Business Administration Exam
Bank
Course Introduction
Business Administration is a foundational course designed to introduce students to the principles, functions, and practices of managing organizations effectively. Covering core areas such as management, marketing, finance, operations, and human resources, the course emphasizes decision-making, strategic planning, leadership, and the legal and ethical responsibilities of business professionals. Through case studies and real-world examples, students learn how different business units work together to achieve organizational goals, preparing them for further study or entry-level positions in a wide range of business environments.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/47968
Sample Questions
Q1) The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.
A)True
B)False
Answer: False
Q2) Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.
A)True
B)False
Answer: True
Q3) The ________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis.
A) core workforce
B) high performance workforce
C) flexible workforce
D) none of the above
Answer: C
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) The initial burden of proof in discrimination claims lies ________.
A) with the defendant
B) with the court
C) equally with the court and the federal agency
D) with the plaintiff
Answer: D
Q2) A prison with mostly male inmates might successfully use the concept of BFOQ to argue that it is a business necessity to hire only male prison guards on the grounds that by doing so it ensures the safety, security, and privacy of inmates.
A)True
B)False
Answer: True
Q3) The Age Discrimination in Employment Act focuses on individuals over the age of ________.
A) 40
B) 30
C) 20
D) 50
Answer: A
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Page 4
Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) Employment reconciliation analyzes gaps between ________.
A) AA requirements and the external labor force
B) future HR requirements and AA requirements
C) future HR requirements and HR availability
D) all of the above
Answer: C
Q2) Federal contractors are legally required to have AAPs in place.
A)True
B)False
Answer: True
Q3) Companies often prefer internal hiring because it gives them a large labor market to recruit from.
A)True
B)False
Answer: False
Q4) Outsourcing is confined almost exclusively to manufacturing work.
A)True
B)False Answer: False
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Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) Competency analysis is one way to incorporate engagement into job analysis.
A)True
B)False
Q2) It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ________.
A) made public so managers can match employee preferences immediately B) kept confidential so employees can report honestly C) developed through an informal process so employees feel comfortable D) generally less important than the process used in asking questions
Q3) Competencies contribute to job performance, but not to organizational success. A)True
B)False
Q4) One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.
A)True
B)False
Q5) The sample size used in job analysis is not relevant to legal defensibility. A)True
B)False
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.
A)True
B)False
Q2) Applicants tend not to pay much attention to organizational culture when considering which job to pursue.
A)True
B)False
Q3) College placement offices are used because ________.
A) they reach individuals with diverse levels of skills for all job types
B) it really doesn't matter which college you recruit from because they're all the same C) because it's fast and easy to establish relationships with campus recruiting offices
D) campus recruiting efforts are seen as more credible than websites or bulletin boards
Q4) Written or videotapes RJPs are more effective than verbal RJPs.
A)True B)False
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Page 7
Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) It is probably best to avoid listing who is eligible for open positions in a mobility policy, because it will just lock the organization in.
A)True
B)False
Q2) Why might an organization use internal temporary pools?
A) to decrease accountability for personnel errors
B) to avoid paying agency feels to temporary help agencies
C) to provide a buffer against lawsuits
D) both to decrease accountability for personnel errors and to provide a buffer against lawsuits
Q3) Under a closed internal recruitment system, which of the following is not likely to occur?
A) speed of decisions is faster than with open systems
B) contacted employees are immediately given preference under such a system
C) managers have less influence over the ultimate decision
D) overall effectiveness of the system in identifying qualified applicants will drop
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Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Length in inches is an example of a(n) ________.
A) ratio scale
B) nominal scale
C) ordinal scale
D) interval scale
Q2) Which of the following are absolutely necessary for maintaining test security?
A) A method for disseminating information to the pool of candidates regarding the scores of other candidates
B) A scoring key for the questionnaire provided to candidates after the test is completed
C) Identical forms of the test for all test-takers
D) Assurances that the test results will only be communicated by someone trained in how to interpret scores
Q3) Which of the following statements about measurement is not correct?
A) it assigns numbers to objects.
B) it is based on rules determined in advance.
C) it measures the object not the attribute.
D) it measures constructs.
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9
Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
A)True
B)False
Q2) Which of the following methods is the most valid predictor of performance?
A) Initial interviews
B) Handwriting analysis
C) Biodata
D) Unweighted application blanks
Q3) If the correctness of a response is essential for a job, then a(n) ________ test should be used.
A) essay
B) speed
C) power
D) objective
Q4) Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.
A)True
B)False
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Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Which of the following is a recommendation for the use of drug testing programs?
A) Drug testing should be done with all jobs.
B) Do not inform applicants of the test results.
C) Provide rejected applicants with an opportunity to appeal.
D) All of the above
Q2) Measures which assess an individual's capacity to function in a certain way are called ________.
A) interest inventories
B) ability tests
C) personality tests
D) knowledge tests
Q3) The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ________ interview.
A) situational
B) experience-based
C) projective
D) KSAO-based
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.
A)True B)False
Q2) In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.
A)True
B)False
Q3) An important advantage of peer assessments is ________.
A) lower probability of bias in the assessment
B) greater clarity in the criteria for assessment
C) enhanced employee morale through the fostering of a competitive spirit
D) greater knowledge of the applicants' KSAOs
Q4) Experience refers to length of service or tenure with a job, department or organization.
A)True
B)False
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Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.
A)True
B)False
Q2) The ________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together.
A) multiple regression
B) clinical prediction
C) unit weighting
D) none of the above
Q3) If an organization wish to comply with the law and still increase the diversity of its workforce, it should ________.
A) de-emphasize selection based on KSAOs
B) use recruitment as a tool for attracting a more diverse and qualified applicant pool
C) use clinical and other subjective prediction methods
D) all of the above
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Non-compete agreements that would keep employees from indefinitely practicing their trade or profession are not enforceable.
A)True
B)False
Q2) It's important to encourage newcomers to actively seek out information and build relationships in the orientation and socialization period.
A)True
B)False
Q3) One way to improve employee socialization outcomes is to provide realistic requirement information regarding job requirements and rewards.
A)True
B)False
Q4) The most commonly negotiated element of a job offer is ________.
A) severance packages
B) educational assistance
C) salary
D) paid time off
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Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) In recent years, a number of organizations have worked to develop standardized benchmarks for judging the effectiveness of staffing processes across organizations.
A)True
B)False
Q2) The contracting out of work to a vendor or third party administrator is called
A) outsourcing
B) temping
C) contracting
D) boundary spanning
Q3) Records may be used to audit staffing practices and conduct staffing research.
A)True
B)False
Q4) Which of the following must report to the EEOC annually?
A) all employers
B) private employers with over 100 employees (50 for federal contractors)
C) private employers with over 1000 employees (500 for federal contractors)
D) only organizations with federal contracts
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Page 15
Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage.
A)True
B)False
Q2) Unfortunately, it is not possible to use statistical tools like regression analysis to evaluate the factors associated with turnover.
A)True
B)False
Q3) Which of the following factors leading to turnover cannot usually be addressed by the organization?
A) Poor social environment at work
B) Low levels of job satisfaction
C) Employee shocks
D) All of these can be addressed by organizational policy
Q4) There are several positive, functional outcomes of employee turnover.
A)True
B)False
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