MAN6366 – ORG. STAFFING TEST QUESTIONS
AND 100% CORRECT ANSWERS
Big 'E' Evidence - ANSWER generalizable knowledge regarding cause-effect
connections derived from scientific methods (ex: specific goals promote higher
attainment than general/vague goals)
Little 'e' evidence - ANSWER data systemically gather in a particular setting to
inform local decisions (ex: rigorous situational assessment/job analysis)
Primacy/Recency Effect - ANSWER remember the first and most recent thing
best
confirmation bias - ANSWER seek things to support what you already believe
pre-decision info distortion - ANSWER self-fulfilling prophecy; confirmation
bias before making the decision
Equal Employment Opportunity (EEO) - ANSWER the condition in which all
individuals have an equal chance for employment, regardless of their race,
color, religion, sex, national origin, disability, or age
§ EEO: Constitutional amendments
Equal Pay Act of 1963 - ANSWER Men and women doing equal work in an
organization must be paid the same; Pay different are allowed if different
seniority, merit, quality, quantity, etc.
Age Discrimination in Employment Act of 1967 - ANSWER Prohibits hiring,
firing, setting compensation rates, and other employment decisions based on a
person's age being 40 and over
, Civil Rights Act of 1964 - ANSWER TITLE VII of CRA 1964 prohibits
employers from discriminating based on: race, color, religion, sex, national
origin
Americans with Disabilities Act of 1990 - ANSWER Prohibits discrimination
based on disability in all employment practices
Disparate (Adverse) Treatment - ANSWER Intentional discrimination where
employer knowingly discriminated based on the individual's race, color,
religion, sex, national origin, age, or disability status
Stray remark - ANSWER discriminatory words or phrases that do not result in
actual discrimination in employment
Bona Fide Occupational Qualification (BFOQ) - ANSWER an exception in
employment law that permits sex, age, religion, and the like to be used when
making employment decisions, but only if they are "reasonably necessary to the
normal operation of that particular business." BFOQs are strictly monitored by
the Equal Employment Opportunity Commission
Disparate (Adverse) Impact - ANSWER A condition in which employment
practices are seemingly neutral yet disproportionately exclude a protected group
from employment opportunities
4/5 Rule - ANSWER evidence suggesting discrimination if an organization's
hiring rate for a minority group is less than 4/5 (80%) of the hiring rate for the
majority group
Effective HR practices include: - ANSWER profitability, customer satisfaction,
productivity, job satisfaction, innovation
Sustainable competitive advantage - ANSWER a value creating strategy not
simultaneously being implemented by any current or potential competitors and
other firm are unable to duplicate the benefits of the strategy (valuable, rare,
inimitable, and no substitutes)
Work Force is aging because: - ANSWER Longer life expectancy, financial
incentives, younger people pursuing more education
AND 100% CORRECT ANSWERS
Big 'E' Evidence - ANSWER generalizable knowledge regarding cause-effect
connections derived from scientific methods (ex: specific goals promote higher
attainment than general/vague goals)
Little 'e' evidence - ANSWER data systemically gather in a particular setting to
inform local decisions (ex: rigorous situational assessment/job analysis)
Primacy/Recency Effect - ANSWER remember the first and most recent thing
best
confirmation bias - ANSWER seek things to support what you already believe
pre-decision info distortion - ANSWER self-fulfilling prophecy; confirmation
bias before making the decision
Equal Employment Opportunity (EEO) - ANSWER the condition in which all
individuals have an equal chance for employment, regardless of their race,
color, religion, sex, national origin, disability, or age
§ EEO: Constitutional amendments
Equal Pay Act of 1963 - ANSWER Men and women doing equal work in an
organization must be paid the same; Pay different are allowed if different
seniority, merit, quality, quantity, etc.
Age Discrimination in Employment Act of 1967 - ANSWER Prohibits hiring,
firing, setting compensation rates, and other employment decisions based on a
person's age being 40 and over
, Civil Rights Act of 1964 - ANSWER TITLE VII of CRA 1964 prohibits
employers from discriminating based on: race, color, religion, sex, national
origin
Americans with Disabilities Act of 1990 - ANSWER Prohibits discrimination
based on disability in all employment practices
Disparate (Adverse) Treatment - ANSWER Intentional discrimination where
employer knowingly discriminated based on the individual's race, color,
religion, sex, national origin, age, or disability status
Stray remark - ANSWER discriminatory words or phrases that do not result in
actual discrimination in employment
Bona Fide Occupational Qualification (BFOQ) - ANSWER an exception in
employment law that permits sex, age, religion, and the like to be used when
making employment decisions, but only if they are "reasonably necessary to the
normal operation of that particular business." BFOQs are strictly monitored by
the Equal Employment Opportunity Commission
Disparate (Adverse) Impact - ANSWER A condition in which employment
practices are seemingly neutral yet disproportionately exclude a protected group
from employment opportunities
4/5 Rule - ANSWER evidence suggesting discrimination if an organization's
hiring rate for a minority group is less than 4/5 (80%) of the hiring rate for the
majority group
Effective HR practices include: - ANSWER profitability, customer satisfaction,
productivity, job satisfaction, innovation
Sustainable competitive advantage - ANSWER a value creating strategy not
simultaneously being implemented by any current or potential competitors and
other firm are unable to duplicate the benefits of the strategy (valuable, rare,
inimitable, and no substitutes)
Work Force is aging because: - ANSWER Longer life expectancy, financial
incentives, younger people pursuing more education
