Bus/335 Week 5 Quiz

BUS 335 Week 5 Quiz Strayer

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http://www.hwgala.com/BUS-335-Week-5-Quiz-Strayer-322.htmQuiz 4 Chapter 5 and 6Chapter 5Student: ___________________________________________________________________________1.Most organizational recruiting is done in-house.TrueFalse2.Organizations with low turnover rates will probably prefer to use internal recruitment agencies.TrueFalse3.Some organizations cooperate with one another during recruitment drives to minimize individual recruitment costs.TrueFalse4.A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.TrueFalse5.One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.TrueFalse6.It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.TrueFalse7.One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.TrueFalse8.Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.TrueFalse9.The practice of not charging the business unit may result in the business unit users not being concerned about minimizing recruitment costs.TrueFalse10.Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.TrueFalse11.A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.TrueFalse12.Most recruiters receive a great deal of training.TrueFalse13.Research consistently shows that HR department employees make better recruiters than line managers.TrueFalse14.Which of the following is an advantage of using an external recruiting agency?A.it ensures consistency from opening to closingB.it is useful for companies too small to have dedicated recruitersC.it is very inexpensiveD.all of the above15.Which of the following are advantages of centralized recruitment?A.duplications of effort are reducedB.increased responsiveness to immediate needsC.closer links to day-to-day operationsD.decreased costs in the centralized HR function16.Which of the following are components of a well-developed recruiting requisition?A.quantity of labor to be hiredB.affirmative action compliance methodsC.list of selection methods to be usedD.all of the above17.Which of the following is not one of the major areas written into recruiting budgets?A.website development and administrationB.costs of signing bonusesC.time spent making personal contacts and following up with candidatesD.bringing candidates onsite18.A recruiting requisition is ________________________.A.a formal document that authorizes the filling of a job openingB.a flowchart that enumerates costs of each selection toolC.a formal document that details the process to be followed to attract applicants to a jobD.a description of the costs and benefits of various methods of selection19.A recruitment guide is ________________________.A.a formal document that authorizes the filling of a job openingB.a flowchart that enumerates costs of each selection toolC.a document that details the process to be followed to attract applicants to a jobD.a description of the costs and benefits of various methods of selection20.Research suggests that an ideal recruiter has ________________________.A.strong interpersonal skillsB.knowledge about the organizationC.extensive knowledge about the jobD.all of the above21.With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.TrueFalse22.The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.TrueFalse23.Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.TrueFalse24.Targeted recruiting is a poor choice for diversity-conscious firms.TrueFalse25.Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.TrueFalse26.It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.TrueFalse27.One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.TrueFalse28.Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.TrueFalse29.Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.TrueFalse30.Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.TrueFalse31.Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.TrueFalse32.One major problem with Internet-based recruiting is that there are too few applications for most jobs.TrueFalse33.Niche employment websites are a popular method for finding recruits with a specific set of skills.TrueFalse34.Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.TrueFalse35.Executive search firms are usually extremely expensive.TrueFalse36.In a small number of states, there are employment or job service options to help employers find candidates for jobs.TrueFalse37.Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match.TrueFalse38.If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.TrueFalse39.There has not been any research on the effectiveness of various recruitment sources.TrueFalse40.What are the two major strategies for recruiting?A.open or shutB.proactive or pensiveC.open or targetedD.general or targeted41.Which of the following is an advantage of open recruiting?A.it is seen as more fairB.it ensures a diverse set of applicantsC.a small set of qualified applicants is consideredD.both a and b42.Which of the following is an advantage of targeted recruiting?A.it is seen as more fairB.it ensures a diverse set of applicantsC.a small set of qualified applicants is consideredD.both a and b43.Which situation most strongly calls for open recruitment?A.a small number of applicants are requiredB.specific skill sets are neededC.pre-entry qualifications are not importantD.the organization is downsizing44.Which situation most strongly calls for targeted recruitment?A.a small number of applicants are requiredB.specific skill sets are neededC.pre-entry qualifications are not importantD.the organization is downsizing45.The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called __________.A.targeted recruitmentB.job requirements matrix recruitmentC.geographic area recruitmentD.strategic recruitment46.Which of the following is an appropriate use of targeted recruiting?A.Using non-traditional sources to enhance minority hiring.B.Broadening the geographical recruitment area to control selection costs.C.Eliminating recruitment sources to minimize yield ratios.D.Using demographics to avoid certain classes of potential applicants.47.Which of the following are not components of a strong corporate recruiting website?A.exciting flash graphics presentations of opportunitiesB.detailed information on career opportunitiesC.rsum buildersD.self-assessment inventories48.A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is ____________.A.a job cart functionB.personal search enginesC.self-assessment inventoriesD.all of the above49.Which of the following statements about using employee referrals is true?A.those recruited by employee referrals tend to be less committedB.those recruited by referrals are more qualified and committedC.referral programs may be effective, but few are hired in this wayD.over 80% of organizations provide incentives for referrals50.Which of the following statements is false?A.many employment sites now offer the ability to create and approve job requisitions onlineB.employment sites sometimes cross-list jobs with local newspapersC.at any given time there are millions of rsums available on employment websitesD.none of these statements is false51.College placement offices are used because ___________.A.they reach individuals with diverse levels of skills for all job typesB.it really doesn't matter which college you recruit from because they're all the sameC.it's fast and easy to establish relationships with campus recruiting officesD.campus recruiting efforts are seen as more credible than websites or bulletin boards52.The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply.A.highly eager group of applicantsB.relatively homogenous population of individualsC.uniformly high quality of individualsD.large number of individuals53.A high cost method of search may be worth the cost to the organization if ___________.A.the job is not crucial to the organization's successB.KSAOs are in short supplyC.only a small number of individuals are neededD.none of the above54.Evidence suggests that, overall, ___________ are likely to attract employees who have a better understanding of the organization and its culture.A.referrals and job trialsB.websitesC.newspaper advertisingD.employment agencies55.A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear.TrueFalse56.Research suggests that realistic job previews lead to massive reductions in turnover.TrueFalse57.The hope with realistic job previews is that job applicants will self-select into and out of the organization.TrueFalse58.There is some evidence that realistic job previews might scare away the most promising job candidates.TrueFalse59.Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.TrueFalse60.Written or videotaped RJPs are more effective than verbal RJPs.TrueFalse61.Realistic recruiting messages are less effective for those with considerable previous job experience.TrueFalse62.Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.TrueFalse63.An organization's employment brand is completely different than its product market image.TrueFalse64.A targeted recruiting message is designed to appeal to a particular audience.TrueFalse65.A realistic job preview strategy is best for tight labor markets or higher-value jobs.TrueFalse66.Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.TrueFalse67.Advertising is an ideal method for providing rich information to job candidates.TrueFalse68.It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.TrueFalse69.Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.TrueFalse70.A realistic job preview is _________________________.A.a description of a job that integrates both positive and negative informationB.a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the jobC.a series of structured video exercises showing a job's task characteristicsD.a largely negative recruiting approach71.Research suggests __________ realistic job previews lead to reduce turnover most.A.verbalB.videotapedC.writtenD.computerized72.What is the main reason for taking a realistic job preview approach to developing a job communication message?A.The approach aids applicants in self-selecting out of the organization.B.The method enhances AA compliance.C.The approach results in lower advertising costs.D.The approach presents potential job applicants with the most attractive description of the job attributes.73.Which method of recruiting is most effective at reducing turnover?A.realisticB.targetedC.considerateD.branded74.Which method of recruiting is most effective for tight labor markets and highly valued jobs?A.realisticB.targetedC.considerateD.branded75.Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?A.realisticB.targetedC.considerateD.branded76.Which of the following statements regarding the development of recruiting strategies is false?A.recruiting information coming from employees is seen as especially credibleB.the most effective messages also allow employees to find more information and customize their experienceC.recruiting advertisements in publications with large circulations will usually be more expensiveD.organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal77.Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies?A.recruitment brochuresB.word of mouthC.advertisingD.organizational websites78.Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants?A.recruitment brochuresB.word of mouthC.advertisingD.organizational websites79.Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.TrueFalse80.Applicants have a strong preference for recruiters who are the same gender and race as they are.TrueFalse81.Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants.TrueFalse82.Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.TrueFalse83.Although delays in the recruiting process should not be ignored, in general, they don't have much effect on applicant attraction to an organization.TrueFalse84.The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.TrueFalse85.Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.TrueFalse86.Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.TrueFalse87.Traditional recruiting methods like campus recruiting and job fairs are an ideal method for increasing the age diversity of the workforce.TrueFalse88.It is a bad idea to share too much information with applicants about the selection system during the later parts of the recruiting process because it's likely that applicants will just learn how to game the system.TrueFalse89.Applicants typically prefer recruiters who are ________________.A.well-informed about the jobB.in an HR-related functionC.the same genderD.brusque90.Recruiter characteristics are ________________.A.important in every stage of the selection processB.not at all related to employee interested in a companyC.not as important as the actual job characteristicsD.equally related to applicant attitudes and behaviors91.Recruiters should not _______________.A.be knowledgeable of the job rewardsB.be knowledgeable of job characteristicsC.show enthusiasm during recruiting interviewsD.try to avoid showing too much interest in candidates92.Research suggests that an ideal recruiter possesses ________________.A.strong interpersonal skillsB.knowledge about the organization, jobs, and career issuesC.enthusiasm about the organization and job candidatesD.all of the above93.Which of the following statements is false?A.applicants are very concerned about the fairness of recruiting processesB.delay times in the recruiting process can reduce applicant interestC.increasing expenditures on recruiting increases yieldsD.none of the above94.Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process?A.advertisements showing women and minorities in positions of leadershipB.advertisements showing a relatively homogeneous workforceC.advertising in publications that aim for a general audienceD.none of the above95.Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.TrueFalse96.Only those who fill out paperwork for employment need be considered applicants, for legal purposes.TrueFalse97.If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.TrueFalse98.According to the OFCCP, to be considered an Internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.TrueFalse99.The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.TrueFalse100.Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.TrueFalse101.Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.TrueFalse102.The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.TrueFalse103.It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.TrueFalse104.Which of the following is not a good way to manage the recruiting process for optimal legal defense?A.require a formal application from all who seek to be consideredB.require that the applicant indicate the precise position applied forC.keep applications on hold or on file for future considerationD.keep track of applicants who drop out of the process105.Which of the following is not required for someone to be considered an Internet applicant?A.the individual submits an expression of an interest in employmentB.the employer considers the individual for employment in a particular positionC.the individual possesses the basic qualifications for the positionD.evidence of a visit to the physical employment site106.Employers need to keep track of which of the following for adverse impact calculations?A.demographic profiles of all who visit organizational websitesB.all expressions of interest submitted through the InternetC.only applications backed up by paper filesD.none of the above107.Which of the following statements is true regarding the OFCCP's regulation of affirmative action plans?A.organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP successB.language specifically encouraging women and minorities to apply is bannedC.ratios of applicants by race and gender categories must be adhered to strictlyD.none of the above108.OFCCP suggested actions for the recruitment process include _____________.A.encourage white male employees to refer job applicantsB.carefully select and train all personnel included in staffingC.eliminate the use of job descriptionsD.none of the above109.What is the legal status of video rsums?A.they are considered a very low risk recruiting toolB.they can lead to lawsuits related to "lookism"C.they have been banned outright in most statesD.they reveal protected class characteristics that may form the basis of a lawsuit110.Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting?A.that a misrepresentation occurredB.that the plaintiff relied on the information to make a decisionC.that the plaintiff had perfect knowledge regarding the misrepresentationD.that the plaintiff was injured because of reliance on the information111.Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC?A."Applicants must be enthusiastic and willing to take risks."B."Applicants should be recent college graduates."C."Applicants should be healthy and athletic."D."Applicants should be gentlemen of outstanding character."

Chapter 6Student: ___________________________________________________________________________1.As a result of rising recruiting, selection, training, and development costs, companies are increasingly looking externally to staff positions.TrueFalse2.Hierarchical mobility paths make it very easy, from an administrative vantage point, to identify where to look for applicants in the organization.TrueFalse3.Under a parallel track system, the job titles and salaries of technical specialists are treated as hierarchically arranged.TrueFalse4.Alternative mobility paths tend to be very difficult to administer.TrueFalse5.One hallmark of hierarchical mobility paths is an emphasis on pay for skill development and learning.TrueFalse6.To maintain employee motivation, alternative mobility paths may need to be supplemented with pay for skill development and counseling sessions.TrueFalse7.It is probably best to avoid listing who is eligible for open positions in a mobility policy, because it will just lock the organization in.TrueFalse8.Research suggests that employees really don't care if mobility policies are well-spelled out, because they only care if they personally get promoted.TrueFalse9.If only an external recruitment search is conducted, the morale of existing employees may be reduced when they feel that they have been passed over for a promotion.TrueFalse10.A major difference between internal and external recruitment is that external recruitment not only fills vacancies but also creates them.TrueFalse11.Some of the features of hierarchical mobility paths includeA.they are easier to administerB.the prospect of promotions can motivate employeesC.they may not be useful in flat organizational structuresD.all of the above12.Which of the following is true regarding mobility paths?A.Hierarchical mobility paths are primarily lateral in direction.B.Hierarchical mobility paths make it easy to identify where to look for applicants in an organization.C.Alternative mobility paths may move in any direction.D.Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.13.Which of the following is a disadvantage of alternative mobility paths?A.they can discourage development of core disciplinary knowledgeB.they are seen as hostile to the advancement of women and minoritiesC.they promote narrow skill setsD.they often need to be supplemented with alternative reward systems to maintain motivation14.A lattice mobility path is _________.A.characterized by upward, lateral, and downward movementB.found mostly within the external recruitment processC.used in conjunction with union contractsD.concerned with management level recruitment only15.Organizations have become interested in alternative mobility paths because ______________.A.they are extremely easy to administerB.they allow employees to specialize in technical work or management work and advance within eitherC.they promote healthy competition to obtain rewardsD.unions find them more acceptable16.A well-defined mobility path should include all of the following except: ______________.A.clear communication of the intent of the policyB.rules regarding compensation and advancementC.encouragement for all individuals to applyD.supervisors' responsibilities for employee development17.In developing career path policies, a good approach for promotion would not include which of the following?A.Communication of management's intentions.B.Reasons why external sources are preferred.C.Rules regarding compensation.D.Rules concerning fringe benefits.18.Under a closed internal recruitment system, employees are not made aware of job vacancies.TrueFalse19.Closed internal recruitment systems are very efficient to administer.TrueFalse20.Under a hybrid system, neither open nor close steps are implemented.TrueFalse21.Closed internal recruitment systems are an ideal choice if there are issues about perceived fairness and the organization want to make sure it isn't missing out on hidden talent.TrueFalse22.One problem with job postings is that employees may believe that someone has been selected before the job was posted and so will either not bother to apply or will believe the system is unfair.TrueFalse23.A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.TrueFalse24.Providing feedback to employees if they are not selected in a job posting system is a bad idea because it will just discourage them from responding in the future.TrueFalse25.The first stage of developing a talent management system is identifying the KSAOs required for all jobs in the organization.TrueFalse26.Most managers report that talent management systems have greatly simplified their work lives.TrueFalse27.Self-nomination is an especially important consideration in the internal recruitment of minorities and women.TrueFalse28.Internal temporary employees require more orientation to the organization than would external hires.TrueFalse29.Succession planning techniques are important as the workforce increasingly approaches retirement.TrueFalse30.Surveys demonstrate that employees are more satisfied when their employers provide them with ample communication and opportunities for internal advancement.TrueFalse31.Career development centers are a low cost way to increase employee interest in internal career paths.TrueFalse32.The degree to which an organization utilizes its own internal information on candidate qualifications and job performance will determine how qualified the applicants will be.TrueFalse33.There is a great deal of research on the effectiveness of internal recruiting sources, so best practices can guide choice of the methods for internal recruiting.TrueFalse34.Under a closed internal recruitment system, which of the following is not likely to occur?A.speed of decisions is faster than with open systemsB.contacted employees are immediately given preference under such a systemC.managers have less influence over the ultimate decisionD.overall effectiveness of the system in identifying qualified applicants will drop35.An open system of internal recruitment can be expected to minimize ________.A.competition among employeesB.scrutiny of job qualificationsC.overlooking talentD.low morale among those not advanced36.Some of the advantages of a closed internal recruitment system include:A.helps minimize favoritismB.it can uncover hidden talentC.it helps employees evaluate their qualifications for advancementD.none of the above37.Which of the following is true regarding closed internal recruitment systems?A.Employees are made aware of all job openings.B.They are very inefficient.C.They are not costly to implement.D.They are very time-consuming to implement.38.Which of the following is true regarding an open internal recruitment system?A.Employees are made aware of all job openings.B.They use a job posting and job bidding system.C.They often lead to uncovering "hidden talent."D.All of the above are correct.39.Job postings influence the recruitment process by ________.A.clarifying requirements of the jobB.reducing competition for the jobC.eliminating external sources from considerationD.reducing the need for formal applications40.Job postings are effective internal recruitment tools because they ________.A.resemble and support external messagesB.are efficient in matching employees to organizational needsC.reduce record keepingD.are far easier to prepare than external messages41.An empirical study of the characteristics of a job posting system which lead to high user satisfaction found that _________ was(were) critical.A.the adequacy of job descriptionsB.the adequacy of job notification proceduresC.treatment during the interviewD.all of the above42.KSAOs which are used in making advancement decisions are stored in _________.A.job descriptionsB.job specificationsC.talent management systemsD.ability inventories43.Which of the following statements regarding talent management systems is(are) true?A.talent management systems are maintained by the employeeB.talent management systems simplify record keepingC.talent management systems reduce the need for supervisory judgment in promotion decisionsD.talent management systems require a user-friendly data base for effective use44.A company's internal e-mail and internet capabilities ________________.A.make it easy and inexpensive to disseminate internal recruiting messagesB.tend to be very time-consuming ways to send messages about recruitingC.cannot effectively complement internal recruiting methodsD.are used by 100% of organizations looking to recruit internally45.Which of the following statements regarding talent management systems is true?A.they are usually based on paper filesB.they are seen as a historical tool that is not used much any moreC.they are increasingly integrated with all of an organization's human resources information systemsD.they are almost always cheap and easy to maintain46.Why might an organization use internal temporary pools?A.to decrease accountability for personnel errorsB.to avoid paying agency fees to temporary help agenciesC.to provide a buffer against lawsuitsD.both a and c47.A ______________ provides employees with opportunities to fill out interest inventories, explore career options, and discuss plans with counselors.A.job-talk centerB.succession planC.lattice career pathD.career development center48.Key metrics for evaluating an internal staffing system include:A.costB.quantityC.qualityD.all of the above49.Which of the following are important components of ensuring sufficient quality in an internal recruiting system?A.internal job posting systemsB.regular performance appraisals of all employeesC.systematic review of the employee value propositionD.all of the above50.Realistic job previews are potentially not necessary for internal recruiting because applicants may already be familiar with the jobs in question.TrueFalse51.Targeted recruiting messages are especially appropriate for internal applicants when they move to an unknown job, a newly created job, or a new geographic area, including an international assignment.TrueFalse52.A targeted message for internal recruits points out how the job matches the needs of the applicant.TrueFalse53.Word of mouth regarding internal job openings usually serves to provide additional opportunities to women and minorities.TrueFalse54.There is not much research concerning perceptions of fairness in internal recruiting processes.TrueFalse55.Research suggests that procedures followed for internal recruiting and other personnel practices can be almost as important as the outcome of the decisions themselves.TrueFalse56.It should not be assumed that just because job seekers come from inside the organization they will automatically know and understand the selection procedures.TrueFalse57.Which of the following is true of realistic previews in internal recruiting?A.they are even more important than for external recruitingB.research suggests they can increase turnoverC.they are more necessary for newly created jobs or jobs in new locationsD.they cannot really be used for internal selection58.Which of the following is true of recruiting messages in internal recruiting?A.supervisors can describe mobility paths in detail to internal candidatesB.peers can give internal recruits a realistic idea of what happens in internal promotions and transfersC.word of mouth among internal employees can lead to inaccurate informationD.all of the above are true59.Formal policies for promotion and other internal recruiting activities can enhance:A.interpretive justiceB.procedural justiceC.psychological contract violationsD.extrinsic discouragement60.The Affirmative Action Programs Regulations specifically address internal recruitment as part of the federal contractor's AAP.TrueFalse61.According to the Supreme Court, an ADA related-reassignment request must prevail over an organization's seniority system.TrueFalse62.In the absence of a discriminatory intent, virtually any seniority system is likely to be bona fide, even if it causes adverse impact.TrueFalse63.The "glass ceiling" refers to strong but invisible barriers for women and minorities to promotion in organizations.TrueFalse64.The Federal Glass Ceiling Commission study found that although men and women were nearly equally eager to move into management, women were much less optimistic about their chances of being promoted.TrueFalse65.Research has shown that since the 1970's there has been a radical shift in top management in most organizations, with nearly half of all top executive positions being held by women.TrueFalse66.The "glass ceiling" refers to the prevalence of policies and procedures that have resulted in reverse discrimination.TrueFalse67.Unequal access to development experiences and internal selection systems have both contributed to the glass ceiling.TrueFalse68.Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects.TrueFalse69.Informal promotion policies increase the ability of women and minorities to get ahead in most businesses.TrueFalse70.Formal mentoring, training, and flexible work hours all may reduce the problems of the glass ceiling.TrueFalse71.From a legal standpoint, it can be said that __________.A.the EEOC is more concerned about external recruitment procedures than internal onesB.revised Order No. 4 does not deal with seniorityC.promotions based on subjective assessments of who is more senior are not likely to be supported in courtD.existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters72.A bona fide seniority system is _________________.A.typically banned by the EEOCB.permitted in most cases under EEOC law even if it results in adverse impactC.carefully defined by the lawD.based on a mix of factors that include perceived loyalty, commitment, and KSAO sets in the workforce73.The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed _________________.A.res ipsa loquitorB.Jacob's ladderC.the broken elevatorD.the glass ceiling74.Which of the following have contributed to the Glass Ceiling?A.rising interest ratesB.lack of outreach recruitment practicesC.frequent updating of organizational recordsD.legal definition contradictions