Business Administration
Mock Exam
Course Introduction
Business Administration is a multidisciplinary course that introduces students to the fundamental principles and practices essential for effective organizational management and operations. Covering key areas such as management, marketing, finance, human resources, and operations, the course equips students with both theoretical knowledge and practical skills needed to navigate the business environment. Emphasis is placed on decision-making, leadership, strategic planning, and ethical considerations in business, preparing students to analyze complex problems, implement solutions, and contribute to organizational success in a dynamic global marketplace.
Recommended Textbook
Human Resources Management in Canada 12th Canadian Edition by Gary Dessler
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1421 Verified Questions
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Page 2
Chapter 1: The Strategic Role of Human Resources Management
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64 Verified Questions
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Sample Questions
Q1) The knowledge, education, training, skills, and expertise of a firm's workers are known as
A)management's philosophy.
B)human capital.
C)physical capital.
D)production capital.
E)cultural diversity.
Answer: B
Q2) Developing a reputation as an environmental leader and demonstrating corporate social responsibility
A)is part of every organization's mission statement.
B)is not supported by shareholders in for-profit enterprises.
C)is only common in not-for-profit enterprises.
D)helps organizations to gain market share and retain employees.
E)is a key responsibility of the human resources leader.
Answer: D
Q3) Management can lose its authority and power by empowering its employees.
A)True
B)False
Answer: False
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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75 Verified Questions
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Sample Questions
Q1) Refusing to hire a man who had been convicted and then pardoned for a drug-related offence as a counsellor at a federal correctional centre is an example of A)intentional direct discrimination.
B)pro-active recruitment.
C)systemic discrimination.
D)protection against negligent hiring.
E)a permissible employer practice under all human rights legislation.
Answer: A
Q2) All jurisdictions in Canada prohibit discrimination on the grounds of A)national or ethnic origin, race, and family status.
B)criminal history, sex, and creed or religion.
C)length of employment, race, and marital status.
D)race, sexual orientation, and marital status.
E)sexual orientation, ancestry or place of origin, and family status.
Answer: D
Q3) Enforcement of human rights acts is the responsibility of the RCMP in Canada.
A)True
B)False
Answer: False
Page 4
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Chapter 3: Human Resources Management and Technology
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Sample Questions
Q1) An HRIS is made up of a number of systems that can store data.This data can be used to create information that will serve different purposes for many different stakeholders.One of the key functions of an HRIS is to
A)provide information to HR.
B)provide information to managers.
C)provide information to HR and managers.
D)discipline employees.
E)define organizational climate.
Answer: C
Q2) Creation of security profiles for the HRIS is carried out in the implementation phase and is required because of privacy- and security-related issues.
A)True
B)False
Answer: True
Q3) HR began to integrate with other business-related systems with the move towards enterprise-wide systems.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Designing and Analyzing Jobs
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Sample Questions
Q1) An HR department engaged in a job analysis exercise is conducting interviews with employees who hold the same job.Which type of interview is the HR department using?
A)group interview
B)supervisory interview
C)individual interview
D)structured interview
E)checklist interview
Q2) "No more than three posting errors per month occur on average."Which component of the job description would this statement belong to?
A)job identification
B)performance standards
C)job summary
D)relationships
E)responsibilities and duties
Q3) Organizations that want to implement a high-performance work system will tend not to use traditional job descriptions in favour of using competency analysis.Outline the three reasons why competency analysis is preferred in a high-performance work system and given one example of a core competency.
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Chapter 5: Human Resources Planning
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Sample Questions
Q1) When labour demand equals labour supply
A)occupational health and safety is critical in achieving balance.
B)performance management is critical in achieving balance.
C)project management skills are critical for achieving balance.
D)HR personnel must hire more recruiters.
E)compensation and benefits are most important.
Q2) Regardless of the forecasting method utilized, modifications are made based on
A)management control systems.
B)HRIS data.
C)managerial judgment.
D)changing market conditions.
E)changing economic conditions.
Q3) A potential solution when labour demand exceeds labour supply is
A)finding employees alternative jobs within the organization.
B)job sharing.
C)hiring temporary workers.
D)work sharing.
E)any of the above
Q4) Describe human resources planning (HRP) (4 points)and explain its connection to strategic planning using an example (6 points).
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Chapter 6: Recruitment
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Sample Questions
Q1) Job fair events would not allow
A)top prospects to be invited to visit the firm at a later date.
B)computer technology to be used.
C)recruiters to share information about the organization.
D)recruiters to share job opportunities in an informal, relaxed setting.
E)in-depth assessment of candidates.
Q2) For executive-level positions, firms normally rely on
A)online recruitment.
B)professional search firms.
C)employee referrals.
D)employment agencies.
E)newspaper ads.
Q3) Passive job seekers are
A)managerial employees.
B)happily employed in their present job.
C)professional employees.
D)looking for a new job.
E)manufacturing employees.
Q4) Identify and describe the four main steps in the recruitment process.
Q5) What are the advantages of external recruitment?
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Chapter 7: Selection
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Sample Questions
Q1) The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.
A)True
B)False
Q2) Selection is a strategic activity in that the ideal individual will possess the
A)required skills and fit for the organizational culture.
B)ability to fit with the strategic direction of the organization.
C)required skills, technical ability, and knowledge.
D)required KSAs, excellent performance, and fit for the organizational culture.
E)required KSAs with the right experience.
Q3) Strategic selection is important because of
A)ethical reasons.
B)the time and costs involved.
C)the costs involved, impact on performance, and legal implications.
D)the employment equity plan.
E)the budget required and legal implications.
Q4) There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.
Page 9
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Chapter 8: Orientation and Training
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Sample Questions
Q1) When an employee actually learns a job by performing it, it is called
A)computerized training.
B)job instruction training.
C)vestibule training.
D)on-the-job training.
E)distance learning.
Q2) Task analysis is a detailed study of a job to identify the skills required so that an appropriate training program may be instituted.
A)True
B)False
Q3) Job analysis specifies what the trainee will be able to accomplish after successfully completing the training program.
A)True
B)False
Q4) A useful step-by-step instruction approach for a trainer giving a new employee on-the-job training includes performance tryout as the first step.
A)True
B)False
Q5) Identify and briefly describe five different training techniques.
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Chapter 9: Career Development
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Sample Questions
Q1) A series of work-related positions, paid or unpaid, that help a person grow in job skills, success, and fulfillment is
A)a job.
B)a career.
C)a position.
D)a profession.
E)work.
Q2) To overcome the record number of rejections of relocation offers, companies are
A)increasing salaries.
B)paying moving expenses.
C)increasing financial incentives.
D)offering additional perquisites.
E)offering spousal support through career transition programs.
Q3) People who are attracted into the forestry industry are likely to have what kind of personality orientation?
A)agricultural
B)realistic
C)enterprising
D)artistic
E)conventional
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Chapter 10: Performance Management
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Sample Questions
Q1) The use of critical incidents in performance appraisal provides specific examples of good and poor performance.
A)True
B)False
Q2) 360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of A)job evaluation.
B)performance and pay.
C)employee orientation.
D)customer service.
E)rating errors.
Q3) When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as A)halo effect.
B)bias.
C)appraisal bias.
D)central tendency.
E)leniency/strictness.
Q4) Identify and briefly describe five rating scale appraisal problems.
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Chapter 11: Strategic Pay Plans
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Sample Questions
Q1) Management does not have the right to serve on a job evaluation committee, because this would constitute a conflict of interest.
A)True
B)False
Q2) Compensation policies are usually written by the HR or compensation manager together with
A)supervisors.
B)employees.
C)stockholders.
D)compensation consultants.
E)senior management.
Q3) Job evaluation involves an informal and unsystematic comparison of jobs to determine the worth of one job relative to another.
A)True
B)False
Q4) The point method of job evaluation is easily explained to employees.
A)True
B)False
Q5) Identify and briefly describe the five components of total rewards.
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Chapter 12: Pay-for-Performance and Financial Incentives
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Sample Questions
Q1) Sales compensation plans have typically relied heavily on incentives (sales commissions), although this varies by
A)human resource plan.
B)domestic policy.
C)labour contract.
D)industry.
E)geographic location.
Q2) Amy is part of a team of 4 software developers.Upon completion of a major client project, she and each of her team members received a set amount in addition to their base salary.All received the same additional amount.Amy received this payment as part of a
A)group incentive program.
B)gain-sharing program.
C)individual incentive plan.
D)spot bonus plan.
E)profit-sharing plan.
Q3) Merit pay plans are effective regardless of the validity of the performance appraisal system.
A)True
B)False
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Chapter 13: Employee Benefits and Services
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Sample Questions
Q1) A type of retirement plan that does not guarantee the eventual pension benefit an employee will receive at retirement, but only what the employee and employer contributions to the plan will be, is called a
A)government-sponsored plan.
B)defined contribution pension plan.
C)deferred profit-sharing plan.
D)retirement plan.
E)defined benefit pension plan.
Q2) A defined benefit pension plan contains a formula.
A)True
B)False
Q3) Employers who offer a defined contribution pension plan must pay careful attention to their obligation to educate and inform plan members about A)pension benefits formula.
B)pension vesting.
C)early retirement incentives.
D)pension investments.
E)pension portability.
Q4) Briefly describe five government-sponsored employee benefits in Canada.
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Chapter 14: Occupational Health and Safety
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88 Verified Questions
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Sample Questions
Q1) Surveys have shown that ____ percent of Canadians believe that workplace accidents are inevitable.
A)75
B)52
C)64
D)61
E)50
Q2) You are the new human resources professional at a plastics manufacturing company.Which of the following tests human traits that might be related to accidents on a specific job and could be used to determine whether test scores are related to accidents on the job?
A)intelligence tests
B)literacy tests
C)emotional stability and personality tests
D)measures of muscular coordination and visual skills
E)self-awareness tests
Q3) Most safety experts agree that safety commitment must begin with hourly employees.
A)True
B)False
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Chapter 15: Managing Employee Separations: Foundations
of Employee Engagement, Communication, and Turnover Management
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Sample Questions
Q1) Just cause for dismissal is usually considered to include any of the following except A)insubordination.
B)disobedience.
C)alcoholism.
D)incompetence.
E)fighting.
Q2) A layoff occurs where which of the following condition(s)are present?
A)There is a permanent severing of the employment relationship.
B)There is no work and there is a permanent severing of the employment relationship.
C)There is no work and management intends to recall the employees when work is available again.
D)There is an issue of poor performance and a permanent severing of the employment relationship.
E)The owner and president decides, for economic and personal reasons, to shut down the business permanently.
Q3) Identify and briefly describe the six steps to be followed in a termination interview.
Q4) Identify the three conditions that should be present when a layoff occurs.
Page 17
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Chapter 16: Labour Relations
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Sample Questions
Q1) A wildcat strike may be legal or illegal, depending on its timing.
A)True
B)False
Q2) In order to broaden their appeal to white-collar workers, unions have
A)heavily promoted wage gains for blue collar workers to white collar workers.
B)changed the style of clothes they wear when they meet with white collar workers.
C)taken out ads in magazines and on-line publications most often read by white collar workers.
D)changed their focus and bargaining priorities to include issues important for white collar workers.
E)rebranded their names to make them sound like organizations white collar workers would want to join (like the Canadian Office and Professional Employees Union or COPE).
Q3) Speaking out on proposed legislative reforms is most closely associated with A)social unionism.
B)business unionism.
C)pre-strike activity.
D)political unionism.
E)information picketing.
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Chapter 17: Managing Human Resources in a Global Business
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Sample Questions
Q1) High labour costs can require a focus on efficiency and on human resource practices aimed at improving
A)absenteeism rates.
B)selection practices.
C)employee turnover.
D)grievance procedures.
E)employee performance.
Q2) Industrial relations and, specifically, the relationship between the worker, the union, and the employer, vary dramatically from country to country and have an enormous impact on HR management practices.
A)True
B)False
Q3) A payment made to compensate a manager for cultural and physical adjustments that he or she will have to make is called a(n)
A)education allowance.
B)overseas bonus.
C)overseas incentive.
D)housing allowance.
E)mobility premium.
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