Explanation: OSHA Form 301 is intended to be an Injury and Illness Incident Report. OSHA Form 300 is intended to be a Log of WorkRelated Injuries and Illnesses. OSHA Form 300A is intended to be a Summary of WorkRelated Injuries and Illnesses. OSHA Form 301A does not exist.

Explanation: The Psychomotor Assessment Test is useful for measuring a candidate's motor skills in completing certain tasks. A short order cook would need to be able to prepare food quickly and efficiently, so such a test would be appropriate in this case. A Cognitive Ability Test focuses more on a candidate's problemsolving and analytical skills. A Physical Assessment Test measures whether or not a candidate is physically able to handle certain tasks. (For example, working for a delivery company might require the physical ability to lift and carry heavy objects; a Physical Assessment Test would be appropriate in such a situation.) An Aptitude Test measures basic skills such as typing, reading, or calculating simple math problems.

Explanation: Construct validity is the measurement of the relationship between the characteristics of each employee and his actual performance in the position. Criterion validity results when a certain criterion (or work trait) is predicted and then results. Concurrent validity is a type of criterion validity (along with predictive validity). Content validity is simply a test that measures whether or not a candidate is qualified to complete an important part of the job. A simple example might be an audition for a dance company; the job description requires the dancers to perform in the company, so the construct validity starts by measuring whether or not those at the audition have acceptable dance training.

Explanation: Private employers with 100 employees or more - except for those within excluded categories - must complete the EEO1 report. The other answer choices are either too low (50 and 75) or too high (200). In the case of answer choice D, this number of employees falls well within the required reporting, but it does not reflect the minimum stated by law.

Explanation: Wealth is not one of the sources of motivation identified in McClelland's acquired needs theory. According to McClelland, people are driven to pursue achievement, affiliation, or power. Those who seek achievement will take some risks and listen to constructive criticism. However, these people want to ensure that they have responsibility for their work, because having a sense of ownership over the completed task is important for them. People who are motivated by affiliation seek to be accepted by their colleagues and peers. These people should not be isolated. People who seek power want to exert control over people or processes.