HR 2, 2nd Edition solutions manual and test bank by Angelo DeNisi | Ricky Griffin

HR 2, 2nd Edition solutions manual and test bank by Angelo DeNisi | Ricky Griffin 

1. Chapter 1—The Nature of Human Resource Management Question MC #1 (1.0 point)
One of the first factors that increased the importance of human resource management was

*a. the 1964 Civil Rights Act.

b. the worker revolution.

c. technological advances in computers.

d. the increase in manufacturing.

e. the growth in the service sector.

2. Chapter 1—The Nature of Human Resource Management Question MC #2 (1.0 point)
The view of HRM as part of the legal enforcement arm of an organization is largely applicable

a. in the industrialized nations.

*b. only in the United States.

c. in the United States, Canada, and Mexico.

d. in the G8 countries.

e. nowhere.

3. Chapter 1—The Nature of Human Resource Management Question MC #3 (1.0 point)
The Civil Rights Act of 1964 prohibits discrimination based on all of the following EXCEPT

a. race.

b. religion.

*c. astrological sign.

d. gender.

e. national origin.

4. Chapter 1—The Nature of Human Resource Management Question MC #4 (1.0 point)
Since September 11th, 2001 and Hurricanes Katrina and Rita, companies have become more concerned about

a. downsizing.

b. outsourcing.

*c. security.

d. quality.

e. productivity.

5. Chapter 1—The Nature of Human Resource Management Question MC #5 (1.0 point)
Early research that determined the importance of  individual and group behavior to organizations involved the

*a. Hawthorne Studies.

b. scientific management groups.

c. total quality management investigations.

d. use of employee testing.

e. outsourcing studies.

6. Chapter 1—The Nature of Human Resource Management Question MC #6 (1.0 point)
The basic notion of the human relations movement was that

a. employees had to be intimidated to be motivated.

b. technology was in decline.

*c. satisfied employees would work harder for the company.

d. unions were a waste of time.

e. group work must be avoided in companies.

7. Chapter 1—The Nature of Human Resource Management Question MC #7 (1.0 point)
In the 1930s and 1940s, units within a company that dealt with employees' behavioral challenges and issues were called

a. legal departments.

b. scientific administration.

c. finance departments.

*d. personnel departments.

e. human science administration.

8. Chapter 1—The Nature of Human Resource Management Question MC #8 (1.0 point)
During the 1950s and 1960s, all of the following developed within the field of human resource management EXCEPT

a. selection tests from World War II were adapted for use in private industry.

b. reward and incentive systems became more sophisticated.

c. government legislation expanded, adding more complexity to human resource management.

d. unions became more powerful and demanded more benefits for their members.

*e. the human resource management function was recognized as being critically important to organizational success.

9. Chapter 1—The Nature of Human Resource Management Question MC #9 (1.0 point)
The 1964 Civil Rights Act made it illegal for corporate managers to make decisions based on all of the following EXCEPT

a. gender.

*b. age.

c. religion.

d. race.

e. national origin.

10. Chapter 1—The Nature of Human Resource Management Question MC 2 (1.0 point)
____ include all individuals who gain knowledge and utilize the information effectively to enhance the organization.

a. Group members

b. Recruiting teams

c. Selection specialists

*d. Knowledge workers

e. Training networks

11. Chapter 1—The Nature of Human Resource Management Question MC 3 (1.0 point)
A human resource management system integrates which of the following functions?

a. finance function

b. operations function

c. marketing function

d. other fundamental organizational functions

*e. all of these

12. Chapter 1—The Nature of Human Resource Management Question MC 4 (1.0 point)
All of the following researchers contributed to the early growth of the scientific management EXCEPT:

a. Elton Mayo

b. Lillian Gilbreth

*c. Thomas Edison

d. Frederick Taylor

e. Frank Gilbreth

13. Chapter 1—The Nature of Human Resource Management Question MC 5 (1.0 point)
Which of the following is NOT one of the four basic goals of the human resource management function as discussed in the text?

*a. Helping the global economy

b. Promoting individual growth and development

c. Complying with legal and social obligations

d. Enhancing productivity and quality

e. Facilitating organizational competitiveness

14. Chapter 1—The Nature of Human Resource Management Question MC 6 (1.0 point)
Improving quality ______ productivity.

a. always increases

*b. almost always increases

c. has no effect on

d. always decreases

e. almost always decreases

15. Chapter 1—The Nature of Human Resource Management Question MC 7 (1.0 point)
Genevieve, a human resource staff member, has the task of investigating employee complaints about civil rights violations at work. Which of the goals of HR management is Genevieve working on?

a. Facilitating organizational competitiveness

*b. Complying with legal and social obligations

c. Promoting individual growth and development

d. Enhancing productivity and quality

e. Recruiting sufficient workers to meet demand

16. Chapter 1—The Nature of Human Resource Management Question MC 8 (1.0 point)
Shihan is a project manager in the human resources department of Intel, the U.S. semiconductor manufacturer. Shihan says, "I work on issues ranging from dependent care to work/life benefits. I work with employees to better understand their needs and to help design programs for them." Which of the fundamental goals of HR management is Shihan working on?

a. Complying with legal and social obligations

b. Controlling costs

c. Facilitating organizational competitiveness

d. Enhancing productivity and quality

*e. Promoting individual growth and development

17. Chapter 1—The Nature of Human Resource Management Question MC 9 (1.0 point)
Which of the following would typically be considered a staff, rather than a line, manager?

*a. Human resource manager

b. Operations manager

c. Financial manager

d. Marketing manager

e. Sales manager

18. Chapter 1—The Nature of Human Resource Management Question MC 10 (1.0 point)
HR activities are typically carried out by

a. line managers.

b. staff managers.

c. neither line nor staff managers.

*d. both line and staff managers.

e. executive team members only.

19. Chapter 1—The Nature of Human Resource Management Question MC 11 (1.0 point)
The goals of human resource management typically include all of the following activities EXCEPT

a. facilitating organizational competitiveness.

b. enhancing productivity and quality.

c. complying with legal and social obligations.

d. promoting individual growth and development.

*e. overseeing financial reporting as part of the Sarbanes-Oxley Act.

20. Chapter 1—The Nature of Human Resource Management Question MC 12 (1.0 point)
The managers who are directly involved in creating goods and service are known as

a. HR managers.

b. staff managers.

*c. line managers.

d. chief executive managers.

e. executive team managers.

21. Chapter 1—The Nature of Human Resource Management Question MC 13 (1.0 point)
Who would typically have responsibility for carrying out human resource activities in a small, independent business?

a. The human resource manager

*b. The owner or general manager

c. A human resource specialist

d. An operating manager

e. A secretary or an administrative assistant

22. Chapter 1—The Nature of Human Resource Management Question MC 14 (1.0 point)
Which of the following is NOT a requirement for being a successful human resource manager?

a. An understanding of the legal environment

b. An understanding of labor relations

c. An understanding of the process of change management

*d. A degree in human resource management

e. Knowledge of business and corporate strategy

23. Chapter 1—The Nature of Human Resource Management Question MC 15 (1.0 point)
A ____ involves the set of expectations about the exchanges that occur between employees and employers.

a. knowledge worker

b. cost-benefit analysis

c. human relations movement

d. downsizing

*e. psychological contract

24. Chapter 1—The Nature of Human Resource Management Question MC 16 (1.0 point)
A sporting goods retail company hires another firm to manage all of its payroll functions. This process is known as:

a. HRIS.

b. Theory X.

c. Theory Y.

d. professional accreditation.

*e. outsourcing.

25. Chapter 1—The Nature of Human Resource Management Question MC 17 (1.0 point)
As the human resource field becomes more professional, more HR managers are acquiring the Human Resource Certification Institute (HRCI) credential. Which organization was instrumental in establishing that credential?

a. The U.S. Department of Labor

b. Certified Public Accountant (CPA)

*c. The Society for Human Resource Management (SHRM)

d. The National Labor Relations Board

e. No single organization was instrumental. Colleges and universities established the HRCI.

26. Chapter 1—The Nature of Human Resource Management Question MC 18 (1.0 point)
The modern term used to describe the management of people is

a. administrative synthesis.

b. compliance management.

c. strategic formulation.

d. personnel management.

*e. human resource management.

27. Chapter 1—The Nature of Human Resource Management Question MC 19 (1.0 point)
Both the military and its suppliers became more interested in person-job matching during

a. the Civil War.

b. World War I.

*c. World War II

d. the Vietnam War.

e. the Korean War.

28. Chapter 1—The Nature of Human Resource Management Question MC 20 (1.0 point)
The HRCI offers several certifications, including all of the following EXCEPT the

a. PHR

b. SPHR

c. GPHR

*d. UPHR

e. all of these are certifications offered by the HRCI

29. Chapter 1—The Nature of Human Resource Management Question MC 21 (1.0 point)
The widespread use of ____ has affected how HR systems are delivered.

a. line managers

b. staff managers

c. executive teams

*d. electronic technology

e. person-job fit principles

30. Chapter 1—The Nature of Human Resource Management Question MC 22 (1.0 point)
Following the requirements of the Americans with Disabilities Act falls under which particular goals of HR?

a. facilitating organizational competitiveness.

b. enhancing productivity and quality.

*c. complying with legal and social obligations.

d. promoting individual growth and development.

e. none of these

31. Chapter 1—The Nature of Human Resource Management Question MC 23 (1.0 point)
Scenario 1.1
A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.
Refer to Scenario 1.1. Mr. See appears to be influenced by which era of management?

a. the Hawthorne era

b. Theory X/Y era

*c. human relations era

d. scientific management era

e. production era

32. Chapter 1—The Nature of Human Resource Management Question MC 24 (1.0 point)
Scenario 1.1
A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.
Refer to Scenario 1.1. In recognizing that training, selection, and compensation procedures are all interrelated, Mr. See recognizes human resource management as a

*a. system.

b. strategic resource.

c. center of expertise.

d. core decision process.

e. network.

33. Chapter 1—The Nature of Human Resource Management Question MC 25 (1.0 point)
Scenario 1.1
A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.
Refer to Scenario 1.1. The career planning and fitness programs provided to A-OK employees help fulfill which fundamental goal of human resource management?

a. Complying with legal obligations

b. Complying with social obligations

c. Enhancing productivity and quality

*d. Promoting individual growth and development

e. Facilitating organizational competitiveness

34. Chapter 1—The Nature of Human Resource Management Question MC 26 (1.0 point)
Scenario 1.1
A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.
Refer to Scenario 1.1. Who is likely to be responsible for the human resource management function in an organization of this size?

*a. A full-time human resource manager

b. Mr. See

c. The sales manager

d. The operations manager

e. An administrative assistant

35. Chapter 1—The Nature of Human Resource Management Question MC 27 (1.0 point)
Scenario 1.1
A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.
Refer to Scenario 1.1. Should Mr. See be worried about the ability of his human resource staff to effectively cope with the changes that are needed in that function?

*a. Yes. Without a specialized degree and foundation of experience, HR staffs are likely to violate legal requirements of human resource management.

b. Yes. No staff could cope with all of the changes that Mr. See envisions in the immediate future for his HR function.

c. Yes. Without many years of experience in HR exclusively, Mr. See's staff will be out of touch with the needs of his workers.

d. No. These changes will be made quite easily and simply, and do not need much attention to planning or expert knowledge.

e. No. Job experience is a good preparation for much HR work.

36. Chapter 1—The Nature of Human Resource Management Question TF #3 (1.0 point)
The realization that human resource management was an important field was spearheaded by the passing of the Rollins-Robinson Act.

a. True

*b. False

37. Chapter 1—The Nature of Human Resource Management Question TF 2 (1.0 point)
The human resource function in organizations today is viewed as a key activity that can enhance the bottom line.

*a. True

b. False

38. Chapter 1—The Nature of Human Resource Management Question TF 3 (1.0 point)
Historically, personnel managers developed and promoted executives.

a. True

*b. False

39. Chapter 1—The Nature of Human Resource Management Question TF 4 (1.0 point)
Scientific management focused on increasing efficiency and productivity.

*a. True

b. False

40. Chapter 1—The Nature of Human Resource Management Question TF #4 (1.0 point)
Productivity is the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs.

a. True

*b. False

41. Chapter 1—The Nature of Human Resource Management Question TF 5 (1.0 point)
Line managers are those responsible for an indirect or support function that have costs but whose bottom-line contributions are less direct.

a. True

*b. False

42. Chapter 1—The Nature of Human Resource Management Question TF 6 (1.0 point)
The PHR certification is similar to passing the CPA exam.

*a. True

b. False

43. Chapter 1—The Nature of Human Resource Management Question TF 7 (1.0 point)
Designing jobs that are more challenging and satisfying is part of a company's HR compliance with legal obligations.

a. True

*b. False

44. Chapter 1—The Nature of Human Resource Management Question TF 8 (1.0 point)
Utility analysis attempts to measure the effectiveness of different HR approaches in terms of such metrics as a firm’s financial performance.

*a. True

b. False

45. Chapter 1—The Nature of Human Resource Management Question TF 9 (1.0 point)
In order to take the PHR, SPHR, or GPHR certification exams, an individual must have at least 10 years of professional experience.

a. True

*b. False

46. Chapter 1—The Nature of Human Resource Management Question SA #4 (1.0 point)
Contrast scientific management and the human relations movement in terms of their focus on employees and their behaviors.

Correct Answer:

Scientific management is concerned with how to structure individual jobs to maximize efficiency and productivity. Time and motion studies, for example, examined every motion a worker made in order to find changes in movement or in equipment that could increase productivity. No attention was given to worker behaviors other than overt physical behaviors. The human relations movement, in response to the Hawthorne studies, began focusing on understanding the human character of employees. Research began to reveal that individual and group behavior played an important role in organizations through attitudes, group norms, and motivation.

47. Chapter 1—The Nature of Human Resource Management Question SA 2 (1.0 point)
What is meant by a "human resource management system," and how does this relate to the concept of an organization as a system?

Correct Answer:

A human resource management system is an integrated and interrelated approach to managing human resources that fully recognizes the interdependence among the various tasks and functions that must be performed. Every element of the human resource management system must be designed and implemented so that full integration with the various other elements can be performed. The human resource management system may be seen as a subsystem of the complete organizational system. The human resource management subsystem both affects and is affected by the other functional subsystems throughout the organization.

48. Chapter 1—The Nature of Human Resource Management Question SA 3 (1.0 point)
What are the important goals of human resource management? For each goal, give two examples of specific HR actions or techniques that organizations can use to obtain that goal.

Correct Answer:

(1) Facilitating organizational competitiveness means providing support to help the organization achieve its strategic goals. Human resource managers will ensure that the organization hires the right number and type of workers, and they will help to control compensation costs, as part of achieving this goal. (2) Enhancing productivity and quality can be accomplished through effective training and appropriate motivational rewards. Both of these are the responsibility of the HR function. (3) Complying with legal and social obligations is carried out by HR departments when they monitor such items as work hours and overtime pay and when they ensure that the organization's hiring is nondiscriminatory. (4) Promoting individual growth and development could take the form of broad-based training such as teaching fundamental math skills to operating employees, or it could consist of wellness and other programs to enhance the quality of work life.

49. Chapter 1—The Nature of Human Resource Management Question SA 4 (1.0 point)
What are the contemporary human resource perspectives?

Correct Answer:

The HR function requires dedicated professionals who can balance legal, ethical, and profit concerns.  Mergers, acquisitions, downsizing, knowledge workers, and legal imperatives have combined to elevate HRM to a more strategic role in companies.  At the same time the HR staffs have been shrinking due to outsourcing functions like payroll, recruitment, insurance and benefits.

50. Chapter 1—The Nature of Human Resource Management Question SA #5 (1.0 point)
Describe the common paths to a human resource management career.  What are the human resource professional certifications?

Correct Answer:

Most HR managers start with a degree in business.  They might have a concentration in HR.  Some companies rotate managers through HR so the managers gain a broad base of knowledge.  An MBA usually allows managers to start at a higher level.  The Society for Human Resource Management has created the HRCI.  It offers three core certifications: the  Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR).

51. Chapter 2—The Legal Environment Question MC #1 (1.0 point)
Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following EXCEPT

a. national origin.

b. race.

c. sex.

d. religion.

*e. knowledge, skills, and abilities.

52. Chapter 2—The Legal Environment Question MC #2 (1.0 point)
All of the following are forces that effect the legal environment of human relations in the US EXCEPT

a. the Supreme Court.

b. the President of the United States.

c. the State legislatures.

d. Congress.

*e. Employees.

53. Chapter 2—The Legal Environment Question MC #3 (1.0 point)
The steps in the regulatory process are

a. burden, enforcement, and implementation.

b. creation, enforcement, implementation, revision, enforcement, and revision.

*c. creation, enforcement, and implementation.

d. creation, burden, implementation, and enforcement.

e. creation, implementation, and enforcement.

54. Chapter 2—The Legal Environment Question MC #4 (1.0 point)
The most important human resource regulatory agency is the

a. Department of Labor.

*b. Equal Employment Opportunity Commission.

c. National Labor Relations Board.

d. Department of Justice.

e. Affirmative Action Agency.

55. Chapter 2—The Legal Environment Question MC #5 (1.0 point)
One method for establishing whether disparate impact exists in a company's hiring practices involves

a. focus groups.

b. using the one-third rule.

c. using absolute counts of protected class members.

d. practicing retaliation.

*e. geographic comparisons.

56. Chapter 2—The Legal Environment Question MC #6 (1.0 point)
The most noteworthy factors used to characterize a protected class include

a. disability status.

b. religion.

c. national origin.

d. gender.

*e. all of these.

57. Chapter 2—The Legal Environment Question MC #7 (1.0 point)
Quid pro quo sexual harassment typically involves

a. unwelcome individual advances for a date.

*b. sexual favors in return for something of value.

c. making jokes about a particular gender.

d. inappropriate pictures with sexual content displayed on the wall.

e. meeting colleagues for dinner after work hours.

58. Chapter 2—The Legal Environment Question MC #8 (1.0 point)
Executive Order 11478 requires that federal contractors receiving more than ____ must have affirmative action plans.

a. $1

*b. $10,000

c. $50,000

d. $100,000

e. $1,000,000

59. Chapter 2—The Legal Environment Question MC #9 (1.0 point)
The Age Discrimination in Employment Act prohibits discrimination with respect to age of employees or applicants

a. near retirement age.

*b. 40 and over.

c. over 18.

d. 65 or over.

e. for all ages.

60. Chapter 2—The Legal Environment Question MC #10 (1.0 point)
Which of the following would probably NOT be covered by the Americans with Disabilities Act?

a. A mentally retarded employee

b. An employee with a learning disability

c. An employee with cancer

*d. A person with poor vision that is correctable with glasses

e. An employee who is thought to be disabled but is not