MGT 3320 Exam 2 (ch.5-7) – Flashcards
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Which of the following is NOT correct regarding job analysis? a. It is the process of gathering and organizing detailed information about jobs. b. It helps managers understand the processes through which jobs are most effectively performed. c. It is a fundamental input to the human resource planning process. d. It results from the design of recruitment and selection procedures for new employees. e. It helps managers understand the kinds of skills and abilities necessary for employees to perform their jobs.
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D
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Which of the following statements BEST describes the link between job analysis and human resource planning? a. Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future. b. Job analysis provides information to help design training and development programs. c. Job analysis clarifies the essential elements of each job. d. Human resource planning forecasts the supply and demand for human resources. e. Mathematical models of historic trends can help in forecasting labor supply and demand.
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A
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When an organization attempts to forecast the supply of and demand for human resources, this is called a. empowerment. b. job enrichment. c. outsourcing. d. human resource planning. e. telemarketing.
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D
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John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local restaurant. Which of the following would NOT appear in his analysis? a. The waiter must be able to lift and carry trays. b. The waiter will have a comprehensive health coverage plan. c. The waiter must communicate effectively with customers. d. The waiter will have to stand for most of the workday. e. The waiter needs to have a good short-term memory.
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B
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A ____ can often facilitate the forecasting of the supply of human resources. a. human resource information system b. focus group c. quality circle d. think tank e. quality team
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A
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A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called a. demand forecasting. b. the social context. c. empowerment. d. executive succession. e. human resource control.
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D
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When being interviewed during the gathering of job analysis data, which type of individual may provide exaggerated information about a job's complexity or importance? a. The job incumbent b. The immediate supervisor c. A higher-level supervisor d. An industrial engineer e. A human resource manager
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A
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Who generally share responsibility for conducting a job analysis? a. The line manager, the job incumbent, and the top management team b. The top management team, the operations manager, and the human resource manager c. The line manager, the human resource department, and the job analyst d. The job analyst, the immediate supervisor, and the job incumbent e. The human resource department, the job incumbent, and the job analyst
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C
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A small management-consulting firm experiences a tremendous boost in business in one year and must hire many new professional employees to provide services to its new customers. This business is likely following a ____ strategy. a. growth b. stability c. reduction d. multinational e. none of these
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A
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When an individual seeks additional training and education to improve her or his ability to find work, this is called: a. human capital investment. b. market waging. c. functional job analysis. d. rate of unemployment. e. task analysis inventory.
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A
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Which job analysis technique consists of requiring subject matter experts to develop a comprehensive description of work? a. Narrative job analysis b. The PAQ c. Functional job analysis d. Fleishman job analysis system e. Task analysis inventory
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A
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What is involved in the Fleischman job analysis system of conducting work assessments? a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
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A
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What is involved in the task analysis inventory method? a. A taxonomy of fifty-two abilities rated on a seven-point scale b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
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B
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Anuj looks at a job analysis that reports scores on various items, organized into areas called "Information inputs," "Mental processes," "Relationships with other people," and so on. The scales tell how frequently those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at a job analysis that was based on a. a narrative. b. critical incidents. c. a position analysis questionnaire. d. the Fleishman job analysis system. e. the O*NET.
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C
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When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One section of the information stated, "Court reporters ask speakers to clarify statements, file a legible transcript of records, verify accurate transcripts, and record depositions." This information is part of the job's a. KSAs. b. tasks. c. working conditions. d. critical incidents. e. SMEs.
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B
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Which of the following would be included in a job description for a computer programmer? a. Bachelor's degree in computer science b. Knowledge of COBOL c. Writing programs to run network processes on the mainframe d. Proficiency in computer languages e. Keyboarding skills
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C
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Which of the following would be included in a job specification for an administrative assistant? a. Keeping minutes of meetings b. Answering phones c. Typing correspondence d. Maintaining the boss's calendar e. Ability to take dictation in shorthand
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E
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On the FBI's employment Page, you read: "To qualify as an FBI Special Agent, you must be a U.S. citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision and hearing test, have a valid driver's license, be in excellent physical condition, and possess a four-year college degree." What are you reading? a. A job description b. A job specification c. A job SME d. A job analysis e. A job family
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B
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Which of the following would be a competency, as described in the text? a. Decisiveness b. Keyboarding speed c. IQ of 100 d. Clean driving record e. Degree in computer science
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A
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A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work. a. job specification b. job description c. benchmark d. personnel file e. work permit
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B
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Which of the following is an accurate statement? a. Job descriptions focus on succession planning b. Job specifications indicate the knowledge and skills needed to perform work c. Job descriptions focus on the individual d. Job specifications focus on the work e. None of these.
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B
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Organization try to develop job ____ when planning for human resources, which are groups of jobs that are similar. a. components b. indicators c. vectors d. industries e. families
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E
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The third step in job analysis involves a. determining who is responsible for collecting data. b. getting feedback from customers. c. tracking productivity. d. identifying the work to be assessed. e. defining the work itself.
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A
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The ____ approach to job analysis requires the specification of effective and ineffective performance. a. skill variety b. Fleischman c. PAQ d. MPDQ e. critical incidents
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E
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Which of the following is NOT a common legal issue in job analysis and design? a. The failure to perform a job analysis b. Using job analysis to discriminate by gender c. Discrimination against disabled applicants because of an inaccurate job analysis d. The use the job characteristics model of job design e. Job analysis that includes factors that are not job related
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A
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The percentage of individuals looking for and available for work who are not currently employed is called the: a. job description b. rate of unemployment c. advanced rate of employment d. job specification e. None of these.
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B
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The prevailing wage rate for a given job in a given labor market is called the: a. component wage rate b. indicator wage rate c. vector wage rate d. industry wage rate e. market wage rate
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E
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The first step in job analysis involves a. determining who is responsible for collecting data. b. determining information needs. c. determining data collection methods. d. identifying the work to be assessed. e. defining the work itself.
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B
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A computerized job classification system that is a major source of job information is called the: a. WORKS Dataset b. Fleischman Inventory c. PAQ Job Base d. MPDQ Info Set e. O*NET
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E
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This particular job analysis technique focuses primarily on managerial jobs. a. MPDQ b. PAQ c. O*NET d. MBO e. None of these
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A
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Scenario 5.1 CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it. 31. Refer to Scenario 5.1. The definition of the essential functions of the new jobs will be particularly helpful with which other aspect of human resource management? a. The turnover reduction program b. Compliance with the ADA c. Early retirement incentives d. Increased productivity e. Motivation of existing employees 32. Refer to Scenario 5.1. In this situation, who will be the BEST source of information for job analysis? a. Current job incumbents b. Line managers c. The top management team d. The SMEs e. Online sources such as O*NET 33. Refer to Scenario 5.1. Which job analysis method BEST suits CyberRocket's needs? a. Fleishman job analysis system b. Critical incidents approach c. Task analysis inventory d. Position Analysis Questionnaire e. Narrative job analysis 34. Refer to Scenario 5.1. The job analysis information about what the new workers must be able to do, rather than about what the job entails, is likely to provide more information for job a. descriptions. b. specifications. c. evaluations. d. analyses. e. duties. 35. Refer to Scenario 5.1. The two top executives feel that newly hired astrophysicists will work independently, with little oversight or control by top management. The information would likely appear in the a. job description. b. job specification. c. job request. d. personnel file. e. none of these.
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31. B 32. D 33. D 34. B 35. A
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Forecasting the future supply of human resources does not require an analysis of internal company records.
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False
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The average age of the U.S. workforce is gradually decreasing.
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False
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An organization should considered its strategic plan when forecasting the demand for human resources.
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True
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The reduction strategy essentially maintains the status quo with regard to the number of individuals employed by a company.
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False
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Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation.
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False
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The second step in job analysis involves determining methods for obtaining information.
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True
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The most common approach to job analysis is the narrative job analysis.
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True
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The functional job analysis relies on a taxonomy of abilities that represents all the key work dimensions.
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False
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The critical incidents method relies on important behaviors that distinguish effectives from ineffective performers.
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True
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Evidence suggests that jobs occupied by men are rated as more complex than are similar jobs occupied by women.
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True
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Which of the following is part of rightsizing? a. Using temporary workers b. Early retirements c. Retention d. Using part-time staff e. All of these
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E
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The easiest way for a company to manage an increase in the demand for staff is through a. overtime. b. early retirements. c. downsizing. d. temporary workers. e. part-time workers.
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A
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Which type of justice refers to beliefs about the fairness of the processes utilized to determine consequences? a. Distributive b. Procedural c. Interactional d. Person-organization e. Reciprocal
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B
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Cinergy, a midwestern gas and electric utility, agreed not to penalize workers who left the company before the age of 65 and also offered leaving employees a bonus equivalent to two weeks' pay for every year of employment with Cinergy. Cinergy is a. generating a pool of qualified applicants. b. encouraging voluntary early retirement. c. terminating unproductive employees. d. reducing the workforce through natural attrition. e. cutting its human resource department.
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B
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Sally's boss Kim had to choose which workers to lay off. Sally felt that Kim did not handle the situation professionally because she announced who would be laid off in front of all the employees in a meeting, which embarrassed some workers. In this situation, Sally perceives a. a lack of procedural justice. b. illegal discrimination. c. a lack of interactional justice. d. a lack of distributive justice. e. violation of employment-at-will.
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C
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Andy tries to be fair to his employees but does not tolerate lateness. Will, one of his employees, reported to work late one day because he had a car wreck, the first tardy since he was hired over a year ago. Andy decided to give Will a written warning to make an example for the other employees. Will felt that he did NOT receive ____ justice. a. procedural b. involuntary c. distributive d. legal e. interactional
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C
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Which of the following statements is MOST accurate in describing the outcomes of downsizing? a. Downsizing is more effective at increasing performance than is a reduction in tangible assets. b. Downsizing usually does NOT increase profits in the long run. c. Downsizing is more effective in the long run than in the short run. d. Downsizing is almost always effective in reducing long-run expenses. e. Downsizing is effective in increasing stock prices in the long run.
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B
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Guo-Ping would like to take action to stop a recent decline in profits and stock price at his firm. What strategy would you recommend to Guo-Ping? a. Lay off employees to increase profits the most. b. Make no changes. Employees and investors will react positively when they see you are not panicking. c. Reduce facilities and other tangible assets to cut expenses. d. Acquire a competitor to increase size and market power. e. Lay off employees so that the survivor syndrome will cause the other workers to increase productivity.
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C
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Following a bankruptcy in 2003, Air Canada laid off thousands of employees⎯approximately 10 percent of its workforce. Which of the following is NOT one of the likely outcomes for Air Canada? a. Workers who were not laid off will feel guilty. b. Turnover will increase among workers who were not laid off. c. Employee morale will decline. d. Remaining workers will have higher disability claims. e. Workers who were not laid off will be satisfied and happy.
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E
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Voluntary turnover occurs when a. employees choose to leave the organization for a variety of reasons. b. a facility is closed and all of its workers are put out of work. c. an unsatisfactory employee must be terminated. d. job satisfaction is very high. e. managers choose to leave job vacancies unfilled.
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A
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Tom, one of Pino's employees, is failing to perform to standard. Pino wants to use progressive discipline to change Tom's behavior. What should Pino do the next time he observes Tom's failure to perform? a. Put a written record of the incident in Tom's personnel file. b. Tell Tom's superior. c. Ask the human resources department for help. d. Give Tom a verbal warning. e. Write a negative performance appraisal of Tom.
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D
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Which of the following disciplinary problems is MOST likely to lead to immediate termination? a. Errors in work products b. Physically fighting another coworker c. Frequent absenteeism d. Telling an unprofessional joke e. Lying to one's superior
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B
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What is the term for the ability of an employer or employee to terminate an employment relationship at any time? a. Free employment b. Work rights c. Employment-at-will d. Contingent work e. Psychological contract
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C
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Which of the following is NOT an exception to employment-at-will? a. A law forbids termination for a specific reason. b. An employee is terminated for cause. c. An individual has an implied contract. d. An individual has a contractual right to his or her job. e. A person's right to due process has been violated.
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B
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Julie fired Annette. Which of the following circumstances would MOST improve the chances of Annette getting her job back? a. Julie did not document Annette's poor performance in writing. b. Julie is white and Annette is Asian-American. c. Julie used a positive discipline plan rather than a more traditional plan. d. Annette is a member of a labor union. e. The company was hiring new workers at the same time as the firing.
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A
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When an organization seeks to keep qualified workers, this is called a. natural attrition. b. voluntary turnover. c. retention. d. termination. e. downsizing.
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C
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In addition to job satisfaction, what other factors are thought to play a role in job turnover? a. The economy b. Profound events that impact the employee c. The labor market d. The degree of job embeddedness e. All of these
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E
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An advantage of seeking to retain effective employees is a. the retained employees can bring fresh ideas to the organization. b. turnover opportunities create advancement for current employees. c. morale will increase if dissatisfied workers stay at the firm. d. avoiding the expense involved in replacing employees. e. nothing. There are NO advantages to retaining effective employees.
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D
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A shock, or profound event, can sometimes cause turnover if the a. shock is negative. b. labor market is currently favoring employers. c. shock increases job satisfaction. d. worker is very embedded in his or her job. e. shock causes the worker to reexamine his or her fit with the firm.
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E
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John often gets into heated arguments with his bosses over his job responsibilities. He is likely to be dissatisfied with his job due to a. the pay. b. the work itself. c. relationships with supervisors. d. relationships with coworkers. e. a negative personality.
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C
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Allison often stays at work after hours to help fellow coworkers with their training and tasks; this is known as a. organizational citizenship behavior. b. job satisfaction. c. turnover. d. absenteeism. e. job dissatisfaction.
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A
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Job satisfaction is often based on a person's: a. coworkers. b. pay. c. supervisors. d. type work. e. all of these.
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E
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Today, there is a severe shortage of nurses in some medical specialties, and hospitals are working hard to retain their current nursing staff. What would be MOST effective in retaining nurses? a. Realistic job previews b. Better working conditions c. Job satisfaction surveys d. Increasing job specialization e. Early retirements
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B
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Which of the following strategies would likely be MOST effective in allowing a high-tech company to retain its engineers and computer scientists for an extended period of time? a. Realistic job previews b. Stock options c. Stock options that cannot be exercised for the first five years of employment d. Reducing the job requirements to make the jobs simpler and easier to do e. Regular administration of job satisfaction surveys
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C
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Which of the following is NOT a critical dimension of procedural justice? a. ethicality b. free from bias c. representativeness d. work autonomy e. voice
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D
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The critical dimension of procedural justice involving the perception that rules were applied the same way to everyone involved is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
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B
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The critical dimension of procedural justice involving the perception that the person had some control over an outcome is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
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A
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The critical dimension of procedural justice involving the perception that group opinions were considered when a decision was made is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
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C
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An individual's beliefs about right and wrong are considered to be part of individual: a. voice b. representativeness c. ethics d. consistency e. administration
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C
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Ethics is formed primarily from the ____ context in which people and organizations function. a. corporate b. group c. professional d. societal e. none of these
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D
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Scenario 6.1 In 2003, managers at Bambino, a national retailer of baby products, noticed that sales and profits were slumping. Store managers were ordered not to fill any vacant positions, which saved some money. However, by January of 2004, it was essential that Bambino cut expenses further. The firm decided to offer incentives for early retirement to some of the more senior top managers. Many of them decided to voluntarily leave for retirement or other jobs. Expenses still remained high, and in May, the firm asked store managers to reduce staff by laying off 10 percent of their workers (about two workers per store). When those cuts were still not enough, management called for store closings in some locations. For example, in Phoenix the store closing was announced to employees on August 1 and accomplished by December 1. In locations where stores were not closed, managers were ordered to terminate any underperforming employees, identified by low performance appraisal scores on the last two evaluations. 31. Refer to Scenario 6.1. What was the FIRST reduction strategy that Bambino tried? a. Termination b. Layoffs c. Natural attrition d. Performance appraisal e. Early retirement 32. Refer to Scenario 6.1. Was it legal for Bambino to lay off 10 percent of their workers? a. No, because of employment-at-will concerns. b. No, because the Worker Adjustment and Retraining Notification Act prohibits mass layoffs. c. No, because Bambino didn't provide verbal and written warnings of the layoffs. d. No, because the layoffs were not based on job performance. e. Yes. 33. Refer to Scenario 6.1. What was the SECOND reduction strategy that Bambino tried? a. Termination b. Layoffs c. Natural attrition d. Performance appraisal e. Early retirement 34. Refer to Scenario 6.1. Which of Bambino's actions is likely to have a positive impact on profitability in the long term? a. Early retirements b. Layoffs c. Store closings d. Natural attrition e. All of these 35. Refer to Scenario 6.1. Which of the following is NOT a likely outcome of Bambino's actions? a. Workers will suffer from the survivor syndrome. b. Voluntary turnover will increase. c. Job satisfaction and morale will decline. d. There will be more organizational citizenship behaviors. e. The layoffs and store closings will be a "shock" to remaining workers.
answer
31. C 32. E 33. E 34. E 35. D
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Ethics and the law always coincide precisely.
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False
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The easiest way to deal with an increased demand for labor in through overtime pay.
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True
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Employee leasing involves paying a fee to a company that provides a pool of employees on a temporary basis.
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True
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If a company uses many contingent workers, the easiest way to downsize involves employing more of these contingent workers while keeping the number of permanent employees constant.
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False
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Distributive justice refers to perceptions that the process used to determine outcomes were fair.
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False
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Interactional justice refers to quality of the interpersonal treatment people receive when a decision is made.
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True
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The WARN Act requires that employers give at least 60 days notice for a mass layoff.
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True
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Survivor syndrome involves the positive feelings that retained employees have after a mass layoff has occurred.
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False
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The first step in a progressive disciplinary program is usually the verbal warning.
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True
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In a progressive disciplinary program, the step before termination is usually suspension.
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True
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Which of the following would be considered an important organizational goal in recruiting efforts? a. Attract as many applicants as possible for a job. b. Attract one or two highly qualified applicants for a job. c. Use the recruiting process to explicitly differentiate among applicants. d. Optimize the size of the pool of qualified applicants. e. Make the job opening sound as challenging as possible to the applicants.
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D
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Judd is a human resource manager responsible for creating a pool of qualified applicants from which his employer can choose. Judd is involved in human resource a. alternative work arrangements. b. recruiting. c. selecting. d. planning. e. training.
answer
B
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Kraft Foods, which makes and distributes grocery products, uses online recruiting for sales personnel. On its website, Kraft says, "A Sales Representative distributes, sells, and promotes Kraft products. You are the primary link with retail customers and consumers. You execute company promotions, meet inventory needs, and monitor the competition within your region. Most of your time is spent problem solving with your customer to create a win-win solution." Which of the following goals of recruiting is Kraft trying to meet with this statement? a. Ensuring that applicants are qualified b. Selecting the best applicants for the job c. Providing an honest assessment of the job d. Generating fine distinctions between applicants e. Keeping the applicant pool at a reasonable size
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C
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Which of the following would NOT be considered an advantage of internal recruiting? a. It motivates existing employees to perform. b. It provides advancement opportunities to existing employees. c. It sustains organizational knowledge. d. It provides a strong force for cultural change. e. It prevents the ripple effect.
answer
D
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The second step in the selection process is to a. generate a pool of qualified applicants. b. gather information about the pool of qualified applicants. c. evaluate the qualifications of each applicant. d. make a decision regarding who is the best fit for a job. e. extend a job offer to an applicant.
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C
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Which of the following would be considered an advantage of external recruiting? a. It may stifle creativity and new ideas in the organization. b. It can cause the ripple effect. c. It may damage existing employees' motivation. d. It can enhance organizational vitality and innovation. e. It sustains the existing organizational culture.
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D
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What is probably the MOST common method organizations use for internal recruiting? a. Referrals b. Job posting c. Union halls d. Walk-in applicants e. Supervisory recommendations
answer
B
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Alan frequently attends professional presentations and training seminars at his work location. At one of these presentations, it was announced that a new supervisory position in Alan's department was about to be created and that there would be a formal external search. Which recruiting method was used? a. Direct application b. Job posting c. Advertisements d. Word of mouth e. Supervisory recommendation
answer
D
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At which step in the selection process is information gathered about the candidates? a. Step one b. Step two c. Step three d. Step four e. Step five
answer
A
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In Spring 2003, the Seattle Mariners baseball team hired hitter Raul Ibanez. Which type of employment test would be most likely to establish Ibanez's qualifications for this position? a. A psychomotor ability test b. A cognitive ability test c. An intelligence test d. A personality test e. An integrity test
answer
A
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If an organization wants to assess whether an applicant can actually perform a particular job, which selection technique would BEST provide this assessment? a. Employment test b. Cognitive ability test c. Integrity test d. Work simulation e. Structured interview
answer
D
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Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization. He notices one day on the bulletin board that a promotion opportunity in his work group is available, so he decides to apply for the position. What type of recruiting method was used? a. Referral b. Job posting c. Direct applicant d. College recruit e. Word-of-mouth recruit
answer
B
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Which of the following external recruiting techniques is MOST associated with the goal of finding jobs for unemployed individuals? a. Public employment agencies b. Private employment agencies c. Executive search firms d. College placement offices e. Job postings
answer
A
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Which external recruitment technique is typically targeted toward higher-level positions? a. Public employment agencies b. Headhunters c. Advertisements d. Private employment agencies e. College placement offices
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B
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A realistic job preview is a. a description of the actual nature of a job and its working conditions. b. similar to an internship. c. useful for attracting top candidates by presenting a job as exciting and glamorous. d. a probationary work period. e. the opportunity for a job applicant to perform a job in advance of accepting it.
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A
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Which of the following errors is related to the initial meeting that occurs between an interviewer and interviewee? a. First impression b. Contrast c. Similarity d. Nonrelevancy e. Inadequate knowledge of the job
answer
A
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Westside Elementary School received a number of applications for a teaching position. The school wants to increase the diversity of its staff, who are mostly white females. The top two applicants were both white females, but a Hispanic female and an African-American male were almost ranked as highly, with all four showing very close scores. The school decided to hire the Hispanic female. They were making their selection decision based on a. banding. b. alternate-form reliability. c. construct validity. d. screening. e. discriminatory testing.
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A
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Which of the following statements would be MOST appropriate as part of a realistic job preview for the job of restaurant waiter? a. Exciting opportunity to learn skills that enable you to quickly start your own profitable business. b. Hazardous exposure to dangerous chemicals and sharp equipment. c. You will have considerable autonomy and responsibility when performing your duties outside of the organization. d. You will spend much of your work day on your feet. e. Chance to network with wealthy individuals and make valuable contacts for professional positions.
answer
D
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The Civil Rights Act applied to all employment decisions, but this legislation is the most critical for a. development programs. b. designing training seminars. c. selection decisions. d. developing pay scales. e. developing a benefits package.
answer
C
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Which of the following is NOT an important piece of information necessary for performing a utility analysis of a selection system? a. The cost of the selection system b. A definition of job success for new hires c. Estimates of the success rate under different scenarios d. The construct and content validity of selection measures e. The cost of a selection error
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D
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The number years spent working in a profession is an example of which of the following basic selection criteria? a. Education b. Competencies c. Experience d. Skills e. Abilities
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C
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A truck driving certification is an example of which of the following basic selection criteria? a. Education b. Competencies c. Experience d. Skills e. Abilities
answer
A
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An organizational recruiter tells prospective recruits that her company is active in environmental affairs. What is the recruiter doing? a. Encouraging recycling by recruits b. Signaling organizational values to improve fit c. Giving a realistic job preview to recruits d. Communicating the organization's strict environmental policies e. Warning new recruits that they will be required to perform community service as part of their jobs
answer
B
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Which selection criteria more directly relate to specific qualifications and capabilities of an individual to perform a specific job? a. Competencies and experience b. Skills and education c. Abilities and competencies d. Experience and education e. Skills and abilities
answer
E
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Which of the following is NOT a goal of the recruiting process? a. To generate the largest possible pool of applicants b. To encourage applicants who are well qualified c. To keep recruiting costs low d. To choose appropriate sources and methods of recruiting e. To create an applicant pool that meets the needs of the organization
answer
A
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Which is the following is a disadvantage of external recruiting? a. hurts a company's ability to attract management talent b. may foster stagnation c. may hurt motivation d. brings in new ideas e. prevents new ideas
answer
C
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Which of the following is a disadvantage of internal recruiting? a. hurts a company's ability to hire management talent b. may foster stagnation c. may hurt motivation d. brings in new ideas e. increases turnover
answer
B
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____ enable recruiting to utilize both internal and external perspectives. a. Realistic job previews b. Internships c. Headhunters d. Private employment agencies e. Advertisements
answer
B
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The evaluation of applicant qualifications is part of which step of the selection process? a. Step 1 b. Step 2 c. Step 3 d. Step 4 e. Step 5
answer
B
question
Gathering applicant information is part of which step of the selection process? a. Step 1 b. Step 2 c. Step 3 d. Step 4 e. Step 5
answer
A
question
Scenario 7.1 Brilliance is a management consulting firm that has offices in six large midwestern cities: Chicago, Detroit, Milwaukee, Minneapolis, St. Louis, and the headquarters, Kansas City. The head of human resources, Franklin Walker, is currently facing several challenges. First, the firm needs to hire about twenty-five new consultants each year to ensure enough consultants to fully staff all projects. The firm prefers to hire business managers with about 3 to 10 years' experience in manufacturing for these jobs, and recent recruiting efforts with advertisements have led to hundreds of responses. Brilliance's HR staff are overwhelmed with the volume of résumés they receive for processing. Second, the firm would like to be able to recommend high-tech solutions for its customers. But many of Brilliance's consultants have been out of school for more than a decade, some for 30 years or more, and their skills are no longer cutting edge. Third, and most troubling, the head of Brilliance, Indira Chaudhuri, is in her late sixties. She has not yet announced any retirement plans, but she also has not identified anyone to assume her role when she does retire. 31. Refer to Scenario 7.1. Which of the following techniques would be MOST likely to help Walker and his staff reduce the volume of applicants for consultant positions, while not reducing the quality? a. Job posting b. Private employment agencies c. College placement offices d. Electronic recruiting e. None of these 32. Refer to Scenario 7.1. If Walker decides to use online recruiting for the consulting positions, which of the following is NOT a likely outcome? a. The number of applicants will be reduced. b. The quality of applicants will vary a great deal. c. Applicants will all be residents of communities near Brilliance offices. d. The cost of recruiting will increase sharply. e. The diversity of applicants will decline. 33. Refer to Scenario 7.1. Adamina, a native resident of California, is considering applying for a consulting position. Which of the following is NOT likely to be one of Adamina's goals? a. Financial and nonfinancial compensation b. Working close to her hometown c. Challenging work opportunities d. Job security e. Opportunities for advancement and training 34. Refer to Scenario 7.1. Which of the following recruiting techniques would be MOST likely to help Brilliance hire staff with better high-tech skills? a. Job posting b. Recruiting consultants c. Private employment agencies d. Advertisements e. Word of mouth 35. Refer to Scenario 7.1. Which of the following methods for filling Indira Chaudhuri's position will result in the organization's continuing need to recruit? a. Referrals b. Headhunters c. Internal recruiting d. Advertisements e. Electronic recruiting
answer
31. B 32. A 33. B 34. C 35. C
question
Many organizations prefer to use both internal and external recruiting strategies.
answer
True
question
Job posting is an external recruiting mechanism.
answer
False
question
Word-of-mount recruiting is usually an expensive way to identity potential job candidates.
answer
False
question
The Social Security Act of 1935 specified that private employment agencies are part of the recruiting process.
answer
False
question
Headhunters are usually utilized for high-level management and executive positions.
answer
True
question
Education is the formal classroom training that an individual has received.
answer
True
question
All questions on an employment application must relate to an individual's ability to perform the job.
answer
True
question
Psychomotor ability tests measure mental skills.
answer
False
question
The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.
answer
True
question
Research indicates that unstructured interviews are the best predictors of subsequent job performance.
answer
False
question
One labor force trend is that mandatory retirement ages have been decreased.
answer
False
question
There is considerable evidence that turnover rates are better predicted by unemployment statistics than by any other variable.
answer
True
question
The market wage rate is the prevailing wage rate for a given job in a given labor market.
answer
True
question
Job analysis is part of the HR function and therefore only important to HR managers and not other management such as line managers.
answer
False
question
The job-analysis process itself is generally unclear and ambiguous.
answer
False
question
Probably the most important factor that affects the human resource management function is the _________. a. Planning of the organization b. Organizational vision c. Labor force d. Financial sector e. Green environment
answer
C
question
Human resource __________ is the process of forecasting the supply and demand for human resources within an organization and developing action plans for aligning the two. a. Information processing b. Planning c. Organization d. Controlling e. Management
answer
B
question
The percentage of __________ in the workforce is growing the fastest. a. African Americans b. Asians c. Hispanics d. Native Americans e. Whites
answer
C
question
Which of the following is an implication of a growth strategy? a. Implementing programs such as training b. Asking employees to retire c. Asking certain employees to move to another firm d. Hiring new employees in the future e. Selecting expatriates to work overseas
answer
D
question
__________ are investments people make in themselves to increase their value in the workplace. a. KSA b. Job analysis c. Corporate growth investment d. SME investments e. Human capital investments
answer
E
question
Job analysis relates to performance appraisal, the selection process, training and development, and __________. a. Hiring b. Travel c. Compensation d. Interpersonal processes e. Retirement
answer
C
question
Job analysis methods used for establishing compensation rates are often referred to as __________. a. Efficiency evaluation b. Job evaluation c. Benefits evaluation d. Performance evaluation e. Salary evaluation
answer
B
question
Groups of jobs that have task and KSA requirements that are quite similar are known as _________. a. Job families b. Job evaluations c. Focus groups d. Job relatives e. Resource evaluations
answer
A
question
A(n) __________ is an individual presumed to be highly knowledgeable about a particular job and who provides data for job analysis. a. Human resource manager b. Job expatriate c. Occupational data manager d. General manager e. Subject matter expert
answer
E
question
The __________ is a family of job-analysis methods, each with unique characteristics; each focuses on analyzing all the tasks performed in the focal job. a. Fleishman job-analysis system b. Position Analysis Questionnaire c. Management Position Description Questionnaire d. Task-analysis inventory e. Critical incidents inventory
answer
D
question
Decades ago in the United States, most people followed a fairly predictable pattern of entering the workforce at a young age, maintaining a stable employment relationship for the period of their work lives, and then retiring at the fairly predictable age of 65.
answer
True
question
The glass ceiling—an invisible barrier that keeps women from progressing to higher levels in a firm— fortunately, no longer exists in organizations.
answer
False
question
Interestingly, studies show that farmer and farm laborer were the most popular jobs in both 1900 as well as 1960.
answer
False
question
The job-analysis process generally follows three steps: determining information needs, determining methods for obtaining information, and determining who will collect information.
answer
True
question
Job analysts are individuals who perform job analysis in an organization.
answer
True
question
According to the text, which of the following is NOT a reason why the average age of the U.S. workforce is gradually increasing? a. Declining birthrates for the post-baby boom generation are simultaneously accounting for a smaller percentage of new entrants into the labor force. b. The baby boom generation continues to age. c. Improved health and medical care d. Older people are financially unstable and cannot afford to retire. e. Mandatory retirement ages have been increased.
answer
D
question
Of the following, which is NOT an implication of a stability strategy? a. Even an organization that is projecting a period of instability is likely to need to augment its labor force. b. Since it is presumably what the organization has been doing all along, subtle planning nuances need not be considered. c. Managers may need to implement training programs to upgrade the skills of current employees. d. The organization will naturally experience a certain amount of attrition each year. e. Managers may need to implement programs to help reduce turnover.
answer
B
question
The ________ is calculated by the Bureau of Labor Statistics as the percentage of individuals looking for and available for work who are not currently employed. a. rate of unemployment b. market wage rate c. prime rate d. jobless rate e. fed rate
answer
A
question
Which of the following is NOT true? a. During times of high unemployment, individuals who are contemplating entering the labor market would be less likely to do so because they would see their chances of finding a job lower than they would prefer. b. If unemployment is relatively high, then individuals are less likely to leave their current jobs to look for employment. c. When employment rates are quite high, then individuals are less likely to leave their current jobs to look for employment. d. When employment rates are high, it can be a problem for companies trying to retain good employees. e. When employment rates are high, workers are more likely to quit their jobs when they believe they can find a better alternative.
answer
C
question
John is in the process of gathering and organizing detailed information about various jobs within ABC Manufacturing so that his managers can better understand the processes through which they are performed most effectively. John is engaged in developing which of the following? a. Job analysis b. Human capital investment c. Task-analysis inventory d. A job specification e. A job description
answer
A
question
What is the second step of job analysis? a. Determining information needs b. Determining methods for obtaining information c. Determining who will collect information d. Determining market needs e. Determining how job analysts will be compensated
answer
B
question
The ________ is a standardized job-analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs. a. critical incidents approach b. uncritical incidents approach c. Management Position Description Questionnaire d. Position Analysis Questionnaire e. Fleishman job-analysis system
answer
D
question
"Partner with Accounts Payable and Payroll Departments to develop expense forecasts and commentary; prepare Accounts Payable and Payroll shared services charge-outs to affiliates; identify and implement process improvements relative to all responsibilities listed above." This is an example of a(n) ________. a. critical incidents approach b. mission statement c. job analysis d. job specification e. job description
answer
E
question
"BS degree in accounting or finance; 2+ years of accounting/finance experience; sound knowledge of Integral Accounts Payable." This is an example of a(n) ________. a. critical incidents approach b. mission statement c. job analysis d. job specification e. job description
answer
D
question
The ________ is a job-analysis procedure that defines abilities as the enduring attributes of individuals that account for differences in performance; it relies on the taxonomy of abilities that presumably represents all the dimensions relevant to work. a. critical incidents approach b. uncritical incidents approach c. Management Position Description Questionnaire d. Position Analysis Questionnaire e. Fleishman job-analysis system
answer
E
question
Fortunately, ethical behavior and legal behavior are always the same.
answer
False
question
When an organization anticipates an increased need for employees, the traditional approach has been to recruit and hire new permanent employees. In recent years, that model has changed.
answer
True
question
Data shows that downsizing most often benefits a company facing economic problems.
answer
False
question
Discipline refers to following unacceptable behavior with some type of negative consequence.
answer
False
question
Happier workers are healthier workers. Dissatisfied employees are more likely to be absent for health reasons.
answer
True
question
________ refers to an individual's beliefs about what is right and wrong and what is good and bad. a. Ideals b. Values c. Ethics d. Principles e. Morals
answer
C
question
The easiest way to deal with a temporary increase in the demand for employees is: a. to offer overtime opportunities for current employees. b. to engage in employee leasing. c. to hire temporary or contingent workers. d. to obtain workers from other firms. e. to hire more permanent workers.
answer
A
question
According to the text, which of the following is NOT a critical dimension of procedural justice? a. Consistency b. Ethicality c. Free from bias d. Equal distribution e. Voice
answer
D
question
The ________ requires at least 60 days' notice for a facility closure or a mass layoff. a. Employee Retirement Act b. Worker Adjustment and Retraining Notification Act c. Occupational Health and Safety Act d. Worker Layoff Act e. Wrongful Termination of Employment Act
answer
B
question
________ are organizational programs where the severity of the punishment increases over time or across the problem. a. Progressive disciplinary plans b. Verbal warnings c. Employment at will d. Terminations e. Written warnings
answer
A
question
A(n) ________ is a temporary layoff, usually with pay, when there is an ongoing investigation. a. progressive disciplinary plan b. verbal warning c. termination d. employment at will e. suspension
answer
E
question
The ________ approach to discipline integrates discipline with performance management. a. contingency b. reinforcement c. positive d. employment at will e. negative
answer
C
question
________ refers to the fact that some people stay on their jobs, even when they decide they are unhappy and should leave. a. Job embeddedness b. Rightsizing c. The procedural job state d. Employment at will e. The distributive job state
answer
A
question
The ________ is the most commonly used measure of job satisfaction. a. job descriptive survey b. job descriptive index c. job satisfaction questionnaire d. happiness at wok survey e. job analysis questionnaire
answer
B
question
________ are rights given to employees to purchase a certain number of shares at a given price. a. Market rights b. Benefits c. Stock options d. Dow options e. Initial public offerings
answer
C
question
There are two separate dimensions of interactional justice; the first dimension deals with the extent to which the person was treated with respect and dignity when he or she was told about the decision, while the second dimension refers to the extent to which the decision maker provides information about the decision rules used and how they were applied.
answer
True
question
Unfortunately, an employer can terminate an employee even if the employee has a contractual right to his or her job.
answer
False
question
One model of the turnover process focuses on "shocks to the individual."
answer
True
question
Joan is an administrative assistant at Phoenixville Community College. In addition to her own work tasks, she often volunteers to help her co-workers with their tasks. Joan follows company policy even when doing so is inconvenient. Joan demonstrates what are known as organizational citizenship behaviors.
answer
True
question
Mergers and acquisitions have been known to threaten the self-identity of employees.
answer
True
question
Of the following, which is NOT a way to deal with increased demand for employees? a. Terminate the majority of the current workforce and hire new employees who can maintain an increase in productivity b. Utilize employee leasing c. Utilize temporary employees d. Offer overtime opportunities to current employees e. Recruit and hire new employees
answer
A
question
________ involves an organization paying a fee to a leasing company that provides a pool of employees who are available on a temporary basis. a. Employment-at-will b. A contingency agreement c. Involuntary turnover d. A work agency e. Employee leasing
answer
E
question
Of the following, which is NOT listed in the text as an advantage of hiring part-time workers? a. Part-time employees generally do not have a college education and therefore do not require a high salary which helps to lower labor costs. b. The workers generally work varying schedules which allows the organization to have a smaller staff on hand during down times. c. Many part-time employees are college students looking to work 15-20 hours per week which permits flexibility within the organization. d. The workers generally work varying schedules which allows the organization to cluster its labor force around peak demand times. e. These employees are usually not covered by benefits, thus lowering labor costs.
answer
A
question
Nada is paid less than her co-worker, Sean, but she can see that Sean contributes more to the company than she does and that the difference in pay is proportional to the difference in contributions each makes. This is an example of ________ justice. a. interactional b. distributive c. procedural d. contemporary e. representativeness
answer
B
question
Vivek lost his job at Acme Computing, but he became less angry when he found out that everyone in his department also lost their jobs. This is an example of ________ justice. a. interactional b. distributive c. procedural d. contemporary e. representativeness
answer
C
question
________ refers to the system of rules and procedures for how and when punishment is administered and how severe the punishment should be. a. Procedural justice b. interactional justice c. Distributive justice d. Reinforcement e. Discipline
answer
E
question
Typically, the first step in a progressive disciplinary program is ________. a. a distributive warning b. a progressive warning c. a warning via body language d. a verbal warning e. a written warning
answer
D
question
All of the following are exceptions to the doctrine of employment-at-will EXCEPT: a. the termination would violate a specific law. b. the public-policy exception. c. the employee has a contractual right to his or her job. d. the employee's rights of due process have been violated. e. the employee violated a written company rule.
answer
E
question
A common thread in the models of the turnover process is ________. a. long work commute b. sexual harassment c. job dissatisfaction d. no benefits e. low pay
answer
C
question
________ are pre-employment previews that provide accurate and realistic information to the job applicant. a. Job previews b. Job announcements c. Job specifications d. Job descriptions e. Realistic job previews
answer
E
question
The most basic and fundamental goal of an organization's recruiting effort is essentially to fulfill the definition of recruiting: to develop a pool of qualified applicants.
answer
True
question
The second step of selection is to gather information about the members of the pool of qualified recruits regarding the levels of requisite knowledge, skills, and abilities possessed by each applicant.
answer
False
question
Biodata application tests measure physical abilities such as strength, eye-hand coordination, and manual dexterity.
answer
False
question
Research finds that most organizations tend to use only one selection technique that has been shown to work particularly well for them.
answer
False
question
Perhaps the most common method that organizations use for internal recruiting is a process called ________. a. job evaluation b. externship c. job posting d. word-of-mouth recruiting e. internship
answer
C
question
________ employment agencies became a formal part of the recruiting process with the passage of the Social Security Act of 1935. a. Public b. Private c. Executive search d. Sponsored e. Realistic
answer
A
question
According to the text, in the United States, approximately ________ percent of those with access to the Internet use it to search for jobs. a. 14 b. 28 c. 74 d. 41 e. 92
answer
C
question
The third step of the selection process is ________. a. to make the actual decision about which candidates(s) will be offered employment b. to evaluate the qualifications of each applicant from the recruiting pool c. to gather information about the members of the pool of qualified recruits d. to call potential recruits for an interview e. to begin training candidates
answer
A
question
The big five personality trait of ________ refers to the tendency to be imaginative and intellectually curious. a. extraversion b. openness to experience c. neuroticism d. agreeableness e. conscientiousness
answer
B
question
The big five personality trait of ________ refers to the tendency to be purposeful and dependable and to pay attention to detail. a. extraversion b. openness to experience c. neuroticism d. agreeableness e. conscientiousness
answer
E
question
The ________ relies on statistical techniques to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively. a. biodata application blank b. employment application c. cognitive ability test d. weighted application blank e. psychomotor ability test
answer
D
question
In the ________ interview, major or key questions are decided in advance, and are provided for each interviewer, but the interviewer is also given the prerogative to ask additional follow-up questions to probe specific answers that the interviewee provides. a. unstructured employment b. semistructured employment c. free association employment d. structured employment e. situational employment
answer
B
question
________ refers to the consistency of a particular selection device. a. Stability b. Validity c. Power d. Reliability e. Soundness
answer
D
question
________ involve a combination of on-the-job training and classroom instruction. a. Development programs b. Externships c. Apprenticeships d. Internships e. Vestibule training programs
answer
C
question
Recruiting is a one-way street; that is, the organization is looking for qualified job applicants, and those applicants are waiting for any job that comes by.
answer
False
question
When a firm decides to hire someone on the basis of "fit," it is choosing not to hire someone because he or she is the most qualified for a specific job, but because he or she is a good fit for the larger organization.
answer
True
question
In some instances, it is legal for an employment application to ask for a person's gender, age, or marital status.
answer
False
question
Cognitive ability tests are seen as aptitude tests because they focus on the question of whether the person will be able to perform some specific task in the future.
answer
True
question
Teaching telephone operators to help customers more efficiently, showing machinists the proper way to handle certain kinds of tools, and demonstrating for short-order cooks how to prepare food orders systematically are all examples of training.
answer
True
question
Which of the following is NOT a type of external recruiting? a. Word-of-mouth recruiting b. Job posting c. College placement offices d. Advertisements e. Employment agencies
answer
B
question
Microsoft has a staff of twenty-two full-time campus recruiters who visit schools each year. Microsoft is using the ________ method of external recruiting. a. word-of-mouth b. job posting c. college placement office d. advertisement e. employment agency
answer
C
question
Lucy works as a copy editor for a local magazine. She was chosen for her job based on the fact that she can spot small grammatical errors that others may have missed. In other words, she pays attention to detail. Lucy can be said to have a high degree of the big five personality trait of ________. a. agreeableness b. neuroticism c. extraversion d. conscientiousness e. openness to experience
answer
D
question
All of the following are big five personality traits EXCEPT: a. agreeableness. b. neuroticism. c. extraversion. d. conscientiousness. e. machiavellianism.
answer
E
question
Paul filled out an employment application for a job as a manager at a local grocery store. The application not only asked about his college major, it also asked questions about which courses he enjoyed most and why he chose his field of study. Paul completed a ________ application. a. cognitive ability test b. biodata application blank c. character d. weighted application blank e. psychomotor ability
answer
B
question
The candidate being interviewed might arrive a minute or two late and have a few awkward moments at the beginning of the interview. Such events, in turn, might cause the interviewer to make a negative judgment about that individual, even though later evidence in the interview may have been more positive. This example demonstrates the ________. a. similarity error b. attribution error c. first-impression error d. error of nonrelevancy e. contrast error
answer
C
question
The interviewer may be inappropriately influenced by an individual's posture, dress, or appearance. This is an example of the ________. a. similarity error b. attribution error c. first-impression error d. nonrelevancy error e. contrast error
answer
D
question
________ refers to the extent to which a particular selection technique can accurately predict one or more elements of performance. a. Internal validity b. Construct validity c. Consistency validity d. Criterion-related validity e. External validity
answer
D
question
________ refers to teaching managers and professionals the skills needed for both present and future jobs. a. Growth b. Development c. Preparation d. Training e. A realistic job preview
answer
B
question
IBM helps its new first-line managers with an extensive nine-month program called Basic Blue, which covers such topics as people management, HR policies, and leadership development. This is an example of ________. a. growth b. development c. preparation d. training e. a realistic job preview
answer
B
