Management Studies
Final Exam Questions
Course Introduction
Management Studies is an interdisciplinary course that introduces students to the fundamental principles, theories, and practices essential to effective organizational management. The course covers key topics such as planning, organizing, leading, and controlling within various business environments, offering insight into decision-making, strategic planning, leadership styles, and ethical considerations. Students also explore the impact of global trends, technology, and innovation on management practices. Through case studies and practical assignments, learners develop analytical, communication, and problem-solving skills, preparing them to manage teams and projects successfully in dynamic and diverse organizational settings.
Recommended Textbook
Recruitment and Selection in Canada 7th Edition by Victor M. Catano
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Chapter 1: An Introduction to Recruitment and Selection
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Sample Questions
Q1) Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.
A)True
B)False
Answer: False
Q2) What two important principles ensure a human resources system functions properly
A)Enhance communication between human resource functions and ensure ethical compliance.
B)Assess the impact of legislative requirements and scan the socioeconomic environment for trends.
C)Emphasize the roles of recruitment and selection and apply them to organizational strategy.
D)Think in systems terms and coordinate human resource activities with all organizational units and people.
Answer: D
Q3) Talent management comprises the training and development of current employees. A)True
B)False
Answer: False
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Page 3
Chapter 2: Foundations of Recruitment and Selection I:
Reliability and Validity
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Sample Questions
Q1) The principle that every test taker should be assessed in an equitable manner is known as equity.
A)True
B)False
Answer: False
Q2) What concept is defined as follows: the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both
A)sampling error
B)regression
C)attenuation
D)differential prediction
Answer: C
Q3) The reliability coefficient is the degree that true scores correlate with one another.
A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection 2: Legal Issues
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Sample Questions
Q1) Within all Canadian jurisdictions, which of the following is a prohibited ground of employment discrimination
A)criminal conviction
B)religion
C)family status
D)language
Answer: B
Q2) A clothing store is recruiting seasonal employees.It is October, and the successful candidates will be offered three months' work for the store's busiest season.One applicant with a solid background in retail sales appears to be pregnant.The supervisor decides not to hire her.What protection does the job applicant have under human rights law in this situation
A)She is protected on the grounds of sex.
B)She is protected on the grounds of family status.
C)She is protected on the grounds of age.
D)She is protected on the grounds of marital status.
Answer: A
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) What is the definition of a job
A)a collection of positions that are similar in their significant duties
B)the different duties and responsibilities performed by one employee
C)the knowledge, skills, and abilities required to perform work
D)the tasks, duties, and responsibilities associated with work
Q2) What is a job-specific competency of an administrative assistant job position
A)time management
B)data entry
C)written communication
D)self-image
Q3) What is NOT a problem associated with job descriptions
A)They may include duties that are prioritized and weighted.
B)They may be vague or poorly written.
C)They may focus on KSAOs of incumbents.
D)They may not be updated regularly.
Q4) Recent research shows that traditional job methods and competency-based methods of job analysis models are equally rigorous and reliable.
A)True
B)False
Q5) Describe one job analysis method.
Page 6
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Chapter 5: Job Performance
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Sample Questions
Q1) Refer to Scenario 5-3.In the health-care industry, performance extends beyond knowledge, skills, and abilities and requires performance that supports the organizational, social, and psychological environment in which the job is performed.What are these activities or behaviours called
A)job-specific task performance
B)contextual performance
C)accepting diversity
D)interpreting cultural differences
Q2) Criterion deficiency is defined as those task performance behaviours or competencies that are NOT measured by the criterion.
A)True
B)False
Q3) Which of the following is an example of contextual behaviour
A)extra effort
B)leadership
C)supervision
D)personal discipline
Q4) Explain how human rights relate to performance appraisal processes.
Q5) Define performance management.
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Chapter 6: Recruitment: the First Step in the Selection Process
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Sample Questions
Q1) Which of the following is NOT an internal method of recruitment
A)job postings
B)company newsletters
C)job advertisements
D)nominations
Q2) Refer to Scenario 6-2.Which two internal factors are influencing BCH's recruitment strategy
A)the scarcity of qualified nursing labour and the legal environment
B)BCH's business plan of becoming an employer of choice and its union contracts
C)the job expectations and the attitudes of the nurse applicants
D)the part-time labour market and outsourcing
Q3) Why is corporate image important in recruiting efforts
Explain the difference between image advertising and branding.
Q4) What is the primary advantage of Internet recruiting
A)availability to candidates with technology access and know-how
B)reaching a large applicant pool at minimal cost
C)fewer concerns about confidentiality
D)receiving a large number of résumés
Q5) What is recruitment
What information does an organization need to make a decision to recruit
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Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) The first impression created by the résumé is not a factor in screening.
A)True
B)False
Q2) Why should employers be cautious regarding the use of biodata
A)Collection of biodata information is not job related.
B)Providing any false, misleading, or incomplete information is grounds for discharge.
C)Biodata methods are illegal under US legislation.
D)Results may be inaccurate because of gender and race differences.
Q3) Refer to Scenario 7-1.OMC is aware that the screening process can be subjective and susceptible to errors.The organization is particularly concerned about MOAs who have the qualifications but may be eliminated mistakenly.What is this error called
A)a false positive
B)a false negative
C)a positive error
D)a negative error
Q4) List and briefly describe three screening methods that are frequently used.
Q5) Job applicants have to be screened with great care.Explain.
Q6) How does human rights legislation affect the screening process
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Chapter 8: Selection 2: Testing
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Sample Questions
Q1) Being very intelligent can be a disadvantage for an employee working at a low-skilled job.
A)True
B)False
Q2) The common wisdom in the literature on employee selection-that cognitive ability testing is not biased against minority group members-is now being significantly challenged.
A)True
B)False
Q3) What are physical fitness and medical examinations designed to do
A)screen out unhealthy or unfit employees who pose a liability to the employer
B)reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions
C)ensure that an applicant meets minimum standards of health to cope with the physical demands of the job
D)determine how the physical fitness and medical status of an applicant relates to the job analysis
Q4) What is personality and what are two ways that personality can be measured
Q5) What is the goal of employment testing
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Chapter 9: Selection 3: Interviewing
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Sample Questions
Q1) Refer to Scenario 9-1.OMC believes that "What are your strengths " and "What are your weaknesses
" have always been good interview questions in the past.Which of the following is NOT a problem when asking these commonly used questions
A)They invite applicants to evaluate themselves, creating overly positive inaccurate impressions.
B)Applicants can prepare standard answers.
C)Answers reveal little information about the applicant's job-related knowledge, skills, abilities, and other attributes.
D)They are easy and quick to use.
Q2) Refer to Scenario 9-1.OMC plans to incorporate all of the following to structure its employment interviews and ensure they are reliable and valid.Which one of the following will NOT ensure reliability and validity
A)deriving interview questions from a job analysis
B)using standardized interview questions
C)asking all applicants the same questions
D)asking interview questions that probe for opinions and self-evaluations
Q3) Describe two structured employment interview techniques.
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11
Chapter 10: Decision Making
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Sample Questions
Q1) Refer to Scenario 10-1.Which term defines TS Inc.'s president's decision-making style, in which he bases his selection decisions on whether he likes the applicant and how he feels about the applicant
A)implicit theory decision making
B)intuitive decision making
C)rational decision making
D)logical decision making
Q2) Describe three selection decision-making models.What are the advantages of each
Q3) Refer to Scenario 10-1.TS Inc.wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.8.What is this proportion of applicants called
A)applicant ratio
B)standard deviation
C)selection ratio
D)selection pool
Q4) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q5) What are some of the constraints facing managers during the selection process
Q6) What are some of the advantages of group decision making in selection
Page 12
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