Chapter 6: Managing Human Resources
1. Human resource management involves training, motivating, and retaining competent employees. Answer: True False Diff: 1 Page Ref: 180 Objective: 6.1
2. Human resource management activities such as hiring and firing are the so le responsibility of the human resource department. Answer: True False Diff: 2 Page Ref: 180 Objective: 6.1
3. Human resource management is about hiring and firing only. Answer: True False Diff: 2 Page Ref: 180 Objective: 6.1
4. The most important environmental force that affects HRM is the legal environment. Answer: True False Diff: 2 Page Ref: 180 Objective: 6.1
5. A community co mmunity fire department can legally deny employment to a firefighter applicant applicant who is confined to a wheelchair. Answer: True False Diff: 2 Page Ref: 182 Objective: 6.1
6. Employers cannot legally discriminate with regard to race, sex, o r religion, but there are no laws against denying employment because of age. Answer: True False Diff: 2 Page Ref: 182 Objective: 6.1
7. Employees in Mexico are less likely to belong to a union than employees in the United States. Answer: True False Diff: 1 Page Ref: 182 Objective: 6.1
8. Western European countries differ from U.S. companies in that they have work councils that m ust be consulted on personnel decisions. Answer: True False Diff: 2 Page Ref: 184 Objective: 6.1
9. Employment planning includes two steps: assessing current human resources needs and developing a plan to meet those needs. Answer: True False Diff: 2 Page Ref: 184 Objective: 6.2
10. A job j ob description states the minimum qualifications a person needs to perform a job successfully. Answer: True False Diff: 2 Page Ref: 184 Objective: 6.2
11. Increased demand for employees typically is associated with increased increased demand for the products or services offered by an organization. Answer: True False Diff: 2 Page Ref: 185 Objective: 6.2
12. Advertisements have been shown to be the most effective method for identifying the best applicants for jobs. Answer: True False Diff: 2 Page Ref: 186 Objective: 6.2
13. Employee referrals are usually reliable. Answer: True False Diff: 2 Page Ref: 186 Objective: 6.2
14. Firing, layoffs, furloughs, and early retirements are the only three downsizing options. Answer: True False Diff: 2 Page Ref: 187 Objective: 6.2
15. An accept error involves not hiring an employee who could have performed well in a job. Answer: True False Diff: 2 Page Ref: 187-188 Objective: 6.2
16. A selection s election device is valid if it can be proven to accurately measure the abilities of job applicants. Answer: True False Diff: 3 Page Ref: 188 Objective: 6.2
17. Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process. Answer: True False Diff: 2
Page Ref: 189
Objective: 6.2
18. Performance-simulation tests are thought to be one of the best methods for evaluating job applicants in use today. Answer: True False Diff: 2 Page Ref: 189 Objective: 6.2
19. Behavioral interviews involve placing an applicant in stressful circumstances and seeing how he or she deals with the situation. Answer: True False Diff: 2 Page Ref: 190 Objective: 6.2
20. In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the job he is applying for is slim. Answer: True False Diff: 2 Page Ref: 190 Objective: 6.2
21. Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job and t he organization. Answer: True False Diff: 2 Page Ref: 192 Objective: 6.3
22. Most job training does not take place on the job. Answer: True False Diff: 2 Page Ref: 193 Objective: 6.3
23. One car company claims that every dollar it spends on training ultimately results in $230 in productivity gains. Answer: True False Diff: 2 Page Ref: 193 Objective: 6.3
24. Job training never addresses trainee attitudes toward the j ob or the organization. Answer: True False Diff: 2 Page Ref: 193 Objective: 6.3
25. The best way to measure the effectiveness of job training is to find out how stressful the process was for trainees. Answer: True False Diff: 2
Page Ref: 197
Objective: 6.4
26. The only goal of a performance management system is to assess training needs. Answer: True False Diff: 2 Page Ref: 195 Objective: 6.4
27. A strength of a written essay as an employee appraisal device is that it allows the writing skill of the evaluator to be a determining factor in the appraisal of performance. Answer: True False Diff: 2 Page Ref: 195 Objective: 6.4
28. The most popular and effective employee appraisal device is the graphic rating scale approach. Answer: True False Diff: 2 Page Ref: 196 Objective: 6.4
29. The 360 -degree appraisal includes an evaluation from the person who is being evaluated. Answer: True False Diff: 2 Page Ref: 196 Objective: 6.4
30. Using individual ranking as an employee appraisal device, two employees might be named "best" in the group. Answer: True False Diff: 2 Page Ref: 196 Objective: 6.4
31. A key goal of compensation administration is to create a fair system that will provide incentive for employees. Answer: True False Diff: 2 Page Ref: 198 Objective: 6.4
32. The primary determinant of an individual's pay is the type of job he or she performs. Answer: True False Diff: 2 Page Ref: 198 Objective: 6.4
33. Most U.S. jobs use a variable pay system in which employee compensation is based on status and seniority. Answer: True False Diff: 2 Page Ref: 199 Objective: 6.4
34. Most organizations are not legally required to provide benefits of any type for employees. Answer: True False Diff: 2 Page Ref: 199 Objective: 6.4
35. Downsizing can be as stressful for the survivors as it is for the victims. Answer: True False Diff: 2 Page Ref: 200 Objective: 6.5
36. Job referrals are generally not a good method for improving workplace diversity. Answer: True False Diff: 2 Page Ref: 201 Objective: 6.5
37. Although most sexual harassment complaints are filed by women, a significant number of complaints are filed by men. Answer: True False Diff: 1 Page Ref: 201 Objective: 6.5
38. Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's employment. Answer: True False Diff: 1 Page Ref: 202 Objective: 6.5
39. One major way that an organization can protect itself against sexual harassment cases is to make s ure that all employees are well -educated on the topic. Answer: True False Diff: 2 Page Ref: 203 Objective: 6.5
40. Workplace spirituality exclusively involves religion in the workplace. Answer: True False Diff: 2 Page Ref: 203 Objective: 6.5
41. Historically, spirituality has always had a place in management theory. Answer: True False Diff: 2 Page Ref: 203 Objective: 6.5
42. The first three activities of the human resource management (HRM) process are about ________. A) downsizing B) training
C) planning D) recruiting Answer: Diff: 2 Page Ref: 180 Objective: 6.1
43. Human resource management is concerned with ________ competent employees. A) training and keeping B) obtaining, training, and motivating C) obtaining D) obtaining, training, motivating, and keeping Answer: Diff: 2 Page Ref: 180 Objective: 6.1
44. For the most part, ________ are involved in HR decisions within their own department or unit. A) very few managers B) some managers C) all managers are D) most managers Answer: Diff: 2 Page Ref: 180 Objective: 6.1
45. Separate HRM specialists are least common in these types of organizations. A) non-profit B) large C) small D) multinational corporations Answer: Diff: 2 Page Ref: 180 Objective: 6.1
46. Employment planning involves ________. A) addition of staff, reduction of staff, and selection only B) addition of staff and reduction of staff only C) addition of staff, reduction of staff, motivation of staff, and selection D) addition of staff only Answer: Diff: 2 Page Ref: 180 Objective: 6.1
47. This is the goal of employment planning. A) obtaining competent employees with up -to-date skills B) obtaining competent and high -performing employees C) selecting competent employees D) selecting high -performing employees only Answer:
Diff: 2 Page Ref: 180 Objective: 6.1
48. The last steps of the HRM process all deal with ________. A) performance and compensation B) compensation only C) training and compensation D) skills Answer: Diff: 2 Page Ref: 180 Objective: 6.1
49. The most important environmental factor in the HRM process is ________. A) the scientific community B) the legal environment C) the business environment D) the natural environment Answer: Diff: 2 Page Ref: 180 Objective: 6.1
50. The ________ prohibits discrimination based on race, color, religion, national origin, or sex. A) Sarbanes-Oxley Act B) Privacy Act C) Equal Pay Act D) Civil Rights Act, Title VII Answer: Diff: 2 Page Ref: 182 Objective: 6.1
51. It is against the law to discriminate on the basis of sexual orientation ________. A) in all 50 states B) nowhere in the United States C) in many states D) only in California Answer: Diff: 2 Page Ref: 182 Objective: 6.1
52. A wheelchair - bound applicant may be denied a job ________. A) in some states B) if the job requires complete physical mobility C) if the job is strenuous or physically tiring in some way D) under no circumstances Answer: Diff: 2 Page Ref: 180 Objective: 6.1
53. Affirmative action programs seek to make sure that employers ________ minority groups. A) enhance employment opportunities for B) provide unemployment benefits for C) establish training programs for D) pay equal wages to Answer: Diff: 3 Page Ref: 182 Objective: 6.1
54. Which U.S. law gives you the legal right to see your professor's letter of recommendation? A) Privacy Act of 1974 B) Sarbanes-Oxley Act of 2002 C) Polygraph Protection Act of 1988 D) Civil Rights Act of 1991 Answer: Diff: 1 Page Ref: 182 Objective: 6.1
55. Which of the following countries' laws pertaining to HRM practices most closely parallel those in the United States? A) Germany B) Australia C) Mexico D) Canada Answer: Diff: 2 Page Ref: 183 Objective: 6.1
56. ________ in Germany give employees the right to participate in personnel decisions. A) Collective bargaining B) Unionization C) Work councils D) Board representatives Answer: Diff: 2 Page Ref: 184 Objective: 6.1
57. The first step in any employment planning process involves making a ________. A) human resource inventory B) job description C) job specification D) product evaluation Answer: Diff: 2 Page Ref: 184 Objective: 6.2
58. The lengthy process by which a job is examined in detail in order to identify the skills, knowledge and behaviors necessary to perform the job is known as a ________.
A) job analysis B) job description C) job definition D) job specification Answer: Diff: 2 Page Ref: 184 Objective: 6.2
59. As one of his first tasks in a new job, Steve's boss asks him to develop a database that lists the educational level, special capabilities, and specialized skills of all the employees in his firm. This is known as a ________. A) lengthy process B) job analysis C) human resource inventory D) job description Answer: Diff: 2 Page Ref: 184 Objective: 6.2
60. A job description is ________. A) not a written document B) the official title for the job C) something that employers keep secret from job candidates D) a written document used to describe a job to job candidates Answer: Diff: 2 Page Ref: 185 Objective: 6.2
61. A job specification is ________ A) a detailed description of the job B) the description of a job that is used by an employment agency C) usually several pages in length D) a list of job qualifications only Answer: Diff: 2 Page Ref: 185 Objective: 6.2
62. HR managers can estimate human resource needs by evaluating which of the fo llowing? A) the general state of the economy B) employment and unemployment statistics C) demand for the organization's product D) how competitors are performing Answer: Diff: 2 Page Ref: 185 Objective: 6.2
63. A written statement of what a job holder does in his job, how it is done, and why it is done is known as a ________. A) job qualifications
B) job description C) job definition D) job specification Answer: Diff: 1 Page Ref: 185 Objective: 6.2
64. To find out more about a job with a title of "assistant media buyer," you would find this to be most helpful. A) job listing B) job title C) job description D) job specification Answer: Diff: 2 Page Ref: 185 Objective: 6.2
65. Recruitment is the process of ________. A) locating, identifying, and attracting potential employees B) hiring from outside the organization C) hiring from inside the organization D) assessing the national, international, and local labor market Answer: Diff: 2 Page Ref: 185 Objective: 6.2
66. This is a key disadvantage to recruiting through employee referrals. A) high cost B) limited to entry-level positions C) no diversity increase D) lower-skilled candidates Answer: Diff: 2 Page Ref: 186 Objective: 6.2
67. While ________ can reach the greatest number of applicants for a job, many of those candidates may be unqualified for the job itself. A) a temporary help service B) advertising C) school placement D) an internal search Answer: Diff: 2 Page Ref: 186 Objective: 6.2
68. Which of the following is an advantage of using private employment agencies for recruiting? A) low cost B) careful screening of applicants C) improves employee morale
D) candidates who are familiar with the organization Answer: Diff: 2 Page Ref: 186 Objective: 6.2
69. If employment planning shows a large surplus of employees, management may want to ________. A) recruit B) expand C) continue with current employment levels D) downsize Answer: Diff: 2 Page Ref: 186 Objective: 6.2
70. The difference between firing and layoffs is that ________. A) layoffs are not permanent B) layoffs are permanent C) firing is not voluntary D) firing is not permanent Answer: Diff: 2 Page Ref: 187 Objective: 6.2
71. Which of the following is NOT a voluntary form of downsizing? A) attrition B) layoffs C) job sharing D) early retirement Answer: Diff: 2 Page Ref: 187 Objective: 6.2
72. Which of the following downsizing methods can "happen on its own" if management suspends hiring practices? A) attrition B) firing C) transfers D) reduced workweeks Answer: Diff: 2 Page Ref: 187 Objective: 6.2
73. In the selection process there are ________ possible outcomes. A) three B) four C) dozens of D) two Answer:
Diff: 2 Page Ref: 186-188 Objective: 6.2
74. An accept error occurs when an applicant ________. A) who is hired performs poorly on the job B) who is not hired is hired by another firm C) who is hired performs adequately on the job D) who is not hired would have performed well on the job Answer: Diff: 2 Page Ref: 186-188 Objective: 6.2
75. A reject error occurs when an applicant ________. A) who is hired performs the job at a high level B) who is not hired would have performed poorly on the job C) who is not hired would have performed well on the job D) who is hired performs poorly on the job Answer: Diff: 2 Page Ref: 186-188 Objective: 6.2
76. Today, selection techniques that result in reject errors can open the o rganization to ________. A) reduced morale B) charges of employee discrimination C) a weakened workforce D) decreased productivity and efficiency Answer: Diff: 2 Page Ref: 186-188 Objective: 6.2
77. ________ indicates how consistently a selection device measures a criterion. A) Operational scoring B) Reliability C) Qualification D) Validity Answer: Diff: 2 Page Ref: 188 Objective: 6.2
78. Which of the following is an example of selection device reliability? A) An applicant was given the same interview score by all five independent interviewers. B) An applicant took a test a second time and her score improved markedly. C) An applicant was given very different interview scores by five independent interviewers. D) An applicant took a test once and scored higher than any other applicant. Answer: Diff: 2 Page Ref: 188 Objective: 6.2
79. A(n) ________ selection device shows a clear link between test performance and job performance. A) valid B) reliable C) unreliable D) invalid Answer: Diff: 2 Page Ref: 188 Objective: 6.2
80. To use a physical test as a selection device, a company must demonstrate that ________. A) the test does not discriminate against people with physical disabilities B) the test is fair C) physical ability is related to job performance D) the test is reliable Answer: Diff: 2 Page Ref: 188 Objective: 6.2
81. Asking a candidate for an automotive mechanic's position to deconstruct and reconstruct part of an engine motor would be an example of what kind of selection device? A) mechanical ability test B) spatial ability test C) perceptual accuracy test D) performance-simulation test Answer: Diff: 2 Page Ref: 189 Objective: 6.2
82. In an assessment center, an applicant for an engineering job might ________. A) be interviewed by her prospective boss B) be interviewed by fellow employees C) take technical written tests D) be given an engineering problem to solve Answer: Diff: 2 Page Ref: 189 Objective: 6.2
83. The most important reason for why managers are increasingly using performance -simulation tests is that they have been found to be ________. A) valid predictors of job performance B) a good way to test an applicant's character C) non-discriminatory D) easy to administer Answer: Diff: 2 Page Ref: 189 Objective: 6.2
84. Few people are ever selected for a job without this.
A) taking a performance -simulation test B) taking a physical test C) undergoing an interview D) taking a written test Answer: Diff: 1 Page Ref: 189 Objective: 6.2
85. Interviews are valid predictors of success in the workplace if ________. A) questions are structured B) the interview lasts only a few minutes C) questions are unstructured D) questions are short Answer: Diff: 2 Page Ref: 190 Objective: 6.2
86. Which of the following is NOT a source of bias in a typical interview? A) an applicant who shares the attitudes of the interviewer B) the order in which applicants are interviewed C) prior knowledge of the applicant D) how articulate the interviewer is Answer: Diff: 2 Page Ref: 190 Objective: 6.2
87. During an interview, an applicant for a managerial job is confronted with role players who make the claim that they have been "harassed on the job." The applicant is then asked to deal with the complaints. What kind of selection device is being used? A) behavioral interview B) structured interview C) high-stress interview D) performance-simulation test Answer: Diff: 3 Page Ref: 190 Objective: 6.2
88. How effective are behavioral interviews? A) less effective than other interviews B) twice as effective as ordinary interviews C) eight times as effective as ordinary interviews D) no more effective than other interviews Answer: Diff: 2 Page Ref: 190 Objective: 6.2
89. A realistic job preview (RJP) includes ________ a job. A) only positive aspects of
B) only negative aspects of C) both positive and negative aspects of D) only factual information about Answer: Diff: 2 Page Ref: 190 Objective: 6.2
90. All of the following are goals of the orientation process EXCEPT ________. A) familiarize the employee with job B) introduce the employee to his coworkers C) reduce anxiety D) discuss payments and benefits Answer: Diff: 2 Page Ref: 192 Objective: 6.3
91. Organizational orientation informs a new employee about ________. A) what expectations she has about the job are unrealistic B) how she will be evaluated on the job C) the history and philosophy of the organization D) her responsibilities for the job Answer: Diff: 2 Page Ref: 192 Objective: 6.3
92. Which of the following is NOT a sign to look for in a successful orientation process? A) The new employee feels comfortable. B) The new employee understands her duties and responsibilities C) The new employee is less likely to resign. D) The new employee clearly exceeds all productivity goals for her work unit. Answer: Diff: 2 Page Ref: 192 Objective: 6.3
93. Most training in U.S. organizations is ________. A) on-the- job training B) classroom training C) off-the- job training D) simulation exercise training Answer: Diff: 2 Page Ref: 193 Objective: 6.3
94. Which form of on-the- job training might have a trainee working with a single mentor from the organization? A) simulation exercises B) job rotation C) understudy assignments D) vestibule training
Answer: Diff: 2 Page Ref: 194 Objective: 6.3
95. Which of the following is NOT a positive feature of job rotation as a train ing method? A) introduction to coworkers B) exposure to many different work tasks C) simulation of actual work tasks D) does not take up too much of any one experienced worker's time Answer: Diff: 2 Page Ref: 194 Objective: 6.3
96. Which of the following is the best way to evaluate a training program? A) how much trainees say they learned B) actual job performance of trainees C) how much information trainees retain D) how costly the method is Answer: Diff: 3 Page Ref: 194 Objective: 6.3
97. To set pay standards HRM employs ________. A) outside consultants B) a panel of an employee's peers C) a federal pay scale D) a performance management system Answer: Diff: 2 Page Ref: 195 Objective: 6.4
98. A disadvantage of a written essay for employee appraisal is that it tends to be biased by ________. A) friendship between the employee and the evaluator B) the writing skill of the employee C) the prejudice of the evaluator D) the writing skill of the evaluator Answer: Diff: 2 Page Ref: 195 Objective: 6.4
99. All of the following are advantages of a graphic rating scale for employee evaluation EXCEPT ________. A) provides the most thorough view of the employee B) not time-consuming C) easy to draw conclusions from and summarize D) provides objective quantitative data that can be analyzed in a variety of ways Answer: Diff: 2 Page Ref: 195 Objective: 6.4
100. A critical incidents employee appraisal method collects ________. A) anecdotes that reveal the character and performance of an employee B) statements from superiors that may or may not support an employee C) data from an employee's computer to evaluate his or her performance D) statements from coworkers in support of an employee Answer: Diff: 2 Page Ref: 196 Objective: 6.4
101. A performance appraisal method that combines two other well -known methods into one process is called ________. A) 360-degree feedback B) graphic rating scales C) written essay D) BARS Answer: Diff: 3 Page Ref: 196 Objective: 6.4
102. A 360 -degree feedback process differs from other appraisal methods in that it includes ________. A) a written essay B) feedback from the employee C) feedback from an employee's supervisor D) honest feedback Answer: Diff: 3 Page Ref: 196 Objective: 6.4
103. This appraisal method is used by more major corporations than any other method. A) graphic rating scales B) critical incidents C) 360-degree appraisal D) management by objectives Answer: Diff: 3 Page Ref: 196 Objective: 6.4
104. What do the written essay, critical incidents, graphic rating scales, and BARS evaluation methods have in common? A) They rank employees by performance. B) They compare one employee to his or her peers. C) They compare individuals against standards. D) They are multiperson comparisons. Answer: Diff: 2 Page Ref: 195-196 Objective: 6.4
105. How would the individual ranking method rank a group of 30 employees? A) Employees would be ranked in quintiles, e.g., the top fifth, the second fifth, and so on. B) Each employee would be ranked by number from 1 to 30. C) All 30 employees would be given a letter grade from A to F. D) Employees would be ranked against one another in pairs. Answer: Diff: 2 Page Ref: 196 Objective: 6.4
106. Which multiperson employee evaluation method allows for two or more employees to get the same rating? A) individual ranking B) group-order ranking C) paired comparison D) 360-degree feedback Answer: Diff: 2 Page Ref: 196 Objective: 6.4
107. Which of the following would be most likely to result in a manager recommending counseling for an employee? A) The employee and the job are mismatched. B) The employee has not been adequately trained. C) The employee isn't putting out enough effort. D) The employee does not have the skills required for the job. Answer: Diff: 2 Page Ref: 197 Objective: 6.4
108. Why do managers often offer counseling to underperforming employees rather than just fire them? A) to avoid unsettling other employees B) to give the organization a favorable image C) to avoid discord D) to avoid the cost of replacing the employee Answer: Diff: 2 Page Ref: 197 Objective: 6.4
109. Which of the following is NOT a reason that managers put a lot of importance into developing a good compensation system? A) to attract talented employees B) to retain talented employees C) to avoid breaking the law D) a sense of fairness Answer: Diff: 3 Page Ref: 196 Objective: 6.4
110. This is the most important factor in determining how much pay an employee receives.
A) experience B) the amount of time and effort the employee puts into the job C) education level D) the type of job the employee has Answer: Diff: 2 Page Ref: 198 Objective: 6.4
111. Which of the following is NOT a factor that can influence compensation and benefits? A) employee performance levels B) seniority C) geographical location D) gender Answer: Diff: 2 Page Ref: 198 Objective: 6.4
112. Nine out of ten organizations in the United States pay their workers on a scale that is based primarily on ________. A) status B) seniority C) performance D) skills Answer: Diff: 2 Page Ref: 199 Objective: 6.4
113. Health insurance is an example of which of the following? A) salary B) wages C) compensation D) employee benefit Answer: Diff: 1 Page Ref: 199 Objective: 6.4
114. Downsizing seems to harm ________. A) victims who are dismissed only B) both victims who are dismissed and survivors who stayed on C) managers who carried out the dismissals and their families only D) survivors who stayed on only Answer: Diff: 1 Page Ref: 200 Objective: 6.5
115. To improve workplace diversity, a manager might ________. A) advertise in an ethnic newspapers and Internet sites B) post a notice that states he is an equal opportunity employer
C) solicit referrals from existing employees D) tighten his recruiting net Answer: Diff: 3 Page Ref: 201 Objective: 6.5
116. According to the EEOC, sexual harassment is ________ that creates a hostile environment, interferes with a person's work or diminishes the person's employment opportunities. A) any speech or physical conduct of a sexual nature B) any unwanted or unsolicited speech or physical conduct C) any speech of a sexual nature D) any speech Answer: Diff: 2 Page Ref: 202 Objective: 6.5
117. ________ are filed with the EEOC each year. A) About an equal number of sexual harassment complaints from m ales than females B) Almost no sexual harassment complaints from males C) More sexual harassment complaints from males than females D) More sexual harassment complaints from females than males Answer: Diff: 2 Page Ref: 202 Objective: 6.5
118. If an employee rebuffs inappropriate sexual advances from her boss but still receives a promotion ________. A) the boss can't be guilty of sexual harassment B) the employee is not allowed to lodge a complaint if she accepts the promotion C) the boss can still be guilty of sexual harassment D) the employee is not allowed to lodge a complaint Answer: Diff: 3 Page Ref: 202 Objective: 6.5
119. The key to most sexual harassment cases against an organization is whether the organization ________. A) had a policy against sexual harassment B) fired the employee after the charges were lodged C) had hired a known sex offender D) knew about the behavior and what it did to stop it Answer: Diff: 2 Page Ref: 203 Objective: 6.5
120. What financial threat does sexual harassment pose to companies? A) none, because companies are insured against harassment B) small legal fees only C) enormous risk of major lawsuit settlements D) none
Answer: Diff: 2 Page Ref: 202-203 Objective: 6.5
121. Workplace spirituality focuses on all of the following EXCEPT ________. A) employees carrying out religious practices B) employees seeking to connect C) a sense of community D) employees seeking meaning and purpose Answer: Diff: 2 Page Ref: 203 Objective: 6.5
122. Which of the following would you expect employees in a spiritual organization to have? A) a strong sense of ethics B) no interest in "worldly" matters C) distrust in the federal government D) membership in a church or religious organization Answer: Diff: 2 Page Ref: 203 Objective: 6.5
123. A major criticism of workplace spirituality is whether ________. A) workplace spirituality decreases productivity B) individuals have the right to discuss religion in the workplace C) organizations have the right to impose spiritual values on employees D) a spiritual organization can engage in making profits Answer: Diff: 3 Page Ref: 203 Objective: 6.5
124. Which benefit cost do companies see as their biggest worry? A) Social Security B) retirement plans C) unemployment insurance D) health care Answer: Diff: 2 Page Ref: 204 Objective: 6.5
125. Which health care or safety issue concerns companies the most? A) traffic accidents B) smoking C) disease D) obesity Answer: Diff: 2 Page Ref: 204 Objective: 6.5
