MGT Exam 2 (5,6,7)
Distributive justice refers to perceptions that the process used to determine outcomes were fair.
F
Ethics and the law always coincide precisely.
F
Forecasting the future supply of human resources does not require an analysis of internal company records.
F
If a company uses many contingent workers, the easiest way to downsize involves employing more of these contingent workers while keeping the number of permanent employees constant.
F
Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation.
F
Job posting is an external recruiting mechanism.
F
Psychomotor ability tests measure mental skills.
F
Research indicates that unstructured interviews are the best predictors of subsequent job performance.
F
Survivor syndrome involves the positive feelings that retained employees have after a mass layoff has occurred.
F
The Social Security Act of 1935 specified that private employment agencies are part of the recruiting process.
F
The average age of the U.S. workforce is gradually decreasing.
F
The functional job analysis relies on a taxonomy of abilities that represents all the key work dimensions.
F
The reduction strategy essentially maintains the status quo with regard to the number of individuals employed by a company.
F
Word-of-mount recruiting is usually an expensive way to identity potential job candidates.
F
Headhunters are usually utilized for high-level management and executive positions.
T
In a progressive disciplinary program, the step before termination is usually suspension.
T
Interactional justice refers to quality of the interpersonal treatment people receive when a decision is made.
T
Many organizations prefer to use both internal and external recruiting strategies.
T
The WARN Act requires that employers give at least 60 days notice for a mass layoff.
T
The critical incidents method relies on important behaviors that distinguish effectives from ineffective performers.
T
The easiest way to deal with an increased demand for labor in through overtime pay.
T
The first step in a progressive disciplinary program is usually the verbal warning.
T
The most common approach to job analysis is the narrative job analysis.
T
The projective technique involves showing individuals abstract stimuli and then asking them to describe what is seen.
T
The second step in job analysis involves determining methods for obtaining information.
T
A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called a. demand forecasting. b. the social context. c. empowerment. d. executive succession. e. human resource control.
d. executive succession.
When an organization attempts to forecast the supply of and demand for human resources, this is called a. empowerment. b. job enrichment. c. outsourcing. d. human resource planning. e. telemarketing.
d. human resource planning.
Ethics is formed primarily from the ____ context in which people and organizations function. a. corporate b. group c. professional d. societal e. none of these
d. societal
Which of the following is NOT a critical dimension of procedural justice? a. ethicality b. free from bias c. representativeness d. work autonomy e. voice
d. work autonomy
Which of the following would be included in a job specification for an administrative assistant? a. Keeping minutes of meetings b. Answering phones c. Typing correspondence d. Maintaining the boss's calendar e. Ability to take dictation in shorthand
e. Ability to take dictation in shorthand
In addition to job satisfaction, what other factors are thought to play a role in job turnover? a. The economy b. Profound events that impact the employee c. The labor market d. The degree of job embeddedness e. All of these
e. All of these
Which of the following is part of rightsizing? a. Using temporary workers b. Early retirements c. Retention d. Using part-time staff e. All of these
e. All of these
A computerized job classification system that is a major source of job information is called the: a. WORKS Dataset b. Fleischman Inventory c. PAQ Job Base d. MPDQ Info Set e. O*NET
e. O*NET
Which selection criteria more directly relate to specific qualifications and capabilities of an individual to perform a specific job? a. Competencies and experience b. Skills and education c. Abilities and competencies d. Experience and education e. Skills and abilities
e. Skills and abilities
Which of the following external recruiting techniques is MOST associated with the goal of finding jobs for unemployed individuals? a. Public employment agencies b. Private employment agencies c. Executive search firms d. College placement offices e. Job postings
jobs for unemployed individuals? a. Public employment agencies
A small management-consulting firm experiences a tremendous boost in business in one year and must hire many new professional employees to provide services to its new customers. This business is likely following a ____ strategy. a. growth b. stability c. reduction d. multinational e. none of these
a. growth
When an individual seeks additional training and education to improve her or his ability to find work, this is called: a. human capital investment. b. market waging. c. functional job analysis. d. rate of unemployment. e. task analysis inventory.
a. human capital investment.
A ____ can often facilitate the forecasting of the supply of human resources. a. human resource information system b. focus group c. quality circle d. think tank e. quality team
a. human resource information system
All questions on an employment application must relate to an individual's ability to perform the job.
T
An organization should considered its strategic plan when forecasting the demand for human resources.
T
Education is the formal classroom training that an individual has received.
T
Employee leasing involves paying a fee to a company that provides a pool of employees on a temporary basis.
T
Evidence suggests that jobs occupied by men are rated as more complex than are similar jobs occupied by women.
T
In Spring 2003, the Seattle Mariners baseball team hired hitter Raul Ibanez. Which type of employment test would be most likely to establish Ibanez's qualifications for this position? a. A psychomotor ability test b. A cognitive ability test c. An intelligence test d. A personality test e. An integrity test
a. A psychomotor ability test
What is involved in the Fleischman job analysis system of conducting work assessments? a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents
Which of the following would be a competency, as described in the text? a. Decisiveness b. Keyboarding speed c. IQ of 100 d. Clean driving record e. Degree in computer science
a. Decisiveness
A truck driving certification is an example of which of the following basic selection criteria? a. Education b. Competencies c. Experience d. Skills e. Abilities
a. Education
Which of the following errors is related to the initial meeting that occurs between an interviewer and interviewee? a. First impression b. Contrast c. Similarity d. Nonrelevancy e. Inadequate knowledge of the job
a. First impression
Which of the following statements BEST describes the link between job analysis and human resource planning? a. Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future. b. Job analysis provides information to help design training and development programs. c. Job analysis clarifies the essential elements of each job. d. Human resource planning forecasts the supply and demand for human resources. e. Mathematical models of historic trends can help in forecasting labor supply and demand.
a. Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future.
Julie fired Annette. Which of the following circumstances would MOST improve the chances of Annette getting her job back? a. Julie did not document Annette's poor performance in writing. b. Julie is white and Annette is Asian-American. c. Julie used a positive discipline plan rather than a more traditional plan. d. Annette is a member of a labor union. e. The company was hiring new workers at the same time as the firing.
a. Julie did not document Annette's poor performance in writing.
This particular job analysis technique focuses primarily on managerial jobs. a. MPDQ b. PAQ c. O*NET d. MBO e. None of these
a. MPDQ
Which job analysis technique consists of requiring subject matter experts to develop a comprehensive description of work? a. Narrative job analysis b. The PAQ c. Functional job analysis d. Fleishman job analysis system e. Task analysis inventory
a. Narrative job analysis
Gathering applicant information is part of which step of the selection process? a. Step 1 b. Step 2 c. Step 3 d. Step 4 e. Step 5
a. Step 1
At which step in the selection process is information gathered about the candidates? a. Step one b. Step two c. Step three d. Step four e. Step five
a. Step one
Which of the following is NOT a common legal issue in job analysis and design? a. The failure to perform a job analysis b. Using job analysis to discriminate by gender c. Discrimination against disabled applicants because of an inaccurate job analysis d. The use the job characteristics model of job design e. Job analysis that includes factors that are not job related
a. The failure to perform a job analysis
When being interviewed during the gathering of job analysis data, which type of individual may provide exaggerated information about a job's complexity or importance? a. The job incumbent b. The immediate supervisor c. A higher-level supervisor d. An industrial engineer e. A human resource manager
a. The job incumbent
Which of the following is NOT a goal of the recruiting process? a. To generate the largest possible pool of applicants b. To encourage applicants who are well qualified c. To keep recruiting costs low d. To choose appropriate sources and methods of recruiting e. To create an applicant pool that meets the needs of the organization
a. To generate the largest possible pool of applicants
Westside Elementary School received a number of applications for a teaching position. The school wants to increase the diversity of its staff, who are mostly white females. The top two applicants were both white females, but a Hispanic female and an African-American male were almost ranked as highly, with all four showing very close scores. The school decided to hire the Hispanic female. They were making their selection decision based on a. banding. b. alternate-form reliability. c. construct validity. d. screening. e. discriminatory testing.
a. banding.
The third step in job analysis involves a. determining who is responsible for collecting data. b. getting feedback from customers. c. tracking productivity. d. identifying the work to be assessed. e. defining the work itself.
a. determining who is responsible for collecting data.
Voluntary turnover occurs when a. employees choose to leave the organization for a variety of reasons. b. a facility is closed and all of its workers are put out of work. c. an unsatisfactory employee must be terminated. d. job satisfaction is very high. e. managers choose to leave job vacancies unfilled.
a. employees choose to leave the organization for a variety of reasons.
Allison often stays at work after hours to help fellow coworkers with their training and tasks; this is known as a. organizational citizenship behavior. b. job satisfaction. c. turnover. d. absenteeism. e. job dissatisfaction.
a. organizational citizenship behavior.
The easiest way for a company to manage an increase in the demand for staff is through a. overtime. b. early retirements. c. downsizing. d. temporary workers. e. part-time workers.
a. overtime.
The critical dimension of procedural justice involving the perception that the person had some control over an outcome is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
a. voice
On the FBI's employment Page, you read: "To qualify as an FBI Special Agent, you must be a U.S. citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision and hearing test, have a valid driver's license, be in excellent physical condition, and possess a four-year college degree." What are you reading? a. A job description b. A job specification c. A job SME d. A job analysis e. A job family
b. A job specification
Which of the following is NOT an exception to employment-at-will? a. A law forbids termination for a specific reason. b. An employee is terminated for cause. c. An individual has an implied contract. d. An individual has a contractual right to his or her job. e. A person's right to due process has been violated.
b. An employee is terminated for cause.
Today, there is a severe shortage of nurses in some medical specialties, and hospitals are working hard to retain their current nursing staff. What would be MOST effective in retaining nurses? a. Realistic job previews b. Better working conditions c. Job satisfaction surveys d. Increasing job specialization e. Early retirements
b. Better working conditions
Refer to Scenario 5.1. The definition of the essential functions of the new jobs will be particularly helpful with which other aspect of human resource management? a. The turnover reduction program b. Compliance with the ADA c. Early retirement incentives d. Increased productivity e. Motivation of existing employees Refer to Scenario 5.1. In this situation, who will be the BEST source of information for job analysis? a. Current job incumbents b. Line managers c. The top management team d. The SMEs e. Online sources such as O*NET Refer to Scenario 5.1. Which job analysis method BEST suits CyberRocket's needs? a. Fleishman job analysis system b. Critical incidents approach c. Task analysis inventory d. Position Analysis Questionnaire e. Narrative job analysis Refer to Scenario 5.1. The job analysis information about what the new workers must be able to do, rather than about what the job entails, is likely to provide more information for job a. descriptions. b. specifications. c. evaluations. d. analyses. e. duties. Refer to Scenario 5.1. The two top executives feel that newly hired astrophysicists will work independently, with little oversight or control by top management. The information would likely appear in the a. job description. b. job specification. c. job request. d. personnel file. e. none of these.
b. Compliance with the ADA d. The SMEs e. Narrative job analysis b. specifications a. job description.
Which of the following statements is MOST accurate in describing the outcomes of downsizing? a. Downsizing is more effective at increasing performance than is a reduction in tangible assets. b. Downsizing usually does NOT increase profits in the long run. c. Downsizing is more effective in the long run than in the short run. d. Downsizing is almost always effective in reducing long-run expenses. e. Downsizing is effective in increasing stock prices in the long run.
b. Downsizing usually does NOT increase profits in the long run.
Which external recruitment technique is typically targeted toward higher-level positions? a. Public employment agencies b. Headhunters c. Advertisements d. Private employment agencies e. College placement offices
b. Headhunters
____ enable recruiting to utilize both internal and external perspectives. a. Realistic job previews b. Internships c. Headhunters d. Private employment agencies e. Advertisements
b. Internships
Bob has worked for a local hotel for nearly three years and is interested in advancing his career in the organization. He notices one day on the bulletin board that a promotion opportunity in his work group is available, so he decides to apply for the position. What type of recruiting method was used? a. Referral b. Job posting c. Direct applicant d. College recruit e. Word-of-mouth recruit
b. Job posting
What is probably the MOST common method organizations use for internal recruiting? a. Referrals b. Job posting c. Union halls d. Walk-in applicants e. Supervisory recommendations
b. Job posting
Which of the following is an accurate statement? a. Job descriptions focus on succession planning b. Job specifications indicate the knowledge and skills needed to perform work c. Job descriptions focus on the individual d. Job specifications focus on the work e. None of these.
b. Job specifications indicate the knowledge and skills needed to perform work
Which of the following disciplinary problems is MOST likely to lead to immediate termination? a. Errors in work products b. Physically fighting another coworker c. Frequent absenteeism d. Telling an unprofessional joke e. Lying to one's superior
b. Physically fighting another coworker
Refer to Scenario 7.1. Which of the following techniques would be MOST likely to help Walker and his staff reduce the volume of applicants for consultant positions, while not reducing the quality? a. Job posting b. Private employment agencies c. College placement offices d. Electronic recruiting e. None of these Refer to Scenario 7.1. If Walker decides to use online recruiting for the consulting positions, which of the following is NOT a likely outcome? a. The number of applicants will be reduced. b. The quality of applicants will vary a great deal. c. Applicants will all be residents of communities near Brilliance offices. d. The cost of recruiting will increase sharply. e. The diversity of applicants will decline. Refer to Scenario 7.1. Adamina, a native resident of California, is considering applying for a consulting position. Which of the following is NOT likely to be one of Adamina's goals? a. Financial and nonfinancial compensation b. Working close to her hometown c. Challenging work opportunities d. Job security e. Opportunities for advancement and training Refer to Scenario 7.1. Which of the following recruiting techniques would be MOST likely to help Brilliance hire staff with better high-tech skills? a. Job posting b. Recruiting consultants c. Private employment agencies d. Advertisements e. Word of mouth Refer to Scenario 7.1. Which of the following methods for filling Indira Chaudhuri's position will result in the organization's continuing need to recruit? a. Referrals b. Headhunters c. Internal recruiting d. Advertisements e. Electronic recruiting
b. Private employment agencies a. The number of applicants will be reduced. b. Working close to her hometown c. Private employment agencies c. Internal recruiting
Which type of justice refers to beliefs about the fairness of the processes utilized to determine consequences? a. Distributive b. Procedural c. Interactional d. Person-organization e. Reciprocal
b. Procedural
What is involved in the task analysis inventory method? a. A taxonomy of fifty-two abilities rated on a seven-point scale b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions
An organizational recruiter tells prospective recruits that her company is active in environmental affairs. What is the recruiter doing? a. Encouraging recycling by recruits b. Signaling organizational values to improve fit c. Giving a realistic job preview to recruits d. Communicating the organization's strict environmental policies e. Warning new recruits that they will be required to perform community service as part of their jobs
b. Signaling organizational values to improve fit
The evaluation of applicant qualifications is part of which step of the selection process? a. Step 1 b. Step 2 c. Step 3 d. Step 4 e. Step 5
b. Step 2
John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local restaurant. Which of the following would NOT appear in his analysis? a. The waiter must be able to lift and carry trays. b. The waiter will have a comprehensive health coverage plan. c. The waiter must communicate effectively with customers. d. The waiter will have to stand for most of the workday. e. The waiter needs to have a good short-term memory.
b. The waiter will have a comprehensive health coverage plan.
The critical dimension of procedural justice involving the perception that rules were applied the same way to everyone involved is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
b. consistency
The first step in job analysis involves a. determining who is responsible for collecting data. b. determining information needs. c. determining data collection methods. d. identifying the work to be assessed. e. defining the work itself.
b. determining information needs.
Cinergy, a midwestern gas and electric utility, agreed not to penalize workers who left the company before the age of 65 and also offered leaving employees a bonus equivalent to two weeks' pay for every year of employment with Cinergy. Cinergy is a. generating a pool of qualified applicants. b. encouraging voluntary early retirement. c. terminating unproductive employees. d. reducing the workforce through natural attrition. e. cutting its human resource department.
b. encouraging voluntary early retirement.
A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work. a. job specification b. job description c. benchmark d. personnel file e. work permit
b. job description
Which of the following is a disadvantage of internal recruiting? a. hurts a company's ability to hire management talent b. may foster stagnation c. may hurt motivation d. brings in new ideas e. increases turnover
b. may foster stagnation
The percentage of individuals looking for and available for work who are not currently employed is called the: a. job description b. rate of unemployment c. advanced rate of employment d. job specification e. None of these.
b. rate of unemployment
Judd is a human resource manager responsible for creating a pool of qualified applicants from which his employer can choose. Judd is involved in human resource a. alternative work arrangements. b. recruiting. c. selecting. d. planning. e. training.
b. recruiting.
When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One section of the information stated, "Court reporters ask speakers to clarify statements, file a legible transcript of records, verify accurate transcripts, and record depositions." This information is part of the job's a. KSAs. b. tasks. c. working conditions. d. critical incidents. e. SMEs.
b. tasks.
What is the term for the ability of an employer or employee to terminate an employment relationship at any time? a. Free employment b. Work rights c. Employment-at-will d. Contingent work e. Psychological contract
c. Employment-at-will
The number years spent working in a profession is an example of which of the following basic selection criteria? a. Education b. Competencies c. Experience d. Skills e. Abilities
c. Experience
Refer to Scenario 6.1. What was the FIRST reduction strategy that Bambino tried? a. Termination b. Layoffs c. Natural attrition d. Performance appraisal e. Early retirement Refer to Scenario 6.1. Was it legal for Bambino to lay off 10 percent of their workers? a. No, because of employment-at-will concerns. b. No, because the Worker Adjustment and Retraining Notification Act prohibits mass layoffs. c. No, because Bambino didn't provide verbal and written warnings of the layoffs. d. No, because the layoffs were not based on job performance. e. Yes. Refer to Scenario 6.1. What was the SECOND reduction strategy that Bambino tried? a. Termination b. Layoffs c. Natural attrition d. Performance appraisal e. Early retirement Refer to Scenario 6.1. Which of Bambino's actions is likely to have a positive impact on profitability in the long term? a. Early retirements b. Layoffs c. Store closings d. Natural attrition e. All of these Refer to Scenario 6.1. Which of the following is NOT a likely outcome of Bambino's actions? a. Workers will suffer from the survivor syndrome. b. Voluntary turnover will increase. c. Job satisfaction and morale will decline. d. There will be more organizational citizenship behaviors. e. The layoffs and store closings will be a "shock" to remaining workers.
c. Natural attrition e. Yes. e. Early retirement e. All of these d. There will be more organizational citizenship behaviors.
Kraft Foods, which makes and distributes grocery products, uses online recruiting for sales personnel. On its website, Kraft says, "A Sales Representative distributes, sells, and promotes Kraft products. You are the primary link with retail customers and consumers. You execute company promotions, meet inventory needs, and monitor the competition within your region. Most of your time is spent problem solving with your customer to create a win-win solution." Which of the following goals of recruiting is Kraft trying to meet with this statement? a. Ensuring that applicants are qualified b. Selecting the best applicants for the job c. Providing an honest assessment of the job d. Generating fine distinctions between applicants e. Keeping the applicant pool at a reasonable size
c. Providing an honest assessment of the job
Guo-Ping would like to take action to stop a recent decline in profits and stock price at his firm. What strategy would you recommend to Guo-Ping? a. Lay off employees to increase profits the most. b. Make no changes. Employees and investors will react positively when they see you are not panicking. c. Reduce facilities and other tangible assets to cut expenses. d. Acquire a competitor to increase size and market power. e. Lay off employees so that the survivor syndrome will cause the other workers to increase productivity.
c. Reduce facilities and other tangible assets to cut expenses.
Which of the following strategies would likely be MOST effective in allowing a high-tech company to retain its engineers and computer scientists for an extended period of time? a. Realistic job previews b. Stock options c. Stock options that cannot be exercised for the first five years of employment d. Reducing the job requirements to make the jobs simpler and easier to do e. Regular administration of job satisfaction surveys
c. Stock options that cannot be exercised for the first five years of employment
Who generally share responsibility for conducting a job analysis? a. The line manager, the job incumbent, and the top management team b. The top management team, the operations manager, and the human resource manager c. The line manager, the human resource department, and the job analyst d. The job analyst, the immediate supervisor, and the job incumbent e. The human resource department, the job incumbent, and the job analyst
c. The line manager, the human resource department, and the job analyst
Which of the following would be included in a job description for a computer programmer? a. Bachelor's degree in computer science b. Knowledge of COBOL c. Writing programs to run network processes on the mainframe d. Proficiency in computer languages e. Keyboarding skills
c. Writing programs to run network processes on the mainframe
Sally's boss Kim had to choose which workers to lay off. Sally felt that Kim did not handle the situation professionally because she announced who would be laid off in front of all the employees in a meeting, which embarrassed some workers. In this situation, Sally perceives a. a lack of procedural justice. b. illegal discrimination. c. a lack of interactional justice. d. a lack of distributive justice. e. violation of employment-at-will.
c. a lack of interactional justice.
Anuj looks at a job analysis that reports scores on various items, organized into areas called "Information inputs," "Mental processes," "Relationships with other people," and so on. The scales tell how frequently those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at a job analysis that was based on a. a narrative. b. critical incidents. c. a position analysis questionnaire. d. the Fleishman job analysis system. e. the O*NET.
c. a position analysis questionnaire.
Andy tries to be fair to his employees but does not tolerate lateness. Will, one of his employees, reported to work late one day because he had a car wreck, the first tardy since he was hired over a year ago. Andy decided to give Will a written warning to make an example for the other employees. Will felt that he did NOT receive ____ justice. a. procedural b. involuntary c. distributive d. legal e. interactional
c. distributive
An individual's beliefs about right and wrong are considered to be part of individual: a. voice b. representativeness c. ethics d. consistency e. administration
c. ethics
The second step in the selection process is to a. generate a pool of qualified applicants. b. gather information about the pool of qualified applicants. c. evaluate the qualifications of each applicant. d. make a decision regarding who is the best fit for a job. e. extend a job offer to an applicant.
c. evaluate the qualifications of each applicant.
Which is the following is a disadvantage of external recruiting? a. hurts a company's ability to attract management talent b. may foster stagnation c. may hurt motivation d. brings in new ideas e. prevents new ideas
c. may hurt motivation
John often gets into heated arguments with his bosses over his job responsibilities. He is likely to be dissatisfied with his job due to a. the pay. b. the work itself. c. relationships with supervisors. d. relationships with coworkers. e. a negative personality.
c. relationships with supervisors.
The critical dimension of procedural justice involving the perception that group opinions were considered when a decision was made is called: a. voice b. consistency c. representativeness d. ethicality e. possibility of correction
c. representativeness
When an organization seeks to keep qualified workers, this is called a. natural attrition. b. voluntary turnover. c. retention. d. termination. e. downsizing.
c. retention.
The Civil Rights Act applied to all employment decisions, but this legislation is the most critical for a. development programs. b. designing training seminars. c. selection decisions. d. developing pay scales. e. developing a benefits package.
c. selection decisions.
Tom, one of Pino's employees, is failing to perform to standard. Pino wants to use progressive discipline to change Tom's behavior. What should Pino do the next time he observes Tom's failure to perform? a. Put a written record of the incident in Tom's personnel file. b. Tell Tom's superior. c. Ask the human resources department for help. d. Give Tom a verbal warning. e. Write a negative performance appraisal of Tom.
d. Give Tom a verbal warning.
Which of the following would be considered an advantage of external recruiting? a. It may stifle creativity and new ideas in the organization. b. It can cause the ripple effect. c. It may damage existing employees' motivation. d. It can enhance organizational vitality and innovation. e. It sustains the existing organizational culture.
d. It can enhance organizational vitality and innovation.
Which of the following would NOT be considered an advantage of internal recruiting? a. It motivates existing employees to perform. b. It provides advancement opportunities to existing employees. c. It sustains organizational knowledge. d. It provides a strong force for cultural change. e. It prevents the ripple effect.
d. It provides a strong force for cultural change.
Which of the following is NOT correct regarding job analysis? a. It is the process of gathering and organizing detailed information about jobs. b. It helps managers understand the processes through which jobs are most effectively performed. c. It is a fundamental input to the human resource planning process. d. It results from the design of recruitment and selection procedures for new employees. e. It helps managers understand the kinds of skills and abilities necessary for employees to perform their jobs.
d. It results from the design of recruitment and selection procedures for new employees.
Which of the following would be considered an important organizational goal in recruiting efforts? a. Attract as many applicants as possible for a job. b. Attract one or two highly qualified applicants for a job. c. Use the recruiting process to explicitly differentiate among applicants. d. Optimize the size of the pool of qualified applicants. e. Make the job opening sound as challenging as possible to the applicants.
d. Optimize the size of the pool of qualified applicants.
Which of the following is NOT an important piece of information necessary for performing a utility analysis of a selection system? a. The cost of the selection system b. A definition of job success for new hires c. Estimates of the success rate under different scenarios d. The construct and content validity of selection measures e. The cost of a selection error
d. The construct and content validity of selection measures
Alan frequently attends professional presentations and training seminars at his work location. At one of these presentations, it was announced that a new supervisory position in Alan's department was about to be created and that there would be a formal external search. Which recruiting method was used? a. Direct application b. Job posting c. Advertisements d. Word of mouth e. Supervisory recommendation
d. Word of mouth
If an organization wants to assess whether an applicant can actually perform a particular job, which selection technique would BEST provide this assessment? a. Employment test b. Cognitive ability test c. Integrity test d. Work simulation e. Structured interview
d. Work simulation
Which of the following statements would be MOST appropriate as part of a realistic job preview for the job of restaurant waiter? a. Exciting opportunity to learn skills that enable you to quickly start your own profitable business. b. Hazardous exposure to dangerous chemicals and sharp equipment. c. You will have considerable autonomy and responsibility when performing your duties outside of the organization. d. You will spend much of your work day on your feet. e. Chance to network with wealthy individuals and make valuable contacts for professional positions.
d. You will spend much of your work day on your feet.
An advantage of seeking to retain effective employees is a. the retained employees can bring fresh ideas to the organization. b. turnover opportunities create advancement for current employees. c. morale will increase if dissatisfied workers stay at the firm. d. avoiding the expense involved in replacing employees. e. nothing. There are NO advantages to retaining effective employees.
d. avoiding the expense involved in replacing employees.
Following a bankruptcy in 2003, Air Canada laid off thousands of employees⎯approximately 10 percent of its workforce. Which of the following is NOT one of the likely outcomes for Air Canada? a. Workers who were not laid off will feel guilty. b. Turnover will increase among workers who were not laid off. c. Employee morale will decline. d. Remaining workers will have higher disability claims. e. Workers who were not laid off will be satisfied and happy.
e. Workers who were not laid off will be satisfied and happy.
Job satisfaction is often based on a person's: a. coworkers. b. pay. c. supervisors. d. type work. e. all of these.
e. all of these.
The ____ approach to job analysis requires the specification of effective and ineffective performance. a. skill variety b. Fleischman c. PAQ d. MPDQ e. critical incidents
e. critical incidents
Organization try to develop job ____ when planning for human resources, which are groups of jobs that are similar. a. components b. indicators c. vectors d. industries e. families
e. families
The prevailing wage rate for a given job in a given labor market is called the: a. component wage rate b. indicator wage rate c. vector wage rate d. industry wage rate e. market wage rate
e. market wage rate
A shock, or profound event, can sometimes cause turnover if the a. shock is negative. b. labor market is currently favoring employers. c. shock increases job satisfaction. d. worker is very embedded in his or her job. e. shock causes the worker to reexamine his or her fit with the firm.
e. shock causes the worker to reexamine his or her fit with the firm.
