Question

Question 1.1. (TCO 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? (Points : 5)

Staff authority

Procedural authority

Line authority

Functional authority

Question 2.2. (TCO 1) 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, would most likely undermine the argument that Sweet Leaf Tea should implement a corporate-level strategy of vertical integration? (Points : 5)

Sweet Leaf Tea lacks the facilities or knowledge to produce the raw ingredients for its beverages.

Market research suggests that Sweet Leaf Tea customers primarily purchase only one flavor of tea.

Most loyal customers of Sweet Leaf Tea purchase the beverage at neighborhood convenience stores.

Sugar farmers used by Sweet Leaf Tea have agreed to a fixed price for the next 5 years so that the company can keep prices low.

Question 3.3. (TCO 1) Which of the following is most likely a line function of the human resource manager? (Points : 5)

Ensuring that line managers are implementing HR policies

Advising line managers about how to implement EEO laws

Representing the interests of employees to senior management

Directing the activities of subordinates in the HR department

Question 4.4. (TCO 1) All of the following practices are most likely implemented by companies with high-performance work systems except (Points : 5)

hiring employees based on validated selection tests.

providing pay increases based on service years.

filling positions with internal candidates.

utilizing self-managing work teams.

Question 5.5. (TCO 2) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws? (Points : 5)

Brown v. Board of Education

Griggs v. Duke Power Company

West Coast Hotel Co. v. Parrish

Abington School District v. Schempp

Question 6.6. (TCO 2) A consequence of an employment practice that results in a greater rejection rate for a minority group than for a majority group is (Points : 5)

adverse (or disparate) impact.

adverse attack.

adverse treatment.

disparate treatment.

Question 7.7. (TCO 2) Which of the following lists of reasons for being terminated consists of all exceptions to the employment at will policy? (Points : 5)

Whistle-blowing, pregnancy, reduction in force

Pregnancy, armed forces deployment, a pilot who turns age 70

Armed forces deployment, whistle-blowing, an 18-month jury duty

Whistle-blowing, being convicted of DUI, armed forces deployment

Pregnancy, being hospitalized for 6 months, armed forces deployment

Question 8.8. (TCO 2) Which of the following would least likely foster diversity in the workplace? (Points : 5)

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 9.9. (TCO 3) Pick the list that only includes methods of job analysis. (Points : 5)

Diary/logs, observation, questionnaire, interviews

Questionnaire, restructuring, interviews, focus groups

Diary, questionnaire, technical conference

Focus groups, reduction in force, interviews

Walk-about, focus groups, interviews

Question 10.10. (TCO 3) When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used? (Points : 5)

Group view method

Observation method

Structured method

Individual view method

Question 11.11. (TCO 3) Which of the following recruiting advertisements is the least likely to be considered discriminatory by the EEOC? (Points : 5)

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 12.12. (TCO 3) Which is not a constraint on recruiting efforts? (Points : 5)

Job attractiveness

Recruiting costs

Government influence

Candidate image

Question 13.13. (TCO 3) Which is the difference between a conditional job offer and a permanent job offer? (Points : 5)

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 14.14. (TCO 3) Why are performance simulation tests used more often today instead of written tests in the selection process? (Points : 5)

Employment tests are more expensive than performance simulation tests.

It is easier to train an interviewer to administer a performance simulation test than an employment test.

Performance simulation tests more easily meet the criteria of job relatedness because they evaluate actual job behaviors.

Employment tests are conducted after hiring decisions are made, not during the selection process.