Question Details

Question
Question 1.1. (TCO 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? (Points : 5)
Staff authority
Procedural authority
Line authority
Functional authority
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, would most likely undermine the argument that Sweet Leaf Tea should implement a corporate-level strategy of vertical integration? (Points : 5)
Sweet Leaf Tea lacks the facilities or knowledge to produce the raw ingredients for its beverages.
Market research suggests that Sweet Leaf Tea customers primarily purchase only one flavor of tea.
Most loyal customers of Sweet Leaf Tea purchase the beverage at neighborhood convenience stores.
Sugar farmers used by Sweet Leaf Tea have agreed to a fixed price for the next 5 years so that the company can keep prices low.
Question 3.3. (TCO 1) Which of the following is most likely a line function of the human resource manager? (Points : 5)
Ensuring that line managers are implementing HR policies
Advising line managers about how to implement EEO laws
Representing the interests of employees to senior management
Directing the activities of subordinates in the HR department
Question 4.4. (TCO 1) All of the following practices are most likely implemented by companies with high-performance work systems except (Points : 5)
hiring employees based on validated selection tests.
providing pay increases based on service years.
filling positions with internal candidates.
utilizing self-managing work teams.
Question 5.5. (TCO 2) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws? (Points : 5)
Brown v. Board of Education
Griggs v. Duke Power Company
West Coast Hotel Co. v. Parrish
Abington School District v. Schempp
Question 6.6. (TCO 2) A consequence of an employment practice that results in a greater rejection rate for a minority group than for a majority group is (Points : 5)
adverse (or disparate) impact.
adverse attack.
adverse treatment.
disparate treatment.
Question 7.7. (TCO 2) 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 2) 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 3) Pick the list that only includes methods of job analysis. (Points : 5)
Diary/logs, observation, 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 3) When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used? (Points : 5)
Group view method
Observation method
Structured method
Individual view method
Question 11.11. (TCO 3) Which of the following recruiting advertisements is the least likely to be considered discriminatory by the EEOC? (Points : 5)
Looking for folks with 1-2 years’ experience who are recently graduated from high school
Looking for tall, strong, and able-bodied employees for a job as a lumberjack
Wanted: Computer engineers with Linux experience to work the night shift
Wanted: Part-time computer engineers who would like to supplement their social security and/or pension income
Wanted: A dependable, responsible woman, preferably with a degree in education, as a “live-in” house mother for a male-only fraternity house dormitory at the University of Florida
Question 12.12. (TCO 3) Which is not a constraint on recruiting efforts? (Points : 5)
Job attractiveness
Recruiting costs
Government influence
Candidate image
Question 13.13. (TCO 3) 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 3) 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.