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Tuesday, 28 February 2017

BUS 335 WEEK 3 QUIZ 2 CHAPTER 2,3

BUS 335 WEEK 3 QUIZ 2 CHAPTER 2,3

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BUS 335 WEEK 3 QUIZ 2 CHAPTER 2,3

True / False Questions
1. The employer-employee relationship is the most prevalent type of employment relationship.
True False

2. Employment contracts may be written but not in oral form.
True False

3. The specificity of the language used in an employment contract must be very extensive.
True False

4. The formal agreement which specifies the employment terms and conditions for the employee and employer is called an employment contract.
True False

5. An employer does not incur any legal responsibilities or liabilities regarding its employees.
True False

6. The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but only for certain reasons.
True False

7. There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.
True False

8. An independent contractor is legally considered an employee of the employer who hired him/her.
True False

9. If an employer hires an independent contractor, it may reduce the employer’s exposure to laws and regulations governing the employment relationship.
True False

10. A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer.
True False

11. Temporary employees are considered to be employees of the temporary help agency that obtained them through its own staffing process.
True False

12. Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency.
True False
Multiple Choice Questions
13. Regarding employment contracts, ________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of the above are correct

14. The most prevalent form of the employment relationship is _________.
A. independent contractor
B. employer-employee
C. temporary employee
D. employer-employer

15. The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called _________.
A. employment-at-will
B. affirmative action
C. equal employment opportunity
D. a consent decree

16. An example of an exception to the principle of employment-at-will would be _________.
A. employers cannot discharge employees on the basis of poor performance
B. employers cannot discharge employees on the basis of race
C. employers cannot discharge employees for stealing from the company
D. none of the above

17. Which of the following statements is true regarding independent contractors?
A. An independent contractor is a legal employee of the company which hired him/her.
B. Using an independent contractor increases the employer’s exposure to laws and regulations governing the employment relationship.
C. Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.
D. Using an independent contractor substantially increases the right of the employer to control the contractor.

18. Which of the following factors increase the likelihood that a worker will be considered an independent contractor?
A. The independent contractor works without supervision or oversight from the employer.
B. The independent contractor sets his or her own work hours.
C. The independent contractor is paid by the project rather than by the time spent.
D. All of the above.

19. Which of the following is true regarding temporary employees?
A. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.
B. During job assignments, temporary workers are on the payroll of the organization using their services.
C. Use of temporary workers can often raise issues of “co-employment.”
D. All of the above are correct.

20. What can employers do to ensure that permatemps, that is, individuals from staffing firms who have long-term relationships with an employer, are not considered employees of their firm?
A. Never exercise direct control over these people and treat them separate from regular employees.
B. Ensure they provide sufficient training and supervision.
C. Provide permatemps with special hats indicating their status as temporary.
D. None of the above are correct.

Laws and Regulations
True / False Questions
21. Employment laws and regulations exist, in part, to reduce or limit the employer’s power in the employment relationship.
True False

22. Laws and regulations provide protections to employees that they could not possibly acquire individually in an employment contract.
True False

23. The Civil Rights Act specifically mentions employment practices that are permitted for employers.
True False

24. The majority of common law decisions are made at the federal level.
True False

25. Constitutional law supersedes any other source of law or regulation.
True False

26. Examples of common law include the Fifth and Fourteenth Amendments to the Constitution.
True False

27. The Civil Rights Act is a statutory source of law/regulations.
True False

28. Agencies that enforce staffing laws typically do not rely on written documents to perform their functions.
True False
Multiple Choice Questions
29. Which of the following statements is true regarding the laws and regulations which govern the employment relationship?
A. Their purpose is to create a reasonable balance of power between the employer and employee.
B. Their purpose is to create a reasonable power advantage for employees.
C. Their purpose is to create a reasonable power advantage for employers.
D. Their purpose is to provide protections for employees only.

30. The primary source of common law is ________.
A. the Constitution
B. federal statutes
C. past court decisions
D. federal agency guidelines

31. Due process rights have their primary source in _________.
A. EEOC guidelines
B. federal statutes
C. state statutes
D. the U.S. Constitution Amendments

32. A _________ is a civil wrong that occurs when the employer violates a duty owed to its employees or customers that results in harm or damages.
A. tort
B. crime
C. constitutional law violation
D. failure of due process

33. Statutory law is derived from ________.
A. court cases
B. the US constitution and its amendments
C. written documents passed by legislative bodies
D. agencies at the federal, state and local levels

34. Agencies that regulate fair employment practice exist at which level?
A. federal
B. state
C. local
D. all of the above

35. The role of federal agencies is to __________.
A. develop, create, and implement the law
B. interpret, administer, and enforce the law
C. facilitate greater communication between courts
D. render decisions in court cases regarding employment law

EEO/AA Laws: General Provisions and Enforcement
True / False Questions
36. Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.
True False

37. When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.
True False

38. Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.
True False

39. The Civil Rights Act prohibits discrimination on the basis of age or disability status.
True False

40. The Age Discrimination in Employment Act covers individuals over the age of 40.
True False

41. Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.
True False

42. Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.
True False

43. Claims of disparate impact focus on the effect of employment practices, rather than on the motive or intent underlying them.
True False

44. Applicant flow statistics look at differences in selection rates (proportion of applicants hired) among different groups for a particular job.
True False

45. The EEOC’s preferred method of settlement for employment discrimination claims is a lawsuit.
True False

BUS 335 WEEK 2 QUIZ 1 CHAPTER 1

BUS 335 WEEK 2 QUIZ 1 CHAPTER 1

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BUS 335 WEEK 2 QUIZ 1 CHAPTER 1

True / False Questions
1. Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job.
True False

2. For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue.
True False

3. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.
True False

4. Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
True False

5. Internal staffing systems work in fundamentally different ways than external staffing systems.
True False

6. Organizations should attempt to eliminate all employee turnover if at all possible.
True False

7. Employee turnover does not represent a significant cost to most organizations.
True False

8. Staffing is more of a process than an event.
True False

9. Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
True False

10. Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.
True False

11. Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.
True False

12. Employee shortages seldom require job reassignments or overtime for current employees.
True False

13. When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.
True False

14. Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.
True False
Multiple Choice Questions
15. The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness is called ________.
A. staffing
B. recruitment
C. selection
D. placement

16. Which of the following statements is true regarding staffing?
A. The organization is the only active player in the staffing process.
B. The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers.
C. The staffing process should only be viewed from the perspective of the individual (line) manager.
D. None of the above

17. The process that involves the placement of new hires on the actual job they will hold is called ___________.
A. acquisition
B. deployment
C. retention
D. none of the above

18. The purpose of retention systems is to __________.
A. attract qualified applicants to job openings in the organization
B. establish a good person-job match
C. manage the flow of employees out of the organization
D. establish a good person-organization match

19. Staffing systems exist, and should ultimately be used, to __________.
A. ensure that day-to-day operations run smoothly
B. ensure that procedural, transactional, and routine activities are accomplished
C. reduce costs regardless of the effects on quality or quantity
D. contribute to the attainment of organizational goals such as survival, profitability, and growth

Staffing Models
True / False Questions
20. The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
True False

21. When head count requirements exceed availabilities, the organization will be overstaffed.
True False

22. The person/job match model says that jobs are characterized by their level of qualifications and motivation.
True False

23. The person/job match model says that individuals are characterized by their level of qualifications and motivation.
True False

24. The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.
True False

25. Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.
True False

26. In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match.
True False

27. It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.
True False

28. The three stages of entering an organization (in order) are selection, recruitment, and employment.
True False

29. The initial stage in the staffing system components model is recruitment.
True False

30. The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.
True False

31. The selection stage of the staffing process emphasizes the assessment and evaluation of job applicants.
True False

32. Self-selection refers to employee decisions about whether to continue in or drop out of the staffing process.
True False

33. Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.
True False

34. Support activities for HR include legal compliance, planning, and job analysis.
True False

35. Core activities for HR include legal compliance, planning, and job analysis.
True False
Multiple Choice Questions
36. According to the staffing quantity model, an organization will be __________ when availabilities exceed requirements.
A. fully staffed
B. understaffed
C. overstaffed
D. none of the above

37. The staffing quantity model uses _________ to determine whether a condition of being overstaffed, fully staffed, or understaffed exists.
A. projected staffing requirements
B. projected staffing availabilities
C. projected economic trends
D. A and B are both needed

38. Which of the following are portions of person-job match?
A. Jobs are characterized by their requirements.
B. Jobs are characterized by their embedded rewards.
C. Individuals are characterized by their level of qualification and motivation.
D. All of the above.

39. Which of the following statements is false regarding person-job match?
A. Jobs are characterized by their requirements and embedded rewards.
B. Individuals are characterized by their level of qualification.
C. Organizational culture is an important aspect of person-job match.
D. Individuals can be characterized by their motivation levels.

40. The person/job match model says that there must be a match between _______.
A. job requirements with KSAOs and job rewards with individual motivation
B. job requirements and individual motivation
C. KSAOs and individual motivation
D. none of the above

41. Regarding the person/job match model, _______.
A. staffing is only concerned with the job requirements-KSAO portion of the match
B. job requirements should be expressed in terms of only tasks involved and not KSAOs
C. It applies only to tasks that have been identified and written down
D. none of the above are correct

42. In terms of the person/organization match ________.
A. the “organization” includes only tasks to be performed that are written down as part of the job description
B. attempts to match people to organization values should not be made
C. there is a concern with the “fit” of people to multiple jobs or future jobs
D. all of the above are correct

43. Which of the following matching concerns arise in person-organization match?
A. values, new job duties, multiple jobs, and future jobs
B. values, qualifications, and motivation
C. person, process, and principle
D. all of the above are correct

BUS 335 ASSIGNMENT 2 BUSINESS EXPANSION

BUS 335 ASSIGNMENT 2 BUSINESS EXPANSION

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BUS 335 ASSIGNMENT 2 BUSINESS EXPANSION

Assignment 2 – Business Expansion and Sustainability With References – STR NEW 2015 Version

In order to complete this assignment, refer to the scenario that you chose in Assignment 1.

Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.

Using the scenario from Assignment 1, write a six to seven (6-7) page paper in which you:

1. 1. Identify three (3) job requirements (e.g., needed certifications, previous work experience, external influences, etc.) that could apply to your chosen scenario. Determine two (2) ways these requirements could impact staffing at your organization. Next, suggest one (1) strategy that you could utilize to ensure that all applicants meet the identified job requirements for your organization. Justify your response.

2. 2. Outline a long-term recruitment plan that contains at least four (4) components, is aligned with your company’s recruitment strategy, but also addresses possible job skill or credential shortages. Note: Consider concepts such as succession planning and hiring retirees.

3. 3. Describe three (3) branding strategies that you would employ to attract qualified applicants to your organization. Next, suggest three (3) communication methods that you would utilize to reach out to applicants. Predict the outcome of integrating your branding strategies and communication methods at your organization. Provide a rationale for your response.

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BUS 335 ASSIGNMENT 1

BUS 335 ASSIGNMENT 1

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BUS 335 ASSIGNMENT 1

Assignment 1 – Staffing Plan for a Growing Business – STR NEW 2015 Version

Select one (1) of the scenarios and write a four to five (4-5) page paper in which you:

1. 1. Identify two (2) types of staffing models that could apply to your chosen scenario and determine which model would be best suited for efficiency, productivity, and possible future growth. Examine the significant effect of each identified staffing model on processes that may be occurring within the organization (e.g., outsourcing, contingent workers, consulting firms, etc.).

2. 2. Predict the major potential legal issues that you may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed certifications and credentials. Next, explain the method of achieving transparency within your staffing model. Justify your response.

1. 3. Specify three (3) tasks that you need to perform to identify, analyze, and develop job requirements and task statements that you will include in formalized job descriptions. Next, predict the frequency with which you would need to review and adjust these job descriptions as your company progresses. Provide a rationale for your response.

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BUS 330 WEEK 5 COMPLETE WORK

BUS 330 WEEK 5 COMPLETE WORK

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BUS 330 WEEK 5 COMPLETE WORK

BUS 330 Week 5 (Final- Principles of Marketing)
BUS 330 Week 5 DQ 1 (Corporate Social Responsibility)
BUS 330 Week 5 DQ 2 (Marketing Ethics and Children)
BUS 330 Week 5 Quiz (10 Q & A)

BUS 330 WEEK 3 COMPLETE WORK

BUS 330 WEEK 3 COMPLETE WORK

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BUS 330 WEEK 3 COMPLETE WORK – A GRADED

BUS 330 Week 3 (Youth-Oriented Consumer Economies- 500 Words,
BUS 330 Week 3 DQ 1 (CRM-Customer Relationship Management).docx
BUS 330 Week 3 DQ 2 (Demographics and Trends Overlap).docx
BUS 330 Week 3 Quiz (10 Q & A).docx

BUS 330 WEEK 3 COMPLETE WORK – A GRADED

BUS 330 WEEK 3 COMPLETE WORK – A GRADED

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BUS 330 WEEK 3 COMPLETE WORK – A GRADED

Week 3 Complete Work(Assignment, Quiz And Dqs) – A Graded

BUS 330 Week 3 (Youth-Oriented Consumer Economies- 500 Words,
BUS 330 Week 3 DQ 1 (CRM-Customer Relationship Management).docx
BUS 330 Week 3 DQ 2 (Demographics and Trends Overlap).docx
BUS 330 Week 3 Quiz (10 Q & A).docx