Business Management
Final Exam
Course Introduction
Business Management is a comprehensive course that introduces students to the core principles and practices essential for running and growing modern organizations. The course covers key topics such as organizational structure, leadership, strategic planning, human resource management, marketing, operations, and financial decision-making. Emphasis is placed on developing analytical and problem-solving skills through the application of theoretical frameworks to real-world business scenarios. Students will gain a broad understanding of how businesses operate, adapt to changing environments, and achieve sustainable success in a competitive global marketplace.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor
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10 Chapters
722 Verified Questions
722 Flashcards
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Page 2
M. Catano
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) Human resources management is an independent function within an organization and generally acts in isolation to meet the human resource needs of the organization.
A)True
B)False
Answer: False
Q2) What percentage of the workforce has achieved post-secondary educational credentials in Canada?
A)25.5 percent
B)38.3 percent
C)42.2 percent
D)47.8 percent
Answer: C
Q3) Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices?
A) human rights, privacy, and security issues
B) rapid advances in information technology
C) changing work force demographics
D) total compensation and reward strategy
Answer: A
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) 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
Q2) Which of the following is NOT a statement about reliability?
A) Reliability is an indication of the stability of measurements.
B) Reliability is the degree that observed scores are free from random errors.
C) Reliability is the amount of systemic errors relative to their true score.
D) Reliability is the consistency of a set of measurements over time.
Answer: C
Q3) Refer to Figure 2.1. What process does Line D represent?
A) validating the job analysis and identifying performance criteria
B) clarifying the performance domain and utilizing the knowledge, skills, abilities, and other attributes constructs
C) defining the performance domain and developing related criterion measurements
D) validating the selection system
Answer: C
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Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Which one of the following questions can be asked of a potential candidate?
A) Were you born in Canada?
B) Are you legally entitled to work in Canada?
C) What is your name on your birth certificate?
D) Is French your first language?
Answer: B
Q2) 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
Q3) Accommodation is always applied to a group as opposed to individuals.
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
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Sample Questions
Q1) Refer to Scenario 4-1. How might you approach the managers at Scribe Engineering who are not receptive to a job analysis process?
A) Focus on involving senior managers in the initial gathering of existing job information.
B) Involve managers and employees prior to the beginning of the job analysis process.
C) Ensure that the completion of questionnaires is mandatory.
D) Include all the hesitant managers in job analysis focus groups.
Q2) What job analysis method utilizes work sampling and employee diaries/logs?
A) interview
B) questionnaire
C) observation
D) combination
Q3) Emotional stability is a predictor for the competency of interacting and presenting.
A)True
B)False
Q4) What is the difference between a job description and a job specification? What are KSAOs?
Q5) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) The usefulness of selection measures is assessed by how well they predict performance.
A)True
B)False
Q2) Which of the following defines the concept that is described as activities or behaviours that are not part of a worker's formal job description but that remain important for organizational effectiveness?
A) task performance
B) job performance
C) contextual performance
D) dimensional performance
Q3) Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?
A) criterion contamination
B) criterion deficiency
C) criterion relevance
D) criterion reliability
Q4) Explain how human rights relate to performance appraisal processes.
Q5) Define criterion relevance, criterion contamination and criterion deficiency.
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Chapter 6: Recruitment
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68 Verified Questions
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Sample Questions
Q1) According to the textbook, which of the following is NOT an external factor affecting recruitment?
A) the labour market
B) competition
C) sustainability
D) legislation
Q2) One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.
A)True
B)False
Q3) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
Q4) Employment equity involves policies and practices to increase the presence of visible minorities and gay individuals in the workplace.
A)True
B)False
Q5) What is recruitment? What information does an organization need to make a decision to recruit?
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.
A)True
B)False
Q2) Reference checks generally take place early in the screening process as a way to reduce the applicant pool.
A)True
B)False
Q3) There are many online recruitment companies that help organizations with online candidate sourcing, job board posting management, and many other electronic methods to attract job seekers to organization positions. These companies are increasingly offering more online recruitment and selection services that are much more than just posting job advertisements online. Give an example of how companies can incorporate technology to screen applicants online either through their own company career website or by using a large national/international Internet site. Describe some potential benefits and challenges of online screening.
Q4) What is screening? What does screening involve? How is screening different from selection and recruitment?
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9
Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
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Sample Questions
Q1) What do aptitude or ability tests measure? Explain the difference between an ability, skill, and aptitude, providing an example of each. Describe one test and its relationship to employment testing for selection decisions.
Q2) General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.
A)True
B)False
Q3) Refer to Scenario 8-1. What legal protected ground would mandatory employee drug testing be violating in this situation?
A) health and safety
B) mental and physical disability
C) there is no violation
D) workplace substance abuse
Q4) There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.
A)True
B)False
Q5) What is personality and what are two ways that personality can be measured?
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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. The doctors are particularly concerned about the potential increased costs of a multiple-phase selection process. For what would you NOT want to use the employment interview time?
A) to assess applicants' noncognitive attributes
B) to assess applicants' personal characteristics
C) to verify applicants' certifications and to assess their job knowledge
D) to assess applicants for initiative and conscientiousness
Q3) The situational interview is a highly structured interview in which hypothetical situations are described and applicants are asked what they would do.
A)True
B)False
Q4) Several elements contribute to a structured interview. Describe five of these.
Q5) Describe three purposes of the employment interview.
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Chapter 10: Decision Making
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62 Verified Questions
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Sample Questions
Q1) Refer to Scenario 10-1. In the past, TS Inc. used subjective sources such as unstructured interviews to collect applicant information. What is this approach called?
A) profile interpretations
B) pure judgment
C) profile judgmental
D) judgmental composite
Q2) In banding, employers may select within bands on the basis of secondary criteria such as education, experience, or professional conduct. Minority status can be used only as a tie-breaker among individuals with the same scores.
A)True
B)False
Q3) What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process?
A) expectancy errors
B) person-organization fit
C) negligent hiring
D) biases and errors
Q4) What are some of the constraints facing managers during the selection process?
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Page 12