Human Resource Management
Mock Exam
Course Introduction
Human Resource Management is a comprehensive course that explores the foundational theories, practices, and strategies essential for effective people management within organizations. Students will examine topics such as workforce planning, recruitment and selection, performance appraisal, training and development, compensation and benefits, labor relations, and legal considerations in HRM. Emphasis is placed on aligning human resource policies with organizational goals, understanding the impact of globalization on workforce management, and developing skills for handling diversity and ethical challenges in the workplace. Through case studies and practical applications, learners gain insights into fostering a productive and positive organizational culture while navigating the complexities of todays dynamic work environments.
Recommended Textbook
Organizational Behavior 18th Edition by Stephen P. Robbins
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18 Chapters
1987 Verified Questions
1987 Flashcards
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Chapter 1: What Is Organizational Behavior?
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Sample Questions
Q1) Samantha Reeves works as a sales manager at Synergy Bank. Explain the nature of tasks she would be performing according to Mintzberg's concept of leadership role.
Answer: The leadership role comprises hiring, training, motivating, and disciplining employees. If Reeves undertakes the leadership role, she would be hiring sales executives and other team members. She would also be training them on product knowledge and motivating them to reach their sales targets. In addition, she would be disciplining employees to follow rules and regulations and the code of conduct of the organization.
Q2) The discretionary behavior that is not part of an employee's formal job requirements and that contributes to the psychological and social environment of the workplace is called cohesive behavior.
A)True
B)False
Answer: False
Q3) The job of a guest relations executive at a hotel is a kind of service job.
A)True
B)False
Answer: True
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Chapter 2: Diversity in Organizations
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Sample Questions
Q1) ________ differences between people represent deep-level diversity.
A) Race
B) Age
C) Ethnicity
D) Gender
E) Personality
Answer: E
Q2) Differences in ________ indicate surface-level diversity.
A) personality
B) values
C) style of work
D) ethnicity
E) attitudes
Answer: D
Q3) Because most multinational companies have greatly reduced their short-term and longer-term international assignments, ensuring expatriate assignments go smoothly is no longer a priority.
A)True
B)False
Answer: False
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Chapter 3: Attitudes and Job Satisfaction
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Sample Questions
Q1) Which of the following statements is most likely to be true about the major job attitudes?
A) They are highly distinct from one another.
B) They are generally resistant to change.
C) They tend to overlap one another.
D) They are not correlated to one another.
E) They increase cognitive dissonance.
Answer: C
Q2) Employees' beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their jobs, and their perceived autonomy is known as psychological empowerment.
A)True
B)False
Answer: True
Q3) Asking employees how they feel about key elements in a job and then adding the results to create an overall job satisfaction score is the single global rating approach to job satisfaction.
A)True
B)False
Answer: False
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Chapter 4: Emotions and Moods
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Sample Questions
Q1) ________ refers to individual differences in strength with which individuals experience their emotions.
A) The Hawthorne effects
B) Affect intensity
C) Intelligence quotient
D) Positivity offset
E) Ambiguity effect
Q2) Displayed emotions are innate and cannot be learned.
A)True
B)False
Q3) Nervousness is a pure marker of low negative affect.
A)True
B)False
Q4) Which of the following terms refers to a person's ability to detect and to manage emotional cues and information?
A) emotional intelligence
B) self-concordance
C) emotional spectrum
D) illusory correlation
E) cognitive dissonance
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Chapter 5: Personality and Values
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Sample Questions
Q1) All dimensions of fit (person-job fit and person-organization fit) are sometimes broadly referred to as person-environment fit. Explain.
Q2) With reference to the Hofstede's Framework for Assessing Cultures, ________ emphasizes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
A) uncertainty avoidance
B) long-term orientation
C) masculinity
D) collectivism
E) power distance
Q3) Which of the following statements is true about personality?
A) Personality is free from the influence of the environment.
B) Personality remains constant over time.
C) Personality can be measured solely through personal interviews.
D) Personality is influenced by hereditary factors.
E) Parents highly influence the development of their offspring's personality.
Q4) Describe the five value dimensions of national culture as identified by the Hofstede's framework for assessing cultures.
Q5) What are the two main means of measuring personality? Discuss.
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Chapter 6: Perception and Individual Decision Making
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Sample Questions
Q1) What is selective perception?
Q2) Explain the three components of creativity. Name two biases and give examples of how they would affect creativity.
Q3) If a person responds to a particular situation in the same way over a long time period, then the attribution theory states that the behavior demonstrates ________.
A) distinctiveness
B) consensus
C) consistency
D) discontinuity
E) traceability
Q4) Samantha is never late for work, but last Monday she arrived an hour late because of heavy traffic. According to the attribution theory, Samantha's behavior on that day scores ________.
A) high on reliability
B) low on distinctiveness
C) high on traceability
D) low on consistency
E) high on stability
Q5) Explain the relationship between decision making and perception.
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Chapter 7: Motivation Concepts
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Sample Questions
Q1) Feedback influences self-efficacy.
A)True
B)False
Q2) Jim is a salaried employee whose job is to develop content for online Web sites. He discovers that he is paid substantially more than his colleagues even though their jobs and levels of performance are very similar. According to the equity theory, what impact is this discovery most likely to have on his behavior and performance?
A) He will reduce the amount of work that he does on a daily basis.
B) He will compare his earnings to those of another group of employees.
C) He will increase his productivity and/or the overall quality of his work.
D) He will seek a position within the company commensurate with his pay.
E) He will begin to look for a position outside of the company.
Q3) Assigned goals appear to generate greater goal commitment in low-power cultures than in high power-distance cultures.
A)True
B)False
Q4) Explain what self-determination theory suggests about providing rewards.
Q5) What is self-efficacy?
Q6) Discuss culture and justice.
Page 9
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Chapter 8: Motivation: From Concepts to Applications
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Sample Questions
Q1) People with more education are more apt to work from home.
A)True
B)False
Q2) According to the job characteristics model, ________ indicates the degree to which carrying out work activities generates direct and clear information about your own performance.
A) task significance
B) autonomy
C) feedback
D) task identity
E) skill variety
Q3) ________ is not a benefit of flextime.
A) Reduced absenteeism
B) Decreased work/life balance
C) Increased productivity
D) Reduced tardiness
E) Increased autonomy
Q4) Almost all major corporations in the United States offer flexible benefit plans.
A)True
B)False
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Chapter 9: Foundations of Group Behavior
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Sample Questions
Q1) Explain the relationship between role conflict and reference groups.
Q2) Groups lead to increased acceptance of a solution.
A)True
B)False
Q3) Which of the following represents the acceptable standards of behavior within a group that are shared by the group's members?
A) status
B) norms
C) dyads
D) goals
E) cliques
Q4) An individual's personal characteristics, like good looks or friendly personality, represent one of the dimensions of the status characteristics theory.
A)True
B)False
Q5) Role perception indicates our view of how we are supposed to act in a given situation.
A)True
B)False
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Chapter 10: Understanding Work Teams
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Sample Questions
Q1) Which of the following statements is true regarding the size of teams?
A) The most effective teams have twelve to fifteen members.
B) When teams have excess members, cohesiveness declines.
C) As team size increases, social loafing decreases.
D) When teams have excess members, mutual accountability increases.
E) Members of large teams coordinate work better when pressed for time.
Q2) Which of the following will be useful in creating team players?
A) technical training
B) academic training
C) job rotation
D) cross-training
E) negotiation training
Q3) ________ illustrates a process loss from using teams.
A) Organizational demography
B) Role conflict
C) Social loafing
D) Multitasking
E) Profit-sharing
Q4) What is organizational demography? What is its significance?
Q5) How must roles be allocated to ensure effective team performance?
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Chapter 11: Communication
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Sample Questions
Q1) Communication apprehension applies to oral and written communication.
A)True
B)False
Q2) The informal communication network in an organization is ________.
A) determined by organization
B) based on clear and factual information
C) rooted in issues of minimal importance to employees
D) characterized by ambiguity
E) controlled by the management
Q3) Janice is a part of a work team comprised of five members. Explain the various ways in which this team may be organized and how it would impact the team's communication.
Q4) Communication that takes place among members of work groups at the same level is known as ________ communication.
A) diagonal
B) grapevine
C) upward
D) lateral
E) downward
Q5) Discuss the advantages and disadvantages of oral communication.
Page 13
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Chapter 12: Leadership
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Sample Questions
Q1) Which of the following theories of leadership is based on situational variables?
A) attribution theory
B) trait theories
C) charismatic leadership theory
D) path-goal theory
E) behavioral theories
Q2) The leader-member exchange (LMX) theory proposes that the leader implicitly categorizes the follower as belonging to his ingroup or out group after a detailed analysis of his or her performance over a prolonged period of time.
A)True
B)False
Q3) ________ is defined as a psychological state that exists when you agree to make yourself vulnerable to another because you have positive expectations about how things are going to turn out.
A) Consideration
B) Trust
C) Support
D) Empathy
E) Respect
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Page 14
Chapter 13: Power and Politics
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Sample Questions
Q1) Which of the following is a self-focused impression management technique?
A) flattery
B) enhancement
C) apologies
D) excuses
E) conformity
Q2) Which of the following statements is true regarding power?
A) A is said to have power over B if B controls something that A desires.
B) The greater A's dependence on B, the greater A's power in the relationship.
C) If A has the capacity to influence the behavior of B, then A is said to have power over B.
D) A can have power over B only if A is B's leader.
E) A can have power over B only when A and B have similar goals.
Q3) One tool to assess the exchange of resources and dependencies within an organization is social network analysis.
A)True
B)False
Q4) What is impression management? Who is more likely to engage in impression management?
Q5) Discuss the effectiveness of various influence tactics.
Page 15
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Chapter 14: Conflict and Negotiation
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Sample Questions
Q1) Distributive bargaining attempts to create a win-win solution for both the parties.
A)True
B)False
Q2) Studies demonstrate that in work settings, relationship conflicts are almost always dysfunctional. Why?
Q3) Your ________ determines the lowest value acceptable to you for a negotiated agreement.
A) BATNA
B) margin of error
C) bid price
D) asking price
E) hidden value
Q4) Identify the three basic types of conflict from the perspective of where the conflict occurs and discuss why it is important to understand the loci of conflict in order to address conflict in the workplace.
Q5) Outline and discuss the conflict process.
Q6) What is BATNA? Discuss the significance of BATNA.
Q7) Explain the conflict resolution strategies used by collectivist cultures.
Q8) Explain how self-efficacy impacts negotiation outcomes.
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Chapter 15: Foundations of Organization Structure
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Q1) Institutions are cultural factors that act as guidelines for appropriate behavior for organizational structure.
A)True
B)False
Q2) Describe the various characteristics of bureaucracy.
Q3) Which of the following statements is true about the simple structure?
A) It is very expensive to operate.
B) It is characterized by a high degree of formalization.
C) It becomes increasingly inadequate as an organization grows.
D) It is most widely adopted in large businesses in which the manager and owner are different.
E) It is characterized by a narrow span of control.
Q4) Departmentalization refers to the degree to which jobs within the organization are standardized.
A)True
B)False
Q5) Discuss boundary spanning in organizations and between organizations.
Q6) Why is span of control important within an organization, and which common organizational design would most likely have the widest span of control? Explain your answer.
Page 17
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Chapter 16: Organizational Culture
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Sample Questions
Q1) Top managers' actions set the general climate in an organization, including what is acceptable behavior and what is not, and employees sustain and perpetuate the culture.
A)True
B)False
Q2) Subcultures act to undermine the dominant culture.
A)True
B)False
Q3) Discuss the difference between the clan, the adhocracy, the market, and the hierarchy.
Q4) Encouraging employees to consider how their work provides a sense of purpose can help achieve a spiritual workplace.
A)True
B)False
Q5) Apprenticeship is an example of ________ socialization.
A) divestiture
B) variable
C) serial
D) informal
E) investiture
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Chapter 17: Human Resource Policies and Practices
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Sample Questions
Q1) The performance review should be designed more as a mechanism for providing feedback and determining reward allocation.
A)True
B)False
Q2) Most formal training involves employees simply helping each other out.
A)True
B)False
Q3) Under the Americans with Disabilities Act, firms cannot require employees to pass a medical exam before or after a job offer is made.
A)True
B)False
Q4) Stefan is looking for a job. Today he went to the Web site of Qriosity Inc., where he filled out an online application and attached a copy of his resume. In which part of the selection process is Stefan?
A) physical selection
B) job offer
C) initial selection
D) contingent selection
E) substantive selection
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Chapter 18: Organizational Change and Stress Management
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Q1) Which of the following steps in Kotter's eight-step plan for implementing change represents the movement stage in Lewin's three-step model?
A) Establish a sense of urgency by creating a compelling reason for why change is needed.
B) Plan for, create, and reward short-term "wins" that propel the organization toward the new vision.
C) Form a coalition with enough power to lead the change.
D) Create a new vision to direct the change and strategies for achieving the vision.
E) Reinforce the changes by demonstrating the relationship between new behaviors and organizational success.
Q2) Research shows that ________ employees are stressed by a lack of control, while ________ employees are stressed by job evaluations and lack of training.
A) U.S., Chinese
B) U.S., Mexican
C) U.K., Canadian
D) Chinese, U.K.
E) Mexican, Canadian
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