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Federal equal employment opportunity laws are intended to protect - ANSWER: All employees The Equal Employment Opportunity Commission (EEOC) was created by - ANSWER: Congress through the passage of the 1964 Civil Rights Act A requirement for female job applicants to complete a physical skills test that is not require of male applicants is an example of " - ANSWER: Disparate treatmen True statements regarding the Age in Discrimination Employment Act (ADEA) are TRUE - ANSWER: - Individuals under the age of 40 are nor protected due to their age
- Employers may favor older worker over younger workers
- Companies with less than 20 employees can discriminate based on age TRUE OR FALSE: ADEA applies to all employers regardless of organizational size - ANSWER: FALSE What is the mandatory retirement age according to the age discrimination in employment act? - ANSWER: There is none.
Griggs V. Duke Power - ANSWER: Supreme Court decision established the requirement that employers prove that education and testing activities used in the selection process are job related EEOC guidelines define quid pro quo sexual harassment as - ANSWER: A link between specific employment outcomes and an employees granting of sexual favors An example of a job where an employer be most able to justify Particular sex as a bona fide occupational qualification (BFOQ) - ANSWER: A locker room attendant Title VII of the 1964 Civil Rights Act - ANSWER: A federal EEO law the prohibits discrimination based on race, color, religion, sex, or national origin in any term, condition, or privilege of employment Executive Order 11246 - ANSWER: Requires federal contractors and subcontractors to have affirmative action programs Recommendations to assist supervisors in preventing sexual harassment in the workplace - ANSWER: - Train employees in what constitutes as sexual harassment
- Inform employees of their rights in making sexual harassment claims
- Investigate claims of sexual harassment immediately and thoroughly The concept of reasonable accommodation holds that employers must attempt to reasonably accommodate employees in all the following situations except when there is conflict between - ANSWER: an employees child's school event and the work schedule
In federal legislation, Florida 760.10 covers: - ANSWER: race, sexual orientation, pregnancy status, HIV According to the Fair Labor Standards Act, how many breaks are required during an 8-hour work day? - ANSWER: No breaks at all A selection instrument that would be most useful in predicting employee performance in your organization is - ANSWER: A personality test that has a -. validity coefficient with performance appraisal scores An advantage to hiring internal candidates for open positions within the organization is - ANSWER: it reduces orientation costs Advantages for hiring external candidates - ANSWER: - it brings new ideas and innovations to the organization
- but minimizes political infighting among employees increases the amount of different perspectives within the organization Advantages for hiring internal candidates - ANSWER: - It motivates current employees to strive for promotions
- it reduces cost associated with recruitment
- it minimizes orientation costs You change the content of your position announcement to more accurately reflect your company's culture and change he placement from career builder o LinkedIn jobs Which yield ratio would be the best indicator that the changes resulted more qualified candidates applying - ANSWER: The tighter ration such as 1:3, 1:5, it show that less people are applying because of the specificity of the description. A
more broad description will attract more people to apply that may not be as qualified when used to measure the effectiveness of an organizations recruitment and selection process Yield ratios - ANSWER: are most informative when compared to similar ratios collected over time How many interviews must you conduct to fill 4 custodial openings? DATA: Applicants: 90 Phone screenings: 26 Interviews: Offers: Drug Screening : 3 Hires: 2 - ANSWER: Solution: The yield ration for hires to interview is 2:9 if you want to hire people (double the amount of the original then you would double the amount of interviews so the yield ratio would be 4: A recruitment source that would most likely yield to applicants who are good fits with the organizational culture would be - ANSWER: referrals from current employees what recruitment method would most likely yield candidates who lack applied organizational experience but have formal training in the field and are knowledgeable about he latest industry trends - ANSWER: College recruiting
points made about the relationship between performance and training needs in the preparation materials for training and development - ANSWER: - training should be considered only after performing a thorough needs analysis
- there are many other ways to address performance gaps in addition to training
- training need should be considered from a variety of perspectives Which level of training evaluation addresses the question "To what extent did trainees improve their knowledge and skills?" - ANSWER: Learning level Things you should consider when trying to engineer transfer into your training programs are: - ANSWER: - the relevance of the training to job
- how the learning and skills from the training will be reinforced on the job
- the presence of supporting resources when participants return to work Characteristics of the work environment that facilitate transfer of training - ANSWER: - Ensuring trainees have the opportunity to practice skills acquired through training
- providing feedback to trainees regarding how effectively they are exhibiting skills acquired in training
- providing job aids to remind trainees of the skills and knowledge acquired in training Reasons to conduct evaluation training - ANSWER: - to determine whether the training program was cost effective
- to identify areas of improvement in the training program
- to determine whether the training program has achieved expected results Reasons why training evaluation, especially evaluation at the higher levels is not conducted - ANSWER: - training evaluation requires specific knowledge
- training evaluation can be costly and time consuming
- training evaluation has the potential to reveal ineffective training level of valuation according to the Kirkpatrick model of evaluation - ANSWER: Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results to what degree participants react favorably to the learning event - ANSWER: Level 1: Reaction to what degree participants acquire the intended knowledge , skills, and attitudes based on their participation in the learning event - ANSWER: Level 2: Learning to what degree participants apply what they learned during training when they are back on the job - ANSWER: Level 3: Behavior to what degree targeted outcomes occur as a result of learning event(s) and subsequent reinforcement - ANSWER: Level: 4 Results A source of information is most likely to yield information that informs the behavior level of Kirkpatricks model of training evaluation - ANSWER: a performance appraisal conducted in trainees months after they return to work The primary purpose of conducting a training needs analysis is - ANSWER: to identify the cause of a performance gap and those who should attend training
Quasi-experimental design - ANSWER: a research design used to evaluate the effects of training that compares the performance of participants who were not randomly assigned to two groups, one that received training and one that did not According to Eric Lawler, what is the most common mistake made when organizations hire consultants tp redesign a compensation system - ANSWER: they fail to get sufficient input form the employees in the design system Employee goodwill toward the organization is a reason for - ANSWER: organizations to develop and a adopt a compensation strategy that is most likely affected by the transparency of pay-related decisions According to Edward Lawler, public sector organizations are - ANSWER: the type of organizations that are still most likely o st their rates based on job titles and descriptions and not on anything related to individual employee performance a goal that job evaluations address - ANSWER: to make sure the compensation system ensures equity across jobs within the organization sources of compensation survey data is most likely to be the least expensive - ANSWER: government agencies a performance based pay awards employees a percentage of the financial gains resulting from their departments or team performance improvements - ANSWER: gainsharing performance based pay most likely to reward the largest percentage of employees if the criteria for award payment is met - ANSWER: profit sharing
Employee compensation (direct and indirect) typically represents what percent of most organizations overall costs - ANSWER: 65% the video "Understanding the importance of pay and rewards" important reasons pay is important - ANSWER: - it determines employees lifestyle
- it affect employees self esteem
- it communicates prestige to others Possible consequences of organizations managing their compensation strategies in the the video "Understanding the Importance of pay and rewards" are - ANSWER:
- encouraging employee engagement
- having a positive impact on productivity
- motivating employee performance According to Edward Lawler what is the most important element of your compensation strategy in attracting top talent to your organization - ANSWER: giving employees choices in their compensation and benefits Characteristics of a traditional pay system - ANSWER: - subjective evaluations of employees by managers
- across-the-board raises for most employees
- treating payroll as a fixed cost Characteristics of performance based pay systems - ANSWER: - skill-based promotions
- objective evaluation based in performance measures
- treating payroll as a variable cost
Limitations of descriptive research - ANSWER: - ethical
- practical
- difficulty in generalizing conclusions to real-world situations a learning method that emphasizes the role of consequences of behavior - ANSWER: Operant learning Types of consequences in operant learning - ANSWER: - punishers
- neutral operants
- reinforcers Disadvantages of using the ABC model to analyze behavior - ANSWER: - using the model takes time and patience
- sometimes there are multiple antecedents and consequences controlling behavior Last semester a student avoided taking the final exam in a class because she had perfect attendance in the class for the entire semester. this semester that student has maintained perfect attendance in all her classes. This is an example of which operant learning process - ANSWER: Negative reinforcement management by objective advantage and disadvantage - ANSWER: advantage- it is based on the assumption that the individual (employee) knows more than anyone else about their own capabilities, needs, strengths weaknesses, and goals. disadvantage - positive and active participation from subordinates is not easily forthcoming
alternatives to a traditional performance appraisal include - ANSWER: - shorter review periods
- train managers how to give continual feedback
- implement 360 degree reviews helpful tip for conducting performance reviews - ANSWER: - discuss ideas for developmental goals and action plans
- agree upon specific action to be taken by each of you
- have an agenda for the review interview
