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質問 81
Which of the following organizations must complete an annual EEO survey?
- A. A federal subcontractor with more than a hundred employees
- B. A university
- C. A bank that issues United States savings bonds
- D. A local government with fewer than a hundred employees
正解: C
解説:
Explanation: A bank that issues United States savings bonds must complete an annual EEO (equal employment opportunity) survey. This form must be completed before September 30, and must use employment data from a pay period of the most recent July, August, or September. The point of this survey is to ensure that employers are not discriminating in their hiring or promotion practices. Institutions of higher education, state and local governments with more than 100 employees, and federal subcontractors with more than 100 employees are not required to file an EEO survey.
質問 82
The extent to which the results of research can accurately identify a difference between trained and untrained employees is called
- A. selectivity.
- B. marginal difference.
- C. statistical power.
- D. statistical significance.
正解: C
解説:
Explanation: Statistical power is the extent to which research results accurately identify differences between trained and untrained employees. Of course, researchers want to design a method that will have the maximum statistical power. If the statistical power of the research is low, it is likely that a difference between the trained and untrained employees will pass unnoticed. It can be difficult to obtain powerful statistical results from research into employee training in large part because the methods of assessing performance are so subjective.
質問 83
The largest number of workrelated injuries and health problems in the United States each year belong to which of the following categories?
- A. Excess physical output
- B. Poor ergonomics
- C. Psychological strain
- D. Jobrelated stress
正解: B
解説:
Explanation: Poor ergonomics result in the largest number of workrelated injuries and health problems in the United States each year. Jobrelated stress and psychological strain no doubt contribute to a number of problems as well, but these areas are much more difficult to quantify. Excess physical output would apply largely to jobs with high physical activity - which is not necessarily a high percentage of jobs in the United States - whereas poor ergonomics can affect employees in almost every job.
質問 84
The Uniform Guidelines on Employee Selection Procedures declare that
- A. employers may use whichever selection tool they prefer.
- B. employers may never use selection tools that adversely impact protected classes.
- C. employers must use the selection tool that has the least adverse impact on protected classes.
- D. a selection tool has an adverse impact when the hiring rate for protected classes is less than half the rate for the class hired most often.
正解: C
解説:
Explanation: The Uniform Guidelines on Employee Selection Procedures declare that employers must use the selection tool that has the least adverse impact on protected classes. Of course, this provision is only applicable when the employer has access to more than one selection tool. When there is no other option, employers may use selection tools that adversely impact protected classes. According to the UGESP, an adverse impact exists when the selection rate for a protected class is 4/5 or less of the normal selection rate.
質問 85
How many months of COBRA coverage do employees terminated for gross misconduct receive?
- A. None
- B. Six
- C. Eighteen
- D. Twelve
正解: A
解説:
Explanation: Employees who are terminated for gross misconduct receive no COBRA coverage. This is really the only circumstance in which employees may be denied COBRA coverage. Even when an employee becomes eligible for Social Security benefits, he still receives COBRA coverage for 18 months. An employee who is terminated for reasons other than gross misconduct also continues to receive coverage for 18 months.
質問 86
Which of the following is recognized as a ranking system for businesses to utilize in reviewing employee behavior and ensuring that it meets the established standards?
- A. MBOS
- B. PBTS
- C. BARS
- D. TQMS
正解: C
解説:
Explanation: BARS refers to the Behaviorally Anchored Rating Scale that employers may use internally to determine whether employee behavior is meeting the standards. MBO (with no "S" at the end) typically refers to Management by Objective, in which businesses set certain goals and work toward reaching them within an established frame of time. TQM (no "S" at the end) refers to Total Quality Management, which is a program designed to improve business activity to increase the value for customers. PBT (also with no "S" at the end) refers to PerformanceBased Training and is intended to assist employees with improving their performance in certain jobs.
質問 87
What are the four styles of leadership identified by the HerseyBlanchard theory?
- A. showing, growing, sowing, bestowing
- B. managing, administrating, inspiring, following
- C. telling, selling, participating, delegating
- D. giving, taking, making, doing
正解: C
解説:
Explanation: The four styles of leadership identified by the HerseyBlanchard theory are telling, selling, participating, and delegating. This model was developed by Paul Hersey and Kenneth Blanchard in the late 1970s. The appropriate style of leadership in a particular situation depends on the sophistication and experience of the subordinates. The range, from least sophisticated audience to most, is telling, selling, participating, and delegating. Telling is explicit instruction, while selling is more general encouragement and inspiration. Participating is working alongside employees, and delegating is setting goals and assigning responsibility to others.
質問 88
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. Service Contract Act
- B. Rehabilitation Act
- C. Davis Beacon Act
- D. Fair Labor Standards Act
正解: B
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 89
Which of the following pieces of legislation was intended to improve accounting practices within public companies?
- A. HIPAA
- B. Title VII
- C. Rehabilitation Act
- D. SarbanesOxley Act
正解: D
解説:
Explanation: The SarbanesOxley Act was intended to improve accounting practices within public companies. The Rehabilitation Act penalized businesses for discriminating against employees who have a disability. Title VII of the Civil Rights Act of 1964 made it illegal for a business to discriminate against an employee due to his national origin. HIPAA, the Health Insurance Portability and Accountability Act of 1996, in part, protects workers against losing their health coverage immediately if they lose their jobs.
質問 90
In terms of required document retention, which of the following is not covered by Title VII of the Civil Rights Act of 1964?
- A. Affirmative action plan
- B. Apprentice selection records
- C. Tax deductions
- D. Employee resumes
正解: A
解説:
Explanation: Title VII of the Civil Rights Act of 1964 covers the following types of document retention: apprentice selection records, employee resumes, and tax deductions. It does not, however, apply to a business's affirmative action plan, which falls under Executive Order 11246.
質問 91
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. Priorpetition
- B. Blockingcharge
- C. Voluntaryrecognition
- D. Certificationyear
正解: B
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 92
Within how many days of receiving a citation must an employer file a Notice of Contest?
- A. 0
- B. 1
- C. 2
- D. 3
正解: C
解説:
Explanation: Should an employer receive a citation, he has a maximum of 15 days to file a Notice of Contest. The employer may certainly file the Notice of Contest within 7 days, but there is still time beyond this to consider the decision. Filing a Notice of Contest 30 or 45 days after receiving the citation would be too late.
質問 93
Which of the following would reduce information overload during orientation?
- A. Focus on the positive aspects of the organization
- B. Preventing openended discussion after presentations
- C. Handing out documents supplementary to lecture material
- D. Conducting the program in one installment rather than in a series of meetings
正解: C
解説:
Explanation: Handing out documents supplementary to lecture materials would help reduce information overload during orientation. Though it may seem that giving new employees more material to look over would contribute to information overload, research has suggested that employees are better able to understand complex subjects when they receive instruction in multiple modes. A focus on the positive aspects of the organization would not necessarily decrease information overload. Conducting a program in one installment would be more likely to overwhelm new employees. Finally, failing to allow employees to raise questions and concerns after a presentation will contribute to information overload.
質問 94
A small landscaping company argues that complying with ADA regulations would constitute an undue hardship. Which of the following company characteristics would NOT be considered by the government when evaluating this claim?
- A. Size of the company
- B. Cost of making reasonable accommodations
- C. Location of the company
- D. Financial status of the company
正解: C
解説:
Explanation: The government would not consider the location of the company when evaluating a claim that complying with ADA regulations would constitute an undue hardship. The government does issue some exceptions to the ADA in cases where compliance would significantly impair a business' viability. However, the precise location of the business should not have any effect.
質問 95
Which of the following agencies is responsible for enforcing the rights of veterans in the workplace?
- A. DOJ
- B. OFCCP
- C. DOL
- D. EEOC
正解: C
解説:
Explanation: The Department of Labor is responsible for enforcing the rights of veterans in the workplace. The EEOC, DOJ, and OFCCP are all responsible for enforcing other rights within the workplace.
質問 96
Felix is interviewing a candidate for a position in an oil and gas company with locations around the world. As they talk, the candidate mentions his wife. What is an appropriate question that Felix may ask the candidate about his family?
- A. Does your wife also work?
- B. Are you willing to relocate?
- C. Do you and your wife plan to have children?
- D. Do any other family members live with you?
正解: B
解説:
Explanation: If the candidate mentions family, an appropriate question, particularly for a company that has locations around the world, would be to ask if the candidate is willing to relocate. The other questions are inappropriate (Do you and your wife plan to have children? Do any other family members live with you? Does your wife also work?); the only way to acquire this information would be if the candidate decides to volunteer it.
質問 97
Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?
- A. Universities
- B. State government agencies
- C. Religious institutions
- D. Federal legislative bodies
正解: C
解説:
Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.
質問 98
Which of the following types of employee rating systems is usually better for a smaller group of employees but can be difficult to organize with a larger group?
- A. Forced distribution
- B. Nominal scale
- C. Ranking
- D. Paired comparison
正解: C
解説:
Explanation: A ranking system is usually better for a smaller group of employees but can be difficult to organize with a larger group. In a paired comparison, each employee's performance viewed in the context of another employee's performance. A forced distribution usually results in rating employees along a bell curve. A nominal scale is not recognized as a type of employee rating system.
質問 99
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