1. Which of the following is most likely to positively influence organizational profits? a) The level of employee salaries b) A commission based compensation system c) Motivating employees through effective performance management d) Regular cost of living increases

2. Which of the following is most likely to reduce instances of unethical corporate behavior? a) Effective compensation and benefit practices b) High levels of occupational commitment c) When the organization is a good community citizen d) Open channels of communication

3. Effective human resource management: a) represents the interests of management in all employee actions b) involves hiring the right people in the right job and keeping them motivated c) ensures that employees will not join a union d) involves hiring quality employees, motivating employees to maximize performance and helps meet employee psychological and social needs

4. Strengths and weaknesses a) should be kept confidential b) are areas of high and low capability c) relate to the external environment d) are an outcome of strategic implementation

5. Human resource management is critical: a) because high-quality employees are relatively rare b) mainly when an organization requires technological skills c) because of the high cost of compensation d) mainly when an organization requires general skills

6. The view that human resource practices differ based upon an organization’s competitive business strategy: a) is the universalistic approach b) is consistent with the contingency approach c) is the differentiation approach d) is the only way human resource practices can be considered

7. Which of the following is characteristic of organizations with an external labor orientation? a) The organization seeks to buy talent b) A primary goal is to identify employees who will have long careers with the organization c) People are hired early in their careers d) Employees identify closely with the organization

8. Immutable characteristics refer to: a) characteristics that are essential to successful job performance b) characteristics that are not related to successful job performance c) personal characteristics that cannot reasonably be changed d) personal characteristics that can be changed through employee training and development

9. Currently, employers with fewer than this number of employees are NOT covered by Title VII: a) less than 50 employees b) less than 25 employees c) less than 15 employees d) less than 10 employees

10. Disparate treatment is the practice of treating: a) all job applicants and employees the same b) clerical and professional employees differently c) mangers differently from other employees d) job applicants and employees differently based on race, gender, or some other group characteristic

11. Punitive damages: a) are designed to punish a company b) usually result in lower payment by a company in a discrimination case c) cannot be awarded if a complainant is awarded back pay d) cannot be awarded if a complainant is awarded lost earnings

12. The Americans with Disabilities Act (ADA): a) only covers physical disabilities b) only covers mental disabilities c) covers physical and mental disabilities that impair a major life activity d) covers all physical and mental disabilities

13. The Occupational Information Network, O*Net: a) is not applicable outside the United States b) is a resource for job agents c) was developed by the U.S. department of labor as a source of information about jobs and careers d) is a resource for competency models

14. _____ focus attention on knowledge, skills, and abilities, and _______ focus on duties and what is to be done. a) Job duties; job specifications b) Job analysis; job duties c) Job specifications; job description d) Job description; job specifications

15. What is the process of determining what tasks will be grouped together to form employee jobs? a) Job design b) Position Analysis Questionnaire c) Job analysis d) Competency modeling

16. The mechanistic approach to job design: a) is based upon enhancing employee motivation and satisfaction b) is based on the scientific method to create jobs c) is based upon enhancing intrinsic motivation d) seeks to have employees develop new and better ways to accomplish work

17. Which of the following approaches to job design seeks to simplify mental demands on workers? a) Perceptual approach b) Perspective approach c) Biological approach d) Mechanistic approach

18. When an organization conveys positive information about a job and the organization to applicants it is referred to as: a) a realistic job preview b) idealistic messaging c) realistic messaging d) effective recruiting

19. Effective recruiting plans: a) should be implemented as soon as a job becomes vacant b) increase the likelihood of hiring the best workers and reduce costs c) require an organization to begin recruiting as soon as it becomes aware of a vacancy d) involve contingent workers

20. When predicting future HR needs: a) an organization mainly should look at demographic shifts b) HR should be able to predict future employee needs without impinging on the time of managers c) an organization should begin with assessing environmental trends d) an organization should begin with assuming the same types and levels of production of goods and services

21. In the human resource planning process the number and types of people to be recruited externally: a) can be computed as vacancies occur b) can be computed by predicting the number of total employees needed by the organization at a future time minus the projected number of employees available internally for the same future time c) can be computed based upon known employee retirements d) can be computed after all vacancies have been announced for internal candidates

22. Short-term specialist employees: a) are usually developed by the employing organization b) generally command low compensation c) provide specific inputs for a short period of time d) provide general knowledge, skills and abilities for a short period of time

23. Organization-based fit: a) is concerned with how well an individual’s abilities match the job b) deals with how well the individual is matched with the organization’s culture, values and norms c) depends mostly on technical skill over personality d) is correlated with job-based fit

24. Dysfunctional retention: a) occurs when a high performing employee remains employed with the organization b) occurs when a low performing employee remains with the organization c) occurs when all turnover is low d) is critical for the Committed Expert HR strategy

25. Socialization: a) begins during the job analysis process b) is best accomplished outside of work hours c) should not occur between an employee and supervisor d) is the process through which a new employee acquire knowledge and behaviors needed to be a member of an organization.