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Q:
According to Hersey and Blanchards situational leadership model, which of the following leadership style uses low directiveness and high supportiveness?
A) Telling
B) Selling
C) Participating
D) Delegating
Q:
In the context of evaluating the quality of a recruitment source, yield ratios express the:
A. output yielded by a new hire in relation to the cost of recruiting the new hire.
B. the dollar costs incurred per hire.
C. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.
E. the percentage of applicants who complete one year in the organization after recruitment.
Q:
The most important source of recruits for entry-level professional and managerial vacancies is:
A. on-campus interviewing.
B. public employment agencies.
C. advertisements in newspapers and magazines.
D. private employment agencies.
E. employee referrals.
Q:
According to Fiedlers contingency model, in highly unstructured situations, the leaders structure and control are seen as removing undesirable ambiguity and the anxiety that results from it, so a _____ approach may actually be preferred by employees.
A) leader position
B) task-oriented
C) leader−member relations
D) group II
Q:
Who developed the contingency model of leadership?
A) Robert R. Blake
B) Kenneth Blanchard
C) V.H. Vroom
D) Fred Fiedler
Q:
Executive search firms:
A. find new jobs almost exclusively for high-level, unemployed executives.
B. help organizations in on-campus recruiting.
C. help only entry-level and inexperienced employees to find jobs.
D. are agencies administered by the federal government or governmental organizations.
E. serve as a buffer, providing confidentiality between the employer and the recruit.
Q:
_____ clearly decentralize authority.
A) Participative leaders
B) Negative leaders
C) Consultative leaders
D) Autocratic leaders
Q:
_____ is the practice of hiring relatives.
A. Localism
B. Nepotism
C. Structuralism
D. Voluntarism
E. Abstractionism
Q:
_____ approach one or more employees and ask them for input prior to making a decision.
A) Participative leaders
B) Consultative leaders
C) Autocratic leaders
D) Negative leaders
Q:
Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed:
A. nepotism.
B. employee referral.
C. self-selection.
D. internal recruitment.
E. employment at will.
Q:
Which of the following statements is true regarding referrals?
A. Referrals fall under the category of internal source of recruitment.
B. The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C. The use of referrals tends to promote nepotism.
D. Referrals cost much more than other formal recruiting efforts.
E. Referrals are the least preferred sources of new hires.
Q:
_____ structure the complete work situation for their employees, who are expected to do what they are told and not think for themselves.
A) Positive leaders
B) Consultative leaders
C) Autocratic leaders
D) Participative leaders
Q:
_____ are people who apply for a vacancy because someone in the organization prompted them to do so.
A. Direct applicants
B. Natural applicants
C. Neutral applicants
D. Referrals
E. Internal applicants
Q:
What leadership approach can get acceptable short-term performance in many situations, but has high human costs?
A) Positive leadership
B) Negative leadership
C) Supportive leadership
D) Consultative leadership
Q:
Which of the following is NOT a basic type of bad leader?
A) An incompetent person
B) A callous person
C) A flexible person
D) A rigid person
Q:
An applicant who applies for a vacancy without prompting from the organization is referred to as a(n):
A. direct applicant.
B. natural applicant.
C. internal applicant.
D. neutral applicant.
E. referred applicant.
Q:
Which of the following types of jobs would most likely force an organization to use external recruitment methods?
A. Technical positions
B. Business analyst positions
C. Supervisory positions
D. Entry-level positions
E. Middle-management positions
Q:
Negative followership behaviors often involve the following EXCEPT _____.
A) competition
B) rebellion
C) criticality
D) passivity
Q:
Which of the following is NOT a positive followership behavior?
A) Being loyal and supportive
B) Anticipating potential problems and preventing them
C) Constructively confronting the leaders ideas, values, and actions
D) Competing with the leader
Q:
Which of the following is true of internal recruitment sources?
A. Research indicates that most organizational positions are filled internally.
B. Internal recruitment sources expose the organization to new ideas or new ways of doing business.
C. Internal recruiting minimizes the possibility of unrealistic employee expectations.
D. Employee referrals are the most common source for internal recruitment.
E. Internal sources are most appropriate for specialized upper-level positions.
Q:
Which of the following statements is true of leadership?
A) Aggressiveness and constant interaction with others guarantees good leadership.
B) The key task for a leader is to treat all situations similarly and use one standard approach for all situations.
C) A leader should avoid staying in the background to keep pressures off the group or keeping quiet so that others may talk.
D) Successful leadership requires behavior that unites and stimulates followers toward defined objectives in specific situations.
Q:
Which of the following is most likely to be an advantage of relying on internal recruitment sources?
A. They are likely to promote diversity in terms of race and sex.
B. They minimize the impact of political considerations in the hiring decision.
C. They are generally cheaper and faster than other means.
D. They expose the organization to new ideas or new ways of doing business.
E. They are well-suited to recruit specialized upper-level positions.
Q:
_____ is the ability to think in terms of models, frameworks, and broad relationships, such as long-range plans.
A) Conceptual skill
B) Groupthink
C) Followership
D) Technical skill
Q:
The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees is referred to as:
A. job postings.
B. external hiring.
C. employment referral.
D. a workforce utilization review.
E. direct sourcing.
Q:
_____ is the ability to work effectively with people and to build teamwork.
A) Conceptual skill
B) Cognitive factor
C) Ethical motive
D) Human skill
Q:
Which of the following is an internal source of recruitment?
A. Employee Referrals
B. Direct Applicants
C. Employment Agencies
D. Job Postings
E. Personal Interviews
Q:
_____ refers to a persons knowledge of, and ability in, any type of process or method.
A) Conceptual skill
B) Personal integrity
C) Technical skill
D) Narcissism
Q:
The U.S. Armys Army Strong campaign, designed to create a generally favorable impression of the Army as a good place to work in, is an example of:
A. general advertising.
B. image advertising.
C. saturation advertising.
D. proactive advertising.
E. adventure advertising.
Q:
Organizational recruitment materials that emphasize due-process policies, rights of appeal, and grievance mechanisms send a message that:
A. the organization has many problems.
B. employee morale is low in the organization.
C. job security is high in the organization.
D. the organization has a vertical decision-making structure.
E. the organization does not value the employees in the organization.
Q:
Which of the following is a secondary trait of leadership?
A) Honesty and integrity
B) Desire to lead
C) Cognitive ability
D) Personal drive and energy
Q:
_____ formally lay out the steps an employee may take to appeal an employers decision to terminate that employee.
A. Leading indicators
B. Psychological contracts
C. Implicit contracts
D. Due-process policies
E. Employment-at-will contracts
Q:
Which of the following is a primary trait of leadership?
A) Charisma
B) Creativity and originality
C) Knowledge of business
D) Self-confidence
Q:
Which of the following is an employment principle which states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause?
A. Due-process
B. Employment flexibility
C. Rule of fair treatment
D. Psychological contract
E. Employment at will
Q:
One common negative trait of leaders is _____, in which leaders become filled with their own importance, exaggerate their own achievements, seek out special favors, and exploit others for their personal gain.
A) solipsism
B) megalomania
C) narcissism
D) groupthink
Q:
Companies that use lead-the-market pay strategy:
A. would pay more than the current market wages for a job.
B. have a recruiting disadvantage.
C. would recruit lesser number of employees than needed and depend on overtime.
D. provide relatively better working conditions to employees compared to competitors.
E. usually have low pay, coupled with overtime and flex-time.
Q:
The primary role of a leaders is to _____.
A) exaggerate their own achievements
B) influence others to voluntarily seek defined objectives
C) observe subordinates behavior and report to management
D) focus on centralization of power and authority
Q:
Presence of substitutes such as strong subordinate experience, clear rules, or a cohesive work group increases the need for a leaders traditional task orientation.
Q:
Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?
A. Recruitment sources
B. Personnel policies
C. Recruiter traits
D. Recruiter behavior
E. Applicant characteristics
Q:
_____ influence the kinds of job applicants an organization reaches.
A. Personnel policies
B. Recruitment sources
C. Characteristics of the recruiter
D. Financial sources
E. Operational policies
Q:
Substitutes for leadership are factors that make leadership roles unnecessary through replacing them with other sources.
Q:
When a manager uses a consultative I approach, he meets with a group of subordinates to share the problem and obtain inputs, and then makes a decision.
Q:
The process of _____ creates a buffer between planning and the actual selection of new employees.
A. recruiting
B. HR plan evaluation
C. induction
D. outsourcing
E. training
Q:
In the context of the path-goal model, the self-perceived task ability variable illustrates that employees who have high confidence in their potential will react more favorably to an achievement-oriented leader than to a supportive leader.
Q:
Recruitment is defined as:
A. the process of screening a pool of applicants who have applied for a specific position.
B. the process of evaluating the performance of an employee.
C. the activities carried out to identify and attract potential employees.
D. the process of identifying the skills required for successfully performing an organizational role.
E. the process of determining the labor supply and labor demand in an organization.
Q:
According to the path-goal model, achievement-oriented leadership requires the leader to set high expectations for employees and communicate confidence in their ability to achieve challenging goals.
Q:
Which of the following methods is best suited to diagnose the underutilization of a certain minority group in an organization?
A. Workforce Utilization Review
B. Trend Analysis
C. Transitional Matrix
D. Yield Ratio
E. Capacity Utilization Analysis
Q:
Which of the following is a process used to determine whether there are any subgroups whose proportion in a given job category within a company is substantially different from their proportion in the relevant labor market?
A. Adverse Treatment Analysis
B. Workforce Utilization Review
C. Subgroup Reconciliation
D. Discrimination Analysis
E. Disparity Analysis
Q:
Leaders provide psychological support when they help assemble the resources, budgets, power, and other elements that are essential to get the job done.
Q:
According to Fiedlers contingency model, task structure reflects the degree to which one specific way is required to do the job.
Q:
In the context of HR planning, implementation that ties planning and recruiting to the organizations strategy and to its efforts to develop employees becomes a complete program of:
A. reengineering.
B. total quality management.
C. benchmarking.
D. talent management.
E. workforce utilization.
Q:
According to Fiedlers contingency model, leader-member relations are determined by the manner in which the leader is accepted by the group.
Q:
Which of the following is an element in the final stage of human resources planning?
A. Estimating labor demand
B. Estimating labor supply
C. Estimating labor surplus/shortage
D. Strategic planning
E. Evaluating outcomes
Q:
The most appropriate style of leadership depends on which style the leader is most comfortable using.
Q:
A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hours-a-week schedule for the past two years. The company just received the largest contract in its history from a Saudi Arabian company, opening offices in the area. The company does not expect repeat business. In order to complete the contract in the required one month, additional skilled labor is needed at short notice. Which of the following strategies is best suited to avoid this short-term labor shortage?
A. Retrained transfers
B. Overtime
C. Technological innovation
D. New external hires
E. Turnover reductions
Q:
The most successful managers are those who combine relatively high consideration and structure, giving somewhat more emphasis to consideration.
Q:
Which of the following guidelines should companies follow to achieve success with outsourcing agencies?
A. Concentrate mainly on the cost-savings, and not on the internal environment at the agency.
B. Primarily outsource work that is proprietary in nature.
C. Start by outsourcing a significant chunk of work with minimal monitoring.
D. Outsource work in areas that will promote growth.
E. Do not enter into an outsourcing agreement with a partner located in the same country.
Q:
Using participative leadership, employees are informed about conditions affecting their jobs and are encouraged to express their ideas, make suggestions, and take action.
Q:
Hugh & Co., a manufacturer of widgets, has entered into a contract with a third party to perform a few functions of its supply chain management. Hugh & Co. can be said to be engaged in:
A. offshoring.
B. consolidation.
C. licensing.
D. merger.
E. outsourcing.
Q:
Consultative leaders ask one or more employees for their input, but then may choose to ignore the information and advice received.
Q:
Which of the following is a challenge associated with outsourcing strategy?
A. Labor shortage
B. Increased cost
C. Quality-control problems
D. Lack of necessary technology
E. Diseconomies of scale
Q:
Positive leadership generally results in higher job satisfaction and performance.
Q:
Outsourcing refers to:
A. contracting with another organization to perform a broad set of services.
B. licensing another organization to perform an organization's business in a different country.
C. using a temporary or contract employee to fill a single job vacancy.
D. buying the necessary raw materials needed to perform a business from external agencies.
E. moving operations away from the home location to bring about cost savings.
Q:
To get work done, negative leaders hold over their personnel such penalties as loss of job, reprimand in the presence of others, and a few days off without pay.
Q:
Which of the following observations is true of taking the services of independent contractors?
A. Core competencies can be effectively outsourced to contractors.
B. The company is not supposed to directly supervise the contractors.
C. It is a relatively slow process with low revocability.
D. The organization can achieve increased quality though the costs are more.
E. It provides an organization increased control over the operations.
Q:
If the approach emphasizes rewards―economic or otherwise―and a supportive approach, the leader uses positive leadership.
Q:
Temporary employment:
A. is costlier compared to most other methods of overcoming labor shortage.
B. is not suitable when demand for the employers products changes rapidly.
C. is less flexible compared to the other methods of overcoming labor shortage.
D. it is most effective for key customer service jobs.
E. is not a popular method of overcoming labor shortage.
Q:
Negative followership behaviors involve rebellion and competition.
Q:
Temporary employment is popular with employers because:
A. it gives them flexibility in operations.
B. it allows them to comply with the requirement of affirmative action imposed by the government.
C. the quality of work is usually far superior.
D. it is most effective for key customer service jobs.
E. the temporary workers are more committed to the organization.
Q:
Which of the following is true of temporary workers?
A. Temporary employment involves higher costs.
B. Using temporary workers frees the employer from many administrative tasks.
C. Use of temporary workers is not suitable for small companies because extensive testing of the employees needs to be done before these companies get employees from an agency.
D. Most temporary workers need to be trained by the employers every time they join a new organization.
E. Temporary employment is not suitable for those employers who need to operate efficiently even when demand for their products changes rapidly.
Q:
Conceptual skill deals with behavior of people.
Q:
Which of the following is a disadvantage of using temporary and contract workers?
A. Revocability of this method is lesser compared to other methods of avoiding labor shortage.
B. These kinds of workers cannot be hired through an agency.
C. These methods are a relatively slow solution to labor shortage.
D. These workers tend to be relatively less committed to the organization.
E. These workers work well in key jobs but not in those jobs that supplement the permanent employees.
Q:
As employees are promoted to leadership responsibilities, their technical skills become more important.
Q:
A person can be a weak leader and still be an effective manager, especially if she or he happens to be managing people who have a clear understanding of their jobs and a strong internal drive to work.
Q:
The most widespread methods for eliminating labor shortages are:
A. outsourcing work and work sharing.
B. hiring temporary workers and outsourcing work.
C. retrained transfers and turnover reduction.
D. overtime and new external hires.
E. overtime and retrained transfers.
Q:
The primary role of a leader is to influence others to voluntarily seek defined objectives.
Q:
A phased-retirement program refers to:
A. laying off older employees in small batches.
B. giving lucrative incentives to a large number of older employees to voluntarily retire.
C. reducing the number of hours older employees work as well as the cost of these employees.
D. giving older employees a certain time limit to voluntarily retire.
E. offering alternative work locations and work responsibilities to older employees.
Q:
Chapter 7
Leadership
True/False Questions
Q:
Early-retirement programs:
A. are not a popular way to reduce labor surplus.
B. are very successful because most baby boomers want to retire.
C. work well for knowledge based jobs and services.
D. cause more human suffering than the other methods of labor reduction.
E. encourage lower-performing older workers to leave voluntarily.
Q:
A manufacturing company hit by a slump in demand is experiencing a labor surplus. The company expects the market to improve in six months and it does not want to layoff any of its employees. Which of the following strategies is an equitable way to handle this issue that results in spreading the burden more fairly?
A. Demotions
B. Outsourcing
C. Reduced work hours
D. Overtime
E. Employing temporary workers
Q:
Explain the disadvantages of the skill-based pay system.