Human Resource Supervision
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Course Introduction
Human Resource Supervision explores the principles and practices required to effectively manage and lead employees in a workplace setting. Students will learn about the supervisors role in human resource functions such as recruitment, selection, onboarding, training, performance appraisal, and conflict resolution. Emphasis is placed on developing communication, motivation, and leadership skills necessary to foster positive employee relations and ensure organizational objectives are met. The course integrates legal and ethical considerations, diversity management, and strategies for handling workplace challenges, preparing students to successfully supervise diverse teams in dynamic business environments.
Recommended Textbook
Supervision Concepts and Skill Building 9th Edition by Samuel Certo
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17 Chapters
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Page 2
Chapter 1: Supervision: Tradition and Contemporary Trends
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Sample Questions
Q1) According to Abraham Maslow's hierarchical pattern of needs,the most basic needs of any human being are:
A) safety needs.
B) physiological needs.
C) needs related to love and belonging.
D) esteem needs.
Answer: B
Q2) Ravi,a young and enthusiastic employee,loved his job as a technical service executive.He enjoyed being creative and dealing with challenges.Ravi was offered a supervisory position in his department because of his performance and enthusiasm.He accepted the job assuming that it is challenging and creative.However,he finds that the job has little creativity and challenge in it.Later,his team performs poorly under his supervision.In the context of characteristics of a successful supervisor,Ravi lacks:
A) the ability to delegate.
B) a positive attitude.
C) the sense of loyalty.
D) desire for the job.
Answer: D
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3
Chapter 2: Ensuring High Quality and Productivity
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Sample Questions
Q1) Quality improvement directed toward value ideally begins when a(n):
A) supervisor makes decisions aimed at balancing present needs and the needs of future generations.
B) organization starts to recruit more people with sustainable skills.
C) organization's employees communicate with customers to determine their needs and wants.
D) organization sets up departments according to the goods or services produced.
Answer: C
Q2) High turnover is most likely to:
A) save the company from unnecessary expenses.
B) motivate employees to increase productivity.
C) prove expensive for the company.
D) attract qualified employees.
Answer: C
Q3) Process control is best defined as the quality control method that emphasizes:
A) how to do things in a way that leads to better quality.
B) how to improve only products.
C) ways to improve only services.
D) the use of sampling techniques to find defects in products.
Answer: A
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Chapter 3: Groups, Teams, and Powerful Meetings
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Sample Questions
Q1) Which of the following statements is true about the storming stage of team development?
A) It is a period of conflict in which group members assert their different roles on the team.
B) This is the fifth stage in which the team decides to disband after having achieved its goals.
C) In this stage, supervisors are encouraged to advise team members to be discreet about their opinions related to their roles in the group.
D) This stage of team development is not required for every team, given that some teams meet for indefinite periods of time.
Answer: A
Q2) A group member's position in relation to others in the group is referred to as:
A) status.
B) role ambiguity.
C) cohesiveness.
D) norm.
Answer: A
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Page 5
Chapter 4: Corporate Social Responsibility, Ethics, and Sustainability
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Sample Questions
Q1) In the context of the Davis model of corporate social responsibility,it is important for businesses to act in socially responsible ways because businesses:
A) have a significant impact on societal issues such as environmental pollution and minority employment.
B) form a central core from which communities derive their social values.
C) focus solely on the degree of economic profit to be earnedand thusgain social power.
D) have a social obligation to create goods and services for the masses.
Q2) Stonfren Corp.manufactures leather accessories.The CEO of Stonfren Corp.decides to reduce wastage of materials by enhancing its manufacturing processes.She interviews forty candidates to find the right person to manage this task.Finally,she selects Patrick,a mechanical engineer with twelve years of relevant work experience.In the context of organizations putting in efforts to achieve sustainability,this is an example of _____.
A) rewarding contributions to sustainability
B) hiring people with sustainability skills
C) setting sustainability goals
D) tracking progress toward sustainability
Q3) As a supervisor,what types of ethical behavior should one ideally practice?
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Chapter 5: Managing Diversity
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Sample Questions
Q1) The _____ was instituted by Title VII of the 1964 Civil Rights Act as amended in 1972 and consists of five members appointed by the president to serve a five-year term.
A) American Association of Retired Persons
B) Committee for Economic Development
C) National Association of Employers
D) Equal Employment Opportunity Commission
Q2) The workers born between 1946 and 1964 are typically referred to as:
A) baby boomers.
B) traditionalists.
C) Generation X workers.
D) Generation Y workers.
Q3) Which of the following is often mentioned as a way to make the workplace friendlier to female employees?
A) Bilingual employee manuals
B) Flexible work arrangements
C) Special equipment and training
D) Employee loyalty programs
Q4) Write a note on the Equal Employment Opportunity Commission.
Q5) Write a note on the Americans with Disabilities Act.
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Chapter 6: Reaching Goals: Plans and Controls
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Sample Questions
Q1) Procedures are best defined as:
A) the principles by which people distinguish what is morally right.
B) the steps that must be completed to achieve a specific purpose.
C) specific statements of what to do or not to do in a given situation.
D) objectives with a comparatively narrow focus.
Q2) Control that occurs while the work takes place is referred to as _____ control.
A) feedback
B) concurrent
C) positive
D) negative
Q3) In the context of controlling,the size of the difference between actual performance and a performance standard is referred to as:
A) an exception metric.
B) a measurement error.
C) variance.
D) critical path.
Q4) The objectives set for a department are rigid and do not need to be updated.
A)True
B)False
Q5) Compare and contrast strategic planning and operational planning.
Page 8
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Chapter 7: Organizing and Authority
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Sample Questions
Q1) Which of the following principles states that each employee should have only one supervisor?
A) Chain of command
B) Parity principle
C) Span of control
D) Unity of command
Q2) The right to carry out tasks and give orders related to an organization's primary purpose is called:
A) centralized authority.
B) functional authority.
C) staff authority.
D) line authority.
Q3) Some of the most fundamental and far-reaching organizational decisions involve the structure of an organization as a whole.
A)True
B)False
Q4) Compare and contrast authority,power,and responsibility.
Q5) Give three benefits of delegating.
Q6) Explain the parity principle.
Page 9
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Chapter 8: The Supervisor As Leader
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Sample Questions
Q1) According to the theory of path-goal leadership,supportive behavior involves:
A) telling followers what to do and how they are to do it.
B) setting challenging goals for followers to meet.
C) seeking input from followers about methods for improving business operations.
D) being friendly and encouraging to followers.
Q2) Which of the following is true of democratic vs.authoritarian leadership?
A) Unlike authoritarian leaders, democratic leaders share more authority with employees.
B) Unlike democratic leaders, authoritarian leadersinvolve employees in decision making.
C) Unlike authoritarian leaders,democratic leaders merely dictate instructions to employees.
D) Unlike democratic leaders,authoritarian leaderslet employees do what they want.
Q3) In the context of approaches to leadership,_____ leaders focus on leading by adhering to tasks.
A) transformational
B) authentic
C) transactional
D) spiritual
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Page 10
Chapter 9: Problem Solving,decision Making,and Creativity
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Sample Questions
Q1) To use the probability theory,a supervisor:
A) needs to know or be able to estimate the value of each possible outcome.
B) must assume that only one choice is right.
C) needs to be able to balance the application of bounded rationality with groupthink.
D) must use database management software such as Access or Oracle Database.
Q2) Probability theory is defined as a(n):
A) body of techniques for comparing the consequences of possible decisions in a risk situation.
B) means to achieve specific goals within limited means.
C) idea-generating process in which group members state their ideas, a member of the group records them, and no one may comment on the ideas until the process is complete.
D) statistical analysis that can only be done with the help of computer software.
Q3) When the consequences of the decision are slight,a supervisor should:
A) limit the money spent in identifying and evaluating alternatives.
B) spend more time on the decision and avoid making any compromises.
C) strictly follow the rational model of decision making.
D) seek to include as many alternatives as possible.
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11
Chapter 10: Communication: Theory and Modern Media
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Sample Questions
Q1) The supervisor should choose oral communication over written communication when the message is:
A) official.
B) sensitive.
C) factual.
D) complex.
Q2) Tone of voice is a major type of nonverbal message.
A)True
B)False
Q3) Managers are generally unable to control the grapevine of information as:
A) it is only used by supervisors for lateral communication.
B) it generally springs up on its own.
C) it is the most formal form of communication used by organizations.
D) it is the only form of communication that does not require feedback.
Q4) Communication fails to occur when:
A) the sender encodes the message.
B) the feedback is negative.
C) the receiver fails to eliminate noise.
D) the receiver does not decode the message.
Q5) Distinguish between hearing and listening.
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Chapter 11: Motivating Employees
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Sample Questions
Q1) The Pygmalion effect is:
A) the direct relationship between expectations and performance.
B) the incorporation of motivational factors into a job.
C) used to coerce employees to perform beyond expectations.
D) used to ensure secrecy of workplace wages.
Q2) Which of the following is an example of punishment?
A) Certain police officers are given favored assignments when the department receives compliments on those police officers' work.
B) Employees who meet the sales target of the month are not required to work on weekends.
C) An assembly-line worker is docked if he gets to work late.
D) A nurse is given the day shift after working six months in the night shift without any patient and/or doctor complaints.
Q3) Which of the following is a shortcoming of Maslow's hierarchy of needs theory?
A) It is only applicable for work setting.
B) It cannot be applied to the piecework system.
C) It was not tested for relevance to the work setting.
D) It relies heavily on the Pygmalion effect.
Q4) Briefly describe the reinforcement theory.
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Chapter 12: Problem Employees: Counseling and Discipline
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Sample Questions
Q1) Which of the following is most likely to reduce the occurrence of workplace violence?
A) Segregating employees on the basis of their nationality
B) Encouraging whistleblowers
C) Treating employees fairly
D) Giving absolute authority to the supervisor
Q2) Identify an example that deals with an employee who engages in theft of time.
A) Lee, a supervisor at Builders Co., who uses office stationery for personal use at home
B) Diana, a customer of InStyle Cosmetics, who shoplifts cosmetic products
C) Rahul, a finance employee at Global Inc., who transfers small sums from Global's books to his own account
D) Anna, a manager at Infoholics Inc., who takes extra sick leaves almost every month
Q3) Which of the following is true of rehabilitation of troubled employees?
A) It shows that the employers lack compassion.
B) It is less costly than hiring and training a new employee.
C) It is more likely to violate laws prohibiting employment discrimination.
D) It is comparatively more time consuming than other types of treatment programs and should ideally be avoided.
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Page 14
Chapter 13: Managing Time and Stress
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Sample Questions
Q1) Stress-causing job factors include the company's policies,structures,physical conditions,and processes.
A)True
B)False
Q2) According to the Myers-Briggs Type Indicator,a person who is structured,scheduled,ordered,planned,and controlled is a(n):
A) extrovert.
B) feeler.
C) perceiver.
D) judger.
Q3) Which of the following is a common reason why supervisors resist delegating work?
A) They cannot set aside some time to list and review all their tasks.
B) They believe only they can really do the job right.
C) They find that all the activities and associated paperwork are always necessary.
D) They cannot identify any activity that their employees can be trained to handle.
Q4) Define burnout and describe what happens in the three stages of burnout.
Q5) How can organizations help their employees in dealing or coping with stress?
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Page 15
Chapter 14: Managing Conflict and Change
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Sample Questions
Q1) To do favors so that others will be in one's debt is an important way supervisors can build their power bases.
A)True
B)False
Q2) When responding to a conflict,which of the following best defines a hidden agenda?
A) A confidential list of steps that need to be taken soon
B) A central concern that is left unstated
C) A method of smoothing
D) A situation where a person's feelings are confidentially disclosed
Q3) Conflict management can be best defined as:
A) responding to problems stemming from conflict.
B) resolving only strategic conflicts within an organization.
C) managing one's relationships with family members.
D) responding solely to an organization's cultural and diversity issues.
Q4) When initiating conflict resolution,the first step is to:
A) listen to the solution.
B) attempt to place blame.
C) understand the conflict.
D) restate the problem.
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Chapter 15: Selecting Employees
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Sample
Questions
Q1) In the context of job specification,general enduring competences required for carrying out the tasks in the job description refers to the _____ of the person performing the job.
A) knowledge
B) duties
C) abilities
D) personality
Q2) An interview based on questions an interviewer has prepared in advance is most accurately referred to as a(n):
A) non-standardized interview.
B) semi-structured interview.
C) unstructured interview.
D) structured interview.
Q3) What is affirmative action? Why have many organizations established affirmative action programs?
Q4) A written job description typically mentions the desired skills in a candidate.
A)True
B)False
Q5) Differentiate between open-ended and closed-ended questions.Give one example each.
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Chapter 16: Providing Orientation and Training
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Sample Questions
Q1) In addition to the initial information provision,an orientation should involve _____.
A) feedback
B) follow-up
C) exit interview
D) reinforcement
Q2) Which of the following is true of evaluation of training?
A) The employees are often in the best position to determine whether training is working.
B) The most basic way to evaluate training is to measure whether the employees are satisfied with the job.
C) Training that does not produce results should be changed or discontinued.
D) Whatever the outcome, training does not represent a cost to the organization.
Q3) A type of training that allows employees to practice using equipment off the job is called:
A) vestibule training.
B) cross-training.
C) on-the-job training.
D) classroom training.
Q4) What are the various steps involved in the training process?
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Chapter 17: Appraising Performance
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Sample Questions
Q1) Rating employees more favorably than their performances merits is referred to as _____ bias.
A) proximity
B) harshness
C) recency
D) leniency
Q2) Which of the following supervisors best demonstrates recency syndrome?
A) A supervisor who gives poor ratings to good performers
B) A supervisor who focuses more on events that have occurred lately while reviewing performance
C) A supervisor who generalizes one positive aspect of an employee to the employee's entire performance
D) A supervisor who forms preconceived judgments about an employee based on the employee's membership in a group
Q3) Since expectations for performance are objectives,each expectation should be:
A) discreet.
B) indefinite.
C) ambiguous.
D) measurable.
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Page 19