Workforce Diversity Management Exam Bank
Course Introduction
Workforce Diversity Management explores the strategic approaches and practical tools organizations use to recognize, value, and effectively manage diversity in the workplace. The course examines the significance of diversity in terms of race, gender, culture, age, disability, and other dimensions, and addresses the challenges and benefits that diverse workforces present to organizations. Students will learn how to develop inclusive policies and practices, foster a respectful and culturally competent organizational environment, and address issues such as unconscious bias, discrimination, and conflict management. The course also emphasizes the role of leadership in leveraging diversity as a competitive advantage, enhancing innovation, and promoting organizational effectiveness.
Recommended Textbook
Human Resource Management 14th Edition by Robert L. Mathis
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16 Chapters
1615 Verified Questions
1615 Flashcards
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Page 2
Chapter 1: Human Resource Management in Organizations
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/21557
Sample Questions
Q1) Jane, a citizen of the country of Aria, works in the country of Polia for an organization headquartered in Aria. Which of the following best describes Jane?
A) She is a host-country national.
B) She is a third-country national.
C) She is an independent contractor.
D) She is an expatriate.
Answer: D
Q2) Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?
A) PeopleSoft used the Cloud while an HRIS used a vendor's data center.
B) PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.
C) An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.
D) An HRIS used the Cloud while PeopleSoft used a vendor's data center.
Answer: C
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Chapter 2: Human Resources Strategy and Planning
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Sample Questions
Q1) During mergers and acquisitions, the workforce must be optimized _____.
A) post integration
B) pre integration
C) before making the deal
D) during integration
Answer: A
Q2) The policy of filling key positions with individuals in the region of the subsidiary in offshore organizations is known as the polycentric policy of global staffing strategies.
A)True
B)False
Answer: False
Q3) The formula for calculating the potential ROI for a new HR activity = operating cost for a new or enhanced system for a time period + one-time cost of acquisition and implementation/value of gains from productivity improvements for the time period.
A)True
B)False
Answer: False
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Chapter 3: Equal Employment Opportunity
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Title VII of the Civil Rights Act states that it is illegal for an employer to fail or refuse to hire or discharge any individual because of such individual's national origin.
A)True
B)False
Answer: True
Q2) The Immigration Reform and Control Act (IRCA) requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.
A)True
B)False Answer: True
Q3) A quid pro quo harassment exists when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
A)True
B)False Answer: False
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Page 5
Chapter 4: Workforce, Jobs, and Job Analysis
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Sample Questions
Q1) The managerial job analysis questionnaire is a specialized instrument that incorporates checklists, where each job is analyzed on 27 dimensions composed of 187 "elements."
A)True
B)False
Q2) Define contingent workers.
Q3) The _____ is a certification that is based on a written test of a potential employee's business math skills, oral language skills, and situational judgment.
A) Federal Work Readiness Credential
B) Federal Career Readiness Certificate
C) National Work Readiness Credential
D) National Career Readiness Certificate
Q4) _____is the extent to which the job includes a "whole" identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
A) Autonomy
B) Skill variety
C) Task identity
D) Task significance
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6
Chapter 5: Individualorganization Relations and Retention
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99 Flashcards
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Sample Questions
Q1) _____ is defined as the percentage of employees at the beginning of a period who remain at the end.
A) Retention rate
B) Turnover rate
C) Absenteeism ratio
D) Productivity rate
Q2) Describe a few causes of voluntary turnover.
Q3) Mark was terminated by his company because of his poor client relations skills that resulted in a major client leaving the firm for a competitor. This is an example of:
A) involuntary turnover.
B) positive turnover.
C) uncontrollable turnover.
D) dysfunctional turnover.
Q4) Which of the following is considered to be a motivator by the motivator/hygiene theory?
A) Company policy
B) Administration
C) Advancement
D) Salary
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Chapter 6: Recruiting and Labor Markets
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Sample Questions
Q1) Paul is the director of recruitment at Times Clockworks. After running a thorough study of their employees' backgrounds, Paul finds that Times Clockworks has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. Which of the following steps should Paul take to solve the problem most efficiently?
A) Lower the job specifications for Hispanic applicants
B) Begin advertising for job openings on the local Spanish radio station
C) Continue its current recruiting practices because only organizations with Affirmative Action Plans are required to meet EEO guidelines
D) Freeze the hiring process until qualified Hispanics apply for the position
Q2) The _____ pool consists of all persons who are actually evaluated for selection.
A) applicant
B) selection
C) labor
D) talent
Q3) Intensive recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given number of employees.
A)True
B)False
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Page 8
Chapter 7: Selecting Human Resources
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104 Flashcards
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Sample Questions
Q1) "Interviews are the most widely used, but the least valid selection method." Discuss this statement. What are some of the uses and problems associated with employment interviews?
Q2) The main legal reason for performing a thorough background check of all applicants is:
A) to comply with the Immigration and Naturalization Act.
B) to avoid résumé fraud.
C) to prevent discrimination against protected classes.
D) to protect the organization against charges of negligent hiring.
Q3) The position for City Manager of Scenic River attracted many applicants. As part of the selection process, the applicants each appeared one-by-one before the entire Scenic River Board of Aldermen for an interview. This is an example of a _____ interview.
A) panel
B) mass
C) biographical
D) situational
Q4) Describe the relationship among job performance, selection criteria, and predictors in the employee selection process.
Q5) Identify the sources of background information for job applicants.
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Chapter 8: Training Human Resources
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Sample Questions
Q1) The most elementary way in which people learn is _____, which involves copying someone else's behavior.
A) behavioral modification
B) behavioral modeling
C) cognitive practice
D) positive reinforcement
Q2) Discuss how performance appraisals can be used to make individual analysis of training needs.
Q3) How can an organization determine if its training expenditures are cost effective?
Q4) The loan review department at a major regional bank has an exceptionally high turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. In this scenario, a(n) _____ analysis would most accurately reveal if there is a need for training in this department that would reduce the level of turnover.
A) job/task
B) organizational
C) individual
D) productivity
Q5) What does the actual delivery of training involve?
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Chapter 9: Talent, Careers, and Development
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100 Verified Questions
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Sample Questions
Q1) Which of the following statements is true about career planning?
A) Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition.
B) A person's early career is marked by stability as he/she learns new skills, but a person's later career tends to be turbulent as he/she moves from organization to organization.
C) The democratic traditions of the U.S. result in the fact that the socioeconomic status of one's family has no impact on one's career choices.
D) Interest inventories are important because interests are stable over a person's lifetime.
Q2) Plateaued employees may be a problem for an organization because:
A) plateaued employees are typically poor performers who did not get promoted.
B) their presence discourages younger, ambitious employees.
C) they tend to have higher compensation than is justified by their contribution to the organization.
D) they affect morale if they become negative.
Q3) What does presupervisor training mean?
Q4) What should the end result of succession planning be?
Q5) Discuss the importance of and problems associated with management development.
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Chapter 10: Performance Management and Appraisal
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Sample Questions
Q1) Define performance standards.
Q2) The _____ occurs when ratings of all employees fall at the high end of the scale.
A) leniency error
B) recency effect
C) primacy effect
D) central tendency
Q3) _____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.
A) Outsider rating
B) Self-rating
C) Peer rating
D) Employees rating managers
Q4) Which of the following is typically the first stage in implementing a guided self-appraisal system using MBO?
A) Continuing performance discussions
B) Development of performance standards
C) Setting of objectives
D) Job review and agreement
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Page 12
Chapter 11: Total Rewards and Compensation
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Sample Questions
Q1) Which of the following is typically the immediate next step after job analysis in the compensation administration process?
A) Compensation philosophy
B) Job evaluation
C) Internal focus
D) External focus
Q2) Market banding groups jobs into pay grades based on similar market survey amounts.
A)True
B)False
Q3) Compa-ratio = _____.
A) total pay divided by the total number of employees
B) pay level divided by the midpoint of the pay range
C) total pay divided by the midpoint of the pay range
D) pay level divided by the total number of employees
Q4) A pay survey is a report based on research of compensation rates for workers performing similar jobs in other organizations.
A)True B)False
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Chapter 12: Variable Pay and Executive Compensation
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Sample Questions
Q1) Nonfinancial rewards cannot be used as incentives in pay-for-performance plans.
A)True
B)False
Q2) Which of the following is a disadvantage of the individual incentive system?
A) The net result is typically less than optimal for the competing individual.
B) Employees may primarily focus on what is best for them personally.
C) This system can be used only for providing monetary incentives.
D) This system does not include any form of bonus.
Q3) According to the provisions of the _____, publically listed companies now must allow shareholders to vote on executive compensation.
A) Sarbanes-Oxley Act
B) Dodds-Frank Act
C) Lilly Ledbetter Fair Pay Act
D) Walsh-Healy Public Contracts Act
Q4) Explain perquisites.
Q5) Which of the following is typically classified as a regular benefit?
A) Health insurance
B) Corporate-owned employee life insurance
C) Company-paid financial planning for executives
D) Estate planning
Page 14
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Chapter 13: Managing Employee Benefits
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Sample Questions
Q1) Only employees who have worked at least 12 months and 1,250 hours in the previous year are eligible for leave under the FMLA.
A)True
B)False
Q2) The Worker Adjustment and Retraining Notification Act (WARN) of 1988:
A) requires employers to give 20 days' notice of mass layoff or plant closings.
B) requires employers to give 30 days' notice of mass layoff or plant closings.
C) mandates the payment of severance pay to employees.
D) does not mandate the payment of severance pay to employees.
Q3) Employees are generally more satisfied with an employer that provides fewer benefits but does a better job of explaining them.
A)True
B)False
Q4) Elaborate on the two main types of retirement benefits?
Q5) How is the provision of benefits rather than wages advantageous for employees?
Q6) The federal government mandates a minimum of two weeks severance pay for older employees who are asked to retire early.
A)True
B)False
Page 15
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Chapter 14: Risk Management and Worker Protection
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Sample Questions
Q1) Self-employed people are less willing to work in dangerous circumstances, and therefore they are less vulnerable to illnesses, injuries, and death.
A)True
B)False
Q2) Which of the following is typically a characteristic of potentially violent employees?
A) Tendency to be the centre of attention
B) Interest in several activities rather than treating work as a sole major activity
C) Absence of any strain or distress
D) Involvement in telephone harassment
Q3) The Occupational Safety and Health Act provides for on-the-spot inspections by OSHA representatives
A)True
B)False
Q4) The last phase of accident investigation involves preparing a report on the accident.
A)True
B)False
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Page 16
Chapter 15: Employee Rights and Responsibilities
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Sample Questions
Q1) Under the Fair and Accurate Credit Transactions Act, employers are allowed to bring in private investigators without first notifying the employees under investigation or getting their permission.
A)True
B)False
Q2) What is an employment contract? Discuss the provisions that are typically included in an employment contract.
Q3) The dependency on illegal drugs is not a disability under the American with Disabilities Act.
A)True
B)False
Q4) Explain some of the best practices that need to be considered while conducting workplace investigations. Are polygraph tests an important component of the investigation procedures?
Q5) A citizen's right of individuals to freedom of speech granted by the U.S. Constitution is an unrestricted one in the workplace.
A)True
B)False
Q6) Differentiate between upward and downward communication in workplaces.
Page 17
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Chapter 16: Unionmanagement Relations
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Sample Questions
Q1) The most highly unionized part of the U.S. workforce is the:
A) agricultural sector.
B) manufacturing sector.
C) government sector.
D) mining sector.
Q2) What is the role of collective bargaining in union/management relations? Describe the collective bargaining process.
Q3) In the United States, unions have typically focused primarily on:
A) avoiding changes that can replace workers with machines.
B) increasing industrial democracy in workplaces.
C) wages, benefits, job security, and working conditions.
D) integration with ruling governmental and political power.
Q4) The practice of salting, which refers to paying union members to infiltrate an employer and organize workers, is a violation of the Wagner Act.
A)True
B)False
Q5) Describe why employees want to unionize.
Q6) How do national and international unions differ from local unions in their structures and functions?
18
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