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Human Resource
Q:
The steps in a workforce utilization review are identical to the steps in the HR planning process.
Q:
_____ behavior comes primarily through the obedient child or supportive parent ego state.
Q:
_____ is any behavior that implies recognition of another's presence.
Q:
When implementing an HR strategy, the organization must hold some individual accountable for achieving the goals.
Q:
In a(n) _____, a person appears to be in one ego state, but his or her behavior comes from a different ego state.
Q:
To ensure success with an outsourcing strategy, companies should outsource work that requires tight security.
Q:
Contracting with another organization to perform a broad set of services is called outsourcing.
Q:
People in the _____ ego state respond in ways that show curiosity, fun, fantasy, or impulsiveness.
Q:
In the context of employing temporary and contract workers, if the person providing the service is a contractor and not an employee, the company is not supposed to directly supervise the worker.
Q:
_____ is a method of understanding behavior in interpersonal dynamics.
Q:
List the steps of initiating, responding to, and mediating conflict resolutions.
Q:
The use of temporary workers might provide an organization with additional administrative tasks and financial burdens.
Q:
State the appropriate uses of the five conflict management styles.
Q:
The most widespread methods for eliminating labor shortages are reducing work hours and endorsing early-retirement programs.
Q:
Describe the five conflict management styles.
Q:
Downsizing disrupts the social networks through which people are creative and flexible.
Q:
What are the primary reasons for conflict? What can be done to avoid conflict?
Q:
The negative effect of downsizing would be low among firms that use performance-related pay incentives.
Q:
What are the ways in which an organization can prevent violence in the workplace?
Q:
Work sharing is usually implemented in an effort to avoid labor shortages.
Q:
List some ways to effectively get rid of one's anger.
Q:
Downsizing can be used to reduce surplus labor because it yields fast results.
Q:
Describe the four steps of assertive behavior.
Q:
The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand.
Q:
Identify the differences between passive, aggressive, and assertive behavior.
Q:
Explain the three types of transactions.
Q:
A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.
Q:
In the context of forecasting the demand for labor, leading indicators are objective measures that accurately predict future labor demand.
Q:
What is transactional analysis? Describe the three ego states of transactional analysis.
Q:
Statistical models are used for forecasting labor demands because they are good at capturing "once-in-a-lifetime" changes.
Q:
Which conflict management style do you use most often? Why do you tend to use this conflict style? How can you become more collaborative?
Q:
Recall an occasion of violence at school or work. Describe the situation. Were there signs that violence was coming? What can you do to help prevent violence?
Q:
Select a person you know who is consistently assertive. Do people tend to respect this person, and does this person have effective human relations? Do you have effective human relations? What will you do to improve your assertiveness?
Q:
Select a person you know who is consistently aggressive. Do people let this person get his or her way? Do you? What is the best way to deal with an aggressive person? What is the best way to deal with a passive-aggressive person?
Q:
Select a person you know who is consistently passive. Do people take advantage of this person, such as getting them to do more work? Do you? Is it ethical to take advantage of passive people?
Q:
List and discuss two personnel policies that are especially relevant to recruitment.
Q:
Some people have negative attitudes and use negative strokes that hurt others. Is giving negative strokes unethical behavior?
Q:
Discuss how employers can overcome the challenges of outsourcing.
Q:
Some people intentionally use ulterior transactions to get what they want without others knowing it. Are ulterior transactions ethical?
Q:
Discuss the challenges associated with temporary workers and contract workers.
Q:
Some people say that because transactional analysis was developed in the 1960s, it is outdated. Do you agree, or do you believe that TA can help us understand behavior and improve human relations?
Q:
Give an example of a conflict situation you face or have faced. Identify and explain the appropriate conflict management style to use.
Q:
What is the primary reason organizations choose to downsize? How do they meet this objective?
Q:
Describe a conflict you observed in an organization, preferably an organization with which you are or were associated. Explain the conflict by the people involved and the reasons for the conflict.
Q:
Recall a situation in which you were angry with someone. What was the cause of your anger? Did you display any signs of potential violence? If so, what were they? How well did you deal with your anger? Give the specific tips you did and did not follow.
Q:
Define forecasting. Describe one method each for forecasting labor demand and supply.
Q:
Recall a situation in which someone was angry with you, preferably your boss. What was the cause of the anger? Did the person display any signs of potential violence? If so, what were they? How well did the person deal with his or her anger? Give the specific tips the person did and did not follow.
Q:
Recall an actual conflict you faced. Identify passive, aggressive, and assertive responses to the situation.
Q:
Harriett wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Harriett. Which of the following terms refers to the job information given by the recruiter?
A. Vacancy analysis
B. Substantive job criticism
C. Pragmatic job survey
D. Realistic job preview
E. Role examination
Q:
Recall an example of when you used or observed passive-aggressive behavior. How did it affect human relations?
Q:
Juliette intends to approach Kaskade Inc. to fill a vacant position they have in the organization. She conducts a background check to find the merits and limitations of the vacancy. In the context of the behavior of the recruiter, Juliette is checking the _____.
A. yield ratio
B. realistic job preview
C. core competency
D. due-process policy
E. leading indicators
Q:
Identify your present or past boss's life position and use of stroking.
Q:
Keri, a trainer at Klemens Inc., plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month in the company. She needs to compare the _____ to accomplish her task.
A. yield ratios
B. cost per hire
C. prospective costs
D. returns on investment
E. liquidity ratios
Q:
Gilbert, an HR manager at MaxNet Inc., hires 50 employees in five months. He has used different sources of recruitment to recruit these employees. He desires to determine the success rate of the recruitment sources. Gilbert must use the _____ to achieve his objective.
A. hiring conversion rate
B. prospective cost
C. return on investment
D. liquidity ratio
E. cost per hire
Q:
Give an example of an ulterior transaction you experienced. Be sure to identify the ego states involved.
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. dollar costs incurred per hire in relation to the number of applicants interviewed.
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. percentage of applicants who complete one year in the organization after recruitment.
Q:
Give an example of a crossed transaction you experienced. Be sure to identify the ego states involved.
Q:
Give an example of a complementary transaction you experienced. Be sure to identify the ego states involved.
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:
The first step in responding to conflict resolution is to:
A. plan to maintain ownership of the problem using the XYZ model.
B. have each party state his or her complaint using the XYZ model.
C. make an agreement for change.
D. listen to and paraphrase the problem using the XYZ model.
Q:
Which of the following is true of executive search firms?
A. They find new jobs almost exclusively for high-level, unemployed executives.
B. They help organizations in on-campus recruiting.
C. They help only entry-level and inexperienced employees to find jobs.
D. They are agencies administered by the federal government or governmental organizations.
E. They serve as a buffer, providing confidentiality between an employer and a recruit.
Q:
You have been bringing in food and drinks and storing them in the refrigerator at work. Chris, your coworker, has been taking them without asking you. You don't think it is fair for Chris to take your food and drinks. Which of the following should you say as your XYZ statement to initiate conflict resolution?
A. "Chris, you have been taking my food, and I don't get to eat it. I feel as though you are taking advantage of me."
B. "Chris, it is very rude of you to eat my food without asking."
C. "Chris, why don't you get your own food and drinks and stop having mine?"
D. "Chris, I feel you are taking advantage of me by taking my food and drinks. You need to stop it."
Q:
Margaret, HR manager at Frexotel Inc., recruits her cousin Linda as production manager in the company. This results in resentment among several of the company's employees. This practice of hiring relatives is called _____.
A. localism
B. nepotism
C. structuralism
D. voluntarism
E. abstractionism
Q:
Which of the following is a step in initiating conflict resolution?
A. Listening to and paraphrasing the problem using the XYZ model
B. Asking for, or giving, alternative solutions
C. Implementing one's plan persistently
D. Agreeing with some aspect of the complaint
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:
Felix and Hannah have to conduct a market survey for a client. They cannot decide how to divide the work between them. Finally, they agree that Felix will be in charge of preparing the survey questionnaire and the presentation file while Hannah will take care of analyzing the data and presenting the findings to the client. Which of the following conflict management styles have Felix and Hannah used in this scenario?
A. Avoiding
B. Accommodating
C. Collaborating
D. Compromising
Q:
Which of the following statements is true about referrals?
A. Referrals fall under the category of internal sources of recruitment.
B. The use of referrals tends to increase the likelihood of exposing an organization to different 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:
Steve applies for a job at Texel Inc. because his friend Dan, who is a manager there, prompts him to do so. In this scenario, Steve is a(n) _____.
A. direct applicant
B. natural applicant
C. neutral applicant
D. referral
E. executive search professional
Q:
Michelle has a packed schedule for the entire week. Her colleague asks her to help with the induction program scheduled for the company's new recruits. Michelle agrees to help. Which of the following conflict management styles has Michelle used in this scenario?
A. Collaborating
B. Accommodating
C. Avoiding
D. Compromising
Q:
Amanda always reaches work half an hour late. However, her boss, Jill, never confronts her about her tardiness. Which of the following conflict management styles does Jill use?
A. Forcing
B. Collaborating
C. Avoiding
D. Compromising
Q:
People who apply for a vacancy without prompting from an organization are referred to as a(n):
A. direct applicants.
B. natural applicants.
C. internal applicants.
D. neutral applicants.
E. referred applicants.
Q:
Identify the correct statement regarding internal recruitment sources.
A. Research indicates that most organizational positions are filled internally.
B. Internal recruitment sources expose an 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 of job applicants for internal recruitment.
E. Internal sources are most appropriate for specialized upper-level positions.
Q:
Dan regularly gives in to his employees' requests for extensions on deadlines. As a result, he often has to apologize to clients for the delays. Which of the following conflict management styles does Dan use?
A. Accommodating
B. Collaborating
C. Avoiding
D. Forcing
Q:
Identify the benefit 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 an organization to new ideas or new ways of doing business.
E. They are well suited to recruit people for specialized upper-level positions.
Q:
Three colleagues have been given the responsibility of coming up with a policy regarding Internet use during working hours. All of them have different opinions about what it should entail. Which of the following conflict management styles should ideally be used in this scenario?
A. Avoiding
B. Collaborating
C. Forcing
D. Compromising
Q:
The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else an 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:
Keeping in mind the uncertain economic conditions, the workers at a steel plant agree to a lower wage package in exchange for job security. Which of the following conflict management styles does this scenario reflect?
A. Avoiding
B. Collaborating
C. Accommodating
D. Compromising
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:
In spite of repeated reminders, Edward still hasn't updated the production schedule. Richard, his boss, should use the _____ conflict management style in this situation.
A. avoiding
B. collaborating
C. forcing
D. compromising
Q:
Rhodes Group, a financial services corporation, advertises itself to cultivate a favorable picture of the organization by using the slogan, "Investing innovatively." This scenario is an example of _____ advertising.
A. viral
B. image
C. proactive
D. saturation
E. signature