Industrial and Organizational Psychology
Exam Materials
Course Introduction
Industrial and Organizational Psychology is a field that applies psychological principles and research methods to the workplace in order to improve productivity, health, and the quality of work life. This course explores topics such as employee motivation, job satisfaction, personnel selection, training and development, performance appraisal, leadership, work group dynamics, organizational structure, and occupational health. Students will analyze the impact of organizational culture and explore ethical issues within various workplace settings. Through a combination of theory, research, and practical application, the course prepares students to understand and address complex human behavior in organizational environments.
Recommended Textbook
Managing Human Resources 10th Edition by
Susan E. Jackson
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14 Chapters
1043 Verified Questions
1043 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) Computer Nerds is a company that specializes in quick and efficient computer repairs.The employees are expected to dress like nerds-pocket protectors,polyester,and ugly glasses.Each employee must also have an exceptional ability at recognizing computer problems and fixing them.The organization's culture is based on the idea that these experts should be only minimally supervised and should be left alone to do what they do best.Each computer repairperson is given a percentage of the profit he or she earns for the company.The company has more than tripled in value since it began five years ago through the:
A)use of an open hiring policy
B)close monitoring of day-to-day activities
C)use of human resources to create a competitive advantage
D)development of a democratic corporate culture
E)creation of a strategic plan that can be easily copied
Answer: C
Q2) The most well-known certification process for HR professionals are the PHR and SPHR,conducted by the Society for Human Resource Management.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Understanding the External and Organizational Environments
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) What are the drawbacks to adopting virtual workforce arrangements?
Answer: Employees working under such arrangements may feel isolated and detached from their employer.If their actions are closely monitored electronically,their morale may suffer.If they have not been properly trained in the use of IT,their insensitive electronic interactions with others may create misunderstandings or resentment among coworkers or even clients.
Q2) The virtual workforce refers to:
A)the ability to communicate using e-mail with all employees
B)a type of groupware
C)employees who work at home without managerial supervision
D)a company that virtually runs without the need of employees
E)employees who are geographically dispersed yet able to work in electronically-connected teams
Answer: E
Q3) An organization's mission statement is more specific than its business strategy and is less specific that its strategic vision.
A)True
B)False
Answer: True
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Chapter 3: Hr Planning for Alignment and Change
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37 Verified Questions
37 Flashcards
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Sample Questions
Q1) In outsourcing,work that had been performed inside the company is contracted out to another company.
A)True
B)False
Answer: True
Q2) What are the two basic types of forecasting techniques?
Answer: Judgmental and statistical
Q3) Effective human resource planning considers only long-term change and ignores short-term change.
A)True
B)False
Answer: False
Q4) List the important elements in the external environment.
Answer: Economic globalization,political landscape,industry dynamics,labor markets,country cultures,legal institutions,unionization
Q5) What is the first phase in planning for strategic change?
Answer: Assess the external and organizational environments.
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Page 5
Chapter 4: Ensuring Fair Treatment and Legal Compliance
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) Concern for social cohesion is greater in the United States than in collectivistic countries.
A)True
B)False
Q2) Executive orders are:
A)created by federal agencies
B)dictated by the U.S.Constitution
C)the result of precedent-setting legal cases
D)issued by the president of the U.S.
E)state laws that act as precedent for federal laws
Q3) Describe the role of federal agencies in ensuring that employees are treated fairly.
Q4) _____ is the most popular form of alternative dispute resolution (ADR).
A)Mediation
B)Administrative settlement
C)Executive order
D)Arbitration
E)Statutory governance
Q5) How is harassment defined?
Q6) Which government agency developed guidelines for defining sexual harassment?
Page 6
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Chapter 5: Using Job Analysis and Competency Modeling
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Standardized approaches can be used across many types of jobs and organizations.
A)True
B)False
Q2) It is difficult to develop training programs from the job descriptions generated by customized task inventories.
A)True
B)False
Q3) Why should job incumbents be included in the job analysis process since their ratings of the jobs are likely to be slightly enhanced?
Q4) The competency modeling approach is distinguished in that it emphasizes individual characteristics associated with effective performance on a job.
A)True
B)False
Q5) List the common techniques used to collect information for job and organizational analyses.
Q6) __________________________________________________ is the Department of Labor's job analysis service
Q7) What is the major disadvantage associated with customized task inventories?
Page 7
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Chapter 6: Recruiting and Retaining Qualified Employees
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Which of the following techniques can an organization use to avoid the problems associated with glass ceilings?
A)offer AAP awareness training to its top management
B)adopt of policy of no reverse discrimination
C)use talent inventories and career replacement charts
D)develop a long-term recruitment policy
E)comply with every affirmative action law
Q2) High turnover may threaten a firm's strategic competitiveness.
A)True
B)False
Q3) Which of the following recruiting practices may create a glass ceiling?
A)reliance on employee referrals
B)use of executive search firms that are unaware of affirmative action obligations
C)job postings for only lower-level positions
D)reliance on word-of-mouth referrals
E)all of the above
Q4) What are the two sources for the job applicant pool?
Q5) What two central issues should be addressed when designing recruitment activities?
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Chapter 7: Selecting Employees to Fit the Job and the Organization
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91 Verified Questions
91 Flashcards
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Sample Questions
Q1) A multinational company that manufactures leather products employs third-country nationals (TCNs)as managers.How would the employment of TCNs be advantageous to the organization?
A)Hiring TCNs expands the opportunities for parent-company nationals (PCNs)to gain overseas experience.
B)The salary and benefit requirements for TCNs are typically lower than for PCNs.
C)The host countries will welcome the hiring of TCNs.
D)TCNs will be happy to return to their own countries once they have finished their assignments for the parent company.
E)TCNs do not have to worry about possible national animosities as do PCNs.
Q2) After passage of the Americans with Disability Act,all organizations now require medical tests prior to employment.
A)True
B)False
Q3) A firm's choice of recruiting methods influences the quality of applicants who apply for jobs.
A)True
B)False
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Chapter 8: Training and Developing a Competitive Workforce
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) What role do an organization's employees play in training and development?
A)The effectiveness of training and development requires the support and cooperation of all employees in the system.
B)All employees are typically involved in designing training systems.
C)Employees should not view training and development activities as opportunities for socialization.
D)Research indicates that employees who have not selected a career path are more likely to participate in training and development opportunities.
E)Only top management should be actively involved in designing and developing training programs.
Q2) Reinforcement is the behavior that precedes the consequence.
A)True
B)False
Q3) What kind of knowledge is acquired by an employee who repeatedly practices repairing copy machines?
Q4) What is the first phase in the training program model?
Q5) What are proximal goals?
Q6) How do the processes of training and development differ?
Page 10
Q7) What kind of knowledge is built by orientation programs?
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Chapter 9: Conducting Performance Management
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Sample Questions
Q1) Coaching skills are the only skills really necessary for initiating and carrying out an effective interview session for discussing performance appraisal feedback.
A)True
B)False
Q2) Which of the following statements about management by objectives (MBO)is true?
A)MBO will not succeed without the total commitment of management to the process.
B)MBO requires subordinates to set their own goals as part of their growth and development.
C)MBO begins with the establishment of employee objectives for the upcoming performance period.
D)Even under the best of circumstances,MBO does not lead to immediate increases in productivity.
E)All of the above statements about management by objectives (MBO)are truE.
Q3) Who is the evaluator in an upward appraisal?
Q4) Of all the possible sources for performance judgments,why is the supervisor the best source for such information?
Q5) List the sources of performance data for a retail store manager.
Q6) Describe the attributes that goals should have in an MBO system.
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Chapter 10: Developing an Approach to Total Compensation
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) The simplest job evaluation method is:
A)benchmarking
B)performance appraisals
C)the point rating method
D)ranking
E)factor analysis
Q2) In terms of pay mix,high-level executives tend to have proportionately more of their total compensation in _____ than do lower levels of employees.
A)benefits
B)base pay
C)incentives
D)"in-kind" payments
E)the pay mix for the various levels of employees is relatively similar until the CEO level
Q3) Companies should not rely on employee preferences when selecting the compensation mix and designing its pay systems.
A)True
B)False
Q4) How can an employer be sure that its employees are being paid at market level?
Page 12
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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88 Verified Questions
88 Flashcards
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Sample Questions
Q1) Which of the following statements about earnings-at-risk pay plans is true?
A)Earnings-at-risk plans involve upside risk for the employer.
B)Earnings-at-risk plans set base pay at or above the market rate.
C)Salespeople who work on straight commissions are paid through at earnings-at-risk plan.
D)Earnings-at-risk plans all have caps that prevent the employer from having to pay above a certain predetermined level.
E)Employees prefer earnings-at-risk plans to all other performance-based pay plans
Q2) The Scanlon Plan
A)is appropriate to small,mature firms
B)focuses only on labor cost savings
C)uses simple measures of performance
D)was developed during the Depression Era
E)All of the above
Q3) A piecework plan sets a standard time for each unit of production and uses this time unit to determine how much employees are paid.
A)True
B)False
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Chapter 12: Providing Benefits and Services
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74 Verified Questions
74 Flashcards
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Sample Questions
Q1) An organization's fundamental values determine how it manages employee benefits and services.
A)True B)False
Q2) Under The Family and Medical Leave Act of 1993,employers covered under the act do not have to maintain preexisting employee health insurance during the leave period.
A)True
B)False
Q3) Imagine you are talking to a manufacturer of leather handbags that has nine employees.How would you respond to the question,"Do you believe benefit packages should be selected on the basis of what is good for the employee as well as what is good for the employer?"
Q4) Most employees overestimate the cost of health benefits to the organization. A)True
B)False
Q5) During what historical period did benefits and services to employees become more widespread,and why?
Q6) Why do employers provide benefits and services to their employees?
Q7) When were the first federal mandatory public protection program enacted?
Page 14
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Chapter 13: Promoting Workplace Safety and Health
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Which of the following statements about job burnout is true?
A)One of the first signs of job burnout is emotional exhaustion.
B)People in the later stages of job burnout have become calloused by their jobs and cynical about their clients.
C)A feeling of low personal accomplishment is one sign of job burnout.
D)People in jobs in human services are most likely to experience job burnout.
E)All of the above statements about job burnout are truE.
Q2) Behavior modification techniques have not proven successful in reducing frequency rates.
A)True B)False
Q3) Organizational change is a major contributor to employee stress. A)True B)False
Q4) Why are employees of medium-sized organizations more likely to be involved in an accident than employees of either small or large organizations?
Q5) Discuss the Occupational Safety and Health Act of 1970.
Q6) Who or what controls work pacing?
Q7) What is the most controversial approach to controlling occupational disease?
Page 15
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Chapter 14: Understanding Unionization and Collective Bargaining
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Sample Questions
Q1) Unionization is typically the first recourse of employees who are dissatisfied with some aspect of their jobs.
A)True
B)False
Q2) When several unions bargain jointly with a single employer it is called collaborative bargaining.
A)True
B)False
Q3) Unionization is the effort by employees and outside agencies to act as a single unit when dealing with management over issues relating to their work.
A)True
B)False
Q4) The automobile industry,the steel industry,and the rubber industry are all examples of smokestack industries which have sought concessions from unions.
A)True
B)False
Q5) How do you judge if the arbitration of a union-management dispute is successful?
Page 16
Q6) Discuss the role of the union steward in the grievance procedure.
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