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Human Resource
Q:
A human resource (HR) professional of a company exhibits his or her skills as a(n) _____ when he or she knows how the company makes money, who its customers are, and why customers buy what the company sells.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. organizational designer
Q:
_____ is one's perception of the reasons for behavior.
A. Internalization
B. Attribution
C. Arbitration
D. Transition
Q:
An HR manager becomes a(n) _____ when he or she understands an organization's culture and helps to build and strengthen or change that culture by identifying and expressing its values through words and actions.
A. administrator
B. cultural steward
C. recruitment manager
D. operational aide
E. trainer
Q:
The self-fulfilling prophecy occurs when:
A. you identify your strengths and areas that need improvement.
B. your expectations affect your success or failure.
C. you self-examine conscious thoughts and feelings.
D. you observe others' behavior and do not know the reason for it.
Q:
Identify the correct statement regarding sustainable organizations.
A. They primarily focus on maximizing profits and delivering high returns to investors.
B. They focus on smooth turnover and outsourcing rather than long-term planning.
C. They are more concerned about justice and fairness rather than short-term profits.
D. They are less concerned about employee development and empowerment.
E. They are more concerned with the quantum of output than quality standards.
Q:
Which of the following terms can be described as one's belief in one's capability to perform in a specific situation?
A. Self-awareness
B. Self-concept
C. Self-efficacy
D. Self-reflection.
Q:
The parties with an interest in a company's successtypically, shareholders, the community, customers, and employeesconstitute the _____ of the company.
A. advisors
B. stakeholders
C. management
D. personnel
E. strategic partners
Q:
One's personality is partly based on one's _____.
A. self-awareness
B. self-confidence
C. self-concept
D. self-reflection
Q:
An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is called _____.
A. adjustability
B. absorbability
C. substitutability
D. sustainability
E. credibility
Q:
Your _____ is your overall attitude about yourself.
A. self-reflection
B. self-concept
C. self-efficacy
D. self-awareness
Q:
Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers?
A. Work flow analysis
B. Job analysis
C. Conjoint analysis
D. Talent management
E. Performance management
Q:
Jeff earns well and belongs to a good team, but he is quite dissatisfied with his boss and the critical remarks he receives despite his best efforts. To which of the following determinants can Jeff's lack of job satisfaction be attributed?
A. Pay and benefits
B. Supervision
C. Coworkers
D. Growth and mobility
Q:
Costabin Inc., a company in the recycling business, has revamped its management and business criteria. It has also added new objectives that would require recruitment of new and skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm. This responsibility of the HR department is known as _____.
A. supply chain management
B. performance management
C. human resource planning
D. utilization analysis
E. performance planning
Q:
When people first see you, they notice your appearance and nonverbal expressions first, and then they observe your _____.
Q:
Which of the following best describes evidence-based HR?
A. It is the exclusive use of statistical models for planning, forecasting, and other related HR activities.
B. It refers to establishing overlapping performance goals and desired outcomes during performance management.
C. It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders.
D. It is the process of ensuring that employees' activities and outputs match an organization's goals.
E. It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.
Q:
Our _____ is other people's attitudes toward us.
Q:
_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.
A. Conjoint analysis
B. Performance management
C. Workforce analytics
D. Career development
E. Task analysis
Q:
The _____ is the time we have to make a good impression.
Q:
What is the advantage of establishing and administering policies in organizations?
A. It allows companies to handle situations more fairly and objectively.
B. It allows companies to address issues on a case-by-case basis.
C. It eliminates the need for documentation and record keeping.
D. It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
E. It leaves a lot of room for subjective decision-making.
Q:
The _____ is the way people perceive one another during their first impressions.
Q:
The term _____ refers to the degree to which people see things the same way.
Q:
The HR function of maintaining positive employee relations includes:
A. maintaining performance measures on outcomes.
B. offering training programs on effective teamwork.
C. selecting only those applicants that are referred by employees.
D. maintaining communication with union representatives.
E. planning employee pay and benefits.
Q:
Andrew, who enrolled himself for a course in instructional designing, says, "My friends liked the course very much, but I didn't." _____ is the perception bias evident in Andrew's statement.
Q:
Some of the employees of RVZ Services were unhappy with their supervisor's comments and remarks. They felt that they were unduly being discriminated against by the supervisor. They turned to the HR department for help. Addressing such problems is a part of the HR function of:
A. recruitment and selection.
B. employee relations.
C. training and development of employees.
D. performance management.
E. planning and administration of pay and benefits.
Q:
The _____ plan includes step 1, identify stressors; step 2, determine their causes and consequences; and step 3, plan to eliminate or decrease the stress.
Q:
Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies?
A. Recruitment and selection
B. Maintaining positive employee relations
C. Ensuring compliance with labor laws
D. Performance management
E. Planning and administering pay and benefits
Q:
_____ is the constant lack of interest and motivation to perform one's job because of stress.
Q:
In an attempt to motivate its current employees and to attract skilled professionals, Labyrinth Inc. decides to increase salaries as well as year-end bonuses to its best performers. Which of the following HR functions is demonstrated in this scenario?
A. Performance management
B. Training and development
C. Recruitment
D. Planning and administering pay and benefits
E. Maintaining positive employee relations
Q:
_____ is an emotional or physical reaction to environmental activities and events.
Q:
The employees at Circa Financial often complain that they are not provided feedback about their work. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which of the following HR functions does Circa Financial need to specifically improve upon to resolve the complaints put forth by its employees?
A. Recruitment
B. Employee selection
C. Training and development
D. Performance management
E. Planning and administering pay and benefits
Q:
_____ identify individual strong and weak traits.
Q:
Which of the following is defined as the process of ensuring employees' activities and outputs match an organization's goals?
A. Job analysis
B. Supply chain management
C. Employee development
D. Performance management
E. Career planning
Q:
The _____ personality dimension includes leadership and extroversion traits.
Q:
If a company, as part of its job redesign program, plans to set up teams to manufacture products, which of the following programs might it offer to help employees learn the ins and outs of effective teamwork?
A. Development programs
B. Recruitment programs
C. Orientation programs
D. Selection programs
E. Performance management programs
Q:
People with a(n) _____ locus of control believe that they have little control over their performance.
Q:
The HR function of _____ involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs.
A. recruitment
B. personnel policy
C. development
D. employee relations
E. selection
Q:
_____ is a relatively stable set of traits that aids in explaining and predicting individual behavior.
Q:
Which of the following describes a planned effort to enable employees to learn job-related knowledge, skills, and behavior?
A. Selection
B. Performance appraisal
C. Training
D. Compensation
E. Recruitment
Q:
Explain the importance of first impressions and how to project a positive image.
Q:
The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as _____.
A. orientation
B. selection
C. compensation
D. work analysis
E. performance management
Q:
Explain the primacy effect and the four-minute barrier.
Q:
Identify the process through which an organization seeks applicants for potential employment.
A. Orientation
B. Training
C. Recruitment
D. Work analysis
E. Job design
Q:
Describe five biases affecting perception.
Q:
Which of the following is responsible for the shift in the job trend, from the use of narrowly defined jobs to the use of broadly defined jobs in organizations?
A. Emphasis on innovation and quality
B. Increased demand for low skilled workers
C. Increased focus on simplifying jobs
D. Lack of competition
E. Reduced use of team-based projects
Q:
Describe the four learning styles.
Q:
At Tech Scale Inc., a company that deals in software products, employees often complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which of the following HR functions?
A. Compliance with laws
B. Analysis and design of work
C. Compensation and benefits
D. Maintenance of employee relations
E. Recruitment and selection
Q:
List the causes of stress. Describe how to be more effective at controlling stress.
Q:
Which of the following best describes job design?
A. It is the process of defining the way work will be performed and the tasks that a given job requires.
B. It is the process of generating a pool of potential candidates for a job.
C. It is the process of identifying suitable candidates for jobs.
D. It is the technique of enabling employees to learn job-related knowledge, skills, and behavior.
E. It is the technique of presenting candidates with detailed information about a job.
Q:
Describe how one can deal with extroverts and introverts.
Q:
Which of the following refers to the process of getting detailed information about jobs?
A. Job rotation
B. Supply chain management
C. Job analysis
D. Policy creation
E. Job orientation
Q:
How can personality profiling be used to improve our relations with other people?
Q:
How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?
A. By handling administrative tasks with a commitment to quality
B. By providing business partner services to meet the company's goals
C. By providing skills training and career development programs
D. By providing the needed human resources to the company and understanding the existing ones
E. By answering questions on employee hiring and benefits
Q:
Describe the Big Five personality dimensions.
Q:
Fiona, a manager at Norman Corp., was responsible for workforce analytics in the organization. Her supervisor, Martin, argued that it was an unnecessary expense as he believed that collecting employee-related information was just an administrative responsibility. Which of the following statements, if true, would weaken Martin's argument?
A. Fiona established policies regarding violations of company regulations.
B. Fiona identified subordinates who showed the potential to become leaders in the company based on the data.
C. Fiona prepared and distributed company publications on the organization's intranet.
D. Fiona was able to actively recruit candidates from external sources, such as Internet job postings and college recruiting events.
E. Fiona was able to specify the tasks and outcomes of a job that contributed to the organization's success.
Q:
Is it ethical to judge and stereotype people based on a few seconds or minutes during first impressions? How do your first impressions help and hinder your human relations?
Q:
Kathleen is a member of the human resource (HR) department at Jade Corp. She had set a goal to enhance the firm's strategy. She worked to attain it by understanding the current resources and by attracting new resources according to requirements. However, her strategic ideas did not lead to effective results. Which of the following, if true, would imply the reason for Kathleen's failure in attaining her goal?
A. Kathleen did not set precisely the same job roles at Jade as other organizations.
B. Kathleen did not make an attempt to understand Jade's business, its industry, and its competitors.
C. Kathleen emphasized the use of broadly defined jobs.
D. Kathleen evaluated performance of an employee without being familiar with the details of the job.
E. Kathleen developed a strategy to make profits without depleting the firm's resources, including employees and natural resources.
Q:
How do you know if your perception or that of others is the correct interpretation of reality?
Q:
Craig, one of the senior managers at Clayton Inc., insisted that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument?
A. The supervisors represent the company on a day-to-day basis.
B. The supervisors have the business experience to take up additional responsibilities.
C. The supervisors do not hold any stakes in the organization.
D. The supervisors are not a part of the employees' union.
E. The supervisors are responsible for any action taken by the employees.
Q:
Do you agree that intelligence (general mental ability) is the most valid predictor of job performance? Should organizations give an IQ test and hire based on the results? Why or why not?
Q:
Heather is an HR specialist at McCoy Manufacturing, where she is responsible for making sure HR policies and transactions deliver results on a companywide basis by acquiring, developing, motivating, and deploying human resources. This scenario illustrates Heather's skills as a(n) _____.
A. business ally
B. operational executor
C. strategic architect
D. talent manager
E. cultural and change steward
Q:
Which cause of stress do you think is the major contributor to employee stress in organizations? What can organizations do to help eliminate or reduce employee stress?
Q:
Do you think that the Big Five Model of Personality or the Myers-Briggs Type Indicator is a more effective measure of personality?
Q:
Charles heads the human resource (HR) department at Schultz Inc. He is always aware of the various trends in the business environment and how they may have an impact on the operations of the company. In addition, he knows how to grab opportunities and deal with threats that can arise from the changing business environment. This scenario illustrates Charles's skills as a(n) _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. organizational designer
Q:
Which personality traits exhibited by others tend to irritate you? Which of your personality traits tend to irritate others? How can you improve your personality?
Q:
Nikita heads the human resource (HR) team at Strait Corp., a marketing firm. She has knowledge about how the firm earns revenues, about its clients and their requirements, and why the clients rely on the firm's services. This scenario illustrates Nikita's skills as a(n) _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. organizational designer
Q:
Which area of projecting a positive image (appearance, nonverbal communication, behavior) is your strongest? Which is your weakest? Explain your answers. What will you do to project a more positive image in the future?
Q:
Reese, the human resource (HR) manager at Axis Inc., clearly understands how individuals join the firm, get used to its values, and reach various positions within the company. She is also aware of the organizational structure and suggests measures to modify the structure in order to attain the firm's goals. This indicates that Reese is a _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. talent manager/organizational designer
E. strategic partner
Q:
Give examples of situations when others formed a positive and a negative first impression of you. Explain the causes (appearance, nonverbal communication, behavior) of those impressions.
Q:
Jacob is the human resource (HR) manager at Platinum Corp. He clearly understands the values, beliefs, convictions, vision, and mission of the company. He also enhances and modifies these aspects by understanding their significance. This scenario indicates that Jacob is a _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. strategic partner
Q:
Give an example of when you and another person experienced the same situation but perceived it differently. Which of the five biases affecting perception was responsible for the difference in perception? Explain your answer.
Q:
Ellie is a human resource (HR) manager at Harris Corp. She has the greatest impact on the firm's success. She is highly admired and respected by others in the organization because she is extremely reliable. This scenario indicates that Ellie is a _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. strategic partner
Q:
Think about the person you dislike or have disliked working with the most. Identify that person's learning style. Is it the same as yours? What is it that you dislike about the person?
Q:
Joanna, a local farmer, is affected by the operations of Wooster Inc. because she buys the products manufactured by the company. This indicates that Joanna is a _____.
A. stakeholder
B. change steward
C. strategic architect
D. business ally
E. strategic partner
Q:
Blandings Corp., an apparel manufacturer, has been profitable for a long time without depleting its resourcesraw materials, employees, and the support of the local community. The company also caters to the needs of all its stakeholders. Which of the following characteristics is illustrated in this scenario?
A. Sustainability
B. Strategic architecture
C. Compliance with law
D. Talent management
E. Workforce analytics
Q:
Think about the person you enjoy or have enjoyed working with the most. Identify that person's learning style. Is it the same as yours? What is it that you enjoy about the person?
Q:
Albright Corp. uses a set of quantitative tools to assess employee data such as performance, compensation, designations, and benefits. This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals. Albright is engaging in the practice of _____.
A. training and development
B. job design
C. employee relations
D. talent management
E. workforce analytics
Q:
What is your preferred learning style? Are the characteristics of the style a good description of you? Explain. Can you change your learning style?
Q:
Of the five ways to eliminate or decrease stress, which do you do best? Which needs the most improvement and why? What will you do, if anything, to improve in that area?
Q:
Olivia works in the human resource (HR) department at Hercules Corp. Her chief responsibilities include administering salaries, determining incentives, managing group insurance and employee vacation and leave. Identify the human resource management (HRM) function being performed by Olivia.
A. Performance management
B. Employee relations
C. Selection
D. Training and development
E. Compensation and benefits
Q:
Nicole, an employee at Neo Corp., develops and distributes newsletters that announce upcoming events in the company. Which of the following human resource management (HRM) practices is being performed by Nicole?
A. Performance management
B. Employee relations
C. Selection
D. Training
E. Compensation