FIRST EXAM – HRM/BA 453/553 (FALL 05)GRADING: 100 points. Two points for each of 30 multiple choice questions, and 20points for each of two essay questions. 1. The core HRM responsibility of managers is:a. Recruitment and selection of new employees.b. Training and orientation of employees.c. Insuring a safe and healthy work environment.d. Providing fair and equitable pay and benefits.e. Performance management and review.2. The criteria for making and critiquing HRM decisions includes all except:a. Enhancing individual and team performance.b. Limiting employment liability.c. Containing costs.d. Promoting fair play and equity.e. Insuring adequate status differentiation.3. The philosophy of HRM which assumes that people are basically lazy, lack ambition, avoid responsibility, and need to be monitored and controlled is referred to as:a. Theory Y management.b. Theory X management.c. Theory Z management.d. Pygmalion Effect.e. Coercive Style.4. Research has identified seven HRM practices of high performance organizations which include all except:a. Openly sharing key company information with employees.b. Engaging in a policy of selective hiring and extensive training.c. Providing employment security.d. Enhancing status differences.e. Promoting team management.5. When things go right in HRM, it is often the result of an “preventative strategy” which includes all except:a. Developing clear, well understood, well accepted policies.b. Fostering a work culture respectful of diversity and fair treatment.c. Inviting regulatory agencies to investigate internal complaints.d. Providing continuous skill training in policy administration.e. Critically auditing HRM practices.6. Common pitfalls for managers when employees express discrimination or harassment complaints include all except:a. Failure to resolve factual disputes.b. Blind referrals.c. Inadequate discovery.d. Recognizing a complaint as legal notice of an issue.e. Inadequate corrective action.7. The federal law which requires employers to make reasonable accommodations for religious preferences is:a. EEOC Act.b. Civil Rights Act (Title VII).c. The Religious Rights in the Workplace Act.d. Executive Orders requiring Affirmative Action.e. Fair Labor Standards Act.8. The Civil Rights Act, as amended (and interpreted by the courts), changed the legal landscape of employment discrimination in all of the following waysexcept:a. Shifted the burden of proof from employees to employers.b. Required employers to validate employment selection tests.c. Shifted the focus of employment actions from Affect to Intent.d. Provided employees with the right to sue and seek damages.e. Created the EEOC to enforce the law.9. The American with Disabilities Act stipulates all of the following except:a. A disability is defined as a physical or mental impairment that substantially limits one or more major life activities.b. Employers have the duty of proving that an employee has a disability.c. Employers have the obligation of providing reasonable accommodation to an employee with an ADA defined disability.d. Employers have the burden of proving “undue hardship” if an accommodation is not made.e. Employers can only require health exams after the offer of employment, whereas pre-employment drug tests are permitted.10. Under the Civil Rights Act of 1991, a protected class person who believes he or she has been unintentionally discriminated against need only establish a prima facie case, showing that the employer’s practice resulted in:a. Disparate treatment.b. Adverse Impact.c. Underutilization based on Affirmative Action analysis.d. BFOQ.e. Business necessity.11. Some illustrative discriminatory employment practices include all except:a. Relying exclusively on word-of-mouth recruitment. b. Giving preference to single workers.c. Asking questions about an applicant’s health and age.d. Rejecting an applicant because of their criminal arrest record.e. Conducting background investigations.12. A manager who repeatedly offers a promotional opportunity to an employee in exchange for requested sexual favors is engaging in what type of harassment:a. Hostile work environment.b. Adverse impact.c. Quid Pro Quo.d. Disparate treatment.e. BFOQ.13. The following measures can be used by managers to prevent sexual harassment in the workplace except for:a. Avoiding jokes with sexual content.b. Affirming a zero tolerance policy.c. Providing sensitivity or awareness training to employees.d. Referring complaints to the EEOC prior to investigation.e. Taking all complaints seriously and investigating them.14. A job description typically includes all except:a. Reporting relationships.b. Scope (and limits) of authority.c. Pay level.d. Standards of performance.e. Working conditions.15. Projecting (forecasting) internal needs/demands for new employees (job openings) requires all except:a. Projecting new sources of recruitment.b. Projecting turnover.c. Projecting growth or organizational change.d. Projecting shifts in business strategy.e. Projecting changes in technology.16. Engaging in strategic HR employment planning requires managers to ask all of the following questions except:a. What new competition will enter the labor market for human resources?b. What types of job openings that are likely to occur and when?c. Where can we find and how can we attract the talent needed?d. What types of employment litigation are likely to arise?e. What are the competencies and upward mobility of current employees?17. Recruitment of new employees, as contrasted with selection, requires all of the following tasks except:a. Advertising job openings.b. Administering various testing methods.c. Defining the labor market (parameters) from which to recruit.d. Analyzing jobs and specifying job qualifications.e. Defining the compensation requirements for open jobs.18. When the scores on selection tests strongly correlate to (current or future) performance ratings, the test demonstrates:a. Test reliability.b. Content validity.c. Criterion validity.d. Construct validity.e. Central tendency.19. Pre-employment background checks typically include all of the following except:a. Verification of dates, work responsibility, and pay of prior work positions held.b. Verification of social security number.c. Verification of education.d. Verification of workers compensation and employment discriminationclaims filed.e. Verification of criminal conviction records (and driving records if applicable).20. Selection