MAN 6366 FINAL COMPLETE EXAM QUESTIONS AND
CORRECT ANSWERS RECENTLY UPDATED
HR is what we call - ANSWER a sustainable competative advantage
sustainable competitive advantage - ANSWER a value creating strategy not
simultaneously being implemented by any current or potential competitors and
other firms are unable to duplicate the benefits of this strategy
4 characteristics of a sustainable competative advantage - ANSWER Valuable
Rare
Inimitable
No Subsitutes
T or F:
HR practices are more easily imitated but HR systems are not - ANSWER True
Psychological contract - ANSWER describes what employees and employers
expect from the employment relationship
Employees want '_______________' in exchange for this uncertainty/risk -
ANSWER employability
Evidence-based management - ANSWER translating principles based on best
evidence into organizational practices
Big 'E' evidence - ANSWER generalizable knowledge regarding cause-effect
connections derived from scientific methods
- Well established, we know this exists
Little 'e' evidence - ANSWER data systematically gathered in a particular
setting to inform local decisions
T or F:
,You should use both big E and little e evidence to make the best decision -
ANSWER True
Why might managers be resistant to evidence-based management? - ANSWER
-Undermines formal authority
• Constrains ability to make decisions
• Value speed of decisions over accuracy
• Diminishes value of their previous experience
• Status-quo bias
• Lack of understanding
• Uncertainty regarding information quality
Evidence-based Managers are... - ANSWER •Multidisciplinary: Incorporate
and aggregate information from different sources
•Adaptable: Update (or change) their decision when newer or better information
becomes available
•Self-critical: Acknowledge the limitations of their abilities and avoid being
overconfident
•Cautious: Express their predictions in probabilistic terms and consider multiple
options
•Empirical: Rely on data to inform decisions
T or F:
Evidence-based Managers are making evidence-based decision-making an
ongoing process that evolves over time - ANSWER True
primacy and recency effect - ANSWER Tendency to remember early and late
items
confirmation bias - ANSWER a tendency to search for information that
confirms one's preconceptions
T or F:
,Employers generally think that older employees are more creative than younger
ones - ANSWER False
Predecision Information Distortion - ANSWER prior to deciding, an individual
begins to favor a particular choice option and this tentative preference shifts the
evaluation of subsequent information in a manner that benefits the early leader
• A form of self-fulfilling prophecy
• Confirmation bias BEFORE making the decision
Overconfidence bias - ANSWER • Drives individuals to make riskier decisions
• Take credit for past accomplishments and discount the role of chance/luck
Optimism bias - ANSWER Underestimate likelihood of experiencing bad
events
• Planning Fallacy - new projects will take less time and resources than they
actually do
Workplace safety research indicates that people tend to think that... - ANSWER
hazardous events at work are less likely to happen to themselves compared to
others doing the same job
Attractiveness bias - ANSWER "What is beautiful is good" - individuals
ascribe more favorable personality traits and successful life outcomes to
attractive than unattractive people
Where do HR and Law intersect? - ANSWER -Staffing (how/where candidates
are recruited, methods for selection, outcomes of selection methods, termination
as selection in reverse)
-Training and development
-Compensation (base pay and bonuses)
-Benefits
T or F:
Only one branch of the US government plays an important role in shaping legal
environment for employment - ANSWER False
, T or F:
Legal regulations to businesses are uniform (same for all sizes and types of
businesses - private/public) - ANSWER False
What was the first labor law enacted in the US? - ANSWER the 13th
amendment
What did the 13th amendment do? - ANSWER abolished slavery
What did the 14th Amendment do? - ANSWER • Forbids states from taking
life, liberty, or property without due process
• Equal protection of the laws
• Applies only to government groups/private groups with government ties
• UC Davis - Setting aside spots or establishing quotas
Which amendment dealt with quotas? - ANSWER 14th amendment
Equal Pay Act of 1963 - ANSWER Legislation that requires employers to pay
men and women equal pay for equal work
- equal in terms of skill, effort, responsibility, and working conditions
Pay differences are allowed if different: - ANSWER seniority
merit
quality
quantity
ect.
What are some reasons for the gender pay gap? - ANSWER - men usually
negotiate their initial contract more than women. Then both male and female
will get the same percentage increase but the males contracts was negotiated
higher in the beginning for the gap widens
- women more often request flexible work hours (for taking care of kids often)
Civil Rights Act of 1964 - ANSWER Title VII of CRA 1964 prohibits
employers from discriminating based on:
CORRECT ANSWERS RECENTLY UPDATED
HR is what we call - ANSWER a sustainable competative advantage
sustainable competitive advantage - ANSWER a value creating strategy not
simultaneously being implemented by any current or potential competitors and
other firms are unable to duplicate the benefits of this strategy
4 characteristics of a sustainable competative advantage - ANSWER Valuable
Rare
Inimitable
No Subsitutes
T or F:
HR practices are more easily imitated but HR systems are not - ANSWER True
Psychological contract - ANSWER describes what employees and employers
expect from the employment relationship
Employees want '_______________' in exchange for this uncertainty/risk -
ANSWER employability
Evidence-based management - ANSWER translating principles based on best
evidence into organizational practices
Big 'E' evidence - ANSWER generalizable knowledge regarding cause-effect
connections derived from scientific methods
- Well established, we know this exists
Little 'e' evidence - ANSWER data systematically gathered in a particular
setting to inform local decisions
T or F:
,You should use both big E and little e evidence to make the best decision -
ANSWER True
Why might managers be resistant to evidence-based management? - ANSWER
-Undermines formal authority
• Constrains ability to make decisions
• Value speed of decisions over accuracy
• Diminishes value of their previous experience
• Status-quo bias
• Lack of understanding
• Uncertainty regarding information quality
Evidence-based Managers are... - ANSWER •Multidisciplinary: Incorporate
and aggregate information from different sources
•Adaptable: Update (or change) their decision when newer or better information
becomes available
•Self-critical: Acknowledge the limitations of their abilities and avoid being
overconfident
•Cautious: Express their predictions in probabilistic terms and consider multiple
options
•Empirical: Rely on data to inform decisions
T or F:
Evidence-based Managers are making evidence-based decision-making an
ongoing process that evolves over time - ANSWER True
primacy and recency effect - ANSWER Tendency to remember early and late
items
confirmation bias - ANSWER a tendency to search for information that
confirms one's preconceptions
T or F:
,Employers generally think that older employees are more creative than younger
ones - ANSWER False
Predecision Information Distortion - ANSWER prior to deciding, an individual
begins to favor a particular choice option and this tentative preference shifts the
evaluation of subsequent information in a manner that benefits the early leader
• A form of self-fulfilling prophecy
• Confirmation bias BEFORE making the decision
Overconfidence bias - ANSWER • Drives individuals to make riskier decisions
• Take credit for past accomplishments and discount the role of chance/luck
Optimism bias - ANSWER Underestimate likelihood of experiencing bad
events
• Planning Fallacy - new projects will take less time and resources than they
actually do
Workplace safety research indicates that people tend to think that... - ANSWER
hazardous events at work are less likely to happen to themselves compared to
others doing the same job
Attractiveness bias - ANSWER "What is beautiful is good" - individuals
ascribe more favorable personality traits and successful life outcomes to
attractive than unattractive people
Where do HR and Law intersect? - ANSWER -Staffing (how/where candidates
are recruited, methods for selection, outcomes of selection methods, termination
as selection in reverse)
-Training and development
-Compensation (base pay and bonuses)
-Benefits
T or F:
Only one branch of the US government plays an important role in shaping legal
environment for employment - ANSWER False
, T or F:
Legal regulations to businesses are uniform (same for all sizes and types of
businesses - private/public) - ANSWER False
What was the first labor law enacted in the US? - ANSWER the 13th
amendment
What did the 13th amendment do? - ANSWER abolished slavery
What did the 14th Amendment do? - ANSWER • Forbids states from taking
life, liberty, or property without due process
• Equal protection of the laws
• Applies only to government groups/private groups with government ties
• UC Davis - Setting aside spots or establishing quotas
Which amendment dealt with quotas? - ANSWER 14th amendment
Equal Pay Act of 1963 - ANSWER Legislation that requires employers to pay
men and women equal pay for equal work
- equal in terms of skill, effort, responsibility, and working conditions
Pay differences are allowed if different: - ANSWER seniority
merit
quality
quantity
ect.
What are some reasons for the gender pay gap? - ANSWER - men usually
negotiate their initial contract more than women. Then both male and female
will get the same percentage increase but the males contracts was negotiated
higher in the beginning for the gap widens
- women more often request flexible work hours (for taking care of kids often)
Civil Rights Act of 1964 - ANSWER Title VII of CRA 1964 prohibits
employers from discriminating based on:
