Question 1.1. (TCO 1)
Celeste spends most of her time at work establishing goals for her staff of 50
employees and developing procedures for various tasks. In which function of the
management process does Celeste spend most of her time? (Points : 5)

Leading
Controlling
Organizing
Planning

Question 2.2. (TCO 1)
Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a small but
fast-growing firm that has gained a loyal following for its use of fresh,
organic ingredients in its beverages. Although beverage industry experts
recommended that Sweet Leaf replace the organic cane sugar and honey it uses
with less costly high-fructose corn syrup, Sweet Leaf refused because of the
company’s mission to provide a high-quality, organic beverage to consumers. The
11-year-old company has 50 employees, and its products are available in 30% of
the U.S. market. Sweet Leaf Tea recently received multimillion dollar
investments that will enable the business to expand its national presence.

Which of the
following, if true, best supports the idea that Sweet Leaf Tea has implemented
a competitive strategy of differentiation? (Points : 5)

New Sweet Leaf
Tea customers are initially attracted to the unique labels and logo on the
bottles.
Loyal customers
of Sweet Leaf Tea seek products that are U.S. Department of
Agriculture-certified organic despite the associated higher costs.
Other brands of
bottled iced tea compete with Sweet Leaf Tea by offering new flavors at
competitive prices.
Sweet Leaf Tea
sells both lemonade and teas in a variety of flavors that appeal to consumers
of all ages.

Question 3.3. (TCO 2)
The four major areas of human resource management are (Points : 5)

training,
development, legal, and outsourcing.
training,
development, IRS, and benefits.
employment,
training and development, compensation and benefits, and employee relations.
hiring, firing,
promoting, and training.

Question 4.4. (TCO 2)
Which of the following refers to an analysis by which an organization measures
where it currently stands and determines what it has to accomplish to improve
its HR functions? (Points : 5)

HR methodology
HR benchmark
HR checklist
HR audit

Question 5.5. (TCO 3)
Which of the following best defines termination at will? (Points : 5)

Employees can
refuse to collaborate with specific coworkers for personal reasons.
Either the
employer or the employee can end the employment relationship at anytime.
Employers can
deny employees’ requests for vacation and leave for any reason.
Customers can
end relationships with service providers for any reason at anytime.

Question 6.6. (TCO 3)
A company used a personality test to select job candidates for customer service
positions. There were 40 male candidates and 20 female candidates. It appeared
that 30 men passed the personality test and five women passed the personality
test. Was there evidence of disparate impact against female candidates with
this personality test? (Points : 5)

No, because
this is an example of disparate treatment.
No, because a
passing rate of 25% (5/20) for the female candidates is fairly good.
Yes, because
the passing rate of the female candidates (25%) is less than 80% of the passing
rate of the male candidates (75%).
Yes, because
the passing rate of the female candidates cant be determined.

Question 7.7. (TCO 4)
Which of the following lists of reasons for being terminated consists of all
exceptions to the employment at will policy? (Points : 5)

Whistle-blowing, pregnancy, reduction in force
Pregnancy,
armed forces deployment, a pilot who turns age 70
Armed forces
deployment, whistle-blowing, an 18-month jury duty
Whistle-blowing, being convicted of DUI,
armed forces deployment
Pregnancy,
being hospitalized for 6 months, armed forces deployment

Question 8.8. (TCO 4)
Which of the following would least likely foster diversity in the workplace?
(Points : 5)

Changing the
culture through diversity training education programs
Appointing a
small group of minorities to high-profile positions
Recruiting
minority members to the board of directors
Using metrics
to evaluate diversity programs

Question 9.9. (TCO 5)
Pick the list that only includes methods of job analysis. (Points : 5)

Diary,
walk-about, questionnaire, interviews
Questionnaire,
restructuring, interviews, focus groups
Diary,
questionnaire, technical conference
Focus groups,
reduction in force, interviews
Walk-about,
focus groups, interviews

Question 10.10. (TCO
5) Leona has gathered job analysis data with a structured questionnaire for
managerial jobs in remote locations of her firm. Exit interviews have produced
comments such as, “You should have told me what was really expected.”
She wants to use an additional collection technique to avoid misrepresentation
in job descriptions. Leona’s boss told her, “Be thorough. Job analysis
time and cost are nothing compared to the cost of replacing these
managers.” Which method should she use? (Points : 5)

Individual
interview
Technical
conference
Diary
Gap analysis

Question 11.11. (TCO
6) When using either a trend analysis or a ratio analysis, it is assumed that
_____ will remain the same. (Points : 5)

staffing levels
currency rates
productivity
levels
recruitment
plans

Question 12.12. (TCO
6) Which is not a constraint on recruiting efforts? (Points : 5)

Job
attractiveness
Recruiting
costs
State influence
Organization
image

Question 13.13. (TCO
7) Which is the difference between a conditional job offer and a permanent job
offer? (Points : 5)

The conditional
job offer is made when employment tests are passed. The permanent job offer is
made when background checks are passed.
The conditional
job offer is made by the recruiter. The permanent job offer is made by the
interviewer.
The conditional
job offer is made after salary is set. The permanent job offer is based on
performance expectations before salary is set.
Conditional job
offers are made to hourly workers. Permanent job offers are made to salaried
workers.
The conditional
job offer is made before the initial screening. The permanent job offer is made
after medical requirements are met.

Question 14.14. (TCO
7) Why are performance simulation tests used more often today instead of
written tests in the selection process? (Points : 5)

Employment
tests are more expensive than performance simulation tests.
It is easier to
train an interviewer to administer a performance simulation test than an
employment test.
Performance
simulation tests more easily meet the criteria of job relatedness because they
evaluate actual job behaviors.
Employment
tests are conducted after hiring decisions are made, not during the selection
processQuestion 1.1. (TCO 1)
Celeste spends most of her time at work establishing goals for her staff of 50
employees and developing procedures for various tasks. In which function of the
management process does Celeste spend most of her time? (Points : 5) Leading Controlling Organizing PlanningQuestion 2.2. (TCO 1)
Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a small but
fast-growing firm that has gained a loyal following for its use of fresh,
organic ingredients in its beverages. Although beverage industry experts
recommended that Sweet Leaf replace the organic cane sugar and honey it uses
with less costly high-fructose corn syrup, Sweet Leaf refused because of the
company’s mission to provide a high-quality, organic beverage to consumers. The
11-year-old company has 50 employees, and its products are available in 30% of
the U.S. market. Sweet Leaf Tea recently received multimillion dollar
investments that will enable the business to expand its national presence.Which of the
following, if true, best supports the idea that Sweet Leaf Tea has implemented
a competitive strategy of differentiation? (Points : 5) New Sweet Leaf
Tea customers are initially attracted to the unique labels and logo on the
bottles. Loyal customers
of Sweet Leaf Tea seek products that are U.S. Department of
Agriculture-certified organic despite the associated higher costs. Other brands of
bottled iced tea compete with Sweet Leaf Tea by offering new flavors at
competitive prices. Sweet Leaf Tea
sells both lemonade and teas in a variety of flavors that appeal to consumers
of all ages.Question 3.3. (TCO 2)
The four major areas of human resource management are (Points : 5) training,
development, legal, and outsourcing. training,
development, IRS, and benefits. employment,
training and development, compensation and benefits, and employee relations. hiring, firing,
promoting, and training.Question 4.4. (TCO 2)
Which of the following refers to an analysis by which an organization measures
where it currently stands and determines what it has to accomplish to improve
its HR functions? (Points : 5) HR methodology HR benchmark HR checklist HR auditQuestion 5.5. (TCO 3)
Which of the following best defines termination at will? (Points : 5) Employees can
refuse to collaborate with specific coworkers for personal reasons. Either the
employer or the employee can end the employment relationship at anytime. Employers can
deny employees’ requests for vacation and leave for any reason. Customers can
end relationships with service providers for any reason at anytime.Question 6.6. (TCO 3)
A company used a personality test to select job candidates for customer service
positions. There were 40 male candidates and 20 female candidates. It appeared
that 30 men passed the personality test and five women passed the personality
test. Was there evidence of disparate impact against female candidates with
this personality test? (Points : 5) No, because
this is an example of disparate treatment. No, because a
passing rate of 25% (5/20) for the female candidates is fairly good. Yes, because
the passing rate of the female candidates (25%) is less than 80% of the passing
rate of the male candidates (75%). Yes, because
the passing rate of the female candidates cant be determined.Question 7.7. (TCO 4)
Which of the following lists of reasons for being terminated consists of all
exceptions to the employment at will policy? (Points : 5)
Whistle-blowing, pregnancy, reduction in force Pregnancy,
armed forces deployment, a pilot who turns age 70 Armed forces
deployment, whistle-blowing, an 18-month jury duty Whistle-blowing, being convicted of DUI,
armed forces deployment Pregnancy,
being hospitalized for 6 months, armed forces deploymentQuestion 8.8. (TCO 4)
Which of the following would least likely foster diversity in the workplace?
(Points : 5) Changing the
culture through diversity training education programs Appointing a
small group of minorities to high-profile positions Recruiting
minority members to the board of directors Using metrics
to evaluate diversity programsQuestion 9.9. (TCO 5)
Pick the list that only includes methods of job analysis. (Points : 5) Diary,
walk-about, questionnaire, interviews Questionnaire,
restructuring, interviews, focus groups Diary,
questionnaire, technical conference Focus groups,
reduction in force, interviews Walk-about,
focus groups, interviewsQuestion 10.10. (TCO
5) Leona has gathered job analysis data with a structured questionnaire for
managerial jobs in remote locations of her firm. Exit interviews have produced
comments such as, “You should have told me what was really expected.”
She wants to use an additional collection technique to avoid misrepresentation
in job descriptions. Leona’s boss told her, “Be thorough. Job analysis
time and cost are nothing compared to the cost of replacing these
managers.” Which method should she use? (Points : 5) Individual
interview Technical
conference Diary Gap analysisQuestion 11.11. (TCO
6) When using either a trend analysis or a ratio analysis, it is assumed that
_____ will remain the same. (Points : 5) staffing levels currency rates productivity
levels recruitment
plansQuestion 12.12. (TCO
6) Which is not a constraint on recruiting efforts? (Points : 5) Job
attractiveness Recruiting
costs State influence Organization
imageQuestion 13.13. (TCO
7) Which is the difference between a conditional job offer and a permanent job
offer? (Points : 5) The conditional
job offer is made when employment tests are passed. The permanent job offer is
made when background checks are passed. The conditional
job offer is made by the recruiter. The permanent job offer is made by the
interviewer. The conditional
job offer is made after salary is set. The permanent job offer is based on
performance expectations before salary is set. Conditional job
offers are made to hourly workers. Permanent job offers are made to salaried
workers. The conditional
job offer is made before the initial screening. The permanent job offer is made
after medical requirements are met.Question 14.14. (TCO
7) Why are performance simulation tests used more often today instead of
written tests in the selection process? (Points : 5) Employment
tests are more expensive than performance simulation tests. It is easier to
train an interviewer to administer a performance simulation test than an
employment test. Performance
simulation tests more easily meet the criteria of job relatedness because they
evaluate actual job behaviors. Employment
tests are conducted after hiring decisions are made, not during the selection
process