HR Florida PHR/SPHR Certification Prep Class Final Exam

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The four stages in the life cycles of a business are:
- Recruiting, hiring, promotion, evaluation
- Introduction, growth, maturity, decline
- Job analysis, job design, job description, job evaluation
- Planning, implementing, evaluating, revising

About This Quiz

While no one knows exactly what questions will be on the certification exam, this final exam provides a practice opportunity and serves as an additional study guide. Some questions may not have been covered in the class.
Allow yourself four (4) hours to take the exam.
You may take the exam multiple times.

HR Florida PHR/SPHR Certification Prep Class Final Exam - Quiz

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2.

When an interviewer asks standardized questions of every applicant for the same job, it is a(n):
- Stress interview
- Non-directive interview
- Structured interview
- Unstructured interview
Correct Answer

A. Structured interview

Explanation

A structured interview is characterized by the use of standardized questions that are asked to every applicant for the same job. This type of interview is designed to ensure consistency and fairness in the hiring process by evaluating all candidates based on the same criteria. It allows for a systematic and objective assessment of each applicant's qualifications and suitability for the job.

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3.

Ethical behavior can be established by:
- Printing corporate guidelines in a memo from top management posted in a highly visible location to all employees
- Publishing corporate values, actions, ethical awareness training, outlining specific responsibilities, encouraging open discussion
- Following a three-step process that starts with top management demonstrating appropriate behavior
- Publishing a list of do’s and don’ts for employees to follow
Correct Answer

A. Publishing corporate values, actions, ethical awareness training, outlining specific responsibilities, encouraging open discussion
4.

Under the ADEA, it is unlawful to discriminate against employees or applicants who are:
- 40 years of age or older
- 40-65 years of age
- 40-70 years of age
- 40-80 years of age
Correct Answer

A. 40 years of age or older

Explanation

The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees or applicants who are 40 years of age or older. This means that it is illegal for employers to treat individuals less favorably or make employment decisions based on their age if they are 40 years old or older. The ADEA aims to protect older workers from age-based discrimination in the workplace and ensure equal opportunities for employment.

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5.

Which level of training evaluation provides data related to sales increases or cost savings?
- Reaction
- Learning
- Behavior
- Results
Correct Answer

A. Results

Explanation

The level of training evaluation that provides data related to sales increases or cost savings is the Results level. This level focuses on measuring the impact of training on the organization's bottom line and includes metrics such as increased sales revenue or reduced costs as a result of the training program. It helps determine the effectiveness of the training in achieving the desired business outcomes and ROI.

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6.

Which of the following quality tools prioritizes categories from the most important to the least important?
- Control chart
- Pareto chart
- Run chart
- Scattergram
Correct Answer

A. Pareto chart

Explanation

The Pareto chart is a quality tool that prioritizes categories from the most important to the least important. It is based on the Pareto principle, which states that a small number of causes are responsible for the majority of the problems or issues. The chart helps to identify and prioritize these causes by displaying them in descending order of frequency or impact. This allows for focused problem-solving and decision-making, as the most significant issues can be addressed first.

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7.

Training usually:
- Involves only entry level adjustment activities
- Emphasizes teaching specific and immediately usable skills
- Involves the development of conceptual knowledge
- Emphasizes long-term career development
Correct Answer

A. Emphasizes teaching specific and immediately usable skills

Explanation

The correct answer is "Emphasizes teaching specific and immediately usable skills." This is because the statement implies that training focuses on providing practical skills that can be applied immediately in a job or task. It suggests that the emphasis is on teaching specific skills rather than conceptual knowledge or long-term career development.

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8.

An employer refuses to hire a worker because she is a Christian. Another employer fires an employee because he is an atheist. A third employer fires a Muslim employee because she marries a Jewish man. In general, which of these employers is violating EEO law?
- The employer who refused to hire a Christian
- Both the employer who refused to hire a Christian worker and the employer who fired the Muslim employee
- All three employers are in violation of the EEOC
- EEOC guidelines do not pertain to these employers
Correct Answer

A. All three employers are in violation of the EEOC

Explanation

All three employers are in violation of the EEOC because EEOC guidelines prohibit discrimination based on an individual's religion. Refusing to hire or firing an employee based on their religious beliefs or affiliations is a direct violation of these guidelines. Discrimination based on religion is considered a form of religious discrimination, which is illegal under the EEOC laws.

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9.

A non-exempt worker in a manufacturing facility works 38 hours in the first week of the pay period, 42 hours in the next. The company pays its employees every 2 weeks. How should the overtime issue be handled?
- Average the hours to 40 hours – no O/T due
- Pay five hours O/T in week two
- Pay two hours O/T in week two
- Offer comp time the following week
Correct Answer

A. Pay two hours O/T in week two

Explanation

The correct answer is to pay two hours of overtime in week two. This is because according to the Fair Labor Standards Act (FLSA), overtime is calculated based on a workweek, which is defined as a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods. In this case, the worker has worked a total of 80 hours in the two-week pay period, which exceeds the standard 40 hours per week. Therefore, the worker is entitled to two hours of overtime pay for the second week.

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10.

The job characteristics model includes:
- Implementation, attitude surveys, responses, feedback
- Motivation factors and incentives
- Skill variety, task identity, task significance, autonomy, feedback
- Job analysis, task significance, feedback
Correct Answer

A. Skill variety, task identity, task significance, autonomy, feedback

Explanation

The correct answer is skill variety, task identity, task significance, autonomy, feedback. The job characteristics model is a framework that identifies five core job characteristics that lead to increased motivation, satisfaction, and performance. These characteristics include skill variety (the extent to which a job requires different skills and talents), task identity (the extent to which a job involves completing a whole and identifiable piece of work), task significance (the impact and importance of the job), autonomy (the level of independence and control over how the job is performed), and feedback (the extent to which the job provides clear and direct information about performance).

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11.

Research has identified three psychological determinants that influence a person’s decision to join or avoid a union. What are the three determinants?
- The health of the economy, desire to feel accepted, and strong beliefs about the union.
- Perception of the work environment, desire to participate, and strong beliefs about the union.
- The health of the economy, the perceptions of family members, and the desire to impact society.
- Perception of the work environment, the perception of family members, and the feeling that it’s “the right thing to do.”
Correct Answer

A. Perception of the work environment, desire to participate, and strong beliefs about the union.

Explanation

The three determinants that influence a person's decision to join or avoid a union are perception of the work environment, desire to participate, and strong beliefs about the union. These factors play a crucial role in shaping an individual's decision-making process. The perception of the work environment refers to how an individual perceives the conditions, treatment, and overall atmosphere of the workplace. The desire to participate reflects the individual's willingness and motivation to actively engage in union activities and contribute to collective efforts. Strong beliefs about the union indicate the individual's values, ideologies, and convictions regarding the importance and effectiveness of unions in advocating for workers' rights and interests.

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12.

Which of the following describes research instrument validity?
- Ability to determine statistical range, percentiles, and standard deviation.
- Ability of a test or questionnaire to measure what it is intended to measure.
- Ability of a test or questionnaire to measure with relative absence of error.
- Ability to establish degree of correlation among variables.
Correct Answer

A. Ability of a test or questionnaire to measure what it is intended to measure.

Explanation

Research instrument validity refers to the extent to which a test or questionnaire accurately measures what it is intended to measure. It ensures that the instrument is measuring the specific construct or concept it claims to measure, without any bias or distortion. Validity is important in research as it ensures that the results obtained from the instrument are reliable and meaningful.

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13.

Child labor laws prohibit a 16-year old from working in one of the following jobs:
- Retail food service
- Pizza delivery
- Brick making
- Pharmacy Cashier
Correct Answer

A. Brick making

Explanation

Child labor laws are in place to protect the well-being and safety of young individuals. The other options listed, such as retail food service, pizza delivery, and pharmacy cashier, do not typically involve dangerous or physically demanding tasks that could potentially harm a 16-year old. However, brick making involves heavy manual labor and poses a higher risk of injury, making it unsuitable for someone of that age.

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14.

A(n) __________ job is often described as one performed by many individuals or having special significance to the organization for comparison purposes.
- Benchmark
- Assembly
- Professional
- Key
Correct Answer

A. Benchmark

Explanation

A benchmark job is often described as one performed by many individuals or having special significance to the organization for comparison purposes. This means that a benchmark job is used as a standard or reference point to evaluate and compare other jobs within the organization. It serves as a point of comparison for determining the relative value and compensation of other jobs.

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15.

The NLRB can waive an election based on all EXCEPT:
- The authorization cards are clear and unambiguous
- A fair and impartial election is impossible based on employer’s conduct
- Employee’s signatures were obtained through threatening and coercing
- The majority of employees have signed union authorization cards
Correct Answer

A. Employee’s signatures were obtained through threatening and coercing

Explanation

The NLRB can waive an election based on all the given options except for employee's signatures being obtained through threatening and coercing. This is because the NLRB aims to ensure fair and free elections, and any form of coercion or intimidation goes against this principle. If employee signatures were obtained through such means, it would invalidate the authorization cards and make a fair and impartial election necessary.

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16.

According to Stephen Covey’s two principal components of leadership, leaders _____.
- Challenge people to test their limits and expand the range of their skills beyond their routine jobs.
- Provide vision and direction, values and purposes; and inspire and motivate people to work together.
- Intervene only if standards are not met and then give personal attention.
- Contract exchange of reward for effort and recognize accomplishments that exceed expectations.
Correct Answer

A. Provide vision and direction, values and purposes; and inspire and motivate people to work together.

Explanation

According to Stephen Covey's two principal components of leadership, leaders provide vision and direction, values and purposes; and inspire and motivate people to work together. This means that leaders should have a clear vision for the future, set goals and objectives, and provide guidance on how to achieve them. They should also establish and communicate the values and purposes of the organization, creating a sense of shared mission and identity. Additionally, leaders should inspire and motivate their team members, encouraging collaboration and teamwork to achieve common goals.

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17.

Which job evaluation method DOES NOT truly consider the relative internal worth of a job?
- Ranking method
- Grading method
- Point factor method
- Market pricing method
Correct Answer

A. Market pricing method

Explanation

The market pricing method does not truly consider the relative internal worth of a job because it relies on external market data and benchmarks to determine the job's value. This method focuses on what other organizations are paying for similar jobs in the market, rather than evaluating the job based on its internal factors such as skills, responsibilities, and qualifications. Therefore, it does not provide a comprehensive assessment of the job's internal worth within the organization.

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18.

Measuring the degree of association that exists between two or more variables is the purpose of:
- Correlation analysis
- Discriminate analysis
- Time series analysis
- Regression analysis
Correct Answer

A. Correlation analysis

Explanation

Correlation analysis is the statistical technique used to measure the degree of association between two or more variables. It determines the strength and direction of the relationship between variables, indicating whether they are positively or negatively correlated. This analysis helps in understanding the extent to which changes in one variable are related to changes in another variable. It is commonly used in various fields such as economics, finance, and social sciences to identify and analyze relationships between variables.

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19.

Development is different from training because:
- It emphasizes ethics rather than skills
- It focuses on less tangible aspects of performance, such as attitudes and values
- It is an independent, encapsulated activity
- It is solely a process of maturation
Correct Answer

A. It focuses on less tangible aspects of performance, such as attitudes and values

Explanation

Development is different from training because it focuses on less tangible aspects of performance, such as attitudes and values. While training is primarily focused on acquiring and improving specific skills, development goes beyond that and aims to enhance overall personal growth and effectiveness. It involves cultivating qualities like leadership, emotional intelligence, and ethical decision-making. Development activities often include self-reflection, feedback, and experiential learning to foster a deeper understanding of oneself and others. Unlike training, which is more skill-oriented and task-focused, development is concerned with the holistic development of an individual.

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20.

Which of the following methods is NOT a mathematical method for forecasting HR demand?
- Simulation models
- Productivity ratios
- Estimates
- Statistical regression analysis
Correct Answer

A. Estimates

Explanation

Estimates are not a mathematical method for forecasting HR demand because they are based on subjective judgments and opinions rather than quantitative data or mathematical calculations. While simulation models, productivity ratios, and statistical regression analysis involve mathematical techniques and data analysis to forecast HR demand, estimates rely on the expertise and intuition of individuals to make predictions. Therefore, estimates are not considered a mathematical method for forecasting HR demand.

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21.

Which of the following exemplifies Hersey-Blanchard’s situational leadership theory?
- A leader’s style must change over time as individuals develop and require a different type of direction and leadership.
- Leaders don’t necessarily need personal relationships with mentors to learn from them.
- Leaders need to be charismatic because employees dislike rigid controls and inherently want to accomplish something.
- A team leader is one equally concerned with people and production to the maximum degree.
Correct Answer

A. A leader’s style must change over time as individuals develop and require a different type of direction and leadership.

Explanation

Hersey-Blanchard's situational leadership theory suggests that a leader's style should adapt and change depending on the needs and development level of their followers. This means that as individuals grow and require different types of guidance and leadership, the leader must adjust their approach accordingly. This answer aligns with the core principle of the theory, making it the correct choice.

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22.

An employee in a defense plant posted a large sign in her office to protest the war with Iraq. The sign caused tension amongst the employees who support the war and those opposed to the war. The employees were distracted from their work and productivity was reduced. Does the employer have the right to demand that the employee remove the political sign?
- No, employees have a right to express their points of view
- No, employers rights to control employee work time and minimize workplace disruption does not extend to controlling political activities
- Yes, employers have the right to control employee work time and minimize workplace disruption
- Possibly, depending on company policy, the employer may have the right to demand that the employee remove the political sign
Correct Answer

A. Yes, employers have the right to control employee work time and minimize workplace disruption

Explanation

Employers have the right to control employee work time and minimize workplace disruption. In this case, the large sign protesting the war with Iraq caused tension among the employees and distracted them from their work, leading to reduced productivity. Employers have the responsibility to maintain a productive and focused work environment, and if a political sign is causing disruption and affecting employee performance, they can demand its removal. Company policies may also play a role in determining whether the employer has the right to make such a demand.

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23.

Organizational and recognition picketing are prohibited if a union has been recognized or a valid election occurred within the previous _______.
- 6 months
- 12 months
- 30 days
- 60 days
Correct Answer

A. 12 months

Explanation

Organizational and recognition picketing are prohibited if a union has been recognized or a valid election occurred within the previous 12 months. This means that once a union has been recognized or a valid election has taken place, there is a 12-month period where picketing for organizational and recognition purposes is not allowed. This is likely to ensure stability and give the recognized union or elected representatives a fair chance to establish themselves before any further picketing activities can take place.

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24.

A company has a contest in which the work unit with the lowest accident rate each month is awarded with a pizza lunch and two hours off with pay. This is an example of:
- Incentive Program
- Safety reinforcement
- Goal oriented training
- Behavior Modeling
Correct Answer

A. Incentive Program

Explanation

This scenario describes an incentive program where the company rewards the work unit with the lowest accident rate each month with a pizza lunch and two hours off with pay. An incentive program is designed to motivate and encourage employees to achieve certain goals or behaviors by offering rewards or incentives. In this case, the company is using the incentive of a pizza lunch and time off to promote safety and reduce accidents in the workplace.

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25.

An employer is set to lay off 520 employees. The layoff is expected to exceed 6 months. Under WARN, how much notice is the employer required to give its employees?
- WARN does not apply to this employer
- 30 days
- 60 days
- 90 days
Correct Answer

A. 60 days

Explanation

Under the Worker Adjustment and Retraining Notification (WARN) Act, employers are required to give their employees at least 60 days' notice before a mass layoff or plant closure. This allows employees to have enough time to seek alternative employment or retraining opportunities. In this case, since the employer is set to lay off 520 employees, they would be required to give a 60-day notice to their employees.

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26.

The phases of training consist of:
- Analysis, development, design, evaluation, implementation
- Evaluation, analysis, development, design, implementation
- Analysis, design, development, implementation, evaluation
- Development, design, implementation, analysis, evaluation
Correct Answer

A. Analysis, design, development, implementation, evaluation

Explanation

The correct answer is "Analysis, design, development, implementation, evaluation." This sequence represents the phases of training in a logical order. First, the analysis phase involves identifying the training needs and goals. Then, the design phase focuses on creating a training plan and materials. Next, the development phase involves actually building the training program. After that, the implementation phase involves delivering the training to the participants. Finally, the evaluation phase assesses the effectiveness of the training and identifies areas for improvement.

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27.

The Confederate flag evokes a lot of emotion. It is a symbol that means different things to different people. Those differing views set the stage for friction in the workplace. A large manufacturing company with 500 employees decided to eliminate the potential for friction amongst its employees by banning the display of the Confederate flag in its workplace. Did the employer act in lawful manner?
- The employer was seeking to avoid potential liability for racial harassment and therefore acted lawfully
- The employer’s actions were in violation of First Amendment
- The private workplace is a constitutionally protected forum for political discourse
- The NLRA gives all workers the right to speak up about workplace issues
Correct Answer

A. The employer was seeking to avoid potential liability for racial harassment and therefore acted lawfully

Explanation

The employer's decision to ban the display of the Confederate flag in the workplace can be seen as a proactive measure to prevent potential racial harassment. By eliminating a symbol that is known to evoke strong emotions and has different meanings to different people, the employer is taking steps to create a more inclusive and respectful work environment. This action can be seen as a lawful response to protect the well-being and rights of all employees.

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28.

Which statement about the SOX act is FALSE?
- It affects only accountants and lawyers
- Some sections affect all employers with SEC registered stock
- Public stock companies may not make loans to executive officers or directors.
- It is an expansive act covering financial, audit and codes of conduct.
Correct Answer

A. It affects only accountants and lawyers

Explanation

The statement "It affects only accountants and lawyers" is false because the SOX act does not only affect accountants and lawyers. Some sections of the act also affect all employers with SEC registered stock, and public stock companies are prohibited from making loans to executive officers or directors. Additionally, the act is expansive as it covers financial, audit, and codes of conduct.

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29.

Which of the following is NOT a variable pay plan?
- Individual phone company employees receive extra pay if they sell special calling features to customers
- Sales representatives have a significant portion of their pay in the form of commissions tied to performance
- Executives receive stock options tied to long-term performance of their firms
- A non-exempt employee works over 40 hours
Correct Answer

A. A non-exempt employee works over 40 hours

Explanation

The given answer, "A non-exempt employee works over 40 hours," is not a variable pay plan because it does not involve any form of additional pay or compensation based on performance or specific targets. It simply refers to an employee working more than the standard 40 hours, which may entitle them to overtime pay or other benefits as per labor laws.

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30.

A ______ strike occurs during the life of the collective bargaining agreement without approval of union leadership, and in violation of a no-strike clause in a labor contract:
- Economic
- Jurisdictional
- Sympathy
- Wildcat
Correct Answer

A. Wildcat

Explanation

A wildcat strike refers to a strike that happens without the approval of union leadership and in violation of a no-strike clause in a labor contract. Unlike other types of strikes, such as economic strikes which are initiated to gain better wages or benefits, or sympathy strikes which are in support of another group's strike, wildcat strikes are spontaneous actions taken by workers to express their dissatisfaction or frustration with the working conditions or management decisions. These strikes can disrupt operations and cause tension between the union and the employer, as they are not sanctioned or planned by the union leadership.

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31.

Decentralization is recommended for organizations where:
- The operating units’ staff performs organizational tasks completely
- There is a need for corporate level economy of scale and uniform policy
- There is a need for contract negotiations with external agents
- Decision making is complex
Correct Answer

A. The operating units’ staff performs organizational tasks completely

Explanation

Decentralization is recommended for organizations where the operating units' staff performs organizational tasks completely because it allows for greater autonomy and decision-making power at the unit level. When the staff is capable of handling all tasks independently, decentralization can help improve efficiency and responsiveness. It also enables faster decision-making, as decisions can be made at the unit level without having to go through multiple layers of hierarchy. Additionally, decentralization allows for better utilization of local knowledge and expertise, leading to more effective problem-solving and innovation at the unit level.

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32.

Which of the following actions would most likely be considered to be a discriminatory act?
- Refusing to hire a female in a private for profit business with eight male employees.
- A seniority based pay system.
- Requiring disabled employees to perform the essential functions of their job.
- Replacing a 60-year old employee with a 42-year old employee.
Correct Answer

A. Replacing a 60-year old employee with a 42-year old employee.

Explanation

Replacing a 60-year old employee with a 42-year old employee would most likely be considered a discriminatory act. Age discrimination is prohibited by law and it is illegal to make employment decisions based on an individual's age.

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33.

Environmental scanning should be used to:
- Identify appropriate group performance incentive strategies
- Evaluate internal and external conditions affecting job satisfaction and union membership
- Identify local, national, and global competitive pressures that could influence the organization's strategy
- Obtain an overall view of the advantages and disadvantages of developing work force training internally
Correct Answer

A. Identify local, national, and global competitive pressures that could influence the organization's strategy

Explanation

Environmental scanning is the process of gathering and analyzing information about the external environment of an organization. It involves identifying and monitoring local, national, and global competitive pressures that could potentially impact the organization's strategy. By understanding these competitive pressures, the organization can make informed decisions and develop strategies to stay competitive in the market. This helps the organization to anticipate and respond effectively to changes in the business environment, ultimately influencing its overall strategy.

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34.

Which of the following is NOT a test for just-cause discharge for on-the-job behavior:
- Was there evidence
- Was the penalty of discharge reasonable
- Was there an EEO investigation
- Was the company’s rule reasonable
Correct Answer

A. Was there an EEO investigation

Explanation

The question is asking for a test that is NOT a test for just-cause discharge for on-the-job behavior. The other three options - evidence, penalty of discharge, and reasonableness of the company's rule - are all factors that would be considered in determining whether a just-cause discharge is appropriate. However, an EEO investigation is not directly related to the concept of just-cause discharge. An EEO investigation is typically conducted to address allegations of discrimination or harassment, which may or may not be relevant to a just-cause discharge decision.

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35.

Your star computer programmer holds the keys to the kingdom of your entire computer network in his head. His daughter is diagnosed with leukemia and he requests FMLA leave to care for her. Your employee returns at the end of 8 weeks and requests to be reinstated. Are you required to reinstate him?
- No, he is a key employee
- Yes, leukemia is a serious health condition
- No, since he did not report in, you replaced him
- No, since he did not give the minimum 30 days notice
Correct Answer

A. Yes, leukemia is a serious health condition

Explanation

The correct answer is "Yes, leukemia is a serious health condition." Under the Family and Medical Leave Act (FMLA), an employee is entitled to take up to 12 weeks of unpaid leave in a 12-month period to care for a serious health condition of a family member. Leukemia is considered a serious health condition, and therefore the employee is eligible for FMLA leave to care for his daughter. As a result, the employer is required to reinstate him at the end of his leave.

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36.

Which agency is responsible for ensuring that federal contractors and subcontractors have non-discriminatory practices?
- ERISA
- EEOC
- OFCCP
- FLSA
Correct Answer

A. OFCCP

Explanation

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that federal contractors and subcontractors have non-discriminatory practices. They enforce equal employment opportunity and affirmative action requirements for these contractors, ensuring that they do not discriminate against employees or applicants based on factors such as race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. The OFCCP conducts compliance evaluations, investigates complaints, and provides guidance and resources to help contractors meet their obligations.

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37.

An exemption that allows employers to purposefully exclude a protected group member from employment is:
- AAP
- OFCCP
- BFOQ
- EEOC
Correct Answer

A. BFOQ

Explanation

BFOQ stands for Bona Fide Occupational Qualification. It is an exemption that allows employers to purposefully exclude a protected group member from employment if their inclusion would interfere with the essence of the job. This means that employers can discriminate based on certain protected characteristics such as gender, religion, or national origin if it is necessary for the job's performance. However, it is important to note that BFOQ exemptions are very limited and must be justified by a legitimate occupational qualification.

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38.

The most basic activity of sound human resources practices is the ______.
- Job evaluation
- Job selection
- Job ranking
- Job analysis
Correct Answer

A. Job analysis

Explanation

Job analysis is the most basic activity of sound human resources practices because it involves systematically gathering and analyzing information about the tasks, responsibilities, and requirements of a job. This information is essential for various HR functions such as recruitment, selection, training, performance management, and compensation. Job analysis helps in understanding the knowledge, skills, and abilities required for a job, determining the job's worth, and ensuring that the right candidates are selected for the job. It also helps in identifying training needs and evaluating employee performance. Thus, job analysis forms the foundation for effective HR practices.

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39.

A unique capability in the organization that creates high value and that differentiates the organization from its competition:
- SWOT
- Organizational culture
- Core competency
- Differentiation
Correct Answer

A. Core competency

Explanation

Core competency refers to a unique capability or set of skills that an organization possesses, which creates high value and sets it apart from its competitors. It is something that the organization excels at and is difficult for competitors to replicate. This distinct advantage allows the organization to deliver superior products or services, leading to a competitive edge in the market. In contrast, SWOT analysis is a strategic planning tool used to assess an organization's strengths, weaknesses, opportunities, and threats. Organizational culture refers to the shared values, beliefs, and norms within an organization. Differentiation is the process of distinguishing a product or service from others in the market.

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40.

The Employment At-Will doctrine has been eroded by all of the following EXCEPT:
- Right-to-Work
- Implied Contract
- Public Policy Exception
- Covenant of Good Faith Exception
Correct Answer

A. Right-to-Work

Explanation

The Employment At-Will doctrine has been eroded by all of the following except for Right-to-Work. Right-to-Work laws allow employees to work in a unionized workplace without having to join or financially support the union. However, this does not directly impact the Employment At-Will doctrine, which states that employers can terminate employees at any time and for any reason, as long as it is not illegal or discriminatory. The erosion of the doctrine is primarily influenced by the implied contract, public policy exception, and covenant of good faith exception, which provide certain protections to employees against arbitrary or unjust terminations.

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41.

The simplest and most popular performance appraisal technique is:
- Graphic Rating Scale
- Critical Incident
- Forced Distribution
- Compensable Factors
Correct Answer

A. Graphic Rating Scale

Explanation

The graphic rating scale is the simplest and most popular performance appraisal technique because it involves rating employees on specific traits or behaviors using a scale. It allows managers to assess performance based on predetermined criteria and provides a clear and objective evaluation. This technique is easy to understand and implement, making it widely used in organizations.

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42.

Collective bargaining issues that fall within the NLRA’s definition of wages, hours, and other terms and conditions of employment are classified as what type of issues?
- Permissive
- Voluntary
- Mandatory
- Prohibited
Correct Answer

A. Mandatory

Explanation

Collective bargaining issues that fall within the NLRA’s definition of wages, hours, and other terms and conditions of employment are classified as mandatory issues. This means that both the employer and the labor union are required to negotiate and reach an agreement on these issues. They cannot be ignored or refused by either party during the collective bargaining process.

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43.

Title VII states that employers CANNOT discriminate based on all EXCEPT:
- Age
- Sex
- Race
- Religion
Correct Answer

A. Age

Explanation

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on their age, sex, race, or religion. Therefore, the correct answer is "Age" because employers are not allowed to discriminate against employees based on their age.

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44.

A common labor relations intervention in which a neutral third party tries to assist the principles to reach an agreement is known as a(n) __________, while __________ is the most definitive type of third party intervention.
- Ombudsman, Arbitration
- Mediation, Arbitration
- Negotiation, Conciliation
- Good faith bargaining, Collective bargaining
Correct Answer

A. Mediation, Arbitration

Explanation

Mediation is a common labor relations intervention where a neutral third party helps the parties involved to reach an agreement. It involves facilitating communication, clarifying issues, and exploring potential solutions. Arbitration, on the other hand, is the most definitive type of third party intervention. It involves a neutral third party making a binding decision after hearing both sides of the dispute.

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45.

The exhibited characteristics of an employee which includes their KSA's is defined as ________.
- Competencies
- Compensable factors
- Effort
- Experience
Correct Answer

A. Competencies

Explanation

Competencies refer to the exhibited characteristics of an employee, including their knowledge, skills, and abilities (KSA's). It encompasses the combination of technical expertise, interpersonal skills, and problem-solving abilities that an individual possesses. Competencies are essential for job performance and success, as they determine an employee's ability to effectively carry out their responsibilities and contribute to the organization's goals.

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46.

One hundred applicants were interviewed for 10 vacancies in a manufacturing plant. Six out of 60 white males, one out of 20 African-American males and two out of 20 female applicants are hired. The selection procedure resulted in:
- Adverse impact upon African-American males
- Adverse impact upon females
- Adverse impact upon both African-American males and females
- No adverse impact
Correct Answer

A. Adverse impact upon African-American males

Explanation

The selection procedure resulted in adverse impact upon African-American males because out of the 20 African-American male applicants, only one was hired. This means that the hiring rate for African-American males is significantly lower compared to the hiring rate for white males and females. Adverse impact refers to a situation where a particular group is disproportionately affected by an employment practice or policy. In this case, the low hiring rate for African-American males suggests that they faced adverse impact in the selection process.

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47.

A mature company is expanding into overseas markets. A few U.S. managers and personnel will be transferred, but most new employees will be hired. The strategic plan involves focusing marketing efforts on brand strategy and packaging rather than advertising. Which of the following factors will be HR's most pressing challenge in supporting this corporate strategy?
- Judgmental forecasts
- Work force supply and demand forecasts
- Succession planning
- Turnover analysis
Correct Answer

A. Work force supply and demand forecasts

Explanation

The most pressing challenge for HR in supporting the company's expansion into overseas markets and focusing on brand strategy and packaging rather than advertising would be to accurately forecast the workforce supply and demand. With the majority of new employees being hired, HR needs to determine the number and skills of employees needed in each market to support the company's strategic plan. By forecasting the workforce supply and demand, HR can ensure that the company has the right talent in place to meet its expansion goals and effectively execute its brand strategy and packaging efforts.

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48.

When a manager rates an employee low on all items because of one item such as occasional tardiness, this is what type of rater bias?
- Rater bias
- Recent problem bias
- Horned Error
- Strictness
Correct Answer

A. Horned Error

Explanation

Horned Error is the correct answer because it refers to the tendency of a rater to rate an employee low on all items based on the negative impression of one specific item. In this case, the manager rates the employee low on all items due to occasional tardiness, which demonstrates the horned error bias.

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49.

Which of the following best illustrates the sensitizing effects of a pretest as an alternative explanation for the results of a research study?
- Pretest was too short to be reliable
- Pretest caused the subjects to think or act differently after responding to the questions
- Pretest was not accurate enough to measure differences between subjects
- Pretest contained ambiguous words that were not familiar to the subjects
Correct Answer

A. Pretest caused the subjects to think or act differently after responding to the questions

Explanation

The correct answer suggests that the pretest had a sensitizing effect on the subjects, causing them to alter their thoughts or behaviors after responding to the questions. This indicates that the pretest influenced the subjects' subsequent responses and therefore could be an alternative explanation for the results of the research study.

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