Mgmt 340 Test 1
Questions and Answers
- 1.
___ is the way work is organized to meet the organization’s production or service goals.
- A.
Human resource management
- B.
Organizational structure
- C.
Organizational culture
- D.
Work Flow Work flow Work flow
Correct Answer
D. Work Flow Work flow Work flowExplanation
Work flow refers to the way work is organized in order to achieve the organization's production or service goals. It involves the coordination and sequencing of tasks, processes, and activities to ensure efficiency and effectiveness. By managing the flow of work, organizations can optimize productivity, minimize bottlenecks, and ensure that resources are allocated appropriately. Work flow encompasses the design, implementation, and monitoring of work processes, including the allocation of tasks, the routing of information, and the coordination of activities. It is a critical aspect of organizational management and plays a key role in achieving organizational goals.Rate this question:
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- 2.
When HR professionals ensure the organization is prepared to meet new competitive conditions, they are playing the role of:
- A.
Strategic partner
- B.
An administrative expert
- C.
An employee champion
- D.
A change agent
Correct Answer
D. A change agentExplanation
HR professionals who ensure the organization is prepared to meet new competitive conditions are playing the role of a change agent. This means that they actively drive and facilitate change within the organization, helping to implement new strategies, processes, and initiatives that enable the organization to adapt and thrive in a dynamic and competitive environment. As change agents, HR professionals are responsible for identifying areas where change is needed, developing and implementing change plans, and supporting employees through the change process. Their role is crucial in ensuring that the organization remains agile and able to effectively respond to new competitive conditions.Rate this question:
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- 3.
When HR professionals ensure the efficient and effective implementation of HRM activities in their organization, they are playing the role of:
- A.
An administrative expert
- B.
A strategic partner
- C.
An employee champion
- D.
A change agent
Correct Answer
A. An administrative expertExplanation
The HR professionals who ensure the efficient and effective implementation of HRM activities in their organization are playing the role of an administrative expert. This means that they have expertise in managing administrative tasks related to HR, such as payroll, benefits administration, record-keeping, and compliance with employment laws and regulations. They are responsible for ensuring that these administrative processes are carried out smoothly and accurately, supporting the overall functioning of the HR department and the organization as a whole.Rate this question:
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- 4.
A ___ employee is one who is involved directly in producing the company’s goods or delivering its services.
- A.
Line
- B.
Staff
- C.
Support
- D.
None
Correct Answer
A. LineExplanation
A "line" employee is one who is involved directly in producing the company's goods or delivering its services. This term is often used in manufacturing or service industries to refer to workers who are directly involved in the production process or in customer service. They are responsible for carrying out the core activities of the company and are essential for its operations.Rate this question:
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- 5.
HR professionals who provide advice to managers on all HRM activities appropriate for that unit, they serve as:
- A.
An HR generalist
- B.
An HR specialist
- C.
A change agent
- D.
None
Correct Answer
A. An HR generalistExplanation
An HR generalist is the correct answer because they are responsible for providing advice and guidance to managers on all HRM activities within a unit. They have a broad knowledge and understanding of various HR functions, such as recruitment, training, performance management, and employee relations. Unlike an HR specialist who focuses on a specific area of HR, a generalist is equipped to handle a wide range of HR responsibilities. They act as a resource for managers, helping them navigate HR processes and make informed decisions. A change agent, on the other hand, typically refers to someone who leads and facilitates organizational change initiatives, which is not mentioned in the question.Rate this question:
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- 6.
___ is the transfer of responsibility and decision making authority from a central office to people and locations closer to the situation that demands attention.
- A.
Decentralization
- B.
Work flow
- C.
Business process re-engineering
- D.
Outsourcing
Correct Answer
A. DecentralizationExplanation
Decentralization refers to the transfer of responsibility and decision-making authority from a central office to people and locations closer to the situation that requires attention. This allows for more efficient and effective decision-making, as individuals who are closer to the situation have a better understanding of the context and can respond more quickly. Decentralization also promotes accountability and empowerment, as it allows for greater autonomy and ownership at lower levels of an organization.Rate this question:
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- 7.
___ is subcontracting work to an outside company that specializes in and is more efficient at doing that kind of work.
- A.
Work flow
- B.
Business process reengineering
- C.
Decentralization
- D.
Outsourcing
Correct Answer
D. OutsourcingExplanation
Outsourcing refers to subcontracting work to an outside company that specializes in and is more efficient at performing that specific type of work. This allows the company to focus on its core competencies while benefiting from the expertise and cost-effectiveness of the external vendor. By outsourcing, businesses can streamline their operations, reduce costs, and improve efficiency.Rate this question:
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- 8.
___ is the basic assumptions and beliefs shared by members of an organization, which defines an organization’s view of itself.
- A.
Human resource management
- B.
Organizational structure
- C.
Organizational culture Organizational culture
- D.
Work flow
Correct Answer
C. Organizational culture Organizational cultureExplanation
refers to the shared assumptions, values, beliefs, and norms that exist within an organization. It shapes the behavior, attitudes, and actions of employees and influences how they interact with each other and with external stakeholders. Organizational culture defines the organization's identity and provides a framework for decision-making and problem-solving. It is often considered the "personality" of an organization and plays a crucial role in shaping its overall success and performance.Rate this question:
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- 9.
A(n) ___ structure has only a few levels of management and emphasizes decentralization.
- A.
Flat
- B.
Bureaucratic
- C.
Boundaryless
- D.
None
Correct Answer
A. FlatExplanation
A flat structure is characterized by having only a few levels of management and a decentralized decision-making process. In this type of structure, there are fewer layers of management, which allows for quicker communication and decision-making. Decentralization means that decision-making authority is spread throughout the organization, giving employees more autonomy and responsibility. This type of structure is often found in small organizations or startups, where there is a need for agility and flexibility.Rate this question:
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- 10.
___ involves providing employees with skills and authority to make decisions that were traditionally made by managers.
- A.
Empowerment
- B.
Total quality management
- C.
Productivity
- D.
Quality of work life
- E.
Outsourcing
Correct Answer
A. EmpowermentExplanation
Empowerment involves providing employees with skills and authority to make decisions that were traditionally made by managers. This allows employees to take ownership of their work, make independent decisions, and contribute to the overall success of the organization. Empowerment not only enhances employee morale and job satisfaction but also leads to increased productivity and innovation. It promotes a culture of trust, collaboration, and accountability within the workplace.Rate this question:
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- 11.
A firm that adopts a prospector business strategy is similar to adopting:
- A.
A cost leadership strategy
- B.
A differentiation strategy
- C.
A defender strategy
- D.
None of the above
Correct Answer
B. A differentiation strategyExplanation
A firm that adopts a prospector business strategy is similar to adopting a differentiation strategy. This is because both strategies focus on innovation, creativity, and offering unique and high-quality products or services to the market. A prospector strategy involves constantly seeking new opportunities and taking risks to stay ahead of competitors, which aligns with the differentiation strategy's goal of standing out from competitors by offering unique features or attributes. Both strategies prioritize customer satisfaction and aim to create a strong brand image in the market.Rate this question:
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- 12.
Select the ones you Firms that focus on innovation tend to have (choose all the appropriate answers):
- A.
Detailed work planning
- B.
Broad job classes
- C.
External recruitment
- D.
Cross-functional training
Correct Answer(s)
B. Broad job classes
C. External recruitment
D. Cross-functional trainingExplanation
Firms that focus on innovation tend to have broad job classes, external recruitment, and cross-functional training. Broad job classes allow for flexibility and collaboration among employees, which can lead to innovative ideas and solutions. External recruitment brings in fresh perspectives and diverse skill sets, enhancing the potential for innovation. Cross-functional training enables employees to develop a broader understanding of different areas within the company, fostering collaboration and the exchange of ideas across departments.Rate this question:
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- 13.
SHRM is similar HRM except that it includes the business strategy of the firm in the design and development of specific HRM activities and functions.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
SHRM, or Strategic Human Resource Management, is indeed similar to HRM (Human Resource Management) but with the added aspect of incorporating the business strategy of the organization into the design and development of HRM activities and functions. This means that SHRM takes into account the overall goals and objectives of the company when formulating HR strategies and practices, aligning them with the broader organizational strategy. Therefore, the statement "SHRM is similar to HRM except that it includes the business strategy of the firm in the design and development of specific HRM activities and functions" is true.Rate this question:
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- 14.
Firms that adopt the defender strategy tend to have (choose all that apply)?
- A.
On-the-job training
- B.
supervisors make selection decisions
- C.
loose work planning
- D.
None of the above
Correct Answer
A. On-the-job trainingExplanation
Firms that adopt the defender strategy tend to have on-the-job training because this strategy focuses on maintaining a stable market position by emphasizing efficiency and cost reduction. On-the-job training allows employees to acquire the necessary skills and knowledge to perform their tasks effectively, ensuring that the firm can operate efficiently and maintain its competitive advantage. Additionally, on-the-job training is often more cost-effective compared to external training programs, which aligns with the defender strategy's emphasis on cost reduction.Rate this question:
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- 15.
Firms that focus on innovation tend to have (choose all the appropriate answers)?
- A.
Job-based pay
- B.
External training
- C.
Variable pay
- D.
None
Correct Answer(s)
B. External training
C. Variable payExplanation
Firms that focus on innovation tend to have external training and variable pay. This is because innovation requires employees to constantly update their skills and knowledge, which can be achieved through external training programs. Variable pay, such as bonuses or incentives, is often used to reward and motivate employees who contribute to innovative ideas and solutions. Job-based pay may not be as suitable for firms that prioritize innovation, as it may not adequately reward and incentivize employees for their innovative efforts. Therefore, external training and variable pay are more aligned with the needs and goals of innovative firms.Rate this question:
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- 16.
A firm that adopts a cost leadership strategy has the following characteristics (choose all the appropriate answers):
- A.
Heavy capital investment to obtain economics of scale
- B.
Strong capability in R&D and engineering
- C.
Intense supervision of employees & tight cost control
- D.
Need for highly skilled labor, scientists or marketing capabilities
Correct Answer(s)
A. Heavy capital investment to obtain economics of scale
C. Intense supervision of employees & tight cost controlExplanation
A firm that adopts a cost leadership strategy requires heavy capital investment to obtain economies of scale, as this allows them to produce goods or services at a lower cost per unit. Additionally, intense supervision of employees and tight cost control are necessary to ensure efficiency and minimize expenses. These characteristics enable the firm to offer products or services at a lower price compared to competitors, thus achieving a competitive advantage in the market.Rate this question:
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- 17.
Firms that focus on control tend to have (choose all the appropriate answers):
- A.
Explicit job descriptions
- B.
Informal hiring & socialization of new employees
- C.
Individual-focused training
- D.
External training
Correct Answer(s)
A. Explicit job descriptions
B. Informal hiring & socialization of new employees
D. External trainingExplanation
Firms that focus on control tend to have explicit job descriptions as it helps to clearly define the roles and responsibilities of each employee. Informal hiring and socialization of new employees are also common in such firms as it allows for a more controlled and structured integration of new employees into the company culture. External training is another characteristic of control-focused firms as it enables them to have more control over the content and delivery of training programs. Individual-focused training may not be a characteristic of control-focused firms as it may allow for more autonomy and flexibility, which goes against the control-oriented approach.Rate this question:
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- 18.
A business strategy is the formulation of a plan to ensure that the firm is effectively accomplishing its mission and organizational objectives.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The statement is true because a business strategy is indeed the formulation of a plan that helps a firm effectively accomplish its mission and organizational objectives. It involves making decisions and setting goals that align with the overall purpose of the business and enable it to achieve success. A well-defined business strategy provides direction and guidance to the organization, helping it to allocate resources, make informed decisions, and adapt to changes in the market. Therefore, the given statement accurately describes the nature and purpose of a business strategy.Rate this question:
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- 19.
The focus of firms that adopt the differentiation strategy is (choose all the appropriate answers):
- A.
Correct innovation
- B.
Efficiency
- C.
Flexibility
- D.
Control
Correct Answer(s)
A. Correct innovation
B. Efficiency
D. ControlExplanation
Firms that adopt the differentiation strategy focus on innovation, efficiency, and control. Innovation allows them to create unique and high-quality products or services that set them apart from competitors. Efficiency ensures that they are able to deliver these differentiated offerings in a cost-effective manner. Control is important to maintain consistency and quality in their differentiated products or services. Flexibility is not mentioned as a focus of firms adopting the differentiation strategy.Rate this question:
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- 20.
Firms that focus on efficiency tend to have (choose all the appropriate answers):
- A.
Uniform appraisals
- B.
360-degree performance evaluation
- C.
Decentralized pay decisions
- D.
Seniority-based pay
Correct Answer(s)
A. Uniform appraisals
D. Seniority-based payExplanation
Firms that focus on efficiency tend to have uniform appraisals because they prioritize consistency and standardization in evaluating employee performance. This allows them to compare employees objectively and make fair decisions regarding promotions, rewards, and development opportunities. Additionally, these firms tend to have seniority-based pay, as it provides a clear and transparent system for determining compensation based on years of service. This approach aligns with the efficiency focus by rewarding employees for their loyalty and long-term commitment to the organization.Rate this question:
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- 21.
In proving that a company showed disparate treatment, a job seeker or employee must show that (choose all the appropriate answers):
- A.
he/she belongs to a protect class he/she belongs to a protect class he/she belongs to a protect class he/she belongs to a protect class
- B.
The company has fewer employees who belong to the protected class compared to other similar companies
- C.
He/she applied for the job
- D.
He/she was rejected from the position despite having the requisite qualifications
- E.
The company accepted fewer employees who have the same racial or gender profiles compared to those in the non-minority group
- F.
The position remained opened to applicants with similar qualifications
Correct Answer(s)
A. he/she belongs to a protect class he/she belongs to a protect class he/she belongs to a protect class he/she belongs to a protect class
C. He/she applied for the job
D. He/she was rejected from the position despite having the requisite qualifications
F. The position remained opened to applicants with similar qualificationsExplanation
To prove disparate treatment, the individual must demonstrate that they belong to a protected class, applied for the job, were rejected despite having the necessary qualifications, and that the position remained open to applicants with similar qualifications. This means that the company treated the individual differently based on their protected class status, resulting in adverse employment actions. The repetition of "he/she belongs to a protected class" in the answer options is likely an error or redundancy.Rate this question:
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- 22.
In the Equal Pay Act of 1963, men and women who are doing equal work in the same organization in terms of ___ must be paid equally (choose all the appropriate answers).
- A.
Job tasks
- B.
skill
- C.
Seniority
- D.
effort
- E.
job performance
- F.
responsibility
- G.
Working conditions
Correct Answer(s)
B. skill
D. effort
F. responsibility
G. Working conditionsExplanation
In the Equal Pay Act of 1963, men and women who are doing equal work in the same organization must be paid equally based on their skill, effort, responsibility, and working conditions. This means that regardless of gender, individuals who perform the same job tasks should receive equal pay if they possess the same level of skill, put in the same amount of effort, have the same level of responsibility, and work in similar conditions. This legislation aims to eliminate gender-based pay discrimination and promote fairness in the workplace.Rate this question:
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- 23.
The following types of workers are protected under ADEA of 1967 (choose all the appropriate answers):
- A.
Qualified employees with disabilities
- B.
Employees under the age of 21
- C.
Employees over the age of 40
- D.
Employees who choose early retirement
- E.
Employees who can perform the essential functions of their job with reasonable accommodation employees who can perform the essential functions of their job with reasonable accommodation
- F.
Employees who work in small organizations of 10 employees who fail to prove that making reasonable accommodation for employees with physical or mental limitations would impose an undue hardship on the business
Correct Answer
C. Employees over the age of 40Explanation
The correct answer is employees over the age of 40. The Age Discrimination in Employment Act (ADEA) of 1967 protects employees who are 40 years of age or older from age-based discrimination in the workplace. This law prohibits employers from discriminating against employees or job applicants based on their age, and it applies to all employers with 20 or more employees.Rate this question:
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- 24.
In the amended Title 7 of the Civil Rights Act of 1964, the CRA of 1991 (choose all the appropriate answers):
- A.
protects individuals who face age discrimination
- B.
it is the responsibility of employees to show proof that they were discriminated against
- C.
Individuals who win on disparate treatment cases can ask for compensatory or punitive damages
- D.
US citizens employed in foreign countries by US-owned or US-controlled companies are protected under this law
Correct Answer(s)
A. protects individuals who face age discrimination
C. Individuals who win on disparate treatment cases can ask for compensatory or punitive damages
D. US citizens employed in foreign countries by US-owned or US-controlled companies are protected under this lawExplanation
The amended Title 7 of the Civil Rights Act of 1964, known as the CRA of 1991, includes provisions that protect individuals who face age discrimination. It also allows individuals who win on disparate treatment cases to ask for compensatory or punitive damages. Additionally, the law extends its protection to US citizens employed in foreign countries by US-owned or US-controlled companies.Rate this question:
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- 25.
Repeated sexual advances from the following groups constitute a hostile work environment under sexual harassment (choose all the appropriate answers):
- A.
Customers
- B.
Supervisors
- C.
Coworkers
- D.
Option4
Correct Answer(s)
A. Customers
B. Supervisors
C. CoworkersExplanation
Repeated sexual advances from customers, supervisors, and coworkers can all contribute to a hostile work environment under sexual harassment. This means that if any of these groups consistently make unwanted sexual advances towards an employee, it can create an intimidating, offensive, or hostile atmosphere in the workplace. It is important for employers to address and prevent such behavior to ensure a safe and respectful work environment for all employees.Rate this question:
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- 26.
Firms can increase the number of minority and women employees by (choose all the appropriate answers)?
- A.
Hiring only minorities and female employees
- B.
Training managers to change their attitudes regarding unconscious or unintended sterotype biases
- C.
Providing childcare support to help women stay in the workforce
- D.
Giving preference to a minority or female job applicant only if he/she is equally qualified compared to a non-minority applicant
Correct Answer(s)
B. Training managers to change their attitudes regarding unconscious or unintended sterotype biases
C. Providing childcare support to help women stay in the workforce
D. Giving preference to a minority or female job applicant only if he/she is equally qualified compared to a non-minority applicantExplanation
By training managers to change their attitudes regarding unconscious or unintended stereotype biases, firms can help eliminate any biases that may exist in the hiring process and increase the likelihood of hiring minority and women employees. Providing childcare support can help women balance their work and family responsibilities, making it more feasible for them to stay in the workforce. Giving preference to a minority or female job applicant only if they are equally qualified compared to a non-minority applicant can help address historical disadvantages and promote diversity and inclusion in the workplace.Rate this question:
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- 27.
The following types of workers are protected under ADA of 1990 (choose all the appropriate answers):
- A.
Qualified employees with disabilities
- B.
Employees under the age of 21
- C.
Employees over the age of 40
- D.
employees who choose early retirement
- E.
Employees who can perform the essential functions of their job with reasonable accommodation
- F.
employees who work in small organizations (having few than 10 employees) that fail to prove that making reasonable accommodation for employees with physical or mental limitations would impose an undue financial hardship on the business
Correct Answer(s)
A. Qualified employees with disabilities
E. Employees who can perform the essential functions of their job with reasonable accommodationExplanation
The correct answer is qualified employees with disabilities and employees who can perform the essential functions of their job with reasonable accommodation. The ADA of 1990 protects employees with disabilities who are qualified for the job, meaning they have the necessary skills and experience to perform the job duties. It also protects employees who can perform the essential functions of their job with reasonable accommodation, which refers to making necessary adjustments or modifications to the work environment or job tasks to enable the employee to perform their job effectively.Rate this question:
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- 28.
Firms that have to establish an affirmative action plan can do so by (choose all the appropriate answers):
- A.
Hiring only minorities and female employees
- B.
Setting quotas to hire minority and women employees for a limited time
- C.
Setting flexible benchmarks to hire minority and women employees for a limited time
- D.
None
Correct Answer
A. Hiring only minorities and female employeesExplanation
The correct answer is not to hire only minorities and female employees. This is because establishing an affirmative action plan does not mean that a firm should exclusively hire minorities and females. Affirmative action aims to promote equal opportunities for underrepresented groups, but it does not require hiring decisions to be based solely on gender or ethnicity. Instead, affirmative action plans typically involve setting flexible benchmarks or goals to increase the representation of minorities and women in the workforce.Rate this question:
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- 29.
Setting flexible benchmarks to hire minority and women employees for a limited time
- A.
Providing flexible work hours
- B.
providing access to facilities
- C.
Modifying equipment
- D.
Reassigning the employee to another job that he/she can perform the job functions with reasonable accommodation
- E.
keeping the employee in the company even though he/she can no longer perform the essential functions of a job with reasonable accommodation keeping the employee in the company even though he/she can no longer perform the essential functions of a job with reasonable accommodation
Correct Answer(s)
A. Providing flexible work hours
B. providing access to facilities
C. Modifying equipment
D. Reassigning the employee to another job that he/she can perform the job functions with reasonable accommodationExplanation
The correct answer options are all examples of reasonable accommodations that can be provided to employees with disabilities. These accommodations aim to ensure that individuals with disabilities have equal opportunities in the workplace and can perform their job functions effectively. Providing flexible work hours, access to facilities, modifying equipment, and reassigning employees to suitable positions are all ways to accommodate employees with disabilities and enable them to contribute to the company's success.Rate this question:
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- 30.
A federal contractor develops an affirmation action plan by (choose all that apply)?
- A.
Comparing its workforce profile on race and gender against what is available in the labor market
- B.
Only hire minorities and female employees
- C.
Set specific goals and timetables to increase the percentage of minority and female employees if there is an imbalance of employees in these groups
- D.
Establish action plans on how to increase the percentage of minority and female employees even if there is no imbalance of employees in these groups
Correct Answer(s)
A. Comparing its workforce profile on race and gender against what is available in the labor market
C. Set specific goals and timetables to increase the percentage of minority and female employees if there is an imbalance of employees in these groupsExplanation
A federal contractor develops an affirmative action plan by comparing its workforce profile on race and gender against what is available in the labor market. This allows the contractor to identify any imbalances in the representation of minority and female employees. If there is an imbalance, the contractor must set specific goals and timetables to increase the percentage of minority and female employees. This ensures that the contractor is actively working towards creating a more diverse and inclusive workforce.Rate this question:
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- 31.
An environment that has high levels of ___ is one in which many elements in the environment affect the firm either individually or simultaneously.
- A.
Uncertainty
- B.
Volatility
- C.
Magnitude of change
- D.
Complexity
Correct Answer
D. ComplexityExplanation
An environment that has high levels of complexity is one in which many elements in the environment affect the firm either individually or simultaneously. This means that there are multiple factors and variables that the firm needs to consider and navigate in order to make decisions and adapt to the environment. The complexity can arise from various sources such as market dynamics, technological advancements, regulatory changes, and competitive landscape. In such an environment, the firm needs to have the ability to understand and manage the interdependencies and interactions between these elements to effectively operate and thrive.Rate this question:
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- 32.
When a firm has an HR shortage, it can move toward a balanced level by (choose all the answers that apply):
- A.
Correct using of contingent workers
- B.
Outsourcing
- C.
Furloughs
- D.
Worksharing
Correct Answer(s)
A. Correct using of contingent workers
B. OutsourcingExplanation
When a firm has an HR shortage, it can move toward a balanced level by using contingent workers and outsourcing. Contingent workers are temporary employees who can be hired on a short-term basis to fill in the gaps in the workforce. Outsourcing involves contracting certain tasks or functions to external companies or individuals. Both of these strategies can help the firm meet its HR needs without hiring permanent employees. Furloughs and worksharing, on the other hand, are not mentioned as effective strategies for addressing an HR shortage in the given options.Rate this question:
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- 33.
When a firm has insufficient employees, it can move toward a balanced level by (choose all the answers that apply):
- A.
Natural attrition
- B.
Pay reduction
- C.
transferring in employees from affiliate organizations transferring in employees from affiliate organizations
- D.
Use technological innovations to replace employees
Correct Answer(s)
C. transferring in employees from affiliate organizations transferring in employees from affiliate organizations
D. Use technological innovations to replace employeesExplanation
One way a firm can move toward a balanced level of employees is by transferring in employees from affiliate organizations. This can help to fill the gaps and ensure that the firm has enough staff to meet its needs. Additionally, the firm can also use technological innovations to replace employees, which can help to streamline processes and reduce the need for additional staff. However, pay reduction and natural attrition are not effective methods for addressing insufficient employees.Rate this question:
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- 34.
___ enables a firm to forecast the demand for human resources by looking at its historical records of retention and turnover of each position and linking it to other jobs that has interactions with this position.
- A.
Benchmarking
- B.
Scenario planning
- C.
Use of scatter plots
- D.
Use of Markov analysis
Correct Answer
D. Use of Markov analysisExplanation
Use of Markov analysis enables a firm to forecast the demand for human resources by looking at its historical records of retention and turnover of each position and linking it to other jobs that have interactions with this position. Markov analysis is a statistical technique that allows organizations to understand and predict the movement of employees between different job positions over time. By analyzing the transition probabilities between positions, the firm can estimate the future demand for human resources and plan accordingly.Rate this question:
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- 35.
The use of ___ allows a firm to forecast the supply of needed human resources external to the organization (choose all the answers that apply).
- A.
A HRIS system
- B.
Government reports
- C.
business publications
- D.
Periodic monitoring of the general economic conditions by HR professionals
Correct Answer(s)
B. Government reports
C. business publications
D. Periodic monitoring of the general economic conditions by HR professionalsExplanation
The use of government reports, business publications, and periodic monitoring of the general economic conditions by HR professionals allows a firm to forecast the supply of needed human resources external to the organization. These sources provide valuable information about the labor market, employment trends, and economic conditions that can help HR professionals predict the availability of talent and plan their recruitment and staffing strategies accordingly.Rate this question:
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- 36.
When a firm has more employees than it needs, it can move toward a balanced level by (choose all the answers that apply):
- A.
Natural attrition
- B.
Pay reduction
- C.
Transferring in employees from affiliate organizations
- D.
Use technological innovations to replace employees
Correct Answer(s)
A. Natural attrition
B. Pay reductionExplanation
When a firm has more employees than it needs, it can move toward a balanced level by implementing natural attrition, which means not replacing employees who leave the company through retirement, resignation, or other reasons. Additionally, pay reduction can be an option to incentivize some employees to leave voluntarily. These measures can help the firm gradually reduce its workforce to match its needs.Rate this question:
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- 37.
___ enables a firm to forecast the demand for human resources by looking at its historical records of company size based on its sales revenues.
- A.
Benchmarking
- B.
Scenario planning
- C.
Use of scatter plots
- D.
Use of Markov analysis
Correct Answer
C. Use of scatter plotsExplanation
The use of scatter plots enables a firm to forecast the demand for human resources by looking at its historical records of company size based on its sales revenues. Scatter plots are graphical representations that plot two variables, in this case company size and sales revenues, on a Cartesian plane. By analyzing the pattern and trend of the plotted points, the firm can make predictions about future company size based on projected sales revenues. This information can then be used to forecast the demand for human resources and make appropriate staffing decisions.Rate this question:
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- 38.
When a firm has an HR surplus, it can move toward a balanced level by (choose all the answers that apply):
- A.
Increasing overtime work schedules
- B.
Outsourcing
- C.
furloughs furloughs
- D.
Worksharing
Correct Answer(s)
C. furloughs furloughs
D. WorksharingExplanation
When a firm has an HR surplus, it means that there are more employees than necessary for the current workload. To move toward a balanced level, the firm can implement furloughs, which means temporarily laying off employees or reducing their working hours. This helps to reduce labor costs and align the workforce with the workload. Worksharing is also a valid option as it involves reducing the number of hours worked by each employee, allowing them to share the available work.Rate this question:
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- 39.
An environment that has high levels of ___ is one in which accurate information is not readily available for the firm to make appropriate business decisions.
- A.
uncertainty
- B.
Volatility
- C.
Magnitude of change
- D.
Complexity
Correct Answer
A. uncertaintyExplanation
An environment that has high levels of uncertainty is one in which accurate information is not readily available for the firm to make appropriate business decisions. This means that there is a lack of clarity and predictability in the environment, making it difficult for the firm to assess risks and opportunities accurately. In such an environment, the firm may face challenges in planning, strategizing, and adapting to changes effectively.Rate this question:
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- 40.
___ is planning for top management turnover.
- A.
HR planning
- B.
Replacement planning
- C.
Succession planning
- D.
None
Correct Answer
C. Succession planningExplanation
Succession planning is the process of identifying and developing potential leaders within an organization to ensure a smooth transition of key positions when top management turnover occurs. It involves identifying high-potential employees, providing them with necessary training and development opportunities, and grooming them for future leadership roles. Succession planning helps organizations mitigate the risks associated with unexpected departures of top executives and ensures continuity in leadership, allowing the organization to maintain stability and achieve its strategic objectives.Rate this question:
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- 41.
A ___ describes the major purpose or reason for the job's existence.
- A.
Task
- B.
Duty
- C.
Responsibility
- D.
None
Correct Answer
C. ResponsibilityExplanation
Responsibility is the correct answer because it refers to the major purpose or reason for a job's existence. In a job, responsibility refers to the tasks and duties that an individual is accountable for. It encompasses the obligations and expectations that come with the job role and outlines the specific areas in which an individual is responsible for performing and delivering results.Rate this question:
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- 42.
In a JD, the ___ list(s) the KSAs that workers need to have to perform the job.
- A.
Job identification
- B.
Job summary
- C.
Essential functions
- D.
Job specifications
Correct Answer
D. Job specificationsExplanation
The job specifications section in a job description lists the KSAs (knowledge, skills, and abilities) that workers need to have in order to perform the job. This section outlines the specific qualifications, experience, and competencies that are required for the position. It provides detailed information about the necessary skills and knowledge that candidates must possess to be considered for the job.Rate this question:
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- 43.
In a JD, the ___ describe(s) the tasks, duties and responsibilities of the job.
- A.
Job identification
- B.
Job summary
- C.
Essential functions
- D.
Job specifications
Correct Answer
C. Essential functionsExplanation
The essential functions in a job description refer to the specific tasks, duties, and responsibilities that are necessary for the job. These functions outline the core responsibilities that an employee must perform in order to successfully fulfill their role. They provide a clear understanding of the main job requirements and help both the employer and potential candidates determine if they possess the necessary skills and qualifications for the position.Rate this question:
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- 44.
___ is the body of information that a person acquires or learns about a discipline, usually through a school or formal learning setting.
- A.
Knowledge
- B.
Skill
- C.
Ability
- D.
None
Correct Answer
A. KnowledgeExplanation
Knowledge refers to the body of information that a person acquires or learns about a discipline, usually through a school or formal learning setting. It encompasses facts, concepts, theories, and principles that are acquired through study, research, or experience. Knowledge is different from skills and abilities, as it focuses on the understanding and awareness of information rather than the practical application or proficiency in performing tasks. Therefore, knowledge is the correct answer in this context.Rate this question:
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- 45.
Job analysis is required by law to prevent:
- A.
Intentional discrimination lawsuits
- B.
Unintentional discrimination lawsuits
- C.
A lack of reasonable accommodation lawsuits
- D.
None
Correct Answer
A. Intentional discrimination lawsuitsExplanation
Job analysis is required by law to prevent intentional discrimination lawsuits. By conducting a thorough job analysis, employers can ensure that their hiring and promotion processes are fair and unbiased. This analysis helps identify the essential job requirements and qualifications needed for a particular position, ensuring that all candidates are evaluated based on their ability to perform the job tasks rather than personal characteristics. This proactive approach helps organizations avoid any intentional discriminatory practices and potential legal consequences associated with them.Rate this question:
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Mar 20, 2023Quiz Edited by
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Oct 17, 2016Quiz Created by
LizzyG93
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