MGMT 410 Week 4 Quiz

MGMT 410 Week 4 Quiz | Devry University

Week 4: Quiz 

Question 1- The vice president of marketing tells a marketing manager to prepare a presentation by the end of the week. The vice president is most likely exercising which of the following?  

A.      Staff authority  

B.      Procedural authority  

C.      Line authority  

D.      Functional authority

Question 2- 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.

A.      Which of the following, if true, would best support the argument that Sweet Leaf Tea should implement a corporate-level strategy of market penetration?  

B.      Sweet Leaf Tea can develop a national name by adding new product lines, such as organic snack foods and organic coffee.  

C.      Sweet Leaf Tea's marketing research indicates that customers would purchase the organic beverages more frequently if the prices were lower.  

D.      Sweet Leaf Tea can achieve growth by aggressively selling its beverages in current markets where loyal customers will help boost word-of-mouth.  

E.       Sweet Leaf Tea's competitors primarily focus their marketing and distribution efforts on regional grocery store chains rather than big-box national retailers.

Question 3-The four major areas of human resource management are  

A.      training, development, legal, and outsourcing. 

B.      training, development, IRS, and benefits.  

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

D.      hiring, firing, promoting, and training.

Question 4- 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?  

A.      HR methodology  

B.      HR benchmark  

C.      HR checklist  

D.      HR audit

Question 5- Which of the following laws most impacts pregnant women’s employee and/or employer rights and obligations?  

A.      USERRA  

B.      ADA  

C.      OSHA  

D.      NLRA  

E.       PDA

Question 6- A consequence of an employment practice that results in a greater rejection rate for a minority group than for a majority group is  

A.      adverse (or disparate) impact.  

B.      adverse attack.  

C.      adverse treatment.  

D.      disparate treatment.

Question 7- Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech's top executives are evaluating the firm's hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment.

A.      Which of the following best supports the argument that Health-Tech should make significant changes to its disciplinary process?  

B.      According to surveys, Health-Tech employees feel that managers do not listen to their concerns or take their opinions seriously.  

C.      Health-Tech requires employees to receive annual ethics training to ensure that they understand the firm's latest policies. 

D.      Health-Tech's main competitor uses fictional scenarios to test applicants' morality and has fewer ethics problems than Health-Tech.  

E.       Historically, arbitrators have overturned the dismissal decisions of Health-Tech's managers because of unclear company rules.

Question 8 -Sharon, vice president of human resources for a large textile firm, is in a strategic restructuring meeting. The discussion topics include which one of the three production facilities to close within the next 4 years. There are 40 employees at each of the facilities. When asked, "What must we tell the employees?" Sharon responds,  

A.      "Tell them we are keeping the newest plant open for another 2 years. Transfer all employees with 20 years of seniority to that plant."  

B.      "Notify all workers immediately of probable plant closings within the next 4 years."  

C.      "If we close, workers in affected areas get 30 days notice or 90 days pay and benefits upon closing."  

D.      "Legally, we are not required to tell the employees anything unless we lay off 50 or more individuals or close an entire facility 60 days from now."

Question 9- A written statement of what a job holder does, how it is done, under what conditions it is done, and why it is done is  

A.      a job evaluation.  

B.      a job analysis.  

C.      a job assessment.  

D.      a job description.  

E.       a job specification.

Question 10- When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used?  

A.      Group view method  

B.      Observation method  

C.      Structured method  

D.      Individual view method

Question 11-When using either a trend analysis or a ratio analysis, it is assumed that _____ will remain the same.  

A.      staffing levels  

B.      currency rates  

C.      productivity levels  

D.      recruitment plans

Question 12- Which is not a constraint on recruiting efforts?  

A.      Job attractiveness  

B.      Recruiting costs  

C.      Government influence  

D.      Candidate image

Question 13- Which is the difference between a conditional job offer and a permanent job offer?

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

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

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

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

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

Question 14- Which of the following is not true regarding interviewing?  

A.      Prior knowledge about the applicant can bias the interviewer's evaluation.  

B.      Structured interviews are less reliable than unstructured interviews.  

C.      The interviewer tends to favor candidates who share their own attitudes.  

D.      Interviewers have short and inaccurate memories.