MKT/571 Version 7 / 1
HRM/531 Knowledge Checks
Contents
Week 1: Employment Law
Concept: Major Employment Laws
Concept: Fundamental Features of the U.S. Industrial Relations System (Six Factors)
Concept: Three General Types of Third-Party Involvement in a Bargaining Impasse
Concept: Forms of Nonunion Grievance Procedures
Concept: Employment at Will
Week 2: Consumer Analysis
Concept: Compensation and Benefits Strategies
Concept: Psychographic and Behavioral Segmentation
Concept: Positioning Strategies
Concept: Changes in Sociocultural Environment
Concept: Selecting a Target Market
Concept: Perceptual Maps
Concept: Value Proposition
Week 3: Performance Management
Concept: Challenges of Product Development
Concept: Managing the PLC
Concept: Choosing the Correct Commercialization Method
Concept: Product Level and Customer Value
Concept: Methods of Differentiation
Concept: Product Mix and Systems
Concept: Service Mix
Week 4: Employee Training and Development
Concept: Setting the Price
Concept: Price Adaptation
Concept: Global Market Entry Methods
Concept: Push/Pull Strategies and Managing the Channel
Concept: Challenges of E-Commerce
Concept: Channel Alternatives
Concept: Channel Systems/Value Networks
Week 5: Recruitment and Selection Strategies
Concept: Effective Media Selection
Concept: Managing Company Image
Concept: Crisis Management
Concept: Creating Customer Value and Satisfaction
Concept: Market Strategies for Leaders, Challengers, Followers, and Niches
Concept: Optimum Marketing Communication Mix
Concept: Relationship Marketing
Week 6: Diversity
Concept: Components of a Marketing Audit
Concept: Marketing with Corporate Responsibility
Concept: Ethical/Legal PR
Concept: Selecting the Appropriate Metrics and Levels, Types, and Responsibilities of Marketing Control
Concept: Challenges of Performing a Marketing Audit
Concept: Marketing Control Tactics
Concept: Determining the Global Marketing Mix
Week 1: Employment Law
Ch. 1 of Managing Human Resources
Ch. 3 of Managing Human Resources
Ch. 13 of Managing Human Resources
Ch. 14 of Managing Human Resources
Concept: Major Employment Laws
Question #1A bona fide occupational qualification allows:
a. exemption from the Fourteenth Amendment.
b.seniority systems.
c. discrimination to be permissible when a qualification is considered reasonably necessary to the operation of the business or enterprise.
d.random drug testing.
Textbook/edition: Managing Human Resources
Correct Answer Feedback: c
Some specific job requirements allow discrimination based on the needs of the job position. For example, a job requiring heavy lifting of 50 pounds or more would discriminate against women who are pregnant or some men or women unable to lift the required weight for the job.
Reading:
Ch. 3 of Managing Human Resources
Title VII of the Civil Rights Act of 1964 (p. 83–84)
Reading:
Ch. 3 of Managing Human Resources
“Title VII of the Civil Rights Act of 1964”(p. 83)
Concept: Fundamental Features of the U.S. Industrial Relations System (Six Factors)
Question #4One distinctive feature of the U.S. system compared with other countries is:
a. selective representation
b. collective agreements are of fixed duration that embody a sharp distinction between negotiation of and interpretation
c. centralized collective bargaining
d. low union dues and small union staffs
Textbook/edition: Managing Human Resources
Correct Answer Feedback: b
In the U.S. system, collective agreements generally embody a sharp distinction between negotiationof and interpretation of an agreement, and are usually of a fixed duration—often 2 to 3 years.
Reading:
Ch. 13 of Managing Human Resources
“Fundamental Features of the U.S. Industrial Relations System” pp. 513–515
Concept: Three General Types of Third-Party Involvement in a Bargaining Impasse
Question #7The right of employees to strike in support of their bargaining demands is protected by:
a. the Landrum-Griffin Act
b. state law
c.collective bargaining agreements
d.the Taft-Hartley Act
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
The Landrum-Griffin Act was established to protect the bargaining rights of employees as long as they fall within required guidelines of a lawful labor dispute. There are multiple types of strikes that must be considered, which are unfair labor practice strikes, economic strikes, unprotected strikes, and sympathy strikes. A set of rules of conduct during a strike must be followed.
Reading:
Ch. 13 of Managing Human Resources
“Bargaining Impasses: Strikes, Lockouts, or Third-Party Involvement” p. 526
Concept: Forms of Nonunion Grievance Procedures
DetailsA(n) _____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes.
a.peer-review panel
b. grievance committee
c.ombudsperson
d. market development
Textbook/edition: Managing Human Resources
Correct Answer Feedback: c
An ombudsperson is a neutral facilitator who helps employees resolve concerns on their own. Unlike other panels or committees, the ombudsperson helps employees and managers resolve these disputes without bringing other mediators, litigators, or other decision makers into the dispute. This gives employees the chance to resolve concerns together with some help and direction from the ombudsperson.
Reading:
Ch. 14 of Managing Human Resources
“Grievance Procedures in Nonunion Companies: Workplace Due Process” p. 555
Concept: Employment at Will
Details_____ refers to an employment relationship between an employer and an employee, underwhich either party can terminate the relationship without notice for any reason not prohibited by law.
a.Fiduciary duty of loyalty
b.Due process
c. Employment at will
d.An implied process
Textbook/edition: Managing Human Resources
Correct Answer Feedback: c
Employment at will relates to the ability for the employer or employee to terminate the employment relationship for any reason and at the will of either party. Neither party is required to provide notice or warning of termination. Evidence is not required to be provided unless legal proceedings are enforced or enacted for any unlawful actions or violations.
Reading:
Ch. 14 of Managing Human Resources
“Employment at Will” p. 562
Week 2: Compensation and Benefits Strategies
Ch. 11 of Managing Human Resources
Ch. 12 of Managing Human Resources
Concept: Components and Objectives of Organizational Reward Systems
DetailsAt a comprehensivepoint of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
a. competency-based pay system
b. employee stock ownership plan
c. organizational reward system
d merit-pay method
Textbook/edition: Managing Human Resources
Correct Answer Feedback: c
Organizational reward systems include both financial and nonfinancial rewards for employee contributions.
Reading:
Ch. 11 of Managing Human Resources
“Components and Objectives of Organizational Reward Systems” p. 422
Concept: Determinants of Pay Structure and Level
DetailsIn labor economics, ______theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
a. the marginal productivity
b. the percent of company offerings
c. the willingness to reduce the size of the workforce
d. the concern with pay for position
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
The marginal productivity theory states that unless an employee generates at least as much income as his or her wages, that person is not worth employing. In practice, a number of factors interact to determine wage levels.
Reading:
Ch. 11 of Managing Human Resources
“Determinants of Pay Structure and Level” p. 425
Concept: Policy Issues in Pay Planning and Administration
DetailsIn the United States, salary discussions among employees are protected under:
a. the Equal Pay Act (1963)
b.The National Labor Relations
c. Salary.com
d. the Fair Labor Standards Act (1938)
Textbook/edition: Managing Human Resources
Correct Answer Feedback: b
The National Labor Relations Act (1935) protects the right of employees to discuss their wages and other terms and conditions of their employment.
Reading:
Ch. 11 of Managing Human Resources
“Alternatives to Pay Systems Based on Job Evaluation” p. 437
Concept: Organization-Wide Incentives
DetailsGain sharing plans consist of all EXCEPT which of the following elements:
a. an internal equity
b. a philosophy of cooperation
c. a financial bonus
d. an involvement system
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
The philosophy of cooperation in an organization is shown by high levels of trust, two-way communication, participation, and harmonious industrial relations. The involvement system is the structure and process for improving organizational productivity using employee-staffed committees.
Reading:
Ch. 11 of Managing Human Resources
“Organizationwide Incentives” p. 450
Concept: Strategic Considerations in the Design of Benefit Programs
DetailsOne strategic issue that should influence the design of benefits is an organization’s:
a.plan to pay panel
b. value to employees
c. shareholder’s form
d. stage of development
Textbook/edition: Managing Human Resources
Correct Answer Feedback: d
A startup venture will likely offer different incentives than a mature firm.
Reading:
Ch. 12 of Managing Human Resources
“Long-Term Strategic Business Plans” p.467
Details
Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?
a. COBRA (1985)
b. HIPAA (1996)
c. ERISA (1974)
d. ADA (1990)
Correct Answer Feedback: c
The Employee Retirement Income Security Act (ERISA) of 1974 sets minimum standards for most voluntarily established pension and health plans in the private industry to provide protection for individuals in these plans.
Reading:
Ch. 12 of Managing Human Resources
“Strategic Considerations in the Design of Benefit Programs” p. 470
Concept: Components of the Benefits Package
Details______cover 128 million workers in the United States.
a. Workers’ compensation programs
b. Defined-benefits program
c. Defined-contribution program
d. Points-of-service programs
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
These programs provide payments to workers who are injured on the job or who contract a work-related illness.
Reading:
Ch. 12 of Managing Human Resources
“Workers’ Compensation”p. 473
Concept: Cost Containment Strategies for Benefits
DetailsWhat is driving the increasing costs of healthcare?
a. Passage of the health care exchanges
b. Aging population and an increase in obesity
c. Increasing numbers of legal immigrants
d. Rising cost of childcare
Correct Answer Feedback: b
Other factors include excess medical inflation, which includes administrative costs that add millions to U.S. health-care spending.
Reading:
Ch. 12 of Managing Human Resources
“Cost-Containment Strategies” p. 479
Week3: Performance Management
Ch. 9 of Managing Human Resources
Ch. 10 of Managing Human Resources
Concept: Requirements of Effective Appraisal Systems
Details______implies that a performance appraisal system is capable of distinguishing effective from ineffective performers.
a. Relevance
b. Sensitivity
c. Reliability
d. Acceptability
Textbook/edition: Managing Human Resources
Correct Answer Feedback: b
By structuring a performance-appraisal system for sensitivity, an allowance is made for differences in individuals.
Reading:
Ch. 9of Managing Human Resources
“Requirements of Effective Appraisal Systems” p. 337
Concept: Methods of Appraising Employee Performance
DetailsWhich of the following is an advantage of narrative essays?
a. Good for individual feedback anddevelopment
b. Good for making comparisons across employees
c. Forces raters to make distinctions among employees
d. Provides a direct link between job analysis and performance appraisal
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
Narrative essays allow the manager to give employees specific feedback through the use of examples
Reading:
Ch. 9 of Managing Human Resources
“Alternative Methods of Appraising Employee Performance” p. 348
Concept: Performance Appraisal Legalities
DetailsAppraisals provide legal and formal organizational justification for:
a. employment decisions
b. keeping unions out
c. high executive salaries
d. bringing legal action against employees
Textbook/edition: Managing Human Resources.
Correct Answer Feedback: a
Employment decisions relate to performance management, such as promotions and retention.
Reading:
Ch. 9 of Managing Human Resources
“Purposes of Performance-Appraisal Systems” p. 336
Concept: Elements of Effective Performance Feedback Interviews
DetailsPrior to the performance-feedback interview, the supervisor should:
a. communicate frequently with subordinates about their performance
b.refrain from speaking to subordinates
c. have a coworker complete the entire appraisal
d. set aside a maximum of 15 minutes to write the appraisal
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
Constant communication with the employee will minimize surprises and expedite the review process.
Reading:
Ch. 9 of Managing Human Resources
“Secrets of Effective Performance-Feedback Interviews” p. 360
Concept: Four Broad Types of Internal Moves
DetailsFrom the organizations perspective, the four broad types of internal moves include
a. layoffs, retirements, resignations, and demotions
b. demotions, transfers, relocations, and up
c. promotions, demotions, transfers, and relocations
d. promotions, demotions, transfers, and layoffs
Textbook/edition: Managing Human Resources.
Correct Answer Feedback: d
The four directions are promotions (up), demotions (down), transfers and relocations (over) and layoffs, and retirements and resignations (out).
Reading:
Ch. 10 of Managing Human Resources
“Internal Staffing Decisions: Patterns of Career Change” p. 396
Week 4: Employee Training and Development
Ch. 8 of Managing Human Resources.
Concept: Four Levels of Needs Analysis
DetailsThe level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis.
a. individual
b.environmental
c. operations
d. organization
Textbook/edition: Managing Human Resources
Correct Answer Feedback: d
Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals.
Reading:
Ch. 8 of Managing Human Resources
“Assessing Training Needs” p. 297
Concept: Principles that Enhance Learning
Details_____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.
a. Meaningfulness
b.Pygmalion effect
c. Orientation
d. Training paradox
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go.
Reading:
Ch. 8 of Managing Human Resources
“Principles That Enhance Learning” p. 304
Concept: Three Categories of Training Methods
DetailsThe systematic, long-range program within information presentation training methods to improve the organization is
a. conferences
b.intelligent tutoring
c. on-the-job training
d. organizational development
Textbook/edition: Managing Human Resources
Correct Answer Feedback: d
Trainers select various methods based on type of material to be learned, the audience being trained, and other factors.
Reading:
Ch. 8 of Managing Human Resources
“Selecting Training Methods” p.309
Concept: Steps in Evaluation Phase
DetailsIn evaluating training programs, it is important to distinguish _____ from data-collection methods.
a. targets of evaluation
b. organizational payoffs
c. cost-benefit analysis
d. individual participation
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
Targets of evaluation and methods of data collection are linked through the options available for measurement.
Reading:
Ch. 8 of Managing Human Resources
“Evaluating Training Programs” p. 311
Week 5: Recruitment and Selection Strategies
Week 5 Textbook Readings
Ch. 6 of Managing Human Resources.
Ch. 7 of Managing Human Resources.
Concept: Employee Recruitment/Selection Process
DetailsRecruitment begins by specifying ______, which are the typical result of job analysis and workforce planning activities.
a. human resource requirements
b. strategic imperatives
c.pay grades
d. affirmative action candidates
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
Human Resource requirementsmust be specified for the recruitment of potential candidates for any change in position or new hire. The Human Resource requirements are established to ensure policies and laws are followed correctly.
Reading:
Ch. 6 of Managing Human Resources
“The Employee Recruitment/Selection Process” p. 201
Concept: Four Types of Company Postures for Recruitment
DetailsWhich of the following statements about a company using a passive nondiscrimination posture is true?
a. It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.
b. This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
c. No attempt is made by the company to recruit actively among prospective minority applicants.
d.It systematically favors women and minorities in hiring and promotion decisions.
Textbook/edition: Managing Human Resources
Correct Answer Feedback: d
A company using a passive nondiscrimination posture makes no attempt to recruit actively among prospective minority applicants. Passive nondiscrimination does not meet EEOC requirements.
Reading:
Ch. 6 of Managing Human Resources
“Recruitment Policies” p. 204
Concept: Internal and External Recruitment Methods
Details______affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
a. Union employee percentages
b.Labor market characteristics
c. EEOC guidelines
d. Internal labor markets
Textbook/edition: Managing Human Resources
Correct Answer Feedback: d
Internal labor markets are commonly used for many organizations as a source for recruitment. Many organizations prefer to hire and promote from within.
Reading:
Ch. 6 of Managing Human Resources
“Internal versus External Labor Markets” p. 205
Concept: Organizational Considerations in Staffing Decisions
DetailsThis type of management style is often associated with organizations in the embryonic stage.
a.Freewheeling
b. Growth director
c. Entrepreneur
d. Movers and shakers
Textbook/edition: Managing Human Resources
Correct Answer Feedback: c
This management style, with its decisive nature and attraction to the more high risk ventures, is suited to those early-stage organizations
Reading:
Ch. 7 of Managing Human Resources
“Organizational Considerations In Staffing Decisions: Business Strategy” p. 236
Concept: Screening and Selection Methods
DetailsThe information least likely to be obtained in reference checks and recommendations is
a. a description of the applicant’s physical attractiveness
b.character and interpersonal competence
c. willingness of a previous employer to rehire the applicant
d. education and employment history
Textbook/edition: Managing Human Resources
Correct Answer Feedback: a
A description of the applicant’s physical attractiveness is the least likely reference information to be obtained because it does not have any bearing on the applicant’s ability to perform the required job duties.
Reading:
Ch. 7 of Managing Human Resources
“Screening and Selection Methods: Employment Application Forms” p. 241–242
Week 6: Diversity
Week 6 Textbook Readings
Ch. 4 of Managing Human Resources.