(TCO 1) Celeste spends most of her time at work establishing goals for her staff….

Question
1.1. (TCO 1) Celeste spends most of her time at work establishing goals for her
staff of 50 employees and developing procedures for various tasks. In which
function of the management process does Celeste spend most of her time? (Points
: 5)

Leading

Controlling

Organizing

Planning

Question
2.2. (TCO 1) Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a
small but fast-growing firm that has gained a loyal following for its use of
fresh, organic ingredients in its beverages. Although beverage industry experts
recommended that Sweet Leaf replace the organic cane sugar and honey it uses
with less costly high-fructose corn syrup, Sweet Leaf refused because of the
company’s mission to provide a high-quality, organic beverage to consumers. The
11-year-old company has 50 employees, and its products are available in 30% of
the U.S. market. Sweet Leaf Tea recently received multimillion dollar
investments that will enable the business to expand its national presence.

Which
of the following, if true, best supports the idea that Sweet Leaf Tea has
implemented a competitive strategy of differentiation? (Points : 5)

New Sweet Leaf Tea customers are initially attracted to the unique
labels and logo on the bottles.

Loyal customers of Sweet Leaf Tea seek products that are U.S. Department
of Agriculture-certified organic despite the associated higher costs.

Other brands of bottled iced tea compete with Sweet Leaf Tea by offering
new flavors at competitive prices.

Sweet Leaf Tea sells both lemonade and teas in a variety of flavors that
appeal to consumers of all ages.

Question
3.3. (TCO 2) The four major areas of human resource management are (Points : 5)

training, development, legal, and outsourcing.

training, development, IRS, and benefits.

employment, training and development, compensation and benefits, and
employee relations.

hiring, firing, promoting, and training.

Question
4.4. (TCO 2) Which of the following refers to an analysis by which an
organization measures where it currently stands and determines what it has to
accomplish to improve its HR functions? (Points : 5)

HR methodology

HR benchmark

HR checklist

HR audit

Question
5.5. (TCO 3) Which of the following best defines termination at will? (Points :
5)

Employees can refuse to collaborate with specific coworkers for personal
reasons.

Either the employer or the employee can end the employment relationship
at anytime.

Employers can deny employees’ requests for vacation and leave for any
reason.

Customers can end relationships with service providers for any reason at
anytime.

Question
6.6. (TCO 3) A company used a personality test to select job candidates for
customer service positions. There were 40 male candidates and 20 female
candidates. It appeared that 30 men passed the personality test and five women
passed the personality test. Was there evidence of disparate impact against
female candidates with this personality test? (Points : 5)

No, because this is an example of disparate treatment.

No, because a passing rate of 25% (5/20) for the female candidates is
fairly good.

Yes, because the passing rate of the female candidates (25%) is less
than 80% of the passing rate of the male candidates (75%).

Yes, because the passing rate of the female candidates can’t be
determined.

Question
7.7. (TCO 4) Which of the following lists of reasons for being terminated
consists of all exceptions to the employment at will policy? (Points : 5)

Whistle-blowing, pregnancy, reduction in force

Pregnancy, armed forces deployment, a pilot who turns age 70

Armed forces deployment, whistle-blowing, an 18-month jury duty
Whistle-blowing, being convicted of DUI,
armed forces deployment

Pregnancy, being hospitalized for 6 months, armed forces deployment

Question
8.8. (TCO 4) Which of the following would least likely foster diversity in the
workplace? (Points : 5)

Changing the culture through diversity training education programs

Appointing a small group of minorities to high-profile positions

Recruiting minority members to the board of directors

Using metrics to evaluate diversity programs

Question
9.9. (TCO 5) Pick the list that only includes methods of job analysis. (Points
: 5)

Diary, walk-about, questionnaire, interviews

Questionnaire, restructuring, interviews, focus groups

Diary, questionnaire, technical conference

Focus groups, reduction in force, interviews

Walk-about, focus groups, interviews

Question
10.10. (TCO 5) Leona has gathered job analysis data with a structured
questionnaire for managerial jobs in remote locations of her firm. Exit
interviews have produced comments such as, “You should have told me what
was really expected.” She wants to use an additional collection technique
to avoid misrepresentation in job descriptions. Leona’s boss told her, “Be
thorough. Job analysis time and cost are nothing compared to the cost of
replacing these managers.” Which method should she use? (Points : 5)

Individual interview

Technical conference

Diary

Gap analysis

Question
11.11. (TCO 6) When using either a trend analysis or a ratio analysis, it is
assumed that _____ will remain the same. (Points : 5)

staffing levels

currency rates

productivity levels

recruitment plans

Question
12.12. (TCO 6) Which is not a constraint on recruiting efforts? (Points : 5)

Job attractiveness

Recruiting costs

State influence

Organization image

Question
13.13. (TCO 7) Which is the difference between a conditional job offer and a
permanent job offer? (Points : 5)

The conditional job offer is made when employment tests are passed. The
permanent job offer is made when background checks are passed.

The conditional job offer is made by the recruiter. The permanent job
offer is made by the interviewer.

The conditional job offer is made after salary is set. The permanent job
offer is based on performance expectations before salary is set.

Conditional job offers are made to hourly workers. Permanent job offers
are made to salaried workers.

The conditional job offer is made before the initial screening. The
permanent job offer is made after medical requirements are met.

Question
14.14. (TCO 7) Why are performance simulation tests used more often today
instead of written tests in the selection process? (Points : 5)

Employment tests are more expensive than performance simulation tests.

It is easier to train an interviewer to administer a performance
simulation test than an employment test.

Performance simulation tests more easily meet the criteria of job
relatedness because they evaluate actual job behaviors.

Employment tests are conducted after hiring decisions are made, not
during the selection process