Q&A Hero

Q: Following the controlling stress plan, (1) identify your major stressor, (2) determine its cause and consequences, and (3) develop a plan to eliminate or decrease the stress. Identify each step in your answer.

Q: What was your stress personality type score and letter? Should you work at changing your personality type? Explain why or why not. Will you change?

Q: Julie works at Matrix Inc. Her primary role in the company is to create self-rating, job-related questionnaires for the employees. Which of the following human resource management (HRM) practices is being performed by Julie? A. Performance management B. Employee relations C. Selection D. Training E. Compensation

Q: Select a present or past boss and describe how his or her personality profile affected behavior, human relations, and performance in your department.

Q: In the context of HRM functions, the activities of performance management include: A. identifying applicants with the necessary knowledge and abilities that will help an organization achieve its goals. B. making a planned effort to enable employees to learn job-related knowledge, skills, and behavior. C. specifying the tasks and outcomes of a job that contribute to an organization's success. D. acquiring knowledge and skills that improve employees' ability to meet the challenges of a variety of new or existing jobs. E. seeking applicants for potential employment.

Q: Describe your Big Five personality profile.

Q: In the context of HRM functions, the activities of training and development include: A. making decisions whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. B. keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. C. attempting to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. D. preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet. E. establishing policies related to hiring, discipline, promotions, and benefits.

Q: Laura meets Cindy, the owner of a well-known advertising agency in Los Angeles, at a social gathering. Laura wants to make a good first impression so that she can intern at Cindy's firm. Which of the following, if true, would help Laura make a favorable first impression? A. During the first four minutes of their conversation, Laura brings up a controversial topic and states her opinion on the issue. B. Laura maintains eye contact while introducing herself to Cindy. C. Before leaving the gathering, Laura asks Cindy for her contact details so that she can keep in touch. D. Laura spends a long time talking to Cindy.

Q: Ryan filed a lawsuit against his previous employer because he was fired without warning. Which of the following events most likely compelled Ryan to file the lawsuit? A. He was not promoted to the new position that was initially promised to him. B. He was asked to move to a different department within the same company. C. Ryan was asked to take a pay cut to keep his job. D. Ryan was fired from the company without prior notice. E. Ryan was forced to serve his probationary period of three months before leaving the company.

Q: The _____ is termed so because it is the average duration in which people make up their minds to continue the contact or separate during social situations. A. one-minute barrier B. perceptual period C. four-minute sell D. transition period

Q: Joshua, the human resource (HR) manager at Potter Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua's responsibility of: A. providing administrative services. B. preparing a job analysis. C. providing business partner services. D. creating a job design. E. maintaining positive employee relations.

Q: _____ refers to the way people perceive one another during their first impressions. A. The transition effect B. The primacy effect C. Impression management D. Selective exposure

Q: Edgar works at Alpha Inc. He is responsible for identifying individuals with skills required for the various roles in the organization. Which of the following human resource management (HRM) practices is being performed by Edgar? A. Performance management B. Employee relations C. Selection D. Training E. Compensation

Q: The _____ is the time we have to make a good impression. A. threshold period B. four-minute barrier C. frame of reference D. six-minute sell

Q: Jonathan is a part of the HR department in an advertising firm. During a performance review, Jonathan realized he does not know the details of the job performed by a certain group of employees. However, he proceeds with the review and evaluates their performance. Which of the following is most likely to have occurred after the performance review? A. The outcome was easier to evaluate than the specific behaviors of the employees. B. The outcome was difficult to evaluate because Jonathan did not have the employees' job details. C. The performance review was deemed redundant because Jonathan did not know the details of the employees' jobs. D. Jonathan did not have enough data to complete the performance review because he did not have the employees' job details. E. Jonathan was unable to evaluate the specific behaviors of the employees.

Q: The management of Delssis Inc. announce their plan of closing their operations in New York. The top management feels this move will help them cut down their overhead expenses and concentrate their resources at a single location. The employees, however, think this is a negative move. Which of the following perception biases is exemplified in this scenario? A. Frame of reference B. Stereotypes C. Expectations D. Selective exposure

Q: In a recent trend, some companies are doing away with their human resource (HR) departments altogether because they: A. prefer to have vertical organizational structures. B. want to establish a centralized decision-making system. C. need more narrowly defined jobs due to greater concern for innovation and quality. D. do not need HR for recruitment as they rely heavily on promotions from within and applicants referred by current employees. E. want to encourage department managers and other employees to handle HR issues as they arise.

Q: Ashley is often inattentive when her boss is speaking to her. She says, "I often don't listen to what my boss is saying since I can predict what he is going to say." Which of the following perception biases does this statement reflect? A. Stereotypes B. Frame of reference C. Expectations D. Selective exposure

Q: Which of the following responsibilities is specifically associated with the HR function of support for strategy? A. Temporary labor recruitment and record keeping B. Human resource planning and forecasting C. Wage and salary administration D. Development of employee handbooks and company publications E. Development of an HR information system

Q: Identify the responsibility that is specifically associated with the HR function of employee relations. A. Conducting attitude surveys B. Analyzing work C. Creating HR information systems D. Planning and forecasting human resources E. Creating a job design

Q: Mark, who attended a music festival where a local band performed, says "I did not like their music much, but my friends really liked it." Identify the perception bias exemplified in Mark's statement. A. Interest B. Frame of reference C. Expectations D. Selective exposure

Q: Which of the following terms refers to our tendency to see things from a narrow focus that directly affects us? A. Projection B. Expectation C. Selective exposure D. Frame of reference

Q: Montero Inc., an automobile manufacturing company, had the largest number of employees in the manufacturing sector last year. Instead of hiring more employees, the company decided to invest heavily in training its employees on automotive maintenance and design. Which of the following beliefs has led the company to take this decision? A. The employees in the company are interchangeable. B. The employees are the source of the company's success or failure. C. The union employees in the company will resign once their contract expires. D. A majority of the employees own shares in the company. E. A majority of the employees in the company have an automotive engineering background.

Q: _____ is the process of generalizing the behavior of all members of a group. A. Rationalizing B. Internalizing C. Stereotyping D. Marginalizing

Q: Identify the correct statement regarding human resources. A. Human resources can be imitated. B. Human resources are commonly found. C. Human resources have no good substitutes. D. Human resources seldom perform critical functions. E. Human resources are interchangeable, easily replaced parts of a system.

Q: In the context of today's organizations, which of the following statements is true of employees? A. Employees are not easily the replaced parts of a system, but they are the source of a company's success or failure. B. Employees have good substitutes as they are well trained and highly motivated. C. Employees with high levels of the required skills and knowledge can be easily imitated. D. Employees within an organization seldom perform critical functions. E. Employees do not have the right to refuse to do what violates their moral beliefs.

Q: The term _____ refers to a person's interpretation of reality. A. emotional intelligence B. attitude C. perception D. emotion

Q: Alvin tells his parents, "We don't see things the same way because you are old and I am young." Which of the following perception biases does Alvin have? A. Projection B. Frame of reference C. Expectations D. Selective exposure

Q: How do human resources professionals provide an organization with a valuable advantage? A. They hire highly skilled and knowledgeable employees who are commonly available. B. They can inspire the organization to easily duplicate the success of competitors. C. They can help the organization to develop strong commitment toward its employees. D. They hire high-quality employees who provide a needed service as they perform many critical functions. E. They hire employees who are very enthusiastic but lack job experience and training.

Q: Daniel, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel's view because she thinks HRM is an unnecessary expense for the company. Which of the following statements weakens Melissa's belief? A. HRM is highly substitutable and interchangeable. B. HRM is easily available for all companies to utilize. C. HRM helps an organization imitate human resources at a high-performing competitor. D. HRM ensures that persons with high levels of the needed skills and knowledge are easily found. E. HRM is indispensable for building a competitive advantage.

Q: Assimilators differ from divergers in that assimilators: A. prefer to learn by doing and feeling. B. tend to learn primarily from hands-on experience. C. prefer to deal with technical tasks and problems. D. prefer to learn by observing and thinking.

Q: Debra is a marketing researcher at Dale Manufacturers Inc. She enjoys compiling information. Debra always follows scientific procedures when conducting research. She believes that although questionnaires are useful, watching people select products in stores provides more valuable information. Which of the following is most likely Debra's learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight? A. Performance management B. Human capital C. Tangible capital D. Traditional management E. Working capital

Q: In the context of human resource management, human capital refers to the: A. wages, benefits, and other costs incurred in support of HR functions in an organization. B. cash, equipment, technology, and facilities that an organization uses. C. tax-deferred value of an employee's 401(k) plan. D. organization's employees, which add economic value to the company. E. total budget allocated to the HR department in an organization.

Q: Dennis is an accountant and likes dealing with numbers and concrete accounting processes. He is always willing to help his colleagues solve problems, though he avoids personal interactions with them. Although Dennis enjoyed college, he believes one really learns about accounting when one gets into the job. Which of the following is most likely Dennis's learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: Chris works as a nurse at Dayton Community Hospital. He took up this profession as he enjoys interacting with people and helping them. Chris spends a lot of time gathering information and weighing multiple alternatives before making any decision. Chris has learned a lot about nursing by watching other nurses. Which of the following is most likely his learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: The policies, practices, and systems that influence employees' behavior, attitudes, and performance are important dimensions of: A. supply chain management. B. materials management. C. human resource management. D. labor laws. E. employment laws.

Q: Albert is a sales representative at Maxim Insurance Inc. He tends to make quick decisions based primarily on input from people without much analysis. Albert likes being a sales representative as it gives him the freedom to set sales schedules and challenges him to close sales deals. He learns well through training sessions that involve role playing. Which of the following is most likely Albert's learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: The Society for Human Resource Management (SHRM) is the primary professional organization for HRM and the world's largest human resource management association.

Q: Beth prefers to learn new skills on the job rather than in training sessions. Her decisions are based on instinct and not on technical analysis. Which of the following is most likely Beth's learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: Kathy enjoys brainstorming. She gathers all the facts and analyzes a situation from multiple perspectives before making a decision. As a result, she sometimes misses opportunities. Which of the following is most likely Kathy's preferred learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: The role of an HR generalist is essentially limited to recruitment and selection.

Q: Kendall relies on his instinct to determine which designs appeal to people. He bases his decisions on his interactions with people rather than on statistical analysis of consumer behavior. Which of the following is most likely Kendall's learning style? A. Accommodator B. Diverger C. Converger D. Assimilator

Q: For human resource practices to be considered ethical, they must result in the greatest good for the largest number of people.

Q: In the context of learning styles, _____ tend to be more concerned with abstract ideas and concepts than with people. A. divergers B. assimilators C. accommodators D. convergers

Q: In companies that are ethical and successful, senior executives are the only stakeholders who are responsible for the actions of the company.

Q: In the context of learning styles, _____ prefer to learn by observing and thinking. A. assimilators B. divergers C. accommodators D. convergers

Q: Kira feels that being denied a promotion has more to do with being a woman than with her overall performance. However, her supervisors and the HR department are refusing to hear her case. This suggests that Kira has been denied her right to due process.

Q: In the context of learning styles, _____ prefer dealing with technical tasks and problems rather than with interpersonal issues. A. divergers B. assimilators C. accommodators D. convergers

Q: Which of the following characterizes the learning style of convergers? A. They usually act on gut feelings. B. They have the ability to view concrete situations from many different points of view. C. They seek practical uses for information focusing on solutions. D. They prefer dealing with interpersonal issues rather than with technical tasks and problems.

Q: The right of free consent states that employers can conceal the nature of a job while hiring an employee for a particular position.

Q: In the context of learning styles, _____ seek practical uses for information and focus on solutions. A. accommodators B. divergers C. assimilators D. convergers

Q: The supervisors in an organization play a key role in employee relations because they are most often the voice of management for the employees.

Q: HR activities are exclusively carried out by an HR specialist in small organizations.

Q: In the context of learning styles, _____ prefer to learn by doing and thinking. A. accommodators B. divergers C. convergers D. assimilators

Q: Which of the following is a characteristic of the learning style of divergers? A. They tend to learn primarily from hands-on experience. B. They take their time gathering and analyzing many alternatives. C. They tend to be more concerned with abstract ideas and concepts than with people. D. They prefer learning by doing and thinking.

Q: Being able to influence people and build interpersonal relationships is an important characteristic of a successful HR professional.

Q: In the context of learning styles, _____ have the ability to view concrete situations from many different points of view. A. assimilators B. convergers C. divergers D. accommodators

Q: An HR professional can be an effective talent manager or organizational designer only when he has the knowledge of how an organization is structured and how that structure might be adjusted to help it meet its goals for developing and using employees' talents.

Q: In organizations with sustainable strategies, the HR departments focus on employee development and empowerment rather than short-term costs.

Q: In the context of learning styles, _____ tend to learn primarily from hands-on experience. A. assimilators B. divergers C. convergers D. accommodators

Q: Evidence-based HR refers to the practice of initiating disciplinary action against employees only in the presence of clear and demonstrable proof of undesirable behavior.

Q: Current federal laws fail to outline how to use employee databases in order to protect employees' privacy while also meeting employers' and society's concern for security.

Q: _____ is the level of one's capacity for new learning, problem solving, and decision making. A. Surgency B. Intelligence C. Attitude D. Perception

Q: Human resource management requires the ability to communicate through a variety of channels.

Q: Nelson had been busy preparing for his final exams for the past few months. However, a few days before the exam, he lost the interest and motivation to study as a result of the high pressure to perform well. Which of the following did Nelson most likely experience? A. Tensile stress B. Temporary burnout C. Bipolar disorder D. Panic attack

Q: When a person evaluating performance is not familiar with the details of a job, outcomes tend to be easier to evaluate than specific behaviors.

Q: "My work is very demanding and monotonous. Because of my work, I often get a headache by the end of the day." This statement best illustrates stress due to: A. organizational climate. B. management behavior. C. peer personality type. D. job satisfaction.

Q: Establishing and administering personnel policies allows a company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

Q: "My boss constantly checks up on me and tells me what to do." This statement best illustrates stress due to: A. organizational climate. B. management behavior. C. peer personality type. D. job satisfaction.

Q: An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

Q: "In our department, there is a lot of competition and conflict." This statement best reflects stress due to: A. organizational climate. B. management behavior. C. leadership personality type. D. job satisfaction.

Q: "I'm always in a hurry and it upsets me to change my routine." Which of the following stressors is best reflected in this statement? A. Organizational climate B. Management behavior C. Personality type D. Job satisfaction

Q: Greater concern for innovation and quality has shifted the job trend to using more broadly defined jobs.

Q: The _____ identifies an individual's personality based on his or her four inclinations for certain ways of thinking and behaving. A. Locus of Control Model B. Birkman Method C. Myers-Briggs Type Indicator D. Personality Assessment System

Q: No two human resource departments have precisely the same roles and responsibilities.

Q: A person who is strong in the openness to experience personality dimension is most likely: A. cooperative, tolerant, compassionate, and friendly. B. emotionally stable, good under pressure, relaxed, secure, and positive. C. imaginative, intellectual, autonomous, and creative. D. energetic, assertive, active, and ambitious.

Q: High-performance work systems have been essential in making organizations strong enough to weather the storm of a recession and remain profitable when the economy begins to expand after the recession.

Q: Joanne's colleagues praise her ability to remain calm under all circumstances. Joanne is confident about her professional skills and can perform well under pressure. Which of the following Big Five personality dimensions is best reflected by Joanne in this scenario? A. Weak surgency B. High adjustment C. Weak conscientiousness D. High openness to experience

Q: Kenneth will complete his probation as a teller by the end of this month. Over the past six months, he has proved to be tenacious and capable. He diligently follows the bank's standards and works systematically. Which of the following Big Five personality dimensions is best reflected by Kenneth in this scenario? A. Low surgency B. High agreeableness C. Low adjustment D. High conscientiousness