MGMT 2009 2nd Edition Chuck Williams – Test Bank

Test Bank For MGMT 2009 2nd Edition Chuck Williams

1. ISBN-10

   032478712X
2. ISBN-13

   978-0324787122

   MGMT, a novel information in your concepts of administration course, began with YOU. We requested you, the students, by conversations, focus groups, surveys, and interviews, the way in which you be taught best. Based in your options and enter from faculty, we took your solutions–brief chapters, MP3 recordsdata, even quizzing–and constructed it into most likely essentially the most revolutionary technique to instructing and learning concepts of administration proper this second. This scholar-examined, faculty-accredited streamlined textual content material and suite of multimedia learning aids is designed to accommodate the busy and quite a few existence of proper this second’s learners. With MGMT, you’ll uncover the whole thing it is important put collectively successfully and obtain your concepts of administration course.

   Chapter 11—Managing Human Helpful useful resource Strategies

   TRUE/FALSE

   1. Human helpful useful resource administration (HRM) is the tactic of discovering, creating, and preserving the suitable people to variety knowledgeable work stress.

   ANS: T PTS: 1 DIF: Simple REF: 192
   TOP: AACSB Analytic KEY: HRM

   2. The one time that gender, age, religion, and so forth. will be utilized to make employment selections is once they’re thought-a few bona fide occupational qualification (BFOQ).

   ANS: T PTS: 1 DIF: Simple REF: 194
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   3. There are three items of federal authorized pointers which is likely to be essential to the human helpful useful resource administration course of. They’re federal employment authorized pointers, federal labor authorized pointers (which regulate the interaction between administration and labor unions that symbolize groups of workers), and the Occupational Safety and Nicely being Act (OSHA).

   ANS: T PTS: 1 DIF: Troublesome REF: 195
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   4. Disparate impression and hostile impression are outlined in labor authorized pointers issued by the Nationwide Labor Relations Board.

   ANS: F
   These requirements are outlined throughout the Uniform Tips about Employee Selection Procedures, which had been collectively issued by the Equal Employment Different Charge (EEOC), the Division of Labor, the U.S. Justice Division, and the federal Office of Personnel Administration.

   PTS: 1 DIF: Cheap REF: 196
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   5. In licensed phrases, intentional discrimination by an employer is acknowledged as hostile impression whereas unintentional discrimination is called disparate impression.

   ANS: F
   In licensed phrases, intentional discrimination by an employer is acknowledged as disparate remedy, whereas unintentional discrimination is called hostile impression.

   PTS: 1 DIF: Simple REF: 196
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   6. The hostile work environment kind of sexual harassment occurs when employment outcomes, akin to hiring, promotion, or simply preserving one’s job, rely on whether or not or not an individual submits to being sexually harassed.

   ANS: F
   That’s the definition of quid skilled quo sexual harassment. In distinction, a hostile work environment occurs when unwelcome and demeaning sexually related habits creates an intimidating, hostile, and offensive work environment.

   PTS: 1 DIF: Cheap REF: 196
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   7. Full compliance with federal regulation is ample to be sure that an organization cannot incur obligation in sexual harassment complaints.

   ANS: F
   Compliance with federal regulation is often not ample. The reality is, organizations shall be in full compliance with federal regulation, whereas on the same time violating state or native sexual harassment authorized pointers.

   PTS: 1 DIF: Troublesome REF: 197
   TOP: AACSB Analytic| AACSB Ethics
   KEY: HRM | Licensed Duties | Ethical Duties

   8. Job analysis is a purposeful and systematic course of for accumulating data on the mandatory work-related options of a job.

   ANS: T PTS: 1 DIF: Simple REF: 197
   TOP: AACSB Analytic KEY: HRM

   9. A job specification summarizes the basic duties, duties, and duties of a job, and a job description summarizes the {{qualifications}} needed to effectively perform the job.

   ANS: F
   A job description summarizes the basic duties, duties, and duties of a job, whereas a job specification summarizes the {{qualifications}} needed to effectively perform the job.

   PTS: 1 DIF: Cheap REF: 197 TOP: AACSB Analytic
   KEY: HRM

   10. Job analyses, job descriptions, and job specs help corporations meet the licensed requirement that their human helpful useful resource selections be job related.

   ANS: T PTS: 1 DIF: Cheap REF: 198
   TOP: AACSB Analytic KEY: HRM | Licensed Duties