MGMT 410 Human Resource Management Entire Course

MGMT 410 Human Resource Management Entire Course in $105 OnlyMGMT 410 Human Resource Management Entire Course

DeVry MGMT410 Week 1 Discussion 1 & 2

DQ 1

The Purpose of HRM (graded)

Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let’s work on a few introductory questions.

What purpose does HRM serve in an organization?

What role does HRM serve in your organization (or your previous organization)?

What does “strategic” HRM sound like it means, in your opinion?


TheFunctions of HRM (graded)

What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?

DeVry MGMT410 Week 2 Discussion 1 & 2

DQ 1

EEO Laws (graded)

Class, since the passage of the Civil Rights Act in 1964, more employment legislation in the area of equal employment opportunity (EEO) has become the law of the land. Pick one of the following acts and tell us its major provisions.

Civil Rights Act of 1964

Americans with Disabilities Act (ADA)

Age Discrimination in Employment Act (ADEA)

Pregnancy Discrimination Act

Family Medical Leave Act (FMLA)Do not simply copy and paste information into your post from the EEOC or other websites. Paraphrase and explain the following concepts about the law: who does it protect, from what kind of behavior, and from whom? Why was the law implemented, and do you agree with its necessity? Explain. If you or someone you know has been sued or filed suit using one of these laws, feel free to tell us about it if you want to do so!

DQ 2

Social Media, E-Mails, and Privacy (graded)

Over the last few years, companies have begun relying significantly on technology to assist employees in handling their day-to-day operations. As a result, the work/home life has blurred, and people handle personal items (e-mail, Facebook, etc.) on company computers and company work (e-mail, texting, instant messages) on their personal devices (iPhones, Droids, laptops, tablets, etc.)

With this blending has come serious concerns by companies about their private company information falling into the wrong hands (customer lists, trade secrets, etc.), and employees have concerns about their privacy being invaded at work, by coworkers, and by their IT departments. Further, HRM handles immense amounts of personal information on employees, including home addresses, personnel records, pay information, SSNs, and more.

Therefore, privacy concerns comprise a two-way street. Laws have been passed (and are being passed and considered every day) by states and Congress to protect both parties. As an example, Illinois recently passed a law making it illegal for potential employers to require people to give them their social network passwords during interviews. Soon thereafter, other states passed similar laws.

What are some other technology privacy laws that apply to workers and employers in the United States? How do they protect employees from privacy invasion and how to they actually allow employers to invade the privacy of their employees? Is your personal e-mail safe at work if you use your company computer to read it? How about your personal phone calls on the company phones? Pick a concept and let’s get started.

DeVry MGMT410 Week 3 Discussion 1 & 2

DQ 1

Interviewing (graded)

Interviewing methods are extremely varied so this thread should be quite exciting. Please bring into this thread your depth of information and experiences, and feel free to share the good, bad, and ugly interviewing situations you have experienced, both as interviewer and interviewee.

To start, here are a few questions. Pick one or two and provide your answer, along with any experience that you may have had. Feel free to find information online about interviewing skills, tactics, or questions to assist you this week. Cite your sources!

What types of interviewing styles are there, and which do you prefer using (or being used on you?)

Have you experienced a group interview? If so, explain how that went. If not, research it and explain how you might set one up as an HR manager.

Have you ever been part of any of these: stress interview, STAR interview, situational interview, or panel interview? If so, explain one of them and provide your experience, good or bad. If not, research and provide information about how you might prepare to be interviewed in this manner.

DQ 2

Recruitment and Selection (graded)

Effective recruitment and selection help organizations gain competitive advantages. This discussion will help us review some best practices. To start, pick one of these questions, and provide a well-reasoned, supported response to it. Be sure to provide text, Web-based, life experience, or scholarly source(s) to support your ideas (and cite them, if needed). Assume that we have solid job descriptions for the positions we are filling and now we need to find the perfect people to fill those seats.

How does the size and location of your company impact how and where you will recruit your new employees?

Is it easier or harder to find good employees during times of high unemployment? Why do you say this? (Provide examples/statistics or research to back up your statement.)

How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?

How does the current make-up of your organization dictate where you will look to fill your openings?

DeVry MGMT410 Week 4 Discussion 1 & 2

DQ 1

Employee Orientation (graded)

Employee orientation is handled differently in each organization. Let’s talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.

Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head? (Support your answer.)

Explain some purposes for having employee orientations.

Give an example from your own experience of the first weeks on the job, either with or without an orientation program, and how you felt orientation helped you settle in (or, if you didn’t have an orientation, how that impacted your view of that job).

Pick one or two of the above to get started, and we will discuss further throughout the week!

DQ 2

Individual Development and Career Management (graded)

Review TCO 9 listed at the top of the page. Many of you may have or do work for an organization in which “career development” takes on a bit of a life of its own, and has a very invested HR department that assists with, motivates, and encourages employee career development.

Others of you may work (or may have worked) for an organization—where absolutely no career development occurs.

There is a dual mindset of how involved a company or HR should be in its employees’ career development, but ultimately of course, a person needs to take responsibility for his or her own career options.

This week, let’s focus on the multiple aspects by starting with these questions:

How important is career development to you?

How much do you want your HR department to involve itself in your career development?

How much, as a future HR person (if you plan to be one), would you want to be involved in your employees’ career development?

Explain your answers.

DeVry MGMT410 Week 5 Discussion 1 & 2

DQ 1

Performance Appraisals (graded)

What are the different performance appraisal methods? Pick two: the one you find to be MOST effective (and tell us why) and the one you find to be LEAST effective (and tell us why).

For the most effective, explain how it is effective in doing the following:

providing fair and reliable ways of differentiating employees;

targeting and rewarding those who most deserve it;

setting forth a fair and cost-effective plan for compensation; and

motivating and ensuring performance of employees.

For the least effective, explain how it interferes in the above four items.

DQ 2

Methods of Job Evaluation (graded)

Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Which of these do you feel is most useful and why?

DeVry MGMT410 Week 6 Discussion 1 & 2

DQ 1

Health and Safety (graded)

Who would have thought that OSHA and the IRS would be discussed in the same discussion topic of an HRM course? This topic will be a bit foundational, but also without as much precedential information as normal. First, we’ll start with OSHA. Visit the OSHA website at Then, click on “More News” under the latest news area ( Find your region and click the link. Review a recent news item about an OSHA violation from your region/area. Post a summary of the violation, the resulting fine (if any), the violation type (if provided), and what the company did wrong to cause the violation. Provide ideas for preventing such an accident or injury in the future, and the link to your news release.

DQ 2

Striking for Benefits (graded)

Read the Application Case: STRIKING FOR BENEFITS at the end of Chapter 13. We will begin with the first question in that case and move from there while we discuss benefits, perks, employee motivation, and retention.

DeVry MGMT410 Week 7 Discussion 1 & 2

DQ 1

Employee Engagement (graded)

Employee engagement has become popular in HRM these days. Measuring it and determining whether a company’s employees are “engaged” are

actually vendor services for which companies pay through the use of anonymous surveying tools. The science behind employee engagement is not yet perfected—there are many different ways that employers can help their employees get engaged! We’ll talk about this throughout the week and your professor will bring in additional questions and thoughts. To get started, please do this: Provide your definition of employee engagement. Support your definition using a citation from a website, the textbook, or a scholarly article from the DeVry Online Library. Give one example of how you have been engaged in a job in the past, and how your employer assisted you in being engaged.

DQ 2

Negotiating With the Writers Guild of America (graded)

Read the Application Case, Negotiation With the Writers Guild of America, at the end of Chapter 15. To start, answer Question 1 in the case. We will move through the case with more questions, and discuss more of the issues involved with the union issues.

DeVry MGMT410 Week 2 Case Study

Case Study: Social Media Policies: Are They Legal?

Here are several tips for successfully completing this case study.

You should incorporate information from the textbook, the lectures, and maybe the discussions to support your position. In other words, tell me more than just your opinion. Provide some relevant facts from the course material to support your position.

Utilize the LexisNexis database in the DeVry University Online Library to help you research this project. Try the Advanced Search area and look up laws, news, and law reviews using combinations of keywords likesocial media, Facebook, NLRB,andconcerted activity.

The Internet also has a wealth of information on this topic, and you should use these sources to supplement your assignment if you desire. In the Webliography section of the course (top, far-right tab) is a number of websites that you can use to help you complete this assignment. If you research your own Internet sources, be cautious about your sources. Make sure that the site is from a reputable organization. There is an expectation that at least some citations and references are used for all assignments.

Week 2 Case Study: Social Media Policies, Concerted Activity, and HR Management

In the last few years, companies have begun initiating and implementing social media policies for their employees to follow. These policies range from encouraging employees to utilizing social media for marketing purposes, to restricting the use of social media for employees in order to ensure that they do not hurt the company image. As these policies become more widespread, both the Society for Human Resource Management and the NLRB (National Labor Relations Board) have become concerned about the limits on speech and activity that employers are imposing on their workers. Further, in some states, laws are being passed to protect employees and potential employees from being required to disclose social media passwords during job interviews or after hire. Finally, many ethical concerns are being raised about the use of social media as a method of doing quick, informal background checks on potential hires or current employees.

For your homework this week, research the following questions and provide your findings in answers that are long enough to sufficiently answer the questions (about 2–3 good paragraphs each). Provide citations in APA style for each of your answers. Use APA formatting in your Word document that you submit to the Dropbox. Save your file with your last name in the filename, please. Let your professor know if you have questions!

Questions to Research and Answer

The NLRB has made findings regarding the use of employee posts on social media sites to discipline or terminate those employees. Typically, these cases occur when an employee posts negative information about his or her current employer or boss. Sometimes, these are public, and other times, the employer uses spies or fake friending to see the Facebook page of the employee.

  1. Find at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of his or her use of social media to complain about, criticize, or publicly bash his or her company or boss. Provide the citation to the article that you discover. (Use the termconcerted activityin your query or search to help you find one of these cases.) (25 points)
  2. Do you agree with the decision of the NLRB or court in the case that you described in Question #1 above? Why or why not? (1–3 paragraphs). (10 points)
  3. Assume that this case happened at a place where you have worked in the past, or where you work now (or want to work.) Give an example of how the decision in the case above could lead to better or worse employee relations in your company. (15 points)
  4. Explain how you would communicate this decision to your employees or supervisors (depending on the decision you have selected) to ensure that situations like this do not occur again. In your answer, determine whether or not you feel a social media policy is a good method. If so, list at least three things you would include in your policy and why you would include them. If you do not feel a social media policy is appropriate, explain why you would not implement one (give at least two valid reasons). (3–4 paragraphs) (15 points)

To ensure that your paper isn’t flagged in, do NOT copy and paste the questions into your paper. Instead, set up headings for each section where you answer the questions, using good APA form. Please title your assignment with your last name and week number (for example, Smith Week1.docx).

Submit your assignment to the Dropbox, located at the top of this page. For instructions on how to use the Dropbox, read”>step-by-step instructions.

See the Syllabus section “Due Dates for Assignments & Exams” for due date information.

DeVry MGMT410 Week 3 O*NET Homework

Web Navigation Steps

Familiarize yourself with O*NET by reviewing the information provided on the About O*NET page: (

From the About page, click the Content Model link, and review the conceptual model underlying this project: (

Review the O*NET Online Desk Aid found in Doc Sharing.

Go to the My Next Move page (, and enter an occupation with which you are familiar (e.g., one you have held or hope to hold) in the keyword search box, or use the Industry Search feature or Tell Us What You Like to Do options if you prefer.)

Select the Search, Browse, or Start buttons.

Select the occupation that best matches what you are looking for (or use other search terms until you find something that interests you) and review all of the data provided for that position.

Use the O*NET interest profiler ( to determine your skills and O*NET’s suggestion for a match of those skills.

After completion of these navigation steps, proceed to complete the assignment by discussing the learning questions below.

What were two occupations O*NET found that fit your skills, interests, and experience level desired? Provide the details regarding the following.

Name of the occupations (5 points each, 10 total)

Do you agree that you would be good at or like either of them? If yes, why? If no, why not? Explain using your skills, experience, likes, and interests as support for your answer. (15 points)

What states offered above-average opportunities for the position? (List up to three.) (3 points)

What was the average salary listed for the occupation? (2 points)

As an HR professional, how could O*NET be useful in conducting a job analysis? Explain specifically how you would use the data from this site to assist your organization. (15 points)

Name two things you learned about job analysis and/or the job you reviewed that you did not know before reviewing this website. (10 points)

Will you utilize this website in the future when looking for jobs or hiring employees? Why or why not? (10 points)

Some Tips for Doing Well on This Assignment

Set aside up to 3 hours to complete this exercise.

Explore the site fully.

Answer each question by fully exploring your thoughts. More than yes or no or one-word answers will be needed for full points on Questions 1(b), 2, 3, and 4.

Avoid copying and pasting information. Give your interpretation of the information you find.

APA formatting is required. Use the template in Doc Sharing, the APA handbook, and tutorial links in the Syllabus, the online librarians, and Tutor Source, or the APA guide video in THElHUB.

Submit your assignment to the Dropbox, located at the top of this page. For instructions on how to use the Dropbox, read these step-by-step instructions.

See the Syllabus section “Due Dates for Assignments & Exams” for due date information.

DeVry MGMT410 Week 5 Homework


Review the Case application: APPRAISING THE SECRETARIES AT SWEETWATER U at the end of Chapter 9 of your textbook. Review the three questions at the end of the case. Think about how you might answer those questions. Now, answer these questions:

Do you think that the experts ‘recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary?

Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter, such as a ranking method? Why?

What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer.

Answer each question fully, and include relevant citations to your textbook or other articles, the lecture, or online research. Be sure to use no more than 25% copy and paste. Include your own opinions, thoughts, examples, and experiences as support for your ideas, as well. Expect to write about 2–4 pages, double-spaced, excluding references and the title page. Submit at the end of the week to the Dropbox.

Submit your lab to the Dropbox, located at the top of this page. For instructions on how to use the Dropbox, read”>step-by-step instructions.

See the Syllabus section “Due Dates for Assignments & Exams” for due date information.

DeVry MGMT410 Week 7 Homework


Download the Terms to Know document that is in Doc Sharing.

Pick 12 terms from the sheet and do the following:

  1. Define the term (1 point per definition, up to 12 points). For any copied information, please use quotation marks and citation.
  2. Provide the page number where you found the information (.25 points each—up to 3 points).
  3. Explain why that term is important to HRM (1.5 points each—up to 18 points).
  4. Give an example of how you would use that term at work or in practice (2 points each—up to 24 points).
  5. What was the most interesting fact or concept you learned this term that you didn’t know coming into the course? Why did you find it interesting? (1–2 paragraphs) (8 points)

Review Terms for Week 7 Homework

Students – this list of terms will be part of your Week 7 homework assignment. It is recommended that you download this early in the term, and fill in the meanings, page numbers, and examples of how these terms are used in practice and in HRM as you go through the course. This will assist you in doing the Week 7 homework AND in studying for the final exam.

  • Workforce diversity · Job comparison/ranking
  • Watson Wyatt Human Capital · Profit sharing

Index · IRA

  • Outsourcing · Short term disability
  • Shared services · Organizational goal setting
  • Seniority systems · Achieved outcomes
  • Disparate impact · 360 degree
  • Disparate treatment · Performance appraisal distortion
  • WARN Act · Halo error
  • Job analysis · Wagner Act
  • Job attractiveness · Taft Hartley Act
  • Structured interviews · SWOT analysis
  • Assessment centers · Employee referrals
  • Personality tests ·Predictive and concurrent validity
  • Performance simulation tests · Employee orientation
  • Vocational preferences types · Career development
  • Realistic-conventional-artistic ·Internal vs. external career success
  • Performance evaluations factors
  • Equal Pay Act · BARS
  • ADA · Training needs assessment
  • EEOC · Absolute standards
  • HIPPA · Job description
  • COBRA · Relative standards
  • Authorization card · Job evaluation

Job specification

DeVry MGMT410 Week 1 Quiz

  1. Question :

Cheating, Copying, and Use of Tutor-Source Websites

Copying is one of the most commonly committed acts that violate academic integrity. Copying includes looking off of someone else’s paper (or using someone’s paper or answers from another course, classroom, or previous session). It also is committed when a purchased (or free) paper is found online that is specific to the assignments provided in the course.

Websites like Student of Fortune, ScribD,, and so forth (many others) sometimes end up with DeVry assignments posted on them by students who have hired online tutor sources to write their work for them. Faculty members are aware of these sites and, just like students, can Google sources to find out if a paper has been bought from these sites. Avoid these sites like the plague—seriously. It just isn’t worth the extra hour or two it might buy you if you end up with a 0 for the paper or course or lose your degree over buying a paper (or getting it for free.) Typically, the #1 red flag to a professor that one of these sites has been used is when multiple students miss the same question in the exact same manner. Yes, the answers on those sites will typically cost money, but the answers are not guaranteed to be right. And further, the free papers on those sites almost always have wrong answers. Do not use these sites! Avoid them! If you use them, citing them is not enough to overcome the copying stigma and violation of the policy.

As one instructor of the course stated, “The majority of students who have been cited for Academic Integrity in my classes over the last 10 years have been because of their use of these websites – please remind students not to use them!”

What should you do if you find one of DeVry’s assignments on the Web? Please send the link to your professor immediately so that we can ask the DeVry legal team to have it removed. The content of our courses is copyrighted and protected. Never upload our content to any website.

What should you do if you run out of time and can’t get your work done? Contact your professor immediately and ask for an extension. Of course, he or she might say no. But that is the worst thing that will happen. So you get a 0 on that assignment. It is better than a 0 on the assignment and a mark on your record that you violated academic integrity, which is what could happen if you succumb to the temptation to use a tutor website or someone else’s paper.

Check all of the boxes that apply.

Academic integrity includes avoiding the use of other people’s old homework, exam answers, and websites that offer answers to our homework.

Academic integrity violations can happen if students turn in someone else’s paper, or even one answer from a paper from another person, or a website like ScribD or Student of Fortune, even if it is cited.

I should send the link to my professor of any website I find that has DeVry assignments listed on it with or without the answers.

None of the above

Question 2. Question :

Check the boxes of each place where you can and should get information about academic integrity.

The Student Handbook

The Policies page in all DeVry courses

Student of Fortune

My professor’s announcements


The Syllabus

Instructor Explanation: You can find this information in the following five places: the Student Handbook, the Policies page, announcements, THE|HUB, and the Syllabus.

  1. Question :

(TCO 1) Which of the below is an accurate citation for a book using APA sixth-edition formatting?

Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. San Francisco, CA: Jossey Bass.

Lencioni, P. (2002) The Five Dysfunctions of a Team: A Leadership Fable. San Francisco, CA: Jossey-Bass.

Patrick Lencioni (2002) The five dysfunctions of a team: A leadership fable. San Francisco: CA: Jossey-Bass.

The five dysfunctions of a team: A leadership fable , by Lencioni, P. (2002). San Francisco: CA: Jossey-Bass.

Question 2. Question :

(TCO 1) Which of the below is an accurate citation for a journal article using APA sixth-edition formatting?

Kotter, J. & Rathgeber, H. (2006) Our iceberg is melting: Change under adverse conditions. Leadership Excellence, Vol. 23, Issue 2, p. 11.

Kotter, J., & Rathgeber, H. (2006). Our iceberg is melting: Change under adverse conditions. Leadership Excellence, 23(2), 11.

John Kotter and Rathgeber, H. (2006) Our iceberg is melting: Change under adverse conditions. Leadership Excellence, 23(2), 11.

Our iceberg is melting: Change under adverse conditions, by Kotter, J. & Rathgeber, H. (2006) Leadership Excellence, 23(2), 11.

Question 3. Question :

(TCO 1) Which of the below is an accurate citation of a website using APA sixth-edition formatting?

Retrieved from

Igrays. (2007). Test your knowledge: Avoiding plagiarism. Retrieved from

Igrays. (2007) Test Your Knowledge: Avoiding Plagiarism. ProProfs Quiz Maker Website.

Question 4. Question :

(TCO 1) Which of the below is an accurate citation of a journal using APA sixth-edition formatting?

Kidwell & Scherer (2001) Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics 29, pp. 113-124.

Kidwell, R., & Scherer, P. (2001). Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics, 29, 113–124.

Kidwell, R. & Scherer, P. (2001) Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics, Vol. 29, 113-124.

Kidwell, R. & Scherer, P. (2001). Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics 29, pp. 113-124.

Question 5. Question :

(TCO 1) Pulitzer winner Thomas Friedman’s book, The World is Flat, explains that Globalization 3.0 is

the primitive Jurassic period predating humankind.

the time period post-Columbus and pre-1800 in which nations sought to identify themselves and conquer others.

the time period when technology took its first stranglehold on HR systems—HRIS is invented.

the birth of outsourcing.

the time period beginning in 1800 and ending in 2000, in which multinational companies took over the world.

Question 6. Question :

(TCO 2) The four major areas of human resource management are

training, development, legal, and outsourcing.

training, development, IRS, and benefits.

employment, training and development, compensation and benefits, and employee relations.

hiring, firing, promoting, and training.

Question 7. Question :

Which of the following methods of citation style and formatting is required in this class?

APP third edition, 1985



APA sixth edition (American Psychology Association)

Chicago Blue Book

Question 8. Question :

(TCOs 1 and 2) Pick the answer that is most true about strategic HRM.

When HR is reactive yet providing adequate programs, it is termed as being a limited liability partner.

When HR is reactive yet providing adequate programs, it is termed as being in alignment.

When HR strategically inserts itself into the process of writing computer programs, it is termed as being administratively and superficially computer savvy.

When HR programs fail but the HR department survives, this shows a weak linkage.

DeVry MGMT410 Final Exam

  1. (TCO 1) Name and describe or define the activities that are involved in the staffing function of HRM. (Points : 40)

Question 2. 2. (TCO 5) You are trying to get a job as a recruiter for an HR department for a large multinational company. One of the things you are asked in your interview is to describe the following types of recruiting methods, explain when you would most likely use each of them (i.e., for what kind of jobs), and explain why (at least one reason each). What would you say if the methods were online recruiting, job fairs, and employment agencies? (Points : 40)

Question 3. 3. (TCO 6) Describe the ways in which ERISA has provided protection for a worker’s retirement. (Points : 40)

Question 4. 4. (TCO 4) Evaluate Kirkpatrick’s four levels of training evaluation, and determine which level would be most appropriate for the average organization. Why is Level 4 so difficult to obtain? (Points : 40)

Question 5.5. (TCO 1) Which of the following human resource management specialties calls for collecting data to write job descriptions? (Points : 6)

Job analyst

Job training specialist

Compensation manager

EEO coordinator

Question 6.6. (TCO 2) Which of these statements are provisions of the Worker Adjustment and Retraining Notification Act? (Points : 6)

An organization with more than 100 employees must notify workers 30 days in advance if it is going to close a facility.

An organization with more than 200 employees must notify workers 60 days in advance if it is going to lay off more than 50 workers.

Organizations that fail to notify employees are subject to a penalty subject to 1 day’s pay and benefits to each affected employee for each day’s notice that should have been given for 200 days.

Organizations that fail to notify employees are subject to a penalty subject to 1 day’s pay and benefits to each affected employee for each day’s notice that should have been given, up to 60 days.

Organizations may be forced to keep a plant open if such action would threaten the economic base of the community.

Question 7.7. (TCO 2) Which of the following factors is not an acceptable basis for different pay for equal work under the Equal Pay Act of 1963? (Points : 6)



Production quality

Production quantity

Question 8.8. (TCO 3) Based on research into ethical behavior in the workplace, which of the following is a true statement? (Points : 6)

Offering rewards for ethical behavior supports the intrinsic nature of personal ethics.

Punishing unethical behavior fails to alter the behavior of others in the workplace.

Managers significantly influence the ethical behavior of their subordinates.

Employees feel uncomfortable discussing ethics, so it should be avoided.

Question 9.9. (TCO 3) Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions? (Points : 6)

Job description

Job specification

Job analysis

Job context

Question 10.10. (TCO 5) The more specific the job qualifications in a help wanted ad are, the (Points : 6)

higher the salary that will be offered.

lower the salary that will be offered.

more important the position will be.

lower the number of résumés that will be received.

higher the number of résumés that will be received.

Question 11.11. (TCO 5) Which is the difference between a conditional job offer and a permanent job offer? (Points : 6)

The conditional job offer is made by the recruiter. The permanent job offer is made by the interviewer.

The conditional job offer is made after salary is set. The permanent job offer is based on performance expectations before salary is set.

Conditional job offers are made to hourly workers. Permanent job offers are made to salaried workers.

The conditional job offer is made before the initial screening. The permanent job offer is made after medical requirements are met.

Question 12.12. (TCO 4) Which of the following statements most likely suggests that an employee is engaged? (Points : 6)

“I work with intensity.”

“I take frequent breaks.”

“I daydream at my desk.”

“I enjoy talking to coworkers.”

Question 13.13. (TCO 4) When comparing individual career development to organizational career development, which statement is the most true? (Points : 6)

They are both the responsibility of the individual.

Organizational career development focuses on meeting organizational goals and needs. Individual career development focuses on meeting individual goals and needs.

Individual career development involves training. Organizational career development does not.

They are different terms for the same experience.

Individual career development has a much shorter time frame than organizational career development.

Question 14.14. (TCO 5) Two main factors that assist in the creation of a bias-free, EEO-appropriate performance appraisal process are (Points : 6)

reasonable accommodations offered and ADA compliance.

the use of established intervals and trained appraisers.

valid data and regular promotions.

terminating low performers and rewarding seniority.

the use of the “bottom 10% goes” rule and gender neutral policies.

Question 15.15. (TCO 6) Which of the following statements is not true about rewards? (Points : 6)

Intrinsic rewards from work are typically individual based and can be warm-fuzzy feelings.

Extrinsic rewards from work include typically financial-based rewards.

Allowing an employee to work remotely 1 day per week could be seen as both an intrinsic reward and an extrinsic nonfinancial reward.

Profit sharing is an extrinsic reward.

Intrinsic rewards will typically be taxed at the end of each year.

Question 16.16. (TCO 6) Which of the following is not considered a short-term disability plan? (Points : 6)

Company sick leave

Unemployment insurance

Worker’s compensation insurance

Short-term disability insurance

FMLA leave

Question 17.17. (TCO 2) Which of the following statements is not true for carpal tunnel syndrome? (Points : 6)

Back pain is one of the most commonly associated issues with carpal tunnel syndrome.

Most states’ worker’s compensation covers employees who suffer from carpal tunnel syndrome.

OSHA will get involved in situations involving carpal tunnel syndrome.

Ergonomics is one solution for carpal tunnel syndrome.

Carpal tunnel syndrome is a class of repetitive stress injuries.

Question 18.18. (TCO 7) Workers in an automotive plant are threatening to strike. Management has given executives huge pay raises. The current contract expires in 8 months, but work has already begun on the new contract. Management wants to give smaller raises to the union than has been given in contracts for the past 20 years. Dan has been hired to make sure that negotiations don’t break down and that management and labor keep talking to each other. Which is Dan doing? (Points : 6)


Grievance arbitration

Fact finding

Interest arbitration


Question 19.19. (TCO 6) Anita, a manager at a department store, needs to determine whether one of her employees is exempt or nonexempt under the Fair Labor Standards Act. Which of the following would be the best resource for Anita? (Points : 6)

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