Employers can be liable for hostile work environment harassment caused by a _____________.

11. Employers can be liable for hostile work environment harassment caused by a
_____________.
A. supervisor
B. other employees
C. third parties (e.g., customers and vendors)
D. All of the above.

12. The Age Discrimination in Employment Act of 1967 covers the actions of private
employers with _________ or more employees.
A. 5
B. 20
C. 50
D. 100

13. Job analysis provides answers to questions such as ______________.
A. which candidate should be hired for a position
B. what kind of behaviors are needed to perform a job
C. how much should an individual be paid
D. All of the above.

14. Job analysis provides answers to all of the following questions except:
A. which candidate should be hired for a position.
B. what kind of behaviors are needed to perform a job.
C. how much time is taken to complete a task.
D. which tasks are grouped together and considered a job

15. A written explanation of the knowledge, skills, abilities, traits, and other
characteristics (KSAOs) necessary for effective performance on a given job is called
a ________.
A. job analysis
B. job description
C. job specification
D. position analysis

16. A written summary of the job as an identifiable organizational unit is called a
________.
A. job analysis
B. job description
C. job specification
D. position analysis

17. Information from a job analysis may be used for _______.
A. EEO compliance
B. planning
C. job design
D. All of the above.

18. Conducting a job analysis with job incumbents may be advantageous for all of the
following reasons except:
A. they are a good source of information about what work is actually being done rather
than what work is supposed to be done
B. involving incumbents in the job analysis process might increase their acceptance of
any work changes stemming from the results of the analysis
C. they are typically more objective than outsiders
D. None of the above.

19. All of the following can be used separately, or in combination, to collect job analysis
data except:
A. Observation
B. Questionnaires
C. Interview
D. Product testing

20. Before an organization can fill a job vacancy, it must find people who are not only
qualified for the position, but who also _______________ the job.
A. need
B. have performed
C. want
D. Both A and C

21. Falsification of an application is typically grounds for _______________.
A. promotion
B. demotion
C. dismissal
D. imprisonment

22. The job search is a process that typically begins with _______________.
A. self-assessment
B. creating a resume
C. searching the Internet
D. notifying friends and relatives of the job search

23. Recruitment should be somewhat easier for companies that ______________.
A. have strong financial performance
B. have a win at all cost persona
C. exude a strong community presence or positive name recognition
D. All of the above.

24. Whether potential employees will respond to the recruiting effort depends on:
A. The attitudes they have developed toward those tasks associated with the job
B. The attitudes they have developed toward the organization associated with the job
C. The attitudes they have developed toward the global economy
D. Both A and B are correct.

25. ____________ refers to organizational activities that influence the number and types
of applicants who apply for a job and whether the applicants accept jobs that are
offered.
A. Selection
B. Advertising
C. Recruitment
D. SHRM

 

"Is this question part of your assignment? We Can Help!"