MHA 702 Chapter 13-15
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. - ANS -False
\A terminated employee's eligibility for unemployment compensation is determined not by the human resources
department but rather by an external agency. - ANS -True
\Adverse reactions to the use of polygraph (lie detector) tests led to passage of the Employee Polygraph Protection Act of
1988. - ANS -True
\All employees can be successfully taught how to leave their home problems at home and their work problems at work. -
ANS -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. - ANS -False
\All organizations should have flexible policies governing the release of information concerning both employees and
others. - ANS -False
\Any employee who appears to be getting close to a level of absenteeism that could result in a warning should be
counseled in an effort to avoid formal disciplinary action. - ANS -True
\Concerning an applicant that was interviewed but not selected for the open position, if the individual telephones the
interviewer directly and wants to know why he or she was not chosen, the interviewer should do what?
A. Explain in detail why this person was not chosen.
B. State simply that someone more appropriately qualified was chosen.
C. Refer the individual to the employment recruiter in human resources.
D. Offer to re-interview the applicant. - ANS -Refer the individual to the employment recruiter in human resources.
, \Courts have held organizations liable for sexual harassment by a manager even if senior managers did not know about a
relationship. - ANS -True
\Effective managers remember that nobody knows the inner detailed workings of a job better than do Human Resources. -
ANS -False
\Human Resources should not send an application along with the applicant unless recruitment is urgent. - ANS -True
\In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested. - ANS -False
\In interviewing an applicant for an entry-level position, it is important for an interviewer to do what?
A. Find out early in the interview whether the applicant has completed high school.
B. Insist on at least a minimal amount of working experience.
C. Ask the person whether he or she intends to stay with the organization for the long term.
D. Obtain a sense of the individual's willingness to learn. - ANS -Obtain a sense of the individual's willingness to learn.
\In terms of preventing violence in the workplace, which is least necessary for supervisors?
A. They should treat everyone with respect and consideration.
B. They should keep all objects that could be used as weapons stored away.
C. Supervisors should know security procedures, alarms, and warning codes.
D. Supervisors should be trained how to disarm persons with a weapon. - ANS -Supervisors should be trained how to
disarm persons with a weapon.
\It is not valid to try judging whether an applicant would fit with the existing group; rather, the sole basis for selection
should be qualifications. - ANS -False
\It is preferable to start an interview with a question such as "Tell me all about yourself" so as to elicit as much information
as possible. - ANS -False
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. - ANS -False
\A terminated employee's eligibility for unemployment compensation is determined not by the human resources
department but rather by an external agency. - ANS -True
\Adverse reactions to the use of polygraph (lie detector) tests led to passage of the Employee Polygraph Protection Act of
1988. - ANS -True
\All employees can be successfully taught how to leave their home problems at home and their work problems at work. -
ANS -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. - ANS -False
\All organizations should have flexible policies governing the release of information concerning both employees and
others. - ANS -False
\Any employee who appears to be getting close to a level of absenteeism that could result in a warning should be
counseled in an effort to avoid formal disciplinary action. - ANS -True
\Concerning an applicant that was interviewed but not selected for the open position, if the individual telephones the
interviewer directly and wants to know why he or she was not chosen, the interviewer should do what?
A. Explain in detail why this person was not chosen.
B. State simply that someone more appropriately qualified was chosen.
C. Refer the individual to the employment recruiter in human resources.
D. Offer to re-interview the applicant. - ANS -Refer the individual to the employment recruiter in human resources.
, \Courts have held organizations liable for sexual harassment by a manager even if senior managers did not know about a
relationship. - ANS -True
\Effective managers remember that nobody knows the inner detailed workings of a job better than do Human Resources. -
ANS -False
\Human Resources should not send an application along with the applicant unless recruitment is urgent. - ANS -True
\In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested. - ANS -False
\In interviewing an applicant for an entry-level position, it is important for an interviewer to do what?
A. Find out early in the interview whether the applicant has completed high school.
B. Insist on at least a minimal amount of working experience.
C. Ask the person whether he or she intends to stay with the organization for the long term.
D. Obtain a sense of the individual's willingness to learn. - ANS -Obtain a sense of the individual's willingness to learn.
\In terms of preventing violence in the workplace, which is least necessary for supervisors?
A. They should treat everyone with respect and consideration.
B. They should keep all objects that could be used as weapons stored away.
C. Supervisors should know security procedures, alarms, and warning codes.
D. Supervisors should be trained how to disarm persons with a weapon. - ANS -Supervisors should be trained how to
disarm persons with a weapon.
\It is not valid to try judging whether an applicant would fit with the existing group; rather, the sole basis for selection
should be qualifications. - ANS -False
\It is preferable to start an interview with a question such as "Tell me all about yourself" so as to elicit as much information
as possible. - ANS -False
