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質問 214
Helena is the human resources professional for a large legal firm. The upper management is interested in polling employees about ideas for improvements, but the firm has a solid hierarchy in place. As a result, many of the lowerlevel employees have confided in Helena that they do not feel comfortable speaking up. Which of the following ideas might Helena recommend to allow employees to voice their opinions without fear of upsetting higherranking employees?
- A. Brown bag lunch
- B. Focus group
- C. Suggestion box
- D. Email
正解: C
解説:
Explanation: A suggestion box offers employees a measure of anonymity in proffering ideas to the company's upper management. Brown bag lunches and focus groups require employees to participate actively, and as the scenario indicates many employees would be uncomfortable with this. Email might be private, but it certainly is not anonymous, so it would not represent the best recommendation for Helena to make.
質問 215
A marketing research company has decided to do a little research on its own employees to find out which communication methods work best. The company would like to implement a testing program that follows and reviews employee activities, and they are considering several options. To assist them in making the final decision, the company has forwarded the information to the human resources professional. What is the role of the human resources professional in this situation?
- A. Use current company policy and legal requirements to select the best testing program that may be applied to employees
- B. Assist the company by eliminating testing programs that are not appropriate and may not be used in this type of situation
- C. Recommend that the company develop a new testing program that more closely meets the unique needs of the organization
- D. Review the testing tools in advance to ensure they meet all legal and procedural requirements for reliability and fairness
正解: D
解説:
Explanation: As with question places the human resources professional in an advisory capacity. He should review any potential testing tools in advance to ensure that whatever testing program is selected meets any legal and procedural requirements that govern the company. The other answer choices contain elements of the correct answer, but none is completely correct. The human resources professional will apply company policy and legal requirements to the search for an appropriate testing program, but he may not necessarily be responsible for making the final choice. The human resources professional may very well recommend that the company develop its own testing program, but this is not likely to be the first step. The recommendation for a new program will follow the determination that other programs are not suitable or appropriate.
質問 216
OSHA 300 represents which of the following:
- A. Log of WorkRelated Injuries and Illnesses
- B. Summary of Workplace Problems
- C. Record of Employee Complaints and Referrals
- D. Injury and Illness Incident Report
- E. Employee Privacy Case List
正解: A
解説:
Explanation: OSHA 300 is officially the Log of WorkRelated Injuries and Illnesses. Answer choice A is incorrect because it more closely reflects OSHA 300A, which is a separate log. Answer choice B is incorrect because the Injury and Illness Incident Report is officially OSHA 301. Answer choices D is incorrect because it reflects an element of OSHA 300 but does not encompass the correct title of the log. Answer choice E is incorrect because it refers to one of OSHA's inspection priorities but not to the Log of WorkRelated Injuries and Illnesses.
質問 217
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four different countries. Which of the following methods of data collection would be most effective for Lewis to employ?
- A. Focus group
- B. Questionnaire
- C. Interviews
- D. Observation
正解: B
解説:
Explanation: The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback; the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be difficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.
質問 218
The head of the administrative department for a major university has asked Raisa, a human resources professional at the school, for a teambuilding exercise that will benefit the administrative department. The administrative department is composed of employees who work closely together daily but often run into conflicts that indicate a clash of personalities. The department head hopes to find a teambuilding exercise that will improve the relationships among staff members in the department. Which of the following should Raisa recommend to the department head?
- A. The MeyersBriggs Type Indicator
- B. A team obstacle course
- C. Reallife scenario recreation
- D. Roleplaying situations
- E. Team scavenger hunts
正解: A
解説:
Explanation: In the workplace, the MeyersBrigg Type Indicator is primarily used as a personality test to enable individuals to understand their personalities better and to assist staff members in appreciating how to interact with their coworkers more effectively. Due to the nature of the administrative department and its situation - employees who work together quite frequently and run into personality conflicts - the MeyersBrigg test will be Raisa's best recommendation. Answer choices A and C are incorrect because research has suggested a lack of longterm value in teambuilding activities such as obstacle courses and scavenger hunts. Answer choices B and E are also incorrect: while roleplaying situations and reallife scenarios might be beneficial to those who work in highly active and often sensitive fields, they will not necessarily be as useful for employees whose jobs is more focused around completing and maintaining paperwork for a university.
質問 219
A new employee is told by her coworkers that one of her duties is to handle customer queries as they arrive. However, her superior informs her that customer queries are to be handled by her department as a whole, and in fact she should defer to her coworkers until she becomes more acclimated. This employee's situation can be defined as
- A. role orientation.
- B. role ambiguity.
- C. role conflict.
- D. role overload.
正解: C
解説:
Explanation: The situation outlined above can be defined as role conflict. Role conflict exists when an employee does not understand exactly what is expected of him. This problem is common when an employee must report to more than one superior. Role orientation is the process of becoming familiar with an employee role. Role overload is a sense of anxiety or panic produced by a perception that one is being asked to do too much. Role ambiguity is a general lack of clarity regarding the parameters of the employee role. Goal ambiguity is particularly common when a new position has been created within the organization, and the requirements of the position have yet to be finalized.
質問 220
Which of the following provides the best definition of organization development?
- A. Analyzing the various elements of an organization's makeup and reviewing opportunities for improvement
- B. Discovering methods of strategic intervention to address problems within the organization
- C. Establishing means of employee participation in decisions that are made within organizations
- D. Creating a mutual understanding of the values within an organization
- E. Creating a sense of balance between employers and their employees in a company
正解: A
解説:
Explanation: Organization development is the process by which a human resources professional analyzes the elements of an organization's makeup and considers opportunities for improvement. Answer choice A is incorrect because the definition refers more to organization culture than it does to organization development. And answer choices B, C, and D are incorrect because they refer to elements of organization development but do not explain the larger definition of the process as a whole.
質問 221
What are the four Ps of marketing?
- A. product, price, place, promotion
- B. preview, position, price, persuasion
- C. promotion, place, position, (market) penetration
- D. product, price, payment, persistence
正解: A
解説:
Explanation: The four Ps of marketing are product, price, place, and promotion. Product refers to the characteristics, appearance, and specifications of the item or service being sold. Price refers to the art of maximizing profits by establishing the right cost for the product. Placement refers to the venues in which the product or service will be sold. Finally, promotion refers to the set of advertising and public relations activities designed to stimulate sale of the product.
質問 222
In Alderfer's theory of motivation, what do the letters ERG stand for?
- A. energy, relatedness, and growth
- B. energy, responsibility, and growth
- C. existence, responsibility, and growth
- D. existence, relatedness, and growth
正解: D
解説:
Explanation: In Alderfer's theory of motivation, the letters ERG stand for existence, relatedness, and growth. Like Maslow, Alderfer asserted that basic needs must be met before a person can attend to more sophisticated desires. Whereas Maslow defined the hierarchy of needs, in ascending levels of importance, as physiological, safety, love, status, and esteem, Alderfer reduced it to three. The first, existence, refers to all the activities aimed at maintaining life. The second, relatedness, refers to the need for connection with other people. The third, growth, is the innate human desire for personal evolution.
質問 223
During negotiations between an employer and the labor union, a charge of an unfair labor practice on the part of the union has arisen. The union has elections coming up soon, but the NLRA has established an election bar. Under the circumstances, which of the following types of union election bars would result?
- A. Certificationyear
- B. Priorpetition
- C. Voluntaryrecognition
- D. Blockingcharge
正解: D
解説:
Explanation: As indicated in the answer for question 160, a blockingcharge bar occurs when an unfair labor practice charge remains pending. Since this is the case in the scenario provided, the blockingcharge bar will apply. A priorpetition bar results when the union withdraws an election request petition and then resubmits it. A certificationyear bar results when the NLRB has recently recognized and certified a representative for bargaining on behalf of the union. A voluntaryrecognition bar occurs when the employer voluntarily recognizes the union as the primary bargaining unit for employees.
質問 224
The role of the human resources professional regarding FMLA rules includes all of the following except:
- A. Developing an FMLA documentation policy for the company
- B. Being familiar with FMLA requirements and changes
- C. Educating those in management about FMLA rules
- D. Working to avoid simultaneous FMLA leave among employees
正解: D
解説:
Explanation: The human resources professional is not expected to avoid simultaneous leave within the company. This may be inevitable, and the company cannot block employees from taking approved FMLA leave. The human resources professional is, however, expected to be familiar with FMLA requirements and changes, to educate management about FMLA rules, and to develop an FMLA documentation policy for the company.
質問 225
Which three factors does the HAY system use to classify jobs?
- A. knowledge, skill, and responsibility
- B. knowledge, skill, and ability
- C. knowledge, experience, and seniority
- D. knowledge, accountability, and problem solving
正解: D
解説:
Explanation: The HAY system classifies jobs according to knowledge, accountability, and problem solving. This system, which was developed in 1943, is a form of point factor grading. A job's accountability is the degree to which other members of the organization rely on that employee.
質問 226
Any penalties for failing to comply with the DrugFree Workplace Act must fall in line with standards that were laid out in which piece of legislation?
- A. Fair Labor Standards Act
- B. Davis Beacon Act
- C. Service Contract Act
- D. Rehabilitation Act
正解: D
解説:
Explanation: Any penalties for failing to comply with the DrugFree Workplace Act (1988) must fall in line with standards that were laid out in the Rehabilitation Act, which was passed in 1973. The Davis Beacon Act of 1931 placed federal regulations on minimum wage. The Fair Labor Standards Act of 1938 also focused on compensation rights for workers. Similarly, the Service Contract Act of 1965 focused on compensation for federal contract workers.
質問 227
As he arrives at work, Sven bumps into a tree in the company parking lot. He experiences some neck pain later in the day. Is this a workrelated injury?
- A. Yes, because the accident took place on company property.
- B. Yes, because the symptoms emerged at work.
- C. No, because Sven had not yet clocked in.
- D. No, injuries sustained in vehicle accidents on company property before or after work are not considered workrelated.
正解: D
解説:
Explanation: This is not considered a workrelated injury because vehicle accidents that occur on company property are not considered workrelated under the Occupational Health and Safety Act. If Sven had sustained this injury while driving somewhere in a company vehicle or in the pursuit of company business, the accident would be considered workrelated.
質問 228
During which phase of the strategic planning process would a SWOT analysis be most useful?
- A. construction
- B. evaluation
- C. adjustment
- D. environmental scan
正解: D
解説:
Explanation: A SWOT analysis would be most useful during the environmental scanning phase of the strategic planning process. During this phase, the strategy team tries to get the most accurate picture of the current state of the organization. A SWOT (strengths, weaknesses, opportunities, and threats) analysis is a common template for organizational selfassessment. It is a useful format because it requires planners to consider both internal (strengths and weaknesses) and external (opportunities and threats) factors.
質問 229
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