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NEW QUESTION 114
If OSHA fails to issue the final order, what is the next step that the employee may take?
- A. File a law suit in a U.S. district court
- B. Contact his congressional representative to discuss the matter
- C. Request a restraining order against the employer
- D. Submit an official request that the company improve its whistleblower policy
Answer: A
Explanation:
Explanation: If OSHA fails to issue the final order, the employee then has the right to file a law suit in a U.S. district court. The employee may choose to contact his congressional representative, but it is more than likely the representative will simply review the employee's legal rights and encourage filing suit. Requesting a restraining order is not necessarily an appropriate step in this case; filing the full law suit, however, is. Submitting an official request about an improvement to the whistleblower policy is unlikely to accomplish much; the employer's actions would call for a larger response from OSHA and the legal system.
NEW QUESTION 115
Which of the following scenarios represents a legitimate exemption status for an employer?
- A. The firefighters in a twelveperson department of a mediumsized town are exempt from minimum wage requirements
- B. The police officers in the fourperson police department of a small town is exempt from overtime requirements
- C. The high school football coach of a large high school is exempt from overtime requirements due to taking students to outoftown games
- D. A large farm that employs teenagers during the summer months is exempt from child labor requirements
Answer: B
Explanation:
Explanation: Exemptions are specific, and in this case only answer choice D reflects a legitimate exemption status: due to the nature of the job, and the fact that the police department only has four members, these officers would be exempt from overtime requirements. The high school coach would not necessarily be exempt from overtime requirements, just because he has to take students to games. The large farm that employs teenagers during the summer would definitely not be exempt from child labor requirements. And the firefighters might be exempt from overtime requirements - under certain circumstances (which do not appear to be present in this situation) - but they are certainly not exempt from minimum wage requirements.
NEW QUESTION 116
Which of the following acts requires workplaces to maintain an environment that is "free from recognized hazards that are causing or are likely to cause death or serious physical harm"?
- A. DrugFree Workplace Act
- B. Fair Labor Standards Act
- C. SarbanesOxley Act
- D. Americans with Disabilities Act
- E. Occupational Safety and Health Act
Answer: E
Explanation:
Explanation: The piece of legislation to which the quote refers is the Occupational Safety and Health Act of 1970 (OSHA). The Americans with Disabilities Act (ADA) is focused specifically on providing rights for employees with disabilities in the workplace. The DrugFree Workplace Act is focused on the substance abuse policy for federal contractors. The SarbanesOxley Act is focused on the legal obligation that organizations have to record and report financial information. And the Fair Labor Standards Act refers to the legal requirements that companies have to provide a workplace environment that is fair to all employees.
NEW QUESTION 117
For their first few months, new employees at Flanders Company receive frequent praise and encouragement from their supervisors. After a while, though, supervisors pay less attention to these employees. Performance evaluations indicate that employee productivity declines at this point. The supervisors at Flanders Company are practicing
- A. extinction.
- B. punishment.
- C. positive reinforcement.
- D. negative reinforcement.
Answer: A
Explanation:
Explanation: The supervisors at Flanders Company are practicing extinction, though they are most likely unaware of doing so. Extinction occurs when the positive reinforcement that followed a behavior ceases, and the behavior gradually ceases as well. Punishment is a negative consequence to a behavior. The absence of positive reinforcement is not considered punishment. Positive reinforcement is a reward, while negative reinforcement is the removal of a punishment. Positive and negative reinforcement are both used to encourage certain behaviors.
NEW QUESTION 118
Which of the following types of employee rating systems usually results in rating employees along a bell curve?
- A. Nominal scale
- B. Forced distribution
- C. Ranking
- D. Paired comparison
Answer: B
Explanation:
Explanation: A forced distribution usually results in rating employees along a bell curve. In a paired comparison, each employee's performance viewed in the context of another employee's performance. A ranking system is usually better for a smaller group of employees but can be difficult to organize with a larger group. A nominal scale is not recognized as a type of employee rating system.
NEW QUESTION 119
Which of the following pieces of legislation establishes guidelines for retaining and reporting employee identification records?
- A. Personal Responsibility and Work Opportunity Reconciliation Act
- B. Fair Labor Standards Act
- C. Consumer Credit Protection Act
- D. Fair Credit Reporting Act
- E. Small Business Job Protection Act
Answer: A
Explanation:
Explanation: The Personal Responsibility and Work Opportunity Reconciliation Act, which went into law in 1996, establishes and updates rules for retaining and reporting employee identification records. Answer choice A is incorrect because the Fair Labor Standards Act has no immediate requirement about record keeping and instead focuses on establishing fair compensation for employees. Answer choice B is incorrect because the Fair Credit Reporting Act governs employee credit reporting but not the retention of employee identification records. Answer choice C is incorrect because the workplace application of the Consumer Credit Protection Act relates to wage garnishing. And answer choice D is incorrect because the Small Business Job Protection Act relates to employee deferred compensation plans.
NEW QUESTION 120
What is the name for the tendency to assign more responsibility for negative behavior to personality or effort rather than to environment?
- A. recency bias
- B. fundamental attribution error
- C. nonverbal bias
- D. halo effect
Answer: B
Explanation:
Explanation: The tendency to overemphasize the impact of personality on behavior is known as the fundamental attribution error. The fundamental attribution error creates problems for organizations when managers punish poor performers rather than try to resolve the issues that are responsible for the poor performance.
NEW QUESTION 121
Which of the following best expresses the definition of benchmark positions?
- A. Review of value in positions within an organization
- B. Evaluation of current jobs
- C. Common jobs within all organizations
- D. Review of market conditions for salaries
- E. Change in significant jobs in a company
Answer: C
Explanation:
Explanation: Benchmark positions are simply the types of positions that are common within all organizations, such as administrative assistants. Benchmark positions do not, however, relate to an evaluation of current jobs (answer choice B), a review of market conditions for salaries (answer choice C), a change in significant jobs in a company (answer choice D), and a review of the value of various positions within an organization (answer choice E).
NEW QUESTION 122
Which of the following are not steps in an analysis of training?
- A. Develop new and more effective training material
- B. Analyze where the organization is lacking in its objective and its outcome
- C. Establish a clear objective for training
- D. Collect data about potential problems and review it
- E. Consider options with respect to the organization's available budget and time
Answer: A
Explanation:
Explanation: The development of new and more effective training material might be an end result of training analysis, but it is not necessarily one of the primary steps within the process. Answer choices A, B, C, and E, however, all reflect specific steps within the process of analyzing training and are thus incorrect.
NEW QUESTION 123
If Congress passes a bill while in session, and whether or not it is signed by the President, that bill becomes law within how many days?
- A. 10 days
- B. 20 days
- C. 12 days
- D. 15 days
Answer: A
Explanation:
Explanation: If Congress passes a bill while in session, and whether or not it is signed by the President, that bill becomes law within 10 days. The other answer choices-12 days, 15 days, and 20 days-are all too high.
NEW QUESTION 124
In cliff vesting, 100% must be vested after how long?
- A. 4 years
- B. 3 years
- C. 5 years
- D. 2 years
Answer: C
Explanation:
Explanation: In cliff vesting, 100% must be vested after five years of employment. The other answer choices-two years, three years, and four years-are too low. It is certainly acceptable to vest 100% after these amounts of time, but the full five years are provided for this.
NEW QUESTION 125
Which of the following is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA?
- A. WH383
- B. WH380
- C. WH382
- D. WH381
Answer: D
Explanation:
Explanation: Form WH381 is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA. Form WH382 is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification. The other answer choices do not reflect significant FMLA forms.
NEW QUESTION 126
Which of the following is an example of bottomup communication?
- A. intranet
- B. poster
- C. newsletter
- D. brownbag lunch
Answer: D
Explanation:
Explanation: A brownbag lunch is an example of bottomup communication. Bottomup communication is directed from employees to managers. It is important for employees to have a chance to share their ideas and problems with more senior officials. A brownbag lunch is an informal mealtime gathering of executives and lowerlevel employees. The other answer choices are forms of topdown communication, or communication directed from managers to lowerlevel employees.
NEW QUESTION 127
Which of the following statements about union decertification is true?
- A. Decertification only occurs when employees are displeased with the union.
- B. Decertification does not prevent employees from joining a different union later.
- C. Half the employees must petition the NLRB before a decertification vote is held.
- D. Employers may lobby employees during the decertification process.
Answer: B
Explanation:
Explanation: Decertification does not prevent employees from joining a different union later. Indeed, decertification does not prevent employees from rejoining the same union in the future. Decertification is not always indicative of problems with the union. In some cases, a union will decertify because it has outgrown its usefulness, or because the workers wish to file suit against ownership without the interference of the union. Employers are not allowed to lobby employees during the decertification process, and only 30% of the employees need to petition the NLRB for there to be a decertification vote.
NEW QUESTION 128
Which of the following is recognized as a ranking system for businesses to utilize in reviewing employee behavior and ensuring that it meets the established standards?
- A. BARS
- B. MBOS
- C. PBTS
- D. TQMS
Answer: A
Explanation:
Explanation: BARS refers to the Behaviorally Anchored Rating Scale that employers may use internally to determine whether employee behavior is meeting the standards. MBO (with no "S" at the end) typically refers to Management by Objective, in which businesses set certain goals and work toward reaching them within an established frame of time. TQM (no "S" at the end) refers to Total Quality Management, which is a program designed to improve business activity to increase the value for customers. PBT (also with no "S" at the end) refers to PerformanceBased Training and is intended to assist employees with improving their performance in certain jobs.
NEW QUESTION 129
A corporate university is an
- A. academic institution run for profit.
- B. extensive training program administered by a corporation to existing employees.
- C. alternative to community college.
- D. independent academic institution that produces recruits for a corporation.
Answer: B
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 130
The Latin phrase respondeat superior translates to which of the following?
- A. With connected strength
- B. Friend of the court
- C. Let the master answer
- D. Thrown to the lions
Answer: C
Explanation:
Explanation: The Latin phrase respondeat superior translates to mean "let the master answer" and suggests that companies have a measure of responsibility for employee actions, if employee actions result from job responsibilities. The phrase "friend of the court" comes from the Latin amicus curiae. The phrase "with connected strength" comes from the Latin coniunctis viribus. The phrase "thrown to the lions" comes from the Latin damnatio ad bestias.
NEW QUESTION 131
While interviewing a candidate, Geraldine notices that the individual's answers seem to be oddly phrased, and Geraldine ultimately notices that the candidate is trying to give her the answers that she wants, rather than offering candid answers. In this case, what type of interview bias is occurring?
- A. Central tendency
- B. Cultural noise
- C. Horn effect
- D. Halo effect
Answer: B
Explanation:
Explanation: Cultural noise is a type of bias in which the candidate begins responding as he believes the interviewer would prefer. For instance, for a job that requires extensive travel, a candidate might attempt to sway the odds in his favor by claiming to enjoy travel, even if he has no travel experience in other jobs (and/or might not really care to travel but hopes to get the job). The halo effect results from an interviewer focusing on a single good quality to define the candidate. The horn effect is the opposite of this; it occurs when the interviewer focuses on a single negative quality, over all other qualities, to rate the candidate. The central tendency occurs if an interviewer is unable to make a clear decision about a preferred candidate and averages their results.
NEW QUESTION 132
How long after filing with the Department of Labor are ERISA records required to be maintained?
- A. 4 years
- B. 8 years
- C. 5 years
- D. 6 years
- E. 7 years
Answer: D
Explanation:
Explanation: Once a company has filed ERISA records with the Department of Labor, that company is required to maintain those records for a minimum of six years. Answer choices A, B, D, and E are incorrect because they do not reflect accurate federal guidelines for ERISA record keeping.
NEW QUESTION 133
Sandra is the head of a small human resources department. She wants to implement a human resource information system, so she begins by commissioning a needs analysis. What is her next step?
- A. Creating a timeline for implementation
- B. Asking for permission to implement the system
- C. Identifying possible conflicts with other organizational systems
- D. Researching possible systems
Answer: D
Explanation:
Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.
NEW QUESTION 134
A business with a minimum of how many employees is required by OSHA to provide an Injury and Illness Prevention Plan?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
Explanation: OSHA's requirements apply almost universally to businesses with at least 11 employees. (A business with 10 or fewer employees is not expected to complete OSHA forms or even assemble an Injury and Illness Prevention Plan.) Businesses with 15 or 17 employees certainly fall within OSHA's regulations.
NEW QUESTION 135
The development section of a large energy company is in the process of overhauling its risk management program. In particular, the development section expects to assemble a new risk management program that takes previous situations more carefully into account. The head of the development company has contacted the human resources department for advice. What is the role of the human resources professional in this situation?
- A. Remain in contact with the department and ensure that the risk management program meets all legal and procedural requirements
- B. Recommend a training program for employees of the development section to implement the risk management program
- C. Establish parameters for the development section to begin assembling its new risk management program
- D. Provide the development section of the company with documentation that details current legal requirements for risk management
Answer: A
Explanation:
Explanation: In this situation, the human resources professional should remain in contact with the development section of the company to ensure that the new risk management program meets all legal and procedural requirements. Answer choices A and C represent elements of this process, but neither providing the development section of the company with documentation that details current legal requirements for risk management or establishing parameters for the development section to begin assembling its new risk management program is complete in itself. Recommending a training program might be useful, but it is more likely that the development section will create its own training program that fits the unique needs of the new risk management program. In this case, once again, the human resources professional should be involved largely in an advisory position to ensure that all legal/procedural requirements are followed and met.
NEW QUESTION 136
In which of the following situations would the use of copyrighted material not fall under the definition of fair use?
- A. Educational purposes within the organization
- B. Limited copies of the material
- C. Addition of quoted information into the company motto
- D. Use of a single paragraph from a book
Answer: C
Explanation:
Explanation: Fair use includes the following scenarios: use of material for educational purposes, limited copying of material (i.e., 10 or fewer copies for a limited number of individuals), and use of a single paragraph from a book (i.e., small percentage of total). Using quoted information-that is, information from another source-within a company motto is definitely not considered fair use; as the company motto represents the company and, in this sense, applies to its larger goal of making a profit, the use of the quoted material would be considered a copyright violation.
NEW QUESTION 137
Which of the following is defined as an attempt to improve overall business operations so that customers benefit from the process?
- A. Workforce expansion
- B. Offshoring
- C. Divestiture
- D. Reengineering
Answer: D
Explanation:
Explanation: Reengineering is defined as an attempt to improve overall business operations so that customers benefit from the process. Workforce expansion, as the name indicates, is an increase in employees for a business to reach certain goals. Divestiture is a business decision to eliminate a department by laying off employees or moving them to another department. Offshoring, or outsourcing, refers to a business's decision to move certain activities to another location (usually international) to reduce costs.
NEW QUESTION 138
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