assignments+online exams

ashworth college BZ420 Online Exam 1 latest 2016 aprilPart 1 of 1 – 85.0/ 100.0 PointsQuestion 1 of 20 5.0/ 5.0 Points__________ use detailed information to prepare job descriptions.A. EEO representativesB. Compensation managersC. Job analystsD. RecruitersQuestion 2 of 20 5.0/ 5.0 Points__________ maintain contact within the community and publicize openings.A. Job analystsB. EEO representativesC. RecruitersD. Compensation managersQuestion 3 of 20 5.0/ 5.0 Points__________ refers to the practices and policies you need to carry out the personnel aspects of your management job.A. Human Resource ManagementB. Labor RelationsC. Organizational BehaviorD. Organizational Health and Safety ManagementQuestion 4 of 20 5.0/ 5.0 Points__________ search for qualified job applicants.A. EEO representativesB. Job analystsC. RecruitersD. Training specialistsQuestion 5 of 20 5.0/ 5.0 PointsWhich of the following is an example of HR management’s changing role?A. HR managers must measurably improve organizational performance.B. HR managers must represent the organization even when they are off the clock.C. HR managers must be individually centered so as to ensure that there will be no favoritism.D. None of the above.Question 6 of 20 5.0/ 5.0 PointsThe __________ HR group may provide specialized support for organizational change.A. transactionalB. corporateC. embeddedD. centers of expertiseQuestion 7 of 20 5.0/ 5.0 PointsEffective human resource management could include all of the following responsibilities except:A. placing the right person in the right job.B. training employees.C. controlling labor costs.D. None of the above.Question 8 of 20 5.0/ 5.0 Points All of the following are new HRM skills except __________.A. improving off-shoring skillsB. supplying transactional services while serving more strategic, internal consulting activitiesC. improving internal consulting skillsD. all of the aboveQuestion 9 of 20 5.0/ 5.0 PointsOf the 10 most serious ethical issues, how many were HR related?A. sixB. 10C. sevenD. fourQuestion 10 of 20 5.0/ 5.0 PointsWhat tactic will employers likely have to take to fill openings left by retiring employees?A. instituting flexible work hoursB. hiring more womenC. rehiring retireesD. lowering the retirement ageQuestion 11 of 20 5.0/ 5.0 PointsThe __________ HR group focuses on being HR business partners to specific departments.A. embeddedB. corporateC. centers of expertiseD. transactionalQuestion 12 of 20 5.0/ 5.0 PointsWhich organization provides professional certification for human resource managers?A. Academy of ManagementB. Society for Human Resource ManagementC. Academy of HR PartnersD. Association of Business AdministrationQuestion 13 of 20 0.0/ 5.0 Points The proportion of younger workers in the workforce is projected to __________.A. stop growingB. decreaseC. increase at a slower rateD. decrease at a faster rateQuestion 14 of 20 5.0/ 5.0 PointsA __________ is a company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.A. mission statementB. strategyC. tacticD. scorecardQuestion 15 of 20 0.0/ 5.0 PointsWhich of the following is an issue that HR managers have to deal with today?A. managing ethicsB. managing employee engagementC. adding valueD. all of the aboveQuestion 16 of 20 5.0/ 5.0 PointsWhich term refers to letting vendors abroad provide services for a firm?A. external work systemsB. application service providersC. offshoringD. data warehousingQuestion 17 of 20 0.0/ 5.0 PointsThe ________ HR group works with the top management team to develop long range plans for the company.A. transactionalB. embeddedC. centers of expertiseD. corporateQuestion 18 of 20 5.0/ 5.0 PointsNo manager wants to __________.A. have his or her employees not performing at peak capacityB. hire the wrong person for the jobC. find employees not doing their bestD. all of the aboveQuestion 19 of 20 5.0/ 5.0 PointsStrategic human resource management refers to __________.A. formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to its achieve strategic aimsB. planning the balance of internal strengths and weaknesses with external opportunities and threats to maintain competitive advantageC. emphasizing the knowledge, education, training, skills, and expertise of a firm’s workersD. extending a firm’s sales, ownership, and manufacturing to new marketsQuestion 20 of 20 5.0/ 5.0 PointsA(n. __________ examines current organizational practices for potential action violations.A. EEO representativeB. training specialistC. job analystD. compensation managerashworth college BZ420 Online Exam 1 latest 2016 aprilPart 1 of 1 – 0.0/ 100.0 PointsQuestion 1 of 200.0/ 5.0 PointsWhich of the following is an issue that HR managers have to deal with today?A. managing ethicsB. managing employee engagementC. adding valueD. all of the aboveQuestion 2 of 200.0/ 5.0 Points__________ maintain contact within the community and publicize openings.A. Job analystsB. EEO representativesC. RecruitersD. Compensation managersQuestion 3 of 200.0/ 5.0 PointsWhich term refers to letting vendors abroad provide services for a firm?A. external work systemsB. application service providersC. offshoringD. data warehousingQuestion 4 of 200.0/ 5.0 PointsEffective human resource management could include all of the following responsibilities except:A. placing the right person in the right job.B. training employees.C. controlling labor costs.D. None of the above.Question 5 of 200.0/ 5.0 Points__________ are specifically responsible for assisting and advising line managers in areas such as recruiting, hiring, and compensation.A. Human resource managersB. Staff managersC. Line managersD. EEO officersQuestion 6 of 200.0/ 5.0 PointsWhich of the following is an example of HR management’s changing role?A. HR managers must measurably improve organizational performance.B. HR managers must represent the organization even when they are off the clock.C. HR managers must be individually centered so as to ensure that there will be no favoritism.D. None of the above.Question 7 of 200.0/ 5.0 PointsNo manager wants to __________.A. have his or her employees not performing at peak capacityB. hire the wrong person for the jobC. find employees not doing their bestD. all of the aboveQuestion 8 of 200.0/ 5.0 PointsA __________ is a system that enables employees to manage their own benefits and update their personal information.A. company portalB. cybernetic portalC. formulation systemD. software-based systemQuestion 9 of 200.0/ 5.0 PointsWhich of the following demographic issues represents a challenge for human resource managers?A. an increasingly diverse workforceB. an aging workforceC. an increasing use of contingent workersD. both A and BQuestion 10 of 200.0/ 5.0 PointsA __________ is a company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.A. mission statementB. strategyC. tacticD. scorecardQuestion 11 of 200.0/ 5.0 PointsWhich of the following job titles indicates a position in human resources?A. recruiterB. training specialistC. EEO coordinatorD. all of the aboveQuestion 12 of 200.0/ 5.0 PointsHR managers who pass certification exams in human resource management are knowledgeable in all of the following aspects except __________.A. strategic managementB. information technologyC. employee and labor relationsD. occupational health and safetyQuestion 13 of 200.0/ 5.0 PointsWhat tactic will employers likely have to take to fill openings left by retiring employees?A. instituting flexible work hoursB. hiring more womenC. rehiring retireesD. lowering the retirement ageQuestion 14 of 200.0/ 5.0 PointsThe proportion of younger workers in the workforce is projected to __________.  A. stop growingB. decreaseC. increase at a slower rateD. decrease at a faster rateQuestion 15 of 200.0/ 5.0 Points__________ use detailed information to prepare job descriptions.A. EEO representativesB. Compensation
managersC. Job analystsD. RecruitersQuestion 16 of 200.0/ 5.0 PointsThe __________ HR group focuses on being HR business partners to specific departments.A. embeddedB. corporateC. centers of expertiseD. transactionalQuestion 17 of 200.0/ 5.0 PointsAll of the following are new HRM skills except __________.  A. improving off-shoring skillsB. supplying transactional services while serving more strategic, internal consulting activitiesC. improving internal consulting skillsD. all of the aboveQuestion 18 of 200.0/ 5.0 PointsWorkers who hold multiple jobs or are contingent or part-time are called __________.A. disposableB. seasonalC. temporaryD. nontraditionalQuestion 19 of 200.0/ 5.0 PointsStrategic human resource management refers to __________.A. formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to its achieve strategic aimsB. planning the balance of internal strengths and weaknesses with external opportunities and threats to maintain competitive advantageC. emphasizing the knowledge, education, training, skills, and expertise of a firm’s workersD. extending a firm’s sales, ownership, and manufacturing to new marketsQuestion 20 of 200.0/ 5.0 PointsThe term __________ refers to the standards someone uses to decide what his or her conduct should be.A. moralsB. ethicsC. autonomyD. responsibilityashworth college BZ420 Online Exam 2 latest 2016 aprilPart 1 of 1 – 95.0/ 100.0 PointsQuestion 1 of 205.0/ 5.0 PointsWhen planning for employment requirements, what must be forecasted?A. personnel needsB. supply of inside candidatesC. both A and B.D. neither A nor B.Question 2 of 205.0/ 5.0 PointsJane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on __________.A. diariesB. interviewsC. direct observationD. questionnairesQuestion 3 of 205.0/ 5.0 PointsA __________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.A. job specificationB. job analysisC. job reportD. job descriptionQuestion 4 of 205.0/ 5.0 PointsWhich of the following methods is used to gather job analysis data?A. interviewsB. questionnairesC. observationD. all of the aboveQuestion 5 of 205.0/ 5.0 PointsThe information resulting from job analysis is used for writing __________.A. job descriptionsB. work activitiesC. work aidsD. performance standardsQuestion 6 of 205.0/ 5.0 PointsA(n. __________ is a procedure designed to solicit information from a person’s oral responses to oral inquiries.A. interviewB. presentationC. prospectusD. invigilationQuestion 7 of 200.0/ 5.0 PointsInformation regarding job demands such as finger dexterity or conscientiousness is included in the information about __________ an HR specialist may collect during a job analysis.A. work activitiesB. human behaviorsC. machines, tools, equipment, and work aidsD. performance standardsQuestion 8 of 205.0/ 5.0 PointsConsider the following question: “Suppose you saw a coworker who was not following standard work procedures. The coworker claimed that the new procedure was better. What would you do?” What type of question is this?A. backgroundB. past behaviorC. situationalD. job knowledgeQuestion 9 of 205.0/ 5.0 PointsJane must decide what positions the firm should fill in the next six months. What activity is Jane working on?A. recruitmentB. selectionC. personnel planningD. interviewingQuestion 10 of 205.0/ 5.0 PointsThe process of making forecasts based on the ratio between some causal factor like sales volume and the number of employees required is called __________.A. ratio analysisB. trend analysisC. graphical analysisD. computer analysisQuestion 11 of 205.0/ 5.0 PointsWhat type of question is the following: “Can you tell me about a time when you worked successfully in a team environment?”A. situationalB. behavioralC. stressD. puzzleQuestion 12 of 205.0/ 5.0 PointsRecruiting is necessary to __________.A. forecast the supply of outside candidatesB. develop an applicant poolC. determine whether to use inside or outside candidatesD. develop qualifications inventoriesQuestion 13 of 205.0/ 5.0 PointsPublic state employment agencies are aided and coordinated by __________.A. private companiesB. region of the countryC. employersD. the U.S. Department of LaborQuestion 14 of 205.0/ 5.0 PointsWhich term means studying variations in a firm’s employment levels over time?A. ratio analysisB. trend analysisC. graphical analysisD. all of the aboveQuestion 15 of 205.0/ 5.0 PointsIn a mass interview, a team of individuals interviews the candidate in a __________ fashion.  A. serialB. sequentialC. panelD. systematicQuestion 16 of 205.0/ 5.0 Points__________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.A. Job descriptionB. Job specificationC. Job analysisD. Job contextQuestion 17 of 205.0/ 5.0 Points__________ is the process of deciding what positions the firm will have to fill.A. RecruitmentB. SelectionC. Workforce planningD. None of the above.Question 18 of 205.0/ 5.0 PointsThe first step in the validation process is to __________.A. choose the tests to measure attributes of jobB. analyze the jobC. administer testsD. cross-validateQuestion 19 of 205.0/ 5.0 PointsThe framework for talent management includes __________.A. deciding what positions to fillB. building a pool of job candidatesC. using selection tools such as tests and interviewsD. all of the aboveQuestion 20 of 205.0/ 5.0 PointsOnce a firm has a pool of applicants, the first step in pre-screening is the __________.A. in-person interviewB. on-site visitC. application formD. recommendation from recruitersashworth college BZ420 Online Exam 3 latest 2016 aprilQuestion 1 of 205.0/ 5.0 Points__________ is a special approach to organizational change in which the employees diagnose, formulate, and implement the change that’s required.A. Managerial developmentB. Action researchC. Succession planningD. Organizational developmentQuestion 2 of 205.0/ 5.0 PointsThe first step in creating a training program is to __________.A. assess the program’s successes or failuresB. design the program contentC. analyze employees’ training needsD. train the targeted group of employeesQuestion 3 of 205.0/ 5.0 PointsWhich of the following characterizes training today?A. Training is increasingly more strategic.B. Training is more prevalent in the higher levels of an organization.C. Training is developing a great reputation for getting results.D. Training is being evaluated extensively.Question 4 of 205.0/ 5.0 PointsRebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the __________ form of training.A. job rotationB. understudyC. coachingD. special assignmentsQuestion 5 of 200.0/ 5.0 PointsA successful orientation should achieve which of the following?  A. The new employee should feel welcome.B. The new employee should understand the organization in a broad sense.C. The new employee should have clear understanding of what is expected.D. All of the above.Question 6 of 205.0/ 5.0 Points__________ is a form of management training in which trainees to learn by making realistic decisions in simulated situations.A. Developmental solutionsB. ImprovisationC. SpontaneityD. Quick timeQuestion 7 of 205.0/ 5.0 PointsJack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the __________ form of training.A. job rotationB. job instructionC. coachingD. informal learningQuestion 8 of 205.0/ 5.0 Points__________ means having a person learn a job by actually doing it.A. PracticeB. On-the-job trainingC. Social learningD. ModelingQuestion 9 of 205.0/ 5.0 PointsIn the __________ method, a manager is presented with a written description of an organizational problem to diagnose and solve.A. case studyB. diagnose and lea
rnC. action learningD. job rotationQuestion 10 of 205.0/ 5.0 PointsWhat percentage of learning on the job comes from informal learning?A. 80B. 75C. 90D. 45Question 11 of 205.0/ 5.0 PointsThe process of verifying that there is a performance deficiency and determining whether such deficiencies should be corrected through training or through some other means is called __________.A. needs analysisB. task analysisC. performance analysisD. development planningQuestion 12 of 205.0/ 5.0 PointsThe methods used to give new or present employees the skills they need to perform their jobs are called __________.A. orientationB. trainingC. developmentD. appraisalQuestion 13 of 205.0/ 5.0 Points__________ is a detailed study of the job to determine what specific skills the job requires.A. Needs analysisB. Task analysisC. Performance analysisD. Training strategyQuestion 14 of 205.0/ 5.0 PointsAny attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called __________.A. diversity trainingB. on-the-job trainingC. performance improvement programsD. management developmentQuestion 15 of 205.0/ 5.0 PointsOn-the-job training can be accomplished through the use of all of the following techniques except __________.A. coachingB. programmed learningC. understudyD. job rotationQuestion 16 of 205.0/ 5.0 PointsThe __________ process includes improving the firm’s future performance and making sense of terms of the firm’s strategy and goals.A. management developmentB. management skills inventoryC. action planningD. performance supportQuestion 17 of 205.0/ 5.0 PointsEmployee __________ provides new employees with the basic background information required to perform their jobs satisfactorily.A. recruitmentB. selectionC. orientationD. developmentQuestion 18 of 205.0/ 5.0 Points__________ is the continuing process of instilling in all employees the attitudes, standards, and values that the organization expects.A. SocializationB. TrainingC. DevelopmentD. OrientationQuestion 19 of 205.0/ 5.0 PointsDelivering learning content on demand via electronic devices when needed is termed __________ learning.A. mobileB. cell-basedC. demand drivenD. all of the aboveQuestion 20 of 205.0/ 5.0 PointsGathering data about the organization and its operations and attitudes with an eye toward solving a particular problem is __________ research.A. actionB. progressiveC. proactiveD. team-buildingashworth college BZ420 Online Exam 5 latest 2016 aprilPart 1 of 2 – Lesson 4 Questions 42.5/ 50.0 PointsQuestion 1 of 400.0/ 2.5 PointsCareer management refers to the __________.A. lifelong series of activities that contributes to a person’s career exploration, establishment, success, and fulfillmentB. process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwardsC. process of using activities like training and appraisal to provide a career focusD. occupational positions a person has over his or her lifetimeQuestion 2 of 402.5/ 2.5 PointsWhich of the following best captures the meaning of the term glass ceiling?A. structural, yet subtle barriers in corporate environments that inhibit the rise of talented women to positions of leadershipB. inadequate networking opportunities that result because of a lack of an “old girl’s network” to mirror that of menC. unspoken decisions by corporate leadership that women should not be encouraged to advance beyond middle management levelsD. the lack of desire among women to pursue jobs with extreme levels of responsibility and authorityQuestion 3 of 402.5/ 2.5 PointsWhich of the following is a criticism of the forced distribution method?A. It damages morale.B. It promotes unfairly.C. It promotes those who play the game well.D. None of the above.Question 4 of 402.5/ 2.5 PointsWhich of the following could result in a legally questionable appraisal process?A. conducting a job analysis to establish criteria and standards for successful performanceB. basing appraisals on subjective supervisory observationsC. administering and scoring appraisals in a standardized fashionD. using clearly defined job-performance dimensionsQuestion 5 of 402.5/ 2.5 PointsPerformance appraisals may be conducted by __________.A. the immediate supervisorB. peersC. rating committeesD. all of the aboveQuestion 6 of 402.5/ 2.5 PointsThe process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called __________.A. recruitmentB. employee selectionC. performance appraisalD. organizational developmentQuestion 7 of 402.5/ 2.5 PointsWho is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?A. peersB. rating committeesC. top managementD. immediate supervisorQuestion 8 of 402.5/ 2.5 PointsBehaviorally anchored rating scale (BARS. refers to an appraisal method, which __________.A. is based on progress made toward the accomplishment of measurable goalsB. combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performanceC. requires that the supervisor keep a log of positive and negative examples of a subordinate’s work-related behaviorD. requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categoriesQuestion 9 of 402.5/ 2.5 PointsPeer appraisals have been shown to result in a(n. __________.A. reduction of social loafing in the teamB. reduction of group cohesionC. decrease in satisfaction with the groupD. tendency to inaccurately predict who would be promotedQuestion 10 of 402.5/ 2.5 PointsWhat process allows top management to diagnose the management styles of supervisors, identify potential “people” problems, and take corrective action with individual supervisors as necessary?  A. strategic performance appraisalB. organizational developmentC. upward feedbackD. critical incidentsQuestion 11 of 402.5/ 2.5 PointsWhen goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called __________.A. strategic organizational developmentB. performance managementC. performance appraisalD. human resource managementQuestion 12 of 402.5/ 2.5 PointsWhen different supervisors define levels of performance (good, fair, poor. differently, unfair appraisals could result due to a problem with __________.A. unclear standardsB. halo effectsC. complexityD. leniencyQuestion 13 of 402.5/ 2.5 PointsWhen a supervisor must criticize a subordinate in an appraisal interview, it is best to __________.A. hold the meeting with other people who can diffuse the negative situationB. provide examples of critical incidentsC. acknowledge the supervisor’s personal biases in the situationD. provide feedback once per yearQuestion 14 of 402.5/ 2.5 PointsWhen Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide __________.A. reality shockB. a realistic job interviewC. disincentiveD. a challengeQuestion 15 of 402.5/ 2.5 PointsWhen an employee’s personal characteristics such as gender influence a supervisor’s evaluation of his or her performance, the problem of __________ has occurred.A. biasB. stereotypingC. central tendencyD. halo affectQuestion 16 of 402.5/ 2.5 PointsJason is generally considered unfriendly at work. His supervisor rates him low on the trait “gets along well with others” but also rates him lower on other traits unrelated to socialization at work. Jason’s performance appraisal may be unfair due to __________.A. impression managementB. stereotypingC. halo effectsD. strictnessQuestion 17 of 402.5/ 2.5 PointsJackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set car
eer goals for what she seeks to accomplish. Jackie is in the midst of __________.A. organizational developmentB. career developmentC. career planningD. trainingQuestion 18 of 400.0/ 2.5 PointsBecause in most organizations there is a hierarchy of goals, employee performance standards should __________.  A. be standardB. make sense in terms of the broader organizational goalsC. be decided by the top executiveD. all of the aboveQuestion 19 of 400.0/ 2.5 PointsThe __________ problem occurs when supervisors tend to rate all of their subordinates consistently low.  A. central tendencyB. leniencyC. strictnessD. biasQuestion 20 of 402.5/ 2.5 PointsBesides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?A. peersB. rating committeesC. the employeeD. all of the abovePart 2 of 2 – Lesson 5 Questions 47.5/ 50.0 PointsQuestion 21 of 402.5/ 2.5 PointsWhich of the following professions is considered “nonexempt” from the provisions of the Fair Labor Standards Act?A. attorneyB. physicianC. management traineeD. general managerQuestion 22 of 402.5/ 2.5 PointsWhich of the following is typically included in compensation packages for a company’s top executives?A. short-term and long-term incentivesB. perksC. executive benefitsD. all of the aboveQuestion 23 of 402.5/ 2.5 Points__________ is a formal and systematic comparison of jobs to determine the worth of one job relative to another.A. Job analysisB. Job evaluationC. Benchmark analysisD. Job rankingQuestion 24 of 402.5/ 2.5 PointsAccording to the Family and Medical Leave Act, eligible employees can take unpaid, job-protected leave for the __________.A. care of a childB. birth of a childC. care of a parentD. all of the aboveQuestion 25 of 402.5/ 2.5 PointsThe __________ prohibits discriminating against employees who are 40 years of age and older in all aspects of employment, including compensation.A. Fair Labor Standards ActB. Civil Rights ActC. Equal Pay ActD. Age Discrimination in Employment ActQuestion 26 of 402.5/ 2.5 PointsA __________ plan is an incentive plan that engages many or all employees in a common effort to achieve a company’s productivity objectives with any resulting cost-savings gains shared among employees and the company.A. ScanlonB. Lincoln incentiveC. GainsharingD. ESOPQuestion 27 of 402.5/ 2.5 PointsFactors that establish how the jobs compare to one another and set the pay for each job are called __________ factors.A. compensableB. job evaluationC. rankingD. analysisQuestion 28 of 402.5/ 2.5 PointsA company using competency-based pay compensates for all of the following except an employee’s __________.A. range of skillsB. job titleC. depth of knowledgeD. type of skillsQuestion 29 of 402.5/ 2.5 PointsExternal equity refers to __________.A. how a job’s pay rate in one company compares the job’s pay rate in other companiesB. how fair the job’s pay rate is when compared to other jobs within the same companyC. the fairness of an individual’s pay as compared with what his or her coworkers are earning for the same or very similar jobs within the company, based on each individual’s performanceD. the perceived fairness of the processes and procedures used to make decisions regarding the allocation of payQuestion 30 of 402.5/ 2.5 PointsThe __________ states that employees of one sex may not be paid wages at a rate lower than that paid to employees of the opposite sex for doing roughly equivalent work.A. American Disabilities ActB. Civil Rights ActC. Employer Retirement Income Security ActD. Equal Pay ActQuestion 31 of 400.0/ 2.5 PointsJack is a sales manager who recently learned that human resource managers with similar responsibilities and spans of control earn more than he does. Jack is concerned with the __________ form of equity.A. externalB. internalC. distributiveD. individualQuestion 32 of 402.5/ 2.5 Points__________ is any salary increase the firm awards to an individual employee based on his or her individual performance.A. Merit payB. Variable payC. Competency-based payD. PieceworkQuestion 33 of 402.5/ 2.5 PointsA __________ is comprised of jobs of approximately equal difficulty or importance as established by job evaluation.A. pay groupB. benchmarkC. pay gradeD. classQuestion 34 of 402.5/ 2.5 PointsAccording to the Family and Medical Leave Act, eligible employees can take up to __________ weeks of unpaid, job-protected leave for the birth of a child or for the care of a child, spouse, or parent.  A. twoB. fourC. sixD. 12Question 35 of 402.5/ 2.5 PointsWhen using the job classification method of job evaluation, raters categorize jobs into groups of similar jobs called __________.A. classesB. gradesC. sectionsD. cohortsQuestion 36 of 402.5/ 2.5 PointsSupplemental executive retirement plans and supplemental life insurance are classified as __________ in executive compensation packages.A. base payB. short-term incentivesC. long-term incentivesD. executive benefitsQuestion 37 of 402.5/ 2.5 PointsWhich of the following is categorized as an indirect payment portion of employee compensation?A. wagesB. salariesC. employer-paid insuranceD. bonusesQuestion 38 of 402.5/ 2.5 PointsWhich compensation-related law contains minimum wage, maximum hours, overtime pay, equal pay, and child labor provisions?A. Davis-Bacon ActB. Fair Wages ActC. Civil Rights ActD. Fair Labor Standards ActQuestion 39 of 402.5/ 2.5 PointsWhat type of pay plan is being used when workers are paid a sum for each unit they produce?A. base payB. competency-based payC. job-based payD. pieceworkQuestion 40 of 402.5/ 2.5 PointsWhen using the job classification method of job evaluation, raters categorize jobs into groups of jobs that are similar in difficulty but not in context called __________.A. classesB. gradesC. sectionsD. cohortsashworth college BZ420 Online Exam 7 latest 2016 aprilPart 1 of 2 – Lesson 6 Questions 47.5/ 50.0 PointsQuestion 1 of 402.5/ 2.5 PointsAbout __________% of people working in the United States belong to unions.A. 5B. 12C. 20D. 45Question 2 of 402.5/ 2.5 PointsA contract that allows management to require nonunion membership as a condition for employment is called a __________ contract.  A. yellow dogB. scaredy catC. yellow chickenD. black dogQuestion 3 of 402.5/ 2.5 PointsWhich form of arbitration means that both parties are committed to accepting the arbitrator’s decision?  A. interest arbitrationB. binding arbitrationC. nonbinding arbitrationD. compulsory arbitrationQuestion 4 of 402.5/ 2.5 PointsHow many weeks may an employee take as unpaid leave under the Family and Medical Leave Act?A. twoB. fourC. sixD. 12Question 5 of 402.5/ 2.5 PointsThe decision to unionize may be based on __________.A. fear of job lossB. arbitrary management actionsC. increasing workloadD. all of the aboveQuestion 6 of 402.5/ 2.5 PointsIn which human resource activity does a typical labor agreement give the union a role?A. recruitmentB. selectionC. dismissalD. all of the aboveQuestion 7 of 402.5/ 2.5 PointsWhich intervention method is the most definitive of all third-party interventions?A. fact-findingB. mediationC. binding arbitrationD. interest arbitrationQuestion 8 of 402.5/ 2.5 PointsThe __________ form of union security means that the employees who do not belong to the union still must pay union dues because the union’s efforts benefit them all.A. closed shopB. union shopC. agency shopD. open shopQuestion 9 of 402.5/ 2.5 PointsThe Wagner Act __________.A. guaranteed each employee the right to bargain collectively free from interference, restraint, or coercionB. made yellow-dog contracts unenforceableC. provided for secret-ballot elections for determining whether a firm’s employees would unionizeD. banned unions from restraining their employees from or coercing them to exercise their guaranteed bargaining rightsQuestion 10 of 402.5/ 2.5 PointsWhich regulation requires that most private employers continue to make health benefits available to terminated or retired employees and their families for a period of time?  A. Family and Medical Leave ActB. Pregnancy Discrimination ActC. Comprehensive Omnibus Budget Reco
nciliation ActD. Health