Question 2 2 pts In an interview with Debbie Dingell, former auto executive Bob Lutz stated that the HR function has become "a cancerous growth in the side of American industry." Lutz went on to say that HR has become the instigator of many enormously time-consuming, bureaucracy-creating new initiatives. It's just a colossal waste of time." Lutz's view of HR is: consistent with the federal government's recent emphasis on drastically reducing the regulatory burden on business, especially with regard to data reporting requirements (9. EEO) and returning to a pure free market system similar to the 19th century "gilded age and robber baron era. consistent with skepticism about the ability of HR-developed programs to improve organizational effectiveness and profitability becoming the prevalent view among many, if not most, corporate executives consistent with the recent move toward adopting loan organizational structures that aim to reduce administrative costs by eliminating all staff functions such as legal, HR, and public relations consistent with the recent emphasis on learning organizations that aim to remain informal and flexible Question 3 2 pts The movement to "ban the box" (ie., prohibit employers from asking about job candidates' criminal history on initial employment applications) is aimed at: eliminating or minimizing the disparate impact of criminal background checks on job candidates from different demographic groups increasing both the size and quality of the recruitment pool safeguarding the Fifth Amendment rights of job candidates to avoid self-incrimination complying with the Employee Privacy Protection Act passed in 2012 ensuring that candidates with criminal backgrounds benefit from disparate treatment Question 4 2 pts In a 2004 class-action lawsuit (Gonzalez v Abercrombie & Fitch), the company was accused of discriminating against African Americans, Latinos, Asian Americans, and women by intentionally offering floor sales positions (called Brand Representatives or Models) and store management positions preferentially to whites and men. A&F settled the lawsuit in 2005. agreeing, among other actions: to: (a) pay $40 million to several thousand minority & female plaintiffs who had charged the company with discrimination; (b) change its recruitment, hiring, job assignment, training, promotion, & advertising policies to comply with EEOC guidelines against discrimination: (c) set goals to increase the diversity of its workforce, & (d) provide regular reports to the EEOC on its compliance with, & progress toward these goals. This lawsuit was based on which definition of discrimination? disparate treatment o BFoo the 4/5 rule all of the other answers disparate impact Question 5 "Big data" refers to and its primary use in HRM has been data that governmental agencies require companies to collect: to assess companies' compliance with federal regulations pertaining to HRM (0.g. EEO, ADA) analytic methods used by companies to obtain proprietary data from competitors to obtain accurate data for benchmarking competitors' policies and outcomes. large data sets the federal government collects on individuals' employment and medical records: the setting of health insurance rates for the Affordable Care Act a sarcastic term for the large flood of questionable data produced by companies responding to federal mandates; to protect companies against legal liability the process of capturing, storing, and analyzing extremely large and complex data sets; to improve organizations' hiring processes Question 6 2 pts Over the past 20 years or so, the use of brainteasers (eg. How many golf balls can fit on a school bus?") has been popular as a selection device. The assumption underlying brainteasers is that they can reveal job candidates' problem-solving skills, creativity, and ability to think on their feet. However, Google dropped its use of brainteasers in the hiring process, after finding that the quality of candidates' responses to the brainteasers did not predict how the candidates performed on the job after being hired. Google's decision to drop brainteasers in the selection process was based on which of the following? Solving brainteasers was not a task required on the job, so that it had been a mistake to rely on them as a selection device in the first place Brainteasers had been adopted by many of Google's competitors, so that the reputation as a high-status Selection tool had been serverely diminished The reliability of brainteasers was very low The validity of brainteasers was very low Brainteasers had disparate impact, especially against minority and female job candidates