FIRST EXAM – HRM/BA 453 (Fall 04)Grading: 100 points. Two points for each multiple choice questions (60 points total) and 10 points for each of 4 essay questions (40 points total).1. The criteria for making and critiquing effective HRM decision include all but:a. Enhancing the performance of individual and team.b. Containing costs.c. Promoting fair play and equity.d. Maintaining the confidentiality of the company’s business strategy.e. Limiting employment liability.2. A manager’s HRM role includes all of the following activities except:a. Controlling labor costs.b. Interpreting company policies.c. Training new employees as needed.d. Handling OFCCP audits.e. Placing the right person in the right job.3. The philosophy of HRM which assumes that people are basically trustworthy, seek responsibility and have considerable creativity is referred to as:a. Democratic management.b. Theory X management.c. Empowerment.d. Theory Y management.e. Pygmalion Effect.4. Research has identified seven HRM practices of high performance organizations which include all except:a. Providing a larger measure of employment security.b. Enhancing status differences.c. Promoting team management and development.d. Engaging in a policy of selective hiring and extensive training.e. Openly sharing key company information with employees.5. Changes which impact the workplace today include all except:a. Workforce diversity.b. Restriction of free trade.c. Technological advances.d. Globalization.e. The nature of work.6. Common pitfalls for managers when employees express discrimination or harassment complaints include all but:a. Inadequate discovery.b. Blind referrals.c. Inadequate corrective action.d. Failure to resolve factual disputes.e. Recognizing a complaint as legal notice of an issue.7. The law which requires employers to make reasonable accommodations for employees with religious preferences which create work schedule conflicts is:a. Title VII of the CRA.b. Age Discrimination in Employment Act (ADEA).c. Vocational Rehabilitation Act.d. ADA.e. FMLA.8. The Civil Rights Act, as amended (and as interpreted by the courts), changed the legal landscape of employment discrimination in all of the following ways except:a. Included protection based on national origin.b. Shifted the burden of proof from employers to employees.c. Required employers to valid selection tests.d. Shifted the focus from “intent” to “effect” in examining discriminatory practices.e. Provided employees with the right to sue and seek damages.9. One employer defense against discrimination allegations which permits mandatory age requirements for pilots and other public safety jobs is:a. Business necessity.b. BFOQ.c. Reasonable accommodation.d. ADEA.e. Disparate treatment.10. The term that means there is a significant disparity between the proportion of a protected group applying for a position and the proportion getting the job (e.g., 80/20 rule), caused by an apparently neutral employment practice, is:a. Illegal discrimination.b. Disparate impact.c. Disparate treatment.d. Lack of Affirmative Action.e. BFOQ.11. The Albermarle Paper Company v. Moody case defined what employers must do to:a. Define selection requirements for minorities.b. Conduct employment interviews that are job related.c. Validate employment selection tests.d. Not use high school degrees as an absolute job requirement.e. Conduct job analysis to demonstrate BFOQs.12. The American with Disabilities Act (ADA) stipulates that:a. A disability is defined as a physical or mental impairment that substantially limits one or more major life activities.b. Employers must make reasonable accommodations for disabled employees.c. Employers must provide pre-employment drug and health examinations.d. Employers have the burden of demonstrating “undue hardship” if an accommodation is not made.e. The employee has the burden of proving that an ADA defined disability exists. 13. The following measures are used to prevent sexual harassment in the workplace except for:a. Adopting and openly affirming a policy against harassment/intimidation.b. Conducting training to sensitize all employees of the concern.c. Adopting effective internal complaint procedures.d. Avoiding email with sexual humor.e. Providing paid legal services for employees.14. The concept that requires employers to identify the underutilization of minorities/women in the workplace compared to the labor markets from which they recruit and to make a good faith outreach effort to hire and promote them is:a. Disparate Impact.b. Reasonable Accommodation.c. Affirmative Action.d. Workplace Diversity.e. Equal Employment Opportunity.15. A Job Description typically includes all but:a. Essential duties and responsibilities.b. Standards of performance.c. Working conditions and physical environment.d. Scope of authority.e. Pay rate or range.16. Projecting (forecasting) internal needs for new employees (job openings) requires all but:a. Projecting turnover.b. Projecting growth.c. Projecting technological changes.d. Projecting shifts in business strategy.e. Projecting labor market parameters.17. Recruitment, as contrasted with selection, requires all of the following activities except:a. Developing job descriptions and defining job specifications.b. Conducting employment interviews.c. Defining the labor market(s) from which to recruit.d. Using various methods to advertise job openings and attract candidates.e. Designing application forms to collect critical employment information.18. Recruitment methods include all of the following methods, but which one of themcannot be relied on solely without risk of discrimination.a. Internet and newspaper advertising.b. Employment agencies and headhunters.c. College recruiting.d. Employee referrals.e. State employment office.19. Strategic HR employment (workforce) planning includes all but:a. Conducting employee opinion surveys.b. Defining internal labor demands (needs).c. Forecasting external labor supply within defined labor markets.d. Identifying internal labor supply.e. Estimating external labor demands (needs) among competitors.20. The concept which refers to the consistency of scores obtained by the same person when retested with the identical or equivalent tests is:a. Criterion validity.b. Test efficacy. c. Content validity.d. Test reliability.e. Construct validity.21. A type of validity based on demonstrating that selection test scores are related to job performance is:a. Content