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NEW QUESTION # 45
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?
Answer: B
Explanation:
The Fair Labor Standards Act (FLSA) of 1938 establishes several key labor standards, including a national minimum wage, overtime pay eligibility, recordkeeping, and child labor regulations. The FLSA is administered by the Wage and Hour Division of the U.S. Department of Labor and ensures that workers receive fair compensation and that minors are protected in the workplace.
Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website
NEW QUESTION # 46
Which behavior from a manager qualifies as workplace bullying?
Answer: A
Explanation:
Workplace bullying is defined as repeated, unreasonable actions directed toward an employee that are intended to intimidate, degrade, or undermine them. According toHuman Resource Management, 16th Editionby Gary Dessler, bullying often involvespersistent behaviorssuch as exclusion, isolation, or deliberately withholding information necessary for an employee to perform their job.
Consistently ignoring emails and questions from one specific employee fits this definition because it represents ongoing, targeted behavior that can harm the employee's ability to work effectively and can cause emotional distress. Dessler highlights that bullying is distinguished from occasional irritation or isolated mistakes by its repetitive and targeted nature.
An irritated tone used in response to disruptive behavior may be poor communication but does not necessarily constitute bullying. Accidentally revealing personal information is a confidentiality breach, not bullying.
Documenting negative observations in a performance review is a legitimate management responsibility when done objectively and fairly.
Thus, the behavior that qualifies as workplace bullying isconsistently ignoring emails and questions from one particular employee.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workplace Fairness and Employee Relations
NEW QUESTION # 47
Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?
Answer: D
Explanation:
Unions traditionally emphasize fairness, objectivity, and equal treatment when negotiating employment conditions. According toHuman Resource Management, 16th Editionby Gary Dessler,seniorityis the factor unions most strongly prefer when determining criteria for promotions, layoffs, recalls, and job security.
Seniority systems are favored because they are objective, easy to verify, and limit managerial discretion, which unions often view as a potential source of favoritism or discrimination. By basing decisions on length of service, unions help ensure predictability and transparency in employment decisions, protecting long-term members from arbitrary treatment.
Dessler notes that while employers may prefer performance- or skill-based systems to reward high performers, unions typically resist these approaches unless they are clearly defined and consistently applied.
Education and experience may be considered in some agreements, but seniority remains the dominant standard in unionized settings. Age, while correlated with seniority, is not used directly due to legal and ethical concerns.
Therefore, the correct answer isseniority.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Labor Relations and Collective Bargaining
NEW QUESTION # 48
Which statement reflects the concept of a "culture of safety"?
Answer: A
Explanation:
Aculture of safetyexists when safety is deeply embedded into an organization's values, beliefs, and everyday practices. According toHuman Resource Management, 16th Editionby Gary Dessler, organizations with a strong safety culture treat safety not as a short-term priority or a compliance requirement, but as acore organizational valuethat guides behavior at all levels.
In a true culture of safety, employees and managers alike understand that safety is non-negotiable and integral to how work is performed. Safety responsibilities are shared, openly discussed, and consistently reinforced through training, leadership behavior, and organizational policies. Dessler notes that safety cultures are strongest when top management visibly supports safety initiatives and integrates them into daily operations rather than treating them as secondary to productivity.
Options suggesting that safety is only important after productivity goals are met or merely a tool for profit generation contradict the definition of a safety culture. Similarly, while safety may influence performance evaluations, it is not the sole factor. The defining characteristic of a culture of safety is thatsafety is a core value understood and practiced throughout the organization, making option C the correct answer.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health
NEW QUESTION # 49
Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?
Answer: A
Explanation:
* Scope of HRM: Human resource management (HRM) covers a wide range of functions critical to managing an organization's workforce.
* Key Functions:
* Staffing: Recruiting, selecting, and onboarding employees.
* Health and Safety: Ensuring a safe workplace and promoting employee well-being.
* Employee-Management Relations: Managing interactions between employees and management to maintain a positive work environment.
* Rewards and Benefits: Designing compensation packages and benefits that attract and retain talent.
* Training and Development: Providing learning opportunities to enhance employee skills and career growth.
* Performance Management: Evaluating and improving employee performance to align with organizational goals.
* Objective: The main objective of HRM is to maximize employee performance and ensure that human capital contributes effectively to the achievement of organizational goals.
References:
* Fundamentals of Human Resource Management by Gary Dessler
* SHRM guidelines and best practices in HRM
NEW QUESTION # 50
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