Management Studies
Exam Solutions
Course Introduction
Management Studies explores the fundamental principles and practices involved in effectively leading organizations and teams. This course provides students with an understanding of key management functions such as planning, organizing, leading, and controlling, while also examining contemporary issues like organizational behavior, decision-making, strategy, and innovation. Through case studies and practical applications, students gain insights into how managers address challenges, motivate employees, and drive organizational success in a dynamic global environment.
Recommended Textbook
Strategic Human Resources Planning 7th Edition by Monica Belcourt
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14 Chapters
1662 Verified Questions
1662 Flashcards
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Chapter 1: Strategic Management
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99 Verified Questions
99 Flashcards
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Sample Questions
Q1) If no two organizations are the same,then logically all organizational strategies are unique.
A)True
B)False
Answer: True
Q2) Examples of corporate strategy include decisions to compete internationally or to merge with other companies.
A)True
B)False
Answer: True
Q3) What type of objective would include being ethical and environmentally responsible?
A)long-term
B)short-term
C)soft
D)hard
Answer: C
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Chapter 2: Aligning HR With Strategy
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) There are various approaches to linking HRM strategies to organizational strategies.De-scribe one approach.Provide an example.
Answer: We can start with the corporate strategy that leads to the HR strategy,or start with the HR competencies that lead to the business strategy,or use a blend of the interrelationship of the HR strategy and the corporate strategy.Aligning HR strategy with the corporate strategy and with other functional strategies is important.
Q2) Refer to Scenario: Swimco.Fit is an important consideration in Swimco's HR strategic planning.What is it called when Swimco fits its HR strategy between its HR functions (i.e. ,training)and across its other business functions (i.e. ,accounting)?
A)external fit
B)best fit
C)internal fit
D)organizational fit
Answer: C
Q3) Traditionally,the HRM program influenced the creation of the corporate strategy.
A)True
B)False
Answer: False
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Chapter 3: Environmental Influences on HRM
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Professional associations These are organizations that professionals join to keep current with what is going on in their fields of study. Examples of these include the Human Resources Professionals Association (HRPA), the Canadian Society for Training and Development (CSTD), and The Canadian Payroll Association.
3. Conferences and seminars Conferences, seminars, and workshops are an excellent way to stay current within the field. These have an educational component and usually include information on leading-edge trends and changes in the field.
4. Professional consultants Experts in particular fields specialize in certain areas, such as human resource information systems or organizational development. Organizations that want the most up-to-date information on a particular area will hire external consultants to assist them.
Identify three challenges in environmental scanning.
Answer: 1. It is not possible to accurately predict the future and to isolate what is really important to HR.
2. So much change is occurring in so many areas that scanners have trouble selecting the significant events.
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Chapter 4: The HR Forecasting Process
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) In regards to HR forecasting,greater attention must be paid to identifying with of the following human resources?
A)workers representative of designated groups
B)workers with creative abilities
C)workers with social skills
D)workers with communication skills
Q2) What HR concept is defined as a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions?
A)envelope
B)prediction
C)forecasting targets
D)projection
Q3) The Conference Board of Canada found that organizations reported three important long-term HR priorities.What are these priorities?
A)leadership development,workforce planning,and succession management
B)employee engagement,aging workforce,and workforce planning
C)capacity to innovate,labour cost containment,and succession management
D)capacity to innovate,respond to rapid change,and contain labour costs
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Chapter 5: Determining HR Demand
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) What type of analysis presupposes that a linear relationship exists between sales and the number of employees?
A)ratio
B)multivariate
C)trend
D)regression
Q2) According to the textbook,what is one disadvantage of the Delphi technique?
A)groupthink
B)shyness
C)time and costs
D)communication
Q3) Which of the following is a qualitative human resource forecasting method?
A)time series
B)nominal group technique
C)regression analysis
D)structural equation modelling technique
Q4) In an structural equation modelling,current trends are analyzed by a panel of experts to predict future HR demand.
A)True
B)False
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Chapter 6: Ascertaining HR Supply
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142 Verified Questions
142 Flashcards
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Sample Questions
Q1) In the Markov model,the employee has five possible movement options.
A)True
B)False
Q2) What type of HR supply planning application relies on a complex mathematical procedure commonly used for project analysis in engineering and business applications?
A)Markov modelling
B)vacancy analysis
C)succession table
D)linear programming
Q3) An organization requires experienced civil engineers,resulting in the HR demand for engineers exceeding its current engineering personnel resources.What is this called?
A)HR surplus
B)HR shortage
C)HR scarcity
D)HR supply
Q4) A movement analysis can also be referred to as a probabilistic model.
A)True
B)False
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Chapter 7: Succession Management
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) What HR concept refers to the systematic process of determining critical roles within the organization,identifying and evaluating possible successors,and developing them for these roles?
A)HR planning
B)organizational development
C)leadership development
D)succession management
Q2) A succession management approach not only depends on internal candidates but also tracks external candidates.Which of the following is an advantage of external candidates?
A)External candidates bring new knowledge and skills to the organization.
B)External recruitment and selection costs are lower.
C)There is less internal disruption waiting to see who the new leader is with external candidates.
D)Organizations have more and better information about external candidates.
Q3) In succession planning,what would be the starting point for HR planning?
A)the job position
B)the organization's strategy
C)the employees' competencies
D)the role of the manager and employees
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Chapter 8: Information Technology for HR Planning
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) Enterprise resource planning fosters the enforcement of consistent processes and procedures throughout the organization and ensures that administrative units can easily share information and communicate with one another.
A)True
B)False
Q2) A relational database creates information that can be shared across multiple files simultaneously.What type of security systems might be used to protect the security of the data?
A)keeping the system on
B)smart cards or access codes
C)encryption devices
D)PINs and memory sticks
Q3) If an HR manager requires a comprehensive across-the-board software system that integrates subsystems and modules,what does the manager need?
A)MSS
B)HRMSP
C)HRIS
D)IHRIM
Q4) Define HR analytics.List three uses of workforce analytics.
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Chapter 9: Change Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) When an organization attempts to solve a problem using a single strategy,without examining the validity of the problem itself,what type of learning is occurring?
A)organizational learning
B)open -system learning
C)single-loop learning
D)double-loop learning
Q2) "Freezing" is a stage in the change process that involves a trial-and-error process of taking action to move the firm through the intended change.
A)True
B)False
Q3) In organizational settings,single-loop learning involves questioning the extent to which the strategy itself and the systems and structures that implement the strategy support the underlying purpose of the organization.
A)True
B)False
Q4) In order to lead change,researchers suggest that HR professionals should possess a specific set of competencies.Describe two of these competencies.
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11
Chapter 10: Downsizing and Restructuring
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124 Verified Questions
124 Flashcards
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Sample Questions
Q1) What is an essential component that is necessary for senior management prior to developing a downsizing strategy?
A)knowing financial indicators
B)scanning the external environment
C)communicating with employees
D)creating a culture of trust
Q2) Perceptions of fairness and equity play a key role in understanding how survivors react to a downsizing.What type of justice is associated with the fairness of a downsizing decision?
A)procedural
B)interactional
C)distributive
D)manipulative
Q3) Which of the following is a medium-term alternative to downsizing?
A)exit incentives
B)hiring freeze
C)mandatory vacation
D)reduced overtime
Q4) What are four of the reasons that organizations downsize?
Q5) Define workforce reduction.Discuss its limitations on human resource planning.
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Chapter 11: Strategic International HRM
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128 Verified Questions
128 Flashcards
Source URL: https://quizplus.com/quiz/51670
Sample Questions
Q1) The Conference Board of Canada has identified four major areas of focus for workforce planning in an international context.Which of the following is one of these areas?
A)understanding the HR policies and practices
B)issues relating to external human capital demand and supply
C)the organization and industry
D)labour relations practices
Q2) What is one disadvantage of increased use of third-country nationals?
A)lack of knowledge of the corporate culture
B)limited familiarity with the firm's own operations
C)potential unfamiliarity with the cultural norms of the host country
D)lack of understanding of the subsidiary's needs
Q3) Identify and briefly explain the three different approaches to SIHRM.
Q4) When entering new markets,organizations are confronted with a wide range of challenges mostly related to socioeconomic,political,and technological aspects.
A)True
B)False
Q5) Discuss three factors that enhance cross-cultural adjustment.
Q6) What is repatriation? What are some of the issues facing repatriates?
Page 13
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Chapter 12: Mergers and Acquisitions
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) The effect of mergers on staff is devastating to employees terminated but not to the employees who remain employed with the merged company.
A)True
B)False
Q2) Which one of these factors may influence the success rate of a merger?
A)stress counselling for employees
B)industry sector of the merger
C)both companies being the same size
D)languages spoken by management
Q3) What is one important benefit that an organization can offer its terminated employees?
A)access to organizational intranet and email
B)continuation of benefits for a certain time period
C)incentive plan that incorporates performance
D)buyouts that have cost-of-living adjustments
Q4) One of the disadvantages of mergers is that employees might have to reapply for their old jobs.
A)True
B)False
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Chapter 13: Outsourcing
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) Contracts typically include standards of service and quality.
A)True
B)False
Q2) Which of the following HR activities is NOT suitable for outsourcing?
A)benefits administration
B)HR strategy
C)administering personnel tests
D)payroll administration
Q3) Comment on the quote "not a single company can afford to even try and be the first in everything." Define and give an example of core work and non-core work.
Q4) An organization's outsourcing impacted its customers' perceptions of service,which were directly impacted by the level of organizational commitment of employees.What risks did this organization carry as a result of outsourcing?
A)employee morale risks
B)security risks
C)reduced value risks
D)service risks
Q5) Why do organizations outsource? Discuss three of the six primary reasons.
Q6) List and briefly explain three risks associated with outsourcing.
Page 15
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Chapter 14: HR Assessment and Analytics
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) What are three ways to reduce labour expenses by reducing the size of the labour force?
A)technology,job design,and outsourcing
B)technology,outsourcing,and downsizing
C)layoffs,downsizing,and restructuring
D)outsourcing,layoffs,and downsizing
Q2) If HRM is effective,it can cause numerous effects on employee behaviour.What is one such effect?
A)improving customer satisfaction
B)enhancing employee attrition
C)reducing employee shirking
D)eliminating high-potentials
Q3) What term best defines the discovery,interpretation,and communication of meaningful patterns in data?
A)performance metric
B)analytics
C)workforce analytics
D)HR analytics
Q4) Discuss the three ways HR practices can reduce labour expenses by reducing the size of the labour force.
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