Course Introduction
Management of Diversity
Chapter Exam Questions
Management of Diversity explores the strategies and principles organizations use to create inclusive environments that value and leverage individual differences. The course examines the social, legal, and ethical dimensions of workforce diversity related to race, gender, age, ethnicity, religion, disability, and sexual orientation. Students learn best practices for recruiting, retaining, and managing diverse teams while fostering collaboration and respect in the workplace. Case studies and real-world examples illustrate how effective diversity management enhances organizational performance, innovation, and employee satisfaction.
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Human Resource Management 14th Edition by Dean Mondy
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Chapter 1: Human Resource Management: An Overview
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Q1) Shared service centers typically handle tasks associated with benefits and pension administration,payroll,and relocation assistance,but succession planning and global training activities remain the responsibility of the firm's HR department.
A)True
B)False
Answer: False
Q2) A human resource generalist normally performs tasks ________.
A) for only entry level positions and employees
B) for either compensation or labor relations
C) in fewer than three functional areas
D) in a variety of HR-related areas
Answer: D
Q3) Lauren is an HR manager at a marketing firm.Which of the following functions is LEAST likely to be an aspect of Lauren's job?
A) staffing
B) employee safety
C) product testing
D) employee and labor relations
Answer: C
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Page 3
Chapter 2: Business Ethics and Corporate Social Responsibility
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Q1) With regards to ethics,most of the 500 largest corporations in the U.S.now have a code of ethics.Which of the following would LEAST likely be included in the codes?
A) ethics offices
B) social accounting
C) conduct standards
D) performance appraisals
Answer: D
Q2) The Corporate and Auditing Accountability,Responsibility and Transparency Act is also known as the Sarbanes-Oxley Act.
A)True
B)False
Answer: True
Q3) According to the Procurement Integrity Act,if a firm that has an ethics program in place is found guilty of misconduct,the firm will receive a reduced punishment.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Equal Employment Opportunity, Affirmative
Action, and Workforce Diversity
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Q1) The concept of "multigenerational diversity" has gained increasing recognition as a workplace issue.
A)True
B)False
Answer: True
Q2) In the event that the EEOC issues a probable cause statement in response to a claim of employment discrimination,the next step involves ________.
A) requiring that the employer provide affected employee(s) with a monetary award
B) a review for litigation potential
C) attempted conciliation
D) fining the employer
Answer: C
Q3) According to the Uniform Guidelines on Sexual Harassment,employers are only liable for the sexual harassment acts of their managers when they have knowledge of the sexual harassment taking place.
A)True
B)False
Answer: False
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Chapter 4: Strategic Planning, Human Resource Planning, and Job Analysis
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Q1) Which law requires employees to be categorized as exempt or nonexempt?
A) Fair Labor Standards Act
B) Equal Pay Act
C) Civil Rights Act
D) Americans with Disabilities Act
Q2) In a brief essay,discuss how technological tools,such as O*NET and HR databases,benefit HR managers.
Q3) AAA Technology manufactures 2,000 cell phones each week,which requires 20,000 hours of work from assemblers during a 40-hour week.How many assemblers does AAA need each week?
A) 200
B) 400
C) 500
D) 800
Q4) In strategic planning,the purpose of a SWOT analysis is to assess the organization's
A) information technology
B) anticipated long-term goals
C) perceived value and structure
D) internal and external environment
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Chapter 5: Recruitment
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Q1) Discuss why the recruitment process can promote or detract from a company's success?
Q2) The complaint that employees never hear of a position until it is filled can best be handled through a system of ________.
A) networking and onboarding
B) job analysis and staffing
C) job posting and bidding
D) recruiting and testing
Q3) An internship allows students to contribute to a firm and to observe business practices firsthand.
A)True
B)False
Q4) Job bidding is a unique form of employee referral where every employee becomes a company recruiter.
A)True B)False
Q5) What is the contingent workforce? What is the outlook for the contingent workforce going forward?
Q6) What are the steps involved in the recruitment process?
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Chapter 6: Selection
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Q1) In the board interview,the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions.
A)True
B)False
Q2) During the selection process for a telemarketing position,Alex was given a test to measure his awareness of the job's duties.Which type of test did Alex most likely take?
A) psychomotor abilities
B) cognitive aptitude
C) job knowledge
D) work-sample
Q3) The ________ is designed to prohibit the improper use of genetic information in health insurance and employment.
A) Freedom of Information Act
B) Federal Genealogy Act
C) Americans with Disabilities Act
D) Genetic Information Nondiscrimination Act
Q4) What are background investigations? Why are they an important part of the hiring process?
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Page 8
Chapter 7: Performance Management and Appraisal
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Q1) Courts are willing to tolerate imperfect performance appraisal systems as long as these systems ________.
A) that do not lead to lower than usual employee turnover
B) do not lead to adverse impact
C) do not use norms that limit a manager's discretion
D) do not cause deflated egos
Q2) Performance management helps to achieve organizational strategy and requires improving the value of the workforce.
A)True
B)False
Q3) The critical incident method is a variation of the ranking method in which the performance of each employee is compared with every other employee in the group.
A)True
B)False
Q4) What is the final step in the appraisal process?
A) reviewing the appraisal with the employee
B) examining the work performance of the employee
C) appraising the work performance of the employee
D) communicating performance criteria to the employee
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Chapter 8: Training and Development
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Q1) The ________ recognizes that technical specialists can and should be allowed to contribute their expertise to a company without having to become managers.
A) alternative career path
B) technical choice
C) dual-career path
D) self-actualization track
Q2) At ABC Manufacturing,which of the following tasks is LEAST likely to be taught through the behavior modeling method?
A) conducting performance appraisal reviews
B) handling discrimination complaints
C) improving safety habits
D) writing memos
Q3) Which informal T&D method involves transferring knowledge from an experienced worker to a new employee?
A) business games
B) role playing
C) on-the-job training
D) classroom lecture
Q4) What impact has technology had on training and development programs?
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Chapter 9: Direct Financial Compensation Core Compensation:
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Q1) Which of the following is the main reason companies include deferred compensation in executive compensation packages?
A) aligning the interests of the executive with the company shareholders over the long term
B) aligning the interests of the executive with the company shareholders over the short term
C) mainly for increasing the total compensation of executives
D) mainly to avoid scrutiny from the Securities and Exchange Commission.
Q2) Job evaluation is a process that determines the relative value of one job in relation to another.
A)True B)False
Q3) Compensation policy choices pertain to pay level and compliance with legislation. A)True B)False
Q4) Fewer part-time workers receive employee benefits than full-time workers. A)True B)False
Q5) In a brief essay,describe job evaluation and job pricing.
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Chapter 10: Indirect Financial Compensation Employee Benefits:
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Q1) Company child care arrangements have been linked to reduced absenteeism and enhanced retention and recruiting.
A)True
B)False
Q2) Which of the following most likely attracts people who want to work fewer than forty hours per week?
A) flextime
B) job sharing
C) telecommuting
D) compressed work week
Q3) Which law requires that firms communicate information about their benefit programs to employees?
A) Older Workers Benefit Protection Act
B) Patient Protection and Affordable Care Act
C) Pension Protection Act
D) Employee Retirement Income Security Act
Q4) Discuss how the Pension Protection Act strengthened employer-sponsored retirement plans?
Page 12
Q5) What is a consumer-driven health care plan? How do they benefit employers?
Q6) What are the advantages and disadvantages of offering sabbaticals to employees?
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Chapter 11: Labor Unions and Collective Bargaining
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Q1) Which of the following is LEAST likely to appear in a management rights section of a labor agreement?
A) power to discipline for cause
B) freedom to select company objectives
C) power to determine union security
D) freedom to determine how to use the firm's material assets
Q2) Which of the following most likely indicates that the grievance could NOT be settled informally?
A) A signed copy of the grievance is discussed during a meeting between the HR manager and union officials.
B) The employees and their union steward discuss the grievance with Todd in his office.
C) Todd gathers his subordinates for an open discussion about their concerns.
D) The employees decide to withdraw their grievance.
Q3) Most contract bargaining is carried out under what type of structure?
A) one company dealing with a single union
B) several companies dealing with a single union
C) several unions dealing with a single company
D) several companies dealing with several unions
Q4) Discuss three factors that contribute to an employee's decision to join a union.
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Chapter 12: Internal Employee Relations
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Q1) What are the consequences of the hot stove rule? When is the hot stove rule ineffective?
Q2) What disciplinary action approach is intended to ensure that the minimum penalty appropriate to the offense is imposed?
A) hot stove approach
B) performance discipline method
C) progressive disciplinary action
D) disciplinary action without punishment
Q3) Disciplinary action is the state of employee self-control and orderly conduct and indicates the extent of genuine teamwork within an organization.
A)True
B)False
Q4) The progressive discipline approach focuses on eliminating punitive disciplinary policies and encouraging employees to take personal responsibility for their actions.
A)True
B)False
Q5) What are the common reasons that CEOs and other top executives are fired?
Q6) How do employers benefit from outplacement and offboarding?
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Chapter 13: Employee Safety, Health, and Wellness
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Q1) How many states have laws that allow people who leave jobs because of domestic violence to become eligible for unemployment benefits?
A) 10
B) 29
C) 37
D) 50
Q2) What form of drug testing can be done immediately in the workplace and is effective in cases of reasonable suspicion?
A) hair
B) blood
C) oral fluid
D) urine
Q3) Which of the following suggests that a safety program would be beneficial to Foley Foods?
A) Foley Foods recently became a smoke-free workplace.
B) Foley Foods will be hiring new workers for the night shift.
C) Employees at Foley Foods use simulators during training programs.
D) Managers at Foley Foods will soon be conducting performance appraisals.
Q4) Why do firms offer wellness programs and employee assistance programs?
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Chapter 14: Global Human Resource Management
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Q1) What is the foundation for the political systems in the United States and China,respectively?
A) socialism, communism
B) democracy, socialism
C) democracy, communism
D) republican, democrat
Q2) Global competition has forced all European Union labor organizations and lawmakers to revoke codetermination laws.
A)True
B)False
Q3) With geocentric staffing,employers try to hire the best regional person for a position.
A)True
B)False
Q4) A multinational corporation is based in one country and produces goods or provides services in one or more foreign countries.
A)True
B)False
Q5) Discuss the role of strategic human resource management in global business.
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