Business Administration
Exam Answer Key
Course Introduction
Business Administration is a multidisciplinary course that provides a comprehensive foundation in the principles and practices of managing organizations effectively. The course covers key functional areas such as accounting, finance, marketing, human resources, and operations management, while also emphasizing strategic planning, leadership, and decision-making skills. Students gain insight into business ethics, organizational behavior, communication, and the impact of globalization on modern enterprises. Throughout the course, learners engage in case studies and real-world projects to develop analytical, problem-solving, and interpersonal skills essential for success in diverse business settings.
Recommended Textbook
Recruitment and Selection in Canada 6th Edition by Victor M. Catano
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10 Chapters
720 Verified Questions
720 Flashcards
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Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
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Sample Questions
Q1) Refer to Scenario 1-1. What is a current internal factor that may have an impact on Scribe Engineering's recruitment and selection practices?
A) human rights legislation
B) organization values, mission, and strategic goals
C) knowledge, skills, and abilities available in the labour market
D) industry and organization type and size
Answer: B
Q2) Which of the following is NOT a principle for the Canadian Code of Ethics for Psychologists?
A) support for diversity
B) responsibility to society
C) integrity in relationships
D) respect for dignity of persons
Answer: A
Q3) What is the definition of selection?
A) generating an applicant pool
B) finding and screening job applicants
C) choosing job candidates
D) matching an applicant's competencies with a job position
Answer: C
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Chapter 2: Foundations of Recruitment and Selection I
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Sample Questions
Q1) Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions. Traditionally, Scribe has used a practice-based selection process. As the new HRM, what would you suggest to the CEO?
Answer: Scribe Engineering should undertake a job analysis of an administrative assistant to determine the essential components of office administration work and the level of performance required for success (performance domain and knowledge, skills, abilities, and other attributes) and then create a series of tests to measure those components among administrative assistants. Refer to Figure 2.1, Job Analysis, Selection, and Criterion Measurements of Performance: A Systems Approach, on page 30; Table 2.1, Human Resources Management: Science versus Practice in Selection, on page 35; and Figure 2.4, Validation Strategies, on page 46, which emphasizes the importance of job analysis, selection, and criterion measurements of performance, systems approach, and science-based selection.
Q2) Hiring decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) What are the four legal means that affect employment practices in recruitment and selection?
A) constitutional law, human rights law, employment equity, and labour law
B) constitutional law, criminal law, civil law, and labour law
C) criminal law, labour law, employment equity, and federal law
D) human rights law, employment equity, labour law, and civil law
Answer: A
Q2) A situation in which an employer, in good faith, adopts a policy or practice that has an unintended negative impact on members of a selected group is referred to as adverse effect discrimination.
A)True
B)False
Answer: True
Q3) Which of the following is an example of indirect discrimination?
A) an unsubstantiated requirement for local market experience
B) a requirement that an attendant in a women's locker room must be female
C) a minimum score on certain employment tests
D) a minimum height or weight requirement for police forces
Answer: A
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Page 5
Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) What is the difference between a job, position, and job family? Give examples of each.
Q2) Which of the following is a drawback of the Position Analysis Questionnaire?
A) It requires a trained job analyst.
B) It applies to a limited number of positions.
C) It is easy for job incumbents to fake.
D) It is relatively expensive to use.
Q3) TS Ltd. has 30 employees. As the HRM, would you suggest that the company conduct a job analysis? What questions could you ask in gathering job information that would help TS Ltd. write a job description and job specifications for its aircraft maintenance engineers?
Q4) Which of the following is NOT a criterion for choosing a job analysis method? A) validity B) availability
C) standardization
D) reliability
Q5) Describe one job analysis method.
Q6) Extroversion is a predictor for the competency of adapting and coping. A)True B)False
Page 6
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Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Refer to Scenario 5-3. What performance appraisal method are the hospitals using?
A) graphic rating scale
B) results method
C) behavioural anchored rating scale
D) ranking system
Q2) Which of the following is an example of contextual behaviour?
A) extra effort
B) leadership
C) supervision
D) personal discipline
Q3) Define performance management.
Q4) Into which subcategories would you break job performance behaviours?
A) competency, adaptive, contextual, and job-specific behaviours
B) adaptive, task, contextual, and productive behaviours
C) task, contextual, and counterproductive adaptive
D) strategic job-specific, contextual, and organizational behaviours
Q5) What is contextual performance? Briefly describe two categories of contextual performance.
Q6) Explain how human rights relate to performance appraisal processes.
Page 7
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Chapter 6: Recruitment
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Sample Questions
Q1) Walk-in and write-in methods of job recruitment are inexpensive ways to fill entry-level positions, and they are more effective than referrals because there is no nepotism.
A)True
B)False
Q2) Which of the following would NOT be considered an effective recruiting guideline?
A) Give serious consideration to the content of information presented to candidates, rather than the context in which it is presented.
B) Present important information about the job and the organization to candidates by several different, reliable, and credible sources.
C) Recognize that the behaviour of recruiters and other representatives gives an impression of the organization's climate, efficiency, and attitude toward employees.
D) Ensure that all recruiting information and materials given to job applicants present accurate and consistent information, whether positive or negative.
Q3) What is recruitment? What information does an organization need to make a decision to recruit?
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8
Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) What are screening procedures designed to do?
A) reduce the number of job applicants
B) organize job applications
C) discourage applicants
D) select job applications
Q2) Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.
A)True
B)False
Q3) Refer to Scenario 7-1. OMC wants the relationship between the actual number of MOAs hired and the number of MOAs who applied for the position to yield 0.05. What is this proportion of applicants called?
A) the applicant ratio
B) the standard deviation
C) the selection ratio
D) the selection pool
Q4) The first impression created by the résumé is not a factor in screening.
A)True
B)False
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Chapter 8: Selection II: Testing and Other Assessments
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Sample Questions
Q1) Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.
A)True
B)False
Q2) What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?
A) skill
B) personality
C) ability
D) attribute
Q3) Which of the following integrity tests has a high potential for faking, is available in French, but violates APA recommendations for category scoring?
A) Employee Reliability Inventory
B) Reid Report
C) Personnel Reaction Blank
D) Inwald Personality
Q4) What is psychological testing, and how are psychological tests used?
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Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) Employment interviews are complex interactions between interviewers and applicants that occur in the context of a larger selection system. The outcome of an employment interview can be strongly dominated by the impression that the interviewer has of the applicant. What sources of information create interview impressions that influence the interview process and outcomes? Provide an example of an interview impression error you have experienced and how you would reduce the effects of this inaccurate impression in future interviews.
Q2) Refer to Scenario 9-1. A past MOA applicant's résumé indicated that she had several years' experience as a medical library assistant. She was very personable during the interview, and the interview committee was extremely impressed by her familiarity with medicine and medical research. She was hired and then terminated within three months. What went wrong?
A) The doctors reviewed and shortlisted the applicants.
B) The doctors doing the interview misunderstood what the position really involved.
C) The applicant's interview behaviour was given more weight than the required KSAOs.
D) The applicant's information was obtained and evaluated through several selection methods.
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Page 11
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Chapter 10: Decision Making
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Sample Questions
Q1) Refer to Scenario 10-1. TS Inc. has often selected the first applicant who met the minimum qualifications. What is this constraint?
A) applicant knowledge, skills, abilities, and other attributes
B) satisficing
C) implicit hiring
D) judgmental procedure
Q2) Which of the following does NOT reduce the objectivity of group decisions?
A) group conformity
B) power motives
C) organizational culture
D) information asymmetry
Q3) In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.
A)True
B)False
Q4) An approach in which data are combined statistically is referred to as a judgmental composite.
A)True
B)False
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