MGT 320 Midterm Review Questions
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TRM Company is working on a corporate identity that smoothes over cultural differences in order to increase cooperation within the firm. TRM is addressing the HRM challenge of:
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Globalization
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Rapid Change
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Legislation
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Competitive Environment
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The MGT 320 Midterm Review Questions assess key aspects of Human Resource Management, including globalization, business strategy, labor market challenges, outsourcing, and workflow analysis. This quiz is designed to support learners in understanding and applying HR principles effectively in real-world scenarios.
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- 2.
A firm’s differential business strategy refers to:
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Employee Satisfaction
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The Defender's Strategy
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Cost Effectiveness of Production
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The creation of a unique product or service
Correct Answer
A. The creation of a unique product or serviceExplanation
A firm's differential business strategy refers to the creation of a unique product or service. This means that the firm aims to differentiate itself from competitors by offering something that is distinct and stands out in the market. This could be achieved through innovative features, superior quality, or a combination of factors that set the product or service apart. By pursuing a differential business strategy, the firm seeks to attract customers who are looking for something unique and are willing to pay a premium for it. This strategy can help the firm gain a competitive advantage and increase its market share.Rate this question:
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- 3.
In today’s labor market, companies that do not strive to be family-friendly are:
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In violation of Federal EEO legislation
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Wasting significant talent by losing women who cannot sacrifice their family lives for a career
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Experiencing increasing nepotism at the top of their organizational structures
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Less likely to suffer from key skill shortages
Correct Answer
A. Wasting significant talent by losing women who cannot sacrifice their family lives for a careerExplanation
Companies that do not strive to be family-friendly are wasting significant talent by losing women who cannot sacrifice their family lives for a career. This implies that these companies are not providing a work environment that supports work-life balance and the needs of working mothers. As a result, women who prioritize their family lives are likely to leave these companies, leading to a loss of valuable talent. By not accommodating the needs of working mothers, these companies are missing out on the skills and contributions that these women could bring to the organization.Rate this question:
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- 4.
Knott’s Construction builds one house every month. Mr. Knotts and Scott perform all the structural work themselves while they subcontract the plumbing and electrical work. This subcontracting is an example:
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Organizational restructuring
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The rise of the service sector
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The growth of the small business
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Outsourcing
Correct Answer
A. OutsourcingExplanation
Outsourcing is the correct answer because it refers to the practice of hiring external individuals or companies to perform specific tasks or services instead of using in-house resources. In this scenario, Knott's Construction subcontracts the plumbing and electrical work to external parties, indicating that they are outsourcing these particular tasks while handling the structural work themselves.Rate this question:
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- 5.
The role of HR is to
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Alleviate the personnel management responsibility from managers
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Develop technical expertise to win more management battles than it loses
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Support and help managers perform their jobs
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Mind its own business and leave the understanding and running of the business to the line managers
Correct Answer
A. Support and help managers perform their jobsExplanation
The role of HR is to support and help managers perform their jobs. This means that HR professionals are responsible for providing guidance, resources, and assistance to managers in areas such as recruitment, training, performance management, and employee relations. They work closely with managers to ensure that they have the necessary tools and support to effectively manage their teams and achieve organizational goals. HR professionals also play a key role in aligning HR strategies and practices with the overall business objectives of the organization.Rate this question:
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- 6.
- Your boss asks you to look at the input, processing, and output of a work process and evaluate its effectiveness. You are conducting a:
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Job analysis
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Task significance study
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Process reengineering study
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Work flow analysis
Correct Answer
A. Work flow analysisExplanation
A work flow analysis involves examining the input, processing, and output of a work process to evaluate its effectiveness. This analysis helps identify any inefficiencies or bottlenecks in the workflow and suggests improvements to streamline the process. It focuses on understanding how tasks are organized, how information flows, and how decisions are made within the process. Conducting a work flow analysis can help identify opportunities for automation, reassignment of tasks, or redesigning the process to improve overall efficiency and productivity.Rate this question:
- 7.
When a company uses self-managed work teams, the teams may:
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Assume responsibility for discussing quality improvement.
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Assume responsibility for an entire product or ongoing service
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Take responsibility for formulating company policies.
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Set salary and benefits for teams
Correct Answer
A. Assume responsibility for an entire product or ongoing serviceExplanation
When a company uses self-managed work teams, the teams are given the authority to oversee and manage an entire product or ongoing service. This means that they are responsible for all aspects of the product or service, including its development, production, and delivery. This allows the teams to have a greater sense of ownership and accountability, as they are empowered to make decisions and take actions that directly impact the success of the product or service. By assuming this responsibility, the teams are able to work together more efficiently and effectively, leading to improved outcomes and customer satisfaction.Rate this question:
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- 8.
. The job ______ of a job analysis lists worker characteristics (KSAs) needed to perform the job successfully.
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Summary section
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Duties and requirements section
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Specifications section
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Identification information section
Correct Answer
A. Specifications sectionExplanation
The correct answer is "specifications section". The specifications section of a job analysis typically lists the worker characteristics (KSAs - knowledge, skills, and abilities) that are required to perform the job successfully. This section provides specific details about the qualifications and attributes that a candidate must possess in order to meet the job requirements.Rate this question:
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- 9.
Isabella is examining job design within her firm. Which of the following is a critical influence that she needs to explore?
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Fit with business strategy
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Employee motivation
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Task significance
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Goal setting theory
Correct Answer
A. Fit with business strategyExplanation
Isabella needs to explore the critical influence of "fit with business strategy" when examining job design within her firm. This means she should consider how well the design of the job aligns with the overall goals and objectives of the company. It is important for the job design to support and contribute to the business strategy in order to ensure organizational success and effectiveness.Rate this question:
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- 10.
The three psychological states central to the job characteristics theory include:
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Meaningfulness of the job
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Control of job outcomes
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Task significance
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Task identity
Correct Answer
A. Meaningfulness of the jobExplanation
The job characteristics theory suggests that there are three psychological states that are central to job satisfaction and motivation. These include the meaningfulness of the job, control of job outcomes, and task significance. Meaningfulness of the job refers to the extent to which an individual perceives their work as valuable and worthwhile. This psychological state is important because when individuals find their work meaningful, they are more likely to be motivated, engaged, and satisfied in their job.Rate this question:
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- 11.
The Equal Pay Act of 1963:
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Permits pay differences for quality and quantity of production
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Prohibits the use of merit pay plans
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Eliminated pay plans based on seniority
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Requires that gender be considered on compensation issues
Correct Answer
A. Permits pay differences for quality and quantity of productionExplanation
The Equal Pay Act of 1963 permits pay differences for quality and quantity of production. This means that employers are allowed to differentiate pay based on the level of productivity and the quality of work performed. This provision recognizes that employees who produce more or better quality work may be compensated differently than those who do not. It does not prohibit merit pay plans or eliminate pay plans based on seniority. Additionally, the Act does not specifically require that gender be considered in compensation issues, although it does aim to address gender-based wage discrimination.Rate this question:
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- 12.
Which of the following is NOT a member of a protected class?
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Sheena Thomas, a 25-year=old African-American woman
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Mark Chung, a 37-year-old Asian-American with a dependent child but no spouse
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Gib Johnson, a 38-year old Caucasian male, Persian Gulf War veteran
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Peggy Sue Smith, a 47- year-old Caucasian Female, U.S. citizen
Correct Answer
A. Gib Johnson, a 38-year old Caucasian male, Persian Gulf War veteranExplanation
All individuals listed in the options belong to a protected class except for Gib Johnson. Being a Persian Gulf War veteran does not qualify as a protected class under anti-discrimination laws. Protected classes typically include characteristics such as race, color, religion, sex, national origin, age, disability, and veteran status.Rate this question:
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- 13.
A charter bus company requires drug tests of all its drivers prior to every charter. As a consequence of this testing, accident rates have fallen by 75%. This test seems to screen out more young minority males than any other group or protected class. This drug test:
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Is an example of disparate treatment
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Is illegal because it has an adverse impact on a protected class
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Is an example of a prima facie case of discrimination based on race
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. is legally defensible as a reasonable business necessity
Correct Answer
A. . is legally defensible as a reasonable business necessityExplanation
The drug test implemented by the charter bus company is legally defensible as a reasonable business necessity. This is because the company has a legitimate reason for conducting the drug tests - ensuring the safety of their drivers and passengers. The significant reduction in accident rates indicates that the drug tests have been effective in achieving this goal. Although the test may disproportionately affect young minority males, it is not considered illegal or discriminatory as long as it is justified by the legitimate business need of ensuring safety.Rate this question:
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- 14.
A company needs to hire a telephone customer service representative. The job is 100% telephone contact with customers and requires the ability to speak clearly and quickly, because representatives must handle so many cases an hour. It also requires the ability to use a computer and to think and solve problems independently of supervision. Pauline applies. Bright, experienced with computers, she has a speech impediment that makes enunciation difficult and slow for her. She has an excellent track record for working unsupervised at previous jobs. She is not hired due to the speech impediment. Is this a case of discrimination under ADA?
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Yes, because she a major life activity impairment
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No, because the speech requirement is a marginal job duty
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Yes, because she is disqualified solely due to the impediment
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No, because the speech requirement is an essential task that cannot be accommodated
Correct Answer
A. No, because the speech requirement is an essential task that cannot be accommodatedExplanation
The correct answer is No, because the speech requirement is an essential task that cannot be accommodated. This means that the ability to speak clearly and quickly is a crucial aspect of the job, and it cannot be modified or adjusted to accommodate Pauline's speech impediment. Therefore, the company's decision not to hire her is not considered discrimination under the Americans with Disabilities Act (ADA).Rate this question:
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- 15.
- A job requires rotating shift work. Which is an acceptable question for evaluating an applicant’s ability to perform that shift work?
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A. Does your faith keep you from working weekends?
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B. You understand that this job requires a rotating shift, don’t you?
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C. Are there any physical limitations that would make it difficult for you to work a rotating shift?
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D. What child care provisions have you made in order to be available for this rotating shift?
Correct Answer
A. B. You understand that this job requires a rotating shift, don’t you?Explanation
The correct answer is b. "You understand that this job requires a rotating shift, don’t you?" This question directly addresses the applicant's understanding of the job requirement for rotating shift work. It assesses their awareness and willingness to work in such a schedule without assuming any limitations or personal circumstances that may affect their availability.Rate this question:
- 16.
The process of hire- or no- hire decision describes the ___ step of the hiring process.
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Recruitment
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Selection
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Socialization
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Testing
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Interviewing
Correct Answer
A. SelectionExplanation
The process of hire- or no- hire decision describes the selection step of the hiring process. This step involves evaluating the pool of candidates and choosing the most suitable individual for the job. It includes reviewing resumes, conducting interviews, and assessing the skills and qualifications of applicants. The selection step is crucial in ensuring that the right candidate is chosen for the position, taking into consideration their qualifications, experience, and fit with the organization's culture and values.Rate this question:
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- 17.
An employer’s best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?
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Handwriting analysis
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Structured interview
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Honesty test
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Personality
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Reference checks
Correct Answer
A. Reference checksExplanation
Reference checks are an employer's best defense against liability in a negligent hiring lawsuit because they provide valuable information about a candidate's past performance, work ethic, and behavior. By contacting previous employers, the employer can verify the accuracy of the candidate's resume and gain insights into their abilities and character. This helps the employer make an informed decision and reduces the risk of hiring someone who may pose a threat or be unfit for the job. Handwriting analysis, structured interviews, honesty tests, and personality tests may be useful in the selection process, but reference checks are specifically mentioned as the best defense against liability.Rate this question:
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- 18.
An unsuccessful job applicant has filed suit against your company, alleging that a test she was given does not measure performance required on the actual job. Her suit is about the ___ of the test.
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Reliability
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Disparate impact
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Validity
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Accuracy
Correct Answer
A. ValidityExplanation
The job applicant is claiming that the test she was given does not accurately measure the performance required for the actual job. This suggests that the test lacks validity, meaning it is not a valid measure of job performance.Rate this question:
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- 19.
Promoting internal candidates poses several advantages. These include
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Rejuvenating the work unit
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Longevity, since the EE knows the organization and is more likely to stay in the job longer.
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Reducing benefit costs
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Generating new ideas, fostering innovation
Correct Answer
A. Longevity, since the EE knows the organization and is more likely to stay in the job longer.Explanation
Promoting internal candidates can lead to longevity in the job because they already have knowledge of the organization and are more likely to stay in the role for a longer period of time. This is advantageous as it reduces the need for frequent hiring and training of new employees, saving on benefit costs. Additionally, internal candidates bring fresh perspectives and ideas to the table, fostering innovation within the work unit.Rate this question:
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- 20.
If the labor demand exceeds labor supply, HR needs can best be met with a response of:
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Training or retraining
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Work sharing
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Inducements to quit
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Reducing work hours and/or pay
Correct Answer
A. Training or retrainingExplanation
If the labor demand exceeds labor supply, HR needs can best be met with a response of training or retraining. This is because training or retraining employees will help them acquire the necessary skills and knowledge to meet the increased demand. By investing in their development, HR can ensure that existing employees are capable of handling the workload without having to hire new staff. This approach also promotes employee growth and retention, as they feel valued and supported in their professional development.Rate this question:
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Current Version
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Nov 21, 2023Quiz Edited by
ProProfs Editorial Team -
Oct 21, 2011Quiz Created by
PhillyFan344
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