Management Studies
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Course Introduction
Management Studies provides a comprehensive overview of the principles, concepts, and practices essential for effective organizational management. The course explores key topics such as planning, organizing, leading, and controlling within various types of organizations. Students will examine the roles and responsibilities of managers, decision-making processes, strategic management, and organizational behavior. Emphasis is placed on developing leadership, communication, and problem-solving skills, as well as fostering an understanding of ethical issues and global business environments. Through case studies and real-world examples, learners gain practical insights into the application of management theories and tools in todays dynamic and diverse workplace.
Recommended Textbook
Human Resources Management in Canada 14th Canadian Edition by Gary Dessler
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Page 2
Chapter 1: The Strategic Role of Human Resources Management
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Sample Questions
Q1) Human resources management is important to all managers so they can avoid making common mistakes which may include hiring the wrong person for the job.
A)True
B)False
Answer: True
Q2) Define and briefly describe the term "human resources management."
Answer: Five points recommended: 2 for a definition that is close to the textbook ("management of people in organizations")and 3 for being able to identify something close to "formulating and implementing HRM systems (such as recruitment,performance appraisal,and compensation)that are aligned with the organization's strategy "
Q3) Most students graduating in the next few years either will work for small businesses or will create new small businesses of their own,usually without a designated HR department.This means that entrepreneurs,employees,HR managers,and all managers in small,medium,and large businesses should be educated on human resources management.
A)True
B)False
Answer: True
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Sample Questions
Q1) Saleem is a new immigrant to Canada with a master's degree in management.Despite his qualifications,Saleem has worked as a Clerk in the shipping department of a company for the last year.This is most likely an example of
A) occupational segregation.
B) a BFOR.
C) underemployment.
D) positive discrimination.
E) justifiable discrimination.
Answer: C
Q2) Equal pay for equal work specifies that
A) there can be no pay discrimination on the basis of race.
B) there can be no pay discrimination on the basis of age.
C) jobs with similar titles must be paid the same.
D) all people doing the same job should receive the same pay.
E) an employer cannot pay male and female employees differently if they are performing the same or substantially similar work.
Answer: E
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4
Chapter 3: Human Resources Management and Technology
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Sample Questions
Q1) A learning management system is part of which of the following HRIS components?
A) Employment equity
B) Performance evaluation
C) Organizational management
D) Training and development
E) Employee administration
Answer: D
Q2) Employment equity reports can be generated from HRIS enabling companies to easily report on employment equity requirements.
A)True
B)False
Answer: True
Q3) All staff of a company that has purchased an HRIS are undergoing systems training.Which phase is the company in?
A) Training
B) Needs analysis
C) Adoption
D) Integration
E) Cost analysis
Answer: D
Page 5
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Chapter 4: Designing and Analyzing Jobs
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Sample Questions
Q1) The Position Analysis Questionnaire rates jobs on which one of the following dimensions?
A) Mental processes
B) Incumbent performance
C) Incumbent personality
D) Previous employment
E) Compensation
Q2) Which part of the job description presents a detailed list of each of the job's major tasks and describes them in a few sentences?
A) Summary of performance evaluations
B) Job position within the organizational chart
C) Required skills and experience
D) Duties and responsibilities
E) Job summary
Q3) The terms "job" and "position" can be used interchangeably.
A)True
B)False
Q4) List and describe the six steps involved in job analysis.
Q5) Explain the three reasons why competency-based job analysis has become more common.
6
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Chapter 5: Human Resources Planning
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Sample Questions
Q1) In the coming years,a large portion of the population is expected to A) engage in absenteeism.
B) be constructively dismissed.
C) be terminated.
D) retire.
E) remain with their current employer.
Q2) What is the main challenge with attrition?
A) It is hard to implement.
B) It costs large sums of money.
C) Employees do not accept this strategy.
D) The organization has no control over who goes and who stays.
E) It results in a lack of commitment.
Q3) Paula is offered a severance package which will bridge her to retirement.This is also referred to as a
A) promotion.
B) downsizing.
C) outsourcing.
D) transfer.
E) early retirement.
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Page 7
Chapter 6: Recruitment
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Sample Questions
Q1) It is illegal to use alternative publications targeted at designated group members in recruitment advertising.
A)True
B)False
Q2) According to the data presented in the textbook,the most successful way to find a job in Canada is through
A) online job boards.
B) agencies.
C) recruiters.
D) networking.
E) classified ads.
Q3) Which of the following is an internal recruitment tool?
A) Internet job boards
B) Former employees
C) Online networking sites
D) Job fairs
E) Skills inventories
Q4) Relying on employee referrals can result in systemic discrimination.
A)True
B)False
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Chapter 7: Selection
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Sample Questions
Q1) The consistency of scores obtained by a person when he or she is retested on the same test at two different times is an example of
A) reliability.
B) utility.
C) integrity.
D) accuracy.
E) validity.
Q2) The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as
A) criterion-related reliability.
B) criterion-related consistency.
C) criterion-related validity.
D) criterion-related stability.
E) criterion-related integrity.
Q3) Describe three common interview mistakes which compromise the quality of the selection process.
Q4) In many instances,a small selection ratio also means a low quality of recruits.
A)True
B)False
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Chapter 8: Onboarding and Training
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Sample Questions
Q1) At what pace do trainees learn best?
A) At the pace set by their trainer
B) At an average pace based on past training
C) At the pace set by their supervisor
D) At their own pace
E) At the job's required pace
Q2) Balal is conducting a workshop with employees on customer privacy.Which step is he following with regard to the five-step training process?
A) Needs analysis
B) Instructional design
C) Evaluation
D) Implementation
E) Validation
Q3) Which of the following is typically included in a task analysis record form?
A) The immediate supervisor of the task
B) The number of colleagues also working on the same task
C) The conditions under which the task is performed
D) The compensation range for the task
E) Safety issues associated with the job in general
Q4) Identify and briefly describe five different training techniques.
Page 10
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Chapter 9: Career and Management Development
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Sample Questions
Q1) Union agreements often contain a clause that emphasizes which of the following in promotions?
A) Ability
B) Expertise
C) Performance
D) Seniority
E) Productivity
Q2) Felix,a vice president of finance agrees to accept a role as a vice president in operations to develop his skills.This is an example of a(n)
A) downwards trajectory.
B) upwards promotion.
C) horizontal movement.
D) vertical movement.
E) downwards promotion.
Q3) According to John Holland who designed the Vocational Preference Test (VPT),a person's level of intelligence determines his or her occupational orientation.
A)True
B)False
Q4) Identify and briefly describe five career anchors.
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Chapter 10: Performance Management
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Sample Questions
Q1) The performance management process contains five steps.Identify and briefly describe each step.
Q2) According to the textbook,what should be the foundation of performance management?
A) Equity
B) Expectation
C) Clarity
D) Ethics
E) Improvement
Q3) When peers rate one another's performance,one potential problem is logrolling-peers rate each other highly.
A)True
B)False
Q4) Which of the following is the basis for fostering and managing employee skills and talents?
A) Recruitment
B) Selection
C) Job evaluation
D) Performance management
E) Career planning
Page 12
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Chapter 11: Strategic Pay Plans
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Sample Questions
Q1) Job evaluation committees do not include managers because this would constitute a conflict of interest.
A)True
B)False
Q2) Pay ranges are a series of steps or levels of pay within a pay grade.According to the textbook,what are the ranges usually based on?
A) Peer appraisals
B) Years of education
C) Years of service
D) Teamwork
E) Amount of responsibility
Q3) Most of the pay equity acts in Canada focus on four compensable factors listed below except
A) skill.
B) effort.
C) responsibility.
D) working conditions.
E) customers.
Q4) Describe two advantages of broadbanding?
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Chapter 12: Pay-For-Performance and Financial Incentives
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Q1) What motivation is derived from the pleasure that someone gets from doing the job or task?
A) Hygiene motivation
B) Intrinsic motivation
C) Extrinsic motivation
D) Psychological motivation
E) High-level motivation
Q2) Under what terms can an executive buy stock in a stock option plan?
A) In future years at a fixed discount rate depending on individual performance
B) In future years with a guaranteed return
C) At a price equivalent to the company's current book value
D) In future years at a price determined when the stock option was issued
E) At any date but the transaction must be approved by the Board of Directors
Q3) Piecework means that earnings are tied directly to the worker's production levels.
A)True
B)False
Q4) The stock option is currently the most popular long-term incentive in Canada.
A)True
B)False
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Chapter 13: Employee Benefits and Services
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Sample Questions
Q1) What is known as the percentage of expenses (in excess of the deductible that are paid for by the insurance plan?
A) Insured amount
B) Uninsured amount
C) Coinsurance level
D) Premium
E) Assessment
Q2) According to the data presented in the textbook,which of the following is the top challenge in improving how mental health issues are addressed in the workplace?
A) Lack of front-line manager awareness
B) Lack of senior management buy-in
C) Lack of tools and support
D) Inability to identify suitable modified work
E) Employee perceptions and stigma related to mental health issues
Q3) The provincial and federal governments pay the full cost of the workers' compensation system.
A)True
B)False
Q4) Identify and describe 5 different voluntary employer-sponsored benefits.
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Chapter 14: Occupational Health and Safety
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Q1) Accidents occurring more frequently in plants with a high seasonal layoff rate and where there is hostility among employees best reflects which of the following work-related factors that contribute to accidents?
A) The job itself
B) The work schedule
C) The psychological climate of the workplace
D) Chance conditions
E) Chance occurrences
Q2) Which of the following selection tests measure employee reliability dimensions,such as emotional maturity and safe job performance?
A) Intelligence tests
B) Literacy tests
C) Personality tests
D) The Employee Reliability Inventory
E) The Employee Self-Awareness Inventory
Q3) Canadian corporate executives and directors cannot receive prison sentences for health and safety violations.
A)True
B)False
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Page 16
Chapter 15: Managing Employee Separations: Turnover, Communication, and
Employee
Engagement
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Sample Questions
Q1) Alternatives to layoffs include voluntary reductions in pay,voluntary time off,and work-sharing programs.
A)True
B)False
Q2) Which of the following terms is used to describe the damages that are reserved for extreme circumstances in which the employer was untruthful,misleading,or insensitive to the employee in the course of a dismissal?
A) Bad-faith damages
B) Insubordination damages
C) Termination damages
D) Malicious damages
E) Dismissal damages
Q3) According to the data presented in the textbook,what was the most common involuntary turnover reason?
A) Downsizing or restructuring
B) Company's financial instability
C) Company relocation
D) Poor relationship with managers
E) Seeking a better fit for their skills
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Chapter 16: Labour Relations
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Sample Questions
Q1) Conciliation involves
A) the union and management.
B) the union, management and a neutral third party.
C) a third party only.
D) management and a neutral third party only.
E) the union and a neutral third party only.
Q2) Unionized employees at a company learn that management is eliminating bonuses and spontaneously go on strike without waiting for union leaders to address this situation; what is this type of strike called?
A) A wildcat strike
B) A membership strike
C) An unsolicited strike
D) An independent strike
E) A lockout strike
Q3) A lockout involves the employer prohibiting the bargaining unit employees from entering the company premises as a means of putting pressure on the union to agree to the terms and conditions being offered by management.
A)True
B)False
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Page 18
Chapter 17: Managing Human Resources in a Global Business
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Q1) Which global staffing policy would a corporation adopt if the belief was that only host-country managers can ever really understand the culture and behaviour of the host-country market?
A) Unicentric
B) Multicentric
C) Geocentric
D) Polycentric
E) Ethnocentric
Q2) In Canada,most of the labour force growth over the last decade has been attributable to immigration,and immigrants continue to be a critical component of Canada's workforce.
A)True
B)False
Q3) Differences in cultural factors help to explain why incentive plans in China tend to focus on the work group,whereas in the United States,the focus is usually on individual worker incentive plans.
A)True
B)False
Q4) Discuss steps that can be taken to assist in the repatriation process.
Page 19
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