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Q:
What are the positive effects of a fun workplace?
Q:
_____ are the products of any work unit.
A. Outputs
B. Inputs
C. Tasks
D. Jobs
E. Processes
Q:
What is the difference between socialization and individualization?
Q:
Which of the following statements is true with regard to work flow analysis?
A. Information cannot be considered to be an input as it is not tangible.
B. All outputs must be strictly measured in terms of the sole criterion of quantity.
C. Quality standards are not a key criterion in the process of work flow analysis.
D. Outputs may be tangible or intangible products of different work processes.
E. Inputs and outputs are the two stages that represent the complete work flow cycle.
Q:
In the context of work flow design, a position is _____.
A. the set of duties performed by a person
B. a set of related duties fulfilled by many employees
C. an aggregate of similar jobs
D. the set of skills and abilities that is required of a person in a job
E. the collection of tasks that constitute the complete organizational process
Q:
What are status symbols and what do they convey?
Q:
The process of analyzing the tasks necessary for the production of a product or service is termed as _____.
A. ergonomics
B. work flow design
C. utilization analysis
D. industrial engineering
E. break-even analysis
Q:
Why is it beneficial for organizations to have more than one mentor for each protg?
Q:
One method to simplify a jobs mental demands is to limit the amount of memorization required for the job.
Q:
Identify at least three corporate advantages of a successful mentoring program.
Q:
OSHAs role in ergonomics in occupational settings is restricted to setting guidelines and inspecting instances of violation.
Q:
Describe role perceptions.
Q:
The primary goal of ergonomics is to reduce the information-processing requirements of a job.
Q:
Explain the various functions that a role performs in the social system.
Q:
A telework arrangement is easiest to implement for manufacturing workers.
Q:
Joe has opted for a schedule where he works 40 hours over four days instead of working eight hours a day for five days, and gets a three-day off over the weekend. Joes schedule can be termed a compressed workweek.
Q:
Why has work ethic declined over the years?
Q:
What are the steps that can help an organization overcome discriminatory practices?
Q:
Job sharing is a work option in which several relatively simple jobs are combined to form a job with a wider range of tasks.
Q:
What is the main difference between discrimination and prejudice?
Q:
According to Herzbergs two-factor theory, individuals are motivated more by the extrinsic aspects of work when compared to the intrinsic rewards.
Q:
Which of the following is a key feature of a fun work place? A) It is relatively easy to create at work. B) It means different people have identical views about fun activities. C) It provides limited personal and organizational payoffs. D) None of the above.
Q:
Job extension is defined as moving employees among several different jobs without changing the nature of the jobs the employee handles.
Q:
Which of the following is the most effective method for changing organizational culture?
A) Appointing a manager of culture
B) Using stories and myths
C) Rewarding behaviors
D) Communicating top management support
Q:
In the Job Characteristics Model, task significance defines the degree to which a job requires completing a whole piece of work from beginning to end.
Q:
In the context of communicating and changing culture, _____ constitutes one of the extremes in the interaction between individualization and socialization.
A) intervention
B) isolation
C) rebellion
D) discrimination
Q:
Industrial engineering provides the best way to motivate employees by adding meaning to their jobs.
Q:
_____ occurs when employees successfully exert influence on the social system around them at work by challenging the culture or deviating from it.
A) Discrimination
B) Socialization
C) Individualization
D) Collaboration
Q:
Applying industrial engineering to a job essentially increases its complexity.
Q:
In the context of communicating and changing culture, which of the following is a method through which managers can forge a culture and build organizational identity?
A) Storytelling
B) Individualization
C) Reverse mentoring
D) Social loafing
Q:
Job design is the process of defining how work will be performed and what tasks will be required in a given job.
Q:
_____ are clearly defined and dramatic devices that convey a key element of the firms culture and vividly reinforce the values of the organization.
A) Mentoring programs
B) Role perceptions
C) Status symbols
D) Signature experiences
Q:
Jobs that have survived the downsizing of recession tend to have a narrower scope of responsibilities coupled with increased supervision.
Q:
_____ is the continuous process of transmitting key elements of an organizations culture to its employees.
A) Organizational socialization
B) Individualization
C) Organizational semiotics
D) Mentoring
Q:
The expanded use of project-based organizational structures has reduced the need for analysis of work flows.
Q:
Most cultures evolve directly from _____.
A) competitors
B) top management
C) middle management
D) all of the above
Q:
Which of the following is the defining feature of organizational cultures?
A) Cultures are stable even during crisis and events like mergers.
B) Most organizational cultures are historically known to be explicit.
C) They are seen as symbolic representations of underlying beliefs and values.
D) They seldom depend on the organizations goals, industry, or the nature of competition.
Q:
The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
Q:
Organizational cultures are important to a firms success because:
A) they help determine who will be an informal leader of a group.
B) they are created by key members of the organization.
C) they give a defining vision of what the organization represents.
D) they are the visible external artifacts that serve as evidence of social rank.
Q:
The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.
Q:
The Occupational Information Network relies on fixed job titles and narrow task descriptions to describe the occupational requirements.
Q:
_____ is the set of assumptions, beliefs, values, and norms shared by an organizations members.
A) Organizational design
B) Organizational hierarchy
C) Organizational structure
D) Organizational culture
Q:
According to Kurt Lewin, _____ is a function of the interaction between personal characteristics and the environment around the person.
A) role perception
B) employee behavior
C) status conflict
D) none of the above
Q:
Incumbents are the best source of information for a job analysis.
Q:
Ability is defined as a general enduring capability that an individual possesses.
Q:
Which of the following statements best describe status symbols?
A) They are a set of assumptions, beliefs, values, and norms shared by an organizations members.
B) They refer to clearly defined and dramatic devices that convey a key element of the firms culture and vividly reinforce the values of the organization.
C) They are visible external things that attach to a person or workplace and serve as evidence of social rank.
D) They are useful in conveying a sense of tradition and enhance cohesion around key values.
Q:
_____ define the ranks of individuals relative to others in the group.
A) Role perceptions
B) Work ethics
C) Status systems
D) Signature experiences
Q:
All job descriptions within an organization should follow the same format.
Q:
A manager resigning from a position instead of being terminated for gross negligence is an example of the managers attempt to prevent:
A) status trauma.
B) status deprivation.
C) status anxiety.
D) status conflict.
Q:
The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.
Q:
When roles are inadequately defined or are substantially unknown, _____ exists.
A) role conflict
B) role ambiguity
C) organizational picketing
D) job shadowing
Q:
Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.
Q:
_____ occurs when a person who has more general depth of experience requires assistance in an area of special expertise, and a newer (and often younger) employee can provide it.
A) Role playing
B) Reverse mentoring
C) Organizational socialization
D) Individualization
Q:
Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.
Q:
Which of the following statements is true of mentoring programs?
A) Mentors are often the employees direct supervisor.
B) Some people are simply more interested in being good mentors.
C) Gender differences have no impact on a mentor-protg relationship.
D) The common practice is to have one mentor for one protg.
Q:
Work processes are the activities that a work units members engage in to produce a given output.
Q:
Which of the following is NOT typical of mentors?
A) Sharing ideas in a threatening fashion
B) Being respected by peers
C) Enjoying one-on-one development of others
D) Being successful themselves
Q:
Work flow design is the process of analyzing the tasks necessary for the production of a product or service.
Q:
Which of the following is NOT a good tip for protgs?
A) Select a single mentor.
B) Consult mentors periodically.
C) Share a summary of strengths and weaknesses.
D) Seek feedback from mentors regarding work.
Q:
Which of the following actions of employers can result in reverse discrimination?
A. Affirmative action
B. Reasonable accommodation
C. Disparate treatment
D. Retaliation
E. Disparate impact
Q:
Identify the type of case where most of the debate focuses on discriminatory consequences and the plaintiff need not prove the employers intent to discriminate.
A. Disparate impact
B. Disparate treatment
C. Reasonable accommodation
D. Affirmative action
E. Corrective action
Q:
Which of the following factors plays a crucial role in the complex web of manager-employee role perceptions?
A) The managers perception of his or her role
B) The managers perception of the employees role
C) The employees perception of the managers role
D) All of the above
Q:
The ratio of the hiring rate of a minority group to the hiring rate of a majority group is given below. Which of these ratios provide evidence for discrimination?
A. 1.0
B. 0.8
C. 1.5
D. 2.0
E. 0.9
Q:
Which of the following statements is true of a work ethic?
A) Industrial productivity in an organization is independent of its work ethic.
B) The proportion of employees with a strong work ethic is constant across sample groups.
C) Unlike older employees, younger employees are highly supportive of the work ethic.
D) People with a strong work ethic tend to like work and derive satisfaction from it.
Q:
A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job of which 50 are white and 40 are black. Assuming that the company decides to hire 25 whites and 10 blacks, what can be inferred using the four-fifths rule?
A. 0.5<0.8, this indicates that there is no evidence of discrimination.
B. 2>0.8, this indicates that there is evidence of discrimination.
C. The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence there is no evidence of discrimination.
D. 0.5<0.8, this indicates that there is evidence of discrimination.
E. 2>0.8, this indicates that there is no evidence of discrimination.
Q:
Which of the following statements is true of discrimination?
A) It is dependent on prejudice.
B) It is exhibited as an attitude.
C It is generally exhibited as an action.
D) It can be used interchangeably with prejudice.
Q:
Which one of the following cases would most likely be filed under the theory of disparate impact?
A. Majority of the applicants with high test scores are rejected due to an affirmative action plan.
B. A majority applicant is rejected on the grounds that the company only hires individuals from the minority group.
C. Minority applicants are being disproportionately rejected relative to majority applicants by a paper-and-pencil test.
D. A minority employee is fired for testifying in a discrimination suit filed against an employer.
E. At a particular organization, employees belonging to the minority group are given more privileges and benefits compared to employees belonging to the majority group.
Q:
Which of the following is a job-related difference that can cause people to align themselves into groups?
A) Language
B) Physical proximity
C) Ethnicity
D) Socioeconomics
Q:
_____ refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
A. Disparate impact
B. Disparate treatment
C. Corrective action
D. Affirmative action
E. Reasonable accommodation
Q:
Which of the following is considered to be evidence of a persons social culture?
A) The type of car being driven
B) The type of food eaten
C) Clothing styles
D) All of the above
Q:
A bona fide occupational qualification _____.
A. is considered illegal by the court
B. is a necessary qualification for the job
C. is strictly prohibited by organizations
D. is a preferred qualification for the job
E. is used to deem disparate treatment illegal
Q:
The psychological contract builds upon the concept of _____.
A) exchange theory
B) motivation theory
C) theory X
D) all of the above
Q:
Which of the following statements is true of social equilibrium?
A) A single significant change has no effect on a systems balance.
B) A systems working balance is unaffected by constant change.
C) Minor changes permanently disrupt a systems equilibrium.
D) Several rapid changes may throw a system out of balance.
Q:
In which of the following instances is disparate treatment considered legal?
A. In a particular retail outlet, male workers are employed to handle the sales.
B. In an electrical company, male workers are exclusively employed to work as electricians.
C. In a vehicle manufacturing company, male workers are exclusively employed in all departments.
D. In a certain shopping mall, female workers are exclusively employed to clean the ladies restroom.
E. In a particular hospital, only female nurses are appointed.
Q:
A change has a _____ when it is favorable for the system.
A) functional effect
B) neutralizing effect
C) dysfunctional effect
D) bandwagon effect
Q:
Disparate treatment could be legal if the discrimination _____.
A. is practiced to increase efficiency
B. is performed by a governmental organization
C. is performed by a private employer
D. is intended to reduce affirmative action
E. is categorized as a bona fide occupational qualification
Q:
A system is said to be in social equilibrium when:
A) an action or a change creates unfavorable effects.
B) a series of rapid changes are made in the system.
C) its interdependent parts are in dynamic working balance.
D) some of its parts are working against one another instead of in harmony.
Q:
Differing conduct toward individuals, where the differences are clearly based on the individuals race, color, religion, sex, national origin, age, or disability status is termed as _____.
A. disparate impact
B. affirmative action
C. disparate treatment
D. reasonable accommodation
E. reverse discrimination
Q:
_____ refer(s) to a plan identifying the ways in which for how the organization will meet its diversity goals.
A. Action steps
B. Utilization analysis
C. Diversification
D. Affirmative action
E. Disparate impact
Q:
Social systems are _____ that interact with their surroundings.
A) closed systems
B) open systems
C) isolated systems
D) virtual systems