Question 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

Question 2: 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?

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: A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration. This situation is an example of:

outsourcing

shared services

decentralized work surveillance

telecommuting

offshoring

Question 4: A small distribution organization uses a payroll company to provide employee compensation services and keep timesheet records and employee attendance history. This situation is an example of:

offshoring

centralized work surveillance.

outsourcing.

telecommuting.

Question 5: Which of the following best defines termination at will?

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: You are vice president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience and no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job and was not even given an interview. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed?

The 4/5 rule

Geographical comparison

Performance ratio comparison

No valid defense-the policy is suspect and could result in adverse impact and treatment claims

Question 7: When a working environment is offensive due to sexual innuendos or other behaviors related to sex and unreasonably interferes with an employee's ability to work, it is called:

hostile environment sexual harassment

violence in the workplace

anti-fraternization

unfair labor practices

productivity interferences

Question 8: 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: The PAQ method of job analysis is:

very suspicious, especially when a theft is involved

useful and highly rated as a method of doing job analysis

used mainly by Indiana companies, because it was invented at Purdue

one that works best for higher level, professional jobs

one that works mainly due to its easy-to-read format and down-to-earth questions

Question 10: When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used?

Group view method

Observation method

Structured method

Individual view method

Question 11: Which of the following recruiting advertisements is the least likely to be considered discriminatory by the EEOC?

Looking for folks with 1-2 years' experience who are recently graduated from high school

Looking for tall, strong, and able-bodied employees for a job as a lumberjack

Wanted: Computer engineers with Linux experience to work the night shift

Wanted: Part-time computer engineers who would like to supplement their social security and/or pension income

Wanted: A dependable, responsible woman, preferably with a degree in education, as a "live-in" house mother for a male-only fraternity house dormitory at the University of Florida

Question 12: Which is not a constraint on recruiting efforts?

Job attractiveness

Recruiting costs

Government influence

Candidate image

Question 13: 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: Which of the following is not true regarding interviewing?

Prior knowledge about the applicant can bias the interviewer's evaluation

Structured interviews are less reliable than unstructured interviews

The interviewer tends to favor candidates who share their own attitudes