Business Administration
Chapter Exam Questions
Course Introduction
Business Administration is a comprehensive course that introduces students to the fundamental principles and practices of managing organizations in various sectors. The course covers key concepts such as organizational structure, management functions, leadership, marketing, finance, operations, and human resources. Students will learn effective decision-making skills, strategic planning, and problem-solving techniques essential for running a successful business. Through case studies and real-world examples, the course emphasizes critical thinking and adaptability in the ever-evolving business environment, preparing students for a wide range of careers in administration and management.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor
M. Catano
Available Study Resources on Quizplus
10 Chapters
722 Verified Questions
722 Flashcards
Source URL: https://quizplus.com/study-set/1172 Page 2
Chapter 1: An Introduction to Recruitment and Selection
Available Study Resources on Quizplus for this Chatper
67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) When can a disabling condition of an applicant be used to screen out the individual?
A) when the job applicant cannot complete an employment test
B) when the job applicant would prefer to be accommodated in the job
C) when the job applicant does not have the bona fide occupational requirement
D) when the job applicant is not supported by employment equity programs
Answer: C
Q2) Refer to Scenario 1-2. Why might TS Inc. state that a CHRP designation is required?
A) The HRM professional association defines the competencies and ethical guidelines for human resources professionals.
B) HR professionals clearly understand and can oversee employment legislation.
C) The certification sets a high standard that requires less training and the costs associated with continuing education.
D) Professional ethical standards are defined, allowing HR professionals to easily resolve workplace ethical dilemmas.
Answer: A
To view all questions and flashcards with answers, click on the resource link above.
3
Chapter 2: Foundations of Recruitment and Selection I
Available Study Resources on Quizplus for this Chatper
63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/23196
Sample Questions
Q1) What is a potential outcome of a science-based selection process?
A) a significant number of qualified applicants
B) a defensible system with effective employees
C) a flexible, quick process that fits the organization's culture
D) a process that is comfortable and flexible for all employees
Answer: B
Q2) What is fairness? Why is it an important concept in selection?
Answer: Fairness in measurement refers to the value judgments people make about the decisions or outcomes that are based on those measurements. Fairness is the principle that every test taker should be assessed in an equitable manner. Issues of fairness cannot be determined statistically or empirically. Fairness involves perceptions. It is important from a business, ethical, and legal standpoints to have tests that are scientifically sound; it is also important to have procedures that are perceived as fair. From a business perspective, the adverse reactions to selection tests and procedures may impair the ability of the organization to recruit and hire the best applicants.
Q3) An employer's employment decisions must be rational and intuitive.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above.
Page 4
Chapter 3: Foundations of Recruitment and Selection II
Available Study Resources on Quizplus for this Chatper
75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) Refer to Scenario 3.5. What legal sources are relevant to this situation?
A) the Employment Standards Act and labour law
B) the Employment Equity Act and privacy legislation
C) provincial human rights law and the Canadian Charter of Rights and Freedoms
D) the Canadian Human Rights Act and privacy legislation
Answer: D
Q2) To what two causes can the success or failure of recruitment be traced? Discuss three important questions an HR manager needs to ask to ensure that an organization's hiring process is legally defensible.
Answer: The two causes that the success or failure of recruitment can be traced to are the effectiveness or ineffectiveness of the organization in contacting and communicating with target group members and the positive or negative perceptions that target group members hold about the organization. The three questions are the following: Do the hiring procedures I am using result in direct or indirect discrimination? If they do, can I establish a BFOR? Is the selection procedure a valid predictor of job performance?
To view all questions and flashcards with answers, click on the resource link above. Page 5
Chapter 4: Job Analysis and Competency Models
Available Study Resources on Quizplus for this Chatper
92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) What is the difference between a job description and a job specification? What are KSAOs?
Q2) Refer to Scenario 4-1. The administrative assistant job description states "the ability to use Excel and Word level II with a proficiency of 90%." What is this an example of?
A) main duties
B) a job specification
C) a job responsibility
D) a performance standard
Q3) The first step in job analysis is to interview job incumbents.
A)True
B)False
Q4) Refer to Scenario 4-1. The technical support job description states "take initiative to resolve customer concerns." What is this an example of?
A) a job summary
B) a competency
C) a job specification
D) a job responsibility
Q5) Describe one job analysis method.
To view all questions and flashcards with answers, click on the resource link above. Page 6
Chapter 5: Recruitment, Selection, and Job Performance
Available Study Resources on Quizplus for this Chatper
65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) Which of the following concepts is known as the degree to which the criterion measure is influenced by, or measures, behaviours or competencies that are not part of job performance?
A) criterion relevance
B) criterion contamination
C) criterion deficiency
D) unmeasured competencies
Q2) Contextual performance is closely related to organizational citizenship behaviour. A)True
B)False
Q3) Define criterion relevance, criterion contamination and criterion deficiency.
Q4) Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance. A)True
B)False
Q5) Describe two methods for measuring job performance.
Q6) Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.
To view all questions and flashcards with answers, click on the resource link above. Page 7
Chapter 6: Recruitment
Available Study Resources on Quizplus for this Chatper
68 Verified Questions
68 Flashcards
Source URL: https://quizplus.com/quiz/23200
Sample Questions
Q1) Which of the following is NOT a disadvantage of internal job postings?
A) employment equity needs to be followed
B) time needed to fill the position
C) motivational impact on candidates not selected
D) collective agreement prevents best candidate to be hired
Q2) One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.
A)True
B)False
Q3) Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection?
A) direct discrimination
B) systemic discrimination
C) indirect discrimination
D) intentional discrimination
Q4) One disadvantage of Internet recruiting is that it results in an overwhelming number of applicants, many of whom are unqualified.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 8
Chapter 7: Selection I
Available Study Resources on Quizplus for this Chatper
71 Verified Questions
71 Flashcards
Source URL: https://quizplus.com/quiz/23201
Sample Questions
Q1) Refer to Scenario 7-1. What should OMC NOT do during a reference check?
A) obtain a waiver granting the employer to contact references
B) check three creditable work references and ask about past job performance
C) use concise and closed-ended questions
D) verify all credentials, degrees, certifications, and licenses
Q2) When collecting information on an application, what information must a potential employer demonstrate to be valid?
A) bona fide occupational requirements
B) employment equity data
C) marital status
D) designated minority group
Q3) Recruitment involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.
A)True
B)False
Q4) Job applicants have to be screened with great care. Explain.
Q5) Screening begins before the Human Resources department receives the application. A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 9
Chapter 8: Selection II
Available Study Resources on Quizplus for this Chatper
89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) Which test has good predictive validity for measuring motor coordination in many industrial jobs?
A) a general aptitude test
B) a physical ability test
C) a psychomotor ability test
D) a general ability test
Q2) Refer to an organization and job position you are familiar with. Describe a selection test you would use as part of your hiring process and your rationale for using the test. Describe the critical points you would consider in selecting the test.
Q3) SeaWave is a company that builds and repairs ocean and lake marinas and docks in Eastern Canada. The company hires deep-sea divers. What type of testing should SeaWave use to screen its applicants?
A) personality and honesty tests
B) psychomotor assessment
C) physical ability assessment
D) physical fitness test and medical examination
Q4) What is psychological testing and how are psychological tests used?
Q5) What is personality and what are two ways that personality can be measured?
Q6) What is the goal of employment testing?
Page 10
To view all questions and flashcards with answers, click on the resource link above.
Chapter 9: Selection III
Available Study Resources on Quizplus for this Chatper
70 Verified Questions
70 Flashcards
Source URL: https://quizplus.com/quiz/23203
Sample Questions
Q1) Which of the following is a preliminary interview designed to fill gaps left on the candidate's application form or résumé?
A) a behavioural interview
B) a screening interview
C) a situational interview
D) a sequential interview
Q2) Interviews have been used in the termination of employees during a downsizing or "rightsizing" process.
A)True
B)False
Q3) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.
A)True
B)False
Q4) What is the employment interview best suited to assess?
A) ability to orally communicate
B) stress management
C) job knowledge
D) information not on the résumé
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Decision Making
Available Study Resources on Quizplus for this Chatper
62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/23204
Sample Questions
Q1) In the multiple cut-off model, applicants are rejected if their scores on any of the predictors fall below the cut-off scores.
A)True
B)False
Q2) What is the concept that refers to grouping applicants based on ranges of scores?
A) banding
B) profiling
C) matching
D) categorizing
Q3) In which approach are judgmental data combined statistically?
A) the trait rating approach
B) the profile interpretation
C) the judgmental composite
D) the pure judgment approach
Q4) Which of the following is NOT related to the statistical composite approach?
A) collecting both judgmental and statistical data
B) combining data statistically
C) combining the ratings or scores in a formula or regression equation
D) combining data in a judgmental manner
To view all questions and flashcards with answers, click on the resource link above. Page 12