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NEW QUESTION 88
A human resources professional is putting together a training session, during which employees will be expected to complete a number of small group activities. What type of seating would be most effective for this training session?
- A. Theater
- B. Banquet
- C. Chevron
- D. Classroom
Answer: B
Explanation:
Explanation: Banquetstyle seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities. Classroomstyle seating is best if the employees will simply be facing the front of a room and listening to a speaker. Chevronstyle seating is best for a combination of activities that include video presentations and group interaction. Theaterstyle seating accommodates the largest number of people and also works well for various presentations.
NEW QUESTION 89
Identify the components of the fourdimensional model of management.
- A. recruitment, performance, transition, responsibility
- B. audience, employees, responsibilities, actions
- C. leadership, subordination, administration, facilitation
- D. functions, roles, targets, styles
Answer: D
Explanation:
Explanation: The components of the fourdimensional model of management are functions, roles, targets, and styles. In this model, managers have six functions: training and development; persuasive communication; influence and control; forecasting and planning; personal area of expertise; and administration. Managers also have four roles: innovator, evaluator, motivator, and director. Managers have five targets: peers, subordinates, external, superiors, and self. Finally, managers have an indeterminate number of styles, related to the particular personality and approach of the manager.
NEW QUESTION 90
The largest number of workrelated injuries and health problems in the United States each year belong to which of the following categories?
- A. Poor ergonomics
- B. Psychological strain
- C. Jobrelated stress
- D. Excess physical output
Answer: A
Explanation:
Explanation: Poor ergonomics result in the largest number of workrelated injuries and health problems in the United States each year. Jobrelated stress and psychological strain no doubt contribute to a number of problems as well, but these areas are much more difficult to quantify. Excess physical output would apply largely to jobs with high physical activity - which is not necessarily a high percentage of jobs in the United States - whereas poor ergonomics can affect employees in almost every job.
NEW QUESTION 91
According to the LaborManagement Relations Act (LMRA) of 1947, if the President steps in during a labor strike, how long of a "coolingoff" period may he require, should the strike be deemed to have national consequences?
- A. 100 days
- B. 50 days
- C. 80 days
- D. 30 days
Answer: C
Explanation:
Explanation: The President may require a coolingoff period for 80 days, if the strike is deemed to have national consequences. In other words, if the strike has the potential to result in serious consequences to national activities, the President may get involved and require the parties to come together and discuss the issue. The options for 30 days and 50 days are too low, and the option for 100 days is too high. (It should be noted that the President does not have to require the full 80 days, but the full 80 days is provided as an option.)
NEW QUESTION 92
Following the filing of an employee complaint, as noted in question 169, how many days does OSHA have to issue a final order?
- A. 120 days
- B. 180 days
- C. 60 days
- D. 90 days
Answer: B
Explanation:
Explanation: In response to the employee's filing, OSHA then has 180 days to issue a final order against the employer. The other answer choices (60 days, 90 days, and 120 days) are too low.
NEW QUESTION 93
The LaborManagement Reporting and Disclosure Act (LMRDA) of 1959 required that local unions conduct leadership elections how often?
- A. Every 5 years
- B. Every 4 years
- C. Every 3 years
- D. Every 2 years
Answer: C
Explanation:
Explanation: LMRDA required that local unions conduct leadership elections every three years. Answer choice D reflects the requirement for national unions (discussed in question 151). The other answer choices do not reflect union leadership election requirements.
NEW QUESTION 94
Which metric compares the number of new employees to the total number of employees?
- A. accession rate
- B. succession rate
- C. replacement rate
- D. turnover rate
Answer: A
Explanation:
Explanation: The accession rate compares the number of new employees to the total number of employees. This metric indicates whether an organization is experiencing too much or too little turnover. Human resources departments use the accession rate to identify focus areas for their recruiting and retention efforts.
NEW QUESTION 95
What is one common problem with costperhire metrics?
- A. They are overly dependent on external economic factors.
- B. They omit costs that are not related to specific candidates.
- C. They overemphasize advertising.
- D. They make no distinctions between job groups.
Answer: B
Explanation:
Explanation: One common problem with costperhire metrics is that they omit costs that are not related to specific candidates. The costperhire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a costperhire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.
NEW QUESTION 96
Harold, the head of the human resources department for a large industrial machine manufacturing company, has discovered an issue that requires ERM, or Enterprise Risk Management. Upon review of important employee documentation, he has found out that that required forms are not being completed, placing the human resources department at the risk for noncompliance with federal guidelines. Using the guidelines of ERM, what should Harold consider doing to prevent further noncompliance?
- A. Contact the federal agency responsible for documentation and request a reprieve
- B. Create a new department within the human resources department that keeps an eye on completing the documentation
- C. Establish quarterly reviews of the documentation to ensure that it is completed as required
- D. Create a series of checklists that will make certain all company documentation is complete and up to date
- E. Terminate the employee responsible for failing to ensure correct documentation
Answer: C
Explanation:
Explanation: According to the expectations of ERM, a human resources professional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paper work that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources professional can request a reprieve from a federal agency; the rules are in place already and need to be observed. And while creating a series of checklists sounds good, it also sounds vague and has the potential to be as ineffective as the current system.
NEW QUESTION 97
A corporate university is an
- A. academic institution run for profit.
- B. alternative to community college.
- C. independent academic institution that produces recruits for a corporation.
- D. extensive training program administered by a corporation to existing employees.
Answer: D
Explanation:
Explanation: A corporate university is an extensive training program administered by a corporation to existing employees. Rather than rely on local colleges to keep their employees up to date, many organizations have created inhouse training programs. Corporate universities often have detailed curricula and "professors" whose only job is to maintain the skills and competence of existing employees. Those who complete a program at a corporate university may be eligible for a raise or promotion. Corporate universities are able to be much more specific and targeted in their instruction.
NEW QUESTION 98
Which of the following pieces of legislation made it illegal for a business to discriminate against an employee due to his national origin?
- A. HIPAA
- B. SarbanesOxley Act
- C. Rehabilitation Act
- D. Title VII
Answer: D
Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 made it illegal for a business to discriminate against an employee due to his national origin. The SarbanesOxley Act was intended to improve accounting practices within public companies. The Rehabilitation Act penalized businesses for discriminating against employees who have a disability. HIPAA, the Health Insurance Portability and Accountability Act of 1996, in part, protects workers against losing their health coverage immediately if they lose their jobs.
NEW QUESTION 99
According to Edward E.
Lawler, the four elements of a highinvolvement organization are
- A. power, information, knowledge, and rewards.
- B. knowledge, communication, incentives, and evaluation.
- C. selection, maintenance, evaluation, and forecasting.
- D. planning, execution, evaluation, and control.
Answer: A
Explanation:
Explanation: According to Edward E.
Lawler, the four elements of a highinvolvement organization are power, information, knowledge and rewards. A highinvolvement organization is one in which employees are given the opportunity to arrange their work schedules and processes. In other words, employees have the power to determine their own daytoday activities. Of course, they are also responsible for results. In Lawler's system, a highinvolvement organization makes a wealth of information available to all employees, so that it can factor into their decisionmaking process. Similarly, a highinvolvement organization continuously tries to improve the employee knowledge base. Finally, in a highinvolvement organization, employees are paid based on their performance rather than seniority.
NEW QUESTION 100
Derek is delivering a presentation to a group of trainees. During the presentation, the trainees will need to take comprehensive notes. How should Derek arrange the seats in the training room?
- A. Chevron style
- B. classroom style
- C. conference style
- D. Ushaped style
Answer: B
Explanation:
Explanation: Derek should arrange the seats in the classroom style. In this style, participants are placed behind desks facing towards the front of the room. This seating arrangement is most appropriate for presentations delivered by a single person, especially when the participants will need to be making notes. In conferencestyle seating, participants are placed around a large square table. In the Ushaped seating style, participants are placed around three sides of a large table, and the presenter stands on the fourth side. In the Chevron style of seating, participants are placed in rows that face the front of the room at an angle, so that they are facing both the presenter and, to a lesser extent, one another.
NEW QUESTION 101
Which of the following types of health care plans does not require that patients first contact a "gatekeeper" for medical treatment but allows patients to choose from a broad network?
- A. PPO
- B. POS
- C. HMO
- D. FFS
Answer: A
Explanation:
Explanation: A PPO, or Preferred Provider Organization, plan does not require that patients first contact a "gatekeeper" for medical treatment but allows patients to choose from a broad network. A POS, or Point of Service, plan offers a network (like a PPO) but allows patients to meet with a physician outside this network and request reimbursement later on. An HMO, or Health Maintenance Organization, plan does require a "gatekeeper" but also focuses on lower health care costs for patients and care that aims to prevent higher costs later on. An FFS, or Feeforservice, plan is generally the most costly for patients but allows them to make their own selection of facilities and physicians.
NEW QUESTION 102
A human resources officer at a rapidly growing company is interviewing candidates for a position that has just been created. Management is not yet sure what the precise duties of the new employee will be, but it is very important for the new employee to fit into the organizational culture. What type of interview should the human resources officer conduct?
- A. nondirective interview
- B. panel interview
- C. stress interview
- D. directive interview
Answer: A
Explanation:
Explanation: In this situation, the human resources officer should conduct a nondirective interview. Nondirective interviews follow no particular plan: they are more like casual conversations between the interviewer and the candidate. Because the available position remains undefined, it would not be fruitful to ask specific questions or to identify particular knowledge and skills. A nondirective interview would be a better way to determine whether candidates have the right attitude and temperament for the organization. Directive interviews follow a predetermined list of questions. A panel interview features multiple interviewers, typically from different departments. A stress interview requires the candidate to react to a demanding situation.
NEW QUESTION 103
Within the HerseyBlanchard (1977), there are four leadership styles: Selling, Telling, Delegating, and which of the following?
- A. Directing
- B. Motivating
- C. Guiding
- D. Participating
Answer: D
Explanation:
Explanation: The fourth leadership style as presented in the HerseyBlanchard theory is Participating. Directing and Guiding fall under the leadership style Telling; Motivating falls under the leadership style Selling.
NEW QUESTION 104
Which of the following is NOT one of the stages of stress identified by Dr. Hans Selye?
- A. arousal
- B. exhaustion
- C. resistance
- D. withdrawal
Answer: D
Explanation:
Explanation: Withdrawal is not one of the stages of stress identified by Dr. Hans Selye. According to his model, the human response to stress passes through three distinct stages. At first, the body responds to stress by arousing the nervous system. During this stage, a person may be anxious or forgetful. During the resistance stage, the person will feel tired and indifferent, and may be unwilling to socialize. In the final phase, exhaustion, the body is worn out from fighting stress, and behavior becomes erratic.
NEW QUESTION 105
Pattern bargaining, whipsawing, and leapfrogging are all alternate names for which of the following collective bargaining strategies?
- A. Parallel bargaining
- B. Multiunit bargaining
- C. Singleunion bargaining
- D. Multiemployer bargaining
Answer: A
Explanation:
Explanation: Pattern bargaining, whipsawing, and leapfrogging are all alternate names for parallel bargaining. Singleunit bargaining has no alternate names. Multiemployer bargaining also has no recognized alternate names. Multiunit bargaining is also known as coordinated bargaining.
NEW QUESTION 106
Any penalties for failing to comply with the DrugFree Workplace Act must fall in line with standards that were laid out in which piece of legislation?
- A. Fair Labor Standards Act
- B. Service Contract Act
- C. Davis Beacon Act
- D. Rehabilitation Act
Answer: D
Explanation:
Explanation: Any penalties for failing to comply with the DrugFree Workplace Act (1988) must fall in line with standards that were laid out in the Rehabilitation Act, which was passed in 1973. The Davis Beacon Act of 1931 placed federal regulations on minimum wage. The Fair Labor Standards Act of 1938 also focused on compensation rights for workers. Similarly, the Service Contract Act of 1965 focused on compensation for federal contract workers.
NEW QUESTION 107
For how long after Department of Labor filing must ERISA records be maintained by a business?
- A. 3 years
- B. 5 years
- C. 6 years
- D. 4 years
Answer: C
Explanation:
Explanation: ERISA records must be maintained for six years beyond the filing date with the Department of Labor. All other answer choices (three/four/five years) are too low; ERISA records must be maintained for the minimum of six years.
NEW QUESTION 108
The "golden" benefits for executive compensation packages include all of the following except:
- A. Golden parachute
- B. Golden life jacket
- C. Golden handshake
- D. Golden handcuffs
- E. Golden lifeboat
Answer: E
Explanation:
Explanation: The "golden" benefits for executive compensation packages include the golden parachute (answer choice B), the golden handshake (answer choice C), the golden handcuffs (answer choice D), and the golden life jacket (answer choice E). There is no golden lifeboat, however, so answer choice A is correct because it does not fall within this category of benefits for executive compensation packages.
NEW QUESTION 109
Which of the following is not included as a job category under the EEO1 report?
- A. Service workers
- B. Craft workers
- C. Medical workers
- D. Sales workers
Answer: C
Explanation:
Explanation: Medical workers are not identified as a separate category under the EEO1 report. Sales workers, service workers, and craft workers, however, all represent separate EEO1 categories.
NEW QUESTION 110
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