MGMT 4373 exam 2 review Dr. Quinn

A _____ refers to background information about a job's positive and negative qualities. a. realistic job preview b. multiple regression c. due-process policy d. leading indicator e. progressive trend analysis

a

Assume the following economic indicators: interest rates on loans are historically low, gasoline prices are low, unemployment rates are falling, and automakers are increasing their sales forecasts. For Gabe, a human resource executive at a financial company that makes auto loans, which of the following statements best states how these leading indicators should shape a forecast of his company's demand for labor? a. Demand for auto loans will rise, so labor demand in our industry will rise. b. Demand for auto loans will rise, so labor demand in our industry will fall. c. Demand for auto loans will fall, so labor demand in our industry will fall. d. Demand for auto loans from dealers will rise; labor demand at our firm will be unchanged. e. These trends affect automakers and oil companies, not financial services; demand stays steady.

a

Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished are referred to as a. communities of practice. b. transitional groups. c. experiential communities. d. protean groups. e. mentoring groups.

a

Oliver, a manager at a firm, argues that 360-degree feedback is the best performance measurement as it does not have any flaws. Abby, another manager at the same firm, argues that the method does have some limitations. Which of the following, if true, would strengthen Abby's argument? a. When 360-degree feedback is conducted, raters are required to spend a lot of time on it. b. 360-degree feedback does not allow help of a facilitator to interpret results. c. When individuals engage in 360-degree feedback, they need to establish formal communications. d. 360-degree feedback only permits employees to identify weaknesses. e. 360-degree feedback always holds employees accountable in follow-up meetings with their manager or a coach.

a

Rajesh is a senior employee at an IT firm. The top management of the firm permits him to take up a full-time temporary position at another organization that would help him hone his skills. This is an example of a(n) _____. a. externship b. involuntary termination c. lay-off d. sabbatical e. demotion

a

Roger attends a job interview for a sales position at Pisces Inc. The interviewer at Pisces, Emily, asks him open-ended questions about his strengths, weaknesses, and ambitions. Emily asks every question based on the reply that Roger gives to each question. This is an example of a(n) _____ interview. a. nondirective interview b. situational c. computerized d. in-basket e. behavior description

a

The approaches to employee development fall into four broad categories. They are a. formal education, assessment, job experiences, and interpersonal relationships. b. psychological profiles, assessment centers, 360-degree feedback, and sabbaticals. c. promotions, transfers, downward moves, and enlargement of current job. d. psychological profiles, assessment centers, job rotation, and job enlargement. e. assessment, job experiences, job rotation, and formal education.

a

Troy, a human resource manager, is investigating why the turnover in his company's accounting department has spiked in the last two years. He learns that the company hired a manager whom his employees describe as impatient, judgmental, and unwilling to listen. Troy discusses this information with the manager, who asks to have a chance to become a better manager. Which approach(es) to employee development should Troy offer this manager? a. assessment, training, and counseling b. succession planning c. formal education in business management d. psychiatric treatment and training e. job enlargement, a sabbatical, and a transfer

a

Which of the following is the first step in the career management process? a. data gathering b. follow-up c. goal setting d. feedback e. action planning

a

Which of the following statements is true about a sabbatical? a. Employees on sabbatical often receive full pay and benefits. b. It is otherwise known as an externship. c. It is a permanent leave of absence from an organization without any notice from the employee. d. It usually curbs an employee from adding or developing any new skill. e. It usually gives employees less time to spend on their personal goals.

a

Which of the following was seen in states that adopted laws encouraging drug testing? a. Hiring trends for white males were unchanged, but the hiring of black men increased. b. Employers became less reliant on integrity tests as a direct consequence. c. Employee productivity increased as a direct consequence. d. More women were employed as they do not engage in drug seeking behavior. e. Hiring trends for black males were unchanged, but the hiring of white men increased.

a

Which process for making a selection decision involves a very high score one type of assessment making up for a low score on another? a. a compensatory model b. a subjective model c. a multiple-hurdle model d. a single-criterion model e. an intuitive model

a

_____ is on-the-job learning sponsored by an educational institution as a component of an academic program. a. An internship b. A case study c. A business game d. Adventure learning e. A simulation

a

_____ is the first step in human resource planning. a. Forecasting b. Performance evaluation c. Program implementation d. Goal setting e. Program review

a

_____ is the process that occurs when a job applicant does research on an organization and concludes there is enough of a fit between themselves and a job opening to warrant submitting their application. a. Self-selection b. Submittal c. Direct browsing d. Internal referral e. Nepotism

a

Katie is the HR manager at Potter Inc. She forecasts the labor demand and concludes that, due to a temporary decline in product demand, there will be a labor surplus after 6 months. Considering the length of time she has to implement the strategy, which of the following strategies would best help Katie deal with the labor surplus? a. downsizing b. hiring freeze c. pay reduction d. demotions e. transfers

b

Mentoring involves an experienced, productive senior employee who helps develop a less experienced employee, called the _____. a. guru b. protégé c. coach d. preceptor e. tutor

b

Paul, a manager at a logistics company, wants to bring in temporary workers to handle the extra work of loading and unloading deliveries during the holiday shopping season. Which of the following statements expresses a disadvantage of Paul's idea? a. The temporary workers may have to be paid more than permanent employees. b. The temporary workers may be paid less than permanent employees. c. The company will have to provide temporary workers with employee benefits, including health and life insurance. d. The company will have to bear the costs of recruiting and testing the temporary employees. e. Temporary employees may fail to bring an objective point of view to the organization's problems and procedures.

b

Readiness for training depends on _____. a. criterion-related validity b. situational constraints c. training curriculum d. concurrent validation e. predictive validation

b

The engineering manager at Mega Projects Group approaches Adam, the vice president of human resources, to ask for help with one of the engineers. This employee has management potential but doesn't have much impact because she doesn't speak up confidently in meetings. The engineering manager asks Adam to find a coach for the employee. As Adam investigates coaching services available in his area, what can he expect a coach to be able to do besides give the employee feedback on her speaking style? a. help develop a less-experienced employee, or protégé b. help the employee learn to seek feedback from others c. arrange for an externship for the employee d. enlarge the employee's current job e. promote the employee to a position involving broader responsibility

b

Which of the following is true of using reliability as a measure of success of a selection method? a. It is the only requirement for measuring the success of a selection method. b. It indicates whether something is measured consistently. c. It only measures things that matter. d. It is a measure of validity based on showing a substantial correlation between test scores and job performance scores. e. It is the only measure that does not require statistics.

b

Which of the following programs prepares new employees to perform their job effectively and establish work relationships? a. diversity training b. orientation c. action learning d. adventure learning e. experiential training

b

Which of the following questions is answered by the task analysis aspect of needs assessment? a. What is the context in which training will occur? b. What subjects should the training cover? c. What is the benefit derived by the organization by conducting training programs? d. What is the expenditure to be borne by the organization to conduct training programs? e. Who are the employees that require training?

b

Which of the following statements is true of the Equal Employment Opportunity Commission? a. It has made it legal for employers to run background credit checks on job applicants without requiring their consent. b. It requires all employers to conduct the same type of background check for all and apply the same standards for acting on the information. c. It requires all employers to only use pre-employment questions to investigate the disabilities of a job candidate. d. It mandates preferential treatment in favor of minority groups. e. It has made it mandatory for all online job applications to provide data such as Social Security numbers.

b

Why is selecting candidates based only on who scores the highest on tests and interviews not always an effective strategy for employers? a. Interviews are always objective, so their scores are not very reliable. b. A candidate who scores very high on ability tests might not have the necessary motivation to do the job. c. Making decisions based only on scores means that supervisors can't influence the hiring process. d. Making decisions based only on scores is illegal according to the Equal Employment Opportunity Commission.

b

_____ exists when employees are able and eager to learn and when their organizations encourage learning. a. Concurrent validation b. Readiness for training c. Glass ceiling d. Apprenticeship e. Benchmarking

b

_____ requires constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. a. A yield ratio b. Trend analysis c. Transitional matrix d. A leading indicator e. Propensity analysis

b

According to your text, which of the following options for avoiding a labor shortage gives speedy results and the ability to easily change to a different strategy at a later date? a. retained transfers b. new external hires c. temporary employees d. technological innovation e. turnover reductions

c

Dana, a recruiting specialist, is studying last year's yield ratios for her company. She determines that the cumulative yield ratio for recruiting via job boards was 21%, and the yield ratio for recruiter visits to universities was 44%. What can Dana conclude from these yield ratios? a. Visiting universities involved a greater cost per hire than postings on job boards. b. The return on investment was greater for job board postings than it was for recruiter visits to universities. c. Visits to universities resulted in a greater percentage of applicants who were hired. d. The greatest percentage of hired applicants came from job boards. e. Visiting universities will always generate the largest number of applicants.

c

For which of the following occupations would individuals typically pursue an internship? a. a bricklayer b. a plumber c. an accountant d. an electrician e. a welder

c

Which of the following is true of a generalizable method? a. It can only be used to measure behavior that is concrete and observable. b. It is only applicable for unemployed job candidates. c. It is valid in contexts other than the context in which it was originally developed. d. It is a method that only tests abstract qualities such as intelligence or leadership. e. It only applies to conditions in which the method was originally developed.

c

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period is known as a _____. a. shortage analysis b. trend matrix c. surplus analysis d. transitional matrix e. forecast

d

How can trainers best link training to current jobs in order to help employees learn? a. by using pictures, rather than just words b. by making sure written materials are readable c. by breaking information into chunks d. by having trainees practice a few skills at a time e. by setting up a training context that mirrors the work environment

d

In the context of employee development, _____ refers to the combination of relationships, problems, demands, tasks, and other features of an employee's jobs. a. job queue b. benchmarking c. bumping d. job experience e. workplace shuffle

d

Advertisements for open positions at DeliFun Restaurants ask candidates to supply references. What is the company most likely expecting to receive from candidates? a. a completed form the DeliFun can use for conducting a background check on the candidate b. the names and contact information of family and friends who can saying something positive about the candidate c. a list of people who have engaged in defamation or misrepresentation in the past d. a completed form containing the candidate's contact information, work experience, and educational background e. the names and contact information of former employers or others who can describe the candidate's experience and skills

e

As a measure of a person's exposure to drugs, which of the following statements is true of chemical testing? a. Chemical testing uncovers all problems with impairment. b. Chemical testing has been banned by the U.S. government. c. Jobs that involve safety hazards do not use chemical testing. d. The results of the chemical test are not sent to the applicant. e. Chemical testing has high reliability and high validity.

e

The _____ assessment tool is an inventory of behavioral styles based on the work of William Marston, a psychologist who attempted to categorize normal behavior patterns. a. VRIO b. PEST c. Myers-Briggs Type Indicator d. SWOT e. DiSC

e

The human resource department at Mega Corporation is overwhelmed with a constant flood of résumés submitted through its website and in response to the ads it places for job vacancies. Aanya, the department's manager, is concerned that the company will overlook excellent candidates because employees don't have time to carefully evaluate or remember all the applicants. How might an applicant-tracking system help the department? a. by making decisions about which of the candidates the company should hire for each position b. by comparing a few keywords in job descriptions with the content of applicants' résumés to find an exact match c. by contacting candidates and inviting them to visit Mega for an interview with HR staffers d. by repeating a selection process that is familiar e. by matching data in résumés against the company's selection criteria and storing records for future searches

e

The instructional design process concludes with the a. determination of the training program's objectives and methods. b. implementation of the training program. c. assessment of training needs. d. readiness of employees to participate in the programs. e. evaluation of the training program's results.

e

With _____, trainees at different locations attend programs online, using their computers to view lectures, participate in discussions, and share documents. a. traditional learning b. internship c. simulation d. apprenticeship e. distance learning

e