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NEW QUESTION 259
What is the human resource professional's strategic role in organizations within a company or corporation?
- A. Encourage employees in their personal strengths
- B. Handle any issues arising from compliance problems
- C. Produce definitive change
- D. Manage all employee problems
- E. Manage relationships between employees and the company
Answer: A
Explanation:
Explanation: In many cases, the human resources professional is responsible for acting as a kind of median between the company and its employees. In organizations, the role of the human resources professional is somewhat more specific; the HR professional is expected to encourage employees in their strengths and when necessary, help employees in building their strengths. Answer choice A is incorrect. While the HR professional's responsibility is related to change in organizations, it cannot produce definitive change if the need is too great. Answer choice C can be correct in the greater sense of the HR professional's job, but is not specific enough for the HR professional's responsibility within organizations. Similarly, answer choices D and E relate to the HR professional's job description but not within organizations.
NEW QUESTION 260
When a Compliance Safety and Health Officer (CSHO) holds an inspection of a business, all of the following must occur during the inspection except:
- A. Tour of facilities
- B. Opening conference
- C. Presentation of credentials
- D. Resolution of problem
Answer: D
Explanation:
Explanation: During a CSHO inspection, the following should occur: the CSHO should present his credentials, the CSHO should hold an opening conference, the CSHO should tour the facilities, and the CSHO should hold a closing conference. It cannot be expected that the problem, if one is determined to be present, will be resolved during the inspection. A resolution is usually a followup result of the inspection.
NEW QUESTION 261
Risk is defined as Probability x ____________:
- A. Prevention
- B. Consequences
- C. Avoidance
- D. Occurrence
Answer: B
Explanation:
Explanation: Risk is defined as Probability x Consequences. In other words, a business must multiply the odds of something occurring by the results of that occurrence. The occurrence itself is a part of the process that leads to consequences, but it is not a direct element within the standard risk formula. The result of this formula enables a business to employ prevention or avoidance options.
NEW QUESTION 262
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four different countries. Which of the following methods of data collection would be most effective for Lewis to employ?
- A. Focus group
- B. Questionnaire
- C. Interviews
- D. Observation
Answer: B
Explanation:
Explanation: The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback; the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be difficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.
NEW QUESTION 263
Which of the following is defined as an attempt to improve overall business operations so that customers benefit from the process?
- A. Divestiture
- B. Offshoring
- C. Workforce expansion
- D. Reengineering
Answer: D
Explanation:
Explanation: Reengineering is defined as an attempt to improve overall business operations so that customers benefit from the process. Workforce expansion, as the name indicates, is an increase in employees for a business to reach certain goals. Divestiture is a business decision to eliminate a department by laying off employees or moving them to another department. Offshoring, or outsourcing, refers to a business's decision to move certain activities to another location (usually international) to reduce costs.
NEW QUESTION 264
Which type of testing is not part of the medical examination conditions of ADA and may be required of any candidate?
- A. Polygraph test
- B. Drug screening test
- C. Aptitude test
- D. Driving test
Answer: B
Explanation:
Explanation: A drug screening test can be required of any candidate for a job, and the medical examination conditions of ADA do not prevent a candidate from being tested for drug use, regardless of disability. Polygraph tests, driving tests, and aptitude tests are not part of potential medical examinations, and all of these tests must be administered with certain stipulations from ADA.
NEW QUESTION 265
According to Marcus Buckingham and Curt Coffman in First, Break All the Rules, which of the following is not one of the four factors that help to create eager and content employees?
- A. Create clear goals for all employees and provide rewards for completed goals
- B. Identify potential employees who demonstrate versatility and a combination of KSAs (knowledge, skills, and abilities)
- C. Focus on the strengths of each employee and encourage individual growth
- D. Terminate employees who fail to connect with other members of the team
- E. Locate the most advantageous work situation for each employee
Answer: D
Explanation:
Explanation: Marcus Buckingham and Curt Coffman's First, Break All the Rules takes a positive approach to improving the situation for employees; terminating an employee would not necessarily create a positive situation. Instead, Buckingham and Coffman suggest that a human resources professional work on the steps provided in answer choices B, C, D, and E, which are creating goals, focusing on individual employee strengths, identifying employee KSAs, and locating the most advantageous work situation for employees.
NEW QUESTION 266
All of the following would be legally considered unfair labor practices for an employer except
- A. Entering into positional bargaining with the employee union
- B. Entering into a hot cargo agreement with the employee union
- C. Declining to enter into a bargain with the employee union
- D. Taking disciplinary action against those who participate in unions
Answer: A
Explanation:
Explanation: Positional bargaining is one among many bargaining options for employers, and entering into positional bargaining is not considered to be an unfair labor practice. However, entering into a hot cargo agreement with the union, taking disciplinary actions against those who participate in unions, and declining to enter into a bargain with the employee union may be considered unfair labor practices for employers.
NEW QUESTION 267
In the event that a potential retaliatory action has occurred from an employer against an employee, what is generally OSHA's first goal?
- A. Protect employee by requiring continued pay without requiring a return to work
- B. File criminal charges against employer for illegal retaliation
- C. Have employee reinstated with full benefits and back pay
- D. Attempt reconciliation between employer and employee
Answer: D
Explanation:
Explanation: OSHA's first goal is to attempt a reconciliation between the employee and his employer. If there is a possibility of avoiding legal action, it should be taken to avoid weighing down the legal system. (Thus answer choice B is not correct.) In the process of this reconciliation, OSHA might also work to have the employee reinstated with full benefits and back pay, but this would reflect the individual situation and is part of the larger reconciliation process instead of the primary goal. OSHA could step in to protect the employee by requiring continued pay without requiring a return to work, but again this would reflect an individual situation and would not necessarily be the primary goal.
NEW QUESTION 268
Which of the following is a necessary part of the three plans that all organizations must develop?
- A. Union policy for employee protection
- B. Fellow servant rule
- C. Company policy about employee protection
- D. Disaster recovery
- E. Hazard assessment
Answer: C
Explanation:
Explanation: However organizations choose to create their plans, a company policy about employee protection is required for all of them. This policy lets employees know what the organization's approach to employee protection is. Answer choice B is incorrect because a disaster recovery plan is not a necessary part of the three plans. Answer choice C is incorrect because organizations are not obligated to include hazard assessment in all three plans. Answer choice D is incorrect because organizations are not required to include a union policy about employee protection. And answer choice E is incorrect because organizations are not required to create a fellow servant rule. In fact, the fellow servant rule is a part of common law doctrine that is now considered obsolete.
NEW QUESTION 269
The Hierarchy of Needs Theory (1954) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Fredrick Herzberg
- C. Clayton Alderfer
- D. Victor Vroom
Answer: A
Explanation:
Explanation: The Hierarchy of Needs Theory of 1954, which discusses the relationship between an employee and his job and which is also the starting point for many of the other theorists, is attributed to Abraham Maslow. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964.
NEW QUESTION 270
Tara's boss asks her to pick up an important client from the airport. The client's flight is delayed, so Tara goes to a nearby restaurant and eats dinner. Should Tara be compensated for this time?
- A. No, because she has been engaged to wait.
- B. Yes, because she is waiting to be engaged.
- C. No, because she is waiting to be engaged.
- D. Yes, because she has been engaged to wait.
Answer: D
Explanation:
Explanation: Tara should be compensated for this time, because she has been engaged to wait. She is not responsible for the flight delay, and so long as her employer wants her to keep waiting for the delayed flight, she should continue to be compensated.
NEW QUESTION 271
Which of the following is considered indirect compensation?
- A. base pay
- B. variable compensation
- C. performance bonus
- D. leave of absence
Answer: D
Explanation:
Explanation: A leave of absence is considered indirect compensation. Compensation is indirect when it cannot easily be assigned a monetary value. Since an employee is not paid during a leave of absence, granting one is not a direct expense for the company. Of course, the employee's absence may result in diminished productivity and therefore less revenue for the company, but it is difficult to quantify this loss.
NEW QUESTION 272
How many managers does each employee report to in a matrix organization?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
Explanation:
Explanation: In a matrix organization, each employee reports to two managers: a product manager and a functional manager. That is, each employee reports to someone responsible for overseeing the development of a particular product, and someone responsible for overseeing certain types of employees. Matrix organizations require a great deal of cooperation and communication.
NEW QUESTION 273
Sandra is the head of a small human resources department. She wants to implement a human resource information system, so she begins by commissioning a needs analysis. What is her next step?
- A. Researching possible systems
- B. Asking for permission to implement the system
- C. Identifying possible conflicts with other organizational systems
- D. Creating a timeline for implementation
Answer: A
Explanation:
Explanation: Sandra's next step is to research possible systems. Since she has obtained a needs analysis, she should have a good idea of the appropriate system for her business. However, her business may not be able to afford the best possible human resources information system. Sandra's next step will be to shop around for the best value. Answer choices B, C, and D represent steps that she will need to take later in the process.
NEW QUESTION 274
Which of the following does not fall under the Department of Labor's Safe Harbor provision?
- A. Employer pays employee back for incorrect deductions
- B. Employer commits to appropriate deductions in the future
- C. Employer shows evidence of clear deduction policy
- D. Employer promises to add correct deduction policy
Answer: D
Explanation:
Explanation: There are three primary scenarios in which safe harbor may be applied: the employer commits to appropriate deductions in future, the employer shows evidence of clear deduction policy, the employer pays employee back for incorrect deductions. The employer promising to add a correct deduction policy in the future is not considered part of safe harbor, however. The obvious problem in this situation is that the correct deduction policy does not already exist and is clearly not being applied within the company. This is unacceptable to the Department of Labor, and no safe harbor provision would exist for such an employer.
NEW QUESTION 275
Grover's boss tells him that if he will meet with a difficult client, he can have an extra day of paid vacation. However, after Grover meets with the client, his boss fails to provide the incentive. Grover's boss is guilty of
- A. promissory estoppel.
- B. constructive discharge.
- C. fraudulent misrepresentation.
- D. defamation.
Answer: A
Explanation:
Explanation: Grover's boss is guilty of promissory estoppel. Promissory estoppel is the failure to deliver a promised reward for services rendered. An employer who is found guilty of this may be forced to deliver the reward or equivalent compensation. Fraudulent misrepresentation is similar, but it is restricted to lies or misleading statements that persuade a candidate to join the company. Constructive discharge occurs when the work environment becomes so unpleasant that the employee is forced to quit. Finally, defamation is a statement that intends to diminish another person's reputation, and which is likely to impede his ability to find other employment.
NEW QUESTION 276
Which of the following OSHA forms is intended to be a Log of WorkRelated Injuries and Illnesses?
- A. OSHA Form 301A
- B. OSHA Form 300
- C. OSHA Form 300A
- D. OSHA Form 301
Answer: B
Explanation:
Explanation: OSHA Form 300 is intended to be a Log of WorkRelated Injuries and Illnesses. OSHA Form 300A is intended to be a Summary of WorkRelated Injuries and Illnesses. OSHA Form 301 is intended to be an Injury and Illness Incident Report. OSHA Form 301A does not exist.
NEW QUESTION 277
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