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uop HRM 531, Fall 2014

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Question;If employers fail to check closely enough on a prospective;employee who then commits a crime in the course of performing his or her job;duties, they can be held liable for;? Quid pro;quo;? Loss of;consortium;? Negligent;hiring;? Hostile;environment;Which is not a quality of Generation Y?;? Inability;to handle numerous projects;? The;constant need for stimulation/entertainment;? A;blurring of the lines between work and leisure time while on the job;? Short;attention spans;When companies discover they can communicate better with;their customers through employees who are similar to their customers, those;companies then realize they have increased their _____ diversity.;? External;? Primary;? Secondary;? Internal;In _____, workers have been fired for refusing to quit;smoking, for living with someone without being married, drinking a competitor?s;product, motorcycling, and other legal activities outside of work.;? Constructive;discharge;? Lifestyle;discrimination;? Invasion;of privacy;? Defamation;Because practical considerations make job tryouts for all;candidates infeasible, it is necessary to __________ the relative level of job;performance for each candidate on the basis of available information.;? Accept;? Assign;? Predict;? Abandon;?;Title VII of the _____________ states that top executives in;companies receiving government support can retract bonuses, retention awards;or incentives paid to the top five senior executive officers or the next 20;most highly compensated employees based on corporate information that is later;found to be inaccurate.;? Pay for;Performance Act (2009);? American;Recovery and Reinvestment Act (2009);? Equal Pay;Act (1963);? Sarbanes?Oxley;Act (2002);Which of the following is a distinctive feature of the U.S.;system compared with other countries?;? Wages set;by arbitration councils;? Low union;dues and small union staffs;? All;agreements are of unlimited duration;? Exclusive;representation (page 513);Organizations periodically turn to _________ to meet demands;for talent brought about by business growth and a desire for fresh ideas, or to;replace employees who leave.;? Entry-level;employees;? Former;employees;? Their;subsidiaries;? Outside;labor markets (page 211);What is our country?s income maintenance program?;? ERISA;(1974);? PPA;(2006), 401(k);? COBRA;(1985);? Social;Security;is the biggest hurdle to overcome in a;pay-for-performance plan.;? Inflation;? Compensation;equation;? Salary cap;performance level;? Merit-pay;increases;is the process where managers provide feedback;to the employees regarding their past and present job performance proficiency;as well as a basis for improving performance in the future.;? Placement;? Performance;management;? Selection;? Recruiting;This made extensive changes to the Employee Retirement;Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified;(for tax deferral) retirement-benefit plans.;? Short-Term;Disability laws;? Employer;Cost Shifting laws;? The;Pension Protection Act (PPA) of 2006 (page 486);? Short-Term;Severance Pay laws;Training that results in ______ is costly because of the;cost of training (which proved to be useless) and the cost of hampered;performance.;? Simulation;of training;? Applicability;of training;? Reinforcement;of training;? Negative;transfer of training (page 306);implies that appraisal systems are easy for managers;and employees to understand and use.;? Sensitivity;? Acceptability;? Practicality;(page 339);? Reliability;The Civil Rights Act of 1991 offered what for victims of;unintentional discrimination?;? Affirmative;action;? Monetary;damages and jury trials (page 85);? Race-norming;? Adverse;impact;A _____ occurs when parties are unable to move further;toward settlement.;? Lockout;? Bargaining;impasse (page 530);? Mediation;? Grievance;Mary arrives at her new job. Before she can begin actually;doing the work, she must complete a series of activities including role playing;and virtual reality interactions. What;type of training method does Mary?s new employer use?;? Information;presentation;? Simulation;(page 309);? On-the-job;training;? Organizational;development;?;If objective performance data are available, which of the;following is the best strategy to use?;? Summated;rating scales;? BARS;? MBO (page;348);? Work;planning and review;To avoid legal difficulties related to performance;appraisals and enhance credibility in court, employers should;? Present;only the manager?s perspective;? Present;only the employee?s perspective;? Have;friends testify;? Document;appraisal ratings and reason for termination (page 340);For organizations, _________ is an indirect cost associated;with downsizing.;? Outplacement;? Administrative;processing;? An;increase in the unemployment tax rate (page 401);? Severance;pay;Employee demotions usually involve.;? A cut in;pay, status, privilege, or opportunity (page 398);? A decrease;in status and privilege but no loss of opportunity or pay;? An;increase in pay and more responsibility;? A;reduction in pay but no loss of opportunity, status, or privilege;Which question should not be important in evaluating the;value of training?;? Was the;cost of training within the budget? (page 311);? Is the;change positive related to organizational goals?;? Did;change occur?;? Is the;change due to training?;Hard quotas;? Are a;commitment to treat all races and sexes equally in all decisions about hiring;promotion, and pay;? Represent;a mandate to hire or promote specific numbers or proportions of women or;minority group members (page 688);? Are a;concerted effort by the organization to actively expand the pool of applicants;so that no one is excluded because of past or present discrimination;? Systematically;favor women and minorities in hiring and promotion decisions;?;When conduction a performance feedback discussion, active;listening requires;? Verbal;communications only;? Interruptions;to get your point across;? Summarizing;what was said and what was agreed to (page 362);? Summarizing;your key points;Properly designed incentive programs work because they are;based on two well-accepted psychological principles: (1) increased motivation;improves performance and (2);? The;Rucker plan;? The;Scanlon plan;? Control-based;compensation;? Recognition;is a major factor in motivation (page 441);What can affirmative action assist organizations in;achieving that diversity initiatives cannot?;? Maximizing;creativity;? Correcting;specific problems of the past (page 122);? Maximizing;workforce commitment;? Increased;productivity;proceeds from an oral warning to a written warning to;a suspension to dismissal.;? Procedural;justice;? Progressive;discipline (page 694);? Positive;discipline;? Due;process;In determining the competitiveness of benefits, senior;management tends to focus mainly on;? Value;? Worth;? Cost;(page 471);? Security;include everything in a work environment;that enhances a worker?s sense of self-respect and esteem by others.;? Nonfinancial;rewards (page 692);? Social;responsibilities;? Internal;pay objectives;? General;business strategies;analysis is the level of analysis that focuses on;employees specifically.;? Individual;(page 298);? Operations;? Employee;? Environmental

 

Paper#46207 | Written in 18-Jul-2015

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