SPHR Strategic Business Management Multiple Choice

conflicts in an organization do NOT normally result from problems in: a communication b org structure c personal relationships d stockholders expectations

d

Which is NOT a strategic role for HR in the modern organization?

At one time HR was seen primarily as an enforcer of policies, it is now considered among top performing organizations to be a key partner in driving and supporting critical business objectives. Enforcing policies is considered more of a tactic than a strategy. HR's ability to contribute to the organization's bottom line involves more than aligning its talent management accountabilities with the mission and vision of the organization. It means continually evaluating and strengthening these accountabilities to ensure value, meaningful impact, and competitive advantage.

A mission statement does not need to include A What the company does B Time frame for completion C Where the company is headed D Who the customers are

B

S.M.A.R.T. is an acronym MOST associated with: A MBO Theory B Comp Design C EEOC Compliance D Maslows Hierarchy of Needs

A

What is the most important factor contributing to the success of a TQM program A Org culture supports the program B Union acceptance C Statistical Aptitude of of supervisors quality control D Individual rather than group performance

A

Which of the following activities illustrates the administrative role assumed by HR A Filing out a EEO report B Implementing a grievance process for an employee C Evaluating a bottom-line contribution of HR program D Conduct and Interview seminar for line managers

A

Which of the following best describes the relationship between HR planning and strategic organizational planning A HR planning is an essential component of strategic planning B They are separate and distinct activities C HR planning must be completed first D both types are equivalent to overall organizational planning

A

Which of the following reliability measures is most useful to an organization that requires managers to participate in assessment center activities A. Rater Agreement B Parallel Forms C Internal Consistency D Test/Retest

A

Which of the following trends in technology has occurred in business management in the last decade A Mobile Computing B Stand Alone IT systems for functions in org C Less vulnerability to exterior threats D Less retention of data

A

What is the purpose of an HR budget? a To determine how much cash is required to achieve a goal b To hold departments accountable for outcomes c To ensure that the outcomes match the strategic plan d To evaluate the effectiveness of HR strategy

A An HR budget reflects how many and what types of resources are necessary to accomplish a goal. The addition of employees, costs to train, and the purchase of new equipment are all examples of items that require cash to achieve strategic goals.

An HR director meets with the managers of each business unit in hopes of creating relationships that will build strong internal partnerships. This should result in HR a illustrating what they can do to help meet the business units' needs b making future decisions without the business units' input c acquiring the business units' support when necessary d approving the majority of requests from the business units.

A Building strong partnerships between HR and business units allows HR professionals to illustrate how they can help the units with HR-related issues such as staffing and performance appraisals. Partnerships also increase HR's understanding of other business unit operations by providing them with an expert contact in each area. By building these partnerships, HR professionals create environments where future decisions are made collaboratively and support between departments is reciprocal.

Which of the following is one of the elements of a SMART goal? a Action-oriented b Strength c Technology d Threat

A SMART goal is specific, measurable, action-oriented, realistic, and time-based.

he conscious selection of a course of action from among available alternatives is:

A major part of decision making involves the analysis of a finite set of alternatives described in terms of some evaluative criteria. Then the challenge is to rank these alternatives in terms of how attractive they are to the decision makers when all the criteria are considered simultaneously. Another goal might be to just find the best alternative or to determine the relative total priority of each alternative when all the criteria are considered simultaneously.

he BEST description of the difference between policies and procedures is that policies are: a rules while procedures are implementation of policies b implementation of procedures while procedures are action items c A list of steps to be followed while procedures are guiding principles d essentially the same as procedures which is why they are interchangeabl

A policy is a guiding principle used to set direction in an organization. It is a rule that employees must follow for the organization to succeed. The procedure is the course of action that must be taken to comply with the rules established by the policy. It should be designed as a series of steps to be followed as a consistent and repetitive approach or cycle to accomplish an end result.

This is a catch up managerial tool or technique rather than a way for the organization or company to gain managerial dominance or marketing share:

A problem with benchmarking is it may restrict the focus to what is already being done. By emulating current exemplary processes, benchmarking is a catch up managerial tool or technique rather than a way for the organization or company to gain managerial dominance or marketing share. Benchmarking can foster new ideas or processes when management uses noncompetitive organizations or companies outside its own industry as the basis of benchmarking.

A company is experiencing staffing issues because they need experienced workers but are paying below market. The HR Manager suggests offering stock options and revising advertisements to offer possible growth opportunities in the future. What stage of the life cycle is this company in? A. Introduction B. Growth C. Maturity D Decline

A.

Which of the following is another term for a profit and loss statement? a Income Statement b Cash Flow Statement c Balance Sheet d Fiscal Year Summary

A. An income statement, also referred to as a profit and loss statement, provides financial information about revenue and expenses in a set reporting period. The statement of cash flow communicates the ways in which monies came in and out of the organization, and the balance sheet is a thumbnail sketch of assets, liabilities and equity at a certain time.

Which is NOT one of Gundling's four skills that relate to organizational leadership? A Preserve Order B Manage Change C Transfer Knowledge D Strategic Planning

A. List Gundlings 12 skills

Rachel has worked in accounting for 6 years. She has always been a steady performer, but recently she has made several costly errors in her work. The accounting manager, Rachel's boss, has talked to her several times, but no improvement has taken place. What is the most appropriate action the manager should take? a First written warning b Verbal warning c Decision-making day d Coaching

B. Assuming that the nature of the previous conversations with Rachel has been informal, the first step is a verbal warning, where Rachel is advised that this is the first step in the disciplinary process and failure to improve will lead to further disciplinary action, up to and including termination. The first written warning (A) takes place after a verbal warning. A decision-making day (C) is usually the final step prior to termination. Coaching (D) is an informal means of talking to employees about performance problems and generally occurs prior to a verbal warning.

Reasons for monitoring a budget do NOT normally include this:

Budget monitoring ensures that resources are used for their intended purposes and are properly accounted for. Budgetary control allows the Authority to review and adjust its budget targets during the financial year. It also provides the mechanism to call to account managers responsible for defined elements of the budget. Identifying and explaining variances against targets can highlight changes in trends and resource requirements. It is a means of identifying and managing possible over- and under-spending. Providing fixed and static constraints that force financial governance is the initial reason for creating a budget but monitoring will not aid in this aim. Cost increases due to inflation, unexpected difficulties, insufficient initial study of projects, budget overruns are all reasons for monitoring and adjusting budgets as the budgetary period elapses.

What Stage in the organization lifecycle is a company most likely paying above market rates A. Introduction B. Growth C. Maturity D Decline

C ( lag market in introduction, meet market in growth, lead market in maturity)

Market competition is fierce, department managers complain about lack of HR support. They want better hires, more metrics, more effort, and better results form training, and want more progressive incentive plans for top producers which stage of the lifecycle is company most likely in? A. Introduction B. Growth C. Maturity D Decline

C.

Computer-based training, web-based training, and virtual learning are all examples of what? aMobile learning b Self-directed learning c Electronic learning d Asynchronous training

C. Electronic learning in the workplace refers to training that takes place using digital tools such as CDs, the Internet, or on mobile devices (A). Many types of e-learning are self-directed (B), and occurs asynchronously outside of a traditional classroom setting (D). For more information about e-learning, see Chapter 5.

Jane, the HR Manager has been asked by the CEO to provide assistance and input on Bill's, VP of Sales, annual performance review. Specifically, the CEO wants Jane to identify and categorize Bill's leadership style. Jane has noticed Bill is very politically astute, he refines his actions and words based on his audience, he is very good at working a room such as at a trade show or with his staff members. He is very charming. His employees think well of him. Bill is passionately loyal to his department members and is frequently at odds with other department heads that complain about his staffers. Jane decides the BEST category for Bill is this type leader:

Charismatic he Charismatic Leader gathers followers through dint of personality and charm, rather than any form of external power or authority. They pay much attention to the person they are talking to at any one moment, making that person feel like they are, for that time, the most important person in the world. Charismatic Leaders pay a great deal of attention in scanning and reading their environment, and are good at picking up the moods and concerns of both individuals and larger audiences. They then will hone their actions and words to suit the situation. They are very persuasive and make very effective use of body language as well as verbal language. Functional leaders believe the leader's main job is to see that whatever is necessary to group needs is taken care of. Participative leaders employ a democratic style.

Which statement best describes organizational culture A Our organizations value statements B The way we do things around here C Our company policy and procedures D The main thing is to make sure the main thing remains the main thing

D (review 22 in HCRI book)

Which is not a step in the strategic planning process A.Design a new onboarding system B.Consider Global Expansion C. Define a clear mission statement D. Draft an executive employment agreement

D. (It is short term and limited in scope which is a tactic )

This is not one of Kaplan and Norton's Balanced Scorecard Perspectives A. Learning and Growth B.Business Process C. Customer D.Social

D.( Financial is missing perspective)

n employer who has had an employee complaint filed against them regarding an employment issue would MOST likely be investigated by the/a:

DOL

In the decision-making process, the last step is: a evaluate the results b announce decision c recognize the problem d implement the solutions

Decision making can be regarded as the mental processes or cognitive process resulting in the selection of a course of action among several alternatives. Every decision making process produces a final choice. The last step in this or most any process is to evaluate the results for possible changes or improvements.

The first step in establishing an HRIS is A Develop the database B Determine the information needs C Establish security and control system D Select between PC and mainframe applications

Determine the information needss

The MOST common way employers measure employee engagement?

Employees are engaged when many different levels of employees are feeling fully involved and enthusiastic about their jobs and their organizations. The most common method employer utilize to measure engagement is the tried and true opinion feedback survey.

When an HR department screens a large amount of information to detect emerging trends the will affect the supply of labor it is engaging in

Environmental Scanning

The HR Manager at ABC, Inc. has just mentioned to two key HR staffers that there is an imminent rate hike in the insurance premiums this year that will have to be passed along to the employees of ABC. The gasps and anguished looks on their two faces have given the Manager cause for concern. She now thinks there could be unrest and a potential backlash in employee relations when this announcement is made. Based on this meeting she concludes production could be slowed and employee turnover high in the coming critical months. She therefore plans to increase employee engagement strategies while simultaneously stepping up staffing initiatives. She reaches this outcome based on her use of: a deductive reasoning b inductive reasoning c delphi technique d environmental scanning

Inductive reasoning is adjusting a course of action based upon a limited amount of information gathered. It is a process where one starts from a specific experience and draws inferences or generalizations from it. Deductive reasoning is the observance of an event occurring on a repeated basis that leads one to believe that a certain probability is attached to the occurrence of that event. For example, if there are a red ball and a blue ball in a bag, and each color ball is drawn one-half of the time, we come to believe that each color ball has a one-half probability of being drawn at any one time.

According to the Toxic Substance Control Act, documentation of hazardous material exposures must be kept on file for how many years? A 5 B 15 C 25 D 30

Manufacturers, importers, processors, and distributors of toxic chemicals must keep records related to hazardous material exposures, including claims of occupational diseases, for 30 years from the report date.

Flexible business plans are essential because they need to:

Many business plans are out of date prior to the start of the plan year. Rapidly evolving markets require business plans to stay flexible to adjust and cope with global uncertainty.

Maslow's hierarchy of needs does not include the following need: a Social b Safety c Growth d Self Actualization

Maslow's hierarchy of needs is a theory developed to explain what motivates workers. The levels are physiological, safety, social, esteem, and self-actualization. Growth is a need level identified by Alderfer in the ERG theory, which is based on Maslow's work.

An employee who designs and develops a sales training program reports to both the executive and the vice president of HR this is an example of what type of org structure

Matrix

What is a pocket veto? a The president vetoes a bill from Congress. Congress holds a vote, but the bill does not pass. b Congress submits a bill to the president and then adjourns. The president does not sign the bill within 10 days. c The president vetoes a bill from Congress. Congress holds a vote but does not have a quorum. d Congress submits a bill to the president, but the president does not sign the bill within 10 days.

Once Congress forwards a bill, the president has 10 days to sign it. A pocket veto occurs when Congress adjourns before the 10 days are up and the president does not sign it. When the president vetoes a bill (A), Congress may try to override it with a two-thirds vote of a quorum in each house. If the bill does not pass, the veto stands. If Congress cannot raise a quorum to override a veto (C), the veto stands. If Congress submits a bill to the president and stays in session (D), the bill becomes law if the president does not sign it within 10 days.

A 45 year-old employee at XYZ Corporation is terminated for absenteeism after all five steps in a performance counseling process is completed. He then files a complaint with the EEOC alleging age discrimination. The EEOC subsequently investigates and finds no cause. What is the last step the EEOC takes when dismissing the charge?

Once the EEOC concludes its investigation and issues a ruling, the employee receives a right to sue letter. The employee then has 90 days from receipt of the right to sue letter to file a lawsuit.

When preparing and creating a company business plan, one of the FIRST sections MUST deal with:

One of the first chapters of a business plan should be an Analysis of the Current Situation. The normal process for creating a business plan is that the organization must first, realistically determine where the business is and where it needs to go; next, create a detailed business plan and put it into action instead of in a drawer; then, use the plan to secure financing; and finally, prepare for opportunities and avoid common pitfalls.

Which word is the antithesis of the concept of strategic?

Reactive

What are corporate programs that focus on behaviors that minimize the depletion of time, money, and labor called? a Viability programs b Sustainability efforts cCorporate governance d Strategic planning

Sustainability is behavior that does not deplete the resources used to achieve an outcome. Viable sustainability programs are those that are able to have a regular, systematic impact on resource depletion, thereby reducing waste and increasing efficiencies.

Early in its session congress passes a bill and sends it to the president. The president takes no action for 10 days. What happens to the bill?

The bill becomes law because congress is still in session

The Director of HR for ABC, Inc. has been asked by the Board of Directors to monitor the daily activities of Congress on some key legislation that may have an adverse impact on company business ventures. The HR Director has been asked to provide daily reports and updates on the legislation. To satisfy this daily requirement, the BEST source of information for the HR Director to access is:

The congressional record

The four p 's summarize the marketing function. Which of the following is not one of the p 's? a perception b price c placement d promotion

The four p 's of marketing are product, price, placement, and promotion, which summarize the responsibilities of the marketing team.

Improvements in technology have had their greatest effect on which of the following? A Employee morale B Productivity C Cost of living D Managements Span of Control

The greatest effect of technology is increased worker productivity. Employee morale (A) may be affected positively or negatively by technological improvements but is not the main impact. The cost of living (C) is a function of the cost of consumer goods and is a factor in an environmental scan. Span of control (D) may also be affected by technological improvements, allowing managers to directly supervise a larger number of employees, but it is not the main effect.

During an organizational change initiative, the HR professional frequently finds themselves squarely in the middle trying to communicate with those affected and let them know what's going on. Key topics the professional MUST address does NOT normally include: a b c d

The majority resist change, only a few workers accept that change is inevitable. It's human nature to resist change. Change can be highly stressful. Most leaders underestimate a) the impact of this stress, b) the intensity of the resistance to change and c) the problems this resistance creates. According to the McKinsey Quarterly, approximately 70 percent of major change initiatives fail in today's workplaces.

A federal sector complainant does NOT have to exhaust the EEOC administrative investigation process prior to the filing of a civil suit against the employer in cases involving this issue. a age b race c sex d national origin

Under the Age Discrimination in Employment Act, a complainant may proceed directly to federal court after giving the EEOC notice of intent to sue. The EEOC will immediately cease its investigatory process and issue the right to sue letter without conducting the normally required administrative process.

This type of budgeting may provide a disincentive to the creation of new programs while simultaneously providing an incentive to spend money:

With the incremental budgeting model, the allocation of resources is based on the existing pattern of activities. When the levels or types of activities are subject to significant change, for example, through the introduction of a new course or program, this may pose problems. As a result, incremental budgeting can create disincentives to developing new programs or courses. Likewise, when funding for a particular activity in the coming financial year is based on current spending, then there is no incentive to reduce costs. Another drawback of the incremental budgeting approach is that it encourages managers to adopt a 'use it or lose it' attitude, spending money towards the end of the financial year simply because it is there

The CFO of XYZ Corporation felt budgetary levels had become institutionally renewable, excessive, and out-of-control. He therefore implemented an annual process of preparing an operating plan or budget that starts with no authorized funds. This budgetary system is BEST known as:

Zero based budgeting

A major reason to use a balanced scorecard to measure strategic progress is that the approach A provides more rounded assessment of the results of strategic activity B can be accomplished quickly C extends protections against legal risks D can be repeated periodically

a

A statistic that measures the change in cost of roughly 400 goods and services used to measure inflation is: A GDP B CPI C BLS D COLA

b

XYZ Corporation has a new manager who has built a network among her peers and superiors allowing her to be influential and effective. She is domineering and unbending in her opinions. She is motivated and hard-working. She is ambitious and aggressive. She would BEST fit into which of David McClelland's Needs Based Motivational Theory categories? a need for achievement b need for power c need for affiliation d self actualization stage

b

which of the following involves grouping an organization's activities in order to best accomplish its goals? a centeralization b departmentalization c totalitarianism d hierarchy

b Departmentalization refers to the process of grouping activities into departments. Division of labor creates specialists who need coordination. This coordination is facilitated by grouping specialists together in departments.

The supply chain is an example of A Flexible Organization Boundaries B A tendency to draw core competencies back into the org C an extended organization D an org structure change required by lean manufaturing

c

The FIRST step in the decision making process is:

define the problem

the use of outside third parties to investigate sexual harassment allegations has been MOST impacted by which of the following? a Federal Privacy Laws b HIPPA c Title VII Civil Rights Act d 1996 Fair Credit Reporting Act

he Federal Trade Commission, which enforces the FCRA, surprised the labor and employment bar when it issued its Keller Vail Opinion letter stating that if a third party, such as a law firm, conducted an investigation into employee misconduct, such as sexual harassment, the investigation report would be a consumer report within the meaning of the FCRA. The end result is that, according to the FTC, a sexual harassment investigation must first be disclosed to and authorized by the accused employee, and then the resulting report, which normally could be treated as confidential and protected by the attorney-client privilege, must be shared with the employee before any adverse action may be taken.

What is the FIRST thing that happens after a charge of discrimination is filed by an individual against an employer with the EEOC?

here are four primary phases in the EEO discrimination complaint process. The first three phases, informal/counseling, formal complaint, and appeal, are all part of the EEOC administrative process. The final phase starts the judicial process. These phases are hierarchical, meaning one phase must usually be exhausted before the next phase can be started. For this question, the first step is the notice from EEOC to the Agency to produce the Complainant File will occur within 15 days of the complaint being filed. The other steps occur later in the administrative process.

This is the organization's constantly renewable source of creativity and innovativeness, and imparts the ability to change, but is not reflected in its financial statements:

human capital

An organizations debts are referred to as

liabilties

The HR Director for a large federal agency has just found out that one of their employees may have been retaliated against by management for complaining about perceived civil rights violations and the employee's intent to bring lawful charges against the agency. In this case, the HR Director should be MOST concerned with potential agency violations under:

no fear act

What reference information can be provided to a prospective employer about an ex employee who filed an EEOC complaint while employed with your company?

nothing should be disclosed as this is confidential and violates the civil rights act and is considered retaliatory

A method of budgeting that involves using the previous budget as a reference point is called:

one of the most common approaches to the preparation of estimates is incremental budgeting. This approach to drawing up a budget starts with the estimated amounts for the current financial year or the provisional accounts of actual expenditure in the previous FY. Small amounts, increments, are then added or subtracted to accommodate budget increases or cuts for the coming FY.

Under current federal law, the privacy rights of employees are protected in regards to:

personal health information

he HR Manager conducts an opinion survey of all the members of an underperforming department. The members of the department are BEST represented by the statistical definition of a:

population

Quality of Work Life is BEST defined as the:

satisfaction with job

What is the FIRST step in creating a departmental budget?

track spending

When creating HR policies, the FIRST question to be addressed is:

why is the policy necessary

Which has the greatest effect on wages and pensions A CPI B Amount of disposable income C Trade agreements D Inflation

...

Which of the following about the global economy is not correct

...

Which of the following regarding labor force trends is not correct

...

Considering Technological Developments which of the following is true?

...

The MOST critical role of HR in a workforce assessment system is:

...

What is the revenue per employee of a company which has 150 employees in North Carolina, 90 employees in Texas, and 60 employees in California and total annual revenue of twenty million dollars?

66,667

For several months, the management team has been struggling to come to grips with the need for a formal succession plan. About 30 percent of the workforce will reach retirement age within 10 years, and little has been done to prepare for the loss of knowledge in key roles that will occur as employees begin to retire. The team has come to a consensus that what is needed is a comprehensive plan, one that includes a mentor program for each of the key positions, identification of key skills that will need to be replaced, a recruiting strategy that attracts qualified candidates who are looking for longevity, and creating a more open culture. Which of the following can be used to accomplish these goals? a Create a succession plan. b Create a knowledge-management program. c Create a talent-management program. d All of the above.

A talent-management program is a comprehensive strategy to workforce management. This approach includes planning for future needs, recruiting qualified candidates, creating compensation and retention strategies, developing employees, managing performance, and cultivating a positive culture. A succession plan (A) is part of the workforce-planning element of a talent-management program. Knowledge management (B) focuses on building systems that retain corporate knowledge accessible as needed by the organization.

The HR Director at ABC, Inc. has just returned from top management's annual strategic planning session. She now meets with the HR staff to lay out a plan as to how these goals will be accomplished. She wants the meeting to result in specific assignments and timelines and therefore adopts this approach as the BEST solution:

Action planning is carefully laying out how the strategic goals will be accomplished. Action planning often includes specifying objectives, or specific results, with each strategic goal. Therefore, reaching a strategic goal typically involves accomplishing a set of objectives along the way. While the other models have some degree of value, action planning is the best and most associative answer as it is the most specific model in regards to assigning responsibilities and timelines. Gantt charts provide timelines but not assign individual responsibility. MBO theory sets goals but provides autonomy to the assignee as to their methods of achievement. A work plan is often developed for each element of the strategic plan but again lacks the specificity of action planning.

When a complaint has been filed and the EEOC administrative process has begun, the top official that may rule on this case is a:

Administrative Law Judge

An HR audit enables an employer to do which of the following? a Evaluate the effectiveness of current HR practices in alignment with strategic goals b Identify exposure factors and the employer's potential risk due to compliance failures c Conduct a knowledge assessment of the current workforce d All of the above

An HR audit can serve many strategic and operational purposes. In all three of the answers, the HR audit allows for a comparison of the current environment to the future desired state.

Operational plans do NOT normally contain: Quality Standards Staffing Resource Requirements Implementation timetable long term goals

An operational plan is a subset of a strategic work plan. It describes short term ways of achieving milestones and explains how, or what portion of, a strategic plan will be put into operation during a given operational period, in the case of commercial application, a fiscal year or another given budgetary term. An operational plan is the basis for, and justification of an annual operating budget request. Therefore, a five year strategic plan would need five operational plans funded by five operating budgets. Operational plans should contain: clear objectives, activities to be delivered, quality standards, desired outcomes, staffing and resource requirements, implementation timetables, and a process for monitoring progress.

the HR Manager has received word that a possible harassment situation may have occurred. The FIRST step for the HR Manager to take in a possible workplace investigation is:

Another example of an HR process following the A.D.D.I.E. model. The first step is to conduct the needs analysis. In this case, the needs analysis is to evaluate the need for an investigation.

All of the following are normal examples of ethical conflicts-of-interests for the HR Manager of an organization EXCEPT: A. redesigning comp system to inflate your pay B.Agreeing to hire owners unqualified daughter C Accepting outside consultation with a company that is a direct competitor D Agreeing to contract with a company which you hold financial interest

B

An organization's senior management team meets to discuss the impact of spinning off a profitable vertical market into a stand-alone business unit. An agenda is sent in advance of the meeting so the team will be able to prepare for it. What is the most important information that HR should bring to the meeting? a Organization chart for the new unit b staffing analysis for the new unit c sales revenue projections for the new unit d possible impact of the decision on all areas of the workforce

At this stage the HR professional should be analyzing how such a move will affect employees throughout the organization and issues related to the organization's human capital resources. The perspective that HR brings may help the group to discuss issues that they may not have considered.

A paper products company divides its business into commercial and consumer divisions. The commercial division decides to expand its market share by forming key account teams to provide its most important customers with better service. This is an example of A Organizational Strategy B Business Unit Strategy C Corporate Vision D Functional Strategy

B

A short term objective is generally completed within A one month B six months to a year C one to two years D three to five years

B

For which of the following situations would a cost-benefit analysis be an effective metric? A to compare productivity with that of similar competitors B a function is seeking budget to hire new staff C an investor is seeking info about financial performance D HR wants to confirm it is complying with legal requirements

B

In a matrix organization structure A Employees have three or more supervisors B Two organization structures exist at one time C Productivity is enhanced due to strict functional accountability D line authority is strenghtened

B

The Civil Rights Act of 1991 reinstated disparate impact criteria from what famous landmark Supreme Court case ruling that said hiring practices must be related to the job in question and consistent with business necessity? A Bakke B Griggs C Wards Cove D Patterson

B

The impact of demographic changes in best illustrated by which of the following A Need to learn more about local legislation and rule making process B Survey adequacy of existing organizational communication vehicles for all employees C Establishment of ee self service centers D Evaluating ethical liabilities posed by supply chaid partners

B

To avoid potential conflicts of interests, the HR professional should normally avoid all of the following situations EXCEPT: A Where you appear to have personal financial interest B Use confidential info to gain advantage for employer C Where apparent and influential factors may influence your ability to carry out your job duties D Accepting bribes

B

Which is not a part of strategy evaluation A Take corrective action B Identify threats and opportunities C measure org performance D determine which people are not performing well

B

Which of the following activities illustrates the operations role assumed by HR A Ensuring currency of HR records B Conducting recruitment for new job openings C Forming Contacts with key individual in the organization D Developing Criteria for supply chain partners

B

Which of the following is the best example of strategy development A. A company allocates resources to enable it to reach new markets B.A company decides to market its products internationally C. A company motivates employees to increase international sales D. A company decides to cut back on its international advertising campaign

B

Which of the following organizational structures would be most effective for a company with three distinct commodities for sale? A Functional B Product Based C Divisional D Flat Line Structure

B A product-based structure is useful for an organization with multiple well-defined product lines. The structure and subsequent job responsibilities are divided by product line, rather than shared company-wide. The functional structure is the more traditional format where the organization is divided by departments such as production and sales. A divisional structure groups the company based on market or industry, useful for decentralized divisions. A flat line structure is a different term for a seamless organization, one in which hierarchies do not exist.

Which is the best concept that involves the selection of the company mission statement A. Strategic Thinking B. Strategic Planning C. Tactical Planning D. Long-Term Planning

B. (If it stated creating the mission statement it would be strategic thinking but this is selection of the statement)

A company has invested little in it's training program but has concluded that this practice is hurting its ability to meet customer demand. The company is most likely in which stage of the organization lifecycle A. Introduction B. Growth C. Maturity D Decline

B. (no investment in training in introduction, large investment in training in maturity)

A company requires job applicants who are applying for a positions in their distribution center to take a lifting test. The test results are consistent and the test measures what it intends to measure. This test is considered A Reliable B Valid C both reliable and valid D neither reliable of valid

C

A mid term objective is generally completed within A one month B six months to a year C one to three years D three to five years

C

An approach to strategic management, called the balanced scorecard approach, provides a clear prescription as to what companies should measure in order to balance their financial perspective. The balanced scorecard suggests that we view the organization from four perspectives, and to develop metrics, collect data and analyze it relative to each of these perspectives. These perspectives do NOT include: A. Learning and Growth B. Business Process C. Leadership D. Financial

C

Employee's complain about opportunities for advancement but feel that they can make a viable and stable living. They are paid well and have opportunities for training. What stage of the lifecycle is this organization? A. Introduction B. Growth C. Maturity D Decline

C

In an ever changing world, organizational core values are BEST employed when they are: A Specific and detailed to cover all situations B generally followed as non absolute guidelines C Constant D Fluid with the market

C

R&D has been restricted to product modifications and improvements or to improve production inefficiencies and quality. What stage of the life cycle is this company most likely in? A. Introduction B. Growth C. Maturity D Decline

C

What is the first step in locating a third party vendor to handle employee assistance programs A Create RFP B Conduct on site visits C Analyze needs and define goals D Contact potential vendors

C

Which is MOST associated with the strategic planning tool of environmental scanning? A. HR inventory of KSA of active EE B. Annual Financial Reports and P&L statements C Benchmarking D. Shareholder Equity

C

Which of the following will most likely increase employee engagement? A Promote a higher degree of managerial control B Pay higher wages C Explore employee values and needs D Use a flat organization structure

C

Which phase of the projects lifecycle is most labor intensive A Problem Definition B Project Planning C Project Implementation D Evaluation

C

Which of the following options is one characteristic of an organization during the growth phase? a Executive benefit packages are upgraded. b New hires may have less experience. c The compensation package is competitive. d Employees work closely with founders.

C As an organization becomes more successful during the growth phase, it can afford to provide competitive compensation and benefits for employees. Executive benefit packages (A) are often enhanced during the maturity stage of organizational growth. During the maturity stage, the organization is able to hire new employees with less experience (B) and train them to grow into positions requiring additional experience. Employees work the closest with organization founders (D) during the startup phase.

Which is the most strategic course of action for the HR Manager to take while undergoing a union organizing campaign A. Hire and Outside Consultant B. Train Supervisors on TIPS C. Voluntarily Recognize Union D. File ULP Against Union

C. (It has the biggest strategic impact and the rest of the answers a tactics)

Conflict within a group or team leads to: a negative results all the time b positive results all the time c universally destructive relationships d sometimes destructive and sometimes constructive relationships

Conflict in the group need not lead to negative results. The presence of a dissenting member or subgroup often results in more penetration of the group's problem and more creative solutions. This is because disagreement forces the members to think harder in an attempt to cope with what may be valid objections to general group opinion.

A long term objective is generally completed within A one month B six months to a year C one to three years D three to five years

D

A method of budgeting that allocates funds to processes and or projects, rather than departments or functions is called: A Incremental B Formula C Zero based D Activity

D

In terms of organizational structure, employees working in a functionally staffed organization will MOST likely: A be grouped into a division based on product B be organized in a matrix structure C work in a totally centralized structure D perform a specialized set of tasks

D

Metrics for Human Management systems have become more important as organizations have recognized that intellectual assets drive company value. Which concept is MOST associated with HR metrics? A Shareholder Equity B Kaizen C SWOT D Balanced Scorecard

D

The HR Control Process contains the following steps: I) compare actual with expected performance II) observe and measure performance III) setting expectations and standards IV) Take corrective action what is the proper sequence of steps: a I II III IV b II I IV III c IV II III I d III II I IV

D

The market is shrinking and profits are being reduced due to market saturation. The organization considers selling products cheaper or in other markets or transferring production to a cheaper facility. Staff is concerned that layoffs are coming. What stage of the lifecycle is this organization A. Introduction B. Growth C. Maturity D Decline

D

The primary benefit of appointing a chief ethics officer A. other managers do not have a handle on ethical issues B it reduces employee complaints C legal counsel doesnt need to be consulted on ethical issues D It allows for consistent communications of values and standards

D

Which of the following HR activities should not be outsourced A Payroll Admin B Creation of online EE manuals C Relocation Programs D Development of goals and strategies for improved workforce skills

D

Which of the following best illustrates the strategic role played by HR today A Secure offsite backup and storage of employee transactions and records B Develop a system to track people leaving and org C Create training program to conduct safe and legal terminations D. Work with senior managers to forecast staffing needs for the next five years

D

Which of the following illustrates the way in which HR's strategic role has transformed the operations role? A Upgrade HRIS B Establishing key relationships with decision makers C Taking more active role in responding to employee complaints D Analyzing job descriptions for changes to required skills that will effect recruitment and selection activities

D

Which of the following of SOX is true A It applies to all companues, no matter the size of if they are public or privately held B It relates to compensation of high level executives C It has little direct effect on HR D It addresses insider trading and whistle blowing activities

D

Which of the statements it true about audits A must conform to specific legal restrictions B must be completed by objective third party C must be repeated to be reliable D can produce legal implications due to findings and subsequent actions

D

an employee with this can manage his or her own impulses, communicate with others effectively, manage change well, solve problems, and use humor to build rapport in tense situations:

Emotional intelligence is considered to involve emotional empathy; attention to, and discrimination of one's emotions; accurate recognition of one's own and others' moods; mood management or control over emotions; response with appropriate adaptive emotions and behaviors in various life situations, especially to stress and difficult situations; and balancing of honest expression of emotions against courtesy, consideration, and respect; i.e., possession of good social skills and communication skills. Global mindset is not the correct answer as the question described a set of competencies one possesses versus having the ability to be culturally sensitive and adaptable. Personality is not correct since personality refers to the emotion, thought, and behavior patterns unique to an individual. Like Intelligence Quotient, personality cannot be used to predict EQ.

Enterprise risk management is a concept MOST associated with: a SOX b Title VI c FMLA d ADA

Enterprise risk management in business includes the methods and processes used by organizations to manage risks and seize opportunities related to the achievement of their objectives. By identifying and proactively addressing risks and opportunities, business enterprises protect and create value for their stakeholders. ERM can also be described as a risk based approach to managing an enterprise, integrating concepts of internal control, Sarbanes Oxley Act, and strategic planning. Regulators and debt rating agencies have increased their scrutiny on the risk management processes of companies. Section 404 of the Sarbanes Oxley Act of 2002 required U.S. publicly traded corporations to utilize a control framework in their internal control assessments.

Kiki is a suspected drug abuser who has been behaving strangely since arriving at work, even for him. His behavior meets the definition of reasonable cause per the drug free workplace policy to justify drug testing of Kiki. However, the operations team wants to inspect his personal belongings including a suspicious shoe box he brought with him. In this case, what action should HR allow in conducting a search of Kiki's belongings?

If there is reasonable suspicion of illegal activity occurring on company property, then certain types of searches may be allowable and appropriate action, but it is important to emphasize that USDOL, nor any other government agency, does not have regulatory authority over workplace searches or workplace substance abuse issues. Also, the issue of whether or not searches are allowed actually goes beyond the issue of workplace drug abuse, since searches may be conducted for other reasons. Generally, if searches are to be allowed as part of a drug-free workplace program, it is very important that clear guidelines are set in a written drug-free workplace policy that is shared with all employees. Also, it is important to be aware of potential privacy concerns if employers choose to search anyone's personal property.

Which is NOT associated with the MBO process? a b c d

Important features and advantages of MBO are: Employees are involved in the whole process of goal setting and increasing employee empowerment increases employee job satisfaction and commitment; Frequent reviews and interactions between superiors and subordinates helps to maintain harmonious relationships within the enterprise and also solve many problems faced during the period; Subordinates have a higher commitment to objectives that they set themselves than those imposed on them by their managers; Managers can ensure that objectives of the subordinates are linked to the organization's objectives.

The two MOST important tools used in defining a position are:

Jobs can be analyzed through the use of questionnaires, observations, interviews, employee recordings, or a combination of any of these methods. Two important tools used in defining the job are (1) a job description, which identifies the job, provides a listing of responsibilities and duties unique to the job, gives performance standards, and specifies necessary machines and equipment; and (2) the job specification, which states the minimum amount of education and experience needed for performing the job. The O*Net is the USDOL's modern online version of the Dictionary of Occupational Titles. Job evaluation is used to determine the relative position of the job in relation to the other internal positions for purposes of pay. Generally, look for the two different answer options that show up in different pairings for these type questions as they are usually the correct options.

David McClelland's Needs Based Motivational Theory categories finds these leaders, while being demanding on their subordinates, are the movers and shakers in an organization that produce positive outcomes:

McClelland firmly believed that achievement motivated people are generally the ones who make things happen and get results, and that this extends to getting results through the organization of other people and resources, although they often demand too much of their staff because they prioritize achieving the goal above the many varied interests and needs of their people.

Which is NOT considered to be a managerial function and role for the HR Manager? Planning Organizing Controlling Developing

Modern theory holds that managerial functions consist of planning, organizing, leading and motivating, and controlling.

Barbara's leadership style is varied and dependent on the situation. She considers herself more of a coach who dispenses advice as to the best course of action for her subordinates to solve problems and complete projects. She is multi faceted in her approach and keeps her eye on the big picture when guiding her subordinates. Barbara's leadership style is MOST similar to: a blake moltons managerial grid b likerts leadership style c maciavillan leadership style d fielders path goal view

Path Goal View holds that the manager's job is viewed as guiding workers to choose the best paths to reach their goals, as well as the organizational goals. The theory argues that leaders will have to engage in different types of leadership behavior depending on the nature and the demands of a particular situation. It is the leader's job to assist followers in attaining goals and to provide the direction and support needed to ensure that their goals are compatible with the organization's goals. The path-goal theory identifies achievement-oriented, directive, participative, and supportive leader behaviors.

According to Hersey and Blanchard, a leader's strategies and behavior should be based primarily on the follower's:

Per Hersey and Blanchard's situational leadership model, leaders should adapt their style to follower development style or maturity, based on how ready and willing the follower is to perform required tasks, that is, their competence and motivation. Effective leadership is task-relevant and that the most successful leaders are those that adapt their leadership style to the Maturity, the capacity to set high but attainable goals, willingness and ability to take responsibility for the task, and relevant education and experience of an individual or a group for the task, of the individual or group they are attempting to lead or influence. That effective leadership varies, not only with the person or group that is being influenced, but it will also depend on the task, job or function that needs to be accomplished.

employee performance evaluation systems do NOT normally serve this critical purpose:

Performance appraisals serve several important purposes, including: guiding human resource actions such as hiring, firing, and promoting; rewarding employees through bonuses, promotions, and so on; providing feedback and noting areas of improvement; identifying training and development needs in order to improve the individual's performance on the job; and providing job related data useful in human resource planning.

Under Theory Z, in this organizational model, employees are oriented towards job performance and participation. The employee need that is met is status and recognition. In this model, management attempts to awaken the employee's internal drive for success.

The supportive approach depends upon leadership instead of power or money. Through leadership the organization helps the employee to grow and accomplish things in the organization. The leader supports the employee in an attempt to enable and empower them to take ownership and initiative. Autocratic stage depends on power; those in command have the power to demand. You do this or else, means that an employee will obey or be penalized. The employee orientation is obedience towards the boss, not respect. Custodial are welfare companies that practice paternalism. The organization depends on economic recourses to meet the security needs of its employees which leads to dependence upon the organization.

All of the of the flowing are examples of extrinsic rewards EXCEPT: a challenge b money c praise d promotion

a

An organization only hires experienced, top performing people who tend to stay with the company for 10 years or more. An organization would consider this situation a(n) A Strength B Weakness C Opportunity D Threat

a

Bubba Joe Henry is a long time employee who shows up for work one day, late and reeking of alcohol. What is the BEST course of action for the Manager to take? a wait till sober then discuss the problem b call his wife to pick him up and tell her it better not happen again c give two weeks wages in lieu of notice and fire him d terminate on the spot

a

Enterprise risk management is proving to have which type relationship with strategic decision making? a tremendous influence on strategic decision making b some sway in tactical decision making but only small input in strategic planning c ERM is largely misunderstood and his little impact on strategic planning d ERM has proven to elusive to measure and quantify thus leaving it with no current org application

a

Experts argue that the inventions of new technologies, including automation, internet, computer, communication tools, etc., have given credence to a century old theorist who postulated workers are machines, to be made efficient by removing unnecessary or wasted effort. In his view, management should arrange the work in such a way that one is able to produce more and get paid more, by teaching and implementing more efficient procedures for producing a product. He also stated workers will work at the slowest possible pace that goes unpunished: a Fredrick Taylor b Adam Smith c BF Skinner d Henry Ford

a

HR can best prepare for a strategic role by A enhancing its ability to demonstrate return on investment B expanding the size of the HR function C focusing on ways to cut production costs D centralizing HR activities for greater consistency and control

a

Lewin's theories included that if people are active in decisions affecting them, they are more likely to adopt new ways. This is a fundamental principle upon which this approach is founded: a OD b HRD c COACHING d Succession planning

a

The Operations Manager at XYZ Corporation has a well earned reputation for rewarding superior performance with praise and or spot bonuses. Operators begin to count on these rewards and thus, associate a successful project with a pleasurable outcome. In this instance, the Operations Manager is utilizing the concepts BEST espoused in this concept: a Skinners Theory of Operant Conditioning b Social Learning Theory c Theory Y d Hertzberg 2 factor theory

a

The most effective corporate citizenship program is one that A Is tied to company strategic plan B requires involvement of less senior employees C has no relationship to the bottom line D creates visibility for the company

a

This is NOT an example of downward communication: a an announcement of health insurance costs b a survey about employee attitudes c info about company policy d work assignments and directives

a

This is a civil action between private parties arising from wrongful acts which amount to a breach of general obligations imposed by law and not by contract: A Tort law B case law C civil law D criminal law

a

To increase employee engagement, research indicates that employers are NOT required to provide employees with: a pro union sentiment and ADR process b recognition and appreciation for contribution c positive feedback and recognition for accomplishments d challenging goals that align with strategic objectives

a

What is the most important role HR can play in a change initiative? A Communicate Regularly with EE B Assume responsibility for implementing change C Question if change is needed D Counsel people who are upset by change

a

Which is NOT a frequent error in understanding and defining a problem? a. sticking with proven alternatives instead of searching for better method b. tendency to identify and treat a symptom of the problem instead of the real problem c some alternatives may be off limits d all alternatives may seem attractive

a

Which of the following demographic trends is predicted A More people with disabilities entering workforce B Dual career families decrease C Asians will become the largest minority group in the next five years D Unions will continue to focus on traditional membership sources

a

Whistle blower protection policies do NOT normally include: a requirements that internal reporting procedures must be followed before contacted external agency b prohibitions on interfering with right to blow the whistle c prohibitions against retaliating against an employee who made a protected disclosure of having refused an illegal order as defined by policy d a procedure for filing and addressing complaints

a

n XYZ's Accounting department, the average age is in their 20's. Using popular generational logic, which of the following has the BEST chance of being well received by this group? a new and advanced hardware system b mandatory overtime in peak season c increase in health benefits but reduction in pay d a 50 year old CEO hired who gives and introductory speech

a

the FIRST two steps in initiating an MBO program are to: a obtain management commitment and establish long range goals b establish specific objectives for the org and performance objectives for individual c establish long range goals and specific org objectives d obtain management commitment and develop action plans

a

In light of SOX expectations of board of directors, the following are examples of poor practices except A director does not understand the detailed accounting tactics of exec comp package B A fellow director sleeps through presentations and meetings C The CEO appoints a director not because of qualifications but because she is a friend D director cant describe what the company does and how it makes money

a (review this)

A department manager advises you that the productivity of his data-entry operators is unsatisfactory and asks you to develop a training program to improve their data-entry skills. What is your first step? a Conduct a needs assessment. b Develop a lesson plan. cTalk to other managers to validate the situation. d Select a training method.

a A needs assessment is conducted to determine what is required to solve a problem, including whether training is the appropriate intervention. If, for example, network crashes are the cause of the low productivity, training will not solve the problem. Lesson plans (B) are created during the design stage of training discussed in Chapter 5. Talking to other managers to validate the situation (C) may be included in the needs assessment along with other factors. The training method is selected (D) during the development phase discussed in Chapter 5.

Per SHRM's code of ethics, which of the following is NOT listed as a conflict of interest for HR Managers? a refrain from seeking preferential treatments in HR processes b censure and reproach violators of ethical standards c disclose conflict of interest to stakeholders d advocate the use of public policies for conflict of interest

c

people in the lower levels of management spend proportionately more time: a directly supervising and working with subordinates b establishing and controlling budgets c setting objectives d determining policy and procedures

a A supervisor, foreperson, team leader, overseer, cell coach, facilitator, or area coordinator is a lower level manager in business. A supervisor is first and foremost an overseer whose main responsibility is to ensure that a group of subordinates get out the assigned amount of production, when they are supposed to do it and within acceptable levels of quality, costs and safety. A Supervisor is responsible for the productivity and actions of a small group of employees. As a member of management, a supervisor's main job is more concerned with orchestrating and controlling work rather than performing it directly.

Restructuring is used to do which of the following? a Remove redundant operations b Assimilate employees into the organization c Simplify processes to increase customer satisfaction d Purchase stock to gain controlling interest in a competitor

a Corporate restructuring examines individual business units to eliminate redundancy, reduce costs, and increase production. Employee assimilation (B) is accomplished with new-hire orientation and similar programs. Reengineering looks at the entire organization to improve efficiency and increase customer satisfaction (C). In an acquisition, one corporation purchases or trades stock to gain controlling interest in another (D).

this type organizational structure is in the BEST position to take advantage of the division of labor throughout the firm: a decentralized b centralized c totalitarian d monarchy

a Decentralization allows organizations to take advantage of division of labor by sharing decision-making across the organization. It also empowers employees and allows them to improve their performance by being able to act to improve deficient or inefficient areas immediately without approval from the top of the organization. Another advantage of decentralization is allowing for the managers of business areas to actually use their first hand knowledge and experience to improve their areas. Totalitarianism is a political system where the state, usually under the control of a single political person, faction, or class, recognizes no limits to its authority and strives to regulate every aspect of public and private life wherever feasible.

The duty to preserve Electronically Stored Information does NOT cover: a posters objects and pictures b floppy disks and CDS c email and telephone logs d internet usage

a Electronically stored information, for the purpose of the Federal Rules of Civil Procedures is information created, manipulated, communicated, stored, and best utilized in digital form, requiring the use of computer hardware and software. The term has become a legally defined phrase as the U.S. government determined for the purposes of the FRCP rules of 2006 that promulgating procedures for maintenance and discovery for electronically stored information was necessary.

Which of the following risk management tool or activity is not required by law? a Employee handbooks b Employer practice(s) prohibiting harassment c The reporting of securities law violations d EEO-1 reporting

a Employee handbooks are one tool used to compile written policies that aid in compliance with various state and federal laws but are not specifically required by any one law or standard.

John and Jane are both employees working at XYZ Corporation. John, a black male, has been employed for six months and Jane, a white female, was one of the original employees hired over 10 years ago. John's wages are only 5% less than Jane. Jane is unhappy with her pay in comparison to John's and has demanded a raise or she's threatening to take action against the company. In regards to their respective levels of pay, the BEST conclusion an HR analyst might reach is: a Adams Equity for Jane's discontent b Jane has no grounds for lawsuit c sexual harassment may have occured d glass ceiling initiatives should have been implemented

a John Stacey Adams, a workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. This theory acknowledges that subtle and variable factors affect each individual's assessment and perception of their relationship with their work, and thereby their employer. However, awareness and cognizance of the wider situation - and crucially comparison - feature more strongly in Equity Theory than in many other earlier motivational models. Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or her reward ratio with the ratio enjoyed by others considered to be in a similar situation. In effect, Jan is comparing her pay to John's and feels she is being treated unfairly.

The best way for HR to contribute to the development of an organization's strategic plan using internal business operational factors is to do which of the following? a Interpret and apply internal operational information such as the relationships between departments b Scan the legal and regulatory environment cAnalyze industry changes dStay informed of technological development

a The ability to interpret and apply information related to internal sources allows HR to respond to specific elements of an organization's strategic plan. For example, understanding how an HRIS system can integrate with an accounting database is one example of cross-functional strategic decisions. Scanning the legal and regulatory environment (B), analyzing industry changes (C), and staying abreast of technological advances (D) are all examples of external forces that impact a strategic plan.

Which of the following is a basic principle behind job analysis? a The analysis focuses on the job, not the person. bThe analysis focuses on the person doing the job, not the job. c The analysis is limited to task inventories and questionnaires. d The required qualifications should include everything the manager would like the employee to have.

a The correct focus of a job analysis is the job itself, not the incumbent in the job. Performance management focuses on the person in the job (B). An analysis may use a number of sources in addition to task inventories and questionnaires (C), including interviews, observation, and supervisory input. The required qualifications should be related to the essential functions of the job to avoid complaints of discrimination (D).

The primary tools used to implement and carry out organizational change. a workers b strategic planning c swot d mission statement

a The organization faces these demands for change through the men and women who make up its membership, since organizational change ultimately depends on the willingness of employees and others to change their attitudes, behavior, their degree of knowledge and skill, or a combination of these.

The primary and MOST common role the HR professional plays in the conflict resolution process: a counselor b employee advocate c disciplinarian d management representative

a When conflict leads to frustration and loss of performance, the HR practitioner is often called upon to counsel the parties involved and attempt a resolution. Few organizations can afford the luxury of a full time staff psychotherapist, so the next best option is to involve the HR operative. Sometimes the simple process of being a listener and allowing workers to vent their feelings is enough to relieve frustration and make it possible for the frustrated individual to advance to a problem solving frame of mind, better able to cope with a difficulty that is adversely affecting work. This nondirective approach is a superior solution than the direct and formal method of discipline or choosing sides.

Which statement is MOST likely to result in a conviction of defamation for the plaintiff if the claims made in the statement are essentially untrue? a i know sue and she embezzled money b don't hire bob, I worked for him and he was lazy c john is a lousy machine operator d wilma couldnt sell water to a thirsty man in the desert

a the main problem with proving defamation of character is the protection of free speech guaranteed by the First Amendment. Courts generally agree that an opinion, no matter how malicious, is not the same as a stated fact. In this example, the most specific fact given was that Sue had embezzled or stolen money from a previous employer. If untrue, Sue would have a good case of defamation.

Which of the following is NOT one of the four elements that make up the marketing mix? A people B price C product D promotion

a the theory of the marketing mix provides that when marketing their products, firms need to create a successful mix of: the right product, sold at the right price, in the right place, using the most suitable promotion.

A decision about outsourcing specialized labor would most likely be made at which stage of the organizational life cycle? a startup b growth c maturity d decline

a. When funding is low due to startup conditions, a decision must be made regarding obtaining the talent necessary to do the work. Because organizations at this stage do not typically have the funds to develop employees from within, they often must choose which positions are critical to day-to-day operation and outsource the rest.

Which concept is MOST closely associated with organizational change management? a Kaizen b EQ c McClellenands manifest needs theory d inductive reasoning

aT he concept of Kaizen, a Japanese workplace quality strategy designed to constantly improve and eliminate waste that is commonly used in Lean Manufacturing initiatives, was introduced in the post-World War II era, and businesses today are still riding high on the continuous improvement wave. The other answer options have little to nothing to do with change management.

A kind of standing plan which identifies the sequence of steps necessary to ensure that work is done accurately is a: a procedure b policy c regulation d program

aThe procedure is the course of action that must be taken to comply with the rules established by company policy. It should be designed as a series of steps to be followed as a consistent and repetitive approach or cycle to accomplish an end result. A policy is a guiding principle used to set direction in an organization. It is a rule that employees must follow for the organization to succeed.

Under Maslow's hierarchy of needs theory of motivation, the needs most likely to be satisfied last are:

aslow's hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and lowest levels of needs at the bottom, and the need for self actualization at the top. This level of need pertains to what a person's full potential is and realizing that potential. Maslow describes this desire as the desire to become more and more what one is, to become everything that one is capable of becoming. In order to reach a clear understanding of this level of need one must first not only achieve the previous needs, physiological, safety, love, and esteem, but master these needs.

A method of reasoning which involves moving from specific data/information to a broad generalization or theory is called: a deductive reasoning b inductive reasoning c hypothesis formulation d observation

b

A software company is considering an acquisition of a training company that will provide training support for its key customers. The company begins a due diligence investigation. Which of the following has the least impact on the due diligence process A Obligations to retirement plans B History of OSHA Complaints C Strategies to integrate compensation system D Cultural Fit of the two companies

b

As the HR Manager, you are tasked with developing a new Benefits program. You are currently checking project timelines and budgets, changing action plans as necessary. Which of the four management functions are you likely performing when you perform these activities? a directing b controlling c planning d organizing

b

Codes of conduct are: a mandatory enforced measures for companies to endorse anti corruption measures b aspiration statements for principles, policies an rules of operation the a corp voluntarily agrees to follow c provides ethical basis for international business, formulate in terms of shared moral and spiritual value d requirements that employees without penalty can exercise their right to free expression and collective bargaining

b

In XYZ's Sales office, the majority of employees are around 35 years of age. Using popular generational logic, which of the following has the BEST chance of being well received by this group? a new policy outlining sales tactics b replacement of salary plan with commission pay c regional offices instead of working from home d reduction in paid time off for higher pay

b

Leadership research has identified two major leader behaviors, one which focuses on people and interpersonal relationships. What is the focus of the other a power and authority b task accomplishment c org culture d profitability and financial accountabilty

b

Sarbanes Oxley and the major stock exchanges require publicly traded organizations to have this: a shareholder input in organizations operations b code of conduct c whistleblower protection d an omsbudsman

b

The Civil Rights Act of 1991 reinstated disparate impact criteria from what famous landmark Supreme Court case ruling that said hiring practices must be related to the job in question and consistent with business necessity? a personality b eq c situational leadership d iq

b

This management style is MOST concerned with the end result, not the method by which the activity was accomplished: a action planning b mbo c situational d laizzes faire

b

This provides the BEST framework or context upon which the company's strategies are formulated: a core values b mission c vision d tactical plan

b

When are overseeing controls used? a when resources enter the organization b during the process when products and services are being produced c After the final product has been produced d as the workforce matures with experience

b

Which is MOST true of informal work groups? a encourages change b leads to conformity among members c are formed by top management d can be controlled by top management

b

Which is NOT one of the sets of efficiency ratios that SHRM has identified as a key capital measurement for determining the success of the organization's human capital management system? a human capital value added b osha incident rate c voluntary separation rate d healthcare costs per employee

b

Which of the following is NOT a step in a typical MBO program? a each managers actual performance is compared to goals b individuals are told what objectives they are being assigned c subordinates are rewarded on the bases to the extent to which their goals have been achieved d an appriasal of each persons performance is made or discussed with him or her

b

Which of the following provides the least ethical dilemma for an HR manager to address A specifically excluding salaries of low paying orgs from a survey of hr positions B referring a qualified personal friend's resume for an open position in another department C Informing employeres of the reasons for dismissal of a co-worker D Discussing an injured employees medical condition with co-workers

b

A planning horizon refers to: A The length of the planning cycle B the time between development and execution of the plan C The levels of strategic effect of the plan D Degree of forecasting used in the plan

b (review question 43 HCRI)

The middle value when values are arranged in order from high to low is which of the following? a mean b median c mode d moving average

b The median is the middle value when values are arranged from high to low. Half the numbers are higher than the median; half are lower. The mean (A) is calculated by adding up the values and dividing by the number of values. The mode (C) is the value that occurs most frequently in a set of numbers. The moving average (D) keeps data current by dropping the oldest data when new data is added.

Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure. The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change? a Calculate the return on investment. b Build a business case. c Calculate the cost-benefit analysis. d Conduct a SWOT analysis.

b A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (A) and CBA (C) may be included as part of the business case, and a SWOT analysis (D) may have identified the need for a program or action.

What is the purpose of a diversity initiative? A To educate all employees about other groups in the workforce B To increase the diversity of the workforce C To increase organizational creativity D To increase the comfort level of employees

b A diversity initiative is designed to increase diversity in an organization. Diversity training educates employees about the cultural and social differences in other cultures and is designed to increase the comfort level of employees (A and D). A benefit of diversity is increased organizational creativity (C).

After conducting a risk assessment, what can you do to protect the company against any identified risks? a Identify policies that are applied inconsistently throughout the organization. b Obtain employment practices liability insurance. c Develop a plan to reduce the risks. d Present management with a plan for reducing the risks.

b As part of the risk assessment, inconsistent policies have been identified (A), a plan for reducing risk has been developed (C), and management has reviewed the plan for reducing risks (D). After the assessment is complete, the company may decide to purchase insurance, self-insure, or mitigate the risk by making operational changes.

Salaries, payroll taxes, and benefits are all examples of which of the following HR activities? a Conducting a business impact measure b Creating an HR budget c Creating a compensation strategy d Analyzing the cost of recruiting

b Creating an HR budget takes into account standard expense items associated with having employees. They include salaries, taxes, benefits, training, travel, and equipment costs, to name a few.

he BEST definition of functional departmentalization is that jobs are grouped: a based on homogeneous activities that can be characterized b based on work being done to pursue economies of scale by placing employees with shared skills and knowledge together c according to a specific product or service d according to the type of customer serviced

b Functional departmentalization - Grouping activities by functions performed. Activities can be grouped according to function (work being done) to pursue economies of scale by placing employees with shared skills and knowledge into departments for example human resources, IT, accounting, manufacturing, logistics, marketing, and engineering. Functional departmentalization can be used in all types of organizations.

What element of an inventory-management system is defined by "purchasing smaller amounts of supplies more frequently"? A Inventory allocation B Just in time C Distributive inventory D Blanket inventory

b Just-in-time inventory is an inventory-management strategy that purchases smaller amounts of inventory more frequently to reduce inventory and ensure a steady supply of products for distribution.

according to research on leadership theory, which of the following is the BEST answer? a MBO has been adopted by most leaders b There is no leadership style appropriate for all situations c research indicates Y theory is best leaderhship style d situational leadership is most universally accepted

b Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin's research found that although good leaders use all multiple styles, with one of them normally dominant, bad leaders tend to stick with one style. A good leader uses various approaches, depending on what forces are involved between the followers, the leader, and the situation. Situational leadership theory assumes that different situations call for different characteristics; according to this group of theories, no single optimal psychographic profile of a leader exists. According to the theory, what an individual actually does when acting as a leader is in large part dependent upon characteristics of the situation in which he functions.

Which of the following methods of quantitative analysis would be most effective for an organization with data that is out of date? a Trend analysis b weighted average cSimple linear regression d Mode

b Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression measures the relationship between two variables, such as how many units employees can produce. All are techniques can be used for planning and forecasting purposes.

To which of the following does the balanced scorecard concept not apply? a Tie objectives to specific performance measures. b Eliminate unnecessary processes to increase customer satisfaction. c Measure how objectives contribute to organization goals. d Set targets for meeting objectives.

b The balanced scorecard ties objectives to performance measurements (A), sets targets (D), and measures how the objectives contribute to organization goals (C). The elimination of unnecessary processes to increase customer satisfaction (B) is the purpose of reengineering.

Which of the following is normally NOT associated with strategic human resource management? a Aligning people with the mission b legal complainace c HR is required to demonstrate value d implementation of performance management system

b The concept of strategic HR management involves the alignment of the HR function with the core business objectives. Any actions taken by the HR department that supports these goals is considered strategic in nature. Strategic human resource management is designed to help companies best meet the needs of their employees while promoting these company goals. Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. Of the answer options given in the question, legal compliance is generally not associated with the concept of strategic HR.

Which of the following is generally considered the BEST defense against a charge of defamation? a proving no harm to victims reputation b proving statement was substantially true c proving absence of malice in statement d proving statement was not derogatory

b The term defamation of character is often used to describe accusations of slander, libel or both. Slander involves verbal derogatory statements, while libel involves written ones. The primary defense against a charge of defamation is if the defendant can prove the statements were substantially true. If true, no slander or libel occurred.

This organization design or structure limits the worker's freedom and intensifies the amount of scrutiny the workers receive when performing their duties: a Widened span of control b Narrow span of control c MBO d Situational Leadership

b he principle of narrowed span of control, which assigns a minimum number of subordinates to report to the superior, reduces the number of individuals reporting to the leader. Although this simplifies the job of control for the leader, it also creates more intensive surveillance of the subordinate, and therefore permits him or her less freedom to control themselves.

In today's modern performance management system, this quality is NOT considered strategically essential: a Focused on developmental plans b easy to administer c tied to org goals d measurable and objective

b this is tactical and not vital

Key principles of TQM do NOT normally include: a measuring and recognizing employees b disciplinary process for poor workmanship c employee training s suggestion scheme

b total Quality Management is an approach to management that stresses continuous improvement in an organization's internal processes as a way of increasing customer satisfaction. The basis of TQM is to reduce the errors produced during the manufacturing or service process, increase customer satisfaction, streamline supply chain management, aim for modernization of equipment and ensure workers have the highest level of training. TQM takes a participative and empowerment oriented approach. TQM processes are divided into four sequential categories: plan, do, check, and act, the PDCA cycle.

Which type of planning is called strategic planning? a intermediate planning b long-range planning c short range planning d reactive planning

bStrategic planning determines where an organization is going and how it's going to get there. Typically, the process is organization-wide, or focused on a major function such as a division, department or other major function. It is long range and visionary. Short or intermediate range planning is tactical rather than strategic. Traditionally, what organizations termed as long range planning is currently termed strategic planning.

During the annual strategic planning session, the VP of HR asks for a statement of the current finances of the organization. She wishes to see both assets and liabilities represented to aid the planning processes. The BEST tool to provide her what she requires is the:

balance sheet

An HR Audit is: A Attempt to quantify the value of HR to the org B Aggregate skills inventory of the org HR resources C Formal Research Effort to evaluate the current state of HR within the organization D Part of the HR Accounting systems

c

For an HR Manager, which of the following situations is the BEST example of a possible conflict of interest? a accepting lunch from an insurance vendor b using software licensed to business to help your church c hiring qualified spouse for key position d quitting without notice for higher paying job with competitor

c

Human Resource Management is the theory that employees are: a. assets to be used in pursuit of profits b thinking machines c firstly human, secondly should not be treated as an asset d firstly business resources, secondly human

c

Per SHRM's code of ethics, which of the following is NOT listed as a conflict of interest for HR managers? a disclose conflicts of interest to relevant stakeholders b advocate for the use of policy for conflict of interest c refrain from seeking preferential treatment in HR process d centure and reapproach violators of ethical standards

c

The HR Manager of XYZ Corporation, a large multinational conglomerate, has been directed by the Board of Directors to devise a legal way to terminate one of the members of the executive committee, Pete, VP of Research Engineering. Pete, a white male, is 65 years young and in declining health. His performance has been deteriorating in recent years until it has become a problem. He is a resolute, prideful man and has been on record saying he's not going to willingly retire. In this situation, what is the BEST option for the HR Manager to avoid a wrongful discharge lawsuit yet carry out the wishes of the Board? a pursuade pete to retire by offering him a serverance b wait till petes health declines and cant perform the essential functions c terminate pete because ADA doesnt apply d demote pete to a suitable positions

c

When conducting a due diligence, many HR professionals report the single MOST important element of value in the deal that is often under assessed is: a consolidation of brands and market stratification b tradeable endowments c managerial talent d compatibility of products and processes

c

Which is NOT normally considered a step in HR forecasting? a conducting a demand versus supply for labor b performing regression analysis for turnover c complete job evaluation on vital job classes d scanning the environment

c

Which of the following OD methods has been criticized for the emotional stress it creates for some participants a team building b transactional analysis c sensitivity training d survey feedback

c

Which of the following activities would not be a part of social responsibility a corp giving b environmental protection c civil rights compliance d diversity training

c

Which of the following best describes the competitive strategies of differentiation A Control Costs, retain key people, determine compensation strategy, and cross-train employees B Exploiting all economies of scale and focusing on low cost production to exclusion of everything else C Positioning unique product characteristics that customers will value and pay a premium price for D Formalizing policies, procedures, and rules and communicating them to employees

c

Which of the following is the best data to refer to when designing retention strategies A Generational differences between X and Y B Advances in technology C Turnover Trends D Unemployment rates

c

You are an expat manager in a developing country and are having difficulty with timely shipments to the US. Local nationals explain that customs officals will expedite shipments if they are given cash payments. Your company has a policy against bribes. What is your best course of action A adhere to local practice and offer cash payment B have a local national handle shipping C adhere to policy and look for other solutions D ask the company for special dispension from corporate policy

c

hich of the following is the BEST description of the lawful rights employees have when believing an entity has committed a HIPAA violation? a sue in federal court b sue in direct court c file compliant with department of health and human services d sue only if violation is egregious

c

his is MOST associated with the DMAIC problem solving process found in Six Sigma: a ISO 900 b EQ c PDCA d Pareto Chart

c

in regards to rewards, Vroom's Expectancy Theory postulates that employees can be motivated by all of the following EXCEPT: a favorable performance will result in desired reward b reward is satisfying enough to be worthwhile c employees are intrinsically motivated and this leads to reward d positive correlation between effort and reward

c

in regards to the workers, the company does NOT have this responsibility: a a healthy work environment b opportunity to achieve job satisfaction c career advancement d equitable pay

c

Which of the following is an appropriate use for an HR audit? a To determine which employees no longer have the skills needed by the organization b To determine the employee productivity and turnover rates c To determine whether the employee handbook is in compliance with current government regulations d To determine the timeline for changes that are necessary in the HR department

c An HR audit examines HR policies and procedures for compliance and to determine whether the department is successfully meeting the organization's needs. Evaluating employee skills (A) is part of a SWOT analysis during the strategic planning process. Employee productivity and turnover rates (B) are metrics used to diagnose potential workforce problems. A timeline for changes in the HR department (D) would be included in an HR plan.

Offering training in cross-cultural conflict management is one example of what? a An industry best practices b Generational diversity effort c Cultural competence d Qualitative analysis

c Cultural competence considers the diversity efforts necessary to achieve corporate aims such as reflecting the population and increasing the applicant candidate pool. It measures the ability of a company to function effectively in the context of these diverse beliefs. Conflict management training is one example of an HR behavior that addresses an organization's cultural competency.

Which of the following is not an appropriate use of an HRIS? a Tracking applicant data for the EEO-1 bTracking time and attendance cTracking employee expense reports dMaintaining employee records

c Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records.

HR participates in the strategic planning process by doing which of the following? a Formulating the strategy b Scanning the environment c Providing expertise d Identifying strategic goals

c HR participates in the strategic planning process by providing expertise on attracting, retaining, and managing a qualified workforce. Organization strategies (A) are formulated by the executive team. Each business function participates in the environmental-scanning process (B), gathering information about its area of responsibility. Strategic goals (D) are identified by the executive team during the strategy-formulation phase.

Why is a job analysis important? AIt provides the supervisory responsibilities necessary to accomplish organizational goals. B It allows for proper training and development of key personnel. C It provides the foundation from which all other HR activities are designed. D It ensures compliance with EEO laws.

c Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (D), job pricing, recruiting, and other HR functions (A and B).

MBO programs usually help an organization avoid: a becoming overly concerned with individual development b detailed planning c management by crisis d unnecessary participation

c Management by objectives is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources. It aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization. Ideally, employees get strong input to identify their objectives, time lines for completion, etc. MBO managers focus on the result, not the activity.

Which of the following is not a method used by organizations (not possessive) to communicate expected behavior to employees? a Written policies b Executive behavior modeling c Mentor programs d Employee coaching

c Mentoring programs are a valuable training tool but do not necessarily reflect a corporate mission, vision, or values when the mentor is outside of the organization. Written policies (A) help an organization mitigate risk by identifying employee rights and responsibilities. Modeling appropriate behavior from the top down (B) shows employees how to act and contributes to the corporate culture. Coaching (D) gives the employee the opportunity to modify and correct behavior in accordance with company guidelines.

A bottom up approach to planning and problem solving is MOST associated with: linear regression delphi technique nominal technique judgmental forcasting

c Nominal group technique is a form of problem solving and planning that utilizes group dynamics to involve everyone's opinions in the formation of the plan and or forecast. The process prevents the domination of discussion by a single person, encourages the more passive group members to participate, and results in a set of prioritized solutions or recommendations that is based on the collective opinions of all the stakeholders.

Which of the following is NOT considered one of the core competitive business advantage strategies? a cost advantage b product differentiation c customer intimacy d bringing products to customers faster

c When a firm sustains profits that exceed the average for its industry, the firm is said to possess a competitive advantage over its rivals. Michael Porter identified two competitive strategies; cost advantage and product differentiation. One example of a competitive advantage is the ability to bring products to market faster than competitors. Being intimate with customers may sound good but is not considered an advantage and may be unethical.

Which of the following is NOT one of the individual business functions measured in a Balanced Scorecard? a customer b learning and growth c org design d finance

c he balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. The balanced scorecard suggests that we view the organization from four perspectives, and to develop metrics, collect data and analyze it relative to each of these perspectives: Learning and growth, business process, customer, and the financial. Organizational design is not one of Kaplan and Norton's perspectives.

A company that closes its plant in one area and moves its operations to another geographical area is normally trying to avoid: a avoid higher wages b civic responsibilities where they are closing c economic loses d becoming unionized

c the relocation or consolidation of manufacturing usually stems from a company's desire to support the growth of the business, reduce operating costs, attract management, or for other strategic reasons. The decision to move all or part of a company's operations is usually initiated by an anticipated material growth or reduction in revenues and/or anticipated manufacturing and operating improvements. The most common reasons for facility closure or relocation is to lower labor or manufacturing costs.

Recession planning should be part of an organization's strategic commitment to future success during difficult times. The BEST strategy to help organizations plan during periods of economic downturn is:

contingency plan

departments not directly involved in an organization's mainstream activities are called _____ departments: a production b line c staff d finance

cstaff positions are generally in a revenue consuming department; such as accounting, customer service, human resources, which serves the line managers of the organization in an advisory or support capacity by providing them with information and advice. Staff managers usually do not make operational decisions.

According to McClelland's research, achievement oriented persons are NOT driven by: a enjoy moderate risk taking b have strong need for feedback c set moderate achievement goals d need to be liked and held in popular regards

d

Among the major interest groups which have a stake in organizations, two are substantially well organized and warrant particular attention: a creditors and community b workers and shareholders c shareholders and community d workers and community

d

An individual who is extrinsically motivated in a training class versus one who is intrinsically motivated will MOST probably learn: A better b faster c same d less

d

If an HR practioner developed an economic or statistical model to identify costs and benefits associated with a program this would be called a HR Audit b HR Accounting c Break even analysis d Utility Analysus

d

In XYZ's Engineering department, the average age is 55. Using popular generational logic, which of the following has the BEST chance of being well received by this group? a a new handbook b a replacement of salary plan with incentive pay c flex work schedule d reduction of paid time off with increase to pay

d

It is reported to the HR Manager at XYZ Corporation that a department Lead Person has been overheard promising one of her male employees the transfer he seeks if he will take her out after work. This is BEST defined as an example of: a an ethics violation not a harassment case b discrimination c hostile work environment d quid pro quo harrassment

d

Most researchers today conclude that: a behaviorists have the best approach to leadership style b trait theory is most accurate leadership theory c ideally leadership should have high concern for people and low concern for structure d no one leadership is best of every manager

d

Organizations that develop a values statement normally do NOT include input from: A shareholders B employees C customers D vendors

d

Which Act allows trial by jury and the plaintiff may recover compensatory and punitive damages from the offender? a Lily Ledbetter b Equal Pay cADAA d Civil Rights as amended 1991

d

Which is NOT an example of comparison controls? a network control b quotas c evaluation of employee performance d firs time project

d

Which is the MOST common problem with the administration of policies and procedures? A New policies must interrelate with old policy B policy publication C who provides feedback as policy governance D keep them up to date

d

Which is the best example of a regulation A Civil Rights Act 1964 B FLSA C Interpretation of legal matters related to expatriation D Process by which the DOL clarifies the exempt status of employees

d

Which of the following best describes a business case A Cost Benefit Analysis of business concept B Market research of the acceptability of a new service C Scenario Based Test of a business plan D. Analysis of a problem and possible solutions

d

XYZ Corporation has been receiving customer complaints about slow phone response times when calling customer service. Management has noticed an increase in personal calls and distracted performance from the Reps. What is the BEST way to motivate them? a draft disciplinary policy with teeth b discipline offenders in private c draft and post a new phone policy d involve reps in addressing the issues

d

Which of the following is not a benefit of hiring a multigenerational workforce? a A multigenerational workforce increases the availability of different perspectives for use in management decision-making. b Recruiting for a multigenerational workforce increase the applicant pool from which to choose employees. c A multigenerational workforce is a reflection of the population, considering the large number of baby boomers who are reaching retirement age. d A multigenerational workforce increases an organization's productivity.

d A multigenerational workforce is one example of the diversity represented in the workplace today. Bringing in new points of view for strategic decision making and needs identification (A), the ability to access the knowledge of a broad range of workers (B), and reflecting the ever-changing face of the customers (C) are three of the benefits of having an older workforce. A multi-generational workforce does not directly impact organizational productivity.

Which of the following statements about whistle-blower protection is false? a Whistle-blower protection is provided under Sarbanes-Oxley. b Attorneys must report concerns of securities law violations to the CEO or CLO and are protected under whistle-blower law. c An employee must be engaged in a protected activity such as reporting a violation to qualify for protection. d The employee does not have to have suffered an unfavorable employment action to qualify for protection.

d A prima facie violation of whistle-blower protection must demonstrate that an employee was engaged in a protected activity, that the employer knew or suspected that the employee was engaged in a protected activity, that the employee suffered an unfavorable employment action, and that the unfavorable action was the result of engaging in a protected activity.

Concentrating the power and authority at or near the top of an organization is: a decenteralized b delegation c functionalization d centeralization

d Companies which wish to consolidate power and decision making abilities at the top of the organizational chart, tend to be centralized organizations.

Which of the following is the BEST example of a restraining force in Lewin's force field analysis matrix? a downturn in economy b increase in interest rates c new management d tradition

d Force field analysis is an influential development in the field of social science. It provides a framework for looking at the factors (forces) that influence a situation, originally social situations. It looks at forces that are either driving movement toward a goal (helping forces) or blocking movement toward a goal (hindering forces). Restraining forces are forces acting to restrain or decrease the driving forces. Apathy, hostility, and poor maintenance of equipment may be examples of restraining forces against increased production. While all of the answer options may be viewed as a restraining force under the right condition, tradition is a common hindering force when organizations are attempting to implement change.

There are _____ federal laws dealing with employee privacy rights in a typical U.S. workplace: a unlimited b no c many d few

d Hippa and privacy act

A worker finds himself pressured by his boss to improve the quality of his work while his work group wants more production in order to receive a higher bonus share. This situation is BEST described by the term: a malicious obedience b stalemate c oxymoron d conflict

d One facet of conflict has to do with the multiple roles people play in organizations. Each member belongs to a role set, which is an association of individuals who share interdependent tasks and thus perform formally defined roles. These are further influenced both by the expectations of others in the role set and by one's own personality and expectations. Consequently, there exists opportunities for role conflict as the various roles interact with one another. Other types of role conflict occur when an individual receives inconsistent demands from another person. Malicious obedience is defined as a quiet protest of company policy in which employees go through the motions of doing their jobs but intentionally accomplish nothing by doing only that which they are told to do but nothing more.

Gathering information about employee attitudes and opinions through surveys and focus groups provides __________ employee levels of engagement. AIntuition about B Instruction for C Individual measurement of D Insight into

d The use of a variety of tools to gather employee feedback enables employers to measure employee levels of engagement. The use of anonymous surveys, topical focus groups, and employee interviews all provide insight into both individual and organizational needs. Intuition is rarely a legally defensible methodology for use in HR, and focus groups are not the best choice for measuring individual needs.

Which of the following technologies has the GREATEST impact on policies and procedures concerning privacy A Bluetooth B streaming desktop video C high speed internet D network monitoring

d instances of industrial espionage and computer hacking have spurred companies to take steps to monitor what their employees are doing at their PCs at all times. Since this type of monitoring can track Web sites accessed, software programs used, and the content of e-mail messages, its use has spurred employee concerns around individual privacy in the workplace.

John is a leader who prefers to give free rein to his subordinates. He minimally directs their daily activities and trusts in their abilities to decide their own policies and methods. Lewin would say that John leads by using this leadership style:

d kurt Lewin and colleagues identified different styles of leadership: Autocratic, Participative, and Laissez Faire. Laissez Faire comes from the French phrase that literally means let do, but in a leadership context, can be roughly translated as free rein. A free rein leader does not lead, but leaves the group entirely to itself as shown; such a leader allows maximum freedom to subordinates, i.e., they are given a free hand in deciding their own policies and methods. The Situational leadership model was theorized by Hersey and Blanchard and posits that the leadership-style must match the appropriate level of followership-development.

This organizational structure is often defined by the term boundaryless: a team b functional c hierarchy d virtual

d special form of boundaryless organization is virtual. It works in a network of external alliances, using the Internet. This means while the core of the organization can be small but still the company can operate globally and be a market leader in its niche.

he ability to exert influence over individuals, groups, decisions, or events is called: a Popularity b Control c Authority d Power

d while power is defined as the ability to influence somebody to do something that he/she would not have done, authority refers to a claim of legitimacy, the justification and right to exercise that power.

Ethics, offshoring, data security, and philanthropy are all examples of HR's role in which of the following functions? a Strategic planning b Workforce planning c Technology development d Corporate Responsibility

dCorporate responsibility has influence across all HR functions. Examples of CR concepts explored throughout the strategic planning process include worker rights, legal compliance, company culture development, and corporate governance.

A statement that describes what an organization does that is different from others is a: a Values statement b Corporate Goal c Vision Statement d Mission Statement

dThe mission statement describes who the organization is, what it does, where it is going, and how it is different from others. The corporate values statement (A) communicates the executive team's expectations for the way the organization conducts business. Corporate goals (B) describe what the organization plans to achieve in the future. The vision statement (C) is a short, inspirational statement of what the organization will accomplish in the future.

Put the following steps EEOC would take in resolving a case of discrimination under Title VII: A) Litigation, B) EEOC attempts conciliation, C) Formal complaint is filed, D) EEOC interviews charging party.

dcba here are four primary phases in the EEO discrimination complaint process. The first three phases, informal/counseling, formal complaint, and appeal, are all part of the EEOC administrative process. The final phase starts the judicial process.

Assuming all EEOC requirements have been met, the final say in selecting a job candidate for a position will MOST probably be the:

department manager

The specialization that allows organizations to be increasingly efficient and therefore more successful that was advocated by Adam Smith in his Wealth of Nations is more commonly known as:

division of labor

Which is the BEST term for use of the internet in networking and supporting the Human Resource function?

e-HRM is the planning, implementation and application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.

When planning to select a vendor to outsource some aspects of HR, the FIRST step is:

gain an understanding of companies needs

A company that increases recruitment and selection efforts to staff new positions is in which phase of org development

growth