Question
\n1.1. (TCO 1) Celeste spends most of her time at work establishing goals for her
\nstaff of 50 employees and developing procedures for various tasks. In which
\nfunction of the management process does Celeste spend most of her time? (Points
\n: 5)<\/p>\n
Leading<\/p>\n
Controlling<\/p>\n
Organizing<\/p>\n
Planning<\/p>\n
Question
\n2.2. (TCO 1) Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a
\nsmall but fast-growing firm that has gained a loyal following for its use of
\nfresh, organic ingredients in its beverages. Although beverage industry experts
\nrecommended that Sweet Leaf replace the organic cane sugar and honey it uses
\nwith less costly high-fructose corn syrup, Sweet Leaf refused because of the
\ncompany’s mission to provide a high-quality, organic beverage to consumers. The
\n11-year-old company has 50 employees, and its products are available in 30% of
\nthe U.S. market. Sweet Leaf Tea recently received multimillion dollar
\ninvestments that will enable the business to expand its national presence.<\/p>\n
Which
\nof the following, if true, best supports the idea that Sweet Leaf Tea has
\nimplemented a competitive strategy of differentiation? (Points : 5)<\/p>\n
New Sweet Leaf Tea customers are initially attracted to the unique
\nlabels and logo on the bottles.<\/p>\n
Loyal customers of Sweet Leaf Tea seek products that are U.S. Department
\nof Agriculture-certified organic despite the associated higher costs.<\/p>\n
Other brands of bottled iced tea compete with Sweet Leaf Tea by offering
\nnew flavors at competitive prices.<\/p>\n
Sweet Leaf Tea sells both lemonade and teas in a variety of flavors that
\nappeal to consumers of all ages.<\/p>\n
Question
\n3.3. (TCO 2) The four major areas of human resource management are (Points : 5)<\/p>\n
training, development, legal, and outsourcing.<\/p>\n
training, development, IRS, and benefits.<\/p>\n
employment, training and development, compensation and benefits, and
\nemployee relations.<\/p>\n
hiring, firing, promoting, and training.<\/p>\n
Question
\n4.4. (TCO 2) Which of the following refers to an analysis by which an
\norganization measures where it currently stands and determines what it has to
\naccomplish to improve its HR functions? (Points : 5)<\/p>\n
HR methodology<\/p>\n
HR benchmark<\/p>\n
HR checklist<\/p>\n
HR audit<\/p>\n
Question
\n5.5. (TCO 3) Which of the following best defines termination at will? (Points :
\n5)<\/p>\n
Employees can refuse to collaborate with specific coworkers for personal
\nreasons.<\/p>\n
Either the employer or the employee can end the employment relationship
\nat anytime.<\/p>\n
Employers can deny employees’ requests for vacation and leave for any
\nreason.<\/p>\n
Customers can end relationships with service providers for any reason at
\nanytime.<\/p>\n
Question
\n6.6. (TCO 3) A company used a personality test to select job candidates for
\ncustomer service positions. There were 40 male candidates and 20 female
\ncandidates. It appeared that 30 men passed the personality test and five women
\npassed the personality test. Was there evidence of disparate impact against
\nfemale candidates with this personality test? (Points : 5)<\/p>\n
No, because this is an example of disparate treatment.<\/p>\n
No, because a passing rate of 25% (5\/20) for the female candidates is
\nfairly good.<\/p>\n
Yes, because the passing rate of the female candidates (25%) is less
\nthan 80% of the passing rate of the male candidates (75%).<\/p>\n
Yes, because the passing rate of the female candidates can\u00e2\u0080\u0099t be
\ndetermined.<\/p>\n
Question
\n7.7. (TCO 4) Which of the following lists of reasons for being terminated
\nconsists of all exceptions to the employment at will policy? (Points : 5)<\/p>\n
Whistle-blowing, pregnancy, reduction in force<\/p>\n
Pregnancy, armed forces deployment, a pilot who turns age 70<\/p>\n
Armed forces deployment, whistle-blowing, an 18-month jury duty
\n Whistle-blowing, being convicted of DUI,
\narmed forces deployment<\/p>\n
Pregnancy, being hospitalized for 6 months, armed forces deployment<\/p>\n
Question
\n8.8. (TCO 4) Which of the following would least likely foster diversity in the
\nworkplace? (Points : 5)<\/p>\n
Changing the culture through diversity training education programs<\/p>\n
Appointing a small group of minorities to high-profile positions<\/p>\n
Recruiting minority members to the board of directors<\/p>\n
Using metrics to evaluate diversity programs<\/p>\n
Question
\n9.9. (TCO 5) Pick the list that only includes methods of job analysis. (Points
\n: 5)<\/p>\n
Diary, walk-about, questionnaire, interviews<\/p>\n
Questionnaire, restructuring, interviews, focus groups<\/p>\n
Diary, questionnaire, technical conference<\/p>\n
Focus groups, reduction in force, interviews<\/p>\n
Walk-about, focus groups, interviews<\/p>\n
Question
\n10.10. (TCO 5) Leona has gathered job analysis data with a structured
\nquestionnaire for managerial jobs in remote locations of her firm. Exit
\ninterviews have produced comments such as, “You should have told me what
\nwas really expected.” She wants to use an additional collection technique
\nto avoid misrepresentation in job descriptions. Leona’s boss told her, “Be
\nthorough. Job analysis time and cost are nothing compared to the cost of
\nreplacing these managers.” Which method should she use? (Points : 5)<\/p>\n
Individual interview<\/p>\n
Technical conference<\/p>\n
Diary<\/p>\n
Gap analysis<\/p>\n
Question
\n11.11. (TCO 6) When using either a trend analysis or a ratio analysis, it is
\nassumed that _____ will remain the same. (Points : 5)<\/p>\n
staffing levels<\/p>\n
currency rates<\/p>\n
productivity levels<\/p>\n
recruitment plans<\/p>\n
Question
\n12.12. (TCO 6) Which is not a constraint on recruiting efforts? (Points : 5)<\/p>\n
Job attractiveness<\/p>\n
Recruiting costs<\/p>\n
State influence<\/p>\n
Organization image<\/p>\n
Question
\n13.13. (TCO 7) Which is the difference between a conditional job offer and a
\npermanent job offer? (Points : 5)<\/p>\n
The conditional job offer is made when employment tests are passed. The
\npermanent job offer is made when background checks are passed.<\/p>\n
The conditional job offer is made by the recruiter. The permanent job
\noffer is made by the interviewer.<\/p>\n
The conditional job offer is made after salary is set. The permanent job
\noffer is based on performance expectations before salary is set.<\/p>\n
Conditional job offers are made to hourly workers. Permanent job offers
\nare made to salaried workers.<\/p>\n
The conditional job offer is made before the initial screening. The
\npermanent job offer is made after medical requirements are met.<\/p>\n
Question
\n14.14. (TCO 7) Why are performance simulation tests used more often today
\ninstead of written tests in the selection process? (Points : 5)<\/p>\n
Employment tests are more expensive than performance simulation tests.<\/p>\n
It is easier to train an interviewer to administer a performance
\nsimulation test than an employment test.<\/p>\n
Performance simulation tests more easily meet the criteria of job
\nrelatedness because they evaluate actual job behaviors.<\/p>\n
Employment tests are conducted after hiring decisions are made, not
\nduring the selection process<\/p>\n","protected":false},"excerpt":{"rendered":"
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