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SPHR Questions - Part 6
1. If a dress-code policy prohibits the use of ethnic clothing, but an employee requests an accommodation based on their religious preference, how should the employer respond?
A) Modify the dress code unless doing so would create an undue hardship.
B) Refuse the accommodation based on business necessity.
C) Allow the employee to dress in ethnic clothing with sufficient advance notice.
D) Only allow the clothing on casual dress days, when other employees are also allowed to dress outside of policy guidelines.
2. Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?
A) Pilot group
B) Focus group
C) Workshop
D) Brainstorming session
3. What is the difference between organizational culture and organizational climate?
A) There is no difference; the terms may be used interchangeably.
B) Organizational culture discusses the learning of the organization. Organizational climate discusses how well the learning happens.
C) Organizational culture defines the values of the company. Organizational climate defines the implementation of the values.
D) Organization climate is the sense of hostility. Organization culture is the sense of hospitality.
4. All of the following reasons for termination of an employee are examples of wrongful termination except for which one?
A) Violation of company policy
B) Being a member of a protected class
C) Whistleblower
D) Filing a worker's compensation claim
5. Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?
A) It means that Hans cannot work for competitors without the written permission of the employer.
B) It means that Herb's firm can research Hans to determine if he's had any lawsuits.
C) It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
D) It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
A) Modify the dress code unless doing so would create an undue hardship.
B) Refuse the accommodation based on business necessity.
C) Allow the employee to dress in ethnic clothing with sufficient advance notice.
D) Only allow the clothing on casual dress days, when other employees are also allowed to dress outside of policy guidelines.
2. Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?
A) Pilot group
B) Focus group
C) Workshop
D) Brainstorming session
3. What is the difference between organizational culture and organizational climate?
A) There is no difference; the terms may be used interchangeably.
B) Organizational culture discusses the learning of the organization. Organizational climate discusses how well the learning happens.
C) Organizational culture defines the values of the company. Organizational climate defines the implementation of the values.
D) Organization climate is the sense of hostility. Organization culture is the sense of hospitality.
4. All of the following reasons for termination of an employee are examples of wrongful termination except for which one?
A) Violation of company policy
B) Being a member of a protected class
C) Whistleblower
D) Filing a worker's compensation claim
5. Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?
A) It means that Hans cannot work for competitors without the written permission of the employer.
B) It means that Herb's firm can research Hans to determine if he's had any lawsuits.
C) It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
D) It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
1. Right Answer: A
Explanation: Answer option A is correct.A dress-code policy is generally an accepted employer practice, provided it applies to all employees or employees in certain job categories. There are exceptions, however, based on ethnicity or religious practices. As with any other accommodation, an employer should actively seek a solution that does not result in undue hardship. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Employee Relations
2. Right Answer: B
Explanation: Answer option B is correct.A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management.What are focus groups?Focus groups are directed conversations for gathering ideas, opinions about a product, service, problem, or opportunity.Answer option A is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.Answer option C is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
3. Right Answer: C
Explanation: Answer option C is correct.Organizational climate and culture are related. Climate is how people feel about the organization; culture is why they feel that way about the organization.Answer option A is incorrect. Culture and climate is more than just the organization's attitude to learning.Answer option B is incorrect. This choice is close, but climate and culture are from people's perspectives and interpretations, not the organization.Answer option D is incorrect. This isn't a valid choice as culture and climate are more than hostility and hospitality.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
4. Right Answer: A
Explanation: Answer option A is correct.If an employee violates a company policy then there is justification for terminating an employee.Answer option B is incorrect. A person cannot be fired for being a member of a protected class.Answer option C is incorrect. A person that reports unlawful or unsafe conditions is considered to be a whistleblower - and cannot be fired for doing so.Answer option D is incorrect. Filing a worker's compensation claim is not a valid reason for terminating an employee.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
5. Right Answer: D
Explanation: Answer option D is correct.Mandatory arbitration helps the organization avoid lawsuits, should any arise, between the employee and the employer, by agreeing up-front to settle potential disagreements through an arbitrator versus a lawsuit.Answer option A is incorrect. This answer describes a non-compete agreement.Answer option B is incorrect. This isn't a valid answer for the mandatory arbitration agreement.Answer option C is incorrect. Hans doesn't need to file legal complaints with his employer under this agreement. The agreement means that Hans and the employer will settle the problem without a lawsuit.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution
Explanation: Answer option A is correct.A dress-code policy is generally an accepted employer practice, provided it applies to all employees or employees in certain job categories. There are exceptions, however, based on ethnicity or religious practices. As with any other accommodation, an employer should actively seek a solution that does not result in undue hardship. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Employee Relations
2. Right Answer: B
Explanation: Answer option B is correct.A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management.What are focus groups?Focus groups are directed conversations for gathering ideas, opinions about a product, service, problem, or opportunity.Answer option A is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.Answer option C is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
3. Right Answer: C
Explanation: Answer option C is correct.Organizational climate and culture are related. Climate is how people feel about the organization; culture is why they feel that way about the organization.Answer option A is incorrect. Culture and climate is more than just the organization's attitude to learning.Answer option B is incorrect. This choice is close, but climate and culture are from people's perspectives and interpretations, not the organization.Answer option D is incorrect. This isn't a valid choice as culture and climate are more than hostility and hospitality.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
4. Right Answer: A
Explanation: Answer option A is correct.If an employee violates a company policy then there is justification for terminating an employee.Answer option B is incorrect. A person cannot be fired for being a member of a protected class.Answer option C is incorrect. A person that reports unlawful or unsafe conditions is considered to be a whistleblower - and cannot be fired for doing so.Answer option D is incorrect. Filing a worker's compensation claim is not a valid reason for terminating an employee.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
5. Right Answer: D
Explanation: Answer option D is correct.Mandatory arbitration helps the organization avoid lawsuits, should any arise, between the employee and the employer, by agreeing up-front to settle potential disagreements through an arbitrator versus a lawsuit.Answer option A is incorrect. This answer describes a non-compete agreement.Answer option B is incorrect. This isn't a valid answer for the mandatory arbitration agreement.Answer option C is incorrect. Hans doesn't need to file legal complaints with his employer under this agreement. The agreement means that Hans and the employer will settle the problem without a lawsuit.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution
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