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Management, 3e (Hitt)
Chapter 7 Managing Diverse Human Resources
1) Although managers are likely to create employee performance appraisal forms and processes,
it is the HR department that actually assesses employee performance.
Answer: FALSE
Page Ref: 168
Difficulty: Easy
Classification: Conceptual
Objective: 1
2) The capabilities that employees possess can form the basis of competitive advantage.
Answer: TRUE
Page Ref: 169
Difficulty: Easy
Objective: 2
3) If a company decides to outsource specific workforce demands, the financial risks to that
company will increase if those demands fluctuate.
Answer: FALSE
Page Ref: 171
Difficulty: Easy
Objective: 3
4) A job specification describes the skills, experience, and education that a candidate should have
to perform the job.
Answer: TRUE
Page Ref: 172
Difficulty: Easy
Objective: 3
5) Employment agencies tend to be expensive, so they are usually not cost-effective for low-
level and low-paying jobs.
Answer: TRUE
Page Ref: 173
Difficulty: Easy
Objective: 3
1
Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall
6) Structured interviews tend to have lower levels of validity than unstructured interviews.
Answer: FALSE
Page Ref: 176
Difficulty: Easy
Objective: 4
7) Personality tests are good overall predictors of job performance.

Answer: FALSE
Page Ref: 177
Difficulty: Easy
Objective: 4
8) When mentoring, a guide or knowledgeable person higher up in the organization helps a new
employee "learn the ropes" of the organization and provides other advice.
Answer: TRUE
Page Ref: 180
Difficulty: Easy
Objective: 5
9) Job analysis focuses on a job's components, while job design is the process of determining
which components ought to be put together and how they should be arranged to enhance
performance.
Answer: TRUE
Page Ref: 181
Difficulty: Easy
Objective: 5
10) Job sharing involves two people working part-time in the same job.
Answer: TRUE
Page Ref: 181
Difficulty: Easy
Objective: 5
11) In graphic rating scales, the characteristics being evaluated are clearly defined and are not
left to individual interpretation.
Answer: FALSE
Page Ref: 182
Difficulty: Easy
Objective: 6
2
12) Graphic rating scales allow managers to quantify results quickly and compare the
performance ratings of employees.
Answer: TRUE
Page Ref: 182
Difficulty: Easy
Objective: 6
13) Behaviorally anchored rating scales (BARS) are a performance appraisal system in which
information about an employee is gathered from supervisors, co-workers, subordinates, and
sometimes suppliers and customers.
Answer: FALSE
Page Ref: 183
Difficulty: Easy
Objective: 6
14) Instead of using hierarchical and segmented salary systems, many companies are now
moving to broadband systems, where the range of pay is large and covers a wide variety of jobs.
Answer: TRUE
Page Ref: 184
Difficulty: Easy
Objective: 7
15) At-risk compensation is also referred to as fixed compensation.

Answer: FALSE
Page Ref: 185
Difficulty: Easy
Objective: 7
16) In "cafeteria-style" benefit plans, employees have a set number of "benefit dollars" that they
can use to purchase specific benefits that fit their particular needs.
Answer: TRUE
Page Ref: 186
Difficulty: Easy
Objective: 7
17) Placing an employee in several functional areas over the course of his or her career is called
cross-functional job rotation.
Answer: TRUE
Page Ref: 186
Difficulty: Easy
Objective: 7
3
18) U.S. firms must abide by the same nondiscrimination laws relative to their U.S. personnel
overseas as their U.S. employees residing in the U.S.
Answer: TRUE
Page Ref: 190
Difficulty: Easy
Objective: 8
19) Quid pro quo sexual harassment involves requests or implied suggestions that sexual
relations are required in exchange for continued employment or benefits.
Answer: TRUE
Page Ref: 191
Difficulty: Easy
Objective: 8
20) An organization cannot use criteria that might be regarded as discriminatory, even if the
criterion in question is a bona fide occupational qualification.
Answer: FALSE
Page Ref: 191
Difficulty: Easy
Objective: 8
21) The Equal Pay Act of 1963 requires that employees of all races performing equal jobs
receive equal pay.
Answer: FALSE
Page Ref: 192
Difficulty: Easy
Objective: 8
22) Which of the following pieces of information would most indicate that a company's assets
are mainly intangible?
A) The company operates on a global basis.
B) Plant and equipment contribute most to the company's output.
C) The company is primarily service and information oriented.
D) The company has a diverse workforce.
Answer: C
Page Ref: 167
Difficulty: Easy
Objective: 1
4
23) In which of the following cases is a firm most likely to have intangible critical assets?
A) JEG Inc. manufactures automobile parts for a number of car manufacturers and the major
portion of its investment is in machinery and equipment.
B) N&S Corp. is a transport and shipping company with a presence throughout the U.S. and its
fleet of trucks contributes significantly to its output.
C) Orangetree Inc. has a number of hotels across the country. The company's success depends on
increasing customer satisfaction by perfecting employees' customer service techniques.
D) BLT is a fast food chain on the East Coast. The company recently automated most of its
processes in order to increase customer convenience.
Answer: C
Page Ref: 167
Difficulty: Moderate
Classification: Application
Objective: 1
AACSB: Analytic skills
24) A(n) ________ is a statement that describes the skills, experience, and education that a
candidate should have to perform the job.
A) job rotation
B) job analysis
C) job specification
D) job assessment
Answer: C
Page Ref: 172
Difficulty: Easy
Objective: 3
25) A ________ is a list of duties and capabilities required for a particular job.
A) job assessment
B) job evaluation
C) job rotation
D) job description
Answer: D
Page Ref: 172
Difficulty: Easy
Objective: 3
5
26) Which of the following is a method of generating job candidates?
A) job sharing
B) job posting
C) job rotation
D) job analysis
Answer: B
Page Ref: 173
Difficulty: Easy
Objective: 3
27) ________ is an internal recruiting method in which a job, its pay, level, description, and
qualifications are announced to all current employees.
A) Job rotation
B) Job sharing
C) Job posting
D) Job design
Answer: C
Page Ref: 173
Difficulty: Easy
Objective: 3
28) Which of the following would be the most helpful to employees who want to chart potential
career paths within their company?
A) job postings
B) employee referrals
C) employment agencies
D) school placement centers
Answer: A
Page Ref: 173
Difficulty: Easy
Objective: 3
6
29) Auto parts manufacturer JEG Inc. has a number of vacancies at lower management levels
and wants to fill the positions from within the company itself rather than recruit externally. The
company plans to e-mail the job specifications to all employees and post the jobs on the
company Web site. Which of the following is a disadvantage of job posting?
A) All employees do not have equal opportunities to apply for a job.
B) Unqualified applicants will need explanations about why they did not get the job.
C) Job postings prevent some qualified employees from having the opportunity to apply for a
particular job.
D) Unqualified employees can find out the qualifications they need to get a particular job.
Answer: B
Page Ref: 173
Difficulty: Easy
Objective: 3
company Web site. Which of the following, if true, will strengthen the company's decision?
A) The majority of JEG employees have only a basic level of education.
B) JEG recently instituted a technical skills improvement program for shop floor employees.
C) JEG favors a paternalistic managerial style and its organization culture tends to be rigid and
controlling.
D) It has been brought to the management's notice that several top performing entry level
employees have received offers from rival companies.
Answer: D
Page Ref: 173
Difficulty: Difficult
Classification: Critical Thinking
Objective: 3
AACSB: Reflective thinking skills
7
company Web site. Which of the following, if true, will weaken the company's decision?
A) The majority of JEG employees have only a basic level of education.
B) JEG recently instituted a technical skills improvement program for shop floor employees.
C) JEG favors a paternalistic managerial style and its organization culture tends to be
controlling.
D) JEG is looking for employees with innate ability and not necessarily formal skills.
Answer: A
Page Ref: 173
Objective: 3
32) Which of the following is a method of generating job candidates from outside an
organization?
A) job posting
B) direct marketing
C) onboarding
D) advertising
Answer: D
Page Ref: 173
Difficulty: Easy
Objective: 3
33) JEG is opening a new manufacturing plant and has approached an employment agency to
begin the recruitment process for shop floor workers. The HR manager objects to this, saying
that the company should conduct its own recruitment. Which of the following is a disadvantage
of using an employment agency to generate job candidates?
A) They generate responses from unqualified applicants who need to receive explanations about
why they did not get the job.
B) Executive search firms are more efficient at generating candidates for lower-level jobs.
C) The services of employment agencies are not cost-effective for low-level and low-paying
jobs.
D) They are less effective when the firm is looking for a different type of employee than it
currently has.
Answer: C
Page Ref: 173
Difficulty: Easy
Objective: 3
8
34) Employee referrals are least effective as a recruiting strategy when ________.
A) employees are friends with the potential applicants
B) the firm seeks candidates who are significantly different from current employees
C) employees are not as well compensated as the new recruits will be
D) the firm seeks candidates who can perform the same functions as current employees
Answer: B
Page Ref: 174
Difficulty: Easy
Objective: 3
35) N&S Corp. is opening a new branch in a nearby city and the HR team is debating the various
methods of generating job candidates. Which of the following will weaken the case for using
employee referrals?
A) Current employees understand the organization, its culture, and the particular job that needs
to be filled.
B) The new office is tapping a new market and deals with a completely new set of clients.
C) The new office will spearhead N&S's venture into a new industry and will operate very
differently from the present systems.
D) Most employees in the present office have the skills required to perform well in the new
branch.
Answer: C
Page Ref: 173
Objective: 3
36) N&S Corp. is opening a new branch in a nearby city and the HR team is debating the various
methods of generating job candidates. The team feels that using employee referrals may generate
unqualified or substandard candidates because employees will be biased in favor of their
recommendations. Which of the following facts offers the strongest counterargument for this?
A) Employees usually know the work history, educational background, skills and abilities,
personal characteristics of the applicants.
B) Their personal relationships with the recommended candidates allow employees to convince
the company about the these candidates.
C) Employees tend to recommend individuals who they believe will do well because referrals put
employees' own reputations on the line.
D) Their personal relationship with the recommended candidate allows employees to convince
the individual about the benefits of working for the company.
Answer: C
Page Ref: 173
Objective: 3
9
37) Which of the following is the best definition of a valid selection technique?
A) It is a technique that does not discriminate between candidates on the basis of race, religion,
or gender.
B) It is a technique that has been approved by the Labor Department.
C) It is a screening process that differentiates those who would be successful in a job from those
who would not.
D) It is a technique that is designed to eliminate employer bias in selecting candidates.
Answer: C
Page Ref: 176
Difficulty: Easy
Objective: 4
38) Shelley arrived at 10:00 a.m. for her interview with a manager at Orangetree. This being her
first round of interview with the company, the manager asked her a set of questions interviewers
ask all prospective candidates they meet for the first time. What sort of interview is Shelley
attending?
A) structured
B) unstructured
C) sampling
D) simulation
Answer: A
Page Ref: 176
Objective: 4
39) Which of the following is more likely to occur in an unstructured interview than in a
structured interview?
A) asking all candidates the same set of questions
B) carefully recording interviewees' responses on a standardized form
C) asking each candidate to answer different questions
D) taking approximately the same time to interview each candidate
Answer: C
Page Ref: 176
Difficulty: Easy
Objective: 4
10
40) In which of the following cases will unstructured interviews be the most useful selection
technique?
A) JEG needs an operator for the specialized machinery used on the shop floor and must decide
from among ten candidates for the job.
B) N&S Ltd is in the process of recruiting a top-level manager and needs a person who can
interact well with others.
C) Orangetree is holding walk-in interviews for a desk job and needs to eliminate half of the 200
applicants in the first interview round.
D) Papercraft Ltd is looking for a Web site designer and needs test applicants to demonstrate
their proficiency with designing software.
Answer: B
Page Ref: 176
Objective: 4
41) Which of the following is true for interviews?

A) In unstructured interviews, interviewers ask all candidates the same set of questions.
B) The validity of unstructured interviews is lower than that for structured interviews.
C) Structured interviews involve asking each candidate to answer different questions based on
their individual qualifications.
D) Recording interview responses on a standardized form decreases the validity of the interview.
Answer: B
Page Ref: 176
Difficulty: Easy
Objective: 4
11
42) Which of the following selection techniques is likely to offer the highest validity?
A) ABC 24/7, a news channel, is looking for an anchor to host a talk show on current affairs.
Each candidate is asked a variety of questions depending on their personal work experience and
areas of strength.
B) N&S is conducting campus interviews that attract a large number of applicants. To eliminate
those who do not have the necessary skills, N&S makes applicants fill out a preliminary
questionnaire. Based on the results, N&S then decides who qualifies to the next round.
C) Orangetree finds it more important that new employees fit in with the company culture and
other employees. Thus, interviews are generally conducted individually by a number of top
managers, who assess candidates' fit with the company.
D) Papercraft is a family firm and the CEO has the final say in all employee hires. Employees
are often hired on the basis of a brief interview with the CEO, rather than the company's formal
interview process.
Answer: B
Page Ref: 176
Objective: 4
43) Which of the following is true regarding work sampling?

A) Work sampling is expensive and difficult to administer.
B) Work sampling tests only general aptitude and not specific skills.
C) A person who performs well in the work sample will not perform well on the job.
D) Work sampling is not an accurate predictor of how a candidate will do on the job.
Answer: A
Page Ref: 177
Difficulty: Easy
Objective: 4
44) Candidates for university teaching positions are routinely required to teach a 50-minute class
in their discipline while selection committee members observe both the candidate's work and
students' responses. What is this selection technique called?
A) assessment center
B) physical examination
C) unstructured interview
D) work simulation
Answer: D
Page Ref: 177
Difficulty: Easy
Objective: 4
12
45) Which of the following selection techniques is the least useful predictor of how a candidate
will do in a particular job?
A) written tests
B) work simulation
C) work sampling
D) assessment centers
Answer: A
Page Ref: 177
Difficulty: Easy
Objective: 4
46) Which of the following is true for assessment centers?

A) They avoid using work sampling and simulation techniques.
B) They are time- and resource-intensive selection tools.
C) They focus on conducting personality tests of job candidates to find out if they work well
with teammates.
D) They are a cost-effective selection method for employees moving up within a firm.
Answer: B
Page Ref: 177
Objective: 4
47) In which of the following cases will written tests be the most useful selection technique?
A) JEG needs an operator for the specialized machinery used on the shop floor and must decide
from among ten candidates for the job.
B) N&S Corp. is conducting internal recruitment for a trainer for employees and needs a person
who can interact well with others.
C) Orangetree is holding walk-in interviews and needs to eliminate at least half of the 200
candidates depending on their aptitude.
D) Papercraft Inc. is looking for artists who can design and produce specialized gift items and
has placed ads on several job portals.
Answer: C
Page Ref: 177
Objective: 4
13
48) Which of the following statements is true about using physical testing as a selection method?
A) Physical exams cannot be used as a method to reduce insurance claims.
B) Drug testing is not permissible unless the firm can demonstrate that it is a bona fide
occupational qualification.
C) Physical tests cannot be used unless the requirements being screened relate to job
performance.
D) Physical tests can only test current illnesses or capacity; they cannot be used to test for
potential problems.
Answer: C
Page Ref: 178
Objective: 4
49) When a job has high physical demands, companies require physical examinations as part of
the screening process. Information gathered from the examinations can be used in all of the
following ways EXCEPT ________.
A) helping to reduce insurance claims
B) selecting physically qualified applicants
C) checking for issues unrelated to job performance
D) protecting against lawsuits by identifying high-risk applicants
Answer: C
Page Ref: 178
Difficulty: Easy
Objective: 4
50) ________ provide new employees a broad overview of the industry, the company and its
business activities; its key competitors; and general information about working for the company.
A) Orientation programs
B) On-the-job training
C) Problem-solving conferences
D) Staff development meetings
Answer: A
Page Ref: 179
Difficulty: Easy
Objective: 5
14
51) Which of the following strategies should managers avoid when designing orientation
programs?
A) reducing paperwork to minimize information overload
B) alternating heavy information with lighter presentations
C) scheduling informal meetings between new hires and immediate supervisors
D) matching each new employee with a "buddy" based on job similarity rather than personality
compatibility
Answer: D
Page Ref: 179
Difficulty: Easy
Objective: 5
52) ________ orientation sessions are generally designed to help the new employee get up to
speed on the new job, co-workers, policies, procedures, and expectations.
A) Career path
B) Job rotation
C) Work-unit
D) Critical incident
Answer: C
Page Ref: 179
Difficulty: Easy
Objective: 5
53) Which of the following is an off-the-job training method?

A) correspondence courses
B) mentoring
C) job rotation
D) apprenticeship
Answer: A
Page Ref: 179
Difficulty: Easy
Objective: 5
15
54) ________ skill development programs address skills such as effective listening, conflict
resolution, negotiation, and coaching.
A) Technical
B) Conceptual
C) Interpersonal
D) Motor
Answer: C
Page Ref: 179
Difficulty: Easy
Objective: 5
55) Alison is a newly promoted manager at N&S. Though she has the requisite qualifications in
terms of experience and process knowledge, her team told her supervisors that Alison's
management style is abrasive and authoritarian. Which of the following sets of skills does Alison
need to improve?
A) technical skills
B) conceptual skills
C) interpersonal skills
D) motor skills
Answer: C
Page Ref: 179
Difficulty: Easy
Objective: 5
56) A(n) ________ is an on-the-job training technique.

A) correspondence course
B) cross training program
C) online learning
D) critical incident
Answer: B
Page Ref: 179-180
Difficulty: Easy
Objective: 5
16
57) ________ skill development programs include a variety of skills and abilities, such as
problem solving, decision making, planning, and organizing.
A) Technical
B) Conceptual
C) Interpersonal
D) Motor
Answer: B
Page Ref: 180
Difficulty: Easy
Objective: 5
58) The practice of moving individuals to various types of jobs within the organization at the
same level or next-immediate-higher level for periods of time from an hour or two to as long as a
year is known as ________.
A) apprenticeship
B) mentoring
C) job rotation
D) job sharing
Answer: C
Page Ref: 180
Difficulty: Easy
Objective: 5
59) Orangetree has hired new employees following a campus recruitment drive. Tim and Sandy,
the new employees, have the skills to do the job but lack experience in the work environment.
Orangetree assigns two older employees in the same department to help Tim and Sandy get
accustomed to the functioning of the organization. This is known as ________.
A) apprenticeship
B) mentoring
C) job rotation
D) job sharing
Answer: B
Page Ref: 180
Difficulty: Easy
Objective: 5
17
60) ________ is a form of training in which a person works alongside someone who is skilled in
a particular craft and is taught by that person.
A) Apprenticeship
B) Work simulation
C) Micro-schooling
D) Job sharing
Answer: A
Page Ref: 180
Difficulty: Easy
Objective: 5
61) Which of the following methods gives the clearest assessment of the effectiveness of a
training program?
A) pre-training and post-training assessment
B) using the "smile" index to gauge effectiveness
C) administering a post-training questionnaire
D) testing employees on skills covered in the training
Answer: A
Page Ref: 180-181
Difficulty: Easy
Objective: 5
62) ________ focuses on the structuring or restructuring of key components of a job.

A) Job design
B) Job analysis
C) Job posting
D) Job rotation
Answer: A
Page Ref: 181
Difficulty: Easy
Objective: 5
63) ________ involves rethinking and radically redesigning business processes to achieve
dramatic improvements in performance, such as cost, quality, service, or speed.
A) Restructuring
B) Reengineering
C) Cross-training
D) Job rotation
Answer: B
Page Ref: 181
Difficulty: Easy
Objective: 5
18
64) Orangetree tries to help employees maintain a work-life balance by providing flexible job
arrangements. For instance, Alison works only on Mondays, Wednesdays, and Fridays, while
Joan fills the same role on Tuesdays, Thursdays, and Saturdays. Both find the arrangement
convenient, while the company gets the advantage of two workers for little more than the price
of one. This arrangement is known as ________.
A) job swapping
B) job exchange
C) job rotation
D) job sharing
Answer: D
Page Ref: 181
Objective: 5
65) Papercraft Inc. is considering introducing a job sharing program for some departments in the
company. Which of the following, if true, would weaken Papercraft's decision?
A) An employee survey revealed that most employees would prefer to have more flexible work
timings.
B) The nature of the work involves very little feedback.
C) On account of the nature of the projects, most projects are undertaken single-handedly.
D) The company's workforce is mainly composed of young, independent, single male
employees.
Answer: C
Page Ref: 181
Objective: 5
66) JEG recently evaluated its manufacturing processes and discovered that the monotonous
nature of jobs was contributing to employee dissatisfaction. As manufacturing worked on an
assembly-line system, each employee had to repetitively add just a single part to the product.
JEG decided to form the employees into teams and have each team assemble a complete product
together. This effort by JEG to make the work more interesting for its employees is known as
________.
A) reengineering
B) job sharing
C) job rotation
D) cross-training
Answer: A
Page Ref: 181
Objective: 5
19
67) ________ lists a set of qualities upon which to evaluate employees, and their level of
performance on each of these items is then rated in terms of a scale typically ranging from 1 to 5.
A) The Likert scale
B) The Guttman scale
C) A Borg scale
D) A graphic rating scale
Answer: D
Page Ref: 182
Difficulty: Easy
Objective: 6
68) Which of the following is true of graphic rating scales?

A) Graphic rating scales are time-consuming and difficult to complete.
B) There is no clear definition for the qualities measured by graphic rating scales.
C) The results obtained from graphic rating are difficult to quantify.
D) Graphic rating scales cannot be used to compare performance ratings between employees.
Answer: B
Page Ref: 182
Difficulty: Easy
Objective: 6
69) Which of the following is true for behaviorally anchored rating scales (BARS)?
A) BARS are very similar in methodology to 360-degree feedback.
B) BARS and graphic rating scales have nothing in common.
C) BARS rate employee characteristics using a quantitative scale.
D) BARS rank employees in terms of abstract qualities rather than specific behaviors.
Answer: C
Page Ref: 183
Difficulty: Easy
Objective: 6
70) Which of the following is true for 360-degree feedback?

A) The results are easily quantifiable and comparable across the company.
B) This technique completely eliminates the potential for bias in evaluations.
C) It is quick and easy to collect and quantify the data relevant to this feedback.
D) It attempts to measure a person's performance from multiple perspectives.
Answer: D
Page Ref: 183-184
Difficulty: Easy
Objective: 6
20
71) A ________ is a specific instance in which the employee's behavior and performance were
above or below expectations.
A) basis point
B) chronic incident
C) critical incident
D) pivot point
Answer: C
Page Ref: 184
Difficulty: Easy
Objective: 6
72) ________ compensation is pay that varies depending on specified conditions such as the
general profitability of the company, revenue, or individual performance targets.
A) At-risk
B) Broadband
C) Cafeteria plan
D) Deferred
Answer: A
Page Ref: 185
Difficulty: Easy
Objective: 7
73) A(n) ________ is a system that ties some compensation to employee performance.
A) broadband plan
B) cafeteria plan
C) incentive plan
D) open compensation
Answer: C
Page Ref: 185
Difficulty: Easy
Objective: 7
74) At JEG, a certain percentage of each employee's salary remains fixed, while the rest varies
according to employee performance. This is an example of ________.
A) a cafeteria-style plan
B) a benefit plan
C) an incentive plan
D) a broadband plan
Answer: C
Page Ref: 185
Difficulty: Easy
Objective: 7
21
75) Immediately upon being promoted to store manager in a bookstore, Rachel receives details
of her new compensation package: her salary is tied to store profit, and she must customize her
benefit plan. This manager's pay structure is a form of ________, and her benefit plan is
________.
A) at-risk compensation; traditional
B) at-risk compensation; cafeteria-style
C) variable compensation; traditional
D) piece-rate compensation; cafeteria-style
Answer: B
Page Ref: 185-186
Difficulty: Easy
Objective: 7
76) JEG requires any mid-level manager who wants to move into top management to spend three
years in each of the firm's operational areas. This requirement is an example of ________.
A) at-risk compensation
B) 360 degree feedback
C) cross-functional job rotation
D) job sharing
Answer: C
Page Ref: 186
Difficulty: Easy
Objective: 5
77) ________ involve(s) the termination of groups of employees because of economic or

business reasons.
A) Layoffs
B) Furloughs
C) Outsourcing
D) Voluntary redundancy
Answer: A
Page Ref: 187
Difficulty: Easy
Objective: 7
22
78) ________ usually involve(s) the termination of an employee for criminal behavior, such as
theft of company property, or for violating the company's policies, such as sharing confidential
information with its competitors.
A) Layoffs
B) Furloughs
C) Firing for cause
D) Voluntary redundancy
Answer: C
Page Ref: 187
Difficulty: Easy
Objective: 7
79) Janet has been a manager at N&S for the past six years. Following the retirement of her
superior, Janet expected to be promoted in his place. However, a male colleague with similar
qualifications and less experience was promoted instead. Janet notices that most top-level
managers in N&S are male, even though a substantial percentage of the employees are female.
Which of the following terms explains this scenario?
A) the golden handshake
B) the golden handcuffs
C) the glass ceiling
D) the glass cliff
Answer: C
Page Ref: 190
Difficulty: Easy
Objective: 8
80) A hiring and training program intended to correct past inequalities for certain categories of
people based on gender, race and ethnicity, age, or religion is known as a(n) ________.
A) redistributive justice system
B) affirmative action program
C) meritocracy
D) retributive justice system
Answer: B
Page Ref: 191
Difficulty: Easy
Objective: 8
AACSB: Multicultural and diversity understanding
23
81) ________ may use selection criteria regarded as discriminatory, but do not constitute
employment discrimination because they have a direct and material impact on job performance
and outcomes.
A) Graphic rating scales
B) Bona fide occupational qualifications
C) Behaviorally anchored ratings scales
D) Cross-functional job rotations
Answer: B
Page Ref: 191
Difficulty: Easy
Objective: 8
82) Which of the following is true for a bona fide occupational qualification?
A) It is based on performance and has an indirect impact on job performance.
B) It may use selection criteria regarded as discriminatory.
C) It is a prerequisite for inclusion in affirmative action programs.
D) It has no material impact on job outcomes.
Answer: B
Page Ref: 191
Objective: 8
83) Despite laws against discrimination, Disney can legally refuse to hire men with beards
because the company demonstrated statistically that being clean-shaven is a ________ at Disney
theme parks.
A) technical job skill
B) valid selection technique
C) bona fide occupational qualification
D) cross-functional job requirement
Answer: C
Page Ref: 191
Difficulty: Easy
Objective: 8
24
84) Which of the following is true for the Civil Rights Acts of 1866 and 1871?
A) They prohibit discrimination in employment against individuals aged 40 or older.
B) They grant all citizens the right to make, perform, modify, and terminate contracts and enjoy
all benefits, terms, and conditions of the contractual relationship.
C) They provide equal protection for all citizens and require due process in state action.
D) They require affirmative action in the employment of individuals with disabilities.
Answer: B
Page Ref: 192
Difficulty: Easy
Objective: 8
85) Which of the following is true for the Fourteenth Amendment?

A) It prohibits discrimination in employment against individuals aged 40 or older.
B) It grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all
benefits, terms, and conditions of the contractual relationship
C) It provides equal protection for all citizens and requires due process in state action.
D) It requires affirmative action in the employment of individuals with disabilities.
Answer: C
Page Ref: 192
Difficulty: Easy
Objective: 8
86) BEL Services is a long-time federal contractor. It was recently noticed that the company has
not been implementing affirmative action policies for people with disabilities. Which of the
following is BEL violating?
A) Fourteenth Amendment
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Rehabilitation Act of 1973
Answer: D
Page Ref: 192
Objective: 8
25
87) The ________ requires affirmative action in hiring women and minorities.
A) Fourteenth Amendment
B) Equal Pay Act of 1963
C) Executive Order 11246
D) Rehabilitation Act of 1973
Answer: C
Page Ref: 192
Difficulty: Easy
Objective: 8
88) Name and briefly explain the various methods of recruiting candidates for a job opening.
Answer: Recruiting is primarily concerned with determining which candidates the organization
wants to attract and undertaking activities to entice them to apply for specific positions within
the organization.
There are a variety of methods for generating job candidates.
Job posting: Job posting is a popular internal recruiting method in which a job, its pay, level,
description, and qualifications are posted or announced to all current employees. Increasingly,
companies post their jobs electronically through e-mail or on the company's Web site. Job
postings help ensure that all qualified employees have an opportunity to apply for a particular
job. Job posting can also help current employees get a better idea of the types of jobs available to
them and the qualifications needed to be successful in those jobs.
Advertisements: Advertisements in general or in specialized publications can also be an effective

means of generating job candidates. Regional or local publications focus on the local labor pool.
Employment agencies: In some fields, employment agencies can also be effective in generating
job candidates. The agency's effectiveness is largely a function of how well it understands the
organization and a job's requirements. Agencies tend to be expensive and usually are not cost-
effective for low-level and low-paying jobs. In contrast, most openings at the senior management
level use executive search firms as part of their recruiting efforts.
Employee referrals: Managers often find current employees a great source for job candidates.
Current employees with tenure in the organization understand the organization, its culture, and
often the particular job that needs to be filled. They usually know something about an applicant
as well: work history, educational background, skills and abilities, personal characteristics, and
so on.
26
School placement centers: School placement centers are also a popular source of job candidates.
Placement center offices can range from those found in high schools, technical schools, and
junior colleges to universities and advanced degree programs. Given an adequate amount of time
and clear job specifications and requirements, school placement centers can do much of the
prescreening for an employer, filtering out unqualified candidates. This can save the firm time
and money in the recruiting process.
The Internet: Companies are discovering that the Internet is a powerful recruiting tool. Most
major companies use their corporate Web sites to list jobs and attract candidates. In addition to
using their own sites to attract candidates, companies are increasingly using sites such as
Monster.com.
Page Ref: 173-174
Difficulty: Easy
Objective: 3
89) What does "valid selection technique" mean in the context of job selection?
Answer: A key aspect of any selection technique is that it must stand up to legal scrutiny: that is,
the organization must be able to demonstrate that the selection technique is valid, if it is
challenged in court. A valid selection technique can differentiate those who would be more
successful in the job and those who would be less successful. Educational background, for
example, is often used in selecting new hires because knowledge typically has a proven
relationship with job performance.
Page Ref: 176
Difficulty: Easy
Objective: 4
90) Compare structured and unstructured interviews and explain which type generates more valid
results.
Answer: The most widely used selection technique is the interview. In most cases, the interview
is unstructured. An unstructured interview is one in which interviewers have a general idea of the
types of questions they might ask but do not have a standard set of questions. As a consequence,
interviewers might ask different candidates different questions. With different questions and
responses, comparing candidates can be like comparing apples and oranges. A major weakness
of unstructured interviews is that they tend to have low levels of validity, i.e., they do not offer a
screening process that differentiates those who would be successful in a job from those who
would not. In contrast, in a structured interview, interviewers ask a standard set of questions of
all candidates about their qualifications and capabilities, can be quite valid. Carefully recording
interviewees' responses on a standardized form and taking approximately the same time to
interview each candidate can further enhance validity.
Page Ref: 176
Difficulty: Easy
Objective: 4
27
91) List the various methods of selecting applicants for a job.
Answer: There are a variety of selection techniques; each has its own strengths and weaknesses.
These include the following:
Interviews
Work sampling
Work simulation
Assessment centers
Background checks
Written tests
Physical examinations
Page Ref: 176-178
Difficulty: Easy
Objective: 4
92) Explain how orientation programs train employees in technical, interpersonal, and
conceptual skills.
Answer: Orientation and training programs can have a variety of objectives. However, at a
fundamental level, these programs are intended to address employees' technical, interpersonal, or
conceptual abilities. An employee's technical skills can range from being able to read and
perform simple math to being able to program a supercomputer. Because very few employees
work in isolation, improved interpersonal abilities are the target of a wide variety of training
programs. Programs such as these might address skills such as effective listening, conflict
resolution, negotiation, and coaching. The final category is conceptual abilities. This category
includes a variety of skills and abilities, such as problem solving, decision making, planning, and
organizing. A given training program might be designed to address just one, two, or all three of
these categories.
Page Ref: 179-180
Difficulty: Easy
Objective: 5
93) What is job sharing?

Answer: Job sharing involves two people working part-time in the same job; for example,
working mothers who must balance family and workplace demands. Effective job sharing
requires two individuals who can coordinate well and have similar capabilities.
Page Ref: 181
Difficulty: Easy
Objective: 5
28
94) What are graphic rating scales? What are their advantages and disadvantages?
Answer: One of the most popular methods of providing performance feedback is through
graphic rating scales. A graphic rating scale typically lists a set of qualities upon which to
evaluate the employee. The employee's level of performance on each of these items is then rated
in terms of a graduated scale typically ranging from 1 to 5. The degree of specificity concerning
the definition of each point on the scale can range from one-word descriptors (for example, 1 =
poor) to complete sentences (for example, 1 = Does not meet the minimum standards).
Advantages: Graphic ratings are popular for two main reasons. First, they are relatively quick
and easy for managers to complete. Given that most managers must evaluate many employees
and are typically not rewarded for writing up high-quality evaluations, they have a natural
incentive to complete the evaluations as quickly as possible. Second, it is easy to quantify the
results and compare employees' performance ratings.
Disadvantages: The characteristics being evaluated may not be clearly defined; thus, they are left
to individual interpretation. Consequently, one manager might focus her interpretation of
"interpersonal skills" on conflict resolution abilities, while another manager might focus his
interpretation on listening skills. Given the two different interpretations, it is difficult to compare
the employees evaluated by the two different managers. Furthermore, the two different managers
might have different interpretations of the rating scale.
Page Ref: 182
Difficulty: Easy
Objective: 6
95) Explain 360-degree feedback.

Answer: 360-degree feedback is a performance appraisal system in which information is
gathered from supervisors, co-workers, subordinates, and sometimes suppliers and customers.
The rationale behind a 360-degree feedback appraisal system is that a person's performance
should be viewed from multiple perspectives. Most 360-degree feedback systems involve
collecting appraisal evaluations from an employee's boss, peers, subordinates, and even the
employee. In some companies, evaluations are also collected from suppliers and customers,
depending on the nature of interaction the employee has with these constituencies or groups of
people. The positive aspect of 360-degree feedback is that because data are gathered from
multiple sources, employees are encouraged to focus on all of the firm's key constituencies. This
reduces the incentive, for example, for employees to simply cozy up to the boss but work poorly
with their peers or subordinates. The major drawback is the time and energy it takes to collect,
process, and effectively feed the data back to the individual.
Page Ref: 184
Difficulty: Easy
Objective: 6
29
96) What is a cafeteria-style benefit plan?
Answer: With a cafeteria-style benefit plan, employees have a set number of "benefit dollars"
that they can use to purchase specific benefits, according to their particular needs.
Page Ref: 186
Difficulty: Easy
Objective: 7
"Because we're not sure how many kindergarten students to expect this fall, we're only looking
for a part-time teacher to supplement our full-time teacher's load," Patrick McCoy told each
interviewee. "But there's a possibility this could become a full-time position at the last minute."
Mr. McCoy, principal at Walton Elementary School, gave each candidate the same details about
the job, though he wished he could be more precise about those details. The newly created
position was based on a one-year grant, which may not be available in the next year. "If the grant
is not available next year, we'll do our best, without guarantee, to place you somewhere in the
school corporation," Patrick continued.
Abby Sanders and Deb Harman, both recent college graduates, waited outside the conference
room for their respective interviews. Upon exchanging pleasantries, Abby learned that Deb had
been a student teacher in the kindergarten classroom at Walton last spring. Immediately, feeling
disappointed, she began to wonder whether Deb would have an inside advantage. Just then, a
veteran teacher, Mary Kratz, left the conference room. Mary immediately recognized Deb, then
smiled and said, "Good luck!"
Abby Sanders now felt as though she had no chance of being hired. She had never met Mary
Kratz, but it seemed to her as though everyone knew each other and that this interview would be
a waste of her time. "Are you Abby Sanders?" Patrick McCoy asked, now standing in the
doorway of the conference room. The two exchanged greetings and entered the conference room.
"Well, tell me about yourself," Patrick requested. Abby smiled and responded, trying to forget
her previous thoughts.
97) What constraints are affecting Mr. McCoy's planning activities?

Answer: Human resource planning involves assessing the firm's future human resource needs
(demand), determining the availability of the type of people needed (supply), and creating plans
for how to meet those needs (fulfillment). Mr. McCoy is using the interview process to find a
suitable candidate who can fulfill the anticipated need for a new teacher. He is uncertain about
the total enrollment for kindergarten in the coming year, so he does not know if he will need a
part-time or full-time teacher. He does not know whether the grant money will be available to
subsidize the position for a second year; thus, he cannot specify the time frame for the proposed
teaching job. Therefore, it is difficult for him to forecast the demand for a teacher or the type of
teacher that will be needed.
Page Ref: 171
Objective: 3
30
98) How might hiring a part-time teacher for this position be advantageous?
Answer: Patrick McCoy will have the flexibility to meet the demands of increased enrollments
in the kindergarten; in addition, he can try out a new teacher without having to hire that person
permanently. If the grant money will not be available next year or if enrollments decline
significantly, it will be easier to reduce the workforce at Walton Elementary.
Page Ref: 171
Difficulty: Easy
Objective: 3
99) In this scenario, is the interview alone a valid selection technique?

Answer: The interview alone would not be a valid selection technique in this scenario. One of
the key points to keep in mind about any selection technique is that if legally challenged, the
organization must be able to demonstrate that the selection technique is valid. A valid selection
technique differentiates between those who would be more successful in the job and those who
would be less successful. In this scenario, it appears that Mr. McCoy is using unstructured
interviews to evaluate the candidates for the part-time teaching job. Unfortunately, a major
weakness of unstructured interviews is that they tend to have low levels of validity.
Page Ref: 176
Objective: 4
100) How might a work sample validate the selection process in this scenario?
Answer: Work sampling attempts to simulate or duplicate the job the person would be doing, if
hired. The underlying rationale is as follows: If one performs well or poorly on the work sample,
then it is likely that he/she would perform similarly in the real job. Work sampling makes a
"reasonably accurate prediction of how a candidate will do in a job." If this technique were
applied across the board to all of the candidates for the part-time teaching job, then it would add
validity to the selection process. Unfortunately, the time and cost required to implement this
technique may prohibit its use at Walton Elementary.
Page Ref: 177
Objective: 4
31
101) Given the circumstances in this scenario, on what type of skills might a training program
focus?
Answer: Training should focus on the conceptual, technical, and interpersonal abilities of
teachers. A kindergarten teacher's technical skills can range from being able to read or spell and
perform simple math to working with computer-assisted learning systems. Because the teacher
will be working with children, his/her interpersonal abilities should be reinforced. Training might
address effective listening, conflict resolution, and coaching. Conceptual abilities will be
important to a kindergarten teacher. Training could focus on problem solving, decision making,
planning, and organizing. A given training program could be customized according to the needs
of the individual teacher, in order to address one, two, or all three of these categories. Student
answers may vary.
Page Ref: 179
Objective: 5
102) Explain "job design" in this scenario.

Answer: Job design focuses on the structuring or restructuring of key components of a job. The
part-time teaching job is brand new (has never been used before at Walton Elementary), so job
design occurred early on, before the candidates were interviewed. The successful candidate will
not only be suited for the part-time job, but also for full-time teaching in the event that (1)
enrollments at Walton justify a full-time job and (2) the grant money will be available for more
than one year. In this case, it seems appropriate for the job to be designed first and then for the
principal to try to find a match for that job. However, if the grant is not available next year, Mr.
McCoy says that he will to try to place the person hired for the part-time job "somewhere in the
school corporation." If that happens, then a job might need to be designed or redesigned to fit the
newly hired teacher. Student answers may vary.
Page Ref: 181
Objective: 5
32
103) Why might a school principal rely on "critical incidents" to provide feedback to teachers
during appraisals?
Answer: A school's performance expectations must be made clear to teachers some time prior to
the appraisal. If this is not done, a negative appraisal is unlikely to motivate that person to
improve. Thus, expectations regarding performance must be made clear before a teacher steps
into the classroom. Furthermore, if a teacher thinks that the principal is biased, a performance
appraisal will not be effective. Therefore, it is important to record critical incidents, i.e., specific
incidents in which the teacher's behavior and performance were either above or below
expectations. This record will help the principal put recent events into context. It will also
promote a meaningful dialogue during the performance appraisal interview.
Page Ref: 184
Objective: 6
33
Another random document with
no related content on Scribd:
belonged to Kuaihelani but Kuaihelani aku nei ka hele ana a
moved to Hawaii where she now noho i Hawaii.” Ola ae la keia,
lives.” This saved ma keia mau olelo, launa mai la
Kapuaokaoheloai, and her friend ke aikane iaia nei, a noho pu iho
once more joined her and lived la e like me mamua.
with her as at first.
It was customary for He mea mau ia

Kapuaokaoheloai to weep for her Kapuaokaoheloai, ka uwe i kona
brother; so one day kaikunane, ninau aku o
Kapuaokaohelo asked her: “Why Kapuaokaohelo: “E uwe ana oe i
are you weeping?” “I am ke aha?” “I ko’u kaikunane.”
weeping for my brother.” “Where “Auhea?” “Aia no i Hawaii.” “He
is he?” “He is in Hawaii.” “Is he kanaka maikai no?” “Ae, he pale
handsome?” “Yes, I am but as wawae ko’u ili nona.” “Auwe,
the skin of his feet.” “Oh dear, pehea la wau e ike ai iaia.” I aku
how can I see him?” Her friend keia: “Ina makemake oe e ike, e
replied: “If you wish to see him, ike no oe.”
you shall.” That night in their
sleep she sought after and I ka po, ma ka moe uhane, kii
brought the spirit of her brother keia i ka uhane o ke kaikunane a
and made it sleep with her hoomoe pu me ke aikane, pela
friend. This was kept up for no i na po a pau, a hala ke
several nights in succession until anahulu okoa, aloha iho la ka
ten full nights had passed when wahine a manao e imi. Ninau
her friend became so much in aku i ke aikane: “Aia mahea ko
love that she made up her mind oukou wahi?” “Aia ma ka hikina
to go in search of her lover. So o ka la; ina oe e holo, o ka aina
one day she said to her friend: mua e loaa ia oe o Kauai, Oahu
“Where abouts is your home?” “It aku, o Molokai, o Maui, o
is where the sun rises. If you Hawaii, aia nae ma kahi a ka la
should go, the first land you e hiki mai, oia o Kumukahi, o
come to is Kauai, then Oahu, Punahoa ke awa, o Waianuenue
then Molokai, then Maui and ka maka o uka e nana ai. Ka
then Hawaii. It is, however, at the hale nui e ku ana i uka, o ko
first point where the sun comes maua hale ia, aia no kuu
up, called Kumukahi. The harbor kaikunane ilaila me kona kahu.”
Punahoa and Waianuenue is the
first object to be seen upon A pau ka olelo ana, haalele ke
landing. The large house which aikane ia Kuaihelani a holo mai
you will see in the upland is our la me kona mau waa a hiki i Hilo
home; my brother is still there a pae ma Punahoa, nana aku la
with his attendant.” Soon after ia i keia hale e ku ana i uka. Pii
these instructions were given, aku la ia a hiki, he elemakule ke
her friend left Kuaihelani and set noho ana, he keiki mai ke moe
sail in her canoes until she ana, haohao iho la ia, a ninau
arrived at Hilo and landed at aku la: “O olua wale no i ko olua
Punahoa, where she saw a hale?” “Ae, o maua wale no.” Hoi
house standing in the uplands. aku la keia i kai, noho no laua
When she arrived at the house nei.
she saw an old man sitting just
within the door and a sick boy
lying down. At seeing this she
was puzzled, so inquired: “Is
there no one else beside you two
in this house?” “No, only us two.”
She then returned to the beach
leaving the two persons in the
house.
The sick boy was O keia keiki mai, o

Hookaakaaikapakaakaua; he Hookaakaaikapakaakaua, ua
had refused to eat, from the day hookii i ka ai, mai ka hele ana o
his sister departed from him ke kaikuahine a hiki i keia la;
even to this day. He therefore nolaila ua inoino ke kino, a wiwi
had grown ugly and very thin;
and his once handsome face loa, a ua haalele mai ka maikai i
had lost its beauty. ke kino.
It was the custom for this woman He mea mau i ua wahine nei, ka
during the next three days to pii i na la ekolu e nana i keia
come up and look at the house hale, e makaikai, e ninau i ke
and ask the old man the same kanaka; no keia hana, haohao
questions. As this happened for ke kahu, a olelo aku i ka hanai.
three days in succession, the old “E, nou paha keia wahine e
man began to grow anxious and makai mau nei i neia mau la
asked his charge: “Say, I wonder ekolu, ua hoouna mai ko
if this woman is not yours who is kaikuahine i wahine nau, e make
inquiring after you these three auanei ko kaikuahine, ke hoi
days. I think your sister has sent nele aku keia aohe kane.
her to you to be your wife. I am Nolaila, e hana kaua ia oe.” Ako
afraid your sister will get killed if aku la ke kahu a paa ua wahi
this woman does not get the pupupu hale, lawe aku la i ka
husband she is after. We must hanai, alaila, waiho; hana iho la
therefore coax your beauty back keia, puholoholo; a po i ka auau
with food.” The attendant then kai, elua la i hala a me na po
proceeded and thatched a small elua, hoi hou keia a like me ke
hut and removed his charge to it; kino mua.
he then began to doctor him up,
bathed him and fed him. At the
end of two days and nights his
beauty was restored and he
again became as handsome as
before.
His intended wife at the end of Makaukau ka la e hoi ai ka

the two days made her wahine i Kuaihelani, pii aku la ia
preparation to return to e makai hou. I keia pii ana, e pio
Kuaihelani; but before returning ana ke anuenue, e nee ana ka
decided to make one more visit. ua koko. Manao keia i ka mea i
When she was on her way up olelo ia mai e ke aikane, aia a
she saw a rainbow ahead of her ikeia keia mau hoailona, o ke
and she also saw a thick rain kane ia. Hiki aku la ia i ka hale
cloud that was as red as blood. nana aku la i keia mea ula e
She then recalled the advice moe ana, ninau aku i ke kahu:
given her by her friend, that if “Heaha kela mea ula e moe mai
she should see these things they la?” “O ka’u hanai no akahi no a
would mean that her intended hoi mai, i ka makaikai aku nei.”
husband was there. When she Hele aku la keia a hiki, wehe ae
arrived at the house she saw la, lele iho la moe. Olelo mai ke
something red sleeping, so she kane: “Alia kaua e moe.” (No ka
asked the attendant: “What is papa ana o ke kaikuahine, aia a
that red object sleeping there?” moe meia.) Ma ka uhane moe
“That is my charge who has just laua, a noa ae la. Pela laua i
returned from a visit.” She then moe ai. [548]
approached and uncovered him
and laid down beside him. The
man said: “We will not now lay
together,” as his sister had
forbidden it till she had lain with
him. This occurring in a dream
the ban was removed; in that
way they came together. [541]
1 Another Ku and Hina contribution;

the favorites of story writers. ↑
2 Hoo-kaa-kaa-i-ka-paka-ua, literally
“to roll, or rolling in the rain drops.” ↑
3 Ka-pua-o-ka-ohelo-ai, literally “the
blossom of the eatable ohelo”
(berry). (Vaccinium reticulatum.) ↑
4 Nio, a variety of handsome kapa. ↑
5 Anuu kapu loa, the very sacred
platform of the temple. ↑
[Contents]
Legend of Kaao no Kalanimanuia.

Kalanimanuia.
Ku was the father, Kaunoa was O Ku ka makuakane, o Kaunoa

the mother and Kukaniloko 1 in ka makuahine, o Kukaniloko i
Lihue, on the island of Oahu, Lihue ka aina, o Oahu ka
was their home. Ku was the king Mokupuni. He ’lii o Ku no Lihue,
of Lihue at this time but had a ia wa, a he wahine okoa no kana
different wife; Kaunoa also had a e noho ana, a he kane okoa no
different husband. It was Ku’s hoi ka Kaunoa e noho ana. He
custom to go traveling from mea mau ia Ku, ka hele e
place to place. One day while on holoholo ma o a maanei; ike aku
one of his travels he saw la ia ia Kaunoa e auau ana,
Kaunoa bathing. At sight of her nana aku la ia i ka wahine
he halted on his way and looked maikai, a makemake iho la ia e
at this beautiful woman. He was moe laua. Hele aku la ia nonoi ia
so overcome with her beauty Kaunoa, e moe ae mai la o
that he approached her and Kaunoa. Moe iho la laua, a ike
asked her to be his wife while he iho la o Ku i ke poha ana o ke
remained in that neighborhood. koko, olelo aku la ia ia Kaunoa:
To this Kaunoa assented. After “E, i noho oe a hanau ke keiki a
they had lived together for a he kane, kapa iho oe o
while, Ku believing that it was Kalanimanuia ka inoa, a i na hoi
impossible for him to prolong his he wahine, kapa iho oe ma kou
stay, told Kaunoa: “I am certain aoao. I hanai oe a nui ke keiki, a
that you are with child. If you makemake e imi ae ia’u, eia ko’u
give birth to a boy call him maka, he malo, he ihe; me keia
Kalanimanuia, but if it should be mau mea e hele ae ai a loaa au.”
a girl name her on your side. If, Noho iho la o Kaunoa a hanau,
after you have brought up the he keiki kane, kapa iho la o
child it wishes to come in search Kalanimanuia; hanai iho la laua
of me, here are my tokens: 2 a a nui ua keiki la me kana kane
loin cloth and a spear; with these ponoi.
things he may come until he find
me.”
Kaunoa in due course of time He kino maikai loa ko

gave birth to a male child to Kalanimanuia i ka nana ana. Kii
which she gave the name of aku la ia i na keiki a pau loa,
Kalanimanuia. She and her alakai mai la i ko lakou hale,
husband both brought up the boy haawi aku la ia i ka ai i kamalii,
until he was big and strong. hao mai la lakou pau, hoi mai la
Kalanimanuia was very ka makuakane huhu ia
handsome and pleasant to look Kalanimanuia. No keia hana
upon. After he had grown into mau a Kalanimanuia, mau no hoi
boyhood it was his custom to ka huhu o ka makuakane, lele
invite other boys to the house aku pepehi i ke keiki, uwe keia,
and give them all the food; when lele mai o Kaunoa olelo: “Pepehi
the father returned home and wale iho no oe e na kanaka, aole
found the food all gone he would nau ia keiki: na hai ia keiki.” Ma
get angry and give Kalanimanuia keia olelo a ka makuahine, lohe
a scolding. As Kalanimanuia o Kalanimanuia, ninau aku, “A
continued to do this the father owai la ko’u makuakane nana
kept on scolding him and at au?” Hoole aku ka makuahine:
times would whip the boy. One “Aole ou makuakane, o kou
day while he was whipping the makuakane no keia.” Pela no ko
boy the mother, Kaunoa, upon
hearing the boy crying, said: ke keiki ninau ana a hala he
“Why do you whip the boy so anahulu okoa.
constantly? He is not your son,
he is somebody else’s son.” Hai mai o Kaunoa: “Ae, eia ko
Upon hearing this Kalanimanuia makuakane, o imi.” Haawi aku la
asked his mother: “Who is my i ka malo me ka ihe, a hele aku
father then?” The mother denied la o Kalanimanuia e imi ia Ku. A
this and said: “You have no other hiki ia i mua o Ku, kena ae la o
father, this is your own father.” Ku i na kahu ona e lawe i ke
The boy, however, was not keiki a loko o ke kai pepehi a
satisfied with his mother’s make; no ka mea, ua
answer and kept on asking her. hoohewahewa o Ku. Nolaila, ua
This was kept up for over ten pepehi ia o Kalanimanuia a
days, when Kaunoa finally said: make, kiola ia i loko o ke kai. O
“Yes, here are your father’s kahi o Kalanimanuia i kiola ia ai
tokens, go in search of him.” She oia ka lae o Kualoa, e waiho la
then gave him the loin cloth and ma Koolau, Oahu, malaila kona
the spear. Kalanimanuia then set wahi i pepehi ia ai a make.
out in search of Ku. Upon his
arrival in the presence of Ku, Ku
ordered his servants to seize the
boy, take him to the sea and kill
him; for Ku did not recognize the
lad. Kalanimanuia was therefore
killed and his body thrown into
the sea. The exact place where
Kalanimanuia was thrown was at
the Kualoa point, in Koolau,
Oahu. He was killed at this
place.
Late that evening just about dusk I ke ahiahi poeleele, lele mai la
the spirit of the boy flew up out of ka uhane a luna o ke ahua, olelo
the water and rested on the rise mai la:
above the point and called out:
O Ku! Thou unnatural father, E Ku e, makua kina ino,

Who hast ill-treated thine own I kau kama,
offspring, Aohe nana iho o kona malo
Who didst not even look at his hume,
own loin cloth, Aohe kilohi iho o kana ihe,
Who didst not even glance at his Anuanu koekoe
own spear, Ka hale a ka makua e.
Cold and damp is the home of
the parent. E Kaunoa e.
E Kaunoa e.
Kaunoa, O Kaunoa, E kuu makuahine,
Kaunoa, O Kaunoa, Mai ka makani apaapaa
Mine own mother Lai poko i o maua hale-e.
From the fleeting winds
Made calm at our home.
The spirit then entered the Hoi mai la keia a loko o ka heiau
temple and slept there. At the noho, a moe iho la, a kani ka
crowing of the cock it rose and moa hele aku la no keia noho i
returned to the sea. This was loko o ke kai, pela ka hana mau
kept up several nights in ana a ua keiki nei i na po a pau
succession. [550] loa. [551]
In this temple were two old men Aia iloko o ka heiau elua
who acted as the guards of the elemakule kiai, na Ku ke ’lii i
place, being placed there by Ku hoonoho; nana aku la laua i keia
the king. When they saw the uhane i na ahiahi a pau, a me
spirit come into the temple every keia leo o ua keiki nei e kahea
evening, with the voice of the ana. Olelo iho la laua: “O ke
child calling, they said to one keiki no paha keia a ke ’lii i kiola
another: “That must be the boy ai i loko o ke kai.” Nolaila, noho
the king threw into the sea.” The iho la ua mau elemakule nei me
old men after a time became ke aloha i ka uhane o ke keiki, a
deeply attached to the spirit of malama iho la laua iaia me ka
the boy; so they kept it and being hoomana ma ko laua aoao
priests they worshipped it. This kahuna. Pela laua i hana mau ai
was maintained for some days a maopopo loa ke kino o ua keiki
until the spirit assumed a real nei, a ninau i ka ai a me kona
human form and was able to ask kapa ponoi, haawi aku la laua i
for its clothing and for food; so na mea apau e waiho ana ia
they gave him all the things they laua.
had in their possession.
Shortly after this they went to Ku Mahope o laila, hele aku la laua
and told him what the boy had e olelo ia Ku no na mea a pau
told them. Ku then began to think loa a ua keiki nei e olelo mai ai.
and after a while told the old Alaila, noonoo iho la o Ku a olelo
men: “Yes, it is true that I had a aku i na elemakule: “Ae, he oiaio
son.” The old men then asked he keiki ka’u.” Ninau aku na
Ku: “Did you not take one to wife elemakule ia Ku: “Aole au
and when you parted from her, wahine i moe e aku, aole au
left with her certain things?” mea i haawi?” “Ae, he wahine
“Yes, I did take one Kaunoa to ka’u i moe o Kaunoa, a he mau
wife and I left with her certain mea ka’u i haawi, he malo, he
things; a loin cloth and a spear.” ihe.” “Nau no kela keiki au i
“Then the boy you killed must pepehi iho nei.” Ae aku o Ku:
have been your own son.” “Yes,” “Ae, na’u no.” I aku o Ku i na
said Ku, “it must have been my elemakule: “Pehea la auanei e
own son.” Ku then inquired of the loaa ai kuu keiki?” Olelo mai na
old men: “How am I to get my elemakule: “I upena; e ka o
son?” The old men said: “Get a waho o ka hale a puni, i ekolu
net, surround the house with puni i ka upena, a mawaho loa i
three thicknesses and on the upena nae.”
outside of that place a very fine Ahiahi poeleele, hoi mai la ua
net.” Late that evening the spirit keiki nei e like me na la mua, a
of the boy returned to the temple loko o ka heiau moe, iaia e moe
as usual and fell asleep. While ana, ka ia o waho i ka upena a
the spirit of the boy was sleeping paa loa ekolu puni. Kokoke e ao,
the house was surrounded by ala ua keiki nei e hoi, ua paa i ka
three thicknesses of net. On the upena; noke aku ana i ka
approach of day the spirit woke haehae a kokoke e ao, paa i ka
up and started to return to the upena nae, oia ka upena o waho
sea. As it came out it saw that loa. Ia paa ana, he kino iole ke
the house was surrounded by kino, hana ia iho la a ola, aole
nets. The spirit then began to nae i ola loa hele mai la kona
tear the nets. Daylight, however, kaikuahine e ike, oia ka Ku
found him entangled within the kaikamahine, o Ihiawaawa ka
fine net. When the spirit was inoa.
finally caught it had the form of a
rat. It was then worked over until
it almost assumed its human
form again. A few days after this
the daughter of Ku, Ihiawaawa 3
by name, came to call on the
boy, her half-brother.
Ihiawaawa was at this time being Ekolu ana kane e hooipoipo ana
courted by three young men: ia wa, o Hala, o Kumunuiaiake, o
Hala, Kumunuiaiake and Aholenuimakaukai. Ninau aku o
Aholenuimakaukai. After Kalanimanuia: “Owai kau mau
Kalanimanuia had again come kane e hele nei o ka la a po i ka
back to life he asked her one heenalu?” “O Hala.” “Ae, he
day: “Which sweetheart is it that kanaka maikai o Hala, a ka
you go surf-riding with all day?” puupuu o ka okole inoino.” Olelo
“It is Hala.” “Yes, Hala is a good mai o Ihiawaawa: “O oe no ke
enough fellow, but he has
pimples on his back which make kanaka maikai, he huhuluwi ka
him ugly.” Ihiawaawa replied: lauoho.”
“You are the handsome fellow
having short thin hair. “O Kumunuiaiake ia kane a’u.”
Kumunuiaiake is another “Ae, he kanaka maikai no, elua
sweetheart of mine.” “Yes, he is no nae huluhulu, huhuki iho no,
passable, but the fault with him o ka ole loa iho la no ia, lilo loa i
is, he has only two hairs; pull pupuka.” “O Aholenuimakaukai.”
them out and he will have none “Ae, he pono kakahiaka; a ahiahi
left which will make him look popoi nalo, aohe kane, he
very ugly indeed.” pupuka, makehewa kou kino ia
“Aholenuimakaukai is another mau kanaka inoino.”
sweetheart of mine.” “Yes, he will
appear to be very nice in the
morning and in the evening he
does nothing but catch flies. He
is not a fit husband for you; he is
ugly. Your beauty would indeed
be thrown away on those ugly
fellows.”
All these things said by O keia mau olelo a pau loa a

Kalanimanuia relating to the Kalanimanuia, ua olelo ia aku la
three young men were carried to ia mau kane nei ekolu, a ua
them which caused them to lohe; nolaila, kukala lakou, e
announce that they would make hoike i waho na maikai o lakou
a public exhibition of themselves, me Kalanimanuia. Kahiko iho la
together with Kalanimanuia. The lakou ekolu i na kahiko nani a
three then arrayed themselves in me na mea aala, a hele mai la i
their best kapas scented 4 with all waho o ke anaina e ku ai, me ka
the fragrant things and went forth uwa o na kanaka.
to be viewed by the public. When
the people saw them they gave a
mighty shout.
On the night before the public I ka po, a ao ae hookahakaha,

exhibition, Kalanimanuia upon moe iho la o Kalanimanuia me
retiring with his attendant in their kona kahu i ko laua hale, aia hoi,
own house, heard a rattle within kamumu mai ana o loko, kahea
the house, so he called out: aku o Kalanimanuia: “Kaka
“Striking [552]and knocking, who koele. [553]Owai keia.” “Owau nei
is that?” “I am Puakuakua, the o Puakuakua; he mau kapuai
soles of the feet of keia no Kalanimanuia. O Moi o
Kalanimanuia.” “I am Moi, the na kuli ia. Lohelua na uha ia.
knees.” “I am Lohelua, the two Limuhuna, o ka lauoho ia.
thighs.” “I am Limuhuna, the Mohoea, na maka ia.” Ia wa, hoi
hair.” “I am Mohoea, the eyes.” mai ka nani o Kalanimanuia,
At this the beauty and fine uwa ka nahele, uwa ka hale,
appearance of Kalanimanuia uwa ka naonao, ka elelu, ka
returned to him, at which the pokipoki, ala ae la kahi kahu a
woods, and house rejoiced, as nana aku me ka uwa i ka maikai,
also the ants, the roaches and me ka lele iluna i lalo.
creeping things, and when his
attendant saw this he shouted of
his beauty and jumped up and
down with joy.
At daylight of the day when the A ao ae la, oia ka la

public exhibition of all the hookahakaha me ka poe kane a
sweethearts of his sister was to ke kaikuahine. O ka poholima o
take place, Kalanimanuia came kahi kahu ona, ko Kalanimanuia
out on the palm of his alanui i hele ai, uwa ka nahele,
attendant’s hand; the woods ka makani, ka lepo, ke a, pio ke
rejoiced, the winds, the earth, anuenue, hele ka ua koko, kui ka
the rocks; rainbows appeared; hekili pamaloo, o ke ahi. A hiki
colored rain-clouds moved, dry keia i ka aha, e noho ana na ’lii a
thunder pealed, lightnings me na kanaka, holo ua mau
flashed. 5 When he reached the kanaka nei no ka hilahila. Aia hoi
assembly where the chiefs and ka hoailona o ka maikai, he aha
the people were gathered the na Ku, o Ahaula, ka inoa, ina e
three young men ran off ike ua aha nei i ka maikai haule
ashamed. loa a pili i ka lepo. I ka hiki ana o
Kalanimanuia haule a pili loa i ka
The sign of being the most lepo, ua aha nei o Ahaula, i na
handsome fellow was a kanaka ekolu aohe haule o ua
suspended cord: if the cord fell aha nei. Ike na mea a pau loa ia
to the ground of its own accord, ia nei, ike na makua, ike ke
then it was a sign that the person kaikuahine, lilo ae la keia i alii no
was the most handsome man. Waianae ia wa. [552]
When Kalanimanuia approached
the suspended cord, called
Ahaula, it fell down without being
touched. The other three were
never able to do this. At this his
father recognized him and
everybody was permitted to
come and see him. He was then
made the king of Waianae. [549]
1 Kukaniloko, the traditional favorite

birthplace of royalty, at Wahiawa,
Oahu. ↑
2 A duplicate of the Umi-a-liloa plot;
apparently a familiar theme. ↑
3 Ihiawaawa, bitter spear. ↑
4 Not only the superior kinds or quality
of kapa went to constitute the well-
dressed man, but the fragrance helped
its recognition materially. ↑
5 Even Nature is made to recognize
beauty and rejoices at triumph over
wrong. ↑
[Contents]
Legend of Kaao no Kawaunuiaola.

Kawaunuiaola.
There once lived in Kula, Maui, a O Kula ma Maui, ka aina o

woman by the name of Kawaunuiaola i noho ai me kana
Kawaunuiaola and her husband kane me Hoeu. A hala he mau
Hoeu. After they had lived anahulu o ko laua noho pu ana,
together as husband and wife for haalele o Hoeu i kana wahine a
some time, Hoeu left her and lilo i ka wahine e. Nolaila, ae ia o
took unto himself another wife. Kawaunuiaola i ke aloha ia
Because of this, Kawaunuiaola Hoeu, kana kane, a imi iho la i
became so overcome with mea e hoi mai ai o Hoeu a pili
sorrow, being greatly attached to iaia. Nolaila hana maalea o
Hoeu her husband, that she Kawaunuiaola. Noho iho la i ko
decided to resort to strategy in laua hale oia wale no, hookapu
order to make him come back to ia ia waho o ka hale, aole maalo
her. After her husband had i waho, aole kanaka hele ilaila,
deserted her, she lived at their hoomalu iho la ia me ka noho
home all by herself. She then mehameha loa.
placed a kapu around her home,
allowing no one to come to it and
keeping herself entirely within
doors: she thus lived in lonely
seclusion.
At meal time she petitioned A hiki i kona wa ai, kaumaha ae
Hoeu her husband, as her god, la ia ia Hoeu kana kane i akua
in the following words: nona:
Here is the food Hoeu, Eia ka ai e Hoeu,

Here is the fish, Eia ka ia,
Here is the water, Eia ka wai,
Accept them all, they are free Amama ua noa,
from restrictions.
Then Kawaunuiaola would Olelo maalea iho la o

cunningly say: Kawaunuiaola, penei:
May I eat? You may. E ai paha wau?

Which food shall it be? O ai paha.
Say, Laalaawale, O kuu wahi ai hea la auanei?
Which food shall it be? E Laalaawale.
Shall it be your poi? O ko wahi ai hea auanei?
Proceed and partake of the food. O ko wahi poi paha.
[554] O ai hoi ha.
[555]
In this conversation, she asked Ma keia olelo a Kawaunuiaola,

and answered the questions oia wale iho no, kuhi na mea a
herself. People passing by who pau loa he kane ka
heard it were made to believe Kawaunuiaola, i ke kamailio
that Kawaunuiaola had a new mehe mea ala elua ka walaau.
husband. She also often used
the following prayer:
Here is the food, O god. Eia ka ai la e ke akua,

May the love that is beating E hina mai ka lani kui aloha i
within me fall. loko,
Say, Muki! Here is the food. E muki e! Eia ka ai.
The food is for Muki, Na muki ka ai,
The god that flies at night. Na ke akua lele po,
Fall toward the upland, E hina i uka,
Fall toward the sea, E hina i kai,
Fall toward the froth of the E hina a ka alualu moana,
ocean, E uhao no ka pololi i loko,
Fill it to satisfy the craving within, A hoehoene ana i loko o ka hei,
Calling from the network within. O ka hikii paa no,
Bind it fast Ka huluhulu o ke akua,
The hair of the god, Aohe ka paa a okole hakahaka,
Not the binding that is loose and O ka paa no a okole puu.
open Ina ka puu nui i loko la he aloha.
But the binding that is tight and Hoeahoe, Hoeahoe-a.
in a knot Ka ka lawaia hoe la i ka moana,
For the great knot that is within Ka ka mahiai hoe la i waena.
me is love. Ka ke akua hoe la i ke ala.
Paddle away! Paddle away! Pehea la auanei ka pono?
Like the paddling of the Ma kahi no a olua e hele ai,
fishermen in the ocean, Mai Kula a Hamakua,
The husbandman cultivates 1 in Peepee puhala ka ua o
the field, Hamakua,
Like the paddling of the god Ka ua o Hunahuna-lauki,
along the way. E huna aku oe i kuu mea ilaila.
Oh, what must it be?
Along the path trodden by you
two
From Kula to Hamakua.
Like the game of hide and seek
is the rain of Hamakua,
The rain where one hides in the
ti-leaf,
Hide thou the object of my love
there.
In all these conversations, Ma keia mau hana a

Kawaunuiaola showed great Kawaunuiaola, i imi ai me ka
cunning. When those who heard maalea, hele aku la ka poe i lohe
her went on their way, they told i keia mau olelo a hiki i ke kane
others that Kawaunuiaola must ia Hoeu, olelo aku la: “E Hoeu!
have obtained a new husband. Kupanaha ko wahine o
This was carried to Hoeu her Kawaunuiaola, he kane paha ko
husband one day in the following wahine e walaau ana, elua leo,
way: “Say, Hoeu, your wife, he leo wahine, he leo kane, he
Kawaunuiaola acts in a very kane hoao paha na ko wahine?”
strange way; she must have A lohe o Hoeu i keia olelo a kela
obtained a new husband, for we poe, ku ae la ia a haalele i kana
have heard two voices talking; wahine e noho pu ana, ka
one in the voice of a female and wahine nana i kaili iaia mai a
the other in the voice of a man. It Kawaunuiaola mai. Hele aku la
must be a new husband.” When ia e hui me Kawaunuiaola ma
Hoeu heard this from the people, Kula, a hiki ia i mua o kana
he stood up and deserted the wahine, ninau aku la ke kane e
woman he was living with, the like me kona lohe, hoole mai ka
woman who enticed him away wahine: “Aohe a’u kane, owau
from Kawaunuiaola and he wale no.” Hoi ae la laua a noho
returned to his wife, at Kula. pu e like me mamua, he kane a
Upon his arrival at their home he he wahine. Nani ka maalea o
asked his wife as to the rumors kana wahine. [554]
he had heard, which the wife
denied, saying: “I have no
husband, I am all alone.” They
again made up and lived on as
husband and wife. She was
indeed cunning. [553]
1 The resemblance of a husbandman

to a paddler is in the way they use
their implements, always towards
themselves in their work. ↑

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Management 3rd Edition Hitt Solutions Manual

Strategic Management Competitiveness and Globalization

Strategic Management Concepts Competitiveness And

Strategic Management Concepts Competitiveness and

Strategic Management Concepts and Cases Competitiveness

Strategic Management Concepts and Cases Competitiveness

Strategic Management Concepts and Cases Competitiveness

Organizational Behavior 4th Edition Hitt Test Bank

7) Personality tests are good overall predictors of job performance.

15) At-risk compensation is also referred to as fixed compensation.

41) Which of the following is true for interviews?

43) Which of the following is true regarding work sampling?

46) Which of the following is true for assessment centers?

53) Which of the following is an off-the-job training method?

56) A(n) ________ is an on-the-job training technique.

62) ________ focuses on the structuring or restructuring of key components of a job.

68) Which of the following is true of graphic rating scales?

70) Which of the following is true for 360-degree feedback?

77) ________ involve(s) the termination of groups of employees because of economic or

85) Which of the following is true for the Fourteenth Amendment?

There are a variety of methods for generating job candidates.

Advertisements: Advertisements in general or in specialized publications can also be an effective

93) What is job sharing?

95) Explain 360-degree feedback.

97) What constraints are affecting Mr. McCoy's planning activities?

99) In this scenario, is the interview alone a valid selection technique?

102) Explain "job design" in this scenario.

It was customary for He mea mau ia

The sick boy was O keia keiki mai, o

His intended wife at the end of Makaukau ka la e hoi ai ka

1 Another Ku and Hina contribution;

Legend of Kaao no Kalanimanuia.

Ku was the father, Kaunoa was O Ku ka makuakane, o Kaunoa

Kaunoa in due course of time He kino maikai loa ko

O Ku! Thou unnatural father, E Ku e, makua kina ino,

All these things said by O keia mau olelo a pau loa a

On the night before the public I ka po, a ao ae hookahakaha,

At daylight of the day when the A ao ae la, oia ka la

1 Kukaniloko, the traditional favorite

Legend of Kaao no Kawaunuiaola.

There once lived in Kula, Maui, a O Kula ma Maui, ka aina o

Here is the food Hoeu, Eia ka ai e Hoeu,

Then Kawaunuiaola would Olelo maalea iho la o

May I eat? You may. E ai paha wau?

In this conversation, she asked Ma keia olelo a Kawaunuiaola,

Here is the food, O god. Eia ka ai la e ke akua,

In all these conversations, Ma keia mau hana a

1 The resemblance of a husbandman

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