Management Fundamentals
Exam Questions
Course Introduction
Management Fundamentals provides a comprehensive introduction to the core concepts, functions, and roles of management within organizations. Covering essential topics such as planning, organizing, leading, and controlling, this course explores the dynamics of decision-making, effective communication, motivation, and team development. Students will gain foundational knowledge about organizational structures, leadership styles, ethical considerations, and the impact of external environments on management practices. The curriculum integrates real-world examples and case studies to prepare learners for success in diverse managerial roles across industries.
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Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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16 Chapters
1589 Verified Questions
1589 Flashcards
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Page 2
Chapter 1: Managing Human Resources
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85 Flashcards
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Sample Questions
Q1) The process by which the organization attempts to identify applicants with the necessary knowledge,skills,abilities,and other characteristics that will help the organization achieve its goals is referred to as _____.
A) orientation
B) selection
C) compensation
D) work analysis
E) performance management
Answer: B
Q2) Evidence-based HR refers to the practice of initiating disciplinary action against employees only in the presence of clear and demonstrable proof of undesirable behavior.
A)True
B)False
Answer: False
Q3) The role of HR generalist is essentially limited to recruitment and selection.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Trends in Human Resource Management
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Sample Questions
Q1) Martin is a financial analyst who is not employed directly by any company.He works for multiple clients based on their requirements.Martin is a(n)_____.
A) permanent employee
B) independent contractor
C) part-time employee
D) contract company worker
E) temporary worker
Answer: B
Q2) Total quality management proposes that every employee in the organization receive training in quality.
A)True
B)False
Answer: True
Q3) Employees' job security has increased as a result of the new psychological contract.
A)True
B)False
Answer: False
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Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Sample Questions
Q1) Which of the following bodies is responsible for enforcing the executive orders that cover companies doing business with the federal government?
A) Occupational Safety and Health Administration
B) National Institute for Occupational Safety and Health
C) Office of Federal Contract Compliance Procedures
D) Equal Employment Opportunity Commission
E) Federal Department of Employment and Workplace Relations
Answer: C
Q2) If an OSHA violation results in citations,the employer must post each citation in a prominent place near the location of the violation.
A)True
B)False
Answer: True
Q3) An employer's refusal to hire a pregnant woman is acceptable by law.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Analyzing Work and Designing Jobs
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Sample Questions
Q1) Work processes are the activities that a work unit's members engage in to produce a given output.
A)True
B)False
Q2) Which of the following is an appropriate course of action while formulating job descriptions?
A) Alter the standard format of job descriptions within the organization to suit individual jobs.
B) Prohibit using the phrase "and other duties as requested" in job descriptions because it leads to ambiguity.
C) Avoid making changes in the job descriptions based on individual performance appraisals.
D) Prepare a new job description whenever a new job is created in the organization.
E) Once standardized and created, a job description must not be changed.
Q3) Applying industrial engineering to a job essentially increases its complexity.
A)True
B)False
Q4) Summarize recent trends in job analysis.
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6
Chapter 5: Planning for and Recruiting Human Resources
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Sample Questions
Q1) Downsizing leads to a loss of talent.
A)True
B)False
Q2) In general,all companies have to make decisions in three areas of recruiting: personnel policies,recruitment sources,and the characteristics and behavior of the recruiter.
A)True
B)False
Q3) Which of the following observations is true of taking the services of independent contractors?
A) Core competencies can be effectively outsourced to contractors.
B) The company is not supposed to directly supervise the contractors.
C) It is a relatively slow process with low revocability.
D) The organization can achieve increased quality though the costs are more.
E) It provides an organization increased control over the operations.
Q4) Implementation that ties planning and recruiting to the organization's strategy and to its efforts to develop employees becomes a complete program of talent management.
A)True
B)False
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Sample Questions
Q1) If a person who is the reference gives negative information about the job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.
A) defamation
B) misappropriation
C) fraud
D) misrepresentation
E) negligence
Q2) In general,the results of reference checks for job applicants will be most valid if the employer _____.
A) contacts many references
B) relies exclusively on the list provided by the applicant
C) avoids direct contact with the reference
D) restricts contact with the references through e-mails
E) receives positive opinions about the employee from the reference
Q3) Discuss the multiple-hurdle model and the compensatory model of arriving at a personnel selection decision.
Q4) What are the two broad categories of employment tests?
Q5) Discuss the steps of the selection process.
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Chapter 7: Training Employees
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Sample Questions
Q1) Diversity training programs that focus on behavior aim at:
A) increasing participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities.
B) teaching employees to be effective at different tasks and roles.
C) sending participants directly into communities where they interact with persons from different cultures, races, and nationalities.
D) changing organizational policies and individual conduct that inhibit employees' personal growth and productivity.
E) making people aware of cultural differences and stereotypes.
Q2) _____ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned.
A) Behavior modeling
B) Transfer of training
C) Simulation
D) Virtual reality
E) Action learning
Q3) What is e-learning with regard to training?
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Chapter 8: Managing Employees Performance
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Sample Questions
Q1) The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the:
A) behaviorally anchored rating scale.
B) behavioral observation scale.
C) graphic rating scale.
D) mixed-standard scale.
E) forced-distribution scale.
Q2) What is the difference between a behaviorally anchored rating scale (BARS)and a behavioral observation scale (BOS)?
A) A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
B) A BOS discards many items in creating the rating scale.
C) A BOS uses many examples to define all behaviors necessary for effective performance.
D) Managers and employees prefer BARS compared to BOS for ease of use and maintaining objectivity.
E) A major drawback of BARS is the amount of information required as compared to BOS.
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Chapter 9: Developing Employees for Future Success
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Sample Questions
Q1) Collecting information and providing feedback to employees about their behavior is called _____.
A) internship
B) job enlargement
C) assessment
D) job rotation
E) externship
Q2) In goal setting,it is the employee's responsibility to identify the goal and the method of determining his/her progress toward that goal.
A)True
B)False
Q3) Usually the employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management.
A) self-assessment
B) action planning
C) goal setting
D) data gathering
E) feedback
Q4) Describe a leaderless group discussion.
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Chapter 10: Separating and Retaining Employees
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Sample Questions
Q1) Procedural justice is a judgment that takes employees' feelings into account while carrying out discharge actions.
A)True
B)False
Q2) Personal dispositions do not play a role in creating job satisfaction.
A)True
B)False
Q3) Despite being a formal process involving an outsider,arbitration tends to be much faster,simpler,and more private than a lawsuit.
A)True
B)False
Q4) Write a short note on exit interviews.
Q5) In the principles of justice followed in systems of disciplining,explanation,consideration,and empathy are features of _____.
A) retributive justice
B) interactional justice
C) distributive justice
D) benchmarking
E) summary dismissals
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Chapter 11: Establishing a Pay Structure
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Sample Questions
Q1) Under the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936,federal contractors must pay their employees at rates at least equal to the prevailing wages in the area.The calculation of prevailing rates must be based on _____ percent of the local labor force.
A) 2
B) 5
C) 10
D) 20
E) 30
Q2) Economic theory holds that the most profitable pay level,all things being equal,would be:
A) below the market rate.
B) at the market rate.
C) above the market rate.
D) anywhere within (slightly above or slightly below) the market-rate range.
E) the pay level that is lower than that of the lowest paying organization.
Q3) What are the limitations of using a job-based pay structure?
Q4) What is a pay policy line? What is its relevance?
Q5) Define hourly wage,piecework rate,and salary.
Q6) Define job structure,pay level,and pay structure.
Page 13
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) If employee participation in making pay-related decisions is encouraged in an organization,then:
A) administering the plans become simple.
B) the organization's interests can be best protected.
C) the cost borne by the organization decreases.
D) monitoring performance becomes difficult.
E) the incentive plan has more chances of being successful.
Q2) What are the different types of piecework rates? Explain each of them.
Q3) An organization uses Scanlon plan to provide incentives to employees.The workers produce parts worth $5 million.The target ratio set by the organization is 30%.The employees will be given a bonus if the actual labor costs are less than:
A) $0.5 million.
B) $1 million.
C) $1.5 million.
D) $2 million.
E) $2.5 million.
Q4) What are the different types of pay for rewarding individual performance?
Q5) What is balanced scorecard? What is its purpose? What are the advantages of using a balanced scorecard?
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Chapter 13: Providing Employee Benefits
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Sample Questions
Q1) What is the importance of benefits as a part of employee compensation?
Q2) Defined-benefit plans must meet the funding requirements of the _____.
A) Employee Retirement Income Security Act
B) Consolidated Omnibus Budget Reconciliation Act
C) Social Security Act
D) Patient Protection and Affordable Care Act
E) Sarbanes-Oxley Act
Q3) Which of the following sources do most retirees (65 and older)receive most of their income?
A) Social Security
B) Private pensions
C) Earnings from personal assets
D) Disability insurance
E) Private investments
Q4) What are HMOs and PPOs? How do they differ from each other and from traditional health care providers?
Q5) Employees and job applicants often have a poor idea of what benefits they have and what the market value of their benefits is.
A)True
B)False
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Which of the following does the NLRB exclude from participating in organizing activities and being a member of the bargaining unit?
A) Employees in multiple facilities within a single employer
B) Employees covered by multiple employers
C) Employees with managerial duties
D) Employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees
E) Employees who have a community of interest in their wages, hours, and working conditions
Q2) Which type of union security provision is illegal under the provisions of the National Labor Relations Act?
A) Union shop
B) Agency shop
C) Closed shop
D) Open shop
E) Checkoff provision
Q3) What are right-to-work laws?
Q4) What are the different criteria that employers use to judge a grievance procedure?
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Page 16
Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) A country's political system does not usually affect human resource management.
A)True
B)False
Q2) How can companies help expatriates return to the home country after completing a foreign assignment?
Q3) The most important influence on international HRM is the economic system of the country in which a facility is located.
A)True
B)False
Q4) According to Hofstede's dimensions of culture,which of the following is true of cultures with a short-term orientation?
A) They value saving and persistence.
B) They protect people in a particular group.
C) They maintain large differences in power.
D) They have a preference for structured situations.
E) They promote respect for fulfilling social obligations in the present.
Q5) Distinguish between international,multinational,and global organizations.Also briefly outline the HR issues associated with each type of organization.
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Sample Questions
Q1) According to research,organizations that introduce integrated high-performance work practices usually experience increases in productivity and long-term financial performance.
A)True
B)False
Q2) Which of the following helps in making confidential HR-related information widely available to authorized users within an organization?
A) A decision support system
B) An expert system
C) The intranet
D) A transactional processing system
E) The Internet
Q3) Training dollars per employee is a business indicator of the success of an HR department's training programs.
A)True
B)False
Q4) How can HR departments improve their performance?
Q5) What is an HRM audit?
Q6) What are the various outcomes of a high-performance work system?
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