HOMEWORK 1 -HUMAN RESOURCE TEXT BOOK MCGRAW-HILL/DUSHKIN 12/13 21ST ED.

1. According to “Are You a Leader or a Laggard?”, many firms are reluctant to move quickly toward more sustainable business practices due to a lack of:

   a. interest by business stakeholders.

   b. understanding of policies and actions needed.

   c. financial payoffs from incorporating sustainable practices.

   d. proof that the environment is in danger.

 

 

2. As defined in “Are You a Leader or a Laggard?”, sustainable practices are those that focus on:

   a. process improvement.

   b. waste reduction.

   c. immediate value.

   d. collaborative efforts.

 

 

3. According to “Building Sustainable Organizations: The Human Factor,” when employees do not have health insurance from employers or elsewhere:

   a. they have higher salaries.

   b. they have higher mortality rates.

   c. they qualify for government assistance.

   d. there are no effects on their economic well-being.

 

 

4. As reported in “Building Sustainable Organizations: The Human Factor,” working long hours has been shown to:

   a. be more prevalent in Europe than in the United States.

   b. have no effect on health.

   c. improve productivity.

   d. correlate to rates of hypertension.

 

 

5. As claimed in “Grooming the Next Generation,” for a company in the service industry, the most valuable resource is:

    a. intellectual capital.

   b. senior employees.

   c. risk managers.

   d. new workers.

 

 

6. As reported in “Grooming the Next Generation,” Aon Corporation’s future workers come from:

   a. organizations for retired Baby Boomers.

   b. overseas corporations.

    c. community universities.

   d. top-tier schools across the world.

 

 

7. According to “Engaged Employees = High-Performing Organizations,” low staff turnover in all industries during the U.S. economic downturn was a result of:

   a. staff loyalty to their struggling employers.

   b. employee apathy about the future.

    c. a dearth of available job opportunities.

   d. an increased corporate focus on employee engagement.

 

 

8. According to “Is Everyone Disabled under the ADA?”, under the Americans with Disabilities Act (ADA), an individual is considered to have a disability under all of the following scenarios except that the individual:

   a. is regarded by an employer as having an impairment, whether or

      not one is actually present.

   b. has a physical or mental impairment that meets certain

      conditions.

   c. has a record of having an impairment that meets certain

      conditions.

    d. could have an impairment in the future due to a genetic

      predisposition to such an impairment.

9. According to “The ‘Equal Opportunity Harasser’: The Slow Demise of a Strange Concept,” the Title VII regulations against workplace sexual harassment are not triggered in a case of sexual harassment involving:

   a. same-sex sexual harassment.

   b. opposite-sex sexual harassment.

   c. sexual harassment of a transsexual person.

    d. sexual harassment of both men and women by the same offender.

 

 

 

 

10. As defined in “The ‘Equal Opportunity Harasser’: The Slow Demise of a Strange Concept,” quid pro quo sexual harassment might involve:

    a. an employer offering an employee a raise in exchange for sexual

      favors.

   b. “girlie” calendars displayed on the walls of an office.

   c. a male supervisor asking a male employee for a date.

   d. employees of either sex using derogatory sexual terms toward a

      female coworker.

 

 

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