BUSI 342 Exam 1

BUSI 342 Exam 1

BUSI 342 Exam 1 Answers

1. The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.
2. The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.
3. Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development.
4. Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.
5. An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.
6. A third‑country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.
7. A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist.
8. By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination.
9. The Sarbanes‑Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.
10. Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.
11. The focus of HR planning is to ensure that the organization has the right number of Human Resources, with the right capabilities, at the right times, and in the right places.
12. The value for HR practices cannot be measured.
13. Instead of making a choice, a good strategy will try to accommodate many different demands and interests.
14. The external environment of planning includes the quality and quantity of talent, the organizational culture, and the talent pipeline and leadership bench strength.
15. Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premium themselves.
16. The formula for calculating human capital return on investment = Revenue +(Operating Expense +(Compensation ‑ Benefits Cost)) / (Compensation ‑ Benefit Cost)
17. Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice.
18. Implementing the strategy is typically the last step in the strategic planning process.
19. Organizational strategy is independent of Human Resource management.
20. The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle.
21. The Rehabilitation Act was initially only applicable to federal contractors.
22. The primary objective of affirmative action plans is to identify the scope of workplace discrimination in the future.
23. A quid pro quo harassment exists when an individual’s work performance or psychological well‑being is unreasonably affected by intimidating or offensive working conditions.
24. Employers cannot discriminate on the basis of sex, religion, or national origin even if the characteristics can be justified as a bona fide occupational qualification.
25. The EEOC’s final regulations exclude bipolar disorder from its approved list of disabilities.
26. The use of employee referral programs can contribute toward discrimination at a workplace.
27. Disparate treatment occurs when either different standards are used to judge individuals or the same standard is used but it is not related to the individuals’ jobs.
28. Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and handicapped individuals.
29. A hostile environment harassment is a type of sexual harassment in which employment outcomes are typically linked to the individual granting sexual favors.
30. The Older Workers Benefit Protection Act ensures that older workers are not compelled or pressured into waiving their rights under the ADEA.
31. Marginal job functions are duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.
32. Job specifications list the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
33. A virtual team is composed of individuals who are separated geographically but linked by communications technology.
34. Workflow analysis usually begins with the evaluation of activities that lead to the output.
35. Drafting job descriptions and specifications is typically the first step in the job analysis process.
36. Responsibilities are obligations to perform certain tasks and duties.
37. A job description identifies the tasks, duties, and responsibilities of a job.
38. Workflow analysis is the study of the way work moves through an organization.
39. A duty is a distinct, identifiable work activity composed of motions.
40. Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work.