MGT 103 - CHAPTER 8 EXAM QUESTIONS WITH CORRECT ANSWERS LATEST UPDATE 2026

MGT 103 - CHAPTER 8 EXAM QUESTIONS WITH CORRECT ANSWERS LATEST UPDATE 2026 The set of activities directed at attracting, developing, and maintaining an effective workforce is called _____. A) operations management B) organization development C) relationship management D) enterprise feedback management E) human resource management - Answers E _____ reflects an organization's investment in attracting, retaining, and motivating an effective workforce. A) Financial capital B) Human capital C) Surplus capital D) Enterprise capital E) Production capital - Answers B _____forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship. A) The Citizen Rights Act of 1957 B) Title IV of the Sarbanes Oxley Act C) Title VII of the Civil Rights Act of 1964 D) Section 1107 of the Sarbanes Oxley Act E) Section 401 of the Public Company Accounting Reform and Investor Protection Act - Answers C A hospital refuses to employ male nurses. This illustrates _____. A) confirmatory bias B) affirmative action C) a direct form of discrimination D) equal employment opportunity E) employment at will - Answers C A taxi company has a policy that it will never hire women drivers. This scenario illustrates_____. A) workforce diversity B) source monitoring error C) a direct form of discrimination D) confirmatory bias E) affirmative action - Answers C Which of the following is an example of a direct form of discrimination? A) An organization intentionally seeking and hiring employees from groups that are underrepresented in the organization B) An organization refusing to promote employees belonging to an ethnic minority into management C) An organization hiring professionals based on their experience and skills D) An organization using employment tests that men pass at a higher rate than women E) An organization using realistic job previews to recruit employees - Answers B When an organization uses an employment test that the majority ethnic group is known to pass at a higher rate than minority groups , it is exhibiting _____. A) an indirect form of discrimination B) equal employment opportunity C) affirmative action D) a direct form of discrimination E) a realistic job preview - Answers A _____ is defined as intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underrepresented in an organization. A) Affirmative action B) Direct form of discrimination C) Indirect form of discrimination D) Adverse impact E) Validation - Answers A A medical student belonging to a minority ethnic group was selected for an internship program at a hospital even though he had lower grades and test scores than other applicants. This scenario illustrates: A) confirmatory bias. B) employment at will. C) affirmative action. D) source monitoring error. E) equal employment opportunity. - Answers C The Age Discrimination in Employment Act forbids discrimination against workers above which of the following ages? A) 40 B) 45 C) 50 D) 55 E) 65 - Answers A Employment requirements such as test scores and other qualifications are legally defined as having a(n) _____ on minorities and women when such individuals meet or pass the requirement at a rate less than 80 percent of the rate of majority group members. A) affirmative action B) adverse impact C) confirmatory action D) lien E) divergent impact - Answers B The Age Discrimination in Employment Act: A) exclusively protects the elderly belonging to minority groups from discrimination. B) sets a minimum wage for the elderly and requires overtime pay for work in excess of 40 hours per week. C) protects individuals below the age of 25 years from discrimination. D) requires affirmative action. E) requires passive nondiscrimination. - Answers E The Civil Rights Act of 1991: A) increases punitive damages in lawsuits. B) makes it easier for employees to sue an organization for discrimination. C) requires employers to provide up to 12 weeks of paid leave for family and medical emergencies. D) limits union powers. E) sets standards for safe working conditions. - Answers A The Civil Rights Act of 1991: A) limits union powers. B) mandates affirmative action in all private business firms. C) limits punitive damages in lawsuits. D) allows passive discrimination. E) sets standards for product packaging - Answers C The _____ sets up a procedure for employees to vote on whether to have a union. A) National Labor Relations Act B) Labor Management Relations Act C) Taft-Hartley Act D) Civil Rights Act of 1991 E) Fair Labor Standards Act - Answers A Which of the following laws limits union power and specifies management rights during union-organizing campaign? A) The National Labor Relations Act B) The Employee Retirement Income Security Act of 1974 C) The Fair Labor Standards Act D) The Labor Management Relations Act E) The Occupational Safety and Health Act of 1970 - Answers D The Family and Medical Leave Act of 1993 requires employers to provide up to _____ for family and medical emergencies. A) six months of paid leave B) 12 weeks of unpaid leave C) 15 weeks of paid leave D) one year of unpaid leave E) one year of paid leave - Answers B _____ also contains the National Emergency Strike provision, which allows the president of the United States to prevent or end a strike that endangers national security. A) The Civil Rights Act of 1991 B) Title IV of the Sarbanes Oxley Act C) The Occupational Safety and Health Act of 1970 D) The Taft-Hartley Act E) The Kennedy-Hawkins Act - Answers D The _____, passed in 1938 and amended frequently since then, sets a minimum wage and requires the payment of overtime rates for work in excess of 40 hours per week. A) National Labor Relations Act B) Labor Management Relations Act C) National Labor Relations Act D) Occupational Safety and Health Act E) Fair Labor Standards Act - Answers E _____ is a systematized procedure for collecting and recording information about jobs within an organization. A) Job analysis B) Job evaluation C) Job specialization D) Job enrichment E) Job enlargement - Answers A Which of the following is the first step in human resource planning? A) Assessing external and internal trends B) Predicting demand C) Forecasting supply D) Comparing future demand and internal supply E) Planning a response to predicted shortfalls or overstaffing - Answers A The _____ lists the duties of a job, the job's working conditions, and the tools, materials, and equipment used to perform it. A) job specification B) job description C) replacement chart D) statement of qualification E) article of incorporation - Answers B The _____ lists the skills, abilities, and other credentials needed to do a job. A) article of incorporation B) replacement chart C) job description D) job specification E) statement of qualification - Answers D A(n) _____ is usually computerized and contains information on each employee's education, work experience, and career aspirations. A) bona fide occupational qualification B) article of incorporation C) skills inventory D) statement of qualification E) job description - Answers C A job description is most likely to provide information about: A) the skills of an existing employee. B) the tools, materials, and equipment used to perform the job. C) the educational background of an applicant. D) the personal profile of a supervisor. E) the kind of skills that a job demands. - Answers B You are reading a document that says that a job applicant must have good writing skills, be a citizen of the United States, and have a degree in management. You are reading a(n) _____. A) article of incorporation B) job analysis C) job description D) replacement chart E) job specification - Answers E A(n) _____ lists each important managerial position in an organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified fill-in. A) skills inventory B) employee information system C) enterprise resource planning system D) replacement chart E) Gantt chart - Answers D The CEO of Redd Inc. needs to know the names of the line managers in the company who will soon be ready to take up positions in middle management. The CEO can obtain this information from the _____. A) demand forecast B) job analysis C) supply forecast D) job evaluation E) replacement chart - Answers E Jennifer, the CEO of Phoenix Corp., is planning to build an internal design team for the company. She is looking for employees within the company who have the expertise and an interest in designing. Jennifer can find this information in the _____. A) replacement chart B) job specification C) skills inventory D) job description E) article of incorporation - Answers C Jason, a manager, is working on a new project that involves a lot of statistics. Jason is looking for employees with a background in statistics. He can find this information in the _____ of his company. A) article of incorporation B) job description C) job specification D) skills inventory E) replacement chart - Answers D 31) While matching human resource supply and demand, managers can handle predicted shortfalls by _____. A) avoiding the employment of new employees B) convincing individuals who are approaching retirement to stay on C) not replacing people who have quit D) laying off employees E) reducing the benefits provided to employees - Answers _____ is the process of attracting qualified persons to apply for jobs that are open. A) Mentoring B) Recruiting C) Job analysis D) Job evaluation E) Validation - Answers B Advertising, campus interviews, employment agencies, and union hiring halls are all _____ methods. A) external recruiting B) job analysis C) validation D) job evaluation E) realistic job preview - Answers A _____ is defined as determining the extent to which a selection device is really predictive of future job performance. A) Realistic job preview B) Internal recruitment C) Job evaluation D) Validation E) Job analysis - Answers D Nelson recently attended an interview where the HR manager showed him a video of an ordinary work day in the organization and explained in detail the expectations of the job. The HR manager also explained about the criteria for promotions in the company. Although some of the information did not appeal to Nelson, he was sure about what to expect from the job and the company. The organization used the _____ method in the interview. A) affirmative action B) training and development C) job enlargement D) job specialization E) realistic job preview - Answers E A job application blank should not contain questions about an applicant's_____. A) previous work history B) educational background C) national origin D) age E) personal interests - Answers C Teresa, a recruiter, needs to know basic information such as the name, educational background, and the work experience of a candidate she will be interviewing. Teresa can find this information in the candidate's _____. A) skills inventory B) job description C) job specification D) application blank E) replacement chart - Answers D The assessment center: A) is used to select external candidates. B) is a content-valid simulation of major parts of the managerial job. C) is most likely to be biased against women and minority groups. D) essentially involves conducting physical exams and drug tests on candidates. E) essentially involves running credit checks on prospective employees. - Answers B A company has all of its candidates who are qualifiable for promotion attend a five-day evaluation session during which they take a battery of tests, interviews, and perform in simulated work scenarios. The _____ method is used for the selection process in this scenario. A) assessment center B) structured orientation process C) job analysis D) job deskilling E) attrition - Answers A _____ refers to teaching managers and professionals the skills needed for both present and future jobs. A) Development B) Deskilling C) Validation D) Job evaluation E) Performance appraisal - Answers A In human resource management, _____ usually refers to teaching operational or technical employees how to do the job for which they were hired. . A) job rotation B) job specialization C) development