Q&A Hero

Q: Identify the profession that would typically employ interns. A. Bricklayer B. Journalist C. Carpenter D. Plumber E. Welder

Q: _____ is the employee's system for transforming inputs into outputs. A. Job design B. Job transformation C. Job rotation D. Job enlargement

Q: _____ is the process of building motivators into the job itself by making it more interesting and challenging. A. Job creation B. Job enlargement C. Job rotation D. Job enrichment

Q: Identify the kind of profession that would typically employ an apprentice. A. Accountant B. Doctor C. Carpenter D. Nurse E. Lawyer

Q: Carla, a student at Cardinal College, is pursuing a degree in international business management. As part of her program at Cardinal College, she is required to work at Wong Consulting for a period of six months, where she will gain experience related to her field. Carla's employment at Wong Consulting is an example of a(n) _____. A. internship B. coordination training C. apprenticeship D. experiential training program E. simulation training program

Q: _____ is the process in which managers and their employees jointly set goals for the employees, periodically evaluate the performance, and reward according to the results. A. Onboarding B. Program evaluation C. Management by objectives D. Business mapping

Q: Which of the following objectives is set using the Douglas model? A. To learn how to swim at the club after work B. To join yoga classes in the evenings C. To conduct a meeting on interpersonal communication D. To complete 100 pages of a novel by the end of the month

Q: Identify the on-the-job training program that is typically funded by an educational institution as a component of an academic program. A. Internship B. Coordination training C. Apprenticeship D. Experiential training E. Simulation training

Q: Which of the following scenarios illustrates a correct criterion for setting objectives? A. Sarah, a manager, believes that groups with assigned objectives generally outperform groups that participate in setting their objectives. B. Clara, a supervisor, keeps her employees from observing and measuring their progress regularly for them to achieve objectives easily. C. Marsha, a manager, gives out high incentives for objectives that are too difficult. D. Dominique, a supervisor, believes that people will not be motivated to work for their accomplishment if they do not believe that the objectives are achievable.

Q: Which of the following distinguishes an apprenticeship from an internship? A. An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method. B. An apprenticeship is an unstructured training method, whereas an internship is a structured training method. C. An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions. D. Most apprenticeship programs take place in white-color professions, whereas most internship programs occur in blue-collar jobs. E. An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.

Q: Which of the following is the correct way of giving praise according to Ken Blanchard and Spencer Johnson's technique of one minute of praise? A. After pausing for a moment, Robert says, "Sam, I saw your work on the new promo. Good work." Robert maintains eye contact with Sam, smiles, and gives him a thumbs-up. B. Robert says, "Sam, everyone's very happy with your work! Keep it up." He then pats Sam on the back. C. Robert says, "Sam, you did a very good job on the new promotional design. It projects our company in a very good light." He then pauses for a moment and says, "Thanks, Sam. Keep it coming." D. Robert acknowledges Sam's input and says, "Sam, no one could've done it better. Thanks." Robert then shakes Sam's hand.

Q: Which of the following statements is true of an apprenticeship? A. An apprentice does not make any money. B. An apprentice usually assists a certified tradesperson at the worksite. C. An apprenticeship does not involve classroom training. D. An apprenticeship is typically sponsored by an educational institution. E. An apprenticeship is based on simulations and virtual reality.

Q: Which of the following is the first step in giving praise? A. Encourage repeat performance. B. Tell the person exactly what was done correctly. C. Tell the person why the behavior is important. D. Acknowledge by shaking hands.

Q: Which of the following statements is true of an apprenticeship? A. An apprenticeship does not include any classroom training methods. B. An apprentice can earn an income while learning a trade. C. An apprenticeship does not offer hands-on learning and practice. D. An apprenticeship cannot be sponsored by groups outside the firm. E. An apprenticeship is mostly used for teaching management and interpersonal skills.

Q: Which of the following scenarios illustrates the variable ratio schedule alternative to intermittent reinforcement? A. The employees of Ozone Inc. are given weekly salary paychecks. B. The employees of Invest Co. are given praises from time to time. C. The employees of Corpora Inc. are given a bonus after producing a standard rate. D. The employees of Nesta Corp. are given praise for excellent work.

Q: Which of the following is B.F. Skinner's contention in his reinforcement theory? A. People's behavior is learned through experiences of positive and negative consequences. B. People seek social equity in the rewards they receive for their performance. C. Providing hygiene factors keeps people from being dissatisfied, but it does not motivate people. D. Motivation depends on how much people want something and how likely they are to get it.

Q: How can organizations avoid the pitfalls of using interviews as a selection method?

Q: _____ states that behavior can be controlled through the use of positive or negative consequences. A. The two-factor theory B. Process motivation theory C. Goal setting theory D. Reinforcement theory

Q: _____ theory focuses on getting people to do what you want them to do. A. The two-factor B. Needs hierarchy C. Reinforcement D. Goal setting

Q: Which of the following scenarios illustrates a recommendation made by the equity theory? A. Sophie, a supervisor, focuses on what people know or don't know. B. Debra, a manager, highly rewards even those performances that require smallest inputs. C. Daniel, a supervisor, keeps his employees' morale high by treating them impartially. D. Maya, a manager, selects favorite subordinates based on her own perception.

Q: Explain the two broad categories of employment tests.

Q: _____ refers to the perception of the relationship between performance and the outcome or reward. A. Expectancy B. Instrumentality C. Valence D. Nonchalance

Q: In Vroom's formula, _____ refers to a person's perception of his or her ability (probability) to accomplish an objective. A. expectancy B. valence C. instrumentality D. nonchalance

Q: Under Victor Vroom's expectancy theory, motivation depends on: A. the availability of resources. B. the degree to which people's physiological needs are met. C. the increased responsibility for doing new things. D. how much people want something and how likely they are to get it.

Q: The expectancy theory states that Motivation = Expectancy _____. A. Intrinsic factors B. Resources C. Valence D. Performance

Q: Define what is meant by reliability, validity, and utility in the employment selection context.

Q: The _____ theory, which is Vroom's formula, states that Motivation = Expectancy Valence. A. valence B. expectancy C. motivation D. equity

Q: Describe the steps involved in a selection process.

Q: Which of the following statements is true of selection decisions? A. They should be a simple matter of whom the supervisor likes best. B. They should only observe confidence in job candidates to assert competence of candidates. C. They should be based on which candidate best fits a job position. D. They should be a simple matter of which candidate will take the lowest offer. E. They should only be based on assessments of candidates' intelligence and leadership qualities.

Q: Which of the following statements is true about process motivation theories? A. They attempt to understand how and why people are motivated. B. They are based on the comparison of perceived inputs and outputs. C. They state that behavior can be controlled through the use of positive or negative consequences. D. They focus on identifying people's needs in order to understand what motivates them.

Q: Joe, an employee at Projection Inc., seeks close relationships with others. He also enjoys lots of social activities. Which of the following would be the most appropriate way to motivate Joe? A. Giving him nonroutine, challenging tasks in which there are clear, attainable objectives B. Letting him work as part of a team and giving him lots of praise and recognition C. Letting him plan and control his job as much as possible D. Trying to include him in decision making, especially when he is affected by the decision

Q: Summerton High School has three open positions for teachers. The school's HR personnel contact the candidates who meet the school's minimum requirements, and they are interviewed by subject matter experts. The selected short list of candidates then appear before a panel of members from the school board for the final interview. Management hires the three best candidates based on the final interview. Which of the following describes this method of selection? A. Compensatory model B. Multiple-hurdle model C. Leadership model D. Behavior description model E. Nondirective model

Q: Which of the following best describes the multiple-hurdle model of personnel selection? A. It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. B. It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. C. It is a selection process in which several members of an organization form a panel and interview each candidate. D. It is a testing program that establishes different norms for hiring members of different racial groups. E. It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

Q: Which of the following would be the most appropriate way to motivate employees with a high need for achievement? A. Assigning a whole task to them rather than just part of a task B. Delegating responsibility to them for orienting and training new employees C. Giving them lots of praise and recognition D. Continually giving them increased responsibility for doing new things

Q: Harley wants to build a startup company with a small number of people working for him. He decides to do all the hiring himself. Antonio, a friend of Harley's, who is also a lawyer, wants to warn Harley about the risk of discrimination complaints by applicants who were not hired. Which of the following arguments must Antonio use to warn Harley? A. Interviews are narrow and standardized, so they do not allow interviewers to test the integrity of interviewees with ease. B. Interviews are subjective, so they have the potential of assessing candidates based on questions not related to the job. C. Interviews are objective, so they have the potential of assessing candidates based on questions not related to the job. D. Interviews are expensive, so their validity and reliability is always in question. E. Interviews require polygraph tests, which give the interviewer an opportunity to ask questions that can violate the privacy rights of the interviewee.

Q: People with a high need for affiliation tend to be characterized as: A. seeking challenge, excellence, and individuality. B. wanting influence or control over others. C. seeking to belong. D. taking calculated, moderate risks.

Q: People with a high need for power tend to be characterized as: A. wanting to take personal responsibility for solving problems. B. wanting to control the situation. C. enjoying lots of social activities. D. seeking close relationships with others.

Q: Ashton, an HR manager at Reed Inc., only prefers to use nondirective interview techniques. Nico, the CEO of Reed, wants to convince Ashton to use structured interview techniques instead. Which of the following arguments must Nico use to convince Ashton to use structured interview techniques? A. Nondirective interviews can only assess abstract qualities of a candidate such as intelligence and leadership. B. Nondirective interviews are less reliable than structured interviews as they give interviewers wider latitude. C. Nondirective interviews are often more expensive than structured interviews. D. Nondirective interviews rely exclusively on the firsthand job experience of candidates. E. Nondirective interviews are always more time consuming than structured interviews.

Q: People with a high need for achievement tend to be characterized as: A. wanting to take personal responsibility for solving problems. B. wanting influence or control over others. C. enjoying competition in which they can win. D. seeking close relationships with others.

Q: Pluto Inc. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) _____. A. behavior description interview B. in-basket interview C. situational interview D. exit interview E. panel interview

Q: Which of the following theorists believed that needs are based on personality and are developed as people interact with the environment? A. Maslow B. Alderfer C. Herzberg D. McClelland

Q: During an interview for a sales position at Lock-Spark Inc., all job candidates are asked about what they would do to regain business with a client whose products were damaged during a business transaction with Lock-Spark. This is an example of a(n) _____ interview. A. behavior description B. situational C. computerized D. exit E. in-basket

Q: The _____ of motivation is primarily McClelland's classification of needs as achievement, power, and affiliation. A. ERG theory B. needs hierarchy theory C. manifest needs theory D. two-factor theory

Q: During an interview for medical assistants at the Haleview Medical Center, all the candidates were asked to talk about a situation in the past when they had to empathize with an emotionally unstable person and help that person make rational decisions. This was to test if the candidates would be able to assist a frantic patient and help him or her make informed decisions while on the job. This is a(n) _____ interview. A. unstructured B. nondirective C. behavior description D. physical ability E. exit

Q: Tim wants to become a manager in two years and is focusing on his work while developing his skills. Which of the following is a motivator for Tim? A. Extrinsic factors B. Hygienes C. Social needs D. Self-actualization needs

Q: Alexander was being interviewed for the position of an entry-level financial analyst at a well-known asset management company. Alexander was asked questions about the current state of the U.S. stock market, the current net worth of certain financial firms, and concepts such as IPO, mergers, and leverage from a set of pre-determined questions that the interviewer had prepared. This is an example of a(n) _____. A. structured interview B. in-basket interview C. work-sample interview D. exit interview E. nondirective interview

Q: Isaac, a pizza delivery boy, travels almost five hours every day. The motorbike he drives is unsafe because it is rickety and old. Ideally, Isaac should be given a new motorbike. Under which of the following factors can Isaac's need be classified? A. Intrinsic B. Hygiene C. Motivator D. Self-actualization

Q: A _____ interview allows interviewer's discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. A. behavioral B. situational C. nondirective D. structured E. computerized

Q: Which of the following is Herzberg's contention in his two-factor theory? A. Providing extrinsic factors keeps people satisfied, which favorably affect productivity. B. Providing hygiene factors keeps people from being dissatisfied, but it does not motivate people. C. Providing intrinsic factors keeps people from being dissatisfied, but it does not motivate people. D. Providing hygiene factors keeps people from being dissatisfied, and it motivates them to do more.

Q: Emma, a manager at Synergy Inc., conducted an interview with Sean for a job as regional sales manager. During the course of the interview she conducted a test to assess the Sean's integrity by asking him about his attitude toward robbery and his own experiences with robbery, if any. Which of the following tests was conducted by Emma? A. Exit test B. Paper-and-pencil honesty test C. Cognitive ability test D. Work sample test E. In-basket test

Q: According to Herzberg, which of the following is a motivator? A. Esteem B. Extrinsic factor C. Social need D. Hygiene

Q: A(n) _____ measures the ability to juggle a variety of demands, as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job. A. paper-and-pencil honesty test B. in-basket test C. cognitive ability test D. exit test E. work sample test

Q: According to Herzberg, _____ are also called extrinsic factors. A. growth needs B. self-actualization needs C. motivators D. hygienes

Q: "I ensure that Wilma is given work that challenges her intellect and gives her a sense of achievement on completion." Which of the following theories is represented by this statement? A. Social B. Esteem C. Physiological D. Self-actualization

Q: Which of the following is true about medical examinations of job candidates? A. Medical examinations may not be related to job requirements. B. Medical examinations are conducted upon the receipt of a candidate's rsum. C. Medical examinations are conducted specifically for individuals with disabilities. D. Medical examinations that measure size and strength can never be used for a job. E. Medical examinations are conducted after a candidate has been given a job offer.

Q: Which of the following is the major recommendation of the ERG theory? A. Ego, status, and self-respect of employees must be primarily looked after. B. Employees' motivational process must be dominated by legal guidelines. C. Employees' lower-level needs must be met. D. Employees' higher-level needs have to be satisfied to keep them motivated.

Q: Which of the following is NOT a rule for drug testing? A. Drug testing should be administered systematically to all applicants who have applied for the same job. B. Drug test reports should not be sent to applicants. C. Drug testing should be conducted for employees working in jobs that involve safety hazards. D. Drug testing should not be conducted in an intrusive environment. E. Drug-testing programs should allow for strict confidentiality of results.

Q: Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft? A. Polygraph test B. Paper-and-pencil honesty test C. Cognitive ability test D. Personality inventory test E. In-basket test

Q: In the _____, Clayton Alderfer reorganizes Maslow's needs hierarchy into three levels of needs: physiological and safety needs, social needs, and esteem and self-actualization needs. A. expectancy theory B. equity theory C. reinforcement theory D. ERG theory

Q: Ottercut Tech, a software start-up, is putting together a new team to work on the marketing strategies for their expansion project. In the context of using the "Big Five" personality traits for effective team building, which of the following employees would be a good addition to a team that encourages a strong and harmonious culture and is most likely to give the best results? A. Jamie is very organized; Stella is very cooperative. B. Mary is not achievement-oriented; Issac is laid-back. C. Both John and Adam are domineering. D. Both Miriam and Ann are aggressive and unforgiving. E. George is emotionally unstable; Bianca is constantly depressed.

Q: "Our company provides good salary packages and congenial working conditions." Which of the following needs of Maslow's needs hierarchy does this statement reflect? A. Physiological needs B. Self-actualization needs C. Esteem needs D. Safety needs

Q: Melissa Jetton, a manufacturing supervisor, is popular with her employees and other colleagues. She is sociable, gregarious, and easy to talk to. However, she is not very organized or achievement-oriented. In this context, which of the "Big Five" personality traits does she demonstrate? A. Conscientiousness B. Extroversion C. Aggression D. Depression E. Inquisitiveness

Q: According to Maslow's theory of motivation, _____ needs are the primary or basic needs. A. self-actualization B. physiological C. esteem D. safety

Q: Identify the traits that are found in a conscientious person. A. Sociable, gregarious, assertive, and talkative B. Dependable, organized, persevering, and achievement-oriented C. Courteous, trusting, good-natured, and tolerant D. Emotionally stable, nondepressed, secure, and content E. Curious, imaginative, artistically sensitive, and broad-minded

Q: According to Maslow's theory of motivation, _____ are the highest-level needs. A. self-actualization needs B. esteem needs C. physiological needs D. safety needs

Q: Which of the following is a "Big Five" personality trait? A. Physical ability B. Cognitive ability C. Aptitude D. Extroversion E. Honesty

Q: Which of the following is an assumption of Maslow's theory of motivation? A. People's primary needs are focused on ego, status, self-respect, and recognition for accomplishments. B. Regardless of the satisfaction of lower-level needs, people will be motivated to satisfy a higher-level need. C. People's needs are classified into two broad categories, namely physiological and social. D. People's needs are arranged in a hierarchy, going from physiological to self-actualization.

Q: In-basket tests are examples of _____ tests. A. job performance B. physical ability C. honesty D. personality E. cognitive ability

Q: The _____ motivation theories focus on identifying people's needs in order to understand what motivates them. A. reinforcement B. process C. content D. product

Q: Identify the correct statement regarding job performance tests. A. They provide fair evaluations for applicants. B. They have the lowest level of validity compared to other tests. C. These tests are highly generalizable. D. Customization of these tests for various jobs is inexpensive. E. They are best suited for identifying the particular skills or traits the individual possesses.

Q: "We would be able to get more done if the computer was working." Which of the following factors has been indicated as the reason for low performance in this situation? A. Money B. Resources C. Motivation D. Ability

Q: Which of the following statements is true of an assessment center? A. It is a place where job applicants for manufacturing jobs undergo physical ability tests. B. It conducts a single test for all job applicants to test their technical potential. C. It uses multiple selection methods to rate applicants on their management potential. D. It is a selection method generally used for unskilled applicants. E. It has the lowest validity because it combines several assessment methods.

Q: "If I had that machine, I could have been just as fast as Chris is." Which of the following factors has been indicated as the reason for low performance in this situation? A. Resources B. Money C. Motivation D. Ability

Q: A typing test for an administrative assistant's job is an example of a(n) _____ test. A. job performance B. cognitive ability C. physical ability D. personality inventories E. emotional intelligence

Q: "I specialize in marketing and will not be able to work on this project as it is related to software programming." Which of the following factors has been indicated as the reason for low performance in this situation? A. Resources B. Money C. Motivation D. Ability

Q: Zoemetra Corp. has been receiving some criticism about the way it evaluates the results of a test used in the selection process for job candidates. It employs a method wherein scores between 90 and 100 are graded A, scores between 80 and 90 are graded B, scores between 70 and 80 are graded C, and so on. The criticism has come about because this practice allows them to give preference to unrepresented groups within a range. Which of the following accurately describes this method of evaluating tests? A. Race norming B. Banding C. Desensitizing D. Generalizing E. Modelling

Q: "I could get a better performance review if I worked harder, but it is not worth the effort." Which of the following factors has been indicated as the reason for low performance in this situation? A. Ability B. Money C. Motivation D. Resources

Q: The controversial practice that treats a range of scores as being similar and thus allows employers to give preference to underrepresented groups within these similar scores is known as _____. A. banding B. generalizing C. affirmative action D. sensitizing E. race norming

Q: "The bakery round the corner is very good. Unfortunately, the owners cannot expand as they are unable to get more financing." Which of the following factors has been indicated as the reason for low performance in this situation? A. Resources B. Supervision C. Ability D. Motivation

Q: Identify the limitation of cognitive ability tests. A. Lack of validity of the tests for complex jobs B. Lack of reliable and commercially available tests C. Legal issues related to administering the tests D. Lack of validity of the tests for those jobs that require adaptability E. Relatively high cost of the tests