Leadership in Organizations Exam Review
Course Introduction
Leadership in Organizations explores the theories, principles, and practices of effective leadership within various organizational settings. The course examines different leadership styles, the dynamics of team building, ethical decision-making, and the impact of organizational culture on leadership effectiveness. Through case studies, group discussions, and practical exercises, students develop the skills necessary to motivate teams, navigate complex organizational challenges, and foster a positive work environment. The course also addresses the role of communication, emotional intelligence, and diversity in shaping successful leaders for contemporary organizations.
Recommended Textbook
Managing Human Resources 8th Global Edition by David B Balkin
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17 Chapters
2337 Verified Questions
2337 Flashcards
Source URL: https://quizplus.com/study-set/2367
Page 2
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
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134 Verified Questions
134 Flashcards
Source URL: https://quizplus.com/quiz/46992
Sample Questions
Q1) The manufacturing sector is now growing more rapidly than the service sector in the U.S. economy.
A)True
B)False
Answer: False
Q2) Reverse brain drain refers to the trend of foreigners applying for visas to work in the United States.
A)True
B)False
Answer: False
Q3) Prospector strategies are characterized by broad job classes, variable pay, and informal hiring processes.
A)True
B)False
Answer: True
Q4) ________ provides workers with the skills and authority to make decisions that would traditionally be made by managers.
Answer: Empowerment
Page 3
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Chapter 2: Managing Work Flows and Conducting Job Analysis
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144 Verified Questions
144 Flashcards
Source URL: https://quizplus.com/quiz/46993
Sample Questions
Q1) Which of the following has the LEAST influence on job design?
A)Work-flow analysis
B)Employee motivation
C)Organizational structure
D)Business strategy
Answer: B
Q2) ________ is that which energizes, directs, and sustains human behavior.
Answer: Motivation
Q3) Work adjustment theory suggests that employees' motivational levels and job satisfaction depend on clearly defined objectives.
A)True
B)False
Answer: False
Q4) If a company is using a prospector business strategy, its market is stable, its product is mature, and it wants to increase market share by "digging" for new customers with new products.
A)True
B)False
Answer: False
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Chapter 3: Understanding Equal Opportunity and the Legal Environment
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138 Verified Questions
138 Flashcards
Source URL: https://quizplus.com/quiz/46994
Sample Questions
Q1) The OFCCP's jurisdiction over discrimination issues is:
A)limited to the federal government and its contractors.
B)as broad as the jurisdiction of the EEOC.
C)limited to cases referred to it by the EEOC.
D)tied to affirmative action programs.
Answer: A
Q2) The federal law that permits plaintiffs to collect punitive and compensatory damages is the Civil Rights Act of 1991.
A)True
B)False
Answer: True
Q3) A fully functioning and competent Human Resource Department can replace the need for any legal advice on employment discrimination issues.
A)True
B)False
Answer: False
Q4) ________ is an attempt to reach a negotiated settlement between the employer and an employee or applicant in an EEO case.
Answer: Conciliation
Page 5
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Chapter 4: Managing Diversity
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129 Verified Questions
129 Flashcards
Source URL: https://quizplus.com/quiz/46995
Sample Questions
Q1) Generally, Hispanics:
A)come from a variety of racial heritages.
B)share a common cultural heritage.
C)are almost entirely from Latin America.
D)speak Spanish as their first language.
Q2) During the recession of 2008-2011, the rate of illegal immigrants increased significantly.
A)True
B)False
Q3) Latinos are always individuals who are from Latin American descent. A)True
B)False
Q4) In many states, employers can lose their business license for knowingly hiring illegal immigrants.
A)True B)False
Q5) The concept of diversity management is simply a new label for affirmative action. A)True B)False
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Chapter 5: Recruiting and Selecting Employees
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134 Verified Questions
134 Flashcards
Source URL: https://quizplus.com/quiz/46996
Sample Questions
Q1) Federal employment laws prevent employers from viewing applicants' Facebook pages.
A)True
B)False
Q2) Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.
A)True
B)False
Q3) Determining the characteristics necessary for good job performance is most likely difficult because of the:
A)changing business environment.
B)lack of accurate job descriptions.
C)lack of managerial involvement.
D)changing nature of most jobs.
Q4) Qualitative forecasting techniques permit the firms to incorporate any factors or conditions the forecaster wishes to consider.
A)True
B)False
Q5) ________ is how many workers the organization will need in the future.
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Chapter 6: Managing Employee Separations, Downsizing, and Outplacement
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139 Verified Questions
139 Flashcards
Source URL: https://quizplus.com/quiz/46997
Sample Questions
Q1) Voluntary separations may include:
A)early retirements.
B)hiring freezes.
C)discharges.
D)job redesigns.
Q2) Which of the following actions by an HR manager would most likely improve the morale of layoff survivors?
A)Avoiding discussion of the firm's financial issues
B)Mandating new work procedures
C)Encouraging workers to set goals
D)Discussing outplacement options
Q3) How can a firm maintain the morale of employees who survive a layoff? How can outplacement services improve the morale and self-esteem of displaced workers?
Q4) Which of the following is LEAST likely to be associated with layoff survivors?
A)Performance concerns
B)Compensation losses
C)Work group changes
D)Additional tasks
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Q5) The rate of employee separations in an organization is referred to as ________.
Chapter 7: Appraising and Managing Performance
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131 Verified Questions
131 Flashcards
Source URL: https://quizplus.com/quiz/46998
Sample Questions
Q1) Which of the following best summarizes the text's explanation of the political perspective in performance appraisal?
A)Performance appraisals communicate approval and disapproval and manage an employee's behavior.
B)Performance appraisals provide a way to compare different employees working at the same or similar jobs.
C)Performance appraisals accurately measure performance against clear standards in order to improve functioning in the organization.
D)Performance appraisals give the employee as much power and discretion as possible.
Q2) All of the following are characteristics of supervisors who manage performance effectively EXCEPT:
A)solving problems for employees.
B)focusing attention on the causes of problems.
C)directing communication at performance.
D)developing an action plan with employees.
Q3) The identification, measurement, and management of human performance in organizations is referred to as ________.
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9
Chapter 8: Training the Workforce
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137 Verified Questions
137 Flashcards
Source URL: https://quizplus.com/quiz/46999
Sample Questions
Q1) Training is concerned with promoting the skill depth and versatility in the workforce.
A)True
B)False
Q2) Carson, a line manager at an office supply store, is receiving numerous complaints about the cash register operators' inefficiency and poor customer service. He wants to institute a customer service training program for all retail workers as well as retraining on cash register operation for register workers. He doesn't realize, though, that the reason for the decrease in register worker performance is that, while all other workers in the company received a bonus last pay day, these workers didn't. Which of the following is most likely true?
A)Training is a good investment and will motivate the workers.
B)Training will not solve employee morale problems.
C)Training goals are neither clear nor realistic enough.
D)Training should focus on cross-functional skills.
Q3) ________ is the process of informing new employees about what is expected of them in the job and helping them cope with the stresses of transition.
Q4) A(n)________ is a device or situation that replicates job demands at an off-the-job site.
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Page 10
Chapter 9: Developing Careers
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135 Verified Questions
135 Flashcards
Source URL: https://quizplus.com/quiz/47000
Sample Questions
Q1) Which of the following is an organizational assessment tool?
A)Career planning workshops
B)Career workbooks
C)Assessment centers
D)Interest inventories
Q2) Career development in traditional bureaucratic organizations differs from that in more modern organizations in that:
A)bureaucratic organizations left career development solely to the employees, while modern organizations implement career development for employees.
B)bureaucratic organizations supported employee empowerment, while most modern organizations shy away from employee empowerment.
C)bureaucratic organizations saw career development as something that was done "for" employees, while modern organizations view it as something in which the employee must play a role.
D)bureaucratic organizations saw career development as something that would improve the individual employee, while modern organizations see career development as something that will improve the company as a whole.
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Chapter 10: Managing Compensation
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146 Verified Questions
146 Flashcards
Source URL: https://quizplus.com/quiz/47001
Sample Questions
Q1) Which of the following is NOT a criticism of skill-based compensation systems?
A)Too much labor specialization
B)Unspecific job qualifications
C)Higher labor costs
D)Workplace chaos
Q2) A company using a labor market model holds the philosophy that:
A)the wage rate for any given job is set at the point where the supply of labor equals the demand for that labor in the marketplace.
B)internal equity is more important than external equity in a balanced labor market.
C)egalitarian pay policies are more effective than elitist policies when labor demand is high.
D)nonmonetary rewards are more effective motivators than monetary rewards.
Q3) Carlos is reviewing the knowledge, problem-solving skills, and accountability for a particular job. He is most likely reviewing:
A)job specifications.
B)compensable factors.
C)working conditions.
D)performance benchmarks.
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12
Chapter 11: Rewarding Performance
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140 Verified Questions
140 Flashcards
Source URL: https://quizplus.com/quiz/47002
Sample Questions
Q1) ________ is an increase in base pay, normally given once a year.
Q2) A(n)________ is a financial incentive that is given on a one-time basis and does not raise the employee's base pay permanently.
Q3) ________ is a theory of behavior holding that people tend to do those things that are rewarded.
Q4) Employees' intrinsic drives are based upon their desire to receive promised rewards and benefits.
A)True
B)False
Q5) Firms that give perks to executives are not legally required to disclose such awards..
A)True
B)False
Q6) Which of the following is LEAST likely to cause the failure of a pay-for-performance program?
A)HR hiring unskilled employees
B)High-tech firms using piece-rate plans
C)Employees failing to receive adequate training
D)Managers lacking performance appraisal training
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Chapter 12: Designing and Administering Benefits
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146 Verified Questions
146 Flashcards
Source URL: https://quizplus.com/quiz/47003
Sample Questions
Q1) Long-term disability insurance:
A)takes effect after unemployment insurance runs out.
B)begins after a disability of six months.
C)replaces 100% of an employee's income for up to six months.
D)supplements unemployment insurance payments.
Q2) The growth of benefits costs has pushed employers to:
A)diversify the workforce.
B)hire more part-time employees.
C)move from managed care to traditional health insurance.
D)ask for more government intervention in the health industry.
Q3) All of the following are characteristics of PPOs EXCEPT: A)flexibility.
B)managed health care.
C)limited physician choice.
D)fixed fee medical services.
Q4) Jessica recently had outpatient surgery. Her insurance plan requires a deductible of $500. This means that the insurance company will pay 100% of the first $500, but after that will only pay a percentage of the bill.
A)True
B)False
Page 14
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Chapter 13: Developing Employee Relations
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143 Verified Questions
143 Flashcards
Source URL: https://quizplus.com/quiz/47004
Sample Questions
Q1) Which of the following would most likely make a final and binding decision in a union grievance procedure?
A)Local judicial court
B)Panel of managers
C)Union leader
D)Arbitrator
Q2) ________ is information exchanges without a planned agenda that occur informally among employees.
Q3) In general, retreats are:
A)inappropriate for family businesses.
B)harmful to most large corporations.
C)helpful at enhancing employee relations.
D)effective only for rewarding performance.
Q4) Retreats are an important tool for improving employee relations at large, public firms, but they are less valuable for family-owned companies.
A)True
B)False
Q5) As a manager, how would you make meetings more effective?
Q6) ________ is the practice of favoring relatives over others in the workplace.
Page 15
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Chapter 14: Respecting Employee Rights and Managing Discipline
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144 Verified Questions
144 Flashcards
Source URL: https://quizplus.com/quiz/47005
Sample Questions
Q1) Employee disclosure of an employer's illegal, immoral, or illegitimate practices to persons or organizations that may be able to take corrective action is called ________.
Q2) In the employment relationship, HR should help define the rights of employees and employers in all of the following ways EXCEPT by:
A)developing employment policies.
B)eliminating the need for lawyers.
C)serving as an employee advocate.
D)explaining managers' obligations to employees.
Q3) The most appropriate way to handle an employee with an attendance problem would be to:
A)apply company policy uniformly without exception.
B)consider special circumstances when appropriate.
C)tighten the attendance requirement in the disciplinary process.
D)involve the next higher level of management at the company.
Q4) ________ is a series of management interventions that gives employees opportunities to correct undesirable behaviors before being discharged.
Q5) Management's rights to run the business and retain any profits that result are called ________.
Page 16
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Chapter 15: Working With Organized Labor
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135 Verified Questions
135 Flashcards
Source URL: https://quizplus.com/quiz/47006
Sample Questions
Q1) Unionized firms tend to:
A)have poorer benefits packages but better wages than nonunion firms.
B)have higher productivity than nonunion firms.
C)experience fewer turnovers than nonunion firms.
D)avoid COLAs in their pay requirements.
Q2) When an employer shuts down a business before a labor dispute gets to a strike, the employer is:
A)initiating a wildcat strike.
B)in violation of the Wagner Act.
C)using a lockout as a bargaining strategy.
D)avoiding an economic strike by the workers.
Q3) A labor relations strategy in which management chooses to view the union as its employees' legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing work-place rules is a(n)________.
Q4) What are the four ways labor relations strategies are available to management? What are the three phases of the labor relations process?
Q5) What are some reasons that workers join unions in both the U.S. and other countries? How do labor unions and labor relations differ around the world?
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Chapter 16: Managing Workplace Safety and Health
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127 Verified Questions
127 Flashcards
Source URL: https://quizplus.com/quiz/47007
Sample Questions
Q1) To reduce the threat of sabotage, a company should most likely do all of the following EXCEPT:
A)discipline employees in front of co-workers.
B)hire quality employees and treat them fairly.
C)offer employees training in conflict management.
D)examine unexplained gaps in job applicants' resumes.
Q2) What roles do OSHA and the ADA play on AIDS/HIV in the workplace?
Q3) The ________ holds that employers are not held liable for an employee's injuries when the negligence of another employee contributed to or caused the accident.
A)doctrine of contributory negligence
B)fellow-servant rule
C)general duty provision
D)"no-fault" rule
Q4) Employers can most likely avoid charges of negligent hiring by:
A)requiring honesty tests.
B)using panels of interviewers.
C)conducting background checks.
D)requesting applicant medical records.
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Chapter 17: International HRM Challenge
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135 Verified Questions
135 Flashcards
Source URL: https://quizplus.com/quiz/47008
Sample Questions
Q1) General Motors' low premature-return rate of its expatriates is evidence of the effectiveness of its cross-cultural training program.
A)True
B)False
Q2) When is it more appropriate for a global firm to use expatriate management rather than local national management? How can a firm's screening process ensure that the best employee is chosen for an expatriate management position?
Q3) What is the difference between a polycentric and a geocentric approach to international management? How can managers ensure that HRM practices match a culture's value system when an employer uses one of these staffing approaches?
Q4) Current international compensation packages are best described as:
A)simple because both locals and expatriates are paid in local currency based on local wage rates.
B)complicated due to corporate cost-cutting and varying cost-of-living adjustments.
C)standardized and based on a two-tier system of local and expatriate wage rates.
D)inadequate due to the lack of information on global pay and benefits.
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