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SHRM Certification
SHRM-CP Exam
SHRM.SHRM-CP.v2022-04-08.q154 Dumps

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Question 6

Hard bargaining is another name for which of the following types of collective bargaining?

A.Principled bargaining
B.Coordinated bargaining
C.Integrative bargaining
D.Positional bargaining

Correct Answer: D

Explanation: Positional bargaining is also known as hard bargaining (and sometimes as distributive bargaining). Integrative bargaining is a form or principled bargaining. Coordinated bargaining is not a recognized collective bargaining position.

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Question 7

What is the recommended minimum amount of advance notice that employers should provide employees before a scheduled performance evaluation?

A.2 days
B.3 days
C.5 days
D.7 days

Correct Answer: D

Explanation: Managers are encouraged to give employees about one week advance notice for a scheduled performance evaluation. Five days might be good, but a full week is better and avoids "springing it" on the employee. Giving the employee 2 days or 3 days is far too short.

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Question 8

Which of the following is a primary reason for the failure of total quality management programs?

A.Micromanaging by employees at all levels of the organizational hierarchy
B.Overemphasis on core objectives
C.Failure to use ISO 9000 standards
D.Inability to identify the advantages of change

Correct Answer: D

Explanation: Inability to identify the advantages of change is a primary reason for the failure of total quality management programs. If managers are unable to convey the intended benefits of a new program, employees are less likely to comply with the new standards and regulations. Micromanagement by employees at all levels is a common characteristic of total quality management programs during the implementation phase. These programs are comprehensive, and require the participation of employees at all levels. Total quality management experts would deny that it is possible to overemphasize core objectives, since TQM depends on isolation of key production components and constant attention to improvement. Finally, failure to use ISO 9000 standards does not cause TQM efforts to fail, since there are a number of other standard systems available. Indeed, many industries have special standards that are more appropriate.

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Question 9

Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

A.Religious institutions
B.Universities
C.State government agencies
D.Federal legislative bodies

Correct Answer: A

Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.

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Question 10

In which case was it determined that employees may not waive Family and Medical Leave Act (FMLA) rights in a severance agreement?

A.Taylor v. Progress Energy, Inc. (2007)
B.Phason v. Meridian Rail Corporation (2007)
C.Smith v. City of Jackson, Mississippi (2005)
D.Circuit City Stores v. Adams (2001)

Correct Answer: A

Explanation: In Taylor v. Progress Energy, Inc. (2007), the Supreme Court ruled that employees may not waive their Family and Medical Leave Act rights in a severance agreement. Indeed, the ruling states that employees may neither waive nor be induced to waive any of their FMLA rights.

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