 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

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23) If there is no employment contract and just cause is not present, then a termination without reasonable notice is considered unfair and is known as A) wrongful dismissal.

B) a contract violation.

C) "at will" termination.

D) quasi-legal.

E) invalid.

Answer: A Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

24) An employee dismissal that does not comply with the law or does not comply with a written or implied contractual arrangement is referred to as A) firing an employee.

B) furloughing an employee.

C) "at will" termination.

D) wrongful dismissal.

E) a contract violation.

Answer: D Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

25) In wrongful dismissal cases, courts generally award notice based on the following EXCEPT for A) the employee's length of service.

B) the level of the employee's job.

C) the employee's age.

D) the employee's salary.

E) the employee's family responsibilities.

Answer: E Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

26) The following are all expert recommendations for avoiding wrongful dismissal suits EXCEPT A) document all disciplinary action.

B) do not allege just cause for dismissal unless it can be proven.

C) include two members of management in the termination meeting.

D) use termination letters in all cases, clearly stating the settlement offer.

E) reassure new employees that they can only be dismissed for just cause.

Answer: E Diff: 3 Page Ref: 273 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

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27) If a wrongful dismissal suit is taken against the organization, it should A) retain a lawyer right away.

B) never investigate for other improper conduct.

C) never offer to settle.

D) discuss possible letters of reference with a lawyer.

E) allege cause in all cases.

Answer: D Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

28) Constructive dismissal can be considered to occur in the all of following circumstances EXCEPT A) reduction in pay and benefits.

B) forced termination.

C) demotion.

D) forced resignation.

E) forced transfer.

Answer: B Diff: 3 Page Ref: 269 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

29) The "vendetta effect" is A) improper documentation of wrongful dismissal claims.

B) an increase in wrongful dismissal claims as negative treatment becomes extreme.

C) wrongful dismissal claims coming from unionized employees.

D) wrongful dismissal claims coming from senior management.

E) frequent wrongful dismissal claims.

Answer: B Diff: 2 Page Ref: 273 Skill: Recall Objective: LO-4 Define wrongful dismissal and constructive dismissal.

30) The interview in which an employee is informed of the fact that he or she has been dismissed is called the A) nonpunitive interview.

B) exit interview.

C) punitive interview.

D) termination interview.

E) "at will" interview.

Answer: D Diff: 1 Page Ref: 277 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

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31) In the second step of the termination interview, the manager should A) move slowly but positively through the interview.

B) get to the point by informing the person of the decision.

C) get to the point, but reassure the employee this was not the manager's decision.

D) smile and be friendly, but also be direct.

E) begin with small talk.

Answer: B Diff: 1 Page Ref: 277 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

32) In the third step of the termination interview, the manager should A) remember to describe the situation rather than attacking the employee personally.

B) smile and be friendly, but also be direct.

C) get to the point by informing the person of the decision.

D) get to the point, but reassure the employee this was not the manager's decision.

E) take at least 20 minutes for the interview.

Answer: A Diff: 3 Page Ref: 277 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

33) The sixth step in the termination interview process is A) identify the next step.

B) listen.

C) review all elements of the severance package.

D) describe the situation.

E) an outplacement counselling meeting.

Answer: A Diff: 2 Page Ref: 278 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

34) If the employee who is terminated reacts with hostility and anger, the termination interviewer should respond by A) deferring mention of the counselling process.

B) remaining objective while providing information on any outplacement or career counselling to be provided.

C) becoming defensive.

D) taking a subjective approach.

E) confronting the anger.

Answer: B Diff: 3 Page Ref: 277 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

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35) In a termination interview, do not promise anything beyond what is contained in the severance package. The termination should be complete A) when the investigation is complete.

B) first thing during the interview.

C) before the interview commences.

D) when the investigation has begun.

E) when the terminated person leaves the interview.

Answer: E Diff: 1 Page Ref: 277 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

36) Laws that require an employer to notify employees in the event that the employer decides to terminate a group of employees are called A) "at will" laws.

B) privacy laws.

C) notification laws.

D) employment termination laws.

E) group termination laws.

Answer: E Diff: 1 Page Ref: 272 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

37) The amount of notice required to be given to employees under group termination laws varies by jurisdiction and with A) the time of year.

B) the type of work performed by the employees.

C) the number of employees being terminated.

D) the type of industry.

E) the unemployment rate in the region.

Answer: C Diff: 2 Page Ref: 272 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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38) The temporary withdrawal of employment for workers based on economic or business reasons is called A) voluntary time off.

B) a layoff.

C) a ring of defence.

D) a downsizing.

E) partial termination.

Answer: B Diff: 1 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

39) A layoff, in which workers are sent home for a time, is a situation in which all of the following conditions are present EXCEPT A) management intends to recall the employees when work is again available.

B) there is no work available for the employees.

C) management expects that the no-work situation is likely to be short-term.

D) management expects the no-work situation to be temporary.

E) employees will accept vacation pay.

Answer: E Diff: 1 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

40) An alternative to layoffs in which all employees agree to reductions in pay in order to keep everyone working is called a A) bump with pay.

B) ring-of-defence.

C) contingent employment.

D) voluntary reduction in pay plan.

E) voluntary time off with reduction in pay.

Answer: D Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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41) An alternative to layoffs in which some employees agree to take time off in order to reduce the employer's payroll and avoid the need for a layoff is called A) voluntary reduction in pay with time off.

B) voluntary time off.

C) contingent employment.

D) bumping with time off.

E) a ring-of-defence.

Answer: B Diff: 1 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

42) One way to avoid layoffs is to hire temporary supplemental employees with the understanding that their work is of a temporary nature where they may be laid off at any time. These temporary employees are called A) continuous employees.

B) temporary employee defence.

C) the rings-of-defence.

D) voluntary employees.

E) contingent employees.

Answer: E Diff: 3 Page Ref: 273 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

43) The process of reducing, usually dramatically, the number of people employed by the firm is referred to as A) division of work.

B) reengineering.

C) downsizing.

D) job specialization.

E) mass layoffs.

Answer: C Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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44) Some companies are managing the labour shortage created by retiring employees by A) offering "retirees on call" programs.

B) offering bonuses to employees about to retire to stay on past normal retirement age.

C) contracting out work performed by retiring employees.

D) hiring younger workers who are able to work harder and longer hours than the older employees they are replacing.

E) making greater use of information technology to automate functions performed by retiring employees.

Answer: A Diff: 2 Page Ref: 268 Skill: Recall Objective: LO-2 Discuss the drivers and outcomes of each turnover method.

45) Retirement education and planning firms provide services including all of the following EXCEPT A) computer training.

B) relationship issues.

C) lifestyle goals.

D) health issues.

E) financial planning.

Answer: A Diff: 2 Page Ref: 268 Skill: Recall Objective: LO-2 Discuss the drivers and outcomes of each turnover method.

46) To increase employee engagement, many firms A) give employees extensive data on the performance of and prospects for their operations.

B) encourage employees to form relationships with each other outside of work.

C) give top-performing employees extra perks and raises.

D) ensure there is gender equity in all of their employment policies.

E) ensure that employees performing at a below-average level are effectively disciplined.

Answer: A Diff: 1 Page Ref: 274 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

47) Some firms give employees extensive data on the performance of and prospects for their operation, in order to make employees feel committed.

Answer: TRUE Diff: 2 Page Ref: 274 Skill: Recall Objective: LO-6 Explain various techniques for ensuring effective employee communication in organizations to help manage turnover.

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48) A system of progressive discipline usually involves warnings (verbal and written), suspensions (paid and/or unpaid), and discharge.

Answer: TRUE Diff: 3 Page Ref: 270 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

49) An effective disciplinary process is one where there are no appeals because the process is fair.

Answer: FALSE Diff: 3 Page Ref: 270 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

50) The fundamental question at the heart of "just cause" is whether an employee has irreparably harmed the employment relationship to the point that it would be unreasonable to expect the employer to continue the employment relationship.

Answer: TRUE Diff: 1 Page Ref: 269 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

51) Leading or participating in an effort to undermine and remove the boss from power would not be considered an act of insubordination.

Answer: FALSE Diff: 1 Page Ref: 271 Skill: Recall Objective: LO-5 Discuss the three foundations of a fair and just disciplinary process.

52) The steps in a termination interview include planning the interview carefully, getting to the point, describing the situation, and doing the majority of talking.

Answer: FALSE Diff: 3 Page Ref: 277-278 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

53) Group termination laws require employers who are terminating a large group of employees to give them more notice than required upon termination of an individual employee.

Answer: TRUE Diff: 1 Page Ref: 272 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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54) A layoff refers to a situation when there is a permanent shortage of work for employees and management does not intend to recall the employees for work as it becomes available.

Answer: FALSE Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

55) Alternatives to layoffs include voluntary reduction in pay plans, voluntary time off, and the use of contingent employees.

Answer: TRUE Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

56) Firms are now providing pre-retirement counselling to employees who are about to retire, covering matters such as financial planning, relationship issues, and health issues.

Answer: TRUE Diff: 2 Page Ref: 268 Skill: Recall Objective: LO-2 Discuss the drivers and outcomes of each turnover method.

57) Identify and briefly describe three foundations of a fair and just discipline process.

Answer: Nine points total—up to 3 points each for accurate identification and description of:1. Rules and Regulations2. Progressive Discipline3. Appeals process Diff: 1 Page Ref: 270 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

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58) Identify and briefly describe the six steps to be followed in a termination interview.

Answer: Two points each for accurate identification and description of the six steps:Step 1: Plan the Interview - Carefully schedule the meeting on a day early in the week, and try to avoid Fridays, pre-holidays, and vacation times. - Have the employee agreement, human resources file, and release announcement (internal and external) prepared in advance. - Be available at a time after the interview in case questions or problems arise, and have phone numbers ready for medical or security emergencies. Step 2: Get to the Point - As soon as the employee arrives, give the person a moment to get comfortable and then inform him or her of the decision.Step 3: Describe the Situation Briefly - In three or four sentences, explain why the person is being let go. - For instance, "Production in your area is down 4 percent and we are continuing to have quality problems. We have talked about these problems several times in the past three months and the solutions are not being followed through. We have to make a change." - Remember to describe the situation rather than attacking the employee personally.Step 4: Listen - It is important to continue the interview until the person appears to be talking freely and reasonably calmly about the reasons for his or her termination and the severance package that he or she is to receive.Step 5: Review All Elements of the Severance Package - Describe severance payments, benefits, and the way in which references will be handled. However, under no conditions should any promises or benefits beyond those already in the severance package be implied - The termination should be complete when the person leaves.Step 6: Identify the Next Step - The terminated employee may be disoriented, so explain where he or she should go on leaving the interview. - Remind the person whom to contact at the company regarding questions about the severance package or references.

Diff: 2 Page Ref: 277-278 Skill: Recall Objective: LO-7 Explain the six steps in the termination interview.

59) Identify the three conditions that should be present when a layoff occurs.

Answer: Three points each for accurate identification and description of:1. No work available2. Management expects the work shortage to be temporary3. Management intends to recall the employees when work is available Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, layoffs, and terminations.

60) In times when there is a work shortage, what alternatives to layoff are available for employers to consider? In your answer, indicate why an employer might consider alternatives to layoff and identify and describe three alternatives.

Answer: One point—an employer might consider alternatives if the employees are highly skilled and difficult to find and/or if the employer has a significant investment in their training. Up to 3 points each for accurate identification of any three of vacation accrual usage, unpaid leaves of absence (voluntary time off), hiring contingent employees on contract, voluntary wage reductions, or work sharing.

Diff: 2 Page Ref: 271 Skill: Recall Objective: LO-3 Analyze important HR considerations in ensuring fairness in dismissals, Copyright © xxxx Pearson Canada Inc., Toronto, Canada ccxxxiii

layoffs, and terminations.

Management of Human Resources, 5e (Dessler et al.)

Chapter 12 Labour Relations 1) The term labour-management relations refers to A) the process of administering a collective agreement.

B) relations between union members.

C) the process of labour-management contract negotiations and the process of administering a collective agreement.

D) the process of contract negotiations.

E) relations between front line managers and employees only.

Answer: C Diff: 2 Page Ref: 302 Skill: Applied Objective: LO-1 Discuss the key elements of Canada's labour laws.

2) The negotiations that take place between a labour union and an employer to arrive at a mutually acceptable collective agreement are known as A) collective bargaining.

B) contract bargaining.

C) union organizing.

D) contract ratification.

E) contract administration.

Answer: A Diff: 2 Page Ref: 283 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

3) In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.

A) union suppression approach B) union substitution approach C) proactive human resources approach D) union avoidance strategy E) union acceptance strategy Answer: E Diff: 2 Page Ref: 283 Skill: Applied Objective: LO-2 Outline the five steps in the labour relations process.

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4) Bargaining has commenced at the Airport Authority in Vancouver. The management bargaining team has as its mandate to strive for a mutually acceptable collective agreement. This is an example of A) union avoidance strategy.

B) labour relations strategy.

C) proactive human resources approach.

D) union substitution approach.

E) union acceptance strategy.

Answer: E Diff: 2 Page Ref: 283 Skill: Applied Objective: LO-2 Outline the five steps in the labour relations process.

5) Specific strategies adopted by organizations using the union substitution approach include A) pay, benefits, and working conditions equal to or better than those in unionized firms.

B) preventing a union from gaining a foothold.

C) avoiding a union at all costs.

D) accepting collective bargaining as an appropriate mechanism for establishing terms and conditions of employment.

E) viewing the union as the legitimate representative of the firm's employees.

Answer: A Diff: 3 Page Ref: 283 Skill: Applied Objective: LO-2 Outline the five steps in the labour relations process.

6) Becoming so responsive to employees' needs that there is no incentive for unionization is associated with which approach to labour relations?

A) positive labour relations B) union substitution C) union suppression D) union acceptance E) union avoidance Answer: B Diff: 2 Page Ref: 283 Skill: Applied Objective: LO-2 Outline the five steps in the labour relations process.

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7) An organizing drive has begun at a busy branch of a bank. The managers wish to avoid a union at all costs. This approach to labour relations is A) tough bargaining.

B) union suppression.

C) union substitution.

D) union acceptance.

E) union avoidance.

Answer: B Diff: 2 Page Ref: 283 Skill: Applied Objective: LO-2 Outline the five steps in the labour relations process.

8) Canada's labour laws have two general purposes, which are A) balancing the rights of the public and protection of public welfare.

B) protecting union rights and management rights.

C) providing a common set of rules for fair negotiations and protecting public interest.

D) specifying management rights and union rights.

E) ensuring the right to unionize or remain union-free.

Answer: C Diff: 2 Page Ref: 283 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

9) Common characteristics among labour relations legislation in all Canadian jurisdictions include all of the following EXCEPT A) a minimum term of six months for all collective agreements.

B) procedures that must be followed by one or both parties before a strike or lockout is legal.

C) the requirement that disputes over matters arising from interpretation of the collective agreement be settled by binding arbitration.

D) establishment of a labour relations board or the equivalent.

E) prohibition of strikes or lockouts during the life of a collective agreement.

Answer: A Diff: 2 Page Ref: 283-284 Skill: Applied Objective: LO-1 Discuss the key elements of Canada's labour laws.

10) Each of the following is a component of business unionism EXCEPT A) lobbying for legislative changes pertaining to security issues and working conditions.

B) seeking greater job security.

C) negotiating for better pay and benefits.

D) achieving better working conditions.

E) There are no exceptions listed above.

Answer: E Diff: 2 Page Ref: 284 Skill: Applied Objective: LO-1 Discuss the key elements of Canada's labour laws.

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11) Convincing politicians of the need for stricter and more comprehensive health and safety legislation is most closely associated with A) pre-strike activity.

B) social unionism.

C) information picketing.

D) political unionism.

E) business unionism.

Answer: E Diff: 2 Page Ref: 284 Skill: Applied Objective: LO-1 Discuss the key elements of Canada's labour laws.

12) Speaking out on proposed legislative reforms is most closely associated with A) social unionism.

B) business unionism.

C) pre-strike activity.

D) political unionism.

E) information picketing.

Answer: A Diff: 2 Page Ref: 284 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

13) An association of persons performing a certain type of skill or trade is called A) an independent local union.

B) a provincial federation of labour.

C) a craft union.

D) an international union.

E) an industrial union.

Answer: C Diff: 1 Page Ref: 284 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

14) The labour organization that, traditionally, represented all workers eligible for union membership in a particular company or industry, irrespective of the type of work performed, is A) a craft union.

B) an industrial union.

C) an independent local union.

D) a provincial federation of labour.

E) a local/district labour council.

Answer: B Diff: 2 Page Ref: 284 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

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15) A labour union with branches and members in both Canada and the United States, the head office of which is in the United States, is known as A) a member of the AFL-CIO. B) a regional union.

C) a national union.

D) an international union.

E) an industrial union.

Answer: D Diff: 2 Page Ref: 285 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

16) Which of the following statements is TRUE about the AFL-CIO and CLC? A) The AFL-CIO is the major central labour organization in Canada.

B) The purpose of the CLC is social reform.

C) The AFL-CIO and CLC operate independently, and have no common interests.

D) Most international and national unions belong to the CLC. E) The local/district labour councils belong to both the CLC and AFL-CIO. Answer: D Diff: 3 Page Ref: 285 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

17) The CNTU is the A) largest chartered local union in Canada.

B) Quebec counterpart of the CLC. C) American counterpart of the CLC. D) parent union of the CLC. E) parent union of the Ontario Federation of Labour.

Answer: B Diff: 3 Page Ref: 285 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

18) A union steward is A) a union member who is appointed by management to act as the union representative.

B) a union member elected by workers in a particular area of a firm to act as their union representative.

C) a union member elected by management to act as the union representative.

D) a union member working with an airline.

E) a management member elected by workers in an area of a firm to act as their union representative.

Answer: B Diff: 2 Page Ref: 285 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

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19) The most important part of the union structure for human resources managers is the A) national union.

B) local.

C) provincial/territorial federation of labour.

D) local/district labour council.

E) central or regional office.

Answer: B Diff: 2 Page Ref: 285 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

20) Factors accounting for union membership trends in Canada include all of the following EXCEPT A) more effective HR practices in non-unionized firms.

B) the increase in service sector.

C) a decline in employment in industries that have traditionally been highly unionized.

D) increase in white-collar jobs.

E) none, there are no exceptions listed above.

Answer: E Diff: 2 Page Ref: 286 Skill: Applied Objective: LO-1 Discuss the key elements of Canada's labour laws.

21) In order to broaden their appeal to white-collar workers, unions have A) heavily promoted wage gains for blue collar workers to white collar workers.

B) changed the style of clothes they wear when they meet with white collar workers.

C) taken out ads in magazines and online publications most often read by white collar workers.

D) changed their focus and bargaining priorities to include issues important for white collar workers.

E) rebranded their names to make them sound like organizations white collar workers would want to join (like the Canadian Office and Professional Employees Union or COPE).

Answer: D Diff: 2 Page Ref: 288 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

22) The labour relations process consists of ________ steps, as outlined in the text.

A) 5 B) 3 C) 8 D) 7 E) 6 Answer: A Diff: 2 Page Ref: 288 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada ccxl

Objective: LO-2 Outline the five steps in the labour relations process.

23) Workers primarily seek unionization when A) they are dissatisfied and believe that it is only through collective action that the factors causing dissatisfaction can be changed.

B) they are unhappy with the location of the firm.

C) they primarily want career advancement.

D) a union organizer convinces them of the benefits of unionization.

E) they are extremely dissatisfied.

Answer: A Diff: 2 Page Ref: 290 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

24) During a union organizing drive, the employer is permitted to A) shut down operations to avoid unionization.

B) give bonuses to employees for leading a campaign to counteract the union campaign.

C) participate in union formation by organizing one in advance.

D) discipline an employee for wanting to join the union.

E) forbid the distribution of union literature on company property.

Answer: E Diff: 3 Page Ref: 291 Skill: Applied Objective: LO-3 Describe the five steps in a union organizing campaign.

25) Steps in the unionizing process typically include all of the following EXCEPT A) an all-out public campaign.

B) the outcome: certification, recognition, or rejection.

C) formation of an in-house organizing committee.

D) employee/union contact.

E) a vote.

Answer: A Diff: 3 Page Ref: 290 Skill: Applied Objective: LO-3 Describe the five steps in a union organizing campaign.

26) A full-time employee of the union, whose role is to plan and execute union membership recruitment campaigns, is known as A) a union organizer.

B) a regional representative.

C) a chief steward.

D) a business agent.

E) the local president.

Answer: A Diff: 1 Page Ref: 290 Skill: Recall Objective: LO-3 Describe the five steps in a union organizing campaign.

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27) Who is responsible for contacting employees, presenting the case for unionization, and signing up members?

A) the in-house organizing committee B) the union organizer C) the regional representative D) the business agent E) the president of the local/district labour council Answer: A Diff: 2 Page Ref: 290 Skill: Recall Objective: LO-3 Describe the five steps in a union organizing campaign.

28) Under the law, employers are granted the right to do all of the following in response to a unionization attempt EXCEPT A) require employees to attend sessions at which their position is presented.

B) state their position regarding the desirability of remaining non-union.

C) express their views and opinions regarding unions.

D) prohibit distribution of union literature on their own property on company time.

E) increase wages, make promotions, and take other HR actions, as long as they would do so during the normal course of business.

Answer: A Diff: 2 Page Ref: 290-291 Skill: Recall Objective: LO-3 Describe the five steps in a union organizing campaign.

29) Which of the following statements is TRUE about regular certification?

A) To gain certification, the voting results must indicate that more than 20 percent of the potential bargaining unit members are in support of the union.

B) The majority of union certifications in Canada are based on the results of a secret ballot vote.

C) Automatic certification is permitted in all Canadian jurisdictions.

D) Signed authorization cards along with an application for certification are required.

E) The evidence of support required to apply for certification ranges from 40 to 50 percent depending on jurisdiction.

Answer: D Diff: 3 Page Ref: 292 Skill: Recall Objective: LO-4 Outline the three ways to obtain union recognition.

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30) All of the following statements about union certification are true EXCEPT that A) if a union loses a representation vote, another election cannot be held among the same employees for at least a year.

B) representation votes are supervised by the LRB (or equivalent).

C) in those jurisdictions with automatic certification, if the level of support is not sufficient for such certification, but is above a specified minimum level, the LRB (or equivalent) will order a representation vote.

D) in most jurisdictions, LRBs can grant automatic certification.

E) in all jurisdictions, in order for a union to be certified, more than 50 percent of the potential bargaining unit members must be in support of the union.

Answer: E Diff: 3 Page Ref: 292 Skill: Recall Objective: LO-4 Outline the three ways to obtain union recognition.

31) An alternative mechanism for certification, used in situations in which there is evidence of irregularities early in an organizing campaign such as unfair management practices, is known as A) voluntary recognition.

B) arbitrated certification.

C) a representation vote.

D) a pre-hearing vote.

E) automatic certification.

Answer: D Diff: 1 Page Ref: 292 Skill: Recall Objective: LO-4 Outline the three ways to obtain union recognition.

32) The process whereby a union is legally deprived of its official recognition as the exclusive bargaining agent for a group of employees is known as A) decertification due to fraud.

B) voluntary decertification.

C) decertification.

D) automatic decertification.

E) termination of a voluntarily-recognized union.

Answer: C Diff: 2 Page Ref: 293 Skill: Recall Objective: LO-4 Outline the three ways to obtain union recognition.

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33) All of the following statements about termination of bargaining rights are true EXCEPT that A) a union is automatically decertified when a collective agreement is not negotiated within one year of certification.

B) it is possible for a labour union to notify the LRB (or equivalent) that it no longer wishes to represent the employees in a particular bargaining unit.

C) members may apply for decertification if they are dissatisfied with the performance of a union.

D) the decertification process generally involves a secret-ballot election.

E) generally, members may apply for decertification if the union has failed to negotiate a collective agreement within one year of certification.

Answer: A Diff: 2 Page Ref: 293 Skill: Applied Objective: LO-4 Outline the three ways to obtain union recognition.

34) The process by which a formal collective agreement is established between labour and management is known as A) contract ratification.

B) collective bargaining.

C) conciliation.

D) contract bargaining.

E) collective negotiating.

Answer: B Diff: 1 Page Ref: 293 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

35) The final outcome of the collective bargaining process is shaped, to a large extent, by A) the number of bargaining team members.

B) the quality of pre-negotiations planning.

C) the skill of the negotiations.

D) the legislative context.

E) the choice of bargaining representatives.

Answer: B Diff: 2 Page Ref: 313 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

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36) During preparation for negotiations, unions generally hold a meeting that is open to all bargaining unit members at which A) individual members have the opportunity to suggest items for inclusion in union demands.

B) union strategic plans are discussed.

C) members submit written proposals.

D) management presents its proposals.

E) information is given by the business agent.

Answer: A Diff: 2 Page Ref: 293 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

37) The area defined by the resistance points of each side, in which compromise is possible, as is the attainment of a settlement satisfactory to both parties, is known as the A) distributive bargaining range.

B) bargaining range.

C) area of potential settlement.

D) bargaining zone.

E) settlement range.

Answer: D Diff: 1 Page Ref: 295 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

38) The bargaining zone is between A) Party A's resistance point and Party B's target point.

B) Party B's resistance point and Party A's resistance point.

C) Party A's target point and Party B's target point.

D) Party B's resistance point and Party B's target point.

E) Party B's resistance point and Party A's target point.

Answer: B Diff: 3 Page Ref: 295 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

39) The approach to bargaining often typified as "win-lose" is known as A) concessionary.

B) productivity.

C) interest-based.

D) distributive.

E) integrative.

Answer: D Diff: 2 Page Ref: 295 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

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40) The approach that is appropriate when dealing with monetary issues, but may be used when there is a history of distrust and adversarial relations, is known as ________ bargaining.

A) distributive B) productivity C) concessionary D) mutual gains E) integrative Answer: A Diff: 2 Page Ref: 295 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

41) Which type of bargaining is characterized by three distinct components: the initial point, the target point, and the resistance point?

A) concessionary B) productivity C) mutual gains D) integrative E) distributive Answer: E Diff: 1 Page Ref: 295 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

42) A negotiating strategy in which the possibility of win-win, lose-win, and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving, is known as ________ bargaining.

A) integrative B) mutual gains C) concessionary D) distributive E) interest-based Answer: A Diff: 2 Page Ref: 296 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

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43) Wage rates and vacation entitlements are more likely to be fixed-sum issues that are handled by ________ bargaining.

A) productivity B) concessionary C) interest-based D) distributive E) mutual gains Answer: D Diff: 2 Page Ref: 296 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

44) The objective of ________ bargaining is to establish a creative negotiating relationship that benefits labour and management.

A) productivity B) integrative C) mutual gains D) distributive E) concessionary Answer: B Diff: 2 Page Ref: 296 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

45) Bargaining that is aimed at seeking win-win solutions to labour relations issues is ________ bargaining.

A) productivity B) integrative C) union acceptance D) mutual gains E) distributive Answer: D Diff: 2 Page Ref: 296 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

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46) Which of the following statements about ratification is FALSE? A) In some jurisdictions, ratification is required by law.

B) If any of the bargaining unit members vote in favour of the proposal, it replaces any prior agreement.

C) The results of a ratification vote have a significant impact.

D) If the proposed collective agreement is rejected, a strike is the inevitable result.

E) When a ratification vote is held, all members of the bargaining unit, whether or not they are trade union members, have the right to cast a ballot.

Answer: D Diff: 2 Page Ref: 297 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

47) The memorandum of settlement is A) management's agreement to bargain with the union.

B) a summary of terms and conditions agreed to by the parties.

C) a proposal for negotiation.

D) the signed collective agreement.

E) the union's agreement to bargain with management.

Answer: B Diff: 2 Page Ref: 297 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

48) The use of a neutral third party to assist an organization and the union representing a group of its employees to come to a mutually satisfactory collective agreement is known as A) interest arbitration.

B) rights arbitration.

C) mediation.

D) conciliation.

E) LRB intervention.

Answer: D Diff: 2 Page Ref: 297 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

49) A favourable strike vote means A) a strike will occur within a specified period of time.

B) going on strike would not involve a high risk.

C) an advantage for management.

D) a strike is inevitable.

E) management may be more willing to make concessions.

Answer: E Diff: 3 Page Ref: 298 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

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50) Each of the following statements about lockouts is true EXCEPT that A) they put pressure on the union negotiating team to agree to the terms and conditions offered by management.

B) they are legally permissible in only a few Canadian jurisdictions.

C) they can damage an organization's public image.

D) they may have a negative impact on nonstriking employees.

E) lockouts are not a widely used strategy in Canada.

Answer: B Diff: 1 Page Ref: 299 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

51) The imposition of the final terms of a collective agreement occurs through the process known as A) mediation-arbitration.

B) rights arbitration.

C) arbitration.

D) final offer selection.

E) interest arbitration.

Answer: E Diff: 1 Page Ref: 300 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

52) The process involved in settling a dispute when special legislation is passed ordering striking or locked-out employees back to work is known as A) final offer selection.

B) mediation-arbitration.

C) rights arbitration.

D) arbitration.

E) interest arbitration.

Answer: E Diff: 2 Page Ref: 300 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

53) Situations in which interest arbitration may be involved include all of the following EXCEPT A) negotiations involving firefighters in most jurisdictions.

B) negotiations involving police officers in most jurisdictions.

C) negotiations involving public servants in some jurisdictions.

D) negotiations involving nursing home employees in most jurisdictions.

E) none, there are no exceptions listed above.

Answer: E Diff: 2 Page Ref: 300 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada ccl

Objective: LO-5 Describe the three steps in the collective bargaining process.

54) The section of the collective agreement that identifies the recognized trade union and clarifies its rights and responsibilities as the exclusive bargaining agent for the employees in the bargaining unit, is known as the ________ clause.

A) union recognition B) union rights C) union security D) bargaining unit descriptor E) union exclusivity Answer: A Diff: 1 Page Ref: 320 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

55) The most restrictive form of union security is known as a(n) A) open shop.

B) maintenance-of-membership.

C) union shop.

D) dues shop.

E) closed shop.

Answer: E Diff: 1 Page Ref: 300 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

56) A type of union security arrangement in which union membership and dues payment are mandatory conditions of employment is known as A) maintenance-of-membership.

B) closed shop.

C) the Rand formula.

D) union shop.

E) dues shop.

Answer: D Diff: 2 Page Ref: 301 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

57) Which type of union security arrangement recognizes the fact that the union must represent all employees in the bargaining unit, whether or not they choose to belong to the union?

A) open shop B) union shop C) closed shop D) the Rand formula E) maintenance-of-membership Answer: D Copyright © xxxx Pearson Canada Inc., Toronto, Canada ccli

Diff: 3 Page Ref: 301 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

58) A type of security arrangement in which the individuals who were bargaining unit members at the time of certification are NOT obliged to join the union is referred to as a A) modified union shop.

B) dues shop.

C) maintenance-of-membership arrangement.

D) Rand Formula.

E) union shop.

Answer: A Diff: 2 Page Ref: 301 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

59) Any rights not limited by the management rights clause are A) negotiable.

B) known as management prerogatives.

C) reserved to management.

D) known as union prerogatives.

E) reserved to the union.

Answer: C Diff: 2 Page Ref: 301 Skill: Applied Objective: LO-5 Describe the three steps in the collective bargaining process.

60) Managers often prefer to place greater weight on ________, while unions want more emphasis placed on ________.

A) attitude; seniority B) ability/merit; seniority C) certification; merit D) physical ability; merit E) loyalty; seniority Answer: B Diff: 2 Page Ref: 302 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

61) The group of employees in a firm, plant, or industry that has been recognized by an employer or certified by a LRB as appropriate for collective bargaining purposes is known as a labour union.

Answer: TRUE Diff: 3 Page Ref: 283 Skill: Recall Objective: LO-1 Discuss the key elements of Canada's labour laws.

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62) Collective bargaining is the negotiations that take place between management and employees directly.

Answer: FALSE Diff: 2 Page Ref: 283 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

63) The basis of a firm's labour relations strategy is the decision to accept or avoid unions.

Answer: TRUE Diff: 1 Page Ref: 283 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

64) The primary goal of the labour unions active in Canada is to obtain job security for their members.

Answer: FALSE Diff: 2 Page Ref: 288 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

65) Global competition is forcing employers to become more militant and causing unions to struggle to maintain their influence at the bargaining table.

Answer: TRUE Diff: 2 Page Ref: 285 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

66) Union membership in Canada has been declining rapidly as a percentage of both the civilian labour force and non-agricultural paid workers.

Answer: FALSE Diff: 2 Page Ref: 285 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

67) In preparation for bargaining, unions generally hold a meeting that is open to all bargaining unit members, at which individuals have the opportunity to suggest items for inclusion in union's demands.

Answer: TRUE Diff: 2 Page Ref: 290 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

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68) An offsite setting is preferred for negotiations because it minimizes disruptions, interruptions, and misinterpretations.

Answer: TRUE Diff: 1 Page Ref: 314 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

69) The actual settlement range in contract negotiations generally lies in the bargaining zone, between management's target and resistance points.

Answer: TRUE Diff: 3 Page Ref: 295 Skill: Recall Objective: LO-5 Describe the three steps in the collective bargaining process.

70) Identify and briefly describe the five steps of the labour relations process.

Answer: Up to 2 points each for accurate identification and description of:1. Employees decide to seek collective representation2. Union organizing campaign3. Union is recognized as the bargaining agent4. Collective bargaining5. Ongoing contract administration Diff: 2 Page Ref: 288-290 Skill: Recall Objective: LO-2 Outline the five steps in the labour relations process.

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71) Discuss in detail any two aspects of the impact of unionization on HRM. Answer: Up to 5 points each for accurate discussion of any two of the following:Organizational Structure - Once an organization is unionized, the HR department is typically expanded by the addition of an LR specialist or section. In a large firm with a number of bargaining units, human resources and labour relations may form two divisions within a broader department, often called industrial relations or labour relations.Management Decision Making - Union leaders are typically involved in decisions pertaining to any issues that will affect bargaining unit members, such as subcontracting of work, productivity standards, and job content. While management continues to claim exclusive rights over certain matters, union leaders may challenge these rights.Centralization of Record Keeping and Standardization of Decision Making Unionization generally results in greater centralization of employee record keeping and standardization of decision making to ensure equity, consistency, and uniformity. For example, more centralized coordination is typically required in the enforcement of HR policies and procedures, which creates an expanded role for members of the LR department, as does the increased need for documentation to support decisions.Supervisory Authority and Responsibility - The major impact of unionization is at the first-line level, since it is the supervisors who are responsible for day-to-day contract administration. Greater standardization of decision making and centralization of record keeping may lead supervisors to feel they have lost some of their authority, which can cause resentment, especially since they inevitably find that unionization results in an increase in their responsibilities.Supervisors are often required to produce more written records than ever before, since documentation is critical at grievance and arbitration hearings. They must ensure that all of their decisions and actions are in accordance with the terms of the collective agreement. Even decisions that abide by the agreement may be challenged by the union.

Diff: 3 Page Ref: 291 Skill: Recall Objective: LO-7 Describe the impact that unionization has had on human resources management.

72) Jaime's company has just been unionized by the Canadian Auto Workers. None of the supervisors has worked in a unionized company before and Jaime has to outline the grievance procedure for the supervisors. Provide an outline of the entire grievance/arbitration process for Jaime to use that includes a description of each step.

Answer: Up to 2.5 points each for accurate description of the four steps:1. Written grievance submitted to supervisor, supervisor decides and, if rejected,2. Grievance is taken forward by the union to the HRM professional for a decision and, if rejected by the union,3. Grievance is taken forward to senior management for a decision, which, if rejected, goes to4. Binding arbitration Diff: 2 Page Ref: 303 Skill: Applied Objective: LO-6 Explain the typical steps in a grievance procedure.

Management of Human Resources, 5e (Dessler et al.)

Chapter 13 Managing Human Resources in a Global Business Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclv

1) Workforce mobility programs focus on A) overcoming barriers to entry to the workforce for persons with disabilities.

B) sustainable ways of enabling employees to get to/from the workplace.

C) managing the human resources functions for employees working outside of head office region.

D) finding jobs for employees who are facing layoff or downsizing.

E) enabling workers from foreign countries to find work in Canada.

Answer: C Diff: 2 Page Ref: 309 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

2) As a result of globalization, companies based in Canada with international operations A) must cut costs in Canada to remain profitable.

B) tend to relocate the head office to a jurisdiction where they pay less tax.

C) relocate employees overseas on a regular basis.

D) have more than one "official" language.

E) are often targets for companies wanting to merge and gain access to Canadian markets.

Answer: C Diff: 1 Page Ref: 309 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

3) When sending employees abroad, employers must address practical issues such as A) knowledge dissemination.

B) developing talent on a global basis.

C) deployment.

D) naturalization.

E) assignment letters.

Answer: E Diff: 2 Page Ref: 312 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

4) The number one concern when it comes to employee relocation is A) cost projections.

B) candidate assessment.

C) relocation assistance.

D) family issues.

E) candidate selection.

Answer: D Diff: 1 Page Ref: 312 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclvi

Objective: LO-3 Explain how to improve global assignments through employee selection.

5) Brian is the director of HR for a global software development company. He is advising the director of sales about which of the sales managers to send to lead the sales department in India. Which of the following are key traits Brian should consider in advising on the best candidate for the expatriate assignment?

A) agreeableness B) interpersonal skills and cultural sensitivity C) cultural sensitivity only D) interpersonal skills, cultural sensitivity, and flexibility E) There are no specific traits that are helpful to consider.

Answer: D Diff: 2 Page Ref: 312 Skill: Applied Objective: LO-3 Explain how to improve global assignments through employee selection.

6) "Expatriate failure" is A) failure to recover cost of investment on an expatriate.

B) rare.

C) repatriation.

D) re-assimilating the expatriate.

E) early return from an expatriate assignment.

Answer: E Diff: 1 Page Ref: 313 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

7) The most likely destination for a foreign assignment today is A) Brazil.

B) Mexico.

C) Singapore.

D) Russia.

E) the People's Republic of China.

Answer: E Diff: 2 Page Ref: 313 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

8) Wide-ranging customs that vary from country to country demanding corresponding differences in HR practices among a company's foreign subsidiary are A) cultural differences.

B) trade deficits.

C) balance of payments.

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D) trade surpluses.

E) foreign trade.

Answer: A Diff: 3 Page Ref: 310 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

9) The extent to which the less influential members of institutions accept and expect that power will be distributed unequally is referred to as A) power distance.

B) political differences.

C) need for power.

D) religious practices.

E) legal distinctions.

Answer: A Diff: 2 Page Ref: 310 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

10) The degree to which ties between persons are normally loose rather than close is known as A) individualism vs. collectivism.

B) religious vs. sacrimonious practices.

C) legal practices vs. bribery.

D) loose-tight tension.

E) mercantilism vs. trade isolation.

Answer: A Diff: 2 Page Ref: 310 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

11) The following are all factors that demand adapting personnel policies and procedures to the differences among countries in which subsidiaries are based EXCEPT A) industrial relations factors.

B) import tax rates.

C) cultural factors.

D) economic factors.

E) labour cost factors.

Answer: B Diff: 2 Page Ref: 310-311 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

12) It is suggested that HR staff members in a foreign subsidiary are best drawn from A) parent-country citizens.

B) third-country nationals.

C) locals.

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D) home-country citizens.

E) host-country citizens.

Answer: D Diff: 2 Page Ref: 315 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

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13) In socialist countries, HR practices tend to shift toward preventing unemployment, even at the cost of A) freedom of expression.

B) civil liberties.

C) efficiency.

D) long-range planning.

E) career development.

Answer: C Diff: 2 Page Ref: 310 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

14) High labour costs can require a focus on efficiency and on human resource practices aimed at improving A) absenteeism rates.

B) selection practices.

C) employee turnover.

D) grievance procedures.

E) employee performance.

Answer: E Diff: 3 Page Ref: 311 Skill: Applied Objective: LO-2 Describe the influence of intercountry differences on the workplace.

15) The relationship between the worker, the employer, and the labour union is referred to as A) reengineering of work.

B) empowerment of employees.

C) human resources management.

D) production management.

E) industrial relations.

Answer: E Diff: 1 Page Ref: 311 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

16) The process whereby employees have a legal right to a voice in setting company policies is A) reengineering of work.

B) codetermination.

C) joint venturing.

D) career development.

E) strategic alliance.

Answer: B Diff: 2 Page Ref: 311 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclx

Objective: LO-2 Describe the influence of intercountry differences on the workplace.

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17) Brian is the director of HR for a car manufacturer. He must advise the VP of operations as to whether the plant manager in India should be a local employee or an expatriate manager. Which of the following includes the advantages of hiring local talent for this role?

A) It is generally less expensive.

B) It is generally less expensive and expatriates may emphasize short-term projects.

C) Expatriates may emphasize short-term projects.

D) It is generally less expensive and the corporation may be viewed locally as a "better citizen."

E) Local talent is likely to have greater management experience.

Answer: D Diff: 3 Page Ref: 316 Skill: Applied Objective: LO-3 Explain how to improve global assignments through employee selection.

18) Human resources managers must consider the impact of intercountry differences on human resource operations conducted A) across Canada.

B) intrafirm.

C) domestically.

D) globally.

E) locally.

Answer: D Diff: 1 Page Ref: 328 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

19) Canadian companies have reported low failure rates for employees on foreign assignments relative to other countries, particularly A) Sweden.

B) Germany.

C) the United States.

D) Japan.

E) Britain.

Answer: C Diff: 2 Page Ref: 314 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

20) U.S. multinational companies experience expatriate assignment failure rates of A) 40%-50%.

B) 5% and under.

C) 30%-40%.

D) 15%-25%.

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E) 10%-20%.

Answer: A Diff: 1 Page Ref: 313 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

21) The primary reason for expatriate failure is NOT inadequate technical competence, but A) lack of skilled personnel.

B) inability to cope with overseas production.

C) language barriers.

D) personal or family problems.

E) difficulty of the new assignment.

Answer: D Diff: 2 Page Ref: 313 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

22) Some organizations have moved away from full-scale relocation of an employee and his or her family to other alternatives including A) job sharing on foreign assignments.

B) short-term assignments instead of permanent relocations.

C) rotating foreign assignments.

D) dual households in the destination country.

E) frequent short-term business trips.

Answer: B Diff: 2 Page Ref: 333 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

23) The citizens of a country who have jobs in the home country are referred to as A) expatriates.

B) locals.

C) illegal immigrants.

D) home-country nationals.

E) third-country nationals.

Answer: B Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

24) The noncitizens of the countries in which they are working are referred to as A) expatriates.

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B) illegal aliens.

C) home-country nationals.

D) third-country nationals.

E) locals.

Answer: A Diff: 1 Page Ref: 309 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

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25) International managers who are citizens of a country other than the parent or the host country are called A) home-country nationals.

B) illegal aliens.

C) third-country nationals.

D) expatriates.

E) locals.

Answer: C Diff: 1 Page Ref: 334 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

26) The citizens of the host country are referred to as A) third-country nationals.

B) home-country nationals.

C) locals.

D) illegal immigrants.

E) expatriates.

Answer: C Diff: 1 Page Ref: 334 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

27) Expatriates represent a minority of managers; thus, most managerial positions are filled by A) third-country nationals.

B) illegal aliens.

C) second-country nationals.

D) locals.

E) home-county nationals.

Answer: D Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

28) The following are all reasons to rely on local, host-country management for filling a foreign subsidiary's management ranks EXCEPT A) the multinational corporation may be seen as a "better citizen."

B) lower costs incurred with expatriates.

C) preference of government for the "nativization" of local management.

D) preference of employees to not work in a foreign country.

E) lower costs incurred with local management.

Answer: B Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclxv

Diff: 3 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

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29) The major reason for using expatriates for staffing subsidiary operations is A) greater understanding of the foreign laws.

B) better relationships with local customers.

C) lower costs incurred with expatriates.

D) greater familiarity with culture.

E) technical competence.

Answer: E Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

30) Multinationals assign home-country nationals from their headquarters' staff abroad on the assumption that these managers are A) eager to face a new challenge.

B) familiar with customers abroad.

C) motivated to adapt to a new culture.

D) multilingual.

E) more likely to implement instructions from headquarters.

Answer: E Diff: 2 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

31) Multinational firms' top executives are often categorized in which of the following classes?

A) geocentric and ecocentric B) homocentric and polycentric C) polycentric and biocentric D) ethnocentric, homocentric, and multicentric E) ethnocentric, polycentric, and geocentric Answer: E Diff: 3 Page Ref: 334 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

32) The type of corporation where the prevailing attitude is that the home-country attitudes, management style, knowledge, evaluation criteria, and managers are superior to anything the host country may have to offer is known as a(n) A) ethnocentric organization.

B) geocentric organization.

C) homocentric business.

D) polycentric business.

E) multicentric corporation.

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Answer: A Diff: 1 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

33) The type of corporation where there is a conscious belief that only host-country managers can ever really understand the culture and behaviour of the host-country market is known as a(n) A) homocentric business.

B) multicentric corporation.

C) geocentric organization.

D) polycentric corporation.

E) ethnocentric organization.

Answer: D Diff: 2 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

34) The type of organization where it is assumed that management candidates must be searched for on a global basis because the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates is known as a(n) A) ethnocentric corporation.

B) homocentric business.

C) multicentric organization.

D) geocentric organization.

E) polycentric corporation.

Answer: D Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

35) The staffing policy in which all key management positions are filled by parentcountry nationals is known as A) homocentric.

B) ethnocentric.

C) polycentric.

D) geocentric.

E) multicentric.

Answer: B Diff: 3 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

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36) The following are all reasons for using ethnocentric policies in staffing subsidiaries EXCEPT A) lack of qualified host-country senior management talent.

B) tighter control.

C) transferring the parent firm's core competencies to a foreign subsidiary more expeditiously.

D) maintaining a diverse corporate culture.

E) maintaining a unified corporate culture.

Answer: D Diff: 2 Page Ref: 334 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

37) The policy in which the foreign subsidiary is staffed with host-country nationals and its home-office headquarters with parent-country nationals is known as A) geocentric.

B) polycentric.

C) ethnocentric.

D) multicentric.

E) homocentric.

Answer: B Diff: 1 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

38) Realtex, an international resort development company, has a staffing policy which seeks the best people for key jobs throughout the organization, regardless of nationality.

Realtex has what type of staffing policy?

A) polycentric B) geocentric C) multicentric D) homocentric E) ethnocentric Answer: B Diff: 2 Page Ref: 316 Skill: Applied Objective: LO-3 Explain how to improve global assignments through employee selection.

39) The following are all traits that managers should possess when assigned domestically and overseas in order to be successful EXCEPT A) adaptability.

B) relational skills.

C) technical skills.

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D) exploitive skills.

E) motivation.

Answer: D Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

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40) The training level that corresponds to raising awareness of cultural differences and their impact on business outcomes is A) Level 1.

B) Level 2.

C) Level 3.

D) Level 4.

E) Level 5.

Answer: A Diff: 3 Page Ref: 317 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

41) The training level that corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and influence behaviour is A) Level 1.

B) Level 2.

C) Level 3.

D) Level 4.

E) Level 5.

Answer: B Diff: 2 Page Ref: 317 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

42) Level 3 of the training of employees for global assignments is focused on A) the impact of cultural differences.

B) understanding how attitudes are formed.

C) factual knowledge of the target country.

D) language acquisition and adaptation skills.

E) non-verbal communication awareness.

Answer: C Diff: 2 Page Ref: 317 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

43) The training level that is focused on skill building in areas like language and adaptation skills is A) Level 1.

B) Level 2.

C) Level 3.

D) Level 4.

E) Level 5.

Answer: D Diff: 1 Page Ref: 317 Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclxxi

Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

44) The leading cause of expatriate "failures" is A) the maturity level of the expatriate.

B) the adaptability of the expatriate.

C) the inability of the expatriate's spouse to adjust.

D) compensation levels which do not adequately match the local living standards in the expatriate's assignment.

E) unsuitability for the assignment.

Answer: C Diff: 2 Page Ref: 320 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

45) One of the reasons Canadian managers are in demand across the globe is because A) Canada's living standards are relatively low compared to many European countries and the US. B) Canadians are widely perceived to be "nice people."

C) Canada's business schools produce managers who are among the very best in the world.

D) Canada's diverse ethnic makeup has produced a generation of business leaders who mix easily with different cultures.

E) many managers in Canada come from an ethnic background compatible with their expatriate assignment so they already are well-adapted to it.

Answer: D Diff: 2 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

46) The first step in ensuring the foreign assignee's success is A) screening.

B) job enrichment.

C) human resource planning.

D) succession planning.

E) job previews.

Answer: A Diff: 3 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

47) A process for ensuring success for managers in overseas assignments is A) occupational health and safety training.

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B) cross-cultural training.

C) job analysis.

D) performance appraisal.

E) job enrichment.

Answer: B Diff: 3 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

48) A four-level approach to special training for expatriate candidates includes training in all of the following EXCEPT A) attitudes and how they influence behaviour.

B) factual knowledge about the target country.

C) awareness of cultural differences.

D) family dynamics.

E) language, adjustment, and adaptation.

Answer: D Diff: 2 Page Ref: 317 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

49) The most common method for formulating expatriate pay, to equalize purchasing power across countries, is a technique known as the A) balance sheet approach.

B) balance of payments approach.

C) balanced pay approach.

D) income statement approach.

E) balance of trade method.

Answer: A Diff: 1 Page Ref: 318 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

50) The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses EXCEPT A) pay supplements.

B) job evaluation.

C) goods and services.

D) income taxes.

E) housing.

Answer: B Diff: 1 Page Ref: 318 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclxxiii

for international employees.

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51) In the balance sheet approach, base salary will normally be in the same range as the manager's A) performance appraisal.

B) foreign country salary.

C) home-country salary.

D) peers.

E) annual bonus.

Answer: C Diff: 2 Page Ref: 318 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

52) A payment made to compensate a manager for cultural and physical adjustments that he or she will have to make is called a(n) A) education allowance.

B) overseas bonus.

C) overseas incentive.

D) housing allowance.

E) mobility premium.

Answer: E Diff: 2 Page Ref: 318 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

53) An international compensation trend used to reward managers is A) an annual bonus.

B) a lump sum bonus.

C) a piece wage incentive.

D) variable pay.

E) perquisites.

Answer: D Diff: 3 Page Ref: 318 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

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54) International EAPs can treat common reactions to culture shock, including all the following EXCEPT A) chronic fatigue.

B) depression.

C) homesickness.

D) irritability.

E) marital stress.

Answer: A Diff: 1 Page Ref: 319 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

55) The expatriate performance appraisal process could be improved in any of the following ways EXCEPT A) weighing the evaluation more toward the on-site manager's appraisal than the homecountry manager's perceptions.

B) not appraising the expatriate manager on quantifiable criteria only, including others such as insight into the interdependencies of domestic and foreign operations.

C) modifying performance appraisal criteria to fit the overseas position.

D) using behaviourally anchored rating scales.

E) stipulating the assignment's difficulty level.

Answer: D Diff: 2 Page Ref: 319 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

56) Codetermination, or mandatory worker representation on an enterprise's board of directors, is especially prevalent in A) Japan.

B) Mexico.

C) Sweden.

D) Italy.

E) Germany.

Answer: E Diff: 1 Page Ref: 311 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

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57) The process of moving back to the parent company and country from the foreign assignment and returning to one's family and familiar surroundings is known as A) repatriation.

B) expatriation.

C) acclimatization.

D) confiscation.

E) reengineering.

Answer: A Diff: 1 Page Ref: 319 Skill: Recall Objective: LO-5 Describe the main considerations in repatriating employees from abroad.

58) Repatriation refers to the process of A) moving family back to the home country.

B) moving from one country to another.

C) moving home then back to the host country.

D) moving back to the parent company and country from the foreign assignment.

E) becoming a third-country national.

Answer: D Diff: 2 Page Ref: 319 Skill: Recall Objective: LO-5 Describe the main considerations in repatriating employees from abroad.

59) To reduce problems associated with repatriation, any of the following steps can be taken EXCEPT A) providing career counselling.

B) writing a repatriation agreement.

C) offering financial support.

D) assigning the employee to another international position.

E) assigning a sponsor.

Answer: D Diff: 2 Page Ref: 339 Skill: Recall Objective: LO-5 Describe the main considerations in repatriating employees from abroad.

60) Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.

Answer: TRUE Diff: 2 Page Ref: 309 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

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61) Management of the HR function in multinational companies is complicated enormously by the need to adapt HR policies and procedures to the differences among countries in which each subsidiary is based.

Answer: TRUE Diff: 2 Page Ref: 309 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

62) Differences in culture explain why incentive plans in Pakistan tend to focus on the work group, while in the United States, the focus is usually on individual worker incentives.

Answer: TRUE Diff: 1 Page Ref: 309 Skill: Recall Objective: LO-2 Describe the influence of intercountry differences on the workplace.

63) A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.

Answer: FALSE Diff: 3 Page Ref: 310 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

64) Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.

Answer: TRUE Diff: 2 Page Ref: 311 Skill: Recall Objective: LO-1 Explain how global movement of labour has an impact on HRM in Canada.

65) Expatriate assignments usually fail because the person cannot accommodate to the technical demands of the job.

Answer: FALSE Diff: 1 Page Ref: 312 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

66) Expatriates are noncitizens of the countries in which they are working.

Answer: TRUE Diff: 2 Page Ref: 309 Skill: Recall Copyright © xxxx Pearson Canada Inc., Toronto, Canada cclxxviii

Objective: LO-3 Explain how to improve global assignments through employee selection.

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67) Third-country nationals are citizens of a country other than the parent or host country.

Answer: TRUE Diff: 1 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

68) Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.

Answer: FALSE Diff: 3 Page Ref: 316 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

69) A polycentric staffing policy would be more expensive than sending expatriates abroad.

Answer: FALSE Diff: 2 Page Ref: 315 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

70) For recent immigrants to Canada, work experience outside of Canada contributes a great deal to their ability to find a job and their overall income.

Answer: FALSE Diff: 2 Page Ref: 321 Skill: Recall Objective: LO-6 Discuss challenges immigrants to Canada face and identify the role of multiple stakeholders in ensuring successful integration of talent in Canada.

71) In 2008, over 42 percent of new immigrants were working in occupations that required lower levels of education than what they had attained.

Answer: TRUE Diff: 1 Page Ref: 324 Skill: Recall Objective: LO-6 Discuss challenges immigrants to Canada face and identify the role of multiple stakeholders in ensuring successful integration of talent in Canada.

72) Determining equitable wage rates in many countries is a simple matter.

Answer: FALSE Diff: 3 Page Ref: 317 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

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73) International EAPs can help expatriates with mental health, which is often affected by the stressful relocation process.

Answer: TRUE Diff: 1 Page Ref: 319 Skill: Recall Objective: LO-4 Discuss the major considerations in formulating a compensation plan for international employees.

74) To improve the expatriate appraisal process, the evaluation should be weighted more toward the home-site manager's perceptions than toward the on-site manager's appraisal.

Answer: FALSE Diff: 1 Page Ref: 319 Skill: Recall Objective: LO-3 Explain how to improve global assignments through employee selection.

75) Upon repatriation, a former expatriate family may undergo a sort of reverse culture shock.

Answer: TRUE Diff: 1 Page Ref: 320 Skill: Recall Objective: LO-5 Describe the main considerations in repatriating employees from abroad.

76) Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.

Answer: Four points each for accurate identification and description of lack of Canadian experience, poor transferability of foreign education or training, and lack of literacy skills.

Diff: 1 Page Ref: 322-325 Skill: Recall Objective: LO-6 Discuss challenges immigrants to Canada face and identify the role of multiple stakeholders in ensuring successful integration of talent in Canada.

77) Discuss steps that can be taken to assist in the repatriation process.

Answer: Up to 10 points for an answer that describes the following:- Writing repatriation agreements- Assigning a sponsor - employee should be assigned a sponsor/mentor (e.g. a senior manager at the parent firm's home office)- Providing career counselling- Keeping communication open- Offering financial support- Developing reorientation programsBuilding in return trips Diff: 2 Page Ref: 313 Skill: Recall Objective: LO-5 Describe the main considerations in repatriating employees from abroad.

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