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1
According to "Are You a Leader or a Laggard?", many firms are reluctant to move quickly toward more sustainable business practices due to a lack of:
A)interest by business stakeholders.
B)understanding of policies and actions needed.
C)financial payoffs from incorporating sustainable practices.
D)proof that the environment is in danger.
2
As defined in "Are You a Leader or a Laggard?", sustainable practices are those that focus on:
A)process improvement.
B)waste reduction.
C)immediate value.
D)collaborative efforts.
3
As claimed in "Are You a Leader or a Laggard?", companies can gain sustainable competitive advantages by integrating sustainability activities with organizational-level competencies.
A)True
B)False
4
According to "Building Sustainable Organizations: The Human Factor," when employees do not have health insurance from employers or elsewhere:
A)they have higher salaries.
B)they have higher mortality rates.
C)they qualify for government assistance.
D)there are no effects on their economic well-being.
5
As reported in "Building Sustainable Organizations: The Human Factor," working long hours has been shown to:
A)be more prevalent in Europe than in the United States.
B)have no effect on health.
C)improve productivity.
D)correlate to rates of hypertension.
6
As stated in "Building Sustainable Organizations: The Human Factor," being downsized is associated with increased smoking.
A)True
B)False
7
As claimed in "The Leadership Challenge Facing HR," the all-encompassing value of any company should be:
A)profit.
B)courage.
C)responsibility.
D)integrity.
8
As presented in "The Leadership Challenge Facing HR," research shows that Chief Human Resources Officers (CHROs) spend the majority of their work time with:
A)employees.
B)the public.
C)company executives and leaders.
D)other corporations.
9
As stated in "The Leadership Challenge Facing HR," almost every large company has a similar culture and similar strategies for success.
A)True
B)False
10
As claimed in "Grooming the Next Generation," for a company in the service industry, the most valuable resource is:
A)intellectual capital.
B)senior employees.
C)risk managers.
D)new workers.
11
As reported in "Grooming the Next Generation," Aon Corporation's future workers come from:
A)organizations for retired Baby Boomers.
B)overseas corporations.
C)community universities.
D)top-tier schools across the world.
12
As noted in "Grooming the Next Generation," Aon Corporation's new workers are required to have a college degree prior to being approved for hire by the company.
A)True
B)False
13
According to "Engaged Employees = High-Performing Organizations," low staff turnover in all industries during the U.S. economic downturn was a result of:
A)staff loyalty to their struggling employers.
B)employee apathy about the future.
C)a dearth of available job opportunities.
D)an increased corporate focus on employee engagement.
14
As defined in "Engaged Employees = High-Performing Organizations," "employee engagement" involves driving high performance by:
A)unlocking employee potential.
B)increasing salary and bonuses.
C)creating job insecurity.
D)viewing employees as disposable assets.
15
As claimed in "Engaged Employees = High-Performing Organizations," employers who follow the Golden Rule and "treat employees the way you want to be treated" will be able to successfully engage employees.
A)True
B)False
16
As presented in "HR Plays Pivotal Role in Adapting Policies to ADA Amendments Act Rules," a primary purpose of the ADA Amendments Act (ADAAA) is to:
A)eliminate certain disability categories that were previously protected.
B)make it more difficult to meet the definition of "disability."
C)add mental impairments to the category of "disability."
D)expand the definition of "disability" to broaden the scope of protections.
17
As argued in "HR Plays Pivotal Role in Adapting Policies to ADA Amendments Act Rules," with the enactment of ADAAA, one of the most important focuses of HR departments will be:
A)weeding out those who attempt to take advantage of the new provisions.
B)developing reasonable accommodations for a variety of employee needs.
C)determining whether or not an individual has a covered disability.
D)supporting employers who deny disability claims.
18
As noted in "HR Plays Pivotal Role in Adapting Policies to ADA Amendments Act Rules," most employers should have no problem complying with ADAAA, since the original Americans with Disabilities Act (ADA) has been an employer focus since 1990.
A)True
B)False
19
According to "Is Everyone Disabled under the ADA?", under the Americans with Disabilities Act (ADA), an individual is considered to have a disability under all of the following scenarios except that the individual:
A)is regarded by an employer as having an impairment, whether or not one is actually present.
B)has a physical or mental impairment that meets certain conditions.
C)has a record of having an impairment that meets certain conditions.
D)could have an impairment in the future due to a genetic predisposition to such an impairment.
20
As explained in "Is Everyone Disabled under the ADA?", in determining disability under the Americans with Disabilities Act Amendments of 2008 (ADAAA), the only mitigative measure that is allowed is:
A)a wheelchair.
B)eyeglasses or contact lenses.
C)medication.
D)a prosthetic device.
21
As defined in "Is Everyone Disabled under the ADA?", under ADAAA, a "major life activity" encompasses almost every mental and physical activity involving the brain or body.
A)True
B)False
22
According to "The 'Equal Opportunity Harasser': The Slow Demise of a Strange Concept," the Title VII regulations against workplace sexual harassment are not triggered in a case of sexual harassment involving:
A)same-sex sexual harassment.
B)opposite-sex sexual harassment.
C)sexual harassment of a transsexual person.
D)sexual harassment of both men and women by the same offender.
23
As defined in "The 'Equal Opportunity Harasser': The Slow Demise of a Strange Concept," quid pro quo sexual harassment might involve:
A)an employer offering an employee a raise in exchange for sexual favors.
B)"girlie" calendars displayed on the walls of an office.
C)a male supervisor asking a male employee for a date.
D)employees of either sex using derogatory sexual terms toward a female coworker.
24
As explained in "The 'Equal Opportunity Harasser': The Slow Demise of a Strange Concept," Title VII's "because of sex" standard has made it easy for the courts to act on sexual-harassment claims.
A)True
B)False
25
According to "Beat the Overqualified Rap," in an economic downturn, many skilled and experienced creative employees are struggling to find work because they are:
A)not willing to accept lower-level positions.
B)applying for jobs that are outside of their knowledge and skill set.
C)inexperienced at interviewing and resume writing.
D)considered too skilled and experienced for the jobs for which they are applying.
26
As presented in "Beat the Overqualified Rap," when dealing with an employer who expresses concern about overqualification, an interested job seeker should:
A)act as if he or she is unaware of any potential concerns.
B)brush off the concerns as silly or meaningless.
C)address the concerns head-on, providing examples of mitigating factors.
D)forget about the job and move on.
27
As noted in "Beat the Overqualified Rap," because people's values and motivators change over time, many people might be quite satisfied with a lower-level position.
A)True
B)False
28
According to "Internships and Federal Law: Are Interns Employees?", under federal law, the biggest issue with regard to company interns or trainees is whether or not an:
A)employment relationship actually exists.
B)individual is receiving money in exchange for work.
C)intern or trainee is a student in a legitimate internship program.
D)intern can be considered a volunteer.
29
As reported in "Internships and Federal Law: Are Interns Employees?", according to the Fair Labor Standards Act (FLSA), an employee is defined as any individual who:
A)receives paid compensation or other benefits for work done.
B)acts in the interests of an employer.
C)is employed by an employer.
D)works a regular weekly schedule for an employer.
30
As noted in "Internships and Federal Law: Are Interns Employees?", an employer can provide training to unpaid volunteers, who choose to work for their own advantage, without violating FLSA.
A)True
B)False
31
As presented in "Hiring Right," in addition to possessing the skills required for the job, it is essential that new hires are able to:
A)fit in with the culture of the workplace.
B)perform the tasks required without additional training.
C)begin immediately.
D)recommend others for open positions.
32
According to "Hiring Right," to make the best hiring decisions, managers and human resources (HR) professionals should:
A)be flexible with their requirements for job applicants.
B)go with their gut instinct about an applicant.
C)envision their ideal candidate and remain steadfast in that vision.
D)hire quickly and get back to business.
33
As noted in "Hiring Right," the best time to think about qualified candidates for an organization is during the two-week window when resumes are gathered for an open position.
A)True
B)False
34
In discussing the monitoring of employee use of company information technology equipment, the author of "Playing IT Big Brother: When Is Employee Monitoring Warranted?" suggests that:
A)the amount of monitoring depends on each user's position and business activity.
B)if employees know they are subject to monitoring, it becomes futile.
C)there are no legal requirements for monitoring in any industry.
D)some enterprises are too small to need any monitoring.
35
As identified in "Playing IT Big Brother: When Is Employee Monitoring Warranted?", states that require employers to notify employees about monitoring include:
A)Illinois.
B)Connecticut.
C)Massachusetts.
D)New York.
36
As pointed out in "Playing IT Big Brother: When Is Employee Monitoring Warranted?", the price of surveillance software has dropped significantly.
A)True
B)False
37
As profiled in "Make Your HR Portal a Destination Location," HRIS (human resource information systems) at Hershey Entertainment & Resorts decided to change the company's intranet site when it became apparent that:
A)employees were not engaging with the site.
B)too many employees were wasting time on the site.
C)the site could not handle basic information, such as employee handbooks.
D)phone communication was superior to online communication.
38
As claimed in "Make Your HR Portal a Destination Location," the reason most employees rarely spend time on corporate portals is because those portals:
A)distract employees from their work.
B)are too technologically advanced for most employees.
C)do not offer the services that most employees want and need.
D)prefer paper-based information.
39
As defined in "Make Your HR Portal a Destination Location," the term "link farms" refers to personal, interactive, multidimensional company websites.
A)True
B)False
40
As profiled in "The 'Brain Drain': How to Get Talented Women to Stay," Wachovia senior vice president Rosie Saez recalls that when she could have been a victim within the corporate hierarchy, she instead figured out ways to:
A)ally herself with other woman of color in leadership positions.
B)become more aggressive than those she saw as aggressors.
C)develop one-on-one relationships with those who were making her feel excluded.
D)avoid her victimizers and focus on her own work.
41
As related in "The 'Brain Drain': How to Get Talented Women to Stay," when Ellen Galinsky, president and cofounder of the Families and Work Institute, talks about a company that "sets up a group of women to say what stands in the way of their success," she is referring to:
A)Eastman Kodak.
B)Aetna.
C)IBM.
D)her Families and Work Institute.
42
As asserted in "The 'Brain Drain': How to Get Talented Women to Stay," the talent pool in corporate America is drying up, and women make up most of it.
A)True
B)False
43
As noted in "Rewarding Outstanding Performance: Don't Break the Bank," among the rewards for star employees recommended is:
A)relaxed dress code.
B)exemption from attending meetings.
C)after-hours training.
D)prime parking space.
44
In discussing praise, the authors of "Rewarding Outstanding Performance: Don't Break the Bank" suggest that:
A)praise informs all employees what is considered commendable.
B)generalized praise is more effective than specific praise.
C)all praise should be informal.
D)praise should be done in private.
45
As stated in "Rewarding Outstanding Performance: Don't Break the Bank," flexibility in work scheduling for star performers is bad for the morale of others.
A)True
B)False
46
As presented in "Employers Use Facebook Too, for Hiring," Facebook is a:
A)social-networking site for Harvard University students.
B)job-hunting site for Ivy League university students.
C)employee-screening site for employers and recruiters.
D)worldwide social-networking tool.
47
According to "Employers Use Facebook Too, for Hiring," the majority of Facebook users are:
A)college students ages 18-24.
B)adults age 35 and over.
C)teens ages 12-17.
D)young adults ages 25-34.
48
As claimed in "Employers Use Facebook Too, for Hiring," employers are legally free to access any information appearing on Facebook for the purposes of screening and hiring employees.
A)True
B)False
49
As characterized in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," Oracle and SAP are:
A)struggling to keep up with the competition in HR software.
B)the heavyweights of the HR software world.
C)soon to be replaced by sister enterprises.
D)destined for trouble if they continue to ignore the HR software market.
50
As defined in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," audio or video files that can be downloaded onto portable digital media players are called:
A)podcasts.
B)weblogs.
C)iPods.
D)zip files.
51
As explained in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," one of the drawbacks of wikis for a corporation is that they must be located on the public Internet and cannot be kept within a company's internal computer system.
A)True
B)False
52
According to "Strategic Organizational Diversity: A Model?", the most convincing argument in favor of diversity is that it:
A)reduces risk.
B)is good for its own sake.
C)is ethical.
D)is financially pragmatic.
53
As reported in "Strategic Organizational Diversity: A Model?", the only sustainable competitive edge that can be unique to an organization is its:
A)reputation.
B)ethical culture.
C)cooperation.
D)workforce.
54
As pointed out in "Strategic Organizational Diversity: A Model?", managers should view employees as costs to be minimized.
A)True
B)False
55
As presented in "The Broken Psychological Contract: Job Insecurity and Coping," the "psychological contract" that exists between employers and employees says that:
A)an employee's hard work and dedication will result in steady pay and job security.
B)psychological rewards from an employer, such as praise and respect, are more important than tangible rewards, such as pay and benefits.
C)employees and employers form a psychological bond that results in employee loyalty and employer respect.
D)employers have a responsibility to maintain the psychological health of their employees.
56
As claimed in "The Broken Psychological Contract: Job Insecurity and Coping," when the psychological contract between employer and employee is broken, the result is:
A)mistrust on the part of the employer.
B)job insecurity on the part of the employee.
C)disciplinary action against an employee.
D)formal complaints filed against an employer.
57
As noted in "The Broken Psychological Contract: Job Insecurity and Coping," the current economic crisis can be considered mild when compared to something as serious as the Great Depression.
A)True
B)False
58
As claimed in "Where Have All the High-Paying Jobs Gone?", as the U.S. labor market gains strength, the overwhelming bulk of new job creation and hiring has come from:
A)large, publicly traded corporations.
B)overseas companies.
C)U.S. manufacturers.
D)private-sector small businesses.
59
As explained in "Where Have All the High-Paying Jobs Gone?", the "catch" to the recent increase in jobs in the United States is that the:
A)pay and benefits being offered are inadequate for trained U.S. workers.
B)skills required are beyond those of most U.S. workers.
C)majority of the available jobs require advanced education and training.
D)available openings are primarily in manufacturing.
60
As noted in "Where Have All the High-Paying Jobs Gone?", many U.S. manufacturing jobs pay far less now than they did in the past.
A)True
B)False
61
As reported in "Bonus and Incentive Compensation Awards," granting compensation awards to company executives has become increasingly challenging due to the:
A)complete deregulation of executive compensation.
B)new tax loopholes designed to cover executive bonuses.
C)increasing regulation of executive compensation.
D)public outcry against executive bonuses and other compensation.
62
As claimed in "Bonus and Incentive Compensation Awards," in order to retain maximum flexibility with respect to modifying executive awards, it is preferable to design awards to be:
A)exempt from Section 409A.
B)compliant with Section 409A.
C)legally binding.
D)paid out at the beginning of the year.
63
As suggested in "Bonus and Incentive Compensation Awards," there is no difference between publicly traded and non-publicly traded stock when it comes to tax policy regarding executive awards.
A)True
B)False
64
According to "Opening Keynote: Rethinking Pay for Performance," the compensation rules crafted on Capitol Hill:
A)more strongly connect pay to performance.
B)stimulate incentive on every level.
C)will hurt efforts to retain skilled managers.
D)are too complex.
65
As noted in "Opening Keynote: Rethinking Pay for Performance," pay differentials between senior executives and lower-level employees:
A)continue to shrink.
B)have no affect on social tensions.
C)are less noticeable in the deepening recession.
D)will generate more anger.
66
As stated in "Opening Keynote: Rethinking Pay for Performance," boards and consultants have failed to work toward effectively aligning management rewards with shareholder value.
A)True
B)False
67
As presented in "The Politics of Executive Pay," redistribution-of-wealth schemes in the United States, currently and throughout history, have focused on the wealth of:
A)politicians.
B)entertainers.
C)business executives.
D)sports figures.
68
As defined in "The Politics of Executive Pay," the ability-to-pay principle involves:
A)higher sales-tax rates for more expensive items.
B)higher income-tax rates for wealthier taxpayers.
C)increased income-tax deductions for corporations.
D)increased income-tax deductions for middle-class taxpayers.
69
As claimed in "The Politics of Executive Pay," the wealthiest U.S. citizens currently bear the heaviest tax burdens.
A)True
B)False
70
According to "Putting the Hurt On," the newly energized Occupational Safety and Health Administration (OSHA):
A)is doing more with less money.
B)has moved in an anti-labor direction.
C)will issue more high-penalty citations.
D)is not expected to have major consequences for employers.
71
As stated in "Putting the Hurt On," Dr. David Michaels of OSHA contends that the largest source of injury and illness in the workplace is:
A)musculoskeletal disorders.
B)lacerations.
C)falls.
D)chemical exposure.
72
As reported in "Putting the Hurt On," counsel for employers should expect to see more inspections under the newly energized OSHA.
A)True
B)False
73
As reported in "Workplace Bullying Threatens Employers," Robert Nobile of Seyfarth Shaw LLP contends that current laws:
A)are sufficient to protect workers.
B)go too far in regulating behavior.
C)have gaps in what they cover.
D)are not being enforced.
74
As noted in "Workplace Bullying Threatens Employers," Garry G. Mathiason of Littler Mendelson PC contends that the proposed anti-bullying law will:
A)reduce violence in the workplace.
B)create a cause of action where one does not exist.
C)change the nature of workplace communication.
D)have little impact on employers.
75
As stated in "Workplace Bullying Threatens Employers," Zogby International's survey found that the majority of the bullies in the workplace are bosses.
A)True
B)False
76
According to "Demystifying Health Reform Legislation," the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Reconciliation Act can be considered:
A)a minor adjustment to the nation's healthcare policy and procedure.
B)the most sweeping healthcare-reform legislation in U.S. history.
C)problematic legislation that is likely to be repealed in both houses of Congress.
D)a boon for mental-health professionals and service providers.
77
As noted in "Demystifying Health Reform Legislation," coverage for mental-health and substance-abuse disorders is:
A)not included in PPACA.
B)the primary focus of PPACA.
C)part of the "essential benefits" package of PPACA.
D)considered by PPACA to be a non-essential benefit.
78
As claimed in "Demystifying Health Reform Legislation," although some Americans do not agree with PPACA, the vast majority has a favorable view of the legislation.
A)True
B)False
79
According to "Making Benefits Matter," the benefit identified as the most important in the Benefits Survey was:
A)life insurance.
B)stock options.
C)retirement savings.
D)healthcare insurance.
80
As pointed out in "Making Benefits Matter," the age group most likely to say that benefits played a major role in their employment decisions when they changed jobs is people:
A)under 36.
B)between 35 and 44.
C)between 45 and 54.
D)over 55.
81
As reported in "Making Benefits Matter," most employers are paying significantly more for health insurance than they have previously.
A)True
B)False
82
As explained in "Ways to Phase Retirement," a phased retirement program refers to a program in which:
A)all retirement-eligible employees leave a company at the same time.
B)retirement-eligible employees stagger their separation from a company based on age and years of employment.
C)retiring or retired employees continue to work at, or return to, a company, with reduced hours and other accommodations.
D)retired employees sacrifice their company pension in order to maintain their employment.
83
As claimed in "Ways to Phase Retirement," workplace surveys indicate that one of the highest-scoring items with regard to job satisfaction is a:
A)flexible schedule.
B)pension plan.
C)young workforce.
D)mentoring program.
84
According to "Ways to Phase Retirement," the current primary hurdle related to implementing a phased retirement program in a particular company is the company's culture.
A)True
B)False
85
According to "Finding and Fixing Corporate Misconduct," research on corporate misconduct has found that:
A)overall misconduct has increased.
B)efforts to prevent misconduct have reduced it significantly.
C)the most troubling behaviors are on the rise.
D)the extent of misconduct is unknown.
86
As stated in "Finding and Fixing Corporate Misconduct," business units with the highest levels of misconduct were those:
A)in the United States.
B)in Europe.
C)where profits were strongest.
D)with the weakest ethical cultures.
87
As noted in "Finding and Fixing Corporate Misconduct," the Compliance & Ethics Leadership Council's research suggests that corporate conduct varies greatly by geographic region.
A)True
B)False
88
According to "Harassment Goes Viral—What Can HR Do to Prevent It?", new electronic-communication mediums, such as e-mail, Facebook, and Twitter, have resulted in a:
A)reduction of workplace harassment due to increased communication between employers and staff.
B)flurry of new employer policies specifically addressing social networking issues in the workplace.
C)significant increase in workplace harassment, along with a change in the nature and scope of harassment.
D)broad range of techniques adopted by employers to monitor employee online activity.
89
As noted in "Harassment Goes Viral—What Can HR Do to Prevent It?", employees who surf the Internet at work should be aware that:
A)employees have a right to visit any website they choose while on break.
B)Internet surfing leaves a digital trail that can be accessed by employers.
C)employee Internet surfing is legally considered a private activity.
D)harassment lawsuits cannot be brought against employees simply because of the websites they visit.
90
As claimed in "Harassment Goes Viral—What Can HR Do to Prevent It?", employee e-mails at work are not subject to the discovery process in court as long as those communications were not about work-related issues.
A)True
B)False
91
As presented in "The Expanding Role of Temporary Help Services from 1990 to 2008," a key feature of temporary employment is that temporary (temp) workers are:
A)considered stopgap labor for employers.
B)always considered part-time workers.
C)under contract with employment-services firms rather than requesting employers.
D)generally unskilled.
92
According to "The Expanding Role of Temporary Help Services from 1990 to 2008," in recent decades, temp help services have come to play an important role in the U.S. economy as a:
A)bridge to permanent employment for those out of work.
B)way for employers to avoid paying salaries and benefits.
C)means for employers to receive free labor.
D)way for companies to circumvent the country's economic problems.
93
As claimed in "The Expanding Role of Temporary Help Services from 1990 to 2008," the use of temp employees can help employers shield their permanent staff from economic fluctuations that might affect the business.
A)True
B)False
94
As observed in "Sharing Work—And Unemployment Benefits," the kind of company most likely to participate in work sharing is:
A)manufacturing.
B)construction.
C)travel companies.
D)seasonal work.
95
As stated in "Sharing Work—And Unemployment Benefits," Columbia Steel chose its employees for work sharing based on:
A)skill.
B)seniority.
C)age.
D)union membership.
96
As pointed out in "Sharing Work—And Unemployment Benefits," only regular full-time employees qualify for work sharing.
A)True
B)False
97
According to "Fighting the Good Fight," what makes Ponzi schemes so lethally effective is:
A)it is impossible to trace the money.
B)intermediates do not see what is happening.
C)the returns on paper are so good.
D)the difficulty of prosecuting across national boundaries.
98
As noted in "Fighting the Good Fight," Harry Markopolos got the material he needed to understand Madoff's scheme from:
A)years of international investigation.
B)the Madoff marketing brochure.
C)secret internal Madoff documents.
D)a whistleblower in the Madoff organization.
99
As reported in "Fighting the Good Fight," Harry Markopolos' bosses encouraged him to continue his investigation.
A)True
B)False
100
As presented in "Strategic Human Resource Management as Ethical Stewardship," a key factor in aligning and guiding organizational success for human resource management (HRM) is a focus on:
A)ethical issues.
B)financial issues.
C)employee grievances.
D)traditional human resource matters.
101
As claimed in "Strategic Human Resource Management as Ethical Stewardship," the most effective human resource professionals (HRPs) add value to their organization's effectiveness by:
A)remaining neutral with regard to the organization's goals and strategies.
B)maintaining separate human resource systems and functions within the organization.
C)creating internal links that align with the organization's overall strategy.
D)taking on the roles usually reserved for upper management.
102
As noted in "Strategic Human Resource Management as Ethical Stewardship," HRM practices rarely affect a company's financial performance.
A)True
B)False
103
According to "Global Outsourcing," the chief motivation for outsourcing has been:
A)search for a more lenient regulatory environment.
B)expansion of markets.
C)protection from intellectual property theft.
D)cost savings.
104
As reported in "Global Outsourcing," efforts to restrict outsourcing:
A)are antiquated.
B)will improve wages worldwide.
C)are sustainable in most countries.
D)would result in improved corporate flexibility.
105
As noted in "Global Outsourcing," outsourcing manufacturing has at times resulted in lower-quality products.
A)True
B)False
106
As reported in "America's Other Immigration Crisis," the largest percentage of companies founded by immigrants are in:
A)semiconductors.
B)bioscience.
C)software.
D)defense/aerospace.
107
As noted in "America's Other Immigration Crisis," most of the students and skilled temporary workers who come to the United States:
A)want to start new companies here.
B)are anxious to take what they have learned home.
C)want to stay.
D)are uncertain about what they want to do in the future.
108
As discussed in "America's Other Immigration Crisis," in Silicon Valley, the majority of start-ups are immigrant founded.
A)True
B)False
109
According to "Trends Shaping Tomorrow's World," Forecasting International compares the specific circumstances of an industry or organization with general observable trends in order to:
A)examine the historical significance of current trends.
B)help individual industries determine specific policies and goals.
C)pinpoint specific future events for individual companies.
D)create a detailed picture of what lies ahead in various world arenas.
110
As presented in "Trends Shaping Tomorrow's World," the world's largest oil consumer is:
A)China.
B)Russia.
C)the United States.
D)the Middle East.
111
As noted in "Trends Shaping Tomorrow's World," while increasing efficiency and productivity in many U.S. industries, new technology has also retarded U.S. job creation.
A)True
B)False
112
In comparing the U.S. employment market to that in Europe, the author of "Offshored Headquarters" notes that:
A)the United States is not as heavily regulated.
B)the United States does not have the kind of termination protection common in the European Union.
C)U.S. laws do not protect classes of people from discrimination.
D)risks involved are more obvious in the United States.
113
As reported in "Offshored Headquarters," of the following, the only nation predicted to have a shrinking gross domestic product in 2009 was:
A)China.
B)Indonesia.
C)India.
D)the United States.
114
As stated in "Offshored Headquarters," human-resource leaders from foreign companies are not obligated to enforce local employment laws in the United States.
A)True
B)False
115
As reported in "Multiple Choice," Ruth Bethea of Met Life advises that:
A)standardized benefits save money.
B)bottom line trumps talent maintenance.
C)think globally and act locally.
D)consider healthcare needs as common everywhere.
116
As noted in "Multiple Choice," countries considered part of the second layer of emerging markets include:
A)Brazil.
B)Russia.
C)India.
D)Bangladesh.
117
As pointed out in "Multiple Choice," the life expectancy among Russian males is increasing.
A)True
B)False
118
As presented in "Business is Booming," the new reality that Americans are confronting is that:
A)multinational corporations are beginning to expand in the United States.
B)jobs that were once outsourced overseas are returning.
C)corporations no longer need American workers.
D)foreign goods are superior to U.S. goods.
119
As claimed in "Business is Booming," the interests of America's leading corporations are becoming increasingly:
A)detached from the American economy.
B)dependent on U.S. consumer habits.
C)intertwined with the interests of U.S. workers.
D)reliant on U.S. government support.
120
As noted in "Business is Booming," the recent rise in corporate profits has been accompanied by a rise in U.S. employment rates, wages, and national income.
A)True
B)False





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