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Question
Why is it important for a manager to understand the personality type of their employees?a) Because personality drives the need for promotion and recognition
b) Because personality influences the way people interact and solve problems
c) To better understand the benefits that will attract and retain employees
d) Because personality helps to shape skill sets
e) To match the employee with the correct mentor
Answer
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Related questions
Q:
Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) U. S. v. Paradise.
e) Wards Cove Packing Company v. Antonio.
Q:
An allegation of discrimination could be supported under the restricted policy infraction test in which instance?
a) Company position advertisements state that travel is required, approximately 10-12 days per month.
b) The XYZ company has a policy of promoting from within. They only hire inexperienced, newly graduated applicants, mostly from local universities.
c) A large Baltimore-based financial institution has no African-Americans on the payroll.
d) Jon, an HIV+ postal worker, was passed over for promotion. He had successfully completed all training requirements, but he failed to pass the qualifying examination.
e) Company position available announcements are posted in English and French. Most of the Hispanic workers only speak Spanish.
Q:
When using shared services, which type of service works directly with business unit managers in strategic roles to develop goals and plans for the organization?
a) Centers of excellence
b) Generalist centers
c) Service centers
d) Professional employer organizations
e) Business partners
Q:
Sofia graduated from your college about 10 years ago with an HRM degree. She has developed job analysis and job evaluation materials for three different organizations. She is well suited for which senior HRM position?
a) Compensation and benefits manager
b) Employee relations manager
c) Labor relations manager
d) Training and development manager
e) Employment manager
Q:
Olga is an employment manager whose goal is to get qualified persons into the right job. This activity is better known as _______.
a) salary planning
b) communication programs
c) benefits
d) recruiting
e) career development
Q:
Which of the following describes the organization development function?
a) Providing technological support for all employees.
b) Ensuring that the organization has the necessary talent internally for meeting future human resource needs.
c) Assisting employees in acquiring better skills for their current job.
d) Assisting employees in advancing their work lives.
e) Facilitating system-wide changes in the organization.
Q:
The nearly decade study that gave rise to what is today called the human relations movement was the _________ studies.
a) Hawthorne
b) Longfellow
c) Mayo
d) Emerson
e) Paulson
Q:
Chris is a human resource professional who is currently working with line managers to reward those employees who are creative and innovative. Chris's work is aligning HR strategy with which organizational strategy?
a) Cost differentiation
b) Customer intimacy
c) Customer/Market focus
d) Product differentiation
e) Motivation
Q:
To assist the organization in its strategic direction, which of the following must HRM NOT do?
a) Only react to the decisions made by top managers
b) Be forward thinking
c) Take the lead regarding the "people" dimension of the organization
d) Support the business strategy
e) Attract and retain the most qualified employees
Q:
The main thrust of the _____ is to promote staffing activities.
Q:
________ are designed to assist employees in advancing their work lives.
Q:
The _________ paved the way for the human relations movement.
Q:
a) Employee relations functionb) Scientific managementc) Maintenance functiond) Training and development functione) Hawthorne Studiesf) Controllingg) Motivation functionh) Planningi) Leadingj) Organizingk) Shared servicesl) Communication programsm) Managementn) Strategic human resource managemento) Staffing functionp) Labor unionq) Compensation and benefitsAligning HR policies and decisions with the organizational strategy and mission.
Q:
a) Employee relations functionb) Scientific managementc) Maintenance functiond) Training and development functione) Hawthorne Studiesf) Controllingg) Motivation functionh) Planningi) Leadingj) Organizingk) Shared servicesl) Communication programsm) Managementn) Strategic human resource managemento) Staffing functionp) Labor unionq) Compensation and benefitsA primary management function ensuring that the right people are on the job with appropriate skills, and motivating them to high levels of performance
Q:
Outsourcing refers to sharing HRM activities among geographically dispersed divisions.
Q:
Unfortunately, compensation and benefits managers are the lowest paid HR professionals.
Q:
To provide motivation in most technology-based organizations, the maintenance function is used.
Q:
Frederick Taylor is often regarded as the father of scientific management.
Q:
Ethical behavior and the impact of business decisions on a community, economy, and natural environment are key components of:
a) codes of ethics.
b) acquisitions.
c) sustainability.
d) employee morale.
e) corporate improvement programs.
Q:
The act of valuing contributions and adapting human resource practices to reflect this is known as what?
a) Inclusion
b) Diversity
c) Ethics
d) Work/life balance
e) Rightsizing
Q:
Ethics refers to:
a) a set of rules or principles that defines what is legal and what is illegal.
b) a set of rules or principles that defines right and wrong conduct.
c) a situation in which decisions are made based on religious rules or principles
d) a situation in which individuals make decisions based primarily on their best interest.
e) a situation in which individuals act make decisions based primarily on the best interest of the most economically disadvantaged individuals
Q:
Useful employee involvement requires:
a) demonstrated leadership and supportive management.
b) increased compensation, rather than extensive training.
c) extensive training and increased compensation.
d) clear decision making responsibility by upper management.
e) greater precision in job descriptions.
Q:
HRM is often involved in all of the following for their contingent workers except
a) Motivation.
b) Locating temporary workers.
c) Scheduling options to meet workers' needs.
d) Conflict resolution between contingent and core employees.
e) Negotiating health care benefits.
Q:
Ivan is the vice-president of human resources for a large manufacturing organization involved in work process engineering. What kinds of training needs should he anticipate?
a) New work procedures.
b) Technology enhancements.
c) Decision making.
d) Working in teams.
e) All of the above.
Q:
a) suspensionb) Drug-Free Workplace Act of 1988c) Fair Credit Reporting Act of 1971d) Polygraph Protection Act of 1988e) hot-stove rulef) drug testingg) written verbal warningh) Implied employment contracti) dismissalj) employment-at-will doctrinek) disciplinel) whistle-blowingm) honesty testn) Privacy Act of 1974o) written warningA concept rooted in nineteenth-century common law, which permitted employers to discipline of discharge employees at their discretion.
Q:
The Fair Credit Reporting Act of 1971 allows employers to secretly check the credit history of job applicants.
Q:
The Drug-Free Workplace Act of 1988 requires federal contractors to actively pursue a drug-free environment.
Q:
An allegation of discrimination could be supported under a geographical comparison test in which instance?
a) Mary, a 50-year-old chemical engineer, responded to a position advertised as "Chemical Engineer: BS in Chemical Engineering, plus 5 years' experience or equivalent." She received a form letter in response that said applications were no longer being accepted for this position. She saw the same position advertised 2 days later.
b) Don, a 35-year old MBA, was not interviewed by the XYZ company for the position of general manager. He knew that when his uncle was going to retire next month, a general manager position would be available. The firm has a policy of promoting from within and hires only inexperienced, newly graduated applicants.
c) A large Miami-based financial institution has no Hispanics on the payroll.
d) Jose, who speaks only Spanish, applied for a postal service job which was posted in English, Spanish, and French. He was told applications were no longer being accepted for this position.
e) Jon, an HIV positive postal worker, was passed over for promotion because of his physical condition. He had successfully completed all training requirements and passed the qualifying examination.
Q:
You are vice-president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience, no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed?
a) The 4/5 rule
b) McDonnell-Douglas Test
c) Geographical comparison
d) Performance ratio comparison
e) Seniority systems