Leadership and Management
Final Test Solutions
Course Introduction
This course explores the essential concepts, theories, and practices that distinguish effective leadership and management in organizational settings. Students will examine the differences and intersections between leadership and management, analyze various leadership styles, and develop skills in strategic planning, decision-making, motivation, team building, conflict resolution, and ethical leadership. Through case studies, group discussions, and practical exercises, participants will cultivate the abilities necessary to lead diverse teams, drive organizational change, and achieve business objectives in dynamic and complex environments.
Recommended Textbook
Human Resource Management 15th Edition by Gary Dessler
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18 Chapters
1980 Verified Questions
1980 Flashcards
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) In the management process, which of the following is an activity associated with the leading function?
A)motivating subordinates
B)setting performance standards
C)training new employees
D)developing procedures
Answer: A
Q2) Centers of expertise are specialized HR that act like consulting firms within the company on particular topics.
A)True
B)False
Answer: True
Q3) Which of the following is NOT a HR certification?
A)HRCI's Professional in Human Resources (PHR)
B)HRCI's Senior Professional in Human Resources (SPHR)
C)SHRM Junior Professional
D)SHRM Certified Professional
Answer: C
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Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) According to the Age Discrimination in Employment Act of 1967, it is unlawful to
A)sue an employer for age-based pay
B)require employees to retire at age 65
C)allow juries to determine age discrimination
D)institute a minimum age for employees
Answer: B
Q2) Employers most frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender compared to other protected class types.
A)True
B)False
Answer: False
Q3) Alternative dispute resolution is a grievance procedure that provides for non-binding arbitration in employment discrimination claims.
A)True
B)False
Answer: False
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Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) Critical human resource tasks during mergers and acquisitions include all the following EXCEPT:
A)retaining key talent
B)merging the firms' cultures
C)choosing top management
D)enforcing current rules
Answer: D
Q2) Which of the following questions would LEAST likely be answered by the use of workforce analytics software?
A)Which departments need improvement?
B)What hiring policies are standard in the industry?
C)How many workers will the firm need in five years?
D)Why do employees choose to leave the organization?
Answer: B
Q3) Which of the following is NOT part of the basic managerial planning?
A)evaluation of best options
B)establishment of clear objectives
C)implementation of the plan
D)building corporate hierarchies
Answer: D
Page 5
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Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) Which data collection method is most frequently used in conjunction with direct observation?
A)interview
B)questionnaire
C)electronic log
D)survey
Q2) What are the advantages and disadvantages of using interviews to collect job analysis data?
Q3) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions.
A)True
B)False
Q4) If a manager wants to know "should a job even exist," a workflow analysis should be performed.
A)True
B)False
Q5) How has modern technology, such as the Internet, changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that Marie should implement a computerized skills inventory database?
A)Barnum offers its employees the opportunities to participate in job rotation and job expansion experiences.
B)Barnum's recruiting yield pyramid indicates that the firm should generate 1,000 leads in order to fill 100 positions.
C)Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions.
D)HR managers at Barnum frequently receive discrimination complaints that must be investigated by the EEOC.
Q2) What policies and procedures are critical for companies that use temporary agencies for contingent workers?
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Page 7
Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Which of the following best describes how to use a test-retest reliability estimate to assess reliability?
A)administer a test with content based on what a person actually needs to know to effectively perform the job in question
B)administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1
C)administer different tests to a group of people and compare the range of collected test scores
D)administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1
Q2) According to the Uniform Guidelines, employers are required to prove the validity of selection procedures for all assessments.
A)True
B)False
Q3) How would an employer benefit from using both personality tests and situational tests when screening job applicants?
Q4) How can employers protect themselves against negligent hiring?
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) George Reyes has recently been hired as the vice president of marketing at Great Toys, a mid-size firm that specializes in classic wooden toys. The CEO of Great Toys wants to expand the firm's presence in the toy market, which is highly competitive. As a result, the marketing department's budget has been significantly increased. George plans to use some of the additional funds to hire a new media planner. George is considering the idea of conducting a structured situational interview in the hiring process. Which of the following most likely undermines the argument that George should use a structured situational interview to hire a media planner?
A)The HR department prefers handling job evaluations without the assistance of managers.
B)George and the HR manager lack the time required to participate in a lengthy interview process.
C)George worked as a media planner at another firm and is familiar with the tasks involved in the job.
D)Great Toys has used headhunters in the past to fill executive-level positions at the firm.
Q2) The majority of selection interviews are one-on-one and sequential.
A)True
B)False
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Page 9
Chapter 8: Training and Developing Employees
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Sample Questions
Q1) Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________.
A)analyzing job descriptions
B)reviewing performance standards
C)questioning current job holders
D)conducting a work sampling
Q2) Which of the following is NOT an advantage of programmed learning?
A)Training time is significantly reduced.
B)Trainees can work at their own pace.
C)Trainees benefit from a skilled coach.
D)Trainees receive immediate feedback.
Q3) Tyler, a new accounts representative at Martin Marketing, is learning the job by actually doing job-related tasks such as contacting customers. Tyler is most likely participating in ________.
A)on-the-job training
B)socialization
C)social learning
D)modeling
Q4) What is programmed learning and why is it used in organizations?
Q5) Describe elements of computer-based training and why it can be effective.
Page 10
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Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals is known as ________.
A)strategic management
B)performance analysis
C)performance appraisal
D)performance management
Q2) Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.
A)True
B)False
Q3) The most popular method for ranking employees is the ________ method.
A)graphic ranking scale
B)alternation ranking
C)paired comparison
D)forced distribution
Q4) What are the essential steps of the performance appraisal process?
Q5) Describe the four basic types of appraisal interviews.
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) Which of the following terms refers to educating, instructing, and training subordinates, usually related to daily tasks?
A)mentoring
B)coaching
C)appraising
D)grading
Q2) Coaching focuses on helping employees reach long term career goals.
A)True
B)False
Q3) What is a crucial first step in retaining employees over time?
A)providing employees with proper training
B)discussing career plans with workers
C)selecting the right workers
D)identifying worker goals
Q4) A quality of being an effective mentor is actively steering protégés into important projects, teams, and jobs.
A)True
B)False
Q5) In a brief essay, discuss the four decisions that affect a firm's promotion process.
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) According to the Fair Labor Standards Act, what rate of normal pay would a covered employee receive for working more than 40 hours in a workweek?
A)50%
B)100%
C)150%
D)200%
Q2) Which of the following sets basic labor standards for employees working on any government contract that amounts to more than $10,000?
A)Davis-Bacon Act
B)Walsh-Healey Public Contract
C)Fair Wages Act
D)Fair Labor Standards Act
Q3) The provision of the Family and Medical Leave Act that entitles employees to take up to 12 weeks of unpaid, job-protected leave for the birth of a child only applies to women.
A)True
B)False
Q4) In a brief essay, compare and contrast the use of pay ranges with broadbanding.
Q5) Explain the equity theory of motivation. What are the four forms of equity?
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Chapter 12: Pay for Performance and Financial Incentives
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Sample Questions
Q1) The most common eligibility determinant for bonuses is:
A)salary grade
B)job title
C)officer status
D)base salary
Q2) Which of the following is the primary advantage of piecework plans?
A)powerful incentive to workers
B)workers earn efficiency bonuses
C)firms save on overtime wages
D)entices independent contractors
Q3) Edward is the new sales manager at Wilson Auto Mart. The previous sales manager set commission rates informally without considering how much each sale covered expenses. As a result, Wilson Auto Mart barely breaks even on each car sale once commissions are paid. Edward wants to motivate his sales force but avoid having excessive commissions. All of the following questions are relevant to developing an effective sales compensation plan EXCEPT:
A)How much time does each Wilson salesperson spend with qualified prospects?
B)What are the motivation and skill levels of Wilson sales team members?
C)What is the average annual bonus received by Wilson's CEO?
D)What is Wilson's desired profit for each car sale?
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Chapter 13: Benefits and Services
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Sample Questions
Q1) Which of the following provides pay to an employee when he or she is temporarily out of work because of illness?
A)sick leave
B)severance pay
C)supplemental pay
D)workers' compensation
Q2) Benefits are an important aspect of employee compensation, and they involve the direct financial payments employees receive for remaining with an employer.
A)True
B)False
Q3) Which of the following provides income and medical benefits to employment-related accident victims or their dependents?
A)severance pay
B)family and medical leave
C)workers' compensation
D)health insurance benefits
Q4) What benefits are required by federal or state laws? What benefits are discretionary on the part of employers? Describe the basic nature of several of these benefits.
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Chapter 14: Building Positive Employee Relations
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Sample Questions
Q1) The business purpose exception to the Electronic Communications Privacy Act permits ________.
A)employees to access private employer documents if they have reason to suspect unethical behavior by company agents
B)employers to monitor communications if they can show a legitimate business reason for doing so
C)employers to listen to personal employee phone calls if the calls are made on employer time
D)employees to conduct personal business during work hours if they can show it is necessary
Q2) Managing employee relations is usually assigned to HR.
A)True
B)False
Q3) Ethics refers to the ________.
A)basic beliefs about what is right or wrong
B)principles of conduct governing an individual or group
C)standards used by the organization to decide upon proper conduct
D)standards of behavior accepted by society
Q4) What is organizational justice? How does it related to performance appraisal?
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Chapter 15: Labor Relations and Collective Bargaining
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Sample Questions
Q1) It is legal for union organizers to solicit employees for membership as long as the effort does not endanger the performance or safety of the employees.
A)True
B)False
Q2) All of the following most likely explain the decline in union membership EXCEPT
A)improved wages and benefits
B)increased global competition
C)technological improvements
D)just-in-time production systems
Q3) ________ is the process of legally terminating a union's right to represent employees.
A)Union salting
B)Featherbedding
C)Decertification
D)Collective bargaining
Q4) What third-party interventions are available to handle an impasse during collective bargaining? Discuss each type of intervention in a brief essay.
Q5) What is union security? Explain the five types of union security.
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Chapter 16: Safety, Health, and Risk Management
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Sample Questions
Q1) What steps can employers take to prevent the entry or spread of infectious diseases in the workplace?
Q2) Discuss what a job hazard analysis is and how it can be conducted.
Q3) Which term refers to systematically identifying and eliminating workplace dangers by focusing on the relationship between the worker, the task, the tools, and the work environment?
A)occupational safety program
B)job hazard analysis
C)operational safety review
D)risk management
Q4) A recent survey indicates that approximately 35% of the U.S. workforce has either been hung over at work or been impaired while on the job at least once during the previous year.
A)True
B)False
Q5) What are the factors leading to job stress? How can employees reduce their job stress?
Q6) OSHA's standards are vague, which has made them difficult to enforce.
A)True
B)False
Page 18
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Chapter 17: Managing Global Human Resources
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Sample Questions
Q1) Most North American companies use the ________ approach to formulating expatriate pay.
A)equitable wage rate
B)balance sheet
C)performance
D)total package
Q2) In China, a structured interview process is the typical method for selecting employees.
A)True
B)False
Q3) Which of the following terms refers to having local employees abroad do jobs that the firm's domestic employees previously did in-house?
A)adapting
B)offshoring
C)enlarging
D)diversifying
Q4) Third-country nationals hold citizenship in three countries.
A)True
B)False
Q5) Describe what an expatriate is and factors that impact expatriate success.
Page 19
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Chapter 18: Managing Human Resources in Small and Entrepreneurial Firms
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Sample Questions
Q1) In most cases, when a company has at least 100 employees, it can afford to hire an HR specialist to handle recruiting, training, and compensating employees.
A)True
B)False
Q2) Although employer contributions to SIMPLE IRAS are tax deductible, the plans have fairly high administrative costs.
A)True
B)False
Q3) David owns a small architecture firm with 75 employees. He wants to use a PEO to handle his firm's HR activities. David is in the process of investigating Assure Group, a PEO. Which of the following undermines the argument that David should use Assure Group?
A)Assure lacks a clear credit history due to a recent corporate name change.
B)Assure's Web site indicates that customers experience only modest savings.
C)Assure requires business owners to complete questionnaires about workplace safety.
D)Assure provides payroll, recruiting, and screening services to customers.
Q4) How does HR management differ in small and large firms?
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