Leadership and Management Exam Bank
Course Introduction
This course explores the fundamental theories and practices of leadership and management within various organizational contexts. Students will examine the differences and intersections between managing and leading, analyze leadership styles, and discuss techniques for motivating teams, resolving conflict, and making ethical decisions. Through case studies, group discussions, and practical exercises, the course aims to develop essential skills in strategic planning, communication, problem-solving, and change management, ultimately preparing students to effectively guide organizations and inspire others to achieve shared goals.
Recommended Textbook
Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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16 Chapters
1589 Verified Questions
1589 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) The concept of "human resource management" implies that employees:
A) are interchangeable.
B) are easily replaceable.
C) are a necessary expense to process work demands.
D) are resources who add economic value to the organization.
E) are secondary to all elements of economic capital like cash and technology.
Answer: D
Q2) Job design is the process of:
A) defining the way work will be performed and the tasks that a given job requires.
B) generating a pool of potential candidates for a job.
C) identifying suitable candidates for jobs.
D) enabling employees to learn job-related knowledge, skills, and behavior.
E) presenting candidates with positive and negative information about a job.
Answer: A
Q3) For human resource practices to be considered ethical,they must result in the greatest good for the largest number of people.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) The traditional role of HRM as primarily an administrative function has gradually given way to a new role-that of strategic partner.
A)True
B)False
Answer: True
Q2) Employees who take assignments in other countries are called _____.
A) home-country nationals
B) immigrants
C) external employees
D) expatriates
E) emigrants
Answer: D
Q3) The practice of having another company provide services is known as _____.
A) benchmarking
B) downsizing
C) codetermining
D) outsourcing
E) reengineering
Answer: D
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Page 4
Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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100 Verified Questions
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Sample Questions
Q1) Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____.
A) women
B) minors
C) older employees
D) individuals with disabilities
E) minorities
Answer: D
Q2) _____ refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
A) Disparate impact
B) Disparate treatment
C) Corrective action
D) Affirmative action
E) Reasonable accommodation
Answer: A
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Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Which of the following best describes ergonomics?
A) The study of the interface between individuals' physiology and the characteristics of the physical work environment.
B) The study of jobs to find the simplest way to structure work in order to maximize efficiency.
C) The study of the tasks, duties, and responsibilities for employees in a new job.
D) The study of the knowledge, skills, and abilities of the job.
E) The study of the relationship between intrinsic rewards and employee motivation in the context of human resource management.
Q2) In which of the following scenarios will workers be less motivated to perform the job?
A) When the job requires a variety of skills to be performed
B) When the job requires completing the whole piece of work from beginning to end
C) When the job has minimal impact on the lives of other people
D) When the job allows individuals to take autonomous decisions about the job
E) When a person receives clear information about performance effectiveness from the work itself
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6
Chapter 5: Planning for and Recruiting Human Resources
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Which of the following statements is true regarding referrals?
A) Referrals fall under the category of internal source of recruitment.
B) The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C) The use of referrals tends to promote nepotism.
D) Referrals cost much more than other formal recruiting efforts.
E) Referrals are the least preferred sources of new hires.
Q2) Executive search firms:
A) find new jobs almost exclusively for high-level, unemployed executives.
B) help organizations in on-campus recruiting.
C) help only entry-level and inexperienced employees to find jobs.
D) are agencies administered by the federal government or governmental organizations.
E) serve as a buffer, providing confidentiality between the employer and the recruit.
Q3) Downsizing can be used as an option for reducing surplus labor as it yields fast results.
A)True
B)False
Q4) Outline two personnel policies that are especially relevant to recruitment.
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) Why are drug tests a controversial component of the personnel selection process? What are some of the ways in which organizations can avoid problems associated with drug testing?
Q2) Organizations typically use résumés _____.
A) as substitutes for interviews
B) as a basis for deciding which candidates to investigate further C) to save the cost of administering tests related to the performance on the job
D) because they can control the content of the information, as well as the way it is presented
E) because they are generally an unbiased source of information
Q3) The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.
A) physical ability
B) cognitive ability
C) aptitude
D) personality
E) skills
Q4) Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?
Page 8
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Chapter 7: Training Employees
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Sample Questions
Q1) For on-the-job training (OJT)programs to be effective,an organization should review OJT practices at companies in similar industries.
A)True
B)False
Q2) The simplest approach to evaluating training is to:
A) use only a pretest.
B) calculate the ROI.
C) conduct pretests and posttests on all trainees.
D) use only a posttest.
E) compare pretest and posttest scores of the trained group with those of an untrained group.
Q3) The last step in the instructional design process involves choosing a training method.
A)True
B)False
Q4) What is meant by apprenticeship? What is its advantage?
Q5) Apprenticeship programs can only be sponsored by the government.
A)True B)False
Q6) What should managers do to support training?
Page 9
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Chapter 8: Managing Employees Performance
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Sample Questions
Q1) How does total quality management (TQM)obtain objective feedback?
A) From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
B) From the methods that rate behaviors in terms of a scale showing specific statements of behavior that describe different levels of performance.
C) From the methods that use several statements describing each trait to produce a final score for that trait.
D) From the method that lists traits and provides feedback for each trait.
E) From managers, peers, and customers about the employee's personal qualities.
Q2) _____ use several statements describing each trait to produce a final score for that trait.
A) Behaviorally anchored rating scales
B) Mixed-standard scales
C) Behavioral observation scales
D) Graphic rating scales
E) Forced distribution scales
Q3) What are the different ways to produce improvement in unsatisfactory performance?
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Chapter 9: Developing Employees for Future Success
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Sample Questions
Q1) Acting as a mentor gives managers:
A) career support and sponsorship.
B) increased visibility among the organization's managers.
C) a chance to talk about their worries.
D) a chance to develop their interpersonal skills.
E) more chances of being promoted.
Q2) An Individual Coaching for Effectiveness program is designed to:
A) help managers with dysfunctional behaviors.
B) improve the technical skills of employees.
C) help prepare managers for overseas assignments.
D) reduce the effects of the glass ceiling.
E) attract and retain ambitious managerial employees.
Q3) What are group mentoring programs?
Q4) Assessment centers are primarily used to identify employees' technical skills.
A)True
B)False
Q5) A protean career is one that frequently changes based on changes in a person's interests,abilities,and values and in the work environment.
A)True
B)False
11
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Chapter 10: Separating and Retaining Employees
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Sample Questions
Q1) If peer review does not lead to a settlement,a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement.This process is called:
A) mediation.
B) carve-out.
C) open-door policy.
D) fair representation.
E) attrition.
Q2) An intervention designed to increase the communication and understanding of the various sets of role expectations that exist for specific employees is called:
A) role playing.
B) role analysis technique.
C) role carve-out.
D) role enrichment.
E) role overload.
Q3) The Job Descriptive Index is an example of a job satisfaction instrument.
A)True
B)False
Q4) What are the requirements that employers must meet to avoid wrongful discharge?
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Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) An example of a typical compensable factor is:
A) social status.
B) education.
C) longevity.
D) gender.
E) religion.
Q2) _____ means that the employee is paid a given amount regardless of the number of hours worked or quality of the work.
A) Pay level
B) Nonexemption
C) Pay policy line
D) Piecework rate
E) Salary basis
Q3) The laws governing Equal Employment Opportunity guarantee equal pay for men and women,whites and minorities,and other groups within the United States.
A)True
B)False
Q4) What are the limitations of using a job-based pay structure?
Q5) How do employees judge the fairness of a pay structure?
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) What should employees do to earn bonuses under the Scanlon plan?
A) They should produce products at a rate which is much higher than the standard production time.
B) They should create goodwill with customers and close as many sales as possible.
C) They should follow a defined set of quality standard to produce the desired outcome.
D) They should keep labor costs to a minimum and produce as much as possible with that amount of labor.
E) They should improve their performance year after year so that they re-earn the bonus during each performance period.
Q2) What is the function of a merit increase grid?
A) To make the merit increases consistent
B) To further increase the pay for those whose pay is relatively higher for their job
C) To increase the employees' compa-ratio
D) To stabilize economic conditions
E) To increase incentives on an year-by-year basis
Q3) How can gainsharing be successful as a form of group incentive?
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Chapter 13: Providing Employee Benefits
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Sample Questions
Q1) The funding for unemployment insurance comes from federal and state taxes on employees.
A)True
B)False
Q2) What are sick leaves? What are the pros and cons of the accumulation of sick leaves year after year?
Q3) While the number of mandatory days of paid vacation in Western Europe is about 30 days,the U.S.companies typically offer:
A) five paid holidays each year.
B) 10 paid holidays each year.
C) 20 paid holidays each year.
D) more than 40 paid holidays each year.
E) more than two weeks of paid holidays each year.
Q4) How do cafeteria-style plans increase costs for employers?
A) Employers pay much higher premium on HMO than a preferred health care plan.
B) Employers are required to pay higher insurance premium for laid-off workers.
C) Contribution to PGBC to fund the retirement plan increases under this plan.
D) Employees select the kind of benefits they expect to need the most.
E) The employers bear the cost of providing employees with benefits they do not value.
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) A union steward:
A) influences the way pay and promotions are determined.
B) deducts union dues from employees' paychecks.
C) is the strongest union security arrangement.
D) is employed as an independent contractor.
E) represents employees when they file grievances alleging contract violations.
Q2) Which of the following workers are not covered by the NLRA?
A) An individual employed as a supervisor
B) An individual employed in the service sector
C) An individual employed by a private-sector firm with less than 15 full-time employees
D) An individual carrying out a white-collar job
E) An individual drawing an annual salary of more than $20,000
Q3) How is an industrial union different from a craft union?
A) All the members of an industrial union have a particular skill or occupation.
B) An industrial union is often responsible for training its members through apprenticeships.
C) An industrial union organizes as many employees in as wide a range of skills.
D) An industrial union represents a particular occupation.
E) An industrial union's members change employers more often.
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Page 16
Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) The usual way that a company begins to enter foreign markets is by setting up operations in those countries.
A)True
B)False
Q2) Which of the following is true of cross-cultural preparation for the different phases of an international assignment?
A) Training consists only of lectures.
B) Preparation ends once the employees have adjusted to the host-country's environment.
C) Preparation is only required for the employees, not their families.
D) Preparation for departure includes language instruction.
E) Employees and their families should be insulated from the locals.
Q3) How can companies help expatriates return to the home country after completing a foreign assignment?
Q4) Discuss how economic systems impact HRM in international markets.
Q5) Job design aimed at empowerment is likely to be difficult in cultures with high power distance.
A)True
B)False
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) Which of the following is an outcome of a high-performance work system?
A) Simple, repetitive jobs
B) High employee turnover
C) High production costs
D) High product quality
E) Centralized decision making
Q2) One way to measure HRM effectiveness is to measure a program's success in terms of whether it achieved its objectives and whether it delivered value in an economic sense.
A)True
B)False
Q3) Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities?
A) Ratio of personnel staff to employee population
B) Percentage of employees receiving tuition refunds
C) Per capita (average) merit increases
D) Working relationship between organizations and HRM department
E) Turnover rate
Q4) How can HR departments improve their performance?
Q5) Discuss the concept of occupational intimacy.
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