Management Studies
Textbook Exam Questions
Course Introduction
Management Studies introduces students to the fundamental principles and practices involved in the effective administration of organizations. This course explores key areas such as planning, organizing, leading, and controlling within various business contexts. Students will examine classical and contemporary management theories, decision-making processes, organizational behavior, leadership styles, and strategies for motivating teams. Through case studies and practical exercises, learners will develop critical skills in problem solving, communication, and strategic thinking, preparing them for management roles in diverse industries.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Chapter 1: Strategic Management
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Sample Questions
Q1) Strategic intent is an intangible corporate goal.
A)True
B)False
Answer: False
Q2) Pacific Kayaks Ltd.provides ocean kayaks with distinctive qualities valued by customers.The company attracts customers because it sets itself apart from the competition.It is successful because it has access to leading scientific research on polyethylene,a very abrasion-resistant material used in the construction of its kayaks.The company also has a strong sales and marketing team and a corporate reputation for quality and innovation.What competitive strategy is Pacific Kayaks Ltd.using?
A) low-cost provider
B) differentiation
C) market niche with lower cost
D) focus strategy
Answer: B
Q3) According to the resource-based view,an organization's sustained competitive advantage must meet four criteria.List these four criteria.
Answer: They can be organized by the firm (the firm can exploit the resources)
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Page 3
Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) From the human capital perspective,companies should invest in their employees.
A)True
B)False
Answer: True
Q2) In order to retain valuable employees,Google gave all its employees a 20 percent raise in 2010.
A)True
B)False
Answer: False
Q3) Payroll represents a routine activity that must be done for the organization to operate on a daily basis.What term best describes this type of activity?
A) transitional
B) transactional
C) temporal
D) transformational
Answer: B
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Page 4
Chapter 3: Environmental Influences on HRM
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81 Flashcards
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Sample Questions
Q1) Economic climate may influence different industries and businesses in a different way and to a different extent.
A)True
B)False
Answer: True
Q2) A drop in demand for contingent,temporary,and contract employees can predict an economic slowdown.
A)True
B)False
Answer: True
Q3) According to the Global Wood Group,which of the following is NOT part of its environmental scanning?
A) external consultants and trainers
B) trade publications
C) professional associations
D) current legislation
Answer: D
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Page 5
Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) The forecasting term "envelope" is synonymous with the term "projection."
A)True
B)False
Q2) What type of forecasting focuses on tracking instituted by an organization's managers?
A) event-based
B) process-based
C) external-based
D) transaction-based
Q3) How can organizations reduce their HR costs?
A) use contingent workers whenever possible
B) pay overtime only when necessary
C) ensure that there are more than enough employees
D) take a long-run planning approach to HR issues
Q4) Persons who have invisible disabilities would constitute a "designated group" with respect to hiring in Canada.
A)True
B)False
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) How do the experts finally agree on a solution in the nominal group technique?
A) by defending their perspectives
B) by voting for the best estimate
C) by lobbying the other group members
D) by ranking the solutions with a secret vote
Q2) Which forecasting technique would an organization use if it wanted to conduct a long-run qualitative forecast in which experts meet and give their assessments about the future?
A) Delphi technique
B) critical incident technique
C) repatriation technique
D) nominal group technique
Q3) Scenario forecasting is based on the premise that,because the future course of events is not known with certainty,it is necessary to develop several plausible sets of outcomes.
A)True
B)False
Q4) What is envelope/scenario forecasting? Describe some of its features.
Q5) Describe how HR Budgets and staffing tables are applied in HR demand forecasting.
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) What is the first step in a HR supply analysis?
A) to examine skills and management inventories
B) to determine the HR demand available
C) to calculate the ratio of hires to retires
D) to analyze the external environment
Q2) When personnel supply requirements are approached at using a "top-down" fashion,the level with the highest relevant authority level is the starting point in the vacancy model.
A)True
B)False
Q3) Another name for the vacancy model is the renewal model.
A)True
B)False
Q4) Which of the following is NOT included in the additional information provided in a management inventory?
A) duties
B) deficiencies
C) responsibilities
D) accountabilities
Q5) What is succession planning,and what are three of its benefits to organizations?
Page 8
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Chapter 7: Succession Management
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Sample Questions
Q1) According to the textbook,why have many Canadian dynasties failed?
A) because their heirs were incapable of managing the business
B) because they did not monitor the external environment
C) because they expanded too quickly into global markets
D) because they were unaware of anticipated mergers and acquisitions
Q2) Counselling and friendship are two benefits derived from mentorship.
A)True
B)False
Q3) One way of quickly orienting a new employee is to place him or her in a new department every few weeks.
A)True
B)False
Q4) The succession management process links replacement planning and management development.
A)True
B)False
Q5) A succession management approach should track not only on internal candidates but also external candidates.Discuss the advantages and disadvantages of internal and external candidates? Which method is preferred?
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) Why does an organization issue a request for proposal?
A) to communicate what is sought from the vendor
B) to request pricing information from the vendor
C) to substantiate intention to buy from the vendor
D) to request an IT demonstration from the vendor
Q2) What are the differences between a human resources information system (HRIS)and an enterprise resource planning (ERP)solution?
Q3) Two typical self-service platforms used in HR technology include the ESS and ISS.
A)True
B)False
Q4) If ESS and MSS applications are available to employees and managers,one can conclude that the information is being captured at the source.What type of technology platform applies these applications?
A) e-learning
B) self-service
C) outsourcing
D) online
Q5) What are the most common IT implementation pitfalls?
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Chapter 9: Change Management New
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Sample Questions
Q1) In organizational settings,single-loop learning involves questioning the extent to which the strategy itself and the systems and structures that implement the strategy support the underlying purpose of the organization.
A)True
B)False
Q2) Identify an organization you are familiar with (such as from your work experience or from the course textbook).As the HRM responsible for moving the organization through an organizational change,what steps would you follow?
Q3) Both single-loop and double-loop learning are methods of learning that involve questioning current assumptions,examining problems from different perspectives,and questioning the validity of the problems.
A)True
B)False
Q4) "Freezing" is a stage in the change process that involves a trial-and-error process of taking action to move the firm through the intended change.
A)True
B)False
Q5) What is the purpose of force-field analysis in the change management process?
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) The research evidence suggests that downsizing creates job insecurity,which is strongly associated with low levels of safety motivation.
A)True
B)False
Q2) Which of the following is a medium-term cost adjustment that an organization could consider to reduce costs?
A) exit incentives
B) hiring freeze
C) mandatory vacation
D) reduced overtime
Q3) When rationalizing decisions about downsizing,many managers will rely on economic,accounting,and revenue-based rationales.
A)True
B)False
Q4) What is one issue that has received little attention relative to downsizing?
A) reputation for corporate social performance
B) pension contributions and defined benefits
C) effects on long-term profitability and debt
D) employee satisfaction of survivors
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Which strategy has French lodging giant ACCOR followed for its U.S.subsidiaries in order to attract and retain local employees?
A) global IHRM strategy
B) integrative IHRM strategy
C) exportive IHRM strategy
D) adaptive IHRM strategy
Q2) Which of the following is a key challenge influencing HR practices within an international context?
A) increased number of younger workers
B) employment legislation
C) cultural assimilation in the new country
D) family and divorce issues for expatriates
Q3) An integrative IHRM approach combines home HR practices with local practices.
A)True
B)False
Q4) What is one advantage of increased use of third-country nationals?
A) They are well versed in a company's needs and norms.
B) They are familiar with the parent-country culture.
C) They have greater familiarity with the host-country culture.
D) They are familiar with a company's corporate culture.
Page 13
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Which of the following is NOT one of the key areas that General Mills' transition team focused upon?
A) developing the systems that mattered most to employees
B) providing fair compensation and incentives to employees
C) sequencing the implementation of any new systems
D) using a climate survey to monitor employee feedback
Q2) Identify and describe three HRM impacts that occur as a result of mergers and acquisitions.
Q3) Why must the needs of management be considered as an important motivator for mergers?
A) Managers often consider their power and ego needs ahead of the needs of their organization.
B) Managers are unconsciously motivated by the game of corporate life and takeover challenges.
C) Managers are concerned only about their substantial incentives and salaries and not about their employees.
D) Managers have personality characteristics that result in acquisition behaviours and greed.
Q4) What is a merger? Identify and describe three different types of mergers.
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Chapter 13: Outsourcing
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Sample Questions
Q1) Comment on the quote "not a single company can afford to even try and be the first in everything." Define and give an example of core work and non-core work.
Q2) Which of the following outsourcing functions carries a potential risk of information being leaked?
A) payroll and benefits
B) software development
C) recruitment
D) pension administration
Q3) What are two primary reasons why organizations outsource?
A) strategic and transactional focus
B) access to specialized expertise and advanced technology
C) access to specialized expertise and ability to service remote locations
D) organizational politics and restructuring
Q4) What is an essential first step that an organization must undertake with its outsourcing vendor when negotiating the contract?
A) making sure that there is a termination clause
B) checking references using the vendor's current clients
C) establishing benchmarks for current service levels
D) projecting a budget for cost savings
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) Benchmarking enhances organizational performance by establishing standards against which processes,products,and performance can be compared and improved.
A)True
B)False
Q2) Which of the following is NOT part of the 5C model of HRM impact?
A) contribution
B) cost control
C) compliance
D) commitment
Q3) There are three typical measures for efficiency: time,quality,and cost.
A)True
B)False
Q4) What is a leading indicator in HRM evaluation?
A) an indicator that anticipates management action
B) an indicator that predicts or affects the future
C) an indicator that explains changes or events
D) an indicator that represents current HR trends
Q5) With respect to the HR scorecard,deliverables should be linked to strategy.
A)True
B)False
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