Contemporary Issues in HRM Final Exam Questions
Course Introduction
This course explores the evolving landscape of human resource management (HRM) by examining current trends, challenges, and best practices affecting workplaces today. Topics include diversity and inclusion, ethical decision-making, technology and HR analytics, remote work dynamics, talent management strategies, employee well-being, and the impact of globalization. Through case studies, discussions, and research, students will develop critical thinking skills and practical tools for addressing contemporary HRM issues in a rapidly changing business environment.
Recommended Textbook
HR3 3rd Edition by Angelo DeNisi
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Chapter 1: The Nature of Human Resource Management
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Q1) Undertaking initiatives that help an organization assume an enhanced citizenship role aligns with the human resource management goal of:
A) complying with legal and social norms.
B) facilitating organizational effectiveness.
C) enhancing productivity and quality.
D) promoting individual growth and development.
E) recruiting efficient employees.
Answer: A
Q2) Which of the following supplanted scientific management as the dominant approach to management during the 1930s?
A) The finance function
B) The Great Depression period
C) The human relations era
D) The systems approach
E) The Civil Rights Act
Answer: C
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3
Chapter 2: The Legal Environment
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Q1) Title VII of the Civil Rights Act of 1964created the Equal Employment Opportunity Commission.
A)True
B)False
Answer: True
Q2) The Privacy Act of 1974:
A) ensures that federal employees can review their personnel files for accuracy.
B) allows law enforcement agenciesto use surveillance to gather information related to a fullrange of terrorist crimes.
C) prohibits employers from monitoringthe e-mail correspondence of employees at work.
D) mandates monitoring employees' behavior outside of work.
E) allows employers tocollect geneticinformation about their employees.
Answer: A
Q3) The Equal Pay Act requires companies to pay men and women the same compensation for performing equal work.
A)True
B)False
Answer: True
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Chapter 3: The Global Environment
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Q1) Robert, a marketing manager in a global exporting firm, prefers to strictly follow the work schedule designed by the top management team.Despite the flexibility given to him to reschedule certain functions in the marketing department, Robert favors a standardized and structured approach to work.In the context of Geert Hofstede's cultural dimension model,Robert is more likely to score high on:
A) collectivism.
B) individualism.
C) uncertainty avoidance.
D) femininity.
E) time orientation.
Answer: C
Q2) In the international business scenario, when a firm owns physical assets in another country, it is called direct foreigninvestment.
A)True
B)False
Answer: True
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Chapter 4: The Competitive Environment
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Q1) Ross Brands Inc., a multinational corporation, began its operations with three businesses in the frozen food industry.Since its inception, the company has acquired other fast-food companies.Which type of organization design would be most appropriate for Ross Brands' strategy?
A) H-form
B) U-form
C) M-form
D) Reactor
E) Focus
Q2) The set of factors that prompt people to behave in certain waysis called _____.
A) motivation
B) stress
C) interpersonal conflict
D) an analyzer
E) a reactor
Q3) Briefly explain the influence of organizational purpose and mission.
Q4) Describe the factors that affect human resource strategy formulation.
Q5) Functional strategies help determine what businesses the firm will operate.
A)True
B)False
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Chapter 5: Information for Making Human Resource Decisions
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Q1) Which of the following is true of efficiency wages?
A) They lead to a decrease in the average market wage rate.
B) They are offered to the best among potential employees.
C) They are higher for jobs with low demand.
D) They result in an increase in employee turnover.
E) They reduce the labor costs for an organization.
Q2) Which of the following refers to a computerized job classification system that contains continually updated information regarding the knowledge, skills, and abilities required for virtually every job in the U.S.economy?
A) Realistic job previews
B) The Occupational Information Network
C) The Fleishman job-analysis system
D) Narrative Job Analysis
E) Task-Analysis Inventory
Q3) Functional job analysis relies on a taxonomy of abilities that represent all the key work dimensions.
A)True
B)False
Q4) Explain the concept of knowledge, skills, and abilities (KSAs).
Page 7
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Chapter 6: Human Resource Decision Making in Organizations
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Q1) Which of the following is an advantage of employing part-time workers in an organization?
A) They are an extremely valuable input to firms in the manufacturing sector.
B) They are available round the clock and on all days to extend technical support.
C) They rarely require training for doing their job which saves costs for an organization.
D) They are highly skilled and are familiar with the work assigned.
E) They are usually not covered by benefits offered by an organization, thus lowering the labor cost.
Q2) Describe a basic model of the turnover process.What other models or mechanisms have been proposed to explain turnover?
Q3) Which of the following is a major cause for involuntary turnover in an organization?
A) Unsatisfactory pay and benefits
B) Poor performance of an individual
C) A high score on the dimension of representativeness
D) Poor rapport with co-workers
E) A high score on the dimension of ethicality
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Chapter 7: Recruiting, Selecting, Training, and Developing Employees
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Q1) Describe the most common methods of internal recruiting.
Q2) Which of the following would be considered an important organizational goal in recruiting efforts?
A) Attract as many applicants as possible for a job.
B) Attract job applicants by using a customized job profile description for each applicant.
C) Use the recruiting process to explicitly differentiate among applicants.
D) Optimize the size of the pool of qualified applicants.
E) Make the job opening sound as challenging as possible to the applicants.
Q3) _____ is the tendencyto be outgoing, sociable, andupbeat.
A) Extraversion
B) Neuroticism
C) Agreeableness
D) Openness to experience
E) Conscientiousness
Q4) Research indicates that unstructured interviews are the best predictors of subsequent job performance thanstructured interviews.
A)True
B)False
Q5) What is a realistic job preview? What are the benefits it may provide?
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Chapter 8: Managing a New and Diverse Workforce
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Q1) A glass ceiling is best described as a(n) _____.
A) gender-related problem
B) race-specific issue
C) program in diversity training
D) specific organizational culture
E) process in knowledge management
Q2) Refer to Scenario 8.1.Ray wants to find a good example of an organization that is truly multicultural.Which of the following is NOT a characteristic of such an organization?
A) Equal influence on organizational culture and fundamental norms by all groups
B) Low levels of internal conflict
C) Absence of barriers for entry and participation in any organizational activity
D) Identification of organizational roles with particular cultural groups
E) Accurate reflection of the market in the diversity of the organization
Q3) Diversity is a potential source of conflict in organizations.
A)True
B)False
Q4) What are the factors that have led to increased diversity of workforce?
Q5) Discuss the characteristics of a multicultural organization.
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Chapter 9: Compensation & Benefits
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Q1) Which of the following is the first step in the factor-comparison method for job evaluation?
A) The comparison factors to be used are selected anddefined.
B) Benchmark or key jobs in the organization are identified.
C) A job-comparison chart is developed to display thebenchmark jobs and the monetary values that each jobreceived for each factor.
D) The benchmark jobs chosen for evaluation are grouped into grades.
E) Jobs are ranked at a level of importance to organizations.
Q2) What is a pay survey? What information is necessary to conduct a pay survey? How can pay surveys be used by organizations and employees?
Q3) George, a supervisor in the housekeeping department of a luxury hotel, compares his salary with supervisors in other departments.He finds that his base pay is about 25 percent less than the other supervisors.This scenario illustrates the concept of _____.
A) internal equity
B) job evaluation
C) agency problems
D) external equity
E) workers' compensation
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Chapter 10: Performance Appraisal & Career Management
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Q1) Which of the following is true of performance management?
A) It emphasizes instances of poor performance by employees.
B) It focuses on analyzing employee performance by grouping them intopredefined frequencies ofperformance ratings.
C) It plays a role as part of the larger performance-appraisal process.
D) It is a more specific process when compared to performance appraisal.
E) It is the ultimate goal of all performance-appraisal activities.
Q2) An advantage of rating performance based on outcomes is that _____.
A) reliability is increased byproviding specificbehavioral examples to reflect effective and less effectivebehaviors
B) it focuses on highlighting only the positive aspects of employee performance
C) it results in a normal distribution of performance ratings
D) feedback is relatively straightforward and easy to interpret
E) employees are monitored electronically to see how productive they are
Q3) A critical incident is an example of particularly good or bad employee performance.
A)True B)False
Q4) Briefly describe the most common rating errors in performance appraisal.
Q5) Describe the traditional career stages through which an individual progresses.
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Chapter 11: Managing Labor Relations
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Q1) Before negotiating a labor agreement, a labor union decides that a pay raise of $1 per hour for every employee is the minimum it will accept from its employer.The union members decide to go on a strike if their employer refuses to accept this demand.In this scenario, a raise of $1 known as the _____.
A) union resistance point
B) management resistance point
C) union target point
D) management target point
E) arbitration point
Q2) Which of the following issues forms a significant part of contemporary bargaining situations between managements and unions?
A) Wages and hours
B) Health benefits
C) Job security
D) Union membership
E) New labor legislation
Q3) Local unions are usually coordinated by a regional officer.
A)True
B)False
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Page 13
Chapter 12: Safety, Health, Well-Being, & Security
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Q1) If Jacob experiences the psychological consequences of stress, he is most likely to
A) suffer from frequent headaches
B) take up smoking as a means to relieve stress
C) feel depressed and not sleep enough
D) do only enough work to get by
E) be absent for work due to legitimate reasons
Q2) Refer to Scenario 12.1.The stressors associated with the importance of performing work competently constitute _____.
A) quality demands
B) role demands
C) physical demands
D) task demands
E) interpersonal demands
Q3) Describe the causes of stress at work.
Q4) An organization is prohibited from creating its own safety precautions for preventing accidents at the workplace without involving OSHA.
A)True
B)False
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Chapter 13: Motivation at Work
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Q1) Briefly describe goal theory.
Q2) In the context of Abraham Maslow's hierarchy of needs, _____ needsinclude the need to havea positive view of oneself.
A) physiological
B) security
C) self-actualization
D) esteem
E) social
Q3) Refer to Scenario 13.1.The proposal of profit and stockawards for employees canmake everyone in the organization work toward the common organizational goals.In this scenario, which of the following provides a useful framework to deal with the conflict of interests between employees and owners?
A) Needs theory
B) Equity theory
C) Agency theory
D) Goal theory
E) VIE theory
Q4) Provide a brief note on equity theory.
Q5) Discuss the various reinforcement schedules.
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Chapter 14: Managing & Enhancing Performance: The Big Picture
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Q1) According to the job characteristic approach, the number of tasks a worker does in a job is called _____.
A) skill variety
B) task significance
C) autonomy
D) task identity
E) feedback
Q2) Flexible work hour plans allow employees to plan when they report to and leave work.
A)True
B)False
Q3) A _____ is an example of a group incentive plan.
A) merit-pay plan
B) skill-based pay plan
C) stock-purchase plan
D) piece-rate plan
E) knowledge-based pay plan
Q4) Incentive compensation is one of the oldest forms of performance-based rewards.
A)True
B)False
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