Reference no: EM13521564
True / False Questions
1. Companies often prefer internal hiring because it gives them a large labor market to recruit from.
2. Employing organizations usually have a lot of control over the quality of the flexible workforce.
3. A flexible workforce can be obtained by using staffing firms or independent contractors.
4. Outsourcing is a more drastic step than using independent contractors or temporary employees.
5. Outsourcing is confined almost exclusively to manufacturing work.
6. One reason organizations outsource is because specialized vendors can achieve economies of scale for routine tasks that would be performed across many organizations.
7. Organizations need to take diversity into account because the workforce has become more diverse.
8. Despite popular press to the contrary, there hasn't really been an increase in the number of Latinos and Asians in the American workforce.
9. Active diversity planning occurs when the organization encourages underrepresented minorities to apply for positions, actively recruits from a variety of sources, and provides additional training and mentoring to underrepresented groups.
10. Evidence suggests that demographically diverse teams are far more effective than homogeneous teams.
11. Studies show that women and minorities are largely indifferent to whether an organization has a commitment to diversity in their recruiting efforts.
12. Many organizations do not take demographic shifts in the workplace into account when developing staffing plans.
13. Targeted recruitment, inclusion of women and African-Americans on top management teams, work family accommodations, and affirmative action plans increase the racial and gender diversity of the organization's managerial workforce.
14. AAPs are organization-specific plans that have a legal origin and basis.
15. The components of AAPs are enforced by the Department of Workforce Diversity (DWD).
16. Federal contractors are legally required to have AAPs in place.
17. A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.
18. Replacement goals from AAPs are often legally termed "quotas" for minorities and women in an organization.
19. Some states have banned the use of AAPs for government contractors and educational institutions.
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Explain narrow and broad sense applied to philosophy
: Explain the Feminist View of abortion. Explain the 1967 Commission Report to Congress. Explain narrow and broad sense applied to philosophy
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Changing nature of jobs
: Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis.
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Staffing planning
: To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should
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Staffing planning
: A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past. This equation is used to predict futur..
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Diversity planning
: Targeted recruitment, inclusion of women and African-Americans on top management teams, work family accommodations, and affirmative action plans increase the racial and gender diversity of the organization's managerial workforce.
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Human resource planning
: One advantage of a core workforce is that the organization maintains the legal right to control employees working in its behalf, in terms of both work process and expected results.
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External influences
: In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process.
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Diversity planning
: To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should
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External influences
: A manager has collected data on the dollar value of sales and has divided this by the number of FTE. Assuming this relationship will hold in the future, and using projected sales, the manager estimates the number of employees required.
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