Business Administration
Exam Solutions
Course Introduction
Business Administration is a comprehensive course that explores the fundamental principles and practices essential for managing organizations effectively. Students will gain a solid foundation in areas such as management, marketing, finance, operations, and human resources. The course emphasizes the development of critical thinking, problem-solving, leadership, and communication skills, enabling future business leaders to make informed decisions in dynamic and competitive environments. Practical case studies, projects, and collaborative activities equip students with real-world insights and prepare them for a wide array of careers in the business sector.
Recommended Textbook
Human Resource Management 10th Edition by Raymond Noe
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16 Chapters
1602 Verified Questions
1602 Flashcards
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Page 2
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/53334
Sample Questions
Q1) Organizations that pursue a _____ strategy pursue the "triple bottom line" of economic, social, and environmental benefits.
A)business
B)corporate
C)sustainable
D)communal
E)profit
Answer: C
Q2) Which of the following is true of cloud computing?
A)It allows companies to lease software but not hardware.
B)Employees are not aware of the location of the databases.
C)Company data that is stored on the public cloud can be is accessed by the public.
D)It can be accessed only through computers; other gadgets cannot be used.
E)It requires an external system to retrieve data from the cloud.
Answer: B
Q3) Disabled workers can be a source of competitive advantage.
A)True
B)False
Answer: True
Page 3
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Chapter 2: Strategic Human Resource Management
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following is an example of a fixed cost?
A)Raw materials
B)Factory rent
C)Operating cost
D)Direct labor costs
E)Packaging costs
Answer: B
Q2) A learning organization constantly monitors its environment, assimilates information, makes decision, and flexibly restructures itself to compete in an ever-changing environment.
A)True
B)False
Answer: True
Q3) Strategic planning groups decide on a strategic direction during the strategy implementation phase.
A)True
B)False
Answer: False
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Page 4
Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) What are some of the important steps that an organization can follow to ensure a workplace free from sexual harassment?
Answer: To ensure a workplace free from sexual harassment, an organization can follow some important steps:
(1)It can develop a policy statement that makes it very clear that sexual harassment will not be tolerated.(2)It can train all employees to identify inappropriate workplace behavior.(3)It can develop a mechanism for reporting incidents of harassment.(4)Its management can prepare to take prompt disciplinary action with those who commit sexual harassment as well as appropriate action to protect the victims of sexual harassment.
Q2) Which of the following is a disability under the Americans with Disabilities Act?
A)Lefthandedness
B)Substance abuse
C)Eye and hair color
D)Heart disease
E)Obesity
Answer: D
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Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) Which of the following is true of an organization that follows the mechanistic approach?
A)The jobs are complex and meaningful.
B)The job design is such that only highly skilled workers can work on the tasks.
C)The job design makes the organization dependent on individual workers.
D)Individual workers are viewed as irreplaceable.
E)New employees can be quickly and inexpensively trained for the job.
Q2) _____ provides a longitudinal overview of the dynamic relationships by which inputs are converted into outputs.
A)Job analysis
B)Organization structure
C)Organizational dynamics
D)Work-relationship analysis
E)Work-flow design
Q3) How does lean production differ from "batch work" methods?
A)It stresses the need for using the maximum number of people for production.
B)It has fewer employees who are well-trained.
C)It has more opportunity to cut costs by laying off employees.
D)It emphasizes the use of maximum materials.
E)It employs a large number of low-skilled workers.
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Chapter 5: Human Resource Planning and Recruitment
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100 Flashcards
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Sample Questions
Q1) Each of the following is a relatively fast method to reduce an expected labor surplus EXCEPT _____.
A)work sharing
B)retraining
C)pay reductions
D)demotions
E)transfers
Q2) Which of the following is an example of an intrinsic reward?
A)A manufacturing organization offering a monthly bonus on joining the firm at a particular position in a particular city
B)A firm providing free vehicles to employees who are promoted to the managerial level
C)The Army appealing to the patriotism in people to get more new recruits
D)A bank offering loans at a subsidized rate to its employees
E)A school management giving monthly bonuses to the teachers
Q3) Statistical planning models are useful when there is a long, stable history that can be used to reliably detect relationships among variables.
A)True
B)False
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7
Chapter 6: Selection and Placement
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100 Flashcards
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Sample Questions
Q1) Validity is necessary but not sufficient for generalizability.
A)True
B)False
Q2) The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities.
A)True
B)False
Q3) Reliability refers to the measuring instrument rather than to the characteristic itself.
A)True
B)False
Q4) Explain assessment center. Where do they stand in terms of their criterion-related validity?
Q5) Content validity is achieved primarily through a process of _____.
A)quantitative analysis
B)empirical study
C)statistical analysis
D)procedural study
E)expert judgment
Q6) Explain generalizability and the validity generalization process.
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Chapter 7: Training
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100 Flashcards
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Sample Questions
Q1) In general, designs that use pretraining and posttraining measures of outcomes and include a comparison group reduce the risk that factors other than training itself are responsible for the evaluation results.
A)True
B)False
Q2) Which of the following is true about the use of audiovisual training?
A)The users have very little control over the presentation.
B)It is hard for trainers to customize the sessions to match trainees' expertise.
C)Learners are subject to inconsistent presentation through audiovisual training.
D)It offers too much content for the trainees to learn from.
E)Possibility of distraction caused by humor or music is minimal.
Q3) An individual who works in a country other than his or her country of origin is called a(n)_____.
A)host country national
B)repatriate
C)expatriate
D)inpatriate
E)third country national
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Chapter 8: Performance Management
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Discuss the various rater errors in performance management.
Q2) The best use of self-ratings is for administrative purposes.
A)True
B)False
Q3) Visible support of the performance management process by the CEO and senior management ensures that the system is consistently used across the company.
A)True
B)False
Q4) Which of the following approaches to performance measurement minimizes contamination and deficiency?
A)The comparative approach
B)The attribute approach
C)The behavioral approach
D)The results approach
E)The quality approach
Q5) Appraisal politics refer to evaluators purposefully distorting a rating to achieve personal or company goals.
A)True
B)False
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Chapter 9: Employee Development
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100 Verified Questions
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Sample Questions
Q1) Discuss the Myers-Briggs Type Indicator.
Q2) The items in the Myer-Briggs Type Inventory that focus on individuals' preferences for information gathering will score the individuals based on _____.
A)judging versus perception
B)thinking versus feeling
C)introversion versus extroversion
D)sensing versus intuition
E)internal versus external locus of control
Q3) Which of the following is a characteristic of a successful formal mentoring program?
A)Formal mentoring and protégé participation is mandatory.
B)The purpose of the program is not specified; activities and programs to complete are developed as the relationship grows.
C)Mentor and protégés are encouraged to pursue the relationship beyond the formal period.
D)The mentor-protégé matching process limits the ability of informal relationships to develop.
E)The length of the program is not specified and is usually indefinite.
Q4) Briefly explain temporary assignments and sabbaticals.
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Page 11
Chapter 10: Employee Separation and Retention
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101 Verified Questions
101 Flashcards
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Sample Questions
Q1) Which of the following is likely to happen when a high performing employee who enjoys autonomy is micromanaged by a manager?
A)Positive employee reaction toward the supervisor micromanaging him or her
B)Decreased frustration of the employee who is being watched over
C)Increased opportunity for the employee to make independent decisions
D)Decreased satisfaction in the employee toward her job and performance
E)Increased performance of the manager who is spending time micromanaging
Q2) _____ interviews with departing workers can be a valuable tool for uncovering systematic concerns that are driving retention problems.
A)Technical
B)Retaining
C)Exit
D)Mock
E)Screening
Q3) When properly channeled by a secure and supportive leader, "voicing opportunities" for lower level employees can prevent turnover among highly engaged employees.
A)True
B)False
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Chapter 11: Pay Structure Decisions
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100 Flashcards
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Sample Questions
Q1) Which of the following administrative tools is used by organizations to design job structures?
A)Job rotation
B)Job evaluation
C)Market pay survey
D)Job description
E)Job specification
Q2) Which of the following occupations is exempt from the Fair Labor Standards Act (FLSA)?
A)First responders
B)Executives
C)Firefighters
D)Paramedics
E)Police
Q3) The upper bound placed by product market competition is more constrictive when labor costs are a larger share of total costs.
A)True
B)False
Q4) Explain the reasons for the controversy over executive pay.
Q5) Differentiate between pay level and job structure with an example.
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Which of the following theories suggests that high employee performance not followed by a monetary reward will make future high performance less likely?
A)Herzberg's Two-factor theory
B)Reinforcement theory
C)Freud's Psychoanalytical theory
D)McGregor's Theory X
E)Theory Z
Q2) According to a merit increase grid, one of the factors that determines the size and frequency of pay increases is the _____.
A)company's annual output
B)attrition rate in the company
C)company's stock price
D)recruitment ratio
E)individual's performance rating
Q3) Merit pay systems rely on 360-degree performance feedback.
A)True
B)False
Q4) Discuss any five governance practices that support director independence from management.
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Chapter 13: Employee Benefits
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Sample Questions
Q1) What potential risks do employers run when they choose to offer a flexible benefit (cafeteria-style)plan?
Q2) Defined contribution plans made it the responsibility of the _____ to make wise investment decisions for their retirement plans.
A)insurance companies
B)employer
C)Pension Benefit Guaranty Corporation (PBGC)
D)employee
E)U.S. Department of Labor
Q3) One of the objectives of the unemployment insurance program is to offset lost income during voluntary unemployment.
A)True
B)False
Q4) Medical insurance and disability insurance programs are legally required.
A)True
B)False
Q5) Flexible benefit plans are also known as the cafeteria-style plans.
A)True
B)False
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Chapter 14: Collective Bargaining and Labor Relations
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101 Flashcards
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Sample Questions
Q1) Which of the following is an example of a union unfair labor practice?
A)Ned refuses to reinstate workers when job openings occur because the workers participated in a lawful strike.
B)Gill, an operations head, threatens to close down a plant if organized by a union.
C)Jon, a new employee, refuses to join a union.
D)Pat, a nonunion employee, spies on union meetings.
E)Oliver, a union head, forces an employer to stop doing business with another employer who refused to recognize the union.
Q2) Labor unions' major benefit to society is the institutionalization of industrial conflict.
A)True
B)False
Q3) Describe the industrial relations model developed by Harry Katz and Thomas Kochan.
Q4) Associate union membership is linked to an employee's workplace and provides representation in collective bargaining.
A)True
B)False
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16
Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) Which of the following is a third country of Grazia?
A)Italy
B)France
C)Japan
D)India
E)Spain
Q2) People are expected to look after the interests of the larger community in individualist cultures.
A)True
B)False
Q3) In the context of Hofstede's cultural dimensions, the masculinity-femininity dimension describes:
A)the strength of the relationships between the members of a society.
B)how a culture deals with hierarchical relationships.
C)the unequal distribution of power within a society.
D)the division of roles between the sexes within a society.
E)how cultures seek to deal with the fact that the future is not perfectly predictable.
Q4) Describe the three attributes of a transnational HRM system.
Q5) Describe Hofstede's cultural dimensions and discuss their importance for HRM.
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Chapter 16: Strategically Managing the HRM Function
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) _____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.
A)Business-linked
B)HR-focused
C)People-linked
D)Business-driven
E)Outcome-focused
Q2) Which of the following strategies includes activities such as selection and compensation?
A)Transcendental
B)Transpersonal
C)Transformational
D)Traditional
E)Transactional
Q3) Explain how HRM functions are divided in firms that follow the recent generic structure of HRM.
Q4) Discuss the audit and analytic approaches to evaluating the effectiveness of HRM practices.
Q5) Discuss how outsourcing is being used to increase the effectiveness of HR.
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