UA MGT 300 EXAM 3 WITH ALL CORRECT &
VERIFIED ANSWERS (UPDATED TO PASS)
Adverse Impact Correct answer-is unintentional discrimination in which there is a substantially
different rate of selection in hiring, promotion, or other employment decisions that works to the
disadvantage of members of a particular race, sex, age, ethnicity, or protected group.
Affirmation Action Correct answer-businesses and schools were encouraged to give preferences to
members of groups hat had been discriminated against in the past.
Behavioral Interview Correct answer-In a behavioral interview, applicants are asked to talk about
how they have responded to specific—generally stressful—situations.
Compensation Correct answer-Something given to make up for something else
Development Correct answer-A process of improvement in the material conditions of people
through diffusion of knowledge and technology.
Disparate Treatment Correct answer-is intentional discrimination that occurs when people are
purposefully not given the same hiring, promotion, or membership opportunities because of their
race, sex, age, ethnic group, national origin, or religious beliefs
Employment Tests Correct answer-legally considered to consist of any procedure used in the
employment selection decision process
Equal Employment Opportunity Commission (EEOC) Correct answer-The equal right of all citizens
to the opportunity to obtain employment regardless of their gender, age, race, country of origin,
religion, or disabilities.
Fair Labor Standards Act (FLSA) Correct answer-1938 act which provided for a minimum wage and
restricted shipments of goods produced with child labor
Formal Appraisals Correct answer-conducted at specific times throughout the year and are based
on performance measures that have been established in advance
Human Resource inventory Correct answer-report listing your organization's employees by name,
education, training, languages, and other important information
HR Management Correct answer-deals with managing people—skills assessment, achievements,
and staffing projections. (not just payroll)
Informal appraisals Correct answer-conducted on an unscheduled basis and consist of less rigorous
indications of employee performance
Job analysis Correct answer-A tool for determining what is done on a given job and what should be
done on that job.
Job description Correct answer-A short few sentences that describes the position and duties a
person has.
, Job posting Correct answer-Process for posting internal job announcements that provide basic
information about an open position to current employees who may be interested in and qualified for
the opening.
Job specifications Correct answer-a written summary of the qualifications needed to successfully
perform a particular job
Knowledge worker Correct answer-Employees who are of value because of the knowledge they
possess
National Labor Relationships Board Correct answer-..., A 1935 law, also known as the Wagner Act,
that guarantees workers the right of collective bargaining sets down rules to protect unions and
organizers, and created the National Labor Relations Board to regulate labor-management relations.
Objective appraisals Correct answer-An appraisal that is based on facts and is likely to be numerical
Orientation Correct answer-Job preparation or induction in which new employees are acquainted
with their surroundings, receive general information about the company and its policies, and are
given specific information about their jobs
Performance apprasial Correct answer-A system to identify good performers with promotion
potential.
Performance Management Correct answer-focuses on improving both organisational and
individual performance through relating organisational performance objectives to individual
employee performance objectives.
Realistic job preview Correct answer-Informing applicants about all aspects of the job, including
both its desirable and undesirable facets.
Recruiting Correct answer-developing a list of qualified applicants for a position
Sexual harassment Correct answer-comments, gestures, or physical contacts of a sexual nature
that are deliberate, repeated, and unwelcome
Situational interview Correct answer-An interview procedure where applicants are confronted with
specific issues, questions, or problems that are likely to arise on the job.
Strategic HR planning Correct answer-The process of formulating HR strategies and establishing
programs or tactics to implement those strategies
Structured interviews Correct answer-interview process that asks the same job-relevant questions
of all applicants, each of whom is rated on established scales
Subject Appraisal Correct answer-An appraisal that is based on perceptions of traits, behaviors, or
results
Training Correct answer-A planned effort to facilitate the learning of job-related knowledge, skills,
and behavior by employees.
VERIFIED ANSWERS (UPDATED TO PASS)
Adverse Impact Correct answer-is unintentional discrimination in which there is a substantially
different rate of selection in hiring, promotion, or other employment decisions that works to the
disadvantage of members of a particular race, sex, age, ethnicity, or protected group.
Affirmation Action Correct answer-businesses and schools were encouraged to give preferences to
members of groups hat had been discriminated against in the past.
Behavioral Interview Correct answer-In a behavioral interview, applicants are asked to talk about
how they have responded to specific—generally stressful—situations.
Compensation Correct answer-Something given to make up for something else
Development Correct answer-A process of improvement in the material conditions of people
through diffusion of knowledge and technology.
Disparate Treatment Correct answer-is intentional discrimination that occurs when people are
purposefully not given the same hiring, promotion, or membership opportunities because of their
race, sex, age, ethnic group, national origin, or religious beliefs
Employment Tests Correct answer-legally considered to consist of any procedure used in the
employment selection decision process
Equal Employment Opportunity Commission (EEOC) Correct answer-The equal right of all citizens
to the opportunity to obtain employment regardless of their gender, age, race, country of origin,
religion, or disabilities.
Fair Labor Standards Act (FLSA) Correct answer-1938 act which provided for a minimum wage and
restricted shipments of goods produced with child labor
Formal Appraisals Correct answer-conducted at specific times throughout the year and are based
on performance measures that have been established in advance
Human Resource inventory Correct answer-report listing your organization's employees by name,
education, training, languages, and other important information
HR Management Correct answer-deals with managing people—skills assessment, achievements,
and staffing projections. (not just payroll)
Informal appraisals Correct answer-conducted on an unscheduled basis and consist of less rigorous
indications of employee performance
Job analysis Correct answer-A tool for determining what is done on a given job and what should be
done on that job.
Job description Correct answer-A short few sentences that describes the position and duties a
person has.
, Job posting Correct answer-Process for posting internal job announcements that provide basic
information about an open position to current employees who may be interested in and qualified for
the opening.
Job specifications Correct answer-a written summary of the qualifications needed to successfully
perform a particular job
Knowledge worker Correct answer-Employees who are of value because of the knowledge they
possess
National Labor Relationships Board Correct answer-..., A 1935 law, also known as the Wagner Act,
that guarantees workers the right of collective bargaining sets down rules to protect unions and
organizers, and created the National Labor Relations Board to regulate labor-management relations.
Objective appraisals Correct answer-An appraisal that is based on facts and is likely to be numerical
Orientation Correct answer-Job preparation or induction in which new employees are acquainted
with their surroundings, receive general information about the company and its policies, and are
given specific information about their jobs
Performance apprasial Correct answer-A system to identify good performers with promotion
potential.
Performance Management Correct answer-focuses on improving both organisational and
individual performance through relating organisational performance objectives to individual
employee performance objectives.
Realistic job preview Correct answer-Informing applicants about all aspects of the job, including
both its desirable and undesirable facets.
Recruiting Correct answer-developing a list of qualified applicants for a position
Sexual harassment Correct answer-comments, gestures, or physical contacts of a sexual nature
that are deliberate, repeated, and unwelcome
Situational interview Correct answer-An interview procedure where applicants are confronted with
specific issues, questions, or problems that are likely to arise on the job.
Strategic HR planning Correct answer-The process of formulating HR strategies and establishing
programs or tactics to implement those strategies
Structured interviews Correct answer-interview process that asks the same job-relevant questions
of all applicants, each of whom is rated on established scales
Subject Appraisal Correct answer-An appraisal that is based on perceptions of traits, behaviors, or
results
Training Correct answer-A planned effort to facilitate the learning of job-related knowledge, skills,
and behavior by employees.
