MGMT 432 Final Exam questions and
answers
Nature of Staffing - answer The process of acquiring, deploying and retaining workforce of sufficient
quantity and quality to create positive impacts on the organization's effectiveness
1/5 Types of Staffing Models - answer 1. Staffing Quantity Model
2/5 Types of Staffing Models - answer 2. Person/Job Match Model
3/5 Types of Staffing Models - answer 3. Person/Organization Model
4/5 Types of Staffing Models - answer 4. Staffing System Components Model
5/5 Types of Staffing Models - answer 5. Staffing Organization Model
Description of Staffing Quantity Model - answer Compares staffing requirements and availabilities to
find if overstaffed, understaffed or fully staffed.
Description of Person/Job Model - answer Matches person's KSAOs with hob requirements to get HR
Outcomes: Attraction, Performance, Retention, Satisfaction, Attendance, or Other
Description of Person/Organization Model - answer Matches an individual with the company as a
whole (values, potential, responsibilities)
Description of the Staffing System Components - answer - HR and staffing functions must be tied to the
vision and mission of the organization
- applicants have power in the hiring process too
Copyright © 2021 Pearson Education, Inc.
,2 Chapter 14: Voting and Apportionment
Description of Staffing Organizations - answer Organization's missions, goals, and objectives drive its
own strategy and HR strategy which interact with each other.
1/3 Types of Employment Relationships - answer Employer-Employee
2/3 Types of Employment Relationships - answer Independent Contractors
3/3 Types of Employment Relationships - answer Temporary Employees
Description of Employer-Employee Relationship - answer -Written or verbal contract
-Employment at will
Description of Independent Contractor Relationship - answer -No tax withholdings or tax payments
-Not regulated by discrimination laws
Description of Temporary Employee Relationships - answer -Discrimination laws apply to temp agency
and company paying for temp services
Disparate/Adverse Treatment - answer -Organization is treating different groups of people differently
-inconsistent treatment
Disparate/Adverse Impact - answer -Piece of the selection process that is having a different impact of
different groups of people
-Consistent treatment
Civil Rights Act of 1964 - answer -Created the EEOC
Copyright © 2021 Pearson Education, Inc.
, -claims must be made in 180 days
-step 1: no fault settlement attempt
-step 2: investigation, probable or no probable cause
Civil Rights Act of 1991 - answer -increases plaintiff's burden of proof
-allows victims of intentional discrimination to sue for compensatory and punitive damages
-prohibits race norming
Age Discrimination Employment Act of 1967 - answer -No protection under ADEA of those <40
-age can be used as a BFOQ
-prohibits mandatory retirement age
-provides for trial by jury
-one of the fastest growing areas of discrimination suits
Americans with Disabilities Act of 1990 - answer -Prohibits discrimination against qualified people with
disabilities
-Certain criteria for disability
-employers required to make "reasonable accommodations" unless it poses "under hardship"
-prohibits pre-employment inquiries
-pre-employment medical exams are restricted to those that are job related
Immigration Reform Act of 1986 - answer -illegal to hire or continue to employ anyone not authorized
to work in the US
-prohibits giving employment discrimination based on national origin or citizenship
Fair Credit Reporting Act of 1970 - answer -written notice to the applicant
-obtain written authorization from applicant
Copyright © 2021 Pearson Education, Inc.
answers
Nature of Staffing - answer The process of acquiring, deploying and retaining workforce of sufficient
quantity and quality to create positive impacts on the organization's effectiveness
1/5 Types of Staffing Models - answer 1. Staffing Quantity Model
2/5 Types of Staffing Models - answer 2. Person/Job Match Model
3/5 Types of Staffing Models - answer 3. Person/Organization Model
4/5 Types of Staffing Models - answer 4. Staffing System Components Model
5/5 Types of Staffing Models - answer 5. Staffing Organization Model
Description of Staffing Quantity Model - answer Compares staffing requirements and availabilities to
find if overstaffed, understaffed or fully staffed.
Description of Person/Job Model - answer Matches person's KSAOs with hob requirements to get HR
Outcomes: Attraction, Performance, Retention, Satisfaction, Attendance, or Other
Description of Person/Organization Model - answer Matches an individual with the company as a
whole (values, potential, responsibilities)
Description of the Staffing System Components - answer - HR and staffing functions must be tied to the
vision and mission of the organization
- applicants have power in the hiring process too
Copyright © 2021 Pearson Education, Inc.
,2 Chapter 14: Voting and Apportionment
Description of Staffing Organizations - answer Organization's missions, goals, and objectives drive its
own strategy and HR strategy which interact with each other.
1/3 Types of Employment Relationships - answer Employer-Employee
2/3 Types of Employment Relationships - answer Independent Contractors
3/3 Types of Employment Relationships - answer Temporary Employees
Description of Employer-Employee Relationship - answer -Written or verbal contract
-Employment at will
Description of Independent Contractor Relationship - answer -No tax withholdings or tax payments
-Not regulated by discrimination laws
Description of Temporary Employee Relationships - answer -Discrimination laws apply to temp agency
and company paying for temp services
Disparate/Adverse Treatment - answer -Organization is treating different groups of people differently
-inconsistent treatment
Disparate/Adverse Impact - answer -Piece of the selection process that is having a different impact of
different groups of people
-Consistent treatment
Civil Rights Act of 1964 - answer -Created the EEOC
Copyright © 2021 Pearson Education, Inc.
, -claims must be made in 180 days
-step 1: no fault settlement attempt
-step 2: investigation, probable or no probable cause
Civil Rights Act of 1991 - answer -increases plaintiff's burden of proof
-allows victims of intentional discrimination to sue for compensatory and punitive damages
-prohibits race norming
Age Discrimination Employment Act of 1967 - answer -No protection under ADEA of those <40
-age can be used as a BFOQ
-prohibits mandatory retirement age
-provides for trial by jury
-one of the fastest growing areas of discrimination suits
Americans with Disabilities Act of 1990 - answer -Prohibits discrimination against qualified people with
disabilities
-Certain criteria for disability
-employers required to make "reasonable accommodations" unless it poses "under hardship"
-prohibits pre-employment inquiries
-pre-employment medical exams are restricted to those that are job related
Immigration Reform Act of 1986 - answer -illegal to hire or continue to employ anyone not authorized
to work in the US
-prohibits giving employment discrimination based on national origin or citizenship
Fair Credit Reporting Act of 1970 - answer -written notice to the applicant
-obtain written authorization from applicant
Copyright © 2021 Pearson Education, Inc.
