Business Administration
Exam Questions
Course Introduction
Business Administration is an interdisciplinary course that provides a comprehensive overview of the principles, processes, and functions involved in managing and operating organizations. The course covers fundamental topics such as organizational structure, management theory, human resource management, marketing, finance, operations, and strategic planning. Through case studies, group projects, and practical examples, students develop critical thinking, problem-solving, and decision-making skills essential for effective leadership and management in a dynamic business environment. By the end of the course, students will have a foundational understanding of how businesses operate and the key competencies required to succeed in various roles within the field of business administration.
Recommended Textbook
Managing Human Resources 8th canadian edition by Monica Belcourt
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Chapter 1: The World of Human Resources Management
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Sample Questions
Q1) Top management increasingly expects HR managers to reduce their level of involvement in the overall strategy of the organization and concentrate on improving administrative efficiency.
A)True
B)False
Answer: False
Q2) Which type of work would a knowledge worker most likely engage in?
A)deciding which type of fertilizer to buy wholesale for a landscaping business
B)counting the number of grocery items in carts leaving a wholesale store
C)monitoring children on new daycare playground equipment
D)installing new ink cartridges in colour photocopiers in an office environment
Answer: A
Q3) Which of the following is a key responsibility of the human resources manager?
A)ensuring the credit rating of the organization
B)balancing the organization's accounts
C)policy formulation and implementation
D)securing new markets
Answer: C
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3
Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) Identify and briefly describe three strategies that managers frequently use to cope with a labour shortage.
Answer: (1)Overtime In addition,nine out of ten Canadian companies-both large and small-make some use of temporary employees."Temps" are typically used for short-term assignments,vacation fill-ins,for peak work periods,or to cover for employees taking sick leave,pregnancy leave,and so forth.
Q2) On the entrance to Mac Pencils' factory are the words "to provide the world with high-quality and dependable pencils." What is this an example of?
A)strategic vision
B)mission
C)core values
D)core resources
Answer: B
Q3) SWOT analysis includes the strengths only for strategy formulation purposes.
A)True
B)False
Answer: False
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4
Chapter 3: Equity and Diversity in Human Resources Management
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Sample Questions
Q1) The only difference between federal and provincial human rights laws is that the former cover federally regulated industries and the latter cover provincially regulated industries.
A)True
B)False
Answer: False
Q2) A religious organization is permitted to discriminate on the basis of religion.
A)True
B)False
Answer: True
Q3) An effective sexual harassment policy includes all of the following EXCEPT which one?
A)a comprehensive,well-publicized,organization-wide policy on sexual harassment
B)a formal complaint procedure that spells out the methods used to investigate charges
C)emphasis on follow-up and discipline for supported charges
D)a policy to dismiss any employee accused of sexual harassment
Answer: D
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Page 5
Chapter 4: Job Analysis and Work Design
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Sample Questions
Q1) Which of the following is most correct when it comes to job analysis?
A)Artificial inflation of job duties must always be double-checked against the NOC.
B)A job analyst must weigh information obtained from the NOC above incumbent data.
C)A job analyst must weigh manager information more heavily than job incumbent data.
D)More information about the job is always better.
Q2) Job design considers organizational objectives,industrial engineering considerations,ergonomic concerns,and job descriptions.
A)True
B)False
Q3) There could be legal challenges if specific performance requirements of a job are not based on which of the following?
A)best practices in industry
B)peer evaluations
C)interview data
D)valid job-related criteria
Q4) What factors should be considered in designing a job?
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Describe the five stages of career development,particularly stages one and two,and briefly describe what stages three through five have in common.
Q2) A common approach to establishing a career development program is to integrate it with the existing HR functions and structures in the organization.
A)True
B)False
Q3) A recruiter's job is to "sell" applicants on the organization,but they have no influence on their decision.
A)True
B)False
Q4) The most commonly used search tactic for job seekers is Internet recruiting.
A)True
B)False
Q5) Mentoring functions can be divided into two broad categories: (1)technical development and (2)career planning.
A)True
B)False
Q6) What are the advantages and disadvantages of internal recruitment?
Page 7
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Chapter 6: Employee Selection
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Sample Questions
Q1) What type of interview allows the applicant the maximum amount of freedom in determining the course of discussion?
A)a structured interview
B)a depth interview
C)a situational interview
D)a nondirective interview
Q2) A university uses several criteria for accepting students.There is a minimum score that students have to achieve on each of the criteria to get admitted.What type of selection model is being used?
A)moving criteria model
B)multiple criteria model
C)multiple cutoff model
D)compensatory model
Q3) Define the concepts of reliability and validity.
Q4) If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.
A)True
B)False
Q5) Identify and explain the five primary types of employment tests.
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Chapter 7: Training and Development
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Sample Questions
Q1) What position is most likely to benefit from implementing an ethics training program?
A)an air traffic controller
B)a weather forecaster
C)a buyer of leather goods for a leading national retailer
D)an HR manager
Q2) By increasing the anxiety of new employees,orientation efforts are more likely to be successful due to the effort/anxiety curve.
A)True
B)False
Q3) Due to its importance to planning future training initiatives,most organizations go to great lengths to accurately evaluate training programs.
A)True
B)False
Q4) Team building is a relatively simple process.
A)True
B)False
Q5) Explain the strategic approach to training.
Q6) Identify and briefly describe the four criteria available to evaluate training.
Page 9
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Chapter 8: Performance Management
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Sample Questions
Q1) The critical incident method facilitates employee feedback and development.
A)True
B)False
Q2) Which of the following is NOT an environmental factor that may be a source of ineffective performance?
A)rules and policies
B)economic conditions
C)boredom and lack of ability
D)laws and regulations
Q3) One of the primary strengths of results evaluations is that they are not likely to suffer from contamination by external factors that employees cannot influence.
A)True
B)False
Q4) Explanation: Feedback is most useful when it is immediate and general in nature.
A)True
B)False
Q5) Self-evaluations should be used primarily for developmental purposes.
A)True
B)False
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Chapter 9: Managing Compensation
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Sample Questions
Q1) Employees who earn pay for hourly work are referred to as salaried employees.
A)True
B)False
Q2) XYZ Company wants to pay its employees based on their skills that are valued by the company.Which of the following would it most likely use?
A)commission pay
B)stock-based pay
C)profit sharing
D)competency-based pay
Q3) What is the scope of the impacts of collective bargaining agreements?
A)They extend beyond the segment of the labour force that is unionized.
B)They are restricted to hourly employees only.
C)They are restricted to members of the union.
D)They are restricted to both exempt and non-exempt employees.
Q4) According to the textbook,which job evaluation method is considered the most valid?
A)job ranking
B)the classification method
C)the point method
D)the factor comparison method
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Chapter 10: Pay for Performance: Incentive Rewards
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Sample Questions
Q1) Which of the following is a major problem of ESOPs?
A)Employees may become demotivated and frustrated if the share price falls,even though they have worked productively.
B)ESOPs place employees' pensions at risk because they are tied to the market performance of the organization.
C)Because of the cash involved,ESOPs can be damaging to the financial well-being of the organization.
D)Employees view the ESOP as a form of management control.
Q2) A salesperson with a sales volume of $275 000 earning a straight commission of 3 percent would receive $8250.
A)True
B)False
Q3) Briefly discuss three individual incentive plans.(Students should discuss three of the four following plans.)
Q4) Incentive plans are not effective in service and government organizations because of the difficulty in measuring productivity.
A)True
B)False
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Once extremely popular,group life insurance for employees has steadily declined in use.
A)True
B)False
Q2) The growth in health care costs can be attributed to a number of factors,including the greater need for health care by an aging population.
A)True
B)False
Q3) What's a major disadvantage of cafeteria benefit plans?
A)They increase the complexity of the administration of the plans.
B)They are rejected by most workers.
C)Unions oppose them.
D)They increase government costs.
Q4) Many employers provide unneeded and unwanted types of medical benefits to their employees.
A)True
B)False
Q5) Flexible benefits plans are also known as "cafeteria" plans.
A)True
B)False
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Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) Most employers are implementing extensive drug testing and immediately terminating employees that are found to be using illegal drugs.
A)True
B)False
Q2) A supervisor's primary obligation to employee safety is to communicate safety standards and train employees in safe practices.
A)True
B)False
Q3) Which of the following is NOT a high-risk work circumstance associated with workplace violence?
A)working with information technology
B)working alone
C)interacting with the public
D)dealing with the exchange of money
Q4) The Workplace Hazardous Materials Information System (WHMIS)was developed to provide a common information system for labelling dangerous work activities.
A)True
B)False
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Page 14
Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) The step between a verbal warning and termination in progressive discipline is the disciplinary interview.
A)True
B)False
Q2) The primary responsibility for preventing or correcting disciplinary problems rests with the HR department.
A)True
B)False
Q3) In which of the following scenarios can an employer summarily dismiss an employee in a non-union environment for his or her activities outside of the workplace?
A)The employee talks to fellow workers about the possible benefits of a union in the workplace.
B)The employee has a fight with someone at a bar.
C)The employee discloses confidential information on a personal blog.
D)The employee attends a press conference hosted by the union.
Q4) The HR department is responsible for developing disciplinary policies and procedures.
A)True
B)False
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Chapter 14: The Dynamics of Labour Relations
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Q1) ABC Inc.has exclusive rights,as reflected in the collective agreement,to hire senior staff.What is the term used for such exclusive rights?
A)management rights
B)human rights
C)management power
D)collective bargaining rights
Q2) The Canada Industrial Relations Board administers and enforces the Canada Labour Code.
A)True
B)False
Q3) What do we call the actions of a third party who has the power to impose a settlement when the issue relates to the administration of the collective agreement?
A)mediation
B)rights arbitration
C)interest arbitration
D)conciliation
Q4) How do unions and management employ bargaining power in negotiations?
Q5) Explain the impact of unionization on managers.
Q6) What are the primary reasons for employee unionization?
Page 16
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) North American managers tend to have highly autocratic decision-making styles.
A)True
B)False
Q2) Expatriates should not be expected to evaluate their own performance.
A)True
B)False
Q3) Define and describe the balance-sheet approach used by many multinational corporations to calculate the compensation they wish to offer to their expatriates.
Q4) In some countries,unions are part of alliances between political parties,churches,or governments.
A)True
B)False
Q5) NAFTA has spurred job growth in all three member countries.
A)True
B)False
Q6) Repatriation is usually a planned and positive experience for employees returning from an international assignment.
A)True
B)False
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