Workplace Diversity Question
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Course Introduction
Workplace Diversity examines the various dimensions of diversity in organizational settings, including race, ethnicity, gender, age, sexual orientation, physical abilities, religion, and cultural backgrounds. The course explores the challenges and opportunities that arise in diverse work environments and emphasizes the importance of creating inclusive cultures that value and leverage differences. Through case studies, theoretical frameworks, and practical exercises, students learn strategies for promoting diversity and equity, addressing unconscious bias, and building effective teams. By understanding the impact of diversity on communication, decision-making, and organizational performance, students are prepared to contribute positively to diverse workplaces.
Recommended Textbook
Human Resources Management 2nd Canadian Edition by Deborah Zinni
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Page 2
Chapter 1: Changing Nature of Human Resources Management
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Sample Questions
Q1) When HR departments of firms in the same industry collaborate, there is some concern that competitive conflicts may arise.
A)True
B)False
Answer: True
Q2) Which of the following is the primary reason for compiling data in HR management systems?
A)to develop complete records about each employee
B)to facilitate HR decision making
C)to ensure that the organization's HR management system is stronger than its competitors' systems
D)to allow the HR department to retain the management system function in-house rather than outsourcing it to vendors
Answer: B
Q3) Typical operational HR functions include collecting data, complying with law, and doing HR planning.
A)True
B)False
Answer: False
Page 3
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Chapter 2: Strategic HR Management and Planning
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Sample Questions
Q1) Which of the following organizational events would NOT affect HR planning?
A)monitoring declining quality of the community's schools
B)opening a branch office in Johannesburg, South Africa
C)making technological changes in the manufacturing process
D)changing the accounting software used by the company
Answer: D
Q2) The strongest evidence of successful HR planning in an organization is if the human resources have been consistently aligned with the needs of the business over a period.
A)True
B)False
Answer: True
Q3) An HR manager is compiling an inventory of organizational capabilities. What data on current employees would the manager NOT include?
A)work accomplishments
B)age
C)number of children
D)pay rates
Answer: C
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Chapter 3: Legal Environment of Equal Employment and Diversity
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Sample Questions
Q1) In which of these scenarios does sexual harassment occur most frequently?
A)A male harasses a female co-worker.
B)A male supervisor harasses a woman within his power structure.
C)A manager of either sex harasses a subordinate of the opposite sex.
D)An employee harasses an employee of the same sex.
Answer: B
Q2) Several studies have demonstrated that older workers are less productive and are prone to absenteeism.
A)True
B)False
Answer: False
Q3) Federal employment laws prohibit discrimination based on sexual orientation.
A)True
B)False
Answer: True
Q4) The Canada Labour Code and the Canadian Human Rights Act apply to every Canadian citizen.
A)True
B)False
Answer: False
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Chapter 4: Redefining Jobs and Job Analysis
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Sample Questions
Q1) Which of the following is synonymous with fundamental duties of a job?
A)essential job functions
B)minimum job elements
C)dominant KSAs
D)primary requirements
Q2) Which of the following statements characterizes computerized job analysis?
A)Identifying mismatches between job scores and salary survey data is difficult.
B)Production of technical reports is required in the analysis.
C)Results cannot be used to develop job evaluation weights.
D)The time and effort involved in writing job descriptions are reduced.
Q3) Jobs that are routine in nature have been affected the most by the international outsourcing of work.
A)True
B)False
Q4) Which of the following is the usual basis for evaluating telecommuting employees?
A)time spent on-task
B)electronic surveillance
C)results
D)"face-time" spent with supervisors
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Chapter 5: Recruiting in Labour Markets
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Sample Questions
Q1) "General" job fairs are especially useful for locating high-quality applicants who might otherwise not have considered applying at a particular company.
A)True
B)False
Q2) An employer may wish to utilize the necessary skills and experience of visible minority professionals entering Canada. Which of the following recommendations should the employer ignore?
A)Ensure that staff have cross-cultural sensitivity.
B)Use exclusive recruiting methods.
C)Make employee orientation more supportive.
D)Facilitate access to the first job.
Q3) Which of the following statements expresses an identified disadvantage of external recruiting?
A)A stronger management development program is needed.
B)New hires won't have "political supporters" already in the organization.
C)Internal candidates not selected may develop morale problems.
D)Inbreeding will result.
Q4) Why is it important to formally evaluate and measure recruiting? What are some factors that can be used to evaluate recruiting?
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Chapter 6: Selection of Human Resources
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Sample Questions
Q1) Fitting a person to the right job is an HR focus. What is this activity the definition of?
A)placement
B)selection
C)staffing
D)orientation
Q2) Which of the following areas is NOT covered by employers in pre-employment screening?
A)educational attainment
B)job location
C)applicants' pay expectations
D)types of available jobs
Q3) An interviewer repeatedly picks the same capabilities across different applicants. What is this pattern called?
A)inter-rater reliability
B)rater experience
C)intra-rater validity
D)predictor correlation
Q4) What are the purposes of the application form? What legal issues are involved with application forms?
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Chapter 7: Training Human Resources
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Sample Questions
Q1) Cole, the director of training for a manufacturer of heavy equipment, is designing a training program for new sales representatives. The sales reps need to be able to quote "chapter and verse" from the company catalogue regarding types of equipment, their functions, their appropriate and inappropriate uses, pricing, and financing packages. Cole wants to design the most effective training program possible. Which of the following is the type of practice he should provide for the sales reps?
A)computer-based
B)spaced
C)massed
D)virtual
Q2) When calculating the costs and benefits of a training program, which of the following is NOT a factor to be taken into account ?
A)trainer's salary if the trainer is an employee of the organization
B)opportunity cost of trainees being away from work
C)hotel and food expenses for trainees if training is off-site
D)reduction in morale of employees not selected for training
Q3) How can an organization determine whether its training expenditures are cost effective?
Q4) What learning principles should you consider in designing a training program?
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Chapter 8: Talent Management and Development
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Sample Questions
Q1) Carla, 52, has been laid off twice in her life: once when her employer downsized, and once when her next employer was acquired by a larger rival. Now, after five years with her current employer, she has hit a career plateau. Carla is rather frustrated. Each time she has changed employers, she has "retooled," acquiring more skills and expanding her knowledge base. She decides to consult a career counsellor at her employer. How would the career counsellor likely suggest that Carla should view her career?
A)as linear
B)as dysfunctional
C)as stable
D)as cyclical
Q2) In recent years, a career has come to be viewed as changeable and based on whom you know as well as what you know. Which of the following terms best describes this view?
A)promethean
B)pragmatic
C)problematic
D)protean
Q3) What is an assessment centre? What role can an assessment centre play in an organization's HR development process?
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) The forced distribution method of performance appraisal lists all employees from highest to lowest in performance.
A)True
B)False
Q2) The forced distribution method of appraisal assumes that the widely known bell-shaped curve of performance exists in a given group.
A)True
B)False
Q3) At Safe and Green Ltd. there is little variation in pay among employees within the existing job categories. Raises are essentially the same for average and excellent performers. Although performance appraisals are performed regularly, everyone views the process as paper shuffling. Which of the following is the basis of Safe and Green Ltd.'s culture?
A)performance
B)entitlement
C)bureaucracy
D)benevolence
Q4) Discuss the characteristics of a legally defensible appraisal system.
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Chapter 10: Compensation Strategies and Practices
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Sample Questions
Q1) If the pay of a significant number of employees falls outside the pay ranges drafted as part of constructing new pay grades and ranges, then which response is the most appropriate to make?
A)adjusting employees' pay to fall within the new pay grades and ranges
B)instituting broadbanding (which will include more extremes in pay levels for the same job)
C)investigate whether the compensation system has been based on flawed data.
D)revising the pay grades and ranges
Q2) In the last decade, the pressures of the Canadian economy have dictated that all private-sector, for-profit organizations adhere to a pay-for-performance compensation philosophy.
A)True
B)False
Q3) An advantage of market pricing is that employees view it as having high face validity.
A)True
B)False
Q4) Compensation for host-country nationals is often based on local wage levels.
A)True
B)False
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Chapter 11: Variable Pay and Executive Compensation
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Sample Questions
Q1) The most widely used long-term executive performance incentive is the ESOP.
A)True
B)False
Q2) Perquisites may offer substantial tax savings for executives because some perks are not taxed as income.
A)True
B)False
Q3) The advantage of Improshare, as a gainsharing program, is that it takes into account multiple factors such as prices, client satisfaction, and revenue volume.
A)True
B)False
Q4) Which kind of effort are gainsharing plans designed to elicit from employees?
A)maximum possible
B)satisfactory
C)minimum acceptable
D)sustainable
Q5) It is not always appropriate to link pay to performance.
A)True
B)False
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Chapter 12: Managing Employee Benefits
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Sample Questions
Q1) Explain why health-care cost management has become important. Discuss several strategies available for controlling costs.
Q2) From the employee's point of view, special benefits that provide financial support to employees are especially welcome because they are often not taxed as income.
A)True
B)False
Q3) Which of the following benefits are NOT mandated by government legislation?
A)employment insurance
B)Old Age Security
C)workers' compensation
D)retirement plans
Q4) On average, which percentage of employers' payrolls do the costs of benefits represent?
A)60 percent
B)10 percent
C)40 percent
D)20 percent
Q5) What security benefits are mandated by federal or provincial law? How are they funded?
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Chapter 13: Health, Safety, and Security and Risk Management
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Sample Questions
Q1) To exercise due diligence under the Occupational Health and Safety Act, it is sufficient to take corrective action after a workplace injury.
A)True
B)False
Q2) Which of the following acronyms identifies a comprehensive plan for providing information on the safe handling of hazardous materials in Canadian workplaces?
A)CLC
B)WHMIS
C)MSDS
D)OH&SA
Q3) Most companies prefer to use in-house security staff so that they can closely control the employees' training and monitor their performance.
A)True
B)False
Q4) Every jurisdiction in Canada has requirements for first aid in the workplace.
A)True
B)False
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Chapter 14: Employee Rights and Discipline
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Sample Questions
Q1) Random drug testing of public employees is allowed under the Canadian Human Rights Act.
A)True
B)False
Q2) David is an engineer who considers himself a humorist and a "modern-day Mark Twain." He collects humorous emails from friends throughout the world using his computer at work. Much of this collection is composed of jokes regarding the prime minister, religious leaders, and women. So far, no one at his all-male workplace has complained about his hobby, and during their breaks, co-workers frequently pop into David's cubicle to ask him for the best joke of the day. Which of the following perspectives should HR take on this situation?
A)David's workplace is all male, so complaints about a hostile environment aren't an issue; religious and political commentaries are protected under the constitutional right to free speech.
B)This issue is outside of HR concerns because no one at the workplace has complained, and all activity takes place during non-work times.
C)David's hobby is a potential legal liability for the company.
D)HR can ignore David's hobby because the emails are neither malicious nor threatening.
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Page 16
Chapter 15: Unionmanagement Relations
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Sample Questions
Q1) When it comes to labour relations, which of these responsibilities belongs to the HR unit?
A)administering the labour agreement on a daily basis
B)resolving grievances and problems between management and employees
C)avoiding unfair labour practices during organizing efforts
D)monitoring the climate for unionization and union relationships
Q2) Unions in Canada have typically focused on different matters than some global unions. Which of the following is the main Canadian focus?
A)achieving worker solidarity
B)addressing economic issues
C)maintaining due process for all workers
D)increasing industrial democracy
Q3) Disputes may arise when the employer and the union hold different interpretations of a labour contract. Which of the following is a mechanism to settle such disputes?
A)complaint conciliation
B)contract interpretation
C)grievance arbitration
D)grievance mediation
Q4) Describe how industrial relations are regulated in Canada.
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