MGMT 210 Week 5 Quiz

MGMT 210 Week 5 Quiz | Devry University

Week 5: Quiz

Question 1

 (TCO 1) When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the _____ function of the management process.

A.      planning 

B.      leading 

C.      controlling 

D.      organizing

Chapter 1. The controlling function of the management process requires managers to set standards such as sales quotas, quality, standards, or production levels. Managers then compare actual performance with the standards, which often involves the use of metrics. Corrective action is then taken when necessary.

Question 2

 (TCO 1) Fabulously Me Inc. is well known in its industry for keeping the cost of benefits to a minimum. The company remains competitive in its market in relation to the salaries of employees, and in addition to medical insurance, it offers tuition reimbursement, child day care on premises, and paid time off. These characteristics of Fabulously Me Inc. represent which HRM function?

A.      Staffing

B.      Training and development  

C.      Compensation and benefits  

D.      Employee relations

Question 3

 (TCO 1) Due to trends in the workforce, HR managers need to be _____.

focused on the strategic, big-picture issues in a company 

measuring performance of HR policies and procedures and able to communicate those results 

managing employee engagement  

All of the above

Question 4

 (TCO 2) A company's plan for how it will match its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage is a _____.

A.      strategic plan 

B.      situation analysis 

C.      SWOT analysis 

D.      tactical plan

Question 5

 (TCO 2) The HR director of a major organization is in a strategic planning meeting with the executive leadership regarding overall performance of the organization during the previous year. Together, they are analyzing why there was a loss of profits overall. The HR director suggests that it is because there is no formal performance appraisal program to assess employee performance that is aligned with strategic goals. The company sets a new strategic goal of increasing sales by 10% in the current year. The HR director states that the company will need to hire 10 new employees and provide training to new and existing employees on a new sales system. She also suggests that a new performance appraisal process needs to be put into place to assess whether employees and departments are adequately demonstrating the behaviors and skills needed to be successful. This is an example of _____.

A.      management planning  

B.      strategic human resource management  

C.      financial planning  

D.      controlling

Question 6

 (TCO 2) Which of the following refers to a process for assigning financial and nonfinancial goals to the HR management–related chain of activities required for achieving the company's strategic aims and for monitoring results?

A.      High-performance work systems  

B.      Benchmarking  

C.      HR scorecard 

D.      HR audit

Question 7

 (TCO 3) Which legislation was responsible for the creation of the Equal Employment Opportunity Commission?  

A.      Equal Pay Act of 1963  

B.      Executive Orders 11246 and 11375 

C.      Civil Rights Act of 1866  

D.      Title VII of the Civil Rights Act of 1964

Question 8

 (TCO 3) Paul is a 49-year-old American of Anglo-Saxon descent. What legislation is most likely intended to protect Paul from discrimination?

A.      Executive Order 11375 

B.      Equal Pay Act of 1963 

C.      Executive Order 11246 

D.      Age Discrimination in Employment Act of 1967

Question 9

 (TCO 3) According to the Americans with Disabilities Act, which of the following would not be considered a disability?  

A.      Cosmetic disfigurement  

B.      Anatomical loss  

C.      Compulsive gambling  

D.      AIDS

Question 10

 (TCO 3) One of Alexis's male coworkers has been making sexually suggestive comments to Alexis about her clothing and appearance, which makes Alexis feel uncomfortable at work. What is the first step Alexis should take to address the problem?

A.      Filing a complaint with the local EEOC office 

B.      Filing a verbal complaint with the harasser's boss 

C.      Writing a letter to the accused  

D.      Consulting an attorney

Question 11

 (TCO 3) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

A.      Brown v. Board of Education 

B.      Griggs v. Duke Power Company 

C.      West Coast Hotel Co. v. Parrish  

D.      Abington School District v. Schempp

Question 12

(TCO 3) According to Title VII of the 1964 Civil Rights Act, which of the following employers would be legally allowed to refuse employment to an individual based on race, religion, or sex?  

A.      A state agency with 65 employees  

B.      A medical office with 25 employees  

C.      A local restaurant with 10 employees  

D.      A department store with 100 employees

Question 13

 (TCO 3) All of the following are covered by the Occupational Safety and Health Act except _____.

A.      federal agents 

B.      hospital nurses  

C.      crane operators  

D.      self-employed persons

Question 14

 (TCO 3) Which of the following would most likely not be considered a reportable injury according to OSHA?

A.      Mike breaks his arm while playing in a softball game during a mandatory company picnic.  

B.      John sprains his ankle after becoming tangled in his car's seat belt in the company parking lot. 

C.      Leah breaks her wrist after slipping in a puddle on a stairwell inside the company building.  

D.      Tom injures his back during a traffic accident as he delivers lumber in a company truck.

Question 15

 (TCO 4) Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do?

A.      Make certain to provide training on the KSAs they need to perform their jobs effectively 

B.      Believe that employee motivation is the responsibility of the employee themselves.  

C.      Rely primarily on applicant testing results for hiring decisions  

D.      Think that job analysis is pointless and hire based on a feeling he has about applicants.

Question 16

 (TCO 1) A manager uses the information in a job analysis for all of the following except _____.

A.      assessing training requirements  

B.      complying with Federal Communications Commission regulations  

C.      determining appropriate compensation  

D.      providing accurate performance appraisals

Question 17

 (TCO 4) _____ is the process of deciding what positions the firm will have to fill and how to fill them.

A.      Recruitment 

B.      Selection 

C.      Job analysis 

D.      Workforce planning

Question 18

 (TCO 4) Finding or attracting applicants for an employer's open positions is known as _____.  

A.      succession planning  

B.      employee recruiting  

C.      personnel planning  

D.      job posting

Chapter 5. Employee recruiting is the process of finding or attracting applicants for an employer's open positions. Recruiting involves building up an applicant pool by posting jobs and succession planning, which is the process of internally filling executive jobs.

Question 19

 (TCO 4) When assessing a candidate in the selection process, it is important to use selection tools that are _____.

A.      reliable  

B.      valid  

C.      job related  

D.      All of the above

Question 20

 (TCO 4) Carl recently participated in a selection test for a position at Northern Aeronautics. The test measured Carl's finger dexterity and reaction time, so it was most likely a _____ test.

A.      motor ability  

B.      personality  

C.      cognitive  

D.      interest

Question 21

 (TCO 4) Accurate job analysis is an important piece of strategic HR. Discuss one method used to collect job analysis data. Include what the method entails and a specific example of how it could be used.

Question 22

 (TCO 4) The goals of recruiting include creating a qualified pool of applicants and discouraging nonqualified applicants from applying. There are a variety of methods used to recruit qualified applicants. Discuss the recruiting methods of advertising and referrals and walk-ins. What are the characteristics of each?

Question 23

 (TCO 4) Discuss work sampling techniques, and management assessment centers. What are these selection tools? For what type of job (or position) might HR use them as selection assessments? Why might they be used for this type of job?

Work sampling tries to predict job performance by requiring job candidates to perform one or more samples of the job’s tasks. For example, work samples for a cashier may include operating a cash register and counting money. A well-designed, valid and reliable assessment center can usually predict potential success in a role and minimize the chances of making a bad hiring decision.

Chapter 6. Work sampling techniques is a testing method based on measuring performance on actual job tasks. They may be used for a multitude of different jobs. Student answers will vary. They should suggest a position that shows that the type of test is job relevant. Management assessment centers are simulations in which candidates for management positions are asked to perform tasks that are realistic in the position they are applying for. They are given hypothetical situations and scored on their performances. They may be used for a multitude of different jobs.

Question 24

 (TCO 4) There are multiple errors (or biases) that can undermine the usefulness of an interview. Name two of these errors, discuss what each is, and what might be done to avoid them in an interview?

A.      Snap judgment -coming to a conclusion early in a interview based on resume or test scores. You should be as open minded as possible and allow the candidate to honestly answer the questions.

B.      Not clarifying what the job requires-You should clarify what sorts of traits you’re looking for, and why, before starting the interview. This prevent a waste of time on both sides and allow the applicant to decide if they still think its a good fit.

C.      Chapter 7. Students may list and define any of the following two errors: first impressions, not clarifying what the job requires, contrast error, nonverbal and impression management, and effect of personal characteristics. Students may also mention other errors that they found through outside research. Students should mention what the error is and suggestions for avoiding it.