Course Introduction
Management Principles
Practice Questions
Management Principles introduces students to the fundamental concepts, theories, and practices that form the foundation of effective management in organizations. The course covers key areas such as planning, organizing, leading, and controlling, while exploring topics like decision-making, motivation, communication, team dynamics, and organizational structure. Through case studies and real-world examples, students learn how managers utilize these principles to solve problems, achieve organizational goals, and adapt to the dynamic business environment. Emphasis is placed on ethical management, leadership styles, and the impact of globalization and technology on modern management practices.
Recommended Textbook
Strategic Human Resources Planning 7th Edition by
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14 Chapters
1662 Verified Questions
1662 Flashcards
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Page 2
Monica Belcourt
Chapter 1: Strategic Management
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99 Verified Questions
99 Flashcards
Source URL: https://quizplus.com/quiz/51660
Sample Questions
Q1) Examples of corporate strategy include decisions to compete internationally or to merge with other companies.
A)True
B)False
Answer: True
Q2) McNiven Construction Ltd.is influenced by a variety of elements from the internal environment.On the other hand,which of the following appears to be derived from the external environment of the company?
A)safety regulations
B)employment policies
C)safety practices
D)competencies of employees
Answer: A
Q3) What type of strategies are concerned with the question,How should we compete?
A)competitive strategies
B)emergent strategies
C)corporate strategies
D)business strategies
Answer: D
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Page 3
Chapter 2: Aligning HR With Strategy
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Four Seasons Hotels competes on service excellence.It invests in HR systems for service quality,such as selecting,training,and rewarding employees' service-related skills.What theory is being applied by Four Seasons Hotels.
A)service quality
B)resource-based view
C)human capital
D)behavioural
Answer: C
Q2) Refer to Scenario: Swimco.What is the primary reason that Swimco's HRM leadership team aligns their HR policies,practices,and philosophies with their organizational strategy?
A)to facilitate the attainment of top talent
B)to ensure that the HR system remains current with the internal environment
C)to ensure that the HR system remains current with the external environment
D)to facilitate the attainment of organizational strategy through their HR systems
Answer: D
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4
Chapter 3: Environmental Influences on HRM
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Canadian newspapers and magazines provide a good source of information for HR professionals.
A)True
B)False
Answer: True
Q2) What trend is occurring in the labour market with baby boomers?
A)Baby boomers may be eligible for retirement but will delay it.
B)Baby boomers will be the only generation to have organizational pensions.
C)Baby boomers will live longer than younger generations.
D)Baby boomers require greater accommodations in the workplace.
Answer: A
Q3) Refer to Scenario: Green Septic and Water Systems Inc.What internal organizational factors are influencing Green Septic and Water Systems Inc.'s human resource planning?
A)technological advances
B)legislation
C)demographic and social concerns
D)staffing policies
Answer: D
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Chapter 4: The HR Forecasting Process
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) Human resource forecasting tools that assess human capital requirements based on historical measures such as sales levels are focused on which of the following?
A)human capital stocks
B)human capital flows
C)generic human capital
D)firm-specific human capital
Q2) The demand for and supply of workers need to be determined before the senior management team can decide on the organizational strategy and specific programs to reconcile the differences between the requirement for labour in various employment categories and its availability,both internally and in the organization's environment.
A)True
B)False
Q3) List and briefly describe the HR programs that can be implemented to address HR surpluses and HR shortages.
Q4) Mentorship is an example of how employees can acquire firm-specific human capital competencies.
A)True
B)False
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Chapter 5: Determining HR Demand
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) Quantitative models can be very useful,especially in mature industries or where environmental changes are predictable or stable.
A)True
B)False
Q2) What are some the advantages and disadvantages of the Delphi technique,where experts do NOT meet face-to-face?
Q3) Describe the nominal group technique (NGT),how it differs from the Delphi technique and its primary advantage as a qualitative demand forecasting method.
Q4) Regression analysis is a very effective quantitative forecasting technique for all time horizons.
A)True
B)False
Q5) In the Delphi technique,why do the experts NOT meet face-to-face?
A)They do not have the time.
B)They want to lower costs.
C)They worry about groupthink.
D)They lack communication expertise.
Q6) What is envelope/scenario forecasting? Describe some of its features.
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Chapter 6: Ascertaining HR Supply
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142 Flashcards
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Sample Questions
Q1) An organization is seeking members of the workforce not currently employed by the firm,who are currently undergoing training,working for competitors,and/or unemployed.What is this supply source called?
A)employee selection
B)labour supply
C)redeployment
D)external supply
Q2) Human capital is obtained from two sources.What are these two sources?
A)national and international human resources
B)skill and management inventories
C)sources internal and external to the organization
D)current employees and employees working for other organizations
Q3) Using the Markov model,what are the five possible movements/changes that an employee can make in an organization?
Q4) One reason for giving preferential consideration to an organization's own workforce to fill job openings is that current employees are already socialized to the norms,rules,and procedures of the organization,and so organizational fit is ensured.
A)True
B)False
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Chapter 7: Succession Management
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) Analyze Case Incident: Pacific Health Care.Throughout your case incident analysis,assume the role of a human resources consultant.Your task is to advise the organization on how it should align its strategic human resource planning with its organizational strategy.Begin by clearly and succinctly stating the problem and/or opportunity,its impact,and why it is important that these problems/opportunities are addressed.Analyze the causes of the problem/opportunity,identify solutions,and recommend a plan for implementation and justification.Please be specific about the approaches and methods you would recommend to facilitate the workforce forecasting process and,in particular,how the organization will ascertain HR supply for nurse administrators and managers.
Q2) What is another term for succession analysis?
A)chain effect analysis
B)replacement analysis
C)HR supply analysis
D)movement analysis
Q3) The goals of succession management programs are to identify and prepare future leaders and to ensure business growth.
A)True
B)False
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Page 9
Chapter 8: Information Technology for HR Planning
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128 Flashcards
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Sample Questions
Q1) Workforce analytics uses statistical modelling and software to gather information about employees and work in order to optimize the use of human resources in the organization.
A)True
B)False
Q2) Increasing usage of mobile technology has created an apps culture for some organizations.What leads the list of HR mobile apps?
A)recruiting
B)training
C)benefits
D)payroll
Q3) What type of database can share information across multiple tables allowing the same information to exist in multiple files simultaneously?
A)HRIS database
B)self-service database
C)relational database
D)web-based database
Q4) What is a self-service solution? What are some of the major functions of HR self-service solutions?
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Chapter 9: Change Management
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Sample Questions
Q1) Force-field analysis is an approach to understanding and changing individual or group perceptions and behaviours by seeking to understand the interdependent forces that act on individuals or groups and that motivate them toward certain courses of action and restrain them from others.
A)True
B)False
Q2) Organizational change occurs in response to economic-level developments.
A)True
B)False
Q3) Force-field analysis can be used to decide whether a change is appropriate and,if so,what actions should be taken to move toward the new direction.List the seven steps in the force-field analysis process.
Q4) "Unfreezing" is an initial stage in an organizational change process. A)True
B)False
Q5) Edgar Schein expanded on Lewin's three-step model by suggesting that the process of unfreezing requires three conditions to unfreeze current behaviours.Describe these three conditions.?OR?Describe the three conditions that will help reduce resistance to organizational change efforts.
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Chapter 10: Downsizing and Restructuring
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124 Verified Questions
124 Flashcards
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Sample Questions
Q1) There are three types of downsizing strategies: workforce reduction,work redesign,and systemic change.
A)True
B)False
Q2) Several alternatives to downsizing are available to organizations faced with the challenge of cutting costs.Which of the following is a medium-term cost adjustment alternative?
A)reducing salaries
B)voluntary sabbaticals
C)short-term facility shutdowns
D)obtaining cost-reduction ideas from employees
Q3) When survivors of downsizing continue to work for an organization,there are several impacts on them personally.Which of the following is NOT an impact experienced by survivors?
A)compliance with workplace safety
B)negative attitudes and behaviours
C)reduced performance capabilities
D)lower organizational productivity
Q4) Define workforce reduction.Discuss its limitations on human resource planning.
Q5) What are four of the reasons that organizations downsize?
Page 12
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Chapter 11: Strategic International HRM
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) What is the first major challenge in forecasting the demand for labour in an international setting?
A)developing an understanding of the culture
B)developing an understanding of the labour market
C)developing an understanding of the people practices
D)developing an understanding of the HR policies
Q2) Which of the following is a key challenge for managers in their overseas assignments,and a critical HR aspect in the internationalization of Canadian companies and their employees?
A)entering new markets
B)political challenges
C)struggling to fit in
D)financial challenges
Q3) The Four Seasons' "Golden Rule" was not successfully implemented in its other locations outside North America because it was culturally sensitive and value-laden.
A)True
B)False
Q4) What is repatriation? What are some of the issues facing repatriates?
Q5) Identify and briefly explain the three different approaches to SIHRM.
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Chapter 12: Mergers and Acquisitions
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111 Flashcards
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Sample Questions
Q1) Who are the two parties involved in a horizontal merger?
A)buyer and supplier
B)two competitors
C)management and employees
D)shareholders and executives
Q2) The effect of mergers on staff is devastating to employees terminated but not to the employees who remain employed with the merged company.
A)True
B)False
Q3) Financial benefits is one of the reasons companies merge.
A)True
B)False
Q4) What is one benefit for organizations that apply due diligence in order to manage their culture during a merger?
A)lower absenteeism and attrition
B)improved job satisfaction
C)increased stock prices
D)higher revenues and profits
Q5) What is a merger? Identify and describe three different types of mergers.
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Chapter 13: Outsourcing
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) Which of the following health and safety activities are most likely outsourced?
A)employee assistance and wellness programs
B)hazard recognition and risk assessment
C)health and safety policies and procedures
D)workplace hazard controls
Q2) An organization found that in outsourcing its human resources function sensitive information,such as employee performance reviews were shared.What risks did this organization carry as a result of outsourcing?
A)security risks
B)reduced value risks
C)employee morale risks
D)service risks
Q3) Which of the following HR functions is NOT likely to be outsourced by organizations?
A)training and development
B)strategic planning
C)benefits administration
D)recruitment
Q4) List and briefly explain three risks associated with outsourcing.
Q5) Why do organizations outsource? Discuss three of the six primary reasons.
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Chapter 14: HR Assessment and Analytics
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Identify and briefly describe the 5C model of HRM impact.
Q2) Which of the following is NOT a hurdle to the development of HR metrics?
A)applying HR measures consistently and over time
B)gaining acceptance of HR measures by stakeholders
C)training managers to believe in the usefulness of HR measures
D)identifying HR measures that are grounded in research and theory and are practical
Q3) Indirect costs are the hard costs that can be measured by expenditures.
A)True
B)False
Q4) The number of people interviewed to fill a job is an example of what kind of efficiency measurement?
A)time
B)labour
C)volume
D)cost
Q5) The Society for Human Resource Management identifies nine major reasons why it is important to measure HRM programs and practices.Briefly state five of these reasons.
Q6) What does added value mean when measuring the impact of HRM practices?
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