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Management
Q:
When developing a structured situational interview, it is important that people familiar with the job rate the job's main duties based on importance and time.
Q:
Some control criteria, such as employee satisfaction and absenteeism, are applicable to almost any management situation.
Q:
What is measured in the control process is often less critical than how it is measured.
Q:
A structured behavioral interview contains a series of hypothetical job-oriented questions with predetermined answers that interviewers ask of all applicants for the job.
Q:
Because EEOC testers are not really seeking employment, they do not have legal standing in court to charge unlawful discriminatory hiring practices.
Q:
In the past, a major drawback of an oral report was that there is no way to store the information in the report for later reference.
Q:
MBWA can pick up attitudes and factual omissions that other forms of measurement miss.
Q:
The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.
Q:
According to EEOC guidelines, an interviewer must limit his or her questions to whether an applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks.
Q:
Personal observation as a form of control measurement requires little time.
Q:
When interviewing disabled people, interviewers tend to avoid directly addressing the disability, which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.
Q:
The development or identification of objectives or standards must precede the control process.
Q:
The control process is a two-step process that measures and compares.
Q:
Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.
Q:
All of the following are dangers of revising production goals downward EXCEPT ________.
A) it destroys incentive to work harder
B) it increases incentive to work harder
C) it gives employees an excuse to be less productive
D) it gives employees something to blame for their lack of effort
Q:
Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.
Q:
A professor gives a new test to an otherwise typical class and finds that only 10 percent of the students get grades of C or above. What is the most appropriate and fair response?
A) do nothing
B) revise the grading curve downward
C) revise the grading curve upward
D) revise the test itself
Q:
Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job.
Q:
When might a manager be justified in revising a standard rather than taking corrective action to remedy a significant performance deviation?
A) when performance exceeds the standard
B) when performance falls slightly short of the standard
C) when performance falls far short of the standard
D) when the standard is unrealistic
Q:
Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.
Q:
A law firm manager finds that the firm loses too many of its civil cases while it wins an inordinately high number of its criminal cases. Which basic corrective action can the manager take?
A) pay criminal lawyers more
B) pay civil lawyers less
C) analyze civil and criminal cases
D) fire civil lawyers
Q:
First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates because of EEO laws.
Q:
A law firm manager finds that one lawyer who consistently outperforms other lawyers at the firm is threatening to leave. Which immediate corrective action should the manager take?
A) none
B) offer a bonus
C) disciplinary action
D) a study to see why she outperforms others
Q:
Computer-aided interviews are primarily used to administer and score essay questions.
Q:
Which of the following would constitute basic corrective action for employees whose production has dropped?
A) changing the pay scale
B) taking away employee privileges
C) looking for causes of the production drop
D) changing how the work is carried out
Q:
The Web serves as a tool for many firms who need to save money when conducting selection interviews.
Q:
In many cases, immediate corrective action rather than basic corrective action is taken by managers because they ________.
A) want to be thorough
B) lack time
C) lack information
D) don't understand the situation
Q:
Studies suggest that interviewers tend to evaluate applicants less favorably in telephone interviews than in face-to-face interviews.
Q:
For addressing unemployment, this is an example of basic corrective action.
A) a task force to see why jobs were lost
B) food stamps
C) unemployment compensation
D) a job training program
Q:
The majority of selection interviews are one-on-one and sequential.
Q:
For addressing the hardships accompanying unemployment, this is an example of immediate corrective action.
A) a job training program
B) food stamps
C) a task force to see why jobs were lost
D) a job placement agency
Q:
In a stress interview, the interviewer seeks to make the applicant uncomfortable with rude questions.
Q:
Immediate corrective action is designed ________.
A) to get to the root cause of a problem
B) to get performance back on track
C) to shake up an organization
D) to punish employees for poor performance
Q:
Behavioral interviews ask interviewees to describe how they would react to a hypothetical situation at some point in the future.
Q:
Due to a recent construction of an upscale housing community near a tennis club, customer use has skyrocketed during the year and the club is operating at all-time high levels, far beyond the goals set the previous year. The best strategy for the manager is to ________.
A) do nothing
B) run a sale to increase customers
C) advertise
D) change goals for the following year
Q:
All structured interviews specify acceptable answers for each question.
Q:
After an extended period of unseasonably warm and sunny weather, revenues at an indoor tennis club are down sharply during the month of November, but are in line with what managers expected for the month. The best strategy for the club manager is to ________.
A) do nothing
B) run a sale on hourly rates
C) raise hourly rates to increase revenue
D) change her monthly goals for December
Q:
Nondirective interviews can be described as a little more than a general conversation.
Q:
If a manager of a tennis store sees sales totals for a particular racquet significantly exceeding goals and deviating from acceptable range of variation, she might ________.
A) do nothing since sales exceeded goals
B) run a sale on the racquet
C) run a sale on other products
D) inquire about ordering more racquets
Q:
Which of the following is NOT a recognized possible course of action for managers to take when actual performance falls outside an acceptable range of variation?
A) take corrective action
B) change the standards
C) editing the performance data
D) do nothing
Q:
Nonstructured interviews are preferred to directive interviews because they are more reliable and valid.
Q:
Actual performance falls far short of planned goals, yet a manager takes no action. Assuming this manager is a reasonable person and is not mistaken, what is the most likely cause of his inaction?
A) He does not trust the data.
B) He does not consider the deviation significant.
C) He does not trust the goals that were set.
D) He does not believe in corrective action.
Q:
Nondirective interviews follow no set format so the interviewer can ask follow-up questions and pursue points of interest as they develop.
Q:
The interview is the most widely used personnel selection procedure.
Q:
When should a manager's course of action be to do nothing?
A) when the cause of the variation has been identified
B) when the standard is acceptable
C) when the standard is not acceptable
D) when the variance is acceptable
Q:
A manager who begins an interview by asking the applicant about the weather is most likely attempting to ________.
A) seek a spontaneous answer from the candidate
B) identify the candidate's leadership abilities
C) assess the candidate's interpersonal skills
D) put the candidate at ease
Q:
When actual performance falls outside an acceptable range of variation, it is termed a(n) ________.
A) significant deviation
B) insignificant deviation
C) acceptable deviation
D) large deviation
Q:
Which of the following would most likely increase candidate-order errors?
A) applicant gender
B) recruiting pressure
C) poor first impression
D) lack of job knowledge
Q:
The third step in the control process is to ________.
A) measure actual performance
B) compare a standard against an ideal
C) take action
D) compare performance to a standard
Q:
In general, ________ that falls outside an acceptable range of variation must be dealt with by a manager.
A) an overperformance
B) an underperformance
C) any deviation
D) a small overperformance or a large underperformance
Q:
Which of the following applicant characteristics is LEAST likely to be assessed accurately during a selection interview?
A) extroversion
B) agreeableness
C) job knowledge
D) conscientiousness
Q:
The primary purpose for conducting a case interview is to ________.
A) provide a candidate with a realistic job preview
B) form a realistic assessment of a candidate's skills
C) ensure that a candidate's needs are expressed
D) determine how a candidate handles criticism
Q:
In the second step of the control process, actual performance can be considered acceptable as long as the performance doesn't fall ________.
A) short of goals by more than 15 percent
B) short of goals by more than 30 percent
C) inside an acceptable range of variation
D) outside an acceptable range of variation
Q:
To carry out the second step of the control process, managers at an electric shaver company need to compare the number of actual shavers sold to ________.
A) a competitor's sales totals
B) planning goals for sales totals
C) sales totals from last year
D) the number of possible shaver customers
Q:
Which of the following most likely combines aspects of behavioral and situational questioning?
A) computerized interviews
B) panel interviews
C) mass interviews
D) case interviews
Q:
The second step in the control process is to ________.
A) compare a standard against an ideal
B) measure actual performance
C) compare performance against a standard
D) take action
Q:
Which of the following is a common characteristic of computerized interviews?
A) rapid questions
B) puzzle questions
C) follow-up questions
D) open-ended questions
Q:
Which of the following performance measurement categories must be measured subjectively rather than in objective or quantifiable terms?
A) budget
B) absenteeism
C) efficiency
D) job satisfaction
Q:
Which of the following statements is most likely true?
A) Interpersonal skills are difficult to judge from phone interviews.
B) Phone interviews can generate spontaneous answers from candidates.
C) Candidates prefer phone interviews more than face-to-face interviews.
D) Interviewers usually judge candidates the same in phone and face-to-face interviews.
Q:
In a short essay, give an example of how social networking sites can become a security risk for a company.
Q:
The primary purpose of conducting a stress interview is to determine ________.
A) why an applicant wants to work for the firm
B) how an applicant solves complex problems
C) why an applicant lied on the resume
D) how an applicant handles criticism
Q:
Which of the following characteristics of an interview would most likely raise concerns about interview discrimination?
A) job-related questions
B) multiple interviewers
C) subjective interview questions
D) standardized interview administration
Q:
In a short essay, give an example of how a learning culture can benefit an organization.
Q:
The following are interviewing errors to avoid EXCEPT ________.
A) interviewer's behavior
B) first impressions
C) pressure to hire
D) not clarifying what the job involves
Q:
The manager has control over all three components of customer service interactions.
Q:
Antone is applying for a job with Boscom Manufacturing as a chemical engineer. During the interview, Antone is asked the following question:"How does extreme heat affect hydrochloric acid?" The interviewer is most likely trying to assess Antone's ________.
A) motivation
B) flexibility
C) knowledge
D) leadership
Q:
Electronic communication is not admissible in court, so employees don't need to worry about what they say online.
Q:
Which type of interview questions are most likely designed to probe an applicant's motivation to meet the job's requirements through activities such as physical labor, customer service, and frequent travel?
A) willingness
B) behavioral
C) personality
D) job knowledge
Q:
Members of a company sharing efficient shortcuts in a complex computer software program is an example of knowledge management.
Q:
Which fact best illustrates how disruptive email can be?
A) Almost two-thirds of executives say that they sent out more emails than ever during the past year.
B) Thirty-seven percent of employees say that they received more emails than ever during the past year from executives.
C) Almost half of wi-fi users claim to get antsy if they need to wait an hour before checking their email.
D) It takes 64 seconds for a person to regain his or her train of thought following an email interruption.
Q:
Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering using the streamlined interview process to hire a new real estate agent.
Which of the following questions would be most relevant for Marion to ask if she wants an employee with extensive knowledge in real estate?
A) How do you handle sellers who believe their home is more valuable than it really is?
B) What are the loan options you would suggest for first-time home buyers?
C) What is the most frustrating aspect of being a realtor?
D) What motivated you to become a real estate agent?
Q:
Which security risk do today's managers worry about most?
A) employees selling proprietary information to rivals
B) employees inadvertently allowing proprietary information to be leaked
C) employees inadvertently selling proprietary information to competitors
D) employees deliberately sharing gossip with outsiders
Q:
Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering making changes to the way she interviews job candidates.
Which of the following would most likely improve the reliability and validity of Marion's selection process?
A) asking all applicants the same questions
B) holding Web-assisted interviews with candidates
C) conducting stress interviews by a group of interviewers
D) using the speed dating approach to interviewing applicants
Q:
Which of the following is a good example of an organization using a learning culture to further its goals?
A) a company subsidizing the education of its employees in university courses
B) a company sharing "tricks" for how to best use a complicated software program
C) a company giving bonuses to employees who read books on specific topics
D) a company providing free software that is categorized as "educational"
Q:
Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering making changes to the way she interviews job candidates.
Which of the following best supports the argument that Marion should use structured interviews?
A) Marion likes applicants to evaluate themselves and to describe their goals.
B) Marion is viewed as a fair employer by most of her subordinates.
C) Marion lacks highly effective interviewing skills.
D) Marion's best agent has recently retired.
Q:
Which of the following best explains why most firms do not provide rejected applicants with detailed explanations about the employment decision?
A) lack of technical abilities
B) adherence to federal laws
C) concerns about legal disputes
D) time required of line managers
Q:
Which of the following tools, thought to be outdated, is still an effective means of gather employee input?
A) customer comment cards
B) suggestion box
C) performance appraisals
D) town hall meetings
Q:
Which of the following is recommended advice for conducting an effective interview?
A) telegraph the desired answer to the candidate
B) allow the candidate to control the interview
C) ask the candidate for specific examples
D) ask the candidate about work-related injuries
Q:
Organizations with this type of culture place an emphasis on meeting the needs of customers.
A) service
B) production
C) innovative
D) adaptive
Q:
All of the following are guidelines for conducting an effective interview EXCEPT ________.
A) taking brief notes during the interview
B) scheduling a private room for the interview
C) showing courtesy and friendliness towards the candidate
D) asking the candidate questions that require yes or no answers