Human Resources Management And Supervision Ch1# & 2#
(124).webp "Human Resources Management And Supervision Ch1# & 2# - Quiz")
To prepare for the final test.
Questions and Answers
- 1.
Job description specify_____?
- A.
How long job should take
- B.
What the manager can ask of an employee
- C.
Knowledge, qualifications, and skills necessary for the job
Correct Answer
C. Knowledge, qualifications, and skills necessary for the jobExplanation
A job description specifies the knowledge, qualifications, and skills necessary for the job. It outlines the specific requirements and competencies that an individual must possess in order to successfully perform the job. This information helps in attracting and selecting the right candidates for the position and ensures that the employee is equipped with the necessary expertise to fulfill their responsibilities effectively.Rate this question:
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- 2.
Stereotypes can produce_____, which is a genral attitude towards a person or group based on judgment unrelated to abilities.
- A.
Diversity
- B.
Cultural tendencies
- C.
Prejudice
Correct Answer
C. PrejudiceExplanation
Prejudice refers to the preconceived opinion or attitude towards a person or group based on stereotypes or judgments unrelated to their abilities. It is a negative perception that can lead to discrimination and unfair treatment. Prejudice often stems from ignorance, fear, or bias, and can result in harmful consequences for individuals or communities.Rate this question:
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- 3.
Information about tasks in a position is located in a ______.
- A.
Your resume
- B.
Job description
- C.
Job specifications
Correct Answer
B. Job descriptionExplanation
The correct answer is job description. A job description provides detailed information about the tasks and responsibilities associated with a particular position. It outlines the specific duties, qualifications, and expectations for the job, helping both employers and employees understand the scope of the role. It serves as a valuable resource for individuals seeking employment or for employers looking to hire new candidates.Rate this question:
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- 4.
Personal characteristics that are addressed in equal opporunity employment laws are referred to as federally protected ____.
- A.
Policies
- B.
Acts
- C.
Categories
Correct Answer
C. CategoriesExplanation
The personal characteristics that are addressed in equal opportunity employment laws are referred to as federally protected categories. These categories include characteristics such as race, color, religion, sex, national origin, age, disability, and genetic information. These laws aim to protect individuals from discrimination based on these characteristics in the workplace.Rate this question:
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- 5.
before a job description is developed, a _____ must be developed.
- A.
Job analysis
- B.
Resume
- C.
A position
Correct Answer
A. Job analysisExplanation
Before a job description is developed, a job analysis must be conducted. Job analysis involves gathering information about the tasks, responsibilities, skills, qualifications, and other aspects of a particular job. This information is essential in order to accurately define the job and create a comprehensive job description that outlines the expectations and requirements for the position. Without conducting a job analysis, it would be difficult to accurately describe the job and attract suitable candidates.Rate this question:
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- 6.
the role of a H R representative is to?
- A.
Keep the employee records
- B.
Advocate for all employees
- C.
Keep owners interest first
Correct Answer
B. Advocate for all employeesExplanation
The role of an HR representative is to advocate for all employees. This means that they are responsible for ensuring that the rights and interests of all employees are protected and represented within the organization. They act as a liaison between management and employees, addressing any concerns or issues that may arise and working towards fair and equitable solutions. Their primary focus is to support and promote the well-being and success of all employees within the company.Rate this question:
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- 7.
It is important to periodically review job descriptions because the ________.
- A.
Responsibilities and other information can change
- B.
Person doing the job or supervisor can change
- C.
Position's salary and benefits can change
Correct Answer
A. Responsibilities and other information can changeExplanation
Job descriptions are important to periodically review because responsibilities and other information can change over time. As organizations evolve, new tasks and duties may be added to a job role, or certain responsibilities may become obsolete. Furthermore, job descriptions serve as a reference for employees and help them understand their roles and expectations. By regularly reviewing and updating job descriptions, organizations ensure that employees are aware of any changes in their responsibilities and can perform their jobs effectively.Rate this question:
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- 8.
Which statement best describes an exempt postion?
- A.
Houry position requiring specialized skills
- B.
A position that is eligible for over time pay
- C.
Salaried position with the authority to discipline, evaluate, and terminte others
Correct Answer
C. Salaried position with the authority to discipline, evaluate, and terminte othersExplanation
An exempt position refers to a salaried position that has the authority to discipline, evaluate, and terminate others. This means that individuals in this position have the power to make decisions regarding the employment of others and have the responsibility to enforce disciplinary actions if necessary. They are not eligible for overtime pay as they are paid a fixed salary regardless of the number of hours worked.Rate this question:
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- 9.
which of these laws prohibits discrimination against five of the federally protected categories?
- A.
Equal pay act
- B.
Rehabilitation act
- C.
Title VII of the civil rights act
Correct Answer
C. Title VII of the civil rights actExplanation
Title VII of the Civil Rights Act prohibits discrimination against five federally protected categories, which include race, color, religion, sex, and national origin. This law ensures that individuals are not discriminated against in the workplace based on these characteristics. It prohibits employers from making hiring, firing, or promotion decisions based on these factors, and also prohibits harassment or creating a hostile work environment. Title VII of the Civil Rights Act is a crucial piece of legislation that promotes equal opportunity and protects individuals from discrimination in the workplace.Rate this question:
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- 10.
which of these statements best describes how diversity relates to foodservice?
- A.
Diversity mens recognizing and respecting the difference among people and being responsibal for safe environment and other illegal behavior.
- B.
Diversity mens recognizing and respecting the differences among people and treating employees, vendors, and guests in a nondiscriminatory way
- C.
Diversity means asking employees to ignore their own and their coworkers culturl custom at work to ensure that everyone acts as part of a team.
Correct Answer
B. Diversity mens recognizing and respecting the differences among people and treating employees, vendors, and guests in a nondiscriminatory wayExplanation
The correct answer explains that diversity in foodservice means recognizing and respecting the differences among people and treating employees, vendors, and guests in a nondiscriminatory way. This means that individuals from various backgrounds and cultures should be treated with equal respect and opportunities, without any form of discrimination based on their differences. This approach promotes inclusivity and creates a safe and welcoming environment for everyone involved in the foodservice industry.Rate this question:
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- 11.
A change in a job that enables a person with a disability to perform the job is called a _______.
- A.
Equal employment opportunity
- B.
Reasonable accommodation
- C.
Undue hardship
Correct Answer
B. Reasonable accommodationExplanation
A change in a job that enables a person with a disability to perform the job is called a reasonable accommodation. This refers to modifications or adjustments made to the job or work environment that allow individuals with disabilities to have equal opportunities and access to employment. It ensures that individuals with disabilities are not discriminated against and can fully participate in the workforce.Rate this question:
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- 12.
Executive orders (EOs) are ______.
- A.
Proclamations issued by the president of the united states
- B.
Proclamations issued by the House of the united states goverment
- C.
Offical documents issued by local and state goverments
Correct Answer
A. Proclamations issued by the president of the united statesExplanation
Executive orders are proclamations issued by the president of the United States. These orders allow the president to manage and direct operations of the federal government. They have the force of law and can be used to implement policies, regulate agencies, and enforce laws. Executive orders are an important tool for the president to exercise their executive power and can have a significant impact on the functioning of the government and the lives of citizens.Rate this question:
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- 13.
The equal pay act of 1963_____.
- A.
Pays different wages to men and women on the basis of gender, if they are doing the same job in the same m anner.
- B.
Pays the same wage to men and women on the basis of gender, if they are doing the same job in thew same establishment.
- C.
Prohibits paying different wages to men and women on the basis of gender, if they are doing the same jobs in the same establishment.
Correct Answer
C. Prohibits paying different wages to men and women on the basis of gender, if they are doing the same jobs in the same establishment.Explanation
The correct answer is that the Equal Pay Act of 1963 prohibits paying different wages to men and women on the basis of gender, if they are doing the same jobs in the same establishment. This legislation was enacted to address gender-based wage discrimination and ensure that men and women receive equal pay for equal work. It aims to eliminate the gender wage gap and promote fairness and equality in the workplace.Rate this question:
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- 14.
What is the best way to avoid using discriminatory language in a job description?
- A.
Write in clear and neutral way and focus on the essential and bona fide occupational qualifications.
- B.
Include a disclaimer on the job description in a clear and neutral way.
- C.
Write a clear and neutral way and focus on identifying how well the duties should be performed.
Correct Answer
A. Write in clear and neutral way and focus on the essential and bona fide occupational qualifications.Explanation
To avoid using discriminatory language in a job description, it is best to write in a clear and neutral way and focus on the essential and bona fide occupational qualifications. This means avoiding any language that could potentially exclude or discriminate against certain individuals based on protected characteristics such as race, gender, age, or disability. By focusing on the qualifications that are necessary for the job and avoiding any unnecessary or biased language, the job description can be inclusive and fair to all potential applicants.Rate this question:
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- 15.
Which of these practices are critical for promoting diversity in the work place?
- A.
Increasing cross-cultural interaction and keeping records of this interaction
- B.
Addressing diversity issues and holding people accountable
- C.
Increasing diversity issues and holing minorities accountable
Correct Answer
B. Addressing diversity issues and holding people accountableExplanation
Addressing diversity issues and holding people accountable is critical for promoting diversity in the workplace. This means actively acknowledging and discussing diversity-related challenges and concerns, and taking action to address them. It also involves holding individuals responsible for their actions and behaviors that may hinder diversity and inclusion efforts. By addressing these issues and holding people accountable, organizations can create a more inclusive and diverse work environment where everyone feels valued and respected.Rate this question:
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- 16.
A non-exempt job is eligble for over time pay.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
A non-exempt job is eligible for overtime pay because non-exempt employees are not exempt from the Fair Labor Standards Act (FLSA) regulations regarding overtime. According to the FLSA, non-exempt employees must be paid at least one and a half times their regular hourly rate for any hours worked over 40 in a workweek. This ensures that non-exempt employees are fairly compensated for any additional time they put into their job beyond the standard 40 hours. Therefore, the statement "A non-exempt job is eligible for overtime pay" is true.Rate this question:
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- 17.
Holding people accountable for discriminatory behavior in the workplace will create a hostile work environment.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Holding people accountable for discriminatory behavior in the workplace will not create a hostile work environment. In fact, it is necessary to hold individuals accountable for such behavior in order to promote a safe and inclusive work environment. By addressing and addressing discriminatory behavior, organizations can send a clear message that such behavior will not be tolerated, which can help prevent a hostile work environment from developing.Rate this question:
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- 18.
the employer does need to accommodate an employee if doing so would cuse and undue hardship.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The statement is incorrect. The correct answer is True. The employer is required to accommodate an employee unless it would cause an undue hardship. This means that the employer must make reasonable adjustments to the work environment or job duties to accommodate the employee's needs, such as providing assistive technology or modifying work schedules. However, if accommodating the employee would cause significant difficulty or expense for the employer, it may be considered an undue hardship and the employer may not be required to accommodate the employee.Rate this question:
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- 19.
Bias means the same as prejudice.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Bias and prejudice are often used interchangeably to refer to the same concept. Both terms involve preconceived notions or judgments about a person or group based on their characteristics, such as race, gender, or religion. Bias and prejudice can lead to unfair treatment or discrimination. Therefore, the statement that "bias means the same as prejudice" is true.Rate this question:
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- 20.
Classes are categories of jobs that fit into a defined salsry range.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Classes are not categories of jobs that fit into a defined salary range. Classes refer to groups or categories of similar items or concepts, but in the context of jobs, they typically refer to groups of positions within an organization that have similar levels of responsibility and qualifications. Salary ranges, on the other hand, are used to determine the appropriate compensation for each individual position within a class. Therefore, the statement is false.Rate this question:
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- 21.
Job description do evolve over time
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Job descriptions do evolve over time as organizations and industries change. As technology advances and new roles emerge, job descriptions need to be updated to reflect these changes. Additionally, as companies grow and expand, job responsibilities may shift and new positions may be created. It is important for organizations to regularly review and update job descriptions to ensure that they accurately reflect the skills and qualifications required for each role. Failure to do so can result in outdated job descriptions that do not align with the current needs of the organization.Rate this question:
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- 22.
recruiting a diverse staff is not necessary to foster positive cross-cultural interaction.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Recruiting a diverse staff is necessary to foster positive cross-cultural interaction. Having a diverse staff brings together individuals from different backgrounds, experiences, and perspectives, which can enhance understanding and promote inclusivity. By having a diverse staff, organizations can create an environment where people from different cultures feel valued and respected, leading to positive cross-cultural interactions.Rate this question:
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- 23.
the age discrimination act of 1967 applies only to employees, not job applicants
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The Age Discrimination Act of 1967 does not only apply to employees, but also extends its protection to job applicants. This means that it is illegal for employers to discriminate against individuals based on their age during the hiring process, in addition to during their employment. Therefore, the given answer is incorrect.Rate this question:
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- 24.
job descriptions and job specifications are the same thing.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Job descriptions and job specifications are not the same thing. A job description outlines the tasks, responsibilities, and duties associated with a particular job, while a job specification outlines the qualifications, skills, and experience required to perform the job successfully. In other words, a job description focuses on what needs to be done, while a job specification focuses on the qualifications needed to do it.Rate this question:
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- 25.
Bona fide occupational qualifications are the realistic range of skills or credentials needed to preform the essential functions of the job.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Bona fide occupational qualifications refer to the necessary skills or credentials that are required to perform the essential functions of a job. This means that these qualifications are realistic and directly related to the job requirements. Therefore, the statement that "bona fide occupational qualifications are the realistic range of skills or credentials needed to perform the essential functions of the job" is true.Rate this question:
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- 26.
All establishments are required to have a written affirmative action plan.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The statement is false because not all establishments are required to have a written affirmative action plan. While some establishments, particularly federal contractors and subcontractors, are required by law to have an affirmative action plan, it is not a universal requirement for all establishments.Rate this question:
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- 27.
Affirative action programs are not executive orders.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Affirmative action programs are not executive orders means that these programs are not established or implemented through executive orders issued by the executive branch of the government. Instead, affirmative action programs are typically created through legislation or other policy-making processes. Therefore, the statement is true.Rate this question:
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- 28.
Equal employment opportunity lws protect everyone from every type of discrimination in the work place.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Equal employment opportunity laws do not protect everyone from every type of discrimination in the workplace. While these laws aim to prevent discrimination based on certain protected characteristics such as race, gender, religion, and disability, they may not cover every possible form of discrimination. Additionally, there may be certain exceptions or limitations to these laws depending on the specific circumstances. Therefore, it is not accurate to say that these laws protect everyone from every type of discrimination in the workplace.Rate this question:
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- 29.
Discriminating among job applicants due to an applicants certin characteristics is legal except when the discrimination is arbitrary.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
Discriminating among job applicants based on certain characteristics is legal, as long as the discrimination is not arbitrary. This means that employers are allowed to consider specific qualifications, skills, or experience when making hiring decisions. However, if the discrimination is based on irrelevant or unfair factors, it would be considered arbitrary and therefore illegal.Rate this question:
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