Business Administration
Exam Questions
Course Introduction
Business Administration is a comprehensive course designed to introduce students to the fundamental concepts and practices involved in managing and operating a business. The course covers a range of topics including organizational structure, leadership, marketing, accounting, finance, human resources, and strategic planning. Through case studies, practical examples, and group projects, students gain valuable skills in problem-solving, decision-making, and effective communication within a business context. By the end of the course, students will understand the core principles of business operations and be equipped to analyze and address real-world business challenges.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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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
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) 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
Q2) According to the textbook, what is the ratio of men to women in the Canadian workforce aged 18 to 65?
A)62.8 to 62.1
B)63.9 to 62.6
C)64.2 to 59.1
D)65.7 to 61.5
Answer: A
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3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
Source URL: https://quizplus.com/quiz/23196
Sample Questions
Q1) What concept uses different selection rules for different identifiable subgroups?
A) subgroup differential
B) subgroup bias
C) subgroup norming
D) subgroup fairness
Answer: C
Q2) Which employment test has been identified as being biased toward males?
A) Bennett Mechanical Comprehension test
B) Wonderlic Personnel test
C) Winnipeg Police Service physical abilities test
D) cognitive ability test
Answer: A
Q3) What two strategies are typical methods used given that the researcher requires evidence for test-criterion relationships?
A) criterion-related and correlation
B) inference and intuition
C) differential and selective
D) predictive and concurrent
Answer: D
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
Source URL: https://quizplus.com/quiz/23197
Sample Questions
Q1) A school teacher has HIV and the parents of many of the students have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with the children. Which statement is true of this situation?
A) It is not discrimination because there is a safety concern for employees and students.
B) It is not discrimination because the teacher would not be able to do his job.
C) It is a violation of human rights legislation, based on physical disability.
D) It is a violation of human rights legislation, based on sex.
Answer: C
Q2) 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
Q3) Collective agreements have little or no effect on personnel selection processes.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
Source URL: https://quizplus.com/quiz/23198
Sample Questions
Q1) A best practice in competency modelling for analyzing competency information might include considering previous job requirements.
A)True
B)False
Q2) Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis depending on the nature of the jobs and how the work is changing. Describe both methods and give an example of when an organization may choose that method.
Q3) Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.
A)True
B)False
Q4) What is NOT a problem associated with job descriptions?
A) Duties may be prioritized and weighted.
B) Job descriptions may be vague or poorly written.
C) Specifications may include illegal requirements.
D) Job descriptions may not be updated regularly.
Q5) What is the difference between a job description and a job specification? What are KSAOs?
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
Source URL: https://quizplus.com/quiz/23199
Sample Questions
Q1) Refer to Scenario 5-2. As the HRM, you are responsible for defining sets of related behaviours that are derived from KM Contracting's goals and linked to successful job performance. What are these behaviours called?
A) performance domains
B) performance criteria
C) performance dimensions
D) performance indicators
Q2) Define performance management.
Q3) Which of the following is NOT job task behaviour for an airplane pilot?
A) promoting safety procedures
B) navigation
C) managing air crew
D) takeoff and landing
Q4) Refer to Scenario 5-1. What counterproductive performance behaviour did BCH hire you for?
A) communication proficiency
B) maintaining self-discipline
C) demonstrating effort
D) knowledge of legislation
Q5) Explain how human rights relate to performance appraisal processes.
Page 7
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) Refer to Scenario 6-2. Upon what should BCH's nursing recruitment decisions be based?
A) an assessment of the labour market
B) new health legislation
C) organizational and job analyses
D) review of mission statement
Q2) Which term best defines the concept that refers to advertising designed to raise an organization's profile in a positive manner in order to attract interest from job seekers?
A) image advertising
B) realistic job preview
C) promotional recruitment
D) branding
Q3) What is the initial step in developing a recruitment action plan?
A) Advertise for the position.
B) Generate qualified applicants.
C) Develop a recruitment strategy.
D) Meet current legal requirements.
Q4) Choose an organization you are familiar with. Describe three constraints affecting the organization's recruitment and selection process.
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) Refer to Scenario 7-1. How would OMC screen for the minimum educational qualifications of an MOA?
A) school transcripts/certificates
B) aptitude test
C) reference check
D) employment interview
Q2) The intent of the résumé is to introduce the job applicant to the organization through a brief, accurate, written self-description.
A)True
B)False
Q3) Screening must be done with great care as this process is often prone to errors. There can be false negatives, which means individuals who are predicted to perform successfully for a given position do not perform at satisfactory levels when placed on the job.
A)True
B)False
Q4) Job applicants have to be screened with great care. Explain.
Q5) What is cyber-profiling? How can it be used as a screening tool in the selection process?
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
Source URL: https://quizplus.com/quiz/23202
Sample Questions
Q1) Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?
A) Otis-Lennon Mental Ability Test
B) Wechsler Adult Intelligence Scale
C) Wonderlic Personnel Test
D) California Cognitive Inventory
Q2) Refer to Scenario 8-1. As the HRM, what are the three types of legislation that require clear policies in dealing with substance abuse and selection?
A) health and safety, human rights, and privacy legislation
B) human rights, employment equity, and labour legislation
C) constitutional, criminal, and civil legislation
D) privacy, labour, and employment standards legislation
Q3) Which of the following integrity tests has high faking potential, 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
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Page 10
Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
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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) Refer to Scenario 9-1. What are the MOA employment interviews best suited to assess?
A) job knowledge
B) employment skills
C) aptitudes and abilities
D) information not on the résumé
Q3) Research on employment interviews indicates that structuring an interview appears to increase interview reliability and validity.
A)True
B)False
Q4) Describe three purposes of the employment interview.
Q5) What are some of the future issues that will continue to be researched in the area of employment interviewing in Canada?
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
Source URL: https://quizplus.com/quiz/23204
Sample Questions
Q1) Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions?
A) time pressures
B) satisficing
C) an oversupply of applicants, causing standards to decrease
D) selecting individuals with adequate information about job requirements
Q2) The purpose of selection is to discriminate.
A)True
B)False
Q3) Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?
A) selection bias
B) satisficing
C) sufficiency
D) success rate
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
Page 12
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