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Quiz Session - Attempts With Random Questions

HRCI PHR Exam Questions

Page 5 of 73

81.

A cause-and-effect diagram, also known as a fishbone diagram, is used to show quality factors that lead to contribute to different outcomes.

  • True
  • False

Correct answer: True

A cause-and-effect diagram, also known as a fishbone diagram, is used to show quality factors that lead to contribute to different outcomes. For example, this type of diagram might show the human, environmental and resource considerations that lead to a product defect.

82.

There are some situations in which the FLSA requires nonexempt employees to receive payment for their travel time. All of the following are those types of situations except:

  • Daily transit

  • Emergency travel from home to work

  • One-day off-site assignments

  • Travel between job sites

Correct answer: Daily transit

Daily transit is not a situation where nonexempt employees would receive payment for travel time. There are, however, some situations in which nonexempt employees are required by FLSA to receive travel time payment. These situations include emergency travel from home to work, one-day off-site assignments, travel between job sites, and travel away from home.

83.

Which of the following is not considered a chemical environmental health hazard?

  • Contaminated water

  • Asbestos

  • Polyurethane foam

  • Corrosives

Correct answer: Contaminated water

Environmental health hazards can be categorized into three groups: chemical, physical, and biological. While contaminated water is an environmental health hazard, it is the correct answer because it is considered a biological hazard rather than a chemical hazard. 

Examples of hazards organized by category include:

  • Chemical: Asbestos, Battery Acid, Corrosives, Gas Fumes, Pesticides, Polyurethane Foam, Solvents
  • Physical: Ergonomic Design, Stress, Extreme Temperatures, Light, Noise, Electrical Currents, Radiation, Vibrations
  • Biological: Bacteria, Contaminated Water, Dusts, Fungi, Molds, Plants, Viruses

84.

Which of the following workplace policies and procedures states what employees may or may not do to comply with a particular policy?

  • Work rule

  • Policy

  • Procedure

  • Law

Correct answer: Work rule

Policies are broad guidelines developed by the employer to guide organizational decisions. Procedures provide further explanation and more details on how the policy is to be applied, and work rules state what employees may or may not do to comply with the policy.

85.

Title VII of the Civil Rights Act of 1964 identified five protected classes. They are race, color, religion, national origin, and:

  • Sex

  • Age

  • Location

  • Language

Correct answer: Sex

Title VII of the Civil Rights Act of 1964 introduced the concept of protected classes to American business. There are five protected classes identified by Title VII: race, color, religion, national origin, and sex. 

86.

A CEO makes sure to let their employees know that they care about the working conditions in the factory where they work. They consistently check on employee comfort and also monitor productivity in a public way. Which study conducted in the 1920s and 1930s has this CEO most likely learned these lessons from?

  • Hawthorne Studies

  • Maslow's Hierarchy of Needs

  • Theory X and Theory Y

  • Frederick Taylor's Scientific Management Theory

Correct answer: Hawthorne Studies

The Hawthorne Studies were a series of experiments conducted in the 1920s and 1930s that highlighted the significance of social and human factors in workplace productivity and employee motivation. These included paying attention to worker conditions and also publicly monitoring their productivity.

Maslow's theory focuses on individual motivation and how base-level needs must be met before people can advance to the next levels. Theory X and Theory Y, proposed by Douglas McGregor, pertain to contrasting management styles and assumptions about employee motivation. Taylor's theory emphasizes systematic approaches to increasing worker productivity through scientific analysis and management control, but it does not directly address employee well-being or the social aspects of work environments as emphasized in the scenario.

87.

Which discipline of a learning organization refers to deep-seated beliefs that color perceptions and can affect how individuals see and react to the world around them?

  • Mental models

  • Systems thinking

  • Personal mastery

  • Shared vision

Correct answer: Mental models

Developed by Peter Senge, learning organizations are organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning. Senge identified five qualities that separates learning organizations from more traditional organizations, which include:

  • Systems Thinking: The individuals and organizational ability to recognize patterns and be able to examine the relationships between the various parts.
  • Personal Mastery: Individuals desire to learn. As people learn, organizations learn.
  • Mental Models: Refers to our personal assumptions which impact our perceptions.
  • Building a Shared Vision: The organization must build and clearly communicate a vision that is shared by the individuals who are part of the organization.
  • Team Learning: Refers to the ability of a team to share and build on their ideas without holding anything back.

88.

Which of the following seating styles best support a passive training method?

Select all that apply. There are 3 correct answers.

  • Theater-style

  • Classroom-style

  • U-shaped-style

  • Conference-style

  • Banquet-style

When preparing for training, it is important that the seating style supports the training method selected. The common types of seating styles include:

  • Theater-style seating - This type of seating is best for passive training and can accommodate a large number of participants.
  • Classroom-style seating - This type of seating is best for passive training that may require taking notes or using handouts during lectures.
  • Banquet-style seating - This type of seating is best in situations where participants may be interacting with each other in small groups. This could be useful in active training methods.
  • Chevron-style seating - This type of seating is best in situations where a large group may be interacting with the instructor. This could be useful for passive and active training methods.
  • Conference-style seating - This type of seating is best for situations where a facilitator is used versus an instructor, which allows for collaborative discussion among the group. This could be useful in active training methods.
  • U-shaped seating style - This type of seating is best for collaboration in addition to lectures/presentations. The U-shape allows participants to interact with each other as well as a trainer/facilitator. This could be useful in all training methods - passive, active, and experiential.

89.

The professional in human resources should have a fundamental knowledge of legislative and regulatory processes. What happens during the federal legislative process if the determination is made that a bill is not likely to pass?

  • No further action is taken

  • An additional vote is made

  • The bill is returned to the appropriate committee

  • A veto is made

Correct answer: No further action is taken

There is a lengthy process to be undergone when attempting to establish new legislation. Early in this process, an assigned committee must review the bill and determine the likelihood that it will be able to pass the full body of the House or Senate. If it is determined that the bill is not likely to pass, no further action is taken on the bill. This situation is colloquially referred to as dying in committee.

90.

Under Title VII of the Civil Rights Act of 1991, included in the glass ceiling were barriers that prevented women and minorities from advancing to senior levels. Which of these is not one of those barriers?

  • Environmental barriers

  • Societal barriers

  • Governmental barriers

  • Internal structural barriers

Correct answer: Environmental barriers

The Glass Ceiling Act is an amendment to Title II of the Civil Rights Act and was intended to identify barriers for women and minorities in senior management positions. The Glass Ceiling Act established a commission to determine if the glass ceiling existed and identified these barriers:

  • Societal barriers
  • Internal structural barriers
  • Governmental barriers

Environmental barriers are not one of the three identified barriers.

91.

An employee's manager is trying to figure out what motivates them. This employee says that when their values line up with the work they are doing, they are most satisfied. Which of the following dimensions of motivation most influences this employee?

  • Meaning

  • Self-determination

  • Impact

  • Competence

Correct answer: Meaning

In terms of motivations, meaning is when the nature of the work aligns with the person's values.

Self-determination is when someone has autonomy over their work and can make choices. Impact is when the person is able to influence outcomes at work. Competence is when employees understand their career goals, have strong networks and mentors, and know how to do their jobs with the skills and abilities needed.

92.

Which of the following is not a formal method organizations use to obtain employee feedback?

  • Newsletters

  • Employee surveys

  • Exit interviews

  • Employee focus groups

Correct answer: Newsletters

Newsletters are common communication methods which provide employees with information about the company. This information includes updates about projects, profits, and goals, and also introduces employees to other areas of the organization, reports on financial issues, and informally solicits input.

Employee feedback helps ER programs stay in touch with how well programs are meeting employee needs. Examples of structured feedback collection methods include employee surveys, exit interviews, focus groups, and skip-level interviews.

93.

What are typical opinions of people from short-term orientation cultures?

Select all that apply. There are 3 correct answers.

  • They have respect for tradition

  • They will do anything to achieve a goal

  • They comply with social obligations

  • They expect delayed gratification

  • The save for future investments

Professor Geert Hofstede conducted one of the most comprehensive studies of how values in the workplace are influenced by the culture. This study helped to develop a framework for cross-cultural communication and shows the effects of a society's culture on its members and how the values relate to its members, Through this study, Hofstede originally developed four dimensions which filter how individual and organizational behaviors can be viewed. 

  • Power distance - Power distance refers to the inequality that exists ‚Äì and is accepted ‚Äì between people with and without power. Organizations with high power distance index (PDI) may have centralized organizations, more complex hierarchies, and large gaps in compensation. Those with low PDIs may have flatter organizations, and supervisors and employees are considered (almost) as equals.
  • Uncertainty avoidance - This dimension describes how well people can cope with adaptability, uncertainty, and change within the work environment. Organizations with a high uncertainty avoidance index (UAI) tend to be conservative, rigid, and structured unless the danger of failure requires a more flexible attitude. An organization with a low UAI is generally open to change or innovation and open-ended learning or decision making.
  • Individualism vs. collectivism - This dimension refers to the strength of the ties that people have to others within their community. Organizations with high individualism (IDV) place a high value on people's time and their need for privacy and freedom. They have an enjoyment of challenges and an expectation of individual rewards for hard work. Those with low IDV place an emphasis on building skills and becoming master of something and the desire to maintain harmony among group members overrides other moral issues.
  • Long-term vs. short-term orientation - Long-term orientation refers to being focused on the future. You are willing to sacrifice short-term material or social success or even short-term emotional gratification in order to prepare for the future. Short-term orientation is when you are focused on the present or past and consider them more important than the future.
  • Indulgence vs. restraint - This dimension refers to the desire for immediate gratification in indulgent societies as compared to restrained societies that suppress gratification of needs and regulate it by means of strict social norms.

*Note - In 2010 a fifth and sixth dimension was added which included Indulgence vs. Restraint and Masculinity vs. Femininity though it is not widely published.

94.

Which of the following is not a means employers use to communicate important information about how their company operates and what their expectations are?

  • Operating manuals

  • Policies

  • Procedures

  • Work rules

Correct answer: Operating manuals

Policies, procedures, and work rules are used by employers to communicate important information about how their company operates and what their expectations are. Policies are the best method to communicate the employer's important information, as they are a set of broad guidelines used to guide the organization's decisions.  Procedures provide further explanation and more details on how the policy is to be applied, and work rules state what employees may or may not do to comply with the policy.

95.

The CEO of a tech company has a list of values that they display in the office and mention in email newsletters. Despite these outward displays of values and the CEO's vocal support for them, some employees notice a disconnect between the espoused values and the day-to-day realities of working at the company. They observe instances where decisions seem driven more by profit margins than customer satisfaction and where individual achievements are celebrated more than teamwork. Which of the following components of Edgar Schein's model of workplace culture is most likely at play in this example?

  • Assumed values

  • Artifacts

  • Values

  • Organizational structure

Correct answer: Assumed values

The three factors that contribute to workplace culture, according to Edgar Schein's model, are artifacts (tangible elements of culture that can be seen, felt, or heard), assumed values (informally communicated values that employees assume and attribute to the company based on company actions and behaviors), and values (the values that a company claims to have and publicizes). In this case, the employees witness and feel values that are not being communicated, which are assumed values.

Organizational structure is not a component of Edgar Schein's model.

96.

Which of the following characteristics are true regarding all strategic relationships?

Select all that apply. There are 4 correct answers.

  • They involve the business plan

  • They can determine the success or failure of goals

  • They are built between key internal and external stakeholders

  • They can create their own subculture

  • They are always productive

Strategic relationships are defined as relationships that work together for the advancement of strategic goals or objectives. In Human Resources, these relationships work together to advance the HR function by ensuring strategic HR goals are accomplished.

These relationships are typically identified as internal and external relationships between key stakeholders. This can include shareholders, employees, management, customers, and the community. Strategic relationships should align with the business plan and have the ability to contribute to the success or failure of the organizational goals. As these relationships are developed, organizations often begin to see a unique subculture develop internally and externally. The quality of the relationships influences this subculture.

97.

What is the key goal of arbitration?

  • Resolving conflict without the expense of a lawsuit

  • Resolving conflict without involvement by Human Resources

  • Resolving conflict within the confines of Human Resources

  • Resolving conflict without speaking to the employee

Correct answer: Resolving conflict without the expense of a lawsuit

Arbitration is a dispute resolution method that resolves conflicts without the expense of a lawsuit. There are a variety of different types of arbitration, including voluntary and compulsory. In a voluntary arbitration, both parties agree to arbitration. Compulsory arbitration is mandated by a court, contract, or something similar.

98.

Donald Kirkpatrick developed a model for summative training evaluation. Which of these is not included in the four levels of evaluation programs he proposed?

  • Predisposition

  • Behavior

  • Reaction

  • Learning

Correct answer: Predisposition

The summative training model was developed by Donald Kirkpatrick. This model is an evaluation for training programs that focuses on four levels of evaluation—reaction, learning, behavior, and results.

  • The reaction method is typically administered to gauge the reaction to the training immediately following the delivery of the training. This method is commonly used to provide feedback to the presenter.
  • The learning method is the training method that evaluates the information learned by the participants.
  • The behavior method evaluates job performance between six weeks and six months after the training to evaluate the effectiveness of the training.
  • The results method evaluates the impact the training had on the business.

99.

An HR professional is hoping to disseminate information to potential candidates applying to their company. They want to craft a message that is personal, that includes pieces from different people, and showcases what life is like inside the business. Which of the following communication methods is most likely to accomplish these goals?

  • Company video

  • Instant message

  • Word of mouth

  • All-hands meeting

Correct answer: Company video

A company video that showcases employer branding can be used as a recruiting tool and posted to websites and social media platforms.

Instant message is a chat feature where messages can be sent back and forth. Word of mouth is when information passes informally and socially between people. All-hands meetings require participants to be at a meeting or hear information from a speaker or presenter. These options do not accomplish what the HR professional wants to communicate.

100.

In what ways can information be collected when performing a job analysis?

Select all that apply. There are 4 correct answers.

  • Interviewing the employee

  • Interviewing the supervisor

  • A structured or open-ended questionnaire

  • Completion of a task inventory

  • Review previous performance evaluations

Job analysis is a process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for the performance of the job, and the conditions under which the work is performed. This process helps to understand how the role contributes to the organizational goals and objectives. Ways that information can be obtained during the job analysis process include:

  1. Interview the employee
  2. Interview the supervisor and/or coworkers
  3. Complete a structured or open-ended questionnaire
  4. Complete a task inventory
  5. Observe the employee performing their job
  6. Use work logs
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