Management and Organizational Studies
Test Preparation
Course Introduction
Management and Organizational Studies explores the fundamental principles and practices involved in managing organizations effectively. The course examines the roles and responsibilities of managers, organizational structures, and the human and social dynamics that impact the functioning of businesses and non-profit entities. Students will analyze key management concepts such as planning, decision-making, leadership, motivation, communication, and organizational change. Emphasis is placed on understanding how organizational culture, behavior, and strategy influence overall performance and adaptability in a rapidly changing global environment. The course integrates theoretical insights with real-world case studies to develop both analytical and practical management skills.
Recommended Textbook
Managing Human Resources 9th Edition by Wayne Cascio
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1288 Verified Questions
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Page 2
Chapter 1: Human Resources in a Globally Competitive
Business Environment
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) Globalization has been encouraged by
A)the ease of travel and communication
B)the decrease in employees willing to take foreign posts
C)the complexity of matrix organizations
D)a lack of global resources
Answer: A
Q2) One of the greatest challenges of Chief HR officers is creating a true sense of ownership among senior leaders as to their role of Chief Talent Officers.
A)True
B)False
Answer: True
Q3) When senior managers take true ownership of their responsibility to have the right people in critical leadership roles,they are embracing their role of:
A)Morale supervisors
B)Technical training specialists
C)Chief Talent Officers
D)Applied motivational strategist
Answer: C
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Chapter 2: The Financial Impact of Human Resource
Management Activities
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) In the costing of employee turnover,the category of _____ costs includes the cost of the interviewer's time and the cost of the terminating employee's time.
A)training
B)separation
C)replacement
D)vacancy
Answer: B
Q2) Which of the following is NOT one of the broad categories of costs in the basic costing turnover model?
A)Benefit costs
B)Separation costs
C)Training costs
D)Replacement costs
Answer: A
Q3) The firm's strategy and goals must guide the work of each business unit and of that unit's HR management activities.
A)True
B)False
Answer: True
Page 4
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Chapter 3: The Legal Context of Employment Decisions
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Sample Questions
Q1) According to the EEOC,the vast majority of retaliation claims still generally involve actions such as:
A)harassment.
B)discrimination.
C)discharge.
D)whistleblowing.
Answer: C
Q2) If someone decides to bring suit under Title VII,the first step is to establish a prima facie case of discrimination.
A)True
B)False
Answer: True
Q3) Under Title VII,pre-employment inquiries regarding such matters as race,sex,or ethnic group are not permissible.
A)True
B)False
Answer: False
Q4) What are the two broad forms of discrimination?
Answer: Unequal treatment and adverse impact discrimination.
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Chapter 4: Diversity at Work
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Sample Questions
Q1) It is important for executives to use an age/experience profile to identify types of jobs where older workers can use their experience and talents most effectively.
A)True
B)False
Q2) Poll after poll of employers demonstrates that they regard most people with disabilities as good workers,punctual,conscientious,and competent - if given:
A)reasonable accommodation.
B)good benefits.
C)preferential treatment.
D)extra time to complete their work.
Q3) The baby-boom generation:
A)represents approximately 50 million Americans.
B)was born in the middle of the Great Depression.
C)does not change jobs frequently.
D)is a computer-literate generation.
Q4) Virtually all of the growth in new jobs will come from manufacturing industries.
A)True
B)False
Q5) Write a short note on intergenerational conflict.
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Chapter 5: Planning for People
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Sample Questions
Q1) A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage.
A)True
B)False
Q2) When referring to outcomes of job design,the near-term outcomes are referred to as distal,and the longer term outcomes are referred to as proximal.
A)True
B)False
Q3) Job analysis focuses on the processes and outcomes of how work is structured,organized,experienced,and enacted.
A)True
B)False
Q4) In this method of job analysis,an analyst actually performs the job under study to get firsthand exposure to what it demands.
A)Job performance
B)Observation
C)Interview
D)Critical incidents
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Chapter 6: Recruiting
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Sample Questions
Q1) Firms are finding that many managers and professionals,men and women alike,are willing to relocate even if their spouse is not guaranteed suitable employment in the new location.
A)True
B)False
Q2) Placement occurs after orientation and is the assignment of individuals to jobs.
A)True
B)False
Q3) The step following recruitment is _____,which is basically a rapid,rough "selection" process.
A)orientation
B)initial screening
C)performance management
D)workforce planning
Q4) For an agricultural research firm that needs to hire veterinarians,applicants are more likely to be more concerned with where the job is located and less concerned with job design and career opportunities.
A)True
B)False
Q5) Give at least one reason why companies retain executive search firms.
Page 8
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Chapter 7: Staffing
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Sample Questions
Q1) Recommendations for improving the validity of the employment interview include all of the following EXCEPT:
A)rely on interviewer first impressions.
B)use open-ended questions.
C)focus only on the competencies necessary for the job.
D)conduct the interview in a relaxed physical setting.
Q2) Organizations in the high-growth stage are concerned with fighting for market share and building excellence in their management teams.
A)True
B)False
Q3) A traditional belief of testing experts is that validity is situation specific,and decades of research have supported this assumption.
A)True
B)False
Q4) Employers are likely to achieve nonbiased hiring decisions if they concentrate on shaping interviewer behavior.
A)True
B)False
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Page 9
Chapter 8: Workplace Training
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Sample Questions
Q1) Describe some of the major challenges that companies and institutions will face in training.
Q2) Individual skills are a necessary,but not a sufficient,condition for effective team performance.
A)True
B)False
Q3) If team members have opposite or conflicting goals,the efficiency of the total unit is likely to be energized.
A)True
B)False
Q4) _____ refers to the material that is rich in association for the trainees and is therefore easily understood by them.
A)Meaningfulness
B)Pygmalion effect
C)Orientation
D)Training paradox
Q5) What are the minimal conditions needed for effective learning to take place?
Q6) At the individual level,what two personality characteristics are important determinants of motivation to learn?
Page 10
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Chapter 9: Performance Management
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Sample Questions
Q1) This can be thought of as a kind of compass,one that indicates a person's actual direction as well as a person's desired direction.
A)Management by objectives
B)Forced distribution
C)Central tendency
D)Performance management
Q2) Performance management is a kind of compass that indicates a person's actual direction as well as a person's desired direction.
A)True
B)False
Q3) According to a study,individuals who tend to be most lenient:
A)score high in agreeableness.
B)are noncooperative.
C)strive for excellence.
D)set difficult goals.
Q4) What are some of the obstacles that can inhibit maximum performance in performance facilitation?
Q5) Feedback from multiple sources may reinforce feedback from the boss,
Q6) Describe halo error and give an example of how it operates.
11
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Chapter 10: Managing Careers
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Sample Questions
Q1) Travelers Corporation has begun to draw on a previously untapped source of workers with experience,namely:
A)senior managers.
B)board members.
C)retirees.
D)skilled employees "poached" from other firms.
Q2) Research has shown that it costs more to prepare older workers for a job.
A)True
B)False
Q3) Providing family benefits promotes a dedicated,loyal workforce among people who benefit directly from the policies,as well as from those who do not.
A)True
B)False
Q4) Career planning and development may be meaningless unless an employee's role as a community leader also is considered,particularly when this role conflicts with work activities.
A)True
B)False
Q5) Write a short note on the four types of "quitters."
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Chapter 11: Pay and Incentive Systems
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Sample Questions
Q1) Open pay systems tend to work best when:
A)there is a union to negotiate pay increases.
B)business strategy matches the organizational development stage.
C)job performance can be measured objectively.
D)effort and performance are related closely over a long time span.
Q2) Whether a labor market is tight or loose has a major impact on wage structures and levels.
A)True
B)False
Q3) Good corporate citizen awards include everything in a work environment that enhances a worker's sense of self-respect and esteem by others.
A)True
B)False
Q4) Merit pay systems often fail for all but which of the following reasons?
A)Interference from union contracts.
B)The annuity problem
C)Link between performance and rewards is too strong.
D)Incentive value of the reward offered is too low.
Q5) Name at least three of the four basic tools needed to develop a pay system.
Page 13
Q6) What steps must be taken to insure that merit pay plans will be effective?
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Chapter 12: Indirect Compensation: Employee Benefit Plans
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Sample Questions
Q1) Every unemployed worker's benefits are "charged" against one or more companies;therefore the more money paid out on behalf of a firm,the higher is the unemployment insurance rate for that firm.
A)True
B)False
Q2) Describe some measures that firms have taken to gain tighter management control over the cost of health care.
Q3) Although disability benefits traditionally were divided into salary continuation,short-term disability,and long-term disability,combined disability management programs now merge all three.
A)True
B)False
Q4) In determining the competitiveness of benefits,senior management tends to focus mainly on value,while employees are more interested in cost.
A)True
B)False
Q5) What is the broad objective of the design of compensation programs?
Q6) Briefly explain the provisions of the Pension Protection Act (PPA)of 2006.
Q7) Who are contributions to pension funds typically managed by?
Page 14
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Chapter 13: Union Representation and Collective Bargaining
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Sample Questions
Q1) High grievance rates go hand-in-hand with poor labor relations.
A)True
B)False
Q2) Strikers engaged in activities that are not protected by law must still be rehired after the strike.
A)True
B)False
Q3) In a fact-finding procedure,each party submits whatever information it believes is relevant to a resolution of the dispute and then the union president makes a study of the evidence and prepares a report on the facts.
A)True
B)False
Q4) Which of the following is NOT a way in which to kick off an organizing campaign?
A)Employees themselves begin it.
B)National and international unions contact employees in organizations that have been targeted for organizing.
C)Management steps in and provides relevant information to the employees.
D)Employees request that a union begin one for them.
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Q5) Why have unions experienced a drop in membership over the past two decades?
Chapter 14: Procedural Justice and Ethics in Employee Relations
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Sample Questions
Q1) Managers may avoid imposing discipline because of ignorance of organizational rules,fear of formal grievances,or fear of losing the friendship of employees.
A)True
B)False
Q2) When documenting performance-related incidents it is very important to conclude a written warning by obtaining the employee's signature that he/she has read and understands the warning.
A)True
B)False
Q3) The concept of _____ requires an employer not only to produce persuasive evidence of an employee's liability or negligence,but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.
A)the hot stove rule
B)positive discipline
C)progressive discipline
D)just cause
Q4) What are the basic requirements for workplace due process to work effectively?
Q5) Describe the five "core" characteristics of the most effective voice systems.
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Chapter 15: Safety, Health, and Employee Assistance Programs
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Sample Questions
Q1) OSHA standards govern potentially unsafe _____ that employees may be exposed to;however,there are no standards that govern potentially unsafe employee behaviors.
A)work conditions
B)management practices
C)home settings
D)contractor behaviors
Q2) Low back injuries account for _____ of all workers' compensation claims and cost an average of $11,800,more than twice the average workplace claim.
A)one-fifth
B)one-half
C)one-fourth
D)three-quarters
Q3) Which of the following is the most common workplace injury?
A)Being hit by an object
B)Sprains
C)Strains
D)Slips and falls
Q4) What is the purpose of the Occupational Safety and Health Act?
Q5) Give at least two reasons why safety rules may not be obeyed.
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Chapter 16: International Dimensions of Human Resource Management
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Sample Questions
Q1) A variety of legal issues confront companies in each country,and the human and financial consequences of a mistake in the international arena are much more severe.
A)True
B)False
Q2) The final aspect of overseas orientation,called postarrival orientation,consists of all of the following EXCEPT:
A)orientation toward the environment.
B)cultural briefing orientation.
C)orientation toward the work unit.
D)an actual job orientation.
Q3) ______ is the country where the expatriate is working
A)Host
B)Home
C)Nationals
D)Provider
Q4) What are some disadvantages of difficulties can come from hiring local nationals?
Q5) List and explain the factors that are driving the backlash against globalization.
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