Your Perfect Assignment is Just a Click Away
We Write Custom Academic Papers

100% Original, Plagiarism Free, Customized to your instructions!

glass
pen
clip
papers
heaphones

(TCO 1) The vice president of marketing tells a marketing manager to prepare a

(TCO 1) The vice president of marketing tells a marketing manager to prepare a

(TCO 1)
The vice president of marketing tells a marketing manager to prepare a
presentation by the end of the week. The vice president is most likely
exercising which of the following?
Staff authority
Procedural authority
Line authority
Functional authority

Points Received: 0 of 5
Comments:
Question 2. Question
: (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, would most likely undermine
the argument that Sweet Leaf Tea should implement a corporate-level strategy of
vertical integration?
Sweet Leaf Tea lacks the facilities or
knowledge to produce the raw ingredients for its beverages.
Market research suggests that Sweet Leaf Tea
customers primarily purchase only one flavor of tea.
Most loyal customers of Sweet Leaf Tea
purchase the beverage at neighborhood convenience stores.
Sugar farmers used by Sweet Leaf Tea have
agreed to a fixed price for the next 5 years so that the company can keep
prices low.

Question 3. Question
: (TCO 2) The four major areas
of human resource management are
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. Question
: (TCO 2) All of the following
practices are most likely implemented by companies with high-performance work
systems except
hiring employees based on validated selection
tests.
providing pay increases based on service
years.
filling positions with internal candidates.
utilizing self-managing work teams.
Question 5. Question
: (TCO 3) Which Supreme Court
case was used to define unfair discrimination in conjunction with EEO laws?
Brown v. Board of Education
Griggs v. Duke Power Company
West Coast Hotel Co. v. Parrish
Abington School District v. Schempp

Question 6. Question
: (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?
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. Question
: (TCO 4) Health-Tech Materials
is a firm that manufactures medical equipment purchased by hospitals and
clinics. The firm employs over 2,500 workers in its two manufacturing
facilities located in Texas and Arizona. Recently, Health-Tech dismissed a
number of employees for ethics violations ranging from improper Internet usage
to stealing company funds. In addition, the firm has been sued by two former
employees for wrongful discharge. As a result, Health-Tech’s top executives are
evaluating the firm’s hiring process, ethics training system, reward system,
and disciplinary system to determine how to promote ethics and fair treatment.
Which of the following best supports the argument that
Health-Tech should make significant changes to its disciplinary process?
According to surveys, Health-Tech employees
feel that managers do not listen to their concerns or take their opinions
seriously.
Health-Tech requires employees to receive
annual ethics training to ensure that they understand the firm’s latest
policies.
Health-Tech’s main competitor uses fictional
scenarios to test applicants’ morality and has fewer ethics problems than
Health-Tech.
Historically, arbitrators have overturned the
dismissal decisions of Health-Tech’s managers because of unclear company rules.

Question 8. Question
: (TCO 4) Which of the following
would least likely foster diversity in the workplace?
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. Question
: (TCO 5) Pick the list that
only includes methods of job analysis.
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. Question
: (TCO 5) Which method
interviews the job incumbents simultaneously?
Group interview method
Observation method
Structured method
Individual view method

Question 11. Question
: (TCO 6) When using either a
trend analysis or a ratio analysis, it is assumed that _____ will remain the
same.
staffing levels
currency rates
productivity levels
recruitment plans

Question 12. Question
: (TCO 6) Jane is the director
of recruiting for a large corporation. Which of the following is a warning
signal that her efforts are not effective?
Recruiting costs have increased 5% over the
last 3 years.
Twenty-five percent of resumes are received
through the Internet.
Jane’s secretary spends more time
acknowledging ad responses from qualified applicants than she did a year ago.
Jane’s secretary spends more time
acknowledging ad responses from underqualified applicants than she did a year
ago.
Question 13. Question
: (TCO 7) Which is the difference
between a conditional job offer and a permanent job offer?
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. Question
: (TCO 7) Why are performance
simulation tests used more often today instead of written tests in the
selection process?
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.

(TCO 1)
The vice president of marketing tells a marketing manager to prepare a
presentation by the end of the week. The vice president is most likely
exercising which of the following? Staff authority Procedural authority Line authority Functional authority Points Received: 0 of 5 Comments: Question 2. Question
: (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, would most likely undermine
the argument that Sweet Leaf Tea should implement a corporate-level strategy of
vertical integration? Sweet Leaf Tea lacks the facilities or
knowledge to produce the raw ingredients for its beverages. Market research suggests that Sweet Leaf Tea
customers primarily purchase only one flavor of tea. Most loyal customers of Sweet Leaf Tea
purchase the beverage at neighborhood convenience stores. Sugar farmers used by Sweet Leaf Tea have
agreed to a fixed price for the next 5 years so that the company can keep
prices low. Question 3. Question
: (TCO 2) The four major areas
of human resource management are 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. Question
: (TCO 2) All of the following
practices are most likely implemented by companies with high-performance work
systems except hiring employees based on validated selection
tests. providing pay increases based on service
years. filling positions with internal candidates. utilizing self-managing work teams.Question 5. Question
: (TCO 3) Which Supreme Court
case was used to define unfair discrimination in conjunction with EEO laws? Brown v. Board of Education Griggs v. Duke Power Company West Coast Hotel Co. v. Parrish Abington School District v. Schempp Question 6. Question
: (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? 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. Question
: (TCO 4) Health-Tech Materials
is a firm that manufactures medical equipment purchased by hospitals and
clinics. The firm employs over 2,500 workers in its two manufacturing
facilities located in Texas and Arizona. Recently, Health-Tech dismissed a
number of employees for ethics violations ranging from improper Internet usage
to stealing company funds. In addition, the firm has been sued by two former
employees for wrongful discharge. As a result, Health-Tech’s top executives are
evaluating the firm’s hiring process, ethics training system, reward system,
and disciplinary system to determine how to promote ethics and fair treatment.Which of the following best supports the argument that
Health-Tech should make significant changes to its disciplinary process? According to surveys, Health-Tech employees
feel that managers do not listen to their concerns or take their opinions
seriously. Health-Tech requires employees to receive
annual ethics training to ensure that they understand the firm’s latest
policies. Health-Tech’s main competitor uses fictional
scenarios to test applicants’ morality and has fewer ethics problems than
Health-Tech. Historically, arbitrators have overturned the
dismissal decisions of Health-Tech’s managers because of unclear company rules.
Question 8. Question
: (TCO 4) Which of the following
would least likely foster diversity in the workplace? 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. Question
: (TCO 5) Pick the list that
only includes methods of job analysis. 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. Question
: (TCO 5) Which method
interviews the job incumbents simultaneously? Group interview method Observation method Structured method Individual view method Question 11. Question
: (TCO 6) When using either a
trend analysis or a ratio analysis, it is assumed that _____ will remain the
same. staffing levels currency rates productivity levels recruitment plans Question 12. Question
: (TCO 6) Jane is the director
of recruiting for a large corporation. Which of the following is a warning
signal that her efforts are not effective? Recruiting costs have increased 5% over the
last 3 years. Twenty-five percent of resumes are received
through the Internet. Jane’s secretary spends more time
acknowledging ad responses from qualified applicants than she did a year ago. Jane’s secretary spends more time
acknowledging ad responses from underqualified applicants than she did a year
ago.Question 13. Question
: (TCO 7) Which is the difference
between a conditional job offer and a permanent job offer? 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. Question
: (TCO 7) Why are performance
simulation tests used more often today instead of written tests in the
selection process? 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.

Order Solution Now