1. Which of the following is the person
\nresponsible for accomplishing an organization\u00e2\u0080\u0099s goals by
\n planning, organizing, staffing, leading, and
\ncontrolling personnel?
\na. manager
\nb. entrepreneur
\nc. marketer
\nd. generalist
\n2. Larry, a manager at a commercial real
\nestate firm, has established a monthly sales quota for his
\n sales team. Which basic function of management
\nbest describes Larry\u00e2\u0080\u0099s actions?
\na. staffing
\nb. controlling
\nc. planning
\nd. organizing
\n3. ________ is the process of acquiring,
\ntraining, appraising, and compensating employees, and
\n attending to their labor relations, health and
\nsafety, and fairness concerns.
\na. Organizational health and safety
\nmanagement
\nb. Human resource management
\nc. Behavioral management
\nd. Labor relations
\n4. According to experts, the primary
\nhindrance to a firm\u00e2\u0080\u0099s productivity is its inability to ________.
\na. use advanced accounting controls
\nb. acquire and maintain human capital
\nc. establish effective manufacturing
\nfacilities
\nd. attain adequate cash and credit
\n5. Which of the following is most likely
\na line function of the human resource manager?
\na. representing the interests of
\nemployees to senior management
\nb. directing the activities of
\nsubordinates in the HR department
\nc. ensuring that line managers are
\nimplementing HR policies
\nd. advising line managers about how to
\nimplement EEO laws
\n6. All of the following are examples of
\nhuman resource specialties EXCEPT ________.
\na. job analyst
\nb. labor relations specialist
\nc. compensation manager
\nd. financial advisor
\n7. ________ refers to the tendency of
\nfirms to extend their sales, ownership, and\/or manufacturing
\n to new markets abroad.
\na. Export growth
\nb. Expansion
\nc. Diversification
\nd. Globalization
\n8. Which of the following best explains
\nthe shift from manufacturing to service jobs in the U.S.?
\na. firms producing their own raw
\nmaterials
\nb. web-based training programs for
\nblue-collar workers
\nc. creation of integrated supply
\nchains.
\nd. global environmental concerns and
\nlegislation
\n9. Tara Robles earned an MBA degree and
\nis now an HR manager for a Fortune 500 company. In
\n which of the following tasks does Tara\u00e2\u0080\u0099s
\nadvanced degree benefit her the most?
\na. recruiting college graduates for
\nentry-level positions
\nb. distributing pension payments to retiring
\nemployees
\nc. using application service providers
\nto expedite employee services
\nd. Helping upper management in
\nformulating business strategies
\n10. The EEOC was initially established
\nto investigate complaints about ________.
\na. job discrimination
\nb. structural accommodations for
\ndisabled people
\nc. sexual harassment in schools
\nd. unfair business practices
\n11. Paul is a 49-year-old American of
\nAnglo-Saxon descent. What legislation is most likely
\n intended to protect Paul from discrimination?
\na. Equal Pay Act of 1963
\nb. Age Discrimination in Employment Act
\nof 1967
\nc. Executive Order 11375
\nd. Executive Order 11246
\n12. Which of the following is NOT a form
\nof sexual harassment according to EEOC guidelines?
\na. verbal conduct of a sexual nature
\nthat unreasonably interferes with work performance
\nb. mutually consensual physical conduct
\nof a sexual nature between co-workers
\nc. unwelcome sexual advances that create
\nan intimidating work environment
\nd. physical conduct of a sexual nature
\nthat creates an offensive work environment
\n13. Gus is always making sexual jokes at
\nwork. Many employees find the jokes funny, but Shelley,
\n Gus\u00e2\u0080\u0099s executive Helpant, is uncomfortable
\nwith the jokes. Eventually, she decides to quit her
\n job rather than endure the jokes any longer.
\nWhat form of sexual harassment has Shelley
\n experienced?
\na. hostile environment created by
\nsupervisors
\nb. hostile environment created by
\nco-workers
\nc. quid pro quo
\nd. hostile environment created by
\nnonemployees
\n14. Sanders Sporting Goods, an international
\nsporting goods chain, is being sued for sexual
\n harassment by a former Sanders employee. The
\nplaintiff asserts that she was the victim of
\n numerous unwanted sexual advances from a male
\nco-worker. The woman claims that Sanders\u00e2\u0080\u0099
\n management condoned a hostile work environment
\nand that the company is liable for the
\n actions of the male employee.
\n All of the following are most likely relevant
\nquestions to address in this court case EXCEPT:
\na. Is the male co-worker a U.S. citizen
\nand is Sanders a U.S. entity?
\nb. Does Sanders have a record of
\nemployees who claim disparate treatment in the work
\n place?
\nc. Did Sanders take reasonable care to
\nprevent sexual harassment in the work place?
\nd. Does Sanders have a policy statement
\nregarding sexual harassment?
\n15. Which of the following involves
\ncomparing the percentage of the minority\/protected group
\n and white workers in an organization with the
\npercentage of the corresponding group in the
\n labor market?
\na. personnel population comparison
\napproach
\nb. McDonnell-Douglas test
\nc. population comparisons approach
\nd. restricted policy comparison method
\n16. All of the following are steps
\ninvolved in the strategic management process EXCEPT ________.
\na. crafting a course of action
\nb. defining the business and developing
\na mission
\nc. offshoring low-skill jobs
\nd. evaluating the firm\u00e2\u0080\u0099s internal and
\nexternal situation
\n17. Which of the following activities
\nmost likely indicates that a firm is implementing a vertical
\n integration strategy?
\na. selling unprofitable divisions
\nb. purchasing a competitor\u00e2\u0080\u0099s firm
\nc. producing raw materials
\nd. aggressively selling a new product
\n18. The 2008 announcement by Starbucks
\nthat it would be closing approximately 600 of its stores
\n suggests the firm was using a ________
\nstrategy.
\na. vertical integration
\nb. consolidation
\nc. geographic expansion
\nd. diversification
\n19. Human resource strategies are the
\n________ used to support a firm\u00e2\u0080\u0099s strategic goals.
\na. visions and objectives
\nb. missions and goals
\nc. policies and practices
\nd. theories and tools
\n20. High-performance work organizations
\nare most likely characterized by all of the following
\n EXCEPT ________.
\na. extensive training
\nb. empowered front-line workers
\nc. multi-skilled work teams
\nd. commitment to high production rates
\n21. Which of the following is a written
\nstatement that describes the activities, responsibilities,
\n working conditions, and supervisory
\nresponsibilities of a job?
\na. job description
\nb. job context
\nc. job analysis
\nd. job specification
\n22. Which of the following refers to the
\nhuman requirements needed for a job, such as education,
\n skills, and personality?
\na. job analysis
\nb. job specifications
\nc. job placement
\nd. job descriptions
\n23. Which of the following indicates the
\ndistribution of work within a firm and the lines of authority
\n and communication?
\na. organization chart
\nb. employee matrix
\nc. corporate overview
\nd. process chart
\n24. The primary drawback of performing a
\njob analysis regards the ________.
\na. costs associated with the technology
\nneeded for a job analysis
\nb. certification required to conduct a
\njob analysis
\nc. unverifiable data a job analysis
\ntypically provides
\nd. amount of time a job analysis takes
\nto complete
\ne. redundant information gathered during
\na job analysis
\n25. One of the problems with direct
\nobservation is ________, which is when workers alter their
\n normal activities because they are being
\nwatched.
\na. flexibility
\nb. falsification
\nc. diversion
\nd. reactivity<\/p>\n
Text:
\nHuman Resource Management
\nThirteenth Edition, 2013
\nISBN-13: 9780132668217
\nGary Dessler
\nPearson<\/p>\n","protected":false},"excerpt":{"rendered":"
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