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MHA 702 Chapter 13-15 With Complete Solution
The person checking the references should be the department manager for whoever he or she wants to hire, consistent with the belief that the primary interviewer should do the reference checking. - ANSWER False
All of today's interviewing prohibitions concerning information that cannot legally be requested came about with the passage of the Civil Rights Act of 1964. - ANSWER False
Human Resources should not send an application with the applicant except where recruitment is urgent. - ANSWER True
The interviewing manager should rely on the employment recruiter to fill apparent gaps in an applicant's work history. - ANSWER False
An interview is best initiated with a question such as "Tell me all about yourself" in order to extract maximum information. - ANSWER False
Through the overall course of an interview, the interviewer should on average do less talking than the applicant. - ANSWER True
The Age Discrimination in Employment Act (ADEA) removed most employers' ability to mandate retirement at a certain specified age. - ANSWER True
In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested. - ANSWER False
The interviewer should be trying to determine whether the employed applicant is looking for a change to get something wanted or to get away from something not satisfying. - ANSWER True
It is not valid to try judging whether an applicant would fit in with the existing group; rather, the only basis upon which selection should be done is qualifications. - ANSWER False
What should a department manager do to prepare for interviewing a job applicant?
A. Reread the job description, modifying or rewriting it as necessary to fit the characteristics of the person to be interviewed
B. Do everything reasonably possible to meet with the applicant at the scheduled time
C. Prepare to describe his or her own rise in the organization as a means of "selling" the organization to the applicant
D. Remind the employment recruiter in human resources to be sure to send the application or resume' with the applicant - ANSWER Do everything reasonably possible to meet with the applicant at the scheduled time
What should the interviewing manager do during the early minutes of an interview?
A. Get immediately down to business by opening with a probing question and a no-nonsense attitude.
B. Describe the compensation and benefits structure to the applicant.
C. Spend some time using warm social conversation in order to put the individual more at ease.
D. Inquire as to why the applicant is interested in the position in question. -ANSWER Spend some time using warm social conversation in order to put the individual more at
All employees can be successfully trained not to bring their home problems to work with them and not to take their work problems home. - ANSWER False
A terminated employee's right to unemployment compensation is not decided by the human resources department but rather by some outside agency. - ANSWER True
When an employee is experiencing behavior problems, it is not the manager's role to attempt to analyze the cause of the errant behavior but rather to address the results of that behavior. - ANSWER True
Performance problems are difficulties that arise when employees violate an organization's personnel policies or work rules. - ANSWER False
Because the stated goal of discipline is to correct behavior, all employees who violate personnel policies are always given at least a second chance. -ANSWER False
Any employee who seems to be approaching a level of absenteeism that might trigger a warning should be counseled to try to avoid taking formal disciplinary action. -ANSWER True
People-related problems and the frustrations accompanying them are a significant part of a first-line manager's job. - ANSWER True
A first-line manager has the responsibility to determine what is behind a troubled employee's problem and to provide advice for resolving the difficulty. - ANSWER False
Once in a while that which appears to be a performance-related problem can in reality be a behavior related problem. - ANSWER True
Many first-line managers fail to deal with problem employee behavior because of their discomfort with traditional disciplinary processes and their hesitancy to criticize others.
Why should problems related to employee performance should be addressed differently from behavior issues?
A. Performance problems involve difficulty meeting the expectations or requirements of a job while behavior problems involve violations of policies or work rules
b. An employee can normally not be blamed for performance problems while behavior problems are normally the result of willful actions.
c. Behavior problems are always considerably harder to deal with.
d. Behavior problems are usually indicative that termination is needed. - ANSWER Performance problems entail an inability to meet the expectations or requirements of a job whereas behavior problems entail violation of policies or rules of work
What should department managers do when using the progressive discipline process?
A. Use their best judgment in applying disciplinary policies forward any resulting documentation to Human Resources
B. Delay significant disciplinary action until a problem can no longer be ignored because of the possible long term affects to an individual's employment
C. Remember the punitive purpose of disciplinary action and proceed accordingly
D. It should be undertaken with an appreciation that the underlying motive for most disciplinary action is corrective, not punitive - ANSWER It should be undertaken with an appreciation that the underlying motive for most disciplinary action is corrective, not punitive
In general, problems certain employees experience in performing as required and in meeting the minimum standards of a job are
A. Caused or aggravated by childhood trauma
C. Once an individual's employment is terminated the only important document that must be on file is the termination notice.
D. If the documentation of a purported action does not appear to exist, the action is presumed never to have taken place. - ANSWER If the documentation of a purported action does not appear to exist, the action is presumed never to have taken place.
Adverse reactions to the use of polygraph (lie detector) tests led to passage of the Employee Polygraph Protection Act of 1988. - ANSWER True
The Fair Credit Reporting Act limited organizational access to personal financial data. - ANSWER True
Many organizations allow legal orders to be served to employees at any location in the work-site. - ANSWER False
All organizations should have flexible policies governing the release of information concerning both employees and others. - ANSWER False
Supervisors are entitled to maintain secret files on selected individuals. - ANSWER False
The courts have held organizations liable for sexual harassment by a manager even when senior managers did not know about a relationship. -ANSWER True
Sexual harassment consists of unwelcome sexual advances, demands or requests for sexual favors, or other conduct of a sexual nature. -ANSWER True
The effective manager remembers that nobody knows the inner detailed workings of a job better than do Human Resources. ANSWER False
The more levels of supervision that exist between a decision maker and the person
affected by the decision, the poorer the decision will be. - ANSWER True
For advisory purposes, a manager's appearance of knowing the best course of action is more important than whether he/she actually has information. - ANSWER False
Which is not true about employee searches?
A. Organizations should have a published policy governing searches.
B. Searches should be conducted in a consistent and uniform manner so as not to give the appearance of discrimination.
C. Searches cannot be conducted on senior management employees.
D. A search should not be conducted without first obtaining consent from the employee.
- ANSWER It is not permissible to conduct searches on senior management employees.
Which of the following statements is accurate regarding personal relationships between employees?
A. Many organizations have policies that regulate personal relationships between fellow employees at work.
B. It's okay for employers to have policies regarding what employees do off the job.
C. Employees should be required to disclose the existence of romantic relationships involving coworkers to their supervisors.
D. All organizations require employees to disclose the existence of personal or romantic relationships with individuals employed by direct competitors. - ANSWER Many organizations have policies about personal relationships among on-the-job employees.
A. Participative management doesn't demand organizational commitment.
B. The managers and supervisors have to give an opportunity for the selected employees to join in decisions.
C. Assure the employees that supervisors and managers want their ideas and they are valuable.
D. By e-mail messages, the managers can supervise the staff. - ANSWER Assure the employees that supervisors and managers want their ideas and they are valuable.
