Diversity Management
Pre-Test Questions
Course Introduction
Diversity Management explores the strategies, policies, and practices organizations use to create inclusive workplaces that value and leverage differences among employees. This course examines the social, legal, and ethical dimensions of diversity, focusing on topics such as cultural competence, unconscious bias, equity, and inclusive leadership. Students will analyze case studies, learn about best practices, and develop skills needed to foster a respectful and productive environment where diverse talents and perspectives are embraced and utilized to achieve organizational goals.
Recommended Textbook
Managing Human Resources 10th Edition by Susan
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14 Chapters
1043 Verified Questions
1043 Flashcards
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2
E. Jackson
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) Free-market capitalism is the result of:
A)shareholders' expectations of profits
B)an overabundance of skilled labor in the U.S.
C)the new sellers' market
D)decreased emphasis on social responsibility
E)less use of collaborative problem solving
Answer: A
Q2) Which of the following statements describing the stakeholder relationship between employees and their employers is true?
A)Corporate restructuring has had minimal effect on U.S.employees.
B)For most workers whether the employer provides secure and affordable health insurance,paid sick leave,and assured pension and retirement benefits are more important than their pay.
C)The Equal Pay Act is unnecessary today because all employees are paid according to their performance not the gender.
D)Many employees value a good quality of work life while on the job.
E)All of the above statements accurately describe the stakeholder relationship between employees and their employers.
Answer: D
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3
Chapter 2: Understanding the External and Organizational Environments
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58 Flashcards
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Sample Questions
Q1) During the nascent stage of an industry's life cycle,a company in that industry:
A)enjoys a period of rapid growth
B)will look to international markets as a way to implement its growth strategy
C)has problems acquiring and retaining talent
D)must cope with the high-risk involved in its day-to-day operation
E)strives to be increasingly more efficient while improving the quality of its product
Answer: D
Q2) "Maquiladoras" have had the following effect on Mexico and the United States:
A)Low wage jobs in the U.S.have all gone there
B)Population growth along the U.S.-Mexico border was higher in the U.S.border towns
C)Unemployment levels went down in the U.S.border towns
D)Wages increased on both sides of the U.S.-Mexico border
E)Both countries would be better off if the work had moved to the Far East
Answer: D
Q3) What is the commonly accepted definition of technology?
Answer: The process of making and using tools and equipment plus the knowledge used in this process
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Page 4
Chapter 3: Hr Planning for Alignment and Change
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Sample Questions
Q1) Once the objectives are clearly specified,HR plans for achieving the objectives can be developed.
A)True
B)False
Answer: True
Q2) Effective human resource planning considers only long-term change and ignores short-term change.
A)True
B)False
Answer: False
Q3) The last phase in the strategic and HR planning for alignment and change process is
A)assessing the global and organizational environment
B)reviewing,revising,and refocusing
C)developing plans with measurements and timetables
D)specifying objectives of HR change efforts
E)implementing plans
Answer: B
Q4) What are the two basic types of forecasting techniques?
Answer: Judgmental and statistical
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Chapter 4: Ensuring Fair Treatment and Legal Compliance
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Sample Questions
Q1) In a recent downsizing,Maureen,an average performer,was informed via email not to report to work the following Monday as her job had been terminated.Maureen was aware that the downsizing was to occur and was informed of the process by which layoffs would occur,which she thought was fair.All other performers in her work group who were let go had also been rated "average." Maureen
A)is probably feeling she has been treated equitably.
B)probably believes she has been denied procedural justice.
C)probably believes she has been denied distributive justice.
D)probably believes she has been denied interactional justice.
E)b,c,and d are all correct.
Q2) You perceive that you are being treated unfairly in the workplace.Which of the following actions will help you to resolve the issue in a manner best for you and your organization?
A)Ignore it and hope it corrects itself.
B)Have patience.The government will pass legislation soon to help you.
C)Call a lawyer and find grounds for a lawsuit.
D)Talk to your supervisor or other appropriate person in the organization about the issue first
E)Quit and look for a job more to your liking
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Page 6
Chapter 5: Using Job Analysis and Competency Modeling
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67 Flashcards
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Sample Questions
Q1) Job analysis is the process of describing and recording information about job behaviors and activities.Typically,the information described and recorded includes:
A)reasons why an employee at a particular job can be fired
B)results of previous job performance appraisals
C)competencies that enable and enhance the job performance
D)forecast of hiring needs for specific positions within the organization E)all of the above
Q2) Increased job specialization,decreased job sharing,and the increased prevalence of work teams are some of the reasons why many have begun to question the usefulness of traditional job analysis techniques.
A)True
B)False
Q3) Time-and-motion studies are still used by companies that rely heavily on human labor to carry out repetitive and routine tasks accurately and efficiently.
A)True
B)False
Q4) What is the function of the Occupational Information Network (O*NET)?
Q5) What is the major disadvantage associated with customized task inventories?
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Chapter 6: Recruiting and Retaining Qualified Employees
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Sample Questions
Q1) Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?
A)The job applicant will expect the recruiter to be overly optimistic;to not be overly optimistic might mislead the applicant.
B)The recruiter should try to change the subject every time the recruiter asks a potentially unpleasant question.
C)The recruiter should provide accurate information so that the applicant can make an informed decision about whether the job is right for her.
D)The recruiter should tell the applicant nothing negative about the company until after the applicant takes the job and signs the contract.
E)False statements made by a recruiter at the time of hiring are not considered sufficient grounds for a lawsuit.
Q2) Why does the employee referral method of external job recruitment typically result in the highest one-year survival rates?
Q3) What are the two sources for the job applicant pool?
Q4) What is a federal contractor?
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Page 8
Chapter 7: Selecting Employees to Fit the Job and the Organization
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Sample Questions
Q1) What information typically obtained on the application blank is most likely to inaccurate or distorted?
Q2) _____ replaces judgments about which predictors are most useful with statistical analyses that demonstrate the usefulness of the criteria.
A)content validation
B)context validation
C)validity generalization
D)criterion-related validation
E)job-analysis-derived validation
Q3) What are the three strategies used to ascertain whether inferences about job candidates' performances based on predictor scores will be valid?
Q4) The three approaches commonly used for synthesizing the information gained during the applicant-job match process are the:
A)panel interview,work sample,and content validation
B)structured panel interview,cognitive synopsis,and competency criteria
C)structured approach,unstructured approach,and semi-structured approach
D)multiple hurdles approach,compensatory approach,and combined approach
E)selection committee,content validation,and comparative studies
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Chapter 8: Training and Developing a Competitive Workforce
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Sample Questions
Q1) A manufacturing company in Georgia might conduct a _____ to determine the training needs of its recently-immigrated Guatemalan employees.
A)person-needs analysis
B)job evaluation
C)organizational culture analysis
D)demographic-needs analysis
E)organizational assessment
Q2) For which of the following is an organization most likely to choose coaching as the most suitable training program?
A)to train a new employee in how to use the phone system
B)to teach a line worker how to operate the painting machine
C)to teach a CEO how to improve her communication skills
D)to improve a new employee's reading and writing skills
E)to teach a staff member how to use a new piece of safety equipment
Q3) Attitude surveys are used to determine employees' own assessment of what they feel are their personal deficiencies.
A)True
B)False
Q4) What kind of knowledge is built by orientation programs?
Page 10
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.
A)True
B)False
Q2) Who is the evaluator in an upward appraisal?
Q3) Discuss neutralization as a means of dealing with an employee whose performance does not improve after repeated warnings and counseling.
Q4) Michelle works for a large fast-food restaurant chain.Her job is to visit different restaurants in the chain and rate their speed of service,quality of food,cleanliness of store and restrooms,and properly displayed promotional materials.From this brief description of Michelle's job,it is obvious that the fast-food restaurant chain uses _____ criteria in its performance measurements.
A)input-based
B)trait-based
C)results-based
D)behavioral-based
E)environmental-based
Q5) List the two most common types of norm-referenced performance appraisals.
Q6) List the three types of performance criteria.
Page 11
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Chapter 10: Developing an Approach to Total Compensation
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70 Flashcards
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Sample Questions
Q1) Managers:
A)tend to be highly informed about the compensation system
B)usually receive intensive training on base pay rates
C)have more information about benefits than about other aspects of compensation
D)often participate in the design of compensation practices
E)all of the above are true
Q2) What is the simplest job evaluation method?
Q3) The simplest job evaluation method is:
A)benchmarking
B)performance appraisals
C)the point rating method
D)ranking
E)factor analysis
Q4) Why would a company pay less than the market rate?
A)It has excellent benefits.
B)It is located in a highly-desirable part of the country,to which people are anxious to move.
C)It provides good job security.
D)The content of its job are very satisfying.
E)All of these are reasons to pay less than the market ratE.
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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Sample Questions
Q1) When designed appropriately,team-based incentives offer four major advantages when compared with individual incentive systems.Which of the following statements describes one of those advantages?
A)The performance of one group member can serve as a model,encouraging other team members to imitate successful behavior.
B)The mere presence of team members who have control over rewards evokes more vigorous and persistent behavior than is evidenced when individuals work alone.
C)The strength of the team-based incentive reward is increased since it is now paired with group-administered rewards such as praise and camaraderie.
D)The likelihood that peer pressure will evoke counterproductive control over behavior is reduceD.
E)All of the above statements describe advantages inherent in the team-based incentive plans.
Q2) Underwater stock options have an exercise price that is well below the market value of a company's stocks.
A)True
B)False
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13
Chapter 12: Providing Benefits and Services
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Sample Questions
Q1) _____ do not adhere to strict tax regulations,cover only select groups of employees,and do not receive favorable tax treatment.
A)Qualified retirement income plans
B)Administered benefit packages
C)Cafeteria incentive plans
D)Nonqualified retirement income plans
E)Nonparticipative retirement income plans
Q2) Which of the following is an example of a public protection program?
A)workers' compensation
B)group term life insurance
C)payouts from profit-sharing
D)dental insurance
E)ESOPs
Q3) Under the Employment Retirement Income Security Act,employers are required to accommodate new or transferred employees who wish to deposit funds into the new employer's retirement plan.
A)True
B)False
Q4) When were the first federal mandatory public protection program enacted?
Q5) Why are portable benefits more important these days than previously?
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Chapter 13: Promoting Workplace Safety and Health
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Sample Questions
Q1) Which of the following is an example of a psychological condition caused by the individual's activities at work?
A)Barb has developed carpal tunnel syndrome because she has to perform the identical movement over 1,000 times a day at her assembly line job.
B)The increased level of stress the research department is experiencing as it tries to determine why the company's new product failed caused the entire group to experience irritability.
C)Pena gets headaches every day from staring at her computer monitor at work.
D)Paul has a backache from having to carry fifty-pounds of fertilizer at work.
E)Roger broke his leg when he fell off paint scaffolding while painting the outside of his employer's warehousE.
Q2) What is the most controversial approach to controlling occupational disease?
Q3) Yolanda is a recently-hired employee in the HR department at a construction company.She believes the company would benefit if it could reduce the rates and severity of accidents and stress-related illnesses among its employees.List the arguments she can use to convince her supervisor to launch a company-wide safety campaign to try to improve the quality of work life for employees.
Q4) Who or what controls work pacing?
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Page 15
Chapter 14: Understanding Unionization and Collective Bargaining
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Sample Questions
Q1) Of all the administrative issues covered in the contract,the issue of most concern to employees is _____.
A)safety
B)discipline
C)grievance procedure
D)seniority
E)job security
Q2) Employees have the right to solicit for unions on company property during their personal working hours.
A)True
B)False
Q3) The success of a strike depends on its ability to cause economic hardship to the employer.
A)True
B)False
Q4) What determines the level of success of a strike?
Q5) What is the core of union-management relations?
Page 16
Q6) Discuss the role of the union steward in the grievance procedure.
Q7) What external environmental condition had the greatest impact on early unions?
Q8) What is the first step in the union organization campaign?
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Page 17