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Human Resource
Q:
Which of the following early management theorists suggested improved methods of employment testing, training, performance evaluations, and job efficiency?
a) Frederic Taylor
b) Hugo Munsterberg
c) Mary Parker Follet
d) Tom Peters
e) Elton Mayo
Q:
______ is considered the father of scientific management.
a) Frederick Taylor
b) Hugo Munsterberg
c) Mary Parker Follet
d) Tom Peters
e) Elton Mayo
Q:
The Hawthorne studies were the work of
a) John Hawthorne.
b) Elton Mayo.
c) Hugo Munsterberg.
d) Frederick Taylor.
e) Mary Parker Follet.
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:
All of the following are examples of the HRM dynamic environment EXCEPT:
a) compensation
b) ethics
c) work process engineering
d) globalization
e) decentralized work sites
Q:
Kai, a human resources manager in a service organization, has rewritten the policies and procedures manual and all job descriptions to remove any idioms, and arranged for translations into six languages. This is an example of which part of the dynamic environment of HRM?
a) Employee involvement
b) Technology
c) Inception
d) Labor unions
e) Workforce diversity
Q:
Albert, a VP for Human Resources, is evaluating the extent to which the hiring and employment practices in his organization are in compliance with federal and state laws. Which type of external influences that impact HRM is Albert is considering?
a) Workforce diversity
b) Community relations
c) Laws and regulations
d) Ethics
e) Labor unions
Q:
Tom accepted an overseas assignment from his employer, however, after 30 days, he and his family were disgruntled. This most likely occurred because HR failed to
a) make arrangements for the family pet to join Tom and his family members overseas.
b) involve both Tom and his entire family in the relocation and orientation process prior to departure.
c) change Tom's compensation and benefits to match those of other employees in the new location.
d) provide return airline tickets to Tom and his family.
e) none of the above.
Q:
An effective HRM communications program should have all of the following elements EXCEPT
a) top management commitment.
b) an effective upward communication mechanism.
c) a way to determine what to communicate.
d) a way to allow for feedback.
e) no lower-level employee involvement.
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:
Which of the following is NOT a responsibility of human resource professionals?
a) Train employees to improve their productivity.
b) Design a work environment conducive to employee retention.
c) Manage the professional development of each employee.
d) Attract the best qualified employees.
e) Improve the well-being of employees by closely monitoring their personal and family life.
Q:
Which of the following is NOT true regarding changes in the U.S. workplace over the last 35 years?
a) There has been a reduction in the number of federal and state laws regarding hiring and employment practices.
b) Jobs have become more technical and require employees with more knowledge and skills
c) Teamwork has become more prevalent.
d) The number of employees working from home has increased.
e) Job boundaries are becoming more blurred.
Q:
Tamara is an HRM professional who's primarily involved in the motivation function. As such, she may perform all of these activities EXCEPT
a) employee benefits.
b) health and safety.
c) job design.
d) performance appraisals.
e) rewards and compensation.
Q:
You have been offered a job by a major manufacturer as a campus recruiter for technology positions. Your work will be in which HRM function?
a) Training and development
b) Maintenance
c) Motivation
d) Career management
e) Staffing
Q:
Emmanuel conducts new employee orientation for a large organization. His work is within which basic HRM function?
a) Training and development
b) Work process engineering
c) Motivation
d) Career management
e) Staffing
Q:
All of the following are within the primary HRM functions EXCEPT:
a) meeting federal guidelines for employment practices.
b) hiring the best qualified candidates.
c) establishing working conditions that are conducive to retaining the best workers.
d) setting production standards.
e) training employees to function effectively within the organization.
Q:
Employee relations are part of which primary HRM activity?
a) Global assessment
b) Motivation
c) Staffing
d) Training and development
e) Maintenance
Q:
Marty, as a manager, is focused on the primary management function that consists of ensuring that the right people are on the job with appropriate skills, and motivating them to high levels of performance. Marty is focused on which of these functions?
a) Planning
b) Organizing
c) Leading
d) Controlling
e) Delegating
Q:
Mary as a manager is focused on the primary management function that consists of establishing organizational goals. Mary is focused on which of these functions?
a) Planning
b) Organizing
c) Leading
d) Controlling
e) Delegating
Q:
Josh as a manager is focused on the primary management function of determining what activities need to be completed to accomplish his organizational goals. Josh is focused on which of these functions?
a) Planning
b) Organizing
c) Leading
d) Controlling
e) Delegating
Q:
Abby is a manager in a toy store. She is screening and evaluating resumes for a sales associate position in her store. She is very concerned whether the new sales associate will have the appropriate skills for the job and how to motivate them once they are hired. The primary management function indicated is
a) planning.
b) organizing.
c) leading.
d) controlling.
e) delegating.
Q:
Which of the following is true regarding the achievement of organizational objectives?
a) Any effort to achieve organizational objectives has three elements in common: goals, people, and leadership.
b) Any effort to achieve organizational objectives has three elements in common: goals, scarce resources, and leadership.
c) Any effort to achieve organizational objectives has three elements in common: goals, people, and leadership.
d) Any effort to achieve organizational objectives has three elements in common: goals, limited resources, and people.
e) Any effort to achieve organizational objectives has three elements in common: goals, scarce resources, and technological edge.
Q:
Vinita, the Vice-President of Human Resources at ABC Products, starts her staff meeting with, "The work process engineering we implemented last year was a good start. We need to overhaul four of the other production areas within the next 18 months. What do you think are reasonable goals and objectives, based on last year's work?" She is performing the management function of
a) controlling.
b) leading.
c) organizing.
d) planning.
e) adapting.
Q:
Which of the following statements best describes the role of managers?
a) The role of managers is to set organizational goals.
b) The role of managers is to delegate responsibilities and ensure that organizational goals are met.
c) The role of managers is to monitor activities and employees to ensure that organizational goals are met.
d) The role of managers is to reward and punish employees to ensure that organizational goals are met.
e) The role of managers is to work with and through other people, allocating resources, in the effort to achieve organizational goals.
Q:
The primary functions of management are
a) planning, organizing, adapting, and measuring.
b) organizing, planning, leading, and adapting.
c) leading, organizing, planning, and controlling.
d) planning, leading, controlling, and adapting.
e) planning, adapting, leading, and improvising.
Q:
The HR ________ is typically concerned with only one of the four functions of HR.
Q:
A ________ is a company that assumes all HR functions of a client company by hiring all of its employees and leasing them back to the company.
Q:
________ is designed to help the organization ensure that it has the necessary talent internally for meeting future human resource needs.
Q:
The main thrust of the _____ is to promote staffing activities.
Q:
Job performance is a function of the employee's ability and _________ to do the work.
Q:
________ are designed to assist employees in advancing their work lives.
Q:
The _________ paved the way for the human relations movement.
Q:
External HRM influences are categorized into the general areas of the dynamic environment, ________, labor unions, and current management practice.
Q:
HRM is a _______ function that provides assistance in HRM matters to line employees or those directly involved in producing the organization's goods and services.
Q:
_______________ are those who work with and through people, allocating resources in the effort to achieve goals.
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 benefitsThe process of efficiently completing activities with and through people.
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 benefitsSharing HRM activities among geographically dispersed divisions.
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 series of studies conducted at a plant of Western Electric in the 1920s and 1930s that provided new insights into group behavior.
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 benefitsActivities in HRM concerned with employee commitment and loyalty to the organization.
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 that consists of establishing organizational goals.
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 benefitsHRM programs designed to provide information to employees.
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 benefitsHRM function concerned with paying employees and administering the benefits package.
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 benefitsActivities in HRM concerned with effective communications among organizational members
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 benefitsActivities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities.
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 benefitsActivities in HRM concerned with helping employees exert at high energy levels.
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 set of principles designed to enhance worker productivity.
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 benefitsActs on behalf of its members to secure wages, hours, and other terms and conditions of employment.
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 that consists of monitoring activities to ensure that organizational goals are achieved.
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:
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 focusing on determining what activities need to be completed to accomplish organizational goals
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 benefitsActivities in HRM concerned with seeking and hiring qualified employees.
Q:
Shared services centers are one way to make HR functions more cost-efficient and responsive to the organizational strategy.
Q:
Of all the functions of an organization that may be outsourced, unfortunately, HR is one function that cannot.
Q:
Outsourcing refers to sharing HRM activities among geographically dispersed divisions.
Q:
Interpersonal communication skills have no influence on advancement in an HR career.
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:
In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying.
Q:
Labor unions promote grievance procedures to resolve differences between workers and management.
Q:
Frederick Taylor is often regarded as the father of scientific management.
Q:
Unions in organizations were outlawed by the Wagner Act of 1935.
Q:
Planning and controlling are the primary functions of management.
Q:
A typical HR department has responsibility for transactional work, which is developing solutions that benefit employee work groups, like resolving employee performance issues or work-group conflict.
Q:
Which of the following is a common way for a business to enter a new market, acquire technology, or gain financial advantage?
a) Offshoring
b) Merger
c) Bankruptcy
d) Economies of scale
e) Acquisition
Q:
Which of the following established a procedure for public companies regarding how they handle their finances and reporting?
a) Codes of ethics
b) U.S. Department of Labor
c) Whistle-blower Protection Act
d) Sarbanes-Oxley Act
e) Labor unions
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:
Which aspect of diversity has greatly shaped the labor pool for U.S. companies based on immigration trends?
a) Socioeconomic status
b) Multiculturalism
c) Sexual orientation
d) Politics
e) Spirituality
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:
Due to the importance of legal rights and requirements of employees and employers, which of the following has become a significant responsibility for HRM?
a) Employee rights
b) Invasion of privacy issues
c) Technology
d) Ethics
e) Legal compliance
Q:
Which of the following is NOT true regarding ethics in organizations?
a) In recent years, ethics has become a major issue in U.S. organizations owing to corporate scandals such as Enron or WorldCom.
b) Corporate scandals such as Enron and WorldCom have created a lack of trust in management.
c) Companies that were in corporate scandals did not have codes of ethics.
d) Codes of ethics are increasingly popular in U.S. organizations.
e) A mission statement details an organization's primary values and the ethical rules it expects managers and employees to follow. .
Q:
People who lack a strong moral sense are much less likely to do wrong if:
a) the company has a code of ethics.
b) they feel constrained by rules and strong cultural norms that discourage unethical behaviors.
c) they attend a business ethics seminar.
d) the company monitors their emails.
e) the employer performs an integrity test during the selection process
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:
Which of the following is not true regarding the employee involvement for HRM?
a) Employees are expected to work in teams.
b) Employees are expected to delegate.
c) Employees are expected to withhold strategic information from co-workers.
d) Employees need to be trained in all aspects of the job.
e) Employees need training in interpersonal skills.
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:
Which of the following is the best illustration of a work team?
a) A one-man band.
b) A football team that has separate players who specialize in offense, defense, and kickoff.
c) A symphony orchestra with special sections for wind, percussion, and strings
d) A surgical team of 3 nurses and 3 surgeons.
e) Airline employees who may handle baggage today, check in customers tomorrow, or serve on the information desk.
Q:
How does group decision making empower a workforce?
a) Employees have less input to work processes.
b) Isolated workers are prone to fewer work conflicts.
c) Employees have greater access to needed information.
d) There is less stress due to new job skill requirements.
e) Employees have the benefit of tried-and-true past decisions.
Q:
HRM provides support in all of these areas to increase employee involvement except
a) Delegation.
b) Retirement planning.
c) Work teams.
d) Goal setting.
e) Participative management.
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.