MGT 3320 Exam 2 Questions and
Answers
CHAPTER 5 - ANSWER-CHAPTER 5
decrease in internal supply come about through: - ANSWER--retirements- easiest to
forecast
-dismissal-possible to forecast
-transfer- possible to forecast
-layoffs-possible to forecast
-sabbaticals-possible to forecast
-voluntary quits-difficult to forecast
-prolonged illnesses-difficult to forecast
-deaths-hardest to forecast
candidates come from... - ANSWER--migration into a community
-recent graduates
-returning from military service
-increase in unemployed and employed individuals seeking other opportunities
to match labor demand and supply.... - ANSWER--compare forecasts for demand
and supply of workers
-monitors current and future shortages, and overstaffing
-uses downsizing to reduce supply and balance demand
job analysis - ANSWER-systematic exploration of the activities within a job
observation - ANSWER-job analyst watches employees directly or reviews film of
workers on the job
individual interview - ANSWER-a team of job incumbents is selected and extensively
interviewed
group interview - ANSWER-number of job incumbents are interviews simultaneously
structured questionnaire - ANSWER--workers complete a specifically designed
questionnaire
-quickest and most economical method
technical conference - ANSWER-uses supervisors with an extensive knowledge of
the job
diary - ANSWER--job incumbents record their daily activity
, -takes time, subjective, sometimes people will write deb what they think
position analysis questionnaire - ANSWER--jobs rated on a 194 element, group in
six major divisions, and 28 sections
-the elements represent requirements applicable to all types of job
job description lists - ANSWER--job title
-job identification
-job duties/essential functions in order of importance
-job specification- minimal qualifications for job
job design - ANSWER-how a position and its tasks are organized
job enrichment - ANSWER-motivates you through...
-skill variety
-task significance
-task identity
-autonomy
-feedback from job itself
types of flexible schedules - ANSWER--compressed work week
-flex time
-job sharing
-telecommunting
effective work teams will be.... - ANSWER--flexible
-continually make adjustments
-have competent individuals with appropriate skills... technical, teamwork,
interpersonal
-good feedback
CHAPTER 6 - ANSWER-CHAPTER 6
recruiting brings together - ANSWER--those with jobs to fill
-those seeking jobs
(connect companies with applicants, company wants to attract the employees)
recruiting goals - ANSWER--attract and discourage people who aren't qualified for
the job
what do groups look for? - ANSWER-value sustainability- value over time, want to
work for a company where there is a future
*****factors that affect recruiting efforts - ANSWER--organizational size
-employment conditions in the area
-effectiveness of past recruiting efforts
-working conditions, salary, and benefits offered
-organizational growth and decline
constraints on recruiting efforts - ANSWER--organizational image
Answers
CHAPTER 5 - ANSWER-CHAPTER 5
decrease in internal supply come about through: - ANSWER--retirements- easiest to
forecast
-dismissal-possible to forecast
-transfer- possible to forecast
-layoffs-possible to forecast
-sabbaticals-possible to forecast
-voluntary quits-difficult to forecast
-prolonged illnesses-difficult to forecast
-deaths-hardest to forecast
candidates come from... - ANSWER--migration into a community
-recent graduates
-returning from military service
-increase in unemployed and employed individuals seeking other opportunities
to match labor demand and supply.... - ANSWER--compare forecasts for demand
and supply of workers
-monitors current and future shortages, and overstaffing
-uses downsizing to reduce supply and balance demand
job analysis - ANSWER-systematic exploration of the activities within a job
observation - ANSWER-job analyst watches employees directly or reviews film of
workers on the job
individual interview - ANSWER-a team of job incumbents is selected and extensively
interviewed
group interview - ANSWER-number of job incumbents are interviews simultaneously
structured questionnaire - ANSWER--workers complete a specifically designed
questionnaire
-quickest and most economical method
technical conference - ANSWER-uses supervisors with an extensive knowledge of
the job
diary - ANSWER--job incumbents record their daily activity
, -takes time, subjective, sometimes people will write deb what they think
position analysis questionnaire - ANSWER--jobs rated on a 194 element, group in
six major divisions, and 28 sections
-the elements represent requirements applicable to all types of job
job description lists - ANSWER--job title
-job identification
-job duties/essential functions in order of importance
-job specification- minimal qualifications for job
job design - ANSWER-how a position and its tasks are organized
job enrichment - ANSWER-motivates you through...
-skill variety
-task significance
-task identity
-autonomy
-feedback from job itself
types of flexible schedules - ANSWER--compressed work week
-flex time
-job sharing
-telecommunting
effective work teams will be.... - ANSWER--flexible
-continually make adjustments
-have competent individuals with appropriate skills... technical, teamwork,
interpersonal
-good feedback
CHAPTER 6 - ANSWER-CHAPTER 6
recruiting brings together - ANSWER--those with jobs to fill
-those seeking jobs
(connect companies with applicants, company wants to attract the employees)
recruiting goals - ANSWER--attract and discourage people who aren't qualified for
the job
what do groups look for? - ANSWER-value sustainability- value over time, want to
work for a company where there is a future
*****factors that affect recruiting efforts - ANSWER--organizational size
-employment conditions in the area
-effectiveness of past recruiting efforts
-working conditions, salary, and benefits offered
-organizational growth and decline
constraints on recruiting efforts - ANSWER--organizational image
