Business Management
Final Exam
Course Introduction
Business Management is a comprehensive course that explores the foundational principles and practices essential for effectively running organizations in todays dynamic environments. Students will examine core management functions such as planning, organizing, leading, and controlling, while addressing strategic decision-making, organizational structure, and leadership. The course also covers topics including human resources, marketing, operations, and financial management, equipping students with both analytical and practical skills. Emphasis is placed on developing problem-solving abilities, teamwork, and ethical decision-making to prepare learners for leadership roles in various business settings.
Recommended Textbook
Strategic Staffing 3rd Edition by
Jean M. Phillips
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13 Chapters
653 Verified Questions
653 Flashcards
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Page 2
Chapter 1: Strategic Staffing
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49 Verified Questions
49 Flashcards
Source URL: https://quizplus.com/quiz/31739
Sample Questions
Q1) Which of the following does an employer have to do if hiring from the traditional labor pool?
A)automate the job
B)increase training
C)reduce required qualifications
D)provide competitive pay
Answer: D
Q2) Succession management ensures that ________.
A)a company attracts sufficient numbers of appropriately qualified applicants
B)new employees will be motivated by the firm's compensation package
C)high-potential new hires do not leave because they are overqualified and under challenged
D)an organization has people ready to assume leadership positions when they become available
Answer: D
Q3) Deployment involves assigning talent to appropriate jobs and roles in the organization.
A)True
B)False Answer: True
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Chapter 2: Business and Staffing Strategies
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51 Verified Questions
51 Flashcards
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Sample Questions
Q1) When viewing employees as assets,the staffing focus is on managing ________.
A)performance
B)costs
C)hiring strategies
D)existing employees
Answer: B
Q2) Idiosyncratic jobs are ________.
A)created around a current or new employee's unique skills
B)created to fill an immediate hiring need
C)jobs that have been in an organization for over 20 years
D)jobs that are at the entry-level only
Answer: A
Q3) When viewing applicants and employees as investors,the goal is to ________.
A)be as selective as possible in choosing whom to hire
B)ensure that the revenue generated by a new hire exceeds the new hire's total compensation level
C)give applicants and employees a return on their personal contributions in the organization
D)terminate the bottom performing 10% of employees every year
Answer: C
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Chapter 3: The Legal Context
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Sample Questions
Q1) A manager only hires Hispanic women as secretaries.This is an example of
A)disparate treatment
B)disparate impact
C)negligent hiring
D)sexual harassment
Answer: A
Q2) The WARN Act relates to which of the following?
A)recruiting
B)selecting
C)negotiating
D)layoffs
Answer: D
Q3) Complying with staffing laws enhances an organization's ability to appeal to a broader customer base.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) 21_____are the knowledge,skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.
A)Competencies
B)Skills
C)Specifications
D)Tasks
Q2) Under the Americans with Disabilities Act,if a disabled applicant can perform the essential functions of a job with reasonable accommodation,they must be considered for the position.
A)True
B)False
Q3) The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method
Q4) What is a job rewards analysis and how is it used in staffing?
Page 6
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession.ROM manufactures data cards,memory chips,and LCD monitors.The company is analyzing market trends in order to reassess its hiring strategy for the coming year.Which of the following,if true,would best support the argument for restarting hiring?
A)The previous recessionary had only lasted a year.
B)Though there was a decline in profits compared to the previous year,the company recently reported the best numbers in its industry.
C)Computer manufacturers have aggressively started hiring more staff.
D)One of ROM's fiercest rivals has started laying off its employees.
Q2) ________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.
A)Trend analysis
B)Judgmental forecasting
C)ROI analysis
D)Transition analysis
Q3) Discuss the different ways in which a firm can deal with temporary employee surpluses.
Q4) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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51 Flashcards
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Sample Questions
Q1) ABZ Corp.has tried to fill the post of a senior project engineer for a while but has been unable to find a suitable candidate.To avoid further delay in the execution of a major project,ABZ Corp.decides to target Julian Patterson,rival firm Telstra Inc.'s junior project engineer.On getting an offer that not only pays substantially more than what he currently gets,but also offers greater responsibilities and more learning opportunities,Julian accepts the position.Which of the following is most similar to the sourcing strategy used in the example above?
A)A company,keen on hiring Alex,increases its initial offer after hearing that other firms are offering him better pay packages.
B)James,a project leader with 10 subordinates,accepts an offer from a rival firm to lead a group of 20 people.
C)Maria Luis,an economics professor at Brown University,is hired to head the Economics Department of Cornell University.
D)Laura Jones,a corporate lawyer,accepts an offer from the country's leading corporate law firm that offers more money.
Q2) Job fairs are best for finding passive job seekers.
A)True
B)False
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Page 8
Chapter 7: Recruiting
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Sample Questions
Q1) A recruit's perception of the recruiter's knowledge has little impact on how attractive a job is.
A)True
B)False
Q2) Unresponsive recruiters result in negative spillover effects.
A)True
B)False
Q3) When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills ________.
A)distributive fairness is low
B)procedural fairness is low
C)interactional fairness is low
D)interactional fairness is high
Q4) An applicant who finds a recruiter to be rude and unhelpful is likely to perceive ________.
A)low distributive fairness
B)low procedural fairness
C)low interactional fairness
D)high procedural fairness
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Chapter 8: Measurement
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Sample Questions
Q1) When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.
A)has both practical and statistical significance
B)has statistical significance alone
C)is insignificant
D)has practical significance alone
Q2) When are the mean,median,and mode likely to be at the same point in a distribution of scores?
A)when the sampling error is high
B)when the distribution is positively skewed
C)when the distribution is negatively skewed
D)when the distribution is a normal curve
Q3) Standard scores are raw scores that have been converted into an expression of the percentage of people who score at or below that score.
A)True
B)False
Q4) Describe how you would create and validate an assessment system.
Q5) What are reliability and validity,and why do they matter in staffing?
Q6) What are norm- and criterion-referenced measures and when is each appropriate?
Page 10
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) When should medical tests be administered?
A)before interviewing the applicant
B)after the candidate has accepted a job offer
C)any time the employer feels that it is appropriate
D)after a job offer has been extended
Q2) Involving customers and external stakeholders in the interview process can increase the job fit with candidates.
A)True
B)False
Q3) Which of the following statements is a UGESP guideline that pertains to candidate assessment?
A)No selection procedure measuring ability should closely approximate an observable work behavior.
B)The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity.
C)Abilities must be defined in terms of observable aspects of job behavior.
D)Knowledge must be defined in general terms not necessarily directly linked to the job.
Q4) Compare and contrast structured and unstructured interviews.
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11
Chapter 10: Assessing Internal Candidates
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50 Flashcards
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Sample Questions
Q1) Which of the following would be required to provide critical skills to employees that might be needed in the future?
A)competition
B)promotion
C)evaluation
D)training
Q2) What is a multisource assessment system and what are the sources typically used? What are the strengths and limitations of each rating source?
Q3) Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"?
A)Because acceleration implies faster promotions.
B)Because "high potential" pool implies the rest are of low potential.
C)Because "acceleration pool" employees always rise to managerial levels.
D)Because "high potential pools" occur only at technical levels.
Q4) The advantage of using self-assessment is that people are often good judges of their own talents.
A)True
B)False
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12
Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Which of the following reduces the ability of rank ordering to identify the best hire?
A)large differences between candidates' scores
B)large scores of regression analysis
C)large unit weighting of multiple candidates
D)large standard error of measurement
Q2) To be enforceable,any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds.
A)six months
B)twelve months
C)eighteen months
D)twenty four months
Q3) Which of the following,if true,would make a firm keep cut scores low?
A)The company is following an innovation strategy.
B)The company is following a cost-leadership strategy.
C)The company wants to maintain its competitive advantages.
D)The company wants to hire top talent in the field.
Q4) List and describe two ways of combining candidates' scores on multiple assessments and discuss when each is most appropriate to use.
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) BioMd is a manufacturer of high-end medical diagnostic equipments.The company's revenues and profit margins have come under pressure during the last two years because of decline in product demand.Daisy Howell,the CEO of the company,calls for a senior management meeting to finalize the strategies to be adopted to tackle the dip in profit margins.In the meeting,most managers argue in favor of using downsizing as a means to reducing costs and improving margins.However,Daisy strongly argued for the use of layoffs instead of downsizing.Which of the following,if true,would most strengthen Daisy's argument?
A)The organization has a business-based target for reducing the number of employees. B)Major hospital chains have announced plans to open up more facilities in the coming year.
C)An internal demographics review has shown that about ten percent of the firm's employees would retire within three years.
D)Worker Adjustment and Retraining Notification Act applies to the organization as it has more than hundred employees.
Q2) How is orientation different from socialization?
Q3) Describe some alternatives to layoffs.
Q4) List and describe the six types of turnover.
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Page 14
Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) Software that allows you to maintain a database of both candidates and job information to facilitate finding matches between openings and candidates is a(n)________.
A)applicant tracking system
B)resume screening application
C)balanced staffing scorecard
D)digital staffing dashboard
Q2) The balanced scorecard includes strategic,operational,financial,and customer-related goals.
A)True
B)False
Q3) Which of the following statements is true about the digital dashboards?
A)They contain safeguards to protect sensitive employee data.
B)They lack scalability and hence are not suitable for small- and medium-sized firms.
C)They do not provide any indicators of individual employee performance.
D)They present large amounts of data in formats that are not user-friendly.
Q4) What role does a company's Web site play in terms of staffing? How should companies design their Web sites to make them more appealing and user friendly to prospective employees?
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