Principles of Management - Chapter 12

While on a job interview at a university, Alyssa was asked to work with a rival applicant to determine 20 ways to identify the best employee for the position. This is an example of a(n) __________ interview. a. extreme b. structured c. nondirective d. panel e. biographical

a. extreme

At GoodSpeak Telecommunications, when managers have a job opening, they look first at the employees who are already in the company. Managers have found that this practice is less costly than other forms of recruiting, and employees are more committed to their jobs because of it. GoodSpeak Telecommunications is using: a. internal recruiting. b. external recruiting. c. realistic job previews. d. job analysis. e. fast track hiring.

a. internal recruiting.

In __________, an experienced manager is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties. a. on-the-job training b. social learning c. orientation training d. high-stakes training e. a realistic job preview

a. on-the-job training

Which of the following questions is okay for an interviewer to ask a job applicant? a. "What religious holidays do you observe?" b. "Are you over 18 years of age?" c. "Do you have any physical defects?" d. "What are your hobbies?" e. "Have you ever been arrested?"

b. "Are you over 18 years of age?"

The __________ demands that "reasonable accommodations" be provided for the disabled to allow performance of duties. a. Civil Rights Act b. American with Disabilities Act c. Vocational Rehabilitation Act d. Family and Medical Leave Act e. Equal Pay Act

b. American with Disabilities Act

Which of the following federal laws created the Equal Employment Opportunity Commission? a. Americans with Disabilities Act b. Civil Rights Act c. Equal Pay Act d. Vocational Rehabilitation Act e. Age Discrimination in Employment Act

b. Civil Rights Act

Which of the following is the most common type of training? a. On-the-job training b. Classroom training c. Social learning d. Developmental training e. Corporate university

b. Classroom training

Which of the following measure an applicant's thinking abilities? a. Physical ability tests b. Cognitive ability tests c. Personality tests d. Online checks e. 360-degree feedback

b. Cognitive ability tests

Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to reward employees? a. Bonuses b. Compensation c. Wages d. Incentive pay e. Benefits

b. Compensation

Which of the following is a disadvantage of job-based pay? a. It rarely offers employees any incentives such as bonuses or profit-sharing plans. b. It reinforces an emphasis on organizational hierarchy and centralized decision making. c. Employees with lower skill levels receive higher pay than employees with higher skill levels. d. It is better suited for small organizations rather than large corporations. e. All of these

b. It reinforces an emphasis on organizational hierarchy and centralized decision making.

Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next 10 years. He is most likely to perform which of the following activities? a. Choosing a recruiting source b. Selecting an employment candidate c. Human resource planning d. Welcoming new employees e. Downsizing

c. Human resource planning

From the employer's viewpoint, which of the following is part of the new social contract? a. Standard training programs b. Limited information and authority c. Incentive compensation d. Routine jobs e. All of these

c. Incentive compensation

The Family and Medical Leave Act requires employers to provide up to __________ unpaid leave for childbirth, adoption, or family emergencies. a. 30 days b. 4 weeks c. 8 weeks d. 12 weeks e. 60 days

d. 12 weeks

__________ is a clear and concise summary of the specific tasks, duties, and responsibilities for a particular job. a. Job analysis b. A job specification c. A job requirement d. A job description e. A realistic job preview

d. A job description

__________ requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups. a. Social learning b. Discrimination c. Reverse discrimination d. Affirmative action e. Employment-at-will

d. Affirmative action

Which of the following federal laws restricts mandatory retirement? a. Americans with Disabilities Act b. Civil Rights Act c. Vocational Rehabilitation Act d. Age Discrimination in Employment Act e. None of these

d. Age Discrimination in Employment Act

An example of __________ is when current employees are given preference when a position opens in their organization. a. discrimination b. internal recruiting c. nepotism d. external recruiting e. cannibalizing

b. internal recruiting

In the __________ process, employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics. a. recruiting b. training c. selection d. development e. orientation

c. selection

One of the most dangerous performance evaluation errors is __________, which occurs when a rater places an employee into a class or category based on one or a few traits or characteristics. a. homogeneity b. the halo effect c. stereotyping d. diversion e. leniency

c. stereotyping

Which of the following is a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide development? a. 360-degree feedback b. Job evaluation c. Multiple-rater appraisal d. Performance appraisal interview e. Performance review ranking system

a. 360-degree feedback

Which of the federal laws requires continued health insurance coverage (paid by employee) following termination? a. Consolidated Omnibus Budget Reconciliation Act b. Patient Protection and Affordable Care Act c. Occupational Safety and Health Act d. Family and Medical Leave Act e. None of these

a. Consolidated Omnibus Budget Reconciliation Act

Colby is Renee's supervisor and is preparing her annual performance appraisal. Although Renee has missed several work deadlines over the past few months, Colby is impressed with Renee because she is very enthusiastic about her job, has a very positive personality and is well-liked by her coworkers, and has an impeccable style and always dresses very professionally. Because of this, Colby gave Renee high marks across the board on her performance appraisal. What performance evaluation error did Colby succumb to? a. Halo effect b. Favoritism c. Homogeneity d. Leniency e. Stereotyping

a. Halo effect

Which of the following refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees? a. Human capital b. Economic capital c. Talent d. Capital assets e. Economic assets

a. Human capital

__________ refers to the activities undertaken to attract, develop, and maintain an effective workforce. a. Human resource management b. Recruitment c. A talent search d. Strategic management e. Operations management

a. Human resource management

__________ is a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed. a. Job analysis b. A job specification c. A job requirement d. A job description e. A realistic job preview

a. Job analysis

What type of interview permits the applicant to talk freely with minimal interruption in an attempt to bring to light information, attitudes, and behavioral characteristics that might not come out otherwise? a. Nondirective b. Structured c. Panel d. Biographical e. Situational

a. Nondirective

Which of the following federal laws establishes mandatory safety and health standards in organizations? a. Occupational Safety and Health Act b. Consolidated Omnibus Budget Reconciliation Act c. Family and Medical Leave Act d. Americans with Disabilities Act e. Civil Rights Act

a. Occupational Safety and Health Act

__________ is incentive pay that ties at least part of compensation to employee effort and productivity, whether it be through merit-based pay, bonuses, team incentives, or various gain-sharing and profit-sharing plans. a. Pay-for-performance b. Seniority pay c. Job-based pay d. Competency-based pay e. Group performance pay

a. Pay-for-performance

Which of the following performance appraisal methods essentially evaluates employees by pitting them against one another? a. Performance review ranking system b. Semantic differential rating scale c. Behaviorally anchored rating scale d. Unidimensional rating scale e. 360-degree feedback

a. Performance review ranking system

__________ provide(s) people more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities. a. Promotions b. Appraisals c. Evaluations d. Endorsements e. Coaching

a. Promotions

Which of the following is not appropriate to ask on employee applications and during interviews? a. Race or color of skin b. If the applicant is over 18 c. If the applicant has ever been convicted of a crime d. Prior work experience e. If the applicant has a legal right to work in the United States

a. Race or color of skin

An in-house training and education facility that offers broad-based learning opportunities for employees throughout their careers is known as a: a. corporate university. b. meta-training facility. c. stand-and-deliver classroom. d. learning management system. e. content development facility.

a. corporate university.

Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of: a. discrimination. b. affirmative action. c. equal employment opportunity. d. employment-at-will. e. termination-at-will.

a. discrimination.

Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed TemperTool, his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training, and maintaining effective employees. In training employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

b. Managing talent

__________ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied. a. Selection b. Recruiting c. Training d. Developing e. Planning

b. Recruiting

Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him that he will ask him a set of standardized questions that are being asked of every applicant interviewing for the same position. This can best be described as what type of interview? a. Nondirective b. Structured c. Panel d. Biographical e. Extreme

b. Structured

FirstTrack, a fitness equipment manufacturer, has just purchased Runnerz Inc., a start-up company, for $15 million. FirstTrack plans to shut down Runnerz but retain over 75 percent of the staff. This is an example of: a. blind hiring. b. acqui-hiring. c. fast track hiring. d. start-up consolidation. e. employer branding.

b. acqui-hiring.

Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of: a. equal employment opportunity. b. affirmative action. c. cultural bias. d. employment-at-will. e. sexual harassment.

b. affirmative action.

The new social contract is based on the concept of __________ rather than __________. a. knowledge; skill development b. employability; lifetime employment c. employer responsibility; personal responsibility d. lifetime employment; employability e. job security; personal responsibility

b. employability; lifetime employment

In utilizing the matching model of employee selection, the organization offers __________ and the employee offers __________. a. contributions; inducements b. inducements; contributions c. contributions; meaningful work d. ability; training e. commitment; rewards

b. inducements; contributions

There is some evidence that the typical interview is __________ predictor of job performance. a. generally a good b. not generally a good c. an excellent d. a very poor e. the most consistent

b. not generally a good

A recent Global Recruiting Trends Report by LinkedIn indicates that 39 percent of recruiters list __________ as their number-one long-lasting recruiting trend. a. Internet job boards b. social and professional networks c. employee referral programs d. employer branding e. job fairs

b. social and professional networks

Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed TemperTool, his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training, and maintaining effective employees. To determine a fair compensation for the employees, Gregory should: a. give employment tests to the employees. b. use job evaluation techniques. c. devise a wage and salary survey. d. use a performance review ranking system. e. conduct a job analysis.

b. use job evaluation techniques.

All of the following are questions relevant to human resource planning except: a. "What is the current turnover rate?" b. "What is the volume of business expected to be over the next five years?" c. "What was the volume of business over the past five years?" d. "How will new technology affect the organization?" e. All of these are relevant questions for human resource planning.

c. "What was the volume of business over the past five years?"

HiTech Electronics uses a single-day hiring process for entry-level engineers and programmers. Which innovative human resource practice does HiTech use? a. Blind hiring b. Employer branding c. Fast track hiring d. Acqui-hiring e. On-the-spot hiring

c. Fast track hiring

Which of the following statements about recruiting is true? a. Internal recruiting is more costly than external recruiting. b. Internal recruiting is less costly than external recruiting but generates lower employee development. c. Internal recruiting generates higher employee commitment than external recruiting. d. External recruiting generates higher employee satisfaction than internal recruiting. e. External recruiting offers no advantages over internal recruiting.

c. Internal recruiting generates higher employee commitment than external recruiting.

Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization? a. Reality check b. Affirmative action c. Realistic job preview d. Job specification e. Job description

c. Realistic job preview

Which of the following refers to learning informally from others by using social media tools, including mobile technologies, social media, wikis, and blogs? a. Mentoring b. Shadowing c. Social learning d. Apprenticeship e. Guiding

c. Social learning

Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed TemperTool, his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training, and maintaining effective employees. To select high-potential individuals for management positions, which of the following is the best selection device that Gregory could use? a. Realistic job preview b. Online check c. Structured interview d. Physical ability tests e. Job application form

c. Structured interview

The __________ prohibits discrimination based on physical or mental disability. a. Civil Rights Act b. Family and Medical Leave Act c. Vocational Rehabilitation Act d. Age Discrimination in Employment Act e. Consolidated Omnibus Budget Reconciliation Act

c. Vocational Rehabilitation Act

A(n) __________ is used for collecting information about an applicant's education, previous job experience, and other background characteristics. a. employment test b. performance appraisal c. application form d. affirmative action form e. realistic job preview

c. application form

The __________ is developed from critical incidents relating to job performance. a. performance appraisal interview b. semantic differential rating scale c. behaviorally anchored rating scale d. unidimensional rating scale e. performance review ranking system

c. behaviorally anchored rating scale

The hiring of applicants based on criteria that are not job-related is called: a. affirmative action. b. equal employment opportunity. c. discrimination. d. reverse discrimination. e. employment-at-will.

c. discrimination.

Amanda recently arranged for her company to give away copies of the online game they produce at a video-gaming conference. Her goal was to help potential recruits know more about her company and to promote the company as a highly desirable place to work. Amanda was involved in: a. blind hiring. b. training and development. c. employer branding. d. acqui-hiring. e. none of these.

c. employer branding.

Conolly Company uses internal recruiting whenever possible. This practice: a. costs more than external recruiting. b. decreases employee satisfaction. c. generates increased employee commitment. d. gives employees an upper hand in negotiations.

c. generates increased employee commitment.

All of the following are current strategic issues of particular concern to managers except: a. hiring the right people to become more competitive on a global basis. b. hiring the right people for improving quality, innovation, and customer service. c. hiring the right people to become more competitive on a local basis. d. knowing the right people to retain after mergers, acquisitions, or downsizing. e. hiring the right people to apply new information technology for mobile business.

c. hiring the right people to become more competitive on a local basis.

The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as: a. organization development. b. organizing. c. human resource planning. d. selection. e. recruiting.

c. human resource planning.

With __________, compensation is linked to the specific tasks an employee performs. a. skill-based pay b. incentive pay c. job-based pay d. salary e. competency-based pay

c. job-based pay

Yuki recently accepted a job offer as a financial analyst for a large consulting company. On his first day at work, Edward, a senior analyst with many years of experience, says to Yuki, "Just watch what I do for a few days. I'll help you learn as you work." Yuki is receiving: a. a realistic job preview. b. social learning. c. on-the-job training. d. development. e. none of these.

c. on-the-job training.

A personality test would assess all of the following characteristics of a job applicant except: a. emotional stability. b. creativity. c. reasoning abilities. d. openness to learning. e. agreeableness.

c. reasoning abilities.

Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task? a. How many tellers are expected to retire over the next five years? b. What new technologies (e.g., automated teller machines) will be introduced over the next five years? c. How many new branches does the bank expect to open over the next five years? d. All of these questions are relevant. e. All of these questions are irrelevant.

d. All of these questions are relevant.

Which of the following is not one of the primary goals of human resource management (HRM)? a. Finding the right people b. Managing talent so that people achieve their potential c. Maintaining the workforce over the long term d. Developing an effective strategy to compete both locally and on a global basis e. All of these are primary goals of HRM.

d. Developing an effective strategy to compete both locally and on a global basis

Which of the following is part of the new social contract for employees? a. Job security b. A cog in the machine c. Knowing d. Employability e. Routine jobs

d. Employability

Which of the following is not a method used in external recruiting? a. Private employment agencies b. Employee referrals c. Advertising d. Employee resource chart e. State employment services

d. Employee resource chart

Recruiting and selecting employees involves which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

d. Finding the right people

Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed TemperTool, his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training, and maintaining effective employees. In recruiting and selecting employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies

d. Finding the right people

__________ is the first step in attracting an effective workforce. a. Selecting the candidate b. Choosing recruiting sources c. Applying the matching model d. Human resource planning e. Initiating change

d. Human resource planning

__________ provide(s) a way to "test-drive" a potential employee, as well as allow the potential employee to evaluate whether the job and the company make a good fit. a. Social media b. External recruiting c. Internal recruiting d. Internships e. Realistic job previews

d. Internships

Which of the following is part of the old social contract for employees? a. Skill development b. Partner in business improvement c. Personal responsibility d. Job security e. None of these

d. Job security

The strategic approach to human resource management (HRM) recognizes key elements. Which of the following is not an ingredient in successful HRM? a. All managers are involved in managing human resources. b. Employees are viewed as assets. c. Human resource management is a matching process. d. Only top-line managers are predominantly human resource managers. e. All of these are examples of key ingredients in HRM.

d. Only top-line managers are predominantly human resource managers.

It is not okay for an employer to ask anything about a job applicant's __________ during an interview. a. religion b. race c. marital status d. all of these e. none of these

d. all of these

The value of __________ is to provide an inexpensive way to learn about pockets of dissatisfaction within the organization and hence find ways to reduce future turnover. a. a termination interview b. a focus group c. an employment test d. an exit interview e. performance appraisal

d. an exit interview

AMT Industries has done away with using résumés in the hiring process. Instead of focusing on applicants' educational credentials or prior experience, they ask applicants to complete assignments related to the type of work they'll be doing if hired. This is an example of: a. acqui-hiring. b. fast track hiring. c. affirmative action. d. blind hiring. e. external recruiting.

d. blind hiring.

Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees throughout their careers. Pizza Deluxe University would be considered a(n): a. assessment center. b. on-the-job training center. c. orientation center. d. corporate university. e. learning community.

d. corporate university.

The process of observing and assessing employees' performance, recording the assessment, and providing feedback to the employee is referred to as: a. social learning. b. classroom training. c. job analysis. d. performance appraisal. e. none of these.

d. performance appraisal.

Title VII of the Civil Rights Act prohibits discrimination in employment on the basis of all of the following except: a. national origin. b. education. c. race. d. religion. e. sex.

d. religion.

Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that employees left the job because they didn't realize how long the average workday was going to be when they were hired. RBI can begin to solve this problem by emphasizing: a. external recruiting. b. affirmative action. c. better training and development. d. the use of realistic job previews. e. more rigorous employment tests.

d. the use of realistic job previews.

Which of the following practices do high-achieving young professionals consider most important to their career development? a. Working on an inherited problem b. Support from senior management c. Coaching d. Mentoring e. Being involved in high-stakes jobs

e. Being involved in high-stakes jobs

Which of the following is inappropriate to ask on an employment application? a. If the applicant is over 18 b. Where the applicant went to school c. If the applicant has ever been convicted of a crime d. Whether the applicant has any disabilities that might inhibit job performance e. The applicant's ancestry/ethnicity

e. The applicant's ancestry/ethnicity

Which of the following is tied to the goal of managing talent in organizations? a. Labor relations b. Job analysis c. Wages and salary d. HRM planning e. Training and development

e. Training and development

All of the following are selection devices used for assessing applicant qualifications except: a. the application form. b. a structured interview. c. a physical ability test. d. a personality test. e. a drug test.

e. a drug test.

Vacations, unemployment compensation, and educational reimbursements are all part of a company's __________ package. a. pay-for-performance b. incentive pay c. group performance d. merit-based pay e. benefits

e. benefits

One of the newest ways of gauging whether a candidate is right for the company is: a. by contacting previous places of employment. b. by contacting references. c. internships. d. by giving aptitude tests. e. by checking blogs and social networking sites.

e. by checking blogs and social networking sites.

Sandra, a human resource manager at an advertising firm, is currently in the process of determining the value and worth of advertising executive positions within the agency. This is referred to as: a. compensation. b. job analysis. c. wage and salary surveying. d. incentive pay. e. job evaluation.

e. job evaluation.

A(n) __________ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform a specific job adequately. a. job description b. application form c. employment test d. realistic job preview e. job specification

e. job specification