MGMT 2100 Iowa FINAL EXAM QUESTIONS
WITH CORRECT ANSWERS
People-centered |practices |(7) |- |CORRECT |ANSWER✔✔-Protection |of |job |security, |Rigorous |
hiring |process, |Employee |empowerment, |Compensation |linked |to |performance, |
Comprehensive |training, |Reduction |of |status |differences, |Sharing |of |key |information
General |Model |of |HR |- |CORRECT |ANSWER✔✔-centered |around |desired |performance
Recruiting |Technique |Success |Rates:
____% |of |all |hires |were |from |inside |the |company; |49% |of |the |rest: |one |fourth |of |those |came |
from |internal |referrals, |the |rest |from |external |hiring |sources.
Referrals |were |the |_____ |most |popular |way |to |search |for |jobs |AND |the |number |____ |way |to |
actually |get |a |job!
KEY: |get |highly |qualified |and |diverse |pool |of |applicants. |- |CORRECT |ANSWER✔✔-51, |4th, |1
Characteristics |of |Good |Training |(6) |- |CORRECT |ANSWER✔✔-Clarify |objectives, |Maximize |
similarity |between |the |training |and |the |job, |Convey |general |principles, |Provide |examples, |
Practice |and |feedback, |Use |questions |to |guide |attention |and |encourage |active |thought
Development |Options |(4) |- |CORRECT |ANSWER✔✔-Education, |Assessment |and |feedback, |Work
|experiences, |Relationships
,Managers |as |Teachers |(4) |- |CORRECT |ANSWER✔✔-Tell |(Explain |basic |concepts), |Show |
(Demonstrate |performance), |Watch |(Solicit |practice), |Encourage |(Provide |constructive |
feedback)
A |purposeful, |systematic |process |for |collecting |information |on |the |important |work-related |
aspects |of |a |job |- |CORRECT |ANSWER✔✔-Job |Analysis
A |written |description |of |the |basic |tasks, |duties, |and |responsibilities |required |of |an |employee |
holding |a |particular |job |- |CORRECT |ANSWER✔✔-Job |Description
A |written |summary |of |the |qualifications |needed |to |successfully |perform |a |particular |job |- |
CORRECT |ANSWER✔✔-Job |Specifications
_____________ |Interviews:
No |fixed |questions |or |systematic |scoring
-Susceptible |to |distortion |and |interviewer |bias--low |validity!
-Open |to |legal |attack |- |CORRECT |ANSWER✔✔-Unstructured
_____________ |Interviews:
A |set |of |standardized |job-related |questions |- |CORRECT |ANSWER✔✔-Structured
Appraisal |Options |(3) |- |CORRECT |ANSWER✔✔-Best, |Better, |Worst
Objective |Measures |of |job |performance |that |are |easily |and |directly |counted |or |quantified |- |
CORRECT |ANSWER✔✔-Best
,Subjective |Ratings:
Measures |of |job |performance |that |require |someone |to |judge |or |assess |a |worker's |
performance
Graphic |Rating |Scale |- |CORRECT |ANSWER✔✔-Worst
Subjective |Ratings:
Measures |of |job |performance |that |require |someone |to |judge |or |assess |a |worker's |
performance
BOS, |BARS |- |CORRECT |ANSWER✔✔-Better
Advises |that |while |it |is |appropriate |to |conduct |background |checks |later |in |the |hiring |process, |
applicants |should |not |be |asked |about |criminal |records |on |application |forms |- |CORRECT |
ANSWER✔✔-Equal |Employment |Opportunity |Commission
An |exception |in |employment |law |that |permits |sex, |age, |religion, |and |the |like |to |be |used |when |
making |employment |decisions, |but |only |if |they |are |"reasonably |necessary |to |the |normal |
operation |of |that |particular |business." |- |CORRECT |ANSWER✔✔-Bona |Fida |Occupational |
Qualification
Legal |doctrine |that |requires |employers |to |have |a |job-related |reason |to |terminate |employees |- |
CORRECT |ANSWER✔✔-Wrongful |Discharge
Loss |of |poor-performing |employees |who |voluntarily |choose |to |leave |a |company
, Gives |the |organization |the |chance |to |replace |the |poor |performers |with |better |employees |- |
CORRECT |ANSWER✔✔-Functional |Turnover
Loss |of |high-performing |employees |who |voluntarily |choose |to |leave |a |company
Can |be |costly |to |the |company |- |CORRECT |ANSWER✔✔-Dysfunctional |Turnover
Job |Performance |Equation |= |- |CORRECT |ANSWER✔✔-motivation |x |ability |x |situational |
constraints
People |are |motivated |by |unmet |needs
Once |needs |are |met |this |will |no |longer |motivate |someone |- |CORRECT |ANSWER✔✔-Needs |
Theories
Job |Characteristics |(3) |- |CORRECT |ANSWER✔✔-skill |variety, |task |identity |and |task |significance, |
autonomy, |feedback
Skill |variety, |task |identity, |and |task |significance
Psychological |state: |- |CORRECT |ANSWER✔✔-experienced |meaningfulness |of |work
Autonomy
Psychological |state: |- |CORRECT |ANSWER✔✔-Experienced |Responsibility |of |Work |Outcomes
Feedback
WITH CORRECT ANSWERS
People-centered |practices |(7) |- |CORRECT |ANSWER✔✔-Protection |of |job |security, |Rigorous |
hiring |process, |Employee |empowerment, |Compensation |linked |to |performance, |
Comprehensive |training, |Reduction |of |status |differences, |Sharing |of |key |information
General |Model |of |HR |- |CORRECT |ANSWER✔✔-centered |around |desired |performance
Recruiting |Technique |Success |Rates:
____% |of |all |hires |were |from |inside |the |company; |49% |of |the |rest: |one |fourth |of |those |came |
from |internal |referrals, |the |rest |from |external |hiring |sources.
Referrals |were |the |_____ |most |popular |way |to |search |for |jobs |AND |the |number |____ |way |to |
actually |get |a |job!
KEY: |get |highly |qualified |and |diverse |pool |of |applicants. |- |CORRECT |ANSWER✔✔-51, |4th, |1
Characteristics |of |Good |Training |(6) |- |CORRECT |ANSWER✔✔-Clarify |objectives, |Maximize |
similarity |between |the |training |and |the |job, |Convey |general |principles, |Provide |examples, |
Practice |and |feedback, |Use |questions |to |guide |attention |and |encourage |active |thought
Development |Options |(4) |- |CORRECT |ANSWER✔✔-Education, |Assessment |and |feedback, |Work
|experiences, |Relationships
,Managers |as |Teachers |(4) |- |CORRECT |ANSWER✔✔-Tell |(Explain |basic |concepts), |Show |
(Demonstrate |performance), |Watch |(Solicit |practice), |Encourage |(Provide |constructive |
feedback)
A |purposeful, |systematic |process |for |collecting |information |on |the |important |work-related |
aspects |of |a |job |- |CORRECT |ANSWER✔✔-Job |Analysis
A |written |description |of |the |basic |tasks, |duties, |and |responsibilities |required |of |an |employee |
holding |a |particular |job |- |CORRECT |ANSWER✔✔-Job |Description
A |written |summary |of |the |qualifications |needed |to |successfully |perform |a |particular |job |- |
CORRECT |ANSWER✔✔-Job |Specifications
_____________ |Interviews:
No |fixed |questions |or |systematic |scoring
-Susceptible |to |distortion |and |interviewer |bias--low |validity!
-Open |to |legal |attack |- |CORRECT |ANSWER✔✔-Unstructured
_____________ |Interviews:
A |set |of |standardized |job-related |questions |- |CORRECT |ANSWER✔✔-Structured
Appraisal |Options |(3) |- |CORRECT |ANSWER✔✔-Best, |Better, |Worst
Objective |Measures |of |job |performance |that |are |easily |and |directly |counted |or |quantified |- |
CORRECT |ANSWER✔✔-Best
,Subjective |Ratings:
Measures |of |job |performance |that |require |someone |to |judge |or |assess |a |worker's |
performance
Graphic |Rating |Scale |- |CORRECT |ANSWER✔✔-Worst
Subjective |Ratings:
Measures |of |job |performance |that |require |someone |to |judge |or |assess |a |worker's |
performance
BOS, |BARS |- |CORRECT |ANSWER✔✔-Better
Advises |that |while |it |is |appropriate |to |conduct |background |checks |later |in |the |hiring |process, |
applicants |should |not |be |asked |about |criminal |records |on |application |forms |- |CORRECT |
ANSWER✔✔-Equal |Employment |Opportunity |Commission
An |exception |in |employment |law |that |permits |sex, |age, |religion, |and |the |like |to |be |used |when |
making |employment |decisions, |but |only |if |they |are |"reasonably |necessary |to |the |normal |
operation |of |that |particular |business." |- |CORRECT |ANSWER✔✔-Bona |Fida |Occupational |
Qualification
Legal |doctrine |that |requires |employers |to |have |a |job-related |reason |to |terminate |employees |- |
CORRECT |ANSWER✔✔-Wrongful |Discharge
Loss |of |poor-performing |employees |who |voluntarily |choose |to |leave |a |company
, Gives |the |organization |the |chance |to |replace |the |poor |performers |with |better |employees |- |
CORRECT |ANSWER✔✔-Functional |Turnover
Loss |of |high-performing |employees |who |voluntarily |choose |to |leave |a |company
Can |be |costly |to |the |company |- |CORRECT |ANSWER✔✔-Dysfunctional |Turnover
Job |Performance |Equation |= |- |CORRECT |ANSWER✔✔-motivation |x |ability |x |situational |
constraints
People |are |motivated |by |unmet |needs
Once |needs |are |met |this |will |no |longer |motivate |someone |- |CORRECT |ANSWER✔✔-Needs |
Theories
Job |Characteristics |(3) |- |CORRECT |ANSWER✔✔-skill |variety, |task |identity |and |task |significance, |
autonomy, |feedback
Skill |variety, |task |identity, |and |task |significance
Psychological |state: |- |CORRECT |ANSWER✔✔-experienced |meaningfulness |of |work
Autonomy
Psychological |state: |- |CORRECT |ANSWER✔✔-Experienced |Responsibility |of |Work |Outcomes
Feedback
