SECOND EXAM – HRM/BA 453Grading: 100 points. Two points for each of 30 multiple questions (60 points total) and 10 points for each of 4 essay questions (40 points total).1. Effective Performance Management includes all except:a. Setting and clarifying performance goals or standards.b. Observing actual work performance and providing helpful feedback.c. Removing organizational obstacles to performance.d. Redefining organizational culture.e. Documenting performance information.2. Factors which contribute to the ineffectiveness of performance appraisals (reviews) include all except:a. Failing to achieve goal clarity and commitment initially.b. Matching an ineffective evaluation method with the review’s objective.c. Informing a person of a performance rating prior to feedback.d. Inviting the person’s peers to sit in on the appraisal interview.e. Providing the person with guidelines for the appraisal process in advance of the interview.3. The performance appraisal method that combines quantified ratings with narrativecritical incidents, often using specific examples of performance is:a. Forced Distribution method.b. Paired Comparison method.c. Critical Incident method.d. Management by Objectives method.e. BARS.4. In performance appraisal, the judgment bias that occurs when a supervisor’s rating or perception of a person on one trait significantly influences the rating or perception of all other traits, is referred to as:a. Halo effect.b. Strictness/leniency.c. Central tendency.d. Recency effect.e. Similar –to-me bias.5. A procedure that entails soliciting performance feedback from supervisors, peers, and subordinates is:a. BARS.b. 360 Degree Feedback.c. MBO.d. Survey Feedback.e. Paired Comparison.6. A performance appraisal method which entails goal setting and the measurement of performance based on the degree to which goals are accomplished is:a. BARS.b. Critical Incident method.c. MBO.d. 360 Degree Feedback.e. Goal measurement survey. 7. The Fair Labor Standards Act as amended contains all except:a. Minimum wage standards.b. Child labor protection.c. Overtime pay requirements.d. Maximum pay standards.e. Overtime exemption criteria.8. A feature of pension plans, required by federal law, which refers to an employee’s nonforfeitable rights to accrued benefits is called:a. Gain Sharing.b. Vesting.c. Portability.d. Defined Benefit.e. Eligibility.9. The job evaluation method that rates and/or evaluates each job relative to all otherjobs, usually based on some overall factor or criteria such as “job difficulty” is:a. Point evaluation method.b. Factor comparison method.c. Critical incident method.d. Job classification method.e. Ranking method.10. In designing a performance-based compensation system, all of the following factors should be considered except:a. Valence of the added compensation or rewards.b. Instrumentality of the system in connecting performance outcomes to rewards.c. Expectancy that performance efforts will be accurately viewed and connected to outcomes.d. Equity and legality of pay differentials, internally and externally.e. All of the above. 11. A federal law which requires most private employers to provide terminated or retired employees with the opportunity to self-pay for continued health insurance benefits, generally up to 18 months, is:a. COBRA.b. ERISA.c. Fair Labor Standards Act (FLSA).d. EGTRRA.e. ESOP.12. The type of arrangement wherein groups of health care providers contract with employers, insurance companies, or TPAs to provide medical services at a reduced rate is:a. HMO.b. PPO.c. MIC.d. SIC.e. COBRA.13. The federal law that prohibited a broader range of unfair labor practices, enumerated the rights of employees (as union members) and employers, and allowed the President of the USA to temporarily bar national emergency strikes is the:a. Fair Labor Standards Act.b. ERISA.c. Norris-LaGuardia Act.d. Davis-Bacon Act.e. NLRA (Wagner & Taft-Hartley).14. TIPS refers to unfair labor practices often committed by an employer during a unionization effort and includes all except:a. Promising rewards or benefits.b. Spying on union activities.c. Threatening employees who are interested in unionism.d. Intensely campaigning against the union effort.e. Interrogating employees about union activities.15. The agency created by federal law to investigate unfair labor practice charges and provide for secret ballot elections in determining whether or not a firm’s employees want union representation is:a. FMCS.b. EEOC.c. NLRB.d. OFCCP.e. Labor-Management Relations Board.16. A situation that occurs in collective bargaining when the parties are deadlocked in reaching a settlement is:a. Impasse.b. Boycott.c. Lockout.d. Mediation.e. Injunction.17. A work stoppage initiated by some employees in protest to unresolved grievances or unsatisfactory collective bargaining and unsanctioned by the union is:a. Sympathy strike.b. ULP strike.c. Economic strike.d. Wildcat strike.e. Boycott.18. A typical collective bargaining (labor) agreement typically includes all except:a. Wage rates.b. Seniority provisions.c. Grievance procedure.d. Term of the agreement.e. Description of unfair labor practices.19. The legal process through which employees as a group can terminate their union representation is:a. Collective bargaining.b. Mediation.c. Decertification.d. Arbitration.e. Secondary Boycotting. 20. In a unionized setting, the basis of an involuntary termination of an employee’s employment is generally based on:a. At-Will.b. Federal Employment Guidelines.c. Distributive Justice.d. Just Cause.e. Code of Ethics.21. A fair and just corrective action (discipline) procedure entails all except:a. A set of clear work rules and policies.b. A system of progressive and timely action commensurate with cause.c. A thorough investigative (fact finding) process.d. An appeals process (which could overturn the action).e. Advising the union and all other employees of the action taken.22. Deliberate and willful violation of employer policies, in the context of employee and labor relations, is referred to asa. Unsatisfactory performance.b. Misconduct.c. Insubordination.d. Sabotage.e. Unfair labor practice.23. The factor which shapes ethical behavior to the least degree, according to the text,is:a. Personal moral predispositions.b. Organizational factors such as schedule pressure.c. The extent to which managers model ethical behavior.d. Norms within the organizational culture.e. Advancing a