Management Studies
Final Exam Questions
Course Introduction
Management Studies introduces students to the essential principles and practices of managing organizations effectively in dynamic and complex environments. The course covers foundational topics such as planning, organizing, leading, and controlling, as well as key areas like decision-making, strategic management, human resource management, and organizational behavior. Students will explore real-world case studies, engage in group projects, and analyze contemporary management issues, developing critical thinking and problem-solving skills necessary for leadership roles in diverse industries. The course also emphasizes ethical considerations, effective communication, and adaptability in an increasingly globalized business landscape.
Recommended Textbook
Human Resource Management 14th Edition by Gary Dessler
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Page 2
Chapter 1: Introduction to Human Resource Management
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Sample Questions
Q1) Shelly,an HR manager,recently had a meeting with the production manager to determine if the firm's vacation policy was being strictly followed in the production department.Shelly was most likely performing a ________ function.
A) coordinative
B) procedural
C) staff
D) line
Answer: A
Q2) In most firms,top human resource executives have many years of experience working in the human resources department,and about 40% of them have professional HR certification.
A)True
B)False
Answer: True
Q3) The role of labor relations specialists includes investigating EEO grievances and collecting data about jobs for the purpose of writing job descriptions.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Equal Opportunity and the Law
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Sample Questions
Q1) How many members serve on the Equal Employment Opportunity Commission?
A) 3
B) 5
C) 9
D) 10 Answer: B
Q2) The ________ Amendment to the U.S.Constitution outlawed slavery,and courts have held that it bars racial discrimination.
A) Fifth
B) Tenth
C) Thirteenth
D) Fourteenth Answer: C
Q3) According to the Americans with Disabilities Act,which of the following would NOT be considered a disability?
A) cosmetic disfigurement
B) anatomical loss
C) pyromania
D) AIDS Answer: C
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Chapter 3: Human Resource Management Strategy and Analysis
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Sample Questions
Q1) What is a high-performance work system? What role does strategic human resource management play in high-performance work systems?
Answer: A high-performance work system is a set of human resource management policies and practices that promote organizational effectiveness.A high-performance work system is what managers now expect from the HR system.It means that the HR system is designed to maximize the overall quality of human capital throughout the organization.Based on ongoing research,firms that use HPWS practices perform at a significantly higher level than those that do not.Strategic human resource management is significant to a high-performance work system.Strategic human resource management refers to formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims and to maximize its human resources.In formulating human resource management policies and activities,the manager's aim must be to produce the employee AACSBs and behaviors that the company needs to achieve its strategic aims.For HPWSs,that most likely means implementing policies and practices regarding selection tests,training,merit increases,and incentive pay.
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Page 5
Chapter 4: Job Analysis and the Talent Management Process
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Sample Questions
Q1) How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.
Q2) A(n)________ shows the flow of inputs to and outputs from a job being analyzed.
A) organization chart
B) process chart
C) job analysis
D) job description
Q3) Competencies are observable and measurable behaviors,and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.
A)True
B)False
Q4) Writing a competencies-based job description typically involves compiling a list of job duties.
A)True
B)False
Q5) What time-saving options are available to a busy manager who needs to conduct a job analysis and write job descriptions? Explain your answer in a brief essay.
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Chapter 5: Personnel Planning and Recruiting
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Sample Questions
Q1) Which employment field is especially effective at workforce planning?
A) electrical utilities
B) automotive
C) higher education
D) banking
Q2) What policies and procedures are critical for companies that use temporary agencies for contingent workers?
Q3) Which of the following is the primary disadvantage for employers who use private employment agencies to fill positions?
A) White-collar applicants are difficult to attract.
B) Applicant screening may not be thorough.
C) Applicant processing time is too lengthy.
D) Application procedures are complicated.
Q4) The fees associated with both retained and contingent executive recruiters are increasing as firms struggle to find qualified candidates.
A)True
B)False
Q5) In a brief essay,discuss how EEO laws affect both recruiting and the information requested on job application forms.
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Chapter 6: Employee Testing and Selection
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Sample Questions
Q1) Which personality characteristic is comprised of both achievement and dependability?
A) neuroticism
B) extroversion
C) conscientiousness
D) agreeableness
Q2) How would an employer benefit from using both personality tests and situational tests when screening job applicants?
Q3) Which of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire?
A) achievement testing
B) work sampling technique
C) management assessment center
D) miniature job training
Q4) Concurrent validation is the most dependable way to validate a selection test.
A)True
B)False
Q5) How can employers protect themselves against negligent hiring? How can employers protect themselves against defamation?
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Chapter 7: Interviewing Candidates
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Sample Questions
Q1) In a stress interview,the interviewer seeks to make the applicant uncomfortable with rude questions.
A)True
B)False
Q2) What type of interview would most likely include the following statement? "Imagine that you have just been assigned the task of winning the business of our competition's biggest client.How would you proceed?"
A) behavioral
B) stress
C) puzzle
D) situational
Q3) What is the second step in the procedure for developing a guide for a structured situational interview?
A) rate the job's main duties
B) create interview questions
C) create benchmark answers
D) appoint the interview panel
Q4) What are profiles? What role do profiles play in the employee selection process?
Q5) How do nonverbal behaviors and impression management affect an interview?
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Chapter 8: Training and Developing Employees
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Sample Questions
Q1) The purpose of a current training needs analysis is to ensure that critical employees receive adequate training and development for future positions with the firm.
A)True
B)False
Q2) Which of the following enables management trainees to work full-time analyzing and solving problems in other departments?
A) management games
B) action learning
C) role playing
D) job rotation
Q3) Which of the following terms refers to a teaching method that uses special collaboration software to enable multiple remote learners to participate in live audio and visual discussions via a PC or laptop?
A) computer simulation
B) virtual classroom
C) intelligent tutoring system
D) learning portal
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Page 10
Chapter 9: Performance Management and Appraisal
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Sample Questions
Q1) When conducting an appraisal interview,supervisors should do all of the following EXCEPT ________.
A) ask open-ended questions
B) give specific examples of poor performance
C) write up an action plan with goals and dates
D) compare the person's performance to that of other employees
Q2) The advantages of using BARS as a performance appraisal tool is the method's accuracy,clear standards,and consistency.
A)True
B)False
Q3) Describe the four basic types of appraisal interviews.
Q4) 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
Q5) What are the essential steps of the performance appraisal process?
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Chapter 10: Employee Retention, Engagement, and Careers
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Sample Questions
Q1) In a brief essay,discuss the four decisions that affect a firm's promotion process.
Q2) Most young workers entering the job market today are heavily focused on their job and their employer,unlike baby boomers who preferred to balance work and family.
A)True
B)False
Q3) Which of the following terms refers to educating,instructing,and training subordinates?
A) mentoring
B) coaching
C) appraising
D) grading
Q4) Which of the following is the organization's role in an employee's career development?
A) providing mentoring opportunities to support growth
B) participating in career development discussions
C) providing timely performance feedback
D) establishing goals and career plans
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Chapter 11: Establishing Strategic Pay Plans
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Sample Questions
Q1) Performance-based pay is more popular than time-based pay among most employers in the U.S.
A)True
B)False
Q2) Competency-based pay systems offer employers more flexibility but are less efficient than traditional job evaluation methods.
A)True
B)False
Q3) External equity refers to how fair the job's pay rate is,when compared to other jobs within the same company.
A)True
B)False
Q4) What are the two primary ways to make direct financial payments to employees? How does compensation for managers or professionals differ from compensation for clerical or production workers at a firm?
Q5) Explain the equity theory of motivation.What are the four forms of equity?
Q6) Wage rate has been the main issue negotiated by unions in collective bargaining. A)True B)False
Page 13
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Chapter 12: Pay for Performance and Financial Incentives
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Sample Questions
Q1) Vroom's expectancy theory observes that people will not pursue rewards that they find unattractive or where their chances of success are very low.
A)True
B)False
Q2) Gainsharing is an incentive plan that ________.
A) uses a trust to hold stock in individual employee accounts and distributes it to employees upon retirement
B) engages employees in a common effort to achieve a company's productivity objectives with any resulting cost-savings gains shared among employees and the company
C) contributes company shares of its own stock or cash to be used to purchase company stock to a trust established to purchase shares of the firm's stock for employees
D) provides tax advantages for employees by deferring income taxes, often until the employee retires
Q3) List the basic steps in implementing a gainsharing plan.
Q4) In a brief essay,discuss the difference between annual bonuses for employees and gainsharing plans.
Q5) Explain the advantages of employee stock ownership plans.
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Chapter 13: Benefits and Services
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Sample Questions
Q1) Which of the following requires employers to treat women affected by pregnancy,childbirth,or related medical conditions the same as any employee not able to work,with respect to all benefits?
A) Family and Medical Leave Act
B) Pregnancy Discrimination Act
C) Comprehensive Omnibus Budget Reconciliation Act
D) Health Insurance Portability and Accountability Act
Q2) Which of the following best describes the purpose of the Newborn Mother's Protection Act?
A) guarantee pension plans and health insurance coverage for female employees who have recently given birth
B) prohibit employer health plans from using incentives to encourage employees to leave the hospital after childbirth sooner than legally required
C) prevent employers from discriminating against women affected by pregnancy or childbirth in respect to benefits coverage
D) set minimum requirements for accessing the health records of female employees
Q3) What policy issues must employers address when developing benefit plans? What federal laws influence employers' pension and health plans?
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Chapter 14: Ethics and Employee Rights and Discipline
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Sample Questions
Q1) Dismissal based on insubordination is most appropriate if an employee ________.
A) steals the employer's property
B) fails to accomplish tasks despite diligence
C) shows an adverse attitude towards co-workers
D) criticizes the boss in public
Q2) Which of the following best defines values as they relate to organizational culture?
A) characteristic values, traditions, and behaviors a company's employees share
B) principles of conduct governing an individual or group
C) basic beliefs about what is right or wrong
D) standards of behavior accepted by society
Q3) Tracy is frequently absent from work and almost always late,so her manager has decided to fire her.Which of the following grounds for dismissal will her manager most likely use?
A) misconduct
B) insubordination
C) unsatisfactory performance
D) lack of qualifications for the job
Q4) Briefly discuss some of the various communication tools an employer used to bolster their employee relations efforts.
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Chapter 15: Labor Relations and Collective Bargaining
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Q1) What are the different types of strikes? What is the purpose of picketing during a strike? During a union drive and election,what are the guidelines regarding employee picketing?
Q2) Employers dealing with an unfair labor practice strike can use all of the following responses EXCEPT ________.
A) shutting down the affected area until the strike ends
B) continuing operations with supervisors filling in
C) hiring temporary replacement workers
D) hiring permanent replacement workers
Q3) When representatives of Ford's management and autoworkers union meet to negotiate a labor agreement,which of the following is most likely occurring?
A) certification
B) union salting
C) featherbedding
D) collective bargaining
Q4) What are the five unfair employer labor practices that the Wagner Act deemed unfair and considered "statutory wrongs"?
Q5) List and describe the five steps involved in planning a union drive and election.
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Chapter 16: Employee Safety and Health
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Sample Questions
Q1) All of the following are effective methods of improving workplace safety EXCEPT
A) analyzing accident rates
B) publicizing an organization's safety policy
C) showing an organizational commitment to safety
D) setting unreasonable but challenging safety goals
Q2) How can employers protect vulnerable workers,such as women and older men?
Q3) Which of the following is conducted by an agency to determine if a work site is in compliance with safety laws and regulations?
A) security plan
B) workplace review
C) job hazard analysis
D) operational safety review
Q4) OSHA's standards regarding computer workstations,ergonomic keyboards,and advances in computer screen technology have nearly eliminated problems such as eyestrain,backaches,and carpal tunnel syndrome.
A)True
B)False
Q5) What steps are involved in a basic industrial hygiene program?
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Chapter 17: Managing Global Human Resources
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Sample Questions
Q1) A global HR system should integrate global tools,such as online recruitment systems,with local methods.
A)True
B)False
Q2) All of the following are reasons that firms rely heavily on locals to fill foreign subsidiary management positions EXCEPT ________.
A) pressure from local government
B) lower costs than using expatriates
C) improved public relations in community
D) high level of skills and technical qualifications
Q3) Roberta is an Italian citizen who spent a great deal of time during her childhood in England.She now works in Brazil as an HR manager for a British company.Roberta is best described as a(n)________.
A) expatriate
B) third-country national
C) home-country national
D) host-country national
Q4) Explain the balance sheet approach to formulating expatriate pay.
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Chapter 18: Managing Human Resources in Entrepreneurial
Firms
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Q1) Which of the following is the primary benefit for a small firm that uses the online services provided by testing vendors such as Wonderlic?
A) reduced testing fees
B) increased pool of applicants
C) highly accurate job specifications
D) more applicant background checks
Q2) At most small businesses,human resource management activities can best be described as ________.
A) formal and standardized
B) informal and flexible
C) competitive and brief
D) nonexistent
Q3) Which of the following is NOT an aspect of the OSHA Sharp program?
A) Employers agree to correct identified hazards.
B) Employers undergo a hazard identification survey.
C) Employers agree to maintain a safety and health management system.
D) Employers receive visits from inspectors after every workers' compensation claim is filed.
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